识别与养老院护理员工作家庭冲突相关的工作因素：一项横断面研究。
Identifying work-related factors associated with work-family conflict of care workers in nursing homes: A cross-sectional study.
机构信息
Department Public Health, Faculty of Medicine, Institute of Nursing Science, University of Basel, Basel, Switzerland.
Department of Breast, Abdomen, Pelvis, University Hospital Basel, Basel, Switzerland.
出版信息
J Adv Nurs. 2023 Oct;79(10):3935-3945. doi: 10.1111/jan.15704. Epub 2023 May 20.
AIMS
To investigate which work-related factors are associated with work-family conflict of care workers in nursing homes, this study aimed to: (a) describe the prevalence of work-family conflict of care workers in nursing homes and (b) assess the association of work-related factors with work-family conflict.
DESIGN
Cross-sectional multicentre sub-study based on data from the Swiss Nursing Homes Human Resources Project 2018.
METHODS
Data were collected between September 2018 and October 2019. Work-family conflict of care workers was assessed with the Work-Family Conflict Scale (range 1-5). Prevalence was described in percentages. We used multilevel linear regression to assess the association of time-based factors (working overtime or during one's free time, employment percentage, presenteeism, shift working) and strain-based factors (staffing adequacy, leadership support) with work-family conflict.
RESULTS
Our study sample consisted of 4324 care workers working in a total of 114 nursing homes. Overall, 31.2% of respondents stated to have experienced work-family conflict (>3.0 on the Work-Family Conflict Scale). The overall mean score of the study sample for work-family conflict was 2.5. Care workers experiencing presenteeism 10 or more days per year showed the highest scores for work-family conflict (mean: 3.1). All included predictor variables were significant (p < .05).
CONCLUSION
Work-family conflict is multifactorial. Possible intervention points to tackle work-family conflict could be strengthening care workers' influence in planning work schedules, enabling flexible planning to ensure adequate staffing, lowering presenteeism and implementing a supportive leadership style.
IMPACT
Care workers' jobs become less desirable when workplace demands interfere with family life. This study highlights the multifaceted nature of work-family conflict and suggests intervention options to prevent care workers from experiencing work-family conflict. Action is needed at nursing home and policy level.
目的
调查哪些与工作相关的因素与养老院护理人员的工作家庭冲突有关，本研究旨在：(a)描述养老院护理人员工作家庭冲突的普遍程度；(b)评估与工作相关的因素与工作家庭冲突的关系。
设计
基于 2018 年瑞士养老院人力资源项目的数据的横断面多中心子研究。
方法
数据收集于 2018 年 9 月至 2019 年 10 月之间。使用工作-家庭冲突量表（范围 1-5）评估护理人员的工作家庭冲突。用百分比描述患病率。我们使用多层次线性回归评估基于时间的因素（加班或空闲时间工作、就业比例、出勤主义、轮班工作）和基于压力的因素（人员配置充足性、领导支持）与工作家庭冲突的关系。
结果
我们的研究样本包括在总共 114 家养老院工作的 4324 名护理人员。总体而言，31.2%的受访者表示经历过工作家庭冲突（工作-家庭冲突量表上的得分>3.0）。研究样本的总体平均工作家庭冲突评分为 2.5。每年有 10 天或以上出勤主义的护理人员工作家庭冲突评分最高（平均值：3.1）。所有纳入的预测变量均具有统计学意义（p<0.05）。
结论
工作家庭冲突是多因素的。可能的干预措施可以加强护理人员在工作计划中的影响力，确保灵活的计划以确保充足的人员配置，降低出勤主义，并实施支持性的领导风格，从而解决工作家庭冲突。
影响
当工作场所的需求干扰家庭生活时，护理人员的工作会变得不那么理想。本研究强调了工作家庭冲突的多方面性质，并提出了预防护理人员经历工作家庭冲突的干预措施。需要在养老院和政策层面采取行动。
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