Othman Mutaz I, Khalifeh Anas, Oweidat Islam, Nashwan Abdulqadir J
Nursing Department Hamad Medical Corporation, Doha, Qatar.
Faculty of Nursing Zarqa University, Zarqa, Jordan.
J Nurs Manag. 2024 Jul 25;2024:5114659. doi: 10.1155/2024/5114659. eCollection 2024.
Emotional responses and the ability to regulate emotions among nurses, especially first-line nurse managers, can influence various workplace dynamics. However, there is a knowledge gap regarding emotional intelligence, job satisfaction, and organizational commitment among nurses in Qatar, particularly first-line nurse managers.
The primary aim of this study is to determine if there is a significant relationship between emotional intelligence, job satisfaction, and organizational commitment among first-line nurse managers (FLNMs) in Qatar.
This is a descriptive cross-sectional correlational study. . The research took place at Hamad Medical Corporation in Qatar. . A total of 203 first-line nurse managers participated in the study.
Participants were recruited using a convenience sample method. Data were collected using the Genos Emotional Intelligence Inventory-Concise, the three-component model Employee Commitment Survey, and the short-form Minnesota Satisfaction Questionnaire (MSQ).
The findings showed that participants had average levels of emotional intelligence, job satisfaction, and organizational commitment. Notably, a significant, moderately positive relationship was observed between emotional intelligence and organizational commitment, as well as between job satisfaction and organizational commitment. A weak positive relationship was identified between emotional intelligence and job satisfaction. Differences in emotional intelligence were observed based on variables such as gender, age, and unit specialty. Organizational commitment varied based on the current position and hospital type, while job satisfaction differed based on the current position and education level.
The findings suggest that enhancing the emotional intelligence of first-line nurse managers can potentially improve organizational commitment, job satisfaction, and, subsequently, healthcare outcomes. There is a need for further research to delve deeper into these factors and devise strategies aiming to boost the emotional intelligence and job satisfaction of first-line nurse managers. . The study provides empirical data from Qatar's healthcare system, shedding light on FLNMs' emotional intelligence, job satisfaction, and organizational commitment.
护士，尤其是一线护士长的情绪反应和情绪调节能力会影响各种工作场所动态。然而，卡塔尔护士，尤其是一线护士长在情商、工作满意度和组织承诺方面存在知识空白。
本研究的主要目的是确定卡塔尔一线护士长（FLNMs）的情商、工作满意度和组织承诺之间是否存在显著关系。
这是一项描述性横断面相关性研究。该研究在卡塔尔的哈马德医疗公司进行。共有203名一线护士长参与了该研究。
采用便利抽样法招募参与者。使用Genos情商简明量表、三分模型员工承诺调查和明尼苏达满意度问卷简表（MSQ）收集数据。
研究结果表明，参与者的情商、工作满意度和组织承诺处于平均水平。值得注意的是，情商与组织承诺之间以及工作满意度与组织承诺之间观察到显著的中度正相关。情商与工作满意度之间存在微弱的正相关。根据性别、年龄和科室专业等变量观察到情商存在差异。组织承诺因当前职位和医院类型而异，而工作满意度因当前职位和教育水平而异。
研究结果表明，提高一线护士长的情商可能会改善组织承诺、工作满意度，进而改善医疗保健结果。需要进一步研究深入探讨这些因素，并制定旨在提高一线护士长情商和工作满意度的策略。该研究提供了来自卡塔尔医疗保健系统的实证数据，揭示了一线护士长的情商、工作满意度和组织承诺情况。
