ArticleJournal of nursing management2026
Why Self-Leadership Alone Is Not Enough: How Professional Self-Concept and Organizational Commitment Shape Male Nurses' Intention to Stay.
Article in Journal of nursing management, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 2 papers.
What it found
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
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Who cites it
2 citing papers in PubMed.
- Self-Leadership Based on Caring in Primary Nursing: Developing and Validating a Conceptual Model Through a Delphi Study.Journal of nursing management · 2026Article
- Why Self-Leadership Alone Is Not Enough: How Professional Self-Concept and Organizational Commitment Shape Male Nurses' Intention to Stay.Journal of nursing management · 2026Article
Corrections and comments
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Authors and funding
3 authors.
Funding
Abstract
backgroundSelf-leadership, conceptualized as self-regulatory cognitive and behavioral strategies through which individuals influence their motivation and performance, has gained increasing attention in organizational research. However, its conceptual role in nursing-particularly in relation to retention among male nurses-remains insufficiently clarified. This study examined the association between self-leadership and intention to stay among male nurses, alongside testing the mediating roles of professional self-concept and organizational commitment.
methodsA cross-sectional survey was conducted with 194 male nurses employed in general and tertiary hospitals in South Korea. Data were collected using validated self-report instruments measuring self-leadership, professional self-concept, organizational commitment, and intention to stay. Parallel mediation analysis was performed using PROCESS macro with 10,000 bootstrap resamples to estimate indirect effects.
resultsSelf-leadership was positively associated with professional self-concept, organizational commitment, and intention to stay. When both mediators were included in the model, the direct effect of self-leadership on intention to stay became nonsignificant, while significant indirect effects were observed through professional self-concept and organizational commitment. These findings indicate that self-leadership influences retention primarily through identity-related and organizational attachment mechanisms.
conclusionsSelf-leadership appears to function as an upstream regulatory capacity that contributes to retention indirectly by strengthening professional identity and organizational commitment, rather than exerting a direct effect on retention decisions. These findings clarify the conceptual positioning of self-leadership in nursing retention research and highlight the need for multilevel retention strategies. IMPLICATIONS FOR NURSING MANAGEMENT: Retention strategies for male nurses should integrate structured self-leadership development with organizational initiatives that promote professional identity consolidation and inclusive workplace environments.
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Registered trials
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