The employees’ turnover intention is one of the most popular subjects in the field of Human Resource Management. Moreover, the turnover problematic phenomenon is also still one of the most costly issues for HR managers in their efforts on human capital. Although turnover intention has been one of the most researched phenomenon in Human Resource Management (HRM), researchers still return to restudying this phenomenon because of its impact on service quality in any organization, moreover turnover intention has direct and indirect costs, both costs are critical, complicated, and serious. While the phenomenon of turnover intention in the nursing sector has a more serious impact than on any other sector, it has been recognized in both developing and developed countries. Organizational factors (Leadership, Pay Level, and Advancement Opportunities) have excessive impact on turnover intention among employees. Thus, this conceptual paper focuses on the organizational factors as the determinant of turnover intention among registered nurses. Approach: The literature was explored to acknowledge the accessible relationships among cross organizational factors (Leadership, Pay Level, and Advancement Opportunities) and turnover intention among registered nurses public hospitals. Conclusions: This conceptual paper provides an updated review of the literature on organizational factors and turnover intention. The practical implications as well as academic contributions were also presented.