ABSTRACT
Objective:To explore the relationship between family supportive supervisor behavior and compassion fatigue of operating room nurses and the mediating role of bidirectional work-family conflict, that is, work interference with family and family interference with work.Methods:In November 2021, a total of 350 operating room nurses in Qilu Hospital of Shandong University, the Second Hospital of Shandong University, and the First Affiliated Hospital of Shandong First Medical University were surveyed by convenience sampling method with questionnaires of self-made general information questionnaire, Work-Family Conflict Scale, Family Supportive Supervisor Behavior Short-Form, and Professional Quality of Life Scale.Results:Family supportive supervisor behavior was negatively correlated with work interference with family and compassion fatigue ( r= -0.211, -0.245, both P<0.01). Work interference with family was positively correlated with compassion fatigue and family interference with work ( r=0.383, 0.274, both P<0.01). Family interference with work was positively correlated with compassion fatigue ( r=0.249, P<0.01). There was no correlation between family supportive supervisor behavior and family interference with work ( r=0.040, P>0.05). The structural equation model showed that bidirectional work-family conflict had multiple chain mediating effects between family supportive supervisor behavior and compassion fatigue ( P<0.05), and the mediating effects were -0.082, accounting for 21.6% of the total effect. Conclusions:Family supportive supervisor behavior can directly or indirectly affect compassion fatigue through work-family conflict. Managers can adopt supportive human resource management policies by implementing family supportive supervisor behavior, to help operating room nurses flexibly balance work-family relationships and reduce role conflict, so as to alleviate the compassion fatigue of operating room nurses.
ABSTRACT
Objective To examine the mediating role of work?family enrichment between family supportive supervisor behavior and nurses'career resilience. Methods Totally 727 nurses selected by clus?ter?random?sampling were investigated by the family supportive supervisor behaviors scale( FSSBS) ,the wok?family enrichment scale( WFES) and the career resilience scale( CRS) . Results The scores of family sup?portive supervisor behavior,work to family enrichment,family to work enrichment and career resilience were (3.74±0.68),(3.36±0.77),(3.59±0.72) and (3.41±0.84) respectively. The family supportive supervisor behavior( r=0.31, P<0.01) ,work to family enrichment( r=0.32, P<0.01) and family to wok enrichment( r=0.30, P<0.01) were positively related to career resilience. The family supportive supervisor behavior posi?tively influenced career resilience(P<0.01). Work?family enrichment partially mediated the association be?tween family supportive supervisor behavior and career resilience, accounted for 37. 7% of the total effect. Conclusion Health organizations should try to build family supportive organizational climate and improve nurses'level of work?family enrichment and career resilience,then promote job performance and job satisfac?tion.