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Purpose : This study aimed to identify the effects of nursing organizational culture, job satisfaction, and organizational commitment on the retention intention among nurses. Methods : A descriptive correlational study was conducted on 170 nurses who had worked for over one year at a general hospital with 300+ beds in U city. The data were collected from March 4 to March 26, 2024, using structured questionnaires. Results : The most significant factors affecting nurses' retention intention were organizational commitment (β=.353, p<.001), followed by relationship-oriented culture (β=.201, p<.05), hierarchy-oriented culture (β=.198, p<.05), and job satisfaction (β=.145, p<.05). These factors explained 45.6% of the variance in retention intention among nurses. Conclusion : The findings suggest that in order to enhance nurses’ retention intention, it is necessary to improve organizational commitment and create a balanced organizational culture that integrates both relationship- and hierarchy-oriented aspects. Additionally, strategies to increase job satisfaction should be implemented. These efforts will contribute to maintaining skilled nursing personnel and improving the quality of healthcare services.