A study of the determinants of work‐to‐family conflict among hospital nurses in Belgium

E-ISSN： 1365-2834|23|7|898-909

ISSN： 0966-0429

Source： JOURNAL OF NURSING MANAGEMENT, Vol.23, Iss.7, 2015-10, pp. : 898-909

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Abstract

AimsThis study examines the relative impact of three sources of work‐to‐family conflict among hospital nurses: work–family policy use (childcare assistance, schedule flexibility, part‐time work), job dimensions (work overload, job autonomy, overtime hours, night shifts, regularity in type of shift, weekend work, hierarchical position, variation in tasks) and organisational support (physician/co‐worker support).BackgroundMany studies claim that organisational support and job dimensions are more important sources of work‐to‐family conflict than work–family policy use, a relation that has not been fully investigated. This study attempts to fill this gap by empirically assessing the relative impact of these sources on nurses' work‐to‐family conflict.MethodsFour hundred and fifty three Belgian nurses completed a web survey. The sources of work‐to‐family conflict were analysed using a hierarchical linear regression.ResultsOrganisational support influences work‐to‐family conflict, above and beyond work–family policy use and job dimensions, while policy use has no influence. Physician and co‐worker support have a unique decreasing effect, while work overload and overtime hours increase work‐to‐family conflict.ConclusionsOrganisational support, lack of work overload and absence of overtime hours reduce work‐to‐family conflict, whereas work–family policy use does not.Implications for nursing managementTo retain and attract nurses by reducing work‐to‐family conflict, hospitals should not (only) rely on work–family policies but should also invest in organisational support and adapted job dimensions.