Relationship between work–family conflict and turnover intention in nurses: A meta‐analytic review
verifiedrich profile · Journal of Advanced Nursing · 2021
Yildiz, Bora; Yildiz, Harun; Ayaz Arda, Ozlem
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
work family conflict → turnover intention
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
work family conflict correlates turnover intention
work family conflict predicts turnover intention
work life conflict wlc predicts turnover intention
In the authors’ words
The article’s own abstract.
AIM: This meta-analytic review aimed to synthesize and analyse studies that explored the relationship between nurses' work-family conflicts and turnover intentions. DESIGN: This meta-analytical review was conducted according to the Joanna Briggs Institute guidelines and PRISMA checklist. DATA SOURCES: A total of 191 (k = 14) publications published between 2005 and 2019 in English, including grey literature on turnover intention and work-family conflict, were retrieved from PubMed, PsycINFO, Web of Science, ProQuest and Scopus databases. REVIEW METHODS: Studies on the relationship between work-family conflict and turnover intention were summarized. RESULTS: An overall effect size of r = .28 (N = 5781, 95% CI [0.23-0.33]) was obtained, indicating a moderate, positive and significant relationship between work-family conflict and turnover intention. The moderator analysis showed that individualism and long-term orientation accounted for 90% of effect size heterogeneity of work-family conflict and turnover intention relationship. CONCLUSION: Exploring the correlation between work-family conflict and turnover intention can provide guidelines and recommendations for the development of strategies to promote nurse retention and alleviate the nursing shortage. National culture, particularly individualism and long-term orientation, were found to play a significant moderator role in this relationship. Cultures that are highly individualistic and have a long-term orientation have a diminishing effect on the relationship between work-family conflict and turnover intention. IMPACT: Work-family conflict and turnover intention are significantly correlated factors regardless of the studies' cultural characteristics examined in this study. Policymakers and managers should consider this finding and develop strategies that provide a balance-oriented work design to prevent nurse shortage.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “Specifically, such conflict is not only correlated with health issues such as sleep disorders and increased suicide risk but also contributes to nursing shortages, decreased quality of nursing services, and serves as a significant positive predictor of employees’ turnover intention [3–6].”
supports “This is important given that work-family conflict has been identified as a key factor influencing nurses' organisational commitment (Fukuzaki et al. 2021) and intention to leave (Yildiz et al. 2021; Fei et al. 2023; Pennbrant and Dåderman 2021; Phuekphan et al. 2021).”
Ancillary research
Neighbouring works in the citation graph around this article.
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.