Objective To explore the current state of salary fairness perception among operating room nurses and identify its influencing factors, and to provide a reference for developing targeted management strategies.

Methods Using convenience sampling, nurses from the operating room of Huashan Hospital, Fudan University between August and November 2025 were recruited. The General Information Questionnaire, the Salary Fairness Perception Scale for Operating Room Nurses in Public Hospitals, the Organizational Career Management Scale, the Self-Regulatory Fatigue Scale, and the Turnover Intention Scale were used for assessment. The scores of salary fairness perception were calculated, and multiple linear regression analysis was used to examine factors influencing salary fairness perception.

Results A total of 107 valid questionnaires were collected. The total score of salary fairness perception and the standard scores of distribution fairness perception, procedural fairness perception and interactive fairness perception of operating room nurses were (63.69 ± 14.81), (23.41 ± 8.94), (23.43 ± 8.45), and (16.85 ± 7.45) points respectively. Multiple linear regression analysis showed that organizational career management, self-regulating fatigue ability and turnover intention were the influencing factors of the salary fairness perception level of operating room nurses (P < 0.05).

Conclusion The overall level of the salary fairness perception among operating room nurses is moderately low. Organizational career management, self-regulatory fatigue and turnover intention exert effects on salary fairness perception. Operating room administrators should take corresponding measures to improve the level of salary fairness perception among nurses.

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