Mediating effect of job performance between emotional intelligence and turnover intentions among hospital nurses during the COVID-19 pandemic: A path analysis

Wang, Chin-Yun; Lin, Yen‐Kuang; Chen, I-Hui; Peters, Kath; Lin, Shu-Hui

doi:10.1016/j.colegn.2022.09.006

Cited by 17 publications

(19 citation statements)

References 31 publications

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“…The measured perceptions of emotional intelligence, self-efficacy, attitudes toward EOL care and preparation and capacity to provide EOL care revealed a moderate overall average value and can be the target of improvements through internal training plans, institutional debates on the theme and adoption of an information sharing policy. These results are following literature data (Choi & Yu, 2022;Park & Jeong, 2021;Wang et al, 2022). Regarding spirituality, the global mean of the scale indicated a median value of 5.06 ± 2.30.…”

Section: Discussionsupporting

confidence: 89%

Level of Knowledge in Palliative Care, Preparation and Capacity to Provide Care at the End of Life by Health Professionals

Martins,

Rodrigues,

Marques

et al. 2024

RIAGE

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The predominance of slowly evolving chronic-degenerative diseases, resulting from the progressive aging of the population, has increased the need for the provision of palliative care (PC). In this context, there is an interest in evaluating the skills and abilities of health professionals. The present study aims to identify the level of: knowledge in PC, spirituality, self-efficacy and ability to provide end-of-life care (CFV) by doctors and nurses working in a hospital center. We also seek to understand the academic and clinical trajectory in learning and training in PC and discuss the inclusion of educational programs in this area. This is a quantitative, observational and cross-sectional study applied to doctors and nurses working in a hospital center, with contact with patients at the end of life. The data collection instrument included a questionnaire administered between May and July 2022. The variables were evaluated using IBM SPSS for Windows (V.26). As a result, we observed that doctors and nurses (n=380) have medium to low levels of knowledge in PC. Perceptions of spirituality, emotional intelligence, self-efficacy and preparation and ability to provide CFV revealed a moderate overall mean value. Most professionals do not have training or experience in CP. The levels of perception of emotional intelligence, self-efficacy and ability to provide CFV by health professionals are average. Knowledge in CP is low, because they are unaware of some of the principles. It is suggested that a subject on PC be included as a mandatory subject in higher education health courses.

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Section: Discussionsupporting

confidence: 89%

Level of Knowledge in Palliative Care, Preparation and Capacity to Provide Care at the End of Life by Health Professionals

Martins,

Rodrigues,

Marques

et al. 2024

RIAGE

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Section: Resultsmentioning

confidence: 99%

“…Female participants had higher turnover intentions than their male colleagues [ 77 – 79 ]. Multiple studies described a significant association between turnover intention and age [ 79 – 83 ]. At the same time, younger nurses and physicians (<39 years old) [ 80 , 81 , 83 ] and aging workers showed higher intentions to leave [ 81 , 84 ].…”

Section: Resultsmentioning

confidence: 99%

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Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

de Vries,

Maniscalco,

Matranga

et al. 2024

PLoS ONE

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Background The global outbreak of COVID-19 has brought to light the profound impact that large-scale disease outbreaks can have on healthcare systems and the dedicated professionals who serve within them. It becomes increasingly important to explore strategies for retaining nurses and physicians within hospital settings during such challenging times. This paper aims to investigate the determinants of retention among nurses and physicians during the COVID-19 pandemic. Method A systematic review of other potential determinants impacting retention rates during the pandemic was carried out. Secondly, a meta-analysis on the prevalence of intention to leave for nurses and physicians during the COVID-19 pandemic. Findings A comprehensive search was performed within four electronic databases on March 17 2023. Fifty-five papers were included in the systematic review, whereas thirty-three papers fulfilled the eligibility criteria for the meta-analysis. The systematic review resulted in six themes of determinants impacting intention to leave: personal characteristics, job demands, employment services, working conditions, work relationships, and organisational culture. The main determinants impacting the intention to leave are the fear of COVID-19, age, experience, burnout symptoms and support. Meta-analysis showed a prevalence of intent to leave the current job of 38% for nurses (95% CI: 26%-51%) and 29% for physicians (95% CI: 21%-39%), whereas intention to leave the profession for nurses 28% (95% CI: 21%-34%) and 24% for physicians (95% CI: 23%-25%). Conclusion The findings of this paper showed the critical need for hospital managers to address the concerning increase in nurses’ and physicians’ intentions to leave during the COVID-19 pandemic. This intention to leave is affected by a complex conjunction of multiple determinants, including the fear of COVID-19 and the confidence in and availability of personal protective equipment. Moreover, individual factors like age, experience, burnout symptoms, and support are maintained in this review. Understanding the influence of determinants on retention during the COVID-19 pandemic offers an opportunity to formulate prospective strategies for retaining nurses and physicians within hospital settings.

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“…Previous quantitative and qualitative studies have shown that there is a signi cant negative correlation between nurses' job performance and intention to leave [8,9]. Wang et al's study also showed that job performance plays an important role in decreasing nurses' intention to leave, that is, job nurses with higher performance tend to have lower turnover intention [10]. In addition, young nurses are more likely to be maladjusted to their nursing roles and thus have turnover intentions than older nurses [11].…”

Section: Introductionmentioning

confidence: 98%

The impact of perceived organizational justice on young nurses' job performance: a chain mediating role of organizational climate and job embeddedness

Song,

Shi,

Zheng

et al. 2024

Preprint

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Background: The level of nurses’ job performance has always been of great concern, which not only represents the level of nursing service quality but is also closely related to patients’ treatment and prognosis. The aim of this study was to analyze the relationship between perceived organizational justice and job performance and to explore the mediating role of organizational climate and job embeddedness among young Chinese nurses. Methods: A cross-sectional survey of 1136 young nurses was conducted between March and May 2023 using convenience sampling. Data were collected using the Job Performance Scale, Organizational Justice Assessment Scale, Nursing Organizational Climate Scale, and Job Embeddedness Scale, and the resulting data were analyzed using SPSS 25.0 and AMOS 26.0. Results: There was a significant positive correlation between job performance and perceived organizational justice (r= 0.477, p < 0.01), organizational climate (r = 0.500, p< 0.01), and job embeddedness (r = 0.476, p < 0.01). Organizational climate and job embeddedness acted as chain mediators between perceived organizational justice and job performance. The total effect of perceived organizational justice on job performance (β = 0.518) consisted of a direct effect (β = 0.313) as well as an indirect effect (β= 0.205) mediated through organizational climate and job embeddedness, with the mediating effect accounting for 39.58% of the total effect. Conclusions: Organizational climate and job embeddedness play a chain mediating role between perceived organizational justice and job performance, so hospital managers should pay attention to the level of perceived organizational justice among young nurses, and develop a series of targeted measures to improve their job performance using organizational climate and job embeddedness as entry points.

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Mediating effect of job performance between emotional intelligence and turnover intentions among hospital nurses during the COVID-19 pandemic: A path analysis

Cited by 17 publications

References 31 publications

Level of Knowledge in Palliative Care, Preparation and Capacity to Provide Care at the End of Life by Health Professionals

Level of Knowledge in Palliative Care, Preparation and Capacity to Provide Care at the End of Life by Health Professionals

Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

The impact of perceived organizational justice on young nurses' job performance: a chain mediating role of organizational climate and job embeddedness

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