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

Friday, 25 July 2014

Li-Chung Pien, RN, MSN
''Department of Nursing'' and ''Institute of Health Policy and Management'', Department of Nursing, Tungs’ Taichung MetroHarbor Hospital, Taichung City, Taiwan, Taiwan


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.


 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).


 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.


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.