This study investigates the impact of moral resilience on quiet quitting, job burnout, and turnover intention among nurses in Greece, particularly in the post-COVID-19 era. A cross-sectional study was conducted in November 2023, using a convenience sample of 957 nurses. The revised Rushton Moral Resilience Scale, Quiet Quitting Scale, single-item burnout measure, and a six-point Likert scale for turnover intention were employed. Multivariable models adjusted for confounders such as gender, age, understaffed department, shift work, and work experience were used to analyze the data. The results show a negative relationship between moral resilience and quiet quitting, job burnout, and turnover intention. Increased response to moral adversity and moral efficacy were associated with decreased detachment, lack of initiative, and lack of motivation scores. Personal integrity was linked to reduced detachment, while relational integrity was associated with reduced detachment and lack of initiative scores. Response to moral adversity was also associated with reduced job burnout. Additionally, higher levels of response to moral adversity were associated with a lower probability of turnover intention. The study highlights that moral resilience can serve as a protective factor against quiet quitting, job burnout, and turnover intention among nurses. The findings suggest that enhancing moral resilience through educational programs and organizational support can improve nurses' well-being and job satisfaction, ultimately reducing turnover intentions. However, the study acknowledges limitations, including the use of a convenience sample and the need for further research with representative and random samples.This study investigates the impact of moral resilience on quiet quitting, job burnout, and turnover intention among nurses in Greece, particularly in the post-COVID-19 era. A cross-sectional study was conducted in November 2023, using a convenience sample of 957 nurses. The revised Rushton Moral Resilience Scale, Quiet Quitting Scale, single-item burnout measure, and a six-point Likert scale for turnover intention were employed. Multivariable models adjusted for confounders such as gender, age, understaffed department, shift work, and work experience were used to analyze the data. The results show a negative relationship between moral resilience and quiet quitting, job burnout, and turnover intention. Increased response to moral adversity and moral efficacy were associated with decreased detachment, lack of initiative, and lack of motivation scores. Personal integrity was linked to reduced detachment, while relational integrity was associated with reduced detachment and lack of initiative scores. Response to moral adversity was also associated with reduced job burnout. Additionally, higher levels of response to moral adversity were associated with a lower probability of turnover intention. The study highlights that moral resilience can serve as a protective factor against quiet quitting, job burnout, and turnover intention among nurses. The findings suggest that enhancing moral resilience through educational programs and organizational support can improve nurses' well-being and job satisfaction, ultimately reducing turnover intentions. However, the study acknowledges limitations, including the use of a convenience sample and the need for further research with representative and random samples.