نقش تعارض در کار و زندگی شخصی افراد با شیفت کاری در گردش مورد مطالعه بیمارستان‌های خاتم الانبیاء شاهرود و حضرت فاطمه میاندوآب
محورهای موضوعی : -مدارک پزشکیمحسن محمدیان ساروی 1 , شادان وهابزاده 2
1 - استادیار گروه مدیریت دولتی، دانشکده مدیریت، واحد تهران شمال، دانشگاه آزاد اسلامی، تهران، ایران
2 - استادیار گروه مدیریت بازرگانی، دانشکده مدیریت، واحد تهران شمال، دانشگاه آزاد اسلامی، تهران، ایران
کلید واژه: بیمارستان, تعارض کار و زندگی, تعارض بر پایه زمان, بر پایه تنش یا فشار, بر پایه رفتار,
چکیده مقاله :
مقدمه: تعارض کار- خانواده، که با عنوان ناسازگاری بین نقش‌های کاری و خانوادگی از آن نام برده می‌شود، از فشارهای ناشی از ناسازگاری نقش‌های خانوادگی و شغلی به وجود می‌آید. پژوهش حاضر با هدف بررسی تعارض میان کار و زندگی شخصی افراد با ساعات کاری در گردش صورت گرفته است. روش پژوهش: بنابراین از لحاظ ماهیت روش توصیفی - پیمایشی می‌باشد بر این اساس برای سنجش مفاهیم پژوهش، پرسشنامه استاندارد تعارض کار و زندگی مورد استفاده قرار گرفته است. پایایی پرسشنامه مذکور به روش آلفای کرونباخ مورد بررسی قرار گرفته که مقدار آن 0.838 و در سطح مطلوب می‌باشد. برای تجزیه وتحلیل اطلاعات از آزمون تک نمونه‌ای t در نرم‌افزار spss21 استفاده شده است. یافته‌های پژوهش: حاکی از میزان بالای تعارض میان کار و زندگی شخصی در افراد با شیفت کاری در گردش می‌باشد بطوری که عامل تعارض زمانی کار و زندگی شخصی با میانگین 15/93بیشترین میزان تعارض و متغییر تعارض بر پایه تنش یا فشار با میانگین 15/63در رتبه دوم و در نهایت عامل تعارض بر پایه رفتار با میانگین 14/87 رتبه سوم را در بروز تعارضات کار و زندگی به خود اختصاص داده اند. نتیجه‌گیری: پیشنهاد می‌شود دوره‌های مدیریت زمان و مدیریت استرس از سوی سازمان به کارکنان ارائه شود. همچنین می‌توان با در نظر گرفتن پاداش‌های مادی و معنوی، توجه به سلامت کارکنان و حمایت از آنان میزان تعهد و رضایت شغلی آنها را افزایش دهند.
Introduction: The work-family conflict, dubbed the "incompatibility between work and family roles", emanates from the pressures inherent in the incompatibility of family and professional roles. The present study aims to investigate the conflict between work and personal life of people with working hours. Methods: Therefore, in view point of the nature is a descriptive-survey method, based on this, for measuring the concepts of research, the standard questionnaire of conflict between work and life has been used. The reliability of the questionnaire was evaluated using Cronbach's alpha, which is 0.838 and is in the desired level. For data analysis, one-sample t-test was used in SPSS21 software. Results: the research indicate that there is a high degree of conflict between work and personal life The factor of the time conflict between work and personal life with the mean of15/93 is the highest conflict and the variable of conflict on the basis of stress or pressure with the average of 15/63 in the second and finally the factor of conflict on the basis of behavior with an average of 14/87 third place in the controversy of work and Life is dedicated to them Conclusion: It is suggested that time management and stress management courses be provided by the organization to the employees. Considering the material and spiritual rewards, paying attention to the health and support of employees can increase the amount of their commitment and job satisfaction
1- Amini A, Hejazi-Azad Z. Part-time and collaborative employment; Effective strategies to reduce the unemployment of women. Tehran: Presidential Women and Family Affairs Center;first edition; 2009.
2- Gholipoor A, Piran-Nejad A, Bod, M, Naser-Sharifi F. Job Sharing: Answering the Challenges of Daneshvar Women. Tehran: Journal of Iranian Women Studies Society; 2009.
3- Frone MR, Russell M, Cooper ML. Antecedents and outcomes of work-family conflict. Journal of Applied Psychology, 1992; 77(1): 65-78.
4- Huhtala E, Uussiautti S, Maatta K. See-sawing between work and home: Shift-working mothers’ perceptions on work/family balance. International Journal of Research Studies in Education, 2012; 1(2): 31-42.
5- Higgins C, Duxbury L, Johnson K. Exploring the Link Between Work-life Conflict and Demands on Canada’s Health Care System. Ottawa, Ontario: Healthy Communities Health Canada; 2004
6- Brown M. Work role characteristic, family structure demand and work–family conflict. Journal of applied psychology, 2002; 61: 220-250.
7- Rastgar-khaled A, Mohammadi M. Study of work-family conflict among male and female nurses in Sabzevar and their relationship with job satisfaction. Women’s Socio-Cultural Council Quarterly, 2013; 16(61): 59-96. [Persian]
8- Wu L, Rusyidi B, Claiborne N. Relationships between work–life balance and job-related factors among child welfare workers.ChildrenandYouth Services Review, 2013; 35(9): 1447–1454.
9- Virick, M, DaSilva N, Arrington K. Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance out-come orientation and worker type. Human Relations, 2010; 63(1): 137-154.
10- Beham B, Prag P Drobnic S. Who's got the balance? A study of satisfaction with the work–family balance among part-time service sector employees in five western European countries. The International Journal of Human Resource Management, 2012;23(18): 3725-3741.
11- Beham B, Drobnič S. Satisfaction with work-family balance among German office workers. Journal of Managerial Psychology, 2010; 25(6), 669-689.
12- OlsenKM, Dahl SÅ. Working time: implications for sickness absence and the work–family balance. International Journal of Social Welfare, 2010; 19(1): 45–53.
13- McCarthy A, Darcy C. Work-life balance policy and practice: Understanding line manager attitudes and behaviors. Human Resource Management Review, 2010; 20(2): 158-167.
14- Karkoulian S, Tala Silan JS. A gender perspective on work-life balance, perceived stress, and locus of control. Journal Business Research 2016; dx.doi.org/10.1016/j.jbusres, 2016; 4: 53.
15- Rehman S, Azam Roomi M. Gender and work‐life balance: a phenomenological study of women entrepreneurs in Pakistan. Journal of Small Business and Enterprise Development, 2012; 19(2): 209-228.
16- Evans AM., Jamie, SC, Morgan W. Work-life balance for men: Counseling im-plications. Journal of Counseling and Development, 2013; 91(4): 436-441.
17- Sav A, Harris N, Sebar B. Work-life conflict and facilitation among Australian Muslim men. Equality, Diversity and Inclusion: An International JournaL, 2013; 32(7): 671-687.
18- Simon M, Kummerling A, HAsselhorn HM. Work home conflict in the European nursing profession. Journal of occupational Environmental Health, 2013; 10(4): 384-391.
19- Kamkar M, Madani E. The predict of work-family conflict and job attachment from success dimensions among employees of Natanz Medical Hygiene Network. Quarterly Journal of Educational Psychology, 2010; 1(3): 40-49. [Persian].
_||_1- Amini A, Hejazi-Azad Z. Part-time and collaborative employment; Effective strategies to reduce the unemployment of women. Tehran: Presidential Women and Family Affairs Center;first edition; 2009.
2- Gholipoor A, Piran-Nejad A, Bod, M, Naser-Sharifi F. Job Sharing: Answering the Challenges of Daneshvar Women. Tehran: Journal of Iranian Women Studies Society; 2009.
3- Frone MR, Russell M, Cooper ML. Antecedents and outcomes of work-family conflict. Journal of Applied Psychology, 1992; 77(1): 65-78.
4- Huhtala E, Uussiautti S, Maatta K. See-sawing between work and home: Shift-working mothers’ perceptions on work/family balance. International Journal of Research Studies in Education, 2012; 1(2): 31-42.
5- Higgins C, Duxbury L, Johnson K. Exploring the Link Between Work-life Conflict and Demands on Canada’s Health Care System. Ottawa, Ontario: Healthy Communities Health Canada; 2004
6- Brown M. Work role characteristic, family structure demand and work–family conflict. Journal of applied psychology, 2002; 61: 220-250.
7- Rastgar-khaled A, Mohammadi M. Study of work-family conflict among male and female nurses in Sabzevar and their relationship with job satisfaction. Women’s Socio-Cultural Council Quarterly, 2013; 16(61): 59-96. [Persian]
8- Wu L, Rusyidi B, Claiborne N. Relationships between work–life balance and job-related factors among child welfare workers.ChildrenandYouth Services Review, 2013; 35(9): 1447–1454.
9- Virick, M, DaSilva N, Arrington K. Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance out-come orientation and worker type. Human Relations, 2010; 63(1): 137-154.
10- Beham B, Prag P Drobnic S. Who's got the balance? A study of satisfaction with the work–family balance among part-time service sector employees in five western European countries. The International Journal of Human Resource Management, 2012;23(18): 3725-3741.
11- Beham B, Drobnič S. Satisfaction with work-family balance among German office workers. Journal of Managerial Psychology, 2010; 25(6), 669-689.
12- OlsenKM, Dahl SÅ. Working time: implications for sickness absence and the work–family balance. International Journal of Social Welfare, 2010; 19(1): 45–53.
13- McCarthy A, Darcy C. Work-life balance policy and practice: Understanding line manager attitudes and behaviors. Human Resource Management Review, 2010; 20(2): 158-167.
14- Karkoulian S, Tala Silan JS. A gender perspective on work-life balance, perceived stress, and locus of control. Journal Business Research 2016; dx.doi.org/10.1016/j.jbusres, 2016; 4: 53.
15- Rehman S, Azam Roomi M. Gender and work‐life balance: a phenomenological study of women entrepreneurs in Pakistan. Journal of Small Business and Enterprise Development, 2012; 19(2): 209-228.
16- Evans AM., Jamie, SC, Morgan W. Work-life balance for men: Counseling im-plications. Journal of Counseling and Development, 2013; 91(4): 436-441.
17- Sav A, Harris N, Sebar B. Work-life conflict and facilitation among Australian Muslim men. Equality, Diversity and Inclusion: An International JournaL, 2013; 32(7): 671-687.
18- Simon M, Kummerling A, HAsselhorn HM. Work home conflict in the European nursing profession. Journal of occupational Environmental Health, 2013; 10(4): 384-391.
19- Kamkar M, Madani E. The predict of work-family conflict and job attachment from success dimensions among employees of Natanz Medical Hygiene Network. Quarterly Journal of Educational Psychology, 2010; 1(3): 40-49. [Persian].