Work-family Conflict Scores Research Articles

Using Heart Rate Variability to Assess Nurses' Stress During the COVID-19 Pandemic.

This study aimed to assess subjective and objective parameters of stress among nurses during the COVID-19 pandemic and to examine the recovery effect of a day off. In this prospective observational trial, we measured heart rate variability (using a wearable device) and perceived stress levels on 3 working days and 1 day off. We obtained the following data using an online questionnaire: working conditions, COVID-19-related problems, depression (Patient Health Questionnaire-9), anxiety (Generalized Anxiety Disorder-7), effort-reward imbalance, and work-family conflict in a sample of German nurses (N = 41). When comparing working days with a day off, we observed a significant difference for physical load (Cohen's d = 0.798, P < .001), mental load (Cohen's d = 0.660, P = .001), emotional exhaustion (Cohen's d = 0.945, P < .001), and overburdening (Cohen's d = 0.585, P = .002) with higher scores on working days. Regarding heart rate variability, we did not find a difference. Correlational analyses revealed a significant association between being afraid to get infected with COVID-19 and lower heart rate variability (r = -0.336, P = .045) and between being afraid to infect relatives and lower heart rate variability (r = -0.442, P = .007). Furthermore, a higher total sum score of work-family conflict was significantly associated with lower heart rate variability (r = -0.424, P = .01). As heart rate variability observations were different from those regarding subjectively perceived stress, further studies are needed to evaluate and differentiate the influence of work stress and other types of stress on heart rate variability.

Examining the impact of time management and resilience training on work-family conflict among Iranian female nurses: a randomized controlled trial

BackgroundFemale nurses confronting work-family conflict may endure adverse consequences for themselves and their families, leading to a decline in job performance and intentions to quit. Investigating the effects of interventions based on factors contributing to work-family conflict can aid in identifying optimal strategies for conflict reduction and mitigating its negative repercussions. This study aimed to examine the impact of time management and resilience training on work-family conflict among Iranian female Nurses in 2022.MethodsIn this randomized controlled trial employing pre, post, and follow-up measures, 132 female nurses employed in the hospitals of Bushehr University of Medical Sciences (Bushehr, Iran) were selected and subsequently categorized into three groups—time management, resilience training, and control groups—using simple random sampling method. 10 online training sessions were conducted for each intervention group. A demographic form and a work-family conflict questionnaire were used for data collection. Repeated measures ANOVA, one-way ANOVA and multivariate general linear model were used to examine the hypotheses.ResultsRegarding total work-family conflict, posttest mean scores were significantly lower than the pretest in both time management (p < 0.001) and resilience (p < 0.001) training groups, but follow-up mean scores were significantly higher than posttests in both time management (p < 0.001) and resilience (p < 0.001) training groups. In the control group, the mean scores at three time points were not statistically different (P = 0.058). The post-test mean score of work-family conflict was comparable in the two intervention groups (P > 0.05) and lower than the control group (P < 0.001) The follow-up mean score was comparable in the two intervention groups (P > 0.05) and lower than the control group (P < 0.001).ConclusionTime management and resilience training effectively reduced the work-family conflict experienced by female nurses. Therefore, it is recommended that training programs such as time management and resilience training be incorporated into the ongoing education of nurses to alleviate their work-family conflict. Considering the diminishing impact of these interventions over time, training should be reiterated based on the evolving needs of the nurses.Trial registrationNumber (IRCT20190122042453N2),01/27/2022.

Academic clinician frontline-worker wellbeing and resilience during the COVID-19 pandemic experience: Were there gender differences?

Prior research suggests COVID-19 has amplified stress on Academic Clinician Frontline-Workers (ACFW). The aim of this paper is: (1) to better understand the experiences of ACFW during the COVID-19 pandemic including their mental-emotional wellbeing, academic productivity, clinical experiences, and (2) to examine any gender differences. A cross-sectional survey was administered to University of Minnesota/M Health Fairview systems’ faculty February-June 2021. Of the 291 respondents, 156 were clinicians, with 91 (58 %) identifying as Frontline-Workers (ACFW). Faculty wellbeing was assessed using validated measures in addition to measures of productivity and sociodemographics. For example, ACFW reported a higher Work-Family Conflict (WFC) scores compared to non-ACFW (26.5 vs. 24.1, p = 0.057) but did not report higher Family-Work Conflict (FWC) scores (17.7 vs. 16.3, p = 0.302). Gender sub-analyses, revealed that women ACFW compared to men ACFW reported higher WFC scores (27.7 vs. 24.1, p = 0.021) and FWC (19.3 vs. 14.3, p = 0.004). Academically, ACFW reported submitting fewer grants and anticipated delays in promotion and tenure due to the COVID-19 (p = 0.035). Results suggest COVID-19 has exacerbated ACFW stress and gender inequities. Reports of anticipated delay in promotion for ACFW may pose a challenge for the long-term academic success of ACFW, especially women ACFW. In addition, women may experience higher FWC and WFC as compared to men. Schools of academic medicine should consider re-evaluating promotion/tenure processes and creating resources to support women ACFW as well as ACFW caregivers.

Work-family conflict and its related factors among emergency department physicians in China: A national cross-sectional study.

Work-family conflict is common among emergency department physicians. Identifying the factors associated with work-family conflict is key to reducing its negative impact on mental health and work attitudes. However, the work-family conflict of Chinese emergency department physicians and the related factors have been scarcely studied. This study aimed to investigate the current status and related factors of work-family conflict among Chinese emergency department physicians. A national cross-sectional study was conducted among emergency department physicians in China from June 2018 to August 2018. A standard questionnaire was used to investigate the demographic characteristics, work-related factors, and work-family conflict of emergency department physicians. The generalized linear regression analysis was used to identify the related factors of work-family conflict. A total of 10,457 licensed emergency department physicians participated in the study. The average score of work-family conflict among the enrolled emergency department physicians was 19.27 ± 3.94, and the prevalence of high levels of work-family conflict was 69.19%. The multivariable regression analysis showed that emergency physicians who were female (linear regression coefficient, -0.25; SE, 0.08; P = 0.002), older than 40 years (linear regression coefficient,-0.53; SE, 0.14; P < 0.001), and earning more than 4,000 CNY per month (e.g., 4,001~6,000 vs. ≤4,000 CNY: linear regression coefficient, -0.17; SE, 0.09; P = 0.04) had lower work-family conflicts. However, emergency department physicians who were married (linear regression coefficient, 0.37; SE, 0.11; P < 0.001), highly educated (linear regression coefficient, 0.46; SE, 0.10; P < 0.001), had a high technical title (e.g., intermediate vs. junior technical title: linear regression coefficient, 0.61; SE, 0.09; P < 0.001), worked in a high-grade hospital (e.g., tertiary hospital vs. emergency center: linear regression coefficient, 0.38; SE, 0.11; P < 0.001), had a higher frequency of night shifts (e.g., 6~10 night shifts per month vs. 0~5 night shifts per month: linear regression coefficient, 0.43; SE, 0.10; P < 0.001), self-perceived shortage of physicians in the department (linear regression coefficient, 2.22; SE, 0.08; P < 0.001), and experienced verbal abuse (linear regression coefficient, 1.48; SE, 0.10; P < 0.001) and physical violence (linear regression coefficient, 0.84; SE, 0.08; P < 0.001) in the workplace had higher work-family conflict scores. Most emergency department physicians in China experience a high-level work-family conflict. Hospital administrations are recommended to develop family-friendly workplace policies, establish a scientific shift system, and keep the number of emergency department physicians to meet the demand to reduce work-family conflict.

Study on the current situation and influencing factors of job involvement for employed nurses in military hospital

Objective: To investigate the current situation of job involvement of nurses in military hospitals in Henan Province and analyze the influencing factors, so as to provide reference for improving the level of job involvement of military nurses. Methods: In February 2022, the employed nurses of 4 military hospitals in Henan Province were investigated by convenient sampling method. A total of 663 questionnaires were collected, including 632 valid questionnaires, with an effective recovery rate of 95.32%. The self-designed questionnaire was used to investigate the basic information of nurses, the Job Involvement Scale was used to investigate the job involvement of nurses, the Emotional Labor Scale for Nurses was used to investigate nurses' emotions, and the Work-Family Conflict Scale was used to investigate the work-family conflict of nurses. Independent sample t-test and univariate analysis of variance were used to compare the job involvement of military employed nurses with different demographic characteristics, Pearson correlation analysis was used to explore the correlation between emotional labor, work-family conflict and job involvement, and hierarchical regression analysis was used to explore the impact of relevant variables on the job involvement of military employed nurses. Results: The total average score of job involvement of military employed nurses was (3.68±1.13), and the scores of vitality, dedication and focus were (3.64±1.15), (3.74±1.25) and (3.67±1.21) respectively. The total score of emotional labor of nurses was 33-80 (62.95±8.12), with an average score of (3.93±0.51). The total score of work-family conflict was 18-94 (55.16±13.53), with an average score of (3.06±0.75). Professional emotional regulation, patient-centered emotional inhibition and standardized emotional play were positively related to the job involvement (r=0.46, 0.41, 0.22, P<0.01). Time-based conflict, stress-based conflict and behavior-based conflict had negative correlation with the job involvement (r=-0.12, -0.23, -0.20, P<0.01). In hierarchical regression analysis, after controlling demographic variables, emotional labor and work-family conflict accounted for 17.2% and 4.2% of the variation of job involvement. Conclusion: The job involvement of military employed nurses tends to be at a moderate level. Emotional labor and work-family conflict can significantly affect their job involvement.

Comparison of Work-Family Conflict from the Perspective of Working Women and Their Husbands

Background: The purpose of this study is to investigate and compare family-work conflict from the perspective of working women and their husbands.&#x0D; Methods: This descriptive correlational study was performed on 270 married working women and their spouses in 2017 to 2018 in Mashhad. The Demographic Characteristics Questionnaire consisting of 50 questions and the Carlson Work-Family Conflict Questionnaire including 183 questions were completed for working women and their husbands. The collected data, after ensuring the accuracy of data entry were evaluated and assessed.&#x0D; Results: In this study, a total of 540 people (270 couples) were included in the study with a mean age of 34.46 ± 6.61 years for women and a mean age of 38.15 ± 6.97 years for men. The scores obtained from the work-family conflict questionnaire show that the mean scores obtained from working women were 49.391 ± 1.47 and the mean scores of their husbands were 49.01 ± 12.67. The number of current children was positively and significantly correlated with time conflict (p value = 0.02) and the total score of work-family conflict (p value = 0.04). And the total score of work-family conflict (p value = 0.008) had a positive and significant correlation.&#x0D; Conclusion: The number of current children and the number of desired children have a positive and significant correlation with time conflict, pressure and total score of work-family conflict. The results of this study help policy-makers determine and reorganize women's working hours and provide facilities to working women to reduce work-family conflict and thus take steps to reduce conflict, strengthen marital relationships and increase childbearing.

Job satisfaction and its related factors among emergency department physicians in China

BackgroundJob satisfaction is recognized as an important factor affecting the performance and quality of medical services of emergency department physicians. However, little is known about the status of job satisfaction among emergency department physicians in China. This study aimed to explore the current level of job satisfaction and its associated factors among emergency department physicians in China.MethodsA nationwide cross-sectional survey was conducted in China from July to August 2018. A total of 10,457 emergency department physicians completed the questionnaire. The structured online questionnaire collected information on socio-demographic characteristics, work-related factors, work-family conflict, and job satisfaction. Student's t-test or ANOVA were used to compare the job satisfaction scores in different characters. The generalized linear model was used to investigate the related factors of job satisfaction among emergency department physicians.ResultsThe respondents' job satisfaction average score was 12.2 ± 3.6, of which 42.01% were satisfied of which the job. The results showed that emergency department physicians over 41 years old, with a higher income and working in central and western regions were positively associated with job satisfaction. In contrast, bachelor degree and above, fixed posts, long years of service, a high frequency of night shift, perceived shortage of physicians, perceived medical errors, and higher work-family conflict scores were negatively correlated with job satisfaction among emergency department physicians.ConclusionJob satisfaction of emergency department physicians in China is low. It is suggested that hospital administrators could improve the job satisfaction of emergency department physicians by establishing an acceptable shift system, ensuring adequate emergency department staffing, increasing their income appropriately and alleviating work-family conflict.

Work-Family Conflict and Family Role Performance Among Collegiate Athletic Trainers.

Work-life balance continues to be a focal point of athletic training research, particularly due to the job challenges and demands of healthcare providers. Despite a large body of literature, much is still unexplored, especially in the area of family role performance. Examine the relationship between work-family conflict (WFC), family role performance (FRP) and various demographic variables among athletic trainers employed in the collegiate setting. Cross-sectional online survey. Collegiate setting. 586 collegiate athletic trainers (females=374, males=210, gender variant/non-conforming=1, preferred not to answer=1). Data were collected through an online survey (Qualtrics) where participants responded to demographic questions and previously validated WFC and FRP scales. Demographic data were reported and analyzed for descriptives and frequencies. Mann-Whitney U tests were performed to identify differences among groups. Participants mean scores were 28.19±6.01 and 45.86±11.55 for the FRP and WFC scales respectively. Mann Whitney-U tests revealed statistically different differences between men and women for WFC scores (U=344667, p=.021). Family role performance was moderately negatively correlated with WFC total score (rs[584] = -.497, p<.001) and predicted WFC scores (b=72.02, t582=-13.30, p=.001). Mann Whitney-U test demonstrated married athletic trainers (47.20±11.92) had statistically significantly higher WFC scores (U=19847.00, p=.003) than those who were not married (43.48±11.78). Mann Whitney U analysis (U=32096.00 p=.001) also found a significant difference between college athletic trainers with children (48.16±12.44) and those without children (44.68±10.90). Collegiate athletic trainers experience more WFC with marriage and having children. These findings indicate that time required to raise a family and build relationships may cause WFC due to time incongruencies. Athletic trainers want to engage in their family roles, when this is limited WFC increases.

Zaman Yönetimi ve Akademik Erteleme İlişkisi: Üniversite Öğrencileri Üzerine Bir Araştırma

This research was conducted descriptively to determine the relationships between time management and academic procrastination. The sample of the study consists of 425 people. The data were analyzed using the snowball sampling method and Google survey; The Demographic Information Form was collected using the Time Management Scale and the Academic Delay Scale. Independent Sample T-Test, ANOVA Test, and Correlation Test were used to evaluate the data. 77.9% of the participants are women, and 91.8% are between the ages of 18-24. Time management total score average is 71.08 ± 12.69, and academic delaytotal score average is 62.71 ± 10.94. According to the correlation analysis results, a moderate negative correlation was found between time management and academic procrastination. As the academic delaylevels of students increase, their time management success decreases. The comparisons made determined that the variables of age, mother's approach, father's approach, voluntary coming to the department, family relationships, and friendship relations affect the time management scale scores. Besides, it was determined that the variables of gender, mother's approach, father's approach, age, and family relationships affect the academic delayscale scores. As a result, it was determined that demographic variables affect work-family conflict scores, life satisfaction, and job satisfaction scale.

A RESEARCH ON THE EFFECT OF WORK-FAMILY CONFLICT ON LIFE SATISFACTION AND JOB SATISFACTION

This research was carried out descriptively to determine the effect of work-family conflict on life satisfaction and job satisfaction. The sample of the study consists of 418 people. The data were collected using the snowball sampling method and Google survey; The Demographic Information Form was collected through the Minnesota Job Satisfaction Scale and the Life Satisfaction Scale. Independent Sample T-Test, ANOVA Test, and Correlation Test were used to evaluate the data. 67.9% of the participants are women, and 29.9% are between the ages of 2 and -31; 20% are veterinarians, and 40.4% are undergraduate degrees. Work-family conflict total score average is 49.63 ± 13.15, life satisfaction total score average is 15.19 ± 4.63, and job satisfaction average score is 3.45 ± 0.74. According to the correlation analysis results; A negative relationship was found between work-family conflict and life satisfaction and a negative relationship between work-family conflict and job satisfaction. There is also a positive relationship between job satisfaction and life satisfaction. In the comparisons, it was determined that the variables of age, education level, profession, monthly income, total working time in the current workplace, facilities of the institution, and daily average working hours affect the scale scores of work-family conflict. In addition, it was determined that the variables of having a child, taking work home, age, education status, profession, monthly income, total working time in the current workplace, facilities of the institution, and daily average working hours affect the job satisfaction scale scores. Life satisfaction scale scores are; Marital status, having children, taking work home, age, education status, profession, monthly income, total working time in the current workplace, facilities of the institution, and average daily working hours are affected. As a result, it was determined that demographic variables affect work-family conflict scores, life satisfaction, and job satisfaction scale.

Collegiate Athletic Trainers' Experiences With Work-Family Conflict and Work-Family Guilt Based Upon Organizational Factors.

The collegiate athletic setting has been described as having high workloads and working demands. The extensive time commitment required of athletic trainers working in this setting has been identified as a precursor to work-family conflict (WFC) and work-family guilt (WFG). Although individualized, experiences in the work-life interface can largely be affected by organizational factors (ie, elements specific to the workplace). Staff size and patient load may influence the athletic trainer's feelings of WFC and WFG, yet these factors have not been directly studied. To examine organizational factors and experiences of WFC and WFG among collegiate athletic trainers. Cross-sectional study. Collegiate setting. A total of 615 (females = 391, gender variant or nonconforming = 1, males = 222, preferred not to answer = 1) athletic trainers responded to an online survey. The average age of participants was 33 ± 9 years, and they were Board of Certification certified for 10 ± 8 years. A total of 352 participants (57.2%) worked in National Collegiate Athletic Association Division I, 99 in Division II (16.1%), and 164 in Division III (26.7%). Participants responded to demographic and workplace characteristic questions (organizational infrastructure, staff size, and number of varsity-level athletic teams). They completed WFC and WFG scales that have been previously validated and used in the athletic trainer population. Work-family conflict and WFG were universally experienced among our participants, with WFC scores predicting WFG scores. Participants reported more time-based conflict than strain- or behavior-based conflict. No differences in WFC and WFG scores were found among organizational infrastructures. Weak positive correlations were present between staff size and WFC scores and WFG scores. The number of athletic teams was not associated with WFC or WFG scores. Organizational factors are an important component of the work-life interface. From an organizational perspective, focusing on improving work-life balance for the athletic trainer can help mitigate experiences with WFC and WFG.

How work and family caregiving responsibilities interplay and affect registered dietitian nutritionists and their work: A national survey.

Healthcare professionals provide paid care at work and potentially have caregiving responsibilities outside of work; work responsibilities in addition to child and/or elder care is considered double- or triple-duty care. Employees may experience conflict and/or enrichment as their work and family responsibilities interface. This study’s purpose is to explore the work and family interface of Registered Dietitian Nutritionists (RDNs), determine the prevalence of work-family conflict and enrichment, and identify characteristics associated with higher work-family conflict and enrichment scores. A survey instrument assessing caregiving responsibilities and work-family conflict and enrichment was distributed electronically to 4,900 RDNs throughout the United States. Frequencies, means, correlative relationships, and ANCOVA were calculated using SAS software 9.04. Of 1,233 usable responses, nearly two-thirds of RDNs (65.5%) reported providing either double-duty or triple-duty care. About half of RDNs (47.2%) reported work-family conflict and fewer (14.8%) reported family-work conflict. Additionally, most RDNs (79.4%) reported work-family enrichment and even more (85.2%) reported family-work enrichment. Higher work-family conflict scores had correlative relationships with higher levels of burnout, lower life satisfaction, and higher intent to quit. Higher work-family enrichment scores had correlative relationships with lower burnout, higher job satisfaction, higher career satisfaction, higher life satisfaction, and lower intent to quit. Understanding the unpaid caregiving responsibilities of RDNs and the interface of work/family responsibilities may provide insight into career planning for RDNs and guide managers of RDNs in efforts to amplify the contribution of RDNs.

Work-Addiction Risk in Athletic Trainers and Its Relationship to Work-Family Conflict and Burnout.

Individual factors can affect numerous work-life interface outcomes, including work-family conflict and burnout. Recently, the concept of work addiction has been investigated as an individual factor that could affect numerous outcomes. Despite the large body of literature investigating work-family conflict and burnout in athletic training, little is known about the incidence of work addiction or its potential effect on these outcomes. To gather descriptive data on the work-addiction risk and examine the effect work addiction may have on work-life interface outcomes in athletic training. Cross-sectional study. Online web-based survey. Athletic trainers (ATs) employed in all work settings were recruited to participate via social media and email distribution lists. Data from 226 (n = 65, 28.8% males; n = 161, 71.2% females) ATs, currently employed in more than 13 work settings, were included in data analysis. The online questionnaire consisted of 4 main sections: demographic questions, work-family conflict scale, Copenhagen Burnout Inventory, and the Work Addiction Risk Test. We calculated Mann-Whitney U and Kruskal-Wallis tests to determine if group differences existed. Simple linear regressions were used to assess if work-addiction risk scores predicted burnout and work-family conflict. The ATs experienced moderate levels of personal (55.0 ± 19.1) and work-related (50.0 ± 16.0) burnout and were at medium risk for work addiction (58.3 ± 11.2). No demographic differences were observed in burnout or work-family conflict scores, but these scores differed based on the work-addiction risk. Women were more at risk for compulsive tendencies than were men. Work-addiction risk scores predicted both burnout and work-family conflict, but only a relatively small percentage of the variability was explained. Those ATs at higher risk for work addiction reported higher levels of burnout. Because of the medium risk for work addiction among ATs, work-addiction mitigation strategies should be implemented by individuals and organizations.

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

Mental Health Disorders and Their Relationship with Work-Family Conflict in Upper Egypt

Data for mental health disorders and its relation to work and family issues in Egypt are scarce. We conducted this cross-sectional study among 1021 participants aged 18–59 years from Minia, Upper Egypt to measure the prevalence of mental health disorders and their associations with work-family conflict. Mental disorders were assessed by the Mini International Neuropsychiatry Interview (MINI-Plus) diagnostic interview and work-family conflict was assessed by the National Study of Midlife Development in the US. Work-to-family conflict (WFC) was associated with a 5.2% increase in the probability of mental health disorders; the multivariable-adjusted OR (95% CI) in subjects with high versus low WFC was 2.26 (1.18–4.34). On the other hand, there was a 2.0% increase in the probability of mental health disorders with high family-to-work conflict (FWC); OR (95% CI) was 1.37 (0.78–2.41). One point increment in the total score of work-family conflict was associated with a 3.4% increased probability for having a mental health disorder. The highest probabilities for having mental disorders were found among participants whose jobs require a lot of travel away from home (3.4%) or take much energy (3.5%) and among those whose family activities stop them from getting the amount of sleep needed to do their jobs (3.4%).

Sleep quality mediates the relationship between work-family conflicts and the self-perceived health status among hospital nurses.

To examine the effects of work-family conflicts and sleep quality on the self-perceived health status and the mediating effect of sleep quality on the relationship between work-family conflicts and self-perceived health status among hospital nurses. Studies related to hospital nurses' work-family conflicts, sleep quality and health status are noteworthy but limited. A total of 575 hospital nurses in Taiwan were recruited. Data were collected using the work-family conflicts Scale, Chinese Pittsburgh Sleep Quality Index and Chinese Health Questionnaire. Independent t-tests, chi-squared tests, multivariate linear regression analyses and the Sobel test were used for analysis. Fifty-six per cent of all subjects reported having good health. Significantly more nurses with good sleep reported good health than those with poor sleep (84.2% vs. 44.9%, p<0.0001). The difference in overall work-family conflict scores between the good health group and poor health group was significant (37.3±12.7 vs. 46.3±14.3, p<0.0001). The correlation between overall work-family conflicts and the self-perceived health status was indirect, and sleep quality was a mediator (Sobel test: 5.007, p<0.001). Work-family conflicts and poor sleep quality of hospital nurses were associated with poor health. Shift work influences the sleep quality, which mediates the correlation between work-family conflicts and self-perceived health status. Hospital administrators should be aware of these stressful factors and the health of hospital nurses can be better promoted.

Correlation between job satisfaction and job involvement, social support or work-family conflict

Objective To investigate the status of job satisfaction of pediatric nurses in a class Ⅲ grade A hospital of Wenzhou and explore the correlation between job satisfaction and social support, work-to-family conflict and job involvement. Methods A total of 258 pediatric nurses in a class Ⅲ grade A hospital of Wenzhou were investigated using the General Situation Questionnaire, Minnesota Job Satisfaction Scale, Job Content Questionnaire, Work-Family Conflict and the Utrecht Work Engagement Scale from September 2016 to December 2016. Results In the investigated pediatric nurses, the score of job satisfaction was (67.38±7.84) ; the total score of social support was (35.22±7.00) ; the total score of job involvement was (92.88±11.07) ; the total score of work-family conflict was (26.92±13.19) .The Spearman correlation analysis showed that job satisfaction of pediatric nurses had a significantly positive correlation with the social support and job involvement (r=0.847, 0.881; P<0.01) , and had a significantly negative correlation with the work-family conflict (r=-0.916, P<0.01) . Conclusions The job satisfaction of pediatric nurses is at a medium to low level. Nursing managers should create a good atmosphere of social support, promote the adjustment of work-family conflict, and help nurses to work in a positive state so as to improve the job satisfaction of pediatric nurses. Key words: Nurses; Job satisfaction; Social support; Work-family conflict; Job involvement

Burnout and work-family conflict among nurses during the preparation for reevaluation of a grade A tertiary hospital

Abstract Objectives To gain a better understanding of nurse burnout and work-family conflict for nurses and to help the hospital prepare for hospital grade reevaluation. Methods This study is a cross-sectional study, and 95 nurses participated. The questionnaires included MBI and Carlson work-family conflict questionnaires, and the data were analyzed using SPSS 17. Results A total of 71.6% of nurses worked over 8 h per day during the last two months before the reevaluation. The total score of burnout of nurses was 66.84 ± 12.60, and the proportion of heavy work burnout was 44.2%. The personal accomplishment takes the heaviest portion (80.0%). The total score of work-family conflict is 55.19 ± 9.27. The scores of work-to-family conflict are all higher than that of family-to-work conflict. The time dimension had the highest score. Conclusions During the preparation period, nurses suffered from a heavy workload and intense job burnout, and many aspects of work-family conflict existed.

Sex and Employment-Setting Differences in Work-Family Conflict in Athletic Training.

Work-family conflict (WFC) has received much attention in athletic training, yet several factors related to this phenomenon have not been examined, specifically a practitioner's sex, occupational setting, willingness to leave the profession, and willingness to use work-leave benefits. To examine how sex and occupational differences in athletic training affect WFC and to examine willingness to leave the profession and use work-leave benefits. Cross-sectional study. Multiple occupational settings, including clinic/outreach, education, collegiate, industrial, professional sports, secondary school, and sales. A total of 246 athletic trainers (ATs) (men = 110, women = 136) participated. Of these, 61.4% (n = 151) were between 20 and 39 years old. Participants responded to a previously validated and reliable WFC instrument. We created and validated a 3-item instrument that assessed willingness to use work-leave benefits, which demonstrated good internal consistency (Cronbach α = 0.88), as well as a single question about willingness to leave the profession. The mean (± SD) WFC score was 16.88 ± 4.4 (range = 5 [least amount of conflict] to 25 [highest amount of conflict]). Men scored 17.01 ± 4.5, and women scored 16.76 ± 4.36, indicating above-average WFC. We observed no difference between men and women based on conflict scores (t244 = 0.492, P = .95) or their willingness to leave the profession (t244 = -1.27, P = .21). We noted differences among ATs in different practice settings (F8,245 = 5.015, P <.001); those in collegiate and secondary school settings had higher reported WFC scores. A negative relationship existed between WFC score and comfort using work-leave benefits (2-tailed r = -0.533, P < .001). Comfort with using work-leave benefits was different among practice settings (F8,245 = 3.01, P = .003). The ATs employed in traditional practice settings reported higher levels of WFC. Male and female ATs had comparable experiences of WFC and willingness to leave the profession.

Experiences of Work-Life Conflict for the Athletic Trainer Employed Outside the National Collegiate Athletic Association Division I Clinical Setting.

The intercollegiate setting receives much of the scholarly attention related to work-life conflict (WLC). However research has been focused on the National Collegiate Athletic Association Division I setting. Multiple factors can lead to WLC for the athletic trainer (AT), including hours, travel, and lack of flexibility in work schedules. To investigate the experiences of WLC among ATs working in the non-Division I collegiate setting and to identify factors that contribute to fulfillment of work-life balance in this setting. Qualitative study. Institutions in the National Collegiate Athletic Association Divisions II and III, the National Association of Intercollegiate Athletics, and the National Junior College Athletic Association. A total of 244 ATs (128 women, 114 men; age = 37.5 ± 13.3 years, experience = 14 ± 12 years) completed phase I. Thirteen participants (8 women, 5 men; age = 38 ± 13 years, experience = 13.1 ± 11.4 years) completed phase II. For phase I, participants completed a previously validated and reliable (Cronbach α > .90) Web-based survey measuring their levels of WLC and work-family conflict (WFC). This phase included 2 WFC scales defining family; scale 1 defined family as having a partner or spouse with or without children, and scale 2 defined family as those individuals, including parents, siblings, grandparents, and any other close relatives, involved in one's life. Phase II consisted of an interview. Qualitative data were evaluated using content analysis. Data source and multiple-analyst triangulation secured credibility. The WFC scores were 26.33 ± 7.37 for scale 1 and 20.46 ± 10.14 for scale 2, indicating a moderate level of WFC for scale 1 and a low level of WFC for scale 2. Qualitative analyses revealed that organizational dimensions, such as job demands and staffing issues, can negatively affect WLC, whereas a combination of organizational and personal dimensions can positively affect WLC. Overload continues to be a prevalent factor in negatively influencing WLC and WFC. Supervisor and peer support, personal networks, and time away from the role positively influenced work-life balance and WFC. Athletic trainers are encouraged to support one another in the workplace, especially when providing flexibility in scheduling.