Abstract：
BACKGROUND: The nursing profession is known to induce high levels of stress, and being simultaneously engaged in a stressful professional occupation and having a family life can lead to work-family conflict. Healthcare providers require recruitment and retention strategies that preserve nurses\' quality of work-life and mitigate work-family conflict.
OBJECTIVE: To investigate the relationship between quality of work-life and work-family conflict among hospital nurses in Iran, as well as the relationships between work-family conflict and quality of work life, and between age, professional experience, type of employment, work shift and marital status.
METHODS: This cross-sectional study was conducted among 378 nurses working in six Iranian teaching hospitals, who were selected using random quota sampling. Data on age, professional experience, type of employment, work shift and marital status was collected. The study questionnaire was based on the 53-item Quality of Work Life scale and the 18-item Work-Family Conflict scale. Correlations were established using Pearson\'s chi-squared and eta-squared tests.
RESULTS: A total of 93% of participants experienced moderate or high levels of work-family conflict and 83% had a low or moderate quality of work life. On average, the levels of work-family conflict and quality of work life were moderate. Quality of work life decreased with increasing work-family conflict.
CONCLUSIONS: Healthcare providers can use these results to inform their recruitment and retention strategies. Nurse managers can mitigate any adverse effects of work-family conflict on quality of work life by offering staff interventions such as short training courses on how to manage work-family conflict.
OBJECTIVE: To investigate the relationship between quality of work-life and work-family conflict among hospital nurses in Iran, as well as the relationships between work-family conflict and quality of work life, and between age, professional experience, type of employment, work shift and marital status.
METHODS: This cross-sectional study was conducted among 378 nurses working in six Iranian teaching hospitals, who were selected using random quota sampling. Data on age, professional experience, type of employment, work shift and marital status was collected. The study questionnaire was based on the 53-item Quality of Work Life scale and the 18-item Work-Family Conflict scale. Correlations were established using Pearson\'s chi-squared and eta-squared tests.
RESULTS: A total of 93% of participants experienced moderate or high levels of work-family conflict and 83% had a low or moderate quality of work life. On average, the levels of work-family conflict and quality of work life were moderate. Quality of work life decreased with increasing work-family conflict.
CONCLUSIONS: Healthcare providers can use these results to inform their recruitment and retention strategies. Nurse managers can mitigate any adverse effects of work-family conflict on quality of work life by offering staff interventions such as short training courses on how to manage work-family conflict.
摘要：
背景：众所周知，护理行业会引起高水平的压力，同时从事紧张的职业和家庭生活会导致工作家庭冲突。医疗保健提供者需要招聘和保留策略，以保持护士的工作生活质量并减轻工作-家庭冲突。
目的：调查伊朗医院护士的工作-生活质量与工作-家庭冲突之间的关系，以及工作家庭冲突和工作生活质量之间的关系，和年龄之间，专业经验,就业类型,工作轮班和婚姻状况。
方法：这项横断面研究是对在六所伊朗教学医院工作的378名护士进行的，使用随机配额抽样选择的人。年龄数据,专业经验,就业类型,收集工作轮班和婚姻状况。研究问卷基于53项工作生活质量量表和18项工作-家庭冲突量表。使用皮尔逊卡方和eta平方检验建立相关性。
结果：共有93％的参与者经历了中度或高度的工作-家庭冲突，83％的参与者工作生活质量低或中度。平均而言,工作-家庭冲突水平和工作生活质量适中。随着工作-家庭冲突的增加，工作生活质量下降。
结论：医疗保健提供者可以使用这些结果来告知他们的招聘和保留策略。护士管理人员可以通过提供员工干预措施，例如关于如何管理工作家庭冲突的短期培训课程，来减轻工作家庭冲突对工作生活质量的任何不利影响。
目的：调查伊朗医院护士的工作-生活质量与工作-家庭冲突之间的关系，以及工作家庭冲突和工作生活质量之间的关系，和年龄之间，专业经验,就业类型,工作轮班和婚姻状况。
方法：这项横断面研究是对在六所伊朗教学医院工作的378名护士进行的，使用随机配额抽样选择的人。年龄数据,专业经验,就业类型,收集工作轮班和婚姻状况。研究问卷基于53项工作生活质量量表和18项工作-家庭冲突量表。使用皮尔逊卡方和eta平方检验建立相关性。
结果：共有93％的参与者经历了中度或高度的工作-家庭冲突，83％的参与者工作生活质量低或中度。平均而言,工作-家庭冲突水平和工作生活质量适中。随着工作-家庭冲突的增加，工作生活质量下降。
结论：医疗保健提供者可以使用这些结果来告知他们的招聘和保留策略。护士管理人员可以通过提供员工干预措施，例如关于如何管理工作家庭冲突的短期培训课程，来减轻工作家庭冲突对工作生活质量的任何不利影响。
