The purpose of this study was to explore the relationship of the Clinical Nurse Leader (CNL) (AACN) role with the variables of work related stress, quality of life, job satisfaction and anticipated turnover of acute care nurses. Participants included registered nurses (RNs) (N= 94) in Florida recruited from 3 (not for profit) Magnet hospitals in the Tampa Bay Florida area. An ex post facto design was used to test the hypotheses of this study; independent t-tests compared RN’s responses on survey tools measuring work-related stress, quality of life, job satisfaction, and anticipated turnover. Multiple regression analysis was used to examine the interrelationships among these variables. RNs (N=94) completed five survey instruments, including a researcher-developed demographic form. The results of the study showed Aim1 which explored work- related stress did not show any statistical difference between the two groups. Aim 2 which explored job satisfaction and quality of life did not show a difference in the two groups when total scores were analyzed. However, the mental health subscale of the Sf-36(quality of life) was significant ( p=.021), and the general health subscale of the Sf-36 trended toward the CNL group reporting better general health (p=.080). This study revealed that Aim 3 which explored anticipated turnover was statistically significant (p=.047). Standard multiple regression showed a significant relationship existed between CNLs, work related stress and anticipated turnover. The significance of implementation of the CNL role in decreasing turnover through a relationship with these variables may have an important impact on the nursing profession. Specifically, economic implications in reducing turnover that bear further exploration and improving the nursing work environment. This research is the first study to explore the CNL role in relation to these variables.