Résumé
The objective of this study was to determine if organisational culture predicts turnover intentions of professional nurses. A predictive model with organisational culture and various proposed mediating variables; namely knowledge sharing; organisational commitment; organisational citisenship behaviour and job satisfaction; as well as variousdemographic variables was developed to determine turnover intentions through applying General Linear Modelling. A correlational design with questionnaires was used. A sample of professional nurses (N = 530) in private and provincial hospitals was obtained. The results indicate that organisational culture has a significantly negative correlation withturnover intentions. Organisational culture also interacted with job satisfaction; knowledge sharing; and the white professional nurses' category to decrease turnover intentions and with Organisational Citisen Behaviours to increase turnover intentions in a final predictive model. It is therefore recommended that nursing employers seriously embarkon strategies to improve the organisational culture to retain their talent