Emotional Intelligence Buffers the Effects of Negative Emotions on Job Burnout in Nursing

Impact of nurses' emotional intelligence and self-compassion on occupational burnout: A correlation study

BACKGROUND

To cope up with the stressors and to make correct decisions in critical conditions and to enhance the quality of health care services the nurses adopt measures like emotional intelligence and self-compassion.

MATERIAL AND METHODS

A nonexperimental descriptive correlation research design was used to collect data from 450 staff nurses working in different wards of Mahatma Gandhi hospital, Jaipur, Rajasthan, from 01/08/2023 to 30/9/2023 by convenient sampling technique. The dropout rate was 4.44%. A demographic information form and three valid and reliable research questionnaires were used that is, trait emotional intelligence questionnaire short form (TEIQue-SF), self-compassion scale, and Maslach Burnout Inventory. A descriptive and Pearson correlation analysis was used.

RESULTS

The findings showed that most of the nurses had average level of emotional intelligence (88.60%) and moderate level of self-compassion (63.95%). Majority of nurses have moderate risk for emotional exhaustion (55.58%) and depolarization (73.72%). Totally, 45.58% had high risk for personal achievement. Positive correlations was found between self-compassion-emotional intelligence (r = 0.28, P < 0.01). Negative correlations was observed between self-compassion and occupational burnout (r = -0.33, P < 0.01); and between emotional intelligence and occupational burnout (r = -0.31, P < 0.01).

CONCLUSIONS

Recommended for health policy makers and nursing managers to impart continuous training sessions for nurses to promote their emotional intelligence and self-compassion and thus reducing burnout.

The mediating role of emotional intelligence in the relationship between technostress and burnout prevention among critical care nurses a structural equation modelling approach

BACKGROUND

Critical care nurses frequently experience high levels of technostress due to the increasing demands of healthcare technology, which contributes to burnout. Emotional intelligence has been shown to buffer stress in demanding environments, potentially mitigating burnout. However, its mediating role in the relationship between technostress and burnout among critical care nurses remains underexplored.

AIM

This study aims to examine the mediating role of emotional intelligence in the relationship between technostress and burnout among critical care nurses.

METHODS

A cross-sectional study was conducted among 180 critical care nurses from two hospitals in Damnhour City, Egypt. Data were collected using the Technostress Questionnaire, Copenhagen Burnout Inventory (CBI), and Emotional Intelligence Scale. Structural Equation Modeling (SEM) was used to test the hypothesized relationships between technostress, emotional intelligence, and burnout, with bootstrapping employed to assess mediation.

RESULTS

Technostress was positively correlated with burnout (r = 0.56, p < 0.01), while emotional intelligence was negatively correlated with both technostress (r = -0.45, p < 0.01) and burnout (r = -0.49, p < 0.01). SEM analysis revealed that emotional intelligence significantly mediated the relationship between technostress and burnout (indirect effect = 0.23, p = 0.002), reducing burnout levels.

CONCLUSION

Emotional intelligence plays a crucial role in mitigating the effects of technostress on burnout among critical care nurses. Targeted interventions to enhance emotional intelligence may help reduce burnout in technology-driven healthcare environments.

Improving GPs' Emotional Intelligence and Resilience to Better Manage Chronic Respiratory Diseases Through an Experiential Online Training Intervention: A Mixed Methods Study

BACKGROUND/OBJECTIVES

High levels of emotional intelligence (EI) and resilience in primary care physicians (PCPs) can help them communicate better with patients, build stronger relationships with colleagues, and foster a positive and collaborative workplace. However, studies have indicated that primary care physicians (PCPs) often do not focus enough on developing these skills. Consequently, the purpose of this mixed methods study was to evaluate the effectiveness of an experiential online training (EOT) intervention in enhancing the EI and resilience of PCPs who treat patients with chronic respiratory diseases (CRDs).

METHODS

A total of 46 PCPs from Greece participated in a 25-hour EOT program, which focused on counseling skills for lifestyle change and breathing techniques for self-regulation. Quantitative data were collected using the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) and the Connor-Davidson Resilience Scale (CD-RISC-25) before, immediately after, and three months post-intervention. Additionally, qualitative data were obtained through written reflections from participants regarding their clinical practice.

RESULTS

The results revealed significant improvements in EI and resilience scores immediately after the intervention (ΕΙ: 5.13, SD: 0.65 vs. 5.3, SD: 0.57, p = 0.007; resilience: 76.6, SD: 11.75 vs. 79.83, SD: 10.24, p = 0.029), as well as at the three-month follow-up (ΕΙ: 5.3, SD: 0.57 vs. 5.36, SD: 0.48, p = 0.007; resilience: 79.83, SD: 10.24 vs. 81.03, SD: 7.86, p = 0.029). The thematic analysis of qualitative data identified improvements in five key themes: communication skills, stress management, emotional awareness, resilience, and patient care. Participants reported feeling more confident, empathetic, and effective when interacting with patients, particularly those from diverse backgrounds. The convergence of the quantitative and qualitative findings showed the efficacy of the EOT intervention in enhancing PCPs' EI, resilience, well-being, and, ultimately, their practice.

Emotional intelligence evaluation tools used in allied health students: A scoping review

INTRODUCTION

Emotional intelligence (EI) is described as the ability to recognise and understand one's own emotions and the emotions of others, and empathically manage emotional responses. While historically not emphasised in undergraduate allied health sciences training, it is increasingly considered an essential graduate trait. This scoping review synthesises existing research on EI outcomes, specifically in undergraduate allied health professions students.

METHOD

Four databases were searched in February 2024 using keywords relating to EI and empathy to identify studies published in English from 1990. Eligible studies needed to include assessment and reported outcomes using validated EI tools in health professions students.

RESULTS

A total of 163 papers met the inclusion criteria. Many studies employed a cross-sectional design (n = 115). Most studies (n = 135) focused on undergraduate students studying medicine (n = 62), nursing (n = 80) and dentistry (n = 13), with some studies (n = 21) evaluating more than one discipline. Many studies investigated one discipline only (n = 64 for nursing, n = 50 for medicine) using no comparator undergraduate degree. The most common EI models evaluated from this review were ability-based (n = 77), followed by trait-based models (n = 36) and mixed social-emotional competence (n = 35). Ability model evaluations of EI most commonly utilised the Schutte Self-Report Emotional Intelligence Test (SSEIT) (n = 44) and the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) (n = 24).

CONCLUSION

Research on EI among undergraduate allied health fields is limited. Existing literature reveals there is some consensus on the importance of EI in healthcare education, but there is considerable variability in how EI is measured. Studies suggest higher levels of EI may correlate with improved student professional skill development in clinical reasoning, empathy and stress management.

Relationship between nursing students' levels of liking children and self-efficacy in paediatric medication administration

BACKGROUND

Medication management is a critical aspect of nursing, in particular with respect to paediatric patients, in whom medication errors are prevalent. Enhancing competence in this area requires not only general nursing skills but also targeted educational interventions and emotional support. This study aims to examine the relationship between nursing students' levels of liking children and their self-efficacy in paediatric medication administration, thereby exploring the impact of emotional factors on clinical competence.

METHODS

This descriptive study was conducted with 308 nursing students in their second, third and fourth years of study at a state university in eastern Turkey between December 2022 and February 2023. Data were collected using the Student Descriptive Information Form, the Barnett Liking of Children Scale and the Medication Administration Self-Efficacy Scale. Statistical analysis included the Mann-Whitney U test, the Kruskal-Wallis H test, Dunn's test for multiple comparisons and Spearman's rho correlation coefficient.

RESULTS

The mean age of the participants was 21.82 ± 1.94 years, and 68.8% were female. The mean Medication Administration Self-Efficacy Scale score was 52.97 ± 15.27, and the mean Liking of Children Scale score was 66.65 ± 15.8. No significant relationship was found between the total score on the Liking of Children Scale and the score on the drug preparation subdimension (p > 0.05). However, a positive but weak correlation was found between the total score on the Liking of Children Scale and the score on the drug administration subdimension (r = 0.137; p < 0.05). Similarly, a positive but weak relationship was identified between the total score on the Liking of Children Scale and the score on the Medication Administration Self-Efficacy Scale (r = 0.123; p < 0.05).

CONCLUSIONS

Nursing students' liking of children is positively, although weakly, associated with their self-efficacy in paediatric medication administration. This result suggests that emotional factors, such as affinity for children, may be relevant when designing nursing education programmes, particularly in paediatric care settings .

Factors Influencing Nurses' Decisions to Leave or Remain in the Home and Community Care Sector During the COVID-19 Pandemic

Background/Objectives: Home and community care (HCC) nurses experienced increased occupational challenges during the COVID-19 pandemic, including increased workloads, job stressors, and occupational risks, like virus exposure. The objective of this study was to elucidate what factors influenced nurses' decisions to stay in their role, take a temporary leave, or exit HCC during the COVID-19 pandemic. Methods: A secondary analysis of data collected using a cross-sectional online open survey distributed among HCC Registered Practical Nurses across Ontario between June and September 2022 was conducted. The factors contributing to nurses' decision to remain in HCC, temporarily leave, or exit the sector were evaluated using multinomial logistic regression (p < 0.05). Results: Of the 664 participants, 54% (n = 357) stayed in the HCC sector, 30% (n = 199) temporarily left, and 16% (n = 108) exited the sector. Nurses with greater years of experience working in HCC and those who avoided infection were more likely to stay in their role in HCC, which may reflect strong relationships with long-term clients, opportunity and accumulated experience to increase income, and maintenance of good health. Nurses with higher levels of emotional intelligence were more likely to take leaves and exit HCC, suggesting that stepping away may have been a strategy to safeguard themselves. Conclusions: HCC leadership should prioritize the development of solutions to support nurses in the HCC workforce, including those with fewer years of experience. This may promote nurses' participation in the sector, particularly during times of heightened occupational challenges and crises, like COVID-19.

A Leave of Absence Might Not Be a Bad Thing: Registered Practical Nurses Working in Home Care During the COVID-19 Pandemic

To describe the resilience and emotional intelligence of Registered Practical Nurses working in Home and Community Care during the COVID-19 pandemic. Specifically, to determine if there was a relationship between resilience and emotional intelligence based on whether a nurse: (1) left the sector, (2) considered leaving, or (3) took a leave of absence during the pandemic. An online cross-sectional survey was used to capture respondents' demographic information and scores on the Connor-Davidson Resilience Scale, Resilience at Work Scale®, and Wong and Law Emotional Intelligence Scale. Registered Practical Nurses working, or who had worked, in Home and Community Care January 2020 to September 2022 were eligible to participate. The Checklist for Reporting Results of Internet E-Surveys was used. The survey was available June to September 2022 and advertised by the Registered Practical Nurses Association of Ontario to approximately 2105 members. Descriptive statistics and independent samples t-tests were used to analyze results at a level of P < .05 was used for all analyses. A total of 672 respondents participated (completion rate = 92.8%). There were no differences on resilience or emotional intelligence scores based on whether a nurse left, or considered leaving, the Home and Community Care sector during the pandemic. However, nurses who took a leave of absence scored significantly higher on resilience and emotional intelligence measures when compared to those who did not. Results suggest that a leave of absence for these nurses during the pandemic may have been a supportive coping strategy.

Multidimensional factors of burnout in general practice: a cross sectional survey

BACKGROUND

GPs are particularly vulnerable to job burnout. Tailored prevention and intervention strategies are needed.

AIM

To investigate organisational, interpersonal, and individual factors contributing to exhaustion and disengagement at work among GPs.

DESIGN & SETTING

We conducted a cross-sectional study in a sample of Belgian GPs.

METHOD

A total of 358 doctors (73% females, 301 with complete data) completed an online anonymous questionnaire assessing job burnout, psychosocial characteristics of the work environment, perceived social support in the private domain, emotional competence, and self-compassion.

RESULTS

GPs reported moderate levels of exhaustion and disengagement. Regression models showed that included factors jointly explained 69% of the variance in exhaustion and 63% in disengagement. Exhaustion was significantly predicted by female sex (β effect size = -0.1), high perceived emotional demands (β = 0.19), as well as low self-compassion (β = -0.14) and low emotional competence (β = 0.09). Disengagement was significantly predicted by low seniority (β = -0.12) and limited opportunities for development (β = -0.16). Both exhaustion and disengagement were predicted by low perceived quality of work (β = -0.19 and -0.14, respectively), meaning of work (β = -0.17 and -0.31, respectively), and role clarity (β = 0.09 and 0.12, respectively), as well as high perceived work-life conflict (β = 0.46 and 0.21, respectively). Moreover, GPs working in a multidisciplinary group reported lower levels of exhaustion and disengagement than those working in a monodisciplinary group or a solo practice, and this difference was associated with factors such as work-life conflict.

CONCLUSION

Organisational, interpersonal, and intrapersonal factors interact to predict a substantial part of burnout in general practice. The most significant risk factors were perceived work-life conflict and poor meaning of work. Policymakers should work to support more sustainable practices based on the specific needs and constraints reported by GPs.

Emotional intelligence in young emerging adults: A focus on Wong and Law's scale in the digital work sphere

Despite the growing research on the usefulness and validity of the four-factor Wong and Law Emotional Intelligence Scale (WLEIS), empirical evidence for its relevance to Black African young emerging adults seems non-existent. The study's objective was to assess the relevance of the original WLEIS factor structure for a sample (N = 365) of South African Technical and Vocational Education and Training (TVET) final year students (mean age = 24.3 years; SD = 2.38). Exploratory and confirmatory factor analyses, and convergent and discriminant validity tests revealed a three-factor first-order structure with uniquely descriptive items characteristic of the sample's emotional intelligence. The findings contribute to the WLEIS measurement of emotional intelligence in young emerging adults who are preparing to enter the digital-age work world.

The Professional Quality of Life of Domestic and Sexual Violence Advocates: A Systematic Review of Possible Risk and Protective Factors

Professionals employed within the field of domestic and sexual violence (DV/SV) are known to experience both positive and negative psychological impacts because of the nature of their work. This review aims to establish which factors influence the professional quality of life (ProQOL) of DV/SV advocates. This group is known to face challenges that are specific to their working practices including scarce resources and frequent exposure to traumatic material. The systematic review protocol was designed based upon Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) 2020 guidance. Following a mixed-methods convergent segregated approach, a systematic search for qualitative and quantitative research within PsycINFO, Academic Search Complete, CINAHL, MEDLINE, Sage, Taylor & Francis, Wiley Online Library, and BASE was undertaken. Peer-reviewed empirical research and relevant gray literature, published in English, were considered for inclusion. Thirty articles were identified (16 quantitative, 13 qualitative, and 1 mixed-methods study), and assessed for methodological quality and risk of bias using established quality appraisal tools. An array of risk and protective factors emerged including communication competence, support from co-workers, office resources, and occupational stigma. A gap in the current evidence base was identified regarding the role that personal strengths may play in the well-being of those employed within the DV/SV sector. The ProQOL of DV/SV advocates is complex and dependent upon a variety of factors specific to their situation at the time. However, the findings of this review provide an important evidence base for future research avenues as well as policies and procedures for this workforce specifically.

Factors influencing turnover intention among male nurses in China: A large-scale descriptive correlational study

AIM

This study examined the correlation among turnover intention, emotional intelligence and job burnout in male nurses and determined its influencing factors.

BACKGROUND

The number of male nurses has increased in China; however, the turnover rate is very high. Nurses' turnover intention is related to job burnout and emotional intelligence.

INTRODUCTION

Recent studies have shown that job burnout and emotional intelligence are related to medical and health institution employees' intention to leave their jobs. It is not clear if the same conclusions can be drawn about male nurses.

METHODS

For this cross-sectional study, 627 male nurses were recruited from across China between May and July 2018. Data were collected through an online questionnaire, and Pearson's product-moment correlation coefficient and multiple linear regression were performed to analyse the data.

RESULTS

There was a weak negative, moderate positive and moderate negative correlation between turnover intention and emotional intelligence, turnover intention and job burnout, and emotional intelligence and job burnout, respectively. Factors that significantly affected turnover intention among male nurses included job burnout, young age, lack of interest in nursing and working in the emergency department.

CONCLUSION

The study revealed the factors that affected male nurses' turnover intention and the relationships between turnover intention, emotional intelligence and job burnout.

IMPLICATIONS FOR NURSING MANAGEMENT AND SOCIAL POLICY

Hospital managers should provide necessary help and support to reduce male nurse turnover rates and incorporate emotional intelligence training. The policy should eliminate the unfair college admission practices for students choosing nursing majors, raise the nursing profession's salaries and vigorously develop specialty nursing. In addition, diversified values should be promoted, and stereotypes of male nurses in nursing should be broken.

Protective resources against stress among student nurses: Influences of self-efficacy, emotional intelligence and conflict management styles

AIMS

This study aimed to investigate the levels of stress among French student nurses and the influence of different personal resources on their well-being and stress levels.

BACKGROUND

Student nurses have to cope with strong emotional demands, leading them to experience academic stress. Recent studies have highlighted the influence of personal resources such as self-efficacy, conflict management styles and emotional intelligence on the ability to cope with stressful situations. However, the contributions of these different factors have so far been explored separately.

DESIGN

A multicenter cross-sectional survey was performed from February to April 2022. The sample consisted of 1021 first-year student nurses from different nursing schools in France (including 890 women and 113 men), aged 18-55 years.

METHODS

Students completed an online questionnaire containing measures of well-being, Perceived Stress Scale, Occupational Stress, Generalized Self-Efficacy Scale, Emotional Intelligence and Conflict Management Styles.

RESULTS

Nearly half (40.4%) of participants reported experiencing symptoms of stress. However, they also reported a satisfactory well-being and high self-efficacy for coping with stressful situations. Multiple regression analyses revealed major contributions of self-efficacy to stress and well-being and additional mediation models showed that these contributions were partially mediated by awareness of one's own and others' emotions.

CONCLUSIONS

These findings highlight the importance of continuing to work on the construction of appropriate educational activities that are consistent with the technical and, above all, nontechnical skills of student nurses.

Influence of basic attributes and attitudes of nurses toward death on nurse turnover: A prospective study

BACKGROUND

Facing patient death is an unavoidable aspect of work for nurses working in healthcare settings. The attitudes of nurses toward death, however, can exert a negative psychological impact on themselves that can even cause them to quit this occupation.

AIM

The objective of this study was to explore the attitudes of nurses toward death, the factors influencing said attitudes, and whether nurses basic attributes and attitudes toward death were associated with their future turnover behavior.

METHOD

A prospective study design was adopted. The recruitment period ran from October 2017 to March 2018. A total of 323 nurses completed a basic attributes survey as well as the Death Attitude Profile-Revised questionnaire and were followed until May 30, 2021. The factors influencing turnover were then analyzed using the Cox proportional hazard model. The STROBE checklist was used for reporting in this study.

RESULTS

Age was found to be significantly associated with fear of death and death avoidance. Compared with nurses with no religion, nurses who were Buddhists/Taoists were more inclined toward neutral acceptance in their attitude toward death, whereas those who were Christians/Catholics were more inclined toward escape acceptance. Nurses with less than three years of work experience were more likely to resign earlier than those with more than 3 years of work experience. Fear of death and approach acceptance could be used to predict turnover.

CONCLUSIONS

Younger nurses were more likely to exhibit fear of death and escape behavior, and those with less work experience or a greater fear of death were more likely to resign. Nurses with religious beliefs could accept patient death more positively, whereas those who faced death with positive approach acceptance displayed reductions in turnover.

IMPLICATION FOR NURSING AND HEALTH POLICY

Younger nurses should receive more education regarding death early in their training. Hospitals should also offer more education from a religious aspect in order to reduce turnover.

The Mediating Role of Emotion Management, Self-Efficacy and Emotional Intelligence in Clinical Nurses Related to Negative Psychology and Burnout

Objective

To explore the influence of negative psychology and burnout in clinical nurses, and to analyse the mediating role between self-efficacy and emotional intelligence in emotion management.

Methods

From January 2022 to December 2022, 12,704 clinical nurses from 32 general hospitals in Hunan Province were selected as research participants by convenience sampling. Negative psychology, emotion management, self-efficacy, emotional intelligence and burnout in clinical nurses were measured, and structural equation models were constructed to explore their impact on burnout in clinical nurses.

Results

Clinical nurses' negative psychology had a positive effect on burnout (β=0.60, 95% CI: 0.63-0.66), emotional intelligence (β=-0.08, 95% CI: -0.10, -0.06) and the self-efficacy of emotion management (β=-0.60, 95% CI: -0.05, -0.03) on burnout. Moreover, emotional intelligence and emotion management self-efficacy played a mediating role between negative psychology and burnout in nurses.

Conclusion

Clinical nurses' negative psychology had a positive impact on burnout, and emotional intelligence and the self-efficacy of emotion management could alleviate the influence of negative psychology on burnout among nurses. Nurses' emotional intelligence and emotion management self-efficacy can be improved through practical training to help them cope with emotionally loaded situations and reduce stress responses.

Predictors and influencing factors of emotional intelligence among nurses in the North East England, United Kingdom

BACKGROUND

Recognising that high levels of emotional intelligence (EI) are required for involvement in the nursing practice, this study was conducted to assess the traits of emotional intelligence, perception of emotional intelligence and factors associated with emotional intelligence among nursing teams in Northeast England.

MATERIALS AND METHODS

For this descriptive cross-sectional study, a concurrent mixed method was employed (qualitative and quantitative method) using a convenience sampling technique. Data were obtained from one hundred and ten (110) staff nurses practicing with the National Health Service via a validated semi-structured questionnaire and in-depth interview. Data collected through questionnaires (online- Google form link) were retrieved via Ms excel spreadsheet and then imported to Statistics Package for Social Sciences (SPSS) version 25 for analyses. Interviews recorded were transcribed word for word as Nvivo software (version 12) was utilised for thematic analysis and rapid analysis was also adopted to validate the responses.

RESULTS

Majority (77%) of the respondents were females, and about half (46%) have work experience between one to five years. The mean emotional intelligence trait score for each domain was self-awareness (20.20), self-regulation (38.15), self-motivation (20.54), empathy (18.78), and social skills (29.60), as 82% of the nurses had high emotional intelligence trait. There was a statistically significant relationship between empathy, and race of the respondents (P = 0.040). Also, from the qualitative data; cultural differences, personality traits, self-care, family support, and organisational structure are key predictors of emotional intelligence traits among nurses.

CONCLUSION

Enhancing emotional intelligence traits among nursing teams is significant, as it may serve as an intervention strategy to manage changes and still increase level of morale and productivity among nurses. Hence, creating a more supportive environment, encouragement from team leads or supervisors, and training on stress management strategies can help to reduce burnout, anxiety and stress in nurses.

Impact of workplace violence against psychological health among nurse staff from Yunnan-Myanmar Chinese border region: propensity score matching analysis

BACKGROUND

Owing to different social background factor in Yunnan-Myanmar Chinese border region, stressful working environment may lead to extra psychological burden among nurse staff in China. However, the prevalence of workplace violence and its effect on psychological characteristics among nurse staff are still unclear. This study aims to explore the effect of workplace violence against psychological health among nurse staff from Yunnan-Myanmar Chinese border region.

METHODS

A cross-sectional survey was conducted among 18 local governmental hospitals in Dehong districts. Participants were 1,774 nurses. Psychosocial characteristics were screened by sleep quality, the 9-item Patient Health Questionnaire for depressive symptoms, the generalized anxiety disorder-7 for anxiety symptoms, the Connor Davidson Resilience Scale - 10 item for resilience, the multidimensional scale of perceived social support for social support, the Chinese version of Work place Violence Scale for workplace violence. Propensity score matching and multivariate linear regression were applied to analyze the data.

RESULTS

The nurse staff with workplace violence have a higher risk of bad sleep quality (b = -0.883, 95%CI = [-1.171, -0.595]), anxiety symptoms (b = 2.531, 95%CI = [2.031, 3.031]) and depressive symptoms (b = 3.227, 95%CI = [2.635, 3.819]), loneliness (b = 0.683, 95%CI = [0.503, 0.863]), perceived cognitive deficits (b = 1.629, 95%CI = [1.131, 2.127]), poor resilience (b = -2.012, 95%CI = [-2.963, -1.061]), and poor social support (b = -5.659, 95%CI = [-7.307, -4.011]).

CONCLUSIONS

Preventing workplace violence can improve mental health outcomes significantly among nurse staff, including loneliness, perceived cognitive deficits, anxiety symptoms, depressive symptoms, sleep quality, resilience and social support.

The relationship between emotional intelligence and organizational commitment among nurses working in governmental hospitals in Jordan

INTRODUCTION

Nurses' emotions and feelings in response to their environment and their ability to manage their emotions can significantly affect several aspects of their job. In Jordan, studies are still investigating whether emotional intelligence is significantly related to organizational commitment.

AIM

To investigate whether a significant relationship exists between emotional intelligence and organizational commitment among Jordanian nurses working in governmental hospitals in Jordan.

METHODS

The study used a descriptive cross-sectional correlational design. A convenience sampling method was used to recruit participants working in governmental hospitals. A total of 200 nurses participated in the study. A participant information sheet developed by the researcher was used to obtain the participants' socio-demographic characteristics, the Emotional Intelligence Scale (EIS) developed by Schutte and colleagues, and the Organizational Commitment Scale developed by Meyer and Allen were utilized for data collection.

RESULTS

Participants had high levels of emotional intelligence (M, SD = 122.3, 14.0) and moderate levels of organizational commitment (M, SD = 81.6, 15.7). Emotional intelligence had a significant, positive relationship with organizational commitment (r = 0.53, p < 0.01). Male nurses, widowed nurses, and nurses with higher postgraduate qualifications demonstrated significantly higher levels of emotional intelligence and organizational commitment than female nurses, single nurses, and nurses with undergraduate degrees (p < 0.05).

CONCLUSION

Participants in the current study were highly emotionally intelligent and moderately committed to their organizations. Policies supporting the implementation of interventions to improve organizational commitment and maintain a high level of emotional intelligence should be developed and promoted by nurse managers and hospital administrators, as well as decision-makers should magnet the nurses with postgraduate degrees at clinical sites.

Emotional Intelligence and Delivering Bad News in Professional Nursing Practice

Delivering bad news often impacts nurses' emotional well-being and relationships with patients. However, most practice models do not offer a sufficient solution to the distress and reduced job satisfaction that may thus arise. This paper offers a critique of theoretical frameworks for breaking bad news in clinical settings, with the aim of highlighting the inadequate evidence available to guide nursing practice with regard to managing the emotional burden of breaking bad news. Firstly, the concept of emotional intelligence is introduced, followed by an overview of the impact of delivering bad news on the psychological well-being of healthcare workers. Several models for delivering bad news in clinical practice were then presented to emphasise the lack of evidence regarding ways of mitigating the burden associated with breaking bad news. Key components of emotional intelligence are highlighted to increase awareness of this factor among nurses and enable them to improve their interpersonal skills to mitigate the impact of breaking bad news. Enabling nurses to develop emotional self-awareness before utilising these frameworks will likely lead to increased nurse retention rates and improve reflective practice and communication skills, which could, in turn, strengthen nurse-patient relationships and subsequent care planning.

A Cross-Level Study of the Consequences of Work Stress in Police Officers: Using Transformational Leadership and Group Member Interactions as an Example

Purpose

The objective of this study was to investigate the effect of work stress on job burnout and quality of life and the effect of moderating group factors (transformational leadership and group member interactions) on the relationship between work stress, job burnout, and quality of life. This study takes front-line border police as the research object, adopts a cross-level perspective, and takes work stress as a key factor affecting work efficiency and health indicators.

Methods

It collected data through questionnaires, with questionnaires for each research variable adapted from existing research scales, such as multifactor leadership questionnaire developed by Bass and Avolio. A total of 361 questionnaires were filled out and collected in this study, including 315 male participants and 46 female participants. The average age of the participants was 39.52. Hierarchical linear modeling (HLM) was used to test the hypotheses.

Results

First, it was found that work stress has a significant impact on job burnout and quality of life. Secondly, leadership style and group member interactions have a direct, cross-level effect on work stress. Third, it found that leadership style and group member interactions have an indirect, cross-level effect on the relationship between work stress and job burnout. However, these are not indicative of quality of life. The results of this study highlight the particular impact of the nature of police work on the quality of life, and further enhance the value of this study.

Conclusion

The two major contributions of this study are: 1) it shows the original characteristics of the organizational environment and the social context of Taiwan's border police and, 2) in terms of the research implication, it is necessary to re-examine the cross-level impact of group factors on individual work stress.

Emotional intelligence and coping strategies among intensive care unit nurses

BACKGROUND

Stress is an integral part of daily work for nurses, especially those who work in intensive care units (ICUs). However, chronic stress can affect nurses' mental and physical well-being, increasing their risk of burnout and decreasing the quality of care. A higher emotional intelligence (EI) level may be correlated with greater use of effective coping strategies, leading to a reduction of the adverse effects of stress.

AIM

This study aimed to examine the relationship between EI and coping strategies among adult ICU nurses in Poland.

STUDY DESIGN

A cross-sectional survey design was used. Current adult ICU nurses in nine Polish hospitals were invited to participate. The survey instruments used were: the Polish version of the Schutte Self-Report Emotional Intelligence Test, the Inventory to Measure Coping Strategies with Stress (Brief-COPE), and a self-constructed questionnaire.

RESULTS

114/543 (21%) nurses completed the survey. ICU nurses showed an average level of EI (70.2%). The main stress coping strategies were active coping and planning, the rarest being substance use, behavioural disengagement, and denial. For nurses with a higher EI level, the most frequently used strategies included positive reframing (R = 0.43; p < .001), active coping (R = 0.38; p < .001), planning (R = 0.37; p < .001) and religion (R = 0.25; p = .006). Nurses were less likely to utilize strategies of behavioural disengagement (R = -0.32; p = .001) and self-blame (R = -0.40; p < .001).

CONCLUSIONS

EI may have an impact on coping strategies, as a higher EI level was correlated with the greater use of effective coping strategies in ICU nurses.

RELEVANCE TO CLINICAL PRACTICE

Training in coping with stress and increasing EI may have a positive impact on reducing the risk of burnout in nurses and thus improving the quality of care delivered.

Association Between the Big Five and Trait Emotional Intelligence Among College Students

Purpose

Personality traits are relatively stable and may influence various aspects of human behavior. Trait emotional intelligence (Trait EI) presents the non-cognitive element of intelligence. Trait EI also enables individuals to deal with different stressors of life. Thus, understanding the relationship between personality traits and Trait EI can be beneficial. The current study explores the role of the big five personality factors in influencing Trait EI.

Methods

The study included three hundred and twenty university students from a multidisciplinary Indian university. They were administered the Trait EI questionnaire-short form (TEIQue-SF) and the big five inventory (BFI-44). A cross-sectional design with non-probability sampling was used for the current study.

Results

Findings of the study show that the big five have a significant relationship with global Trait EI, as the big five traits contributed to a 42.7% variance in predicting global Trait EI. Neuroticism was the foremost predictor of global Trait EI. Concerning Trait EI factors, neuroticism, and conscientiousness contributed to all except emotionality. All big five traits except agreeableness influenced well-being and sociability. Neuroticism and conscientiousness predicted self-control. However, agreeableness and extraversion predicted emotionality.

Conclusion

There is a close association between personality traits and Trait EI. However, the relationship is incremental as the big five traits jointly influence the global Trait EI more than individually on the four factors. The study's findings may enable psychologists, counselors, and other mental health professionals to develop training programs for college students to enhance emotional stability and the ability to deal with stress.

More than just emotional intelligence online: introducing "digital emotional intelligence"

The ubiquitous nature of emotional intelligence, as a central theme in every aspect of our lives-be it at work, school, or home-coupled with the growing prevalence of digital interactions, makes it fundamental to develop our understanding of emotional intelligence in a digital world. However, the digital world represents more than just a contextual factor to consider, as interactions in digital environments require digital competence. The objective of this paper is to conceptualize "digital emotional intelligence" as the integration of both emotional intelligence and digital competence. The model we propose posits that trait emotional intelligence predicts attitudes toward digital competence, while digital ability emotional intelligence is predicted by digital competence skills and digital competence knowledge. Using a self-reported questionnaire on 503 respondents, a structural equation model highlights a positive relationship between trait emotional intelligence and attitudes toward digital competence.

The Moderating Role of Emotional Intelligence on the Relationship Between Conflict Management Styles and Burnout among Firefighters

Background

While the organizational factors that account for firefighters' burnout have been extensively explored, the individual factors related to how they regulate interpersonal conflicts and emotions remain to be investigated. Previous research has demonstrated the association between emotional intelligence and conflict management styles and burnout, but no study has looked at the interrelationships among these factors in high-risk sectors. The present exploratory study aimed to fill this research gap by investigating the relationships between conflict management style, emotional intelligence and burnout in a sample of firefighters.

Methods

A cross-sectional study was conducted with 240 French firefighters. Measures comprised validated scales of conflict management styles, emotional intelligence and burnout.

Results

Results showed that the integrating conflict style reduced burnout. They also revealed the effects of emotion regulation on burnout, whereby the awareness and management of one's own emotions reduced burnout. Moreover, awareness of one's own emotions moderated the relationship between integrating conflict resolution style and burnout, whereby the effect of integrating style on reduced burnout was higher when awareness of one's own emotions was high.

Conclusion

These results reveal that strategies used by firefighters to regulate their emotions in order to meet the emotional demands specific to their job are important for reducing the emotional exhaustion component of burnout. Training programs for conflict and emotion management are needed to preserve the mental health of firefighters and ensure the safety of interventions.

Imposter Syndrome Among Pre-service Educators and the Importance of Emotion Regulation

This study examined the prevalence and impact of imposter syndrome (IS) on a sample of pre-service educators. We report a majority of pre-service educators experience IS; 93% experience moderate levels and 54% had frequent or severe levels of imposter thoughts, and further that IS was negatively associated with educator well-being. We also investigated the effects of minority group membership on experiences of IS, and found that IS was more severe for women and queer minorities, but less severe for racial minorities. Lastly, we investigated the potential for healthy emotion regulation to mitigate the effects of IS on pre-service educator well-being and found that adaptive emotion regulation strategy use mitigates the effects of IS, which may provide a viable means for addressing this pervasive issue among educators, and specifically among those with minoritized identities. We discuss the implications of our findings for educational training and improving the experiences of pre-service educators.

Unlocking the Effect of Supervisor Incivility on Work Withdrawal Behavior: Conservation of Resource Perspective

Workplace incivility has gotten a lot of attention in recent decades. Researchers have looked at many forms of aggressive conduct in the workplace and their negative impacts on individuals and businesses. The goal of this study was to see how incivility among supervisors leads to work withdrawal and when this link might be mitigated. We argued that supervisor incivility indirectly influences work withdrawal behavior through job insecurity, and that emotional intelligence moderates this connection. This study attempted to evaluate the influence of supervisor incivility on the job withdrawal behavior of personnel working in several banks Lahore by drawing on affective events theory and conservation of resource theory. Data were gathered from 350 workers of banks in Lahore, Gujranwala, and Sheikhupura to test our assumptions, and SPSS 24 was used to generate and analyze data with Hayes Process. The findings revealed a strong link between supervisor incivility and job insecurity but no link between supervisor incivility and work withdrawal behavior. The idea of moderation was validated, since emotional intelligence moderates the relationship between job insecurity and job withdrawal behavior. There are also suggestions for more empirical studies and theoretical and practical ramifications.

Securing jobs with individual trait and organisational support?

Purpose

In view of the COVID-19 pandemic’s impact on organisations and employees, this study aims to investigate a reverse relationship between role conflict, burnout and job insecurity, and proposed emotional intelligence (EI) and organisational support as individual and organisational factors, respectively, that may moderate this chain relationship. Drawing on conservation of resources (COR) theory, this paper proposes that organisational support as an organisational factor and EI as an individual ability may aid in minimising the perception of the depletion of resources and play a moderating role in conflict–burnout–job insecurity relationships.

Design/methodology/approach

This study was undertaken in Australia with a focus on those who were employed and worked during the COVID-19 pandemic. The survey was conducted online using the Qualtrics platform as it offers user-friendly features for respondents. In total, 723 usable responses were generated for data analysis. Structural equation modelling was performed to test the hypotheses of this study.

Findings

The results show that role conflict was significantly related to burnout, which in turn led to job insecurity. EI and organisational support reduced the impact of burnout on job insecurity.

Originality/value

Theoretically, this research deepens an understanding of COR and role theory and contributes to mental health research and organisational studies. COR depicts individuals’ reservation of resources for desired or expected outcomes. This study approached from a depletion of resources perspective and revealed the consequences for both individuals and organisations. This study also expands role theory and includes job and family-derived roles to deepen the role conflict during the pandemic. Whilst most research taps into the job performance and behaviour domain to understand the impact of role conflict, this study proposed a novel concept of a mediation relationship between role conflict, burnout and job insecurity in line with the status quo of the pandemic. Consequently, this study contributes to job attitude research by approaching the antecedents from a combination of organisational, individual and situational factors because role conflict is reflected as a clash of job demands, family obligations and responsibilities, and the pandemic situation.

The Moderating Effect of Cultural Intelligence on the Relationship Between Emotional Intelligence and Job Satisfaction

It is seen that employees with high emotional intelligence (EI) generally have low level of job stress; they can also integrate better with their jobs and provide a high level of job satisfaction (JS). This study aims to investigate the moderating effect of the cultural intelligence (CI) level of academicians on the relationship between their EI and JS. The data were collected from 470 academicians working in Turkish universities. The sample consists of 3 sub-groups: academicians that are Turkish citizens of and completed their entire education in Turkey, academicians that are Turkish citizens and received a part of their education abroad, and academicians that are not citizens of Turkey and completed their education outside of Turkey. According to the research results, it was found that there is a significant positive relationship between the EI level of the academicians and their JS. The research also determined that CI had a moderating effect on the positive relationship between EI and JS. The CI level of the academicians strengthens the positive relationship between their EI and JS.

A Quasi-Experimental Study: Can Self-Leadership Training and Emotional Intelligence Mentoring Lower Burnout Rates in Hospital Nurses?

Background: Burnout syndrome is found in health workers who are directly related to services and a high prevalence in care because they always experience stressful condition in workplace.  So, this condition needs attention from the hospitals. One of the effort to lower the burnout is self leadership and emotional intelligence mentoring. Aim: This study aimed to analyzing the effect of self-leadership and emotional intelligence mentoring as an effort to lower the burnout rates of nurses Methods: This study used a quantitative approach with a quasi-experimental method using a pretest-posttest with control group design. The population of this study was nurses at RSUD Noongan and RSU GMIM Bethesda Tomohon with a total of 344 nurses. Based on the sampling, a sample of 159 nurses was obtained. This study used the Maslach Burnout Inventory questionnaire on nurses to see the level of fatigue experienced before the intervention was given and The Revised Self-Leadership Questionnaire was adapted to measure nurses' self-leadership and a questionnaire to see the knowledge of research subjects (nurses) related to emotional intelligence. Data Analysis Methods used in this study was a structural equation modeling using partial least squares (PLS). Results: The results shows that before the interventions, there was an effect of Self-Leadership on Burnout (0.000 <0.05) and there was an effect of Emotional Intelligence on Burnout (0.001 <0.05) at GMIM Bethesda Hospital. Also, after the interventions, there is an effect of Self-Leadership on Burnout (0.000 <0.05) and there is an effect of Emotional Intelligence on Burnout (0.001 <0.05) at GMIM Bethesda Hospital. Furthermore, before the interventions, there was an effect of Self-Leadership on Burnout (0.000 <0.05) and there is an effect of Emotional Intelligence on Burnout (0.000 <0.05).  Also, after the interventions, there is an effect of Self-Leadership on Burnout (0.000 <0.05) and there is an effect of Emotional Intelligence on Burnout (0.001 <0.05) Conclusion: It can be seen that Self-Leadership and Emotional Intelligence have an effect on reducing the burnout levels of nurses at GMIM Bethesda Hospital and Noongan Hospital.

Between Multiple Identities and Values: Professionals' Identity Conflicts in Ethically Charged Situations

This study explored identity conflict dynamics in interpersonal interactions in professionals facing ethically charged situations. Through semi-structured interviews (N = 47), we conducted a qualitative study among doctors and nurses working for the English National Healthcare Service and analyzed the data with grounded theory approaches. Our findings reveal that identity conflict is triggered by three micro processes, namely cognitive and emotional perspective taking, as well as identifying with the other. In these processes, identity conflict is signaled by emotions and recognized as a clash not only between identities and their values, but also within one identity and its multiple values. Behavioral and psychological outcomes of identity conflict involve seeking peer support, doing reflective practices and identity growth. This article contributes to identity literature by providing a multilevel approach of identity conflict dynamics able to account for both interpersonal and intrapsychic processes, deeply hold values and emotions, as well as crucial behavioral and psychological consequences.

Effortlessness and Security: Nurses' Positive Experiences With Work-Related Information Technology Use

Nurses' well-being at work has been an increasing concern the past few years, in particular in connection with work-related information technology use. Researchers have thus been called to explore ways of fostering nurses' well-being at work. However, little is known about the factors related to information technology that contribute to nurses' positive experience of and well-being at work. In this study, we sought to understand the appraisals and emotions at the core of nurses' positive experiences with information technology use at work. We conducted focus groups and semistructured interviews with 15 ward nurses working at a large Swedish hospital. The data were analyzed qualitatively using process and causation coding. We found appraisals of easy goal accomplishment, doing less of a particular task, knowing what the situation is and what has to be done, mastering the system, reduced risk of mistakes and omissions, and assured access to patient information. Using design theory, we connected these appraisals with four positive emotions: joy, relief, confidence, and relaxation. These findings suggest that effortlessness and security are central to nurses' positive experience of information technology. Implementing information technology-related features and practices associated with them in healthcare organizations may foster nurses' well-being at work.

Relationship Between Nurses' Compassion Level and Emotional Intelligence During the COVID-19 Pandemic: Case of City Hospitals

Purpose: The purpose of this descriptive study is to determine the relationship between nurses' compassion level and emotional intelligence during the COVID-19 pandemic. Methods: A cross-sectional design was used to collect data from a sample of 218 nurses who volunteered to participate. Data were collected using the descriptive information form, the compassion scale (CS), and the revised Schutte emotional intelligence scale (RSEIS). Findings: The nurses' total CS score was 97.51 ± 1, and their total RSEIS score was 152.1 ± 14.8. In our study, a moderate, positive, and significant relationship was found between nurses' compassion level and emotional intelligence levels. Conclusions: It was determined that nurses within the scope of the study had a high level of compassion and a medium-high level of emotional intelligence during the COVID-19 pandemic process. Initiatives should be planned to develop emotional intelligence, which helps to minimize the negative effects of the pandemic on nurses and prevent negative emotions.

Trait Emotional Intelligence in Surgeons

Trait emotional intelligence (trait EI or trait emotional self-efficacy) concerns people's perceptions of their emotional functioning. Two studies investigated this construct in surgeons and comparison occupations. We hypothesized that trait EI profiles would differ both within surgical specialties as well as between them and other professions. Study 1 (N = 122) compared the trait EI profiles of four different surgical specialties (General, Orthopedic, Head and Neck, and Miscellaneous surgical specialties). There were no significant differences amongst these specialties or between consultant surgeons and trainees in these specialties. Accordingly, the surgical data were combined into a single target sample (N = 462) that was compared against samples of engineers, executives and senior managers, lawyers, junior military managers, nurses, and salespeople. Surgeons scored significantly higher on global trait EI than junior military managers, but lower than executives and senior managers, salespeople, and nurses. There were no significant differences vis-à-vis engineers or lawyers. A MANOVA confirmed a similar pattern of differences in the four trait EI factors (Wellbeing, Self-control, Sociability, and Emotionality). Global trait EI scores correlated strongly with single-question measures of job satisfaction (r = 0.47) and job performance (r = 0.46) in the surgical sample. These findings suggest that interventions to optimize the trait EI profiles of surgeons can be helpful in relation to job satisfaction, job performance, and overall psychological wellbeing.

Effective Personality as a Protective Factor in Teachers' Occupational Health

In recent decades, there has been a growing body of research showing the relationship between teaching work and several health problems, both physical and psychological. Some of these studies relate personal competencies and resources to teachers' occupational health. Based on the construct of Effective Personality, proposed by Martin del Buey, Martín Palacio, and Di Giusto, the aim was to analyse the relationship between the dimensions of the construct and Teachers' Occupational Health. A descriptive cross-sectional design was used. It was based on the application of the Teacher Health Questionnaire (CSD) and the Efficacy Personality Questionnaire-Adults (CPE-A). The sample consisted of 700 non-university teachers aged between 26 and 66 years, M = 47.65 SD = 8.68. Descriptive, correlational, linear regression, and structural equation analyses were carried out. The results confirmed the relationship between the Efficacy Personality construct and Teachers' Occupational Health (r = 0.45 **). In addition, the regression analysis indicated the relevance of each factor of Efficacy Personality in the factors of Teachers' Occupational Health. The variance of Self-efficacy is the most explained by the dimensions of Efficacy Personality (40.2%), with positive relationships. The structural equation analysis confirmed the influence between Efficacy Personality and the factors of Self-Efficacy and Satisfaction, explaining 55.0% of the variance. It is concluded, therefore, that Efficacy Personality has a protective function on Teacher Occupational Health; the higher the Efficacy Personality scores are, the better the results in health gain-Self-efficacy and satisfaction-and the lower the result in health loss-burnout, cognitive affections, musculoskeletal affections, and voice alterations. These results facilitate the design of prevention and intervention programmes for teachers' occupational health, which strengthen and improve personal and socio-affective competencies.

Supervisor’s Negative Mood and Healthcare Workers’ Voice Behavior: A Moderated Mediation Model

Healthcare workers’ voice is of importance in decreasing medical accidents and improving the efficacy of hospital units. To investigate the impact and the underlying mechanisms of supervisors’ negative mood on healthcare workers’ voice behavior, based on the mood contagion perspective, we designed a cross-sectional study, with 299 healthcare workers from mainland China completed the questionnaires. The results indicated supervisors’ negative mood was positively related to healthcare workers’ negative mood, which further led to less constructive voice and more defensive voice. Moreover, the healthcare worker’s emotional intelligence aspect of self-emotion appraisal moderated this relationship, but not others-emotion appraisal. We believe healthcare workers’ supervisors should pay attention to their negative mood expression and regulation. In the hope of reducing being influenced by supervisors’ negative mood, training about noticing and recognizing their own emotions are needed for healthcare workers.

Work-Related Factors Associated With Burnout Among Peruvian Nurses

INTRODUCTION

Commonly, burnout in nurses has influenced their performance. The contribution of this study allows to broaden the knowledge of the performance-burnout relationship and identifies the work performance in nurses as a precursor of burnout.

OBJECTIVE

The study aimed to examine the factors of work performance of nursing staff that influence burnout.

METHODS

A descriptive cross-sectional design was used and a total of 340 nurses from the department of Puno in Peru participated. Demographic, job performance, and burnout data were collected.

RESULTS

Job performance factors, such as counterproductive behavior, positively influenced burnout, while task and context performance negatively influenced burnout. These variables explained 28.54% of the variance of burnout among nurses.

CONCLUSION

Job performance factors have a significant impact on burnout. To reduce burnout, workforce resources that motivate, engage, and monitor nurse performance must be identified individually or organizationally. There is a need to develop training that promotes the improvement of emotional skills for better performance and the reduction of professional burnout.

The moderating effect of emotional competence on job satisfaction and organisational commitment of healthcare professionals

Background

Healthcare organisations, such as hospitals, are largely seen as task-oriented, width different people expected to work in interdependent teams. The objective of this study was to investigate the relevance of individual factors (job satisfaction) and individual competences (emotional competence) for organisational commitment in a sample of healthcare professionals.

Methods

A cross-sectional survey was conducted among 96 healthcare professionals from March to June 2018 in the catchment area of five clinics in Bavaria, Germany. The present research examined the moderating role of emotional competence on the relationship between job satisfaction and organisational commitment using moderated regression analysis and simple slope analysis.

Results

Multiple regression analysis indicated that emotional competence moderated the relationship between satisfaction with the job and commitment to the job. The results showed that healthcare professionals with high emotional competence are able to deal more effectively with dissatisfaction in the workplace so that organisational commitment remains unaffected.

Conclusions

Based on the findings of this study emotional competence of healthcare professionals is important for increasing job satisfaction and commitment to the job. Especially for healthcare professionals whose job satisfaction is low, a high level of emotional competence enables them to maintain a high level of organisational commitment. The findings of the study are discussed at the theoretical level for researchers and practical level for hospital managers interested in fostering emotional competence and improving healthcare professionals’ job satisfaction and their organisational commitment, which ultimately may lead to effective performance.

Supplementary Information

The online version contains supplementary material available at 10.1186/s12913-021-07234-1.

The relationship between mindfulness and envy: The mediating role of emotional intelligence

Envy is a mixed negative emotion that is characterized by feelings of hostility, inferiority, resentment, and depression. It has been found that mindfulness is negatively associated with envy. This paper aimed to explore the interaction between mindfulness and envy by referring to the mindful emotion regulation model, and it also examines the mediation of emotional intelligence. Six hundred and seventy-six participants (182 men and 494 women) completed the Mindful Attention Awareness Scale, the Dispositional Envy Scale, and the Wong Law Emotional Intelligence Scale. Results suggest that mindfulness is significantly and negatively correlated with envy. Meanwhile, a multiple mediation analysis indicated that regulation of emotion and use of emotion partially mediate the impact of mindfulness on envy. The current study not only provides a theoretical basis for possible mechanisms underlying the inhibition of envy, but also provides valuable guidance for developing mindfulness-based intervention programs aiming at reducing the negative effects of envy.

Negative Emotions Induced by Work-Related Information Technology Use in Hospital Nursing

There is a lack of research into the implications of information technology-related issues for nurses' experiences and well-being at work. However, negative work experiences can generate negative emotions, which, in turn, can negatively affect well-being. Despite this, research has not systematically addressed negative emotions generated by work-related information technology use in hospital nursing. Drawing on data collected through focus groups and interviews with a total of 15 ward nurses, this paper identifies the discrete negative emotions that emerge from work-related information technology use in hospital nursing and maps the identified emotions onto the perceptions associated with and triggering them. The analysis was qualitative and included process, emotion, and causation coding alongside extensive memo writing. We identified six primary negative emotions: frustration, moral distress, alienation, psychological distress, anxiety, and perplexity. All of the identified emotions can be associated with four types of experiences of feeling hindered: mental effort, inability to carry out a task, doing extra or unnecessary work, and failing to complete a task successfully. The framework we present may support healthcare organizations in identifying potentially harmful information technology-related configurations in their infrastructure and implementing appropriate measures to foster nurses' well-being at work.

Emotional Intelligence and Professional Boredom among Nursing Personnel in Greece

Occupational (professional) boredom results in low performance at work. It has been positively associated with high levels of anxiety and depression as well as premature death. However, occupational boredom has not been extensively studied among working nurses. This study aimed to investigate the relationship between emotional intelligence and occupational boredom in nurses working in both public (52.9%) and private (47.1%) health units in Greece. A cross-sectional study was conducted among a convenience sample of 189 nurses (84.7% females) with an average age of 40 years. Emotional intelligence was evaluated with the use of The Trait Emotional Intelligence Questionnaire-Short Form and Professional boredom was assessed with the use of the Boredom Proneness Scale. The majority of Nurses showed relatively high values of total Emotional Intelligence (EI), and marginally low values of overall Professional Boredom. A statistically significant negative correlation was found between the overall Professional Boredom of Nurses and the Well-being, Self-control, Emotionality and Sociability subscales of EI, as well as total EI (p < 0.001). Multiple linear regression analyses showed that the three dimensions of EI (Well-being, Self-Control and Emotionality) explained 39.0% of the variability of the total Professional Boredom of the working Nurses.

Associations Between Workplace Violence, Mental Health, and Physical Health among Korean Workers: The Fifth Korean Working Conditions Survey

BACKGROUND

Workplace violence (WPV) is a global public health problem and a threat to the health of Korean workers. This study assessed the prevalence and risk factors of WPV and its association with mental and physical health among Korean workers.

METHODS

Data obtained for 50,205 respondents to the Fifth Korean Working Conditions Survey were utilized for this study. Verbal abuse, threats, physical violence, and sexual harassment were assessed individually and as a composite for "any WPV." Workers were characterized by education, income, shift work status, access to a health and safety education program, work sector and overall health. Descriptive analyses and multiple logistic regression analyses were used to estimate the prevalence of WPV and its association with mental and physical health.

FINDINGS

Overall, 5.6% of workers reported experiencing one of four forms of WPV. The prevalence of verbal abuse, threats, physical violence, and sexual harassment were 4.9%, 0.7%, 0.2%, and 1.1%, respectively. Most perpetrators were customers. Prevalence of WPV was associated with lower education level, poor health status, long working hours, shift work, and no experience of health and safety education; 9.0% of service workers experienced violence. Workers who had experienced WPV were more likely to experience anxiety, sleep-related problems, depressive symptoms, back pain, headache/eye strain, and overall fatigue.

CONCLUSIONS/APPLICATIONS TO PRACTICE

Workplace violence is a serious occupational and public health concern in Korea. These results suggest managing WPV may improve workers' well-being and that violence-prevention strategies, policies, and regulations should be implemented across most industries.

Emotional intelligence as a mediator in the relationship between academic performance and burnout in high school students

Low performance of high school students and repeating a year are major problems in the education system. Low performance in the classroom generates negative emotions in young people and has been related to development of school burnout. The objective of this study was to analyze the repercussions of academic performance on burnout in high school students, and establish the role of emotional intelligence in this relationship. The sample was made up of 1287 high school students aged 14 to 18, who filled out questionnaires for evaluation of these variables. The results showed that youths who had failed a subject or had repeated a year showed more exhaustion and cynicism than their classmates with better performance and higher academic efficacy. A relationship was also found between school burnout and emotional intelligence in these adolescents, positive for self-efficacy and negative for cynicism and exhaustion. The model results showed that low academic performance affected burnout level, and that stress management and mood in emotional intelligence acted as a mediator in this relationship. In conclusion, development of emotional intelligence programs in the educational context is proposed as a measure for preventing burnout in the face of adverse high school academic events, such as failing or repeating a year.

The Relationship between Mindfulness and Emotional Intelligence as a Protective Factor for Healthcare Professionals: Systematic Review

Emotional intelligence is an essential trait and skill for healthcare professionals. Mindfulness meditation has proved to be effective in increasing the wellbeing of those who practice it, leading to better mental health, self-care and job satisfaction. This paper aims to identify the recent evidence on the relationship between mindfulness and emotional intelligence among healthcare professionals and students. A systematic review was conducted including the databases PubMed, Cinhal, PsycINFO and Web of Science. The main variables were emotional intelligence skills and mindfulness practice. Data were extracted according to the following outcomes: authors, year of publication, country, study design, participants, mindfulness training intervention, tools used in data collection and main results. The following inclusion criteria were applied: peer-reviewed articles; published in English or Spanish; published between 2010 and 2020; quantitative methodology; a study population of healthcare professionals or students; the relationship with the aim of the study. The Joanna Briggs Institute criteria were followed for assessing the methodological quality of the selected studies. Three researchers were involved in the review. After the selection process, 10 studies were selected out of the 197 references initially identified. These studies revealed a positive relationship between mindfulness and emotional intelligence, particularly the capacity to regulate emotions. Furthermore, mindfulness is negatively related to emotional exhaustion. Training interventions based on mindfulness have proved to be useful in promoting emotional balance, emotional awareness, emotional acceptance, emotion recognition, expressive suppression and a reduction in emotional exhaustion. This study could serve as a basis for further research on the benefits of emotional intelligence and practicing mindfulness for the bio-psycho-social welfare of healthcare professionals.

Relationship between Emotional Intelligence, Sleep Quality and Body Mass Index in Emergency Nurses

Nurses have long working hours with high psychological burdens. In addition, in the emergency department, nurses are required to quickly adapt emotionally. The aim of this study was to describe and relate emotional intelligence (EI) skills of emergency nurses, their body mass index (BMI) and sleep quality. For this purpose, a cross-sectional was carried out in which the perceived emotional intelligence test and the Pittsburgh sleep quality index were applied. Sixty-two emergency nurses (48 women and 14 men) participated. The results indicated that the majority of them present adequate levels of EI, with no differences by gender. Younger nurses showed a better ability to feel, express and understand emotional states than the older ones, while the ability to regulate emotional states occurred in the opposite way. Nurses who have been working for several years showed a better ability to regulate emotions than those with less experience. Those who were overweight grade II and obese type I expressed their feelings better, also the regulation of emotional states decreased as weight increased. Finally, it has been observed that the quality of sleep of emergency nurses is significantly altered, and that this lack of sleep may affect their ability to process emotions.

Emotions, Emotion Management and Emotional Intelligence in the Workplace: Healthcare Professionals' Experience in Emotionally-Charged Situations

This perspective article is grounded in a cognitive and context-dependent view on emotions. By considering emotions as socially embedded and constructed, the different but related concepts of Emotion Management and Emotional Intelligence can be introduced. Yet, research juxtaposing and applying them within the healthcare sector to explain healthcare professionals' multifaceted emotional experiences at work is still scarce. Hence, this article contributes to the literature on emotions by offering an overarching perspective on how the juxtaposition of Emotion Management and Emotional Intelligence may help healthcare professionals to bridge the developmental transition between these two crucial abilities which, in turn, can help them overcome emotional difficulties in complex situations. Such integration would positively influence individuals' behavioral and mental health, as well as the overall quality of the healthcare system.

Emotional Intelligence Mitigates the Effects of Customer Incivility on Surface Acting and Exhaustion in Service Occupations: A Moderated Mediation Model

This study contributes to the constantly accumulating evidence on the effects of customer incivility (CI) on service employee exhaustion. Previous research has demonstrated that surface acting (SA) acts as a mediating variable in the relationship between CI and exhaustion. This study extended prior findings in two ways. The results of Study 1 (315 retail sales employees, 62.2% female) demonstrated that SA mediates the positive relationship between CI and exhaustion while controlling for employees’ trait positive and negative affectivity (NA). The results of Study 2 (292 customer service representatives, 51% female) supported a moderated mediation model demonstrating that trait emotional intelligence (EI) buffers the direct and indirect (through SA) effects of CI on exhaustion. Specifically, it was found that employees exposed to many uncivil customer behaviors but high in trait EI reported using less SA and, thus, experienced fewer exhaustion symptoms than their low in trait EI counterparts. These results highlight EI as an important personal resource that mitigates the adverse effects of CI on service employees’ exhaustion, and suggest that organizations should consider implementing EI training programmes for their frontline service employees.

Mediating Effects of Anger Expression in the Relationship of Work Stress with Burnout among Hospital Nurses Depending on Career Experience

OBJECTIVES

This study examined the mediating effects of anger expression in the relationship between work stress and burnout among nurses with more than or less than 3 years of career experience.

METHODS

A cross-sectional study was conducted with 454 nurses working at three university hospitals in South Korea. Nurses completed a survey consisting of demographic questions, the Maslach Burnout Inventory, the Work Stress Scale, and the Korean version of the Anger Expression Inventory. A multiple-group mediation analysis was performed using structural equation modeling.

RESULTS

In total (N = 454), work stress directly affected burnout, and all anger expressions indirectly affected the relationship of work stress with burnout. Different mediating effects of anger expression style according to career experience were shown; anger-out and anger-in in nurses with less experience (n = 184) and only anger-in in those with more experience (n = 270) partially mediated the relationship of work stress with burnout.

CONCLUSIONS AND CLINICAL RELEVANCE

The indirect effect of anger-in style was higher than other anger expression styles in all nurses; suppression of anger caused by work stress can increase burnout. Anger-out played a functional role in the relationship of work stress with burnout among nurses who had less career experience. Therefore, to reduce burnout, creating a work environment with collaborative culture including authentic leadership and providing anger management programs will help to manage nurses' anger properly. For new nurses, promoting work and life balance, and creating a culturally empowering work environment to help them use anger-out expression constructively, are important to reduce burnout.

Family incivility, burnout and job satisfaction: examining the mediation effect

Purpose

Drawing from the work-home resources model and the conservation of resources theory, this study examines the potential of family incivility in instigating burnout and reduced job satisfaction.

Design/methodology/approach

This study employed structured questionnaires to collect data from a sample of 290 doctors working in tertiary care hospitals across India. Measurement modeling was done using IBM AMOS 23.0 and PROCESS macro was employed for hypothesis testing.

Findings

The study revealed that family incivility has a positive spillover effect on burnout, subsequently leading to lowered levels of job satisfaction. Furthermore, burnout mediated the aforementioned relationship.

Research limitations/implications

This study is cross-sectional, and a longitudinal study will help test more rigorously; the causal relationships between the focal variables are recommended. Self-report data pose limitations concerning common method bias. Data collected from different occupations and cultures would help with further generalizability of the results.

Practical implications

This study establishes that incivility within the family can negatively affect various vital work outcomes. Accordingly, it is recommended for organizations to support employees to achieve improved work-family integration. Further research should explore various coping strategies that will help with mitigating these spillover effects.

Social implications

This study offers a new perspective on the negative effect of family interactions on work-domain outcomes.

Originality/value

The paper extends the scholarly literature on stress and work-family interface by demonstrating that family incivility has spillover effects. This is the pioneering study that examines family incivility as a home demand causing long-term severe damages at work.

Work-Related Flow: The Development of a Theoretical Framework Based on the High Involvement HRM Practices With Mediating Role of Affective Commitment and Moderating Effect of Emotional Intelligence

The long-term success of organizations is mainly attributable to employees' psychological health. Organizations focusing on promoting and managing the flow (an optimal experience and optimal functioning state) may enhance employees' well-being and performance to an optimum level. Surprisingly, the literature representing the role of HRM practices for their effect on work-related flow (i.e., intrinsic motivation, absorption, and work enjoyment) is very sparse. Accordingly, by drawing primarily on the job demands-resources model and HRM specific attribution theory, this paper develops a theoretical framework that unravels the effectiveness of specific organizational level High Involvement HRM (HIHRM) practices (i.e., recognition, empowerment, information sharing, fair rewards, and competence development) in activating the individual level work-related flow with beneficial effect and mediating role of affective commitment. In addition to highlighting the underlying mechanisms that may cause HIHRM practices to be regarded as resources and sometimes as demands, this paper especially proposes that these practices implemented with a focus to promote employee well-being are perceived as job resources and may positively influence affective commitment and flow, whereas these practices used as a demand to increase performance are perceived as job demands and may hinder affective commitment and flow. It is further significant to understand the possible moderating effects of emotional intelligence on the relationships among HIHRM practices, affective commitment, and flow. The paper augments the knowledge and understanding of the impact process of HIHRM practices, in particular how the HIHRM effect is sensed by the workers and thus, influences their succeeding job attitude and work experience. Finally, this work, as the first paper to link HIHRM practices with work-related flow, promotes the concept of positive psychology in the workplace.