Identifying work‐related factors associated with work–family conflict of care workers in nursing homes: A cross‐sectional study

Abstract

AbstractAimsTo investigate which work‐related factors are associated with work–family conflict of care workers in nursing homes, this study aimed to: (a) describe the prevalence of work–family conflict of care workers in nursing homes and (b) assess the association of work‐related factors with work–family conflict.DesignCross‐sectional multicentre sub‐study based on data from the Swiss Nursing Homes Human Resources Project 2018.MethodsData were collected between September 2018 and October 2019. Work–family conflict of care workers was assessed with the Work–Family Conflict Scale (range 1–5). Prevalence was described in percentages. We used multilevel linear regression to assess the association of time‐based factors (working overtime or during one's free time, employment percentage, presenteeism, shift working) and strain‐based factors (staffing adequacy, leadership support) with work–family conflict.ResultsOur study sample consisted of 4324 care workers working in a total of 114 nursing homes. Overall, 31.2% of respondents stated to have experienced work–family conflict (>3.0 on the Work–Family Conflict Scale). The overall mean score of the study sample for work–family conflict was 2.5. Care workers experiencing presenteeism 10 or more days per year showed the highest scores for work–family conflict (mean: 3.1). All included predictor variables were significant (p < .05).ConclusionWork–family conflict is multifactorial. Possible intervention points to tackle work–family conflict could be strengthening care workers' influence in planning work schedules, enabling flexible planning to ensure adequate staffing, lowering presenteeism and implementing a supportive leadership style.ImpactCare workers' jobs become less desirable when workplace demands interfere with family life. This study highlights the multifaceted nature of work–family conflict and suggests intervention options to prevent care workers from experiencing work–family conflict. Action is needed at nursing home and policy level.