The Mediating Effect of Emotional Intelligence on the Relationship between Emotional Labor and Psychological Well-being of Clinical Nurses

Effects of General Characteristics, Emotional Labor, Empathy Ability, and Wisdom on the Psychological Well-Being of Female Caregivers Visiting the Homes of Vulnerable Care Recipients and the Elderly

The purpose of this study is to analyze how general characteristics, emotional labor, empathy ability, and wisdom affect the psychological well-being of female caregivers. The research design is a descriptive correlational study. Data were collected using a self-report questionnaire, and analyzed using the SPSS Windows 27.0 program for hierarchical regression analysis. The results showed that there were differences in psychological well-being according to the work experience, education, and monthly income of 129 participants. In the analysis of the factors affecting the participants' psychological well-being, model 1 showed 18.9% explanatory power with educational experience (ß = -0.23, p = 0.012) and monthly income (ß = 0.25, p = 0.007). In model 2, educational experience (ß = -0.23, p = 0.004), monthly income (ß = 0.20, p = 0.017), and emotional labor (ß = -0.41, p < 0.001) were the affecting factors, and the explanatory power increased by 16.1%, showing 35.0% overall. In model 3, educational experience (ß =-0.28, p < 0.001), emotional labor (ß = -0.35, p < 0.001), empathy ability (ß = 0.23, p = 0.001), and wisdom (ß = 0.52, p < 0.001) were the affecting factors, and the explanatory power increased by 36.9%, showing 71.9% overall. To enhance the psychological well-being of the participants, the head of the caregiving center should consider the education and income of caregivers. The center should also operate programs and prepare policies to reduce emotional labor and enhance empathy ability and wisdom.

Team Autonomy and Organizational Support, Well-Being, and Work Engagement in the Spain Computer Consultancy Industry: The Mediating Effect of Emotional Intelligence

The aim of this paper is to analyze the impact of autonomy at work and organizations’ support for their employees on employee well-being and, ultimately, their commitment to their work, and how employees’ emotional intelligence mediates between these constructs. We distributed a 5-point Likert scale questionnaire among professionals from different companies in the IT consultancy sector in Spain. The data collected were analyzed using the PLS-SEM (partial least squares structural equation modeling) technique in the SmartPLS software. The analysis of the data collected shows that there is indeed a positive relationship between job autonomy and the organizational support received by workers and their well-being, as well as between the well-being of workers and their commitment to work. Likewise, the mediation effect of emotional intelligence between job autonomy and organizational support and the well-being of workers is also evident. We can conclude that improving the autonomy and support given by organizations to their employees would have a beneficial effect on the well-being and work engagement of employees.

Effects of the Anger Management Program for Nurses

PURPOSE

The purpose of this study was to examine the effects of an anger management program on anger, job stress, psychological well-being, and heart rate variability in clinical nurses.

METHODS

A quasi-experimental study was conducted using a nonequivalent control group, pre-test-post-test design with repeated measures. The participants included 43 nurses assigned to the experimental and control groups. Anger, job stress, psychological well-being, and heart rate variability were evaluated before the intervention, immediately after the completion of the intervention, and four weeks after the end of the intervention. Chi-square test, t-test, Fisher's exact test, and GEE (Generalized Estimating Equations) were used to analyze the data.

RESULT

There were significant differences in the level of anger, state anger, job stress, and psychological well-being between the two groups. The rate of change in the total power (TP) and the high-frequency band (HF) of the experimental group increased immediately after the intervention completion but that of the control group decreased at the same time.

CONCLUSION

The above results demonstrate that an anger management program for nurses effectively attenuated anger and job stress, improved psychological well-being, and regulated heart rate variability.

A predictive model on the hospital nurses' psychological well-being

PURPOSE

The purpose of this study is to test a structural model that analyzes and comprehensively identifies the factors that affect the psychological well-being of hospital nurses, and to reveal the direct and indirect relationships among the factors.

METHOD

The subjects of this study were 217 nurses working in four advanced general hospitals in Metropolitan City B and Province G with at least one experience of job rotation. Data were analyzed using SPSS 21.0. The characteristics of subjects and the reliability of the research tools were analyzed through descriptive statistics, a t-test, an analysis of variance, and correlation analyses on the research variables. A confirmatory factor analysis was performed using AMOS 21.0 to verify the fitness of the hypothetical model and hypothesis.

RESULTS

The test of fitness of the hypothetical model yielded χ² = 152.14, df = 72, χ² /df = 2.11, goodness of fit index = .97, adjusted goodness of fit index = .91, normed fit index = .95, comparative fit index = .98, root mean square = .02, and root mean square error of approximation = .01, which showed that the model had a good fit and explained 63.0% of the variance in psychological well-being. The hypothesis of the study was verified: Nurses' job rotation stress has indirect effect on psychological well-being through self-efficacy, social support, optimism, and coping strategies.

CONCLUSION

A practical method that can promote self-efficacy, social support, optimism, and stress-coping strategies must be established to improve the psychological well-being of hospital nurses based on this research.

Role of Coping Styles in the Relationship Between Nurses' Work Stress and Well-Being Across Career

OBJECTIVES

This study examines the mediating role of stress coping styles-problem-focused coping and emotion-focused coping-on the relationship between work stress and psychological well-being in clinical nurses according to career experience.

METHODS

A cross-sectional survey design was used. Data were collected from February to March 2016. The study population was composed of 399 nurses working at two university hospitals with over 500 beds located in Seoul and Gyeonggi-do in South Korea. Self-report questionnaires were administered to measure work stress (Work Stress Scale), stress coping styles (Korean version of The Ways of Coping Checklist Scale), and psychological well-being (Ryff's Psychological Well-being Scale). A multiple-group path analysis was performed using SPSS version 21.0.

RESULTS

In the path model analysis (N = 399), work stress directly influenced psychological well-being. Both problem-focused coping and emotion-focused coping were indirectly influenced in the relationship between work stress and psychological well-being. In the group of nurses with 3 years or less of career experience (n = 202), work stress was significantly related to psychological well-being. Only emotion-focused coping exerted a partial mediating effect on the relationship between work stress and psychological well-being. On the other hand, in the group of nurses with over 3 years of career experience (n = 197), work stress was not significantly related to psychological well-being. Both problem-focused coping and emotion-focused coping exerted a full mediating effect on the relationship between work stress and psychological well-being.

CONCLUSIONS AND CLINICAL RELEVANCE

This study's path analysis displayed a distinct pathway in the relationships among work stress, stress coping styles, and psychological well-being between nurses with 3 years or less and nurses with over 3 years of experience. The intervention with decreasing work stress and emotion-focused coping could be effective for nurses with less career experience, whereas the intervention with focusing on improving emotion- and problem-focused coping could be effective for nurses with more career experience. The practical implications of the results suggest that nurses need different stress management programs according to their career experience, as the appropriate use of stress coping styles would improve the psychological well-being of nurses as influenced by their work stress.