The effect of work-family conflict on staff nurses’ job performance: the mediating role of emotional intelligence

BMC Nurs. 2025 May 30;24(1):614. doi: 10.1186/s12912-025-03280-w.

ABSTRACT

BACKGROUND: Nurses often experience high levels of Work-Family Conflict (WFC) due to the demanding nature of their profession, which can negatively affect their job performance (JP). Emotional Intelligence (EI) has been identified as a factor that helps individuals manage stress and conflicts effectively, potentially mediating the relationship between WFC and JP. However, the interaction between these variables in the context of the nursing profession, especially in Saudi Arabia, has not been fully explored. This study aims to examine the impact of WFC on JP and assess the mediating role of EI in this relationship among staff nurses.

METHODS: A descriptive multivariate correlational design was conducted in a Saudi hospital in Riyadh. A convenience sample of 227 nurses was recruited. Three validated instruments: the Work-Family Conflict Scale, the Six-Dimension Scale of Nursing Performance, and the Wong and Law Emotional Intelligence Scale were utilized for data collection. Descriptive and inferential statistics and path analysis were used to analyze the data.

RESULTS: A statistically significant inverse relationship between WFC and JP (β = -0.08, p < 0.01) was reported, suggesting that higher levels of WFC are associated with lower JP. However, WFC did not significantly affect EI (β = -0.02, p = 0.35). Importantly, EI had a significant positive impact on JP (β = 0.47, p < 0.01) and partially mediated the relationship between WFC and JP, explaining 22% of the variance in JP.

CONCLUSION: WFC negatively affects JP among nurses, but EI acts as a crucial mediator in improving JP despite WFC. Developing EI among nurses could mitigate the adverse effects of WFC and enhance JP. These findings provide significant implications for healthcare administrators and nurse managers aiming to improve nurse performance, retention, well-being, and organizational outcomes.

PMID:40448128 | DOI:10.1186/s12912-025-03280-w