This study was a quantitative, causal-explanatory online survey investigation of the relationship between career development, job satisfaction, and turnover intentions among the staff members of higher education institutions headquartered and teaching in the state of Florida. This study considered three theories to help understand the effect of career development on job satisfaction and turnover intentions: social exchange theory, career stage theory, and organizational citizenship behavior (OCB) theory. The independent variable was career development, and the dependent or outcome variables were job satisfaction and turnover intentions. Variables were assessed using Likert-scale questionnaires previously validated by other researchers and demonstrating adequate convergent and discriminate validity and reliability, and they were analyzed using linear regression. Career development demonstrated a significant positive relationship with job satisfaction and a significant negative relationship with turnover intervention, both of moderate effect size. Considering the findings discussed, it is crucial to assess the influence of promotions, ongoing education, continuous feedback, and the formulation of career plans on both job satisfaction and turnover intentions among employees. The research underscores that the effects of career development on job satisfaction and turnover intention hold particular significance for higher education institutions headquartered and teaching in the state of Florida. Ultimately, businesses can extract valuable insights from this study that may contribute to employee retention strategies. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]