Work-family Conflict In Nurses Research Articles

Fear of COVID-19, Health Anxiety and Work-Family Conflict in Nurses Working in the COVID-19 Ward.

COVID-19 is an example of an epidemic and sudden crisis that has affected many aspects of life and work and identifying the factors that contribute to its impact can help prevent similar crises in the future. The purpose of this study was to investigate fear of COVID-19, health anxiety, and work-family conflict in nurses working in COVID-19 wards in hospitals affiliated with the Tehran University of Medical Sciences (TUMS). This descriptive-analytical study used a census method to survey 226 nurses working in eight hospitals affiliated with TUMS. Demographics information and three questionnaires including; the Fear of COVID-19 Scale, Short Health Anxiety Inventory, and Work-Family Conflict Scale were completed online. Data were analyzed using descriptive statistics and analytical statistics, and a significance level of p < 0.05 was considered. Structural equation modeling test showed that work-family conflict had an effect on health anxiety, and health anxiety had an effect on fear of COVID-19 (p < 0.05). The severity of the effect of work-family conflict on health anxiety was 0.73, and the severity of the effect of health anxiety on fear of COVID-19 was 0.46. Work-family conflict had an indirect effect on fear of COVID-19 mediated only by health anxiety (p < 0.05) and the severity of the indirect effect was 0.33. Health anxiety plays a mediating role in the relationship between work-family conflict and fear of COVID-19. Workplaces should provide more support to their employees during a crisis such as the COVID-19 pandemic, and prevention programs should be implemented to decrease anxiety.

Work-Family Conflict in Nurses During the COVID-19 Pandemic

Background: During the COVID-19 pandemic, nurses were praised as the main heroes of the fight against the disease, but pandemic conditions affected the balance between their work and family responsibilities. To this end, the present study aimed to explore the incidence of work-family conflict in nurses during the COVID-19 pandemic. Methods: This descriptive cross-sectional study was conducted at COVID-19 referral hospitals in Mazandaran Province, Iran, in 2021. The participants were 200 nurses who were selected using convenience and purposive sampling. The data were collected using the Work-Family Conflict Scale (WAFCS), which was distributed and completed online. The collected data were analyzed with SPSS-16 software using descriptive and inferential statistics. Results: Most of the participants were working as nurses for an average of seven years and had been caring for COVID-19 patients for at least 4-6 months until the time of data collection. The mean work-family conflict score was 78.80±1.1. The data also showed that the severity of work interference with family (WIF) in both time and strain dimensions (83.81±0.3) was significantly higher than the severity of family interference with work (FIW) (65.90±0.3) in these two dimensions. Conclusion: Nurses faced an imbalance between work and family functions during the COVID-19 pandemic. Since nurses are at the forefront of the fight against the pandemic, it is necessary to pay special attention to their working conditions and family life. Moreover, effective and practical solutions should be provided by managers to resolve work-family challenges.

The effect of sleep disturbance on the association between work–family conflict and burnout in nurses: a cross-sectional study from South Korea

BackgroundSleep disturbances can lead to work–family conflicts and affect the mental health of nurses. This study aimed to investigate the mediating effect of sleep disturbance on the association between work–family conflict (WFC) and burnout in nurses.MethodsResponses to a questionnaire from 156 nurses working in a hospital in South Korea were analyzed. Multiple linear regression analysis and PROCESS Macro Model 4 were used to analyze the mediating effect of sleep disturbance on the relationship between WFC and burnout. A bootstrapping approach was used to test the statistical significance of the indirect parameter effects.ResultsThe WFC of nurses had a positive correlation with sleep disturbance and burnout. Moreover, sleep disturbance completely mediated the association between WFC and burnout.ConclusionsNursing administrators should pay careful attention to WFCs that interfere with nurses’ sleep and reduce their sleep quality, and design suitable working schedules that minimize the effects of WFC. In addition, hospital administrators should improve shift scheduling to ensure good sleep quality and reduce the health effects of WFC among nurses.

Work-family conflict and the professional quality of life and their sociodemographic characteristics among nurses: a cross-sectional study in Tehran, Iran

BackgroundNurses are exposed to work-family conflict (WFC) due to specific occupational conditions, such as exposure to patients and shift work, which can affect the professional quality of life (ProQoL). The aim of the present study was to determine the relationship between different levels of work-family conflicts and professional quality of life and their sociodemographic characteristics among the nurses in two hospitals in Tehran, Iran.MethodsThis cross-sectional study included 234 nurses from two hospitals. Data were collected using a three-part questionnaire, including items related to nurses’ demographic characteristics, the WFC questionnaire, and the ProQoL questionnaire.ResultsThere was a significant positive correlation between conflict in terms of time and behavior with compassion satisfaction and between the three types of conflict with job burnout (p < 0.05). The results indicate that the WFC and ProQoL scores and the mean WFC were higher among women, people who had a disabled family member, and nurses who worked equal to or more than 175 hours a month. Regarding the dimensions of ProQoL, the mean compassion satisfaction was lower among people who lived with their parents, people who had a second job had a child younger than one-year-old, and a disabled family member had higher means of job burnout. Also, those who had younger children experienced less PTSD. Furthermore, the mean of WFC and burnout among single nurses was significantly lower than among married and divorced/widowed nurses. Additionally, the mean of WFC and burnout among nurses living in rental houses and nurses reporting the level of satisfying relationships with co-workers as ‘bad’ were significantly more than for other nurses.ConclusionStable mental and emotional conditions are of great importance for nurses to provide safe and quality services to their patients. The results also revealed that nurses’ compassion satisfaction and job burnout were associated with different types of conflict. The WFC of nurses is related to their ProQoL and affects their job satisfaction and burnout. Reducing conflict may improve the nurses’ satisfaction and thus improve patient care and healthcare services.

The Mediating Role of Self-Differentiation in the Relationship Between Moral Distress, Compassions Fatigue and Work-family Conflict in Nurses

Background &amp; Aims: Many nurses are involved in work-family conflicts due to the nature of the nursing profession and high workload. Identification of the factors related to work-family conflict can help reduce or control this conflict. Compassion fatigue and moral distress are some of the factors that may affect the work-family conflict of nurses. This study aims to determine the mediating role of self-differentiation in the relationship between compassion fatigue, moral distress and work-family conflict among nurses. Materials &amp; Methods: This is a descriptive-correlational study. The study population includes all married nurses from eight public hospitals in Kerman, Iran. Of these, 159 were selected using a convenience sampling method. Data were collected using the subscale of compassion fatigue in the professional quality of life scale, the moral distress scale, the work-family conflict scale, and the self-differentiation inventory-short form. They were analyzed using structural equation modeling. Results: Compassion fatigue, moral distress and self-differentiation could significantly predict work-family conflict in nurses (P&lt;0.05). Self-differentiation was not only directly related to work-family conflict, but also indirectly affected it by reducing moral distress and compassion fatigue. Conclusion: Self-differentiation skills can help reduce the compassion fatigue and moral stress in nurses and thus reduce their work-family conflicts.

The Relationship Between Self-Efficacy and Happiness with Work-Family Conflict in Nurses

The Relationship Between Self-Efficacy and Happiness with Work-Family Conflict in Nurses

Predictors and outcomes of work-family conflict among nurses.

Work-family conflict, an issue important to nursing management, has been examined extensively worldwide. With an increasing number of nurses leaving and intending to leave the country, and considering the traditional family arrangement, it is increasingly relevant to examine the precursors and outcomes of work-family conflict among Filipino nurses. To identify the predictors of work-family conflict and its relationship to Filipino nurses' work outcomes and perceived quality of care. A descriptive research design was utilized to collect data from one thousand one hundred (n=1010) registered nurses with more than three months of experience working in the hospital using the Work-Family Conflict Scale, Job Satisfaction Index, Perceived Stress Scale, the two single-item measures of turnover intention, and a single-item measure of care quality. Filipino nurses experience moderate levels of work-family conflict. Nurses' age, education, facility size, and hospital location predicted work-family conflict. Work-family predicted job satisfaction, job stress, intention to leave the organization, and perceived quality of care. In accordance with international studies, Filipino nurses experience significant levels of work-family conflict. Addressing work-family conflict may result in improved work outcomes and increased care quality rating. Organizational measures to address work-family conflict in nurses should take into account the different predictors identified, particularly those that are modifiable. Nurses' work outcomes and care quality can be improved by employing empirically based measures to effectively address work-family conflict.

Study of work-family conflict in nurses and physicians caring for patients with Covid 19: A cross-sectional descriptive study in 2020: An ethical challenge in the medical staff

Study of work-family conflict in nurses and physicians caring for patients with Covid 19: A cross-sectional descriptive study in 2020: An ethical challenge in the medical staff

Relevance analysis of nurses' willingness to stay in operation room with job stressor, job burnout and work-family conflict

Objective To explore and analyze the correlation between nurses' willingness to stay in the operating room and job stressor, job burnout and work-family conflict. Methods A total of 128 nurses from Mianyang Central Hospital, Third People′s Hospital of Mianyang, Mianyang People′s Hospital were selected as the research objects. The questionnaire of nurses' retention intention, the scale of nurses' job stressor, the scale of nurses' occupational fatigue and the scale of work stress conflict were used to investigate and analyze the correlation between nurses' retention intention and work stressor, occupational fatigue and family conflict. Results The average retention intention of the nurses surveyed in this study was (3.16±0.71), and the retention intention of the nurses was in the middle level. Operating room nurses' total score of work stress was (95.27±15.28). Among them, the scores of time allocation and workload, nursing specialty and work were the highest (2.86 ± 0.73) and (2.75 ± 0.64), respectively. The highest score of personal achievement was (33.26 ± 8.39). The total score of work family conflict of nurses in operating room was (58.32 ± 11.29), and the total score was (3.09 ± 0.58). The average score of work family conflict based on time was the highest, which was (3.91 ± 0.64), which was the main source of work family conflict of nurses. Pearson correlation analysis showed that nurses' intention to stay was negatively correlated with work pressure, job burnout and work family conflict (r value was-0.374,-0.400,-0.327, P < 0.05). Conclusions Nurses' willingness to stay in the operating room is at a medium level. Nursing managers can reduce the pressure of occupational fatigue by reducing work stress and improve the willingness of nursing staff to stay. Key words: Operating room; Nursing staff; Retention intention; Source of work stress; Sense of occupational fatigue; Work-family conflict; Correlation

Analysis of the current situation of work-family conflicts in Emergency nurses and its influencing factors

Objective To explore the status quo of work-family conflicts among nurses in Emergency Departments and analyze its influencing factors, so as to provide basis for nursing managers to formulate intervention measures. Methods A cluster sampling method was used, from June 2018 to December 2018, a total of 137 Emergency nurses from 5 Class Ⅲ Grade A hospitals in Jilin Province were selected as the research objects in this study. Nurses' General Information Questionnaire and Work-family Conflict Scale were used to investigate them. Results The total score of Work-Family Conflict Scale of 137 emergency nurses was (55.67±8.06) . The scores of each dimension of work-family conflict were higher than that of family-work conflict, and the differences were statistically significant (P<0.05) . Multivariate linear regression analysis showed that gender, marital status, fertility and frequency of night shift per month were the influencing factors of work-family conflict among emergency nurses (P<0.05) . Conclusions The work-family conflict of emergency nurses is not optimistic. The work-family conflict is greater than the family-work conflict. Nursing managers should pay enough attention to this problem and pay more attention to the family situation of nurses in order to alleviate the work-family conflict of nurses. Key words: Nurses; Emergency department; Work-family conflict; Influencing factors

Study on association between work-family conflict and turnover intentions

Objective To explore the relationship between work-family conflict and turnover inten-tions in nurses and find out the key points to reducing turnover intentions by releasing individuals' work-family conflict. Methods Cross-sectional study method was used in this investigation. By using cluster sampling method, 1287 nurses from some top-level and third-class general hospital were investigated. The questionnaire of work-family conflict and turnover intentions scale were used in this research and the re-suits underwent analysis. Results The score of turnover intentions in nurses was positively correlated with the level of their work-family conflict (r=0.233,P<0.01). Stress,behavior and time dimension were related factors of turnover intentions(r=0.243,0.191,0.176,P<0.01 ).After control of demographic factors, the turnover intentions deviation that can be explained increased by 7%. Conclusions The score of work-family conflict is one of the predicators of turnover intentions. A developing measure should be taken to reduce turnover intentions by releasing work-family conflict in nurses. Key words: Nurses; Work-family conflict; Turnover intention

Study on work-family conflict in nurses with type D personality in nurses

Objective To explore the impact of personality(type D or not)on work-family conflict in nurses in the attempt to provide insight for releasing individuals'work-family conflict by moderating their penonality.Methods Under cross-sectional design,descriptive correlative method Was used in this investigation.By using cluster sampling method,1233 nurses from a top-level and first-class general hospital were surveyed using a questionnaire focusing on work-family conflict and type D personality scale.Results Univariate analysis founded that the score of work-family conflict was 53.64±8.13 for nurses with type D personality and 49.10±9.51 for non-type D personality respectively,and after controlling for age,educational level,etc,the difference was still significant.Conclusion The results indicated that type D personality was associated with perceived stress from work-family conflict,therefore,some special intervention program should he preformed among nurses with Type D personality. Key words: Type D personality; Work-family conflict; Nurses