View of Influence of Work-Family Conflict on the Level of Self-Efficacy of Female Nurses at Teaching Hospitals in Al-Nasiriyah City.

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Annals of R.S.C.B., ISSN:1583-6258, Vol. 25, Issue 6, 2021, Pages. 6123 - 6129 Received 25 April 2021; Accepted 08 May 2021.

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Influence of Work-Family Conflict on the Level of Self-Efficacy of Female Nurses at Teaching Hospitals in Al-Nasiriyah City.

Reem Abdul-kareem Hendee¹,Wissam Jabbar Qassim²

1M.Sc. Student, University of Baghdad, College of Nursing, Community Health Nursing Department, and Academic Nurse in Ministry of Health and Environment at Thi-Qar Health

Directorate, Province Thi-Qar , Iraq

Email:[email protected]

2 Assist. Professor PhD, University of Baghdad, College of Nursing, CommunityHealth Nursing Department, Iraq., Email: [email protected]

Abstract

Aimed this study to determine the Influence of work -family conflict on the level of Self- efficacy in female Nurses and to identify the level of work -family conflict in Female’s Nurses at Teaching Hospitals in Al-Nasiriyah city.A descriptive study design that conducted at Teaching Hospitals of Al-Nasiriyah City in period from (November 1^st 2020 to April 1^st 2021). In order to find influence of work family conflict of Self-efficacy of female Nurses.A purposive non probability sample of (200)Nurses, who work in Al-Nasiriyah Teaching Hospitals in Iraq. Data are collected through using a questionnaire designed and developed for the purpose of the study.The researcher recommended based on the findings of current study that Initiating training program especially for newly working Nurses and graduate preparatory Nurses that aim to teach them to handle work family conflict and increase the level of self-Efficacy.

Keywords:Work-Family Conflict, Self-Efficacy, Female Nurses

Introduction:

Work interfering with family (WIF) and family interfering with work (FIW) has been described by science as two concepts distinct but interconnected kind from conflict. WIF is described as an inter-role conflict arising when workers are subjected to increasing work pressures that interfere with their family responsibilities, so the employees are subjected to undue

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job stresses that interfere with their success in the family, which is described as an inter-role dispute. FIW happens when an employee is overworked[1].WFC can happens in two forms:

work interfering with family it symbolizes it (WIF) and family interfering with work it called (FIW)[2]. WFC can be divided into two distinct life domains. But, WIF is a type of interfering conflict in which work responsibilities obstruct family performance, while FIW is a type of interfering conflict in which family domain obstruct work performance [3].Many work-related problems, such as organizational and professional discontent, as well as quitting the profession, have been reported also workload, stresses, scheduling, shift work, and other aspects of nursing work[4]. Work-family and family-work conflict affects the often conflicting positions Nurses play in their workplaces and in their communities[5].

Methodology:

Ethical consideration

The researcher familiarized the study participants with the overall goal of the study and confirmed participants that the confidentiality of their data will safeguarded and securely sustained during and following study participation.

Design and setting of study

A descriptive design, which is using the correlational approach, study is conducted at Teaching Hospitals in Al-Naysiriah City in Iraq from the period of the November 1^st 2020 to April 1^st 2021. These hospitals are considered the most appropriate settings in which subject for the study can be selected.

Instrument of study

A questionnaire consist of (3) parts. The first part is socio -demographic characteristics second part Self-efficacy scale, andthe third part of the questionnaire is work family conflict scale.

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Statistical Analysis

The data of the current study are analyzed through the use of a statistical package of social sciences (SPSS) version 25 application Statistical analysis system. The following approaches are used in order to analyze and evaluate the results of the study. The researchers use descriptive and inferential data analysis to obtain study results.

Results

Table (1): Distribution of the (200) Nurses According to the Demographical Characteristics:

Basic Information Groups Frequency Percent

Age groups

20 – 25 99 49.5

26 – 30 84 42.0

31 – 35 7 3.5

36 – 40 8 4.0

41 and more* 2 1.0

Total 200 100.0

x ̅ ∓S.D. 26.5 ± 0.813

Nursing Qualification

Nursing school 67 33.5

Medical institute 44 22.0

College graduated or more 89 44.5

Total 200 100.0

Years of Nursing Service

1-5 134 67.0

6-10 46 23.0

11-15 13 6.5

16-20 4 2.0

21 and more 3 1.5

Total 200 100.0

Freq.=Frequencies, %=Percentages,𝑥 ∓ 𝑆. 𝐷 =Arithmetic Mean and Std. Dev. (S.D.)

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Table (2): Distribution the Level of Evaluation General Self-Efficacy Scale (GSE) of Study Sample:

Scale MS Level of

Evaluation Frequency Percent

General Self- Efficacy Scale

( 14-23) Low 0 0.00

(24.-33) Moderate 100 50.0

(34-42) High 100 50.0

Total 200 100.0

Level of evaluation low, moderate and high

This table shows the distribution of general self-efficacy scale (GES) of all study sample which reveal the majority of study sample which divided equally (50.0%) moderate and (50.0%) high level of self-efficacy

.

Table (3): Distribution the Level of Evaluation Nurses Work and Family Conflict Scale WAFCS of Study Sample:

Scale MS Level of

Evaluation Frequency Percent

Nurses Work and Family Conflict Scale

(16-26) Low 13 6.5

(27 - 37) Moderate 187 93.5

(38 – 48) High 0 0.00

Total 200 100.0

Level of evaluation low, moderate, and high.

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This table show the distribution of Nurses Work and Family Conflict Scale WAFCS of all study sample which reveal the majority of study sample which moderate level of

evaluation and account for 187 (93.5%) of all study sample.

Table (4): Influence ofNurses Work and Family Conflict Scale (WAFCS) on the level of General Self-efficacy Scale (GSE) in Female Nurses for Sample:

Scales Mean ±S.D. N df T P.

value Sig

Work-Family Conflict 1.9453±0.46817 200

199 10.588 0.007 S

Self-efficacy 2.3993±0.30651 200

x ∓ S. D.=Arithmetic Mean (x ) and Std. Dev. (S.D.), d.f. = degree of freedom, P = probability value. , NS : Non Significant at P ≥ 0.05 , S : Significant at P < 0.05 T=t test , N=Number of sample.

Discussion

Table (1) Show the majority of participantswere within age group of (20-25), majority of themwere single, have college graduated, and were between (1-5 years) years of services in nursing. This result is consistent with descriptive study was conducted in India who has found majority of respondents between20-30 years old [6]. The descriptive survey design in Nigeriafound the majority of the respondents had bachelor degreeand half of the respondents had between 1-5 years of work experience[7]. Concerning thelevel of general Self-efficacy participanthas (Moderate) to (High) level

.

This result can be attributed that most nurses college graduate and have experience at least one year make her high efficiency belief ,skills in her job and despite the existence of conflicts, nurses are able to bear the burdens of work and family with high efficiency.

This result consistent with a study conducted in Nigeria who reported the respondents possess the ability to successfully handled or mange home affair with their work without any problem or each interfering with the other and self-efficacy level was still very high [7].

The participants have (Moderate) level of Nurses work and family conflict. This can be attributed most of participants are newly employed and experience conflict because poor role

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distribution between house and working environment and low level of cooperation among staff and lack of justice from nursing manager

This result consistent with a study conducted in Egypt the Types and Levels ofConflicts Experienced by Nurses in the Hospital Settings revealed that Nurses experienced a moderate level of conflict [8].The study revealed significance relationship between Nurses work and family conflict at (P=0.007). This result consistent with correlation type of descriptive survey design in Nigeria who has found a significant relationship between self-efficacy and work family conflict [7].

Conclusions

The current study concluded that Nurses experienced moderate level of conflict and moderate to high level self-efficacy. There is significant relationship between work family conflict and self-efficacy.

Recommendation

Nurses in selected hospitals need to initiate training program especially for newly working Nurses and graduate preparatory Nurses that aim to teach them to handle work family conflict and increase self-efficacy.

References

1. Byron, K. (2005). A meta-analytic review of work–family conflict and its antecedents. Journal of Vocational Behavior, 62, 169–198.https://doi.org/10.1016/j.jvb.2004.08.009

2. Frone, M. R. (2003). Work-family balance. In J. C. Quick & L. E. Tetrick (Eds.), Handbook of occupational health psychology (p. 143–162). American Psychological Association. https://doi.org/10.1037/10474-007

3. Mesmer-Magnus, J. R., & Viswesvaran, C. (2005). Convergence between measures of work-to family and family-to-work conflict: A meta-analytic examination. Journal of Vocational Behavior, 67, 215–232.DOI:10.1016/j.jvb.2004.05.004

4. Leineweber, C., Westerlund, H., Chungkham, H. S., Lindqvist, R., Runesdotter, S., &

Tishelman, C. (2014). Nurses’ practice environment and work-family conflict in relation IAFOR

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Journal of Psychology & the Behavioral Sciences Volume 3 – Issue 1 – Summer 2017 82 to burnout: A multilevel modelling approach. PLoS ONE 9(5), e96991.

https://doi.org/10.1371/journal.pone.0096991

5. Eby, L., Casper, W., Lockwood, A., Bordeaux, C., & Brinley, A. (2005). Work and family research in IO/OB: Content analysis and review of the literature (1980-2002). Journal of Vocational Behavior. 66, 124-197.DOI:10.1016/j.jvb.2003.11.003

6. Aboobaker, N., Edward, M., & Zakkariya, K. A. (2019). Workplace spirituality, employee wellbeing and intention to stay. International Journal of Educational Management.‏DOI:10.1108/IJEM-02-2018-0049

7. Iyoro, A. O., Shorunke, O. A., & Akinola, A. O. (2015). Demographic Variables, Self-Efficacy and Work-Family Conflict among Women Librarians in Ondo State Nigeria. International Research: Journal of Library and Information Science, 5(1).‏http://irjlis.com/wp- content/uploads/2015/06/10-IR-267.pdf

8. Higazee, M. Z. A. (2015). Types and levels of conflicts experienced by Nurses in the hospital settings. Health Science Journal, 9(6), 1.‏https://www.hsj.gr/medicine/types-and-levels-ofconflicts-experienced-by-Nurses-in-the-hospital-settings.php?aid=7838