Organizations struggle to keep their skilled employees in the competitive environment because of high placement cost. The critique question is why employees want to stay/leave. Although internal indicators are associated with intent to leave and labor turnover rates, external indicators are not included in these indicators. Job embeddedness involves not only the internal causes but also the positions of the employees in community and their relations to tangible and intangible objects in these positions. The study aimed to test the construct validity and reliability of the job embeddedness scales that applied to nurses and health staffs in four hospitals, two private and  two state, in Hatay/Turkey. Job embeddedness was conducted with four scales that were derived from each other and all these scales, analyzed at the same time. The scales were analyzed at three-stage; exploratory factor analysis and similarity validity; confirmatory factor analysis and  convergent validity; and finally model tests. The organizational commitment and intention to leave that related to job embeddedness were used in the analyses. According to the analyses, it is found that the open-ended items are not consistent with job embeddedness scale, the community dimension should be developed and a new scales specific to Turkey should be constructed.