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Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface
University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.ORCID iD: 0000-0002-8562-5610
Faculty of Management and Economics, Gdansk University of Technology, Gdansk, Poland; Faculty of Psychology, University of Social Sciences and Humanities, Warsaw, Poland.
2018 (English)In: Psychosocial job dimensions and distress/well-being: issues and challenges in occupational health psychology / [ed] Renato Pisanti, James Campbell Quick, Montgomery Anthony, Frontiers Media S.A., 2018, 1, p. 91-104Chapter in book (Refereed)
Abstract [en]

Background:

Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women.

Rationale/Aims:

This study uses Hobfoll's conservation of resources (CORs) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family work conflict (FWC) threaten to deplete nurses' resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigor, dedication, and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations.

Design/Method:

This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children.

Results:

WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigor were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigor, dedication, and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations.

Originality/Conclusion:

The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.

Place, publisher, year, edition, pages
Frontiers Media S.A., 2018, 1. p. 91-104
National Category
Applied Psychology
Research subject
SOCIAL SCIENCE, Psychology
Identifiers
URN: urn:nbn:se:hv:diva-12059DOI: 10.3389/978-2-88945-408-2ISBN: 978-2-88945-408-2 (electronic)OAI: oai:DiVA.org:hv-12059DiVA, id: diva2:1180204
Note

Specialty section: This article was submitted to Organizational Psychology, a section of the journal Frontiers in Psychology, 7:1621. doi: 10.3389/fpsyg.2016.01621

Available from: 2018-02-05 Created: 2018-02-05 Last updated: 2018-02-05Bibliographically approved

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Dåderman, Anna Maria

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