Background : A lot of studies about Turnover Intention have been conducted. There are several factors causes of Turnover Intention, one of them is compensation. In Addition, career deThere have been many studies on Turnover Intention. One of the factors which cause Turnover Intention is compensation. Moreover, career development which is inconsistent with nursing rank, as many nurses work as nursing staff until they retire, and there is no sustainable education and training program from hospital management make them resign. Today, one of the indicators of hospital service quality is satisfaction level. If nurse’s job satisfaction level is low, the nurse tends to choose to work in another place which has more satisfactory offers than the current workplace. Method : This study used quantitative research design with cross sectional time approach. The sampling technique was simple random sampling. In this study, the sample of 47 nurses of PKU Muhammadiyah Gamping Hospital, with a sample who had worked for over two years. This study used primary data of questionnaire. The research hypothesis used Path Analysis. Result : The study found that compensation and career development had direct and significant effects on Turnover Intention. Moreover, compensation and career development also had indirect and significant effects on Turnover Intention through job satisfaction as the intervening variable. Keywords: compensation, career development, job satisfaction, turnover intention and path analysis