This study examined the relationships between intrinsic job satisfaction, extrinsic job satisfaction, general job satisfaction, and employee turnover intentions within nonprofit health organizations. For organizations that aim to increase their number of expanded services, it is essential to understand the motivating factors that contribute to the retention of qualified employees. Employing a quantitative correlational research design, this study collected data from a sample of 84 employees from nonprofit organizations in the Atlanta Metropolitan area using the Minnesota Satisfaction Questionnaire (MSQ) and the Turnover Intention Scale (TIS-6). The study employed a multiple linear regression analysis to investigate the predictive power of intrinsic and extrinsic satisfaction on turnover intentions and a simple linear regression to examine general satisfaction's role. The analyses showed that extrinsic satisfaction significantly predicted turnover intentions, highlighting the importance of extrinsic motivation in employee retention strategies within the nonprofit health sector. By contrast, intrinsic satisfaction did not significantly predict turnover intention, challenging the traditional emphasis on the motivational power of intrinsic rewards within this specific setting. General satisfaction emerged as a predictor of turnover intentions, further highlighting the overarching impact of overall job satisfaction on employees' decisions to stay or leave nonprofit health organizations. The results of this study suggest that nonprofit health organizations should focus on strategies that prioritize extrinsic rewards (over intrinsic) and cultivate work environments that enhance general satisfaction to reduce turnover intentions.