Showing 7 results for Emotional Intelligence
Iraj Shakerinia,
Volume 9, Issue 3 (2-2011)
Abstract
Background: There is a worthy position in a suitable reaction with patients' emotional intelligence, self - efficacy. The nurses who have more emotional intelligence and self-efficacy are able to draw patients and accompanier's, and help to cooperate and abiding the remedy and also will promote their satisfactory of remedy process.
Materials and Methods: In a study with cross- sectional approach to examine the relationship among emotional intelligence, nurse's self-efficacy believes with the patient's satisfactory of remedy process , The researcher chose 45 nurses who work at the private and non-private emergency at Rasht hospitals and gave them the emotional intelligence and self-efficacy questionnaires and asked them to complete them. To measure the patient's satisfactory of remedy process questionnaires. Then they analyzed the data with Pierson correlation and regression analysis.
Conclusion: The findings showed that there is a significant correlation among emotional intelligence and nurses self-efficacy and patients satisfactory (P (001/0>.
Mohammad Akbari Booreng, Maryam Khodadadi, Majid Akbari,
Volume 13, Issue 3 (12-2014)
Abstract
Background:An organization`s effectiveness and efficiency is strongly dependent on its staff`s commitment. Therefore, identification of organizational commitment and its related variables seems necessary. This study is aimed to examine the relationship between emotional intelligence and organizational commitment.
Materials & Methods: This is a descriptive correlation survey. Our study statistical population included all administrative staff of in southern Khorasan province` hospitals. 110 samples were chosen by a stratified random sampling. The data were collected by standard questionnaires of emotional intelligence and organizational commitment and analyzed by using descriptive and inferential statistics.
Results: The results showed that organizational commitment is in the moderate level among administrative staff. There is a statistically significant relationship between emotional intelligence and organizational commitment. There is a statistically significant relationship between emotional intelligence and commitment subcomponents(normative and emotional commitment). By performing multiple regression analysis ,the outcome showed among the all emotional intelligence subcomponent ,solely “self-awareness” can predict organizational , emotional and normative commitment .
Conclusion: Improving individual's emotional intelligence should be taken into consideration due to the strong bond between emotional intelligence and organizational commitment.
Mahdi Kouchakzadeh, Zohreh Sohrabi, Ali Mohamad Mosadegh Rad,
Volume 14, Issue 3 (9-2015)
Abstract
Background: The emotional intelligence of nurses has several effects on their behavior skills. In this study, the relation between Emotional Intelligence (EI) and Communication Skills (CS) among emergency unit nurses was assessed.
Materials and Methods: In the descriptive analytical study, 253 nurses of fifteen IUMS hospitals were selected using census sampling method. The Golmans instrument for EI assessment and self -administered CS questionnaire filled by study participants. Validity and reliability of the questionnaire confirmed. SPSS software version 18 utilized to analysis using ANOVA, Spearman correlation test and Pearson correlation coefficient.
Results: mean of total EI estimated 78.31 which the highest and lowest score were in self-cognitive dimension (20.83) and self-management dimension (18.19) respectively. The total mean of CS was 70.90. There was a significant statistical correlation between EI and CS (r=0. 775, p<0.001). Moreover, there was a significant statistical correlation between CS and four dimensions of EI.
Conclusion: Based on study results, emotional intelligence and its dimensions had positive effect on communication skills among emergency unit nurses. Hospital managers can reinforce emotional intelligence by providing educational sessions. They should promote communication skills in emergency unit nurses and provide improvement emergency services quality.
Marziye Kheirmand, Farzad Kheirmand, Ayoub Pazhouhan ,
Volume 15, Issue 1 (6-2016)
Abstract
Background: Nursing is considered as one of the most stressful occupation which influences their quality of work and life. The inevitable fact of occupational stress and low emotional intelligence management leads to negative effect on the nurses’ performance. The study aimed at determining the relationship between emotional intelligence and occupational stress among the nurses of alzahra hospital in Isfahan.
Materials and Methods: This study was an applied and descriptive survey. The study population consisted of 960 nurses of alzahra hospital in Isfahan. Sample size calculated 247 using Cochran formula. Sampling method was stratified random sampling. Data gathering was used by two questionnaires including emotional intelligence (sybershring) with 0.85 reliability coefficient and Health and Safety Institution of England (HSE) questionnaire with 0.84 reliability coefficients. Data analysis performed by SPSS software using independent t-test and Pierson Correlation Coefficient tests.
Results: Findings revealed that the stress level and its measuring scales such as expectations, control, management support, colleague’s support and role ranked more and the interrelation scale ranked less than average among nurses. Emotional intelligence level of nurses and scales such as self-awareness and self-regulation ranked average and empathy, self-motivation and social skills ranked less than average. Therefore, there was a significant relation between the emotional intelligence level and nurses' stress in p<0.05. With increasing the emotional intelligence level, the occupational stress in nurses decreased.
Conclusions: Having emotional intelligence skills can result in experiencing stress less and improving nursing performance; and better service quality among patients. Hence, hospital’s managers should be adopting proper policies with respect to the emotional intelligence.
Alireza Hatam Siahkal Mahalleh, Dr Sajjad Rezaei, Zahra Khaksari, Jaleh Jamshidi Moghaddam,
Volume 16, Issue 3 (11-2017)
Abstract
Background: Personnel training and development of readiness are important to attain individuals to personal and orgnazational purposes (job career) and Mentor/ coach quality performance is crucial in this regard. The sensitivity of this issue can be in the spotlight in hospitals. The present study aims to examine relationship between emotional intelligence, job satisfaction, perceived organizational commitment and justice with mentoring performance in hospitals personnel.
Materials and Methods: The present research was a cross-sectional one which study population included all of physicians, nurses, radiology and administrative staff and service workers of Poursina public Hospital in Rasht. Four hundred and three individuals were selected by quota sampling and responded to demographic information, emotional intelligence, organizational justice, job satisfaction, organizational commitment and mentoring function questionnaire. data was analyzed using SPSS software version 20.
Results: hierarchical regression analyses with enter method revealed that each three component of Organizational Justice, namely distributive justice, interactional justice, procedural justice could explain significantly 60% shared variance results of Mentoring function of one component of job satisfaction specifically Supervisor Satisfaction, and one component of emotional intelligence specifically self-management (F=26.18, P<0.0001).
Conclusion: The employees' perceptions of organizational justice, supervisor satisfaction and also the ability of people to control emotions and appropriate reactivity in different situations is related to quality of Mentor/ coach function in hospital. According to the obtained results and effective variable on Mentoring, it is recommended to make decisions for hospital/manageral interventions related to emotional intelligence, organizational justice and job satisfaction.
Dr Mehdi Jafari Sirizi, Dr Anvar Esmaili, Dr Rahim Khodayari Zarnaq, Dr Jalal Arabloo, Dr Obeidollah Faraji,
Volume 18, Issue 2 (8-2019)
Abstract
Background: One of the main concerns of managers is work deviant behaviors of employees. Workplace deviance is voluntary behavior that violates significant norms and in so doing threatens the well-being of an organization, its members or both. The study aimed to explore the relationship between emotional intelligence and organizational citizenship behavior with work deviant behaviors.
Materials and Methods: This study was a cross-sectional descriptive analytical one. This study was conducted on 290 employees (administrative workers and nurses) working in four selected hospitals in Tehran city including Shahid Motahati, Shahid Rajaii, Hazrat-E-Rasol, and Dr. Shariati. Sampling method was stratified random sampling method. Data collection instruments were three questionnaires including Schutte’s emotional intelligence, Padsakof organizational citizenship behavior, Bennett and Robinson’s work deviant behavior. Validity and reliability of the questionnaires has already been verified in studies before. Data analysis was performed using independent T-test, ANOVA, Tukey and parametric Pearson's Correlation Coefficient.
Results: Among demographic and organizational variables, There was a significant relationship between age and work deviant behavior (P=0.012). Reverse significant statistical relationship between emotional intelligence, organizational citizenship behavior and courtesy with work deviant behavior was observed (P=0.0001).
Conclusion: The study results revealed that personnel with higher emotional intelligence will have a more positive attitude and more allegiance and commitment toward the organization; therefore they will show more organizational citizenship behavior and less inclined to abuse in the workplace.
Seyed Hadi Hosseini, Mohammad Hadi Mousavi, Mostafa Esmaeili,
Volume 20, Issue 4 (12-2021)
Abstract
Introduction: Hospitals have conflicts because of their complex nature, so they need managers with high emotional intelligence for effective conflict management. There are contradictory results in the correlations between demographic characteristics, emotional intelligence and conflict management; therefore, this study was conducted to investigate the correlation between them in different managerial levels of the hospitals.
Material & Methods: This analytical observational study was conducted on 100 senior and middle level managers (samples) of 8 selected hospitals affiliated to Tehran University of Medical Sciences in 2019. We used a three-part questionnaire: Demographic characteristics, Emotional intelligence and Conflict management strategies, to collect data. SPSS 20 and statistical correlation tests including Pearson, t-test and analysis of variance were used for data analysis.
Findings: There was a significant direct relationship between the mean score of emotional intelligence and its domains with problem-solving strategy (P <0.001). Also, statistically significant correlations were observed between age, marital status, major, organizational position, and work experience in a managerial position with emotional intelligence (P <0.05). In addition, there was a direct and statistically significant relationship between avoiding and problem-solving strategies with age and work experience, respectively (P <0.05).
Discussion& Conclusion: It is necessary to take appropriate action to raise emotional intelligence and improve conflict management in hospitals, and according to the significant and direct relationships that observed, we can pay attention to select relevant managers for the hospitals.
