WFC Consequences: Work related
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)