Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash

Ghislieri, Chiara; Gatti, Paola; Molino, Monica; Cortese, Claudio Giovanni

doi:10.1111/jonm.12442

Cited by 98 publications

(114 citation statements)

References 58 publications

(80 reference statements)

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“…Job resources are the main determinants of WFE and may reduce WFC (e.g., Voydanoff, 2004; Molino et al, 2013; Ghislieri et al, 2017). In this study, we considered supervisory coaching as a job resource; it refers to coaching behavior on the part of the supervisor that indicates respect, concern about employee needs and feelings, and help in routine tasks and skills development (Ellinger et al, 2003; Rafferty and Griffin, 2004).…”

Section: Introductionmentioning

confidence: 99%

New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory

et al. 2017

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Background: The relationship between technology-assisted supplemental work and well-being outcomes is a recent issue in scientific literature. Whether the use of technology for work purpose in off-work time may have a positive or negative impact on work-family balance remains an open question and the role of gender in this relationship is poorly understood.Aim: According to the JD-R theory, this study aimed to investigate the relationship between off-work hours technology assisted job demand (off-TAJD) and both work-family conflict (WFC) and work-family enrichment (WFE). Moreover, it considered two general job demands, workload and emotional dissonance, and one job resource, supervisory coaching.Method: The hypotheses were tested with a convenience sample of 671 workers. Data were collected with a self-report questionnaire and analyzed with SPSS 23 and through multi-group structural equation model (SEM) (Mplus 7).Results: The estimated SEM [Chi-square (510) = 1041.29; p < 0.01; CFI = 0.95; TLI = 0.95; RMSEA = 0.06 (0.05, 0.06); SRMR = 0.05. M = 319/F = 352] showed that off-TAJD was positively related to WFC in both subsamples; off-TAJD was positively related also to WFE only in the Male group. Workload was positively related to WFC in both Male and Female subsamples. Emotional dissonance was positively related to WFC in both subsamples and was negatively related to WFE. Supervisory coaching was strongly, positively related to WFE in both groups, and only in the Male subsample presented a low negative relationship with WFC.Conclusion: This study contributes to the literature on new challenges in work-life interface by analyzing the association between off-TAJD and WFC and Enrichment. Our findings suggest it is important to pay attention to gender differences in the study of the impact of supplemental work carried out during off-work hours using technology on the work-life interface. In fact, employee perception of Company demands of being available during off-work time, with the use of technology, may have different consequences for men and women, indicating potential differences in the centrality of the working role. Practical implications, at both cultural and organizational levels, should address the use of technology during leisure time.

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Section: Introductionmentioning

confidence: 99%

New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory

et al. 2017

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“…Competing demands between personal and work roles can result in personal conflicts (Ghislieri, Gatti, Molino, & Cortese, ; Moloney et al, ). This study gave support to an inverse relationship between workload and nurse aspiration to enter management.…”

Section: Discussionmentioning

confidence: 99%

Making a career in hospitals: Determinants of registered nurses’ aspirations to become a manager

Haaland

Olsen

Mikkelsen

2019

Journal of Advanced Nursing

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Aim To examine seven determinants of Registered Nurses’ aspirations to become a manager in four Norwegian public hospitals. Background Research evidence shows that nurses submit few applications to management positions. Understanding the determinants that influence nurses’ aspirations to become managers can provide healthcare organizations with important knowledge on the drivers and barriers in recruitment and on the development of nurse managers. Design This study adopted a cross‐sectional web‐based survey design. Method Logistic regression analysis based on 2,630 Registered Nurses’ responses to a self‐completion survey in a Norwegian regional health authority collected during October 2014. The overall response rate was 40%. Results Findings indicate that men and younger nurses are most likely to report an aspiration in management. The social support of an immediate supervisor and institutional stress are positively associated with an aspiration to become a manager; however, high experienced workloads have the opposite effect. Conclusion Healthcare organizations should work strategically to develop a human resource management policy that ensures that the organization develops the nurse managers it needs now and in the future. Impact This study addresses the challenge of having enough qualified nurse managers. The main findings indicate that job demands can have both a negative and positive impact on nurses’ aspirations to become a manager. Healthcare organizations should, however, reduce demands and consider increasing job resources. The results should have an impact on the human resource department, managers, and other key personnel in healthcare organizations.

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“…En cualquier caso, sería relevante tomar en cuenta que el antecedente del conflicto puede no residir en la existencia de turnos por sí mismos, sino más bien en la necesidad de realizar trabajo adicional que podría ser el auténtico antecedente del conflicto trabajo-familia. Evidencia en este sentido parecen aportar estudios recientes sobre el uso de nuevas tecnologías y su impacto sobre las fronteras entre trabajo y familia (Ghislieri, Emanuel, Molino, Cortese y Colombo, 2017;Ghislieri, Gatti, Molino y Cortese, 2017 En este punto se debería tomar en cuenta que las características de la organización a la que pertenece la muestra, el tipo de actividad que realiza y los horarios de desempeño de las tareas imponen barreras que limitan la aplicación de ciertas medidas de conciliación relativas a la flexibilidad horaria y al tiempo de trabajo. En este sentido, es posible que dichas características hayan sido interiorizadas por los trabajadores y esto les haya obligado a desarrollar toda una serie de recursos personales y/o familiares que les permitan hacer frente a las posibles consecuencias adversas de las condiciones de trabajo.…”

Section: Discussionunclassified

“…Recent studies have provided empirical evidences about the use of new technologies and their impact on the boundaries between work and family (Ghislieri, Emanuel, Molino, Cortese, & Colombo, 2017;Ghislieri, Gatti, Molino, & Cortese, 2017).…”

Section: Methodsmentioning

confidence: 99%

Cultura de conciliación y conflicto trabajo/familia en trabajadores con turnos laborales

2017

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ResumenEl número de personas que compaginan de forma simultánea el trabajo con las responsabilidades familiares ha aumentado en España de forma considerable en éstas tres últimas décadas. Entre otras razones esto puede ser consecuencia del aumento de familias monoparentales, de la incorporación de la mujer al mundo laboral y emprendedor, de la existencia de parejas con dobles carreras profesionales y con diferentes horarios. Esta influencia recí-proca entre los contextos laboral y no laboral puede traducirse en una situación de equilibrio o en un conflicto. Se ha identificado una relación negativa entre las políti-cas de conciliación y las experiencias de conflicto trabajo-familia (Poelmans, 2001), también se ha detectado el efecto moderador del apoyo social. Esta última íntima-mente relacionada con la cultura organizacional de conciliación trabajo-familia. El objetivo del presente estudio consiste en realizar un análisis de la relación existente entre la cultura de conciliación trabajo-familia en la organización y la percepción conflicto trabajo/familia en trabajadores de una institución pública perteneciente al sector de la seguridad con diferentes turnos de trabajo. Los resultados indican una relación significativa entre los turnos laborales y la percepción de conflicto en la que la cultura de conciliación no parece ejercer un efecto moderador significativo.

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Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash

Abstract: The findings suggest that it may be advisable for health-care organisations to invest in measures at individual, team and organisational levels, specifically in training and counselling for nurses and supervisors.

Cited by 98 publications

References 58 publications

New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory

New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory

Making a career in hospitals: Determinants of registered nurses’ aspirations to become a manager

Cultura de conciliación y conflicto trabajo/familia en trabajadores con turnos laborales

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