Work-family conflict experienced by newly licensed RNs: Testing a structural equation model of antecedents and outcomes

Aim:  As large numbers of nurses retire it is important to keep newly licensed RNs (NLRNs) in nursing. Research indicates that a number of work environment factors affect NLRN job satisfaction and intent to leave their jobs and profession. However, it is not known to what extent conflicts between work and family affect these behaviors. Nor is it evident what personal and work factors contribute to the conflict. This study empirically tests a model of antecedents and outcomes of work-family and family-work conflict among NLRNs.

Methods:  A model was developed of the relationships between personal and work environment characteristics, work-family and family-work conflicts, job satisfaction, intent to leave the job and intent to leave the profession. Structural equation modeling (AMOS program) was used to test the model with data from a survey of NLRNs. A number of latent variables, and direct and mediating relationships were examined.

Results:  The measurement models for all latent variables were validated. The final model indicated that: age, health and family responsibilities are antecedents of family-work conflict; a reciprocal relationship exists between job demands and work-family conflict; family-work conflict contributes to job difficulties, which lowers job satisfaction, which increases intent to leave the job and profession; and work-family conflict increases intent to leave the job and profession (but not job satisfaction). 

 

Implications:  Policies to help NLRNs with family responsibilities could reduce family-work conflict, which could reduce job difficulties and improve satisfaction and retention. Policies to reduce job demands could reduce work-family conflict which could improve retention.