This study examined whether work-family conflict mediates the effects of perceived organizational support and perceived supervisor support on turnover intention among nurses in the healthcare sector in Bangladesh. Data collected from 383 participants were analyzed using structural equation modelling. Both perceived supervisor support and perceived organizational support were found to have a significant negative association with nurses’ intention to leave. The study further revealed that the connection between perceived support and turnover intention among nurses in Bangladesh was positively mediated by work-family conflict; it was shown that work- family conflict increases turnover intention. This study recommended that, hospitals should focus on creating a socially interactive environment and addressing work-family conflicts, as selected variables can as these factors can mitigate nurses’ turnover intentions through job satisfaction and increase overall well-being among nurses. An increase in job satisfaction may ultimately improve patient care within healthcare organizations. This study aimed to provide support to human resource managers in the development of strategies that can effectively reduce nurse turnover, which is a critical issue in Bangladesh and other countries facing similar challenges.