Purpose To identify the mediating effect of the communication competence on the relationship between emotional intelligence and nursing managerial competence among experienced nurses. Methods A total of 186 nurses with more than 10 years of experience working in six general hospitals participated. Data were collected using a selfreported questionnaire and analyzed using SPSS Statistics ver. 23.0 and SPSS Process Macro for descriptive statistics, independent t-test, one-way analysis of variance (ANOVA), Scheffé test, Pearson’s correlation coefficient, multiple regression analysis, and bootstrapping method. Results Nursing managerial competence was significantly associated with emotional intelligence (r=.32, p<.001) and communication competence (r=.42, p<.001). Additionally, communication competence had a complete mediating effect on the relationship between emotional intelligence and nursing managerial competence (indirect effect=0.45, boot SE=0.11, 95% boot CI=[0.25, 0.67]). Conclusion Strategies for enhancing the experienced nurses’ nursing managerial competence should be considered to improve communication competence as well as emotional intelligence and develop nursing managerial competency-related education programs by career stages. In particular, the nursing management competency-related education should focus on improving human resource management and planning competences.
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Purpose Based on a literature review of artificial intelligence (AI) applications within nursing tasks, this study delves into the feasibility of employing AI to improve nursing practice in Korea. Methods We used "nursing" and "artificial intelligence" as keywords to search academic databases, resulting in 96 relevant studies from an initial pool of 940.
After a detailed review, 35 studies were selected for analysis based on nursing process stages. Results AI improves nursing assessment by enhancing pain diagnosis, fall detection, and movement monitoring in older adults. It aids nursing diagnosis through clinical decision support, risk prediction, and emergency patient triage. Further, it expedites the creation of precise plans utilizing predictive models in nursing planning. AI also forecasts medication errors and reduces the nursing documentation burden for nursing implementation. Additionally, it manages (re)hospitalization risks by assessing patient risk and prognoses in nursing evaluation. Conclusion AI in Korean nursing can enhance assessment and diagnosis accuracy, promote a prevention-focused paradigm through risk prediction, and ease the burden of nursing practice amidst human resource shortages.
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Purpose A descriptive survey-based study was undertaken to determine how emotional intelligence mediates the relationship between social support and resilience by clinical nurses, thereby providing primary data for improving resilience. Methods This study involved a descriptive survey of 202 nurses working in four general hospitals. Using SPSS/WIN 26.0, frequency analysis, descriptive statistics, and multiple regression analyses were conducted. Results Social support had a statistically significant positive correlation with emotional intelligence (β=.49, p<.001) and resilience (β=.47, p<.001). Emotional intelligence showed a statistically significant positive correlation with resilience (β=.66, p<.001). Emotional intelligence was found to have a partial mediation effect on the relationship between social support and resilience (z=5.76, p<.001). Conclusion The study also discovered that social support and emotional intelligence are factors influencing clinical nurses' resilience. Furthermore, it evident that emotional intelligence has a partial mediating effect on the relationship between social support and resilience. Therefore, it is necessary to consider nurses’ emotional intelligence at the individual level to effectively improve resilience through social support.
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Purpose This study aimed to construct and test a hypothetical model of turnover intention for clinical nurses based on affective events theory.
Methods: Data were collected from 375 clinical nurses working in an advanced general hospital. The exogenous variable of the hypothetical model was emotional labor, and the endogenous variables were negative emotional events, emotional intelligence, positive affect, organizational commitment, and turnover intention. Data were analyzed using the SPSS/WIN 23.0, and AMOS 22.0.
Results: The final modified model demonstrated a good fit. This model explained 70.6% of the variance in the turnover intention of clinical nurses. The statistically significant explanatory factors for turnover intention were emotional labor, negative emotional events and organizational commitment. As for the significant pathway affecting nurses’ turnover intention, emotional labor showed a decreasing effect on turnover intention and was mediated by emotional intelligence, positive affect, and organizational commitment (B=-.33, p=.002). Emotional labor showed a decreasing effect on turnover intention through organizational commitment (B=-.40, p=.006).
Conclusion: Various opportunities for education and multiple-approach institutional support must be provided to nurses to increase their vocation about the profession, emotional intelligence, positive affect, and organizational commitment.
Purpose The purpose of this study was to investigate the influence of emotional intelligence, and professional self-concept on compassion competence in psychiatric nurses.
Methods: Participants were 180 psychiatric nurses working on psychiatric wards in university hospitals and psychiatry specialized hospitals. Data analysis was performed using stepwise multiple regression with SPSS/Win 24.0.
Results: Compassion competence significantly differed by age (F=3.31, p=.021), marital status (F=4.12,p=.017), educational background (F=5.46, p=.005), clinical career (F=6.26, p=.002), type of duty (t=-3.01, p=.003), salary (F=3.48, p=.033), current position (F=4.66, p=.011), qualification (t=-2.23, p=.023), compassion education experience (t=3.32, p=.001) and workplace (t=-2.46, p=.015). The compassion competence of psychiatric nurses was positively correlated with professional self-concept (r=.57, p<.001) and emotional intelligence (r=.63, p<.001). The significant predictors of compassion competence were self-emotion appraisal (β=.30, p<.001), professional practice (β=.21, p=.007), use of emotion (β=.19, p=.020), clinical career (β=.18, p=.003), workplace (β=.15, p=.010), communication (β=.12, p=.034) and compassion education experience (β=.11, p=.044). The explanatory power of these factors was 48% of the variance.
Conclusion: In order to enhance the compassion competence of psychiatric nurses, it is important to improve emotional intelligence and strengthen professional self-concept. Political efforts of organizations supporting compassionate nursing practice are also necessary.
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Purpose The purpose of this study was to identify the effects of organizational justice, organizational culture and emotional intelligence on intention to stay in reemployed nurses.
Methods: Data were collected from 154 reemployed nurses working in the two university hospitals located in G Province. Data were analyzed using t-test, ANOVA, Pearson’s Correlation Coefficient and Multiple Regression Analysis with SPSS/WIN 25.0.
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PURPOSE The purpose of this study was to identify the roles of empowerment and emotional intelligence in the relationship between job embeddedness and turnover intension among general hospital nurses. METHODS The sample for this study consisted of 224 nurses from four general hospitals of less than 500 beds located in Seoul and Gyunggi Province. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe test, Pearson Correlation and Hierarchical Multiple Regression. RESULTS It was found that: (a) Job embeddedness and emotional intelligence had negative effects on turnover intension; (b) Emotional intelligence moderated the relationship between job embeddedness and turnover intension, but empowerment did not. CONCLUSION Findings indicate a need to reduce the degree of turnover by enhancing job embeddedness among general hospital nurses. Further research needs to be done to refine this study.
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PURPOSE The purpose of this study was to identify the effects of social support and emotional intelligence in the relationship between emotional labor and burnout among clinical nurses. METHODS The sample for this study consisted of 382 nurses from four hospitals located in Seoul or Gyunggi Province. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe test, Pearson Correlation, Hierarchical Multiple Regression, and Path Analysis. RESULTS It was found that: (a) emotional labor had a positive effect on burnout, while social support and emotional intelligence had negative effects on burnout; (b) social support and emotional intelligence moderated the relationship between emotional labor and burnout, and (c) social support mediated the relationship between emotional labor and burnout, whereas emotional intelligence did not. CONCLUSION The results of the study indicate that high levels of support had a buffering effect and mitigated the negative effects of the emotional labor on burnout. Therefore, strategies to enhance social support for nurses are needed and further research needs to be done to refine this study.
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PURPOSE This study was done to identify the relationship between emotional intelligence (EI) and job stress of clinical nurses in small to medium-sized hospitals. METHODS Data were collected from a convenience sample of 152 nurses working in 4 local public hospitals in one district. EI was measured with the scale developed by Law, Wong, & Song (2004), and job stress with the scale by Choi, Kang, & Woo (2006). Data were analyzed with PASW (SPSS) 18.0, using descriptive statistics, t-test, ANOVA, Scheffe' test, Pearson correlation coefficients, and multiple regression. RESULTS There were significant differences in EI according to work time, in self-emotional appraisal according to salary, in regulation of emotion according to marital status, age, work time, and salary. There were also significant differences in job stress including somatization, depression and anger according to marital status, work time, and salary. Correlation between EI and job stress was negative. EI explained 17.3% of variance in job stress. CONCLUSION The findings indicate that to decrease job stress, nursing managers need to develop EI, especially self-emotional appraisal and regulation of emotion for nurses in their twenties and for unmarried nurses.
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PURPOSE The purpose of this study was to identify the influence of clinical nurse specialists' emotional intelligence on their organizational commitment and turnover intention. METHODS A descriptive study with second data analysis was conducted with permission. The original data was from the policy research on the status of clinical nurses with extended role hosted by the Hospital Nurses Association in 2007. RESULTS The mean score of emotional intelligence, organizational commitment, turnover intention were 58.66 (+/-6.63), 46.71 (+/-3.54), 12.87 (+/-3.98) respectively. Emotional intelligence had 40% positive influence on organizational commitment (F=50.58, p<.01, adj.R2=.16) and 24% negative influence on turnover intention (F=16.68, p<.01, adj.R2=.06). CONCLUSION The results recommend to develop a program that enhances clinical nurse specialists' emotional intelligence. The program could be utilized as an institutional retention strategy to increase clinical nurse specialists' organizational commitment and decrease their turnover intention.
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PURPOSE This study was to investigate the relationship among emotional intelligence, self-efficacy and job stress of nurses. METHOD Data was collected from convenient sample of 265 nurses who work for a university hospital in a city. The Questionnaire measured the level of emotional intelligence, self-efficacy and job stress of nurses. The data were analyzed using descriptive statistics, t-test, ANOVA, scheffe' test, pearson's correlation coefficient and hierarchical multiple regression. RESULT The mean score of emotional intelligence was 3.41(+/-.37), self-efficacy was 3.27(+/-.45) and job stress was 3.35(+/-.65). There were significant differences on self-efficacy according to age, marital status and education level. And there were significant differences on job stress according to age, working unit. It was a significant positive correlation between emotional intelligence and self-efficacy. The emotional intelligence and self-efficacy were significantly negative correlation with job stress. The emotional intelligence explained 24.8% of self-efficacy and 1.9% of job stress and self-efficacy explained 2.7% of job stress. And the self-efficacy was showed a mediate variable between emotional intelligence and job stress. CONCLUSION To decrease job stress, nursing managers ought to develop the emotional intelligence and self-efficacy of nurses, reinforce as a mediating role between emotional intelligence and job stress.
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