RELATIONSHIP BETWEEN WORK–FAMILY CONFLICT AND EMPLOYEE ENGAGEMENT IN FEMALE NURSES WORKING IN INTENSIVE CARE UNITS

Abstract

Abstract

Introduction: Employee engagement is an important indicator of performance in various organizational positions and leads to increasing the motivation to stay in the organization and job satisfaction. The aim of this study was to investigate the relationship between work–family conflict and employee engagement in female nurses working in intensive care units.

Methods: This cross-sectional study was carried out from January 2015 to 2016 in educational hospitals in Bushehr, Iran, on female nurses working in intensive care units. The Thomas Ladahl and Kejner questionnaire was used to measure employee engagement, and the Kamkar and Madani’s questionnaire to measure work–family conflict was used. Data were analyzed using SPSS 16 software via regression and Pearson correlation coefficient.

Results: One hundred twenty employee female nurses working in intensive care units were studied. The mean score of work–family conflict was 102 ± 24, and the mean score of female nurse’s employee engagement was 34 ± 5. Findings showed a negative significant correlation between age and work history with employee engagement (p = 0.00). Also, there was a negative significant correlation between work–family conflict and employee engagement (p = 0.005).

Conclusion: Work–family conflict is a significant predictor of employee engagement, which, by adjusting, can increase the employee engagement in nurses.