Workplace Gaslighting and Occupational Outcomes Among Hospital Nurses: Associations with Job Satisfaction and Self-Rated Performance

Purpose: To examine associations of workplace gaslighting with job satisfaction and self-rated performance among hospital nurses. Design/methodology/approach: A cross-sectional online survey was conducted among 448 hospital nurses in Greece between October and December 2025. Workplace gaslighting was assessed with the 11-item Gaslighting at Work Scale. Job satisfaction and self-rated performance were assessed using global single-item measures. Pearson correlations and linear regression models adjusted for age, gender, postgraduate education, work experience, shift work, and perceived understaffing were used. Findings: Higher workplace gaslighting was associated with lower job satisfaction (r = −0.339, p < .001) and lower self-rated performance (r = −0.153, p = .001). After adjustment, each 1-point higher gaslighting score was associated with a 0.523-point lower job satisfaction score (95% CI, −0.659 to −0.388; p < .001) and a 0.241-point lower self-rated performance score (95% CI, −0.376 to −0.106; p < .001). Adjusted models explained 17.9% and 6.0% of variance, respectively. Practical implications: Workplace gaslighting warrants attention as a potentially important marker of dysfunctional leadership in nursing workforce research and management. Originality: The study addressed the relationship between supervisor gaslighting and two occupational outcomes among hospital nurses. Gaslighting was more strongly associated with job satisfaction than with self-rated performance. The findings are relevant to hospital nurses, nurse managers and nursing workforce researchers.