Job demands, work engagement and job turnover intentions among registered nurses: Explained by work-family private life inference

Work ◽  
2021 ◽  
pp. 1-13
Author(s):  
Sandra Pennbrant ◽  
Anna Dåderman
Keyword(s):  
Registered Nurses ◽  
Work Engagement ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Job Demands ◽  
Nursing Profession ◽  
Work Family Conflict ◽  
Interpersonal Conflicts ◽  
Work Family ◽  
The Relationship

BACKGROUND: The job demands on nurses have increased. Conflict between work life and family life may lead to stress and lower work engagement. Consequently, nurses may choose a different career path or leave the profession. OBJECTIVE: Examine the extent to which perceived job demands (interpersonal conflicts at work and workload), work engagement, work-family conflict and family-work conflict are associated with turnover intentions, and examine a possible moderating effect of work-family conflict on the relationship between the intention to leave the nursing profession, job demands and work engagement. METHODS: Cross-sectional study using Hobfoll’s Conservation of Resources theory. Data were collected from a sample of 807 registered nurses (RNs) from western Sweden. Tests of moderation were conducted using the PROCESS software macro developed by Andrew F. Hayes. RESULTS: Work-family conflict was a significant moderator in the relationship between the intentions to leave the nursing profession and work engagement as well as interpersonal conflicts at work. Low work engagement, high work-family conflict and high job demands intensify turnover intentions in well-educated and well-experienced nurses. CONCLUSIONS: The results imply that work-family conflict has a greater impact when RNs experience lower work engagement. In other words, higher motivation implies a lower moderation effect of work-family conflict. Managers should promote a positive working climate by listening to and providing nurses with opportunities to develop their skills. By so doing, managers can gain better understanding of nurses’ resources, knowledge and work situation, thus strengthening nurses’ confidence and ability to practice their profession.

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

Examining the Relationship of Work-Family Conflict and Turnover Intentions of Oregon CTE Teachers

2019 ◽  
Vol 44 (2) ◽  
pp. 114-143
Author(s):  
Kellie Claflin ◽  
Tyson J. Sorensen ◽  
J. Velez ◽  
Josh Stewart
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Administrative Position ◽  
Job Opportunity ◽  
Work Family ◽  
Work Interference With Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

CTE has been identified as a critical need area and therefore retention of secondary CTE teachers is of great importance. This study explored turnover intentions and work-family conflict of CTE teachers in Oregon. Teachers reported higher work interference with family (WIF) than family interference with work (FIW), but also reported moderately low turnover intentions. FIW was significantly higher in male teachers than females. Teachers reported intentions for leaving: (a) to move to an administrative position, (b) for personal reasons such as health, (c) to change teaching subject areas, and (d) for a more desirable job opportunity. WIF was a significant predictor of turnover intentions among the CTE teachers. The implications are discussed and recommendations for research and practice are explored.

Service employees’ fit, work-family conflict, and work engagement

2016 ◽  
Vol 30 (5) ◽  
pp. 554-566 ◽  
Author(s):  
Osman M. Karatepe ◽  
Georgiana Karadas
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Job Fit ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Relationship

Purpose Using person–job fit, congruence and conservation of resources theories as the theoretical underpinnings, the purpose of this study is to propose and test a research model that investigates work-family conflict and family–work conflict as mediators of the impact of person–job fit on work engagement. The model also examines the mediating role of work engagement in the relationship between conflicts in the work–family interface and life satisfaction. Design/methodology/approach Data gathered from frontline hotel employees two weeks apart in three waves in Romania were utilized to assess the abovementioned relationships via structural equation modeling. Findings Two directions of conflict act as partial mediators between person–job fit and work engagement. Work engagement fully mediates the relationship between work–family conflict and life satisfaction, while it functions as a partial mediator of the effect of family–work conflict on life satisfaction. Originality/value This paper contributes to current knowledge by investigating the interrelationships of person–job fit, two directions of conflict, work engagement and life satisfaction.

A job demands-resources approach to presenteeism

2016 ◽  
Vol 21 (4) ◽  
pp. 402-418 ◽  
Author(s):  
Alisha McGregor ◽  
Christopher A. Magee ◽  
Peter Caputi ◽  
Donald Iverson
Keyword(s):  
Social Support ◽  
Work Engagement ◽  
Family Conflict ◽  
Workplace Bullying ◽  
Time Pressure ◽  
Job Demands ◽  
Job Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose Utilising the job demands-resources (JD-R) model, the purpose of this paper is to examine how aspects of the psychosocial work environment (namely, job demands and resources) are associated with presenteeism, and in particular, whether they are indirectly related via burnout and work engagement. Design/methodology/approach A cross-sectional survey of 980 working Australians measured the relationships between job demands (i.e. workplace bullying, time pressure and work-family conflict), resources (i.e. leadership and social support), burnout, work engagement and presenteeism. Path analysis was used to test the proposed hypotheses whilst controlling for participant demographics (i.e. sex, age, work level, duration and education). Findings Higher job demands (workplace bullying, time pressure, and work-family conflict) and lower job resources (leadership only) were found to be indirectly related to presenteeism via increased burnout. While increased job resources (leadership and social support) were indirectly related to presenteeism via improved work engagement. Practical implications The findings are consistent with the JD-R model, and suggest that presenteeism may arise from the strain and burnout associated with overcoming excessive job demands as well as the reduced work engagement and higher burnout provoked by a lack of resources in the workplace. Intervention programmes could therefore focus on teaching employees how to better manage job demands as well as promoting the resources available at work as an innovative way to address the issue of rising presenteeism. Originality/value This study is important as it is one of the first to examine the theoretical underpinnings of the relationship between presenteeism and its antecedents.

scholarly journals Supervisory Support as Moderator between Work Family Conflict and Turnover Intentions

2017 ◽  
Vol 4 (2) ◽  
pp. 1 ◽  
Author(s):  
Aneel Kumar ◽  
Khalil Ahmed Channa ◽  
Niaz Ahmed Bhutto
Keyword(s):  
Family Conflict ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Primary Data ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Sindh Province ◽  
Work Family ◽  
The Relationship ◽  
Positive Effect

The purpose of this research is to investigate supervisory support as moderator between work family conflict (WFC) and turnover intentions in banking sector employees, working in Sindh province of Pakistan. Primary data were collected through Likert type survey questionnaire, targeting the 181 employees, working in commercial banks. The findings of this study shows the significant positive effect of work family conflict on turnover intentions of employees. Moreover, supervisory support was found as the significant moderator of the relationship between work family conflict and turnover intentions. The moderating effect of supervisory support significantly reduced the turnover intentions level of employees which they experienced due to work family conflict.

scholarly journals Investigating the Relationship of Job Stress and Turnover Intentions by taking Work-Family Conflict and Family Work Conflict as Mediators

2020 ◽  
Vol V (IV) ◽  
pp. 30-40
Author(s):  
Zargham Ullah Khan ◽  
Gullam Muhyuldeen
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship ◽  
Family Work Conflict

Turnover intentions are to lose skilled workers. Job stress is the cause of the use of employee turnover. Work-Family Conflict (WFC) and Family Work Conflict (FWC) were considered to be intermediaries between the employees' Turnover Intentions. This study investigates the relationship between Job Stress and Turnover Intentions. It was studied by taking Work-Family Conflict (WFC) and Family Work Conflict (FWC) as mediator. Research is based on a quantitative approach. Data were collected from employees in the public and private sectors by means of a questionnaire distributed among 330 employees, and a total of 296 responses was received. An analysis was conducted on SPSS. The relationship was estimated through the association between Pearson and the gist of the variables determined by conducting regression analysis. It was designed to evaluate the impact of the WFC and FWC using the Hayes process. With the mediated influence of WFC and FWC, this study showed the significant positive impact of Job Stress and Turnover Intentions.

Investigating relationships among polychronicity, work-family conflict, job satisfaction, and work engagement

2019 ◽  
Vol 34 (7) ◽  
pp. 459-473 ◽  
Author(s):  
Jeffrey M. Conte ◽  
Bryan Aasen ◽  
Caitie Jacobson ◽  
Casey O’Loughlin ◽  
Lukas Toroslu
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Work And Family ◽  
Amazon Mechanical Turk ◽  
Work Family Conflict ◽  
Content Type ◽  
Two Measures ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this paper is twofold: first, to examine whether polychronicity, an individual difference variable that involves a preference for multitasking, moderates the relationships between work-family conflict (WFC) and two work criteria, job satisfaction and work engagement; second, to examine two measures of polychronicity (the multitasking preference inventory (MPI) and the inventory of polychronic values (IPV)) and investigate whether polychronicity moderates the relationships between WFC and work criteria differently when measured by the MPI or the IPV. Design/methodology/approach The study’s sample included 257 respondents from the Amazon Mechanical Turk service who completed an online survey. Multiple regression analyses were conducted to test whether polychronicity moderated the relationships between WFC and two work criteria, job satisfaction and work engagement. Findings Polychronicity was found to significantly moderate the relationship between the work engagement and WFC. Follow-up analyses indicated that those who were lower in polychronicity had a significant decrease in work engagement as WFC increased, whereas those who were higher in polychronicity had relatively the same work engagement level regardless of changes in WFC. The results suggest that individuals higher in polychronicity have more personal resources and may be more resilient than those lower in polychronicity when it comes to not letting conflicts between their work and family lives affect how engaged they feel in their work. Originality/value This study extends the application of polychronicity to new domains of WFC and work engagement. The current study also contributed to the literature by investigating two measures of polychronicity (MPI and IPV) and finding that the MPI significantly moderated the relationship between WFC and work engagement, but the IPV did not. These findings indicate that there are important differences between the MPI and the IPV, and additional research is needed in comparing these two polychronicity measures.

scholarly journals Can Work Engagement Be a Resource for Reducing Workaholism’s Undesirable Outcomes? A Multiple Mediating Model Including Moderated Mediation Analysis

2019 ◽  
Vol 16 (8) ◽  
pp. 1402 ◽  
Author(s):  
Liliya Scafuri Kovalchuk ◽  
Carmela Buono ◽  
Emanuela Ingusci ◽  
Francesco Maiorano ◽  
Elisa De Carlo ◽  
...  
Keyword(s):  
Sleep Disorders ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Family Conflict ◽  
Mediation Model ◽  
Multiple Mediation ◽  
Work Family Conflict ◽  
Work Family ◽  
The Relationship

This study aimed to explore a possible process explaining the relationship between workaholism and sleep disorders, including two mediators: work–family conflict and emotional exhaustion. Moreover, since a possible buffering role of work engagement was recently proposed against the detrimental effects of workaholism, the aim was to examine the moderating role of work engagement in the relationship between workaholism and several outcomes such as work–family conflict, emotional exhaustion, and sleep disorders. Two models were tested using conditional process analysis for testing direct and indirect effects on a sample of 395 employees: (1) a serial multiple mediation model, and (2) the same serial multiple mediation model including the moderating role of work engagement. Results showed a significant mediating effect of both work–family conflict and emotional exhaustion. Moreover, work engagement moderated the relationship between workaholism and work–family conflict and the relationship between workaholism and emotional exhaustion. This work contributes to the understanding of the process underlying the relationship between workaholism and sleep disorders and to the literature reporting the possible protective role of work engagement on the negative outcomes of workaholism. Practical implications are also discussed.

Examining the moderating roles of job demands and resources on the relation between work engagement and work–family conflict

2018 ◽  
Vol 49 (4) ◽  
pp. 479-490
Author(s):  
Anthony G Balogun ◽  
Olukayode A Afolabi
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Working Mothers ◽  
Job Demands ◽  
Job Resources ◽  
Work Family Conflict ◽  
Negative Effect ◽  
Work Family ◽  
High Level ◽  
Job Demands And Resources

Recently, studies have shown that work engagement is associated with high level of work–family conflict. However, little is known about the factors that can moderate this relationship. Using job demands–resources model as a theoretical framework, this study examined the moderating roles of job demands and resources in the relation between work engagement and work–family conflict among a sample of 156 working mothers in Nigeria. Their ages ranged between 24 and 39 years ( M = 34.09; SD = 7.49). Data were analyzed using moderated hierarchal regression analysis. Results showed that work engagement was positively related to work–family conflict. Job demands and resources significantly moderated the relationship between work engagement and work–family conflict, such that highly work engaged working mothers who experience high job demands with high job resources reported low work–family conflict. The findings suggest that organizations can reduce the negative effect of work engagement on work–family conflict among their employees by reducing or optimizing job demands and providing adequate job resources.

scholarly journals Job Characteristics, Emotional Exhaustion, and Work–Family Conflict in Nurses

2021 ◽  
pp. 019394592110057
Author(s):  
Ann Rhéaume
Keyword(s):  
Emotional Exhaustion ◽  
Family Conflict ◽  
Online Survey ◽  
Job Demands ◽  
Study Data ◽  
Work Family Conflict ◽  
Eastern Canada ◽  
Cross Sectional ◽  
Work Family ◽  
The Relationship

The purpose of this study is to identify whether emotional exhaustion, a component of burnout, mediates the relationship between job demands, job resources, and work–family conflict (WFC). A cross-sectional design was used with survey data. A total of 1,202 nurses in eastern Canada participated in this study. Data were collected via an online survey and analyzed using mediation analysis. The results indicated that job demands and emotional exhaustion predicted WFC. Moreover, emotional exhaustion partially mediated the relationship between job demands, supervisor support, and WFC. This model also showed that younger nurses had increased WFC. Our study indicates that there are several direct and indirect pathways leading to WFC. Moreover, workplace resources can reduce emotional exhaustion, which, in turn, may help maintain work–family balance in nurses. These findings contribute to the existing knowledge on the precursors and consequences of burnout symptoms.

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