Work-to-Family Conflict and its Associations With Workers' Burnout, Poor Self-Rated Health, and Minor Mental Disorder: A Survey of General Employees in Taiwan

Effects of work-family conflict, social support and burnout on job satisfaction among primary care physicians in Huaihai economic zone

Background

Primary care physicians (PCPs) are doctors in primary health care institutions, namely village clinics, township health centers and community health service centers (stations) who are the main providers of primary health care services in primary health care settings. Improving the overall health status of the population requires the support of a large number of primary care physicians; however, the job satisfaction of this group has not been sufficiently emphasized and recognized.

Objective

The purpose of this study was to examine the effects of primary care physicians' work-family conflict on their job satisfaction, as well as the mediating role of burnout and the moderating role of social support.

Methods

This cross-sectional study was conducted from February 2023 to March 2023. Participants were 749 primary care physicians from four cities of Xuzhou, Linyi, Huaibei, and Shangqiu in the Huaihai Economic Zone of China. SPSS statistical analysis was used to evaluate the relationship between work-family conflict, social support, burnout and job satisfaction among medical workers.

Results

Work-family conflict had a significant negative effect on job satisfaction (β = -0.36, p< 0.001), after adding burnout in the model, work-family conflict also negatively predicted job satisfaction (β = -0.32, p< 0.001). Social support had a moderating effect on the direct effect of burnout on job satisfaction (β = 0.00, t = 2.66, p< 0.01, 95%CI [0.001, 0.007]), the predictive effect of burnout on job satisfaction at high level of social support (β = -0.45, p< 0.001) was higher than a low level of social support (β = -0.33, p< 0.001).

Conclusions

This study demonstrated the negative impact of work-family conflict on primary care physicians' job satisfaction, as well as the mediating role of burnout and the moderating role of social support on burnout and job satisfaction, which are important for improving primary care physicians' job satisfaction and enhancing the quality of primary care in the future.

Psychosocial Work Conditions During the COVID-19 Pandemic and Their Influences on Mental Health Risk and Intention to Leave Among Public Health Workers: A Cross-sectional and Follow-up Study in Taiwan

Background

To examine the influences of psychosocial work conditions on mental health risk and intention to leave the public sector among workers of public health agencies in Taiwan.

Methods

We surveyed 492 public health workers in March 2022 during the COVID-19 pandemic. Information on job demands, job control, workplace justice, experiences of workplace violence and its type and origin, and mental health status (assessed by the 5-item Brief Symptom Rating Scale, BSRS-5) was obtained. Of them, 192 participated in a follow-up survey conducted in May 2023 that assessed mental health status, employment changes, and intention to leave.

Results

In the initial survey, 32.93% of participants reported poor mental health status, defined by having a score of BSRS-5 ≧ 10, and 48.17% experienced some form of workplace violence over the past year. Notably, high psychosocial job demands (OR = 3.64, 95% CI = 1.93-6.87), low workplace justice (OR = 2.58, 95% CI = 1.45-4.58), and workplace violence (OR = 2.38, 95% CI = 1.51-3.77) were significantly associated with increased risk of mental disorders. Among those who participated in the follow-up survey, 22.40% had persistent poor mental health, and 30.73% considered leaving or have left the public sector. Longitudinal analyses indicated that job demands predicted persistent mental disorders and intention to leave the public sector, and the experience of workplace violence added additional mental health risks.

Conclusion

The public health workforce is crucial for effective and resilient public health systems. Our findings that public health workers were at high mental health risk and had a high intention to leave the job warrant attention and policy interventions.

Examining the Predictors of Turnover Behavior in Newly Employed Certified Nurse Aides: A Prospective Cohort Study

Background

The turnover rate of nurse aides in Taiwan is high. However, the predictors of turnover behavior in the newly employed are still unclear.

Objective

To examine the predictors of turnover behavior in newly employed licensed nurse aides.

Methods

A longitudinal study design was used and subjects were newly employed certified nurse aides from a nurse aid training association in Taiwan. A total of five questionnaire surveys were conducted. The questionnaire was mainly used to collect information on turnover behavior, personal socioeconomic background, workplace psychosocial hazards, worker health hazards, and musculoskeletal disorders.

Results

A total of 300 participants were recruited in the study. Cox regression analysis results showed that short working experience (hazard ratio [HR] = 0.21, p < 0.01), work as non-home nurse aides (HR = 0.58, p = 0.01), low monthly salary (HR = 0.68, p < 0.01), high work mental load (HR = 1.01, p = 0.01), low workplace justice (HR = 0.97, p < 0.01), high workplace violence (HR = 1.60, p < 0.01), high burnout (HR = 1.01, p = 0.04), poor mental health (HR = 1.06, p = 0.04), and high total number of musculoskeletal disorder sites (HR = 1.08, p = 0.01) contribute to a higher risk of turnover.

Conclusion

The results indicated that employment period, work as a home nurse aide, monthly salary, work mental load, workplace justice, workplace violence, work-related burnout, mental health, and total number of musculoskeletal disorder sites are predictors of turnover behavior in newly employed certified nurse aides.

Work-family conflict, financial issues and their association with self-reported health complaints among ready-made garment workers in Bangladesh: a cross-sectional study

OBJECTIVES

This study aims to quantify the degree of work-family conflict (WFC) and financial issues among ready-made garment (RMG) workers in Bangladesh and to investigate their potential associations with self-reported health outcomes.

METHODS

We conducted a cross-sectional survey among 1118 RMG workers in labor colonies in Dhaka, Bangladesh, in February and March 2021. Descriptive analyses were performed to characterize WFC (i.e., family life disturbing the job or facing problems in family due to the job) and financial issues (i.e., savings, debt, financial obligations, financial support). We ran multivariable Poisson regression models to examine possible associations between WFC and financial issues and workers' health (self-reported general health and 10 specific health complaints).

RESULTS

We found low levels of WFC, low levels of savings, moderate levels of debt, and high levels of financial obligations: virtually all workers agreed they had to keep their job to financially support their spouse, children or other relatives. Only about a third of workers expected they would be able to receive financial support in case of a job loss. Work-family conflict was positively associated with poor health but not consistently with specific symptoms. Financial support was negatively associated, whereas being indebted was weakly positively associated with poor health.

CONCLUSIONS

Our findings suggest low levels of WFC among RMG workers but high levels of financial obligations. Work-family conflict was positively associated with poor health, but not consistently with specific symptoms. Being indebted was weakly positively associated with poor health. Future prospective studies are needed to confirm these findings.

Effect of Work-Family Conflict, Psychological Job Demand, and Job Control on the Health Status of Nurses

Work-family conflicts (WFCs) are common in the healthcare sector and pose significant health risks to healthcare workers. This study examined the effect of WFCs on the health status and nurses' leaving intentions in Taiwan. A self-administered questionnaire was used to survey 200 female nurses' experiences of WFC from a regional hospital. Data on psychosocial work conditions, including work shifts, job control, psychological job demands, and workplace justice, were collected. Health conditions were measured using the Beck Depression Inventory-II and self-rated health. Leaving intentions were measured using a self-developed questionnaire. The participants' average work experience was 6.79 (Standard Deviation (SD) = 5.26) years, their highest educational level was university, and work shifts were mostly night and rotating shifts. Approximately 75.5% of nurses perceived high levels of WFCs. Leaving intentions were correlated with WFCs (r = 0.350, p < 0.01) and psychological work demands (r = 0.377, p < 0.01). After adjusting for age, educational level, and work characteristics, high levels of WFCs were associated with poor self-rated health, and depression, but not associated with high leaving intentions. Nurses' experiences of high levels of WFCs greatly affected their health status.

[Relationship Between Stress Experience and Stress Behavior - Measured with the Differential Stress Inventory and Burnout Symptoms in the MBI]

OBJECTIVE

The aim of the study was to determine the relationship of the different DSI categories and stress types of stressor behaviour and experience on burnout in an occupational group.

METHODS

The Maslach Burnout Inventory (MBI) and the Differential Stress Inventory (DSI) were presented to 185 subjects. As a result, a classification into DSI types and the comparison of the MBI categories were performed.

RESULTS

Different types of stress behavior show differences in burnout dimensions. Four subjects (2.2 %) offered a high burnout. DSI type II is especially vulnerable to suffering from burnout symptoms.

CONCLUSION

Individuals with different degrees of stress triggers and manifestations as well as available coping strategies or risks of stress stabilization have different levels of MBI dimensions and thus different risks for burnout. Knowledge about the type of DSI could be included in the design of prevention interventions to reduce the risk of mental health impairment.