Penelitian ini bertujuan untuk menganalisis Work Stress, Work Environment, Compensation, dan Organizational Support terhadap Turnover Intention dengan Job Satisfaction sebagai variabel mediator pada perawat di RS Hermina Palembang. Metode penelitian yang digunakan adalah kuantitatif dengan analisis Structural Equation Modelin (SEM) melalui pendekatan Partial Least Square (PLS) dengan teknik purposive random sampling, melibatkan 146 perawat sebagai responden. Hasil analisis menunjukkan bahwa Work Stress, Work Environment, Compensation, dan Organizational Support memiliki pengaruh positif dan signifikan terhadap Job Satisfaction. Selain itu, Job Satisfaction juga berperan sebagai mediator yang signifikan dalam hubungan antara Work Stress, Work Environment, Compensation, dan Organizational Support terhadap Turnover Intention. Hasil penelitian menunjukkan bahwa compensation memiliki pengaruh signifikan terhadap job satisfaction dan turnover intention. Selain itu, job satisfaction terbukti sebagai mediator signifikan antara faktor work environment, organizational support, dan compensation terhadap turnover intention. / This study aims to analyze the effects of Work Stress, Work Environment, Compensation, and Organizational Support on Turnover Intention, with Job Satisfaction as a mediating variable, among nurses at Hermina Hospital Palembang. The research employs a quantitative approach using Structural Equation Modeling (SEM) through Partial Least Square (PLS) and applies a purposive random sampling technique, involving 146 nurses as respondents. The findings reveal that Work Stress, Work Environment, Compensation, and Organizational Support have a positive and significant impact on Job Satisfaction. Furthermore, Job Satisfaction serves as a significant mediator in the relationship between Work Stress, Work Environment, Compensation, and Organizational Support on Turnover Intention. The results highlight that Compensation has a significant influence on both Job Satisfaction and Turnover Intention. Additionally, Job Satisfaction is proven to be a significant mediator between Work Environment, Organizational Support, and Compensation in reducing Turnover Intention.