Alonazi Wadi B
Health and Hospital Administration, College of Business Administration, King Saud University, Riyadh 11587, Saudi Arabia.
Psychol Res Behav Manag. 2020 Sep 22;13:749-757. doi: 10.2147/PRBM.S263656. eCollection 2020.
During a pandemic, healthcare professionals encounter various health hazards that affect their personal life and workplace. Emotional intelligence (EI) has a substantial impact on nurses' success and performance in the healthcare industry. However, previous research studies report inconsistent findings regarding how different levels of EI affect job performance (JP), particularly during pandemics. The present study contributes to the literature on this contemporary topic by investigating the impact of EI on JP among nurses during COVID-19 crisis management in Saudi Arabia (SA).
In a convenience sampling, 340 nurses from three tertiary hospitals completed an online survey assessing EI and JP during COVID-19 climax levels in March and April, 2020. Only nurses who had direct contact with patients diagnosed with COVID-19 were eligible. The Wong & Law EI scale (WLEIS) was used in a cross-sectional design to determine participants' EI. Empirically, JP was measured by the Individual Work Performance Questionnaire (IWPQ). Data analysis was performed using SPSS statistical software version 20.0 (IBM Corp).
Generally, nurses reported, out of a 5-point Likert scale, moderate to high levels of EI (M = 3.99, SD = 0.434). Nurses in critical care units demonstrated the highest levels of EI, followed by nurses in intensive care, neonatal intensive care, then general nurses. Nurses working in respiratory therapy demonstrated the lowest levels. Across all groups during crisis, nurses reported a significant impact of EI on JP (β = 0.389, p < 0.01).
Nurses reported satisfactory levels of EI, and most of their practices were aligned with national standards during COVID-19, but slightly in inverse to EI. However, more research is necessary to understand the greater impact of stressors influencing JP to the extent that levels of EI are no longer satisfactory.
在大流行期间，医护人员会面临各种影响其个人生活和工作场所的健康危害。情商（EI）对护士在医疗行业的成功和表现有重大影响。然而，先前的研究报告了关于不同水平的情商如何影响工作绩效（JP）的不一致结果，特别是在大流行期间。本研究通过调查沙特阿拉伯（SA）在COVID-19危机管理期间情商对护士工作绩效的影响，为这一当代主题的文献做出了贡献。
在一项便利抽样中，来自三家三级医院的340名护士完成了一项在线调查，评估2020年3月和4月COVID-19高峰期的情商和工作绩效。只有与确诊为COVID-19的患者有直接接触的护士才有资格参与。采用横断设计，使用王和Law情商量表（WLEIS）来确定参与者的情商。从实证角度，工作绩效通过个人工作绩效问卷（IWPQ）进行测量。使用SPSS统计软件20.0版（IBM公司）进行数据分析。
总体而言，护士在5点李克特量表上报告的情商水平为中等至高（M = 3.99，SD = 0.434）。重症监护病房的护士情商水平最高，其次是重症监护、新生儿重症监护的护士，然后是普通护士。从事呼吸治疗工作的护士情商水平最低。在危机期间的所有组中，护士报告情商对工作绩效有显著影响（β = 0.389，p < 0.01）。
护士报告的情商水平令人满意，并且在COVID-19期间他们的大多数做法符合国家标准，但与情商略有相反。然而，需要更多的研究来了解压力源对工作绩效的更大影响，以至于情商水平不再令人满意。
