Presentation Information
[aQrq5kgV-04]Nursing practice environment, work-family conflict, and turnover intention among female nurses with children under 18 years of age in Japan: A nationwide cross-sectional study
*Liyuan Zheng1, Hiromi Kawasaki1, Wenjie Guo1, Miyuki Toda1, Yoko Shimpuku1 (1. Graduate School of Biomedical and Health Sciences, Hiroshima University (Japan))
Keywords:
female nurses,turnover intention,work-family conflict,nursing practice environment
[Purpose]
To investigate the levels of nursing practice environment, work-family conflict, and turnover intention, and explore the mediating role of work-family conflict between nursing practice environment and turnover intention among female nurses with children under 18 years.
[Method]
An online survey recruited 305 registered female nurses from 45 prefectures across Japan between July and September 2025. Variables were measured using demographic data, and scales of maternal feeling of childcare burden, the practice environment of the nursing work index, work-family conflict, and turnover intention. Data analyses were performed using one-way analysis of variance, t-tests, Pearson correlation analysis, multivariate linear regression analysis, and the Process 4.0 macro plug-in method (SPSS v. 26.0).
[Results]
Turnover intention among female nurses differed significantly according to their cohabitation status, youngest child’s age, department, shift pattern, weekly overtime hours, night-shift frequency and the schedule notice period. Nurses who lived alone with children, had a child aged 16-18, with weekly overtime more than 8 hours, and received schedules only 1-3 days in advance showed significantly higher turnover intention. Participants scored 12.50±7.22 on maternal feeling of childcare burden scale, 2.41±0.51 on the practice environment scale, 3.08±0.65 on work-family conflict scale, and 15.20±4.89 on turnover intention scale. Higher work–family conflict was associated with greater turnover intention (B=0.118, SE=0.023, β=0.282, p<0.001) after controlling for the nursing practice environment.
[Consideration]
Resources should foster supportive workplace culture that enhance task efficiency to manage workloads and minimise excessive overtime. Beyond the hospital, long-term cultural change promoting equitable distribution of domestic labor is essential.
[Conclusion]
To investigate the levels of nursing practice environment, work-family conflict, and turnover intention, and explore the mediating role of work-family conflict between nursing practice environment and turnover intention among female nurses with children under 18 years.
[Method]
An online survey recruited 305 registered female nurses from 45 prefectures across Japan between July and September 2025. Variables were measured using demographic data, and scales of maternal feeling of childcare burden, the practice environment of the nursing work index, work-family conflict, and turnover intention. Data analyses were performed using one-way analysis of variance, t-tests, Pearson correlation analysis, multivariate linear regression analysis, and the Process 4.0 macro plug-in method (SPSS v. 26.0).
[Results]
Turnover intention among female nurses differed significantly according to their cohabitation status, youngest child’s age, department, shift pattern, weekly overtime hours, night-shift frequency and the schedule notice period. Nurses who lived alone with children, had a child aged 16-18, with weekly overtime more than 8 hours, and received schedules only 1-3 days in advance showed significantly higher turnover intention. Participants scored 12.50±7.22 on maternal feeling of childcare burden scale, 2.41±0.51 on the practice environment scale, 3.08±0.65 on work-family conflict scale, and 15.20±4.89 on turnover intention scale. Higher work–family conflict was associated with greater turnover intention (B=0.118, SE=0.023, β=0.282, p<0.001) after controlling for the nursing practice environment.
[Consideration]
Resources should foster supportive workplace culture that enhance task efficiency to manage workloads and minimise excessive overtime. Beyond the hospital, long-term cultural change promoting equitable distribution of domestic labor is essential.
[Conclusion]
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