Al-Oweidat Islam, Shosha Ghada Abu, Baker Tasneem Abu, Nashwan Abdulqadir J
Faculty of Nursing, Zarqa University, Zarqa, Jordan.
Nursing Department, Hamad Medical Corporation, P.O. Box 3050, Doha, Qatar.
BMC Nurs. 2023 Jun 8;22(1):195. doi: 10.1186/s12912-023-01361-2.
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.
To investigate whether a significant relationship exists between emotional intelligence and organizational commitment among Jordanian nurses working in governmental hospitals in Jordan.
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.
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).
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.
护士对工作环境的情绪和感受以及他们管理情绪的能力会显著影响其工作的多个方面。在约旦，仍有研究在调查情商与组织承诺之间是否存在显著关联。
调查约旦政府医院工作的护士中，情商与组织承诺之间是否存在显著关系。
本研究采用描述性横断面相关设计。采用便利抽样法招募在政府医院工作的参与者。共有200名护士参与了研究。使用研究人员编制的参与者信息表获取参与者的社会人口学特征，采用舒特及其同事编制的情商量表（EIS）以及迈耶和艾伦编制的组织承诺量表进行数据收集。
参与者的情商水平较高（M，SD = 122.3，14.0），组织承诺水平中等（M，SD = 81.6，15.7）。情商与组织承诺之间存在显著的正相关关系（r = 0.53，p < 0.01）。男性护士、丧偶护士以及具有更高研究生学历的护士在情商和组织承诺方面的水平显著高于女性护士、单身护士以及本科学历的护士（p < 0.05）。
本研究中的参与者情商较高，对组织的承诺程度中等。护士管理者、医院管理人员以及决策者应制定并推广支持实施干预措施以提高组织承诺和维持高情商水平的政策，同时应吸引具有研究生学历的护士到临床岗位工作。
