Volume 7, Issue 4 (spring 2022)
SJNMP 2022, 7(4): 77-90 |
Back to browse issues page
Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
Jafari N, Heidari A, Zhiani Asgharzadeh A, Khatirnamani Z. Investigating the relationship between work-family conflict and the desire to stay in the job from the perspective of employees of comprehensive health service centers in Gorgan. SJNMP 2022; 7 (4) :77-90
URL: http://sjnmp.muk.ac.ir/article-1-473-en.html
URL: http://sjnmp.muk.ac.ir/article-1-473-en.html
1- Health Management and Social Development Research Center, Golestan University of Medical Sciences
2- Health Management and Social Development Research Center, Golestan University of Medical Sciences , alirezaheidari7@gmail.com
2- Health Management and Social Development Research Center, Golestan University of Medical Sciences , alirezaheidari7@gmail.com
Abstract: (957 Views)
Background & Aim: Work-family conflict leads to reduced productivity, increased employee tardiness, absenteeism, reduced work and organizational commitment. This study aimed to determine the relationship between work-family conflict and the desire to stay in the job from the perspective of employees of comprehensive health service centers in Gorgan.
Materials & Methods: This descriptive- analytic, cross-sectional study was conducted in 2021. 344 employees of Comprehensive Health Service Centers in Gorgan participated in the study. After sampling by stratified random method, Nete Meyer work-family conflict questionnaire and the tendency to stay in the job of Wiener & Vardi were collected and with the help of descriptive and inferential statistical methods in SPSS-23 software at a significance level of 0.05 Were analyzed.
Results: The mean of work-family conflict was 32.77 ±10.32. The mean of work-family conflict (16.97 ±7.31) was higher than family-work conflict (15.80 ±6.55), (P = 0.014). The mean desire to stay in the staff of comprehensive health service centers was strong (13.17 ± 3.51). 9.3 percent tended to stay in a weak job, 33.4% had a moderate tendency and 57.3 percent had a strong tendency. There was a significant weak and inverse correlation between the overall score of work-family conflict with the tendency to stay in the job (P <0.001).
Conclusion: The rate of work-family conflict in this study was moderate to low. The desire to stay on the staff of Gorgan Comprehensive Health Service Centers was evaluated as strong.
Materials & Methods: This descriptive- analytic, cross-sectional study was conducted in 2021. 344 employees of Comprehensive Health Service Centers in Gorgan participated in the study. After sampling by stratified random method, Nete Meyer work-family conflict questionnaire and the tendency to stay in the job of Wiener & Vardi were collected and with the help of descriptive and inferential statistical methods in SPSS-23 software at a significance level of 0.05 Were analyzed.
Results: The mean of work-family conflict was 32.77 ±10.32. The mean of work-family conflict (16.97 ±7.31) was higher than family-work conflict (15.80 ±6.55), (P = 0.014). The mean desire to stay in the staff of comprehensive health service centers was strong (13.17 ± 3.51). 9.3 percent tended to stay in a weak job, 33.4% had a moderate tendency and 57.3 percent had a strong tendency. There was a significant weak and inverse correlation between the overall score of work-family conflict with the tendency to stay in the job (P <0.001).
Conclusion: The rate of work-family conflict in this study was moderate to low. The desire to stay on the staff of Gorgan Comprehensive Health Service Centers was evaluated as strong.
Type of Study: Research |
Subject:
General
Received: 2022/02/23 | Revised: 2022/06/20 | Accepted: 2022/05/31 | Published: 2022/05/31 | ePublished: 2022/05/31
Received: 2022/02/23 | Revised: 2022/06/20 | Accepted: 2022/05/31 | Published: 2022/05/31 | ePublished: 2022/05/31
Send email to the article author
| Rights and permissions | |
 |
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License. |
