Purpose This study was conducted to identify the factors influencing nurses’ intention to stay after coming back from parental leave. Methods This was a descriptive cross-sectional study. The participants were 175 female nurses working in hospitals with over 300 beds and returning after three months of parental leave. Data were analyzed using independent t-test, one-way ANOVA, Pearson’s correlation coefficient, and stepwise multiple regression. Results There were significant differences in intention to stay by age (t=2.65, p<.001) and position (t=-2.23, p=.027). Intention to stay was positively correlated with social support (r=.24, p<.001) and self-efficacy (r=.42, p<.001), and negatively correlated with work-family balance conflict (r=-.21, p=.004). Factors influencing intention to stay were self-efficacy (β=.94, p<.001) and work-family balance conflict (β=-.49, p=.005), with an explanatory power of 20%. Conclusion The findings allow for proposing that increasing nurses’ intention to stay may require self-efficacy improvements to enable nurses to adjust to their work environment, and hospitals should provide nurses with institutional support in order to reduce nurses’ work-family conflicts.
Purpose This was a descriptive study aimed at providing basic data on readaptation of hospital nurses after parental leave by exploring levels of parenting stress, co-worker support, and work-life balance and identifying factors affecting work-life balance. Methods A survey using a convenience sampling was conducted with 86 nurses who were within their first year reinstatement after parental leave. Structured questionnaires were used, including the above named main variables and other general characteristics. Data were collected from February to May, 2019 from three tertiary hospitals in Seoul. Data were statistically analyzed using independent t-test, one-way ANOVA, Pearson correlation coefficient, and multiple regression analysis. Results Work-life balance showed a statistical difference depending on the level of education; it showed negative correlations with commuting time and fatigue and positive correlations with the attitude to job rotation, health status, and quality of sleep. There was a negative correlation between parenting stress and work-life balance and a positive correlation between co-worker support and work-life balance. Work-life balance was influenced by fatigue, parenting stress, health status, and co-worker support in the regression model. Conclusion Parenting stress, co-worker support, health status and fatigue of nurses reinstated from parental leave should be improved to enhance their work-life balance.
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PURPOSE The aim of this study was to identify whether awareness and perceived ease in using parental leave influence job satisfaction of nurses in a public hospital. METHODS The participants were 425 nurses working in a public hospital. A questionnaire was used to collect data from October 12 to October 25, 2016. The influence of the factors on job satisfaction of nurses was analyzed by multiple hierarchical regression. RESULTS Nurses taking leave accounted for 46.8% (75 nurses) of 160 married nurses. They worried about adaptation after return to work (30.7%) and complained about disadvantages related to using parental leave (45.3%). The percentage of nurses on leave replaced by new full time nurses was 70.7%. Nurses' awareness (β=.16) of perceived ease of using parental leave (β=.32) influenced the nurses' job satisfaction (R2=.21). CONCLUSION To improve job satisfaction for nurses, it is necessary to increase awareness and perceived ease of using parental leave. Public hospitals should replace nurses on leave with temporary nurses and help returning nurses adapt to their jobs as they return to work. Nursing managers should create a healthy climate in which it is easy for nurses to take parental leave.
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