Association between work–family conflict and overall well‐being among Chinese nurse leaders

Abstract

Due to the rapid economic development in China, the burden of chronic diseases, such as type 2 diabetes, has skyrocketed at an alarming rate (Hu & Jia, 2018). Together with the emerging ageing population, the growing demands of medical care have posed significant challenges to medical providers in China (Mocan, Tekin, & Zax, 2004). Moreover, China has experienced acute shortages in the number of health care professionals in recent years, especially nurses (Wu, Zhao, & Ye, 2016). In 2013, there were 2.05 nurses per 1,000 people in China, which is below the global average of 2.86 (Wu et al., 2016). As frontline caregivers, nurses have extensive duties in clinical practice, which involve strenuous shifts, physical labour and emotional labour. Nurses have a unique position that requires caregiving, planning, management, educating and coordinating. Aside from work, nurses also have important roles in their families as children, spouses and parents when they get home. Work and family are the two priorities of life, and if a person does not effectively coordinate the association between them, the two priorities will become conflicting. Work-family conflict means that work and family roles are incompatible. Managing both the roles at the same time is difficult. There are two kinds of work-family conflict situations: (a) work interfering with family and (b) family interfering

Anxiety, job satisfaction, supervisor support and turnover intentions of mid‐career nurses: A structural equation model analysis

“…Work/family conflict occurs when pressures in one role (work/ family) prevent fulfilling demands in the other role (Greenhaus & Beutell, 1985). WFC results in reduced overall well-being (Yu et al, 2020), job satisfaction, lower work commitment and increased burnout/turnover intentions, as well as anxiety, psychological strain, health problems and depression (Amstad et al, 2011).…”

“…Work/family conflict occurs when pressures in one role (work/family) prevent fulfilling demands in the other role (Greenhaus & Beutell, 1985). WFC results in reduced overall well‐being (Yu et al., 2020), job satisfaction, lower work commitment and increased burnout/turnover intentions, as well as anxiety, psychological strain, health problems and depression (Amstad et al., 2011). COR theory suggests that experienced conflict between work and family domains ties up necessary cognitive, emotional and/or physical resources, thus leaving insufficient resources allocated to work‐related performance.…”

Can patient gratitude compensate for depletion from family-to-work conflict in nurses? An experience sampling study

“…Considering the high proportion of females in the nurse group (World Health Organization, 2020), they are more influenced by family roles (Yu et al, 2020). Thus, we mainly explore the FWC in this paper.…”

“…, 2000; Greenhaus and Beutell, 1985). Considering the high proportion of females in the nurse group (World Health Organization, 2020), they are more influenced by family roles (Yu et al. , 2020).…”

A New Perspective For Improving The Human Resource Development of Primary Medical and Health Care Institutions: A Structural Equation Model Study

“…Studies [73] have pointed out that family support can buffer employees' job stress and prevent negative work-related outcomes such as job burnout, and family members have also been shown to provide both instrumental and affective support, which positively affect employee's work life [74]. Medical personnel are no exception; a meta-analysis [75] showed that the con ict between work and family has a strong impact on the high turnover rate of medical personnel, and reducing this con ict can improve their happiness [76]. In addition, communication research [77] has shown that the family as a socialization agent conveys both extrinsic and intrinsic work values for developing a professional identity.…”