BACKGROUND: Health is wealth. Life is more precious for everyone and health cannot be earned. In the health care organization, the nurse turnover may detract the quality of care. To mitigate such a problem, it is better to examine nurses’ intentions to leave. OBJECTIVES: This study attempts to test the effects of workplace social context and job context and its relationship with the person - organization fit towards turnover intention of nurse’s at multi-speciality hospitals, are the focus of the study. METHODS: A structured survey questionnaire measures the responses from 847 nurses of multi-speciality hospitals using stratified random sampling method. Descriptive analysis, Correlation, and ANOVA were used. Confirmatory Factor Analysis using AMOS 20.0 validated the measurement model. RESULTS: The results show that workplace social context and job context have a positive relationship with the person - organization fit, with r =.233**, r =.284**, and p < .05. In turn, the person - organization fit has a significant negative relationship with intent to leave, as shown by r = -.383**. The χ2 statistics were significant and sensitive to sample size and model complexity. The fit indices were good and showed an acceptable fitting model. CONCLUSION: Job context has a greater impact than workplace social context on turnover intention of nurses through person - organization fit. Job context is closely related to person - organization fit. Higher the person - organization fit lowers the intent to leave among the nurses in multi-speciality hospitals.