Nursing professionals are held to a variety of roles and responsibilities specific to their field. The success of nursing professionals in their specified roles is essential for quality of care and the success of the healthcare workforce. The current study explored the relationships between personality type, emotional intelligence, social maturity, and job performance among nursing professionals using a theory-based approach. The sample consisted of 57 nursing professionals who were employed in two 100-bed East Texas Hospitals. Data were collected over a 4-day period at each hospital. Testing included a demographic questionnaire, the Emotional Skills Assessment Process, Myers Briggs Type Indicator Form M, Vineland Social Maturity Test, and a Job performance evaluation. Data were analyzed using a Path Analysis Multiple Regression technique. Results suggest that nurses who scored higher in the Empathy category on the Emotional Skills Assessment Process were perceived by their employers as satisfactory in overall job performance and in the specific job performance categories initiative, knowledge, and communication. Results also indicate that nurses who scored higher on the feeling subscale of the Myers Briggs Personality Assessment were perceived by their employers as unsatisfactory in overall job performance and in the specific job performance categories attitude, knowledge, and quality. Nurses who scored high on the communication subscale of the Vineland Social Maturity Scale were perceived by their employers as satisfactory in job performance. Additionally, nurses who scored high on the socialization subscale of the Vineland Social Maturity Scale were perceived by their employers as unsatisfactory in safety, personal appearance, and quality. The results of the path analysis and correlation tests revealed the following relationships: (1) Vineland socialization score and job performance quality, (2) Vineland communication score and job performance safety, (3) Vineland communication and Vineland socialization scores, (4) ESAP empathy scores and job performance attitude, (5) Myers Briggs feeling scores and job performance attitude, and (6) Myers Briggs feeling score and ESAP empathy score. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]