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Associate degree nurses constitute a substantial segment of the nursing workforce and play a crucial role in delivering frontline patient care across healthcare settings. Despite their importance, limited evidence exists regarding factors influencing their job satisfaction, particularly the quality of nursing work life (QNWL), within the Jordanian context. This study aimed to examine the relationship between QNWL and job satisfaction among associate degree nurses in Jordan. A cross-sectional study was conducted between March and April 2024 among 114 associate degree nurses working in 3 government hospitals in Jordan. Participants were recruited using purposive sampling. Eligible nurses held an associate degree in nursing, had at least one year of clinical experience, and were actively employed at the time of data collection. Nurses with less than one year of experience or those on extended leave were excluded. Data were collected using the Muller and McClosky Satisfaction Scale and Brooks' QNWL Scale. Descriptive statistics and Pearson correlation coefficient were applied for data analysis. The overall QNWL was low (mean (M) = 108.11, SD = 17.03). The lowest scores were observed in the work life/home life domain (M = 16.84, SD = 4.67) and the work design domain (M = 28.24, SD = 5.06), reflecting challenges related to workload and work-life balance. Job satisfaction levels were generally low, with mean scores ranging from 1.08 to 1.73 on a five-point scale, indicating dissatisfaction across multiple job dimensions. In contrast, relatively higher satisfaction was reported in interpersonal aspects, including satisfaction with coworkers (M = 2.67, SD = 0.42) and interpersonal interaction (M = 2.31, SD = 0.93). A strong and statistically significant positive correlation was identified between the work environment and job satisfaction (R = 0.746, P < .001). The findings reveal significant concerns regarding workload, work-life balance, and limited extrinsic rewards among associate degree nurses in Jordan. Implementing targeted organizational strategies and policy interventions aimed at improving the QNWL may enhance job satisfaction and ultimately contribute to improved quality of patient care.