The Relationship Between Moral Intelligence and Spiritual Intelligence with job Satisfaction of Clinical Nurses: A Descriptive Correlational Study

Abstract

Introduction

In clinical settings, nurses’ job satisfaction plays an important role in the quality of patient care and their engagement in their work. However, despite job satisfaction's importance, little is known about how to contribute to its enhancement. Assessing the relationships between job satisfaction and other constructs is crucial to suggesting appropriate approaches.

Objective

This study aimed to examine the relationship between moral and spiritual intelligence with job satisfaction of clinical nurses.

Methods

A descriptive correlational study was conducted from July to December 2024. A random stratified sampling of 200 nurses working at selected hospitals of Shahid Beheshti University of Medical Sciences participated in this study. Data collection tools were Lennik and Keil's Moral Intelligence Questionnaire, Spiritual intelligence scale, and Minnesota Satisfaction Questionnaire.

Results

The mean and standard deviation of moral intelligence were 67.50 ± 11.03; spiritual intelligence 140.81 ± 15.31, and job satisfaction 61.24 ± 12.92. There was a positive significant correlation between moral intelligence and job satisfaction (r = 0.312, p < .001) and between spiritual intelligence and job satisfaction (r = 0.396, p < .001).

Conclusion

This study found that nurses’ job satisfaction can be improved by strengthening their moral and spiritual intelligence.

Keywords

“Intelligence”“Moral intelligence”“Spiritual intelligence”“Job satisfaction”“Nurses”

Background

In the nursing profession, job satisfaction is a crucial concept, as a workforce invested in its work is undeniably the most vital component of any organization, making job satisfaction especially significant in service-oriented settings like hospitals, particularly for nurses (Ataallahi et al., 2015; Mortazavi & Meybodi, 2013; Purgaz et al., 2010).

Low job satisfaction presents a considerable obstacle to the effective functioning of the healthcare system, with nurses experiencing this challenge particularly acutely; this satisfaction is a vital component when evaluating occupational health and is fundamentally important in enhancing the quality of patient care provided by nursing staff (Tallman & Bruning, 2005; Zangaro & Soeken, 2007). Therefore, identifying factors affecting this variable can play a significant role in improving healthcare services.

Moral intelligence, a significant aspect of overall intelligence, offers a structural guide for ethical human conduct and serves as a theoretical indicator of how people will behave in various situations (Amini & Rahimi, 2015). Moral intelligence, as defined in the literature, encompasses the cognitive capacity to discern right from wrong, the possession of firm and deeply held moral convictions, and the consistent demonstration of ethically sound behavior. The critical nature of moral intelligence is underscored by the observation that a substantial number of human behaviors and performance outcomes originate from and are demonstrably affected by the individual's moral principles and values (Abdellatif, 2022; Azar & Samari, 2017).

Moral intelligence is directly reflected in the conduct of individuals, forming a coherent set of principles and norms that provide a moral compass, guiding human behavior toward what is considered right and proper (Segon & Booth, 2015; Yousefi & Heshmati, 2015). The cultivation of moral intelligence contributes to stronger teamwork and heightened productivity, deters criminal activity, promotes ethical decision-making, and enables the development of a structured program for assessing ethical needs (Liu et al., 2004).

Spiritual intelligence, a multifaceted construct encompassing a blend of spiritual aptitudes and passions, inherent personality traits, unique cognitive skills, and distinctive psychological mechanisms, proves invaluable in addressing profound existential and supernatural questions (Zarrinabadi et al., 2018). The cultivation of both spiritual and moral intelligence is critically important for enhancing interpersonal relationships, especially within demanding professions such as medicine and nursing, where practitioners are constantly engaged with challenging situations (Eskandari et al., 2019).

Review of Literature

Studies have demonstrated a correlation between the levels of spiritual and moral intelligence and the performance of nurses, suggesting that nurses possessing higher levels of these intelligence exhibit a greater commitment to their organizations, achieve more professional success, and demonstrate enhanced clinical capabilities (Mehralian et al., 2024).

The research conducted by Motlagh et al. (2020) explored the relationship between nurses’ moral intelligence and their job satisfaction within the emergency department, revealing that their empirical data did not support a statistically significant association between these two variables (Motlagh et al., 2020).

In addition, Heydari et al. (2022) examined how spiritual intelligence training impacts psychiatric nurses’ job satisfaction and found that the intervention group had significantly higher levels of job satisfaction as compared to the control group (Abbas et al., 2017). A fundamental element of improving the quality of healthcare services is job satisfaction, so identifying the factors influencing it is vital for nurses. This study aimed to investigate the relationship between moral intelligence, spiritual intelligence, and job satisfaction of clinical nurses. It may be possible to improve job satisfaction in clinical nurses by promoting moral intelligence and spiritual intelligence if a correlation between these factors can be established.

Methods

Study Design

This descriptive-analytical, cross-sectional study was conducted from July to December 2024 based on the STROBE Statement (Strengthening the Reporting of Observational Studies in Epidemiology) (Von Elm et al., 2007) (Supplementary file 1).

Research Question

Is there a relationship between moral intelligence and spiritual intelligence with clinical nurses’ job satisfaction?

Sample and Setting

This study was conducted at four selected teaching hospitals (Ayatollah Taleghani Hospital, Loghman Hakim Hospital, Imam Hossein Hospital, Shohadaye Tajrish Hospital) affiliated to Shahid Beheshti University of Medical Sciences. The minimum sample size was calculated based on a similar study (Nobahar et al., 2022) and the correlation sample size formula. Accordingly, with a minimum correlation = 0.2, power = 0.80, and 95% confidence interval, the sample size was determined to be 194 people, which was increased to 200 people, taking into account a 10% dropout.

T h e s t a n d a r d n o r m a l d e v i a t e f o r α = Z_{α} = 1.9600

T h e s t a n d a r d n o r m a l d e v i a t e f o r β = Z_{β} = 0.8416

C = 0.5 * l n [\frac{(1 + r)}{(1 - r)}] = 0.2027

T o t a l s a m p l e s i z e = N = {[\frac{(Z_{α} + Z_{β})}{C}]}^{2} + 3 = 194

Inclusion and Exclusion Criteria

The inclusion criteria were as follows: (1) Having at least 1 year of clinical work experience in a hospital; (2) Having at least a nursing degree or higher; (3) Having consent to participate in the study. The exclusion criterion was the submission of incomplete questionnaires and questionnaires exhibiting invalid response patterns (e.g., identical responses to all items).

Measurements

For this study, data was collected using a self-reporting method, which involved the administration of four different questionnaires.

Demographic Information Questionnaire

This questionnaire collected information about the participants’ age, gender, marital status, education levels, and work experiences.

Lennik and Keil's Moral Intelligence Questionnaire

This questionnaire, developed by Lennik and Keil with 40 items on a 5-point Likert scale (1 = almost never, 5 = almost always), measures four dimensions of moral intelligence: integrity (items 1–10), responsibility (items 11–20), compassion (items 21–30), and forgiveness (items 31–40). Final scores are divided by two, the result is placed between 20 and 100, and finally, the score categorization would be 90–100 (excellent), 80–89 (very good), 70–79 (good), and 69 or lower (weak) (Lennick & Kiel, 2005). The validity of this questionnaire was established in Iran by Arasteh and colleagues, who reported a Cronbach's alpha coefficient of 0.897 (Arasteh et al., 2010). The reliability of the questionnaire was determined to be 86.5 using the Cronbach's alpha test.

Spiritual Intelligence Scale

The 42-item spiritual intelligence questionnaire was developed and validated in Iran by Badie et al. (2010). This scale contains four dimensions: assessing general thinking context and belief dimension (12 items); ability to deal with problems (15 items); self-awareness, love, and interest (8 items); and addressing moral virtues (7 items). Each item is scored on a 5-point Likert scale ranging from “strongly disagree = 1” to “strongly agree = 5”. Reverse scoring is applied to 14 items (items 1, 2, 3, 7, 8, 9, 10, 13, 14, 15, 19, 20, 26, and 35). The questionnaire's total range score is 42–210. Content validity and Cronbach alpha coefficient (0.85) were used to verify the validity and reliability of the questionnaire (Badie et al., 2010). Cronbach's alpha, calculated by this study, yielded a value of 82.8 for the reliability of the questionnaire.

Minnesota Satisfaction Questionnaire

Minnesota Satisfaction Questionnaire (MSQ) is a 19-item questionnaire designed to evaluate job satisfaction levels. This questionnaire is divided into six subscales, which include compensation systems (3 items), job types (4 items), advancement opportunities (3 items), organizational climate (2 items), leadership style (4 items), and physical conditions (3 items). Based on the Likert scale, each item is rated from “strongly disagree = 1” to “strongly agree = 5”. For each respondent, there is a total score ranging from 19 to 95. Total scores represent levels of job satisfaction, classified as high job satisfaction (above 57), moderate job satisfaction (39–57), and low job satisfaction (19–38) (Wiess et al., 1967). In a study, the reliability of MSQ was validated, showing a Cronbach's alpha of 0.89 (Walkowiak & Staszewski, 2019). MSQ reliability in an African context has been confirmed, with Cronbach's alpha values of 0.79 for intrinsic, 0.82 for extrinsic, and 0.86 for the overall scale, indicating strong internal consistency (Buitendach & Rothmann, 2009). Based on the results of Heydari et al.'s research, this questionnaire was valid and reliable in Iranian populations, obtaining a reliability of 0.86 (Heydari et al., 2022). Also, in their study, Otaghi et al. found an internal consistency reliability of 0.87 based on Cronbach's alpha (Otaghi et al., 2023). In the current study, the reliability of the questionnaire was calculated through Cronbach's alpha, which yielded a score of 90.4.

Data Collection

After receiving approval from the university's ethics committee and obtaining permits from the appropriate directors of selected hospitals, the researcher presented himself to the hospital directors. Following this, the researcher explained the study objectives to nurses at the appropriate time and place, and obtained their written consent.

In accordance with the inclusion criteria, eligible nurses were recruited, and the nurses were then selected proportionately stratified randomly according to the hospital's nurse population (200 nurses). The participants were chosen based on a table of random numbers within each stratum; this sampling approach ensured that participants were drawn from a variety of hospital wards and job categories (e.g., intensive care units, emergency rooms, and medical-surgical units), improving the representativeness of the sample and reducing the risk of selection bias.

Then, the questionnaires were distributed equally between nurses in three shifts (morning, evening, and night). The samples were given 3 days to collect the questionnaires, so that they could complete them when they felt relaxed and free.

Ethical Considerations

The study adhered to the Helsinki declaration's principles, and participants were told about the study's purpose, and they were assured that their personal information would be kept confidential. During the enrollment process, participants were informed that the study would be voluntary, and that they could leave at any time. A written consent form was signed by each participant before participating in the study, and the study was approved by the Shahid Beheshti University of Medical Sciences Review Board with code number of IR.SBMU.RETECH.REC.1403.113.

Statistical Analysis

In this study, the data analysis was conducted using descriptive and inferential statistics through SPSS software version 20. The Kolmogorov–Smirnov test was utilized to determine the normal distribution of variables. Various descriptive statistics were described, such as frequency, percentage, mean, and standard deviation. The correlation between moral intelligence, spiritual intelligence, and job satisfaction was examined using Pearson's correlation test. A linear regression analysis was also conducted to determine the factors affecting job satisfaction. The significance level was set as p-value < 0.05.

Results

The results of the study showed that the average age of the participants was 35.65 ± 6.43 and the average work experience of the nurses was 11.66 ± 5.57. Also, the findings demonstrated that most of the participants were female (52.5%), married (56%), and had a bachelor's degree (87.5%), Table 1.

Table 1.

The Demographic Characteristics of the Participants (n = 200).

Characteristics	N (%)
Gender
Male	95 (47.5%)
Female	105 (52.5%)
Marital status
Single	88 (44%)
Married	112 (56%)
Level of education
Bachelor of science	175 (87.5%)
Master of science	20 (10%)
PhD	5 (2.5%)
Characteristics	Mean ± SD
Age (year)	35.65 ± 6.43
Work experience (year)	11.66 ± 5.57

Note. SD=standard deviation.

The mean and standard deviation of moral intelligence were 67.50 ± 11.03, spiritual intelligence 140.81 ± 15.31, and job satisfaction 61.24 ± 12.92. The participants showed a weak level of moral intelligence, an acceptable level of spiritual intelligence, and a high level of job satisfaction (Table 2).

Table 2.

Mean and Standard Deviation of Moral Intelligence, Spiritual Intelligence, and Job Satisfaction of the Participants (n = 200).

Factor(s)	Mean	Std. Deviation	Minimum	Maximum
Moral intelligence	67.50	11.03	38	97
Integrity^a	17.97	4.92	8	30
Responsibility^a	21.50	3.89	11	30
Forgiveness^a	13.78	2.95	5	20
Compassion^a	14.24	2.76	7	20
Spiritual intelligence	140.81	15.31	77	187
General thinking context and belief dimension^b	42.51	5.71	25	57
Ability to deal with problems^b	46.16	6.57	26	65
Self-awareness, love, and interest^b	27.66	4.23	15	37
Addressing moral virtues^b	24.48	3.83	10	32
Job satisfaction	61.24	12.92	34	88
Compensation system^c	8.91	3.29	3	15
Job type^c	13.42	3.40	5	20
Advancement opportunities^c	9.69	2.95	3	15
Organizational climate^c	6.65	1.76	2	10
Leadership style^c	12.96	3.23	6	20
Physical conditions^c	9.61	2.92	3	15

Dimensions of moral intelligence.

Dimensions of Spiritual intelligence.

Dimensions of job satisfaction.

The findings of the study indicated that there was a positive significant correlation between moral intelligence and job satisfaction (r = 0.312, p < .001), between spiritual intelligence and job satisfaction (r = 0.396, p < .001), and between moral intelligence and spiritual intelligence (r = 0.285, p < 0.001) (Table 3).

Table 3.

Pearson's Correlation Coefficient Between Moral Intelligence, Spiritual Intelligence, and Job Satisfaction of the Participants (n = 200).

Variable(s)	Job Satisfaction
	Compensation System	Job Type	Advancement Opportunities	Organizational Climate	Leadership Style	Physical Conditions	Total
Moral intelligence	0.298**	0.256**	0.164*	0.203**	0.242**	0.187**	0.312**
Integrity	0.303**	0.289**	0.151*	0.209**	0.221**	0.211**	0.320**
Responsibility	0.224**	0.193**	0.110	0.123	0.194**	0.121	0.226**
Forgiveness	0.161*	0.063	0.095	0.115	0.170*	0.035	0.146*
Compassion	0.163*	0.167*	0.127	0.141*	0.118	0.162*	0.200**
Spiritual intelligence	0.253**	0.353**	0.218**	0.313**	0.293**	0.319**	0.396**
General thinking context and belief dimension	0.157*	0.257**	0.125	0.293**	0.301**	0.259**	0.310**
Ability to deal with problems	0.192**	0.278**	0.212**	0.154*	0.170*	0.120	0.261**
Self-awareness, love, and interest	0.229**	0.223**	0.116	0.205**	0.109	0.257**	0.257**
Addressing moral virtues	0.194**	0.302**	0.194**	0.324**	0.311**	0.399**	0.386**

**Correlation is significant at the 0.01 level (two-tailed).

*Correlation is significant at the 0.05 level (two-tailed).

The results of linear regression analysis showed that the variables of work experience (β = 0.689, p < .001), addressing moral virtues (β = 0.904, p < .001), ability to deal with problems (β = 0.313, p = .011), and integrity (β = 0.400, p = .018) were the positive predictors of job satisfaction. These variables could explain 30.3% of the variation in job satisfaction of clinical nurses (Table 4).

Table 4.

The Predictor Variables of Job Satisfaction Among Nurses (n = 200).

Variable(s)	Unstandardized Coefficients		Standardized Coefficients	t	p-value	95% Confidence Interval for B
Variable(s)	B	Std. Error	β	t	p-value	Lower Bound	Upper Bound
Constant	9.434	6.714		1.405	.162	−3.808	22.676
Work experience	0.689	0.143	0.297	4.816	<.001	0.407	0.972
Integrity	0.400	0.167	0.152	2.388	.018	0.070	0.730
Ability to deal with problems	0.313	0.123	0.159	2.553	.011	0.071	0.555
Addressing moral virtues	0.904	0.215	0.268	4.196	<.001	0.479	1.329

R²= 0.303; Adjusted R² = 0.289.

Discussion

This study aimed to investigate the relationship between moral and spiritual intelligence with job satisfaction of clinical nurses. According to the present study findings, the clinical nurses in the targeted community reported a high level of job satisfaction. Research across diverse geographical locations has revealed a range of job satisfaction levels.

The research by Javanmardnejad et al., carried out in Iran in 2021, indicated that nurses experienced a moderate degree of job satisfaction (Javanmardnejad et al., 2021). A separate study conducted during the COVID-19 pandemic produced findings comparable to the current study, revealing high job satisfaction among nurses despite the ongoing pandemic crisis (Giménez-Espert et al., 2020).

Previous research has identified various factors that contribute to job satisfaction. According to a study by Yasin et al., peer support, work conditions, quality of supervision, and a sense of achievement, job interest, and responsibility were identified as substantial predictors of job satisfaction (Yasin et al., 2020). A study conducted during the COVID-19 pandemic indicated that Spiritual intelligence, psychosocial stressors (including interpersonal conflict, perceived lack of organizational justice, role conflict, and workload), social support, and emotional labor may influence job satisfaction (Soto-Rubio et al., 2020).

A recent systematic review in this field categorizes factors influencing job satisfaction into two distinct domains: individual and organizational. Individual factors such as age, health status, self-determination/autonomy, psychological empowerment, job involvement, work exhaustion, and work stress significantly affected the job satisfaction. Organizational factors were considered to be of minimal significance (Aloisio et al., 2021).

Furthermore, another study has demonstrated that enhancing job satisfaction can substantially diminish the likelihood of nurses intending to leave their positions (Zahednezhad et al., 2021). In the present study, a significant association had been observed between higher levels of moral and spiritual intelligence and greater job satisfaction. Also, the findings showed that in addition to the moral and spiritual intelligence, work experience was significantly contributed to job satisfaction. Therefore, based on the identified risk factors, implementing strategies aimed at enhancing job satisfaction among healthcare professionals by policymakers can contribute to improved outcomes within the health system.

Numerous interventions have been implemented to enhance nurses’ job satisfaction. A recent systematic review revealed that the majority of interventions evaluated were educational in nature, comprising workshops and training sessions. Among the evaluated interventions, the spiritual intelligence training protocol and the professional identity development program demonstrated the greatest efficacy in enhancing job satisfaction (Niskala et al., 2020).

Additionally, another study in 2021 showed a strong direct effect of communication skills and the transformational leadership style on nurses’ job satisfaction (Jankelová & Joniaková, 2021). Also, complementary medicine interventions may offer significant benefits. A study investigating the impact of mindfulness-based training on nurses demonstrated its effectiveness in mitigating anxiety and enhancing job satisfaction among participants (Ghawadra et al., 2020).

The current study found that clinical nurses exhibited a weak level of moral intelligence, although spiritual intelligence was remained within acceptable parameters. Furthermore, considering the correlation between these variables and job satisfaction, it appears that enhancing moral and spiritual intelligence may contribute to increased job satisfaction. Consequently, any intervention designed to enhance moral and spiritual intelligence will positively affect job satisfaction.

Moreover, a systematic review and meta-analysis, involving seven studies, indicated that educational interventions designed to foster spiritual intelligence positively affected both the spiritual intelligence and professional outcomes of nurses (Sharifnia et al., 2022). Additionally, a study focused on evaluating the influence of spiritual intelligence training on nurses’ communication with patients concluded that these training exercises were successful in improving nurses’ communication abilities (Arad et al., 2022). In general, this study, along with related research, was designed to draw the attention of researchers to the critical concerns of nurses, enabling the future development and implementation of intervention studies to improve nursing conditions.

Strengths and Limitations

Although previous studies have evaluated moral intelligence, spiritual intelligence, and job satisfaction separately, and this study is one of the first to evaluate the relationship between moral and spiritual intelligence and job satisfaction among clinical nurses, it is crucial to acknowledge several limitations inherent to the present study: the cross-sectional design restricts causal inferences between variables. Furthermore, given the nature of the study, which involved self-report measures, there is a possibility of bias affecting the objectivity and authenticity of the results; the results of the study also only considered some specific dimensions of the variables of moral intelligence and spiritual intelligence and some socio-demographic factors as potential predictors of the job satisfaction. It is recommended that future studies have a multi-centered approach and use a longitudinal or interventional research approaches to more profound understanding the relationship between these variables.

Implications for Practice

Given the positive and significant correlation between moral intelligence and spiritual intelligence with clinical nurses’ job satisfaction, nursing administrators and hospital administrators can use strategies to improve moral intelligence and spiritual intelligence to improve clinical nurses’ job satisfaction. Future interventions should prioritize strengthening these aspects—especially spiritual intelligence and moral intelligence. Furthermore, future research efforts should examine a broader range of factors influencing nurses’ job satisfaction to provide a more comprehensive understanding for policymakers to inform the development and implementation of effective and targeted strategies aimed at increasing job satisfaction in the nursing profession.

Conclusions

The results of this study showed that there is a significant positive correlation between moral and spiritual intelligence with job satisfaction of clinical nurses, so that enhancing moral and spiritual intelligence may lead to improved job satisfaction in clinical nurses.

Supplemental Material

sj-docx-1-son-10.1177_23779608261444464 - Supplemental material for The Relationship Between Moral Intelligence and Spiritual Intelligence with job Satisfaction of Clinical Nurses: A Descriptive Correlational Study

Supplemental material, sj-docx-1-son-10.1177_23779608261444464 for The Relationship Between Moral Intelligence and Spiritual Intelligence with job Satisfaction of Clinical Nurses: A Descriptive Correlational Study by Amir Mohamad Nazari, Esmaeil Bashiri Bonab, Arman Ryahin and Fariba Borhani in SAGE Open Nursing

Footnotes

Acknowledgment

Researchers would like to express their sincere gratitude and appreciation to the Dean of the Medical Ethics and Law Research Center, as well as the Honorable Research Vice President of Shahid Beheshti University of Medical Sciences for making this research possible.

ORCID iD

Amir Mohamad Nazari

Ethical Statement

Author Contributions

Design of the study was done by AMN and FB; data collection was done by AMN, EBB, and AR; analysis and interpretation of data was done by AMN and FB; manuscript preparation was done by AMN, EBB, AR, and FB; manuscript revision was done by AMN, EBB, AR, and FB; the final manuscript was checked and confirmed by all authors before submission, and they were all read and approved.

Funding

The author(s) disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: Funding for this research was provided by Shahid Beheshti University of Medical Sciences for study design, data collection, interpretation, and analysis, as well as preparation of the article.

Declaration of Conflicting Interests

The authors declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

Availability of Data and Materials

On request, the corresponding authors will provide the datasets used and analyzed during this study.

Supplemental Material

Supplemental material for this article is available online.

References

Abbas

Ali

Parvaikneh

(2017). The effect of spiritual intelligence training on job satisfaction of psychiatric nurses. Iranian Journal of Psychiatry, 12(2), 128–133.

Abdellatif

M. S.

(2022). Moral intelligence and its relationship to academic entitlement and academic performance of secondary school students. European Journal of Educational Research, 11(4), 2291–2301. https://doi.org/10.12973/eu-jer.11.4.2291

Aloisio

L. D.

Coughlin

Squires

J. E.

(2021). Individual and organizational factors of nurses’ job satisfaction in long-term care: A systematic review. International Journal of Nursing Studies, 123(1), 104073. https://doi.org/10.1016/j.ijnurstu.2021.104073

Amini

Rahimi

(2015). A survey on moral intelligence in engineering college at the University of Kashan. Majallah-i Amuzih-I Muhandisi-I Iran, 17(66), 1.

Arad

Alilu

Habibzadeh

Khalkhali

Goli

(2022). Effect of spiritual intelligence training on nurses’ skills for communicating with patients – an experimental study. Journal of Education and Health Promotion, 11(1), 127. https://doi.org/10.4103/jehp.jehp_1483_20

Arasteh

Azizi Shamami

Jafari-Rad

Mohammadi Jozani

(2010). A study of ethical intelligence of students. Strategy for Culture, 3(10–11), 201–214.

Ataallahi

Rabiee

Amini

(2015). Relationship between moral intelligence and social capital.

Azar

Samari

(2017). Moral intelligence status and its determinants in high school teachers. Journal of Bioethics, 7(26), 43–49.

Badie

Savari

Bagheri Dashtbozorg

Latifiazadegan

(2010). Development and reliability and validity of the spiritual intelligence scale.

10.

Buitendach

J. H.

Rothmann

(2009). The validation of the Minnesota job satisfaction questionnaire in selected organisations in South Africa. SA Journal of Human Resource Management, 7(1), 1–8. https://doi.org/10.4102/sajhrm.v7i1.183

11.

Eskandari

Golaghaie

Aghabarary

Dinmohammadi

Koohestani

Didehdar

Dehghankar

Abbasi

(2019). Explaining the relationship between moral intelligence and professional self-concept with the competency of nursing students in providing spiritual care to promote nursing education. Journal of Education and Health Promotion, 8(1), 230. https://doi.org/10.4103/jehp.jehp_105_19

12.

Ghawadra

S. F.

Lim Abdullah

Choo

W. Y.

Danaee

Phang

C. K.

(2020). The effect of mindfulness-based training on stress, anxiety, depression and job satisfaction among ward nurses: A randomized control trial. Journal of Nursing Management, 28(5), 1088–1097. https://doi.org/10.1111/jonm.13049

13.

Giménez-Espert

M. D. C.

Prado-Gascó

Soto-Rubio

(2020). Psychosocial risks, work engagement, and job satisfaction of nurses during COVID-19 pandemic. Frontiers in Public Health, 8, 566896. https://doi.org/10.3389/fpubh.2020.566896

14.

Heydari

Faghih

Karimzadeh

Joulaei

Qhiasi

Dadmanesh

SeyedAlinaghi

Hosseini

Yeilaghi

Miri

M. R.

(2022). Investigation of job satisfaction amongst voluntary, counseling and testing centers and health centers in Iran. BMC Psychology, 10(1), 258. https://doi.org/10.1186/s40359-022-00972-9

15.

Jankelová

Joniaková

(2021). Communication skills and transformational leadership style of first-line nurse managers in relation to job satisfaction of nurses and moderators of this relationship. Healthcare, 9(3)(3), 346. https://doi.org/10.3390/healthcare9030346

16.

Javanmardnejad

Bandari

Heravi-Karimooi

Rejeh

Sharif Nia

Montazeri

(2021). Happiness, quality of working life, and job satisfaction among nurses working in emergency departments in Iran. Health and Quality of Life Outcomes, 19(1), 112. https://doi.org/10.1186/s12955-021-01755-3

17.

Lennick

Kiel

(2005). Moral intelligence. Wharton University of Pennsylvania.

18.

Liu

A. M. M.

Fellows

(2004). Surveyors’ perspectives on ethics in organisational culture. Engineering, Construction and Architectural Management, 11(6), 438–449. https://doi.org/10.1108/09699980410570193

19.

Mehralian

Bordbar

Bahmaei

Askarpour

Yusefi

A. R.

(2024). The impact of emotional and moral intelligence on nurses’ organizational commitment. BMC Nursing, 23(1), 800. https://doi.org/10.1186/s12912-024-02455-1

20.

Mortazavi

Meybodi

A. R. R.

(2013). Effect of job satisfaction on turnover by organizational and personal norm breaking behaviors in nurses. Journal of Inflammatory Diseases, 17(1), 55–60.

21.

Motlagh

F. G.

Nobahar

Raiesdana

(2020). The relationship of moral intelligence and social capital with job satisfaction among nurses working in the emergency department. International Emergency Nursing, 52, 100911. https://doi.org/10.1016/j.ienj.2020.100911

22.

Niskala

Kanste

Tomietto

Miettunen

Tuomikoski

A. M.

Kyngäs

Mikkonen

(2020). Interventions to improve nurses’ job satisfaction: A systematic review and meta-analysis. Journal of Advanced Nursing, 76(7), 1498–1508. https://doi.org/10.1111/jan.14342

23.

Nobahar

Yarahmadi

Raiesdana

Delshad

E. S.

Hajizadegan

Ebrahimzadeh

(2022). Predicting moral intelligence in nursing students and its relationships with self-compassion, and cultural competence: A cross-sectional study. BMC Nursing, 21(1), 327. https://doi.org/10.1186/s12912-022-01111-w

24.

Otaghi

Azadi

Sayehmiri

Nikeghbal

(2023). Relationship between mental health, life satisfaction, and job satisfaction of nurses. Romanian Journal of Military Medicine, 126(2), 185–191. https://doi.org/10.55453/rjmm.2023.126.2.9

25.

Purgaz

Nastiezaie

Hezare Mogadam

(2010). Job satisfaction of nurses working in hospitals in Zahedan. Nursing and Midwifery Journal, 8(3), 0–0.

26.

Segon

Booth

(2015). Virtue: The missing ethics element in emotional intelligence. Journal of Business Ethics, 128, 789–802. https://doi.org/10.1007/s10551-013-2029-z

27.

Sharifnia

A. M.

Fernandez

Green

Alananzeh

(2022). The effectiveness of spiritual intelligence educational interventions for nurses and nursing students: A systematic review and meta-analysis. Nurse Education in Practice, 63, 103380. https://doi.org/10.1016/j.nepr.2022.103380

28.

Soto-Rubio

Giménez-Espert

M. D.

Prado-Gascó

(2020). Effect of emotional intelligence and psychosocial risks on burnout, job satisfaction, and nurses’ health during the COVID-19 pandemic. International Journal of Environmental Research and Public Health, 17(21), 7998. https://doi.org/10.3390/ijerph17217998

29.

Tallman

Bruning

N. S.

(2005). Hospital nurses’ intentions to remain: Exploring a northern context. The Health Care Manager, 24(1), 32–43. https://doi.org/10.1097/00126450-200501000-00006

30.

Von Elm

Altman

D. G.

Egger

Pocock

S. J.

Gøtzsche

P. C.

Vandenbroucke

J. P.

(2007). The strengthening the reporting of observational studies in epidemiology (STROBE) statement: Guidelines for reporting observational studies. The Lancet, 370(9596), 1453–1457. https://doi.org/10.1016/S0140-6736(07)61602-X

31.

Walkowiak

Staszewski

(2019). Nurses’ job satisfaction–the factor structure of the Minnesota satisfaction questionnaire. Journal of Health Study and Medicine, 2, 77–96. https://doi.org/10.36145/JHSM.2019.12

32.

Wiess

D. J.

Dawis

R. V.

England

B. W.

Lofquist

L. F.

(1967). Manual for the Minnesota satisfaction questionnaire. Minneapolis Industrial Center, Univ of Minnesota, 6.

33.

Yasin

Y. M.

Kerr

M. S.

Wong

C. A.

Bélanger

C. H.

(2020). Factors affecting job satisfaction among acute care nurses working in rural and urban settings. Journal of Advanced Nursing, 76(9), 2359–2368. https://doi.org/10.1111/jan.14449

34.

Yousefi

Heshmati

(2015). Moral intelligence and its position in nursing profession. Development Strategies in Medical Education, 2(2), 65–73.

35.

Zahednezhad

Hoseini

M. A.

Ebadi

Farokhnezhad Afshar

Ghanei Gheshlagh

(2021). Investigating the relationship between organizational justice, job satisfaction, and intention to leave the nursing profession: A cross-sectional study. Journal of Advanced Nursing, 77(4), 1741–1750. https://doi.org/10.1111/jan.14717

36.

Zangaro

G. A.

Soeken

K. L.

(2007). A meta-analysis of studies of nurses’ job satisfaction. Research in Nursing & Health, 30(4), 445–458. https://doi.org/10.1002/nur.20202

37.

Zarrinabadi

Isfandyari-Moghaddam

Erfani

Soltani

M. A. T.

(2018). The codification of spiritual intelligence measurement model in librarianship and medical information science students of medical universities in Iran. Journal of Education and Health Promotion, 7(1), 59. https://doi.org/10.4103/jehp.jehp_78_17

Supplementary Material

Please find the following supplemental material available below.

For Open Access articles published under a Creative Commons License, all supplemental material carries the same license as the article it is associated with.

For non-Open Access articles published, all supplemental material carries a non-exclusive license, and permission requests for re-use of supplemental material or any part of supplemental material shall be sent directly to the copyright owner as specified in the copyright notice associated with the article.

0.00 MB

0.16 MB