Study On The Relationship Of Head Nurses' Work-family Conflict And Subjective Well-being

ObjectiveWith the rapid development of China's health and health care system,More and more requirements are put forward for the development of nursing science.As the leader of nursing work,the head nurse will face greater challenges.Work and family are the two pivots of life,The conflict between the two has become increasingly prominent.The purpose of this study was to understand the relationship between work family conflict and subjective well being of nurses in third grade comprehensive hospitals in Wuhan,Hubei.Analysis the differences in demographic variables,the relationship between head nurses' work family conflict and subjective well-being,and explore the impact of head nurses' work family conflict on subjective well being.To explore perception of work family conflict of head nurses,Put forward measures to reduce the head nurses work family conflict,improve the head nurses subjective well-being,so as to enhance the efficiency of nursing management,promote the development of health service.MethodsThis study includes two parts:quantitative research and qualitative research.In the quantitative research stage.through the literature review,the research objects,variables and measurement tools are determined.A total of 281 head nurses from 5 hospitals in Hubei,Wuhan were selected as the sample by means of convenience sampling.Design demographic variables questionnaire,Basic demographic information for head nurses was measured,The work family conflict scale and subjective well-being scale were used to measure the work family conflict and subjective well-being of the head nurses respectively,Using statistical software SPSS22.0 to analysis the data.In the qualitative research stage,Using the purposive sampling method,12 head nurses who participated in the questionnaire survey at the first stage were selected for semi-structured interviews.Using the Colaizzi seven step analysis to analyze and refine the theme.Results(1)The score of work and family conflict of the head nurses in Wuhan third grade hospital of Hubei province was 51.74±10.40.The highest score of work family conflict based on time was 10.61±2.86,and the lowest score of family work conflict based on stress was 7.04±2.39.(2)The score of subjective well-being of the head nurses in Wuhan third grade hospital of Hubei province was 75.00±11.92,higher than the national norm of women by 71.00±18.00.The highest score of mental dimension was 16.36±4.09,the lowest score of satisfaction and interest in life was 6.81±2.06.(3)There were significant differences in the work family conflict among the nurses with different ages,different working hours,different educational backgrounds,different spouses' qualifications,different spouse' occupations and different children's age.(4)There was a significant negative correlation between work family conflict and subjective well-being,and the correlation coefficient was-0.466.(5)In the regression analysis,the two dimensions of family work conflict based on stress and work family conflict based on stress have significant influence on subjective well-being.(6)Three senses are extracted from the head nurses' perception of the conflict between work and family:conflict perception(Busy work,Dynamic change,overall situation conscciousness),balance method(Family support,Increase efficiency,Weight up the importance),gain method(Positive cognition,Draw the line,Coordinate with each other).ConclusionThe work and family conflict of the head nurses in Wuhan City,Hubei province is in the middle level,the head nurses' subjective well-being is in the middle and upper level,and the head nurses' work family conflict is negatively correlated with subjective well-being.In the work and family conflict of the head nurses,the two dimensions of family work conflict based on stress and work family conflict based on stress have a significant negative predictive effect on subjective well-being.We can improve the head nurses' subjective well-being by optimizing management,adopting feasible suggestions and implementing mitigation strategies to reduce the work and family conflict.