The relationship between emotional intelligence and organizational commitment among nurses working in governmental hospitals in Jordan

Abstract

Introduction Nurses’ emotions and feelings in response to their environment and their ability to manage their emotions can significantly affect several aspects of their job. In Jordan, studies are still investigating whether emotional intelligence is significantly related to organizational commitment. Aim To investigate whether a significant relationship exists between emotional intelligence and organizational commitment among Jordanian nurses working in governmental hospitals in Jordan. Methods The study used a descriptive cross-sectional correlational design. A convenience sampling method was used to recruit participants working in governmental hospitals. A total of 200 nurses participated in the study. A participant information sheet developed by the researcher was used to obtain the participants’ socio-demographic characteristics, the Emotional Intelligence Scale (EIS) developed by Schutte and colleagues, and the Organizational Commitment Scale developed by Meyer and Allen were utilized for data collection. Results Participants had high levels of emotional intelligence (M, SD = 122.3, 14.0) and moderate levels of organizational commitment (M, SD = 81.6, 15.7). Emotional intelligence had a significant, positive relationship with organizational commitment (r = 0.53, p < 0.01). Male nurses, widowed nurses, and nurses with higher postgraduate qualifications demonstrated significantly higher levels of emotional intelligence and organizational commitment than female nurses, single nurses, and nurses with undergraduate degrees (p < 0.05). Conclusion Participants in the current study were highly emotionally intelligent and moderately committed to their organizations. Policies supporting the implementation of interventions to improve organizational commitment and maintain a high level of emotional intelligence should be developed and promoted by nurse managers and hospital administrators, as well as decision-makers should magnet the nurses with postgraduate degrees at clinical sites.

Emotional intelligence

“…Nurse managers possessed above-average EQ levels, which connects to previous research on the value of EQ to promote well-being and organizational committ-ment. 5 Attributes of HCL-HC in the Upholder dimension are emotional, social, and organizational awareness as well as mindful, others-oriented, and personal well-being, which are high EQ attributes. 8,9 AACN's data consistently show that units that implement HWE standards outperform those that don't use these standards.…”

“…The concept of emotional quotient (EQ) is described as being aware of one's own emotions and the emotions of others and how they correlate with each other. [5][6][7] Nurses with a high EQ can regulate their emotions and the emotions of others to achieve positive goals and outcomes. 5 Multiple studies have shown that a high EQ can help support emotional demands by reducing job stress and increasing satisfaction.…”

“…[5][6][7] Nurses with a high EQ can regulate their emotions and the emotions of others to achieve positive goals and outcomes. 5 Multiple studies have shown that a high EQ can help support emotional demands by reducing job stress and increasing satisfaction. 5 Therefore, nurse managers with a higher EQ can create reassuring HWEs by positively impacting stressful environments and achieving favorable outcomes such as increased job satisfaction among staff.…”

“…5 Multiple studies have shown that a high EQ can help support emotional demands by reducing job stress and increasing satisfaction. 5 Therefore, nurse managers with a higher EQ can create reassuring HWEs by positively impacting stressful environments and achieving favorable outcomes such as increased job satisfaction among staff. 6 Nurse managers can use their EQ skill set to instill passion and dedication in the workplace.…”

“…10 In a study of 200 nurses, Al-Oweidat and colleagues found a significant positive relationship between EQ and organizational commitment; they concluded that nurses who could manage their emotions appropriately were also more likely to be dedicated to their organization by building stronger working relationships. 5 There has been considerable research related to HWEs as well. In prior reviews of the outcomes related to HWEs, both Halm and Lake and colleagues found substantial support for positive outcomes among both patients and nurses.…”