2. IntroductionNurses constitute the largest group of healthcare providers and professionals in the healthcare system globally; they play an important role in determining the quality and cost of healthcare in Saudi Arabia. Nursing shortages and high nursing turnover have become a widespread problem, and this problem is of great concern to many countries around the world due to its effects on the efficiency and productivity of health care systems ( Al-Aameri, 2000). Job satisfaction is important for nurses in Saudi Arabia, most of whom come from different countries like India, the Philippines and Pakistan. To maintain a stable workforce and improve quality of care, it is important for health care managers in public health care organizations to identify the level of job satisfaction of nurses. Measuring dissatisfaction is also critical because a lack of job satisfaction in the nursing profession can lead to increased turnover and staff shortages. Additionally, the relationship between job satisfaction and turnover has been found in much nursing research, indicating that an increase in job satisfaction decreases the rate of turnover (Coomber and Louise Barriball, 2007). The goal of this project and literature review is to identify the relationship between job satisfaction in nursing and nursing turnover in general, and to consider many aspects of job satisfaction and turnover nursing staff, particularly in Saudi Arabia. The project will include definitions of job satisfaction and turnover, the history of nursing in Saudi Arabia, and factors affecting job satisfaction in nursing in Saudi Arabia. Additionally, this project will examine the social, cultural and educational factors that have affected the nursing shortage...... middle of paper ...... three public and two private hospitals. The response rate for this study was 79.6% out of 438. The results of Mrayyan's study showed that nurses reported moderate satisfaction with their jobs and had neutral opinions about their retention. Nurses who worked in public hospitals reported lower levels of job satisfaction and were less likely to intend to keep their jobs than nurses in private hospitals. Al-Momani (2008) identified an improvement in nurse retention in Jordanian public hospitals. The response rate was 92% out of 120. The conclusion of this study revealed ten key factors which influenced respondents' intention to leave their position: salary, workload, decision-making autonomy, caring environment, system of motivation, job description, nurses. 'well-being, growth opportunities, perception of equitable leadership and recognition of work done.