Abstract
Session presented on Friday, July 25, 2014:
Purpose: The purpose of this presentation is to understand the distribution of ward nurses's job demand and work-family conflict. And examined their association with intention to leave among ward nurses.
Methods: This study used cross-sectional study design. The study used convenience sampling in a teaching hospital, total interviewed = 154 subjects. Research instruments including basic demographic questionnaire, Chinese Version of the Job Content Questionnaire (C-JCQ) (Cronbach's alpha=.61-.91), Work-Family Conflict Questionnaire (Cronbach's alpha=.909) and intention to leave Questionnaire (Cronbach's alpha=.93).
Results: The results showed that first, subjects mean age was 29.3 years old (SD = 6.1), working years 6.9 years (SD = 5.7). Second, job demand and intention to leave were positive correlation and had statistically significant (r = .395, P <.001). Third, work-family conflict and intention to leave were positive correlation and had statistically significant (r = .347, P <.001). Fourth, in the multiple linear regression models, after adjusting for age, working years, workplace characteristics, when job demand and work-family conflict increases, intention to leave was significantly increased. Multiple regression model can explain intention to leave .302variance. Job demand and work-family conflict are the best predictors of intention to leave.
Conclusion: High job demand and work-family conflict that may make it easier nurses have intention to leave their work. Job demand and work-family conflict were associated with nurses's intention to leave. The results helped hospital managers to understand the underlying factors about nurses's intention to leave. Hospital management class may provide a good working environment and family-friendly policies in the workplace, reduce nurses's turnover intention and the manpower drain.
Sigma Membership
Non-member
Type
Poster
Format Type
Text-based Document
Study Design/Type
N/A
Research Approach
N/A
Keywords:
Intention to Leave, Work-Family Conflict, Job Demand
Recommended Citation
Pien, Li-Chung, "Job demand, work-family conflict and nurses' intention to leave" (2014). INRC (Congress). 114.
https://www.sigmarepository.org/inrc/2014/posters_2014/114
Conference Name
25th International Nursing Research Congress
Conference Host
Sigma Theta Tau International
Conference Location
Hong Kong
Conference Year
2014
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Acquisition
Proxy-submission
Job demand, work-family conflict and nurses' intention to leave
Hong Kong
Session presented on Friday, July 25, 2014:
Purpose: The purpose of this presentation is to understand the distribution of ward nurses's job demand and work-family conflict. And examined their association with intention to leave among ward nurses.
Methods: This study used cross-sectional study design. The study used convenience sampling in a teaching hospital, total interviewed = 154 subjects. Research instruments including basic demographic questionnaire, Chinese Version of the Job Content Questionnaire (C-JCQ) (Cronbach's alpha=.61-.91), Work-Family Conflict Questionnaire (Cronbach's alpha=.909) and intention to leave Questionnaire (Cronbach's alpha=.93).
Results: The results showed that first, subjects mean age was 29.3 years old (SD = 6.1), working years 6.9 years (SD = 5.7). Second, job demand and intention to leave were positive correlation and had statistically significant (r = .395, P <.001). Third, work-family conflict and intention to leave were positive correlation and had statistically significant (r = .347, P <.001). Fourth, in the multiple linear regression models, after adjusting for age, working years, workplace characteristics, when job demand and work-family conflict increases, intention to leave was significantly increased. Multiple regression model can explain intention to leave .302variance. Job demand and work-family conflict are the best predictors of intention to leave.
Conclusion: High job demand and work-family conflict that may make it easier nurses have intention to leave their work. Job demand and work-family conflict were associated with nurses's intention to leave. The results helped hospital managers to understand the underlying factors about nurses's intention to leave. Hospital management class may provide a good working environment and family-friendly policies in the workplace, reduce nurses's turnover intention and the manpower drain.