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Emotional intelligence (EI) is increasingly recognized as a key factor in healthcare, where managing emotions is vital for job satisfaction, productivity, and interpersonal relationships. For nurses, particularly during the COVID-19 pandemic, EI plays a pivotal role in navigating emotional challenges and improving their quality of work life (QoWL). This study examined how EI moderates the relationship between nurses' preparedness to care for COVID-19 patients and their QoWL. A cross-sectional, correlational design was used, involving 267 nurses from various healthcare settings. Data were collected through the Emotional Intelligence Scale, the Quality of Nursing Work Life survey, and demographic questionnaires. The sample was predominantly female (94.4%), with a mean age of 37.47 years (SD = 8.09) and an average of 8.43 years of experience (SD = 6.33). Most nurses (87.3%) attended COVID-19-related workshops, with 76.4% feeling prepared to care for COVID-19 patients. Emotional intelligence levels were high, with 93.6% of nurses reporting good personal competence and 85.4% reporting good social competence. Descriptive results showed that 71% of nurses perceived their QoWL as good, while 29% rated it as fair. Pearson correlation analysis revealed significant positive correlations between both personal competence (r = 0.33, p < 0.001) and social competence (r = 0.34, p < 0.001) with QoWL, but preparedness to care for COVID-19 patients did not correlate significantly with either EI or QoWL. Hierarchical regression analysis demonstrated that, although nurses' preparedness alone did not predict QoWL (β = 0.034, p = 0.57), including emotional intelligence as a moderator explains 41% of the variance in QoWL. Both personal (β = 0.578, p < 0.001) and social competence (β = 0.665, p < 0.001) components of EI had significant buffering effects on the relationship between preparedness and QoWL. These findings suggest that fostering EI in nurses can enhance their resilience and improve their work life quality, particularly in high-stress healthcare environments like those experienced during the pandemic. [ABSTRACT FROM AUTHOR]

Background: Intensive care units (ICUs) have been overwhelmed by the increasing number of coronavirus disease 2019 (COVID‐19) cases, causing psychological burdens, stress, and various types of conflict among nurses. Aim: To examine the occurrence, type, and intensity of conflict and preferred management styles among ICU nurses during the COVID‐19 pandemic. Study Design: This cross‐sectional descriptive study was conducted in a government hospital in Saudi Arabia using a convenience sample of 95 nurses from three ICUs. Data were collected using an e‐questionnaire comprising the Nursing Conflict Scale, Rahim Organizational Conflict Inventory‐II, and sociodemographic variables. Results: Most participants reported exposure to moderately (64.2%) or highly (34.79%) intense conflict during the pandemic. The competitive (2.23 ±.472) and intragroup (2.23 ±.385) types of conflict were the most frequently reported. The preferred conflict management style was collaborating (21.85 ± 5.49), followed by accommodating (18.39 ± 4.03). Pearson's correlation analysis showed that age, years of experience, and education were significantly associated with conflict type and management style. Preparedness to care for suspected or confirmed COVID‐19 cases was associated with interpersonal conflict (r =.20, p =.04). Conclusions: The participants experienced moderate‐ to high‐intensity conflict; however, they employed constructive rather than destructive management styles. Relevance to Clinical Practice: Nurse leaders, policymakers, and educators must initiate transformational intervention programmes to enhance and sustain nurses' competencies in constructive conflict management strategies. Interpersonal communication and crisis management training programmes should be formulated to raise nurses' awareness and enhance their competencies vis‐à‐vis taking a positive approach to overcoming various conflict types and levels, particularly during crises. [ABSTRACT FROM AUTHOR]

Background: Coronavirus disease (COVID-19) has caused one of the worst global pandemics in recent decades. It has disrupted education systems worldwide, leading to a forced shift from traditional face-to-face to blended or fully distanced learning, requiring a higher level of student readiness for self-directed learning (SDL) and a more internal locus of control (LOC). Objective: This study explored the relationship between locus of control and level of readiness for SDL among Saudi nursing students and whether the COVID-19 pandemic has impacted this relationship. Methods: A cross-sectional correlational descriptive study was conducted to survey 277 Saudi nursing students enrolled in the bachelor program at one of the reputable universities in Saudi Arabia. An E-questionnaire containing two scales, the Self-Directed Learning Readiness Scale for Nursing Education, and the Locus of Control Scale, was used to collect data in addition to the selected participants' characteristics. Results: Nursing students had a moderate-to-low level of readiness for SDL (mean = 144.0), and the majority had an external LOC. There was a significant association between locus of control and level of readiness for self-directed learning (r = 0.19 *, p = 0.001), and the internal locus of control was more significantly associated with self-directed learning (r = 0.22 *, p = 0.0001) than with external locus of control. Conclusion: The study findings indicate a propensity of respondents indicating an external locus of control, whereas most of the respondents' reported levels of readiness ranged between low and moderate across all dimensions of self-directed learning. This study was not registered. [ABSTRACT FROM AUTHOR]

Background: Healthcare organizations have a dynamic work-environment that changes constantly. This study aimed to explore whether there is a relationship between work-environment uncertainty and nurses' readiness to participate in organizational change. Methods: A cross-sectional study was conducted at two tertiary hospitals. The sample size was 222 nurses. A self-report questionnaire was adopted, translated to Arabic, and used for collecting data; it consists of three scales, personal data sheet, organizational readiness for implementing change scale, and perceived environmental uncertainty in hospitals scale. Descriptive statistics t-test and analysis of variance were used to analyze the data. Results: The level of agreement with the change efficacy statements with the total mean percentage of nurses' readiness for organizational change (change efficacy) was 67.0%, and it was slightly higher than the commitment statements, in which the total mean percentage of nurses' readiness for organizational change (change commitment) was 64.2%. In addition, one of the workenvironment uncertainty dimensions, which is the individual attribute (need for information), positively correlated with the organizational readiness to change. Conclusions: The organizational readiness to implement organizational change is high. Environmental complexity was highly perceived among nurses as one of the work-environment uncertainty dimensions. An organizational environment considering employee characteristics must be developed to improve their knowledge, skills, and attitude to adapt to change and uncertainty. [ABSTRACT FROM AUTHOR]

This study explored the levels of work engagement and identified whether personal and job-related factors influenced the work engagement dimensions of vigor, dedication, and absorption of nurses working in a Saudi hospital. A descriptive, cross-sectional correlational survey of nurses in inpatient wards (general medical, surgical, and specialized wards) and critical care units in a tertiary hospital in Saudi Arabia, using The Utrecht Work Engagement Scale. Using a self-report questionnaire, 426 staff nurses and 34 first-line nurse managers were surveyed. Data collected consisted of selected personal and professional factors, including gender, age, education, current work setting, years of experience, nationality, and participation in committees, and/or work teams alongside the 17-item version of the UWES. The study participants showed high levels of work engagement. Age, years of experience, and participation in committees were significantly associated with work engagement. Nurses who were older, possessed more experience, and participated in committees showed higher levels of engagement. Healthcare organizations and their leaders, policymakers, and strategic planners should create a conducive work environment that supports the work engagement of nurses by considering the influencing antecedents. The nursing profession, patients' safety issues, and vital economic problems are the fundamental issues facilitated by the creation of practice environments that entirely engage nurses in their work. [ABSTRACT FROM AUTHOR]