Work-Family Conflict of Emergency Nurses and Its Related Factors: A National Cross-Sectional Survey in China.

Chuanzhu Lv,Yafei Wu,Yanhong Gong,Xiaoxv Yin,Mengge Tian,Jiali Zhang,Nan Jiang,Xuan Zhou

doi:10.3389/fpubh.2021.736625

Abstract

The prevalence of work-family conflict (WFC) among nurses was high, especially in the emergency department. WFC has a series of negative influences on emergency nurses, but factors associated with WFC require elucidation. Thus, we conducted a national cross-sectional survey among emergency nurses in China. In this study, we described the current situation of WFC and explored its related factors among emergency nurses in China. We found that the WFC of emergency nurses was severe, and emergency nurses aged 25 to 34, male, married, highly educated, with high professional title and long years of service, perceiving the shortage of nurses, experiencing a high frequency of night shift, tended to have higher WFC. Targeted interventions, such as reasonable work allocation, adequate staffing, and a scientific night shift system should be implemented to alleviate the WFC of emergency nurses.

Highlights

Work-family conflict (WFC) occurs when work or family demands make it hard to fulfill demands in the alternative role [1]
80% of the emergency nurses were younger than 35 years old, and 61.81% of respondents were married
This study described the current situation of work-family conflict (WFC) among emergency nurses in China and explored its relationship with socio-demographic characteristics and work-related factors

Summary

Introduction

Work-family conflict (WFC) occurs when work or family demands make it hard to fulfill demands in the alternative role [1]. Work-family conflict has a series of negative impacts on the physical and mental health, work status, and family life of healthcare workers. WFC can lead to some physical and mental health problems, such as emotional exhaustion, work-related fatigue, sleep disorders, anxiety, and depression [11,12,13,14]. WFC is likely to reduce job performance, job satisfaction, and organizational commitment [15, 16] while increase job burnout and turnover intention [17,18,19], which negatively affect work status and organizational development.

Methods

Results

Discussion

Conclusion