Workplace turnover is destructive to nursing and patient outcomes as it leads to losing competent and qualified nurses. However, developments of coping strategies demand a clear understanding of workplace variables that either motivates nurses to remain employed or lead them to leave their current jobs. This study assessed the relationship between socio-demographic characteristics of members of nursing staff and their job satisfaction as well as perceived factors influencing turnover among nurses in Ahmadu Bello University Teaching Hospital Zaria, Nigeria. Cross-sectional study design was carried out on 304 nurses using quantitative data collection methods from 8th April, 2016 – 22nd April, 2016. The respondent’s age ranged between 20-63 years with a mean age of 39±10.97 years. Age, gender, marital status; and job satisfaction yielded a nonstatistical significant, weak and positive correlation with job satisfaction. Number of years worked, professional experience and unit of primary assignment were the only sociodemographic characteristics found to be significant predictors of job satisfaction in ABUTH (P < 0.05). Insufficient cohesion with colleagues, poor safety of the work environment; undervalued nurse’s opinion by medical staff and poor professional image of nursing were identified as perceived factors positively influencing nurse’s intension to leave the hospital. The study suggests that nurses’ opinion should be respected by other professionals and nurses professional practice judgement should not be relegated on the bases of sentiments.