护理专业学生情绪智力现状及分析

目的了解护理专业在校学生的情绪智力状况。方法采用问卷调查法对两所学校护理专业不同学历层次学生的情绪智力进行了调查。结果收回有效问卷233份,护理专业学生的情绪智力总体水平不高,情绪智力得分上,专科护生得分最高,本科护生次之,中专护生最低（P〈0．01）。结论应加强护生情绪智力的培养。     

Emotional intelligence and nursing: An integrative literature review

Aim

The purpose of this paper is to present findings of an integrative literature review related to emotional intelligence (EI) and nursing.

Background

A large body of knowledge related to EI exists outside nursing. EI theory and research within nursing is a more recent phenomenon. A broad understanding of the nature and direction of theory and research related to EI is crucial to building knowledge within this field of inquiry.

Method

A broad search of computerized databases focusing on articles published in English during 1995–2007 was completed. Extensive screening sought to determine current literature themes and empirical research evidence completed in nursing focused specifically on emotional intelligence.

Results

39 articles are included in this integrative literature review (theoretical, n = 21; editorial, n = 5; opinion, n = 4 and empirical, n = 9). The literature focuses on EI and nursing education, EI and nursing practice, EI and clinical decision-making, and EI and clinical leadership. Research that links EI and nursing are mostly correlation designs using small sample sizes.

Conclusion

This literature reveals widespread support of EI concepts in nursing. Theoretical and editorial literature confirms EI concepts are central to nursing practice. EI needs to be explicit within nursing education as EI might impact the quality of student learning, ethical decision-making, critical thinking, evidence and knowledge use in practice. Emotionally intelligent leaders influence employee retention, quality of patient care and patient outcomes. EI research in nursing requires development and careful consideration of criticisms related to EI outside nursing is recommended.     

护士长情绪智力、自我效能与其领导行为的相关性研究

目的：探讨护士长情绪智力、自我效能与其领导行为的相关性。方法：随机抽取118名护士长作为研究对象,分别调查其情绪智力、自我效能及领导行为,并分析其相关性。结果：118名护士长情绪智力平均分为5.02分,自我效能平均分为29.06分,领导行为评分中工作绩效职能分为34.22分,职能分为33.78分,情绪智力、自我效能与其领导行为均存在相关性。结论：护士长的情绪智力、自我效能会影响其领导行为和管理能力,应注重培养和提高。     

Exploring leadership capability and emotional intelligence as moderators of workplace bullying

Aim This study aimed to explore the potential for emotionally intelligent leadership as a way to mitigate bullying behaviour within nursing workplace environments. Background As the body of evidence about bullying continues to grow there is an increasing need for researchers to direct their attention to developing theoretical frameworks that explain how bullying and victimization occur, and the types of strategies that may address the problem. Evaluation The narrative synthesis of the literature presented in this paper is forwarded as supporting the need for strengthening leadership capability, especially those capabilities associated with emotional intelligence, as a means of diminishing experienced bullying within nursing. Key issues Stemming from our expanding understandings about bullying is an appreciation of the range of factors within organizations that influence the occurrence of bullying, and an awareness of the need to understand the expression, experience and management of emotions in the workplace. Conclusions While both leadership and emotional intelligence capabilities offer real potential to mitigate bullying behaviour, disparity exits between clinical and managerial nurses toward preferred leadership styles and emotional intelligence is open to challenges towards its content validity. Implications for nursing management Nursing management is challenged to build upon procedural responses to bullying to include a ground up approach to leadership enhancement capability, better responses to emotions in the workplace and supporting the interpersonal and intrapersonal capabilities of the nursing workforce.     

Examining the Relationship between Emotional Intelligence,Leadership Attributes and Workplace Experience of Australian Chief Radiographers

IntroductionEmotional intelligence (EI) is a person's ability to control their emotions and be empathetic and it influences how a person interacts with others. EI has been linked to strong job performance parameters such as leadership, and is an important attribute for health leaders, including chief radiographers. This study aimed to investigate the relationship between EI scores and leadership attributes of Australian chief radiographers.MethodsA pilot study with a cross-sectional survey design was used. A convenience sample of potential participants (n = 70) were contacted and given unique codes to access the United Kingdom's National Health Service Leadership Self-Assessment Tool (LSAT) and the Trait-EI Questionnaire Short-Form (TEIQue-SF). Demographic information was collected on age, years of experience, and hospital size. In total, 22 chief radiographers from NSW and Victoria from a variety of medical imaging departments completed the TEIQue-SF, and 18 completed both questionnaires. Spearman's rank-order correlation and Kruskal-Wallis H test were used for analysis.ResultsChief radiographers from larger hospitals (>500 beds, n = 6) had lower scores for the TEIQue-SF sociability factor than smaller hospitals (P = .057; n = 22). Chief radiographers with <10 years' experience (n = 6) had higher scores for the LSAT “Developing Capability” dimensions than those with more experience (P = .043; n = 18).ConclusionsThis study demonstrated relationships between years of experience, hospital size, EI, and leadership behaviours of Australian chief radiographers. Overall, increasing years of experience as a chief radiographer was associated with a reduction across some EI and LSAT factors. The findings could be used as a starting point to provide increased support to senior leaders of the profession to aid leadership and job performance.     

Knowledge about cervical cancer screening among family physicians: cross-sectional survey

Background  Cervical cancer (CC) is an important public health problem worldwide. In Mexico, there has been a National Cervical Cancer Screening Program (NCCSP) since 1974. Mexican Social Security Institute attended Mexican workers and family physicians are responsible of the primary care of patients.
Objective  To evaluate knowledge about the aetiology and prevention of CC among family physicians working in Yucatan, Mexico, at Mexican Social Security Institute.
Methods  A questionnaire was applied to 187 family doctors. Self-administer questionnaire with 10 item previously used by ours and other researchers, was used for the evaluation. Each correctly answered item was given a point. The maximum grade was 10 and the minimum 0.
Results  The knowledge mean was 6.93 points. Fewer than 50% knew what to do with women who are human papillomavirus (HPV) positive without a precancerous cervical lesion and the appropriate age range for Pap smears. A total of 61.1% identified CC as an important health problem in Mexico; however, 95.1% identified CC as a preventive cause of deaths among Mexican women and recognized that HPV is the main CC aetiological agent, and 90.3% mentioned the Pap smear as the main method of diagnosis of CC.
Conclusion  The family doctors need to have an adequate knowledge of the practical elements of the NCCSP to give an efficient attention to their patients.     

The state of the science of emotional intelligence related to nursing leadership: an integrative review

akerjordet k. & severinsson e. (2010) Journal of Nursing Management 18, 363–382
The state of the science of emotional intelligence related to nursing leadership: an integrative review Aim To explore the state of the science of emotional intelligence (EI) related to nursing leadership and its critiques. Background The phenomenon of EI has emerged as a potential new construct of importance for nursing leadership that enhances educational, organizational, staff and patient outcomes. Nevertheless, important questions and critical reflections related to exaggerated claims, conceptualizations and measurements exist. Method A literature search was conducted using international databases covering the period January 1999 to December 2009. A manual search of relevant journals and significant references increased the data. Results Critical reflection seems to be associated with the unsubstantiated predictive validity of EI in the area of nursing leadership. In addition, important moral issues are called into question. Conclusions It is important to possess in-depth knowledge of EI and its scientific critique when integrating the concept into nursing research, education and practical settings. More attention to the nature of emotion in EI is necessary. Implications for nursing leadership The dynamics of EI should be explored in the context of both the surrounding environment and individual differences, as the latter can be adaptive in some settings but harmful in others.     

Emotional intelligence: its relationship to stress, coping, well-being and professional performance in nursing students

Emotional intelligence (EI) has been highlighted as an important theoretical and practical construct. It has the potential to enable individuals to cope better and experience less stress thus contributing to a healthy and stable workforce. The study aimed to explore the EI of nursing students (n=130, 52.0%) and its relationship to perceived stress, coping strategies, subjective well-being, perceived nursing competency and academic performance. Students were on the adult pathway of a nursing diploma or degree programme in one Higher Education Institution (HEI) in the United Kingdom (UK). A prospective correlational survey design was adopted. Three methods of data collection were used: i) A self-report questionnaire; ii) an audit of students' academic performance; and iii) mapping of EI teaching in the curricula. Emotional intelligence was positively related to well-being (p<0.05), problem-focused coping (p<0.05) and perceived nursing competency (p<0.05), and negatively related to perceived stress (p<0.05). The findings suggest that increased feelings of control and emotional competence assist nursing students to adopt active and effective coping strategies when dealing with stress, which in turn enhances their subjective well-being. This study highlights the potential value of facilitating the EI of students of nursing and other healthcare professions.     

护士情绪劳动与情绪智力的相关性分析

目的 调查护士情绪劳动表现策略与情绪智力现状,并探讨两者之间的相互关系.方法 采用情绪工作问卷(ELS)及情绪智力量表(EIS)对341名护士进行调查,并对结果进行分析.结果 在情绪劳动方面,护士倾向于运用自然表现,而较少运用表面表现策略;护士理解、调控情绪能力较强(P＜0.01),感知情绪能力较弱(P＜0.01);情绪智力对自然表现和深层表现具有较高的预测力(P＜0.01),而与表面表现无显著关联(P＞0.05).结论 护士的情绪智力与情绪劳动不同表现策略之间的相关性不同,提高护士的情绪智力水平可以增加自然表现和深层表现的运用.     

Shared leadership and group identification in healthcare: The leadership beliefs of clinicians working in interprofessional teams

Despite the proposed benefits of applying shared and distributed leadership models in healthcare, few studies have explored the leadership beliefs of clinicians and ascertained whether differences exist between professions. The current article aims to address these gaps and, additionally, examine whether clinicians’ leadership beliefs are associated with the strength of their professional and team identifications. An online survey was responded to by 229 healthcare workers from community interprofessional teams in mental health settings across the East of England. No differences emerged between professional groups in their leadership beliefs; all professions reported a high level of agreement with shared leadership. A positive association emerged between professional identification and shared leadership in that participants who expressed the strongest level of profession identification also reported the greatest agreement with shared leadership. The same association was demonstrated for team identification and shared leadership. The findings highlight the important link between group identification and leadership beliefs, suggesting that strategies that promote strong professional and team identifications in interprofessional teams are likely to be conducive to clinicians supporting principles of shared leadership. Future research is needed to strengthen this link and examine the leadership practices of healthcare workers.     

护士情绪劳动与情绪智力的相关性分析

目的调查护士情绪劳动表现策略与情绪智力现状，并探讨两者之间的相互关系。方法采用情绪工作问卷（ELS）及情绪智力量表（EIS）对341名护士进行调查，并对结果进行分析。结果在情绪劳动方面，护士倾向于运用自然表现，而较少运用表面表现策略；护士理解、调控情绪能力较强（P〈0．01），感知情绪能力较弱（P〈0．01）；情绪智力对自然表现和深层表现具有较高的预测力（P〈0．01），而与表面表现无显著关联（P〉0．05）。结论护士的情绪智力与情绪劳动不同表现策略之间的相关性不同，提高护士的情绪智力水平可以增加自然表现和深层表现的运用。     

聘用护士情绪智力与情绪劳动表现策略的相关性分析

目的 探讨聘用护士情绪智力及其与情绪劳动表现策略之间的相互关系,为护理管理者制定针对性改进措施提供依据.方法 采用情绪智力量表、情绪劳动量表对286名聘用护士进行调查.结果聘用护士在情绪劳动中采用的表现策略依次为自然表现（3.741±0.632）分、深层表现（3.436±0.634）分、表面表现（2.634±0.548）分;不同情绪智力水平的护士,其自然表现和深层表现得分差异有统计学意义（P〈0.01）;相关分析显示：情绪智力水平与自然表现和深层表现呈正相关,而与表面表现无关联.结论 提高聘用护士的情绪智力水平,可以增加自然表现和深层表现的运用.     

Frequency and nature of problems associated with sickness certification tasks: a cross-sectional questionnaire study of 5455 physicians

Objective

To study the frequency and nature of problems associated with physicians’ sickness certification practices.

Design

Cross-sectional questionnaire study.

Setting

Stockholm and Östergötland Counties in Sweden.

Subjects

Physicians aged ≤64 years, n =7665, response rate 71% (n =5455).

Main outcome measures

The frequency of consultations involving sickness certification, the frequency and nature of problems related to sickness certification.

Results

A total of 74% (n =4019) of the respondents had consultations including sickness certification at least a few times a year. About half of these physicians had sickness certification cases at least six times a week, and 1 out of 10 (9.4%) had this more than 20 times a week. The items that the highest percentage of physicians rated as very or fairly problematic included: handling conflicts with patients over certification, assessing work ability, estimating optimal length and degree of absence, and managing prolongation of sick leave initially certified by another physician. There were large differences in frequency and nature of problems between different types of clinics/practices. General practitioners had the highest frequency of problems concerning sickness certification while the lowest was found among specialists in internal medicine and surgery.

Conclusion

Sickness certification should be recognized as an important task also for physicians other than general practitioners. The physicians experienced problems with numerous tasks related to sickness certification and these varied considerably between types of clinics. The high rate of problems experienced may have consequences for the physicians’ work situation, for patients, and for society.     

Impact of leadership development on emotional health in healthcare managers

lee H ., spiers J.A. , yurtseven O. , cummings G.G. , sharlow J. , bhatti A. & germann P . (2010) Journal of Nursing Management 18, 1027–1039
Impact of leadership development on emotional health in healthcare managers Aim To examine the effects of a Leadership Development Initiative (LDI) on the emotional health and well-being among five levels of healthcare managers. Background Increasingly dynamic, demanding healthcare environments result in highly stressful work atmospheres. Methods Using quasi-experimental and mixed methods, we used regression on pre- and post-LDI survey data with 86 managers, and individual/focus group interview data for focused ethnographic analysis. Results An increasing trend was observed in self-assessed leadership practices after the LDI with a significant increase in ‘inspiring a shared vision’ (P < 0.01). However, a non-significant decreasing trend in areas of work life and a non-significant increase in cynicism (P = 0.14) was observed. Before the LDI, participants’ self-assessment of their practice to ‘enable others to act’ was negatively related to emotional exhaustion (P < 0.01). Both before and after the LDI, ‘modelling the way’ was significantly related to professional efficacy (P < 0.01 pre; P <0.05 post). Post-LDI, ‘inspiring a shared vision’ was negatively (P < 0.01) and ‘enabling others to act’ was positively (P < 0.05) related to cynicism. Conclusion The LDI provided opportunities for healthcare managers to connect, strengthen leadership and social support networks and manage burnout. Implications for nursing management Transformational leadership practices may influence managers’ emotional health. Senior administrative support and communicating the structure and vision of developmental initiatives may help to achieve realistic expectations.