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Background/Objectives: Emotional intelligence may help nurses to cope with demanding work environments where the need to improve the quality and safety of the care provided, as well as the care of the chronically ill, prevails. Although it is well known that emotional intelligence is positively related to work performance, the literature on nurses is limited. The aim of our study was to examine the impact of emotional intelligence on work performance in a sample of nurses in Greece. Methods: We conducted a cross-sectional study with 318 nurses. We collected data from a convenience sample of nurses during January 2024. Since we conducted an online survey through social media, our sample could not be representative of all nurses in Greece. For instance, older nurses may be underrepresented in our study due to limited access on social media. We measured emotional intelligence with the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) and work performance with the Individual Work Performance Questionnaire (IWPQ). We created multivariable linear regression models adjusted for sex, age, educational level, and work experience. We followed the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. Results: We found that the four streams of emotional intelligence (i.e., well-being, self-control, emotionality, sociability) increased nurses' work performance. In particular, we found a positive relationship between well-being and task performance (adjusted beta = 0.210, 95% CI = 0.140 to 0.281, p-value < 0.001) and contextual performance (adjusted beta = 0.135, 95% CI = 0.050 to 0.221, p-value = 0.002). Similarly, there was a positive relationship between self-control and task performance (adjusted beta = 0.136, 95% CI = 0.030 to 0.241, p-value = 0.012). Additionally, sociability increased task performance (adjusted beta = 0.223, 95% CI = 0.151 to 0.295, p-value < 0.001) and contextual performance (adjusted beta = 0.198, 95% CI = 0.111 to 0.286, p-value < 0.001). Moreover, emotionality (adjusted beta = −0.198, 95% CI = −0.319 to −0.076, p-value = 0.002) and sociability (adjusted beta = −0.133, 95% CI = −0.221 to −0.044, p-value = 0.003) reduced counterproductive work behavior. Conclusions: Our multivariable models identified a positive impact of emotional intelligence on nurses' work performance. Nurse managers and healthcare organizations should adopt appropriate interventions to improve nurses' emotional intelligence. Enhancing emotional intelligence among nurses can improve work performance and, thus, healthcare outcomes. Moreover, higher levels of emotional intelligence may empower nurses' compassion and resilience, fostering a supportive work environment. In this context, the well-being of both nurses and patients may improve. [ABSTRACT FROM AUTHOR]

Musculoskeletal disorders (MSDs) present a major occupational health challenge, especially among office workers. Objective: To evaluate the effectiveness of a workplace intervention program for managing MSDs and measure its impact on presenteeism/absenteeism and health status. Methods: This semi-experimental study was conducted between May 2019 and October 2022 in Greece and involved 247 office workers randomly assigned to early and late intervention groups. The intervention included a seminar on ergonomics and proper workstation practices with a demonstration of exercises. Data were collected by the SF-36, the Standardised Nordic, and the Work Productivity and Activity Impairment Questionnaires. Results: In the early intervention group (n = 143), presenteeism significantly decreased (p = 0.045), from a mean value of 0.11 to 0.07, but not absenteeism. Significant improvements were observed in physical (p = 0.007) and mental health (p = 0.012). Reductions in pain were recorded for the neck (p = 0.032), shoulders (p = 0.015), wrists (p = 0.014), upper back, lower back, hips, and knees (p = 0.044 for each). In the late intervention group (n=104), there were no significant changes in absenteeism or presenteeism. Mental health improved significantly (p = 0.008), and reductions in pain were noted for the neck (p = 0.001), wrist (p = 0.0005), and upper back (p = 0.001). Conclusions: This workplace intervention program proved effective both in reducing pain in various body areas and reducing presenteeism, and improved physical and mental health were observed in the intervention groups while absenteeism remained unchanged. [ABSTRACT FROM AUTHOR]

Aim: To examine the health status of immigrants living in Greece and investigate the factors that influence it. Methodology: A cross-sectional study with 1152 immigrants (response rate = 60%) was conducted during April 2013 to March 2014. Regarding the sampling method, as there is no accurate census of immigrants in Greece the snowball sampling was used. Data collection included demographic characteristics, health status, medication and self-reported preventive health examinations of immigrants (blood count, blood pressure, cholesterol, and blood sugar measurement). Results: The majority of immigrants originated from Albania (51.4%), while 52.6% were males with mean age 37.6 years. Of those 63.5% were working, 80.9% had legal documents for living and working in Greece and 58.2% had valid health and social security. Most of the immigrants (66.6%) considered their health as good/very good. Immigrants without health insurance, lower monthly family income and worst self-reported health did not adhere with their medication treatment due to cost. Immigrants with legal documents and health insurance performed more often blood count measurement, blood pressure measurement, cholesterol measurement and blood sugar measurement. Increased monthly family income was also associated with higher probability of blood count measurement. Very poor/poor/average self-reported health and increased age were associated with higher probability of taking medicines for chronic diseases. Conclusions: Self-reported health of immigrants in Greece is good/very good while absence of health insurance and legal documents, lower income and worst self-reported health are associated with worst health outcomes.

This article aims to investigate the reliability and validity of the Trait Emotional Intelligence Questionnaire-Adolescent Short Form (TEIQue-ASF) score in a sample of 440 Greek adolescents. The instrument's score demonstrated good internal consistency and was significantly correlated with core self-evaluations as well with somatic complaints, self-report psychopathology, and personal strengths. It also explained a statistically significant increase in the prediction of outcome variables beyond core self-evaluations. It is concluded that the findings of the present study provide evidence that support the interpretation and use of the TEIQue-ASF score to assess the emotional self-perceptions of Greek adolescents.

Background: Quiet quitting has emerged during the COVID-19 pandemic and its consequences for healthcare organizations and services have been expected. Objective: To identify levels of quiet quitting among clinical nurses in Greece. Moreover, we examined the impact of demographic and job characteristics on quiet quitting. Methods: We conducted an online cross-sectional study in Greece. We collected our data in February 2024. We obtained a convenience sample of nurses who have been working in clinical settings. We used the "Quiet Quitting" Scale (QQS) to measure levels of quiet quitting among nurses in our study. Moreover, we measured gender, age, educational level, job sector, understaffed workplace, shift work, and years of clinical experience. Results: Applying the suggested cut-off point we found that seven out of ten nurses (68.2%, n=620) can be considered as quiet quitters, while three out of ten (31.8%, n=289) can be considered as non-quiet quitters. We found that males experienced higher levels of quiet quitting than females (adjusted coefficient beta = 0.216, 95% CI = 0.093 to 0.339, p-value = 0.001). Additionally, shift workers (adjusted coefficient beta = 0.182, 95% CI = 0.091 to 0.272, p-value < 0.001) and nurses who have been working in understaffed workplaces (adjusted coefficient beta = 0.134, 95% CI = 0.006 to 0.262, p-value = 0.040) showed higher levels of quiet quitting. Decreased years of clinical experience were associated with increased quiet quitting (adjusted coefficient beta = -0.008, 95% CI = -0.012 to -0.004, p-value < 0.001). Conclusions: In our sample, nurses reported high levels of quiet quitting. Gender, shift work, an understaffed workplace, and clinical experience had an impact on quiet quitting. Healthcare organizations and managers should pay attention to quiet quitting in order to improve nurses' productivity and patients' outcomes. [ABSTRACT FROM AUTHOR]

Introduction: Organizational culture is a key issue to improve organizations' effectiveness. Several studies stress the importance of the organizational culture in the health care sector, as it is focusing on the quality of care and patient safety. Aim: This special article explores the relationships between organizational culture, transformational leadership and emotional intelligence. Methods: A review was conducted through databases such as PubMed, ProQuest and Scopus. Results: Organizational culture and transformational leadership are linked to the organizational effectiveness. Transformational leaders are responsible for shaping the organizational culture, as the values adopted by the transformational leader will be more easily adopted by employees, as a positive correlation exists between transformational leadership and organizational culture. Emotional intelligence could play an important role for the development and the improvement of the organizational culture in organizations. Given the positive relationship that exists between emotional intelligence and transformational leadership as well as their positive impact on organizational culture, this can help organizations' ability to change in order to remain competitive. Leaders should evaluate their personal leadership behaviors and adopt transformative elements of leadership and emotional intelligence. The management organization that invests in human capital derives a good organizational culture. Conclusions: Organizational culture, transformational leadership and emotional intelligence may have an important influence to the development of a positive organizational culture in organizations. Leaders have to make frequent evaluations of their leadership style to help their staff to achieve the desired results on organizational culture, transformational leadership and emotional intelligence. [ABSTRACT FROM AUTHOR]

Background: Innovative behavior and innovation support should be measured with valid tools to better understand employees' attitudes. Aim: To translate and validate the "Innovative Behavior Inventory" (IBI) and the "Innovation Support Inventory" (ISI) in Greek. Methods: Our sample included 328 nurses in Greece. We performed our study during April 2024. We employed the forward-backward method to translate and adapt the IBI and the ISI in Greek language. We examined the construct validity of the scales by performing confirmatory factor analysis. We examined the concurrent validity of the scales using the "Quiet Quitting Scale" (QQS) and the single item burnout measure. We examined the reliability of the scales by calculating Cronbach's alpha. Results: IBI and ISI showed very good psychometric properties. Our confirmatory factor analysis confirmed the six-factor structure of the IBI and the three-factor structure of the ISI. Concurrent validity of the Greek versions of IBI and ISI was very good. We found statistically significant correlations between IBI and QQS (r = -0.540, p<0.001), and single item burnout measure (r = -0.198, p<0.001). We found statistically significant correlations between ISI and QQS (r = -0.313, p<0.001), and single item burnout measure (r = -0.242, p<0.001). Moreover, Cronbach's coefficient alpha for all factors of IBI and ISI was higher than the acceptable cut-off of 0.700. Conclusions: The Greek versions of the "Innovative Behavior Inventory" and the "Innovation Support Inventory" are reliable and valid tools to measure innovative behavior, innovation support and innovation outputs among workers. [ABSTRACT FROM AUTHOR]