Abstract : Turnover harms employees, groups, organizations, and companies. Turnovers have a substantial correlation with clinical results, particularly patient safety (falls, infections), low job satisfaction, and quality of treatment. This study explores the antecedents and consequences of turnover intention in hospitals. This study method is a systematic review of 24 articles. According to the findings, burnout, leadership, perceived organizational support, job satisfaction, a strong sense of belonging, a sense of recognition, psychological capital, organizational justice, work centrality, stress, emotional exhaustion, organizational commitment, anxiety, and loyalty are all predictors of turnover intention in hospitals. Meanwhile, consequences are quality of care, increasing direct costs in promoting, recruiting, and training new staff, low job performance, and increased length of stay. These findings contributed to a better understanding of hospital turnover intentions, which will be helpful in future academics and health practitioners.