Purpose
Hemodialysis units require a highly specialized nursing workforce, and frequent nurse turnover may compromise continuity of care and patient safety. This study aimed to identify factors associated with turnover intention among hemodialysis nurses using Price’s causal model of turnover. Methods: A model-testing design was used. Data were collected from 180 hemodialysis nurses in three metropolitan cities using structured questionnaires that measured job stress, social support, job satisfaction, and turnover intention. Descriptive statistics were analyzed using IBM SPSS version 27.0, and path analysis was conducted using IBM SPSS AMOS version 26.0. Results: Turnover intention was significantly lower among nurses aged 40 years or older, those with at least 20 years of clinical experience, those with at least 10 years of hemodialysis-unit experience, and those with an adaptation period longer than 90 days. Job stress showed a significant direct path to turnover intention (β=.38, p<.001). Social support showed significant direct paths to job satisfaction (β=.64, p<.001) and turnover intention (β=–.42, p<.001), as well as a significant indirect path to turnover intention through job satisfaction (β=–.19, p=.028). The model explained 39.7% of the variance in turnover intention. Conclusion: Strategies to reduce job stress and strengthen social support may help reduce turnover intention and support the retention of experienced hemodialysis nurses.