护理SCI晨读：护士工作与家庭冲突与离职意愿之间的关系：荟萃分析
工作-家庭冲突和离职意愿是显著相关因素，并且与本研究中研究的文化特征相关。
护士工作与家庭冲突与离职意愿之间的关系：荟萃分析
摘要
目标
这项荟萃分析旨在综合和分析探讨护士工作-家庭冲突与离职意愿之间关系。
设计
根据Joanna Briggs Institute指南和PRISMA清单进行。
数据源
从PubMed，PsycINFO，Web of Science，ProQuest和Scopus数据库中检索了2005年至2019年之间总共191种（k = 14）以英语出版的出版物，补充纳入有关离职意向和工作与家庭冲突的灰色文献。
审查方法
总结关于工作与家庭冲突与离职意愿之间关系的研究。
结果
总体效果大小为r = 0.28（N = 5781，95％CI [0.23-0.33]），表明工作家庭冲突与离职意图之间存在中等，积极和重要的关系。中介分析显示，个人主义和长期取向占工作-家庭冲突和离职意向关系的影响大小异质性的90％。
结论
探索工作与家庭冲突与离职意愿之间的相关性，可以为制定策略以提高护士留任率和减轻护士短缺提供指导和建议。人们发现，民族文化，特别是个人主义和长期取向，在这种关系中起着重要的调节作用。高度个人主义的文化和长期发展的取向，对工作与家庭冲突与离职意愿之间的关系产生了越来越小的影响。
影响
工作-家庭冲突和离职意愿是显著相关因素，并且与本研究中研究的文化特征相关。决策者和管理者应考虑这一发现并制定策略，以平衡的工作设计来防止护士短缺。
英文摘要
Aim
This meta‐analytic review aimed to synthesize and analyse studies that explored the relationship between nurses’ work–family conflicts and turnover intentions.
Design
This meta‐analytical review was conducted according to the Joanna Briggs Institute guidelines and PRISMA checklist.
Data Sources
A total of 191 (k = 14) publications published between 2005 and 2019 in English, including grey literature on turnover intention and work–family conflict, were retrieved from PubMed, PsycINFO, Web of Science, ProQuest and Scopus databases.
Review Methods
Studies on the relationship between work–family conflict and turnover intention were summarized.
Results
An overall effect size of r = .28 (N = 5781, 95% CI [0.23−0.33]) was obtained, indicating a moderate, positive and significant relationship between work–family conflict and turnover intention. The moderator analysis showed that individualism and long‐term orientation accounted for 90% of effect size heterogeneity of work–family conflict and turnover intention relationship.
Conclusion
Exploring the correlation between work–family conflict and turnover intention can provide guidelines and recommendations for the development of strategies to promote nurse retention and alleviate the nursing shortage. National culture, particularly individualism and long‐term orientation, were found to play a significant moderator role in this relationship. Cultures that are highly individualistic and have a long‐term orientation have a diminishing effect on the relationship between work–family conflict and turnover intention.
Impact
Work–family conflict and turnover intention are significantly correlated factors regardless of the studies’ cultural characteristics examined in this study. Policymakers and managers should consider this finding and develop strategies that provide a balance‐oriented work design to prevent nurse shortage.
原文链接：
https://onlinelibrary.wiley.com/doi/full/10.1111/jan.14846
不感兴趣
看过了
取消
人点赞
人收藏
打赏
不感兴趣
看过了
取消
010-82736610
股票代码: 872612
京公网安备 11010802020745号
