Burnout, Emotional Labor and Emotional Intelligence of Psychological Nurses

Kwon, Myoungjin; Kim, Young‐Hee

doi:10.14257/ijbsbt.2016.8.2.23

Cited by 4 publications

(5 citation statements)

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“…Soto-Rubio et al confirmed our findings by examining a sample of 125 nurses in Spain [9] . In a similar way, Kwon and Kim recognized the negative relationship between emotional intelligence and job burnout in a sample of nurses working at mental hospitals in South Korea [33] . A recent scoping review has emphasized the relevance of emotional intelligence in burnout prevention and emotional exhaustion [57] .…”

Section: Discussionmentioning

confidence: 84%

“…Several studies have investigated the relationship between emotional intelligence and work-related variables among nurses. In particular, high emotional intelligence has been linked to higher job satisfaction [9] , [26] , [27] , higher work performance [27] – [31] , higher professional success [32] , less job burnout [9] , [33] , less occupational stress [31] , and lower turnover intentions [34] , [35] . In other words, high emotional intelligence is associated with the most beneficial work-related outcomes (i.e.…”

Section: Introductionmentioning

confidence: 99%

“…In this context, emotional intelligence is an essential skill for nurses, and the impact of it on work-related variables should be examined in depth. There are only two studies, one in Spain and one in South Korea, that have investigated the relationship between emotional intelligence and job burnout [9] , [33] . Moreover, another study in Taiwan investigated the relationship between emotional intelligence and turnover intention [35] .…”

Section: Introductionmentioning

confidence: 99%

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Emotional intelligence protects nurses against quiet quitting, turnover intention, and job burnout

Galanis,

Katsiroumpa,

Moisoglou

et al. 2024

AIMSPH

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<abstract><sec> <title>Background</title> Emotional intelligence can improve nurses' interpersonal and coping skills, job performance, and resilience. However, there is a dearth in the literature on whether emotional intelligence affects levels of quiet quitting, turnover intention, and job burnout in nurses. </sec><sec> <title>Objective</title> We examined the relationship between emotional intelligence, quiet quitting, turnover intention, and job burnout. </sec><sec> <title>Methods</title> We conducted a cross-sectional study in Greece with a convenience sample of 992 nurses. We used the following valid tools to measure our study variables: the Trait Emotional Intelligence Questionnaire-Short Form, the Quiet Quitting Scale, and the single item burnout measure. </sec><sec> <title>Results</title> The mean age of our nurses was 42.2 years. After controlling for gender, age, work experience, shift work, and understaffed department, the multivariable linear regression models indicated significant negative relationships between emotional intelligence and quiet quitting, turnover intention, and job burnout. Specifically, self-control reduced detachment, lack of motivation, job burnout, and turnover intention. Moreover, emotionality reduced detachment, lack of motivation, and lack of initiative. Sociability reduced lack of initiative and lack of motivation, while well-being reduced lack of motivation, job burnout, and turnover intention. </sec><sec> <title>Conclusion</title> Emotional intelligence reduced quiet quitting, turnover intention, and job burnout in nurses. Therefore, nurse managers and policy-makers should apply interventions to optimize the emotional intelligence profiles of nurses. </sec></abstract>

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Section: Discussionmentioning

confidence: 84%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Emotional intelligence protects nurses against quiet quitting, turnover intention, and job burnout

Galanis,

Katsiroumpa,

Moisoglou

et al. 2024

AIMSPH

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“…En la revisión de investigaciones que relacionan la gerencia organizacional con el impacto de las emociones (individuo y organización), se encuentra que dicha temática ha sido estudiada en función de características de organización, características del trabajo, y variables individuales como elementos que permiten predecir las diversas dimensiones del trabajo emocional. Los factores organizacionales se entienden como la especificidad de las normas de demostración y la proximidad de la supervisión del empleado (Hülsheger, Lang y Maier, 2010; Medina y Sierra, 2004; Noon, Blyton y Morrell, 2013) las características del trabajo, como la forma de interacción y las tareas rutinarias (Maroney, 2011; Manassero, García-Buades, Pades, y Bonnin, 2015; Medler-Liraz y Yagil, 2013; Fernández-Poncela, 2012; Sutton y Rafaeli, 1988;) y en diferencias individuales, variables como la afectividad, el género, la inteligencia emocional, la personalidad (Mababu, 2012;Morris y Feldamn, 1996;Kwon y Kim, 2016;Wieseke, Geigenmüller y Kraus, 2012). Sutton y Rafaeli (1988) afirman que la teoría e investigación de trabajo emocional se ha enfocado en "[...] el rol de la emoción en la vida organizacional.…”

Section: Tendencias De Investigaciónunclassified

Trabajo emocional: conceptos y características Revisión de literatura

Posada¹,

Rubio²,

López³

2018

Civiliz.

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Este artículo tiene como objetivo realizar una revisión de literatura relacionada con el trabajo emocional, analizando sus principales conceptualizaciones, tendencias en investigación e investigadores destacados. La revisión se sustenta en búsquedas exhaustivas en revistas especializadas en el trabajo emocional y comportamiento organizacional, así como en libros y artículos nacionales. Examinar la relación del trabajo emocional con los resultados de la organización es especialmente necesario, porque una de las razones primarias por las que las organizaciones requieren el trabajo emocional es que la expresión emocional tiene una fuerte influencia en el comportamiento de las ventas y el desempeño organizacional. Finalmente, la temática de trabajo emocional ha sido poco explorada en el campo de investigación del comportamiento y la psicología organizacional, y puede ser abordada multidimensionalmente desde factores tanto individuales como organizacionales.

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“…In a study among 110 internists and 2,872 outpatients, internists with higher EI were less likely to experience burnout and accordingly had higher patient satisfaction (Weng et al, 2011). As EI is negatively associated with burnout (Kwon and Kim, 2016), we hypothesized that improving the EI of residents would consequently decrease their level of burnout and improve their wellbeing.…”

Section: Introductionmentioning

confidence: 99%

Effect of Balint seminars training on emotional intelligence and burnout among internal medicine residents

Antoun

Akl

Halabi

et al. 2020

Health Education Journal

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Background: Balint seminars are widely used educational activities in family medicine residency programs. However, their impact on measurable outcomes is uneven and controversial. The discussions in Balint seminars deal with perceiving and understanding the emotions of the participants. Objective: This study measures the effect of Balint seminars on the emotional intelligence (EI) and burnout of internal medicine residents at the American University of Beirut. Design: Quasi-experimental observational pretest–posttest study. Setting: In all, 27 internal medicine residents at the American University of Beirut. Methods: Bi-weekly Balint seminars were delivered to internal medicine residents throughout the academic year. EI using Mayer Salovey and Caruso Emotional Intelligence Test (MSCEIT) and burnout level using Maslach Burnout Inventory (MBI) were measured at the beginning and end of the academic year. Results: A total of 20 Balint seminars were delivered. On average, residents attended six sessions with standard deviation ( SD) of 2. Using paired t-tests to compare post- and pre-total EI scores, there was no significant difference between the two scores (mean difference post-pre = -0.6 ± 9.7, p = .738). Gender was the most important predictor of the difference between pre- and post-total EI scores (women are the reference, β = -8.403, p = .007) as compared to understanding emotions baseline score (β = -0.263, p = .003). A significant proportion of residents (22.2%–29.6%) showed severe burnout levels on at least one of the three domains of burnout at baseline; however, Balint seminars did not have any effect on any of the burnout domains. Conclusions: Balint seminars may have the beneficial effect of improving emotional intelligence among women. Balint seminars did not improve the burnout levels of internal medicine residents. Optimizing attendance of the Balint sessions may affect the outcomes attributable to Balint seminars.

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Burnout, Emotional Labor and Emotional Intelligence of Psychological Nurses

Abstract: Abstract

Cited by 4 publications

References 14 publications

Emotional intelligence protects nurses against quiet quitting, turnover intention, and job burnout

Emotional intelligence protects nurses against quiet quitting, turnover intention, and job burnout

Trabajo emocional: conceptos y características Revisión de literatura

Effect of Balint seminars training on emotional intelligence and burnout among internal medicine residents

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