Quantifying work–family conflict among registered nurses

Grzywacz, Joseph G.; Frone, Michael R.; Brewer, Carol S.; Kovner, Christine

doi:10.1002/nur.20133

Cited by 174 publications

(211 citation statements)

References 39 publications

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“…Nurses have been shown to have considerable more problems with work interfering with home life, than the other way around 9 . This coincides with a study showing how females to a larger extent than men, tend to carry work stress into home life 29 .…”

Section: Introductionmentioning

confidence: 99%

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Work-Family Conflict, Psychological Distress, and Sleep Deficiency among Patient Care Workers

Jacobsen¹,

Rème²,

Sembajwe³

et al. 2014

Workplace Health Saf

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Objectives-There is a well-established link between psychological distress, work-related stress and sleep. The aim of this study was to test the hypothesis that work-family conflict was associated with sleep deficiency both cross-sectionally and longitudinally while controlling for potential covariates.Methods-In this two-phase study, a workplace health survey was collected from a cohort of patient care workers (n=1,572) at two large hospitals. Follow-up was collected nearly two years later in a subsample (n=102). Self-reported measures included work-family conflict, sociodemographics, workplace factors, psychological distress, and outcomes of sleep duration, sleep insufficiency, and sleep maintenance. Bivariate associations (P<0.2) from the baseline sample were used to build multivariable logistic regression models. Author Manuscript Author ManuscriptAuthor Manuscript Author ManuscriptResults-The participants were 90 % women with a mean age of 41 (±11.7) years. At baseline, after adjusting for covariates, higher levels of work-family conflict were significantly associated with sleep deficiency, short sleep duration and perceived sleep insufficiency, but not with sleep maintenance problems. Higher levels of work-family conflict also predicted sleep insufficiency at follow-up nearly two years later. None of the other variables were associated with sleep outcomes longitudinally.Conclusion-This is the first study to determine the predictive and cross-sectional associations of work-family conflict on sleep deficiency, also controlling for other measures of job stress and psychological distress. The results indicate that future interventions on sleep deficiency in patient care workers should include a specific focus on work-family conflict.

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Section: Introductionmentioning

confidence: 99%

“…This coincides with a study showing how females to a larger extent than men, tend to carry work stress into home life 29 . Nurses are a mostly female population, and it has been argued that work-to-family conflict is the foremost construct of interest in these workers 9 .…”

Section: Introductionmentioning

confidence: 99%

Work-Family Conflict, Psychological Distress, and Sleep Deficiency among Patient Care Workers

Jacobsen¹,

Rème²,

Sembajwe³

et al. 2014

Workplace Health Saf

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“…This increase may have contributed to a growth in female participation in the labor market, traditionally involving a double responsibility of tasks, i.e., tasks related to work and those related to the home, including, among other things, caring for children [11]. In addition, the demands of work may cause adverse effects that manifest themselves in terms of the physical and psychological health of individuals, including tiredness, stress, insomnia, and depression, all of which can cause an emotional and relational deterioration between parent and child, especially for school-age children who are most affected by school failure [12][13][14]. On the Fig.…”

Section: Personal Factors and Work-family Balancementioning

confidence: 99%

A Qualitative Study of Rehabilitation Professionals' Optimal Social Participation and Factors Perceived as Influencing

Braga

Rochette

2013

TOREHJ

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Introduction and Purpose: Optimal social participation, which is the ultimate goal targeted by rehabilitation professionals for their clients, can be defined as perfect congruence between an individual's expectations and reality. Work-family dynamic requires balance between the different spheres of a worker's life. The purpose is to explore the perception of rehabilitation professionals regarding their optimal social participation based on work-family conciliation, and the factors they identify as influencing this participation.Method: Qualitative study with a phenomenological orientation among 13 rehabilitation professionals using an interview guide consisting of open questions. The data was audio-recorded and transcribed in full (verbatim) followed by content analysis. Analysis was carried out systematically to achieve a better understanding of the facts. A proportion of the analysis (approximately 10%) was coded by another team member for validation.Results: Participants were mostly women (12/13) aged 31 to 44 years having one to three children aged from 7 months to 12 years old. Optimality of participation is perceived as the ability (or not) to carry out important activities while fulfilling one's various responsibilities. Of the five environmental factors perceived to have an influence (financial aspects, spousal support, time, flexible work schedule, and family organization), family organization appears to be a determinant of possibility and thus greatly influences individual expectations. Conclusion:Work-life balance is a complex phenomenon that should be studied holistically rather than in a segmented mode.

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“…WFB is a phenomenon that is ideally observed in a work-family relationship and has led to the emergence of a new research stream. Research on WFB can be characterised as being organised along competing positive and negative perspectives [2][3][4]. Previous studies have assumed a 'win-lose' relationship between family and work by focusing on the work-family conflict based on individuals who have limited time and resources to allocate to their many life roles [5].…”

Section: Introductionmentioning

confidence: 99%

“…Previous studies have assumed a 'win-lose' relationship between family and work by focusing on the work-family conflict based on individuals who have limited time and resources to allocate to their many life roles [5]. Other studies [3][4][5][6] have reported that WFB is pursued to resolve the work-family conflict, which can be regarded as the opposite of WFB.…”

Section: Introductionmentioning

confidence: 99%

Do Single and Married Females Have the Same Standard of Work–Family Balance? Case Study of Frontline Employees in Macau

Ha¹,

Ip²,

Lin³

et al. 2018

J Tourism Hospit

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A high-quality work-family balance (WFB) can enhance job satisfaction and superior task performance, as well as reduce absenteeism and turnover rate, thereby enabling organisations to improve the effectiveness and commitment of their employees. This research investigates the features of quality WFB for female employees in a casino hotel in Macau. Many female employees continue to face the double burden of their careers and families. Long working hours, shift duties, demanding customers and stressful environment have become neglected phenomena in the casino business and could lead to an unbalanced WFB. Female employees experience disappointments and frustrations when work prevents them from providing care to their families. Previous studies have determined that male employees have better WFB than female employees. In particular, male employees know how to deal with their emotions, face responsibilities, take action and solve problems. By contrast, females are challenged to achieve WFB.Over the past decades, practitioners in the main hospitality industry have become increasingly interested in the female workforce. The high levels of family responsibility and shift work that females handle may cause them to experience high levels of work-family roles. Compared with male employees, female employees display lower levels of shift work tolerance but report more fatigue and sleepiness whilst working in a risk-exposed environment.This qualitative study involves face-to-face interviews with 30 female casino hotel employees (e.g., dealers, service staff, supervisors and managers) from 8 large major casino hotels. These respondents include single and married female frontline employees. Content analysis is performed to elaborate the female employees' perception of WFB and identify their challenges in achieving such balance. Recommendations are provided for HR practitioners in terms of the appropriate policies and strategies to improve WFB of female casino hotel employees. Therefore, the proper approach will enable casino hotels to retain the best talents and increase the productivity and competitiveness of their organisation.

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Quantifying work–family conflict among registered nurses

Cited by 174 publications

References 39 publications

Work-Family Conflict, Psychological Distress, and Sleep Deficiency among Patient Care Workers

Work-Family Conflict, Psychological Distress, and Sleep Deficiency among Patient Care Workers

A Qualitative Study of Rehabilitation Professionals' Optimal Social Participation and Factors Perceived as Influencing

Do Single and Married Females Have the Same Standard of Work–Family Balance? Case Study of Frontline Employees in Macau

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