Contributing Factors to Burnout in Healthcare Professionals – does Emotional Intelligence Play A Protective Role? A Narrative Review

1. Introduction

In recent years, the prevalence of burnout syndrome among healthcare workers has sharply increased, being estimated to be double as the one reported in general population [1]. According to recent literature, half of the investigated doctors technically meet the criteria for burnout [2], even if they do not complain or act as professionally impaired.

Maslach and Leiter consider burnout as a „breakdown in the relationship of people and their work” [3], which occurs as a psychological syndrome response to the exposure to chronic personal and interpersonal stressors associated with job. It includes three dimensions:

• emotional exhaustion (EE), perceived by the individual as an emotional depletion, as if „their reserves are consumed” [1];
• depersonalization (DP), characterized by a subjective feeling of detachment and even diminished empathy [4];
• decreased sense of personal accomplishment (PA), which can distort one’s self-evaluation of their work and leads them to feel less competent than they actually are [5].

The consequences of burnout can influence both the physical and mental health, and they might vary from muscle tension, sleep disorders, anxiety, cognitive disfunction, social disconnection, or depression [6]. As a whole, burnout and its outcomes can surpass the professional level and significantly decrease the overall functionality and well-being. Sometimes, burnout evolution can go as far as to contribute to the development of a serious condition, making it rather an extensive problem, than a syndrome in itself. Moreover, burnout can be self-perpetuated, by inadequate coping strategies and reluctance in seeking support from others, possibly accentuating the stigma around seeking help [7,8].

On the long term, all these effects can influence not only health professionals, but also their patients and families. Possible mechanisms involved include, for example, the higher risk of taking careless decisions, poor communication and an overall decline of their professional performance [9].

Since burnout has such an impact over a great array of domains in the individual’s life and because it can have such a great toll on how one’s work is perceived and influenced, it becomes increasingly important to identify the variables contributing to its occurrence. They include individual and organizational factors. Specific individual factors comprise the presence of certain individual traits, such as high neuroticism and low resilience, alexithymia, and perfectionism [10,11], alongside maladaptive coping mechanisms, such as avoidance, denial, substance use, and lack of emotional regulation [7]. A distinct category of individual factors is represented by demographic variables (e.g., age and gender), with lower age and female gender being correlated with a higher predisposition to burnout, an effect which could be due to lower resilience [12].

When it comes to the organizational factors predisposing to burnout, a meta-analysis conducted by Bria et al. [13] concluded that perceived stress, high workload and the imbalance between personal and professional life were the most frequently identified contributors. In addition, the level of work experience, core organizational values and perceived recognition of work were also identified as key environmental variables in the development of burnout [14,15,16].

In regard to protective factors, a meta-analysis conducted by de Mendonça et al. [17] indicated that higher emotional intelligence (EI) mitigates burnout risk, with similar effects brought by mindfulness and stress-management strategies, time-management skills and self-care practices [18,19]. Organizational factors preventing or delaying burnout include work-life balance, meaningful work, a positive workplace culture and good-quality relationships with colleagues and superiors [20,21]. Among the abovementioned factors, EI plays a distinctive role, as it has not only a protective role against burnout, but also a significant positive effect on overall well-being and on the wise use of stress-management skills [22]. Accordingly, EI is a concept which has triggered a lot of debate and has been studied consistently in relationship to the individual capacities to adapt and succeed in social environments [23].

EI reflects one’s capacity to understand, express and regulate their own or others’ emotions [24]. Literature data point out that individuals who are able to experience emotions with clarity, and who can process these emotions, are more efficient at applying mood-regulation strategies. These skills transcend the individual use and can be extrapolated when it comes to interpersonal relationships [25]. When the management of emotions is put into action, the interacting experience becomes a more empathetic one [26]. According to the model structured by Goleman [27], EI is associated to five major personality traits:

• self-awareness: represents an individual’s ability to recognise their own emotions, as well as the impact of those emotions over other people;
• self-management (or self-regulation): assumes the recognition of negative emotions, as well as controlling and forwarding them towards a more productive purpose;
• inner motivation: represents the tendency to be driven by values and passion, not just by external reward;
• social awareness: includes the ability to manage and guide the relationship with others;
• empathy: represents the capacity to understand and share the feelings of others [24,28].

The consistent study of EI in current literature and the rise in the popularity of the concept itself is challenged by a number of difficulties:

-

a methodological heterogeneity in approach, making it more complicated to reach a consensus [24,29];

-

diversity when it comes to cultural and contextual differences regarding work ethic, work-life balance, or the approach of expressing feelings in certain regions. In the context of obtaining most of the data used by self-administered questionnaires, the cultural stigma or reveal bias may be an important contributor to the accuracy of data. The individualistic vs. collectivist models can also shape the way not only work is perceived, but also how individuals tend to seek or receive support and guidance [30].

Regarding challenges in understanding how exactly does EI influence burnout, the exact mechanism is still unclear. According to Glenn [31], EI could improve coping strategies and emotional regulation, enhance the use of social support, and even influence stress-response, but the precise underlying mechanisms are yet unknown. Furthermore, the multitude of individual psychological factors associated to EI and their interdependence increases the difficulty of pinpointing a specific pattern.

When focusing on healthcare workers, better EI skills should result in better communication and increased empathy towards the patients and their families, therefore, a better therapeutic relationship [32]. However, when it comes to applying the same skills on oneself, it is debatable if having better developed emotional skills is efficient in delaying or even preventing the effects of chronic occupational stress.

This study aims to investigate the relationship between EI and burnout in healthcare workers following three research questions (RQ):

RQ 1: What is the burnout prevalence among healthcare workers and which are the main contributing factors to burnout?

RQ 2: Does EI play a role in protecting against burnout?

RQ 3: Which additional factors influence EI in healthcare workers?

2. Materials and Methods

OVID, PubMed, Medline, Scopus and Web of Science databases were searched for English language literature published between 2000–2024, and focused on the topics of EI and burnout in healthcare workers. In order to enhance accuracy of findings, we limited the search to peer-reviewed articles. The search terms were “emotional intelligence” AND (“burnout” OR “the burnout syndrome”) IN (“healthcare workers” OR “healthcare professionals” OR “doctors” OR “nurses” OR “physician” OR “residents”).

Inclusion criteria were studies in English, focused on healthcare professionals, and which investigated the correlation between EI and burnout.

Exclusion criteria were represented by studies focused on students or personnel who did not work in a hospital, veterinarian doctors, centered only on a limited number of burnout components (such as emotional exhaustion or depersonalization), or which did not corelate EI to burnout.

The first search yielded 360 hits, which resulted in 233 articles after removing duplicates. Their titles and abstracts were screened for adequacy, defined as addressing both burnout and EI in healthcare workers. After the analysis of content, a number of 31 articles were finally selected (Figure 1).

Given the diversity of study designs, respondents and assessment tools that were used, the narrative review format was the one selected to comprehensively map the evidence on the relationship between healthcare workers’ EI and burnout.

3. Results

3.1. General Findings

All 31 articles presented in Table 1 measured EI, burnout and the correlation between them. Sample sizes varied from 28 to 12,704 respondents, covering a large cultural background and demographical diversity. Eleven articles were specifically focused on resident doctors, eight articles on nurses, and five on doctors. Seven articles studied healthcare workers with different professions combined (doctors, nurses, interns, physical therapists, and other caregivers). The comparative high number of studies centered on residents illustrate their depiction in current literature as one of the most predisposed categories to burnout.

All identified articles were published within the last 15 years, which could also indicate an increasing interest for the study of EI potential benefits, on one side, and the increasing burnout prevalence in healthcare workers, on another side.

Across all identified articles, burnout syndrome was consistently understood as an occupational phenomenon, resulting from the prolonged exposure to work-related stress, while EI was seen as the ability to recognize, understand, manage and even change individual emotions, or the emotions of others.

When it comes to measuring burnout levels, most of the identified studies (22) opted for using The Maslach Burnout Inventory (MBI) or one of its available variants: Maslach Burnout Inventory – General Survey (MBI-GS) or Maslach Burnout Inventory – Human Services Survey (MBI-HSS). Other questionnaires used for evaluating burnout were The Brief Burnout Questionnaire (CBB), The Tedium Index, The Questionnaire for the Assessment of Occupational Burnout Syndrome (CESQT), The Link Burnout Questionnaire (LBQ), The Oldenburg Burnout inventory (OBLI), and the Shirom-Melamed Burnout Measure (SMBM). This diversity reflects in part the various different conceptualizations of the burnout syndrome, which resulted in a multitude of measurement instruments, which overlap to some extent [33].

Regarding the scales used to measure EI, the majority of the identified studies (13) used The Trait Emotional Intelligence Questionnaire (TEIQ), or its short form, TEIQ-SF, followed by the use of The Emotional Intelligence Scale (EIS). The other instruments used to determine the levels of EI were The Schutte Self-Report Emotional Intelligence Test (SSEIT), The Brief Inventory of Emotional Intelligence for Adults (EQ-i-20M), The Trait Meta-Mood Scale 24 (TTMS-24), The Swinburne University Emotional Intelligence Test, The Nurses Job Emotions Scale (NJES), The Emotional Quotient Test, The Emotional Intelligence Questionnaire of Cyber or sharing-EI, The Scale of Emotional Functioning: Health Service Provider, and The Wong and Law Emotional Intelligence Scale (WLEIS). According to a review conducted by Bru-Luna et al. [34], there has been an increase in the number of instruments used to measure EI, with over 40 scaled available at the time being. This reflects both the increasing interest in the concept and its utility, but also the difficulty of constructing objective criteria to measure EI.

3.2. RQ1: What Is the Burnout Prevalence Among Healthcare Professionals and Which Are the Main Contributing Factors to Burnout?

Despite using a wide variety of instruments and identifying a large range of burnout prevalence, most of the studies - with only two exceptions [36,39] - concluded that burnout represents a substantial problem for healthcare workers. In each of the identified studies, medical personal was at risk of developing burnout, and even presented symptoms in some cases (Table 1). For instance, in the study conducted by Lindeman et al. [37], 51 % of the evaluated resident doctors met criteria for high burnout and only 9% had low levels or no burnout. In the study with the largest sample size [56], 12,704 clinical nurses from 32 general hospitals across China were investigated using the MBI-GS scale and resulting in moderate scores of EE (15.87, SD 6.02), moderate scores of DP (10.80, SD 5.09), and significant scores of decreased PA (25.53, SD 8.65). Overall, they were assessed as displaying moderate to high burnout, with a tendency to experience psychiatric comorbidities, under the form of anxiety and depression.

Since 16 of the identified articles used the Maslach Burnout Inventory, we analyzed their comparative results. Across them, EE ranged from 3.41 to 31.24 (a score of less than 18 means low EE, and over 27 signifies high levels of EE). DP levels varied from 2.2 to 11.9 (scores lower than 5 meaning low levels of DP, and above 10- higher levels of DP). PA ranged from 2.84 to 38.13 (levels under 33 mean high levels of PA, and levels over 40 mean low PA).

Several studies identified additional factors involved in burnout development. By categories, they were depicted as:

a) demographic factors (age and gender);

b) psychological variables (e.g., psychological ownership and agreeableness);

c) physiological factors (e.g., coenzyme Q10 - CoQ10 levels);

d) environmental variables (exposure to violence, positive work experience, workload, type of work contract, dissatisfaction with career choices).

a) Demographic factors

When it comes to gender influence in burnout, several studies [37,43,60] pointed out that higher burnout levels were corelate to female gender.

Regarding age and work experience, Lindeman et al. [37] reported higher risk of burnout with increased age, whereas other studies [40,42,53] found a negative correlation between age and experience and burnout levels. Sharaf et al. [64] also pointed out that the risk for burnout increased sharply at the beginning of residency training.

b) Psychological variables

According to Kaur et al. [36], psychological ownership (PO) amongst medical personnel creates a sense of responsibility, which influences behavior and was found to have a negative relation to burnout. The concept of PO represents a state in which an individual feels as though the target of ownership - whether it is a job or an organization - is theirs, therefore, one’s possessions are felt as extensions of the self. PO can mitigate the effects of burnout, by making the employees experience greater autonomy over their work, fostering more meaning into their efforts, and by making the entire distressing experience feel more meaningful [66].

Additionally, Lindeman et al. [37] pointed out that the personal trait of agreeableness was inversely corelated with burnout. The trait of agreeableness refers to a person’s tendency to be considerate towards others, polite, and compassionate.

c) Physiological factors

The study conducted by Kasemy et al. [42] found a correlation between the functioning of the immune system, expressed in the individual CoQ10 levels, and burnout: higher burnout levels seem to deplete the body’s CoQ10 reserves, therefore making the protective mechanisms weaker. CoQ10 is a vitamin-like compound, with roles in energy production and antioxidant protection.

d) Environmental variables

Ünal [39] identified marital status as a factor contributing to burnout protection, with married individuals reporting lower burnout levels.

Cao et al. [35] identified exposure to violence as a strong burnout predictor, with up to 98% of respondents experiencing verbal violence in the last year, and the personnel exposed to violence displaying higher levels of burnout.

In the study conducted by Lindeman et al. [37], positive work experience showed a strong inverse correlation with individual burnout. The magnitude of the relationship for positive work experience was larger than the one for negative work experience, proving that an overall positive work experience might have a protective role against burnout in surgical residents. Resident doctors examined by Gleason et al. [47] were more prone to burnout, if their work environment was aversive and if they were subjects to disruptive behaviors, especially when others took credit for their work or exposed them to public humiliation. Dissatisfaction with their career choice, the low income and the marginal role in the operating room were also factors contributing to resident doctors’ burnout, according to Kirkpatrick et al. [62].

Some studies [40,44] identified the type of work contract as a contributing factor for burnout development. These authors claim that nurses with a permanent work contract also displayed a higher risk for burnout.

Finally, as expected, high workload was a significant factor contributing to burnout [41,51]. This data is consistent with the findings of other papers not included in this review.

3.3. RQ 2: Does Emotional Intelligence Play a Role in Protecting Against Burnout?

With the exception of the study conducted by Năstasă & Fărcaş [43], all the other papers included in this review identified EI as an important contributor in the protection against burnout (Table 1). In what concerns the particular article mentioned above, despite not identifying a significant correlation between EI and burnout levels in the examined population, it still points out a relationship between EI and personal accomplishment in healthcare workers, which in turn lead to the authors’ conclusion about the need to develop EI in this work category.

As a confirmatory finding, higher EI in the categories of healthcare professionals were negatively associated with burnout by the studies included in this review (Table 1), except for the abovementioned one. Among the studies that employed the most used assessment instrument for burnout MBI and the three-dimensions model (EE, DP and PA), all of them, except the one mentioned before, found that high levels of EI were inversely correlated with all burnout dimensions.

3.4. RQ 3: Which Additional Factors Influence EI in Healthcare Workers?

A part of the researched studies [35,36,37,64] identified several additional factors significantly related to EI (age and experience, gender, spiritual intelligence and PO, perceived stress levels, income, exercise levels and sleep hours).

From a longitudinal perspective, PO, spiritual intelligence and low perceived stress not only were correlated to EI, but also had a significant association to burnout.

When it comes to age and experience influence in EI levels, Lindeman et al. [37] found that EI global scores decreased significantly with increasing age, while Tiwari & Bhagat [53] found a significant positive correlation between EI and age.

In terms of gender, many studies were inconclusive about which gender is more EI privileged, although the association of gender to EI seemed significant. Cao et al. [35] reported higher EI in women, while, oppositely, Almeneessier et al. [41] found higher EI in men.

Ünal and Molero Jurado et al. [38,39] did not find any correlation of EI to gender or age, and explained this finding through other cultural differences than feminine stereotypes, potentially obscuring the role of gender.

The study conducted by Tiwari & Bhagat [53] found a positive correlation between EI and income, which could be explained by the EI skills potentially playing a key role in successful careers, especially if they have a higher social exposure.

Sharaf et al. [64] identified an association between EI and healthy daily habits (sleep and exercise). Specifically, they found that the average number of sleeping hours was correlated with the total EI score, and that one extra hour of sleeping a night is associated with a 0.44-unit increase in the average EI score (using the TEIQue-SF). The same study showed that exercise determined an EI 0.52-unit increase in residents who exercised, compared to those who did not exercise.

4. Discussion

The primary goals of this review were (a) to assess the prevalence of burnout in healthcare professionals and to highlight the contributing factors to burnout; (b) to identify if EI provides protection against burnout, and (c) to expose additional variables contributing to EI and which could potentially be subjects to change.

4.1. Burnout Prevalence and Variability

In terms of burnout prevalence in healthcare professionals, this has been a consistently reported issue, which has additionally grown in interest since the COVID-19 pandemic [67]. In the studies we identified, burnout rates were not always explicitly stated, since most of them focused on the correlations between burnout and predictive variables. However, those who reported burnout prevalence displayed great variability, from low burnout (2.15 on the MBI scale) [36], to high or even alarming burnout, with up to 70 % from the maximum values [35]. This great variability can be explained by the heterogeneity of the used instruments and protocols, the substantial array of geographical and cultural backgrounds covered by the included studies, and the use of self-reported questionnaires, which may have induced bias by itself, via the underreporting or overreporting of emotional distress and burnout symptoms.

Amongst the articles who used the MBI, high global burnout scores were mostly associated with high EE, DP, or both. According to Maslach & Leiter [68], EE is considered to be the closest parameter to a conventional stress variable, making it more reliable in predicting burnout-related symptoms.

All the identified articles were published in the last 15 years, illustrating an obvious increase of interest in the topic. A number of factors could explain this, such as the official recognition of burnout as an “occupational phenomenon” by The World Health Organization [69]. The COVID-19 pandemic may have also played an important role, not just in the increased demands that the medical system had to face, but also in the way that work-life balance has been perceived since [67].

Furthermore, the exposure of mental health issues has recently grown, while the stigma around talking about one’s struggles has steadily decreased. As more and more people come forward, testifying about their professional and personal struggles, the need to identify their root causes and to address them as early as possible has become imperative [70].

Regarding the gender influence in burnout, the identified studies stated that women were more prone to burnout development. According to a review conducted by Purvanova & Muros [71], these differences stem most probably from higher reporting of burnout by women, specifically when it comes to the EE component. As stated before, in literature the EE component tends to be considered the most representative for burnout, while in the same time it is typically easily identified by women [72]. Self-reporting bias associated with cultural stereotypes surrounding masculine traits could be also involved, with men being less likely to report exhaustion, in order to not be perceived as either weak or unprofessional [73]. To avoid this bias and make future studies more reliable, it could be helpful to use qualitative methods and cross-cultural validation of psychometric instruments assessing burnout and, specifically, EE. Using terminology that is not gender-specific or culture-specific could also assist in reduce the existent research biases.

When it comes to age and work experience, several identified studies [40,42,53,63] found that the lack of experience associated with young age and the beginning of residency was correlated with higher burnout, while, oppositely, Lindeman et al. [37] pointed out that there is a tendency of burnout increasing with age. The first result was supported by a meta-analysis by Brewer & Shapard [74], which concluded that higher burnout levels have been corelated with lower age and less job experience, and by a separate study conducted by Gómez-Urquiza et al. [75], who found that younger age was a significant risk factor for the EE and DP component of burnout, and less influential regarding PA. The sharp increase in prevalence of burnout at the beginning of residency could be explained by the multitude of changes in a young professional’s life, such as gaining responsibility, changes in schedule and workload, all while not yet having the experience to effectively cope with these new challenges. Therefore, it is reasonable to presume that interventions applied at this point in the medical career, targeting resident support and mentorship, are important for addressing this problem and preventing its aggravation.

Factors found as having a protective role against burnout were two-folded: individual (PO, agreeableness and CoQ10 levels), but also environmental (marital status, exposure to violence, workload, positive work experiences, and dissatisfaction with career choices). Part of these factors (such as workload, PO, exposure to violence) are circumstantial, so they can be targeted by personalized interventions. A good example is PO, with strategies increasing it leading to higher autonomy, especially by being given decision-making power, promoting hands-on contributions, the use of group symbols, and non-monetary recognition, such as public acknowledgement [76]. These outcomes could not only contribute to more cohesive work environment and increased personal well-being, but could also improve PA scores [77].

Agreeable healthcare professionals tend to reframe patient interaction as rather meaningful than draining, they tend to develop better workplace relationships, and even have lower rates of conflict, due to their prosocial behavior [78]. According to Roberts et al. [79], the idea of personality plasticity implies that certain traits, such as agreeableness could improve with consistent practice, by employing multiple strategies, such as social skills training, reinforcement of the prosocial behavior, perspective taking, and even cognitive intervention techniques. Increasing agreeableness could not only have an impact on individual burnout, but could also have a substantial effect on the therapeutic relationship and perceived quality of care [80].

The decrease of CoQ10 levels as a consequence of exhaustion could be effectively target by using nutritional supplements, according to Tsai et al. [81]. The use of CoQ10-only formulations proved to be more effective than CoQ10 compounds, and the longer duration of the treatment had a positive correlation to fatigue reduction. CoQ10 supplementation could thereby represent an additional tool, alongside psychological interventions, in the comprehensive targeting of burnout.

Marital status was identified as playing a protective role against burnout development. These findings are consistent with a meta-analysis conducted by Cañadas-De la Fuente et al. [82], reporting individuals with single or divorced marital statuses as being exposed to higher burnout. In contrast, married individuals would benefit from protection against burnout through an array of mechanisms, from which social support plays a key role.

Regarding work-associated environmental factors, exposure to violence was linked to increased burnout, this being supported by other literature data [83,84]. Adding violence prevention to larger organizational plans for employee well-being, like mental health assistance, systematic debriefing after events, and encouraging a culture of self-reporting, can make employees more resilient and less likely to burnout. Weng et al. [58] found that the EI development could be useful in preventing burnout, not only directly, but also mediated by less exposure to violence. Individual trainings in EI development, self-defense and de-escalating techniques, alongside with changes in logistics and workplace design (such as an increase in safety strategies and increased security) could be effectively employed to address or prevent burnout [85,86].

In terms of work stability, healthcare workers with temporary contracts are exposed to a higher risk of burnout, because of higher perceived insecurity, but also as a result of often higher workload or fewer paid hours. Personal resources, such as resilience and EI, could act as compensating factors in such work conditions. Their positive role is reported also at those employees who have a stable job, but feel like caught in a trap, with more administrative tasks, less meaningful work time, and without any exit options [87].

Since both workload and dissatisfaction with career choices were found to increase burnout, while positive work experience might have a protective role, organizational interventions could prove to be of critical importance. Alongside the beforementioned mentorship programs for residents, an early target component could be vocational assistance, in order to help with early career dissatisfaction.

4.2. Protective Role of EI

In terms of the correlation between burnout and EI, our selected studies identified an inverse relationship, which was identified in existing literature not only for EI as a whole, but also for its distinct subcomponents (well-being, self-control, emotionality and sociability) [88]. Specifically, Mitra et al. [59] pointed out that burnout had a significant negative correlation with EI’s well-being component and a positive correlation with self-control and sociability. Among distinct EI components, self-control seems to have an important role, as it is connected to adaptability in changing environments, but also with personal values and personal accomplishments [89]. The study conducted by Jahanazeb et al. [60] claims that self-control has a direct inverse relationship to burnout, with higher self-control ensuring a better control of emotional reactions to stressors, which in turn lowers the risk of burnout. Encouraging self-control (via therapies like mindfulness training, cognitive-behavioral methods, and programs that boost emotional intelligence) could be not only a valuable strategy to prevent or delay burnout, but also to impede mental illness resulting from the failure of emotional self-regulation mechanisms. The inclusion of such programs seems to have substantial benefits among healthcare students and residents [37,41,90,91].

4.3. Factors Influencing EI

The gender-related influences regarding EI levels in the identified articles showed either higher EI in women, in men or did not find any correlation of EI to gender or age. This is explained, just as in the case of the relationship gender-burnout, as being possibly influenced by cultural differences, particularly by feminine stereotypes, potentially obscuring the role of gender. In current literature, many studies were inconclusive about which gender is more EI-privileged, although the association of gender to EI seemed significant. Some studies in current literature [92,93] reported higher EI in women, while, oppositely, Almeneessier et al. [41] found higher EI in men. The higher number of articles reporting EI as more prevalent in women could result from the dimensions of EI tightly related to “feminine” stereotypes (such as emotional attention, emotional regulation, emotional clarity), therefore potentially creating a self-reporting bias [94]. In order to address this taxonomy-induced misinterpretation, future studies could use gender-neutral language in the self-reported questionnaires.

Regarding the connection between age and EI, the identified articles found inconsistent associations, with some of them [37,53] stating that either higher or lower age were related to higher EI, while others [38,39] claimed that age plays no role. The study conducted by Cabello et al. [92] found that EI levels varied with age according to a U-inverted curve, with younger and older adults scoring lower than middle-aged adults. Another study conducted by Fariselli et al. [95] concluded that several components of EI increase with age, whereas others do not, further raising the issue of the selection of the EI components potentially developing through training. These findings emphasize the importance of future research focused on specific EI domains and their development in relation with other variables.

The studies included in this review identified a positive correlation between high EI and higher income. This could be important at least from two perspectives: firstly, the choice of EI developing strategies could be influenced by the existent outcome, thereby limiting the access of low-income individuals to all kind of programs of EI development. Secondly, EI could predict income itself, making its development a path to better societal rewards. This hypothesis is backed up by the results of a recent meta-analysis by Sanchez-Gomez et al. [96], who found that, after taking all the other variables into consideration, participants who displayed higher levels of EI and emotional-repair capacities, had higher salaries, making EI one of the relevant variables when talking about building professional success.

The included papers suggested a positive relationship between sleep, exercise, and EI. This is consistent with the results of Killgore et al. [97], who found that sleep duration and habitual sleep quality are both independently associated with self-perceived dispositional aspects of EI. These benefits are further supported by the study of Sepdanius et al. [98], who also found a positive correlation between sleep quality and EI. Acebes-Sánchez et al. [99] found a gender-specific positive effect of physical activity, associated to higher emotional clarity and emotional repair in men, and higher emotional attention in women. These findings could be the subject of a series of a chain-related individual interventions. Therefore, by tackling the development of healthy habits such as the ones described, not only the individual could improve EI levels, but ultimately, indirectly prevent burnout.

5. Limitations

This study has several limitations. It was run as a narrative review, so some relevant articles may have been excluded. Other limitations were derived from the heterogeneity of scales used for evaluating burnout and EI, the self-reporting method, and the heterogeneity of the cultural backgrounds of respondents. Although the general focus was on health professionals, these studies included medical personnel from different categories and specialties as participants, each of them having particular burnout and EI characteristics.

6. Conclusions

The current paper had the main goal to analyze the connection between burnout and EI in healthcare professionals. During this research, it became increasingly obvious that the burnout syndrome has evolved, to become a significant concern of employees in the healthcare sector. In this context, the identified protective role of EI is important, because it suggests EI as both a target and a reliable instrument against professional exhaustion. Among the determinants of EI, many could be the subject of individual and organizational interventions. Although the current study was not specifically focused on evaluating the comparative efficacy of direct vs. indirect (e.g., EI-enhancing) burnout-reducing strategies, this topic is very attractive for future research, considering its potential for building cost-effective systems of psychological support for healthcare professionals.