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Backgound: Because of stress and challenges to fulfill institutional goals, nurse academic managers may perceive their work as not job satisfying and intrinsically motivating. A lack of motivation may results in apathy, poor health and well-being, and a sense of powerlessness which lead to poor job performance. Purpose: This study aimed to determine the relationship of nurse academic manager-s emotional intelligence, adversity quotient® and work motivation, and to determine the predictive ability of emotional intelligence and adversity quotient® to work motivation. Methods: A correlational, cross-sectional research design was used to determine the relationship of nurse academic manager-s emotional intelligence, adversity quotient® and work motivation, and to determine the predictive ability of emotional intelligence and adversity quotient® to work motivation. Results: A total of 55 nurse academic managers participated from any the twenty (20) universities/schools with a nursing program, duly selected by purposive sampling. The instrument utilized instruments of four parts, (1) Demographic; (2) Emotional Intelligence Questionnaire; (3) Adversity Response Profile®; and (4) Work Extrinsic and Intrinsic Motivation Scale. Multiple Regression was used to test the predictive ability of trait emotional intelligence and adversity quotient® towork motivation. Conclusions: The findings showed that emotional intelligence had significant negative regression weights while adversity quotient® had a significant positive weight), an indication that only adversity quotient® did significantly predict work motivation. However, out of the four subscales of adversity quotient®, only factors control, r =.361 p <.01 and origin and ownership, r =.320 p <.05 were found to predict work motivation.