Volume 21, Issue 3 (6-2023)
Nursing and Midwifery Journal 2023, 21(3): 250-259 |
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Aghajanloo A, Yadegary M A, Fallah R, Rezaee S. INVESTIGATING THE LEVEL OF CONFLICT BETWEEN WORK AND FAMILY AND SOME FACTORS RELATED TO IT IN NURSES WORKING IN TEACHING HOSPITALS OF ZANJAN UNIVERSITY OF MEDICAL SCIENCES. Nursing and Midwifery Journal 2023; 21 (3) :250-259
URL: http://unmf.umsu.ac.ir/article-1-4826-en.html
URL: http://unmf.umsu.ac.ir/article-1-4826-en.html
1- Assistant Professor of Nursing, Social Determinants of Health Research Center, Zanjan University of Medical Sciences, Zanjan, Iran
2- Associate Professor of Biostatistics, Social Determinants of Health Research Center, Zanjan University of Medical Sciences, Zanjan, Iran
3- Master of Nursing, Zanjan University of Medical Sciences, Zanjan, Iran (Corresponding Author) ,shadi.rezaeeee93@gmail.com
2- Associate Professor of Biostatistics, Social Determinants of Health Research Center, Zanjan University of Medical Sciences, Zanjan, Iran
3- Master of Nursing, Zanjan University of Medical Sciences, Zanjan, Iran (Corresponding Author) ,
Abstract: (1852 Views)
Background & Aims: As the main force in supporting, promoting, and improving the health of society, nurses are exposed to work-family interference in connection with multiple professional and family responsibilities. Work-family conflict is related to many variables, and has many negative consequences for nurses. This study aimed to determine work-family conflict and its related factors in nurses of two educational centers in Zanjan City.
Materials & Methods: This cross-sectional descriptive study was conducted in Zanjan city in 2021. The research socity included all departments of Waliasr and Ayatollah Mousavi hospitals, and the target population was married nurses working in these departments. One hundred and fifty nurses were selected using convenience sampling. The measurement tool was Carlson's standard work-family conflict questionnaire.
Results: The research findings showed that the average work-family conflict score was 34.90 ± 6.42, and the average work-family conflict score was 35.13 ± 6.88. The mean of the dimension based on erosion power was higher than other dimensions in work-family conflict. Also, the conflict was higher in men than women (p<0.05). There was a significant positive correlation between the duration of the nurses' activity and the level of their conflict (p<0.05). The two variables of gender and disease in the linear regression model were significant factors in explaining the conflict between work and family (p<0.05).
Conclusion: The research showed a relationship between work and family conflict and the duration of activity of nurses in the department. Also, gender and illness are predictors of work-family and family-work conflicts. Therefore, it is suggested that the managers of health systems consider these factors in planning to reduce the amount of work-family conflict and its complications.
Materials & Methods: This cross-sectional descriptive study was conducted in Zanjan city in 2021. The research socity included all departments of Waliasr and Ayatollah Mousavi hospitals, and the target population was married nurses working in these departments. One hundred and fifty nurses were selected using convenience sampling. The measurement tool was Carlson's standard work-family conflict questionnaire.
Results: The research findings showed that the average work-family conflict score was 34.90 ± 6.42, and the average work-family conflict score was 35.13 ± 6.88. The mean of the dimension based on erosion power was higher than other dimensions in work-family conflict. Also, the conflict was higher in men than women (p<0.05). There was a significant positive correlation between the duration of the nurses' activity and the level of their conflict (p<0.05). The two variables of gender and disease in the linear regression model were significant factors in explaining the conflict between work and family (p<0.05).
Conclusion: The research showed a relationship between work and family conflict and the duration of activity of nurses in the department. Also, gender and illness are predictors of work-family and family-work conflicts. Therefore, it is suggested that the managers of health systems consider these factors in planning to reduce the amount of work-family conflict and its complications.
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