Introduction The inadequate number of qualified and trained nurses is a universal phenomenon. The shortage of nurses has increased many healthcare burdens around the world. Previous known studies have reported that fewer qualified graduates choose to be trained as nurses (Knox, Irving & Gharrity, 2001; Fonza & Tulker-Allen, 2007; Zysberg & Zisberg, 2008). In our local context, registered nurses make up the majority of the frontline workforce of our Singapore healthcare system, so training a large number of registered nurses is a concern for the local healthcare facility. This continuing trend of failing to attract an acceptable number of trainees into the nursing profession indicates that an imbalance still exists between the factors of retention and abandonment of the profession. Therefore, it is also important for hospitals to understand the factors that impact nurses' decisions to leave the nursing profession (Ng & Tan, 2010). The retention of nurses working in acute hospital settings and in specialized areas such as psychiatric wards is crucial and can be achieved by establishing that nurses find satisfaction in their working environment (Murrels et al. 2005). Although much comprehensive research has been conducted on nurses' job satisfaction, a large number of nurses still experience a high level of job dissatisfaction in the workplace (Manojlovich & Spence Laschinger 2002, Ma et.al. 2003). Literature Review Nurses' job satisfaction is a challenging test for healthcare institutions, as labor costs are increasingly higher as we have to outsource for foreign talent, and as discussed previously, shortages are common. Nurse retention depends a lot on how satisfied nurses are with their jobs. When you experience higher levels of job satisfaction, there is an increase in morale and commitment that makes a nurse more possible