The high turnover of staff is unhealthy for the smooth running of institutions since itrnaffects the growth, profitability and customer satisfaction whenever it occurs in thernworkplace. This research is aimed at assessing the causes and consequences of medicalrnstaffs turnover in Addis Ababa city hospitals with particular reference to Menelik IIrnReferral Hospital considering personal, pull and push factors as causes of turnover andrnseparation and hiring costs, team cohesion, patient satisfaction, quality of services,rnproductivity and workload and burnout as consequences of turnover. Respondents werernonly medical staffs (existing and those quitted their job) and supporters of medical staffs.rnThe staff was categorized into three strata, namely medical staffs on the job; medicalrnstaffs quit their job and vital non- medical staffs (coordinators, senior officers andrnsupport staff) who have a direct relation with human resources of the hospital. Thus,rnstratified random sampling method was employed and 210 respondents were selectedrnfrom 235 staffs. The response rate was 89.36%. Qualitative and quantitative approachesrnwere employed. Interview data generated qualitative data and the survey questionnairernresponses generated quantitative data. Thematic analysis was conducted for qualitativerndata and descriptive summary was used for quantitative data analysis. The findings of thernstudy revealed that personal factors are not the vital causes for turnover and from pullrnfactors, high salary elsewhere, availability of more financial benefits elsewhere,rnavailability of promotional opportunities external to the hospital and higher educationalrnopportunities are the most important causes initiating medical staffs to leave their job.rnThe study also revealed that push factors such as low salary and benefits, lack ofrnmotivation and encouragement for good work and absence of recognition for work donernand lack of career advancement are causes triggering staff turn-over. The study has alsornfound that turnover increased separation and hiring costs; affected team cohesion,rnpatient satisfaction, quality of services, productivity and workload and burnout ofrnexisting staffs. The study concluded with the recommendation that hospital and healthrnsector actors should work to improve work conductions (controlling push and pull asrnwell as personal factors) and reduce turnover. The actors of the health sector requirerneffective strategies that for managing turn-over in hospitals in Addis Ababa.rnKey words: Causes & consequences of turnover, Menelik II Referral Hospital