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

Abstract

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.

Gangguan Siber di Tempat Kerja, Emosi dan Konflik Kerja-Keluarga: Kawalan Emosi sebagai Penyederhana

“…Menurut Ilies et al (2007), emosi positif di tempat kerja boleh memberi impak yang positif kepada hubungan kekeluargaan, manakala emosi negatif pula mampu mendorong konflik kerja-keluarga. Depresi yang merupakan emosi negatif yang dialami oleh wanita yang bekerja telah mencetuskan konflik kerja-keluarga apabila mereka perlu menguruskan hal yang berkaitan dengan kerja dan keluarga dalam masa yang sama (Hwang & Yu 2021). Berdasarkan ulasan kajian lepas, kajian ini ingin menguji: H3 Terdapat hubungan yang positif antara emosi negatif dan konflik kerja-keluarga EMOSI NEGATIF SEBAGAI PENGANTARA Emosi pekerja, sama ada positif atau negatif memainkan peranan sebagai pengantara untuk beberapa hubungan seperti kesan pengantara emosi positif terhadap hubungan antara kerajinan kerja dan pengayaan keluarga kerja (Hu, Ma & Peng 2021), kesan pengantara emosi negatif terhadap tekanan kerja dan tingkah laku kerja yang tidak produktif (Mahdi et al 2018), serta tekanan dan penggunaan bahan terlarang (Frone et al 1994).…”

Work stress in nurses returning to tertiary a general hospitals in China after the delivery of their second child: a cross-sectional study

“…Most of their stress comes from family and partner dependence [ 7 ]. At the same time, many nurses have increased work-family conflicts due to changes in family structure and distractions after having children, which can cause more stress for nurses with children [ 8 , 9 ].…”

The effect of sleep disturbance on the association between work–family conflict and burnout in nurses: a cross-sectional study from South Korea

“…In other words, because of the specific tasks required by other roles, it is difficult to adequately fulfill tasks in one role. Research shows that nurses are experiencing an increasing incidence of WFC [ 7 ]; this is an important issue for these professionals due to their demanding working conditions, which include heavy shift work, physical or emotional workloads, and rigorous patient monitoring [ 9 ].…”