Relative Explanatory Contributions of Intrinsic Job Satisfaction, Affective Organizational Commitment, and Satisfaction with Financial Rewards to Turnover Intention Among Hospital Nurses: A Cross-Sectional Study

Background: Turnover among hospital nurses remains a major challenge for healthcare systems. Although various factors have been linked to turnover intention, few studies have examined them together. Therefore, we examined these factors within a single analytical model. Methods: In 2025, a cross-sectional survey was distributed through 70 hospitals randomly selected from the Tohoku and Kanto regions of Japan; individual nurses were selected at the discretion of each hospital, and data from 411 nurses were analysed. Turnover intention and affective organizational commitment were measured using previously validated scales, and intrinsic job satisfaction and satisfaction with financial rewards using scales developed for this study. The measurement model was examined using confirmatory factor analysis, which provided preliminary support for the two scales developed for this study. Multiple regression was performed, and relative weight analysis estimated each factor’s proportional contribution to the explained variance. Results: All three factors were significantly negatively associated with turnover intention. Relative weight analysis indicated that intrinsic job satisfaction accounted for the largest proportion of explained variance (44.49%), followed by affective organizational commitment (31.98%) and satisfaction with financial rewards (13.50%). Conclusions: Different job-related attitudes among nurses may contribute differently to turnover intention. The quality of work experiences and supportive organizational environments warrant evaluation as potential targets for future intervention research.