Purpose: This study aimed to investigate the influence of role conflict, head nurses’ super leadership and nursing organizational culture on organizational commitment among male nurses. Methods: This cross-sectional study included 221 male nurses who had worked for more than six months in university hospitals, general hospitals, and clinics. Data were collected using structured, self-administered questionnaires on role conflict, head nurse super leadership, nursing organizational culture, and organizational commitment. The data obtained were analyzed using descriptive analysis, independent t-test, analysis of variance, Scheffé test, Pearson’s correlation coefficients, and regression analysis. Results: Organizational commitment had a significant positive correlation with head nurse super leadership, innovation-oriented culture, and relation-oriented culture; however, it had a significant negative correlation with role conflict and task-oriented culture. Among the general characteristics, the significant factors influencing organizational commitment among male nurses were number of beds and departments. Furthermore, among the main variables, innovation-oriented culture, task-oriented culture, role conflict, and head nurse super leadership influenced organizational commitment. Conclusion To increase male nurses’ organizational commitment, it is necessary to create an innovative organizational culture, reduce role conflicts, and improve head nurse super leadership.