The research aims to explore the effect of workplace bullying on the turnover intention of nurses. Quantitative research methods and descriptive survey design were utilized. The research was conducted among nurses in public and university hospitals across Turkey. In the study, 973 nurses were reached using the convenience sampling method. The data collection tools included a descriptive information form and scales measuring workplace bullying and turnover intention. IBM SPSS 26 package program was used for data analysis. There was a difference in workplace bullying scores according to the type of hospital where the nurses worked, the status of being subjected to violence by their colleagues before, the unit they worked in, and age variables. In addition, a difference was found in turnover intention scores according to gender, unit of employment, age, education level, and previous violence by friends. The multiple linear regression model, in which workplace bullying, gender, years of employment, and being subjected to violence were evaluated as independent variables and turnover intention was evaluated as the dependent variable, was found significant (F = 82.58, p < 0.01). These independent variables explain 25% of turnover intention. In addition, workplace bullying positively affects turnover intention. Therefore, preventing workplace bullying has an important place in eliminating turnover in nurses. Nurses’ working conditions should be improved; they should feel safe while performing their duties and should not be subjected to bullying behaviors. In this sense, managers should treat their employees fairly and isolate the workplace climate from bullying.