The Relationship between Emotional Intelligence and Work Performance among Midwives in Obstetrics and Gynecology Departments

The Relationship between Emotional Intelligence and Work Performance among Midwives in Obstetrics and Gynecology Departments | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Article The Relationship between Emotional Intelligence and Work Performance among Midwives in Obstetrics and Gynecology Departments Ahmad Ayed, Faeda Eqtait, Moath abu Ejheisheh, Rasmieh Anabtawi, and 3 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-7896647/v1 This work is licensed under a CC BY 4.0 License Status: Published Journal Publication published 13 Jan, 2026 Read the published version in Scientific Reports → Version 1 posted 15 You are reading this latest preprint version Abstract Background Midwives employed in obstetrics and gynecology (O&G) departments encounter emotionally intense and high-stress environments that necessitate both clinical expertise and emotional management. Emotional intelligence (EI), which is defined as the capacity to recognize, comprehend, regulate, and effectively utilize emotions, is increasingly acknowledged as a crucial element in improving healthcare performance, resilience, and patient outcomes. Objective To investigate the relationship between emotional intelligence and job performance among midwives in O&G departments in Palestine. Methods A cross-sectional study was carried out from February 15 to April 15, 2025, involving 167 midwives from nine hospitals throughout Palestine. Data collection utilized three validated tools: a demographic questionnaire, the Schutte Self-Report Emotional Intelligence Test, and the Employee Job Performance Scale. Results The participants exhibited high levels of both emotional intelligence (M = 151.8, SD = 1.8) and job performance (M = 4.3, SD = 0.4). A strong positive correlation was identified between EI and job performance (r = 0.533, p < 0.001). Regression analysis revealed that EI was a significant predictor of job performance (β = 0.093, p < 0.01), while age and work experience also demonstrated positive correlations. Educational level and work shift were not significantly linked to job performance. Conclusion The results highlight the essential role of emotional intelligence in improving the job performance of midwives in O&G departments Incorporating EI development into midwifery education and professional training programs may enhance clinical outcomes, promote staff well-being, and contribute to maternal and neonatal health. Future studies should investigate longitudinal and qualitative methods to gain a deeper understanding of the application of EI in midwifery practice. Health sciences/Health care Health sciences/Health occupations Health sciences/Medical research Emotional intelligence Job performance Midwives Obstetrics and gynecology Palestine Introduction Nursing and midwifery are fundamentally human-centered professions, with obstetrics and gynecology (O&G) presenting some of the most emotionally intense and personal challenges [ 1 ]. Midwives in O&G departments are required to uphold high standards of care. Working in O&G departments need clinical proficiency and emotional regulation. One psychological concept that has stored growing consideration for its potential to improve healthcare delivery in these contexts is emotional. Emotional intelligence (EI) is characterized as the capacity to recognize, comprehend, manage, and effectively apply emotions in oneself and in others [ 2 ]. In the realm of healthcare, EI plays a crucial role in facilitating effective decision-making, resolving conflicts, managing stress, fostering empathy, and promoting teamwork [ 3 , 4 ]. For midwives, these competencies are essential when delivering care throughout the antenatal, intrapartum, and postnatal phases. Research indicates that midwives possessing elevated EI are better equipped to manage work-related stress, engage in effective communication with both patients and colleagues, and cultivate therapeutic relationships [ 5 ]. These skills are crucial in obstetrics and gynecology departments, where midwives often face high-pressure situations. EI enables them to stay calm in stressful circumstances, control their emotional responses, and provide compassionate care, all of which enhance their job performance and promote patient well-being [ 6 ]. Recent research highlights a significant link between EI and multiple aspects of professional performance in the healthcare sector. For example, Miao et al. [ 7 ] performed a meta-analysis that demonstrated a positive correlation between EI and job satisfaction, organizational commitment, and job performance across various healthcare roles. In the field of nursing and midwifery, these qualities strengthen personal resilience and patient safety. Emotional intelligence promotes a collaborative and positive workplace atmosphere. Fundamental emotional competencies such as self-awareness, empathy, and effective social communication are essential for establishing trust within interdisciplinary healthcare teams. This collaboration is particularly vital in obstetrics and gynecology departments, where synchronized efforts among obstetricians, midwives, pediatricians, and anesthetists are crucial for the safe and efficient delivery of care [ 8 , 9 , 10 ]. As a result, EI acts as a protective factor against burnout, compassion fatigue, and professional disengagement—challenges that are increasingly observed among midwifery professionals worldwide [ 11 ].Fostering a culture of EI in midwifery can aid in creating a responsive and respectful care environment that promotes gender equity and improves reproductive health outcomes [ 12 ]. In a clinical environment, EI is essential. Midwives and maternity nurses are crucial in safeguarding the well-being of mothers and newborns, delivering immediate postpartum care, aiding in various birthing positions, administering medications, and providing essential emotional support [ 13 ]. A deeper understanding of EI necessitates the recognition of its various components. EI consists of several interconnected skills: perceiving emotions, which entails the ability to identify emotions as they occur; understanding emotions, which demonstrates empathy and emotional insight; managing emotions, which pertains to the regulation of one's own feelings; and utilizing emotions to enhance thought and behavior [ 14 ]. In the field of midwifery, EI significantly influences job satisfaction, patient interactions, and the ability to manage emotions. A study conducted by Zolfaghary et al. [ 15 ] indicates that midwives possessing elevated levels of EI tend to exhibit better emotional regulation and foster more positive relationships with their patients, which in turn enhances the care experiences for both mothers and their newborns. These results imply that promoting EI among midwives could be a strategic method for not only enhancing individual job performance but also for elevating the overall quality and safety of maternal healthcare services. Considering the current evidence and the crucial function that midwives serve in protecting maternal and neonatal health, this research seeks to investigate the relationship between EI and job performance among midwives working in obstetrics and gynecology departments. The results are anticipated to guide evidence-based educational, clinical, and organizational approaches that foster emotional growth, sustain the midwifery workforce, and enhance the emotional resilience of healthcare systems. Methods Design, Setting, Population, and Sample This study adopted a descriptive cross-sectional design and focused on midwives working in obstetrics and gynecology wards throughout Palestine. Data collection took place from February 15 to April 15, 2025. Using Raosoft software, the required sample size was calculated based on a total population of 270 midwives, with assumptions of a 50% response distribution, a 5% margin of error, and a 95% confidence level, resulting in a target sample of 159 participants. To accommodate potential non-responses, a convenience sample of 200 midwives was initially recruited from nine hospitals across the country. In total, 167 midwives completed and returned the survey. Eligible participants were full-time midwives with at least six months of experience in labor or gynecology wards, proficient in reading and writing English, and willing to participate in the study. Those who were on leave or absent during the data collection period were excluded. Instrumentation Data were collected using three distinct tools, each designed to capture relevant variables. The instruments included the following: Demographic Data A demographic questionnaire, developed by the researchers based on a comprehensive review of relevant literature, was used to collect participants’ background information. This included age (in years), educational level (diploma, bachelor's, or master's and above), years of experience in obstetric or gynecology wards, and work shift patterns. Emotional Intelligence Scale Emotional intelligence was assessed using the Schutte Self-Report Emotional Intelligence Test (SSEIT), originally developed by Schutte et al. [ 16 ]. The SSEIT comprises 33 items rated on a five-point Likert scale ranging from 1 ("strongly disagree") to 5 ("strongly agree"), and evaluates four domains: emotion perception, social skills, emotional self-management, and emotion utilization. Total scores range from 33 to 165, with higher scores indicating higher levels of EI. The SSEIT has demonstrated strong psychometric properties, with reported Cronbach’s alpha values between 0.84 and 0.90 [ 16 , 17 , 18 ]. In the current study, the Cronbach’s alpha was 0.84. The scale has also been validated in the Palestinian context, with reliability coefficients of 0.84 and 0.86 reported in previous studies [ 19 , 20 ]. The SSEIT was chosen due to its strong validity and suitability for assessing EI in healthcare professionals. Work Performance Scale Nurses' job performance was measured using the Employee Job Performance Scale developed by Na-Nan et al. [ 21 ]. This scale includes 13 items grouped into three dimensions: job quantity (4 items), job quality (5 items), and job timeliness (4 items). Each item is rated on a five-point Likert scale, with higher scores reflecting better job performance. The original study by Na-Nan et al. [ 21 ] reported a Cronbach’s alpha of 0.894, while the present study found a reliability coefficient of 0.86. This tool has been employed in various studies [ 22 , 23 ]. Both the SSEIT and the Employee Job Performance Scale have been previously validated within the Palestinian nursing context, confirming their cultural appropriateness and reliability. Their use in prior local studies supports their effectiveness in evaluating EI and work performance among nurses [ 4 , 19 , 24 , 25 ]. Data collection Following approval from the relevant institutional review board, the researchers visited the selected hospitals and met with the head midwives responsible for the obstetrics and gynecology wards. During these initial meetings, the study’s purpose was explained, and permission was requested to access staff lists and work schedules to facilitate participant recruitment. Subsequently, the researchers held face-to-face sessions with potential participants, during which the study’s objectives, procedures, and ethical considerations were clearly outlined. Informed consent was obtained from those who agreed to participate, with each individual signing a consent form to confirm their voluntary involvement. Questionnaires were distributed in person during these sessions. As English is the official language of instruction in nursing and midwifery education in Palestine, the survey was administered in English using a paper-based format. Ethical consideration Ethical approval for this study was obtained from the Ethics Committee at Palestine Ahliya University (IRB: CAMS/BSN/15/2025), and administrative authorization for data collection was secured from the Palestinian Ministry of Health. Prior to distributing consent forms, the researchers provided a detailed explanation of the study’s objectives and emphasized the voluntary nature of participation, including the right to withdraw at any point without consequence. Midwives who agreed to participate signed a written informed consent form. To ensure confidentiality, no names, personal identifiers, or individual medical histories were collected or disclosed. All data were treated with strict confidentiality and used solely for research purposes. Data Analysis Data were analyzed using the Statistical Package for the Social Sciences (SPSS), version 28. The Kolmogorov–Smirnov test was employed to assess the normality of the data, confirming that the variables were normally distributed and suitable for parametric analysis. Descriptive statistics—frequencies, percentages, means, and standard deviations were used to summarize participants’ demographic characteristics and overall responses. To examine the relationship between midwives’ EI and work engagement, the Pearson correlation coefficient was applied. Furthermore, multiple linear regression analysis was performed to identify significant predictors of work engagement. A p-value of less than 0.05 was considered indicative of statistical significance. Results Participants’ Characteristics Out of the initial sample of 200 midwives, 167 completed the study, yielding a response rate of 83.5%. The analysis revealed that the mean age of participants was 31.2 ± 5.5 years, and the average years of work experience was 6.5 ± 5.4 years. The majority of participants held a bachelor's degree 115(68.9%), and 119 (71.3%) worked rotational shifts (Table 1 ). Table 1 Demographic characteristics of the participants (N = 167) Characteristics N % M(SD) Age 31.2(5.5) Educational level Diploma 27 16.2 Bachelor 115 68.9 Master and above 25 15.0 Experience 6.5(5.4) Work shift Day shift 48 28.7 Rotation shift 119 71.3 The findings indicated that participants had a high average EI score of 151.8 ± 1.8 (out of 165). Among the EI subscales, "perception of emotions" had the highest average score (47.1 ± 1.2), while "utilizing emotions" scored the lowest (27.6 ± 0.7). In terms of work performance, the overall mean score was also high, at 4.3 ± 0.4. The subscales, "job quality" and "job quantity" achieved the highest scores (4.4 ± 0.5), while "job time" had the lowest score (4.2 ± 0.4), as shown in Table 2 . Table 2 Distribution of EI and work performance (N = 167) Variable M SD Total "emotional intelligence" 151.8 1.8 "Perception of emotions" 47.1 1.2 "Social skills or managing others’ emotions" 41.2 1.2 "Managing emotions in the self" 36.2 1.0 "Utilizing emotions" 27.6 0.7 Work performance 4.3 0.4 Job time 4.2 0.4 Job quality 4.4 0.5 Job quantity 4.4 0.5 The correlation analysis revealed several significant associations with work performance. Age was positively correlated with work performance (r = 0.377, p < 0.001), as was work experience (r = 0.342, p = 0.001). EI demonstrated the strongest positive correlation with work performance (r = 0.533, p < 0.001), as seen in Table 3 . Table 3 Factors correlating work Performance among study sample (N = 167) Variable work performance Age .377** .000 Educational level .008 .919 Work experience .342** .000 Work shift 0.025 0.745 Total emotional intelligence .533** .000 *" Correlation is significant at level of 0.05" A multiple linear regression analysis was conducted to identify predictors of work performance among midwives. Independent variables in the model included age, work experience, and EI. The overall model was statistically significant (p < 0.001, R² = 0.341, adjusted R² = 0.329), meaning that 34.1% of the variance in work performance was explained by these variables. The analysis revealed that EI was a significant predictor of work performance (β = 0.093, p < 0.01), indicating that each one-point increase in EI corresponded to a 9.3 point increase in work performance, as shown in Table 4 . Table 4 Predictors of work performance: Multiple Linear Regression Predictor 95.0% Confidence Interval B Beta t p. Value Lower Bound Upper Bound Emotional intelligence .093 .474 6.891 .000 .066 .119 Age .007 .106 .404 .687 − .027 .040 Work experience .009 .142 .552 .582 − .024 .043 Discussion The current research sought to investigate the connection between EI and job performance among midwives employed in obstetrics and gynecology departments. The results indicated that both EI and job performance levels were elevated among the participants, with a significant and positive correlation between EI and work performance. These findings are consistent with and add to the expanding body of evidence that highlights the beneficial effects of emotional skills on the performance of healthcare professionals. The elevated average EI score observed among midwives aligns with the research conducted by Abdul-halim [ 26 ], which indicated that over three-quarters of the maternity nursing students examined exhibited a high level of EI. These results are consistent with earlier studies highlighting the crucial importance of EI in the performance of healthcare professionals, particularly in high-pressure settings like obstetrics and gynecology wards [ 4 ]. In addition, a significant correlation between EI and job performance was identified by Zaman et al. [ 27 ] and Sanchez-Gomez & Breso [ 28 ], indicating that EI serves as a positive predictor of job performance. The highest subscale score identified in this study—perception of emotions—indicates that midwives have a significant capability to identify emotional cues, which is an essential skill in both patient care and teamwork. A noteworthy predictive relationship was found between EI and performance in clinical practice, as well as between EI and academic success [ 29 ]. This element is particularly vital in maternity wards, where emotional awareness and timely decision-making are critically important. Conversely, the comparatively lower score in "utilizing emotions" may imply that although midwives excel at recognizing emotions, they might encounter difficulties in strategically applying emotional information for problem-solving or motivation. The high ratings for job quality and quantity may signify a dedication to efficiency and proficiency, even in the face of work-related stressors. The study findings indicated a statistically significant and moderately strong positive correlation between EI and work performance, suggesting that increased levels of EI are linked to improved job performance. This conclusion is consistent with previous studies that highlight the significance of EI in healthcare environments, especially among nurses and midwives who often navigate high-stress, emotionally intense situations [ 30 ]. EI improves the capacity to recognize, comprehend, and regulate emotions in oneself and others—abilities that are crucial for midwives who regularly engage with patients during sensitive times. Miao et al. [ 7 ] noted that EI is positively correlated with job performance across different fields, with a particularly pronounced impact in health-related professions. Likewise, research conducted by Belay & Kassie [ 31 ] confirmed that elevated EI in midwives results in enhanced clinical performance, with EI being the sole predictor of clinical practice performance. In addition to EI, both age and work experience showed a positive correlation with work performance. These results imply that older and more seasoned midwives are likely to excel in their positions. This may be due to greater professional maturity, improved coping mechanisms, and the accumulation of clinical knowledge and skills over time [ 32 ]. The notable link between work experience and performance has also been emphasized in earlier research, which claims that seasoned healthcare providers typically demonstrate higher competence and confidence in patient care [ 33 ]. Interestingly, the study found no significant association between educational level and work shift with work performance. This finding contradicts some prior research that suggests higher education levels may enhance critical thinking and decision-making abilities in clinical practice [ 34 ]. However, it is conceivable that within a group of midwives who possess similar training and job responsibilities, variations in educational attainment may not have a substantial effect on their daily job performance. Likewise, the absence of a relationship between work shifts and performance could indicate a successful adjustment to shift work schedules by seasoned midwives, in addition to organizational elements like staffing assistance and collaboration. The current study sought to identify the factors that predict work performance among midwives, with a particular emphasis on age, work experience, and EI. Among these predictors, EI was found to be the only statistically significant factor contributing to work performance. This result suggests that higher levels of EI correlate with improved job performance among midwives. These findings align with prior research that underscores the vital role of EI in enhancing professional performance within healthcare environments. Hashmi et al. [ 35 ] revealed a strong positive correlation between EI and job performance, as well as resilience, indicating that elevated levels of EI are positively associated with effective professional outcomes and increased resilience. The implications of these findings are significant for workforce development in maternity care. Incorporating EI training into ongoing education and professional development initiatives may improve the effectiveness and job satisfaction of midwives. Additionally, EI assessments could be integrated into recruitment and evaluation processes to promote the formation of high-performing healthcare teams [ 36 , 37 ]. Implications for Practice The results highlight the importance of integrating EI training into the professional development programs for midwives. Enhancing emotional skills—especially in the area of emotion utilization—has the potential to improve clinical decision-making, stress management, and patient satisfaction. Hospital administrators and nurse educators ought to explore organized interventions, including EI workshops, reflective practice groups, and mentoring models, to strengthen emotional skills in high-pressure environments such as obstetrics. Limitations and Future Research Although the study provides significant insights, it is not devoid of limitations. The cross-sectional design limits the ability to infer causality, and self-reported measures may be influenced by social desirability bias. Future longitudinal or interventional studies could more effectively establish causal relationships. Furthermore, qualitative research could investigate how EI is expressed in everyday midwifery practice, thereby providing a more comprehensive contextual understanding. Abbreviations EI Emotional Intelligence SPSS Statistical Package for the Social Sciences SSEIT Schutte Self-Report Emotional Intelligence Test (SSEIT) Declarations Clinical trial number: Not applicable. Ethics approval and consent to participate The study was reviewed by the Research Ethics Committee at Palestine Ahliya University (IRB: CAMS/BSN/15/2025), and administrative authorization for data collection was secured from the Palestinian Ministry of Health. The study followed the ethical guidelines, protocol, and regulations stated in the Declaration of Helsinki. Informed consent was obtained from all participants. Consent for publication Not applicable. Competing interests A. A, F. E, M. A, R. A, A. B, E. F and BE. H declare no competing interests. Funding The authors have not received any funding. Author Contribution I. F and F.E, designed and conducted the study. BE.H, A.A, performed the analysis and drafted the manuscript. A.A, I.F, R.A and M.A advised on the study design, facilitated data collection and revised the manuscript. F.E, BE.H, and I.F helped in data collection. A.B, A.A, I.F, and M.A interpretation of data and revised the manuscript. All authors reviewed and approved the manuscript. Acknowledgement We would like to express our gratitude to the midwives who participated in this study. Data Availability The datasets used and/or analyzed during the current study are available from the corresponding author upon reasonable request. References Kiewan, R., Gharaibeh, M., Alnuaimi, K., Abuhammad, S. & Aladwan, H. 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Cite Share Download PDF Status: Published Journal Publication published 13 Jan, 2026 Read the published version in Scientific Reports → Version 1 posted Editorial decision: Revision requested 27 Nov, 2025 Reviews received at journal 25 Nov, 2025 Reviews received at journal 24 Nov, 2025 Reviews received at journal 24 Nov, 2025 Reviews received at journal 22 Nov, 2025 Reviewers agreed at journal 18 Nov, 2025 Reviewers agreed at journal 16 Nov, 2025 Reviewers agreed at journal 16 Nov, 2025 Reviewers agreed at journal 15 Nov, 2025 Reviewers agreed at journal 13 Nov, 2025 Reviewers invited by journal 06 Nov, 2025 Editor invited by journal 23 Oct, 2025 Editor assigned by journal 21 Oct, 2025 Submission checks completed at journal 21 Oct, 2025 First submitted to journal 19 Oct, 2025 You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. 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17:37:22","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":768336,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-7896647/v1/5c778fc9-ae52-4f22-8f2a-0bca316e3e6c.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"The Relationship between Emotional Intelligence and Work Performance among Midwives in Obstetrics and Gynecology Departments","fulltext":[{"header":"Introduction","content":"\u003cp\u003eNursing and midwifery are fundamentally human-centered professions, with obstetrics and gynecology (O\u0026amp;G) presenting some of the most emotionally intense and personal challenges [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]. Midwives in O\u0026amp;G departments are required to uphold high standards of care. Working in O\u0026amp;G departments need clinical proficiency and emotional regulation. One psychological concept that has stored growing consideration for its potential to improve healthcare delivery in these contexts is emotional.\u003c/p\u003e\u003cp\u003eEmotional intelligence (EI) is characterized as the capacity to recognize, comprehend, manage, and effectively apply emotions in oneself and in others [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e]. In the realm of healthcare, EI plays a crucial role in facilitating effective decision-making, resolving conflicts, managing stress, fostering empathy, and promoting teamwork [\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e, \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]. For midwives, these competencies are essential when delivering care throughout the antenatal, intrapartum, and postnatal phases. Research indicates that midwives possessing elevated EI are better equipped to manage work-related stress, engage in effective communication with both patients and colleagues, and cultivate therapeutic relationships [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]. These skills are crucial in obstetrics and gynecology departments, where midwives often face high-pressure situations. EI enables them to stay calm in stressful circumstances, control their emotional responses, and provide compassionate care, all of which enhance their job performance and promote patient well-being [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eRecent research highlights a significant link between EI and multiple aspects of professional performance in the healthcare sector. For example, Miao et al. [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e] performed a meta-analysis that demonstrated a positive correlation between EI and job satisfaction, organizational commitment, and job performance across various healthcare roles. In the field of nursing and midwifery, these qualities strengthen personal resilience and patient safety.\u003c/p\u003e\u003cp\u003eEmotional intelligence promotes a collaborative and positive workplace atmosphere. Fundamental emotional competencies such as self-awareness, empathy, and effective social communication are essential for establishing trust within interdisciplinary healthcare teams. This collaboration is particularly vital in obstetrics and gynecology departments, where synchronized efforts among obstetricians, midwives, pediatricians, and anesthetists are crucial for the safe and efficient delivery of care [\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e, \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e, \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]. As a result, EI acts as a protective factor against burnout, compassion fatigue, and professional disengagement\u0026mdash;challenges that are increasingly observed among midwifery professionals worldwide [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e].Fostering a culture of EI in midwifery can aid in creating a responsive and respectful care environment that promotes gender equity and improves reproductive health outcomes [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eIn a clinical environment, EI is essential. Midwives and maternity nurses are crucial in safeguarding the well-being of mothers and newborns, delivering immediate postpartum care, aiding in various birthing positions, administering medications, and providing essential emotional support [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e]. A deeper understanding of EI necessitates the recognition of its various components. EI consists of several interconnected skills: perceiving emotions, which entails the ability to identify emotions as they occur; understanding emotions, which demonstrates empathy and emotional insight; managing emotions, which pertains to the regulation of one's own feelings; and utilizing emotions to enhance thought and behavior [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eIn the field of midwifery, EI significantly influences job satisfaction, patient interactions, and the ability to manage emotions. A study conducted by Zolfaghary et al. [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e] indicates that midwives possessing elevated levels of EI tend to exhibit better emotional regulation and foster more positive relationships with their patients, which in turn enhances the care experiences for both mothers and their newborns. These results imply that promoting EI among midwives could be a strategic method for not only enhancing individual job performance but also for elevating the overall quality and safety of maternal healthcare services.\u003c/p\u003e\u003cp\u003eConsidering the current evidence and the crucial function that midwives serve in protecting maternal and neonatal health, this research seeks to investigate the relationship between EI and job performance among midwives working in obstetrics and gynecology departments. The results are anticipated to guide evidence-based educational, clinical, and organizational approaches that foster emotional growth, sustain the midwifery workforce, and enhance the emotional resilience of healthcare systems.\u003c/p\u003e"},{"header":"Methods","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e\u003ch2\u003eDesign, Setting, Population, and Sample\u003c/h2\u003e\u003cp\u003eThis study adopted a descriptive cross-sectional design and focused on midwives working in obstetrics and gynecology wards throughout Palestine. Data collection took place from February 15 to April 15, 2025. Using Raosoft software, the required sample size was calculated based on a total population of 270 midwives, with assumptions of a 50% response distribution, a 5% margin of error, and a 95% confidence level, resulting in a target sample of 159 participants. To accommodate potential non-responses, a convenience sample of 200 midwives was initially recruited from nine hospitals across the country. In total, 167 midwives completed and returned the survey.\u003c/p\u003e\u003cp\u003eEligible participants were full-time midwives with at least six months of experience in labor or gynecology wards, proficient in reading and writing English, and willing to participate in the study. Those who were on leave or absent during the data collection period were excluded.\u003c/p\u003e\u003c/div\u003e\n\u003ch3\u003eInstrumentation\u003c/h3\u003e\n\u003cp\u003eData were collected using three distinct tools, each designed to capture relevant variables. The instruments included the following:\u003c/p\u003e\n\u003ch3\u003eDemographic Data\u003c/h3\u003e\n\u003cp\u003eA demographic questionnaire, developed by the researchers based on a comprehensive review of relevant literature, was used to collect participants\u0026rsquo; background information. This included age (in years), educational level (diploma, bachelor's, or master's and above), years of experience in obstetric or gynecology wards, and work shift patterns.\u003c/p\u003e\n\u003ch3\u003eEmotional Intelligence Scale\u003c/h3\u003e\n\u003cp\u003eEmotional intelligence was assessed using the Schutte Self-Report Emotional Intelligence Test (SSEIT), originally developed by Schutte et al. [\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e]. The SSEIT comprises 33 items rated on a five-point Likert scale ranging from 1 (\"strongly disagree\") to 5 (\"strongly agree\"), and evaluates four domains: emotion perception, social skills, emotional self-management, and emotion utilization. Total scores range from 33 to 165, with higher scores indicating higher levels of EI. The SSEIT has demonstrated strong psychometric properties, with reported Cronbach\u0026rsquo;s alpha values between 0.84 and 0.90 [\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e, \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e]. In the current study, the Cronbach\u0026rsquo;s alpha was 0.84. The scale has also been validated in the Palestinian context, with reliability coefficients of 0.84 and 0.86 reported in previous studies [\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e, \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e]. The SSEIT was chosen due to its strong validity and suitability for assessing EI in healthcare professionals.\u003c/p\u003e\u003cp\u003eWork Performance Scale\u003c/p\u003e\u003cp\u003eNurses' job performance was measured using the Employee Job Performance Scale developed by Na-Nan et al. [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e]. This scale includes 13 items grouped into three dimensions: job quantity (4 items), job quality (5 items), and job timeliness (4 items). Each item is rated on a five-point Likert scale, with higher scores reflecting better job performance. The original study by Na-Nan et al. [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e] reported a Cronbach\u0026rsquo;s alpha of 0.894, while the present study found a reliability coefficient of 0.86. This tool has been employed in various studies [\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e, \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eBoth the SSEIT and the Employee Job Performance Scale have been previously validated within the Palestinian nursing context, confirming their cultural appropriateness and reliability. Their use in prior local studies supports their effectiveness in evaluating EI and work performance among nurses [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e, \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e].\u003c/p\u003e\n\u003ch3\u003eData collection\u003c/h3\u003e\n\u003cp\u003e Following approval from the relevant institutional review board, the researchers visited the selected hospitals and met with the head midwives responsible for the obstetrics and gynecology wards. During these initial meetings, the study\u0026rsquo;s purpose was explained, and permission was requested to access staff lists and work schedules to facilitate participant recruitment.\u003c/p\u003e\u003cp\u003eSubsequently, the researchers held face-to-face sessions with potential participants, during which the study\u0026rsquo;s objectives, procedures, and ethical considerations were clearly outlined. Informed consent was obtained from those who agreed to participate, with each individual signing a consent form to confirm their voluntary involvement.\u003c/p\u003e\u003cp\u003eQuestionnaires were distributed in person during these sessions. As English is the official language of instruction in nursing and midwifery education in Palestine, the survey was administered in English using a paper-based format.\u003c/p\u003e\u003cdiv id=\"Sec8\" class=\"Section2\"\u003e\u003ch2\u003eEthical consideration\u003c/h2\u003e\u003cp\u003e\u003cstrong\u003eEthical approval\u003c/strong\u003e\u003cp\u003e for this study was obtained from the Ethics Committee at Palestine Ahliya University (IRB: CAMS/BSN/15/2025), and administrative authorization for data collection was secured from the Palestinian Ministry of Health. Prior to distributing consent forms, the researchers provided a detailed explanation of the study\u0026rsquo;s objectives and emphasized the voluntary nature of participation, including the right to withdraw at any point without consequence. Midwives who agreed to participate signed a written informed consent form. To ensure confidentiality, no names, personal identifiers, or individual medical histories were collected or disclosed. All data were treated with strict confidentiality and used solely for research purposes.\u003c/p\u003e\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec9\" class=\"Section2\"\u003e\u003ch2\u003eData Analysis\u003c/h2\u003e\u003cp\u003eData were analyzed using the Statistical Package for the Social Sciences (SPSS), version 28. The Kolmogorov\u0026ndash;Smirnov test was employed to assess the normality of the data, confirming that the variables were normally distributed and suitable for parametric analysis. Descriptive statistics\u0026mdash;frequencies, percentages, means, and standard deviations were used to summarize participants\u0026rsquo; demographic characteristics and overall responses. To examine the relationship between midwives\u0026rsquo; EI and work engagement, the Pearson correlation coefficient was applied. Furthermore, multiple linear regression analysis was performed to identify significant predictors of work engagement. A p-value of less than 0.05 was considered indicative of statistical significance.\u003c/p\u003e\u003c/div\u003e"},{"header":"Results","content":"\u003cdiv id=\"Sec11\" class=\"Section2\"\u003e\u003ch2\u003eParticipants\u0026rsquo; Characteristics\u003c/h2\u003e\u003cp\u003eOut of the initial sample of 200 midwives, 167 completed the study, yielding a response rate of 83.5%. The analysis revealed that the mean age of participants was 31.2\u0026thinsp;\u0026plusmn;\u0026thinsp;5.5 years, and the average years of work experience was 6.5\u0026thinsp;\u0026plusmn;\u0026thinsp;5.4 years. The majority of participants held a bachelor's degree 115(68.9%), and 119 (71.3%) worked rotational shifts (Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e).\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eDemographic characteristics of the participants (N\u0026thinsp;=\u0026thinsp;167)\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"5\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eCharacteristics\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eN\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003e%\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eM(SD)\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eAge\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e31.2(5.5)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e\u003cp\u003eEducational level\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eDiploma\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e27\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e16.2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eBachelor\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e115\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e68.9\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eMaster and above\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e25\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e15.0\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eExperience\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e6.5(5.4)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eWork shift\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eDay shift\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e48\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e28.7\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eRotation shift\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e119\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e71.3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eThe findings indicated that participants had a high average EI score of 151.8\u0026thinsp;\u0026plusmn;\u0026thinsp;1.8 (out of 165). Among the EI subscales, \"perception of emotions\" had the highest average score (47.1\u0026thinsp;\u0026plusmn;\u0026thinsp;1.2), while \"utilizing emotions\" scored the lowest (27.6\u0026thinsp;\u0026plusmn;\u0026thinsp;0.7). In terms of work performance, the overall mean score was also high, at 4.3\u0026thinsp;\u0026plusmn;\u0026thinsp;0.4. The subscales, \"job quality\" and \"job quantity\" achieved the highest scores (4.4\u0026thinsp;\u0026plusmn;\u0026thinsp;0.5), while \"job time\" had the lowest score (4.2\u0026thinsp;\u0026plusmn;\u0026thinsp;0.4), as shown in Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eDistribution of EI and work performance (N\u0026thinsp;=\u0026thinsp;167)\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"3\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eVariable\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eM\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eSD\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eTotal \"emotional intelligence\"\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e151.8\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e1.8\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\"Perception of emotions\"\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e47.1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e1.2\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\"Social skills or managing others\u0026rsquo; emotions\"\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e41.2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e1.2\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\"Managing emotions in the self\"\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e36.2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e1.0\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\"Utilizing emotions\"\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e27.6\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.7\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eWork performance\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e4.3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.4\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eJob time\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e4.2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.4\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eJob quality\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e4.4\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.5\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eJob quantity\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e4.4\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.5\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eThe correlation analysis revealed several significant associations with work performance. Age was positively correlated with work performance (r\u0026thinsp;=\u0026thinsp;0.377, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), as was work experience (r\u0026thinsp;=\u0026thinsp;0.342, p\u0026thinsp;=\u0026thinsp;0.001). EI demonstrated the strongest positive correlation with work performance (r\u0026thinsp;=\u0026thinsp;0.533, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), as seen in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eFactors correlating work Performance among study sample \u003cb\u003e(N\u0026thinsp;=\u0026thinsp;167)\u003c/b\u003e\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"2\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eVariable\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003ework performance\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eAge\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e.377**\u003c/p\u003e\u003cp\u003e.000\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eEducational level\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e.008\u003c/p\u003e\u003cp\u003e.919\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eWork experience\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e.342**\u003c/p\u003e\u003cp\u003e.000\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eWork shift\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e0.025\u003c/p\u003e\u003cp\u003e0.745\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eTotal emotional intelligence\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e.533**\u003c/p\u003e\u003cp\u003e.000\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003ctfoot\u003e\u003ctr\u003e\u003ctd colspan=\"2\"\u003e\u003cb\u003e*\"\u003c/b\u003e\u003cem\u003eCorrelation is significant at level of 0.05\"\u003c/em\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tfoot\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eA multiple linear regression analysis was conducted to identify predictors of work performance among midwives. Independent variables in the model included age, work experience, and EI. The overall model was statistically significant (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001, R\u0026sup2; = 0.341, adjusted R\u0026sup2; = 0.329), meaning that 34.1% of the variance in work performance was explained by these variables. The analysis revealed that EI was a significant predictor of work performance (β\u0026thinsp;=\u0026thinsp;0.093, p\u0026thinsp;\u0026lt;\u0026thinsp;0.01), indicating that each one-point increase in EI corresponded to a 9.3 point increase in work performance, as shown in Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003ePredictors of work performance: Multiple Linear Regression\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"7\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003ePredictor\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e95.0% Confidence Interval\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eB\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eBeta\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003et\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003ep. Value\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003eLower Bound\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003eUpper Bound\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eEmotional intelligence\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e.093\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e.474\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e6.891\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e.066\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e.119\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eAge\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e.007\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e.106\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e.404\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e.687\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e\u0026minus;\u0026thinsp;.027\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e.040\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eWork experience\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e.009\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e.142\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e.552\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e.582\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e\u0026minus;\u0026thinsp;.024\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e.043\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003c/div\u003e"},{"header":"Discussion","content":"\u003cp\u003eThe current research sought to investigate the connection between EI and job performance among midwives employed in obstetrics and gynecology departments. The results indicated that both EI and job performance levels were elevated among the participants, with a significant and positive correlation between EI and work performance. These findings are consistent with and add to the expanding body of evidence that highlights the beneficial effects of emotional skills on the performance of healthcare professionals.\u003c/p\u003e\u003cp\u003eThe elevated average EI score observed among midwives aligns with the research conducted by Abdul-halim [\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e], which indicated that over three-quarters of the maternity nursing students examined exhibited a high level of EI. These results are consistent with earlier studies highlighting the crucial importance of EI in the performance of healthcare professionals, particularly in high-pressure settings like obstetrics and gynecology wards [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eIn addition, a significant correlation between EI and job performance was identified by Zaman et al. [\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e] and Sanchez-Gomez \u0026amp; Breso [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e], indicating that EI serves as a positive predictor of job performance. The highest subscale score identified in this study\u0026mdash;perception of emotions\u0026mdash;indicates that midwives have a significant capability to identify emotional cues, which is an essential skill in both patient care and teamwork. A noteworthy predictive relationship was found between EI and performance in clinical practice, as well as between EI and academic success [\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e]. This element is particularly vital in maternity wards, where emotional awareness and timely decision-making are critically important. Conversely, the comparatively lower score in \"utilizing emotions\" may imply that although midwives excel at recognizing emotions, they might encounter difficulties in strategically applying emotional information for problem-solving or motivation. The high ratings for job quality and quantity may signify a dedication to efficiency and proficiency, even in the face of work-related stressors.\u003c/p\u003e\u003cp\u003eThe study findings indicated a statistically significant and moderately strong positive correlation between EI and work performance, suggesting that increased levels of EI are linked to improved job performance. This conclusion is consistent with previous studies that highlight the significance of EI in healthcare environments, especially among nurses and midwives who often navigate high-stress, emotionally intense situations [\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e]. EI improves the capacity to recognize, comprehend, and regulate emotions in oneself and others\u0026mdash;abilities that are crucial for midwives who regularly engage with patients during sensitive times. Miao et al. [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e] noted that EI is positively correlated with job performance across different fields, with a particularly pronounced impact in health-related professions. Likewise, research conducted by Belay \u0026amp; Kassie [\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e] confirmed that elevated EI in midwives results in enhanced clinical performance, with EI being the sole predictor of clinical practice performance. In addition to EI, both age and work experience showed a positive correlation with work performance. These results imply that older and more seasoned midwives are likely to excel in their positions. This may be due to greater professional maturity, improved coping mechanisms, and the accumulation of clinical knowledge and skills over time [\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eThe notable link between work experience and performance has also been emphasized in earlier research, which claims that seasoned healthcare providers typically demonstrate higher competence and confidence in patient care [\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e]. Interestingly, the study found no significant association between educational level and work shift with work performance. This finding contradicts some prior research that suggests higher education levels may enhance critical thinking and decision-making abilities in clinical practice [\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e]. However, it is conceivable that within a group of midwives who possess similar training and job responsibilities, variations in educational attainment may not have a substantial effect on their daily job performance. Likewise, the absence of a relationship between work shifts and performance could indicate a successful adjustment to shift work schedules by seasoned midwives, in addition to organizational elements like staffing assistance and collaboration.\u003c/p\u003e\u003cp\u003eThe current study sought to identify the factors that predict work performance among midwives, with a particular emphasis on age, work experience, and EI. Among these predictors, EI was found to be the only statistically significant factor contributing to work performance. This result suggests that higher levels of EI correlate with improved job performance among midwives. These findings align with prior research that underscores the vital role of EI in enhancing professional performance within healthcare environments. Hashmi et al. [\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e] revealed a strong positive correlation between EI and job performance, as well as resilience, indicating that elevated levels of EI are positively associated with effective professional outcomes and increased resilience. The implications of these findings are significant for workforce development in maternity care. Incorporating EI training into ongoing education and professional development initiatives may improve the effectiveness and job satisfaction of midwives. Additionally, EI assessments could be integrated into recruitment and evaluation processes to promote the formation of high-performing healthcare teams [\u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e, \u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e37\u003c/span\u003e].\u003c/p\u003e\u003cdiv id=\"Sec13\" class=\"Section2\"\u003e\u003ch2\u003eImplications for Practice\u003c/h2\u003e\u003cp\u003eThe results highlight the importance of integrating EI training into the professional development programs for midwives. Enhancing emotional skills\u0026mdash;especially in the area of emotion utilization\u0026mdash;has the potential to improve clinical decision-making, stress management, and patient satisfaction. Hospital administrators and nurse educators ought to explore organized interventions, including EI workshops, reflective practice groups, and mentoring models, to strengthen emotional skills in high-pressure environments such as obstetrics.\u003c/p\u003e\u003cp\u003eLimitations and Future Research\u003c/p\u003e\u003cp\u003eAlthough the study provides significant insights, it is not devoid of limitations. The cross-sectional design limits the ability to infer causality, and self-reported measures may be influenced by social desirability bias. Future longitudinal or interventional studies could more effectively establish causal relationships. Furthermore, qualitative research could investigate how EI is expressed in everyday midwifery practice, thereby providing a more comprehensive contextual understanding.\u003c/p\u003e\u003c/div\u003e"},{"header":"Abbreviations","content":"\u003cp\u003eEI Emotional Intelligence\u003c/p\u003e\u003cp\u003eSPSS Statistical Package for the Social Sciences\u003c/p\u003e\u003cp\u003eSSEIT Schutte Self-Report Emotional Intelligence Test (SSEIT)\u003c/p\u003e\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003ch2\u003eClinical trial number:\u003c/h2\u003e\u003cp\u003eNot applicable.\u003c/p\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eEthics approval and consent to participate\u003c/strong\u003e\u003cp\u003e The study was reviewed by the Research Ethics Committee at Palestine Ahliya University (IRB: CAMS/BSN/15/2025), and administrative authorization for data collection was secured from the Palestinian Ministry of Health. The study followed the ethical guidelines, protocol, and regulations stated in the Declaration of Helsinki. Informed consent was obtained from all participants.\u003c/p\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003cp\u003eNot applicable.\u003c/p\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eCompeting interests\u003c/strong\u003e\u003cp\u003eA. A, F. E, M. A, R. A, A. B, E. F and BE. H declare no competing interests.\u003c/p\u003e\u003c/p\u003e\u003ch2\u003eFunding\u003c/h2\u003e\u003cp\u003eThe authors have not received any funding.\u003c/p\u003e\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\u003cp\u003eI. F and F.E, designed and conducted the study. BE.H, A.A, performed the analysis and drafted the manuscript. A.A, I.F, R.A and M.A advised on the study design, facilitated data collection and revised the manuscript. F.E, BE.H, and I.F helped in data collection. A.B, A.A, I.F, and M.A interpretation of data and revised the manuscript. All authors reviewed and approved the manuscript.\u003c/p\u003e\u003ch2\u003eAcknowledgement\u003c/h2\u003e\u003cp\u003eWe would like to express our gratitude to the midwives who participated in this study.\u003c/p\u003e\u003ch2\u003eData Availability\u003c/h2\u003e\u003cp\u003eThe datasets used and/or analyzed during the current study are available from the corresponding author upon reasonable request.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eKiewan, R., Gharaibeh, M., Alnuaimi, K., Abuhammad, S. \u0026amp; Aladwan, H. Attitudes of midwives and obstetricians towards midwives practiced roles in hospitals: A national study in Jordan. \u003cem\u003eInt. J. Clin. 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Emotional intelligence: a review of the literature with specific focus on empirical and epistemological perspectives. \u003cem\u003eJ. Clin. Nurs.\u003c/em\u003e \u003cb\u003e16\u003c/b\u003e (8), 1405\u0026ndash;1416. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003e10.1111/j.1365-2702.2006.01749.x\u003c/span\u003e\u003cspan address=\"10.1111/j.1365-2702.2006.01749.x\" targettype=\"DOI\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e (2007).\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":true,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"scientific-reports","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"scirep","sideBox":"Learn more about [Scientific Reports](http://www.nature.com/srep/)","snPcode":"","submissionUrl":"","title":"Scientific Reports","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Scientific Reports","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Emotional intelligence, Job performance, Midwives, Obstetrics and gynecology, Palestine","lastPublishedDoi":"10.21203/rs.3.rs-7896647/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-7896647/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e\u003cp\u003eMidwives employed in obstetrics and gynecology (O\u0026amp;G) departments encounter emotionally intense and high-stress environments that necessitate both clinical expertise and emotional management. Emotional intelligence (EI), which is defined as the capacity to recognize, comprehend, regulate, and effectively utilize emotions, is increasingly acknowledged as a crucial element in improving healthcare performance, resilience, and patient outcomes.\u003c/p\u003e\u003ch2\u003eObjective\u003c/h2\u003e\u003cp\u003eTo investigate the relationship between emotional intelligence and job performance among midwives in O\u0026amp;G departments in Palestine.\u003c/p\u003e\u003ch2\u003eMethods\u003c/h2\u003e\u003cp\u003eA cross-sectional study was carried out from February 15 to April 15, 2025, involving 167 midwives from nine hospitals throughout Palestine. Data collection utilized three validated tools: a demographic questionnaire, the Schutte Self-Report Emotional Intelligence Test, and the Employee Job Performance Scale.\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e\u003cp\u003eThe participants exhibited high levels of both emotional intelligence (M\u0026thinsp;=\u0026thinsp;151.8, SD\u0026thinsp;=\u0026thinsp;1.8) and job performance (M\u0026thinsp;=\u0026thinsp;4.3, SD\u0026thinsp;=\u0026thinsp;0.4). A strong positive correlation was identified between EI and job performance (r\u0026thinsp;=\u0026thinsp;0.533, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Regression analysis revealed that EI was a significant predictor of job performance (β\u0026thinsp;=\u0026thinsp;0.093, p\u0026thinsp;\u0026lt;\u0026thinsp;0.01), while age and work experience also demonstrated positive correlations. Educational level and work shift were not significantly linked to job performance.\u003c/p\u003e\u003ch2\u003eConclusion\u003c/h2\u003e\u003cp\u003eThe results highlight the essential role of emotional intelligence in improving the job performance of midwives in O\u0026amp;G departments Incorporating EI development into midwifery education and professional training programs may enhance clinical outcomes, promote staff well-being, and contribute to maternal and neonatal health. Future studies should investigate longitudinal and qualitative methods to gain a deeper understanding of the application of EI in midwifery practice.\u003c/p\u003e","manuscriptTitle":"The Relationship between Emotional Intelligence and Work Performance among Midwives in Obstetrics and Gynecology Departments","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-11-18 19:30:43","doi":"10.21203/rs.3.rs-7896647/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2025-11-27T11:52:42+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-11-25T09:09:36+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-11-24T12:26:21+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-11-24T10:06:36+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-11-22T09:56:18+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"223776757377168289629383169671174352618","date":"2025-11-18T08:21:25+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"284670420699450622606402762707752094658","date":"2025-11-16T15:58:28+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"67707073811801599996542766373641990821","date":"2025-11-16T09:00:12+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"104827063380740631982281933900538584491","date":"2025-11-15T14:08:02+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"106016259669830793668539346000374624581","date":"2025-11-13T17:42:37+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-11-06T17:36:47+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2025-10-23T09:58:47+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-10-21T11:56:15+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-10-21T11:55:37+00:00","index":"","fulltext":""},{"type":"submitted","content":"Scientific Reports","date":"2025-10-19T05:54:16+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"scientific-reports","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"scirep","sideBox":"Learn more about [Scientific Reports](http://www.nature.com/srep/)","snPcode":"","submissionUrl":"","title":"Scientific Reports","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Scientific Reports","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"572ac81e-bea5-4cf6-a6bc-1b3b7aebde4a","owner":[],"postedDate":"November 18th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"published-in-journal","subjectAreas":[{"id":58122625,"name":"Health sciences/Health care"},{"id":58122626,"name":"Health sciences/Health occupations"},{"id":58122627,"name":"Health sciences/Medical research"}],"tags":[],"updatedAt":"2026-01-19T17:03:41+00:00","versionOfRecord":{"articleIdentity":"rs-7896647","link":"https://doi.org/10.1038/s41598-026-35463-z","journal":{"identity":"scientific-reports","isVorOnly":false,"title":"Scientific Reports"},"publishedOn":"2026-01-13 16:29:22","publishedOnDateReadable":"January 13th, 2026"},"versionCreatedAt":"2025-11-18 19:30:43","video":"","vorDoi":"10.1038/s41598-026-35463-z","vorDoiUrl":"https://doi.org/10.1038/s41598-026-35463-z","workflowStages":[]},"version":"v1","identity":"rs-7896647","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-7896647","identity":"rs-7896647","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}