Work–Family Conflict and Intention to Leave Among Nursing Professionals: A Cross-Sectional Study

Background/Objectives: Work–family conflict is a relevant psychosocial factor in nursing and may influence turnover intention. This study analyzed the association between work–family conflict and turnover intention among nursing professionals in Portugal. Methods: A cross-sectional study was conducted between April and July 2025 with 1097 nurses from a local health unit in northern Portugal. Data were collected using a sociodemographic and professional questionnaire, the Work–Family Conflict (WFC) and Family–Work Conflict (FWC) Scale, and the Turnover Intention Scale. Nonparametric tests, Spearman’s correlation, and linear regression models were used. Results: Participants were aged 23–66 years, with a median age of 42 years; most were women (84.0%) and held a bachelor’s degree (85.0%). Mean scores were 24.5 (SD = 7.7) for WFC, 13.2 (SD = 6.6) for FWC, and 34.8 (SD = 15.7) for turnover intention. Both conflict dimensions were positively correlated with turnover intention, with a stronger association for WFC (ρ = 0.347; p < 0.001) than for FWC (ρ = 0.186; p < 0.001). In the fully adjusted regression model, WFC remained positively associated with turnover intention (β = 0.383; SE = 0.062; t = 6.149; p < 0.001), whereas FWC was no longer significant. Adding job satisfaction, perceived work-related stress, and nurse manager support increased explanatory capacity. Conclusions: Work–family conflict, especially work-to-family interference, was associated with nurses’ turnover intention. These findings highlight the need for organizational strategies that reduce work demands, support work–life balance, and address broader occupational and psychosocial conditions.