A study of female nurses combining partner and parent roles with working a continuous threeshift roster: The impact on sleep, fatigue and stress

2002 ◽  
Vol 12 (3) ◽  
pp. 294-302 ◽  
Author(s):  
Gemma Clissold ◽  
Peter Smith
Keyword(s):  
Female Nurses ◽  
The Impact ◽  
Parent Roles

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 Work-family conflict, job satisfaction and spousal support: An exploratory study of nurses’ experience

Curationis ◽  
2008 ◽  
Vol 31 (1) ◽  
Author(s):  
CJ Patel
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Spousal Support ◽  
Hospital Staff ◽  
Work Family Conflict ◽  
Correlational Design ◽  
Work Family ◽  
Female Nurses ◽  
The Impact

In recognising the highly stressful nature of the nursing profession, the added burden of hospital staff shortages, and patient overload, the present study explored the impact of work on family functioning, its relationship to job satisfaction and the role of spousal support in a group of 80 female nurses working in a government hospital. Using a descriptive, correlational design, the relationships among job satisfaction, work-family conflict (WFC) and spousal/partner support were explored. The hypotheses that job satisfaction and WFC would be negatively correlated, that job satisfaction and spousal support would be positively correlated, and that WFC and spousal support would be negatively correlated, were tested using correlation techniques. All hypotheses were confirmed. The role of spousal support in the relationship between job satisfaction and work -family conflict was highlighted.

scholarly journals The Role of Hope and Self-efficacy on Nurses’ Subjective Well-being

2018 ◽  
Vol 14 (4) ◽  
pp. 18
Author(s):  
Ruiming Liu ◽  
Pan Zeng ◽  
Peng Quan
Keyword(s):  
Self Efficacy ◽  
Well Being ◽  
Subjective Well Being ◽  
Mediation Analyses ◽  
Female Nurses ◽  
The Impact ◽  
The Relationship ◽  
General Self Efficacy

Although subjective well-being is considered important for nurses, the relationship between hope, self-efficacy, and subjective well-being among nurses has rarely been assessed. This study purposes to explore the relationships between hope, self-efficacy, and subjective well-being. The analysis relies on data from 1757 female nurses in 3 hospitals in China. Nurses completed a demographic form, General Self-efficacy Scale, Hope Scale, General Well-Being Schedule. A mediate model of the hypothesized relationships between the constructs was tested. Significant direct relationships of hope, self-efficacy, and subjective well-being were displayed. Mediation analyses reveal that the impact of self-efficacy on subjective well-being is partially mediated by two components of hope, agency and pathways. Hope was shown to be a key mediator for the relationships between self-efficacy and subjective well-being. These findings advance current understandings on the hopeful thinking in nurses.

scholarly journals Neurosurgeons in 2020: the impact of gender on neurosurgical training, family planning, and workplace culture

2021 ◽  
Vol 50 (3) ◽  
pp. E11
Author(s):  
Jasmine A. Thum ◽  
Diana Chang ◽  
Nalini Tata ◽  
Linda M. Liau
Keyword(s):  
Gender Inequality ◽  
Online Survey ◽  
White Paper ◽  
Female Leadership ◽  
Contributing Factors ◽  
Midlevel Providers ◽  
Male Patients ◽  
Female Nurses ◽  
Age Range ◽  
The Impact

OBJECTIVEIn 2008, a Women in Neurosurgery Committee white paper called for increased women applicants and decreased women’s attrition in neurosurgery. However, contributing factors (work-life balance, lack of female leadership, workplace gender inequality) have not been well characterized; therefore, specific actions cannot be implemented to improve these professional hurdles. This study provides an update on the experiences of neurosurgeons in 2020 with these historical challenges.METHODSAn anonymous online survey was sent to all Accreditation Council for Graduate Medical Education (ACGME)–accredited US neurosurgical programs, examining demographics and experiences with mentorship, family life, fertility, and workplace conduct.RESULTSA total of 115 respondents (64 men, 51 women; age range 25–67 years) had trained at 49 different US residencies. Mentorship rates were very high among men and women in medical school and residency. However, women were significantly more likely than men to have a female mentor in residency. During residency, 33% of women versus 44% of men had children, and significantly fewer women interested in having a child were able to do so in residency, compared to men. Significantly more women than men had a child only during a nonclinical year (56.3% vs 19.0%, respectively). Thirty-nine percent of women and 25% of men reported difficulty conceiving. The major difficulty for men was stress, whereas women reported the physical challenges of pregnancy itself (workplace teratogens, morning sickness, etc.). Failed birth rates peaked during residency (0.33) versus those before (0.00) and after residency (0.25).Women (80%) experience microaggressions in the workplace significantly more than men (36%; p < 0.001). Ninety-five percent of macro-/microaggressions toward female neurosurgeons were about their gender, compared to 9% of those toward men (p < 0.001). The most common overall perpetrators were senior male residents and attendings, followed by male patients (against women) and female nurses or midlevel providers (against men).CONCLUSIONSAccurate depictions of neurosurgery experiences and open discussions of the potential impacts of gender may allow for 1) decreased attrition due to more accurate expectations and 2) improved characterization of gender differences in neurosurgery so the profession can work to address gender inequality.

The impact of social support upon intention to leave among female nurses in Europe: Secondary analysis of data from the NEXT survey

2010 ◽  
Vol 47 (4) ◽  
pp. 434-445 ◽  
Author(s):  
B.I.J.M. van der Heijden ◽  
A. Kümmerling ◽  
K. van Dam ◽  
E. van der Schoot ◽  
M. Estryn-Béhar ◽  
...  
Keyword(s):  
Social Support ◽  
Secondary Analysis ◽  
Intention To Leave ◽  
Female Nurses ◽  
The Impact
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