Work Overload, Organisational Commitment, and Emotional Intelligence Among Public Hospital Nurses in South Africa.

Ayanda  Mdekazi; John Kolawole Aderibigbe; Shingirayi Florence Chamisa

doi:10.35516/Hum.2025.7265

Authors

Ayanda Mdekazi Department of Industrial Psychology, University of Fort Hare, Alice, South Africa https://orcid.org/0000-0002-8846-2490
John Kolawole Aderibigbe Department of Psychology, Greenville University, Greenville, Illinois, U.S.A https://orcid.org/0000-0003-3346-3039
Shingirayi Florence Chamisa Department of Industrial Psychology, University of the Free State, Phuthaditjhaba, South Africa https://orcid.org/0000-0002-5804-583X

DOI:

https://doi.org/10.35516/Hum.2025.7265

Keywords:

emotional intelligence‎, employee‎, nurses‎, organisational commitment‎, public health‎, work overload. ‎

Abstract

Objectives: The healthcare sector strives to ensure employees are more dedicated to their work and tolerate inherent pressures in official duties, assignments, and responsibilities. This study investigated the relationship between work overload (WO) and organisational commitment (OC) and the moderating effect of emotional intelligence (EI) among nurses in a public hospital.

Methods: The researchers used a quantitative (validated questionnaire) approach to elicit information from 89 registered nurses. Pearson correlation analysis and a Multiple linear regression model were applied to test the hypotheses.

Results: The results showed that WO did not have a statistically weighty relationship with OC (r = -0.110), whereas the EI had a weak but positive relationship with OC (r = 0.210). The impact size of this association is assessed as having a modest effect. Moreover, the results indicated that EI had a marginally significant negative relationship with WO (r = -0.296). However, the multiple regression analysis produced a statistically insignificant model (F = 1.446; p = 0.235). The interaction term (β3 = 0.038; t = 0.401; p = 0.690, 95% CI [-0.149, 0.224]) does not have a discernible impact on the model, according to parameter estimations of the resulting model.

Conclusions: The results alert hospital management to focus on developing subordinates’ EI and enhancing their resilience to reduce WO and increase OC. The nurses’ use of EI to control WO was discussed in this study using the conservation of resources model, thus increasing their commitment to the organisation.

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