Burnout and work-family conflict among nurses during the preparation for reevaluation of a grade A tertiary hospital

Objectives： To gain a better understanding of nurse burnout and work-family conflict for nurses and to help the hospital prepare for hospital grade reevaluation.Methods： This study is a cross-sectional study, and 95 nurses participated. The questionnaires included MBI and Carlson work-family conflict questionnaires, and the data were analyzed using SPSS 17.Results： A total of 71.6% of nurses worked over 8 h per day during the last two months before the reevaluation. The total score of burnout of nurses was 66.84 ± 12.60, and the proportion of heavy work burnout was 44.2%. The personal accomplishment takes the heaviest portion（80.0%）. The total score of work-family conflict is 55.19 ± 9.27. The scores of work-to-family conflict are all higher than that of family-to-work conflict. The time dimension had the highest score.Conclusions： During the preparation period, nurses suffered from a heavy workload and intense job burnout, and many aspects of work-family conflict existed.

Work-family Interfase and Job Performance: Job Satisfaction as Mediator

The objective of the study was to examine the relationships between work-family interfase,job satisfaction and job performance in an Argentinian workers sample.A cross-sectional empirical study,based on explicative-associative strategy was designed.An availability sample of 383 workers(195 male)from different kinds of organizations was conformed.Based on past evidence,it was hypothesized the mediator role of job satisfaction.Structural equation analysis showed that the indirect effects of work-family interfase dimensions(conflict and enrichment)on job performance through job satisfaction were statically significant,which indicated partial mediation.All variables explained 72%of job performance variance.The study provides new evidence regarding the interrelations between job-family articulation and individual job performance,illuminating the crucial role played by satisfaction.Empirical findings and practical implications of the study are discussed.

工作家庭价值观匹配与工作家庭冲突关系研究

在个人-环境匹配理论的基础上,采用工作家庭冲突和个体与组织工作家庭价值观量表对来自不同企业的203名员工进行测量,使用结构方程模型方法验证了个体和组织工作家庭价值观的匹配与工作家庭冲突之间的关系。结果显示,匹配与两个方向的工作家庭冲突都负相关。并在此基础上提出了人力资源管理的建议。

The Fatherhood Premium： Mirage or Reality？ How Do Occupational Characteristics Matter

A differential fatherhood premium exists among selected groups of fathers of various socio-economic backgrounds. Besides marital status, residential arrangement, biological paternity, and other demographic dimensions, the mechanisms associated with fathers＇ structural characteristics of work that produce divergent labor market outcomes are less well understood. The authors leveraged the cases of productivity and specialization, family and responsibility, and compensating differentials and examined the impacts of work context and occupational characteristics on the pay gap between fathers and non-fathers Based on joint data from the 1997-2015 National Longitudinal Survey of Youth （NLSY97） and Occupational Information Network （O＇NET） （n -- 37,138）, the authors used fixed-effects models to estimate the associations between job features and the fatherhood premium. The regression results showed that occupations entailing competition and requiring on-the-job training are associated with more wage bonus; occupations offering inflexible schedule are associated with less wage gain These work-related characteristics further emphasize fathers＇ work structure and context, human capital accumulation, and work-family conflict. Overall, these findings are consistent with the theoretical perspectives of productivity and specialization and compensating differentials, adding new evidences to the structural explanations of the fatherhood premium.

Work-family conflict and organizational citizenship behavior： the role of job satisfaction and decision authority

Drawing upon the conservation of resources theory （Hobfoll, Am Psychol 44：513- 524, 1989）, social exchange theory （Blau, Exchange and power in social life, 1964） and the job demand-control model （Karasek, Adm Sci Q 24：285-308, 1979）, this study uncovers the theoretical mechanism that explains the relationship between work- family conflict and organizational citizenship behavior （OCB）. First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in, the mediated relationsip. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Aesults of hierarchical linear modeling （HLM） first shows that job satisfaction mediates the relationship between work interference with family （WIF） and OCB. In addition, employees＇ decision authority moderates the direct effect of WlF on OCB. Specifically, the negative relationship between WlF and OCB is stronger when employees＇ decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WlE and job satisfaction is weaker when employees＇ decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.

工作与家庭的要求和资源、工作-家庭冲突及其后果——台湾与大陆的比较

本研究目的在探讨工作与家庭中的要求和资源、工作-家庭冲突（WFC），及其在工作/非工作相关后果变项上的关系，并以中国台湾和大陆员工为对象进行比较。 结果发现：不管是中国台湾还是大陆员工，工作与家庭的要求皆可有效预测WFC。再者，家务帮忙对WFC的预测效果不佳，但主管的家庭支持却为降低台湾员工WFC之有效因子。最后，WFC可有效预测台湾员工之家庭满意，主管家庭支持则可有效预测两地员工的工作满意。两地比较方面，工作限制与主管支持封台湾员工的WFC都较大陆员工有更强的影响，亦即“地区”（台湾或大陆）对工作要求及资源与WFC之间的关系都存在干扰作用。

Executive Stress

Executives are all facing their mental pressures and strains from the internal and external environments.In order to keep companies growing healthier,executives should be trained or taught some effective solutions that can reduce their stresses and pressures.This research paper,based on the analysis of two sources of executive stress,aims to emphasize that regular exercise,work and life balance and power delegation could effectively reduce these executive stresses.

Analysis of the Impacts of Work,Non-Work and Stress Issues on the Work Family Conflict in Ivorian Industrial Sector

This paper analyzes the perceptions that workers in the Ivorian industrial sector have as the interface between their professional and personal life,and the factors that facilitate or make it difficult.Data collected from 4 Ivorian industrial companies which represent a sample of 187 respondents according to the selection criteria.These collected data make it possible to identify the factors which act on the labor conflict towards the family as well as the factors which act on the family conflict towards the work within the industrial sector in Cte d'Ivoire.The results of the correlation coefficients show that the relationships between the proposed variables are significant and in the direction suggested for the most part,thus providing support for nine of the ten hypotheses affecting these relationships.According to some results obtained,it was discovered that certain factors could be at the same time,factors of conflict and satisfaction,such as the commitment to work or the nature of the work.These variables can simultaneously increase stress,and increase the self-esteem of the worker.The results of the analysis of the proposed model recommend the possibility that the data fit the model well,explaining the impacts of work,non-work and stressors on work-family conflict.This indicates that the proposed model is adapted to the Ivorian context.

组织家庭支持感对员工敬业度影响的实证研究

通过对351名企业员工的调查,研究工作家庭冲突、组织家庭支持感与敬业度之间的关系,分析表明:首先,以工作为主的组织家庭支持感,通过工作影响家庭中介作用,负向影响员工活力;其次,以家庭为主的组织家庭支持感,通过工作影响家庭部分中介作用,正向影响员工活力;再次,以家庭为主的组织家庭支持感,通过家庭影响工作部分中介作用,正向影响员工活力和专注。这一结论在支持家庭的工作环境中延伸出一个更精确解释员工工作态度和行为的研究。

China’s Low Fertility Rate from the Perspective of Gender and Development

Fertility and other demographic indicators do not simply follow the ups and downs of policy.In order to understand more objectively and accurately the degree of acceptance,impact and actual effect of the unconditional two-child policy(quanmian erhai zhengce)as well as the long-term trend of China’s fertility rate,we need to proceed from the institutional and cultural context of Chinese society.The complex social mechanisms behind the low fertility situation in China should be interpreted from the perspective of gender and development.Drawing on international theories and lessons learned from past experience,we find,from a gender and development perspective,that women’s workfamily conflict is the key to examining China’s low fertility rate;designing public policy with a gender perspective to promote the participation of government,society,business and multiple male and female actors is a social mechanism that alleviates women’s work-family conflict;and advocating the Marxist gender ideology of equality between men and women and abandoning traditional Confucian patriarchal and familial thinking are the ideological basis for alleviating women’s work-family conflict.In view of the dual identity of women as material producers and social reproducers,promoting the simultaneous development of gender equality in the public and private sectors and alleviating women’s work-family conflicts will make a positive contribution to maintaining a certain fertility rate and level of economic development.