Purpose:: This study examined the effects of work environment and organizational culture on tertiary hospital nurses’ turnover intention.

Methods:: A cross-sectional design was used, with a convenience sample of 371 hospital nurses from 16 units of three tertiary hospitals in South Korea. Data were collected through a self-report survey conducted during September and October 2016. Data were analyzed using the chi-square test, Fisher’s exact test, independent t-test, and binary logistic regression analysis.

Results:: A total of 43.7% of the participants were identified as having turnover intention within 1 year. Factors related to turnover intention among hospital nurses were age, marital status, and total clinical career. Furthermore, a relationship-oriented organizational culture showed a negative association with turnover intention.

Conclusion:: These findings suggest it is important to provide appropriate motivational programs and incentives for nurses according to their clinical career to decrease turnover intention. Moreover, establishing a relationship-oriented organizational culture will also help to reduce the turnover intention of tertiary hospital nurses.