Perceived organisational support and turnover intention among newly graduated nurses: a correlational study

Background: The global nursing shortage is a major healthcare challenge. Newly graduated nurses (NGNs) often experience reality shock, increasing their turnover intention and exacerbating workforce shortages. In this context, organisational support has emerged as a key factor associated with lower turnover intention and improved nurse retention. Aim: To investigate the relationship between perceived organisational support and turnover intentions among NGNs. Methods: A cross-sectional, correlational study was conducted with 102 NGNs in Brazil. Data were collected via an online survey between November 2025 and February 2026 using the Survey of Perceived Organisational Support (SPOS-9) and the Turnover Intention Scale. Statistical analyses were performed using PSPP. Results: Participants reported low levels of perceived organisational support (3.74 ± 1.42) and moderate turnover intentions (3.10 ± 1.28). A strong negative association was identified between perceived organisational support and turnover intention. The regression analysis further indicated that perceived organisational support significantly predicted turnover intention, explaining 41% of its variance. Conclusion: The findings indicate a significant association between perceived organisational support and turnover intention among NGNs. Healthcare managers should prioritise structured support mechanisms, including mentorship, leadership engagement, recognition and career development pathways to strengthen newly qualified nursing workforce stability and enhance system performance.