Work—family conflict is a significant challenge for nurses, as it affects both their personal and professional lives. A comprehensive understanding of the current situation and underlying determinants is essential to promote effective work—life balance.
Objective
The present study investigated work—family conflict and related factors among clinical nurses in Iran.
Methods
This cross-sectional study was conducted on 400 nurses from hospitals in Kashan, Iran, in 2023 via stratified random sampling. Data were collected using the Background Questionnaire, the Coping Strategies Questionnaire, and the Work-Family Conflict Questionnaire. Work—family conflict was rated on a scale of 9 to 45, with a 95% confidence level estimated for the target population. Data analysis was performed via SPSS version 22, employing independent t tests, Mann—Whitney U tests, one-way ANOVA, Kruskal—Wallis tests, correlation coefficients, and multiple linear regression.
Results
The work-family conflict score was 31.598 ± 6.831 (CLM95%: 30.928–32.268). A significant model explained 33.2% of the variance in work—family conflict identified by nine variables: use of coping strategies, willingness to leave the job, workload on the ward, being a native, satisfaction with performance of managers, satisfaction with physical health, job title, employment status, and type of work shift (F = 11.035, p < 0.0001). The variable with the greatest influence was “satisfaction with the performance of managers” (R2 = 0.087).
Conclusions
Work–family conflict is high among nurses in Kashan hospitals. To alleviate this conflict, it is important to improve communication, reduce workload, and provide training on effective coping strategies.
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