Predictors and outcomes of work–family conflict among nurses

Background: Work–family conflict, an issue important to nursing management, has been examined extensively worldwide. With an increasing number of nurses leaving and intending to leave the country, and considering the traditional family arrangement, it is increasingly relevant to examine the precursors and outcomes of work–family conflict among Filipino nurses. Aim: To identify the predictors of work–family conflict and its relationship to Filipino nurses’ work outcomes and perceived quality of care. Methods: A descriptive research design was utilized to collect data from one thousand one hundred (n = 1010) registered nurses with more than three months of experience working in the hospital using the Work–Family Conflict Scale, Job Satisfaction Index, Perceived Stress Scale, the two single-item measures of turnover intention, and a single-item measure of care quality. Results: Filipino nurses experience moderate levels of work–family conflict. Nurses’ age, education, facility size, and hospital location predicted work–family conflict. Work–family predicted job satisfaction, job stress, intention to leave the organization, and perceived quality of care. Conclusions: In accordance with international studies, Filipino nurses experience significant levels of work–family conflict. Addressing work–family conflict may result in improved work outcomes and increased care quality rating. Implications for nursing practice and policy: Organizational measures to address work–family conflict in nurses should take into account the different predictors identified, particularly those that are modifiable. Nurses’ work outcomes and care quality can be improved by employing empirically based measures to effectively address work–family conflict.