A SYSTEMATIC REVIEW OF THE IMPORTANCE OF

EMOTIONAL INTELLIGENCE ON LEADERSHIP

RESPONSIBILITIES OF NURSES

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 Abstract
Emotional intelligence (EI) is emanating as a powerful tool for managing nurse
leaders' core responsibilities. Therefore, the study has focused on the analysis
of the relationship between EI and improved nursing leadership, EI-associated
factors impact on nursing leadership, benefits of EI for improved nursing
leadership and strategies to enhance EI in nurse leaders. Goleman’s EI model
is considered an effective model to analyse EI-associated factors and their
development strategies. Apart from this, the SLR has explored trust,
cooperation and positive coping as important EI-associated factors for nursing
leadership development. The research has considered a qualitative approach to
gather qualitative insights from previous literature in this field of study.
Nevertheless, the search strategy of the research has involved Boolean
operators to collect relevant materials for this study. In order to gather relevant
data for this study, PRISMA is used as a relevant CAT. Nevertheless, data
collection methods have maintained inclusion and exclusion criteria to
incorporate relevant research materials. Based on the research criteria, 22
articles are selected for systematic review. Nevertheless, the study has followed
ethical considerations to avoid ethical breaches. Based on thematic analysis,
the SLR has generated and analysed three objective-oriented themes.
Keywords: Emotional Intelligence (EI), Nursing staff members, Nursing
leaders, Self-awareness, Self-regulation, Trust, Cooperation, Motivation,
Positive coping, Empathy, Social skills

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 Table of Contents
Chapter 1: Introduction and Background.............................................................8

1.1 Introduction................................................................................................ 8

1.1.1 Overview..............................................................................................8

1.1.2 Research topic justification..................................................................8

1.1.3 Research Significance.........................................................................9

1.1.4 Knowledge Summary.........................................................................10

1.1.5 Aim and Objectives............................................................................10

1.1.6 Research questions...........................................................................10

1.2 Background..............................................................................................11

1.2.1 Topic definition...................................................................................11

1.2.2 Target readers...................................................................................11

1.2.3 Research details................................................................................11

1.2.4 Key research components.................................................................11

Chapter 2: Literature Review.............................................................................13

2.1 Introduction.............................................................................................. 13

2.2 Analysis of the relationship between EI and improved nursing leadership

....................................................................................................................... 13

2.3 Analysis of associated factors of EI in nursing leadership development. .14

2.3.1 Self-awareness..................................................................................14

2.3.2 Motivation.......................................................................................... 15

2.3.3 Empathy.............................................................................................15

2.3.4 Self-regulation....................................................................................15

2.3.5 Social skills........................................................................................16

2.4 Analysis of EI benefits in improving nurse leaders' core nursing

responsibilities................................................................................................16

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 2.5 Analysis of EI development strategies to meet nursing leadership
standards and responsibilities........................................................................18

2.5.1 Effective communication....................................................................18

2.5.2 Continuous learning...........................................................................18

2.5.3 Learning body language....................................................................18

2.5.4 Being rational.....................................................................................19

2.5.5 Increased optimism............................................................................19

2.6 Theoretical Framework............................................................................19

2.7 Gap of the Literature................................................................................20

2.8 Summary..................................................................................................20

Chapter 3: Methodology....................................................................................22

3.1 Introduction.............................................................................................. 22

3.2 Methodological approach.........................................................................22

3.3 Search strategy........................................................................................23

3.4 Inclusion and Exclusion Criteria...............................................................24

3.4.1 Inclusion criteria.................................................................................24

3.4.2 Exclusion criteria................................................................................24

3.5 Data collection method.............................................................................24

3.6 Data analysis............................................................................................27

3.7 Ethical considerations..............................................................................27

3.8 Validity and reliability................................................................................28

3.9 Research timeline.................................................................................... 28

3.10 Methodology limitations..........................................................................28

3.11 Summary................................................................................................28

Chapter 4: Results Summary............................................................................29

4.1 Introduction.............................................................................................. 29

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 4.2 Theme 1: EI’s Relation to nursing leadership...........................................29

4.3 Theme 2: Nursing leadership development through EI-associated Factors

....................................................................................................................... 30

4.4 Theme 3: EI Benefits and EI development strategies for nurse leadership

improvement.................................................................................................. 31

4.5 Summary..................................................................................................32

Chapter 5: Discussion.......................................................................................33

5.1 Introduction.............................................................................................. 33

5.2 Theme 1 Discussion.................................................................................33

5.3 Theme 2 Discussion.................................................................................34

5.4 Theme 3 Discussion.................................................................................34

5.5 Summary..................................................................................................35

Chapter 6: Conclusion and Recommendations.................................................36

6.1 Conclusion............................................................................................... 36

6.1.1 The Link between Objective 1 and Theme 1......................................36

6.1.2 The Link between Objective 1 and Theme 1......................................36

6.1.3 The Link between Objective 1 and Theme 1......................................37

6.2 Recommendations...................................................................................37

6.3 Future Scope............................................................................................38

References........................................................................................................39

Appendices........................................................................................................52

Appendix 1: Reading Records.......................................................................52

Appendix 2: Research Timeline.....................................................................66

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 List of Figure
Figure 1.1: Key reasons behind nurse burn-out..................................................9
Figure 3.1: PRISMA framework.........................................................................26

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 List of Table
Table 3.1: Searching strategy............................................................................24

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Chapter 1: Introduction and Background
1.1 Introduction
1.1.1 Overview
Nurses are playing a major role in maintaining proper healthcare services. As
nursing staff members deal with people to treat their ailments and diseases,
nursing leaders need to enhance their self-awareness. However, excessive
pressure in the nursing profession often leads to turnover intentions in nursing
staff, which can cause service issues in healthcare sectors. Majeed and
Jamshed (2021) opined that negative attitudes in the nursing profession could
be tackled through the remedial intervention of nursing leaders' emotional
intelligence (EI). Nevertheless, the same study reveals that the lack of EI in
nursing leaders is a leading cause behind rising nurse burnout issues across
the healthcare sectors. Therefore, the study focuses on the importance of EI in
nursing leadership responsibilities.
This chapter includes a justification of the study alongside an analysis of the
study's significance. Apart from this, knowledge of research is summarised in
this chapter following the demonstration of research aim, objectives and
research questions. The background section of this study delineates the
definition of the topic, research details and key research components.
1.1.2 Research topic justification
The nursing profession can be categorised into two sections either from nursing
staff members' perspectives or from nursing leaders' perspectives. Nursing staff
directly deal with stressors whereas leaders merely interact with the patients
and manage staff members. As reported by NKU (2021) EI training is necessary
for nursing leaders to help them deal with complex and ever-evolving healthcare
needs. As EI training can enhance nursing leaders' self-awareness, they can
understand the impact of personal behaviour on staff members and their
personal capabilities.

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 Figure 1.1: Key reasons behind nurse burn-out
(Source: Flynn, 2023)
The global healthcare sector is facing tragic challenges due to nursing staff
shortage, which needs urgent attention to explore the reason behind rising
burnout tendencies among nurses. Figure 1 demonstrated that emotional
exhaustion is the second leading factor behind rising burnout intentions in
nursing staff, which amounts to 76.41% (Flynn, 2023). However, the list is
topped by low staffing as a key reason behind the rising nurse burnout
tendencies, which also contributes to emotional exhaustion as a shortage of
staff enhances an individual’s workload. Therefore, an in-depth insight through
this study can develop nursing leaders' knowledge regarding their
responsibilities to reduce burnout tendencies among the members.
1.1.3 Research Significance
Nurse leaders are working in an ever-evolving environment that creates
changing needs among their staff members as well as patients. Therefore,
without understanding key responsibilities, nursing leaders can face tough
challenges. Suwaidi (2022) stated that nursing leaders need EI to understand

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staff feelings and encourage their passion, motivation and emotions. Thus, an
improved understanding of nursing members' feelings can reduce emotional
exhaustion in the healthcare sector. Moreover, adequate knowledge regarding
staff can create a strong bonding between leaders and nursing employees,
which is necessary for performance development. Based on this, the following
study attempts to contribute to the increased understanding of nurse leaders'
responsibilities.
1.1.4 Knowledge Summary
Nursing is a person-centred profession that requires a critical understanding of
patient needs to reflect improved healthcare services. Therefore, motivation is
necessary for offering patients improved and satisfactory healthcare services.
Lambert (2021) opined that EI could enhance perceptions as well as emotional
expressions. Additionally, improved cognitive activities can be ensured through
EI practices in nursing leadership. Hence, nursing leaders can track their
nursing staff members' emotional needs precisely by improving their EI.
Likewise, nursing leaders can run EI practices as a bridge to improve their
relationship with nursing workers, which is necessary to retain nurses in their
professions.
1.1.5 Aim and Objectives
Research aim
The study aims to identify the impact of EI on nurses' leadership responsibilities
in hospitals.
Research objectives
● To conceptualise the relationship between EI and improved nursing
leadership for developing patient outcomes in hospitals.
● To obtain associated factors of EI in developing nursing leadership in
nursing institutions.
● To examine the benefits of EI and recommend EI development strategies
for improved nursing leadership in nursing homes.
1.1.6 Research questions
● How EI is related to improving nursing leadership?
● What are the associated factors of EI in developing nursing leadership?

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 ● What are the benefits of EI and how to develop EI for improved nursing
leadership in nursing homes?
1.2 Background
1.2.1 Topic definition
Nursing leaders face random challenges while managing nursing staff members
due to a lack of emotional attachment. Therefore, EI is considered one of the
vital factors to improve nursing leadership and define leadership responsibilities.
As reported by UWF (2020) EI is inherently attached to the nursing profession
for improved staff management and patient care. Nevertheless, nursing leaders
can ensure personal emotion control as well as self-awareness by adopting EI
practices in their leadership. As EI offers both self-awareness as well as
recognition of others' emotional status, nursing leaders can address the
changing requirements in their nursing workers to prevent burnout tendencies.
1.2.2 Target readers
The study has considered EI as an important parameter for improved nursing
leadership responsibilities. Therefore, nursing leaders are the prime target of
this study to improve their awareness regarding leadership responsibilities.
Besides this, improved EI practice in nursing leadership can benefit the
healthcare sector by reducing nurse burnout and improving workforce
commitment. Therefore, nursing staff members are secondary target readers of
this study. Apart from this, people associated with nursing and healthcare such
as healthcare administration members, medical students and staff, healthcare
professionals and practitioners are secondary target readers of this study.
1.2.3 Research details
The importance of EI on nurses' leadership responsibilities is measured through
this study. Hence, research details include associated factors of EI that
contribute to improved EI management in nursing leadership. According to the
study of Galanis et al (2021), emotional exhaustion is one of the core reasons
behind rising nurse burnout tendencies. Therefore, the study has
conceptualised the relationship between EI and nursing leadership. Similarly,
associated factors of EI in developing nursing leadership are addressed through
this study. Moreover, the research has explored the benefits of EI on nursing

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leadership and recommended strategies for improved EI management for
nursing leadership.
1.2.4 Key research components
As the importance of EI on nursing leaders' responsibilities is analysed through
this study, analysis of nurse retention and burnout have emanated as serious
concerns from previous studies. As demonstrated in the RCN (2023) report,
26,755 nurses left their profession and decided not to return to the nursing field
in the previous year. On the other hand, an NHS staff survey in 2020 revealed
that the behaviour of managers, colleagues and staff bullying are contributing to
57.8% of nurse burnout cases (Parliament.UK, 2021). Therefore, nursing
leaders need to focus on the burnout trend to prevent further loss of the
workforce and reduce nurse crises across the globe. Hence, by focusing on
Goleman’s EI leadership theories, nurse leaders can showcase improved
leadership responsibilities.

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Chapter 2: Literature Review
2.1 Introduction
The advancement of healthcare is changing patient needs as well as staff
requirements, which is creating complexities for nursing leadership.
Nevertheless, nursing leaders are facing burnout challenges from their
workforce due to emotional exhaustion. Zhang et al (2020) stated that emotional
exhaustion is a core element behind nurses' psychological distress. A study in
2018 demonstrated that, emotional exhaustion has increased 10% of burnout
tendencies in nurses (Kelly et al, 2021). Therefore, nursing leaders need to
develop emotional support for their staff members to reduce emotional
exhaustion and improve psychological well-being. Based on this, this research
has focused on the relationship between EI and improved nursing leadership,
EI-associated factors in nursing leadership, the benefits of EI in nursing
leadership and EI development strategies for nursing leaders. Moreover,
Goleman’s EI leadership theories are analysed to identify appropriate
leadership for nursing leaders' EI improvement.
2.2 Analysis of the relationship between EI and improved nursing
leadership
The prevalence of psychological distress among nursing staff members is a
serious factor behind rising nurse burnout tendencies. Therefore, healthcare
institutions are facing a scarcity of nursing staff. Lambert (2021) outlined that
the importance of EI is realised in the nursing leadership specifically during the
Covid-19 outbreak to tackle nurses' moral injury, emotional exhaustion and
psychological distress. Therefore, nurse leaders need to ensure EI practices in
their leadership to demonstrate their sensitivity to the psychological well-being
of the nursing workforce. Apart from this, Alshammari et al (2020) opined that EI
is a medium for improved connectivity between leaders and their followers. A
nursing leader can strengthen the bonding with nursing staff by embracing EI
practices. Hence, emotionally intelligent nursing leaders can ensure effective
staff intervention to motivate workers for meeting common organisational goals,
which is necessary for healthcare performance improvement.

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Nurses work under tremendous pressure to ensure the best quality services for
their patients. Therefore, emotional exhaustion is a common factor among
nursing staff members as work-life balance disrupts by the rising workload.
Frias et al (2021) identified that EI can improve the sense of cohesion among
nurse leaders and nursing staff. Thus, the cohesive movement of nursing
leaders with their workforce can enhance workplace performance.
Nevertheless, better EI in nursing leaders can ensure proper communication
between the leaders and workers to create a vision. Contextually, Karimi et al
(2021) highlighted EI as a predictor of workers’ psychological empowerment.
According to this analysis, emotionally intelligent nursing leaders can enhance
nursing staff members' job satisfaction by empowering them psychologically.
Therefore, a mediating role of EI is observed in increasing nursing workers'
satisfaction. Moreover, increased workforce satisfaction can ensure better
productivity for the healthcare institution through performance development.
Control over personal emotion is a necessary requirement for becoming an
efficient nursing leader. It is identified that self-awareness improves emotion
control, which can be achieved by developing emotional intelligence. As viewed
by Molero Jurado et al (2021) EI can act as a reinforcement factor for
developing the relationship between nurses and nursing leaders, which reduces
perceived mobbing effects on nurses. Therefore, motivated nursing staff
members can showcase better performance compared to demotivated workers.
Besides this, Alonazi (2020) argued that EI is a central tool to measure job
performance. Nevertheless, EI can help nursing leaders to achieve proximal as
well as distal goals of their workplace. Hence, EI is defined as an influential tool
for influencing nursing staff members' job performance. Likewise, a satisfied
nursing workforce can evince better performance to develop improved
relationships with patients. Hence, EI is identified as a key contributor to
improving nursing leadership and enhancing nursing staff members' job
satisfaction.
2.3 Analysis of associated factors of EI in nursing leadership development
2.3.1 Self-awareness

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This is one of the most important factors of EI in nursing leadership
development. Emotionally intelligent nurse leaders maintain self-awareness in
their leadership to maintain control over their emotions. According to Tofighi et
al (2022), increased self-awareness can help create a better understanding and
facilitate people with adequate control over personal emotions. Since nursing
staff members work under tremendous workloads, nurse leaders' self-
awareness can facilitate staff communication. Besides this, improved self-
awareness can enhance self-acceptance to boost leadership confidence (Pan
et al, 2020; Mehrizi et al, 2022; Hardi et al, 2023). Therefore, nurse leaders can
show productive outcomes in their leadership strategies by increasing self-
awareness, which is a necessary element of EI.
2.3.2 Motivation
This is an important element of EI to manage nursing staff members and
improve their performance. As identified by Yildirim et al (2022) emotionally
intelligent leaders can motivate their workers to achieve project goals.
Therefore, healthcare institutions can grab a productive workforce with
emotionally intelligent leaders’ motivation skills. On the other hand, Iraizoz-
Iraizoz et al (2022) argued that the motivational skills of clinical leaders could
inspire workers in meeting common goals. Due to this, healthcare organisations
can offer high-quality services to their patients with motivated nursing staff.
2.3.3 Empathy
Nursing employees face patients and their family members during their tough
times. Therefore, empathy is a necessary trait for them to improve the mental
well-being of patients and their family members. According to Rhodes and
Foran (2022), nursing leaders need to possess empathy as a core competency
of EI to maintain organisational stability. Nevertheless, empathy is a necessary
contributor to developing a positive workplace. Contextually, Dugué et al (2021)
argued that adequate EI in nursing leaders could promote compassion and
empathy in healthcare professionals. Due to this, nursing staff members can
understand the situation of patients and their family members with an empathic
attitude and thereby they can offer better services.
2.3.4 Self-regulation

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The appropriateness of emotional expression can be improved by enhancing
self-regulation in nursing leadership as a necessary component of EI. As
nursing staff members experience continuous changes in their profession, self-
regulation can ensure their flexibility to change adaptation. However, Sun-Hee
(2022) opined that self-regulation integrates ways of feeling, emotion and
connection to other individuals. Therefore, a perfect balance of cognitions can
ensure the improved clinical performance of nursing staff. Nevertheless, Sarani
et al (2020) demonstrated that self-regulation mediates the relationship between
self-efficacy and EI. Thus, nurse leaders can grab an efficient workforce for their
institutions by focusing on self-regulation.
2.3.5 Social skills
It is necessary to outline the importance of social skills in nursing leadership to
enhance EI in nurse leaders. Emotionally intelligent leaders are seen to show
better social skills in adopting changes. Cerit and Şimşek (2021) viewed that
social skill training is important for improved EI and psychological resilience.
Therefore, healthcare professionals can enhance their capability to accept
changes by adhering to social skills.
2.4 Analysis of EI benefits in improving nurse leaders' core nursing
responsibilities
Efficiency is the primary concern for developing nursing leadership strategies.
Therefore, nurse leaders need to focus on their core responsibilities to improve
their leadership strategies. As an example, nurse leaders require to create a
healthy work atmosphere for their subordinates and patients. James and
Bennett (2022) highlighted that EI is an effective tool to safeguard personal
well-being as well as workers' well-being. Therefore, nurses can expect a better
work atmosphere in the presence of emotionally intelligent leaders. Moreover,
the study has identified self-awareness, self-control and self-confidence as
integral products of EI from effective leadership perspectives.
In this age of technology, increased changes are identified in the demands.
Therefore, EI is considered an essential factor for nurse leaders in balancing
those demands. Butler (2021) stated that nurse leaders’ need to offer adequate
support for their teammates alongside understanding simultaneous staff

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requirements. Additionally, nurse leaders are expected to focus on the
managerial aspects of healthcare institutions. Similarly, Dimitrov and Vazova
(2020) pointed out EI as a constellation of key leadership abilities. Therefore, EI
is considered an important tool for nurse leaders in understanding personal and
others' emotional needs.
Healthcare is a complex process that needs proper decision-making abilities in
nursing leaders for delivering high-quality care services. Analysis reveals that EI
contributes to the critical decision-making abilities of nursing leadership. Alzoubi
and Aziz (2021) viewed that the strategic decision-making of leaders is
positively influenced by emotional intelligence. As EI offers critical thinking
abilities in nurse leaders, they can track change requirements efficiently to
prevent detrimental impacts on services through patient centeredness
(Hemberg and Salmela; 2021). Nevertheless, efficient decisions of nursing
leaders can motivate workers by enhancing positive patient outcomes in the
institution. Thus, nurses feel more committed to their firm by following
emotionally intelligent nursing leaders as decision-makers in the healthcare
institution.
Nurse burnout is creating a global crisis for nurse leaders in healthcare
institutions. Therefore, preventing nurse burnout intentions in nurses is a
necessary concern for the healthcare authorities to retain their healthcare
performance. EI is identified as an important element of nursing leadership in
preventing nurse turnover by increasing job satisfaction. Soto-Rubio et al (2020)
identified that EI acts as a protector of nurses to prevent their psychological
risks, which is a core element behind rising burnout intentions in nurses. Thus,
a reduction in psychological risks releases psychological stress and positively
impacts job satisfaction. Therefore, mitigation of psychological risk and
enhancement in workplace commitment can be considered remarkable benefits
of EI in nursing leadership.
High-quality patient care is an ultimate requirement for healthcare institutions.
Therefore, healthcare organisations need to focus on efficient staffing for their
performance development. EI in nursing leadership is identified as an essential
component for patient care improvement. Hen (2020) viewed that nursing

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leaders use EI as an essential component of their leadership to solve
interpersonal issues with rational thinking. Therefore, nurse leaders can
address nursing staff members' issues appropriately with the rise of EI in their
leadership attitude. Nevertheless, appropriate steps to mitigate identified issues
can improve employee performance, which contributes to supreme patient care
solutions.
2.5 Analysis of EI development strategies to meet nursing leadership
standards and responsibilities
2.5.1 Effective communication
Communication is an important contributor to the rise of EI in nurse leaders.
Nursing leaders can teach their workers superior nursing practices by focusing
on effective communication. As commented by Li et al (2021) communication is
positively correlated to EI. Nevertheless, Nateri et al (2020) delineated that
effective communication in nursing leadership promotes EI and mediates the
relationship between dysfunctional states and EI. Therefore, the study has
highlighted job satisfaction of staff members as a product of communication in
developing leaders' emotional intelligence. Moreover, effective communication
is the mode of knowledge transfer in the nursing environment, which can offer
critical insights into nurses' cognitive behaviour and attitudes. Thus, adequate
knowledge of nurses' attitudes and behaviour can help nurse leaders to
formulate empathic strategies to ensure strong bonding between nurse leaders
and nursing staff members.
2.5.2 Continuous learning
The pattern of healthcare treatment has dramatically changed in recent years.
Therefore, nurse leaders require learning changing patterns of healthcare to
develop their staff performance. Nevertheless, continuous learning allows a
nurse leader to gain new insights for resolving an issue, which motivates
healthcare workers. As identified by Claesson et al (2020) continuous learning
helps a healthcare professional to gather knowledge in several ways. Therefore,
by exploring new ways of healthcare, the complexity of treatment can be
reduced by nurse leaders. Hence, a reduction in the treatment complexity can

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motivate nursing workers to show productive patient outcomes and boost
confidence.
2.5.3 Learning body language
Nurse leaders are accountable for their staff members' physical and
psychological well-being. In this regard, monitoring nursing workers' body
language to identify changes is an important task for nurse leaders to develop
EI in their leadership skills. Subke et al (2020) viewed learning body language
as an extremely powerful tool for non-verbal communication in nursing.
Therefore, nurse leaders can identify the feelings, intentions and planning of
their nursing staff members by learning their body language. Hence, based on
the observation a nurse leader can take necessary actions to deal with the
problems emotionally.
2.5.4 Being rational
Bias is an extreme risk factor for nurse leaders as biased views demotivate
nursing workers. Nurse leaders need to maintain rationality in their thinking and
strategies to enhance nursing staff members' commitment to their workplace.
According to Drigas and Papoutsi (2020), consideration of positive and negative
situational perspectives is necessary while making decisions with rational
thinking. As EI is considered the ability to highlight the reason behind emotions,
nurse leaders can show impartial decisions by maintaining rational thinking.
Moreover, rational thinking can help nurse leaders to complement their workers
based on their performances, which is important to boost healthcare workers'
confidence and develop a strong bonding with nurse leaders.
2.5.5 Increased optimism
As burnout tendencies are enhanced in nursing staff members, the optimistic
approach of the nursing leaders can prevent the tendency with increased EI. An
optimistic nurse leader can identify positivity in every situation to use it for the
betterment of the workplace. As commented by Hwang and Kim (2023)
optimism has shown a strong positive correlation with the EI. Moreover, nurses
can discuss their views more confidently with their leaders if nursing leaders
maintain an optimistic attitude in their leadership style.
2.6 Theoretical Framework

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Different studies have shown the importance of EI in nursing leadership.
Therefore, the study has focused on investigating the importance of EI in
nursing leaders' responsibilities. Hence, Goleman’s EI model is observed most
suitable theoretical model from the current study perspective. According to
Singh et al (2022), the mentioned model has distributed EI in five distinct
components such as self-awareness, motivation, self-regulation, social skills
and empathy. Therefore, nursing leaders need to include these vital
competencies in their leadership style to become emotionally intelligent leaders
and showcase their awareness regarding nursing responsibilities.
As change is a constant factor in the nursing domain, nursing leaders to need
enhance employees' performance to cope with the changes. Therefore,
motivated and efficient employees are important for retaining high-quality
healthcare services for patients. In this regard, EI is necessary for nursing
leadership to boost workers' confidence in their leader. As identified by
Cavaness et al (2020) self-awareness improves personal monitoring to meet
emotional maturity states. Hence, a self-aware leader can predict personal
emotion control capabilities and formulate effective strategies to meet followers'
requirements. Similarly, motivation and self-regulation in the presence of self-
awareness can increase the personal effectiveness of nurse leaders, which is
necessary to understand nursing responsibilities (Butler, 2021). On the other
hand, the social competencies of a nursing leader can be highlighted by
combining social skills with empathy.
2.7 Gap of the Literature
The analysis of previous studies has shown a lack of coherence between EI
and nursing leadership responsibilities due to the absence of important traits.
Although EI is conceptualised in light of nursing leadership, the relationship is
merely focused on by previous scholars. Therefore, this study has shown an in-
depth understanding of the relationship between EI and improved nursing
leadership. Apart from this, the study has shown key associated factors of EI
individually for nursing leadership development that were skipped by previous
scholars. Moreover, the benefits of EI to identify core nursing leadership
responsibilities are demonstrated within this coursework, which is not

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investigated properly by previous researchers. Additionally, new insights for EI
development are recommended in this study to meet nursing leadership
responsibilities.
2.8 Summary
It can be summarised from the current chapter that EI is an utmost important
factor for nursing leadership. Emotionally intelligent nursing leaders can reduce
the distress in their nursing staff, which is necessary to reduce turnover
tendencies. Nevertheless, EI is a necessary trait for nursing leaders to boost
subordinates' confidence in their leadership practices. It is identified that EI can
improve the relationship between nurse leaders and nursing staff members. The
empathic attitude of emotionally intelligent nurse leaders can improve the
quality of healthcare, which is necessary for positive patient outcomes.
Moreover, the study has identified Goleman’s EI model as the most suitable
model from the current study perspectives to improve nursing leadership.

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Chapter 3: Methodology
3.1 Introduction
The preceding chapter has demonstrated previous scholars' insights into the
importance of EI in nursing leadership responsibilities. Thus, the study aims to
gain new observations from this current study on the mentioned topic, which
requires an appropriate systematic framework for meeting the desired
outcomes. Therefore, the methodology chapter has approached a systematic
framework to resolve research issues (Mishra and Alok, 2022). The chapter
sheds light on the selected research approach, which is used by scholars to
investigate needed data types. Henceforth, the search strategy is explained in
this chapter to demonstrate keywords used to gather research materials. As a
systematic literature review (SLR) is commenced by scholars for this study, the
study has maintained inclusion and exclusion criteria for relevant data selection.
Therefore, the following chapter demonstrates the inclusion-exclusion criteria of
this study alongside data collection methods used by the scholars. Apart from
this, the chapter illustrates data analysis techniques, ethical considerations in
this study as well as the validity and reliability of the study.
3.2 Methodological approach
The study has shown interest in collecting insights into nursing leadership
responsibilities in light of EI’s importance. Therefore, the qualitative approach is
selected by the scholars for this study. According to Leydesdorff et al (2020),
empirical studies can be categorised into qualitative or quantitative approaches.
The qualitative approach offers data concerning qualitative insights whereas
researchers quantify their measurement through the selection of a quantitative
approach. However, Girardin and Courtney (2023) argued that human
perspectives are studied through the selection of a qualitative approach to the
research. Nevertheless, the qualitative approach is observed to possess
exploratory nature, which is necessary to uncover new insights. Therefore, the
selection of this approach is properly justified from this study context. Moreover,
scholars have unleashed critical observations regarding EI’s importance in
nursing leadership responsibilities by selecting a qualitative approach in this

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research. Similarly, the selection of a qualitative approach in this research has
enhanced research agility due to the simple framework.
3.3 Search strategy
In order to meet research requirements, relevant materials selection is an
utmost priority for the researchers. Thus, scholars have identified key variables
of this study and differentiated them into dependent and independent variables.
Yang et al (2021) viewed that keyword search in an SLR can classify research
problems into different categories. Therefore, by splitting the research problem
into sub-categories, in-depth insights can be collected by scholars to offer well-
researched outcomes. The study attempts to investigate the impact of EI on
nursing leadership responsibilities. Therefore, EI is considered an independent
variable of this research whereas nursing leadership responsibilities are
observed as the dependent variable.

Variable name Variable type Searching strategy

EI Independent variable ‘Associated EI factors’ OR

‘Concept of EI’ OR
‘Benefits of EI’ OR
‘Strategies for EI
development’ AND
‘Relationship with nursing
leadership

Nursing leadership Dependent variable ‘Empathy’ OR ‘Motivation’

responsibilities OR ‘Psychological well-
being’ OR ‘Prsonal
effectiveness’ OR ‘Social
skills’ OR ‘Self-regulation’
OR ‘Effective
communication’ OR
‘Being rational’ OR
‘Continuous learning’ OR
‘Learning body language’

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 AND ‘EI’

Table 3.1: Searching strategy

3.4 Inclusion and Exclusion Criteria
3.4.1 Inclusion criteria
The effectiveness of the study outcome depends on the mentioned parameter
of research as researchers incorporate relevant materials by adhering to
inclusion criteria. The eligibility of being selected for the study is described
through the inclusion criteria (Suharto, 2022). The following study has ensured
the incorporation of materials from 2020 to 2023 to gather recent inputs in this
research. Nevertheless, scholars have used open-source databases to select
research articles for their SLR. In order to enhance readers' understanding,
simple English language is considered a key criterion for selecting research
materials. Similarly, full-text articles are used in this study to grab proper
insights from previous scholars. The study has maximised the incorporation of
peer-reviewed articles alongside authentic internet resources to enhance the
acceptance of findings.
3.4.2 Exclusion criteria
The reason behind the rejection of research articles is expressed through the
demonstration of exclusion criteria. According to Kuckertz and Block (2021),
exclusion criteria help to narrow down the search strategy in an SLR. In order to
gain proper insights into this selected topic, researchers selected 22 articles for
the systematic review based on exclusion criteria. No articles beyond 2020 are
selected for a systematic review to ensure recent inputs. Similarly, paid
resources are avoided and other than simple English materials are refused by
scholars to enhance readers' access to the research findings. Incomplete
research articles are rejected through the exclusion criteria and non-verified
materials incorporation is prevented to maintain research authenticity.
3.5 Data collection method
In order to complete the SLR properly, data collection methods have played an
important role. Therefore, the study has used Preferred Reporting Items for
Systematic Reviews and Meta-Analyses (PRISMA) as an important critical
appraisal tool (CAT) for selecting research materials. Glor (2021) commented

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that the application of PRISMA protocols is essential for SLR, as SLR
methodologies are often found ill defined. Therefore, researchers can ensure
proper intervention techniques for their data collection through the selection of
the PRISMA tool. Thus, the study has used PRISMA protocols while gathering
data concerning inclusion and exclusion criteria. Nevertheless, a Reading
Records table is created by the scholars to highlight selected articles in this
study. [Refer to Appendix 1]

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 Articles collected from Articles collected from
Google Scholar and other authentic internet
PubMed n=140 databases n=125
Identification

Total articles n= 265 Duplicates= 95

Screening

Remaining after duplicates removal n=170

Articles not matching inclusion-exclusion criter
Eligibility

Remaining articles after screening n=60 Incomplete articles 38

Included

Articles included n=22

Figure 3.1: PRISMA framework

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Figure 3.1 demonstrates that researchers selected their research materials from
Google Scholar, PubMed and different authentic internet databases. A total of
140 articles were selected from Google Scholar and PubMed whereas 125
articles were considered from different internet sources. Henceforth, 95 articles
were removed from the collected resources after testing similarities. In the next
step, inclusion-exclusion criteria were prioritised by the scholars to test the
collected articles' eligibility criteria. 110 articles were removed for not matching
inclusion-exclusion criteria. In the final step of data collection, researchers
addressed the full-text necessities for in-depth insights from the selected
studies. However, 38 articles were removed by the scholars due to the absence
of full text. Finally, the study completed the eligibility test with the PRISMA tool
and incorporated 22 articles for SLR.
3.6 Data analysis
As the PRISMA framework is used to collect relevant information for this study,
scholars arranged well-defined as well as well-structured data for their SLR. In
this regard, thematic analysis is used by scholars for gaining further insights into
the collected articles. Wei et al (2020) delineated that the design features of
SLR can be reviewed appropriately by the selection of thematic analysis.
Hence, the selection of thematic analysis has offered in-depth qualitative
insights into the selected topic by generating themes and describing them.
Moreover, the generation of objective-oriented themes for this study has
reduced the chance of diversion from the research topic and increased the
feasibility of research outcomes.
3.7 Ethical considerations
Research cannot achieve the desired goals without adhering to ethical
considerations. As SLR includes criticism of previously available research
articles, ethical consideration is of paramount importance. Suri (2020)
commented that ethical considerations are needed to ensure the
appropriateness of systematic review. The SLR has avoided ethical breaches
by demonstrating actual information from the selected studies and citing authors
properly. Nevertheless, the study has used the PRISMA tool to justify the
selection of research materials based on inclusion-exclusion criteria. Besides

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this, Papadopoulos et al (2020) opined that privacy is a great ethical concern for
researchers. Therefore, the current SLR has selected pre-defined materials
from open-source databases to avoid privacy breaches.
3.8 Validity and reliability
The importance of validity and reliability test in SLR can be considered
necessary to preserve the robustness of the study. According to Chetwynd
(2022), study interpretations' credibility is tested through validity and reliability
tests. Therefore, readers can examine whether study outcomes are adhering to
mentioned demonstrations by testing validity. On the other hand, the reliability
test reproduces the delineated results through the same measurement
instruments to ensure outcomes are reliable within the research context.
Therefore, this research has ensured authentic resource inclusion from open
sources to increase the transparency of the research outcomes.
3.9 Research timeline
[Refer to Appendix 2]
3.10 Methodology limitations
The methodology is focused on a qualitative approach, which has prevented the
inclusion of quantitative insights into this study. Therefore, statistical outcomes
for EI’s importance in nursing leadership are ignored throughout the study.
Besides this, SLR highlights new insights from previous research works. In this
regard, secondary resources are considered in this study, which may not
produce contemporary outcomes due to the absence of direct data.
3.11 Summary
The research has considered a qualitative approach to accumulate data for this
study. Therefore, scholars have gained qualitative insights into the importance
of EI in nursing leaders' responsibility. Nevertheless, boolean operators are
used in this study to search relevant research materials for this study. The study
has considered research materials from 2020 to 2023 to ensure recent inputs.
Besides this, the PRISMA tool is used by scholars concerning inclusion-
exclusion criteria to collect eligible research materials. The SLR has complied
with ethical considerations to maintain the appropriateness of findings.

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Moreover, validity and reliability test has improved the credibility of study
interpretations.
Chapter 4: Results Summary
4.1 Introduction
Following the methodology chapter, this chapter illustrates the results obtained
through the SLR of selected articles. In recent years, EI has emanated as one
of the widely used leadership tools in the nursing domain. Due to this, the
importance of EI in the leadership practices of nurses is focused on through the
selected articles. The chapter has developed three core themes encompassing
research objectives to summarise collected results from the articles. The
analysis of the articles has provided in-depth insights into the study findings to
develop new insights on the research topic.
4.2 Theme 1: EI’s Relation to nursing leadership
The prime role of EI in nursing leadership is considered as maintaining
psychological well-being. According to Cassano et al (2020), EI in nursing
leadership is related to gender where female nurses have shown better results
compared to males. Thus, the study highlights that female nurses are more
effective in handling leadership responsibilities due to higher EI scores.
However, Ali et al (2022) argued that EI is related to talent management in
nursing leadership. Therefore, talent management training is stressed as a
highly important factor for improving nursing leaders' EI scores. Thus, efficient
talent management can contribute to better patient outcomes for hospitals.
Nurse leaders are expected to monitor the work-life balance of their workers as
a part of EI to enhance workers' commitment. Udod et al (2020) stated that
emotionally intelligent leaders could develop a creative workplace through
behaviour and empowerment. Hence, committed workers can maintain their
work-life balance properly, which is a productive factor for improved patient
outcomes. However, Ardabili (2020) pointed out the leader-member exchange
(LMX) as an important parameter to contribute to nursing leadership through EI.
As LMX enhances job satisfaction as well as EI, nurse leaders can grab an
efficient workforce to deliver high-quality healthcare services.

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Trust building is a necessary concern for leaders to improve nursing staff
members' performance. Gómez-Leal et al (2022) highlighted that EI skills in
leaders can increase trust in followers. Thus, a positive correlation can be
outlined between nurse leadership and EI to build trust. Besides this, Lubbadeh
(2020) opined that leaders could assess complicated feelings in their
employees by focusing on EI skills. On the contrary, Alsufyani et al (2020)
argued that both social as well as personal dimensions are addressed through
nurse leaders' EI skills. Therefore, nurse leaders can improve nurse
engagement by adhering to EI skills.
4.3 Theme 2: Nursing leadership development through EI-associated
Factors
The prime factor of EI can be identified as the self-awareness of nurse leaders
regarding their capabilities to connect with people. Moon (2021) highlighted that
nurse leaders can encounter internal biases with their EI skills. Therefore,
informed decision-making of nurse leaders can improve their leadership
acceptance among their followers. On the other hand, motivating nursing staff
members is identified as another important factor of EI. Rossettini et al (2020)
opined that nursing leaders could promote their EI by protecting team members.
Thus, nursing leaders' protective nature can motivate workers to enhance their
commitment and show better performance.
Workplace harassment is a serious challenge in nursing institutions that directly
contributes to nurses’ turnover intentions. Therefore, social skills are obtained
as an important factor to prevent workplace bullying (Trigueros et al, 2020).
However, Grunberg et al (2020) identified self-regulation as an important
component of EI promotion in nursing leadership. It is observed that self-
regulated leaders show better adaptability in difficult situations, which can
improve their bonding with followers. Nevertheless, Lina et al (2022) explored a
positive correlation between empathy and EI in nursing leadership. The study
illustrates that the empathic nature of a nurse leader can improve staff
members' care abilities.
A nurse leader needs to maintain a strong relationship with nursing staff
members to identify their experiences. Bradberry (2021) commented that EI

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skills in nursing leadership contribute to relationship management. Therefore,
emotional interactions can gain nursing workers' faith in nursing leadership. On
the contrary, Edwards (2021) highlighted cooperation as an important trait of EI
for effective leadership. According to the assertion, cooperative nursing leaders
can seek help from their nursing staff members. Besides this, Lu et al (2022)
highlighted positive coping as an essential factor of EI leadership. Thus, positive
coping can enhance the psychological well-being of nurses, which is a
fundamental responsibility of nurse leadership.
4.4 Theme 3: EI Benefits and EI development strategies for nurse
leadership improvement
Nurse leaders deal with distressful work schedules to ensure proper care
delivery for their patients. Therefore, balancing personal and professional life
often face contradictions for healthcare workers. Ramadan et al (2020) stated
that EI programs are essential for improved clinical performance. Nevertheless,
the study has demonstrated that EI can contribute to knowledge development,
which is necessary for nurses' high-quality care delivery. Contextually, Thomas
et al (2021) emphasised that improved EI has shown enhancement in nursing
students' scores. Therefore, EI can be considered an important factor for nurse
leadership in increasing nurses' performance.
EI development is necessary to develop effective patient care strategies. As
commented by Görgens-Ekermans and Roux (2021), transformational
leadership is highly influenced by EI elements. Therefore, nursing leaders need
to adopt transformational leadership as a strategy to develop their EI skills.
Besides this, Luggar (2022) stated that nurse leaders could enhance their EI
skills through assertive communication. A nurse leader can maintain an
empathic relationship without compromising personal boundaries by adhering to
assertive communication strategies. Apart from this, active listening to others
can promote EI skills and manage team cohesion in nursing leadership
(Rechberg, 2020). Hence, increased team cohesion can improve patient care in
nursing institutions.
Nursing staff face ambiguities and complexities in their work due to continuous
changes in the nursing dynamics. Brennan (2023) commented that emotionally

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intelligent nursing leaders could push the organisation towards successful
change management. Therefore, these leaders to maintain organisational
growth can reduce workplace complexities. However, Butler et al (2022) pointed
out stress management capability as an advantage of emotionally intelligent
nursing leadership. As an example, emotionally intelligent nurse leaders can
address the negative factors in staff psychology, which may reduce their work
performance. Hence, accurate identification of the stress factors can help the
nursing leader to formulate the necessary strategies to transform negative
emotions into positive work experiences.
4.5 Summary
The chapter emphasises that female nurses have shown better EI scores
compared to male nurses, which indicates the necessity of female nurses in
nursing leadership. Additionally, EI in nursing leadership can increase talent
inclusion and LMX for better patient outcomes. Internal biases in nurse
leadership can be mitigated through EI-associated factors. One of the core
benefits of EI is considered knowledge development for improved patient care
services. Likewise, this study has illustrated a positive correlation between
empathy and EI skills. Moreover, this study has expressed strategies to develop
EI as active listening, active listening and assertive communication of nurse
leaders.

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Chapter 5: Discussion
5.1 Introduction
As the previous chapter has outlined findings from different relevant articles,
this chapter has shown a comparison between current findings and previous
findings. Therefore, scholars have compared generated themes with previous
findings to demonstrate an in-depth discussion of critical findings. The current
research has attempted to identify the importance of EI in nursing leadership
responsibilities. Therefore, Theme 1 explored the relationship between EI and
nursing leadership. On the other hand, Theme 2 delineated the EI-associated
factors and their contribution to nursing leadership improvement. However,
Theme 3 of this study described the benefits of EI and recommended strategies
for EI development in nursing leadership.
5.2 Theme 1 Discussion
This theme has highlighted the relationship between EI and nursing leadership.
The analysis of previous literature demonstrated that EI skills in nursing leaders
acted efficiently during the outbreak of Covid-19 to tackle nurses' moral injury.
Nevertheless, Ei is demonstrated as a strong medium of leader-member
connectivity in previous studies. However, the present findings revealed that
gender is an important factor to exploit the relationship between EI and nursing
leadership as female nurses scored better in EI indices. Despite that, LMX is
observed as an important determinant of EI in nursing leadership. Therefore, a
comparison between these identified factors has shown moderate symmetry for
the studies.
A sense of cohesion is necessary for emotional bonding between nursing
leaders and teammates. According to previous studies, EI contributes to the
development of team cohesion. In this regard, EI skills are observed as
reinforcement factors to build strong relationships between nurses and nursing
leaders. On the contrary, current findings have suggested that emotionally
intelligent leaders develop creative workplaces through empowerment and
behaviour. Furthermore, findings revealed that EI skills in nursing leaders could
help them to address personal and social dimensions. Moreover, emotionally
intelligent leaders' complicated feeling assessment capability is considered a

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vital factor in building team cohesion. Hence, both similarities and asymmetries
in views are observed through the assessment of current and previous findings.
5.3 Theme 2 Discussion
The second theme of this study has discussed EI-associated factors and their
contributions to nurse leadership. Both these studies have shown that
emotionally intelligent leaders need to possess self-awareness, self-regulation,
motivation, empathy and social skills as five key elements of nursing leadership.
Studies demanded that self-awareness in nursing leaders could improve
communication for high-quality care delivery. Nevertheless, EI-associated skills
in nursing leaders are identified as important to motivate workers, which is
necessary to build workplace commitment. Similarly, empathy is observed as a
regulator of organisational stability and self-efficacy and EI is found to integrate
through self-regulation. Similarly, current study findings have explored that EI-
associated skills are important for nursing leaders to protect their teammates in
challenging situations. Thus, symmetry is identified in previous and current
findings from the EI-associated factors perspectives.
However, the current study has revealed three more EI-associated factors and
their importance in nursing leadership, which was ignored in previous studies.
Transformational leadership is considered an EI-associated factor to improve
nurse leadership. Besides this, the current study has identified cooperation as
an important trait of EI to improve nurse leadership. Likewise, positive coping is
considered an important EI-associated factor for nurse leaders to ensure staff
members' psychological well-being. Thus, an asymmetry between the current
and previous findings is identified from EI-associated nurse leadership
perspectives.
5.4 Theme 3 Discussion
A nursing leader is expected to safeguard workers' well-being in addition to their
personal well-being. Therefore, EI is observed as an effective tool to safeguard
these traits from previous studies. Nevertheless, change management is
considered an important benefit of EI for nursing leaders and emotionally
intelligent leaders allow positive changes in their workplace. Moreover, EI skills
are identified as important for nurse leaders to understand self-emotion and

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others' emotions. However, the present study has drawn similar findings
regarding EI benefits where ambiguity and complexity management are
observed as essential benefits of EI in nurse leadership. Current findings have
demonstrated that emotionally intelligent nursing leaders can manage stress in
their followers by eliminating negative emotions and replacing them with
positive work experiences. Thus, moderate symmetries are identified in the
current and previous literature findings about EI benefits.
Previous studies have explored different aspects to develop EI in nursing
leaders. Effective communication, continuous learning, learning body language,
rational thinking and optimism are identified as necessary traits for developing
EI skills in nurse leaders. However, this study has identified change
management skills in nurse leaders as an important factor for their EI skills
development. Similarly, assertive communication and active listening are
observed as important attributes for improved EI skills in nurse leaders. Hence,
a clear asymmetry is observed in this section from previous scholars’
perspectives.
5.5 Summary
This chapter has compared current SLR findings with the literature review
section to identify symmetries and asymmetries in findings. The analysis
revealed that previous scholars as well as current researchers have identified EI
as a necessary tool for nursing leadership. LMX is observed as a core element
from both studies as an element of EI, which relates EI with improved nursing
leadership. Nevertheless, studies have shown self-regulation, self-awareness,
motivation, empathy and social skills as the main EI-associated factors in
nursing leadership. Despite that, transformational leadership, positive coping
and cooperation are found three distinct EI-associated elements from these
SLR findings. Nevertheless, protecting staff well-being is observed as an
important benefit of EI in nursing leadership. Additionally, communication is
identified as a common element to develop EI in nurse leaders.

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Chapter 6: Conclusion and Recommendations
6.1 Conclusion
This final chapter summarises the key findings of the current study and relates
them to the research objectives. Scholars have ensured the feasibility of SLR
outcomes by linking them with research objectives, which delineates study, has
reached estimated research goals. Besides this, strategic recommendations are
developed by scholars for further development of nursing leadership for
improved patient outcomes. Nevertheless, the chapter has included future
scope to reveal diverse applications of this study's findings to future
researchers.
6.1.1 The Link between Objective 1 and Theme 1
The first objective of this study has focused on analysing the relationship
between EI and nursing leadership for improved patient outcomes. The
thematic analysis has identified interesting facts regarding the relationship
between nursing leadership and EI. The SLR demonstrates that female nursing
staff can show better emotional intelligence compared to male nursing staff.
Besides this, talent management programs are considered important for
efficient nursing leadership. Nevertheless, the study has connected improved
talent management in hospitals with better patient outcomes. As emotional
needs are changing in the healthcare domain, EI is observed as a powerful tool
for developing a creative workplace. Nevertheless, EI is observed as an
important factor for nursing staff members' commitment enhancement to gain
productive outcomes. Moreover, EI in nursing leadership is observed to share a
positive correlation with LMX. Thus, analysis reveals that SLR has retained its
focus on Objective 1.
6.1.2 The Link between Objective 1 and Theme 1
Identification of EI-associated factors for improving nurse leadership is
considered the second theme of this study. The study has explored 8 distinct
EI-associated factors, which are contributing to nursing leadership
improvement. However, five factors are observed from Goleman’s EI leadership
model whereas three new factors are observed during the development of SLR
findings. Self-awareness, self-regulation, motivation, empathy, social skills, trust

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in leadership, positive coping and cooperation are observed as eight EI-
associated factors for nursing leadership improvement. As the first three factors
were described in the literature review, SLR findings focused on the discussion
of newly identified EI-associated factors. Analysis revealed that faith in a leader
can be enhanced through trust in leadership. Besides this, cooperation is
observed as an important factor in seeking staff members' help. Henceforth,
positive coping is highlighted as an essential factor in restoring nurses’
psychological well-being. Thus, analysis has shown that scholars followed
objective 2 during the SLR development.
6.1.3 The Link between Objective 1 and Theme 1
The final objective of this SLR has aimed to identify the benefits of EI in nursing
leadership and expressed interest in recommending effective EI development
strategies. The analysis of the final theme reveals that EI can benefit nursing
leadership by improving clinical performance. Similarly, change management is
identified as an essential benefit of EI in nursing leadership. Besides this, stress
management capability in emotionally intelligent leaders is observed as an
important benefit of EI in nursing leadership. Additionally, this SLR has
identified transformational leadership, assertive communication and active
listening are considered as three important factors for developing EI in nursing
leaders. Thus, a positive correlation is identified between Objective 3 and the
findings of Theme 3.
6.2 Recommendations
● Setting specific goals for nursing staff members: Nursing leaders
need to set specific goals for their staff members to improve their
performance. Gutenbrunner et al (2022) opined that manual goal setting
is an important part for integrated nursing practices. With adequate
knowledge regarding the organisational goals, nurses can plan their
work. Therefore, nursing leaders can obtain better performance from
their members by adhering to the goals.
● Change analysis for better predictions: Rigorous monitoring of
changes can improve nurse leaders' ability for better predictions. Pursio
et al (2021) viewed that change recognition capabilities in nursing

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 leaders can make nurses more aware of the situation, which prevents
sudden changes with situations. Therefore, nurse leaders can increase
organisational performance with their improved predictions. As efficient
forecasts by the leaders help healthcare workers to develop informed
decisions, uncertainties cannot show intense negative impacts on
healthcare performance.
● Increased efforts on team management: Nurse leaders need to focus
on team management strategies to improve relationships with their
employees. According to Anselmann and Mulder (2020), team
management capabilities in nurse leaders can ensure safe nursing
environment can increases mutual respects. Nevertheless, nurse leaders
need to consider themselves as an integral part of the team for improved
team management. Nevertheless, the sense of cohesion in the
teammates can push them to enhance their personal effectiveness,
which is important for high-quality healthcare services.
● Application of improved technology: Technologies are emanating as
an inevitable part of the healthcare sector. As needs are changing,
nurses need to implement effective technologies in their workplace to
improve patient outcomes. Ronquillo et al (2021) outlined that the
application of artificial intelligence in nursing can assist less-experienced
health professionals to deliver high-quality healthcare services.
Moreover, advanced technologies can assist nurses in their work to
reduce workload. Reduction in workload can enhance job satisfaction
and nurse leaders can reduce the rate of nurse burnout.
6.3 Future Scope
The study has collected secondary resources and analysed them critically to
obtain new insights from these articles. As validity and reliability are tested and
inclusion-exclusion criteria are followed by the scholars to develop this SLR,
these credible findings can be integrated into future studies for more in-depth
analysis. Nevertheless, new students can gain critical insights into SLR
development strategies by following this research structure.

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Appendices
Appendix 1: Reading Records

Article Citations Title of Peer Researc Author’s Key

number Article/ reviewed h main findings
boo method ideas
k/Web used
Link

1. Cassano Evaluatio Yes Primary Gender is Emotional

et al n of study an Intelligenc
(2020) emotional important e is
intelligenc aspect to strongly
e among develop related to
master’s relationsh nursing
degree ip students'
students between and
in nursing EI and midwifery
and nursing students'
midwifery: leadershi professio
A cross- p nal skills
sectional
survey.
Internatio
nal
journal of
environm
ental
research
and
public
health

2. Ali et al Effect of Yes Primary Talent Talent

52
SRN:
 (2022) Talent study managem managem
Managem ent can ent is
ent be positively
Training ensured associate
Program through d with
on the effective
Leadershi relationsh leadershi
p ip p and EI
Effectiven between skills
ess and EI and
Emotional nursing
Intelligenc leadershi
e among p
Nurse
Managers
. Egypt. J.
Health
Care

3. Udod et Dynamics Yes Primary EI skills in EI skills

al (2020) of study nursing are
emotional leaders important
intelligenc can for
e and empower relationsh
empower nurses ip building
ment: the with their and
perspectiv behaviour employee
es of s empower
middle ment
managers

4. Ardabili Moderatin Yes Primary LMX LMX

(2020) g- paramete partially

53
SRN:
 mediating study r needs mediated
effects of proper the effect
leader considera of
member tion in emotional
exchange obtaining intelligenc
, self- EI and e on job
efficacy nursing satisfactio
and leadershi n
psycholog p relation
ical
empower
ment on
work
outcomes
among
nurses.
Organiza
cija

5. Gómez- The Yes Primary EI skills EI is an

Leal et al relationsh study can important
(2022) ip enhance compone
between followers' nt for
emotional trust building
intelligenc trust in
e and leaders
leadershi
p in
school
leaders: A
systemati
c review.

54
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 Cambridg
e Journal
of
Education

6. Lubbade Emotional Yes Primary EI Effective

h (2020) intelligenc study enables analysis
e and leaders to of
leadershi assess complicat
p–the complicat ed
dark and ed feelings
bright feelings can help
sides. leaders to
Modern improve
Managem the
ent relationsh
Review ip

7. Alsufyani Consequ Yes Primary EI skills in Nursing

et al ences of study nurse professio
(2020) emotional leaders nals who
intelligenc can possess
e in address increased
nursing: A social as emotional
concept well as intelligenc
analysis. personal e
Erbil dimensio experienc
Journal of ns e few
Nursing emotional
and psychoso
Midwifery matic
symptom
s and

55
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 emotional
exhaustio
n, greater
workshop
collaborat
ion and
teamwork
, more
satisfactio
n with
their jobs,
fewer
unidentifi
ed patient
care
needs,
and better
emotional
health.

8. Moon Effect of Yes Primary Internal

(2021) Emotional study biases
Intelligenc encounter
e and ed
Leadershi through
p Styles EI skills in
on Risk nurse
Intelligent leaders
Decision
Making
and Risk
Managem

56
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 ent.
Journal of
Engineeri
ng,
Project &
Productio
n
Managem
ent

9. Rossettini COVID- Yes Primary EI skills of Transfor

et al 19 and study nurse mational
(2020) health leaders leaders
care protect show
leaders: team minimum
how could members bias for
emotional enhanced
intelligenc emotional
e be a intelligenc
helpful e
resource
during a
pandemic
?.
Physical
Therapy

10. Trigueros Relations Yes Primary Workplac These

et al, hip study e bullying results
2020 between can be reflect the
emotional prevented need to
intelligenc through implemen
e, social t

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 skills and EI skills education
peer al
harassme programs
nt. A focused
study with on the
high developm
school ent of
students. emotional
Internatio intelligenc
nal e in the
journal of classroo
environm m, as a
ental means to
research try to stop
and bullying
public behaviour
health s in the
classroo
m.

11. Grunberg Using Yes Primary Self-

et al social study regulation
(2020) psycholog is an
y important
principles EI-
to associate
develop d factor in
emotional nurse
ly leadershi
intelligent p
healthcar
e leaders.

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 Frontiers
in
Psycholo
gy

12. Lina et al Mediating Yes Primary EI and Psycholo

(2022) effects of study empathy gical
emotional in the principles
intelligenc nursing are
e on the workplace related to
relationsh are the
ip positively developm
between correlated ent of
empathy healthcar
and e leaders'
humanisti emotional
c care intelligenc
ability in e
nursing
students:
A cross-
sectional
descriptiv
e study.
Medicine

13. Bradberry 9 Habits No N/A EI skills Emotional

(2021) of Highly can ly
Emotional contribute intelligent
ly to the people
Intelligent relationsh possess
People ip personal
managem competen

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 ent ce as well
as social
competen
ce

14. Edwards 10 No N/A Cooperati Self-

(2021) Emotional on is a growth is
Intelligenc necessar highly
e Traits to y EI trait dependen
Master for t on EI
Self- skills
Growth

15. Lu et al Relations Yes Primary Positive Emotional

(2022) hip study coping is intelligenc
between an e and
emotional important self-
intelligenc EI- acceptan
e, self- associate ce can
acceptan d factor in promote
ce, and nursing positive
positive leadershi coping
coping p styles and
styles improve
among psychiatri
Chinese c nurses’
psychiatri mental
c nurses health.
in
Shandon
g.
Frontiers
in

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 psycholo
gy

16. Ramadan The effect Yes Primary EI The

et al of study programs emotional
(2020) emotional can intelligenc
intelligenc improve e
e clinical program
program performa was
on nce efficient in
nursing improving
students’ the
clinical emotional
performa intelligenc
nce e of
during nursing
communit students
y health and their
nursing clinical
practical performa
training. nce
Am J through
Nurs Res practical
training in
communit
y health
nursing
after the
program

17. Thomas Emotional Yes Primary EI skills The

et al intelligenc study are findings
(2021) e and its necessar of the

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 associate y to study
d factors improve have
among nursing paved an
nursing students' understan
students knowledg ding of
in a e the level
middle of
eastern emotional
university. intelligenc
Internatio e
nal of the
Journal of nursing
Nursing students
Education on which
the
researche
rs can
build
suitable
interventi
ons for
the
furtheranc
e of their
EI.

18. Görgens- Revisiting Yes Primary EI Empirical

Ekerman the study influence evidence
s and emotional transform supports
Roux intelligenc ational the notion
(2021) e and leadershi that
transform p emotional

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 ational intelligenc
leadershi e (EI) and
p debate: transform
(How) ational
does leadershi
emotional p (TFL)
intelligenc are
e matter related
to and
effective confirms
leadershi the
p?. SA positive
Journal of effect of
Human this
Resource leadershi
Managem p style on
ent follower
attitudes
and
performa
nce

19. Luggar Implemen No N/A Assertive Emotional

(2022) ting communi intelligenc
Emotional cation e in
Intelligenc contribute nursing
e in s to the EI allows
Nursing’, skill one to be
Nursing developm a better
Central ent in leader, a
nurse collaborat
leaders ive

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 coworker,
and a
compassi
onate
nurse.

20. Rechberg Emotional Yes Primary Active organizati

, 2020 intelligenc study listening ons can
e and is adapt
knowledg important operation
e for EI s to meet
managem skills the needs
ent: A developm of the
necessary ent and knowledg
link?. cohesive e carriers,
Knowledg team integratin
e and developm g EI into
Process ent their
Managem strategic
ent plan

21. Brennan How No N/A EI skills Leading

(2023) Leading are with
with necessar emotional
Emotional y for intelligenc
Intelligenc change e is
e Can managem critical to
Benefit ent developin
Your g trusted
Organizati relationsh
on ips

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 22. Butler et Evidence Yes Primary EI skills Pharmacy
al (2022) and study can students
Strategies improve must
for nursing develop
Including leaders' and
Emotional stress improve
Intelligenc managem their
e in ent emotional
Pharmacy capabilitie intelligenc
Education s e to
. support
American their
Journal of developm
Pharmac ent of
eutical successfu
Education l
relationsh
ips with
patients,
pharmacy
colleague
s, and
other
healthcar
e
providers.

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Appendix 2: Research Timeline

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