Purpose Turnover rates among nurses in South Korea are higher than those of other job groups, affecting hospital performance. This study clarified the mediating role of perceived organizational and supervisor support in the relationship between nurses’ organizational citizenship behavior and turnover intention. Methods This study involved a descriptive survey of 160 nurses working in two hospitals in S, South Korea. Data were analyzed using the Hayes PROCESS macro (Model 4) program, version 3.4. Results Organizational citizenship behavior was positively correlated with perceived organizational support and perceived supervisor support but negatively correlated with turnover intention. Perceived organizational support was positively correlated with perceived supervisor support. Additionally, perceived organizational and supervisor support were negatively correlated with turnover intention. The authors verified the mediating role of perceived organizational support in the relationship between organizational citizenship behavior and turnover intention. However, the mediating role of perceived supervisor support was not confirmed. Conclusion The higher a nurse’s organizational citizenship behavior, the higher their perceived organizational support, which reduces turnover intention. High-quality nursing contributes to organizational performance; therefore, the nursing workforce should be carefully preserved.
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