<![CDATA[High turnover among healthcare workers remains a major challenge for the continuity, quality, and sustainability of health services. Work-family conflict, work-life balance, and work-life interference have been increasingly examined as work–life factors that may influence turnover intention and retention-related outcomes. This systematic review aimed to synthesize evidence on the association between work–life factors and turnover-related outcomes among healthcare workers in hospital or acute-care settings. The review followed the PRISMA 2020 guidelines. Literature searches were conducted in PubMed/MEDLINE and Scopus for English-language peer-reviewed studies published between 2015 and 2025. Eligibility was guided by the PECOS framework, and methodological quality was assessed using the Joanna Briggs Institute Critical Appraisal Tools according to study design. Findings were synthesized thematically. A total of 22 studies were included, most used cross-sectional designs and involved nurses, physicians, doctors, and other healthcare workers. Work-family conflict was frequently associated with higher turnover intention, whereas better work-life balance was generally associated with lower turnover intention or more favorable retention-related outcomes. Burnout, perceived stress, psychological distress, and affective responses appeared to be important pathways linking work–life difficulties with turnover-related outcomes. Individual and organizational resources, including supervisor support, perceived organizational support, work engagement, psychological empowerment, and return-to-work support, may help reduce turnover intention and support retention. Because most studies were cross-sectional and self-reported, causal interpretation remains limited. These findings emphasize the need for organizational strategies addressing work–life issues to improve healthcare workforce retention, supported by future longitudinal studies using standardized measures and adjusted analyses.]]>
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