To understand turnover intent and turnover, you need to first define these terminologies. Turnover intention has been defined as employees' intention to change jobs or companies on a voluntary basis (Schyns et al., 2007). Turnover intention is the "intention to leave" as a reflection of the likelihood of an individual changing jobs within a certain time. It is an important predictor for actual employee turnover, where individuals with high withdrawal behaviors will leave the organization early. On the other hand, individuals' intention to leave their occupation is a more difficult decision than that of leaving their current organization. Turnover intention is the final stage that occurs before individuals make the actual decision to leave the organization. Individuals' intention to leave their current organization could be seen through different reactions starting to think about leaving the organization, talking to other colleagues and friends about their intention to leave the organization for certain reasons. Many studies have considered turnover intention behaviors as a strong predictor of actual turnover of individuals in the company as a result of low job satisfaction, low justice, and low organizational commitment. Tett and Meyer (1993) cited in (Ching, 2006) found that turnover intention predicted actual turnover. Park and Kim (2009) exploit this notion, finding that turnover intention in nursing is the final stage in their decision to leave their organization and terminate employment contracts. Turnover has been defined as “the voluntary cessation of participation in the employment of an organization, excluding retirement or voluntary withdrawal under pressure,… midway… of the organization, as it may harm the image of the organization making them bad employers and lead to destroying the quality of services, innovation, productivity and customer services, which provide the organization with competitive advantages. High turnover is affecting healthcare personnel and organizations The study by Leiter et al hospitalized patients with words in which nurses expressed their intention to leave the organization are less satisfied with medical nursing care (Tzeng, 2002). human resources in many organizations in the world do not pay the desired attention to the attention to employee turnover and actual turnover, which cause employees to develop negative attitudes especially in light of the shortage in the labor market, which make this type of management practices the main source of employee turnover.