Staff working in hospital units with greater social capital experience less work-home conflict: Secondary analysis of a cross-sectional study

Abstract

BackgroundWhen the interplay between work and private life does not function correctly (work-home conflict), this constitutes a well-known risk factor for poorer health, increased absenteeism and lower work performance. Information about influencing factors of work-home conflict is therefore indispensable in order to avoid it. In this study, we analyse whether a good working atmosphere that fosters mutual trust, support and a ‘sense of unity’ (organizational social capital) can reduce an employee’s conflict between work and private life. ObjectiveThis study investigates the link between organizational social capital and work-home conflict in health professionals. DesignThis issue was investigated using a cross-sectional study conducted in 2013. Participants and settingData from questionnaires completed by physicians and nurses (n=1733) were linked with structural data from 66 neonatal intensive care units in Germany. MethodsUsing multi-level analyses, we investigated associations between organizational social capital at the ward level and work-home conflict at the level of individual employees, taking into account additional structural and individual characteristics. ResultsEmployees on wards with greater social capital reported significantly less work-home conflict. Our results support the hypothesis that organizational social capital is an important collective resource. ConclusionAs such, more attention should be given to establishing a good working atmosphere that fosters mutual trust, support and a ‘sense of unity’, and this should be encouraged in a targeted fashion.