Psychosocial and Organizational Determinants of Perceived Occupational Exposure and Job Satisfaction Among Intensive Care Unit Nurses

Introduction: Intensive care units are characterized by a high level of clinical and psychosocial demands. Previous research indicates that the work environment plays a significant role in shaping nurses’ occupational well-being; however, analyses that simultaneously consider organizational factors, perceived occupational exposure, and job satisfaction are still limited, particularly in the context of Central and Eastern European countries. Objectives: The aim of the study was to assess the relationships between psychosocial and organizational factors in the work environment and the level of perceived occupational exposure as well as job satisfaction among nursing staff working in intensive care units. Methods: The study was cross-sectional in design and was conducted in Poland among 226 nurses employed in intensive care units. Data were collected using an anonymous online survey that included an author-designed questionnaire and the standardized “Working Conditions” instrument developed by the Central Institute for Labor Protection—National Research Institute. Data analysis was performed using descriptive statistics, chi-square (χ2) tests, and binary logistic regression. The study was conducted and reported in accordance with the STROBE guidelines (Strengthening the Reporting of Observational Studies in Epidemiology). Results: A high psychosocial burden was observed in 49.6% of the participants, while a high organizational risk was found in 69.9%. Higher organizational risk was associated with a more than threefold increase in the odds of high perceived occupational exposure (OR = 3.47; 95% CI: 1.54–7.81). Conclusions: Psychosocial and organizational factors in the work environment play an important role in shaping perceived occupational exposure and job satisfaction among intensive care nursing staff. The results highlight the importance of organizational interventions, such as ensuring adequate nurse staffing, strengthening supportive leadership, and developing psychosocial support programs for staff.