Zandian Hamed, Sharghi Afshan, Moghadam Telma Zahirian
Social Determinants of Health Research Center, Ardabil University of Medical Sciences, Ardabil, Iran.
School of Medicine, Ardabil University of Medical Sciences, Ardabil, Iran.
Nurs Manag (Harrow). 2020 Feb 18. doi: 10.7748/nm.2020.e1881.
The nursing profession is known to induce high levels of stress, and being simultaneously engaged in a stressful professional occupation and having a family life can lead to work-family conflict. Healthcare providers require recruitment and retention strategies that preserve nurses' quality of work-life and mitigate work-family conflict.
To investigate the relationship between quality of work-life and work-family conflict among hospital nurses in Iran, as well as the relationships between work-family conflict and quality of work life, and between age, professional experience, type of employment, work shift and marital status.
This cross-sectional study was conducted among 378 nurses working in six Iranian teaching hospitals, who were selected using random quota sampling. Data on age, professional experience, type of employment, work shift and marital status was collected. The study questionnaire was based on the 53-item Quality of Work Life scale and the 18-item Work-Family Conflict scale. Correlations were established using Pearson's chi-squared and eta-squared tests.
A total of 93% of participants experienced moderate or high levels of work-family conflict and 83% had a low or moderate quality of work life. On average, the levels of work-family conflict and quality of work life were moderate. Quality of work life decreased with increasing work-family conflict.
Healthcare providers can use these results to inform their recruitment and retention strategies. Nurse managers can mitigate any adverse effects of work-family conflict on quality of work life by offering staff interventions such as short training courses on how to manage work-family conflict.
众所周知，护理行业会带来高度压力，同时从事压力大的职业并拥有家庭生活可能会导致工作与家庭的冲突。医疗保健提供者需要制定招聘和留用策略，以维护护士的工作生活质量并减轻工作与家庭的冲突。
调查伊朗医院护士的工作生活质量与工作家庭冲突之间的关系，以及工作家庭冲突与工作生活质量之间的关系，以及年龄、专业经验、就业类型、工作班次和婚姻状况之间的关系。
这项横断面研究在伊朗六所教学医院工作的378名护士中进行，采用随机配额抽样法进行选择。收集了有关年龄、专业经验、就业类型、工作班次和婚姻状况的数据。研究问卷基于53项工作生活质量量表和18项工作家庭冲突量表。使用Pearson卡方检验和eta平方检验建立相关性。
共有93%的参与者经历了中度或高度的工作家庭冲突，83%的人工作生活质量低或中等。平均而言，工作家庭冲突和工作生活质量水平为中等。工作生活质量随着工作家庭冲突的增加而下降。
医疗保健提供者可以利用这些结果为其招聘和留用策略提供信息。护士管理人员可以通过提供员工干预措施，如关于如何管理工作家庭冲突的短期培训课程，来减轻工作家庭冲突对工作生活质量的任何不利影响。
