scholarly journals Association of off-the-job training with work performance and work–family conflict among physicians: a cross-sectional study in China

BMJ Open ◽  
2022 ◽  
Vol 12 (1) ◽  
pp. e053280
Author(s):  
Xiaoyu Wang ◽  
Hua Qin ◽  
Yimei Zhu ◽  
Zixin Wang ◽  
Beizhu Ye ◽  
...  
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Work Performance ◽  
Job Training ◽  
Public Hospitals ◽  
Work Family Conflict ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Patient Centred Care ◽  
Work Family

ObjectivesTo determine whether experiences of off-the-job training in domestic (DT) and overseas study (OS) settings are associated with work performance and work–family conflict in physicians.Design, setting and participantsWe conducted a national cross-sectional survey in 77 public hospitals across seven provinces in China between July 2014 and April 2015. Participants were 3182 physicians.ExposureParticipants were categorised into four groups: none, DT only, OS only and DT and OS.Primary outcome measuresWork performance was assessed by work engagement, career attrition and patient-centred care. Work–family conflict was assessed by affecting care for family, feeling guilty towards family and receiving complaints from family.ResultsA total of 25.89% participants had experienced DT only, 8.71% OS only and 8.47% DT and OS. After adjustment for potential confounders, participants who had experiences of DT and OS compared with those with no training were more likely to report positive work performance (pride in work: OR=2.11, 95% CI: 1.43 to 3.10; enjoyment of work: OR=1.67, 95% CI: 1.11 to 2.51; turnover intention: OR=0.54, 95% CI: 0.38 to 0.77; early retirement: OR=0.63, 95% CI: 0.45 to 0.89; and exhaustion: OR=0.66, 95% CI: 0.45 to 0.98) and less work–family conflicts (feeling guilty towards family: OR=0.51, 95% CI: 0.35 to 0.74; and complaints from family: OR=0.66, 95% CI: 0.47 to 0.91). We found no obvious association between DT/OS experience with patient-centred care.ConclusionsPhysicians with DT and OS experiences are more likely to have better work performance and less work–family conflict than those without such experience. Physicians face increasing pressure to pursue continuing education and experience associated distress. Therefore, hospitals and government policy-makers should promote DT and OS.

Work-Family Conflict and Suicidal Ideation Among Physicians of Pakistan: The Moderating Role of Perceived Life Satisfaction

2020 ◽  
pp. 003022282094724
Author(s):  
Bushra Akram ◽  
Bushra Bibi ◽  
Mirza Ashfaq Ahmed ◽  
Noreena Kausar
Keyword(s):  
Life Satisfaction ◽  
Suicidal Ideation ◽  
Family Conflict ◽  
Cross Sectional Study ◽  
Public Hospitals ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Perceived Life Satisfaction ◽  
Private And Public ◽  
Work Family

Recent studies have shown an increased level of suicidal behavior among physicians, not only in Pakistan but all over the world. In this cross-sectional study, 622 physicians, aged 32–55 years, participated from 50 private and public hospitals located in the seven cities of the Punjab province of Pakistan. Three standardized tools were used to assess suicidal ideation, perceived life satisfaction and work-family conflict of the participants. Results showed work-family conflict as positive whereas life satisfaction was shown to be a negative predictor of suicidal ideation among the physicians. Furthermore, findings suggested that, as a moderator, percieved life satisfaction holds a significant role in decreasing the levels of work-family conflict and suicidal ideation among the physicians. Therefore, it is recommendable to incoroporate a perceived life satisfaction enhancement program into the training of physicians so that suicidal ideation may be prevented and treated effectively.

scholarly journals Work-Family Conflict of Emergency Nurses and Its Related Factors: A National Cross-Sectional Survey in China

2021 ◽  
Vol 9 ◽  
Author(s):  
Yafei Wu ◽  
Xuan Zhou ◽  
Yanhong Gong ◽  
Nan Jiang ◽  
Mengge Tian ◽  
...  
Keyword(s):  
Family Conflict ◽  
Night Shift ◽  
Work Family Conflict ◽  
Emergency Nurses ◽  
Cross Sectional Survey ◽  
Related Factors ◽  
Cross Sectional ◽  
Targeted Interventions ◽  
Highly Educated ◽  
Work Family

The prevalence of work-family conflict (WFC) among nurses was high, especially in the emergency department. WFC has a series of negative influences on emergency nurses, but factors associated with WFC require elucidation. Thus, we conducted a national cross-sectional survey among emergency nurses in China. In this study, we described the current situation of WFC and explored its related factors among emergency nurses in China. We found that the WFC of emergency nurses was severe, and emergency nurses aged 25 to 34, male, married, highly educated, with high professional title and long years of service, perceiving the shortage of nurses, experiencing a high frequency of night shift, tended to have higher WFC. Targeted interventions, such as reasonable work allocation, adequate staffing, and a scientific night shift system should be implemented to alleviate the WFC of emergency nurses.

scholarly journals Role stressors and turnover intention among doctors in Malaysian public hospitals: work–family conflict and work engagement as mediators

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ifrah Harun ◽  
Rosli Mahmood ◽  
Hishamuddin Md. Som
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Public Hospitals ◽  
Intention To Quit ◽  
Medical Doctors ◽  
Work Family Conflict ◽  
Content Type ◽  
Role Stressors ◽  
Work Family

Purpose This study aims to investigate the role of work–family conflict (WFC) and work engagement (WE) and its influence on role stressors and turnover intention among medical doctors in Malaysian public hospitals. Doctors who experience higher work stress will inevitably experience WFC, consequently triggering their intention to quit. Design/methodology/approach A total of 202 structured questionnaire responses were collected from medical doctors in four Malaysian public hospitals. The study used partial least squares structural equation modeling (SmartPLS 3.0) for hypotheses testing. Findings As hypothesized, WFC encourages turnover intention while WE mitigate the relationship between role ambiguity (RA)-TI. RA is also observed to reduce WE, which, in turn, increases the intention to quit. Findings showed that both role conflict and WFC share a positive relationship with TI while WE and TI are negatively related. Furthermore, it was found that WE and WFC are significant mediators in the RA and TI relationship. WFC is also reported to be a significant mediator between the RC and TI relationship. Research limitations/implications The causality effects remain limited due to the nature of the cross-sectional design. Future studies should use a longitudinal approach to gauge a better understanding of these relationships. Practical implications This study provides insights for policymakers in resolving the increase of turnover issues by providing support and relieving medical doctors’ stress levels. Health directors should be encouraged to focus on the key aspects that may directly affect the well-being of medical doctors and eventually reduced staff turnover. Originality/value The study contributes to existing knowledge by measuring variables such as job demand (RS and WFC), personal resources (WE) and job outcomes (TI) in the public health care sector. Additionally, research involving COR theory in Asian countries like Malaysia remains relatively underexplored.

scholarly journals Relating Personality Traits as Predictors of Work-Family Conflict among Hospital Workforce

2020 ◽  
Vol 5 (09) ◽  
pp. 412-417
Author(s):  
Bede Chinonye Akpunne ◽  
Francis C. Uzonwanne ◽  
Joshua Oludare Ogunsemi ◽  
Abayomi Olubanjo Olusa
Keyword(s):  
Personality Traits ◽  
Family Conflict ◽  
Structural Equation ◽  
Health Personnel ◽  
Survey Design ◽  
Equation Model ◽  
Work Family Conflict ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Family

The work pressure of health personnel has remained a challenge ravaging the efficiency of their indispensable roles in saving other lives and their satisfaction with the management of their own family lives. This study related possible linkages between personality traits and work family conflicts among health personnel. A cross sectional survey design was adopted and 260 (male 116 (44.4%) and female 144 (55.6%)) from six state owned hospitals were randomly selected to participate in this study. They responded to Big Five Inventory (BFI) and Work Family Conflict Scale, both of which are standardized instruments. Four hypotheses were tested and the structural equation model (SEM) with AMOS 26 results revealed a significant positive relationship between work-family conflict and neuroticism. Work-family conflict was negatively linked with openness and agreeableness. Neuroticism (β = 0.320, CR = 5.355, p < 0.001) and openness (β = -0.125, CR = -2.111, p < 0.05) significantly predicted work-family conflict positively and negatively respectively. All the personality traits jointly explained 12% variance in work-family conflict. Age was not found to significantly predict work-family conflict. SPSS 23 results showed a statistically significant reliable difference between the mean scores of the work-family conflict of doctors compared with nurses [t (258) = 2.58, p < .05]. The implications of the findings are discussed in line with family focused hospital management policies.

Pengaruh Work Family Conflict, Beban Kerja Dan Kompensasi Non Finansial Terhadap Turnover Intention Karyawan Bagian Produksi Unit Pre Proses Pada PT. Royal Korindah Di Purbalingga

2021 ◽  
Vol 1 (1) ◽  
pp. 63
Author(s):  
Ina Alfatah ◽  
Hermin Endratno
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Work Family Conflict ◽  
Purposive Sampling ◽  
Work Family

Tujuan dari penelitian ini adalah untuk mengetahui pengaruh dari variabel Work Family Conflict, Beban Kerja, dan Kompensasi Non Finansial terhadap Turnover Intention karyawan. Jenis penelitian ini adalah penelitian kuantitatif. Pengambilan sampel pada penelitian ini menggunakan teknik purposive sampling dengan jumlah sampel 98 orang. Penelitian ini mengambil subyek di PT. Royal Korindah di Purbalingga. Teknik analisis data yang digunakan adalah uji analisis regresi linear berganda. Hasil analisis data menunjukan bahwa variabel work family conflict berpengaruh positif signifikan terhadap turnover intention karyawan, beban kerja berpengaruh positif signifikan terhadap turnover intention karyawan, serta kompensasi non finansial berpengaruh negatif signifikan terhadap turnover intention karyawan. Berdasarkan hasil analisis data, diketahui bahwa variabel work family conflict, beban kerja dan kompensasi non finansial berpengaruh terhadap variabel turnover intention.

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