The present situation all over the world has become very uncertain because of covid-19 impact. Everyone's wish is to be healthy and safe. All the countries are in need of medical services and all the nations want their people to be healthy. India being a second largest country, population wise, it is in need of huge medical facilities. The success of the health care sector depends upon the health care workers. Nurses play very important role in delivering the health care services. The major purpose of this study is to explore the reasons why the nurses are migrating to foreign countries. In this regard the researcher made an attempt to explore the relationship between job satisfaction, Loyalty, organizational commitment, Organizational citizenship behavior and their turnover intentions. From the review of literature the research gaps identified were Job satisfaction, Loyalty, organizational commitment were not used as a mediator in between the relationship of organizational commitment and turnover intentions and very few studies were conducted in the stream of nursing profession and in the Kerala state.. The CARIM-India RR2013/19 report highlights majority of the nurses were from Kerala state and majority of the migrations of nurses were also from Kerala state. Hence the author tried to know the job satisfaction levels of nurses in order to explore the reasons for migration and also studied the organizational commitment levels of nurses. The researcher also tried to see the insights of the relationship between job satisfaction, Loyalty, organizational commitment and turnover intentions of nurses of Kerala. Descriptive research design is used for extracting the opinions from the target respondents and the exploratory research design is used in reviewing the past literature which in turn exhibits an important part in designing the research gaps, identification of the problem as well the objectives of the study. Data is collected utilizing the two sources primary and secondary data sources. The target population is Nurses of Kerala State and the data is pooled from them by designing a structure questionnaire with four sections. Section A includes the demographic profile of the respondents; it includes "age, gender, marital status, type of family, job location, qualification, type of hospital, salary, number of dependents and working hours". Section B includes the scale related to the variable organizational commitment, where the organizational commitment is measured by using three dimensions "affective, continuance and normative commitment". Section C includes the scale related to the variable turnover intentions with 12 items in it. Section D includes the scale related to the variable job satisfaction, where the author chose 4 dimensions for measuring it, pay, career growth, leadership and working conditions. Section E includes the scale related to Loyalty and section F includes the scale related Organizational citizenship behavior. Secondary data usage was aimed at exploring the gaps from the past literatures. For this purpose the data was collected from 428 nurses from northern, southern and central zones of Kerala state. Especially the nurses working in NABH accredited hospitals of Kerala were chosen as the sample units for the study. The recent study showed that there is scarcity of 2.4millions of nurses in India and the same report also highlights 6 Lakhs nurses from India are working abroad. Regression analysis and Process Macro were the statistical tools used for analysis. It was observed from the study that "job satisfaction, organizational commitment and Loyalty" were mediating the relationship between "organizational citizenship behavior and turnover intentions" of nurses eliciting the importance of "job satisfaction, commitment and loyalty" levels of nurses. As well organizational citizenship behavior was having negative association with turnover intentions. Hence the government and management of private hospitals have been suggested to revise and reframe the policies in the hospitals which can provide the better working conditions.
