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lt; 0.001) and reduced career-shift intentions (AOR = 0.891, p = 0.003). Despite strong training endurance, 55.6% considered leaving nursing, citing exhaustion and work–family conflict as key factors. Conclusion Social support emerged as a protective factor, aligning training expectations with clinical experiences and encouraging further nursing qualifications. Work ability promoted endurance in training and reduced career shift. In contrast, exhaustion, work–family conflict, poor health, and negative clinical experiences—including bullying—undermined retention. Nursing education administrators and healthcare managers should prioritize supportive environments, strengthen mentorship and peer support, and implement interventions to reduce stress and improve clinical placements to enhance retention and workforce sustainability.