A substantial shortage of professionals in the healthcare field (e.g., nurses, physicians) places a priority on retention and turnover research. The purpose of the present research is to examine the relationships between various predictors of turnover (i.e., personal characteristics, role states, job characteristics, group/leader relations, organizational/environmental perceptions, attitudinal reactions) and measures of job search intentions and behaviors, turnover cognitions and intentions, and actual turnover in the healthcare field. In addition, meta-analyzed correlations of the data were subjected to a path analysis in order to better explore the relationships among the study variables. Based on 124 primary studies published between 1971–2010, results indicate that attitudinal reactions (e.g., job satisfaction, commitment) are the strongest predictors of turnover, and that a variety of role states also relate to turnover outcomes. Implications for theory and practice are discussed.