Lingyu Han, Ruiling Li, Yiman Wang, Yafeng Liu, Xiaolu Bai
The First Affiliated Hospital of Henan University, Kaifeng, Henan Province, China.
School of Nursing and Health, Henan University, Kaifeng, Henan Province, China.
Nurs Open. 2025 Jan;12(1):e70113. doi: 10.1002/nop2.70113.
To explore the influence of emotional intelligence and organisational commitment (OC) on clinical nurses' turnover intention (TI) and to provide intervention strategies to reduce the turnover rate of nursing staff and maintain the stability of the nursing team.
A cross-sectional descriptive study was conducted with nurses (n = 452) in a tertiary hospital in Kaifeng City, Henan Province, China.
The project was conducted in July 2023. The data were collected using the organisational commitment scale, Wong and Law emotional intelligence scale and turnover intention scale.
The emotional intelligence score of clinical nurses was (3.07 ± 0.68), organisational commitment scale was (3.04 ± 0.68), and turnover intention scale was (2.70 ± 0.58). Organisational commitment scale and emotional intelligence scores are negatively correlated with turnover intention; the mediating effect of emotional intelligence in organisational commitment and turnover intention scale of clinical nurses is -0.406, and the mediating effect accounts for 49.9%.
Nurses' organisational commitment can directly predict turnover intention, and emotional intelligence plays a role in mediating the relationship between nurses' organisational commitment and turnover intention. This research makes a substantial contribution to the public and healthcare sector. The findings provide valuable insights for healthcare administrators, policy-makers and educators, offering evidence-based strategies to improve nurse retention and enhance the quality of patient care. It is important to note that the research upholds the highest standards of integrity, with a meticulous review process and a dedicated effort to maintain data quality.
探讨情商和组织承诺对临床护士离职意愿的影响，并提供干预策略以降低护理人员的离职率，维持护理团队的稳定性。
对中国河南省开封市一家三级医院的护士（n = 452）进行横断面描述性研究。
该项目于2023年7月开展。使用组织承诺量表、王和Law情商量表以及离职意愿量表收集数据。
临床护士的情商得分为（3.07 ± 0.68），组织承诺量表得分为（3.04 ± 0.68），离职意愿量表得分为（2.70 ± 0.58）。组织承诺量表得分和情商得分与离职意愿呈负相关；情商在临床护士组织承诺与离职意愿量表之间的中介效应为 -0.406，中介效应占比49.9%。
护士的组织承诺能够直接预测离职意愿，情商在护士组织承诺与离职意愿的关系中起中介作用。本研究对公众和医疗保健部门做出了重大贡献。研究结果为医疗保健管理人员、政策制定者和教育工作者提供了有价值的见解，为提高护士留职率和提升患者护理质量提供了循证策略。需要注意的是，该研究秉持最高的诚信标准，有严谨的审查过程，并致力于维护数据质量。
