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Abstract

To examine the attitudes of healthcare professionals (HCPs) toward male nurses working in the context of pediatric care. This cross-sectional quantitative using purposeful sampling of 135 participants. The questionnaire gathered socio-demographic data, including age, gender, marital status, nationality, and education. It also examined cultural influences and beliefs as barriers. The opinions about male nurses were evaluated using the attitude of people toward men in the nursing profession (AMnQ) scale. The relationship between attitudes toward men in nursing and cultural/organizational factors had no statistical differences (P > .05). However, age groups, encouraging male family members to pursue nursing, and working with male nurses in pediatric units showed statistically different attitude levels (P = .029, .008, .001). HCPs’ positive attitude toward male nurses can eliminate gender bias. Male nurses serve as role models, supervising and monitoring work. Nursing education programs must address this challenge and promote gender balance to attract more men to the profession. The nursing field is evolving, with more male pediatric nurses joining the workforce. However, male pediatric nurses face challenges in leadership and management roles due to gender bias, lack of career advancement opportunities, and inadequate support from colleagues. They also struggle to build relationships with patients and families due to societal norms and gender stereotypes. Nursing leadership must address these issues to create a more inclusive environment for male pediatric nurses, ultimately enhancing the quality of healthcare services for pediatric patients.

Keywords

children healthcare male nurses pediatric

What is already known about this topic?

Nursing has been closely associated with femininity as female nurses have traditionally dominated the hospital environment, while their male counterparts have faced multiple obstacles in a predominantly female-occupied profession. However, healthcare professionals’ perception of male nurses in pediatric units in Saudi Arabia has yet to be extensively examined.

What does this paper add?

The positive support from healthcare practitioners (HCPs) toward male nursing can help reduce gender bias. Male nurses act as influential figures and hold important positions that can help eliminate gender stereotypes in nursing. To tackle this issue, nursing education programs should actively encourage gender equality to attract more male candidates to the field.

The implications of this paper

It’s crucial to recognize that the absence of gender-based foundations in nursing care skills can enhance career advancement opportunities for men pursuing a nursing career. To tackle these challenges, nursing leadership and management should establish a more inclusive and supportive atmosphere for male pediatric nurses.

Introduction

Nursing has been vital for many years, offering compassionate support to patients, families, and communities. Effective healthcare relies heavily on the invaluable contributions of nurses. According to the World Health Organization,¹ nurses are the fundamental support system of any healthcare system. For numerous years, nursing has been perceived as a predominantly female profession. The origins of modern nursing are closely tied to Florence Nightingale, who played a significant role in expanding career opportunities for women during a time when their options were limited. Subsequently, nursing has become widely associated with women, as numerous studies have suggested that females are perceived to be more sensitive in patient care than males.^2
-4 The compassionate and nurturing elements of nursing have long been linked to women and femininity.⁵ Historically, hospitals have been predominantly staffed by female nurses, resulting in challenges for their male counterparts in a female-dominated field.⁶ However, male nurses played essential roles in effectively serving injured people during World War I. The first nursing school enrolled men around 250 BC in India.⁷ According to research, men comprise less than 10% of registered nurses. In the United States, only 1 out of every 10 nurses is male, and males comprise less than 10% of the nursing workforce in Canada, 11% in the United Kingdom, 11.7% in Australia, and 23% in the Netherlands.^5,8,9 In Saudi Arabia, the Ministry of Health’s statistical yearbook indicates that males comprise 25.6% of nurses in MOH hospitals, with the remaining 74.3% being females.¹⁰ Although fewer men are working as nurses than women, the contributions made by male nurses in healthcare are increasingly being recognized and appreciated. In Saudi Arabia, more males are joining the nursing profession, but there are concerns about the difficulties male nurses face when working in pediatric units. This situation, when compared to other countries, raises important questions about how male nurses are perceived in the healthcare profession and whether they face gender-based discrimination and stereotyping.¹¹

In a study conducted among nursing staff at 3 different centers to assess their attitudes toward male nurses, it was found that male nurses were generally more accepted by their male colleagues than by their female colleagues.¹² Based on a study supporting awareness of gender issues in nursing, male nurses perceive family relationships similarly to female nurses. They attribute differences to personality rather than gender.¹³ A study in Spain investigates how male nurses perceive and manage relationships with the families of hospitalized children. While they acknowledge gender roles and stereotypes, they believe personality traits are more significant in shaping these interactions than female nurses.¹³ In China, a study on male nurses interacting with doctors discovered their ability to actively participate in healthcare and social activities during their leisure time.¹⁴ Nevertheless, male nurses from the United States, Canada, and Australia have reported experiencing various types of negative attitudes in their work environment, including bullying and gender-based stereotypes from their female colleagues.^15
-17

The perceptions of healthcare professionals (HCPs) regarding male nurses have been examined. A phenomenological investigation involving Jordanian male nurses revealed that some participants felt unwelcome in pediatric units due to socio-cultural challenges. This can be attributed to the prevailing belief in Arabic culture that nursing is a profession primarily associated with femininity.¹⁸ Recent research found that mothers of hospitalized children have positive attitudes toward male nurses.¹⁹ Another study investigated patients’ perspectives on the caring behaviors of male nurses and revealed that patients expect respect, consideration, good listening, unbiased support, and tangible care from male nursing professionals.²⁰ Similarly, a study in Turkey found that these mothers prefer being cared for by male nurses.²¹ Additionally, as reported previously,²² the educational level may influence the acceptance of male nurses, as women with lower educational attainment tend to prefer female nurses over male counterparts.

More research studies and inadequate information exist regarding the historical context of nursing’s professional development in Saudi Arabia (SA), demanding further investigation into the comprehensive experiences of male nurses in the nation. Nonetheless, a previous study reported a consistent improvement in nursing advancement over the past 15 years.²³ Moreover, the Saudi government’s Vision 2030 aims to motivate nursing policymakers to develop effective strategies and plans to influence local nursing education. Like other nations, the nursing field in SA is predominantly occupied by females. Furthermore, male students are restricted from training in female units despite efforts to address gender concerns and fulfill the healthcare organizations’ nursing school requirements. Recent research asserts that Saudi male nursing students may miss opportunities to gain experience in pediatric or maternity wards, unlike their male counterparts in medical studies, who can participate in various clinical rotations.²⁴

Numerous studies have delved into the perspectives of patients receiving care from male nurses. However, further research is needed on healthcare professionals’ perceptions of men in nursing, particularly in pediatric wards. It is important to note that role expectations are influenced by sociocultural attitudes, occupational acceptance, and patient/family attitudes.²⁵ Therefore, it is crucial to assess healthcare professionals’ attitudes to enhance nurses’ performance and expectations. In India, a scale called the “AMnQ” (Attitude of people toward men in the nursing profession scale) has been developed to gauge people’s attitudes toward men in nursing. Its validity and reliability will assist policymakers in encouraging men to pursue careers in nursing.²⁶ The current study framework explores healthcare professionals’ attitudes toward male nurses in pediatric units, considering personal, cultural, and organizational/regulatory factors. Hence, this study aims to explore healthcare professionals’ attitudes toward male nurses in pediatric units using the AMnQ scale to positively understand the progress of the nursing profession in Saudi Arabia, especially for male nurses. The study’s prospective hypothesis seeks to investigate whether there is a correlation between healthcare professionals’ cultural and organizational context and their attitudes toward male nurses working in pediatric units.

Methods

Research Design

The study employed a quantitative, non-experimental research design and a descriptive cross-sectional approach. This approach yielded data for describing the relationships among variables at a specific time. It was selected as the most suitable approach for achieving the research purpose as it facilitated describing a particular status at a given time.²⁷

This method allows researchers to observe variables without intervening.²⁸ Moreover, the cross-sectional approach is distinctive as it enables researchers to examine numerous characteristics simultaneously.²⁹ The study was guided by a framework that examined the perceptions of healthcare professionals (HCPs) regarding male nurses working in pediatric units, considering personal, cultural, and organizational/regulatory aspects. The variables under investigation included personal, cultural, and organizational factors as independent variables (IVs), while the attitude toward male nurses served as the dependent variable (DV). Figure 1 displays a graphical representation of the study model, illustrating the included variables and the interconnectedness of the factors influencing attitudes toward male nurses.

Figure 1.

Schematic model of the factors that influence the attitudes toward male nurses among HCPs in pediatric units.

Study Setting and Population

The research occurred at King Fahd Central Hospital (KFCH) in the Jazan region. The focus of the study was healthcare professionals (HCPs) specialized in pediatrics, including nurses and doctors, employed in various pediatric departments like the emergency room (ER) and intensive care unit (ICU). The requirement for participation was that the HCPs had to work in different pediatric settings. The pool of potential participants consisted of 192 nurses and doctors employed in the pediatric units of KFCH, as confirmed by M. Aldebagi through personal communication on February 21, 2022. The criteria for inclusion were licensed nurses and doctors, regardless of their nationality, working in the specified pediatric units. Notably, 6 ER nurses were excluded because they were temporary staff in the pediatric ER department.

Sample and Sample Size

To engage participants with specific expertise, a non-probability purposeful sampling was employed. The targeted population comprised 192 HCPs, including nurses and doctors, working in the pediatric wards. The sample size was determined using an online tool called Raosoft, accounting for a 5% margin of error, a 95% confidence level, and a 50% response distribution. According to this software, a minimum sample size of 126 was recommended. To account for potential missing data, which is a common research practice, an additional 20% was included. Consequently, the total sample comprised 151 participants, but only 135 questionnaires were collected.

Instrument

The development of the survey questionnaire was guided by an extensive review of the existing literature and a thorough conceptual framework. This approach was taken to ensure that the survey effectively addressed all the specific needs and objectives of the research study. To encompass these factors, a series of 18 multiple-choice and dichotomous (closed-ended) questions were formulated. These questions were designed to collect factual data while reducing the participants’ efforts, enabling swift analysis through answer tabulation to improve efficiency. The questions cover sociodemographic and cultural attributes, as well as organizational characteristics. Therefore, the initial section focused on socio-demographic details like gender, marital status, nationality, and educational level. The second section was designed to identify cultural aspects through 6 questions exploring potential obstacles and beliefs regarding care provided by male nurses. The questions focus on preferences for being cared for by male or female nurses and the potential conflicts with cultural or religious beliefs. In addition, the section delves into perceptions of nursing as a career and whether one would encourage male family members to pursue nursing. The third section focused on hospital regulations, specifically male involvement policies. The section included 6 questions that examined staff position, experience working with male nurses at the pediatric unit, the hospital organization’s policy to ensure there is no gender preference in recruitment, the treatment of male and female nurses in the workplace, and whether male and female nurses are evaluated based on their skills, knowledge, and performance without consideration of gender. Lastly, the AMnQ scale assessed attitudes toward male nurses. The AMnQ is a valid, reliable scale with 3 subscales that assesses the attitudes of patients, nurses, physicians, and nursing students toward men in nursing.²⁶ The 15-item AMnQ scale consists of the following 3 subscales: (I) Nursing is perceived as feminine and lacks professional status; (II) male nurses are considered more suitable for technical and challenging situations; and (III) empathy and care are associated with females.²⁶

The previously reported reliability of the AMnQ is 0.93,²⁶ and for the current study, it was .76, indicating an adequate reliability level. In a Cronbach’s alpha analysis, a score of .7 or above is acceptable, meaning the scale was internally consistent.³⁰ Hence, for the current research study, we evaluated conceptual equivalence to ensure that the construct maintains consistent meaning across different groups.³¹ To assess conceptual equivalence, a content validation form was distributed to experts with nursing research expertise for their input. Clear guidelines were provided to ensure their understanding of the AMnQ scale and to rate the relevance of each domain to the tested items. The AMnQ scale was found to be content-valid and capable of measuring the 3 subscales effectively, indicating a well-balanced instrument. Moreover, there were no significant omissions. In summary, the AMnQ scale proved suitable for this research study. The AMnQ scale includes statements regarding viewpoints on men in nursing, categorized into 3 sections, as mentioned earlier. The initial section comprises 7 items, while the second and third sections comprise four.²⁶ Participants were requested to express their level of (dis)agreement with each statement using a 5-point Likert scale ranging from 1 (Strongly Disagree) to 5 (Strongly Agree).²⁶ It can be measured by summing the item scores. The minimum possible score is 15, and the maximum is 75. Higher total scores suggest a more favorable attitude toward men in nursing, while lower scores reflect a negative attitude.²⁶

Data Collection Procedure

Following the authorization from the institutional review board, consent was sought from all relevant departments before commencing the data-gathering process. Subsequently, hospital supervisors collaborated to facilitate survey distribution to mitigate potential adverse outcomes (ie, avoiding peak periods to ensure participants could complete the survey). Informed consent, outlining the purpose and procedures of the study, was obtained from each participant. The questionnaires were distributed in person to each participant to facilitate direct data collection, ensuring the accuracy of the information gathered. Furthermore, participants were given explanations regarding the purpose of the study and were encouraged to ask any questions they had while the research data was being collected. This daily process was carried out diligently for 4 weeks, specifically from June 23rd to July 22nd, 2022.

Data Management and Analysis

SPSS, a software specialized in analyzing social sciences data, was utilized to examine the gathered information, which had been encoded as an Excel document. Demographic data of the participants was processed using descriptive statistics. Descriptive, inferential statistics were conducted on attitudes toward male nurses to determine the means and standard deviations. After validating the test assumptions, T-test and one-way ANOVA were used to investigate the relationships among the variables under study. The variables for grouping were binary and mutually independent. Lastly, the dependent variable exhibited a continuous and normally distributed pattern with slight leftward skewness. Despite this minor deviation, ANOVA remains a dependable test, and its validity should still be considered while acknowledging that skewness does not significantly impact the likelihood of error.³² Furthermore, a one-way ANOVA was used to examine the relationship between the participants’ demographic factors, considering there were more than 3 independent groups.

Results

A total of 135 participants completed the survey. Of the respondents, 81.5% were female and 51% were married. Also, 71.1% held Saudi nationality. Regarding religion, 79.3% of participants identified as Muslims. Most respondents (67.4%) were aged 30 or younger. Moreover, the majority (80.7%) held a bachelor’s degree (refer to Table 1). The results of the T-test indicated no significant differences in the AMnQ score based on gender, nationality, or religion. The corresponding P-values of .697, .816, and .826 were all higher than the significance level of .05. The AMnQ scores showed no significant differences among marital status and education level groups, with P-values of .448 and .737, respectively, exceeding .05. However, the age group yielded a P-value of .029 (lower than .05), indicating a rejection of the null hypothesis. Thus, it can be inferred that attitude levels differed statistically among age groups (see Table 2).

Table 1.

Summary of the Respondents’ Characteristics (N = 135).

Variables	N (%)
Gender
Female	110 (81.5)
Male	25 (18.5)
Marital status
Married	70 (51)
Single	64 (47.4)
Other	1 (0.7)
Nationality
Saudi	96 (71.1)
Non-Saudi	39 (28.9)
Religion
Muslim	107 (79.3)
Other religion	28 (20.7)
Education level
Sub degree	3 (2.2)
Bachelor degree	109 (80.7)
Master degree	14 (10.4)
Doctorate degree	9 (6.7)
A preference for working with male or female
Female	40 (29.6)
Male	6 (4.4)
Both	89 (65.9)
Being cared for by male nurses might go against your culture
Yes	17 (12.6)
No	118 (87.4)
Being cared for by male nurses might go against your religion
Yes	10 (7.4)
No	125 (92.6)
Being cared for by male nurses might go against family culture
Yes	33 (24.4)
No	102 (75.4)
Being cared for by male nurses might go against family’s religion
Yes	24 (17.8)
No	111 (82.2)
The nursing profession is not perceived as a very masculine career
Yes	37 (27.4)
No	98 (72.6)
Would you encourage a male family member to pursue nursing as a career
Yes	98 (72.6)
No	37 (27.4)
Staff position
Staff nurse	86 (63.7)
Staff physician	49 (36.3)
Working experience with male nurses at pediatric unit
Yes	42 (31.1)
No	93 (68.9)
The hospital organization’s policy ensures there is no gender preference upon recruitment
Yes	69 (51.1)
No	66 (48.9)
Male and female nurses are treated differently in the workplace
Yes	60 (44.4)
No	75 (55.6)
Male and female nurses are treated the same in the workplace
Yes	75 (55.6)
No	60 (44.4)
Male and female nurses are judged on their skills, knowledge, and performance, without regard to gender
Yes	98 (72.6)
No	36 (26.7)

Table 2.

One-Way ANOVA for AMnQ Level and Age Group.

AMnQ	Sum of square	df	Mean square	F	Sig.
Age	Sum of square	df	Mean square	F	Sig.
Between groups	564	2	282	3.6	.029*
Within groups		132	77.9
Total		134

The significance level is .05.

Culturally, the T-test revealed that there were no significant variances in AMnQ levels among the majority of cultural factor groups, as indicated by P-values exceeding .05. Nevertheless, advocating for the inclusion of male family members in the nursing profession displayed a notable disparity in AMnQ levels across factor groups. Specifically, since P = .008 (below .05), the null hypothesis was disproven (refer to Table 3). From an organizational standpoint, most organizational factors did not exhibit statistically significant discrepancies in AMnQ scores between respective groups. The P-values associated with each factor exceeded .05, supporting the null hypothesis. However, the P-value about the experience of working with male nurses in pediatric units was less than .05, signifying a statistically significant variance in AMnQ levels within this particular factor group (refer to Table 3).

Table 3.

Independent Samples T-Test for AMnQ Level and Cultural and Organizational Factors.

AMNQ	F	Sig.	Mean difference	95.0% Confidence interval of the difference
AMNQ	F	Sig.	Mean difference	Lower	Higher
Would you encourage male family members to pursue nursing as a career	7.24	.008*	0.22	−3.22	3.67
Working experience with male nurses at pediatric unit	11.12	.001*	−3.75	−7.01	−0.49

The significance level is .05.

When considering the AMnQ scale used in this study, previous research suggests that attitudes toward men in nursing can be assessed by adding the scores for each item.²⁶ The minimum possible score is 15, and the maximum is 75. Higher total scores indicate more positive attitudes toward males in nursing, while lower scores suggest negative views. The results demonstrate that this study’s most frequently occurring score was 48. The minimum score was 15, while the maximum was 64. In addition, the results of the 5-point Likert scale. The mean is highly significant. 1 to 1.8 means strongly disagree, 1.81 to 2.60 means disagree, 2.61 to 3.40 means neither agree nor disagree, 3.41 to 4.20 means agree, and 4.21 to 5 means strongly agree.³³ In this table, most of the statements’ means were between 3.41 and 4.20, thus showcasing the participants’ agreement with most of the scale’s items (see Table 4).

Table 4.

Mean and Standard Deviation of HCPs’ Attitudes Toward Male Nurses (AMnQ Scale).

Statements	Mean	SD	Interpretation
1. People prefer to be cared for by female nurses only	3.43	1.243	4
2. Nursing is suitable only for females	2.04	1.149	2
3. Male patients also prefer to be cared for by female nurses only	2.84	1.233	3
4. Nursing is considered a low-level occupation for males	2.51	1.419	3
5. Nursing is considered a purely female profession	2.21	1.187	2
6. Hospitals prefer to appoint female nurses	3.13	1.290	3
7. Nursing is a very challenging and frustrating occupation for males	2.66	1.229	3
8. Male nurses are more supportive and helpful in crises	3.75	1.226	4
9. Male nurses are more confident and technically sound than female nurses	2.56	1.163	2
10. Male and female nurses are equally required in the nursing profession	4.26	1.036	5
11. Male nurses are more suitable for some hospital units, such as psychiatry, emergency, operating theater, and critical care units	3.67	1.222	4
12. People do not prefer to send males to the nursing profession	2.54	1.236	2
13. Female patients do not prefer to be cared for by male nurses	3.84	1.283	4
14. Female nurses are more caring and tender-hearted than male nurses	3.44	1.308	4
15. Female nurses are more polite and courteous in patient care	3.44	1.279	4
Total	3.088 ± 0.085

Note. 5 = strongly agree, 4 = agree, 3 = neither agree nor disagree, 2 = disagree, 1 = strongly disagree.

Discussion

This study quantitatively analyzes healthcare professionals’ (HCPs) perceptions of male nurses working in pediatric units. The results reveal how demographic, cultural, and organizational factors shape these attitudes. The current study revealed that most participants expressed no cultural or religious barriers to receiving care from male nurses. Additionally, most participants believed that being cared for by male nurses does not necessarily contradict their family’s cultural or religious beliefs. Similar findings emerged from a study conducted in Egypt and Turkey, which have cultural similarities with SA. A comparative-descriptive study in Egypt comparing the attitudes of male and female nurses toward men in nursing revealed that female nurses display a positive attitude toward males and exhibit fewer gender-based stereotypes.³⁴ Likewise, a study in Turkey found that mothers of hospitalized children had a positive attitude toward being cared for by male nurses.²¹

In the current study, most participants disagreed with the idea that nursing is only suitable for females. They also expressed no preference for working with male or female nurses in pediatric units and reported that they are willing to work with nurses of either gender. This finding aligns with a study on male nurses interacting with physicians, which found that they can engage physicians in delivering healthcare and interpersonal activities in their free time.¹⁴ The study found that most female nurses and doctors expressed a positive attitude toward male nurses, contrasting with earlier research.¹² Interestingly, male staff members were more likely to accept male nurses than female staff members, indicating a notable difference in attitudes. The research also revealed a significant disparity between healthcare professionals’ willingness to encourage male family members to pursue nursing and their attitudes toward male nurses. Most respondents supported encouraging male family members to enter the nursing profession. However, the study noted that male students in a secondary school did not aspire to pursue nursing as a career.³⁵ Historically, nursing has been predominantly associated with women from a cultural perspective due to cultural perceptions and societal norms. However, it is crucial to recognize the significant contributions made by men in nursing. Men have played an integral role in providing high-quality nursing care and have substantially impacted healthcare.

In terms of organizational context, a significant finding was the persistent shortage of male nurses in pediatric areas. Only 3 male nurses in the study worked in pediatric wards, leading to limited experience among most respondents working with male nurses in pediatric settings. Consequently, the attitudes of healthcare professionals toward their working experience with male nurses varied significantly. This finding aligns with a recent study highlighting a shortage of male nurses in many developed countries.³⁶ Moreover, over half of the study’s participants mentioned that the hospital organization’s recruitment policy ensures no gender preference. In a recent study conducted in Saudi Arabia on male nursing students, it was suggested that female nursing students tend to receive priority for hospital placements.³⁷

Additionally, just over half of the participants indicated that male and female nurses are treated equally in the workplace. These findings contrast with those of another study,³⁸ which reported that gender discrimination against male nurses may be influenced by institutions that offer more benefits to female nurses, such as menstrual leave. In contrast, male nurses may struggle to receive official leave for army duties and responsibilities. According to the current study, nurses are evaluated based on their knowledge, skills, and performance without gender discrimination. It’s worth noting that 2 male nurses in the study held supervisory positions, one in the PICU and the other in the NICU. However, a previous study suggested that male nurses still face gender discrimination and low job satisfaction and may be exploited for their physical endurance.¹⁵ Additionally, almost two-thirds of the participants disagreed with the idea that male nurses are limited to male care and are prohibited from working in other clinical areas, such as pediatrics. On the other hand, a previous study claimed that Saudi male nursing students often miss out on opportunities to practice in pediatric or maternity wards, unlike male medical students who can practice in various clinical rotations.²⁴

The current study revealed that healthcare practitioners (HCPs) can significantly impact challenging and reducing gender bias within the nursing profession by actively supporting and encouraging male nurses. Male nurses hold influential roles that can contribute to breaking down gender stereotypes in nursing. To address this, nursing education programs should proactively advocate for and maintain gender equality to attract more male applicants. The number of men working as nurses in pediatric care is on the rise. However, these male nurses still encounter challenges that require support from leaders and managers. These challenges include unfair treatment based on gender, limited career advancement opportunities, and insufficient support from colleagues. Another issue is the need for male nurses to establish positive relationships with their young patients and their families due to societal expectations and traditional gender norms. To address these issues, nursing leaders and managers must recognize and make necessary changes to create a more equitable and supportive environment for male nurses working with children. By doing so, they can enhance the overall quality of healthcare for children.

Based on this study, it is imperative to make several key suggestions. Further research should focus on the lived experience of male nurses in pediatric units. Subsequent studies should include a larger sample of male nurses to gain a comprehensive understanding of their experiences, identify reasons for the shortage of male nurses in pediatric settings, and devise effective strategies to recruit more male nurses to the pediatric area. Additionally, it is essential to research to assess the attitudes of mothers of hospitalized children toward male nurses in pediatric units. Understanding mothers’ preferences for and satisfaction with the care provided by male nurses in different pediatric units would be valuable. Finally, further investigations into nursing organizations or institutions are necessary to determine the reasons for the shortage of male nurses—especially in pediatric units—and to develop effective strategies to improve the retention of male nurses.

Limitations

The study has limitations as it was conducted at a single hospital in the Jazan region. Therefore, the findings may only partially represent the perspectives of healthcare professionals (HCPs) in this location. To improve the generalizability of the results, it would be beneficial to include other hospitals serving HCPs in different environments. Additionally, the demographic data revealed that only 5.2% of participants were 41 or older, and staff physicians comprised 36% of the sample. It is important to acknowledge that the attitudes of HCPs from diverse age groups and staff positions may differ. Furthermore, male nurses, especially those working in pediatric units, comprised a relatively small percentage of the sample. Since nearly half of the respondents indicated that male and female nurses may be treated differently, it is advisable to employ a mixed methodology.

Conclusion

In summary, the study found that healthcare professionals’ positive attitudes toward accepting male nurses in pediatric units could help dispel the stereotype that nursing is predominantly a female profession. The study also demonstrated that male nurses’ supervision and oversight of the work process showcase their effectiveness, role-model qualities, and ability to attain fulfilling positions in pediatric environments. However, the study also highlighted the need for prompt modifications in nursing in Saudi Arabia. The need for more male nurses presents a significant challenge for the nursing field. Accordingly, nursing organizations and educational programs must promptly address this issue, develop practical strategies to counter gender biases, and motivate more men to pursue nursing as a fulfilling profession. It is crucial to alter the perception of nursing and pediatrics as predominantly female occupations within the Saudi community. The results obtained from this study will hold substantial significance in comprehending the importance of encouraging male nurses to serve in pediatric departments. Conducting a comprehensive examination of the challenges of males, especially in pediatric units, and identifying factors that may attract men to the nursing profession could equip the Saudi healthcare system and policymakers with the necessary solutions to retain men in nursing without gender bias. Additionally, investigating the influence of socio-demographic data, cultural elements, and hospital regulations on attitudes toward male participants in the nursing profession could enhance cross-regional research focused on the perception of male nurses within pediatric units in SA.

Supplemental Material

sj-docx-1-inq-10.1177_00469580241284189 – Supplemental material for Healthcare Professional’s Attitudes Toward Male Nurses Working in the Context of Pediatric Care

Supplemental material, sj-docx-1-inq-10.1177_00469580241284189 for Healthcare Professional’s Attitudes Toward Male Nurses Working in the Context of Pediatric Care by Maryam A. Ageeli and Manal F. Alharbi in INQUIRY: The Journal of Health Care Organization, Provision, and Financing

Footnotes

Author Contribution Statements

These authors contributed equally to this work.

Declaration of Conflicting Interests

The author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

Funding

The author(s) disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: This research project was supported by a grant from the “Research Center of the Female Scientific and Medical Colleges,” Deanship of Scientific Research, King Saud University.

Ethical/Consent Statement

The AMnQ tool was utilized with permission from the authors. Additionally, approval was acquired from KSU’s IRB (KSU-HE-22-130) and the relevant hospital (No. 22056) involved in the study. Informed consent was obtained from all participants, affirming their right to decline or withdraw from participation at any point. Participants were fully briefed about the study, including their roles, the research’s objectives, and its methodology, with complete transparency. Anonymously completed questionnaires did not include any personally identifying information. The questionnaires were securely stored upon collection. After the conclusion and publication of the study, all documents will be appropriately disposed of and destroyed.

ORCID iD

Manal F. Alharbi

Supplemental Material

Data sets generated during the current study are available from the corresponding author upon reasonable request. Supplemental material for this article is available online.

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