The purpose of this research was to examine whether demographic variables, personality traits, and workplace variables (working in shifts, job tenure, and perceived organizational justice) contribute the most to the prediction of job satisfaction in nurses. The survey included 161 nurses. The instruments used in this research were as follows: the Demographic Data Questionnaire, the Perceived Organizational Justice Scale, the Job Satisfaction Scale, and the NEO five-factor inventory. The study findings indicated that age, health status, distributive justice, and procedural justice positively contribute to job satisfaction among nurses, while neuroticism contributes negatively. Older nurses, those in better health, those who are satisfied with the organization’s decision-making process, and those who feel adequately rewarded for their contributions tend to be more satisfied with their jobs. Conversely, nurses with a higher level of the neuroticism personality trait tend to be less satisfied with their job. The strongest predictors of job satisfaction among nurses were found to be health status, the personality trait of neuroticism, and distributive and procedural justice, with the age of nurses being slightly less powerful but still significant.

Patient satisfaction is a crucial measure of the quality of healthcare, especially with regard to nursing services in hospital settings. Understanding and increasing patient satisfaction with nursing care is critical to improving overall healthcare and ensuring positive patient experiences during their hospital stay. The aim of this research was to evaluate the psychometric properties of the Croatian version of the Satisfaction with Nursing Care Quality Questionnaire (PSNCQQ), test the reliability and validity of the tool after translation, and investigate differences in patient satisfaction based on demographic variables, as well as their contribution to satisfaction with the quality of nursing care. After translation and adaptation, the Croatian version of the PSNCQQ was applied to 350 hospitalized patients (average age 51.19 years (range: 18–87)), of whom 194 (55.4%) were men and 156 (44.6%) were women. The results showed high internal consistency (Cronbach’s α = 0.977) and confirmed the one-factor structure of the questionnaire, explaining 70.64% of the total variance. Confirmatory factor analysis supported the unidimensional model, showing strong fit indices (χ² = 583.047, df = 149, p < 0.001, GFI = 0.861, AGFI = 0.818, NFI = 0.936, TLI = 0.946, CFI = 0.955, RMSEA = 0.080, PCLOSE < 0.001). In conclusion, the validation of the PSNCQQ in the Croatian language increases resources for evaluating and improving the quality of nursing care. This research lays the foundation for future studies and practical applications aimed at improving patient satisfaction and nursing care outcomes in Croatia, but there are also limitations to this study, including its one-institution scope, the possible influence of factors outside the current treatment on satisfaction, and the lack of comparison with objective clinical indicators.

Background/Objectives: Nurses’ job satisfaction is influenced by organizational conditions and psychological responses to demanding work. Although perceived organizational support, organizational justice, and burnout are established correlates of nurses’ work outcomes, less is known about how distributive justice and emotional exhaustion may operate simultaneously within the association between organizational support and job satisfaction. This study examined these two theoretically distinct indirect pathways. Methods: A cross-sectional study was conducted among 157 nurses employed at General County Hospital Požega, Croatia, between November 2023 and January 2025. Perceived organizational support, distributive justice, emotional exhaustion, and job satisfaction were assessed using standardized questionnaires. Structural equation modeling used robust maximum likelihood estimation with full information maximum likelihood for partially missing data; indirect associations were evaluated in a separate maximum-likelihood model using 5000 bootstrap samples. Results: Greater perceived organizational support was associated with more favorable perceptions of distributive justice and lower emotional exhaustion. Greater distributive justice was associated with higher job satisfaction, whereas emotional exhaustion was associated with lower job satisfaction. The remaining direct association between organizational support and job satisfaction was not statistically significant after both pathways were included. Bootstrap analyses supported indirect associations through both distributive justice and emotional exhaustion. A sensitivity analysis showed that reversing the ordering of distributive justice and organizational support yielded identical global fit indices. Conclusions: Organizational support, perceived fairness, and emotional exhaustion appear to be closely interconnected aspects of nurses’ work experience. The findings integrate organizational and psychological perspectives and identify supportive management, fair resource allocation, and the prevention of emotional exhaustion as complementary organizational targets. Because of the cross-sectional design, the pathways should be interpreted as statistical indirect associations rather than causal mechanisms.