Introduction: Migration in nursing can be divided into several directions, so we see migration within a health care institution, migration between institutions within the same place of residence, migration between institutions in the same country of residence or international migration. The next significant phenomenon is migration outside the profession, i.e. leaving the nursing profession (turnover). The phenomenon of leaving the nursing profession results in a decrease in the number of educated nurses and represents a significant problem for the functioning of health systems in many countries, especially in the less developed countries of the European Union. Object: To examine the attitudes about migration and possible migration intentions of nurses in Croatia, regardless of their age, gender and professional training, as well as to examine the possible connection of working environment conditions with migration or the intention to leave the profession. Materials and methods: 448 nurses from the Republic of Croatia participated in the crosssectional survey. The researchinstrument was a questionnaire. The first part of the questionnaire referred to the general and sociodemographic characteristics of the respondents, as well as the intention to leave the employer, city of residence or country. The second part of the questionnaire consisted of Turnover Intention Scale (TIS-6). The third part of the questionnaire consisted of PES-NWI Practice Environment Scale of the Nursing Work Index. Results: The data of a total of 446 respondents were processed. Interpersonal relationships were cited by respondents as the strongest motivating factor in the workplace, followed by salary. The recorded mean value on the Turnover Intention Scale (TIS) was M=18.08. The scores recorded on the Practice Environment Scale of the Nursing Work Index (PES-NWI) show the highest recorded value for subscale Collegial Nurse-Physician Relations (M=2.56), followed by the subscale Nursing Foundations for Quality of Care (M=2.44), while the lowest mean value was recorded for the subscale Staffing and Resource Adequacy (M=1.63). The overall mean value for the entire scale was M=2.27. Conclusion: We concluded that the most important factors of motivation at work are interpersonal relations, salary, working conditions and work with patients. The overall mean value of the turnover intention is slightly above the threshold values and speaks of the existing desire to change. Evaluating the working environment of nurses/technicians, we concluded that there is the least satisfaction in the Staffing and Resource Adequacy domain, while the highest satisfaction is in the Collegial Nurse-Physician Relations domain