Objective To describe turnover intention of newly graduated master degree nurses at different time points and to test a multifactorial path model.Methods A convenience sample of 500 newly graduated master degree nurses were selected from 52 hospitals in China.They were asked to complete a battery of questionnaires, including a general data questionnaire, the Nurses′ Workplace Adaptability Scale, the Nurses′ Job Satisfaction Scale, the Survey of Nurse Perceived Organizational Support, the Questionnaire of Nurses′ Perceived Professional Benefits, and the Turnover Intention Scale when they entered nursing workforce at 3, 6,and 12 months.Results A total of 464 nurses completed three rounds of survey.The turnover intention scored （15.10±3.05）,（18.89±3.05）, and （16.98±3.08） when they entered nursing workforce at 3, 6, and 12 months, respectively.Regression analysis showed that workplace adaptability, job satisfaction, perceived professional benefits, and perceived organizational support at different time points had significant impacts on turnover intention （all P＜0.05）.Organizational support not only had direct effect on turnover intention, but also had indirect effect mediated by work adaptability, perceived professional benefits, and job satisfaction, with the mediating effect accounting for 92.47% of the total effect.Conclusion Turnover intention of newly graduated master degree nurses is generally at a high level, and shows a trend of first rising and then falling, with a peak at 6 months after employment.Organizational support, workplace adaptability, perceived professional benefits, and job satisfaction have direct or indirect effects on turnover intention of newly graduated master degree nurses.