<![CDATA[The high level of turnover intention among nurses is a significant issue in Indonesia, as it affects the continuity of healthcare services at community health centers. This phenomenon is driven by various internal and external factors that require deeper understanding. This study aims to explore the factors underlying nurses’ turnover intention using a qualitative phenomenological approach. The study population consisted of 23 nurses at community health centers X, with a sample of seven nurses identified as having an intention to leave their job, selected through purposive sampling. Data were collected through in-depth interviews and analyzed thematically using Colaizzi’s method. The findings revealed that factors triggering turnover intention include workload, salary, the policy of eliminating non-permanent staff, and career shifts. This study concluded that, to reduce turnover intention, community health centers needs to improve workload management and consider clarifying employment status. Meanwhile, nurses are encouraged to continuously enhance their competencies to adapt to job demands. To reduce turnover intention, health center management should improve workload distribution, clarify employment policies, and support nurses’ professional development to enhance retention and service continuity.]]>
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