scholarly journals Effect of Sleep Quality and Depression on Married Female Nurses’ Work–Family Conflict

2021 ◽  
Vol 18 (15) ◽  
pp. 7838
Author(s):  
Eunhee Hwang ◽  
Yeongbin Yu
Keyword(s):  
Sleep Quality ◽  
Family Conflict ◽  
Negative Emotion ◽  
Depression Scale ◽  
Perceived Health ◽  
Work And Family ◽  
Work Family Conflict ◽  
Work Family ◽  
Female Nurses ◽  
Married Female

Married female nurses experience work–family conflict (WFC) as they manage excessive work and various working-hour types while rearing children and tending household chores, and as a result, they continuously constantly deliberate over quitting their job or moving to a different workplace. Married nurses were found to have shorter sleep duration and sleep latency compared to single nurses, and high job stress not only hinders their family life but also causes sleep problems. Depression is a classic negative emotion experienced by married working women who must manage both work and family. This study aims to examine WFC in married female nurses and investigate its predictors, namely depression and sleep quality. A total of 229 married female nurses completed a Google questionnaire link consisting of the Work–Family Conflict Scale, Sleep-Quality Scale, and the Center for Epidemiologic Studies Depression Scale (CES-D). Data were analyzed by descriptive statistics, t-test, ANOVA, LSD post hoc test, Pearson’s correlation coefficients, and multiple regression using the SPSS/WIN 26.0 program. The average WFC score was 4.84 ± 1.12 (range 1–7); WFC showed a statistical difference according to a stage of the lifecycle (F = 7.12, p = 0.001) and perceived health (F = 12.01, p < 0.001). WFC was low among those in the non-parenthood stage of the lifecycle (β = −0.26, p < 0.001), those with good (β = −0.18, p = 0.011) or moderate perceived health (β = −0.15, p = 0.023), and those without turnover intention (β = −0.13, p = 0.016). On the other hand, WFC was high among those who were extremely dissatisfied with their job (β = 0.16, p = 0.008) and those who had a high level of depression (β = 0.22, p = 0.002); these variables explained 20.2% of WFC (F = 7.663, p < 0.001). Based on these results, subsequent studies should develop and implement coping programs that help reduce WFC and improve depression and sleep quality in married female nurses.

scholarly journals The Impact Work Family Conflict on Performance: The Case of Married Female Nurses

2021 ◽  
Vol 12 (1) ◽  
pp. 11-26
Author(s):  
Wiendy Puspita Sari ◽  
Puteri Andika Sari ◽  
Reka Tantia Aktrisa
Keyword(s):  
Family Conflict ◽  
Negative Impact ◽  
Working Women ◽  
Partial Least Square ◽  
Survey Method ◽  
Work Family Conflict ◽  
Work Family ◽  
Female Nurses ◽  
Married Female ◽  
The Impact

Abstract Work Family Conflict (WFC) is common problem for working women. The purpose of this study is to analyse the dimensions of WFC: WIF (Work Interference with Family) & FIW (Family Interference with Work), and Performance of Working Women, and also to examine the influence of WIF and FIW on Performance of Working Woman partially and simultaneously. The research used survey method by giving questionnaires to 60 married female nurses from several Hospitals in Bandung. This study uses Partial Least Square (PLS) to analyse the relation between variables. The measurements of WFC are WIF & FIW. The measurements of Performance are Quality, Quantity, Punctuality, Cost effectiveness, Supervision needs, Interpersonal impact, Communication (oral-written), Job understanding / personal effectiveness, Teamwork, Achievement of performance results, Initiative / commitment. WIF has significant and negative impact on Performance of Working Women, the impact is about 46.7% (moderate). FIW has significant and negative impact on Performance of Working Women, the impact is about 42.4% (moderate). WIF & FIW has moderate impact on Performance of Working Women simultaneously, the impact is about 47.4%.

scholarly journals Precarious contours of work–family conflict: The case of nurses in Turkey

2019 ◽  
Vol 31 (1) ◽  
pp. 59-75
Author(s):  
Canet Tuba Sarıtaş
Keyword(s):  
Health Services ◽  
Family Conflict ◽  
Work And Family ◽  
Full Time ◽  
Work Family Conflict ◽  
Health Service Provision ◽  
Work Family ◽  
Neoliberal Restructuring ◽  
Female Nurses ◽  
The Impact

This article examines the impact of the neoliberal restructuring of health services on female nurses in Turkey. It provides a qualitative analysis of work–family conflict, establishing that not only work but also family life has become more precarious. The contours of precariousness of both work and family are analysed through interviews with 50 female nurses working full time in different areas of health service provision. The findings suggest that the neoliberal restructuring of health services has led to staffing deficits along with workload intensification, unpredictable work schedules and poor organisational support. This has increased work–family conflict, defined as a form of precariousness because it heightens the difficulties, risks and insecurities entailed in balancing family-related expectations with increasing work demands for female nurses. This precariousness makes spousal support critical if nurses are to be able to address work–family conflict and leads to nurses’ compliance with unfavourable working conditions as a way to resolve the mutual interference of family and work. The increased subordination of life to work has resulted from the neoliberal managerialisation of health services, creating precarisation in the lives of female nurses. JEL Codes: D1, J2, J7, J81

scholarly journals Kepuasan Kerja Ditinjau dari Adversity Quotient dan Work Family Conflict pada Perawat Wanita yang Telah Menikah di Rumah Sakit Umum Daerah Dr. RM. Djoelham Binjai

2018 ◽  
Vol 4 (2) ◽  
pp. 119
Author(s):  
Rina Mirza ◽  
Diny Atrizka
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Sampling Technique ◽  
Analysis Method ◽  
Work Family Conflict ◽  
Response Profile ◽  
Work Family ◽  
Female Nurses ◽  
Married Female ◽  
The Relationship

<h1>This research aims to determine the relationship between adversity quotient and work family conflict with job satisfaction. The hypothesis states that there is a relationship between adversity quotient and work family conflict with job satisfaction. This research uses quantitave method, especially the correlational technique. The subjects were 76 married female nurses at RSUD Dr. RM Djoelham Binjai. Total sampling technique was used in this study. The datum collected through Scale of Job Satisfaction, Adversity Response Profile (ARP) and Work Family Conflict Scale. The collected data then analyzed with multiple regression analysis method. The main result of this study showed that there was a significant correlation between adversity quotient and work family conflict with job satisfaction (R = 0,462; p &lt; 0,05). Based on the result, there is a relationship between adversity quotient and work family conflict with job satisfaction. It can be concluded that the hypothesis is accepted.</h1>

scholarly journals Examining Behavioural Coping Strategies as Mediators between Work-Family Conflict and Psychological Distress

2015 ◽  
Vol 2015 ◽  
pp. 1-7 ◽  
Author(s):  
Sanaz Aazami ◽  
Khadijah Shamsuddin ◽  
Syaqirah Akmal
Keyword(s):  
Psychological Distress ◽  
Coping Strategies ◽  
Family Conflict ◽  
Working Women ◽  
Work And Family ◽  
Stressful Situation ◽  
Adaptive Coping ◽  
Work Family Conflict ◽  
Maladaptive Coping ◽  
Work Family

We examined the mediating role of behavioral coping strategies in the association between work-family conflict and psychological distress. In particular, we examined the two directions of work-family conflict, namely, work interference into family and family interference into work. Furthermore, two coping styles in this study were adaptive and maladaptive coping strategies. This cross-sectional study was conducted among 429 Malaysian working women using self-reported data. The results of mediational analysis in the present study showed that adaptive coping strategy does not significantly mediate the effect of work-family conflict on psychological distress. However, maladaptive coping strategies significantly mediate the effect of work-family conflict on psychological distress. These results show that adaptive coping strategies, which aimed to improve the stressful situation, are not effective in managing stressor such as work-family conflict. We found that experiencing interrole conflict steers employees toward frequent use of maladaptive coping strategies which in turn lead to psychological distress. Interventions targeted at improvement of coping skills which are according to individual’s needs and expectation may help working women to balance work and family demands. The important issue is to keep in mind that effective coping strategies are to control the situations not to eliminate work-family conflict.

Technostress and the entitled employee: impacts on work and family

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kenneth J. Harris ◽  
Ranida B. Harris ◽  
Matthew Valle ◽  
John Carlson ◽  
Dawn S. Carlson ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Negative Outcomes ◽  
Work Family Conflict ◽  
Personality Variable ◽  
Content Type ◽  
Employee Entitlement ◽  
Work Family ◽  
Moderating Role

PurposeThe purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.Design/methodology/approachUsing a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.FindingsThe results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.Practical implicationsThese findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.Originality/valueDue to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

Work-Family Conflict among Married Female Professionals in Pakistan

2019 ◽  
Vol 4 (2) ◽  
pp. 123-130
Author(s):  
Ambreen Khursheed ◽  
Mustafa , Faisal ◽  
Arshad , Iqra ◽  
Gill , Sharoon
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family ◽  
Female Professionals ◽  
Married Female

Consequences of Submissive Loyalty Corporations: An Empirical Analysis of Korean Female Employees’ Perception

2019 ◽  
Vol 34 (2) ◽  
pp. 51-74
Author(s):  
Kim Hwayeon ◽  
Nam Taewoo
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Office Work ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Overtime Work ◽  
Female Employees ◽  
Work Family

The number of female employees in the Korean workforce has risen. However, the Korean corporate climate, characterized by collectivism, hierarchism, and senior and masculine privilege, leads them to experience worklife conflict and even halt their careers. This climate stems from a social and organizational culture deeply rooted in traditional Confucianism. In Korea, where housework and childcare have long been considered the province of women, female employees find it more difficult to balance office work and family life. The Korean corporate climate welcomes overtime work, and women who work outside the home must juggle this and family responsibilities. We conceptualize behavior such as acquiescing to overtime work as submissive loyalty and elucidate work-family conflict and decreasing job and life satisfaction as consequences thereof. The analysis, based on a structural equation model, revealed that submissive loyalty increases work-family conflict, which decreases job and life satisfaction.

scholarly journals A Life Satisfaction of A Dual Role Woman

2020 ◽  
Vol 9 (3) ◽  
pp. 318-326
Author(s):  
Yanah Ria ◽  
Palupiningdyah Palupiningdyah
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Work Family ◽  
Female Nurses ◽  
The Relationship

This study aims to Determine the effect of work family conflict and work engagement on life satisfaction through work life balance as a mediating variable of study in female nurses at RSI who are married. The type and design of research used in this study is quantitative research. Sampling in this study using proportional sampling sampling technique and Obtained sample size that must be used is 118 female nurses who are married, the analytical method used is the instrument test (validity and reliability), classic assumption test, and hypothesis testing with the application of SPSS 23. Data collection methods using interviews, questionnaires, and literature studies. The results of this study indicate that five hypotheses were accepted, and two hypotheses were rejected. So it can be seen that work family conflict has a negative and not significant effect on life satisfaction. Work engagement has a positive and significant effect on life satisfaction. Work family conflict has a negative and significant effect on work life balance. Work engagement has a positive and significant effect on work life balance. Whereas the work life balance is only Able to mediate the relationship between work engagement and life satisfaction.Suggestions for future research are to develop other variables that can mediate the relationship of work family conflict in the life satisfaction of female nurses, for example social support. While the advice for the hospital is to reduce the activities that make-female nurses so tired, and provide time off when it is Necessary to reduce conflicts that occur

scholarly journals Effects of Family Conflict and Social Support on Intention to Stay of Expatriates in Medical Technology Industry

2021 ◽  
pp. 104-114
Author(s):  
Shu-Ya CHANG ◽  
Chan-Fu CHUANG ◽  
Huan-Chang LIN ◽  
Hsiang-Chen HSU
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Medical Technology ◽  
Work And Family ◽  
Work Family Conflict ◽  
Intention To Stay ◽  
Positive Effects ◽  
Technology Industry ◽  
Retrieval Rate ◽  
Work Family

Expatriates, during expatriation, would appear inadaptable feelings on work, life, and diet in different environment. Besides, expatriates, in medical technology industry, leaving home might neglect the family to result in imbalance between work and family. In this case, work-family conflict reveals the importance on expatriates. Expatriates in medical technology industry would appear psychosocial stress and conflict between work and life due to expatriation. Taking expatriates’ supervisors and expatriates in medical technology industry in southern Taiwan as the research object, total 360 copies of questionnaire are distributed, and the 278 valid copies are retrieved, with the retrieval rate 77%. The research results show that social support presents negative and significant effects on work-family conflict, work-family conflict reveals negative and remarkable effects on intention to stay, and social support appears positive effects on intention to stay. According to the results to propose suggestions, it is expected to provide healthy workplace in medical technology industry to improve expatriates’ work-family conflict and turnover.

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