Occupational Health and Industrial Medicine Unit at Public Health and Community Medicine Department, Faculty of Medicine, Tanta University, Tanta, Egypt.
Public Health and Community Medicine Department, Faculty of Medicine, Tanta University, Tanta, Egypt.
Environ Sci Pollut Res Int. 2021 Aug;28(32):43985-43991. doi: 10.1007/s11356-021-13884-9. Epub 2021 Apr 12.
Positive work environment is the corner stone for control and relief of work to family conflict (WFC).
To determine the prevalence work-family spillovers and to study the relations between them and work environment characteristics among full-time female employees at Tanta University Medical Campus.
A cross-sectional study was carried among female employees working in the five faculties that are present at Tanta University Medical Campus. A total of 442 female workers were recruited. Data were collected using a self-administered questionnaire including personal characteristics, work-related data, and home responsibilities. Job characteristics scales, work to family, and family to work spillovers scales were used to study their correlation.
Participants' mean age was 39.87 ± 10.07 years. Approximately half of participants had moderate degrees of both positive and negative work to family and family to work spillovers. Significant positive correlation was detected between skills discretion and both of positive work to family and family to work spillovers (r = 0.361, r = 0.288, P = 0. 0.001, respectively); similar relations were reported regarding decision authority, coworkers' support, and supervisors' support. The negative work to family and family to work spillovers significantly increased by increasing in work demands (r = 0. 0.315, r = 0.218, P = 0. 0.001, respectively). Significant and negative correlations were found between each of skills discretion and supervisors' support scales and the negative impact of family to work spillover (r = - 0.130; P = 0.006, r = - 0.167; P = 0.001, respectively).
The prevalence of both positive and negative work to family and family to work spillovers was relatively high. Significant relations were detected between work-family spillovers and work environment characteristics regarding skills discretion, work demands, decision authority, coworkers, and supervisors' support.
积极的工作环境是控制和缓解工作与家庭冲突（WFC）的基石。
确定全职女性员工在坦塔大学医疗园区的工作-家庭溢出效应的流行程度，并研究它们与工作环境特征之间的关系。
对坦塔大学医疗园区五个系的全职女性员工进行了横断面研究。共招募了 442 名女性工作人员。使用自我管理问卷收集数据，包括个人特征、工作相关数据和家庭责任。使用工作特征量表、工作对家庭和家庭对工作的溢出量表来研究它们的相关性。
参与者的平均年龄为 39.87 ± 10.07 岁。大约一半的参与者具有中度的积极和消极的工作与家庭和家庭与工作的溢出效应。技能判断与积极的工作与家庭和家庭与工作的溢出效应之间存在显著的正相关（r = 0.361，r = 0.288，P = 0.001）；在决策权限、同事支持和主管支持方面也有类似的关系。工作需求的增加显著增加了消极的工作与家庭和家庭与工作的溢出效应（r = 0.0315，r = 0.218，P = 0.001）。技能判断和主管支持量表与家庭对工作溢出的负面影响之间存在显著的负相关（r = - 0.130；P = 0.006，r = - 0.167；P = 0.001）。
积极和消极的工作与家庭和家庭与工作的溢出效应都相当高。在技能判断、工作需求、决策权限、同事和主管支持方面，工作-家庭溢出效应与工作环境特征之间存在显著关系。
