The Moderating Role of Religiosity in the Relationship Between Emotional Intelligence and Organizational Commitment Among Nurses at Columbia Asia Hospital, Taiping

The Moderating Role of Religiosity in the Relationship Between Emotional Intelligence and Organizational Commitment Among Nurses at Columbia Asia Hospital, Taiping

Nurul Nadhira Amalin Binti Azhari,Atiela Binti Amran, Ayu Kamareenna Binti Abdullah Thani, Noor Rahmawati Binti Alias, Nik Mohd Faris Bin Nik Min

University Teknologi MARA, Kelantan Branch, Machang Campus, Malaysia

DOI: https://dx.doi.org/10.47772/IJRISS.2025.9010303

Received: 15 January 2025; Accepted: 18 January 2025; Published: 20 February 2025

ABSTRACT

This study explores the moderating role of religiosity in the relationship between emotional intelligence (EI) and organizational commitment among nurses at Columbia Asia, a private hospital in Taiping, Malaysia. A total of 99 nurses participated in the study, responding to a structured questionnaire assessing emotional intelligence, organizational commitment, and religiosity. Using hierarchical multiple regression analysis, the findings indicate that religiosity significantly moderates the relationship between emotional intelligence and organizational commitment. Specifically, nurses with higher levels of religiosity demonstrated a stronger positive relationship between their emotional intelligence and commitment to the organization. These results suggest that religiosity enhances the impact of emotional intelligence on organizational commitment, highlighting the importance of considering both emotional and spiritual dimensions in fostering a committed and resilient nursing workforce. The study offers practical implications for healthcare organizations, emphasizing the value of addressing the emotional and spiritual needs of nurses to improve retention, job satisfaction, and overall organizational commitment. Future research should explore these dynamics in other healthcare settings, including teaching hospitals, and consider the cultural and religious diversity of nursing populations to further understand the role of religiosity in workplace outcomes.

Keywords: Emotional Intelligence, Organizational Commitment and Religiosity

INTRODUCTION

The healthcare industry is a cornerstone of societal well-being, with nurses serving as pivotal contributors to patient care and outcomes. Among the many challenges faced by healthcare professionals, nurses often encounter high levels of stress, emotional demands, and ethical dilemmas, which require a profound commitment to their organization and the profession. Organizational commitment, defined as an individual’s psychological attachment to their organization, is a critical factor influencing job performance, turnover intentions, and overall quality of care (Al‐Hamdan et al., 2020). Understanding the antecedents and moderators of organizational commitment is essential for fostering a dedicated nursing workforce, particularly in private hospitals where work environments may vary significantly compared to public healthcare institutions (Al-Haroon & Al-Qahtani, 2020).

Emotional intelligence (EI) has emerged as a vital determinant of workplace outcomes, including organizational commitment. EI refers to the ability to perceive, understand, regulate, and use emotions effectively in oneself and others (Almadani & Alamri, 2024). Nurses with high emotional intelligence are better equipped to navigate the emotional complexities of patient care, manage interpersonal relationships with colleagues, and maintain a positive work environment. Research suggests that emotionally intelligent individuals are more likely to exhibit higher levels of organizational commitment due to their capacity to handle stress, build supportive relationships, and align personal goals with organizational objectives (Alsughayir, 2021). However, the relationship between emotional intelligence and organizational commitment may not be straightforward and could be influenced by other factors, such as personal values and beliefs (Jeon & Choi, 2021).

Religiosity, a multifaceted construct encompassing religious beliefs, practices, and the importance of faith in an individual’s life, has been identified as a potential moderator in workplace dynamics (Farhan & Rofi’ulmuiz, 2021). For nurses, religiosity can serve as a source of moral guidance, emotional support, and a sense of purpose, which may enhance their organizational commitment. The moderating role of religiosity in the relationship between emotional intelligence and organizational commitment is particularly relevant in contexts where cultural and spiritual values are deeply embedded in the workforce (Obrego et al., 2022). Religiosity may amplify the positive effects of emotional intelligence by providing an additional layer of motivation and resilience, enabling nurses to better cope with occupational challenges and align their work with their personal values (Asuty et al., 2022). Conversely, a mismatch between an individual’s religiosity and the organizational culture could potentially weaken the influence of emotional intelligence on commitment (Aman et al., 2021).

In the context of private hospitals in Taiping, Malaysia, the interplay between emotional intelligence, religiosity, and organizational commitment warrants closer examination. Private healthcare settings often operate under distinct organizational structures, policies, and patient demographics compared to their public counterparts (Zhang, 2024). Nurses in private hospitals may face unique pressures, such as higher patient expectations, resource constraints, and performance-based evaluations, which could influence their emotional experiences and organizational attachment (Al-Oweidat et al., 2023) Understanding how emotional intelligence contributes to organizational commitment, and the role of religiosity in moderating this relationship, could provide valuable insights for hospital administrators and policymakers aiming to foster a more committed and resilient nursing workforce.

This study aims to explore the relationship between emotional intelligence and organizational commitment among nurses in private hospitals in Taiping, with a particular focus on religiosity as a moderating variable. By examining these variables within the specific cultural and organizational context of Taiping, this research seeks to contribute to the growing body of knowledge on workforce dynamics in healthcare and offer practical recommendations for enhancing nurse retention and engagement in private healthcare institutions. The findings are expected to provide evidence-based strategies for hospital management to support their nursing staff in achieving both professional fulfillment and organizational goals.

PROBLEM STATEMENT

The healthcare sector, particularly in private hospitals, faces growing challenges in terms of maintaining employee engagement, fostering organizational commitment, and ensuring high levels of care quality (Li et al., 2020). Nurses, as the frontline healthcare providers, play a pivotal role in the overall performance of the healthcare system (Alsufyani et al., 2024). Their emotional intelligence (EI) significantly influences their ability to manage workplace stress, make sound decisions, and provide compassionate care. Emotional intelligence, which encompasses the ability to recognize, understand, and regulate emotions in oneself and others, has been identified as a key factor in improving job performance, promoting teamwork, and enhancing interpersonal relationships in high-stress environments such as healthcare (Othman et al., 2024).

Despite the growing body of research on emotional intelligence and its impact on workplace outcomes, the specific dynamics of how EI influences organizational commitment among nurses in private hospitals remain underexplored. Organizational commitment refers to the psychological attachment an employee feels toward their organization, which can influence job satisfaction, retention, and performance (Nasution& Rafiki, 2020). Nurses with high organizational commitment are more likely to be motivated, deliver higher-quality care, and stay in their roles, thus contributing to the stability and effectiveness of the healthcare system (Aminizadeh et al., 2022).

However, it is not only emotional intelligence that affects nurses’ organizational commitment. Personal and cultural factors may also play a role in shaping their attitudes toward their workplace (Su et al., 2023). One such influential factor is religiosity, which can moderate the relationship between emotional intelligence and organizational commitment. Religiosity, defined as the degree of religious belief and practice, can affect how individuals perceive and respond to work-related challenges, their motivation, and their commitment to organizational goals (Sholihin et al., 2022). For nurses, religiosity may serve as a guiding force in navigating workplace stress and moral dilemmas, which can either strengthen or weaken their emotional responses and, in turn, influence their organizational commitment (Badanta et al., 2022).

In the context of Taiping, a region where healthcare workers in private hospitals are exposed to unique cultural and social dynamics, it is crucial to examine how emotional intelligence interacts with religiosity to shape nurses’ organizational commitment. While previous studies have separately examined the impact of emotional intelligence and religiosity on various aspects of job performance and commitment, there is a gap in understanding how these two factors may work together to influence organizational outcomes in the healthcare setting.

This study aims to investigate the relationship between emotional intelligence and organizational commitment among nurses in private hospitals in Taiping, with a particular focus on the moderating role of religiosity. By exploring how emotional intelligence can promote organizational commitment and how religiosity may enhance or hinder this relationship, the study seeks to provide insights that can inform strategies for improving nurse retention, job satisfaction, and overall hospital performance ( Ramli, & Novariani, 2020) Understanding these dynamics is essential for healthcare administrators and policymakers who are looking to optimize the work environment for nurses, ensuring that they are both emotionally and professionally engaged in their roles, which ultimately benefits both the employees and the patients they serve.

In conclusion, the problem this study addresses is the need to explore how emotional intelligence, in conjunction with religiosity, influences organizational commitment among nurses in private hospitals in Taiping. This research aims to fill a significant gap in the existing literature by considering the combined effects of emotional intelligence and religiosity on nurses’ job commitment and overall job satisfaction. Through this exploration, the study hopes to contribute to the development of more effective workplace strategies that foster a committed and resilient nursing workforce in the healthcare sector.

LITERATURE REVIEW

Organizational Commitment

Organizational commitment (OC) refers to the psychological attachment or bond an employee has toward their organization, which influences their decision to stay, engage, and contribute to the organization’s success (Saadeh & Suifan, 2020). Defined by Meyer and Allen (1991), organizational commitment is a multidimensional construct that encompasses emotional, cognitive, and behavioral aspects of an individual’s relationship with their organization. Employees who are highly committed are generally more motivated, perform better, and have a stronger inclination to remain with the organization, leading to reduced turnover and enhanced organizational performance (Husin & Kernain, 2020).

Organizational commitment is considered an essential factor in determining the effectiveness of the workforce in organizations, including healthcare settings (Eliyana et al., 2020). The commitment of employees is closely linked to various work outcomes, such as job satisfaction, job performance, and retention (Ibrahim et al., 2020). In nursing, particularly in hospitals, organizational commitment is a crucial predictor of job satisfaction, turnover intentions, and overall job performance (Rodrígue et al., 2021). This literature review explores the dimensions of organizational commitment, their importance in the workplace,and their impact on employee behavior.  Meyer and Allen’s (1991) three-component model of organizational commitment has been one of the most influential frameworks in the field of organizational behavior. The model identifies three key dimensions of organizational commitment:

Affective Commitment (AC)

Affective commitment refers to the emotional attachment that employees have to their organization. Employees with high affective commitment are those who feel an emotional connection to their workplace, believe in the organization’s goals and values, and feel proud to be part of the organization. This type of commitment is associated with positive feelings toward the organization, which drives employees to remain with the organization because they want to (Bahri et al., 2021).

Continuance Commitment (CC)

Continuance commitment refers to the commitment an employee has based on the perceived costs of leaving the organization. Employees with high continuance commitment stay with the organization because they feel they have no other viable alternatives or because leaving would result in significant personal or financial costs. This type of commitment is driven less by emotional attachment and more by the awareness of the costs of leaving, such as loss of income, benefits, or job security (Chaudry et al., 2021).

Normative Commitment (NC)

Normative commitment refers to an employee’s sense of obligation to stay with the organization, often due to moral or ethical reasons. Employees with high normative commitment feel that it is their duty to remain with the organization because they believe it is the right thing to do. This form of commitment is often influenced by the organization’s culture, the relationship between the employee and the organization, and the employee’s personal values (Chigeda et al., 2022)

Emotional Intelligence

Emotional intelligence (EI) refers to the ability to identify, understand, manage, and regulate emotions in oneself and others. Initially introduced by Salovey and Mayer (1990), and popularized by Daniel Goleman (1995), EI has gained significant attention as a key factor influencing personal and professional success. Goleman’s model of EI focuses on five key components: self-awareness, self-regulation, motivation, empathy, and social skills. These dimensions of EI are believed to influence various aspects of individual performance, including leadership, interpersonal relationships, decision-making, and organizational outcomes, especially in emotionally demanding environments such as h healthcare (Dugué et al.,2021)

EI is often viewed through different theoretical models, each identifying specific components or dimensions. The two most influential models of EI are the  Ability  Model (Salovey & Mayer, 1990) and the Mixed Model ( Goleman , 1995). The Ability Model defines EI as a set of cognitive abilities, while the Mixed Model integrates personality traits, motivation, and social competencies with cognitive skills (Teixeira et al., 2024) Both models contribute to understanding how EI impacts various outcomes, including organizational commitment, job performance, and interpersonal relationships. Below, we explore the dimensions of EI as outlined in the Goleman model.

Self-Awareness

Self-awareness is the foundation of emotional intelligence. It refers to the ability to recognize and understand one’s own emotions, as well as the impact these emotions have on thoughts and behavior. Self-awareness allows individuals to gain insight into their emotional triggers and the causes of their emotional states, which is essential for managing those emotions effectively. According to Goleman (1995), individuals with high self-awareness are more likely to act in accordance with their values and goals, which leads to better decision-making and greater authenticity in their interactions.

Self-Regulation

Self-regulation refers to the ability to manage one’s emotions, particularly in stressful or challenging situations. It involves controlling impulses, maintaining focus, and staying calm under pressure. Self-regulation allows individuals to stay composed and make thoughtful decisions, rather than reacting impulsively or emotionally. It also includes the ability to delay gratification and manage negative emotions such as frustration or anger, which is crucial in high-stress environments like hospitals.

Motivation

Motivation, within the framework of EI, refers to the drive to pursue goals with energy and persistence, especially in the face of obstacles. It involves intrinsic motivation—being driven by internal desires such as personal growth, accomplishment, and fulfillment—as opposed to extrinsic rewards such as money or recognition. Motivated individuals are typically more engaged, productive, and resilient, which can contribute to long-term success in both personal and professional endeavors.

Empathy

Empathy refers to the ability to recognize, understand, and share the feelings of others. It involves being able to put oneself in another person’s shoes and respond to their emotional needs appropriately. Empathy is essential in building strong interpersonal relationships and fostering a supportive work environment, particularly in the healthcare sector, where emotional labor is a significant aspect of the job.

Social Skills

Social skills refer to the ability to manage relationships and build networks. They involve communication, conflict resolution, teamwork, and the ability to influence others. Socially skilled individuals are able to navigate complex social interactions with ease, whether in one-on-one conversations or larger group settings. They are adept at managing interpersonal dynamics and fostering positive, productive relationships in the workplace. Social skills are vital for effective leadership, collaboration, and team cohesion. In nursing, strong social skills enable nurses to work effectively within interdisciplinary teams, communicate with patients and families, and resolve conflicts that may arise in the healthcare setting (Mayer et al., 2008). Nurses with strong social skills are also more likely to experience positive relationships with colleagues and supervisors, which in turn enhances job satisfaction and organizational commitment.

Emotional Intelligence and Organizational Commitment

Emotional intelligence has been identified as a key factor influencing various organizational outcomes, including organizational commitment. Emotional intelligence involves five core dimensions: self-awareness, self-regulation, motivation, empathy, and social skills (Goleman, 1995). Nurses with high emotional intelligence are better able to manage stress, communicate effectively, and foster positive relationships with patients and colleagues, all of which contribute to increased organizational commitment (Edward & Purba, 2020).

Research has consistently shown that emotional intelligence has a positive effect on organizational commitment (Younis et al., 2024). Nurses who possess higher levels of emotional intelligence tend to experience greater job satisfaction, exhibit higher levels of performance, and are less likely to experience burnout (Wang et al., 2023). These positive outcomes contribute to greater organizational commitment (Fantahun et al., 2023). For instance, self-aware and empathetic nurses are better able to handle the emotional demands of the nursing profession, leading to a stronger sense of attachment to their organization and a greater desire to remain in their roles (Gassas & Salem, 2023).

Religiosity

Religiosity refers to the degree of an individual’s religious involvement, beliefs, and practices. It includes both intrinsic religiosity, which relates to personal religious beliefs, and extrinsic religiosity, which involves using religion for social or personal gains (Mukhlis et al., 2022). Religiosity influences various aspects of individual behavior, including values, decision-making, and interpersonal relationships. In organizational settings, religiosity has been shown to affect job satisfaction, ethical behavior, and work attitudes (Harris & Tao, 2022).

In healthcare settings, particularly nursing, religiosity can play a significant role in shaping nurses’ attitudes toward work, patient care, and interactions with colleagues. Religious beliefs can guide nurses’ ethical decision-making, promote compassion, and encourage them to remain committed to their work despite challenges or stress (Page et al., 2020). Moreover, religiosity may affect how nurses perceive and respond to emotional challenges in the workplace, making it a potential moderator in the relationship between emotional intelligence and organizational commitment.

The Moderating Role of Religiosity

Religiosity may moderate the relationship between emotional intelligence and organizational commitment by influencing how emotional intelligence is expressed and experienced. For example, nurses who are highly religious may be more inclined to use emotional intelligence for altruistic purposes, such as providing compassionate care to patients and fostering positive relationships with colleagues (Joseph et al., 2024). Their religious values may enhance their sense of duty and ethical responsibility, which could amplify the positive effects of emotional intelligence on organizational commitment.

On the other hand, nurses with lower religiosity may not draw upon religious beliefs to guide their emotional responses or decision-making in the workplace. In such cases, emotional intelligence may still have a positive effect on organizational commitment, but the strength of this relationship could be weaker compared to those who are highly religious (Majdy et al., 2023). Religiosity, by influencing an individual’s values and approach to interpersonal relationships, could potentially strengthen or weaken the impact of emotional intelligence on organizational outcomes (Westwood, 2022).

While research on the moderating role of religiosity in the relationship between emotional intelligence and organizational commitment is limited, there is evidence suggesting that religiosity can influence work attitudes and behaviors. For instance, a study by Chow et al. (2021) found that religiosity had a significant moderating effect on job satisfaction, with religious employees reporting higher satisfaction and commitment to their organization. Similarly, a study by Schmuk et al. (2021) suggested that religiosity moderated the relationship between job stress and job satisfaction, with higher religiosity buffering the negative effects of stress on satisfaction.

In the context of nursing, religiosity may help nurses cope with the emotional demands of their work, such as dealing with patient suffering or end-of-life care. Nurses who are religious may use their faith as a source of strength, which could enhance their emotional regulation and empathy, thereby fostering a stronger emotional attachment to the organization. This, in turn, could lead to higher levels of affective commitment and lower turnover intentions.

METHODOLOGY

Population and Sample

The population of this study consists of nurses working at Columbia Asia, a private hospital located in Taiping, Malaysia. The total population of nurses at the hospital is approximately 120, and they were identified as the target sample for this research. The inclusion criteria for participation required nurses to be currently employed at Columbia Asia and to have worked for at least six months in their respective roles. The sample was selected based on the nurses’ availability and willingness to participate in the study, ensuring voluntary participation. A total of 120 nurses were approached, and after explaining the purpose of the study and obtaining informed consent, 99 nurses agreed to participate and completed the survey. The final sample of 99 respondents represents a response rate of 82.5%, which is considered adequate for ensuring the reliability and validity of the results.

Sampling Technique

A convenience sampling method was used to select the participants for this study.  Although this sampling method may introduce some biases, it is still a widely used technique in organizational studies where the focus is on gathering responses from a specific population within a limited timeframe. This method ensures that nurses from various departments within the hospital are included, providing a diverse range of perspectives on emotional intelligence, religiosity, and organizational commitment.

Research Design

This study adopts a quantitative research design to explore the relationships between emotional intelligence (as an independent variable), organizational commitment (as a dependent variable), and religiosity (as a moderating variable) among nurses. A cross- sectional survey method was employed to gather data from the nurses at a single point in time, which allows for the examination of the hypothesized relationships between the variables.

Data Collection Instrument

Data for this study was collected using a structured questionnaire that was divided into three sections:

• Section 1: Demographic Information – This section collected basic demographic data from the participants, including age, gender, years of experience, and department within the hospital. These demographic variables were used to control for potential confounding factors in the analysis.
• Section 2: Emotional Intelligence – Emotional intelligence was measured using the Emotional Intelligence Scale (EIS) developed by Schutte et al. (1998). This scale includes 33 items that assess various dimensions of emotional intelligence, such as self-awareness, self-regulation, motivation, empathy, and social skills. Responses were measured on a 5-point Likert scale ranging from “Strongly Disagree” (1) to “Strongly Agree” (5).
• Section 3: Organizational Commitment – Organizational commitment was assessed using the Organizational Commitment Questionnaire (OCQ) developed by Meyer and Allen (1991). This tool evaluates the three dimensions of organizational commitment: affective commitment, continuance commitment, and normative commitment. The OCQ contains 18 items, and responses were again measured on a 5- point Likert scale.
• Section 4: Religiosity – Religiosity was measured using a scale based on intrinsic religiosity, which refers to the personal importance of religion in one’s life, and extrinsic religiosity, which refers to the social aspects of religious participation. A 10-item religiosity scale, adapted from Allport and Ross (1967), was used. Participants indicated their agreement with each statement on a 5-point Likert scale.

Data Collection Procedure

Data collection took place over a period of four weeks. Nurses who agreed to participate were given a hard copy of the survey during their work shifts or were sent an online version of the questionnaire (depending on their preference and availability). Participation was voluntary, and confidentiality was assured to all participants. Informed consent was obtained from each participant before they completed the survey. The researchers ensured that participants were fully informed about the study’s objectives, the nature of their participation, and their right to withdraw at any time without any negative consequences.

Data Analysis

Once the data was collected, the responses were coded and entered into a statistical software package (SPSS version 26) for analysis. The following steps were taken:

• Descriptive Statistics – Descriptive statistics, including mean, standard deviation, frequency, and percentage, were used to summarize the demographic information and the scores on emotional intelligence, organizational commitment, and religiosity.
• Reliability Analysis – The reliability of the measurement scales was assessed using Cronbach’s alpha to ensure that the instruments were internally consistent.
• Moderation Analysis – To assess the moderating effect of religiosity on the relationship between emotional intelligence and organizational commitment, Hierarchical Multiple Regression Analysis was conducted. This approach allowed the testing of the interaction effects between emotional intelligence and religiosity, controlling for demographic variable

FINDINGS

Demographic Background

TABLE 1 DEMOGRAPHIC PROFILE OF RESPONDENTS

Reliability Analysis

 Reliability analysis was conducted on the scales measuring emotional intelligence (EI), religiosity(R), and organizational commitment (OC). The Cronbach’s alpha values for each scale indicate acceptable to excellent internal consistency, suggesting that the items within each construct are reliably measuring the intended variable.

• Emotional Intelligence (EI): The EI scale showed high reliability, with a Cronbach’s alpha of 0.95, indicating that the items within this scale are consistently measuring the construct of emotional intelligence.
• Religiosity: The scale demonstrated good reliability, with a Cronbach’s alpha of 0.72, showing that items measuring spiritual intelligence are internally consistent.
• OC: The OC scale also showed high reliability, with a Cronbach’s alpha of 0.80, reflecting consistent measurement of organizational commitment.

These findings suggest that the scales used in this study are reliable for assessing EI, SI, and PWB among healthcare workers.

TABLE  2 RELIABILITY ANALYSIS

TABLE  3 DESCRIPTIVE STATISTICS FOR EI, RELIGIOSITY AND OC

Descriptive analysis was performed on the variables in this study. As presented in Table above, it shows the results of the analysis which involve mean value and standard deviation of each variable. The mean values are in the range of 4.75 and 4.61. Standard deviation values range from .34 to .39. The highest mean value is for Religiosity with the score of 4.75 and the lowest mean value is for EI with the score of 4.61.

Regression Analysis

TABLE 4 REGRESSION ANALYSIS

From table above also, R2 = .766 or 76.6%, indicates that 77.6% of the variance of the regression model has been explained by the independent variables with Religiosity as a moderator and OC as the dependent variable. The F change value is significance (F= 7.977, p= 0.00). The Durbin Watson value 2.047 and still within the acceptance range. Religiosity has moderation effect on the relationship between EI and OC. It can be concluded that, Religiosity is a moderator for the link between EI and OC as the dependent variable.

DISCUSSION

This study explored the moderating role of religiosity in the relationship between emotional intelligence (EI) and organizational commitment among nurses at Columbia Asia, Taiping. The findings indicate that religiosity plays a significant moderating role in the relationship between emotional intelligence and organizational commitment. Specifically, nurses who reported higher levels of religiosity experienced a stronger positive relationship between emotional intelligence and their commitment to the organization, compared to those with lower levels of religiosity. The results of this study support the idea that religiosity can enhance the positive effects of emotional intelligence on organizational commitment. Nurses who are highly religious may draw upon their spiritual beliefs and values to navigate the emotional challenges inherent in their roles. For instance, religious individuals may feel a greater sense of moral duty or ethical obligation to remain committed to their organization, especially when they are emotionally intelligent. These individuals may be better able to empathize with patients and colleagues, regulate their emotions under stress, and manage interpersonal conflicts, which in turn strengthens their affective commitment to the organization.

The findings align with previous research that suggests religiosity is an important personal resource that can moderate workplace attitudes and behaviors (e.g Anggraini & Dewanti, 2020; Memon et al., 2023) In particular, religious nurses may experience enhanced emotional well-being and coping abilities, which could translate into a more profound connection to their work and organization. Conversely, nurses with lower levels of religiosity may not have the same emotional or ethical frameworks to enhance their commitment in the same way, leading to a weaker relationship between emotional intelligence and organizational commitment.

Furthermore, the moderating effect of religiosity may be due to the personal strength and resilience that religious individuals often draw from their faith. This could buffer the negative effects of stressors in healthcare settings, where emotional exhaustion and burnout are common. Religiosity, by providing a framework for meaning and purpose, may help nurses find greater satisfaction and fulfilment in their roles, thus enhancing their organizational commitment.

Religiosity often provides individuals with a sense of moral duty and ethical responsibility, which aligns with the caregiving ethos of the nursing profession. For religious nurses, emotional intelligence may be seen as not just a skill but a moral imperative, enhancing their commitment to their organization and its mission. Nurses in high-stress environments frequently encounter emotionally charged situations. Religious beliefs can serve as a coping mechanism, fostering resilience and reducing emotional exhaustion. This resilience allows nurses to remain engaged and committed despite workplace challenges.

While the findings are significant, it’s important to consider that the influence of religiosity may vary across cultural or organizational contexts. For instance, in secular settings, other personal or social resources (such as professional ethics or peer support) might play a similar moderating role. Future research could explore these variables to provide a more comprehensive understanding of how emotional intelligence interacts with diverse personal resources to influence organizational outcomes.

Implications for Practice

The findings have practical implications for healthcare organizations, especially private hospitals, that aim to improve nurse retention and job satisfaction. Recognizing the moderating role of religiosity suggests that hospitals should take a more holistic approach to supporting their nurses by addressing both their emotional and spiritual needs. Training programs aimed at enhancing emotional intelligence among nurses could be combined with initiatives that acknowledge and respect nurses’ religious values. For example, providing opportunities for spiritual support, such as offering chaplain services or creating spaces for reflection, could help religious nurses better align their personal beliefs with their professional roles, thereby increasing their organizational commitment.

Moreover, hospital administrators could consider incorporating religious accommodations into the workplace to ensure that nurses of varying faiths feel supported. Understanding the diverse religious needs and values of staff can contribute to creating an inclusive work environment that fosters a deeper sense of attachment to the organization.

Future Research Directions

While this study provides important insights into the moderating role of religiosity, several avenues for future research remain unexplored. One potential direction is to extend this research to different healthcare settings, such as teaching hospitals or academic medical centers. Specifically, future studies could examine the role of religiosity in moderating the relationship between emotional intelligence and organizational commitment among nurses in teaching hospitals or nursing schools. Teaching hospitals often have unique organizational dynamics, with nurses working closely with medical students, residents, and faculty, and thus may offer a different context for understanding these relationships.

Another area for future research is the exploration of religiosity in relation to other organizational outcomes beyond commitment, such as job performance, job satisfaction, or burnout. It would be valuable to investigate how religiosity interacts with emotional intelligence in shaping these outcomes and whether the effects differ depending on the healthcare setting (e.g., public vs. private hospitals). Additionally, future studies could consider longitudinal designs to examine how religiosity and emotional intelligence interact over time to influence organizational commitment and other workplace outcomes. This would provide a clearer understanding of the causal relationships and the long-term effects of these factors.

Lastly, the role of religiosity in moderating emotional intelligence and organizational commitment may vary across different cultures and religious backgrounds. Given the cultural diversity in healthcare settings, future research could explore how nurses from different religious traditions (e.g., Christianity, Islam, Buddhism) experience and express emotional intelligence, and how this influences their commitment to the organization. Cross-cultural studies would provide valuable insights into the universal and context-specific aspects of religiosity’s moderating effect.

In addition, qualitative research could further explore the lived experiences of nurses in different religious contexts, examining how they perceive the intersection of their faith and emotional intelligence in their work life. Interviews or focus groups could provide deeper insights into how religiosity shapes their emotional regulation, empathy, and relationships within the hospital setting.

CONCLUSION

This study confirms that religiosity moderates the relationship between emotional intelligence and organizational commitment among nurses, with higher levels of religiosity enhancing the positive impact of emotional intelligence on commitment. These findings contribute to the understanding of how personal factors, such as religiosity, can influence workplace outcomes in healthcare settings. Given the emotional and challenging nature of nursing, fostering both emotional intelligence and supporting nurses’ spiritual needs may be key to improving organizational commitment and retention in healthcare organizations. Future research should continue to explore the complex interplay of emotional intelligence, religiosity, and organizational commitment across different healthcare environments to better understand how to create supportive work environments for nurses.

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