الفهرس 
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Abstract
Leadership style has been linked to many of staff outcomes namely, job satisfaction, job performance and anticipated turnover. Employee turnover continues to be an important challenges facing health care systems Turnover affects the nursing profession globally and its impact varies among nurses in different positions and different settings. Managers who do not recognize neither subordinates, perceived external prestige nor subordinates during performing job, as well as, criticizing one’s employees on mistakes made while on the job, such leadership style may therefore result in the inability of some hospitals to retain staff.
According to Hinshaw and Atwood(1987), anticipated turnover is defined as nurses perception of the possibility of voluntary termination of their current jobs. Actually, nurses turnover is one of the most persistent and frustrating problems facing any organization because it is costly for recruitment and training new personnel which affect the budget of health-care organization Anticipated turnover has a direct correlation with ineffective leadership style and other factors such as emotional exhaustion , role conflict and ambiguity ,job stressors and work exhaustion .Consequently, nurses, work performance is affected leading to reduced productivity and intent to leave the organization.
The present study aimed to determine the relationship between perceived caring leadership and nurses, anticipated turnover.