Hospitals frequently face difficulties in retaining health workers, especially nurses. There is a high turnover rate at private hospital X in Central Jakarta. High nurse turnover rates can interfere with the optimal performance of the hospital industry. The purpose of this study was to determine the effect of job stress, role ambiguity, work-life imbalance, the work environment, and perceived organizational support on turnover intention with organizational commitment as a mediator. In this study, the cross-sectional method is used to get quantitative data from an online questionnaire. The questionnaire was modified based on pre-existing questions from earlier literature. Data were gathered purposefully from a group of 160 permanent nurses who had worked at private hospital X for at least one year using a non-probability sampling technique. PLS-SEM software was then used to analyze it. The results showed that there is a significant relationship between job stress, role ambiguity, work-life imbalance, work environment, and perceived organizational support and turnover intention, which is mediated by organizational commitment among nurses in Private Hospital X in Central Jakarta. The results of this study can be used to make managerial implications that will help a private hospital develop its services in a way that will help it control and reduce its nurse turnover rate. There are some limitations, and these are followed by recommendations for additional study.