This research assesses how the direct effects of career satisfaction and job satisfaction on turnover intentions and the indirect effects through organizational commitment differ between Taiwanese and U.S. hospital employees. Using data collected from 179 Taiwanese and 144 U.S. hospital employees, the test results find the following differences: the direct effect of job satisfaction on turnover intentions is negative and significant for Taiwanese hospital employees but not for U.S. hospital employees; the indirect effect of job satisfaction on turnover intentions through organizational commitment is stronger for Taiwanese hospital employees than for U.S. hospital employees; and the negative direct effect of career satisfaction on turnover intentions and the indirect effect through organizational commitment are stronger for U.S. hospital employees than for Taiwanese hospital employees. Finally, the managerial implications for human resource development are discussed.