Iranian Journal of Nursing and Midwifery Research1735-906631320260729357365ENDepartment of Medical and Surgical Nursing, Nursing Care Research Center in Chronic Diseases, Ahvaz Jundishapur University of Medical Sciences, Ahvaz, IranDepartment of Nursing, Nursing Care Research Center in Chronic Diseases, School of Nursing and Midwifery, Ahvaz Jundishapur University of Medical Sciences, Ahvaz, IranDepartment of Nursing, Nursing Care Research Center in Chronic Diseases, School of Nursing and Midwifery, Ahvaz Jundishapur University of Medical Sciences, Ahvaz, IranDepartment of Anesthesiology, School of Allied Medical Sciences, Ahvaz Jundishapur University of Medical Sciences, Ahvaz, IranDepartment of Critical Care and Emergency, Faculty of Nursing and Midwifery, Kashan University of Medical Sciences, Kashan, IranDepartment of Anesthesiology, School of Allied Medical Sciences, Ahvaz Jundishapur University of Medical Sciences, Ahvaz, Irann2026072620260726<p><strong>Background: </strong>High turnover among newly graduated nurses poses a serious challenge to healthcare systems, contributing to staff shortages, compromised patient safety, and increased operational costs. This narrative review aimed to identify the key factors influencing turnover intention in this group. <strong>Materials and Methods: </strong>This narrative review involved a literature review across the Science Direct, SID, Google Scholar, Scopus, PubMed, and Magiran databases for English and Persian language studies published between 2010 and 2022, ultimately selecting 19 relevant studies. The findings revealed that both individual and organizational factors play significant roles in shaping nurses’ decisions to leave their jobs. <strong>Results: </strong>Turnover intention among newly graduated nurses was influenced by distinct individual and organizational factors. On the individual level, risk factors included emotional instability, sleep disturbances, job‑related stress, poor communication with patients, insufficient clinical skills, role conflict, and role ambiguity. Protective factors that reduced turnover intention were strong professional commitment, conscientiousness, and psychological capital such as resilience and optimism. Organizational factors also had a major impact. High workload, workplace bullying, rude or unprofessional colleagues, and lack of adequate resources increased the likelihood of turnover. In contrast, supportive leadership and positive workplace relationships helped retain newly graduated nurses. <strong>Conclusions: </strong>We recommend that policymakers establish safe staffing ratios and antibullying policies, managers prioritize leadership development and clinical resources, educators enhance communication training, and institutions implement resilience programs and mentorship. These evidence‑based actions are essential to improve nurse retention and advance patient care quality through a stable nursing workforce.</p><p> </p>http://ijnmr.mui.ac.ir/index.php/ijnmr/article/view/2382http://ijnmr.mui.ac.ir/index.php/ijnmr/article/download/2382/70707971