Volume 23, Issue 3 (9-2025)
Nursing and Midwifery Journal 2025, 23(3): 39-46 |
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Ethics code: IR.TUMS.FNM.REC.1403.031
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Begjani J, Ahmadzadeh-zeidi M J, salami M, Rajabi M M. The Relationship Between Work–Family Conflict and Professional Quality of Life Among Married Iranian Female Nurses: A Cross-Sectional Study. Nursing and Midwifery Journal 2025; 23 (3) :39-46
URL: http://unmf.umsu.ac.ir/article-1-5448-en.html
URL: http://unmf.umsu.ac.ir/article-1-5448-en.html
1- Department of Pediatric Nursing and Neonatal Intensive Care, School of Nursing and Midwifery, Tehran University of Medical Sciences, Tehran, Iran
2- Department of Medical Surgical Nursing, School of Nursing and Midwifery, Tehran University of Medical Sciences, Tehran, Iran
3- Trauma Nursing Research Center, Kashan University of Medical Sciences, Kashan, Iran
4- Department of Pediatric Nursing and Neonatal Intensive Care, School of Nursing and Midwifery, Tehran University of Medical Sciences, Tehran, Iran ,mmehdirajabi1379@gmail.com
2- Department of Medical Surgical Nursing, School of Nursing and Midwifery, Tehran University of Medical Sciences, Tehran, Iran
3- Trauma Nursing Research Center, Kashan University of Medical Sciences, Kashan, Iran
4- Department of Pediatric Nursing and Neonatal Intensive Care, School of Nursing and Midwifery, Tehran University of Medical Sciences, Tehran, Iran ,
Abstract: (30 Views)
Background Married female nurses in Iran face unique challenges in balancing professional and family responsibilities, shaped by socio-cultural norms that prioritize women’s family roles. These pressures can intensify work-family conflict, which may negatively influence professional quality of life (ProQOL). This study aimed to examine the relationship between WFC and ProQOL among married female nurses.
Methods This descriptive cross-sectional study included 270 married female nurses working in hospitals affiliated with Tehran University of Medical Sciences, Iran. Participants were selected through convenience sampling. Data were collected using an online questionnaire that included a demographic information form, Carlson’s Work-Family Conflict Questionnaire, and Stamm’s Professional Quality of Life Scale. Data analysis was performed using SPSS version 25, with a significance level of p < 0.05.
Results Overall, WFC showed a significant negative correlation with compassion satisfaction (r = – 0.30, p < 0.001) and a significant positive correlation with burnout (r = 0.29, p < 0.001). Time-based WFC demonstrated a negative correlation with compassion satisfaction (r = – 0.42, p < 0.001) and a positive correlation with burnout (r = 0.31, p < 0.001).
Conclusion Higher levels of WFC were associated with lower ProQOL among married female nurses in Iran, reflected in reduced compassion satisfaction and increased burnout. Healthcare institutions should implement strategies that promote work-life balance, such as flexible scheduling and enhanced organizational support, to improve nurses’ well-being.
Methods This descriptive cross-sectional study included 270 married female nurses working in hospitals affiliated with Tehran University of Medical Sciences, Iran. Participants were selected through convenience sampling. Data were collected using an online questionnaire that included a demographic information form, Carlson’s Work-Family Conflict Questionnaire, and Stamm’s Professional Quality of Life Scale. Data analysis was performed using SPSS version 25, with a significance level of p < 0.05.
Results Overall, WFC showed a significant negative correlation with compassion satisfaction (r = – 0.30, p < 0.001) and a significant positive correlation with burnout (r = 0.29, p < 0.001). Time-based WFC demonstrated a negative correlation with compassion satisfaction (r = – 0.42, p < 0.001) and a positive correlation with burnout (r = 0.31, p < 0.001).
Conclusion Higher levels of WFC were associated with lower ProQOL among married female nurses in Iran, reflected in reduced compassion satisfaction and increased burnout. Healthcare institutions should implement strategies that promote work-life balance, such as flexible scheduling and enhanced organizational support, to improve nurses’ well-being.
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