Job Demand, Work-Family Conflict and Nurses' Intention to Leave

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.