The Effect of Work-Family Conflict on Staff Nurses' Job Performance: The Mediating Role of Emotional Intelligence

The Effect of Work-Family Conflict on Staff Nurses' Job Performance: The Mediating Role of Emotional Intelligence | 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 Research Article The Effect of Work-Family Conflict on Staff Nurses' Job Performance: The Mediating Role of Emotional Intelligence Nouf Afit Aldhafeeri, Ebtsam Abou Hashish, Hanaa M Abo Shereda This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6422782/v1 This work is licensed under a CC BY 4.0 License Status: Published Journal Publication published 30 May, 2025 Read the published version in BMC Nursing → Version 1 posted 13 You are reading this latest preprint version Abstract Background Nurses often experience high levels of Work-Family Conflict (WFC) due to the demanding nature of their profession, which can negatively affect 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 Riyadh, Saudi Arabia. A convenient 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 was utilized. 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. Work-Family Conflict Job Performance Emotional Intelligence Nurses Saudi Arabia Nursing Workforce Figures Figure 1 Introduction Nursing is a complex profession that involves emotional, physical, and psychological labor. Nurses represent the largest group of frontline professionals in hospitals, playing a critical role in patient care 1,2 . With females constituting approximately 80% of the global nursing workforce, nursing is predominantly a female-dominated profession 3 . This high representation of women is often accompanied by increased challenges in balancing work and family responsibilities. Female nurses frequently face the dual pressure of managing household duties alongside the requirements of their professional roles, that can result in conflict between work-family (WFC) 3,4,5 . WFC arises when the pressures of job and familial responsibilities clash, resulting in stress and potential decreases in work performance. In nursing profession, this issue is extremely significant, where the overlapping demands of work responsibilities and familial demands can lead to burnout, job dissatisfaction, and compromised patient care 5 . Research highlight that WFC negatively affects nurses’ performance by raising stress levels and decreasing job satisfaction 6 . Emotional intelligence refers to being able to recognize and handle individual's and other emotions, it has been found that the correlation between WFC and JP is mediated by EI which buffer the stress’s negative effects 7 . Studies revealed that nurses with higher EI are more capable of managing stress, maintaining healthy interpersonal relationships, and cope with the emotional challenges of their roles 8 . For example, research by Karimi et al. 9 shown that nurses who have higher degrees of EI reported higher JP and lower levels of WFC. Additionally, EI has been shown to improve leadership styles and collaboration, making it a key asset in fostering effective teamwork and improving overall workplace outcomes 10,11 . Conceptual framework and development of hypotheses This study conceptualized three key work variables among nurses and the relationships between them: WFC, JP, and EI. These factors are integral to understanding how nurses balance the requirements of their work and social lives and how this balance impacts their overall JP. Work-Family Conflict (WFC) It is described as a type of inter-role contradiction where the demands and stresses from job and personal domains are not compatible, causing significant strain for the individual 7 . There are two primary dimensions of WFC: work-to-family conflict (WFC) and family-to-work conflict (FWC) 7 . WFC happens in case work requirements interfere with fulfilling familial responsibilities, while FWC happens if family obligations, duties and stress negatively affect nurses’ focus and efficiency at work, leading to reduced job performance 12, 13 . These two forms of conflict, although distinct, are interconnected. For nurses, these conflicts arise due to a combination of factors such as the heavy responsibilities in both the workplace and the family. Long shifts, emotional labor, and the demanding nature of patient care can lead to WFC, where work pressures spill over into family life, disrupting personal responsibilities. Greenhaus and Beutell 7 emphasized that as the demands in one dimension increase, it gets harder to satisfy the demands of the other, creating a sense of conflict and imbalance. Roy et al. 14 described this as the clash between pressures from different social roles, such as work and family, where expectations in one domain interfere with fulfilling responsibilities in another. In nursing, where emotional and physical labor is substantial, these conflicts can further exacerbate stress, leading to negative impacts on both nurses’ psychological well-being and JP. Researchers found that, nurses who suffer from high levels of WFC or FWC are less able to sustain an adequate balance between work-life, ultimately affecting patients’ care and job satisfaction 12 . Addressing these conflicts is crucial to improve nurses’ psychological health and job performance, specifically in healthcare centers where emotional demands and lack of staff are common. Work-Family Conflict (WFC) and Job Performance (JP) Job performance (JP) refers to a nurse's ability to effectively fulfill roles, duties, and responsibilities related to direct patient care in order to meet organizational objectives 15 . In nursing, JP encompasses a broad set of competencies and responsibilities, ranging from leadership to clinical care, and requires a comprehensive approach to performance assessment. This multi-faceted nature of nursing work emphasizes the need for evaluating JP through various dimensions to reflect the complexities of the nursing role 16,17 . According to Kane 18 and Schwirian 19 , JP can be operationally measured across six scopes: critical care activities , leadership, collaboration, evaluation, interpersonal relations, and training and development. These dimensions capture the comprehensive skill set required for effective nursing practice and are crucial for assessing performance in a clinical setting. Research has demonstrated that there is a substantial relationship linking WFC and nurses’ job performance. Siallagan et al. 20 found that as WFC increases, nurses’ job performance tends to decrease, and vice versa. Similarly, Wang and Tsai 21 confirmed that the two dimensions of (WFC) have a significantly negative impact on JP. In other words, higher levels of either type of conflict result in declining JP among nurses. The consequences of WFC extend beyond performance alone. Dilmaghani et al. 5 found that WFC negatively influences nurses’ job satisfaction and quality performance, and may even lead to intentions to leave their jobs. As the requirements in both areas rises, nurses may encounter a decline in their ability to meet the standards of care expected in their roles, which can affect not only individual well-being but also patient outcomes and healthcare quality. Work-Family Conflict (WFC), Job Performance (JP), and Emotional Intelligence (EI) WFC can significantly affect JP, but certain factors can help mediate or alleviate its impact. EI has been found to be essential in managing WFC. Recent findings have demonstrated that greater EI is linked with reduced emotional exhaustion, improved interpersonal relationships, enhanced work satisfaction, and a good correlation with work performance 22,23,24,25,26. Wong and Law (2002) 27 identified four key components of EI: Self-Emotions Appraisal (SEA), which refers to the capacity to identify and comprehend one’s own feelings; The capacity to recognize and comprehend the feelings of others is known as Others-Emotions Appraisal (OEA); Regulation of Emotion (ROE), which is the capacity to control ones’emotions to improve performance and sustain motivation, Use of Emotion (UOE), which is the capacity to harness feelings for decision-making and problem-solving 28 . In nursing, EI is particularly important due to the emotional demands of the profession. Nurses frequently interact with patients, families, and colleagues in high-stress situations, making emotional management critical. Nurses with greater EI are equipped to handle their own feelings and respond effectively to the emotions of others. This ability influences decision-making, patients’ quality of care, and professional relationships 29 ,30 . Additionally, EI helps nurses manage work-related stress, address clinical issues, and meet patients' needs more efficiently. Research also shows that EI significantly improves leadership styles within healthcare 10,11 . Leaders with higher EI, especially those with transformational leadership, tend to achieve better organizational outcomes, enhance job performance and workplace dynamics 10,11 . Conversely, problematic behaviors like inadequate communication and weak collaboration are associated with low EI levels which can negatively impact team performance and job effectiveness 31,32 . The role of EI became particularly crucial at the pandemic of COVID-19 when nurses faced unprecedented degrees of stress and burnout 33,34 . Thus, EI acts a pivotal function in improving the overall success and job performance of nurses, enhancing both their personal well-being and patient outcomes 29 . According to the conceptualization of the research’s variables which are WFC, EI, and JP— these hypotheses are postulated: H1: There is a negative relationship between WFC and staff nurses’ JP, as well as their EI. H2: EI acts as a mediating role between WFC staff nurses’ JP. Significance of Study Nurses often face significant levels of WFC due to the challenging nature of their work. This conflict arises when the demands of job and family responsibilities clash, leading to increased stress, reduced job satisfaction, and, ultimately, decreased JP. Previous research have shown that WFC is a strong predictor of JP, with increased degrees of conflict leading to decreased degrees of job effectiveness 35 . In healthcare, this issue is particularly prevalent due to increased job demands, staffing shortages, and long working hours, all of which contribute to heightened stress levels for nurses 36,37 . Furthermore, additional stressors such as a lack of social support, limited opportunities for promotion, and the pressures of caring for critically ill patients exacerbate WFC, leading to negative outcomes for both nurses and their work environments 38 . Despite the clear link between WFC, EI, and JP, there remains a gap in understanding how EI mediates the relationship between WFC and JP in nursing. While earlier researches have explored the negative effect of WFC and the benefits of EI, few have examined the specific mechanism by which EI can buffer the adverse effects of WFC on JP among nurses. This research aims to fill that gap by investigating the role of EI as a mediator between WFC and JP among staff nurses. The importance of this study originates in its capacity to offer valuable insightful information into how EI can mitigate the harmful effects of WFC on JP in the nursing profession. By focusing on EI as a mediating factor, this study will add a deeper understanding of how emotional competencies can enhance JP, improve nurses’ emotional well-being, and reduce WFC. These findings are particularly important for healthcare administrators and policymakers who aim to create supportive work environments that enhance nurses' EI, reduce conflict, and promote better JP 39 . Furthermore, this study’s focus on nurses in Saudi Arabia adds an important dimension, as cultural, familial, and professional expectations may influence the relationship between WFC, EI, and JP. By addressing these factors within the unique context of Saudi Arabia, the study provides locally relevant insights, while also contributing to the global literature on nursing JP and EI. In conclusion, this study adds to existing knowledge by clarifying how EI mediates the relationship between WFC and JP. This knowledge can guide the creation of focused interventions aimed at enhancing nurses' emotional intelligence, lessen WFC's detrimental effects and eventually enhance healthcare delivery. Aim of the study This study aimed to investigate the impact of work-family conflict (WFC )on staff nurses' job performance (JP) and to assess the mediating role of emotional intelligence(EI). Material and methods Study Design, Setting, Subjects This study employed a descriptive multivariate correlational design and it was carried at governmental hospital in Riyadh, Saudi Arabia. The hospital provides a full spectrum of healthcare services, from primary to tertiary care. The study population consisted of nurses. Participants were included based on the following inclusion criteria: nurses who have not less than one year of experience and a willingness to take part in the study. Nurses who have less than one year of experience were excleded from the the study. The required sample size was calculated using G*Power (3.1) software. A linear multiple regression, fixed model, R² increase analysis was conducted, resulting in a required sample size of 119 nurses. The calculation assumed an effect size of 0.15, power of 0.95, and an alpha level of 0.05, with 12 predictor variables. To ensure adequate data and account for potential dropouts, the researchers increased the required sample size by 20% to 144 nurses. In this study, the final sample was 227 nurses. Data Collection Procedure and Instruments After receiving ethical approval, the nursing services department was contacted to assist in distributing the online survey to the nursing staff. The ethical approval was attached to the distribution survey along with the consent form. The Microsoft Forms platform was used to disseminate the survey, which consisted of two parts: demographic data and three measurement instruments—the Wong and Law Emotional Intelligence Scale (WLEIS), the Work-Family Conflict Scale, and the Six-Dimension Scale of Nursing Performance. The demographic section collected information from participants to describe the sample, including details such as age, marital status with number of children, level of education, and years of experience. The Work-Family Conflict Scale , conceptualized to measure the level of conflict between work and family responsibilities 13 . It comprises of 10 items rated on a 5-point Likert scale ranged from strongly disagree to strongly agree. The scale has two subscales: work-to-family conflict and family-to-work conflict. The Cronbach’s alpha for the scale was .87 for work-to-family conflict and .85 for family-to-work conflict, indicating high reliability 13 . Higher scores represent higher levels of conflict, while lower scores indicate less conflict. The Wong and Law Emotional Intelligence Scale (WLEIS) comprises of 16 self-reported items that assess emotional intelligence across four subscales. These include self-emotions appraisal , others-emotions appraisal, use of emotion, and regulation of emotion. The scale uses a 7-point Likert scale (totally disagree to totally agree). The Cronbach’s alpha for ranges from .80 to .89, demonstrating high reliability 27,40 . Higher scores indicate higher EI, while lower scores indicate lower EI. The Job Performance Scale, developed by Schwirian 19 , it is a comprehensive tool used to evaluate nurses' clinical performance, focusing on both the frequency and quality of key job-related behaviors. The scale consists of 52 items divided into six distinct subscales, each addressing critical aspects of nursing performance. These subscales provide a detailed assessment of how nurses fulfill their roles and responsibilities in clinical settings, making it an invaluable tool for understanding nursing competencies. The Leadership subscale, consisting of 5 items, measures a nurse’s ability to lead and manage clinical situations. The Critical Care subscale, comprising 7 items, evaluates nurses' competence in handling critical care situations. The Teaching/Collaboration subscale, which includes 11 items, assesses nurses' ability to educate patients, families, and colleagues, as well as their collaboration within healthcare teams. The Planning/Evaluation subscale, consisting of 7 items, focuses on nurses' ability to plan and evaluate patient care. The Interpersonal Relations/Communications subscale, which has 12 items, examines nurses' crucial skills for building rapport with patients and families, facilitating teamwork, and ensuring that essential information is shared effectively among healthcare professionals. Finally, the Professional Development subscale, made up of 10 items, measures a nurse’s engagement in activities aimed at enhancing their skills and knowledge 19 . 2.4. Validity, Reliability, and Pilot Study To ensure the validity and reliability of the study instruments, a panel of five academic experts reviewed the content of the scales used in this study. The panel evaluated the relevance, clarity, and cultural appropriateness of the items in the Wong and Law Emotional Intelligence Scale , Work-Family Conflict Scale , and Six-Dimension Scale of Nursing Performance . The internal consistency of these scales was assessed using Cronbach’s alpha , which demonstrated high reliability for each scale: the WLEIS (α = 0.80 to 0.89), the Work-Family Conflict Scale (α = 0.87 for work-to-family conflict and 0.85 for family-to-work conflict), and the Six-Dimension Scale of Nursing Performance . A pilot study was conducted on 10% of the final sample (n = 23) to evaluate the clarity, applicability, and completion time of the questionnaire. The pilot data were not included in the final analysis, but the results indicated no need for revisions in the study instruments, confirming their validity and reliability. 2.5. Ethical Considerations Approval for the study was obtained from the KSAUH-College of Nursing-Riyadh Research Unit and the King Abdullah International Medical Research Center (KAIMRC) (IRB/2191/22) before the study began. The purpose of the research was briefly explained to all potential participants, emphasizing that there were no risks associated with participation. Participants were informed that they had the freedom to withdraw from the study at any time without facing any penalties. The privacy and confidentiality of participants were strictly maintained. All data collected were anonymized, and no personal information was disclosed. Informed consent was obtained online before participants accessed the questionnaire, ensuring that they were aware of the nature of the study and their rights as participants. 2.6. Statistical Analysis The data collected through Microsoft Forms were exported and imported into SPSS version 26 . Descriptive statistics were used to describe the sample. Inferential statistics were applied to answer the research questions. Pearson r correlation was used to examine the relationships between the study variables. Additionally, multivariate statistics , including path analysis , were employed to predict the mediating effect of emotional intelligence on the relationship between work-family conflict and job performance. Two tailed p-values beneath the threshold of 0.05 were considered statistically significant. Results The demographic characteristics analysis of the 227 nurses reveals that the majority fall within the 31-40 years age group, representing 53.7% of the sample. The average age of participants is 37.68 years with a standard deviation of 7.89, indicating a relatively mature and experienced nursing workforce. In terms of experience, nearly half of the participants (51.9%) have more than 10 years of nursing experience, with an average of 10.4 years and a standard deviation of 4.93. The marital status distribution shows that 44.5% of the participants are single, while 44.9% are married with children, reflecting a diverse range of family responsibilities within the workforce. Educationally, the majority of participants hold a Bachelor of Science in Nursing (BSN) degree (71.4%), while 22.9% have a diploma and 11.5% possess a Master’s degree, indicating a well-educated nursing staff. The majority of participants are staff nurses (86.8%), with 44.9% identified as Staff Nurse I and 41.9% as Staff Nurse II. A smaller proportion of the sample includes unit managers (7.9%), while roles such as nurse specialists and nurse coordinators make up a smaller percentage of the workforce. Table 1 . Table 1: Distribution of the Study Sample by Demographic Characteristics (N = 227) Variable N % Age 50 years 20 8.8 Marital Status Single 101 44.5 Married, no kids 23 10.1 Married with kids 102 44.9 Widow 5 2.2 Educational Level Diploma (less than three years) 52 22.9 BSN 162 71.4 Master's Degree 26 11.5 Years of Experience 10 years 118 51.9 Perceived nurses’ Work-Family Conflict (WFC), Job performance (JP), Emotional Intelligence (EI) Table 2 presents the descriptive analysis of the studied variables. Regarding WFC, the overall mean score is 16.74 with a standard deviation of 5.67, placing it in the low to moderate range (scale range: 10-50). This indicates that nurses experience moderate levels of conflict between their work and family responsibilities. Breaking it down further, the Family-Work Conflict subscale shows a slightly higher mean score of 11.76 (SD = 4.38), compared to the Work-Family Conflict subscale, which has a mean of 10.86 (SD = 4.10). This suggests that, on average, nurses face slightly more conflict from family responsibilities impacting their work than from work responsibilities affecting their family life. For Nursing JP, the overall mean score is 76.82 with a standard deviation of 26.49, which falls into the low to moderate range (scale range: 52-208). This indicates that, on average, nurses perform at a moderate level. Among the JP dimensions, Teaching/Collaboration scores the highest with a mean of 24.99 (SD = 10.43), followed by Interpersonal Relations with a mean of 23.69 (SD = 12.21). These scores suggest strengths in teamwork and communication among the nurses. However, lower mean scores are seen in Leadership, with a mean of 10.20 (SD = 4.72), and Planning/Evaluation, which has a mean of 12.82 (SD = 7.19). This indicates potential areas where performance could be improved. The Critical Care dimension scores a mean of 14.42 (SD = 5.45), and Professional Development has a mean of 15.30 (SD = 5.33), suggesting moderate engagement in these areas. The variability in scores across dimensions highlights the diverse range of JP levels among the nursing staff, with particular strengths in collaboration and interpersonal relations, but relatively lower performance in leadership roles. The overall mean score for EI is 46.47 with a standard deviation of 19.28, which falls within the low to moderate range (scale range: 16-112). This suggests that, on average, nurses exhibit relatively moderate levels of EI, with significant variability in individual scores. Among the EI dimensions, the highest mean score is in Use of Emotion (UOE), which averages 13.42 (SD = 7.35), followed by Self-Emotions Appraisal (SEA) with a mean of 12.09 (SD = 7.50). The dimensions of Others-Emotions Appraisal (OEA) and Regulation of Emotion (ROE) score slightly lower, with means of 11.87 (SD = 6.14) and 11.76 (SD = 6.88), respectively. These findings suggest that, while nurses exhibit some emotional intelligence capabilities, there is considerable room for development, particularly in the areas of self and others’ emotional appraisal, as well as emotion regulation. Table 2. Descriptive Analysis of Nurses’ Perceived WFC, JP, and EI Dimensions Mean SD Overall Work-Family Conflict a 16.74 5.67 Work-Family Conflict Scale 10.86 4.10 Family-Work Conflict Scale 11.76 4.38 Overall Nursing Performance b 76.82 26.49 Leadership 10.20 4.72 Critical Care 14.42 5.45 Teaching/Collaboration 24.99 10.43 Planning/Evaluation 12.82 7.19 Interpersonal Relations 23.69 12.21 Professional Development 15.30 5.33 Overall Emotional Intelligence c 46.47 19.28 Self-Emotions Appraisal (SEA) 12.09 7.50 Others-Emotions Appraisal (OEA) 11.87 6.14 Use of Emotion (UOE) 13.42 7.35 Regulation of Emotion (ROE) 11.76 6.88 Notes: a. 5-point Likert scale, Low (10-22), Moderate (23 -35), High (36-50) b. 4-point Likert scale, Low (52-104), Moderate (105-156), High (157-208) c. 7-point Likert scale, Low (16-39), Moderate (40-75), High (76-112) Regression analysis among Work-Family Conflict (WFC), Job Performance (JP), and Emotional Intelligence (EI) Table 3 and Figure 1 illustrate the regression analysis between WFC as a predictor and both JP and EI. The analysis reveals that WFC has a statistically significant negative impact on JP (β = -0.08, p < 0.01). This suggests that higher levels of WFC are associated with lower JP. However, the very low R² value of 0.01 indicates that WFC explains only 1% of the variance in JP, highlighting a minimal direct impact. In contrast, the relationship between WFC and EI was found to be non-significant (β = -0.02, p = 0.35). This indicates that WFC does not significantly affect EI, as supported by the R² value of 0.00, showing that WFC does not account for any variance in EI. This result partially supports Hypothesis 1. Importantly, EI had a significant positive mediating effect on JP (β = 0.47, p < 0.01). This result suggests that higher levels of EI are associated with improved JP. The R² value of 0.22 shows that EI explains 22% of the variance in JP, indicating a moderate but meaningful effect. This finding underscores the importance of EI as a predictor of JP. As shown in Figure 1, EI partially mediates the relationship between WFC and JP, further supporting Hypothesis 2. The model fit statistics indicate a generally good fit for the path model, with a Chi-Square (χ²) value of 15.40, a CFI of 0.98, and a Root Mean Square Error of Approximation (RMSEA) of 0.07. Table 3. Path analysis among Work-Family Conflict (WFC), Job Performance (JP), Emotional Intelligence (EI) Variables Path β R 2 S.E. t-value P Work-Family Conflict → Job Performance -0.08 0.01 0.03 -2.67 <0.01* Work-Family Conflict → Emotional Intelligence -0.02 0.00 0.05 -0.40 0.35 Emotional Intelligence → Job Performance 0.47 0.22 0.05 9.40 <0.01* Note. R 2 = regression coefficient; Model fit parameters: Chi-Square (χ²):15.40, Comparative Fit Index (CFI):0.98, Root Mean Square Error of Approximation (RMSEA):0.07, * p significant ≤ 0.05 Demographic characteristics and studied variables The analysis reveals that nurses’ demographic characteristics did not show significant effects on WFC, JP, or EI. See supplementary table 1 for more details. Discussion This research investigated the interconnections between WFC, JP, and EI among nursing professionals in Saudi Arabia. Furthermore, it analyzed the mediating influence of EI on the relationship between WFC and JP, contributing valuable insights into how these factors interact in the demanding nursing profession. The results indicated that nurses generally reported moderate levels of EI, WFC, and JP. These findings suggest that while nurses possess some emotional regulation abilities and maintain moderate job performance, they still face notable challenges in balancing work and family demands. The moderate levels of these variables are consistent with the challenging and emotionally demanding nature of nursing, especially in hospital settings with staffing shortages. Nurses often face emotional and physical exhaustion due to long hours and the complex care they provide. The observed moderate levels of WFC among the nurses are consistent with studies conducted globally 42 , 5 , due to the emotional and physical demands of their roles. This moderate level of conflict reflects the high-stress environments in which healthcare professionals operate, especially in systems with chronic staffing shortages like Saudi Arabia. In Chain, Wu et al. (2021) 43 also highlighted similar patterns, noting that WFC is a prevalent issue due to the long working hours and the dual pressure of managing professional and family responsibilities. In examining Hypothesis 1, which proposed a negative relationship between WFC and JP, the results confirmed that higher levels of WFC are associated with lower job performance. This finding is consistent with previous research 20 , 21 . The negative impact of WFC on job performance is well-documented in the literature. When the obligations associated with one’s professional responsibilities and familial duties are incongruent, individuals may encounter psychological distress, leading to diminished job focus and performance. 44 . This is particularly true in emotionally taxing professions such as nursing, where the overlap of personal stress with professional duties can lead to burnout and decreased job efficiency 5 . This suggests that WFC creates emotional and psychological strain, making it difficult for nurses to perform their duties effectively. Moreover, the findings also confirmed Hypothesis 2, which suggested that EI mediates the relationship between WFC and JP. This result might be attributed to the ability to assess and control one's emotions and understand others' emotions, equipping nurses to handle workplace stress more effectively. Nurses with higher levels of EI demonstrated better job performance, even when experiencing moderate levels of WFC 25 , 26 . This result highlights the importance of emotional regulation and resilience in mitigating the effects of WFC and work stress. This finding is supported by a previous study 9 that found nurses with higher EI were better equipped to manage work-related stress and maintain job performance despite facing WFC. Similarly, Hussain et al. (2024) 39 reported that nurses with high EI experienced less stressors which allowed them to maintain higher job performance. This emphasized the role of EI in improving job performance by moderating the negative effects of stress from different resources such as WFC. Hence, developing EI could be a critical intervention to help nurses cope with WFC and improve their job performance, especially in high-demand healthcare environments. Limitations This study offers a comprehensive understanding of the mediating effects of WFC and EI on JP, offering deeper insights into these relationships in the Saudi context. However, the study also has limitations. The cross-sectional design limits the ability to make causal inferences. A longitudinal design could better capture the evolution of these relationships over time. The self-reported data may introduce potential biases, as participants may overestimate or underestimate their JP, EI, or WFC. Additionally, the study was conducted within a single healthcare institution in Saudi Arabia, which may limit the generalizability of the findings to other healthcare settings or countries with different healthcare systems and cultural norms. Conclusion This study highlights the negative impact of WFC on JP among nurses and underscores the significant mediating role that EI plays in mitigating this effect. Higher levels of EI are associated with improved JP, despite the presence of WFC. These findings provide important insights for nursing practice, emphasizing the need to develop EI and support nurses in managing the challenges of WFC. Implications For nursing practice , the findings emphasize the importance of enhancing EI among nurses to improve JP and manage WFC more effectively. Healthcare organizations should implement training programs that focus on emotional regulation, stress management, and interpersonal communication. Additionally, healthcare organizations can benefit from creating policies that promote a better work-family balance, such as offering flexible working hours, family-supportive services, and stress-relief programs. From nursing management and leadership , the study suggests that addressing WFC should be a priority for healthcare administrators and managers to improve JP and nurse retention. Supporting systems should be established for nurses in Saudi nurses, ensuring that nurses have the necessary resources to enhance their emotional resilience and professional development. Furthermore, addressing staffing shortages and reducing workload pressures could help decrease WFC and improve overall nurse performance. Future research should adopt longitudinal designs to explore how WFC, EI, and JP evolve, particularly in response to interventions aimed at improving these variables. Additionally, cross-cultural comparisons could further illuminate how nationality affects EI and JP, providing valuable insights into the unique challenges faced by expatriate nurses in different countries. Finally, intervention-based studies that assess the effectiveness of specific programs designed to enhance EI and reduce WFC would offer practical recommendations for improving nurse performance and well-being. Abbreviations WFC Work-Family Conflict JP Job performance EI Emotional Intelligence CFI Comparative Fit Index Declarations Ethical approval and Consent to participate: The study received ethical approval from the King Abdullah International Medical Research Center (KAIMRC) (IRB/2191/22) prior to data collection. Informed consent was obtained from all participants. Throughout the study, the ethical principles of the Declaration of Helsinki were followed. Clinical trial number Not applicable. Consent for publication: Not applicable Availability of the data and material: The data are available from the authors upon reasonable request Competing interests: The authors declare no competing interests. Funding: No funds were received Authors' Contribution : NAA and HMA designed the study and data collection; NAA and EA contributed to the data analysis, interpretation; and discussion; NAA, HMA, and EA drafted and finalized the manuscript. Acknowledgment: Appreciation and acknowledgment go to the King Abdullah International Medical Research Centre (KAIMRC), Riyadh, Saudi Arabia. References Abou Hashish E, Alnajjar H, Al Saddon A. Managerial power bases and its relationship to influence tactics and conflict management styles: Bedside nurses’ perspective. Worldviews Evid Based Nurs. 2023;20(5):442–50. http://dx.doi.org/10.1111/wvn.1267 Lin C-Y, Huang C-K. 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J Intell. 2022;10(2):29. http://dx.doi.org/10.3390/jintelligence10020029 Al-hasan SM, Arriff TM. The effect of emotional intelligence on job performance of nurses in Jordanian hospitals. Int. J. Eng. Res. 2019;6(5):55-61. IJERM0605017.pdf Raghubir AE. Emotional intelligence in professional nursing practice: A concept review using Rodgers's evolutionary analysis approach. Int. J. Nurs. 2018,10;5(2):126-30. https://doi.org/10.1016/j.ijnss.2018.03.004 Kircaburun K, Griffiths MD, Billieux J. Trait emotional intelligence and problematic online behaviors among adolescents: The mediating role of mindfulness, rumination, and depression. Pers. Individ. Differ.2019 1;139:208-13. https://doi.org/10.1016/j.paid.2018.11.024 Pérez-Fuentes MD, Molero Jurado MD, Del Pino RM, Gázquez Linares JJ. Emotional intelligence, self-efficacy and empathy as predictors of overall self-esteem in nursing by years of experience. Front. 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Int J Adolesc Med Health. 2018;32(3). http://dx.doi.org/10.1515/ijamh-2017-0146 Gillet N, Austin S, Fernet C, Sandrin E, Lorho F, Brault S, et al. Workaholism, presenteeism, work-family conflicts and personal and work outcomes: Testing a moderated mediation model. J Clin Nurs. 2021;30(19–20):2842–53. http://dx.doi.org/10.1111/jocn.15791 Karakurt N, Erden Y, Sis Çelik A. The relationship between nurses’ work stress levels and work-family conflict during the COVID-19 pandemic and the affecting factors: A study from Turkey. Arch Psychiatr Nurs. 2023;42:61–7. http://dx.doi.org/10.1016/j.apnu.2022.12.015 Hussain A, Burdey MB. Nurse Occupational Stressor Affect Their Clinical Performance and Mediating Role of Emotional Intelligence. Bulletin of Business and Economics (BBE). 2024; 28;13(3):520-8. https://doi.org/10.61506/01.00534 Law KS, Wong CS, Song LJ. The construct and criterion validity of emotional intelligence and its potential utility for management studies. J. Appl. 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Interdisciplinaria. 2023;40(3). https://doi.org/10.16888/interd.2023.40.3.11 Additional Declarations No competing interests reported. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-6422782","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":448498396,"identity":"bb2de8bf-72c6-49c8-a728-2f38221d5e43","order_by":0,"name":"Nouf Afit Aldhafeeri","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAABAUlEQVRIiWNgGAWjYDACCQaGDwwGDDwM7G1gfgJUEDfgkWBgnAHWwnOMJC1gZWlEarGX7jFs+FFwT8Zc8lnyh59tDHnyDcwHb/Mw1MnjtEXmjGFjj0Exj+XstGOSvW0MxQYH2JKteRgOGzbgdFiO+QMegwQeg9vpbQy8bf8TNzDwmEnzMBxgxKPFsPEPSMvN480f/7YxJM5v4P8G1FJnj09LM9iWG2wHpHmBWhoO8LABtTAn4tRyI62wWQak5UxamrTMOYbEDYfZjC3nGBxOxqWFfUbyxsY3fxLsDY4fM/74pgzosPbmhzfeVNTZ4tKCBTCDCAPi1Y+CUTAKRsEowAQAH5JQfJpvz8YAAAAASUVORK5CYII=","orcid":"","institution":"College of Nursing, King Saud bin Abdulaziz University for Health Sciences, Riyadh, Saudi Arabia/King Abdullah International Medical Research Center (KAIMRC), Riyadh","correspondingAuthor":true,"prefix":"","firstName":"Nouf","middleName":"Afit","lastName":"Aldhafeeri","suffix":""},{"id":448498398,"identity":"18be4201-b56c-4273-973c-c7fb4447beca","order_by":1,"name":"Ebtsam Abou Hashish","email":"","orcid":"","institution":"College of Nursing, King Saud bin AbdulAziz University for Health Sciences, Jeddah, Saudi Arabia / King Abdullah International Medical Research Center, Jeddah","correspondingAuthor":false,"prefix":"","firstName":"Ebtsam","middleName":"Abou","lastName":"Hashish","suffix":""},{"id":448498400,"identity":"62cd3764-41d2-435b-b5cd-094c8998b364","order_by":2,"name":"Hanaa M Abo Shereda","email":"","orcid":"","institution":"College of Nursing, King Saud bin Abdulaziz University for Health Sciences, Riyadh, Saudi Arabia/King Abdullah International Medical Research Center (KAIMRC), Riyadh","correspondingAuthor":false,"prefix":"","firstName":"Hanaa","middleName":"M Abo","lastName":"Shereda","suffix":""}],"badges":[],"createdAt":"2025-04-10 19:23:10","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-6422782/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-6422782/v1","draftVersion":[],"editorialEvents":[{"content":"https://doi.org/10.1186/s12912-025-03280-w","type":"published","date":"2025-05-30T15:57:13+00:00"}],"editorialNote":"","failedWorkflow":false,"files":[{"id":81560004,"identity":"a8252f5f-b1ab-4642-a0bc-768f6aa594ec","added_by":"auto","created_at":"2025-04-28 14:22:27","extension":"jpg","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":45364,"visible":true,"origin":"","legend":"\u003cp\u003eStandardized coefficients for the effect of WFC on nurses’ JP mediated by EI\u003c/p\u003e","description":"","filename":"1.jpg","url":"https://assets-eu.researchsquare.com/files/rs-6422782/v1/be876e6fc8c56bc7df87922b.jpg"},{"id":83783106,"identity":"bdf3ae3d-1020-47e2-a5b7-557952875526","added_by":"auto","created_at":"2025-06-02 16:10:52","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1260407,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6422782/v1/fec7dbb4-3cbb-4622-b9b8-c8ed12524e1d.pdf"},{"id":81560005,"identity":"ebb7069c-237a-4227-b9d4-1e786bb07367","added_by":"auto","created_at":"2025-04-28 14:22:28","extension":"docx","order_by":0,"title":"","display":"","copyAsset":false,"role":"supplement","size":16518,"visible":true,"origin":"","legend":"","description":"","filename":"SupplementaryTable11.docx","url":"https://assets-eu.researchsquare.com/files/rs-6422782/v1/434523b51a35c9f3f63c4251.docx"}],"financialInterests":"No competing interests reported.","formattedTitle":"The Effect of Work-Family Conflict on Staff Nurses' Job Performance: The Mediating Role of Emotional Intelligence","fulltext":[{"header":"Introduction","content":"\u003cp\u003eNursing is a complex profession that involves emotional, physical, and psychological labor. Nurses represent the largest group of frontline professionals in hospitals, playing a critical role in patient care\u003csup\u003e1,2\u003c/sup\u003e. With females constituting approximately 80% of the global nursing workforce, nursing is predominantly a female-dominated profession\u003csup\u003e3\u003c/sup\u003e. This high representation of women is often accompanied by increased challenges in balancing work and family responsibilities. Female nurses frequently face the dual pressure of managing household duties alongside the requirements of their professional roles, that can result in \u0026nbsp; conflict between work-family (WFC)\u003csup\u003e3,4,5\u0026nbsp;\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eWFC arises when the pressures of job and familial responsibilities clash, resulting in stress and potential decreases in work performance. In nursing profession, this issue is extremely significant, where the overlapping demands of work responsibilities \u0026nbsp;and familial demands can lead to burnout, job dissatisfaction, and compromised patient care\u003csup\u003e5\u003c/sup\u003e. Research highlight that WFC negatively affects \u0026nbsp;nurses’ performance by raising stress levels and decreasing job satisfaction\u003csup\u003e6\u003c/sup\u003e. Emotional intelligence refers to being able to recognize and handle individual's and other emotions, it has been found that the correlation between WFC and JP is mediated by EI \u0026nbsp;which buffer the \u0026nbsp;stress’s negative effects \u003csup\u003e7\u003c/sup\u003e.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eStudies revealed that nurses with higher EI are more capable of managing stress, maintaining healthy interpersonal relationships, and cope with the emotional challenges of their roles\u003csup\u003e8\u003c/sup\u003e. For example, research by Karimi et al. \u003csup\u003e9\u0026nbsp;\u003c/sup\u003eshown that nurses who have higher degrees of EI reported higher JP and lower levels of WFC. Additionally, EI has been shown to improve leadership styles and collaboration, making it a key asset in fostering effective teamwork and improving overall workplace outcomes \u003csup\u003e10,11\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConceptual framework and development of hypotheses\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study conceptualized three key work variables among nurses and the relationships between them: WFC, JP, and EI. These factors are integral to understanding how nurses balance the requirements of their work and social lives and how this balance impacts their overall JP.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eWork-Family Conflict (WFC)\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIt is described as a type of inter-role contradiction where the demands and stresses from job and personal domains are not compatible, causing significant strain for the individual\u003csup\u003e7\u003c/sup\u003e. There are two primary dimensions of WFC: work-to-family conflict (WFC) and family-to-work conflict (FWC)\u003csup\u003e\u0026nbsp;7\u003c/sup\u003e. WFC happens in case work requirements interfere with fulfilling familial responsibilities, while FWC happens if family obligations, duties and stress negatively affect nurses’ focus and efficiency at work, leading to reduced job performance \u003csup\u003e12, 13\u0026nbsp;\u003c/sup\u003e. These two forms of conflict, although distinct, are interconnected. For nurses, these conflicts arise due to a combination of factors such as the heavy responsibilities in both the workplace and the family. Long shifts, emotional labor, and the demanding nature of patient care can lead to WFC, where work pressures spill over into family life, disrupting personal responsibilities. Greenhaus and Beutell \u003csup\u003e7\u0026nbsp;\u003c/sup\u003eemphasized that as the demands in one dimension increase, it gets harder to satisfy the demands of the other, creating a sense of conflict and imbalance. Roy et al. \u003csup\u003e14\u003c/sup\u003e described this as the clash between pressures from different social roles, such as work and family, where expectations in one domain interfere with fulfilling responsibilities in another.\u003c/p\u003e\n\u003cp\u003eIn nursing, where emotional and physical labor is substantial, these conflicts can further exacerbate stress, leading to negative impacts on both nurses’ psychological well-being and JP. Researchers found \u0026nbsp;that, nurses who suffer from \u0026nbsp;high levels of WFC or FWC are less able to sustain an adequate balance between work-life, ultimately affecting patients’ care and job satisfaction \u003csup\u003e12\u003c/sup\u003e. Addressing these conflicts is crucial to improve nurses’ psychological health and job performance, specifically in healthcare centers where emotional demands \u0026nbsp;and lack of staff are common.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eWork-Family Conflict (WFC) and Job Performance (JP)\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eJob performance (JP) refers to a nurse's ability to effectively fulfill roles, duties, and responsibilities related to direct patient care in order to meet organizational objectives\u003csup\u003e15\u003c/sup\u003e. In nursing, JP encompasses a broad set of competencies and responsibilities, ranging from leadership to clinical care, and requires a comprehensive approach to performance assessment. This multi-faceted nature of nursing work emphasizes the need for evaluating JP through various dimensions to reflect the complexities of the nursing role\u003csup\u003e16,17\u003c/sup\u003e. According to Kane \u003csup\u003e18\u0026nbsp;\u003c/sup\u003eand Schwirian \u003csup\u003e19\u003c/sup\u003e, JP can be operationally measured across six scopes: critical care activities , leadership, collaboration, evaluation, interpersonal relations, and training and development. These dimensions capture the comprehensive skill set required for effective nursing practice and are crucial for assessing performance in a clinical setting.\u003c/p\u003e\n\u003cp\u003eResearch has demonstrated that there is a substantial relationship linking WFC and nurses’ job performance. Siallagan et al. \u003csup\u003e20\u003c/sup\u003e found that as WFC increases, nurses’ job performance tends to decrease, and vice versa. Similarly, Wang and Tsai \u003csup\u003e21\u003c/sup\u003e confirmed that the two dimensions of (WFC) have a significantly negative impact on JP. In other words, higher levels of either type of conflict result in declining JP among nurses.\u003c/p\u003e\n\u003cp\u003eThe consequences of WFC extend beyond performance alone. Dilmaghani et al. \u003csup\u003e5\u003c/sup\u003e found that WFC negatively influences \u0026nbsp;nurses’ job satisfaction and quality performance, and may even lead to intentions to leave their jobs. As the requirements in both areas \u0026nbsp;rises, nurses may encounter a decline in their ability to meet the standards of care expected in their roles, which can affect not only individual well-being but also patient outcomes and healthcare quality.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eWork-Family Conflict (WFC), Job Performance (JP), and Emotional Intelligence (EI)\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWFC can significantly affect JP, but certain factors can help mediate or alleviate its impact. EI has been found to be essential in managing WFC. Recent findings have demonstrated that greater EI is linked with reduced emotional exhaustion, improved interpersonal relationships, enhanced work satisfaction, and a good correlation with work performance \u003csup\u003e22,23,24,25,26.\u003c/sup\u003e\u003c/p\u003e\n\u003cp\u003eWong and Law (2002)\u003csup\u003e27\u003c/sup\u003e identified four key components of EI: Self-Emotions Appraisal (SEA), which refers to the capacity to identify and comprehend one’s own feelings; The capacity to recognize and comprehend the feelings of others is known as Others-Emotions Appraisal (OEA); Regulation of Emotion (ROE), which is the capacity to control ones’emotions to improve performance and sustain motivation, Use of Emotion (UOE), which is the capacity to harness feelings for decision-making and problem-solving \u003csup\u003e28\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eIn nursing, EI is particularly important due to the emotional demands of the profession. Nurses frequently interact with patients, families, and colleagues in high-stress situations, making emotional management critical. Nurses with greater EI are equipped to handle their own feelings and respond effectively to the emotions of others. This ability influences decision-making, patients’ quality of care, and professional relationships\u0026nbsp;\u003csup\u003e29\u003c/sup\u003e\u003csup\u003e,30\u003c/sup\u003e. Additionally, EI helps nurses manage work-related stress, address clinical issues, and meet patients' needs more efficiently.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eResearch also shows that EI significantly improves leadership styles within healthcare\u003csup\u003e10,11\u003c/sup\u003e. Leaders with higher EI, especially those with transformational leadership, tend to achieve better organizational outcomes, \u0026nbsp; enhance job performance and workplace dynamics \u003csup\u003e10,11\u0026nbsp;\u003c/sup\u003e. Conversely, problematic behaviors like inadequate communication and weak collaboration are associated with low EI levels which can negatively impact team performance and job effectiveness \u003csup\u003e31,32\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eThe role of EI became particularly crucial at the pandemic of COVID-19 when nurses faced unprecedented degrees of stress and burnout \u003csup\u003e33,34\u003c/sup\u003e. Thus, EI acts a pivotal function in improving the overall success and job performance of nurses, enhancing both their personal well-being and patient outcomes\u003csup\u003e29\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eAccording to the conceptualization of the research’s variables which are WFC, EI, and JP— these hypotheses are postulated:\u003c/p\u003e\n\u003cp\u003eH1: There is a negative relationship between WFC and staff nurses’ JP, as well as their EI.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eH2: EI acts as a mediating role between WFC staff nurses’ JP.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eSignificance of Study\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNurses often face significant levels of WFC due to the challenging nature of their work. This conflict arises when the demands of job and family responsibilities clash, leading to increased stress, reduced job satisfaction, and, ultimately, decreased JP. Previous research have shown that WFC is a strong predictor of JP, with increased degrees of conflict leading to decreased degrees of job effectiveness \u003csup\u003e35\u003c/sup\u003e. In healthcare, this issue is particularly prevalent due to increased job demands, staffing shortages, and long working hours, all of which contribute to heightened stress levels for nurses \u003csup\u003e36,37\u003c/sup\u003e. Furthermore, additional stressors such as a lack of social support, limited opportunities for promotion, and the pressures of caring for critically ill patients exacerbate WFC, leading to negative outcomes for both nurses and their work environments \u003csup\u003e38\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eDespite the clear link between WFC, EI, and JP, there remains a gap in understanding how EI mediates the relationship between WFC and JP in nursing. While earlier researches have explored the negative effect of WFC and the benefits of EI, few have examined the specific mechanism by which EI can buffer the adverse effects of WFC on JP among nurses. This research aims to fill that gap by investigating the role of EI as a mediator between WFC and JP among staff nurses.\u003c/p\u003e\n\u003cp\u003eThe importance of this study originates in its capacity to offer valuable insightful information into how EI can mitigate the harmful effects of WFC on JP in the nursing profession. By focusing on EI as a mediating factor, this study will add a deeper understanding of how emotional competencies can enhance JP, improve nurses’ emotional well-being, and reduce WFC. These findings are particularly important for healthcare administrators and policymakers who aim to create supportive work environments that enhance nurses' EI, reduce conflict, and promote better JP \u003csup\u003e39\u003c/sup\u003e.\u003c/p\u003e\n\u003cp\u003eFurthermore, this study’s focus on nurses in Saudi Arabia adds an important dimension, as cultural, familial, and professional expectations may influence the relationship between WFC, EI, and JP. By addressing these factors within the unique context of Saudi Arabia, the study provides locally relevant insights, while also contributing to the global literature on nursing JP and EI.\u003c/p\u003e\n\u003cp\u003eIn conclusion, this study adds to existing knowledge by clarifying how EI mediates the relationship between WFC and JP. This knowledge can guide the creation of focused interventions aimed at enhancing nurses' emotional intelligence, lessen WFC's detrimental effects and eventually enhance healthcare delivery.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAim of the study\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study aimed to investigate the impact of work-family conflict (WFC )on staff nurses' job performance (JP) and to assess the mediating role of emotional intelligence(EI).\u003c/p\u003e"},{"header":"Material and methods","content":"\u003ch2\u003e\u003cstrong\u003e\u003cem\u003eStudy Design, Setting, Subjects\u003c/em\u003e\u003c/strong\u003e\u003c/h2\u003e\n\u003cp\u003eThis study employed a descriptive multivariate correlational design and it was carried at governmental hospital in Riyadh, Saudi Arabia. The hospital provides a full spectrum of healthcare services, from primary to tertiary care. The study population consisted of nurses. Participants were included based on the following inclusion criteria: nurses who have not less than \u0026nbsp;one year of experience and a willingness to take part in the study. Nurses who have less than one year of experience were excleded from the the study. The required sample size was calculated using G*Power (3.1) software. A linear multiple regression, fixed model, R\u0026sup2; increase analysis was conducted, resulting in a required sample size of 119 nurses. The calculation assumed an effect size of 0.15, power of 0.95, and an alpha level of 0.05, with 12 predictor variables. To ensure adequate data and account for potential dropouts, the researchers increased the required sample size by 20% to 144 nurses. \u0026nbsp;In this study, the final sample was 227 nurses.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003e\u0026nbsp;Data Collection Procedure and Instruments\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eAfter receiving ethical approval, the nursing services department was contacted to assist in distributing the online survey to the nursing staff. The ethical approval was attached to the distribution survey along with the consent form. The Microsoft Forms platform was used to disseminate the survey, which consisted of two parts: demographic data and three measurement instruments\u0026mdash;the Wong and Law Emotional Intelligence Scale (WLEIS), the Work-Family Conflict Scale, and the Six-Dimension Scale of Nursing Performance.\u003c/p\u003e\n\u003col\u003e\n \u003cli\u003e\u003cstrong\u003eThe demographic section\u003c/strong\u003e collected information from participants to describe the sample, including details such as age, marital status with \u0026nbsp;number of children, level of education, and \u0026nbsp; years of experience.\u003c/li\u003e\n \u003cli\u003e\u003cstrong\u003eThe Work-Family Conflict Scale\u003c/strong\u003e,\u0026nbsp;conceptualized\u0026nbsp;to measure the level of conflict between work and family responsibilities\u003csup\u003e13\u003c/sup\u003e. It comprises of 10 items rated on a 5-point Likert scale \u0026nbsp;ranged from strongly disagree to strongly agree. The scale has two subscales: work-to-family conflict and family-to-work conflict. \u0026nbsp;The Cronbach\u0026rsquo;s alpha for the scale was .87 for work-to-family conflict and .85 for family-to-work conflict, indicating high reliability\u003csup\u003e13\u003c/sup\u003e.\u0026nbsp;Higher scores represent higher levels of conflict, while lower scores indicate less conflict.\u003c/li\u003e\n \u003cli\u003e\u003cstrong\u003eThe Wong and Law Emotional Intelligence Scale (WLEIS)\u003c/strong\u003e comprises of 16 self-reported items that assess emotional intelligence across four subscales. These include self-emotions appraisal , others-emotions appraisal, use of emotion, and regulation of emotion. The scale uses a 7-point Likert scale (totally disagree to totally agree). The Cronbach\u0026rsquo;s alpha for ranges from .80 to .89, demonstrating high reliability \u003csup\u003e27,40 \u0026nbsp;\u003c/sup\u003e. Higher scores indicate higher EI, while lower scores indicate lower EI.\u003c/li\u003e\n \u003cli\u003e\u003cstrong\u003eThe Job Performance Scale,\u003c/strong\u003e developed by Schwirian\u003csup\u003e19\u003c/sup\u003e , \u0026nbsp;it is a comprehensive tool used to evaluate nurses\u0026apos; clinical performance, focusing on both the frequency and quality of key job-related behaviors. The scale consists of 52 items divided into six distinct subscales, each addressing critical aspects of nursing performance. These subscales provide a detailed assessment of how nurses fulfill their roles and responsibilities in clinical settings, making it an invaluable tool for understanding nursing competencies. The Leadership subscale, consisting of 5 items, measures a nurse\u0026rsquo;s ability to lead and manage clinical situations. The Critical Care subscale, comprising 7 items, evaluates nurses\u0026apos; competence in handling critical care situations. The Teaching/Collaboration subscale, which includes 11 items, assesses nurses\u0026apos; ability to educate patients, families, and colleagues, as well as their collaboration within healthcare teams. The Planning/Evaluation subscale, consisting of 7 items, focuses on nurses\u0026apos; ability to plan and evaluate patient care. The Interpersonal Relations/Communications subscale, which has 12 items, examines nurses\u0026apos; crucial skills for building rapport with patients and families, facilitating teamwork, and ensuring that essential information is shared effectively among healthcare professionals. Finally, the Professional Development subscale, made up of 10 items, measures a nurse\u0026rsquo;s engagement in activities aimed at enhancing their skills and knowledge \u003csup\u003e19\u003c/sup\u003e.\u0026nbsp;\u003c/li\u003e\n\u003c/ol\u003e\n\u003ch3\u003e\u003cstrong\u003e\u003cem\u003e2.4. Validity, Reliability, and Pilot Study\u003c/em\u003e\u003c/strong\u003e\u003c/h3\u003e\n\u003cp\u003eTo ensure the validity and reliability of the study instruments, a panel of five academic experts reviewed the content of the scales used in this study. The panel evaluated the relevance, clarity, and cultural appropriateness of the items in the \u003cstrong\u003eWong and Law Emotional Intelligence Scale , Work-Family Conflict Scale\u003c/strong\u003e\u003cstrong\u003e,\u0026nbsp;\u003c/strong\u003eand\u003cstrong\u003e\u0026nbsp;\u003cstrong\u003eSix-Dimension Scale of Nursing Performance\u003c/strong\u003e\u003c/strong\u003e. The internal consistency of these scales was assessed using \u003cstrong\u003eCronbach\u0026rsquo;s alpha\u003c/strong\u003e, which demonstrated high reliability for each scale: the \u003cstrong\u003eWLEIS\u003c/strong\u003e (\u0026alpha; = 0.80 to 0.89), the \u003cstrong\u003eWork-Family Conflict Scale\u003c/strong\u003e (\u0026alpha; = 0.87 for work-to-family conflict and 0.85 for family-to-work conflict), and the \u003cstrong\u003eSix-Dimension Scale of Nursing Performance\u003c/strong\u003e. \u003cstrong\u003eA \u003cstrong\u003epilot study\u003c/strong\u003e\u003c/strong\u003e was conducted on 10% of the final sample (n = 23) to evaluate the clarity, applicability, and completion time of the questionnaire. The pilot data were not included in the final analysis, but the results indicated no need for revisions in the study instruments, confirming their validity and reliability.\u003c/p\u003e\n\u003ch3\u003e\u003cstrong\u003e\u003cem\u003e2.5. Ethical Considerations\u003c/em\u003e\u003c/strong\u003e\u003c/h3\u003e\n\u003cp\u003eApproval for the study was obtained from the \u003cstrong\u003eKSAUH-College of Nursing-Riyadh Research Unit\u003c/strong\u003e and the \u003cstrong\u003eKing Abdullah International Medical Research Center (KAIMRC)\u003c/strong\u003e (IRB/2191/22) before the study began. The purpose of the research was briefly explained to all potential participants, emphasizing that there were no risks associated with participation. Participants were informed that they had the freedom to withdraw from the study at any time without facing any penalties. The privacy and confidentiality of participants were strictly maintained. All data collected were anonymized, and no personal information was disclosed. Informed consent was obtained online before participants accessed the questionnaire, ensuring that they were aware of the nature of the study and their rights as participants.\u003c/p\u003e\n\u003ch3\u003e\u003cstrong\u003e\u003cem\u003e2.6. Statistical Analysis\u003c/em\u003e\u003c/strong\u003e\u003c/h3\u003e\n\u003cp\u003eThe data collected through Microsoft Forms were exported and imported into \u003cstrong\u003eSPSS version 26\u003c/strong\u003e. Descriptive statistics were used to describe the sample. Inferential statistics were applied to answer the research questions. \u003cstrong\u003ePearson r correlation\u003c/strong\u003e was used to examine the relationships between the study variables. Additionally, \u003cstrong\u003emultivariate statistics\u003c/strong\u003e, including \u003cstrong\u003epath analysis\u003c/strong\u003e, were employed to predict the mediating effect of emotional intelligence on the relationship between work-family conflict and job performance. Two tailed p-values beneath the threshold of 0.05 were considered statistically significant.\u003c/p\u003e"},{"header":"Results","content":"\u003cp\u003eThe demographic characteristics analysis of the 227 nurses reveals that the majority fall within the 31-40 years age group, representing 53.7% of the sample. The average age of participants is 37.68 years with a standard deviation of 7.89, indicating a relatively mature and experienced nursing workforce. In terms of experience, nearly half of the participants (51.9%) have more than 10 years of nursing experience, with an average of 10.4 years and a standard deviation of 4.93. The marital status distribution shows that 44.5% of the participants are single, while 44.9% are married with children, reflecting a diverse range of family responsibilities within the workforce.\u003c/p\u003e\n\u003cp\u003eEducationally, the majority of participants hold a Bachelor of Science in Nursing (BSN) degree (71.4%), while 22.9% have a diploma and 11.5% possess a Master\u0026rsquo;s degree, indicating a well-educated nursing staff. The majority of participants are staff nurses (86.8%), with 44.9% identified as Staff Nurse I and 41.9% as Staff Nurse II. A smaller proportion of the sample includes unit managers (7.9%), while roles such as nurse specialists and nurse coordinators make up a smaller percentage of the workforce. \u003cstrong\u003eTable 1\u003c/strong\u003e.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 1:\u0026nbsp;\u003c/strong\u003e\u003cem\u003eDistribution of the Study Sample by Demographic Characteristics (N = 227)\u003c/em\u003e\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"3\" cellpadding=\"0\" width=\"574\"\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eVariable\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eAge\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e\u0026lt; 21 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e0.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e21-30 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e17.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e31-40 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e129\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e53.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e41-50 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e22.5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e\u0026gt; 50 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e8.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eMarital Status\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e101\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e44.5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003eMarried, no kids\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e23\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e10.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003eMarried with kids\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e102\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e44.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003eWidow\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e2.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eEducational Level\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003eDiploma (less than three years)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e22.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003eBSN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e162\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e71.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003eMaster\u0026apos;s Degree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e11.5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eYears of Experience\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e\u0026lt; 1 year\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e4.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e1-5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e15.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e6-10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 17.2879%;\"\u003e\n \u003cp\u003e77\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 19.9476%;\"\u003e\n \u003cp\u003e33.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 60.951%;\"\u003e\n \u003cp\u003e\u0026gt; 10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 38.5654%;\"\u003e\n \u003cp\u003e118 \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; 51.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003ePerceived nurses\u0026rsquo; Work-Family Conflict (WFC), Job performance (JP), Emotional Intelligence (EI)\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eTable 2 presents the descriptive analysis of the studied variables. Regarding WFC, the overall mean score is 16.74 with a standard deviation of 5.67, placing it in the low to moderate range (scale range: 10-50). This indicates that nurses experience moderate levels of conflict between their work and family responsibilities. Breaking it down further, the Family-Work Conflict subscale shows a slightly higher mean score of 11.76 (SD = 4.38), compared to the Work-Family Conflict subscale, which has a mean of 10.86 (SD = 4.10). This suggests that, on average, nurses face slightly more conflict from family responsibilities impacting their work than from work responsibilities affecting their family life.\u003c/p\u003e\n\u003cp\u003eFor Nursing JP, the overall mean score is 76.82 with a standard deviation of 26.49, which falls into the low to moderate range (scale range: 52-208). This indicates that, on average, nurses perform at a moderate level. Among the JP dimensions, Teaching/Collaboration scores the highest with a mean of 24.99 (SD = 10.43), followed by Interpersonal Relations with a mean of 23.69 (SD = 12.21). These scores suggest strengths in teamwork and communication among the nurses. However, lower mean scores are seen in Leadership, with a mean of 10.20 (SD = 4.72), and Planning/Evaluation, which has a mean of 12.82 (SD = 7.19). This indicates potential areas where performance could be improved. The Critical Care dimension scores a mean of 14.42 (SD = 5.45), and Professional Development has a mean of 15.30 (SD = 5.33), suggesting moderate engagement in these areas. The variability in scores across dimensions highlights the diverse range of JP levels among the nursing staff, with particular strengths in collaboration and interpersonal relations, but relatively lower performance in leadership roles.\u003c/p\u003e\n\u003cp\u003eThe overall mean score for EI is 46.47 with a standard deviation of 19.28, which falls within the low to moderate range (scale range: 16-112). This suggests that, on average, nurses exhibit relatively moderate levels of EI, with significant variability in individual scores. Among the EI dimensions, the highest mean score is in Use of Emotion (UOE), which averages 13.42 (SD = 7.35), followed by Self-Emotions Appraisal (SEA) with a mean of 12.09 (SD = 7.50). The dimensions of Others-Emotions Appraisal (OEA) and Regulation of Emotion (ROE) score slightly lower, with means of 11.87 (SD = 6.14) and 11.76 (SD = 6.88), respectively. These findings suggest that, while nurses exhibit some emotional intelligence capabilities, there is considerable room for development, particularly in the areas of self and others\u0026rsquo; emotional appraisal, as well as emotion regulation.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 2.\u0026nbsp;\u003c/strong\u003e\u003cem\u003eDescriptive Analysis of Nurses\u0026rsquo; Perceived WFC, JP, and EI\u003c/em\u003e\u003c/p\u003e\n\u003ctable border=\"0\" cellspacing=\"3\" cellpadding=\"0\"\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eDimensions\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eMean\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 121px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eSD\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 2px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eOverall Work-Family Conflict\u0026nbsp;\u003c/strong\u003e\u003csup\u003ea\u003c/sup\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e16.74\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e5.67\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eWork-Family Conflict Scale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e10.86\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e4.10\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eFamily-Work Conflict Scale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e11.76\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e4.38\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eOverall Nursing Performance\u0026nbsp;\u003c/strong\u003e\u003csup\u003eb\u003c/sup\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e76.82\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e26.49\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eLeadership\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e10.20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e4.72\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eCritical Care\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e14.42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e5.45\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eTeaching/Collaboration\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e24.99\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e10.43\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003ePlanning/Evaluation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e12.82\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e7.19\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eInterpersonal Relations\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e23.69\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e12.21\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eProfessional Development\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e15.30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e5.33\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eOverall Emotional Intelligence\u0026nbsp;\u003c/strong\u003e\u003csup\u003ec\u003c/sup\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e46.47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e19.28\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eSelf-Emotions Appraisal (SEA)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e12.09\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e7.50\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eOthers-Emotions Appraisal (OEA)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e11.87\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e6.14\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eUse of Emotion (UOE)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e13.42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e7.35\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 308px;\"\u003e\n \u003cp\u003eRegulation of Emotion (ROE)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 84px;\"\u003e\n \u003cp\u003e11.76\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 120px;\"\u003e\n \u003cp\u003e6.88\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cstrong\u003e\u0026nbsp;Notes:\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cem\u003ea. 5-point Likert scale, Low (10-22), Moderate (23 -35), High (36-50)\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e\u003cem\u003eb. 4-point Likert scale, Low (52-104), Moderate (105-156), High (157-208)\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e\u003cem\u003ec. 7-point Likert scale, Low (16-39), Moderate (40-75), High (76-112)\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eRegression analysis among Work-Family Conflict (WFC), Job Performance (JP), and Emotional Intelligence (EI)\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eTable 3 and Figure 1 illustrate the regression analysis between WFC as a predictor and both JP and EI. The analysis reveals that WFC has a statistically significant negative impact on JP (\u0026beta; = -0.08, p \u0026lt; 0.01). This suggests that higher levels of WFC are associated with lower JP. However, the very low R\u0026sup2; value of 0.01 indicates that WFC explains only 1% of the variance in JP, highlighting a minimal direct impact.\u003c/p\u003e\n\u003cp\u003eIn contrast, the relationship between WFC and EI was found to be non-significant (\u0026beta; = -0.02, p = 0.35). This indicates that WFC does not significantly affect EI, as supported by the R\u0026sup2; value of 0.00, showing that WFC does not account for any variance in EI. This result partially supports Hypothesis 1.\u003c/p\u003e\n\u003cp\u003eImportantly, EI had a significant positive mediating effect on JP (\u0026beta; = 0.47, p \u0026lt; 0.01). This result suggests that higher levels of EI are associated with improved JP. The R\u0026sup2; value of 0.22 shows that EI explains 22% of the variance in JP, indicating a moderate but meaningful effect. This finding underscores the importance of EI as a predictor of JP.\u003c/p\u003e\n\u003cp\u003eAs shown in Figure 1, EI partially mediates the relationship between WFC and JP, further supporting Hypothesis 2. The model fit statistics indicate a generally good fit for the path model, with a Chi-Square (\u0026chi;\u0026sup2;) value of 15.40, a CFI of 0.98, and a Root Mean Square Error of Approximation (RMSEA) of 0.07.\u0026nbsp;\u003c/p\u003e\n\u003ch3\u003e\u003cstrong\u003eTable 3. \u003cem\u003ePath analysis among \u0026nbsp;Work-Family Conflict (WFC), Job Performance\u003c/em\u003e (JP), \u003cem\u003eEmotional Intelligence (EI)\u003c/em\u003e\u003c/strong\u003e\u003c/h3\u003e\n\u003ctable border=\"0\" cellspacing=\"3\" cellpadding=\"0\" width=\"605\"\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 343px;\"\u003e\n \u003cp\u003eVariables Path\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003e\u0026beta;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 53px;\"\u003e\n \u003cp\u003eR\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 45px;\"\u003e\n \u003cp\u003eS.E.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003et-value\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 46px;\"\u003e\n \u003cp\u003e\u003cem\u003eP\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 343px;\"\u003e\n \u003cp\u003eWork-Family Conflict \u0026rarr; Job Performance\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003e-0.08\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 53px;\"\u003e\n \u003cp\u003e0.01\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 45px;\"\u003e\n \u003cp\u003e0.03\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e-2.67\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 46px;\"\u003e\n \u003cp\u003e\u0026lt;0.01*\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 343px;\"\u003e\n \u003cp\u003eWork-Family Conflict \u0026rarr; Emotional Intelligence\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003e-0.02\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 53px;\"\u003e\n \u003cp\u003e0.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 45px;\"\u003e\n \u003cp\u003e0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e-0.40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 46px;\"\u003e\n \u003cp\u003e0.35\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 343px;\"\u003e\n \u003cp\u003eEmotional Intelligence \u0026rarr; Job Performance\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 43px;\"\u003e\n \u003cp\u003e0.47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 53px;\"\u003e\n \u003cp\u003e0.22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 45px;\"\u003e\n \u003cp\u003e0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 60px;\"\u003e\n \u003cp\u003e9.40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 46px;\"\u003e\n \u003cp\u003e\u0026lt;0.01*\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" style=\"width: 553px;\"\u003e\n \u003cp\u003e\u003cem\u003eNote. R\u003csup\u003e2\u003c/sup\u003e= regression coefficient; Model fit parameters: Chi-Square (\u0026chi;\u0026sup2;):15.40, Comparative Fit Index (CFI):0.98, Root Mean Square Error of Approximation (RMSEA):0.07, * p significant \u0026le; 0.05\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 46px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cem\u003eDemographic characteristics and studied variables\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003eThe analysis reveals that nurses\u0026rsquo; demographic characteristics did not show significant effects on WFC, JP, or EI. See supplementary table 1 for more details.\u003c/p\u003e"},{"header":"Discussion","content":"\u003cp\u003eThis research investigated the interconnections between WFC, JP, and EI among nursing professionals in Saudi Arabia. Furthermore, it analyzed the mediating influence of EI on the relationship between WFC and JP, contributing valuable insights into how these factors interact in the demanding nursing profession. The results indicated that nurses generally reported moderate levels of EI, WFC, and JP. These findings suggest that while nurses possess some emotional regulation abilities and maintain moderate job performance, they still face notable challenges in balancing work and family demands. The moderate levels of these variables are consistent with the challenging and emotionally demanding nature of nursing, especially in hospital settings with staffing shortages. Nurses often face emotional and physical exhaustion due to long hours and the complex care they provide. The observed moderate levels of WFC among the nurses are consistent with studies conducted globally \u003csup\u003e\u003cspan class=\"CitationRef\"\u003e42\u003c/span\u003e, \u003cspan class=\"CitationRef\"\u003e5\u003c/span\u003e\u003c/sup\u003e, due to the emotional and physical demands of their roles. This moderate level of conflict reflects the high-stress environments in which healthcare professionals operate, especially in systems with chronic staffing shortages like Saudi Arabia. In Chain, Wu et al. (2021)\u003csup\u003e\u003cspan class=\"CitationRef\"\u003e43\u003c/span\u003e\u003c/sup\u003e also highlighted similar patterns, noting that WFC is a prevalent issue due to the long working hours and the dual pressure of managing professional and family responsibilities.\u003c/p\u003e\n\u003cp\u003eIn examining Hypothesis 1, which proposed a negative relationship between WFC and JP, the results confirmed that higher levels of WFC are associated with lower job performance. This finding is consistent with previous research\u003csup\u003e\u003cspan class=\"CitationRef\"\u003e20\u003c/span\u003e,\u003cspan class=\"CitationRef\"\u003e21\u003c/span\u003e\u003c/sup\u003e. The negative impact of WFC on job performance is well-documented in the literature. When the obligations associated with one\u0026rsquo;s professional responsibilities and familial duties are incongruent, individuals may encounter psychological distress, leading to diminished job focus and performance. \u003csup\u003e\u003cspan class=\"CitationRef\"\u003e44\u003c/span\u003e\u003c/sup\u003e. This is particularly true in emotionally taxing professions such as nursing, where the overlap of personal stress with professional duties can lead to burnout and decreased job efficiency\u003csup\u003e\u003cspan class=\"CitationRef\"\u003e5\u003c/span\u003e\u003c/sup\u003e. This suggests that WFC creates emotional and psychological strain, making it difficult for nurses to perform their duties effectively.\u003c/p\u003e\n\u003cp\u003eMoreover, the findings also confirmed Hypothesis 2, which suggested that EI mediates the relationship between WFC and JP. This result might be attributed to the ability to assess and control one\u0026apos;s emotions and understand others\u0026apos; emotions, equipping nurses to handle workplace stress more effectively. Nurses with higher levels of EI demonstrated better job performance, even when experiencing moderate levels of WFC \u003csup\u003e\u003cspan class=\"CitationRef\"\u003e25\u003c/span\u003e,\u003cspan class=\"CitationRef\"\u003e26\u003c/span\u003e\u003c/sup\u003e. This result highlights the importance of emotional regulation and resilience in mitigating the effects of WFC and work stress. This finding is supported by a previous study \u003csup\u003e\u003cspan class=\"CitationRef\"\u003e9\u003c/span\u003e\u003c/sup\u003e that found nurses with higher EI were better equipped to manage work-related stress and maintain job performance despite facing WFC. Similarly, Hussain et al. (2024)\u003csup\u003e\u003cspan class=\"CitationRef\"\u003e39\u003c/span\u003e\u003c/sup\u003e reported that nurses with high EI experienced less stressors which allowed them to maintain higher job performance. This emphasized the role of EI in improving job performance by moderating the negative effects of stress from different resources such as WFC. Hence, developing EI could be a critical intervention to help nurses cope with WFC and improve their job performance, especially in high-demand healthcare environments.\u003c/p\u003e\n\u003cdiv id=\"Sec21\" class=\"Section2\"\u003e\n \u003ch2\u003eLimitations\u003c/h2\u003e\n \u003cp\u003eThis study offers a comprehensive understanding of the mediating effects of WFC and EI on JP, offering deeper insights into these relationships in the Saudi context. However, the study also has limitations. The cross-sectional design limits the ability to make causal inferences. A longitudinal design could better capture the evolution of these relationships over time. The self-reported data may introduce potential biases, as participants may overestimate or underestimate their JP, EI, or WFC. Additionally, the study was conducted within a single healthcare institution in Saudi Arabia, which may limit the generalizability of the findings to other healthcare settings or countries with different healthcare systems and cultural norms.\u003c/p\u003e\n\u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThis study highlights the negative impact of WFC on JP among nurses and underscores the significant mediating role that EI plays in mitigating this effect. Higher levels of EI are associated with improved JP, despite the presence of WFC. These findings provide important insights for nursing practice, emphasizing the need to develop EI and support nurses in managing the challenges of WFC.\u003c/p\u003e\n\u003cdiv id=\"Sec23\" class=\"Section2\"\u003e\n \u003ch2\u003eImplications\u003c/h2\u003e\n \u003cp\u003e\u003cem\u003eFor nursing practice\u003c/em\u003e, the findings emphasize the importance of enhancing EI among nurses to improve JP and manage WFC more effectively. Healthcare organizations should implement training programs that focus on emotional regulation, stress management, and interpersonal communication. Additionally, healthcare organizations can benefit from creating policies that promote a better work-family balance, such as offering flexible working hours, family-supportive services, and stress-relief programs.\u003c/p\u003e\n \u003cp\u003e\u003cem\u003eFrom nursing management and leadership\u003c/em\u003e, the study suggests that addressing WFC should be a priority for healthcare administrators and managers to improve JP and nurse retention. Supporting systems should be established for nurses in Saudi nurses, ensuring that nurses have the necessary resources to enhance their emotional resilience and professional development. Furthermore, addressing staffing shortages and reducing workload pressures could help decrease WFC and improve overall nurse performance.\u003c/p\u003e\n \u003cp\u003e\u003cem\u003eFuture research\u003c/em\u003e should adopt longitudinal designs to explore how WFC, EI, and JP evolve, particularly in response to interventions aimed at improving these variables. Additionally, cross-cultural comparisons could further illuminate how nationality affects EI and JP, providing valuable insights into the unique challenges faced by expatriate nurses in different countries. Finally, intervention-based studies that assess the effectiveness of specific programs designed to enhance EI and reduce WFC would offer practical recommendations for improving nurse performance and well-being.\u003c/p\u003e\n\u003c/div\u003e"},{"header":"Abbreviations","content":"\u003ch3\u003eWFC \u0026nbsp;Work-Family Conflict\u0026nbsp;\u003c/h3\u003e\n\u003cp\u003eJP \u0026nbsp; \u0026nbsp; \u0026nbsp; Job performance\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eEI \u0026nbsp; \u0026nbsp; Emotional Intelligence\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eCFI \u0026nbsp; Comparative Fit Index\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eEthical approval and Consent to participate:\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe study received ethical approval from the \u003cstrong\u003eKing Abdullah International Medical Research Center (KAIMRC)\u003c/strong\u003e (IRB/2191/22) prior to data collection. Informed consent was obtained from all participants. Throughout the study, the ethical principles of the Declaration of Helsinki were followed. Clinical trial number Not applicable.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication:\u0026nbsp;\u003c/strong\u003eNot applicable\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAvailability of the data and material:\u0026nbsp;\u003c/strong\u003eThe data are available from the authors upon reasonable request\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting interests:\u003c/strong\u003eThe authors declare no competing interests.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding:\u003c/strong\u003e No funds were received\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthors' Contribution\u003c/strong\u003e: NAA and HMA designed the study and data collection; NAA and EA contributed to the data analysis, interpretation; and discussion; NAA, HMA, and EA drafted and finalized the manuscript.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgment:\u0026nbsp;\u003c/strong\u003eAppreciation and acknowledgment go to the King Abdullah International Medical Research Centre (KAIMRC), Riyadh, Saudi Arabia.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eAbou Hashish E, Alnajjar H, Al Saddon A. 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Interdisciplinaria. 2023;40(3). https://doi.org/10.16888/interd.2023.40.3.11\u003c/li\u003e\n\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":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Work-Family Conflict, Job Performance, Emotional Intelligence, Nurses, Saudi Arabia, Nursing Workforce","lastPublishedDoi":"10.21203/rs.3.rs-6422782/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6422782/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e \u003cp\u003eNurses often experience high levels of Work-Family Conflict (WFC) due to the demanding nature of their profession, which can negatively affect 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.\u003c/p\u003e\u003ch2\u003eMethods\u003c/h2\u003e \u003cp\u003eA descriptive multivariate correlational design was conducted in Riyadh, Saudi Arabia. A convenient 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 was utilized. Descriptive and inferential statistics and path analysis were used to analyze the data.\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e \u003cp\u003eA statistically significant inverse relationship between WFC and JP (β = -0.08, p\u0026thinsp;\u0026lt;\u0026thinsp;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\u0026thinsp;=\u0026thinsp;0.35). Importantly, EI had a significant positive impact on JP (β\u0026thinsp;=\u0026thinsp;0.47, p\u0026thinsp;\u0026lt;\u0026thinsp;0.01) and partially mediated the relationship between WFC and JP, explaining 22% of the variance in JP.\u003c/p\u003e\u003ch2\u003eConclusion\u003c/h2\u003e \u003cp\u003eWFC 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.\u003c/p\u003e","manuscriptTitle":"The Effect of Work-Family Conflict on Staff Nurses' Job Performance: The Mediating Role of Emotional Intelligence","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-04-28 14:22:23","doi":"10.21203/rs.3.rs-6422782/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2025-05-12T05:39:37+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-05-08T06:21:25+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"91837236882818544856495762003022927186","date":"2025-05-04T18:49:47+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-05-03T21:27:18+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"165443689991941712078982592501375337312","date":"2025-05-03T16:43:05+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"178159265961415160917799747863872331848","date":"2025-04-29T21:26:32+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"193414735943630300025632687987356607709","date":"2025-04-29T20:16:54+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"129085396123648484767511696131990554388","date":"2025-04-25T04:48:23+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-04-24T17:52:20+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-04-24T17:50:04+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2025-04-24T06:33:28+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-04-23T18:55:06+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2025-04-23T18:53:59+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"79b801ba-ee30-423d-b3a6-764eb89e25c6","owner":[],"postedDate":"April 28th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"published-in-journal","subjectAreas":[],"tags":[],"updatedAt":"2025-06-02T16:07:07+00:00","versionOfRecord":{"articleIdentity":"rs-6422782","link":"https://doi.org/10.1186/s12912-025-03280-w","journal":{"identity":"bmc-nursing","isVorOnly":false,"title":"BMC Nursing"},"publishedOn":"2025-05-30 15:57:13","publishedOnDateReadable":"May 30th, 2025"},"versionCreatedAt":"2025-04-28 14:22:23","video":"","vorDoi":"10.1186/s12912-025-03280-w","vorDoiUrl":"https://doi.org/10.1186/s12912-025-03280-w","workflowStages":[]},"version":"v1","identity":"rs-6422782","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6422782","identity":"rs-6422782","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}