بررسی عوامل سازمانی مؤثر بر تعارض نقش شغلی وخانوادگی پرستاران زن در دوران بیماری کرونا (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
هدف پژوهش حاضر، بررسی عوامل سازمانی مؤثر بر تعارض نقش شغلی و خانوادگی پرستاران زن در دوران بیماری کرونا است. در این پژوهش از روش پیمایش استفاده شد. جامعه آماری پژوهش شامل زنان پرستار شهرستان جیرفت در بیمارستان های دولتی و خصوصی به تعداد 100 نفر بود که به روش سرشماری انتخاب گردیدند. به منظور جمع آوری اطلاعات از پرسشنامه استاندارد عوامل سازمانی و تعارض نقش شغلی و خانوادگی استفاده شد. روایی آن ها از طریق روایی صوری و پایایی آن ها از طریق آلفای کرونباخ بررسی و تأیید شد. نتایج تحلیل رگرسیون نشان داد از بین عوامل سازمانی، تعهد سازمانی مهم ترین پیش بینی کننده تعارض نقش شغلی و خانوادگی زنان شاغل بود (965/3-=t ،456/0-=β). نتایج به دست آمده از آزمون الگو نشان داد بین تعارض نقش با عدالت سازمانی (001/0>p، 47/0=β)، امکان ارتقای نقش (001/0>p، 44/0=β)، درگیری شغلی (001/0>p، 73/0=β)، تعهد سازمانی (001/0>p، 68/0=β)، احساس گرانباری نقش (001/0>p، 13/0=β)، حمایت اجتماعی مافوق (001/0>p، 7/0=β)، حمایت اجتماعی همکاران (001/0>p، 63/0=β) و رضایت شغلی (001/0>p، 62/0=β) رابطه منفی و معنی داری وجود دارد. ضریب رگرسیون بین عوامل سازمانی با تعارض نقش شغلی و خانوادگی برابر با 31/0- بود بدین معنی که به ازای یک واحد افزایش در عوامل سازمانی، تعارض نقش شغلی و خانوادگی زنان شاغل معادل 31/0 واحد انحراف معیار کاهش پیدا خواهد کرد.Investigating the Organizational Factors Affecting the Conflict between the Occupational and Family Role of Female Nurses during coronavirus
The present study aimed to investigate the organizational factors influencing the conflict between professional and family roles among female nurses during the COVID-19 pandemic. A survey method was used, and the study population included 100 women nurses from both public and private hospitals in Jiroft city, selected through the census method. The standard questionnaire used to collect data on organizational factors and work-family role conflicts was validated through face validity, and reliability was assessed through Cronbach's alpha. Results from regression analysis showed that the most important predictor of work-family role conflict among working women was organizational commitment (t=-3.695, β=-0.456). The model test demonstrated that organizational justice (β=0.47, p < 0.001), possibility of role promotion (β=0.44, p < 0.001), job involvement (β=0.73, p<0.001), organizational commitment (β=0.68, p<0.001), feeling of role importance (β=0.13, p<0.001), superior social support (β=0.7, p<0.001), coworkers' social support (β=0.63, p<0.001) and job satisfaction (β=0.62, p<0.001) had a negative and significant relationship with work-family role conflict. The regression coefficient between organizational factors and work-family role conflict was -0.31, indicating that a one-unit increase in organizational factors decreased work-family role conflict of working women by 0.31 standard deviation units.
Role Conflict, Job Satisfaction, Social Support, Organizational Commitment, Job Conflict.
Introduction
In late 2019, the Covid-19 or coronavirus disease first emerged in China, and on March 11, 2020, it was declared a pandemic by the World Health Organization (Jiminez et al., 2020: 61). This disease has affected the professional and personal lives of many individuals, including nurses who are often faced with work-family conflicts. In the past, it was believed that work and family operated independent of one another and should be studied separately. However, this view has been replaced with the recognition that work and family roles are interdependent, meaning that work environment factors can affect family life, and family issues can affect work life (Boyar, 2018: 216). The coronavirus crisis in Iran has made nurses frontline soldiers in the fight against the pandemic. The challenge of fighting this disease, coupled with family's expectations of the nurses' role, has caused turbulent and complex lives. Hence, this study aimed to examine the conflict between professional and family roles and the organizational factors affecting it among female nurses in Shahrjiroft.
Methodology
The current research is a descriptive study that uses a correlation method. The sociostatistical population of the study includes 100 female nurses in Jiroft city, with 83 working in public hospitals (Imam Khomeini and Kashani) and 17 in a private hospital (Qaim). Due to the small size of the population, the researcher used the census method to sample the entire population, resulting in a sample size of 100 people. To collect data and measure variables, two questionnaires were used: one for organizational factors affecting work-family role conflict and the other for measuring work-family conflict. The reliability of the work-family conflict questionnaire was 0.932, and for the organizational factors questionnaire effective in the conflict between work and family roles, it was 0.927.
Findings
The results of the study revealed that among the variables of organizational factors, job conflict had the highest average rating while the possibility of role promotion component had the lowest average rating. In terms of job and family role conflicts, time-based conflict had the highest average rating, while behavior-based conflict had the lowest average rating. The variance analysis of the regression model between organizational factors and work-family role conflict of female nurses indicated a significant linear relationship between organizational factors and work-family role conflicts, with all the variables included in the model explaining 15.5% of the variance. Organizational commitment was found to be the most important predictor of work-family role conflict among female nurses. The model test showed a negative and significant relationship between organizational factors and work-family role conflicts, with every one-unit increase in organizational factors leading to a 0.31 standard deviation decrease in work-family role conflicts among female nurses.
Result
The variable of organizational commitment was found to be the most significant predictor of work-family role conflict among female nurses in the present study, which is consistent with the findings of Mortazavi and Parhehi (2019). The study also revealed that improved organizational factors were negatively and significantly correlated with work-family role conflict in nursing women, indicating that enhancing organizational factors could reduce the level of work-family role conflict in nursing women. This finding is consistent with the findings of other studies, such as Saif et al. (2013), Salahian et al. (2018), and Kasper et al. (2018). It has been more than two years since the outbreak of the COVID-19 pandemic in Iran, and the current conditions have caused the medical staff, including nursing staff, to become exhausted and tired. Neglecting the demands of nurses can deprive them of their motivation and job satisfaction, leading to migration of nurses and ultimately worsening the shortage of nurses in the country. Based on the findings of this study and the presented model, it can be concluded that by improving organizational factors, the conflict between work-family roles among female nurses can be reduced.
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