<![CDATA[The high level of turnover intention among nurses constitutes a critical challenge for hospitals, as it negatively affects service quality, patient safety, and increases recruitment and training costs. In Indonesia, turnover intention among nurses remains a significant concern, exceeding the normal threshold of 10% annually. At Bhayangkara Lemdiklat Polri Hospital, the resignation rate of partner nurses rose from 7.04% in 2023 to 11.27% in 2024. This study aimed to analyse the influence of workload, job stress, and burnout on turnover intention among partner nurses. A quantitative cross-sectional design was employed, involving 71 partner nurses selected באמצעות total sampling. Data were collected using a structured questionnaire that had been tested for validity and reliability. Analysis was conducted using chi-square tests and logistic regression. The results indicated that workload had no significant effect on turnover intention (p = 0.336; OR = 0.428; 95% CI: 0.076–2.413). In contrast, job stress showed a significant effect (p = 0.004; OR = 13.337; 95% CI: 2.333–76.248), indicating a substantially higher likelihood of turnover intention among nurses experiencing high stress. Burnout was also significant (p = 0.002; OR = 8.005; 95% CI: 2.106–30.430). Overall, the model explained 54.7% of the variance in turnover intention (Nagelkerke R² = 0.547). Job stress emerged as the most dominant factor. These findings highlight the importance of stress management, psychosocial support, and burnout prevention strategies in reducing nurse turnover intention.]]>
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