Influence of job satisfaction, job stress, job identity and job values on turnover intention among male physician assistant nurses MZ generation nurses in South Korea

Background: Turnover intention among nursing professionals is a critical issue impacting healthcare workforce stability and patient care quality. However, research specifically focusing on male physician assistant nurses (PAs) remains limited. This study examines the factors influencing turnover intention among male PAs in South Korea, with a particular focus on job satisfaction, job stress, job identity and job value. Methods: A cross-sectional descriptive survey was conducted from 01 to 30 December 2024, targeting male PAs. A structured questionnaire assessed job satisfaction, job stress, job identity, job value, perceptions of fairness in human resource management and turnover intention. Multiple regression analysis was performed to identify significant predictors of turnover intention. Results: The proposed model explained 42.1% of the variance in turnover intention. Significant predictors included perceptions of fairness in human resource management (β = −0.14, p = 0.027), job satisfaction (β = −0.49, p < 0.001) and job value (β = 0.16, p = 0.019). In contrast, job stress and job identity did not demonstrate a significant effect on turnover intention. Conclusions: Findings indicate that enhancing job satisfaction, fostering a strong sense of job value and ensuring fairness in human resource management are essential in mitigating turnover intention among male PAs. Notably, job stress and job identity did not exert a direct influence, diverging from previous research. These insights highlight the need for targeted interventions to improve retention strategies within this workforce.