护理专业人员的工作-家庭冲突与离职意向：一项横断面研究
Work-Family Conflict and Intention to Leave Among Nursing Professionals: A Cross-Sectional Study.
摘要(中文译文)
背景：工作-家庭冲突是护理领域中一个相关的心理社会因素，可能影响离职意愿。本研究分析了葡萄牙护理专业人员中工作-家庭冲突与离职意愿之间的关联。方法：于2025年4月至7月开展了一项横断面研究，纳入葡萄牙北部某地方卫生机构的1097名护士。数据通过社会人口学及职业问卷、工作-家庭冲突（WFC）与家庭-工作冲突（FWC）量表以及离职意愿量表收集。采用非参数检验、Spearman相关分析和线性回归模型进行分析。结果：参与者年龄为23-66岁，中位年龄42岁；大多数为女性（84.0%），拥有学士学位（85.0%）。WFC平均得分为24.5（SD = 7.7），FWC平均得分为13.2（SD = 6.6），离职意愿平均得分为34.8（SD = 15.7）。两个冲突维度均与离职意愿呈正相关，其中WFC的关联（ρ = 0.347；< 0.001）强于FWC（ρ = 0.186；< 0.001）。在完全调整的回归模型中，WFC仍与离职意愿呈正相关（β = 0.383；SE = 0.062；t = 6.149；< 0.001），而FWC不再显著。加入工作满意度、感知工作相关压力和护士管理者支持后，解释能力有所提高。结论：工作-家庭冲突，尤其是工作对家庭的干扰，与护士的离职意愿相关。这些发现凸显了组织策略的必要性，即减少工作要求、支持工作与生活平衡，并应对更广泛的职业和心理社会状况。
Abstract
: Work-family conflict is a relevant psychosocial factor in nursing and may influence turnover intention. This study analyzed the association between work-family conflict and turnover intention among nursing professionals in Portugal. : A cross-sectional study was conducted between April and July 2025 with 1097 nurses from a local health unit in northern Portugal. Data were collected using a sociodemographic and professional questionnaire, the Work-Family Conflict (WFC) and Family-Work Conflict (FWC) Scale, and the Turnover Intention Scale. Nonparametric tests, Spearman's correlation, and linear regression models were used. : Participants were aged 23-66 years, with a median age of 42 years; most were women (84.0%) and held a bachelor's degree (85.0%). Mean scores were 24.5 (SD = 7.7) for WFC, 13.2 (SD = 6.6) for FWC, and 34.8 (SD = 15.7) for turnover intention. Both conflict dimensions were positively correlated with turnover intention, with a stronger association for WFC (ρ = 0.347; < 0.001) than for FWC (ρ = 0.186; < 0.001). In the fully adjusted regression model, WFC remained positively associated with turnover intention (β = 0.383; SE = 0.062; t = 6.149; < 0.001), whereas FWC was no longer significant. Adding job satisfaction, perceived work-related stress, and nurse manager support increased explanatory capacity. : Work-family conflict, especially work-to-family interference, was associated with nurses' turnover intention. These findings highlight the need for organizational strategies that reduce work demands, support work-life balance, and address broader occupational and psychosocial conditions.
如何引用
AMA
João Miguel Almeida Ventura-Silva, Olga Maria Pimenta Lopes Ribeiro, Marlene Patrícia Ribeiro, Ana da Conceição Alves Faria, Sónia Cristina da Costa Barros, Renata Cristina Gasparino, et al. Work-Family Conflict and Intention to Leave Among Nursing Professionals: A Cross-Sectional Study.. Healthcare (Basel, Switzerland). 2026; doi:10.3390/healthcare14101382.
APA
João Miguel Almeida Ventura-Silva, Olga Maria Pimenta Lopes Ribeiro, Marlene Patrícia Ribeiro, Ana da Conceição Alves Faria, Sónia Cristina da Costa Barros, Renata Cristina Gasparino, et al (2026). Work-Family Conflict and Intention to Leave Among Nursing Professionals: A Cross-Sectional Study.. Healthcare (Basel, Switzerland). https://doi.org/10.3390/healthcare14101382
GB/T 7714
João Miguel Almeida Ventura-Silva, Olga Maria Pimenta Lopes Ribeiro, Marlene Patrícia Ribeiro, Ana da Conceição Alves Faria, Sónia Cristina da Costa Barros, Renata Cristina Gasparino, et al. Work-Family Conflict and Intention to Leave Among Nursing Professionals: A Cross-Sectional Study.[J]. Healthcare (Basel, Switzerland), 2026 doi:10.3390/healthcare14101382.
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