Understanding Nurses’ Intent to Stay: The Role of Workplace Support and Job Satisfaction in Private Hospitals

Aim: This study examined the relationship between perceived workplace support, job satisfaction, and intent to stay among nurses in selected private hospitals in Bulacan.Methodology: A descriptive-correlational, cross-sectional design was employed.A researcher-developed, content-validated questionnaire assessed four domains of workplace support and job satisfaction-work environment and job satisfaction, compensation and incentives, nurse-patient relationship, and professional relationships and support-alongside intent to stay.Content validity was established through expert review (item-level CVI .80)and pilot testing; internal consistency ranged from acceptable to excellent.Data from 155 staff nurses were analyzed using descriptive statistics and Pearson's r (two-tailed, = .05)after confirming distributional assumptions.Results: Results showed that while nurses rated professional relationships and nurse-patient interactions positively, compensation and workload distribution were less favorable.Among the four domains of workplace support and job satisfaction, only work environment and job satisfaction demonstrated a statistically significant but negligible positive correlation with intent to stay (r = .165,p = .042).Overall, nurses' intent to stay remained neutral, reflecting ambivalence toward long-term retention.Conclusion: While supportive interpersonal climates and positive patient interactions were valued, they were insufficient on their own to strengthen nurses' retention intentions.Structural conditions-particularly compensation fairness and equitable workload distribution-appear more influential in shaping commitment to remain.Hospital administrators and policymakers should prioritize compensation and workload improvements, complemented by continued efforts to maintain supportive workplace relationships, to strengthen nurse retention in private hospital settings.