Aldhafeeri Nouf Afit, Abou Hashish Ebtsam Aly, Abo Shereda Hanaa M
College of Nursing, King Saud bin Abdulaziz University for Health Sciences, Riyadh, Saudi Arabia.
King Abdullah International Medical Research Center (KAIMRC), Riyadh, Saudi Arabia.
BMC Nurs. 2025 May 30;24(1):614. doi: 10.1186/s12912-025-03280-w.
Nurses often experience high levels of Work-Family Conflict (WFC) due to the demanding nature of their profession, which can negatively affect their job performance (JP). Emotional Intelligence (EI) has been identified as a factor that helps individuals manage stress and conflicts effectively, potentially mediating the relationship between WFC and JP. However, the interaction between these variables in the context of the nursing profession, especially in Saudi Arabia, has not been fully explored. This study aims to examine the impact of WFC on JP and assess the mediating role of EI in this relationship among staff nurses.
A descriptive multivariate correlational design was conducted in a Saudi hospital in Riyadh. A convenience sample of 227 nurses was recruited. Three validated instruments: the Work-Family Conflict Scale, the Six-Dimension Scale of Nursing Performance, and the Wong and Law Emotional Intelligence Scale were utilized for data collection. Descriptive and inferential statistics and path analysis were used to analyze the data.
A statistically significant inverse relationship between WFC and JP (β = -0.08, p < 0.01) was reported, suggesting that higher levels of WFC are associated with lower JP. However, WFC did not significantly affect EI (β = -0.02, p = 0.35). Importantly, EI had a significant positive impact on JP (β = 0.47, p < 0.01) and partially mediated the relationship between WFC and JP, explaining 22% of the variance in JP.
WFC negatively affects JP among nurses, but EI acts as a crucial mediator in improving JP despite WFC. Developing EI among nurses could mitigate the adverse effects of WFC and enhance JP. These findings provide significant implications for healthcare administrators and nurse managers aiming to improve nurse performance, retention, well-being, and organizational outcomes.
由于护士职业要求苛刻，他们经常经历高水平的工作-家庭冲突（WFC），这可能会对他们的工作绩效（JP）产生负面影响。情商（EI）已被确定为有助于个人有效管理压力和冲突的一个因素，可能在WFC和JP之间的关系中起中介作用。然而，在护理专业背景下，尤其是在沙特阿拉伯，这些变量之间的相互作用尚未得到充分探讨。本研究旨在探讨WFC对JP的影响，并评估EI在护士群体中这种关系中的中介作用。
在利雅得的一家沙特医院进行了描述性多变量相关设计。招募了227名护士作为便利样本。使用了三种经过验证的工具：工作-家庭冲突量表、护理绩效六维度量表和王和Law情商量表进行数据收集。使用描述性和推断性统计以及路径分析来分析数据。
报告显示WFC与JP之间存在统计学上显著的负相关（β = -0.08，p < 0.01），这表明较高水平的WFC与较低的JP相关。然而，WFC对EI没有显著影响（β = -0.02，p = 0.35）。重要的是，EI对JP有显著的正向影响（β = 0.47，p < 0.01），并部分中介了WFC与JP之间的关系，解释了JP中22%的方差。
WFC对护士的JP有负面影响，但尽管存在WFC，EI在改善JP方面起着关键的中介作用。培养护士的EI可以减轻WFC的不利影响并提高JP。这些发现对旨在提高护士绩效、留用率、幸福感和组织成果的医疗保健管理人员和护士经理具有重要意义。
