Psychiatric nurses should play a vital role in reshaping the inappropriate cultural view about mental illness.

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An analysis of the relationship between emotional intelligence and conflict management styles, will assist management in initiating a tailor-training program to improve the abilities to manage conflict management. This article is protected by copyright. All rights reserved.

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Aims This study aimed to examine the relationship between Emotional intelligence (EI) and intent to stay and to identify their correlates among nurses. Background EI plays a significant role in nurses’ practice, relationships, behaviours and decisions. Methods A descriptive, cross‐sectional study was conducted with a sample of 280 registered nurses working in a public, a private and a university hospital in Jordan. A self‐administered questionnaire was used to collect data from the participants. Results EI was significantly correlated with nurses’ intent to stay (r = .427, p < .01). Some of the nurses’ socio‐demographic and work‐related characteristics were found to predict EI and intent to stay. Conclusion The findings of the study came with a supportive knowledge about the positive impacts of EI on nurses’ intent to stay. Improving both EI and intent to stay among nurses is important because it could have positive effects on organisations’ decisions, policymaking process, quality of care, employee commitment and satisfaction. Implications for Nursing Management Nurse managers should pay attention to the EI of nurses during recruitment considering various determinants of EI identified in the current study. Additionally, nurse managers might want to strengthen factors associated with more stay intent among their staff.

The results of this first review on the topic provide preliminary support for the efficacy of MBIs for supporting parents of children with disabilities.

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Introduction: Empowering nurses is essential for improving work outcomes, and understanding the role of structural and psychological empowerment in supporting nurses’ work motivation and occupational mental health are essential to stimulate nurses’ productivity and preserve their mental health. Objectives: To evaluate nurses’ perspectives about the levels of structural and psychological empowerment in their working areas. Additionally, to evaluate nurses’ motivation and occupational mental health, and to predict the nurses’ motivation and occupational mental health through structural and psychological empowerment. Methods: A descriptive correlational design and quota sampling were used. Two hundred registered nurses were recruited from two hospitals in Jordan. Data were collected using four valid and reliable self-report questionnaires. Results: Nurses who participated in this study were young and have an average total experience in nursing of fewer than 10 years. Nurses in this study reported a moderate level of structure empowerment and a low level of psychological empowerment. Significant positive relationships were documented between both structural, psychological empowerment, and nurses’ work motivation ( r = 0.85), ( r = 0.83) respectively. A significant negative relationship found between both structural, psychological empowerment, and nurses’ occupational mental health ( r = −0.31), ( r = −0.29) respectively. Conclusions: The levels of nurses’ work motivation and occupational mental health can be predicted through the levels of structural and psychological empowerment. The higher workplace empowerment was associated with increased work motivation, as well as reduced the feeling of occupational stress among nurses. Thus, administrators should invest in fostering structural and psychological empowerment in the work environment.