2.50
Hdl Handle:
http://hdl.handle.net/10755/335418
Category:
Full-text
Type:
Presentation
Title:
Job Demand, Work-Family Conflict and Nurses' Intention to Leave
Author(s):
Pien, Li-Chung
Lead Author STTI Affiliation:
Non-member
Author Details:
Li-Chung Pien, RN, MSN, starsky5202001@yahoo.com.tw
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.
Keywords:
Intention to Leave; Work_Family Conflict; Job Demand
Repository Posting Date:
17-Nov-2014
Date of Publication:
11 ; 11
Other Identifiers:
INRC14PST91
Conference Date:
2014
Conference Name:
25th International Nursing Research Congress
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Hong Kong
Description:
International Nursing Research Congress, 2014 Theme: Engaging Colleagues: Improving Global Health Outcomes. Held at the Hong Kong Convention and Exhibition Centre, Wanchai, Hong Kong

Full metadata record

DC FieldValue Language
dc.language.isoen_USen_GB
dc.language.isoenen
dc.type.categoryFull-texten
dc.typePresentationen
dc.titleJob Demand, Work-Family Conflict and Nurses' Intention to Leaveen
dc.contributor.authorPien, Li-Chungen
dc.contributor.departmentNon-memberen
dc.author.detailsLi-Chung Pien, RN, MSN, starsky5202001@yahoo.com.twen
dc.identifier.urihttp://hdl.handle.net/10755/335418-
dc.description.abstractSession 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.en
dc.subjectIntention to Leaveen
dc.subjectWork_Family Conflicten
dc.subjectJob Demanden
dc.date.available2014-11-17T13:52:00Z-
dc.date.issued11/17/2014-
dc.date.issued11/17/2014en
dc.date.accessioned2014-11-17T13:52:00Z-
dc.conference.date2014en
dc.conference.name25th International Nursing Research Congressen
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen
dc.conference.locationHong Kongen
dc.descriptionInternational Nursing Research Congress, 2014 Theme: Engaging Colleagues: Improving Global Health Outcomes. Held at the Hong Kong Convention and Exhibition Centre, Wanchai, Hong Kongen
All Items in this repository are protected by copyright, with all rights reserved, unless otherwise indicated.