The concept of intention to stay is multifaceted and requires more investigation to define the idea operationally and theoretically and differentiate it from similar concepts. The identified conceptual models of intention to stay were instrumental in differentiating this concept from other concepts, such as intention to stay, turnover, and retention. Evidence indicates that attention to meso-level variables, such as organization characteristics and work environment, is vital to improve the working environment and increasing intention to stay. Personal characteristics are not easily modified, and the interaction between work environment elements and individual factors cannot be ignored. However, more attention should be given to separate variables, such as organizational commitment and overall job satisfaction, to learn more about their impact on intention to stay. Elements of the work environment, such as effective leadership practice, empowerment culture, professional development opportunities, and a supportive organizational climate, appear to be crucial factors for encouraging nurses to stay at their workplace