ความขัดแย้งระหว่างงานกับครอบครัวของพยาบาลในโรงพยาบาลเถิน จังหวัดลำปาง

• Main Author: พัชรินทร์ เขตประทุม
• Other Authors: ผู้ช่วยศาสตราจารย์ ดร.กุลวดี อภิชาติบุตร
• Format: Independent Study
• Language: other
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2020
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/69590
• Institution: Chiang Mai University

Work-family conflict affects nurses’ work efficiency and organizational performance. The purpose of this study was to examine the overall level of work-family conflict, the level of workfamily conflict classified by gender, age, marital status, number of children, household helpers, and working departments, and to explore methods for reducing work-family conflicts of nurses in Thoen Hospital, Lampang Province. The study population was 62 nurses with at least one-year working experience. The instrument used in this study was the Multi-dimensional Measure of Work-family Conflict (Carlson, Kacmar, & Williams, 2000), translated into Thai by the researcher. The Cronbach's alpha coefficient was 0.97. The data was analyzed by using parameters. The study revealed that: 1. Nurses in the Thoen Hospital had work-family conflicts regarding time-based work interference with family and strain-based work interference with family at moderate levels (μ = 3.27, σ = 0.91; μ = 2.57, σ = 0.92, respectively), and regarding behavior-based work interference with family at a low level (μ = 2.23, σ = 0.86). The conflicts between work and family regarding time-based family interference with work, strain-based family interference with work, and behavior-based family interference with work were at low levels (μ = 2.31, σ = 0.65; μ = 1.83, σ = 0.78; μ = 2.08, σ = 0.79 respectively). 2. Nurses who had different genders, ages, and working departments had different levels of work - family conflicts regarding time-based work interference with family. Nurses who had different ages, numbers of children, and working departments had different levels of work-family conflicts regarding strain-based work interference with family. Nurses who had different ages, marital statuses, numbers of children, and working departments had different levels of work-family conflicts regarding behavior-based work interference with family. Nurses who had different working departments had different levels of work-family conflicts regarding time-based family interference with work. Nurses who had different marital statuses had different levels of work-family conflicts regarding strain-based family interference with work. Nurses who had different ages and working departments had different levels of work-family conflicts regarding behavior-based family interference with work. 3. Methods for reducing work-family conflicts were: reducing the workload of nurses, increasing the work-related happiness of working of nurses, and educating nurse to improve skills for dealing with work-family conflicts. The results of this study can be used by Nurse Administrators to prevent and manage conflicts between work and family in order to improve nurses’s quality of life and work effectiveness.