The purpose of this study was to investigate the effects of organizational communication and grit on nurses’ turnover intention in rehabilitation hospitals. Methods: The subjects of this study included 159 nurses with more than 6 months of experience working in a rehabilitation hospital. The collected data was analyzed by descriptive statistics, t-test, one-way ANOVA, Scheffe test, Pearson correlation coefficient, and stepwise multiple regression analysis using SPSS 29.0. Results: The subjects’ organizational communication was 3.34±0.38, grit 2.99±0.31, and turnover intention 2.84±0.57. Turnover intention showed a negative correlation with organizational communication (r=-.38, p<.001) and grit (r=-.41, p<.001). The factors significantly affecting turnover intention included grit (β=-.30, p<.001), the scheduled period of employment (age of retirement; β=-.30, p<.001), organizational communication (β=-.26, p<.001), and salary satisfaction (satisfied to very satisfied; β=-.17, p=.014) in order. These actors explained 38.2% of turnover intention. Conclusion: Based on this study’s findings, reducing nurses’ turnover intention in rehabilitation hospitals requires developing with effective measures to improve grit and organizational communication and allowing them to work as long as possible.