1 Roba Shaker Ghanim
2 Radhwan Hussein Ibrahim
1 College of Nursing, University of Mosul, City of Mosul, Iraq
2 College of Nursing, Ninevah University, City of Mosul, Iraq
Article received: 06.09.2024.
Article accepted: 15.11.2024.
https://doi.org/10.24141/2/8/2/7
Author for correspondence:
Radhwan H Ibrahim
College of Nursing, Ninevah University, Mosul, Iraq E-mail: prof.dr.radhwan@uomosul.edu.iq
Keywords: work-life balance, female nurses, professional stress, marital status, nursing workforce
Aim. This study explores the factors connected to work-life balance among female nurses working in Mosul’s teaching hospitals, focusing on professional and socio-cultural influences.
Results. The overall mean WLB score was 3.48, indicat- ing moderate levels of perceived balance. Junior nurses reported lower WLB than senior nurses (3.31 vs. 3.72). Marital status was a significant predictor of WLB, with married nurses scoring lower than unmarried nurses. A negative correlation between years of experience and WLB (r=-0.43, p<0.01) was observed, suggesting a de- cline in WLB with increased job tenure. Strong support from family and colleagues was associated with better WLB, but structural challenges remained a key obstacle.
Work-life balance (WLB) refers to the equilibrium between professional responsibilities, family obliga- tions, and social activities aligned with an individu- al’s personal life priorities (1). Achieving this balance is essential for maintaining overall well-being, as an imbalance can lead to significant negative con- sequences (2). When work-life balance is disrupted, it takes a toll on physical and mental health and di- minishes the quality of life for individuals and their families (3). This imbalance can manifest in various ways, such as increased stress, burnout, and a de- cline in personal relationships. Additionally, a lack of work-life balance often reduces job satisfaction, weakening employees’ connection to their organi- zation (4). Over time, this dissatisfaction can result in lower organizational commitment, ultimately in- creasing employee turnover (5). Therefore, promot- ing work-life balance is crucial not only for the health and happiness of individuals but also for fostering a more engaged, productive, and loyal workforce (6). Work-life balance is a critical topic in occupational health psychology, especially when understanding women’s experiences in the workforce (7). The con- cept is gaining increasing attention as more research highlights women’s unique challenges in balancing their professional responsibilities with personal and family obligations (8). In occupational health psychol- ogy, work-life balance is about managing time and ensuring psychological well-being, job satisfaction, and overall quality of life (9). For women, achieving a harmonious balance between work and life is of- ten complicated by additional factors such as soci- etal expectations, caregiving responsibilities, and gender-based workplace dynamics (10). Therefore, exploring work-life balance among women is essen- tial to developing strategies that promote healthier work environments, enhance productivity, and sup- port women’s mental and physical well-being across various professions (11). Nurses are fundamental to the healthcare system, serving as the frontline car- egivers, often patients’ first point of contact. Their role extends beyond initial interactions; they main- tain long-term communication and build trust with patients, providing continuous care throughout the treatment process (12). On the healthcare frontlines, nurses are responsible for delivering immediate care
and attention and play a vital role in life-saving inter- ventions. Their expertise and dedication make them indispensable pillars within hospitals, ensuring that patients receive comprehensive and compassionate care (13). Whether in emergencies, routine check- ups, or chronic care management, nurses are es- sential to the functioning of healthcare institutions, embodying the core values of empathy, skill, and resilience in the medical field (14). Their contribu- tion is integral to patient recovery and overall health outcomes, underscoring their crucial role in the suc- cess of healthcare systems worldwide (15). While numerous studies have explored work-life balance in the healthcare sector, a lack of research focuses specifically on female nurses in post-conflict settings like Mosul. Most existing studies are concentrated in developed countries or stable environments, where the challenges and resources differ significantly from those in Mosul. Furthermore, there is limited data on how Mosul’s unique socio-cultural and economic con- ditions impact female nurses’ work-life balance. This gap in the literature highlights the need for localized research to inform policy and practice that can effec- tively address the needs of this specific group.
Female nurses in Mosul face significant challenges in balancing their work and personal lives due to the demanding nature of their jobs, socio-cultural expec- tations, and the recovering state of the healthcare system. However, empirical data on the factors in- fluencing their perceived work-life balance is lack- ing. Without this information, developing targeted interventions to support these nurses is difficult, potentially leading to increased job dissatisfaction, burnout, and turnover rates.
To explore the factors influencing work-life balance (WLB) among female nurses working in teaching hos- pitals in Mosul, Iraq, with a focus on both professional responsibilities and socio-cultural challenges unique to a post-conflict setting. By identifying these fac- tors, the study seeks to provide insights that can inform strategies to enhance WLB for healthcare pro- fessionals in similar contexts.
A cross-sectional survey was conducted to collect participant data and explore the research topic thor- oughly. The survey was administered systematically and without bias, ensuring that all participants were asked the same questions to facilitate easy compari- son of their responses.
The study encompassed government hospitals in the City of Mosul, including six teaching hospitals: Al Salam Teaching Hospital, Al-Khansa Teaching Hospi- tal, Ibn-Sina Teaching Hospital, Mosul General Hospi- tal, Al-Jamhory Teaching Hospital, and Ibn Al-Atheer Teaching Hospital.
The study’s sample comprised 250 female nurs- ing staff from Mosul Teaching Hospitals, selected through a purposive sampling method to ensure a comprehensive understanding of work-life balance across various roles within the nursing profession. The mean age of participants was 35.6 years (± 7.8 years), with an age range from 22 to 55 years. The majority held a bachelor’s degree in nursing, while some had diplomas or advanced degrees. Par- ticipants had an average of 10.2 years (± 5.3 years) of experience in the nursing field. In terms of mari- tal status, approximately 60% were married, 25% were single, and 15% were widowed or divorced. On average, participants had 2.4 dependents, high- lighting family obligations that could influence their work-life balance. The sample included nurses from various departments, such as emergency, surgery, pediatrics, and general medicine, reflecting a diverse range of professional roles and responsibilities. This demographic profile provides a rich context for un- derstanding the challenges and factors affecting work-life balance among female nurses in Mosul’s healthcare system.
The purposive sample for this study was carefully selected based on specific criteria to ensure the par- ticipation of female nursing staff who could provide meaningful insights into work-life balance practices. The inclusion criteria were as follows:
These criteria were established to select a sample that would provide valuable insights and support the study’s objectives effectively.
Several exclusion criteria were applied to ensure the integrity and relevance of the data collected for the study on work-life balance among female nursing staff in Mosul Teaching Hospitals. Male nursing staff were excluded, as the focus was on female nursing experiences. Part-time, temporary, or contractual
employees were also excluded to maintain consist- ency, focusing on full-time, permanent staff, whose work-life balance may be more representative of long-term employment. Female nurses on extended leave, such as maternity or medical leave, were ex- cluded to reflect the experiences of those actively engaged in their professional roles. Newly hired nursing staff who worked for less than six months were not included to avoid data from individuals who may have yet to fully integrate into their roles. Addi- tionally, nurses holding administrative or non-clinical roles were excluded, as their work-life balance expe- riences could differ significantly from those in clinical roles.
The primary tool used for data collection in this study was the Work-Life Balance (WLB) scale, a compre- hensive questionnaire of 22 statements designed to assess various dimensions of how individuals man- age and maintain a balance between their work and personal lives. Participants responded to each state- ment using a Likert scale with the following options: Strongly Agree, Agree, Indifferent, Disagree, and Strongly Disagree.
The WLB scale demonstrated reliability, with a Cron- bach’s alpha coefficient of 0.87, indicating high inter- nal consistency. The scale includes several subscales that measure different aspects of work-life balance, such as work demands, personal life fulfilment, and support systems, each showing acceptable reliability ranging from 0.75 to 0.83.
In interpreting the results, a higher total WLB score indicates a better work-life balance, meaning that participants are more effectively managing their pro- fessional and personal responsibilities.
It is important to note that some items in the scale had negative connotations; therefore, these state- ments were recoded to ensure a consistent interpre- tation of the overall results. After recording, higher scores consistently reflected a more favourable per- ception of work-life balance among participants. This approach allowed for more precise analysis and un- derstanding of the factors influencing work-life bal- ance in the context of female nurses in Mosul.
cluded to assess the psychological impact of work-life balance on stress levels and overall well-being.
written informed consent and were assured of their right to withdraw at any point without consequence. To maintain confidentiality, all responses were an- onymized, and data access was restricted to author- ized research personnel only. Data will be securely stored in a password-protected system for the dura- tion required by institutional guidelines and respon- sibly disposed of thereafter.
The data collected from the study were analyzed using SPSS version 26.0, employing both descrip-
tive and inferential statistical methods to address the research objectives. Descriptive statistics were used to summarize the data, including frequencies, percentages, means, and standard deviations. Infer- ential statistics included Pearson correlation analy- sis to explore relationships between WLB scores and demographic variables, while independent samples t-tests and one-way ANOVA were used to compare WLB scores across different groups, such as married vs. unmarried participants and job positions. Post- hoc tests were performed when significant differ- ences were found. To ensure the appropriateness of the parametric statistical analyses, a Kolmogorov- Smirnov (KS) test was conducted to assess the nor- mality of the distribution of WLB scores. The results indicated that the distribution was approximately normal, justifying the use of parametric tests for fur- ther analysis.
Finally, multiple regression analysis was conducted to identify predictors of work-life balance, with de- mographic factors such as age, marital status, and job position treated as independent variables and WLB score as the dependent variable. The conditions for the regression analyses were met, ensuring the validity of the results. This analysis provided insights into the significant factors influencing work-life bal- ance among female nurses in Mosul.
This study adhered to ethical standards to safeguard participants’ rights and well-being. Prior to com- mencement, ethical approval was granted by the Institutional Review Board (IRB) at the University of Mosul (Reference Number: 43-CCMRE-NUR-24-14) on 28/10/2024. Participants received comprehen- sive information about the study’s purpose, proce- dures, potential risks, and benefits. They provided
The sample included 250 female nursing staff from various teaching hospitals in Mosul. The mean age of the participants was 35.6 years (SD = 7.8), with the majority (62%) having between 5 and 15 years of work experience. Most participants (78%) were married, while 22% were unmarried. Regarding job positions, 55% were junior nurses, and 45% held senior nursing roles, providing a balanced representation across dif- ferent levels of experience and responsibility.
Table 1. Demographic characteristics of participants | |
Characteristic | Value |
Mean Age (Years) | 35.6 (SD=7.8) |
Marital Status (Married) | 78% |
Marital Status (Unmarried) | 22% |
Job Position (Junior Nurse) | 55% |
Job Position (Senior Nurse) | 45% |
The results in Table 1 provide an overview of the de- mographic characteristics of the participants in the study. The Mean Age of participants was 35.6 years (SD=7.8), indicating a moderately young nursing workforce. In terms of Marital Status, 78% of partici- pants were married, while 22% were unmarried, sug- gesting that most participants balance work respon- sibilities alongside family life. Regarding Job Position, 55% were identified as junior nurses, whereas 45%
held senior nursing roles. This distribution shows a slightly higher representation of junior nurses, though senior nurses still make up a significant por- tion of the sample. These demographic insights pro- vide context for interpreting the work-life balance findings within the study.
Table 2. Work-Life Balance Scores | ||
Category | Mean Score | Standard Deviation |
Overall WLB Score | 3.48 | 0.76 |
Junior Nurses WLB | 3.31 | 0.67 |
Senior Nurses WLB | 3.72 | 0.72 |
The results in Table 2 present work-life balance (WLB) scores for nursing staff, indicating differences between overall scores and those of junior versus senior nurses. The Overall WLB Score had a mean of 3.48 (SD=0.76), suggesting a moderate level of work-life balance across all participants. Junior Nurs- es had a slightly lower mean score of 3.31 (SD=0.67), reflecting potentially greater challenges in achieving work-life balance compared to their senior counter- parts. Senior Nurses, however, had the highest mean score of 3.72 (SD=0.72), indicating that experience and seniority may be associated with better work- life balance. This variation highlights that senior nurses, with more experience and likely greater role flexibility, tend to report stronger work-life balance than junior nurses.
The results in Table 3 provide a comprehensive overview of work-life balance among nursing staff, highlighting both strengths and challenges. Par- ticipants demonstrated effective Communication and Boundaries (M=3.50, SD=0.70) and Time Ma- nagement (M=3.42, SD=0.65), indicating consistent efforts to manage their schedules and communicate work-life boundaries. Workspace and Physical Se- paration (M=3.25, SD=0.60) was moderately main- tained, although Work Interruptions and Personal Time (M=3.11, SD=0.82) posed a common issue, suggesting frequent disruptions to personal time. The highest mean score was in Support from Family and Colleagues (M=3.95, SD=0.62), reflecting strong social support, which likely contributes positively to balance. Flexibility and Adaptability (M=3.40, SD=0.75) and Impact on Productivity (M=3.20,
SD=0.68) scores indicate moderate adaptability and productivity levels, respectively, while Stress and Well-being scored lowest (M=2.98, SD=0.83), su- ggesting that stress and well-being are significantly impacted by work-life boundary challenges. These findings suggest that while support and communi- cation are strong, maintaining personal time and ma- naging stress remain critical areas for improvement.
Table 3. Key areas assessed | ||
Category | Mean Score | Standard Deviation |
Communication and Boundaries | 3.50 | 0.70 |
Time Management | 3.42 | 0.65 |
Workspace and Physical Separation | 3.25 | 0.60 |
Work Interruptions and Personal Time | 3.11 | 0.82 |
Support from Family and Colleagues | 3.95 | 0.62 |
Flexibility and Adaptability | 3.40 | 0.75 |
Stress and Well-being | 2.98 | 0.83 |
Impact on Productivity | 3.20 | 0.68 |
Table 4. Regression Analysis Results | ||
Predictor | Beta Coefficient | p-value |
Marital Status | -0.36 | 0.001 |
Job Position | 0.29 | 0.004 |
Years of Experience | -0.24 | 0.011 |
Model summary | R | R2 |
0.65 | 0.42 | |
The results in Table 4 present findings from the re- gression analysis, showing the influence of marital status, job position, and years of experience on work- life balance scores. Marital Status had a significant negative impact (Beta=-0.36, p=0.001), indicating that married participants reported lower work-life balance scores compared to their unmarried counter- parts. Job Position had a positive effect (Beta=0.29, p=0.004), suggesting that those in senior roles
experienced better work-life balance. Years of Ex- perience also showed a significant negative effect (Beta=-0.24, p=0.011), meaning that as years of ex- perience increased, work-life balance scores tended to decrease. The overall model was significant, with an R value of 0.65 and an R² value of 0.42, indicating that approximately 42% of the variance in work-life balance scores can be explained by these predictors. These findings highlight the substantial influence of personal and professional factors on nurses’ work- life balance.
The findings from this study provide valuable in- sights into the work-life balance (WLB) challenges faced by female nurses in Mosul teaching hospitals. The results indicate that achieving an effective bal- ance between professional responsibilities and per- sonal life is a significant challenge for many nurses, particularly for those in junior positions and those with more years of experience. These findings align with previous research, which suggests that work- life imbalance is prevalent among healthcare work- ers, especially in high-demand environments such as hospitals, where long working hours, high patient loads, and emotional stress are standard.
Work-life balance (WLB) has been a critical issue in healthcare, particularly among nurses, where high workloads and emotional demands often lead to im- balance. The overall mean WLB score of 3.48 in this study reflects moderate levels of perceived balance, consistent with findings from similar research (16). Studies have shown that nurses, especially in high- demand environments, often struggle to maintain a healthy balance between work and personal life due to long shifts, emotional stress, and patient care de- mands (17-19).
The lower WLB scores among junior nurses compared to senior nurses (3.31 vs. 3.72) in this study likely reflect the limited control over work schedules and fewer coping resources available to junior staff – a
common challenge for early-career healthcare profes- sionals. Research suggests that junior nurses often face greater difficulty establishing boundaries be- tween work and personal life due to less experience and fewer support systems (20-23). Additionally, the significant negative correlation between years of ex- perience and WLB scores (r=-0.43, p<0.01) indicates that, while senior nurses may report a higher sense of work-life balance, the increased responsibilities and potential for stress associated with greater ten- ure can impact balance negatively over time. Senior nurses benefit from job autonomy and role flexibility, which enhances WLB by allowing them more control in managing work and personal demands effectively. This supports findings from other studies, where job autonomy and role flexibility emerge as key factors in improving WLB, especially among more experi- enced healthcare workers (24).
Societal and cultural factors are critical in shap- ing work-life balance (WLB), particularly in regions where traditional gender roles are emphasized. In this study, marital status emerged as a significant predictor of WLB, with married participants reporting lower WLB scores than their unmarried counterparts, reflecting the dual burden of managing professional obligations and domestic responsibilities. This find- ing aligns with existing literature, which consistently highlights those married women, especially those in healthcare, face increased challenges in balancing work and family life due to traditional gender roles that prioritize women’s caregiving and household du- ties (25-27).
Studies have demonstrated that women in many cul- tures, including in the Middle East, are often expect- ed to manage both work and home responsibilities, making it harder for them to achieve WLB (28-31).
In the specific cultural context of Mosul, societal ex- pectations around women’s roles as caregivers and homemakers further exacerbate these challenges. Research has shown that in conservative societies, such as Iraq, women often experience heightened pressure to fulfill family obligations, which can nega- tively impact their professional lives (32-33).
The strong support from family and colleagues re- ported in this study (mean score=3.95) is a positive finding, as numerous studies indicate that social sup- port is a protective factor against workplace stress
and is associated with improved work-life balance.
However, social support alone may not fully allevi- ate the structural and systemic challenges contribut- ing to work-life imbalance. Research suggests that while social support can mitigate some aspects of stress, addressing deeper organizational and soci- etal issues, such as rigid work schedules and unequal domestic responsibilities, is essential for meaningful improvements in WLB (34-35).
The findings from this study have several practical implications. Firstly, healthcare administrators need to recognize the importance of flexible work sched- ules and support systems to help alleviate work-life imbalance, especially for junior nurses. Providing op- portunities for job-sharing, flexible hours, or child- care support may help to ease the burden on nurses, particularly those with families.
Moreover, the significant role of marital status and years of experience as predictors of WLB highlights the need for targeted interventions that address the unique challenges faced by these groups. Sen- ior nurses, for instance, may benefit from leadership training that includes strategies for managing work- life balance. In contrast, married nurses could benefit from family-friendly workplace policies that reduce the conflict between professional and personal re- sponsibilities.
This study provides valuable insights into the work- life balance of female nursing staff in Mosul Teach- ing Hospitals; however, several limitations should be acknowledged. The use of convenience sampling and the reliance on self-reported data introduce potential biases, which may affect the generalizability of the findings. Although the sample size of 250 partici- pants is substantial, it may still limit the applicability of the results to other regions or healthcare settings in Iraq. The cross-sectional design of the study pre- vents the establishment of causal relationships, and the findings are specific to Mosul’s cultural and social context, which limits their transferability.
Additionally, the study did not account for factors such as organizational culture, leadership styles, or external stressors, all of which could significantly im- pact work-life balance. Non-response bias may also
be a concern, as the experiences of those who chose not to participate were not captured. Finally, the relatively short data collection period may not have fully reflected variations in work-life balance experi- ences over time or in response to different events. Future research should consider longitudinal studies to explore how work-life balance evolves over time and in response to organizational changes, as well as comparative studies in different regions or countries to provide a broader understanding of the factors af- fecting work-life balance in healthcare settings.
In conclusion, this study highlights the complex and multifaceted nature of work-life balance for female nurses in Mosul teaching hospitals. While many nurs- es report moderate levels of WLB, significant chal- lenges remain, particularly for junior nurses, married nurses, and those with more experience. Addressing these challenges will require a combination of or- ganizational support, flexible policies, and targeted interventions that consider the unique needs of this population. By promoting a healthier work-life bal- ance, healthcare institutions can improve the well- being of their nursing staff and enhance job satisfac- tion, retention, and patient care quality.
Kang J, Kwon SS, Lee Y. Clinical nurses’ work-life ba- lance prediction due to patient safety incidents using classification and regression tree analysis: a secon- dary data analysis. BMC Nurs. 2024;23(1):70. https:// doi.org/10.1186/s12912-024-01719-0
Casolari L, Curzi Y, Mastroberardino M, Pistoresi B, Po- ma E, Broccoli L, et al. Factors associated with work ability among employees of an Italian university hos- pital. BMC Health Serv Res. 2024;24(1):30. https:// doi.org/10.1186/s12913-023-10465-z
Antolí-Jover AM, Álvarez-Serrano MA, Gázquez-López M, Martín-Salvador A, Pérez-Morente M, Martínez- García E, et al. Impact of work-life balance on the quality of life of Spanish nurses during the sixth wa- ve of the COVID-19 pandemic: A cross-sectional stu- dy. Healthcare (Basel). 2024;12(5):598. https://doi. org/10.3390/healthcare12050598
Lin Y, Jiang C, Pan Y, Xu Z. The impact of mindfulness on nurses’ perceived professional benefits: the media- ting roles of workplace spirituality and work-life ba- lance. Front Psychol. 2024;15:1346326. https://doi. org/10.3389/fpsyg.2024.1346326
Oweidat I, Omari A, Al Omar S, Alrahbeni T, Al-Mu- gheed K, et al. Factors affecting the quality of working life among nurses caring for Syrian refugee camps in Jordan. Hum Resour Health. 2024;22(1):1. https://doi. org/10.1186/s12960-023-00884-8
Dong X, Chen M, Li J. Linking COVID-19 stress and Chinese nurses’ life well-being: The influence of work-family conflict and work centrality. Heliyon. 2024;10(9). https://doi.org/10.1016/j.heliyon.2024. e30070
Yao X, Wen S, Song Z, Wang J, Shen Y, Huang X. Work- family conflict categories and support strategies for married female nurses: A latent profile analysis. Front Public Health. 2024;12:1324147. https://doi. org/10.3389/fpubh.2024.1324147
Allen TD, Martin A. The work-family interface: A re- trospective look at 20 years of research in JOHP. J Occup Health Psychol. 2017;22(3):259-72. https:// doi.org/10.1037/ocp0000065
Zhao XR, Namasivayam K, Beutell NJ, Liu J, Wang
F. Chronic regulatory focus and work-family con- flict among Chinese workers. Int J Environ Res Pu- blic Health. 2020;17(12). https://doi.org/10.3390/ ijerph17124526
Li C, Shi H, Zhang Y, Zhao Y, Li T, Zhou L, et al. Asso- ciation between perceived overqualification, work engagement, and job satisfaction among nurses: A cross-sectional study. BMJ Open. 2024;14(7) https:// doi.org/10.1136/bmjopen-2023-081672
Yao L, Chen J, Zhao Q, Bai D, Li Y, Xiao M, et al. Le- vel and influencing factors of transition shock among new nurses in China: A multicenter cross-sectional study. Health Sci Rep. 2023;6(12):e1758. https://doi. org/10.1002/hsr2.1758
Ervine HS. The future of nursing: Health equity. AORN J. 2022;115(1):2-3. https://doi.org/10.1002/aorn.13590
Drennan VM, Ross F. Global nurse shortages: The facts, the impact, and action for change. Br Med Bull. 2019;130(1):25-37. https://doi.org/10.1093/bmb/ldz014
Labrague LJ, De Los Santos JAA. Transition shock and newly graduated nurses’ job outcomes and select pa- tient outcomes: A cross-sectional study. J Nurs Manag. 2020;28(5):1070-9. https://doi.org/10.1111/jonm.13033
Labrague LJ, De Los Santos JAA, Falguera CC, Nwafor CE, Galabay JR, Rosales RA, et al. Predictors of nurses’ tur- nover intention at one and five years’ time. Int Nurs Rev. 2020;67(2):191-8. https://doi.org/10.1111/inr.12581
Dousin O, Collins N, Bartram T, Stanton P. The rela- tionship between work-life balance, the need for achievement, and intention to leave: Mixed-method study. J Adv Nurs. 2021;77(3):1478-89. https://doi. org/10.1111/jan.14724
Clarke E, Näswall K, Wong J, Pawsey F, Malinen S. Ena- bling successful change in a high-demand working environment: A case study in a health care organi- zation. J Health Organ Manag. 2024;38(2):248-63. https://doi.org/10.1108/JHOM-02-2023-0051
Romero-Carazas R, Almanza-Cabe RB, Valero-Ancco VN, Espíritu-Martínez AP, Espinoza-Casco RJ, Garro- Aburto LL, et al. Burnout and physical activity as predictors of job satisfaction among Peruvian nur- ses: The job demands-resources theory. J Prim Care Community Health. 2024;15:21501319241256265. https://doi.org/10.1177/21501319241256265
Yasmine A, Yassine O, Farouk Y, Hicham C. Workload balancing for the nurse scheduling problem: A real- world case study from a French hospital. Socio Econ Plan Sci. 2024:102046. https://doi.org/10.1016/j. seps.2024.102046
Zheng S, Yang L, Zhou N, Zhu H. New nurses’ expe- rience during a two-year transition period to clinical practice: A phenomenological study. Nurse Educ To- day. 2023;121:105682. https://doi.org/10.1016/j. nedt.2022.105682
Todaro-Franceschi V. Compassion fatigue and burnout in nursing: Enhancing professional quality of life. New York: Springer Publishing Company; 2024. https://doi. org/10.1891/9780826155290
Bogi R, Badu S, Asebiga E, Rockson DK. Unveiling the invisible struggles: Exploring psychosocial chall- enges faced by student nursing mothers in distance education programs and their impact on academic performance and social life in the Upper West Region, Ghana. J e-Learn Res. 2023;2(2):12-38. https://doi. org/10.33422/jelr.v2i2.463
Iddrisu M, Poku CA, Mensah E, Attafuah PY, Dzansi G, Adjorlolo S. Work-related psychosocial challenges and coping strategies among nursing workforce during the COVID-19 pandemic: A scoping review. BMC Nurs. 2023;22(1):210. https://doi.org/10.1186/s12912-
023-01368-9
Baum L, Rau R. Balancing work and private life: When does workplace flexibility really help? New insights into the interaction effect of working from home and job autonomy. Front Organ Psychol. 2024;2:1271726. https://doi.org/10.3389/forgp.2024.1271726
Kooraram S, Durbarry R. Impact of spousal support on work-family/family work conflicts: A qualitative study of married working women in Mauritius. Turk Online J Qual Inquiry. 2023;14(1).
Stefanova V, Farrell L, Latu I. Gender and the pande- mic: Associations between caregiving, working from home, personal and career outcomes for women and men. Curr Psychol. 2023;42(20):17395-411. https:// doi.org/10.1007/s12144-021-02630-6
Rowe CN, Dal Mas F, Biancuzzi H, Rugara D. Challen- ges working mothers face: A discussion exploring the obstacles of balancing motherhood and career pro- gression. In: Dal Mas F, Biancuzzi H, Rugara D, editors. When the crisis becomes an opportunity: The role of women in the post-COVID organization. Cham: Sprin- ger; 2023. p. 367-87. https://doi.org/10.1007/978-3- 031-21932-0_25
Tahir R. Struggling or juggling: Work-life balance chall- enges of Western self-initiated women expatriates in the United Arab Emirates. Cross Cult Strateg Ma- nag. 2023;30(3):613-36. https://doi.org/10.1108/ CCSM-09-2022-0145
Barbar J, Naguib R, AbuHilal M. Work-life balance challenges and family-friendly policies: Evidence from Qatar. In: Barbar J, Naguib R, AbuHilal M, editors. Women’s empowerment and public policy in the Arab Gulf states: Exploring challenges and opportunities. Singapore: Springer; 2023. p. 107-34. https://doi. org/10.1007/978-981-99-6006-4_5
Bourezg M, Khassawneh O, Singh S, Mohammad T, Melhem MJ, Darwish TK. Exploring the path to job satisfaction among women in the Middle East: A contextual perspective. Gender Manag Int J. 2024. https://doi.org/10.1108/GM-11-2023-0411
Ibrahim RH, Ghanim AK, Alkhaderjameel HA. Impact of electronic games on the behavior of children and their academic achievement upon schools in Mosul city. In- dian J Forensic Med Toxicol. 2020;14(1):374-9. https:// doi.org/10.37506/v14/i1/2020/ijfmt/192926
Kooli C. Challenges of working from home during the COVID-19 pandemic for women in the UAE. J Public Aff. 2023;23(1). https://doi.org/10.1002/pa.2829
Jasrotia A, Meena J. Women, work and pandemic: An im- pact study of COVID-19 lockdown on working women in India. Asian Soc Work Policy Rev. 2021;15(3):282-
291. https://doi.org/10.1111/aswp.12240
Hamarash MQ, Yaas MH, Almushhadany OI, Ibrahim RH. Preceptoring of Graduate Nursing Students in Iraq. Adv Med Educ Pract. 2023;14:1025-1034. https:// doi.org/10.2147/AMEP.S418824
Alkhyatt MK, Kh E, Abdullah EK, Ibraim RH, Anee BA, Raho JA. Post-traumatic stress in women with breast cancer. J Med J. 2012;46(4):315-9.
±7,8 godina.
rezultat od neudanih. Uočena je negativna korelacija između godina iskustva i WLB (r = –0,43, p<0,01), što ukazuje na pad WLB s povećanjem radnog staža. Snažna podrška obitelji i kolega bila je povezana s boljim WLB-om, ali strukturni izazovi ostali su ključna prepreka.
ravnoteže. Mlađe medicinske sestre prijavile su niži
WLB od starijih medicinskih sestara (3,31 u odnosu na 3,72). Bračni status bio je značajan prediktor WLB-
Ključne riječi: ravnoteža između poslovnog i privatnog života, medicinske sestre, profesionalni stres, bračni status
a, pri čemu su udane medicinske sestre imale niži