This study examines the influence of organisational identification on nurses’ turnover intentions, with a focus on the mediating role of project performance and the moderating effect of doctor-patient conflict in Chinese healthcare settings. It aims to enhance understanding of how identification practices affect nurses’ commitment and retention. This study adopted a quantitative approach, collecting data from nurses across Chinese healthcare facilities via a structured questionnaire, yielding 187 responses. Statistical analyses, including mediation and moderation tests, were conducted using JASP. Findings reveal that organisational identification reduces turnover intentions and enhances project performance. Project performance partially mediates this relationship, while doctor-patient conflict moderates it, with higher conflict levels weakening the benefits of organisational identification. This study enriches the literature by demonstrating how organisational identification enhances nurse retention through improved project performance, particularly in challenging healthcare settings. Identifying doctor-patient conflict as a moderating factor, it offers valuable guidance for healthcare administrators in reducing turnover through targeted identification programmes.