AIM: The aim of the present study was to develop a research model explaining the causal relationship between certain antecedents (job and emotional charge, supportive management and colleagues), work-family conflict (WFC) and job satisfaction. BACKGROUND: Many research projects in health organizations have highlighted the link between high WFC and lower levels of job satisfaction. The study of these variables is important in understanding the processes of professional nurse retention. METHOD: The survey was conducted using a questionnaire administered to 351 professional nurses working in a major North Italian hospital. The questionnaire measures six variables: WFC, job satisfaction, job demand, emotional charge, supportive management and supportive colleagues. RESULTS: The data confirmed the connection between WFC and job satisfaction, and showed the importance of some WFC predictors, such as supportive management, emotional charge and job demand, not only for their connections with WFC but also for their direct associations with job satisfaction. CONCLUSION: WFC, in health organizations, can contribute to a decrease of nurses' job satisfaction. IMPLICATIONS FOR NURSING MANAGEMENT: Nursing management could achieve its aim of reducing WFC through the improvement of support from nurse coordinators, the specific organization of work models, ad hoc family-friendly policies and individual counselling programmes for nurses.
AIM: The aim of the present study was to develop a research model explaining the causal relationship between certain antecedents (job and emotional charge, supportive management and colleagues), work-family conflict (WFC) and job satisfaction. BACKGROUND: Many research projects in health organizations have highlighted the link between high WFC and lower levels of job satisfaction. The study of these variables is important in understanding the processes of professional nurse retention. METHOD: The survey was conducted using a questionnaire administered to 351 professional nurses working in a major North Italian hospital. The questionnaire measures six variables: WFC, job satisfaction, job demand, emotional charge, supportive management and supportive colleagues. RESULTS: The data confirmed the connection between WFC and job satisfaction, and showed the importance of some WFC predictors, such as supportive management, emotional charge and job demand, not only for their connections with WFC but also for their direct associations with job satisfaction. CONCLUSION: WFC, in health organizations, can contribute to a decrease of nurses' job satisfaction. IMPLICATIONS FOR NURSING MANAGEMENT: Nursing management could achieve its aim of reducing WFC through the improvement of support from nurse coordinators, the specific organization of work models, ad hoc family-friendly policies and individual counselling programmes for nurses.
Authors: Seung-Sup Kim; Cassandra A Okechukwu; Orfeu M Buxton; Jack T Dennerlein; Leslie I Boden; Dean M Hashimoto; Glorian Sorensen Journal: Am J Ind Med Date: 2012-09-27 Impact factor: 2.214
Authors: Stephanie M Mazerolle; William A Pitney; Ashley Goodman; Christianne M Eason; Scott Spak; Kent C Scriber; Craig A Voll; Kimberly Detwiler; John Rock; Larry Cooper; Erica Simone Journal: J Athl Train Date: 2018-08 Impact factor: 2.860