The origin of the resources for inclusion in the literature review included various online databases. The databases that proved instrumental to the literature were Ebscohost, PubMed, CINAHL Plus with Full Text, and MEDLINE. The search was carried out to get the relevant journals from the database. The search strategy was informed by the topic of study, “relationship between Australian Women Nurses’ Work, Work-Family Conflict, and Job Satisfaction.” From the topic, the key terms for use in searching the databases were obtained. In this aspect, the key terms used were Women Nurses, Australian Women Nurses, Work-Family Conflict, Family-Work Conflict, and Job Satisfaction. I combined some key words for the search such as work-family conflict and women nurses, work-family conflict, and job satisfaction. From the database search using the key terms, various scholarly studies were obtained. However, not all sources were relevant for the current study. To filter the sources that were relevant, it was critical to read through the abstract. The researcher identified 30 sources that were pertinent to the study. The matrix table provides a review of the evidence provided in the articles. The articles included are peer-reviewed qualitative, qualitative, or mixed primary studies and those containing a systematic review of literature. Any other source which does not fall in this category was excluded for lack of rigour and credibility of evidence.
Table 1 Matrix of Evidence
| Study (year) | Purpose | Sample size | Study design
(LOE) |
Data collection method and instruments | Relevance to study | Findings and conclusions | Comments |
| Amarneh (2017). | The aim of the study was to establish the “work stressors” and the role social support plays in mitigating the stress at work. | 291 nurses in five teaching hospitals in Australia.
|
A comparative quantitative research design.
|
Questionnaires including the Inventory of Social Supportive Behaviours (ISSB) and the Nursing Stress Scale (NSS).
|
The study is relevant to the research from the perspective of the social support as an important factor in avoiding stress at work and increasing job satisfaction.
|
The results indicated that in settings where there is adequate social support the levels of stress were lower compared to those settings where social support rated low.
|
The implications of the study points to the criticality of social support, including adequate work-life balance to lower stress levels amongst nurses.
|
| Bartram, Joiner & Stanton (2004). | To evaluate the factors associated with increased job stress for nurses and the level of job satisfaction among nurses in Australia. | 157 registered nurses in Australia | Quantitative survey | Standardized questionnaire were used including: Nursing Stress Scale (NSS), Ways of Coping Questionnaire and the Job Satisfaction Scale. | The relevance of the study to the topic is based on the relationship between job stress and social support (which includes adequate work-life balance). | Results indicated that job stress and job satisfaction are important factors in hiring and retention.
Lack of social support and demands of work relate to job stress and lower job satisfaction. Job stress negatively affect job satisfaction, but empowerment of nurses, competence and self-determination increase satisfaction by lowering stress. |
Results indicate the need for support and empowerment as indicators of reduced job stress and improved satisfaction in nursing which is a demanding profession. The article informs the strategies for use by the employers in nursing to make the working environment supportive and empowerment for the workers to reduce level of stress and increase job satisfaction. |
| Boamah & Laschinger (2016). | The research was aimed at examining the relationships between a number of variables, person-job match, work-life interfering, experiences of burnout for new nurses, and intention to leave. | 215 registered nurses in Ontario, Australia | Cross-sectional survey | Online survey using standardised questionnaires with psychometric standards. | The study is relevant to the topic of work-family conflict, although the construct used is work-life conflict among young nurses who might not have families. | The results indicate that person-job match in work-life sphere negatively affects burnout (emotional exhaustion and cynicism), and in turn positively affects turnover intention.
Turnover was also found to be affected by work-life interference because of burnout.
|
The results indicate the intentions to leave work even for new graduates are a common problem. Hence, improvement of the working conditions and creating a supportive environment for new nurses can mediate work-life conflict and increase retention. |
| Burgess, Henderson & Strachan (2007) | The article is a review of research that addresses the need for women to balance between work and their responsibility to family and community.
|
An analysis of six workplaces in Australia.
|
Case studies
|
Analysis of documentary information
|
The research is relevant to the topic in that it directly addresses the question of the association between work-family balance and satisfaction in the workplace. | The results indicated the importance of striking a balance between the work-family interactions for greater satisfaction at the workplace.
|
The research has an implication relating to the role of the employers to achieve a balanced association between the demands of the family and those of the paid work for women.
|
| Chen et al. (2015) | To examine the impact that mediates work-to-family conflict on the association between satisfaction at work and the intentions to leave the profession. | 200 nurses from 25 private nursing homes in Australia | A cross-sectional mailed survey | Questionnaires to measure job satisfaction, and turnover intentions. | The relevance of the study is based on the direct exploration of the impact of WFC on job satisfaction and intentions to leave. | The research revealed the significance of the work-to-family conflict in the intentions of nurses to leave their jobs and the negative impact it has on satisfaction of the workers. | The research indicates the importance of addressing work-to-family conflict in enhancing satisfaction among those working as nurses. |
| Drury, Craigie, Francis, Aoun & Hegney (2014) | A study aimed at investigating the relationship between compassion fatigue and compassion satisfaction, and the contributing factors, including depression, anxiety, and stress. | 10 nurses from Phase 1 (nurses in Australian healthcare organizations).
|
Individual interviews and focus group.
|
Semi-structured interview schedule.
|
The relevance of the article is informed by the importance of social support and networks, including family, in compassion fatigue and compassion satisfaction and in psychological wellbeing. | Social networks and support were revealed as the main predictors of compassion fatigue and compassion satisfaction.
|
The results indicated the importance of social support and networks to reduce compassion fatigue, enhance compassion satisfaction and promote psychological wellbeing.
|
| Duong, Tuckey, Hayward & Boyd (2015). | The review of literature was aimed at clarifying the relationship between the perceived, latent and enacted characteristics of the job and work–family conflict (WFC). | A review of 115 studies on work-family conflict published between 1983 and 2013. | A review of literature | A review of literature identified from database search. | The article is relevant to the study as it provides the characteristics of the job that underlies work-family conflict. | The review of 115 studies revealed that the characteristics of the job that are perceived are studied within the context of work-family conflict, but the enacted and latent characteristics are not commonly explored. | On the basis of the findings from the review, it is critical to understand the perceived and enacted characteristics of the job as the basis for comprehending the mechanisms that underlie work-family conflict. The mechanisms should be well understood to be able to define evidence-based interventions. |
| Eley, Eley & Rogers-Clark (2010) | To determine the factors informing the decision to join or leave the nursing profession in Australia
|
800 nurses (registered and enrolled nurses) and 442 nursing students in Australia | Quantitative cross-sectional cohort design | Online survey | The study is relevant to the study from the perspective of the factors that determine their decision to intend to leave the profession among them raising a family and the view of nursing as a stepping career. | The study revealed the social, economic and cultural issues relating to the decision to become a nurse and the decision to remain in the profession.
Among the factors revealed as informing the decision to leave is the demands of raising a family. |
The study provides an indication that identification of the factors that underlie the decision to become a nurse and remain in the profession is important in making the profession more appealing to students and in preventing more nurses from leaving the profession.
It is critical to make the profession more than just a stepping career and providing a supportive environment for raising a family. |
| Farquharson et al. (2012) | To assess the stress levels among nurses. To explore the relationship between stress associated with performance, sickness absence, and turnover intentions.
|
152 participants in Australia | A cross-sectional survey | Questionnaires including demographics and those measuring stress level and performance. | Among the factors associated with stress and absence are family demands, making the article relevant to the topic. | Women participating in the study were found to have elevated levels of psychological stress. In addition, it was revealed that work-family conflict is the main indicator of the stress and a factor in satisfaction at work, absence from work and intentions to leave. | The results indicate the criticality of addressing work-family conflict as a way of dealing with psychological stress, increasing retention, and overall job performance.
|
| Halcomb & Ashley (2017) | To establish the factors associated with working in primary health care in Australia as rated by the nurses as being least and most satisfying. | 1166 in Australian primary care context. | A cross-sectional online survey | Combined questionnaire with questions relating to job, work type, future intention, job satisfaction, and the most and least satisfying job aspects. | The article is relevant to the topic in that it relates work-family balance as an important part of the working for the nurses. | Personal factors including family friendly working environment and a suitable work-family balance were among the most significant, but negative elements of nursing job.
|
It is critical to note that having adequate balance in work-family demands and having an environment that is family friendly is critical for job satisfaction. |
| Hayman & Rasmussen (2013).
|
To examine the demographic and organisational factors’ impact on the capacity to achieve work-personal life balance among nursing workers.
|
710 employees in hospitals in Australia | A mixed method quantitative and qualitative design | A survey data and semi-structured focus group interview. | The relevance of the article is based on the role of work-family conflict in ensuring satisfaction of the workers in the organisation. | The results indicated the demands of female workers as opposed to their male counterparts in balancing the work-family demands.
|
The results indicate the role of the management in enhancing work/life balance for the workers.
|
| Hegney, Craigie, Hemsworth Osseiran-Moisson, Aoun, Francis & Drury (2014). | The study was aimed at exploring the contributing factors to compassion fatigue and compassion satisfaction, including depression, anxiety, and stress.
|
132 nurses working in a tertiary hospital in Australia. | A self-report exploratory cross sectional survey | A survey with two parts, demographic information and the Professional Quality of Life Scale. | The study showed the relationship between the factors relating to the quality of work which include the balance between work and life, among them the quality of work life balance, indicating the relevance to the study.
|
The high levels of anxiety, depression and stress were evident in nurses who worked full time and were associated with high level of compassion fatigue and low level of satisfaction.
|
The results indicated the need for support in form of psychosocial capacity building interventions to create an environment with lower level of risk factors to stress, depression and anxiety, including where there is adequate work-life balance. |
| Kaliannan, Perumal & Dorasamy (2016). | To evaluate the role of human resource practitioners in developing the necessary work life balance and the role this plays in employee engagement as well as satisfaction at work. | 158 medical doctors in Australia | Quantitative survey | Questionnaires to measure work-life balance and job satisfaction. | The role of managing work-family balance, as identified in the article provides evidence for developing evidence-based interventions to reduce stress levels associated with work-family conflict. | The results indicated the challenges in establishing work-life balance for doctors because of the nature of their work. In addition, the results specify that the doctors already work in an environment that is highly demanding because of long working hours and odd shifts. | The results indicate the role of the management in easing the work for the doctors to allow a more favourable balance between work and family responsibilities. |
| Kalliath, Kalliath & Chan (2015). | To assess the role played by social support to moderate the effect of “work-to-family conflict and family-to-work conflict, time-based conflict, behaviour-based conflict and strain-based conflict on psychological strain experiences” (p. 2387) | 439 members of a social work professional organisation in Australia | Quantitative cohort design | An online questionnaire with demographic information and social support scale, strain level, and job performance. | The relevance of the study is based on the importance of the information in proposing evidence-based inventions to work-family conflict. | The researchers identified a need for understanding work–family conflict among those working in social work to create an environment that is more supportive to increase job satisfaction and retention because the conflict underlies the intentions to leave. | Participants realises the necessity for support in creating an environment that is conducive for them to work.
Work–family conflict is a problem that should be addressed to make the working environment better for the workers in a social work context and other service-related settings. |
| Lee, Dai, Park & McCreary (2013). | The study was aimed at examining the association between work-life quality and the intentions of nurses to leave their workplace. | 1, 283 nurses in hospitals in Australia.
|
A descriptive cross-sectional survey
|
Three questionnaires, the Quality of Nursing Work Life scale (QNWL), intentions to leave questionnaire and demographic data.
|
The relevance of the article is informed by its focus on work-life quality as an indicator of the intentions to leave the workplace.
|
The results indicated that a lack of work-life balance in the organisation is a key factor in the intentions to leave the organisation. | The implications of the study indicate the need for organisations to ensure quality work-life balance to increase retention.
|
| Lee-Peng, Lok-Sin & Wei-Hin (2016). | The article had the purpose of examining the effect of work-family conflict and work-family constructive influence of satisfaction at work amongst health care workers. | 642 health care in Australia professionals. | Cross-sectional design quantitative study | Self-administered questionnaires with demographic information and self-report questions on work-family conflict and job satisfaction. | The article is directly relevant to the study on work-family conflict and how it relates to job satisfaction. | The research revealed a negative link between work-family conflict and satisfaction at work. Positive spillover of the conflict was shown to have a positive relationship with satisfaction. | The results of the study indicated the importance of having in place measures to address work-family conflict to ensure a positive association to job satisfaction. |
| Lindsay, Maher & Bardoel (2009). | To explore the way families manage the modern crossroads of stretchy family life and supple labour. | 20 couples within the nursing profession in Australia | Qualitative study | Interview schedule | The article provides information on the means of intervening in family-life conflict through capitalising on family values. | Family values were found to be critical factors in mediating the work and care within the nursing profession. | The results indicated the important role played by promotion of family values for better care within the nursing profession. |
| Lowson & Arber (2014). | The study was aimed at examining the experience of nursing women working night shift. | With 20 female nurses partners and children in Sidney, Australia. | Qualitative interview | Interview schedule and audio sleep diary. | The study has direct implications on the topic as it relates to the experiences of female nurses working night shift and away from their families, a function of work-family conflict. | Important factors that structure the experience and management of night shift for female nurses include the gendered expectations relating to family responsibilities and the wellbeing of the family members.
|
Family structure affects the experience of shift work for female nurses and hence the expectations should be considered when designing the work shifts for the nurses.
Hence, work shifts should be structured around the consideration of the family’s wellbeing to be effective for nurses. |
| Maher (2013). | To assess the integration of the needs of family care and the demands of the job. | 20 nursing families in Australia | Qualitative exploratory study | Interview schedule | The article provides information on the need for integrating the needs of the family to demands of work as a means of mediating work-family conflict. | The study provided evidence of significant career changes, breaks in employment and the application of part-time and casual employment choices for the purpose of integrating and managing the family responsibilities and the demands of the job.
|
The respondents indicated the need for flexible work options for the female workers in order to strike the balance between the demands of family and work.
The results have serious implications on the management to design policies with the needs of women workers put into consideration. |
| McVicar (2016) | To investigate the main indicators of job stress and the relationship to satisfaction at work among women nurses. | The literature search identified (81 relevant studied (n = 81 of those published between 2000 and 2013). | Comparative scoping review of studies. | Review of studies. | The article relates to the topic as it indicates the factors associated to stress at work, excessive demand which interferes with the ability to fulfil other life demands, being one of them. | There were many factors that were identified as underlying job stress, including emotional demands, changes in the environment of work and working on shifts which interferes with the potential to fulfill the demands of other spheres of life.
|
Emotional and physical demands of the work were revealed as the main antecedent of stress and low level of job satisfaction.
The factors are found to have critical implications for the psychological wellbeing of the nurses The results also indicate the criticality of stress management approaches to improve the work of the nurses. |
| Perrone-McGovern et al. (2014) | To investigate the manner in which men and women blend their work and family responsibilities. | None given | Meta-analysis | Review of literature on the topic. | The article relates to the topic from the perspective the gendered view of work-family demands | The research revealed differences in the way women and men blend their work and family responsibilities. | The review indicated the need to incorporate cultural and gender elements in career counselling. |
| Pisaniello, Winefield & Delfabbro (2012). | Investigating the association between emotional work and emotional labour on occupational stress and psychological well-being.
|
239 nurses in a South Australian hospital.
|
A quantitative survey | Quantitative survey with measures of emotional labour and psychological wellbeing.
|
The study relates to the topic from the perspective of emotional labour being an indicator of social support emanating from functions such as adequate companionship.
|
The results of the study indicated that social support moderates emotional labour and accounts for improved psychological well-being.
|
The study’s results task the management with a responsibility of ensuring greater social support for better occupational health and wellbeing, through such actions as ensuring adequate work-life balance.
|
| Pisarski & Barbour (2014). | Examining the levels of fatigue among shift workers as well as the longitudinal associations that mediate fatigue among them work life conflict, team climate, type of shift, and control of shifts.
|
166 nurses from a Australian hospital.
|
Longitudinal quantitative survey methodology.
|
A questionnaire with measures including Fatigue scale. | The study relates to the topic from the perspective of work-life balance as an indicator of fatigue amongst nurses.
|
The results indicated that having control over the shifts, which means that the nurses are able to mediate work-life balance, has considerable impact on fatigue.
|
The findings indicate the need for flexible shifts with time for other aspects of life including family to mediate fatigue and increase job satisfaction.
|
| Pocock (2005) | To investigate the work-life balance in the Australian context.
|
Research published in Australia 2004 on work-life balance in Australia | Meta-analysis | Data collected from evidence-based research findings | The article will be source of critical background information on the view of work-life balance from an Australian context. | The research indicated the criticality of work-life balance in organizations operating in all industries.
However, the reviewed studies indicated that the organisations are yet to strike a balance between the work and life demands. |
The review shows the importance of striking the work-life balance in the workplace as a function of increased performance in the workplace.
The results indicate the need for more research on the strategies critical to strike the balance. |
| Queiros, Carlotto, Kaiseler, Dias & Pereira (2013). | The article was aimed at establishing the factors associated with burnout among nurses. | 1,157 nurses in Ontario, Australia.
|
Quantitative survey
|
Questionnaires including demographic data, Personal Views Survey (PVS), the Maslach Burnout Inventory (MBI-HSS), Survey Work-Home Interaction – NijmeGen (SWING) and Job Satisfaction Scale (S20/23). | The article relates to the topic from the perspective of the role played by work-home and home-work interactions as some of the factors associated with burnout. | Work-home and home-work interactions’ experience was revealed as one of the factors associated with high level of burnout among nurses. | The results indicated the importance of investigating the various factors that are associated with burnout with the aim of remediating them.
Since work-home and home-work interactions impact on burnout, it is critical to ensure an adequate balance. |
| Shacklock and Brunetto (2012) |
To evaluate the impact of seven variables on nurse’s intention go on working and examining the possibility of generational discrepancies in the impact. | 900 nurses in Australia | A self-report survey | Questionnaire with information on the seven variables on nurse’s intention go on working. | The article relates to the topic from the perspective of work-family context as an important factor in the intentions to leave the nursing profession. | The results indicated that six out of the investigated variables have an impact on the intentions of a nurse to go on working as a nurse. Among the factors is work-family conflict.
|
To increase the level of intentions to continue working, it is critical that the identified factors are addressed, among them work-family conflict. |
| Shu, W. (2016). | To examine the association between I-deals, self-efficacy at work, self-efficacy in family, and work-family balance. | 151 participants in Australia | Quantitative survey | Questionnaires with questions relating to I-deals, self-efficacy at work, self-efficacy in family, and work-family balance. | The article indicates the importance of striking a balance in work-family demands by mediating the I-deals that impact on the construct and efficacy, hence having a direct relevance to the topic. | The researchers revealed flexibility I-deals to have a direct relationship with family efficacy and work-family balance.
On the other hand, developmental I-deals were found to have an impact on efficacy at work and work-family balance. |
The results indicate the importance of developing efficacy to navigate work-family and family-work balance. |
| Unruh (2016). | To evaluate the work-family conflict as experienced by new licensed registered nursing professionals. | None given | Structural equation modelling | Review of previous research on the topic. | The evidence of work-family conflict as a factor relating to job stress and low job satisfaction informs the relationship of the article to the topic. | Work-family conflict was shown to be a serious cause of stress for the nurses in their workplace. It is also a critical factor behind low job satisfaction and intention to leave the profession.
|
The reviewed literature indicated the need for addressing the work-family conflict to reduce the level of stress among nurses in their work stations, improve their satisfaction and performance. |
| West, Mapedzahama, Ahern & Rudge (2012). | The primary aim was exploring the argument that the ‘problem-centred’ approach to studies on shift work does not successfully deal with the actual problem for mid-life nurses with the intention of developing and maintaining shift work tolerance. | Two studies. | Critical re-analysis of two studies | Review of studies | The relevance of the study to the topic is the self-report of the (dis)advantages of working on shifts as it relates with other spheres of life such as family among mid-life nurses. | The study indicated how nurses use shift work including in managing, navigating and negotiating different aspects of their nursing work, facilitating convenient work-life negotiation, and self-identifying the chance to get involved in self-care. | The study results indicated that the prevailing ‘problem-centred’ research approach does not achieve much in addressing the ‘real’ problem of working on shifts during the mid-life developmental stage for the nurses.
Thus, the study indicates the necessity for more research approaches to this subject.
|
| Wilkes, Ng Chok, Doull & Mashingaide (2016). | The aim of the study was to establish the factors that determine enjoyment in the nursing career.
|
17 nurses in a local health in Sydney. | Semi-structured individual interviews | Interview schedule with questions relating to the factors that determine enjoyment. | The relevance of the study is founded on the work-life balance being one of the indicators of enjoyment in the nursing work. | The results indicated a number of factors that relate to high level of enjoyment, including work-life balance and those that deter enjoyment including work-life conflict.
|
The study has implications to managers and educators to understand the factors that should be enhanced to allow greater levels of enjoyment among nurses.
|
References
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