Aim. To examine the impact of an individual resource factor (psychological capital) and an organizational resource (management support) on nurses’ intentions to quit. Background. Nursing work can be stressful and as a consequence, nurses suffer greater stress and stress-related sickness, including depression, than the general population. Stress can be mitigated in the workplace depending on the availability of resources in the workplace. Resources can come from the organization or the individual themselves. Design. The study is quantitative using a cross-sectional design. Methods. The study analysed data from 242 nurses working in five Australian hospitals in the one regional network during 2013. Findings. The predictors explained almost half of the variance of nurses’ intent to quit. Psychological capital had the dual benefits of reducing nurses’ perceptions of psychological distress and simultaneously increasing their job satisfaction. Conclusion. Psychological capital is an example of the personal resources a nurse brings to work. Nurse managers can now understand the impact of a new form of protective resources that influence the levels of strain felt by nurses. If nurses present with low psychological capital, then up-skilling nurses with these personal attributes will positively impact on their health and well-being and, in turn, enhance the care of patients.