Work - Family Conflict of Nurses in Thoen Hospital, Lampang Province
Keywords:
work - family conflict, nurseAbstract
Work-family conflicts affect nurse's work efficiency and family duties. The purpose of this descriptive study was to explore the level of work-family conflict and methods to reduce work-family conflict of nurses in Thoen Hospital, Lampang Province. Population was 62 nurses with at least 1 year working experience. The tools used in the study were 1) a multi-dimensional family-to-family conflict measurement (Carlson, Kacmar, & Williams, 2000) which was translated into Thai by the researcher. The Cronbach’ s alpha coefficient of an instrument was 0.97, 2) open-ended questions regarding methods to reduce work-family conflict which have been reviewed for coverage, consistency and question order from experts. Data was analyzed by using frequency, percentage, range, mean, and standard deviation.
The results of study revealed that:
- Nurses in the Thoen Hospital, Lampang Province, had work - family conflicts regarding work interferes with families caused by time and stress at moderate levels, and had work - family conflicts regarding work interferes with families caused by behavior at a low level. The work - family conflicts regarding family interferes with work caused by time, stress and behavior were at low levels.
- Methods for reducing work-family conflicts were: reducing the workload of nurses, increasing the happiness of working of nurses, and educating nurse to improve skills for dealing with work-family conflicts.
Results of this study can be used as baseline information for nursing administrator to prevent and reduce work - family conflicts among nurses in order to obtain good quality of life and improve work efficiency of nurses.
References
Administration department. (2018). Annual summary report 2018. Lampang: Administration Department, Thoen Hospital. (In Thai)
Boonkuna, t., Wannalai, U., & Pinprapapan, E. (2017). Predicting factors of job stress on job retention among registered nurses in in-patient units, Lampang Hospital. Journal of health science research, 11(1), 33-42. (In Thai)
Boonmong, W. (2009). Relationships between adversity quotient, job characteristics, work family conflict, and joy at work of staff nurses, hospital under the jurisdiction of the ministry of defense (Master’s thesis, Chulalongkorn University). (In Thai)
Carlson, D. S., Kacmar, K. M., & Williams, L. J. (2000). Construction and Initial Validation of a Multidimensional Measure of Work–family conflict. Journal of Vocational Behavior, 56(2), 249–276.
Camerino, D., Sandri, M., Sartori, S., Conway, P. M., Campanini, P., & Costa, G. (2010). Shiftwork, work-family conflict among Italian nurses, and prevention efficacy. Chronobiology International, 27(5), 1105-1123.
Chamsuk, P. (2013). The Relationship between Job Satisfaction, Work and Family Interrole Conflict and Life Satisfaction of Nurses in Private Hospitals (Master’s thesis, Srinakharinwirot University). (In Thai)
Diener, E. (2009). Frequently Asked Questions (FAQ’s) about Subjective Well being (Happinessand Life Satisfaction): A Primer for Reporters and Newcomers. Retrieved from http://www.psych.uiuc.edu/~ediener/faq.html, em. 2007.23.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of Conflict between Work and Family Roles. The Academy of Management Review, 10(1), 76-88.
Greenhaus, J. H., Collins, K. M., & Shawc, J. D. (2002). The relation between work–family balance and quality of life. Journal of Vocational Behavior, 63(3), 510–531.
Gonnelli, C., Agus, M., & Raffagnino, R. (2018). Work-Family Conflict in Nursing: The Role of Work Schedules, Familial Antecedents and Emotional Regulation. Open Journal of Medical Psychology, 7, 123-147.
Kochasenee, D. (2006). Work-Family conflict and life satisfaction of employed married adult in Bankok (Master’s thesis, Chulalongkorn University). (In Thai)
Leineweber, C., Westerlund, H., Chungkham, H. S., Lindqvist, R., Runesdotter, S., & Tishelman, C. (2014). Nurses' practice environment and work-family conflict in relation to burn out: a multilevel modelling approach. PLoS One, 9(5), e96991.
Litwin, G. H., & Stringer, R. A. (1968). Motivation and organizational climate. Boston: Harvard Business.
Nantsupawat, R., Wichaikhum, O., & Nantsupawat, A. (2010). The Relationship between Nurses’ Extended Work Hours and Patient, Nurse, and Organizational Outcomes in General Hospital. Nursing journal, 41(4), 58-69. (In Thai)
Thoen Hospital, Nursing department. (2018). Annual summary report 2018. Lampang: Nurse Organization, Thoen Hospital. (In Thai)
Perodeau, G., Paquette, S., Brissette, L., St-Pierre, C., Bernier, D., & Duquette, A. (2001). Health Professional in part-time employment: The challenge of balancing work and family. Canadian Journal of community Mental Health, 20(1), 53-74.
Srisuphan, W., Chanprasit, C., & Sngounsiritham, U. (2020). Associate Professor Praneet Sawasdiraksa: Nursing Leader Building Professional Advance. Nursing journal, 47(1), 467-477. (In Thai)
Supamanee, T., Kunaviktikul, V., & Keitlertnapha, P. (2014). Nurses’ Extended Work Hours and Nurse Outcomes in Community Hospitals. Nursing journal, 41(extra), 48-58. (In Thai)
Thailand Nursing Council. (2012). The Nursing and Midwifery Profession Act 1985 and amended by the Nursing and Midwifery Profession Act (No.2). Bangkok: Gold Point.
Wang, M. L., & Tsia, L. J. (2014). Work-Family Conflict and Job Performance in Nurses: The Moderating Effects of Social Support. Journal of Nursing Research, 22(3), 200-207.
Yildirim, D., & Aycan, Z. (2008). Nurses' work demands and work-family conflict: A questionnaire survey. International Journal of Nursing studies, 45(9), 1366-1378.
Yuthvoravit, S. (2007). Conflict management at work: Experiences of head nurse (Master’s thesis, Chulalongkorn University). (In Thai)
Downloads
Published
How to Cite
Issue
Section
License
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของวารสารพยาบาลสาร
ข้อความที่ปรากฏในบทความแต่ละเรื่องในวารสารวิชาการเล่มนี้เป็นความคิดเห็นส่วนตัวของผู้เขียนแต่ละท่านไม่เกี่ยวข้องกับมหาวิทยาลัยเชียงใหม่ และคณาจารย์ท่านอื่นๆในมหาวิทยาลัยฯ แต่อย่างใด ความรับผิดชอบองค์ประกอบทั้งหมดของบทความแต่ละเรื่องเป็นของผู้เขียนแต่ละท่าน หากมีความผิดพลาดใด ๆ ผู้เขียนแต่ละท่านจะรับผิดชอบบทความของตนเองแต่ผู้เดียว
