Purpose: This study aimed to present and test a structural model for describing and predicting the factors affecting subjective career satisfactionof nurses experiencing rotation and to develop human resources management strategies for promoting their career satisfaction related to rotation. Methods: In this cross-sectional study, we recruited 233 nurses by convenience sampling who had over 1 year of career experience andwho had experienced rotation at least once at G university hospital. Data were collected from August to September in 2016 using self-reportedquestionnaires. The exogenous variables consisted of rotation perception and rotation stress. Endogenous variables consisted of career growthopportunity, work engagement, and subjective career satisfaction. A hypothetical model was tested by asymptotically distribution-free estimates,and model goodness of fit was examined using absolute fit, incremental fit measures. Results: The final model was approved and had suitable fit. We found that subjective career satisfaction was directly affected by rotation stress (b=.20, p=.019) and work engagement (b=.58, pqqqlt;.001), indirectlyaffected by rotation perception (b=.43, pqqqlt;.001) through career growth opportunity and work engagement. However, there was no totaleffect of rotation stress on subjective career satisfaction (b=-.09, p=.270). Career growth opportunity directly and indirectly affected subjectivecareer satisfaction (b=.29, pqqqlt;.001; b=.28, pqqqlt;.001). These variables accounted for 65% of subjective career satisfaction. Conclusion: The resultsof this study suggest that it is necessary to establish systematic and planned criteria for rotation so that nurses can grow and develop throughsustained work and become satisfied with their career.