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The Influence of Emotional Intelligence Training on Nurses’ Job Satisfaction among Jordanian Nurses.
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Background: Emotional Intelligence plays a significant role leading to improved organization outcomes. Previous studies offer limited evidence regarding the impact of emotional intelligence training on nurses' job satisfaction. Aim: To examine the impact of emotional intelligence training on nurses' job satisfaction at a Jordanian Hospital. Methods: This is a quasi-experimental-one group before-after study. A stratified random sample of 70 nurses completed Genos EI Assessment Scale and Job Satisfaction Survey pre and post training. Results: there were significant positive correlations between job satisfaction level and emotional intelligence scores pre and post training. In addition, the training significantly increased emotional intelligence scores and job satisfaction level. Conclusion: Based on the findings, it is suggested that emotional intelligence could be used as an intervention to enhance nurses' job satisfaction which in turn leads to improved quality of nursing care, lead to create an organizational culture that is conducive for teamwork, autonomy, sense of motivation and empowerment.
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... To increase organizational leadership capacity and produce greater organizational results, the members within an organization must themselves be ready to accept change and increase their own individual leadership characteristics (Luo et al., 2000). For instance, motivation has been identified as one of the most prominent forms of intrinsic capacity that is directly related to job performance, studied in schools and the workplace (Al-Faouri et al., 2014;Steel & Koniq, 2006). It has been studied in schools, the workplace, the government and in athletic competitions at the level of the individual, the group, and the business organization (Kurose, 2013) to understand what makes employees motivated to improve organizational effectiveness (Shoraj & Llaci, 2015). ...
Introduction/Main Objectives: To identify the effect of developing leadership capacity and focusing on the benefits of training and coaching individuals and teams in organizations. Background Problems: In this research, the authors examined the development of leadership capacity and its components, such as teamwork, motivation, leadership skills and the benefits of training and coaching for success in organizational outcomes. Novelty: Developing leadership capacity helps organizations achieve success and their strategic goals through coaching and training and the acquisition of new knowledge and skills. Research Methods: Empirical research was designed to gather data on the subject of the study. The authors added an extensive description of the data retrieved, which summarized their research on the topic. A theoretical framework was established to examine the link between developing leadership capacity and an organization’s performance. Finding/Results: The theoretical framework suggests that there is a strong statistically significant relationship between leadership capacity, skills, teamwork, training, and coaching influencing teamwork and motivation, which brings successful organizational outcomes. The authors found that involving training and coaching at workplaces had positive effects on individuals and teams. Conclusion: Authors discuss and provide a research agenda that might transform the field of leadership in organizations.
... In the same line, this result is in disagreement with the result of the study conducted in Jordan by Al-Faouri et al. (24) to assess the relationship between emotional intelligence and job satisfaction among nurses. They reported that the study participants have a high level of self-motivation. ...
... Based on their intelligence, nursing staff can judge the feelings, preferences, and decisions of patients. Additionally, emotionally savvy nurses are skilled at handling upset patients and emphasising their needs in conversation 11 . ...
Background: Emotional intelligence affects a nurse's capacity for critical thought, the use of evidence and information in practise, as well as other areas of nursing. Aim: To ascertain the relationship between nurses' job happiness and emotional intelligence in a few tertiary care facilities. Study design: A descriptive Correlational study. Methodology: Structured self-administered questionnaires are used to gather data. The participants' socio-demographic data was presented in the first section. The surveys used to assess the nurses' job satisfaction contained 21 items. The second section of the questionnaire included a self-evaluation of emotional intelligence and management skills for several emotional variations (awareness, relationship, and management). Data is analyzed by SPSS version-20. Results: 79.2% of subjects had high emotional intelligence. According to Job Satisfaction Levels, the majority of respondents (95.11%) were happy with their jobs. The relationship between emotional intelligence and job satisfaction is statistically significant, with an r-value of 0.240 and a P-value of 0.008 respectively. It demonstrates how people with high emotional intelligence typically exhibit more positive behaviors. Practical Implication: This study aided in the investigation of the link between nurses' job happiness and emotional intelligence. Conclusion: The findings emphasise the importance of using emotional intelligence and familiarity with emotions, such as (recognising, understanding, managing, and controlling emotions), to boost nurse job satisfaction, which in turn enhances the quality of nursing care. When employing nursing staff, management should make emotional intelligence a top requirement. Keywords: Job Satisfaction, Emotional Intelligence, Nursing profession and Evaluation.
... Past activities to develop EI usually consist of a didactic introduction to recognize and understand EI, followed by workshops, group discussions, role-play, workbook exercises, and homework assignments. 35,78,79 Feedback should be given to participants. 35 As self-control appeared to be the weakest aspect in the present study, specific interventions may be introduced. ...
Current engineering education should develop the noncognitive abilities of students. Psychological capital (PsyCap) is defined as an individual’s strengths of self-efficacy, optimism, hope, and resiliency. PsyCap is an essential noncognitive ability that influences student mental health and academic performance, yet limited research has been done to identify predictors of PsyCap. These predictors might inform the key to developing PsyCap. This study examined the levels of PsyCap and emotional intelligence (EI) among final-year chemical engineering students and investigated the effects of EI and demographic characteristics on PsyCap among them. This quantitative study involved 99 final-year chemical engineering students from a publicly funded university in Malaysia. The Trait Emotional Intelligence Questionnaire─Short Form (TEIQue-SF) and the Psychological Capital Questionnaire (PCQ) were used, and respondents’ demographic characteristics (gender, age, ethnicities, household income, and preuniversity education) were surveyed. Multiple linear regression was used to predict the effects of EI and demographic variables on PsyCap. The five domains of EI (well-being, self-control, emotionality, sociability, and global trait) ranged from 4.36/7.00 to 5.01/7.00, and the four domains of PsyCap (self-efficacy, optimism, hope, and resiliency) ranged from 4.19/6.00 to 4.45/6.00. Next, EI significantly predicted PsyCap while demographic characteristics did not. The study found that the PsyCap of the final-year chemical engineering students was at a moderate level. Thus, specific interventions based on EI are beneficial to developing PsyCap in coping with challenges in their engineering studies and future careers.
... Tagoe (2017) [14] reveals a significant relationship between empathy and work stress for nurses in Accra, Ghana, and Africa, with Chi-square test results p < 0.000. Al-Faouri (2014) [22] also showed a significant positive relationship between empathy and the level of job satisfaction (r = 0.653 and p = 0.000) in Jordanian Hospitals. This study is also in line with research conducted by Rakhshani (2018) [11], an association between empathy for nurses' work stress at Shiraz Hospital, Iran, with a Chi-square test results p < 0.001. ...
BACKGROUND: The high work demands on nurses in their work, the greater the possibility of a nurse experiencing work stress. AIM: This study aimed to determine the relationship between self-awareness, self-regulation, self-motivation, empathy, and social skills with the work stress among nurses in the hospitalization services of Undata Hospital, Central Sulawesi Province. METHOD: It was a quantitative research with a cross-sectional approach and using the accidental sampling method. Data were collected by a questionnaire with a Likert scale and the WHO DASS questionnaire toward 63 respondents and statistically analyzed using the Chi-square test. RESULTS: A relationship between self-awareness (p = 0.034), self-management (p = 0.044), self-motivation (p = 0.012), empathy (p = 0.021), and social skills (p = 0.026) with work stress among nurses in hospitalization services of Undata Hospital, Central Sulawesi Province. CONCLUSION: Emotional intelligence affects the nurses’ work stress in a hospital during work implementation.
... It was also found that nurse managers aged over 45 years had a significantly higher level of emotional intelligence than younger participants. This aligns with the findings of previous studies, including Feather (2009), Akerjordet and Severinsson (2010), Jorfi et al (2011) andAl-Faouri et al (2014). This suggests that developing emotional intelligence and the associated skills takes time and experience, meaning that older nurse managers are more likely to have had the opportunity to develop these traits over their careers. ...
Background/Aims
In the complex healthcare industry, transformational leadership and emotional intelligence in managers can achieve better outcomes. However, there is a lack of knowledge about the interaction between these two features. This study explored the traits of transformational leadership among the nurse managers in Jordan, focusing on the trait of emotional intelligence in critically-selected demographics.
Methods
A descriptive correlational research design was conducted. A total of 57 nurse managers from an acute referral hospital in Jordan completed the Multifactor Leadership Questionnaire and the 30-item Trait Emotional Intelligence Questionnaire to measure transformational leadership and emotional intelligence respectively. Demographic data were also collected on participants' age, gender, years of clinical experience and years of managerial experience.
Results
There was a strong direct relationship between transformational leadership style and emotional intelligence. Male nurses with more than 15 years of clinical experience showed more transformational leadership practices and the highest levels of emotional intelligence among this cohort.
Conclusions
Emotional intelligence is a vital component of effective transformational leadership, which promotes a healthy work environment and better healthcare outcomes.
... Nursing turnover has significant negative economic impacts on health care organisations. Several studies have been conducted to estimate the cost of nurses' turnover (Li & Jones, 2013;Roche, Duffield, Homer, Buchan, & Dimitrelis, 2015 (Al-Faouri, Al-Ali, & Al-Shorman, 2014). ...
Aims:
This study aimed to examine the relationship between emotional intelligence and intent to stay and to identify their correlates among nurses.
Background:
Emotional intelligence (EI) plays a significant role in nurses' practice, relationships, behaviors, and decisions.
Methods:
A descriptive, cross-sectional study was conducted with a sample of 280 registered nurses working in a public, a private, and a university hospital in Jordan. A self-administered questionnaire was used to collect data from the participants.
Results:
EI was significantly correlated with nurses' intent to stay (r = 0.427, p < .01). Some of the nurses' socio-demographic and work-related characteristics were found to predict EI and intent to stay.
Conclusion:
The findings of the study came with a supportive knowledge about the positive impacts of EI on nurses' intent to stay. Improving both EI and intent to stay among nurses is important because it could have positive effects on organizations' decisions, policymaking process, quality of care, employee commitment, and satisfaction.
Implications for nursing management:
Nurse managers should pay attention to the emotional intelligence of nurses during recruitment considering various determinants of emotional intelligence identified in the current study. Additionally, nurse managers might want to strengthen factors associated with more stay intent among their staff.
... Up to the researcher's knowledge; there are only two studies in Jordan highlighted EI among nurses. The first one investigated its impact on nursing performance (Al-Hamdan, Nussera, & Masa'deh, 2016), while the another study investigated the impact of EI training on nurses' job satisfaction (Al-Faouri, Al-Ali, & Al-Shorman, 2014). However, no previous study examined the relationship between emotional intelligence and intent to stay among Jordanian nurses. ...
Objective: The study of emotional intelligence in critical care nursing is crucial. In high-pressure environments like critical care units, nurses not only provide vital medical care but also emotional support to patients and their families. Understanding and managing their own emotions, as well as empathetically responding to others, can significantly improve patient outcomes and the overall quality of care. This study was conducted to explore the relationship between emotional intelligence and the quality of nursing care among critical care nurses in Jordan. Design: A cross-sectional design was used with the Assessing Emotions Scale and Quality of Nursing Care instrument. Setting: Ministry of Health, AL-Bashir, Prince Hamza, and Jordan Hospitals. Patient and participants: One hundred eighty-five nurses from different hospitals participated in the study. Results: Of the participants, 65.4% were female (n=121), 37.3% were working in intensive care units (n=69), and the mean age of participants was 30.54 years (SD=4.73). A positive relationship between emotional intelligence and quality of nursing care (r=0.785, p=0.001) was found. Furthermore, the study revealed positive correlations between nurses' age, years of experience, and emotional intelligence, with correlation coefficients (r) of 0.715 and 0.731, respectively, and p-values of less than 0.5. Conclusion: These results will help administrators develop strategies and educational programs to improve the quality of nursing care in hospitals.
Purpose:
The purpose of this study was to examine the relationship between emotional intelligence and nurse-nurse collaboration among registered nurses in Jordan.
Design:
This study used a cross-sectional, quantitative survey design to query 342 nurses who worked in two hospitals in Jordan.
Methods:
We used Arabic versions of valid, reliable instruments to measure emotional intelligence and nurse-nurse communication.
Findings:
A total of 311 questionnaires were returned (91% response rate). Nurses' emotional intelligence was positively and significantly correlated with the nurse-nurse collaboration subscales. The results also indicated a statistically significant mean difference in communication subscale scores by gender and nursing unit.
Conclusions:
The present study demonstrated that nurse-nurse collaboration is linked to benefits for nurses in terms of improved job satisfaction, better nurse retention, improved quality of patient care, and enhanced healthcare efficiency and productivity. This suggests that improving nurse-nurse collaboration may have spillover effects of benefits, not only for nurses but for patients, organizations, and the overall healthcare system.
Clinical relevance:
Building an environment that encourages collaboration among nurses can greatly impact the performance of nurses and its benefit to nurses. Encouraging employees to participate in activities and to collaborate in making this an integral part of their evaluation will contribute to improving the teamwork in patient care.
The study investigated the relationships of the five dimensions of emotional intelligence: self-awareness, self-regulation, motivation, empathy, and social skills of supervisors to subordinates' strategies of handling conflict: problem solving and bargaining. Data (N = 1,395) for this study were collected with questionnaires from MBA students in seven countries (U.S., Greece, China, Bangladesh, Hong Kong and Macau, South Africa, and Portugal). Psychometric properties of the measures were tested and improved with exploratory and confirmatory factor analysis and analysis of indicator and internal consistency reliabilities, and the hypotheses were tested with a structural equations model for each country. Results in the U.S. and in the combined sample provided support for the model which suggests that self-awareness is positively associated with self-regulation, empathy, and social skills; self regulation is positively associated with empathy and social skills; empathy and social skills are positively associated with motivation; which in turn, is positively associated with problem solving strategy and negatively associated with bargaining strategy. Differences among countries in these relationships are noted and implications for organizations discussed.
The study investigated the relationships of the five dimensions of emotional intelligence: self-awareness, self-regulation, motivation, empa-thy, and social skills of supervisors to subordinates' strategies of handling conflict: problem solving and bargaining. Data (N = 1,395) for this study were collected with questionnaires from MBA students in seven countries (U.S., Greece, China, Bangladesh, Hong Kong and Macau, South Africa, and Portugal). Psychometric properties of the measures were tested and improved with exploratory and confirmatory factor analysis and analysis of indicator and internal consistency reliabilities, and the hypotheses were tested with a structural equations model for each country. Results in the U.S. and in the combined sample provided support for the model which suggests that self-awareness is positively associated with self-regulation, empathy, and social skills; self regulation is positively associated with empathy and social skills; empathy and social skills are positively associated with motivation; which in turn, is positively associated with problem solving strategy and negatively associated with bargaining strategy. Differences among countries in these relationships are noted and implications for organizations discussed.
This paper suggests that feelings (moods and emotions) play a central role in the leadership process. More specifically, it is proposed that emotional intelligence, the ability to understand and manage moods and emotions in the self and others, contributes to effective leadership in organizations. Four major aspects of emotional intelligence, the appraisal and expression of emotion, the use of emotion to enhance cognitive processes and decision making, knowledge about emotions, and management of emotions, are described. Then, I propose how emotional intelligence contributes to effective leadership by focusing on five essential elements of leader effectiveness: development of collective goals and objectives; instilling in others an appreciation of the importance of work activities; generating and maintaining enthusiasm, confidence, optimism, cooperation, and trust; encouraging flexibility in decision making and change; and establishing and maintaining a meaningful identity for an organization.
This paper examined the influence of emotional intelligence and organizational climate on job satisfaction. The model is examined through an empirical study involving 254 nurses from different teaching hospital using the structure equation modeling (SEM). The results provide that both nurses' emotional intelligence and organizational climate and have a significantly positive influence on job satisfaction. The implications of these findings were discussed and suggestions for future research were advanced.
Aim To test a model linking nurses’ perceptions of their nurse manager’s emotionally intelligent leadership style and nurses’ structural empowerment, and the impact of nurse manager span of control (number of direct reports) on the emotional intelligence/empowerment relationship.
Background Hospital restructuring in the 1990s resulted in a dramatic reduction in nurse manager positions, yet nurse managers are critical to empowering nurses for professional practice.
Method(s) A descriptive correlational survey design was used to test the hypothesized model in two community hospitals in Ontario. Two hundred and three nurses from two hospitals retuned useable questionnaires (68% response rate).
Results Span of control was a significant moderator of the relationship between nurses perceptions of their managers’ emotionally intelligent behaviour and feelings of workplace empowerment.
Conclusion The results suggest that even managers with strong emotional intelligence may not be able to empower their staff if their span of control is large.
Implications for Nursing Management Every effort must be made to ensure that managers have reasonable spans of control that allow them to develop and use the leadership skill necessary for empowering their staff to practice to the full scope of their professional role.
Aim The purpose of this study is to discuss how emotional intelligence affects interdisciplinary team effectiveness. Some findings from a larger study on interdisciplinary teamworking are discussed.
Background Teams are often evaluated for complementary skill mix and expertise that are integrated for specialist service delivery. Interactional skills and emotional intelligence also affect team behaviour and performance. An effective team needs both emotional intelligence and expertise, including technical, clinical, social and interactional skills, so that teamwork becomes greater or lesser than the whole, depending on how well individuals work together.
Key issues Team diversity, individuality and personality differences, and interprofessional safety are analysed to raise awareness for nurse managers of the complexity of interdisciplinary working relationships.
Conclusion If nursing input into interdisciplinary work is to be maximized, nurse managers might consider the role of emotional intelligence in influencing team effectiveness, the quality of client care, staff retention and job satisfaction.
Empirical research has produced evidence suggesting that the ability to assess, regulate, and utilize emotions (i.e., emotional intelligence) is important to the performance of workers. Yet, few graduate professional program curriculums adequately address the emotional and interpersonal skills that prospective employers want most in their employees and that employees find most useful in their work. The results from this study showed that the potential for enhanced emotional capabilities could be improved in the traditional graduate classroom. Furthermore, findings revealed a strong relationship between emotional intelligence and academic performance.