Work–Family Conflict, Organizational Identification, and Professional Identification Among Chinese Nurses From a Resource Perspective

Abstract

Background:The miserable work conditions faced by many nurses around the world make them particularly prone to work-family conflict.Purpose: This study was designed to explain from a resource perspective how and when nurses experiencing work-family conflict are more likely to exhibit decreased levels of organizational identification and professional identification.Methods: A time-separation research design was used, and data were collected from 322 nurses in five hospitals in China. All of the hypotheses were tested using conduct structural equation modeling. Results:The results showed that work-family conflict had negative effects on organizational identification and professional identification via emotional exhaustion. In addition, job meaningfulness may have a buffering effect on the negative impact of work-family conflict on emotional exhaustion, organizational identification, and professional identification. Conclusions/Implications for Practice:The results advance knowledge on how and when work-family conflict damages organizational identification and professional identification. Providing family support, relieving emotional exhaustion, and enhancing job meaningfulness are necessary to support the organizational and professional identification of nurses.

Intervention for work–family conflict and work deviance behavior among female workers in Tourism, Museum, Art Gallery Exhibition Centers: Implications for sustainable Tourism development intervention study

“…Consequently, on issues related to gender, the findings of this study indicated no gender interaction that both genders experience work–family conflict and exhibit deviant behaviors in their respective work environment. Thus, from the available literature reviewed, the focus was on the female gender [ 8 , 11 ] among others. So, the finding of this study clearly showed that individuals’ genders inability to positively respond to mental exhaustion affects their mood in the home and in their workplace.…”

“…Work-family conflict is defined according to Zakaria and Ismail [ 7 ] as a form of role conflict where the demands of work and family cannot be aligned in several ways. Yang et al [ 8 ] work-family conflicts occur when workplace role expectations are hindered by family responsibility. Other studies documented long working hours, role ambiguity and conflict, shift work, and high physical and psychological loads as possible sources of work–family conflict.…”

Improving Career Satisfaction Through Reducing Work-Family Conflict Among Nurses: Career Calling as Moderator

“…Work-family conflict is perceived as specific conflict while performing roles, and it occurs when a person is distracted by many functions and becomes dissatisfied with their life (Gull et al, 2021). Others stated that work-family conflict occurs when the responsibilities at the workplace limit the fulfillment of individual obligations in the family and vice versa (Yang et al, 2022). Due to time and energy constraints, individuals cannot meet work and family requirements simultaneously.…”

The mediation role of work–family conflict in the effect of workplace violence on job satisfaction and intention to leave: a study on health care workers in Turkey

“…arising in one of the roles. Factors such as role ambiguity, excessive workload, high physical and psychological work demands, frequent changes in the work environment, poor communication at the workplace, and work commitment are among the causes of Strain-based work–family conflict ( Yang et al, 2022 ) Behavior-based conflict is when the attitude specific to one role is not compatible with the attitude in the other role ( Ameti and Abaz, 2023 ). Behavior-based conflict occurs when the person cannot change his/her behaviors according to his/her roles.…”