Job satisfaction and turnover intention of nurses remain a major challenge in healthcare systems, especially in Saudi Arabia in light of the reforms under the Vision 2030. The objective of this study was to examine the determinants of job satisfaction and intention to quit among nurses in a government hospital. A quantitative descriptive-correlational design was used in the study. The study gathered data using a standardized questionnaire on job satisfaction in different areas and turnover intention. The data were analyzed using weighted mean and standard deviation; Mann Whitney U Test and Kruskal Wallis Test and Spearman Correlation Results indicated that nurses had moderate levels of job satisfaction in work environment, professional development, and leadership support, while the turnover intention was relatively high. The demographics results showed that the workforce was mainly young, female and expatriates with a large number in early career stages. The statistical analysis showed significant differences in job satisfaction according to some demographic factors. There was a moderate correlation between job satisfaction and turnover intention, which means that the lower the job satisfaction, the higher the probability of leaving. The results suggest the need for targeted organizational strategies such as improving staffing levels, leadership support, work-life balance and expanding career development opportunities. Capacity building in these areas is vital to enhancing nurse retention and workforce stability and supporting the delivery of high-quality patient care consistent with the goals of national health care.