Objective: This study aimed to examine the effects of personality features and attitudes toward the nursing profession on job motivation and intention to quit among male nurses within the framework of the Job Demands–Resources (JD-R) model. In this framework, personality traits and perceptions of the profession were conceptualized as personal resources, while job motivation represents a motivational process that may influence turnover intention. Methods: A cross-sectional design was employed with 303 male nurses actively working in different regions of Turkey. Data were collected via an online survey using non-probability sampling methods. The measurement tools included the Attitude Scale Toward the Nursing Profession, Job Motivation Scale, Personality Features Scale, and the Nurse Turnover Intention Scale. Data were analyzed using descriptive statistics, confirmatory factor analysis, and structural equation modeling. Results: Structural equation modeling revealed that attitudes toward the nursing profession (β = −0.90, p < 0.001), personality features (β = −0.10, p < 0.001), and job motivation (β = −0.14, p < 0.001) had significant and negative effects on intention to quit. Attitudes toward the profession emerged as the strongest predictor, explaining 49% of the variance in intention to quit. Attitudes toward the nursing profession, personality features, and job motivation were found to have significant and negative effects on intention to quit among male nurses. Consistent with the JD-R model, the findings suggest that personal resources (personality and professional perception) and motivational processes (job motivation) may play an important role in shaping turnover intentions among male nurses. Accordingly, professional identity-strengthening initiatives, role model-based mentoring, and motivation-enhancing training programs may help support the retention of male nurses in the profession.
BAYER et al. (Sat,) studied this question.