Reduced-Hours Job-Role Quality and Life Satisfaction among Married Women Physicians with Children

Effect of Sleep Quality and Depression on Married Female Nurses' Work-Family Conflict

Married female nurses experience work–family conflict (WFC) as they manage excessive work and various working-hour types while rearing children and tending household chores, and as a result, they continuously constantly deliberate over quitting their job or moving to a different workplace. Married nurses were found to have shorter sleep duration and sleep latency compared to single nurses, and high job stress not only hinders their family life but also causes sleep problems. Depression is a classic negative emotion experienced by married working women who must manage both work and family. This study aims to examine WFC in married female nurses and investigate its predictors, namely depression and sleep quality. A total of 229 married female nurses completed a Google questionnaire link consisting of the Work–Family Conflict Scale, Sleep-Quality Scale, and the Center for Epidemiologic Studies Depression Scale (CES-D). Data were analyzed by descriptive statistics, t-test, ANOVA, LSD post hoc test, Pearson’s correlation coefficients, and multiple regression using the SPSS/WIN 26.0 program. The average WFC score was 4.84 ± 1.12 (range 1–7); WFC showed a statistical difference according to a stage of the lifecycle (F = 7.12, p = 0.001) and perceived health (F = 12.01, p < 0.001). WFC was low among those in the non-parenthood stage of the lifecycle (β = −0.26, p < 0.001), those with good (β = −0.18, p = 0.011) or moderate perceived health (β = −0.15, p = 0.023), and those without turnover intention (β = −0.13, p = 0.016). On the other hand, WFC was high among those who were extremely dissatisfied with their job (β = 0.16, p = 0.008) and those who had a high level of depression (β = 0.22, p = 0.002); these variables explained 20.2% of WFC (F = 7.663, p < 0.001). Based on these results, subsequent studies should develop and implement coping programs that help reduce WFC and improve depression and sleep quality in married female nurses.

Challenges Faced by Female Healthcare Professionals in the Workforce: A Scoping Review

Background

The number of women entering the medical and healthcare workforce globally has increased in the past several decades. Women have many roles and positions in healthcare organizations, hospitals and healthcare education settings. Although there has been an increase in the number of women, female workers continue to face many workplace challenges. This scoping review aimed to explore the challenges female healthcare professionals face in the workforce.

Methods

A scoping review utilizing Arksey and O’Malley’s six-step framework was undertaken to identify and map available literature addressing challenges faced by female healthcare professionals in the workforce. The databases searched included Embase, EmCare, Medline, Cumulative Index of Nursing and Allied Health Literature (CINAHL) and Business Source Complete (BSC). Additional searches were performed using Google Scholar, Trove and grey literature.

Results

The initial search yielded 2455 publications (Medline n=369; EmCare n=276; Embase n=612; CINAHL n=1088; Business Source Complete n=109; mixed grey literature n=1). After removal of duplicates, 1782 citations remained. Abstract and title screening reduced the field to 36 publications, following which full-text reviews were conducted. Consensus was reached on 16 publications for final review. After analyzing the articles, three themes were identified: i) family responsibilities, ii) workplace environment and iii) stereotyping.

Conclusion

Findings confirm that female healthcare professionals face circumstances that may affect their family lives, as well as factors relating to the workplace environment and stereotypes. Implementing strategies such as reduced work hours, flexible timing and part-time work can support women in the workplace, which then enhances and supports gender equality in healthcare organizations.

Organisational barriers to and facilitators for female surgeons' career progression: a systematic review

Objective To identify organizational barriers to and facilitators for female surgeons' career progression. Design Systematic review of qualitative and quantitative studies relating to organizational barriers to and facilitators for female Surgeons' career progression. After the quality assessment of the peer-reviewed journal articles, twelve articles were selected for full review. Thematic analysis was used to identify key themes in these selected articles. Setting The studies solely focused on organizational factors linked to female physicians' career progression in surgical specialties. Partcipants Female surgeons. Main outcome measures Organizational barriers and facilitators Results Twelve peer-reviewed journal articles were included in the study which focused on barriers to female surgeons' career progression, ways of facilitating female surgeons' career progression, and female surgeons' job satisfaction. Conclusion The major organisational factors contributing to the lack of career progression for female surgeons are (1) organizational culture which promotes rigid career structure that is inclined to support male surgeons than female surgeons and also male domination in which male surgeons feel superior to female surgeons (2) work family conflict whereby women feel that they have to make a family sacrifice by being women; they experience the difficulty in securing a work-life balance in the masculine career structure in surgical specialties. This implies that policy makers and healthcare organizations need to pay significant attention to organizational facilitators for female surgeons' career progression such as flexible career pathways and work patterns, a variety of different viable career progressions, more family-friendly working conditions, and the promotion of female mentors and role models in surgical specialties to support female surgeons in dealing with the organizational barriers in the male-dominated organizational culture and the lifestyle issues as well.

The Effects of Role Congruence and Role Conflict on Work, Marital, and Life Satisfaction

The impact of role congruence and role conflict on work, marital, and life satisfaction was studied using Super's life-span, life-space theory. A conceptual model of relationships between these variables was proposed, and gender differences were examined. Participants were 35 male and 60 female college graduates who completed surveys by mail. Results indicated adequate fit for the proposed model. Results of gender analyses indicated that women in this study participated more in parenting and housework, whereas men participated more in career and leisure activities. Despite the differences in actual role participation, no gender differences were found regarding ideal role participation. Both men and women reported that the parent role was most rewarding. Implications for counselors and directions for future research were discussed.

Female roles and conflicts in health care professions

A gyógyító- és ápolómunka fizikai és pszichés terheit női munkavállalók esetében fokozzák a gyermekvállalás és a családi szerepek ellátásából következő kötelezettségek. Célkitűzés: Kutatásunk elsődleges célja az volt, hogy megismerjük és összehasonlítsuk hallgatói és dolgozói szinten a diplomás ápolónők és orvosnők család- és karrierszerep(terv)eit, összefüggésben testi és lelki jóllétükkel, konfliktusaikkal. Módszer: Keresztmetszeti, önkitöltős kérdőíves vizsgálatainkat egészségügyi felsőoktatásban tanuló diplomás ápoló- (N = 226) és orvostanhallgató-nők (N = 117) körében, valamint fekvőbeteg-ellátásban dolgozó diplomás ápolónők és orvosnők (N = 409) körében készítettük. Eredmények: A hallgatónők leendő családi és munkahelyi szerepeiket egyaránt nélkülözhetetlennek tartják. Gyermekszámterveik nem térnek el a magyar populáció hasonló eredményeitől. Diplomás ápolónők és orvosnők számára fontosak a családi és munkahelyi szerepek. A szerepek közötti konfliktusok összefüggésben állnak a karrierrel és életúttal kapcsolatos elégedettségükkel, egészségi állapotukkal, pszichoszomatikus tüneteik prevalenciájával. Megállapítható, hogy egészség- és rizikó-magatartásuk nem kielégítő szintű. Következtetések: A leendő és a már magyar egészségügyi viszonyok között dolgozó egészségügyi diplomás nők szerepterveiben, szerepeinek ellátásában számos ponton feszültség figyelhető meg. Sok esetben nem kielégítő a társadalmi szerepeikből adódó kötelezettségek teljesítése. A diplomásápoló-hallgatók és dolgozók hátránya kifejezettebb, ezért fontosnak tartjuk további elemző és összehasonlító vizsgálatok végzését.

Be the fairest of them all: challenges and recommendations for the treatment of gender in occupational health research

BACKGROUND

Both women's and men's occupational health problems merit scientific attention. Researchers need to consider the effect of gender on how occupational health issues are experienced, expressed, defined, and addressed. More serious consideration of gender-related factors will help identify risk factors for both women and men.

METHODS

The authors, who come from a number of disciplines (ergonomics, epidemiology, public health, social medicine, community psychology, economics, sociology) pooled their critiques in order to arrive at the most common and significant problems faced by occupational health researchers who wish to consider gender appropriately.

RESULTS

This paper describes some ways that gender can be and has been handled in studies of occupational health, as well as some of the consequences. The paper also suggests specific research practices that avoid errors. Obstacles to gender-sensitive practices are considered.

CONCLUSIONS

Although gender-sensitive practices may be difficult to operationalize in some cases, they enrich the scientific quality of research and should lead to better data and ultimately to well-targeted prevention programs.