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Kan svenska sjuksköterskor balansera sitt arbets- och privatliv?
University West, Department of Social and Behavioural Studies, Psychology and organization studies.
2016 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Do Swedish nurses balance their work and private life? (English)
Abstract [sv]

Studien är en replikation på Dåderman och Basinskas (2016a) studie. S.k. work-family conflict (WFC) och family-work conflict (FWC) utgår från de problem som kan uppstå när anställda upplever att arbetslivet påverkar privatlivet negativt och vice versa. I studien deltog 98 sjuksköterskor bosatta i Sverige; 94% var kvinnor och 6% var män. Studien var av kvantitativ ansats och enkäten som användes var webbaserad. De frågeformulär som användes var svenska översatta versioner av Quantitative Workload Inventory, Interpersonal Conflict at Work Scale, Utrecht Work Engagement Scale (UWES-9) som mäter arbetsengagemang (vitalitet, entusiasm och försjunkenhet i arbetet), samt Work-Family Conflict samt Family-Work Conflict scales. Även frågor om avsikten att byta den nuvarande arbetsplatsen respektive avsikten att byta yrke ställdes. Av de resultat som kunde utmätas var det viktigaste resultatet att WFC var större, eller upplevdes med större intensitet, än FWC och det innebär att personer med hög WFC upplever en högre arbetsbelastning. Detta stämmer överens med tidigare forskning.

Abstract [en]

The study is a replication of Dåderman and Basinska’s (2016a) study. Work-family conflict (WFC) and family-work conflict (FWC) are based on the problems that can arise when employees feel that working life affects privacy negative and vice versa. In this study, 98 nurses residing in Sweden participated; 94% were women and 6% were men. The study had the quantitative approach and questionnaire used was web-based. The questionnaires used were Swedish translated versions of Quantitative Workload Inventory, Interpersonal Conflict at Work Scale, Utrecht Work Engagement Scale (UWES-9), which measures the work engagement (vigour, dedication and absorption), and Work-Family Conflict and Family-Work Conflict scales. Even questions about the intention to change the current workplace or change of occupation were included. Of the results that could be imposed was the most important result that the WFC was larger, or perceived with a greater intensity than the FWC, and it means that people with high WFC experience a higher workload. This is consistent with previous research.

Place, publisher, year, edition, pages
2016. , 19 p.
Keyword [en]
Work-family conflict, family-work conflict, COR-theory, work engagement
Keyword [sv]
Work-family conflict, family-work conflict, COR-teorin, arbetsengagemang
National Category
Psychology
Identifiers
URN: urn:nbn:se:hv:diva-10617Local ID: EXM500OAI: oai:DiVA.org:hv-10617DiVA: diva2:1066424
Subject / course
Psychology
Educational program
Personalvetarprogrammet
Supervisors
Examiners
Available from: 2017-01-18 Created: 2017-01-18 Last updated: 2017-01-18Bibliographically approved

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