WFC Consequences: Work related

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JOB SATISFACTION

TURNOVER INTENTIONS

ORGANISATIONAL COMMITMENT

JOB PERFORMANCES

ABSENTEEISM

CAREER SATISFACTION

CAREER SUCCESS

WORK RELATED STRESS

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Association / Correlation

689 married nurses employed in five regional public hospitals in Malaysia.

WFC has a significant negative relationship to job satisfaction (r=-0.32, p< 0.001) [Wan Rashid, Nordin, Omar, & Ismail, 2012]

R square / AOR

Meta-analysis

WFC are related to lower level burnout (relationship was stronger for WFC than FWC)
(Amstad, Meier, Fasel, Elfering, & Semmer, 2011 - WFC Weighted mean correlation- 0.26 (rw= -0.26, CI 95%: -.273- -.250) > FWC rw =-.13 ( CI 95%: -0.148- -0.120)

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Meta-analysis

Meta analysis of nurses turnover intention revealed that nurses with higher WFC reported higher intention leaving their job (p (estimate of population correlation corrected for unreliability in the predictor and criterion)= .24). (Nei, Snyder, Litwiller, 2015)

Predictor

association / correlation

WFC predict job satisfaction among nurses in the healthcare (r2=0.164, p<0.001, b= -.384) (Farquharson, Allan, Johnston, Johnston, Choudhary, & Jones, (2012)

Sickness absenteeism among nurses: significant correlation between WFC and sickness absenteeism (rs = 0.34, P < 0.001)
(Farquharson, Allan, Johnston, Johnston, Choudhary, & Jones, (2012)