JAN
ORIGINAL RESEARCH
Why did I become a nurse? Personality traits and reasons for
entering nursing
Diann Eley, Rob Eley, Marisa Bertello & Cath Rogers-Clark
Accepted for publication 14 January 2012
Correspondence to D. Eley:
e-mail: d.eley@uq.edu.au
Diann Eley MSc PhD
MBBS Research Coordinator
School of Medicine, The University of
Queensland, Brisbane, Queensland, Australia
Rob Eley MSc PhD
Senior Research Fellow
Centre for Rural and Remote Area Health,
University of Southern Queensland,
Toowoomba, Queensland, Australia
Marisa Bertello BSc
Researcher
Centre for Rural and Remote Area Health,
University of Southern Queensland,
Toowoomba, Queensland, Australia
Cath Rogers-Clark PhD RN
Head of Department
Department of Nursing and Midwifery,
University of Southern Queensland,
Toowoomba, Queensland, Australia
Introduction
The short supply of nurses particularly in areas of need such
as rural and remote locations continues to challenge the
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JOURNAL OF ADVANCED NURSING
E L E Y D . , E L E Y R . , B E R T E L L O M . & R O G E R S - C L A R K C . ( 2 0 1 2 ) Why did I
become a nurse? Personality traits and reasons for entering nursing. Journal of
Advanced Nursing 68(7), 1546–1555. doi: 10.1111/j.1365-2648.2012.05955.x
Abstract
Aims. This article is a report of a mixed method study of the association between
personality traits of nurses and their reasons for entering nursing.
Background. The worldwide nursing shortage prompts research into better
understanding of why individuals enter nursing and may assist in exploring ways to
increase their recruitment and long term retention.
Design. A mixed method sequential explanatory design employed semi-structured
interviews and a validated personality inventory measuring temperament and
character traits.
Methods. Registered Nurses (n = 12) and nursing students (n = 11) working and
studying in a regional area of Queensland Australia were purposively sampled for
the interviews in 2010 from their participation in the survey in 2009 investigating
their personality traits. Qualitative data collection stopped at saturation. A thematic
content analysis of the qualitative data using the framework approach was inter-
preted alongside their personality trait profiles.
Results. Two dominant themes were identified from the participant interviews
about reasons for entering nursing; ‘opportunity for caring’ and ‘my vocation
in life’. These themes were congruent with key temperament and character traits
measured in the participants. All nurses and students were very high in traits that
exude empathy and altruistic ideals regardless of other characteristics which
included highly pragmatic and self-serving principles.
Conclusions. Qualitative and quantitative findings suggest that a caring nature is a
principal quality of the nursing personality. Recruitment and retention strategies
whilst promoting multiple benefits for the profession should not forget that the
prime impetus for entering nursing is the opportunity to care for others.
Keywords: nurses, nursing students, personality, qualitative research, recruitment,
retention
health workforce worldwide (Buchan & Calman 2004, Eley
et al. 2007, Kenny 2009). Understanding the reasons why
nurses choose the profession has long been of interest.
Recently Price undertook a meta-study of ten primary
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JAN: ORIGINAL RESEARCH
qualitative studies and identified pre-held beliefs of nursing,
an idealistic view of caring and the influence of others as key
factors in choice of nursing as a career (Price 2009). Other
reasons as reported by numerous authors for entering nursing
include vocation, rewarding career, stepping stone to another
career, career security, previous work or socialization expe-
riences, job satisfaction and the representation of nurses in
the media (Foskett & Hemsley-Brown 1997, Beck 2000,
Mills & Blaesing 2000, Duffield et al. 2004, Day et al. 2005,
Coombs et al. 2007, Eley et al. 2010a). In all studies, caring
for others is a consistently recognized factor and supports the
long held stereotype that nursing is a ‘caring profession’
(Williams et al. 2009). There has, however, been an absence
of studies that compare the reasons for becoming a nurse and
remaining in the profession, with matched data on their
personality traits.
There is abundant research focussed on whether personal-
ity influences career choice and whether persons with certain
personality traits are drawn to or better suited to certain
health professions. In particular identification of personality
traits has been undertaken in medicine (Borges & Savickas
2002, Powis 2009) and it is suggested that findings may be
used to inform decisions on selection, recruitment and
directing career paths (McManus & Powis 2007, Bore et al.
2009). To our knowledge personality has not been used in a
similar fashion for nursing. Consequently, the shortage of
nurses worldwide should prompt research into a better
awareness of the fundamental personal traits that are
commonly associated with nurses. This awareness may in
turn give a better understanding of why individuals enter the
profession and likewise assist in their recruitment and long-
term retention.
Background
The theoretical framework for this work is underpinned by
the psychobiological model of personality providing a holistic
view of the ‘within-person’ constructs of personality focus-
sing particularly on ‘temperament’ and ‘character’ traits
(Cloninger 2000). Cloninger’s model has been operational-
ized through the internationally validated Temperament and
Character Inventory (TCI-R 140) (Cloninger et al. 1993,
Grucza & Goldberg 2007) and used extensively in both
research and clinical settings to give a comprehensive
evaluation of personality by measuring seven dimensions.
The TCI is based on a theory of personality development
that identifies the two primary aspects of personality;
temperament and character. Character traits reflect personal
goals and values that tend to develop in response to life
experience. The three character dimensions are Self Direct-
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Personality traits and reasons for entering nursing
edness, Cooperativeness and Self Transcendence. They are
influenced by socio-cultural learning and develop in progres-
sive steps throughout life. Temperament refers to automatic
emotional responses to experience that are moderately
heritable and developmentally stable (i.e. not influenced by
socio-cultural learning). The four dimensions of temperament
are Novelty Seeking, Harm Avoidance, Reward Dependence
and Persistence. Each trait is multifaceted. High and low
descriptors of each trait are summarized in Table 1.
The specific and unique combination of temperament
traits, that are mildly heritable, and character traits, which
are developmental, contribute most strongly to our person-
alities and influence our choices throughout life (Cloninger
2000). Every person has innate interests that cause them to
gravitate towards opportunities (and professions) to fulfil
those interests. The TCI has been used previously by the
authors to demonstrate trait profiles of nurses, nursing
students, urban and rural doctors, and medical students
(Eley et al. 2008, 2009, 2010b).
The study
Aims
The aim of this study was to explore the association between
personality traits of nurses and their reasons for entering
nursing. The research question was, ‘are the reasons individ-
uals enter nursing congruent with their general personality
trait profile?’
Design
A mixed methods sequential explanatory design employed a
quantitative data collection phase (on-line questionnaire)
followed by a qualitative phase (semi-structured interviews)
with the merging of data sources during the interpretation
and analysis.
Participants
Participants were Registered Nurses and final year nursing
students from a health service district and university in
regional Queensland, Australia. During completion of an
online questionnaire administered in 2009 participants had
expressed interest in a follow-up interview. Those inter-
viewed in 2010 were purposively chosen from the resultant
respondent list to obtain a variety of nurses, students, nursing
experience and age. An email invited the respondents to reply
and set up a suitable interview time. Consent forms were sent
by email or post and posted back in reply paid envelopes.
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D. Eley et al.

Table 1 Temperament and character descriptors.

Temperament is defined as those components of personality that are heritable, developmentally stable, emotion based and not influenced by
socio-cultural learning. The four dimensions of Temperament, all of which reflect a heritable bias are:

Temperament High scorers Low scorers

Novelty Seeking: NS – observed as exploratory activity in Exploratory & curious Indifferent, reflective
response to novelty, impulsiveness, and extravagance impulsive, disorderly frugal & detached
extravagant & enthusiastic orderly & regimented
seeks challenge
Harm Avoidance: HA – observed as pessimistic worry in Worrying & pessimistic Relaxed & optimistic
anticipation of problems, fear of uncertainty, shyness with fearful & doubtful bold & confident
strangers, and rapid fatigability shy, fatigable outgoing, vigorous
indecisive opinionated, decisive
Reward Dependence: RD-indicates cues of social reward and is Sentimental & warm Practical & cold
observed as sentimentality, social sensitivity, attachment, and dedicated & attached withdrawn & detached
dependence on approval by others dependent independent
needs to please not influenced by others
seeks approval from others socially insensitive
Persistence: PS – describes behaviour despite frustration, fati- Industrious & diligent Inactive & indolent
gue and reinforcement. It is observed as industriousness, hard-working gives up easily
determination and perfectionism ambitious & overachiever unambitious underachiever
perseverant & perfectionist quitting & pragmatist
determined

Character traits reflect personal goals and values and are subject to socio-cultural learning. Each trait quantifies the extent to which an individual
displays certain related qualities

Character High scorers Low scorers

Self Directness: SD – quantifies the extent to which an indi- Responsible & reliable Blaming & unreliable
vidual is responsible, reliable, resourceful, goal-oriented and purposeful, self accepted purposeless, self striving
self-confident resourceful & effective inert & ineffective
habits congruent with habits congruent with short
long term goals term goals
Cooperativeness: CO – quantifies the extent to which individ- Socially tolerant Socially intolerant
uals are cooperative, tolerant, empathic and principled empathic, helpful critical, unhelpful
compassionate, constructive revengeful & destructive
ethical & principled opportunistic
Self Transcendence: ST – quantifies the extent to which indi- Wise & patient Impatient
viduals conceive themselves in relation to the universe as a creative, imaginative unimaginative
whole. It is observed as spirituality, practicality, materialism self-effacing proud & lack of humility
and modesty united with universe materialistic
modest, humble, spiritual practical

Adapted from Cloninger et al. 1994,

Sample size
The qualitative study participants were 12 nurses between
40–49 years old and eleven students between 20–40 years
old. Of the 45 nurses (n = 26) and students (n = 19) who
expressed initial interest in participating, 34 consented to
interview (75% response) and 23 were interviewed. Our
decision to stop interview data collection at 23 was based on
the fact that there was a high degree of repetition among the
interviewees even though we had taken care to interview as
diverse a sample as possible from our total number of
respondents. The remaining respondents were demographi-
cally similar to those already interviewed and this further
indicated to us that no new data were likely to be forth-
coming.
Data collection
The study questionnaire comprised a demographic survey
and the Temperament and Character Inventory [TCI-R 140]
(Cloninger et al. 1993). The TCI-R 140 (Likert scale version)
is designed to assess four temperament and three character
dimensions of personality described in Table 1. Each

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JAN: ORIGINAL RESEARCH Personality traits and reasons for entering nursing

dimension is associated with specific neurotransmitter genes Ethical considerations

and regional brain activity (Cloninger 2000). The internal
consistency (Cronbach alpha) of the dimensions in our
sample ranged from 0Æ86–0Æ89 for character and from
0Æ76–0Æ91 for temperament scales and are approximately
normally distributed. The individual participant TCI data
presented in this article also contributed to the aggregate
findings of the larger study by the authors. Details of this data
collection are reported in Eley et al. (2010b). Semi-structured
interviews lasted 20–40 minutes, were digitally recorded and
transcribed verbatim.
The interviews explored in depth the participants’ percep-
tions of why they entered nursing. An example of a common
line of questions is as follows:
Which factors influenced your decision to become a nurse?
Why do you believe that this/these factor(s) influenced your decision?
Which factor would you say had the greatest influence in your
decision to become a nurse?
What is it about this factor that is important to you?
Do you think this factor is as important to other nurses?
Specific questions also asked their opinion on the personality
traits that were predominant and best suited for nursing:
In your opinion, what types of people make the best nurses?
In your opinion, which personality traits make the best nurses?
Do you think these personality traits or characteristics are specific to
the nursing profession?
Ethical approval was obtained from the ethical review
committees of the two universities and the health service.
Participants were given an information sheet outlining the
purpose of the study and given assurances that data would be
treated confidentially. Written consent was obtained from
participants prior to interview. Participants were advised that
they could withdraw without penalty from the study at any
time. None of the researchers had any academic, professional
or social relationship to any of the participants.
Data analysis
The TCI scores associated with each participant appear in
Table 2. All data were entered into SPSS 14 for analysis (SPSS
Inc, Chicago, IL, USA) and used a = 0Æ05 with an accompa-
nying 95% confidence level for measuring important differ-
ences between variables. Chi square analysis analysed
categorical variables. T-tests and subsequent two-way anal-
ysis of variance determined differences in TCI levels between
nurses and students. The internal consistency (Cronbach
alpha) of our sample ranged from 0Æ84–0Æ88 for the character
and from 0Æ76–0Æ89 for the temperament dimensions. Tests of
normality (Kolmogorov–Smirnov statistic and Normal Q-Q
Plots) showed the TCI scores for this sample to be normally
distributed.
The transcribed interviews were analysed thematically using
the five-stage framework approach by Pope et al. (2000) which
entails familiarization with the raw data, identifying the
thematic framework, coding the framework, organizing codes

Table 2 TCI mean aggregate subscale scores for nurse and student sample and their comparison to population norms.
NS HA RD PS SD CO ST

Students (n = 11) 53 58 69 72 76 84 45
SD of mean aggregate 7Æ1 5Æ7 9Æ7 8Æ0 10Æ6 9Æ0 13Æ2
Students as compared to average Average High Very high Very high Very high Very high Low
population norm*

Nurses (n = 12) 57 56 71 72 74 82 47
SD of mean aggregate 5Æ7 9Æ6 11Æ5 7Æ8 9Æ6 6Æ8 12Æ0
Nurses as compared to average High High Very high Very high Very high Very high Average
population norm*

Combined: nurses & students (n = 23) 55 57 70 72 75 83 46

SD of mean aggregate 6Æ2 8Æ1 10Æ4 7Æ7 9Æ9 7Æ8 12Æ4
All participants as compared to High High Very high Very high Very high Very high Average
average population norm*
*
Average population norm is 46–54 for each dimension. Cloninger et al. 1994.
CO, Cooperativeness; HA, Harm Avoidance; NS, Novelty Seeking; PS, Persistence; RD, Reward dependence; SD, Self Directedness; ST, Self
Transcendence.

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D. Eley et al.
into themes and interpretation of themes. Two co-authors
shared the analysis. Inter-coder reliability was checked during
two shared coding sessions to ensure consensus of themes that
were identified from the data and integrity of coding. One
session was held after 50% of the interviews were analysed and
the other after all were completed.
Results
TCI subscale findings
The TCI subscale scores were not different between the
nurses and students. The aggregated (nurse and student) TCI
subscale scores when compared with Cloninger’s general
population norms (Cloninger et al. 1994) for each individual
temperament and character dimension show our sample rank
‘very high’ in the temperament traits of Reward Dependence,
Persistence and Cooperativeness and the character trait of
Self Directedness. The sample also ranks ‘high’ in the
temperament traits of Novelty Seeking and Harm Avoidance,
and average in the character trait Self Transcendence. Table 2
presents the TCI dimension aggregate mean scores, standard
deviations and range for students, nurses and combined
sample. The general population norm percentiles are also
listed as comparators.
Qualitative findings
Overall our findings regarding ‘reasons for entering nursing’
were congruent with previous work which include caring for
people, vocation, rewarding career, stepping stone to another
career, family history, career security, job satisfaction and
interesting work. Two dominant themes identified from the
interviews were shared by both nurses and nursing students
and are outlined and described below:
1) Opportunity for caring: No matter what the circum-
stances were that led to nursing as a career, every one of our
sample of nurses and students identified some aspect of
‘caring’ as the most important factor in their decision to enter
the profession. In this dominant theme was also the impor-
tance of making a positive difference in peoples’ lives. Indeed
the acknowledged caring aspect of nursing was overwhelm-
ingly perceived as the best part of the job. The desire to work
with people adds to this theme and emphasizes the strong
social orientation that appears dominant in nurses:
Right from primary school I sort of took on that caring role and it
seems to be that I enjoy caring for others. S001
I can’t go on in a job where you aren’t allowed to care. In nursing you
are still allowed to care. S005
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I always wanted a career that involved people contact and that’s what
nursing gave me and it gave me an opportunity to use caring in a
holistic manner. N019
2) Nursing is my calling: Several interviewees referred to their
entry into nursing as something they never had to give much
thought to because they always knew they were drawn to a
profession that would allow them to help people and
positively change their lives. Comments indicated that they
felt they would always ‘be a nurse’ at heart. In other words,
regardless of where their careers took them they felt strongly
that being a nurse would be a part of their identity:
Had to look after a sibling and nurtured the caring aspect of myself. I
think it was my calling. It provided a purpose in my life. I like making
a difference to people’s lives. N001
I was studying psychology before this so I know I have always been
interested in looking after people – made me realise that nursing is
more of a calling for me than psychology. S002
I really can’t see a time that I won’t be doing something nursing-wise.
N005
Integration of interview theme association with measured
traits
These major themes strongly reflect the overall trait profile of
our nurses, i.e. very high levels of the temperament trait
Reward Dependence (need to please, attached) and the
character trait Cooperativeness (empathic, tolerant), high
levels of the temperament trait Novelty Seeking (curious, seeks
challenge) and average Self Transcendence (self sacrificing), a
character trait. Table 3 highlights some key characteristics of
these traits and relates them to representative quotes.
Several examples are presented to illustrate the congruence
of individual participant quotes and their associated person-
ality trait scores:
I was quite a high achiever and like a challenge but I am good with
people and I like people and at that age and I knew I liked to be nice
to people and everybody said I would be good at it (nursing)because I
had the right personality. I like to be able to make people feel good.
[NO13 – Very High NS, HA & RD]
This quote is from a nurse who scored very high on Novelty
Seeking, Harm Avoidance and Reward Dependence. The
combination of these traits – all at a high level – suggests this
person is someone who has found that nursing not only
satisfies the need for a challenge but also the need to be
around people and help people:
I don’t say nurses are better than anybody else, but it is probably
the most important profession in health because we are there
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Table 3 Characteristics associated with key temperament and character traits using representative quotes.
Trait
Reward Dependence: Temperament trait that reflects a
heritable bias in the maintenance of behaviour in response
to cues of social reward. Individuals high in RD in are
caring, sensitive, socially dependent and sociable.
Both examples represent Very High scores on Reward
Dependence
Cooperativeness: Character trait that quantifies the extent
to which individuals conceive themselves as integral parts
of human society. Highly cooperative persons are
described as empathic, tolerant, compassionate, support-
ive and principled. These features are advantageous in
team work and social groups and are congruent with the
stereotype of the nursing profession. All three selected
quotes represent very high scores on Cooperativeness.
Self Transcendence: Character trait that was more variable
among nurses but is also reflected strongly in this theme. It
quantifies the extent to which individuals conceive them-
selves as integral parts of the universe as a whole. Highly
ST individuals are spiritual, unpretentious and fulfilled.
These traits are adaptively advantageous when confronted
with suffering, illness or hardship. People low in ST are
described as practical, rational and objective but may
experience difficulty in adjusting to loss of control or
personal hardship. Overall our sample of nurses were
‘average’ in levels of ST which suggests that characteristics
at either end of this trait (high or low) are conducive to the
work of nurses. These two quotes illustrate this variability.
One is very high and the other very low but both reflect the
same strong desire towards caring and service to others.
Novelty Seeking: Temperament trait that reflects a heritable
bias observed as exploratory activity in response to nov-
elty, impulsiveness, and extravagance. Individuals high in
NS are curious, easily bored, and impulsive and seek
attention. Comments from several individuals reflect this
generally high level of NS.
These three quotes represent individuals all very high in
Novelty Seeking and Reward Dependence
24 hours plus we have that unique relationship with the patient that
nobody else does. [S022 male – Very High NS, Average HA, High
RD]
The trait that is most suggestive of personality from this
quote is the average Harm Avoidance. While this individual
is still high in Reward Dependence suggesting that people
and social contact is important, the average Harm Avoid-
ance in combination with High Novelty Seeking suggests
someone who is very self-confident with very strong
opinions:
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Personality traits and reasons for entering nursing
Representative quotes
I am a fairly caring person, I like the thought of being able to contribute and
have a worthwhile job where I feel I can contribute to society in some way.
That’s how nursing is perceived, that you can help people and I like the idea of
being able to impact people’s lives through healing. N017
One of the biggest values I hold is that of caring for others and being kind and
caring for more than one person. S008
I do like the caring aspect and it’s a big responsibility and I appreciate the team
work and I find that interesting. N006
I plan to work in the rural area so if they need me to go into other areas I am
more than happy to study and then move into other areas if they need
it – whatever is needed. S002
Camaraderie – always knowing that you had other colleagues you could debrief
with, if you had had a really rotten day at work or if you had a really good day
at work, that’s important. N023-S016
I love people, I am really interested in them and I am one of the few nurses that
really loves nursing. Really enjoyed the engagement with patients the privilege
of being with them in difficult situations. N002 Very High NS
I want to make sure whatever I do in my life that I can help someone else –
I don’t just want to do it for me, I want to somehow make a difference. I think
that it’s possibly everyone else’s first reason why they want to do nursing and
I think it’s the whole background to nursing working to care for other people.
I think some people might feel that it’s something they were meant to do. S009
Very Low ST
As a remote area nurse and single nurse practitioner, I like the autonomy, the
advanced scope of practice that I work under. I like the fact that I am not just a
nurse I am an individual in the whole little community, I am an important part of
the community. N005
Don’t like to sit still all day – like the activity. Jobs keep changing all of the time.
Get bored very easily. Opportunities for growth – don’t have to go and do the
same thing all of the time. N002
Caring is still high on the agenda. Certainly with my educator colleagues it is
about influencing that opportunity for caring through good robust education and
being good role models. I do fiercely see myself as a good role model for the
profession. N022 male
I think they (nurses) need to be good listeners. I am thinking of the
friends I have made through study, we all have different personalities
but we are all good listeners. Sometimes it’s hard saying to a doctor,
can you please come up and have a look at this patient because I feel
that there’s something wrong. You’ve got to be a little bit strong that
way. At first it’s a skill that was pretty hard to learn. [S016 – Average
NS, Average HA, Very High RD]
The average levels of Novelty Seeking and Harm Avoidance
associated with the above quote suggest a more cautious
attitude towards the nursing profession. However, there is a
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D. Eley et al.
very high level of Reward Dependence which indicates as
strong inclination towards being with and helping people.
What characteristics make a good nurse?
We also asked ‘what types of people make the best nurses,
e.g. do you think they have any specific personality traits or
characteristics about them’. The consensus appears to be that
nurses do not perceive a certain personality type that typifies
a nurse:
To be a good nurse they have to be caring. Beyond that it really
doesn’t matter, there is room for a lot of different personalities in
nursing, but they do have to care. S005
Nurses are ‘born not bred’ – I think that’s a load of toff! Maybe they
like shift work, maybe they want to travel, there’s a whole heap of
reasons why people go nursing these days – maybe they want job
security. I definitely don’t think there is a personality born that makes
an excellent nurse. N005
No specific personality traits – I think that anyone can be a good
nurse if they have that strong desire to be a nurse and to care. I can’t
really see any personalities because I have come across quite a few
nurses that had a lot of different personalities and they’re all great
nurses. S008
On the other hand there were several key characteristics cited
by most participants that were considered vital to being a good
nurse. These universally reflected the high levels of the temper-
ament traits of Reward Dependence and Cooperativeness:
Lots of empathy and that caring in your heart to give. You do a lot of
giving, that’s the main thing. N023
I think you need to be caring first and foremost and I think if you
have that and passion to help people and to work as a team not just
independently. S009
I think they have to be quite empathetic and they just like working
with people and helping people. The one’s who I know seem to have
that type of personality. S018
In addtion, there were several references to traits associated with high
levels of Novelty Seeking, (temperament trait) as important to nursing:
People who are outgoing, not afraid to take risks. People who dare –
not being unsafe in their practice but people who dare to challenge and
dare to push the boundaries. Good communicators – people who wear
their heart upon their sleeve – what you see is what you get. N022
I think most of us are pretty outgoing and fairly assertive and
motivated. N009
Nurses are educated professionals who desire an exciting job. N005
1552
Discussion
We believe this is the first study to use a mixed methods
design to investigate our research question. Certainly, no one
has combined a comprehensive personality measure such as
the TCI and participant perspectives through interviews to
investigate why nurses become nurses. For these reasons we
consider our work as exploratory.
The study was limited in its ability to determine whether
individuals with the requisite temperament traits are
attracted to nursing, or if individuals develop their character
traits common to nursing as a product of their experiences
and training. Nevertheless it did highlight the importance of
understanding what prompts individuals to enter nursing in
the first place and a need for further exploration of the
reciprocal impact that exists between personality traits,
which influence our behaviour, and the myriad of life
circumstances that impact an individual’s decisions, perspec-
tives and subsequent actions. Limitations also include the self
selecting nature of our sample and the geographical confines
of one state. As a cross sectional study measuring variables at
one point in time, we cannot assume that the characteristics
of our sample were constant.
This study has shown that reasons why nurses and nursing
students enter nursing are primarily altruistic and related to
their vocational issues and goals. The combined qualitative
and quantitative data indicate that the dominant traits of our
interviewees are congruent with these reasons and highlight
the important personality traits associated with individuals
who pursue nursing. The interviews portray these individuals
as caring, helpful, sociable, preferring team work and
likewise were all very high in levels of heritable traits that
exude empathy, a caring nature and altruistic ideals (e.g.
Reward Dependence and Cooperativeness – temperament
traits). Even those who were more pragmatic in their reasons
for nursing such as being strongly career oriented, still
portrayed the desire – almost ‘need’, to care.
Our sample was very high in Persistence and Self Direct-
edness which are character traits shown to be fundamental in
professional, high achieving individuals (Vaidya et al. 2004,
Eley et al. 2009). More specific reasons for nursing reflected
the character trait of Self Transcendence with comments that
specifically point to personal sacrifice and placing others
before oneself – again highlighting altruistic values. Likewise
the temperament trait of Novelty Seeking was specifically
portrayed by comments that reflected the dynamic nature of
the nursing profession which provides various levels of
autonomy and scope of practice and unlimited options and
opportunities to change direction and challenge an individ-
ual’s career path and satisfy their innate curiosity.
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JAN: ORIGINAL RESEARCH
What is already known about this topic
• The long held general consensus, indeed stereotype, that
nursing is the ‘caring profession’ is supported primarily
by anecdotal data.
• Few empirical studies have looked in greater detail at
the personal traits which may be associated with this
portrayal.
What this paper adds
• Reasons for entering nursing are congruent with
individual’s levels of specific innate (temperament) and
developmental (character) traits.
• The dominant reason for entering nursing among our
sample is altruistic; specifically a desire to ‘care for
others’.
• This reason was associated with high levels of both
temperament and character traits which embody a
caring and altruistic nature.
Implications for practice and/or policy
• Recruitment and retention strategies need to be
cognizant of the fact that the prime impetus for entering
the nursing profession remains the opportunity to care
for others.
• Nurses may leave nursing if they feel that their
workplaces are removing their capacity to care; for
example prioritizing other areas over person-centred
care.
• Recognizing and addressing these issues may enhance
the retention of skilled nurses in nursing.
Similar to previous work (Eley et al. 2010b) there was
notable consistency between students and nurses in reasons
for entering nursing affected by neither age nor level of
experience. This finding along with high levels of innate
personal traits that are conducive to a caring and cooperative
nature suggests that individuals are drawn to nursing for
similar reasons. There was a general consensus by partici-
pants that ‘all sorts of personalities make a good nurse’ and
the dominant trait of a good nurse is that ‘desire to care’.
Conclusion
These findings suggest that recruitment and retention strat-
egies in nursing need to be cognizant of the ‘caring impetus’
which draws people to nursing in the first place, and then
 2012 Blackwell Publishing Ltd
Personality traits and reasons for entering nursing
contributes to them remaining in the profession. Other
‘enticers’, such as better wages and conditions, may not be
as effective if this core ‘caring’ value is not first addressed.
This may be especially true for nurses who desire greater
autonomy in their role which allows for a more holistic
‘cradle to grave’ type of nursing.
At the other end of the scale, nurses may elect to leave
nursing if they feel that their workplaces are removing their
capacity to care; for example due to internal politics, short
staffing or other priorities which can interfere with person-
centred care (Hegney et al. 2006, Eley et al. 2007). Recog-
nizing and addressing these issues may enhance the retention
of skilled nurses in nursing. The general ‘passion’ for nursing
and caring that our study has highlighted suggests this
‘caring’ is a characteristic associated at least initially with
one’s entry into the profession regardless of practice location
or later workplace circumstances.
Nursing is a unique profession that is vital worldwide. It is
also multifaceted and recognizes a variety of skills, motiva-
tions and personal traits. Although it is unlikely that a
distinct personality profile will typify a nurse, more research
on the predominant personality traits of individuals who are
attracted to and retained in the profession will give a greater
understanding of the traits that are conducive to the
profession. This information may be useful in the counselling
of students interested in a career in nursing and give a better
awareness of their suitability to the profession. In time this
research may be useful for informing policy on appropriate
initiatives for the successful recruitment and retention of
nurses. Furthermore research is needed to address these issues
on an international scale.
Funding
This research received no specific grant from any funding
agency in the public, commercial, or not-for-profit sectors.
Conflict of interest
No conflict of interest has been declared by the authors.
Author contributions
DE, RE and CRC were responsible for the study conception
and design. DE, RE, MB and CRC performed the data
collection. DE, RE and MB performed the data analysis. DE
was responsible for the drafting of the manuscript. DE, RE,
MB and CRC made critical revisions to the article for
important intellectual content. DE and RE provided statisti-
cal expertise.
1553
D. Eley et al.
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