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
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:
17-Nov-2014
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
Note:
Items submitted to a conference/event were evaluated/peer-reviewed at the time of abstract submission to the event. No other peer-review was provided prior to submission to the Henderson Repository.

Full metadata record

DC FieldValue Language
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, MSNen
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.issued2014-11-17-
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
dc.description.noteItems submitted to a conference/event were evaluated/peer-reviewed at the time of abstract submission to the event. No other peer-review was provided prior to submission to the Henderson Repository.-
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