Authors
Fatemeh Vashahi Torfi, Armin Fereidouni, Amirali Alizadeh, Samira Mahmoudi
Published in
Journal of nursing management. Volume 2026. Issue 1. Pages e4920152.
Abstract
Operating room practice requires personnel to remain actively committed to their professional roles while managing complex clinical tasks, close interdisciplinary coordination, and substantial responsibility for patient safety. Despite the importance of such work-related involvement, its association with personal emotional capabilities and the ethical characteristics of the workplace has received limited attention among operating room personnel. This study evaluated job involvement and examined its relationships with emotional intelligence and perceived ethical climate.
This cross-sectional study was conducted in 2023 among operating room personnel employed in five teaching hospitals affiliated with Shiraz University of Medical Sciences. The hospitals constituted sampling clusters, and eligible personnel within each hospital were recruited through convenience sampling. A total of 348 participants completed the Schutte Emotional Intelligence Scale, Olson's Hospital Ethical Climate Survey, and Kanungo's Job Involvement Questionnaire. Pearson correlations and multiple linear regression were used, and hospital-level clustering was examined using random-intercept mixed-model sensitivity analyses.
Of 370 initially recruited personnel, 348 were included in the complete-case analysis (94.1%). Mean scores were 106.32 ± 20.85 for emotional intelligence, 82.50 ± 22.00 for ethical climate, and 29.77 ± 9.21 for job involvement. Job involvement was slightly below the theoretical midpoint of 30 despite a generally favorable perceived ethical climate. Job involvement correlated positively with ethical climate (r = 0.30, p < 0.001) and emotional intelligence (r = 0.22, p < 0.001); emotional intelligence and ethical climate were not significantly correlated (r = 0.088, p = 0.102). In the fully adjusted model, ethical climate (standardized β = 0.277, p < 0.001) and emotional intelligence (standardized β = 0.190, p < 0.001) remained independently associated with job involvement. The model explained 15.8% of the variance (R2 = 0.158), and results were materially unchanged after accounting for hospital-level clustering.
Job involvement among operating room personnel was independently associated with perceived ethical climate and emotional intelligence, with ethical climate showing the stronger association. These individual and organizational resources may represent distinct correlates of psychological involvement in work. Given the cross-sectional design, causal inference is not warranted.
Nursing managers may consider strategies to strengthen ethical workplace climates and emotional competencies among operating room personnel through supportive leadership, transparent and equitable decision-making, structured opportunities to address ethical concerns, targeted training, and effective communication. Continuing professional development focused on self-awareness, emotional regulation, empathy, and interpersonal communication may complement organizational initiatives that promote fairness, mutual respect, psychological support, and accessible mechanisms for discussing ethical concerns. A dual-level approach addressing personal and organizational resources warrants prospective evaluation; the present cross-sectional findings do not establish the effectiveness of any specific intervention.
PMID:
42831526
Bibliographic data and abstract were imported from PubMed on 05 Oct 2026.
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