Journal of nursing management · 2026
Association Between Emotional Intelligence and Work Outcomes Among Midwives in Northern Ghana: A Path Analysis Study.
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Chanayireh Letitia, Yakubu Zariatu, Puotege Sheila Kansig, Asakiya Beatrice, Tusungu Mary, Ibrahim Mudasir Mohammed, Sisala Iddrisu Mohammed, Wuni Abubakari
Аннотация
BACKGROUND: Emotional intelligence (EI) is increasingly recognized as an important factor influencing work outcomes. However, evidence on EI among midwives, particularly in northern Ghana, remains limited.
OBJECTIVE: This study assessed the association between self-reported EI and organizational commitment, work engagement, and job performance among midwives in the Tamale Metropolis.
METHODS: A quantitative cross-sectional analytical design was employed among midwives (N = 254) working in the Tamale Metropolis. Data were analyzed using SAS JMP Pro Version 17.1 and R software Version 4.2.3.
RESULTS: Overall, only 13.4% of the midwives demonstrated high EI, indicating that relatively few participants reported high levels of this important professional competency. Path analysis revealed that EI was positively associated with organizational commitment (β = 0.34, 95% confidence interval (CI): [0.21, 0.47], p < 0.001), work engagement (β = 0.37, 95% CI: [0.27, 0.45], p < 0.001), and job performance (β = 0.41, 95% CI: [0.31, 0.51], p < 0.001). EI was also positively associated with normative commitment (β = 0.33, 95% CI: [0.22, 0.44], p < 0.001), continuance commitment (β = 0.26, 95% CI: [0.15, 0.37], p < 0.001), affective commitment (β = 0.20, 95% CI: [0.04, 0.36], p = 0.013), absorption (β = 0.34, 95% CI: [0.24, 0.44], p < 0.001), dedication (β = 0.36, 95% CI: [0.27, 0.45], p < 0.001), vigor (β = 0.25, 95% CI: [0.15, 0.35], p < 0.001), task performance (β = 0.38, 95% CI: [0.29, 0.47], p < 0.001), and contextual performance (β = 0.42, 95% CI: [0.33, 0.53], p < 0.001). Age was the only significant predictor in adjusted analysis, limiting explanatory power.
CONCLUSIONS: EI was positively associated with organizational commitment, work engagement, and job performance among midwives. Conclusions are based on a single metropolis, cross sectional design limiting causal attribution. However, incorporating EI training into midwifery education and professional development may strengthen workforce effectiveness.
IMPLICATIONS FOR NURSING MANAGEMENT: EI may be a relevant consideration in midwifery workforce development and professional development initiatives. However, such initiatives should complement broader organizational measures addressing working conditions and other factors that influence midwives' workplace outcomes.
PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.
OBJECTIVE: This study assessed the association between self-reported EI and organizational commitment, work engagement, and job performance among midwives in the Tamale Metropolis.
METHODS: A quantitative cross-sectional analytical design was employed among midwives (N = 254) working in the Tamale Metropolis. Data were analyzed using SAS JMP Pro Version 17.1 and R software Version 4.2.3.
RESULTS: Overall, only 13.4% of the midwives demonstrated high EI, indicating that relatively few participants reported high levels of this important professional competency. Path analysis revealed that EI was positively associated with organizational commitment (β = 0.34, 95% confidence interval (CI): [0.21, 0.47], p < 0.001), work engagement (β = 0.37, 95% CI: [0.27, 0.45], p < 0.001), and job performance (β = 0.41, 95% CI: [0.31, 0.51], p < 0.001). EI was also positively associated with normative commitment (β = 0.33, 95% CI: [0.22, 0.44], p < 0.001), continuance commitment (β = 0.26, 95% CI: [0.15, 0.37], p < 0.001), affective commitment (β = 0.20, 95% CI: [0.04, 0.36], p = 0.013), absorption (β = 0.34, 95% CI: [0.24, 0.44], p < 0.001), dedication (β = 0.36, 95% CI: [0.27, 0.45], p < 0.001), vigor (β = 0.25, 95% CI: [0.15, 0.35], p < 0.001), task performance (β = 0.38, 95% CI: [0.29, 0.47], p < 0.001), and contextual performance (β = 0.42, 95% CI: [0.33, 0.53], p < 0.001). Age was the only significant predictor in adjusted analysis, limiting explanatory power.
CONCLUSIONS: EI was positively associated with organizational commitment, work engagement, and job performance among midwives. Conclusions are based on a single metropolis, cross sectional design limiting causal attribution. However, incorporating EI training into midwifery education and professional development may strengthen workforce effectiveness.
IMPLICATIONS FOR NURSING MANAGEMENT: EI may be a relevant consideration in midwifery workforce development and professional development initiatives. However, such initiatives should complement broader organizational measures addressing working conditions and other factors that influence midwives' workplace outcomes.
PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.