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Work-family interference: Occupational demands, work engagement and turnover intentions in nurses
University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies. (LINA)ORCID iD: 0000-0002-8562-5610
Management and Economics, Gdansk University of Technology, Gdansk, Poland.
2015 (English)In: PSYSOC-2015 Abstracts Book, 2015, p. 26-26Conference paper, Oral presentation with published abstract (Refereed)
Abstract [en]

The question of how to manage incompatible professional and non-professional demands has attracted attention from both scholars and practitioners in recent decades. One aim of this study was to examine the relationships between the work-family conflict (WFC), the family-work conflict (FWC), and the perception of job demands (quantitative workload and interpersonal conflicts at work). We intended also to examine the components of work engagement (vigour, dedication, and absorption) and turnover intentions. Another aim was to determine whether the variables that we examined are important for turnover intentions. This study comprised 98 nurses (mean age 41, SD = 6 years). The following instruments were used: Work-Family Conflict and Family-Work Conflict Scales, the Interpersonal Conflict at Work Scale and Quantitative Workload Index, the Utrecht Work Engagement Scale, and measures of turnover intentions. The score on the scale to measure WFC was positively related to perceived workload and to both turnover intentions, while negatively related to vigour. The FWC was positively related to absorption. The WFC was experienced significantly more intensively than FWC. The perception of differences in mean scale scores of job demands had a moderate effect on the FWC and WFC, while differences in mean scale scores of vigour had a strong effect on the WFC. WFC, quantitative workload and a low level of dedication were significant predictors of the intention to leave the present workplace, while the level of job demands was a significant predictor of the intention to leave the nursing profession. The results are interpreted and discussed using Hobfoll’s Conservation of Resources theory. Health organizations should develop guidance and counselling to promote good and efficient work with decent working conditions and a happy family life for nurses.

Place, publisher, year, edition, pages
2015. p. 26-26
Keyword [en]
COR theory, work-family conflict, family-work conflict, demands, work engagement, turnover intentions
National Category
Psychology (excluding Applied Psychology)
Research subject
Work Integrated Learning; SOCIAL SCIENCE, Psychology
Identifiers
URN: urn:nbn:se:hv:diva-9077OAI: oai:DiVA.org:hv-9077DiVA: diva2:903256
Conference
4th World Conference on Psychology & Sociology, 26-28 Nov, 2015, Rome, Italy
Available from: 2016-02-15 Created: 2016-02-15 Last updated: 2016-02-22Bibliographically approved

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Dåderman, Anna Maria

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CiteExportLink to record
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