RESUMEN
Financial and human costs for the nurse's turnover are high in the world. Prediction of this turnover is essential to reduce unnecessary costs in the health organizations. The purpose of this study was to evaluate the relationship of individual and organizational factors with job satisfaction and the nurses' intention to leave their job. This study was a descriptive-correlative study which included 89 female nurses. Using Lisrel 8.5 software, the data were analyzed by means of structural transactions model and path analyzing. The results of this study showed the following significant relationships: age with colleagues' support [0.32], marriage with colleagues' support [-0.38], work background with intention to leave [-0.37], colleagues' support with head nurses' support [0.35], head nurses' support with job satisfaction [0.31] and job satisfaction with intention to leave [-0.52]. Individual and organizational factors can influence the intention of nurses to leave their job. Considering the differences between the individuals, it seems that managers of the hospitals can have positive influence on job satisfaction and decrease in intention to leave their job by proposing suitable work shifts and work teams