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This article focuses on the influence of three HRM practices and two key organizational elements on voluntary intention to leave. The study is based on a survey with medical doctors (N=225) and the analyses were processed using SPSS-AMOS software. The findings reveal that doctors’ voluntary intention to leave is associated with perceptions of HRM practices, their satisfaction with equipment, as well as their satisfaction with socioeconomic living conditions. In addition, they indicate that the influence career management practices, compensation practices, and satisfaction with work equipment have on voluntary intention to leave is mediated by perceived organizational support. Finally, they show that even if doctors’ satisfaction with socioeconomic living conditions is negatively associated with their voluntary intention to leave, this variable does not contribute significantly to predicting this relationship.