Leadership is one of the most complex functions of organisational behavior that influence many outcomes in employees. Need for supervision model (de Vries et al., 1998) is one of the rare models in the field of leadership, which assumes that need for supervision is a key component in relationhip between leadership efficiency and employee's outcomes. Considering that this model is rarely checked in the literature, and not at all on Croatian sample, this study was conducted with a double aim. The first aim of this study was to examine contribution of some individual, organisational and task characteristics in explanation of need for supervision. The second aim of this study was to examine the role which need for supervision has in relationship between relationship-oriented leadership style and employee's job satisfaction, as well as between task-oriented leadership style and employee's job satisfaction. The research was conducted electronically on convenient sample of 336 employees (69,64% female) with different professions and age range 18-69 years old. Participants have assessed leadership style of their supervisors and self-assessed lenght of work in current work-place, task characteristics, team cohesion, need for supervision and job satisfaction. The results of multiple regression analysis showed that greater need for supervision is predicted by shorter employment in current work-place, lower task autonomy and by greater team cohesion. The results of moderation analysis showed that moderating effect of need for supervision on relationship between both leadership styles and job satisfaction, wasn't significant. This study has significant theoretical impact, as well as practical implications within organisations and relationship between supervisors and employees.