Job satisfaction is an essential element for the maintenance of the workforce numbers of any organization. Lack of job satisfaction for employees not only leads to high turnover rates but could also have detrimental effects on the individual, like burnout. Turnover provides the organization with new ideas and is a normal process. However, it does not need to be unnecessary and excessive. A high turnover rate leads to the inability of an organization to provide quality care and job satisfaction to employees. Turnover has a cyclic nature and remains a challenging issue. An organization should identify whether turnover is voluntary or involuntary. If the organization has high rates of involuntary turnover, then careful examination of recruitment, selection, training and motivation strategies are important. If turnover is voluntary, then the organization needs to look at factors that influence nurses to leave namely: intrinsic and extrinsic factors according to Herzberg’s theory. The extrinsic factors are conditions surrounding the job and intrinsic factors are relating directly to the job. A study in Jordan, which studied private hospitals’ nurses’ levels of job satisfaction, concluded that nurses in private hospitals reported higher levels of job satisfaction and higher intentions to stay at their jobs than nurses who did not work in private hospitals. This probably indicates that nurses’ levels of job satisfaction are directly related to nurse turnover rates. Nurses in the private hospitals who had intrinsic job satisfaction, had lower turnover rates.