Research Of Developing A Model About The Relationship Between Community Nurses’ Work-family Conflict And Their Attitudes Towards Work

Objectives:To understand the work-family conflict of community nurses’and their attitudes towards job (job satisfaction, organizational commitment, turnover intention), and to develop the structure equation model of the relationship between work-family conflict and attitudes towards job; To explore the interaction between variables; To examine the influence of work-family conflict on attlitudes towards work among community nurses, which contribute to priovide theoretical framework of any intervention to for stablize community nurses forces and improve the management of community nurses.Methods:The present study employed cross-sectional designed study. A stratified-random-cluster sampling method was adopted.574community nurses were recuited from8cities in Hunan Province. Information about demographic data, Work-Family Conflict Scale (WFCQ), Home Health-care Nurses’job satisfaction (HHNJS), Chinese Organizational Commitment Questionaire (COCQ) and Turnover Intention Questionaire (TIQ) were collected from participants. Statistic description, t test, analysis of variance (ANOVA), Pearson correlation analysis and mulitiple hierarchical regression analysis were conducted using SPSS13.0.Confirmatory factor analysis, and construction, modification and evaluation of the structure equation were conducted using AMOS7.0.Results:1. Split-half reliability of each scale was above0.70, and slit-half reliability of dimensions’was from0.70to0.90. Cronbach’s alpha coefficients of these scales were above0.80, especially HHNJS and COCQ were above0.90, which indicated that the scales had good internal consistency. The validity of each scale met measure requirements.2. The average score of work family conflict in community nurses was2.89±0.53. The score of WIF was greater than FIW (t=25.219, P<0.01). ANOVA showed that age, marital status, qualification, working years, caring for old people and children had significant influence on score of WIF (P<0.01), but only caring for old people and children had significant influence on score of FIW (P<0.05).3. The average score of organizational commitment was2.94±0.52, which is lower than the medium level; Job satisfaction was3.38±0.53.Turnover intention was2.58±0.65.4. The final model showed that x2/df<5, CFI、IFI were above0.90, GFI was close to0.90, RMSEA<0.50. WIF and FIW negatively associated with job satisfaction, the path coefficient were-0.27and-0.42respectively; FIW had siganificant negative influence on organizational commitment, while WIF did not; WIF had significantly positive influence on turnover intention, while FIW is not. Both of them influenced turnover intention by job satisfaction and organizational commitment indirectly.Conclusions:1, The overall work-family conflict in community nurses was lower than the medium level, but WIF was higher than FIW.2. Community nurses’job satisfaction was fair, but their organizational commitment was low, turnover intention was high, which indicated that community nursing team was not stable.3. Community nurses who were married, older than25, with longer working years, higher qualification and had independent family members had severe work-family conflict.4. The model of the relationships between work famliy conflict and attitudes towards work showed good fit index. Work family conflict had negative effect on job satisfaction and organizational commitment, but positively predicted turnover intention. And it affected turnover intention indirectly through the mediating variables of job satisfaction and organizational commitment.