The Interplay of Psychological Resilience and Job Satisfaction Among Nurses: A Cross-Sectional Study

This study aimed to examine the association between job satisfaction and psychological resilience among nurses and to explore differences in these scores according to selected demographic, occupational, and lifestyle-related characteristics.

Job satisfaction and psychological resilience are important work-related and psychological constructs in nursing. Examining their association may provide insight into nurses' occupational experiences and inform future workforce-support strategies.

A descriptive, cross-sectional, and correlational design was used. Data were collected through an online self-administered questionnaire from 427 nurses working in public, private, and university hospitals in Ankara, Türkiye. The Job Satisfaction Scale and Connor-Davidson Resilience Scale-Short Form were administered. Data were analyzed using descriptive statistics, Pearson correlation analysis, independent-samples t tests, and one-way analysis of variance followed by Tukey HSD post-hoc tests when appropriate.

Job satisfaction was positively correlated with psychological resilience (r = .418, p <.001). Statistically significant differences in job satisfaction and psychological resilience scores were observed across selected demographic, occupational, institutional, and lifestyle-related characteristics.

The findings indicate a positive association between job satisfaction and psychological resilience. Observed group differences warrant further investigation using longitudinal and multivariable study designs.

Job satisfaction and psychological resilience were positively associated in this sample of nurses. The findings support further investigation of individual, occupational, and institutional characteristics associated with these constructs.

The observed association between job satisfaction and psychological resilience highlights the relevance of considering both constructs when assessing nurses' occupational experiences. Nursing managers may consider evidence-informed workforce-support strategies, while intervention studies are needed to determine their effectiveness.

The findings may inform future research and policy discussions concerning nurse workforce support; however, policy interventions should be guided by longitudinal and intervention-based evidence.