ARTICLES RESEARCH PAPERS 36 INTRODUCTION Employee turnover is the well recognized issue debated greatly in this current scenario. It is the very challenging issue the Human Resource department is facing in all the organization now a day. It is commonly and increasingly taking place in all kinds of occupational sectors. Some kind of things is not under the control of human hands. Transfer of the spouse, pregnancy and severe health related issues are some of the factors which induce voluntary turnover among the employees. Nowadays it is common that all individuals prefer sophisticated life, rich transport facilities, wide education opportunities, medical facilities, good entertainment faculties, large employment opportunities and western type of life styles. All these facilities are abundantly available in city life rather than village life. Due to these reasons, nowadays, urbanization is greatly increasing. Moreover, almost all kinds of business sectors are primarily focusing the cities to start their businesses because of the population density. Moreover, competition in all occupations and fluctuations in the economy are the major issues in this present situation. In order to sustain in this competitive business world, all employees need to update their knowledge and skills in accordance with the changes and updating in the field. So, naturally, the employees prefer the organizations that offer wide career development opportunities. Fluctuation in the economy and high economical demand push the employees to look for the job as well as organization that provide more salary and other financial and nonfinancial incentives. Thus, urbanization, competition and economical demand are some of the reasons being responsible for employee turnover in all kinds of business organizations including hospital. Hospital is the primary unit in health care industry. It provides medical, surgical, diagnostics and preventive care for the patients. Multi speciality hospital, single speciality hospital, polyclinic and clinic are the various types of hospitals. Though, the basic service of the hospital is to provide care for the patients, all types of the patients cannot avail the treatment facilities in the single specialities. Multi speciality hospital is one which provides Lecturer, Department of Management Studies, DMI St. John the Baptist University, Mangochi, Malawi. ABSTRACT This comparative study has been undertaken in Tirunelveli City, Tamilnadu with the objectives of identifying and differentiating perception of nurses working in multi-speciality hospitals and single speciality hospitals towards push and pull factors of employee turnover. The study has analyzed 24 factors in terms of push factors and 18 factors in terms of pull factors. The study has stratified the target group into nurses working in multi-speciality hospitals and nurses working in single speciality hospitals using stratified random sampling techniques. A total of 120 nurses have been sampled from both kinds of organizations using judgment sampling techniques. Both Mean and Standard Deviation have been administered to identify and differentiate push and pull factors of employee turnover of nurses working in both kinds of organizations. The analysis has shown that the majority of the push and pull factors discussed in this study have commonly and equally been perceived by majority of the nurses working in both kinds of organization. The study has given suitable suggestions to control and prevent turnover of nurses in private hospitals. Keywords: Employee Turnover, Nurse, Multi Speciality Hospital, Single Speciality Hospital, Pull factor, Push factor, Tirunelveli City. D. RAJAN By EMPLOYEE TURNOVER AMONG NURSES – A COMPARATIVE ANALYSIS WITH RESPECT TO PUSH AND PULL FACTORS i-manager’s Journal o Management, Vol. n l l 9 No. 4 March - May 2015