The Influence of Emotional Intelligence on the Work Engagement of Clinical Leadership: Resilience as a Moderator

Danquah, Emelia

doi:10.1080/00185868.2021.1922113

Cited by 7 publications

(11 citation statements)

References 21 publications

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“…Gratitude was placed as moderating variable in the relationship between happiness and resilience (Llenares et al, 2020). Resilience was placed as moderating variable in the relationship between emotional intelligence and work engagement (Danquah, 2021). Another study found an indirect effect between resilience and work engagement mediated by positive affect (Wang et al, 2017).…”

Section: Discussionmentioning

confidence: 96%

Gratitude and work engagement: The mediating role of employee resilience

Wiroko

Sugiharti

2022

INSPIRA: Indonesian J. Psy. Res.

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This study explores the relationship between perceived gratitude and work engagement in Indonesia and examines whether employee resilience mediates the relationship between perceived gratitude and work engagement. This study utilizes an online self-administered questionnaire that includes established measures associated with perceived gratitude, employee resilience, and work engagement–in addition to various demographic questions. The study sample consists of 205 respondents working as merchandisers in Fast Moving Consumer Goods (FMCG) field under outsourcing companies. This study applies a mediation model in Hayes Process to examine the data. The findings suggest that perceived gratitude is positively related to employee resilience, while employee resilience is positively associated with work engagement. In addition, employee resilience mediates the relationship between perceived gratitude and work engagement. Based on the findings, outsourcing companies are encouraged to deliver workplace-perceived gratitude training to make their employees psychologically resilient, leading to more engagement at work. The present study’s findings contribute to the literature on work engagement by explaining how perceived gratitude as a bottom-up strategy can help employees be more engaged in their work.

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Section: Discussionmentioning

confidence: 96%

Gratitude and work engagement: The mediating role of employee resilience

Wiroko

Sugiharti

2022

INSPIRA: Indonesian J. Psy. Res.

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“…With the increasing urgency to improve the efficiency and effectiveness of care, effective nursing leadership is warranted 4 11–17. Clinical leaders can be found in various healthcare settings,4 most often at the highest clinical level, but they are uncommon at the top executive level 6–9 18–24.…”

Section: Introductionmentioning

confidence: 99%

“…Until fairly recently, clinical leadership in nursing has tended to focus on nursing leaders in senior leadership positions, ignoring nurse managers in clinical positions 8. There has been significant growth in research exploring clinical leadership from a nursing perspective 4 8 9 14–17 24 26–32. A new leadership theory, ‘congruent leadership’, has emerged, claiming that clinical leaders acted on their values and beliefs about care and thus were followed 6–9 20.…”

Section: Introductionmentioning

confidence: 99%

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Attributes, skills and actions of clinical leadership in nursing as reported by hospital nurses: a cross-sectional study

Mrayyan

Algunmeeyn

Abunab

et al. 2023

leader

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BackgroundResearch shows a significant growth in clinical leadership from a nursing perspective; however, clinical leadership is still misunderstood in all clinical environments. Until now, clinical leaders were rarely seen in hospitals’ top management and leadership roles.PurposeThis study surveyed the attributes and skills of clinical nursing leadership and the actions that effective clinical nursing leaders can do.MethodsIn 2020, a cross-sectional design was used in the current study using an online survey, with a non-random purposive sample of 296 registered nurses from teaching, public and private hospitals and areas of work in Jordan, yielding a 66% response rate. Data were analysed using descriptive analysis of frequency and central tendency measures, and comparisons were performed using independent t-tests.ResultsThe sample consists mostly of junior nurses. The ‘most common’ attributes associated with clinical nursing leadership were effective communication, clinical competence, approachability, role model and support. The ‘least common’ attribute associated with clinical nursing leadership was ‘controlling’. The top-rated skills of clinical leaders were having a strong moral character, knowing right and wrong and acting appropriately. Leading change and service improvement were clinical leaders’ top-rated actions. An independent t-test on key variables revealed substantial differences between male and female nurses regarding the actions and skills of effective clinical nursing leadership.ConclusionsThe current study looked at clinical leadership in Jordan’s healthcare system, focusing on the role of gender in clinical nursing leadership. The findings advocate for clinical leadership by nurses as an essential element of value-based practice, and they influence innovation and change. As clinical leaders in various hospitals and healthcare settings, more empirical work is needed to build on clinical nursing in general and the attributes, skills and actions of clinical nursing leadership of nursing leaders and nurses.

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“…Considerando a sua relevância para a gestão eficaz de uma organização e a crença de que uma liderança emocionalmente inteligente influencia positivamente a equipe e os resultados empresariais, as empresas passaram a priorizar o desenvolvimento da IE de seus colaboradores que ocupavam cargos de liderança (Cobêro et al, 2006). Em paralelo, conforme Vieira- Santos et al (2018) apontam, apesar das fortes críticas atribuídas à área de estudo da IE, principalmente nos seus 15 anos iniciais, o mundo acadêmico tem realizado diversos trabalhos que fornecem fundamentos e respaldo empírico para afirmar que a IE pode ser útil na previsão do desempenho profissional da liderança (Abu Awwad et al, 2020;Alshammari et al, 2020;Baczyńska & Thornton, 2017;Caruso & Salovey, 2007;Danquah, 2021;Han, Kim & Kang, 2017;Waglay et al, 2020).…”

Section: Ie E Liderançaunclassified

Construção E Evidências Iniciais De Validade De Um Instrumento De Inteligência Emocional Para Profissionais Em Atividades De Liderança

ALMEIDA¹

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Emotional Intelligence (EI) is a theme that is gaining more and more space in the corporate world, especially with regard to its evaluation among professionals who occupy leadership positions. However, there are currently no properly validated instruments for this context that specifically assess the EI of leaders. Additionally, considering that this group composes a high-stake sample (i.e. samples that are naturally more focused on having their responses contaminated in order to please the evaluator), the need for an instrument that can have a more precise control of the social desirability bias arises. Therefore, the study aimed to construct and seek initial evidence of validity of the Evaluation of Emotional Intelligence of Leaders (AIEL) scale, a measure that aims to assess four emotional intelligence skills based on the forced choice method. Studies were conducted to search for evidence of contente validity and internal structure through the use of item agreement indices, exploratory factor analysis, confirmatory factor analysis and analyses based on the Thurstonian Item Response Theory (TRI-T). The final version of the instrument was answered by a sample of 215 leaders. After all the analyses performed, 36 items were selected (sociability = 11, well-being = 6, selfcontrol = 10 and emotionality = 9) with factor loadings ranging from 0.387 to 0.902 and an average value of 0.64. The model also presented a good fit. The accuracy of factorial scores was high in all factors, ranging from 0.97 to 0.98. Despite a good internal structure and possibility of use in scientific research, it is worth highlighting some limitations of the AIEL: the sample used was small and there was a high discrepancy of the mean values of social desirability among the items of the triplet blocks. It is suggested to create new items with greater balancing and in quadruple format. Additionally, it is necessary to apply it to larger and more diverse samples, with respondents with different demographic characteristics, to carry out studies about their standardization. It is also suggested to conduct validity studies based on relations with external measures. Finally, it is expected that the present study will contribute to the development of EI measures in the forced choice format specific to the organizational context, thus contributing to the work of the organizational psychologist and the advancement of the Brazilian field of organizational and work psychology, with regard to the creation of more properly validated and suitable instruments for this activity área.

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The Influence of Emotional Intelligence on the Work Engagement of Clinical Leadership: Resilience as a Moderator

Cited by 7 publications

References 21 publications

Gratitude and work engagement: The mediating role of employee resilience

Gratitude and work engagement: The mediating role of employee resilience

Attributes, skills and actions of clinical leadership in nursing as reported by hospital nurses: a cross-sectional study

Construção E Evidências Iniciais De Validade De Um Instrumento De Inteligência Emocional Para Profissionais Em Atividades De Liderança

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