الفهرس 
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Abstract
Turnover is a challenging issue that represents a major problem for nursing and health care in terms of costs, the ability to care for patients, and the quality of care given. So, this study aimed to identify the predictors for staff nurses’ turnover in private and in Main University Hospitals. A descriptive design used in the present study. The study carried out in four private hospitals, (El- Kheir Hospital, El-Delta, El- Hekma Hospital, and finally El- Zeraaien), and Main Mansoura University Hospital. The sample included 260 staff nurses (114 from private hospitals, and 146 from Main Mansoura University Hospital). Data collected through using Turnover Sheet that included two parts, the first part contains sociodemographic characteristics, and the second part was predictors of turnover. This study showed that there was a statistical significant difference among overall predictors for staff nurses’ turnover. Supervision was the first predictor for turnover in private and in Main Mansoura University Hospitals, while, advancement was the last predictor for turnover in private hospitals, and pay was the last predictor for turnover in Main University Hospital. It is recommended that nurse mangers have to introduce motivational ideas in their job design and allows staff nurses to participate in decision-making, increasing tangible and intangible rewards as providing better pay and benefits, creating a friendly and supportive working atmosphere.