Table 1 Matrix of Evidence
| Study (year) | Purpose | Sample size | Study design
(LOE) |
Data collection method and instruments | Intervention | Findings and conclusions | Comments |
| Bardoel, De Cieri & Santo (2008). | To review research on work-family issues as evidence in research within the context of Australia and New Zealand | Research from 2004 to 2007 | Meta-analysis | Data collected from evidence-based research findings | None | The researchers identify the important tensions between work and other life demands that underlie the work-life issues. | The research brings together evidence from various studies to indicate the factors that underlie work-life conflict, pointing to the efforts to address them. |
| Bartram, Joiner & Stanton (2004). | To evaluate the indicators of job stress and satisfaction among nurses in Australia. | 157 registered nurses | Quantitative survey | Questionnaire | None | Lack of social support and demands of work relate to job stress and lower job satisfaction. | Results indicate the need for support from the management to lessen the demands and improve job satisfaction. |
| Baxter & Gray (2008). | To evaluate the role of parents in balancing work and family responsibilities | None given | Data analysis | Data analysis | None | The data analysed revealed the importance of balancing work and family through different life phases. | The results indicated the importance of identifying different phases to establish the most effective strategies to strike the balance between work and life. |
| Bogossian, Winters-Chang & Tuckett (2014). | To examine the perceptions of the nurses and midwives in Australia on the nature of their work as the basis for the attrition from it. | 7604 nurses and mid-wives in Australia | e-cohort Study in Australia | Qualitative content analysis | None | The results indicated a number of factors relating to the nursing profession as the basis for their high level of dissatisfaction and the intention to leave. | The results indicate the need to address the factors associated with dissatisfaction to improve the workplace and increase retention. |
| 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 | A cross-sectional mailed survey | Questionnaires | None | 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. |
| 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 | Instruction on accessing online survey | 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. | 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. |
| 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 | A cross-sectional survey | Questionnaire | None | 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.
|
| 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 | Quantitative survey | Questionnaire | None | The results indicated the challenges in establishing work-life balance for doctors because of the nature of their work. | 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. | Quantitative cohort design | An online questionnaire | Moderating social support | The researchers identified a need for understanding work–family conflict among those working in social work to create an environment that is more supportive. | 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-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 professionals. | Cross-sectional design quantitative study | Self-administered questionnaires | None | 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 | None | 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. |
| Maher (2013). | To assess the integration of the needs of family care and the demands of the job. | 20 nursing families | Qualitative exploratory study | Interview schedule | None | 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. | None given | Meta-analysis | Review of studies. | None | Emotional and physical demands of the work were revealed as the main antecedent of stress and low level of job satisfaction. | The results indicated that identification of the factors associated with stress is critical to proper management for improving job satisfaction.
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. | None | 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. |
| Pocock (2005) | To investigate the work-life balance in the Australian context.
|
Research published in Australia 2004 on work-life balance | Meta-analysis | Data collected from evidence-based research findings | None | The research indicated the criticality of work-life balance in organizations operating in all industries. | The review shows the importance of striking the work-life balance in the workplace as a function of increased performance in the workplace. |
| Roche et al. (2015) | To investigate the impact of nurse turnover in the face of the ageing population | None given | Meta-analysis | Review of literature | None | The researchers revealed considerable costs associated with turnover in the face of an ageing population. | The article reviewed provided evidence of the problem of nurse turnover and related costs.
The research revealed the need to deal with turnover to cut on the cost and allow for greater satisfaction amongst the nurses.
|
| 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 | None | 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 | Quantitative survey | Questionnaires | None | The researchers revealed flexibility I-deals to have a direct relationship with family efficacy and family-work 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. |
| Tuckett et al. (2015) | To explore the reasons given by nurses for their intentions to leave the profession. | 66 nurses and midwives | e-cohort Study | Electronic questionnaire. | None | Job dissatisfaction relating to lack of management support was found to be the main reason for the intentions to leave the profession. | The findings indicate the need for support by the management in the workplace to allow for a greater level of job satisfaction. |
| 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. | Modelling of previous evidence | Work-family conflict was shown to be a serious cause of stress for the nurses in their workplace.
|
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. |
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
