Work-Family Conflict and Job Performance in Nurses: The Moderating Effects of Social Support

醫院護理人員的工作家庭衝突與工作績效－社會支持之干擾效果

王美玲(Mei-Ling Wang) ； 蔡麗珍(Li-Jane Tsai)

《The Journal of Nursing Research》 22卷3期 (2014/09) Pp. 200-207

https://doi.org/10.1097/jnr.0000000000000040

摘要

背景　近來大量女性投入勞動市場，傳統全職工作的父親、全職家庭主婦的母親之家庭模式漸漸式微，取代的是雙職家庭型態。護理人員通常在家庭與工作中扮演雙重角色，且希望能在兩者中取得平衡，故有「工作—家庭衝突」問題。目的　本研究旨在檢測護理工作情境中，工作—家庭衝突與工作績效間關係，並探討不同社會支持來源對其干擾之效果。方法　本研究使用自評式問卷，為避免共同方法變異問題，研究資料分兩個不同時間點收集。研究對象為台灣五家醫院護理人員，共發出520份問卷，回收501份，有效問卷495份。統計分析則主要使用階層迴歸方法。結果　（一）護理人員「家庭衝突工作」程度對其工作績效具負向影響；（一）「工作衝突家庭」程度對其工作績效則無顯著影響；（三）朋友支持將強化「家庭衝突工作」對工作績效的負向影響；（四）同事支持將弱化「工作衝突家庭」與工作績效間之關係。結論／實務應用　研究結果希望對於護理管理者、醫院組織與未來研究有所幫助。醫院組織、護理部門應建立工作家庭平衡的組織文化，且制訂符合護理人員所需的人力資源管理策略，以降低工作家庭之衝突。

關鍵字

工作－家庭衝突 ； 工作績效 ； 社會支持

並列摘要

Background: A large number of women are employed in the labor market. This phenomenon has widely supplanted the traditional family model of full-time working fathers and full-time housewives with the dual-income family model. Most nurses have both family and work responsibilities and hope to balance these two aspects of their lives. Work-family conflict (WFC) is thus a significant issue faced by professional nurses. Purposes: This study examines the relationship between WFC and job performance in the nursing context and explores the moderating effects of different sources of social support. Methods: This study questionnaire used a self-reporting scale. To avoid common method variance, research data were collected at two time points. Five hundred twenty questionnaires were sent to nurses working at five hospitals in Taiwan, and 501 were returned, of which 495 were valid and used in analysis. Hierarchical regression analysis was used to test study hypotheses. Results: Study findings were (a) degree of family-to-work conflict influenced job performance negatively, (b) level of WFC did not significantly affect job performance, (c) support from friends strengthened the negative effect of family-to-work conflict on job performance, and (d) support from coworkers weakened the relationship between WFC and job performance. Conclusions/Implications for Practice: It is hoped that the findings of this study will be useful for nursing managers, organizations, and future research. Hospital organizations and nursing departments have a positive role to play in fostering an organizational culture that helps its staffs balance work and family responsibilities. A strategy of human resource management that is consistent with the demands of nurses may help reduce WFC.

並列關鍵字

work-family conflict ； job performance ； social support

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