Background/Objectives: Nurses’ innovative behavior and psychological well-being are essential for high-quality patient care and organizational effectiveness. Workplace gaslighting and job crafting may shape both, but evidence among nurses remains limited. We examined the association of workplace gaslighting and job crafting with innovative behavior and psychological need satisfaction at work among nurses, adjusting for demographic and job characteristics. Methods: We conducted a cross-sectional study with a convenience sample of 595 nurses in Greece between March and June 2026. We used the Gaslighting at Work Scale, the Job Crafting Scale, the Innovative Behavior Inventory, and the Basic Psychological Need Satisfaction at Work Scale. We performed multivariable linear regression analysis to control for confounders. Results: Job crafting, particularly seeking resources and seeking challenges, was associated with higher innovative behavior, innovation outputs, autonomy, competence, and relatedness, whereas reducing demands was associated with lower autonomy and competence. Workplace gaslighting was associated with lower autonomy, competence, and relatedness. Postgraduate education and longer work experience were associated with higher innovative behavior and innovation outputs, while working in understaffed departments was associated with lower innovation outputs, autonomy, and competence. Male nurses reported higher innovative behavior and innovation outputs, whereas female nurses reported higher competence. Conclusions: Job crafting emerged as a potential facilitator of innovation and psychological need satisfaction among nurses, whereas workplace gaslighting was linked to lower need satisfaction. Interventions that promote proactive job crafting and prevent workplace gaslighting may enhance nurses’ well-being and capacity for innovation. Longitudinal studies are needed to confirm these associations.

Background/Objectives: Self-determination theory posits that the satisfaction of three basic psychological needs, autonomy, competence and relatedness, underpins employees' motivation and well-being. In nursing, need satisfaction has been associated with work engagement, job satisfaction, quality of care and patient safety, yet no validated Greek-language instrument is available for its assessment. This study aimed to translate the Basic Psychological Need Satisfaction at Work Scale into Greek and to examine its psychometric properties in hospital nurses. Methods: A cross-sectional study was conducted between March and June 2026 with a convenience sample of 250 registered nurses from five Greek public hospitals. Construct validity was assessed through confirmatory factor analysis and measurement invariance across gender was tested at the configural and metric levels. Known-groups validity was examined against work in understaffed departments, and concurrent validity against the Gaslighting at Work Scale and the Job Crafting Scale. Reliability was evaluated using Cronbach's alpha, McDonald's omega, and test–retest intraclass correlation coefficients over a one-week interval in 40 nurses. Results: The original three-factor structure of the scale was confirmed (x²/df = 2.078, RMSEA = 0.043, GFI = 0.952, AGFI = 0.929, TLI = 0.940, CFI = 0.956). Configural and metric invariance across gender was supported (p = 0.849). Nurses in understaffed departments reported lower autonomy (p < 0.001) and competence (p = 0.031). All three factors correlated negatively with both gaslighting dimensions and positively with approach-oriented job crafting. Cronbach's alpha was 0.800 for the total scale and ranged from 0.626 to 0.844 across factors, while intraclass correlation coefficients ranged from 0.967 to 0.973. Conclusions: The Greek version is a valid and reliable measure of basic psychological need satisfaction for use with hospital nurses in research and in unit-level assessment of managerial interventions.