work-family conflict

  Professional development and increasing the knowledge and skills of professors are necessary for the success of the efforts made in terms of improving educational systems. Meanwhile, psychological capital and reducing work-family conflict play a constructive role in achieving these goals. The current study aimed to investigate the potential correlation between psychological capital and work-family conflict and professional development among faculty members at Tabriz University of Medical Sciences, Iran.

  The current study employed a quantitative approach. The research method used was descriptive and correlational, utilizing structural equation modeling. The study focused on the faculty members of Tabriz University of Medical Sciences in 2022. According to the statistical resources, there were 793 faculty members at the university during the mentioned period. As per Morgan's table, the sample size consisted of 260 individuals. The instruments utilized to collect the required data were a professional development questionnaire of faculty members developed by Davarpanah (2018), Luthans et al.’s (2007) psychological capital questionnaire, and Carlson et al.’s (2000) work-family conflict questionnaire. To statistically analyze the research data, SPSS software (version 23) was first used to verify the normality of the studied variables. To calculate the correlation coefficients between them, AMOS version 23 was utilized.

  According to the correlation matrix table, there was a significant correlation between professional development and psychological capital. Also, there was an inverse and significant correlation between work-family conflict and psychological capital, and there was a non-significant correlation between professional development and work-family conflict. The psychological capital coefficient of influence on professional development was 0.61, and work-family conflict had a -0.11 impact factor on professional development. Therefore, it can be stated that psychological capital has a significant relationship with professional development and work-family conflict has an inverse and significant relationship with professional development. The measurement models fit well based on the results of confirmatory factor analysis and assessment indices. The Cronbach's alpha value was 0.951.

  Based on the results of the current study, it is concluded that the psychological capital play a vital role in professional development of faculty members. Furthermore, work-family conflict may cause the negative and noteworthy consequences in association with professional development of faculty members.

Considering the prevalence of COVID-19, the sensitivity of the nursing profession, and the harmful effects of job burnout on the quality of nursing care, the present study aims to investigate the role of personality traits, work-family conflicts, and social support in predicting job burnout of nurses during the COVID-19 pandemic.

This descriptive-analytical study with a cross-sectional design was conducted from August to September 2021, coinciding with the fifth wave of COVID-19 in Iran, on 130 nurses working in four hospitals in Ilam province, who were selected by a random sampling method. Data collection tools were a demographic form, Maslach burnout questionnaire, NEO personality inventory, Carlson's work-family conflict scale, and Zimet's multidimensional scale of perceived social support. The collected data were analyzed in SPSS software, version 26 using Pearson's correlation test and regression analysis. The significant level was set at 0.05.

According to the results of regression analysis, the relationship of work-family conflict with job burnout was negative and significant (P<0.05). The extroversion had the highest effect on emotional exhaustion (β=-0.351). Perceived social support had no significant effect on job burnout (P>0.05). Agreeableness had the highest effect on depersonalization (β=0.405). The work-family conflict had the highest effect on personal accomplishment (β=0.260).

Personality traits, work-family conflicts, and social support can predict the occurrence of job burnout in nurses. It is necessary for the hospital authorities to use supportive and educational measures to reduce job burnout in nurses during the pandemic.

Work-family conflict is a type of conflict between roles; the purpose of this study is to investigate the effect of work-family conflict on musculoskeletal disorders and the tendency to leave job in the personnel of social security hospitals in Chaharmahal and Bakhtiari province in 2022.

In this descriptive-analytical study, the statistical population is the medical personnel of the social security organization of Chaharmahal and Bakhtiari province. The sample size includes 141 people. In order to collect the data, standard questionnaires of Nordic musculoskeletal disorders, Carlson and Kakmar's work-family conflict questionnaire and Lahey's quit questionnaire were used.  SPSS18 software and Pearson correlation and regression tests were used to analyze the data..

The average score of musculoskeletal disorders was 2.53±0.53 and the average percentage of the maximum score was 64%, the average score of work-family conflict was 3.09±0.61 and the average percentage of the maximum score was 61.8%, and the average score of inclination to leave the service, 2.68±0.70 and the average percentage of the maximum score was 53.6%. There was a positive relationship between musculoskeletal disorders and family-work conflict (p<0.001). Also, there is a positive relationship between the desire to leave the service and work-family conflict (p<0.001), but there was not a significant relationship between the average score of musculoskeletal disorders and the desire to leave the service (p>0.001. The results of the regression test showed that the work-family conflict and musculoskeletal disorders have a significant relationship with controlling the mediator role of leaving service (p<0.001).

Considering the results, it is necessary to take necessary measures and interventions to improve the situation of work conflicts among employees to prevent leaving job and musculoskeletal disorders.

Nurses are exposed to work-family conflict due to various professional and family responsibilities, which will have many negative consequences on their lives. Examining the related factors for proper planning is one of the priorities of nursing managers. The aim of this study was to determine investigating the relationship between happiness and self-efficacy with work-family conflict in nurses of Birjand teaching hospitals.

The present study was a cross-sectional descriptive- correlational study in which the studypopulation consisted of nurses working in Birjand teaching hospitals in the second half of 2020. 160 qualified nurses were included in the study through available sampling. To collect data, questionnaires include Nurses' demographic information;Oxford Happiness, Scherer's general self-efficacy and Carlson family-work conflict were used to collect data. Data were analyzed using SPSS software version 19 using descriptive and inferential statistical tests.

In total, 78.1% of the subjects were female, 89.4% were married, and 88.8% were undergraduates with a mean age of 35.69± 5.55 years. The mean of total happiness (37.51 8 8.13) was moderate to low, self-efficacy (46.11 4 4.59) was moderate and work-family conflict (43.72 52 5.52) was moderate. The results showed that happiness and self-efficacy had a significant and inverse relationship with work-family conflict in nurses (p <0.001, r = 0.39) and (r = 0.26, p <0.001). .

Findings of the present study showed that nurses 'self-efficacy and happiness are effective on the rate of work-family conflict and it can be said that with increasing nurses' self-efficacy and happiness, their work-family conflict rate decreases. Therefore, it is suggested that by promoting nurses' self-efficacy and happiness, they reduce the effects of work-family conflict.

The faculty members of Universities experience significant level of job stress due to their multiple roles and responsibilities. The purpose of this study is to determine the role of organizational justice and work-family conflict in the job stress of academic staff members of Guilan University of Medical Sciences.

This is a cross-sectional and descriptive-correlational design study. The statistical population of this study comprised faculty members of Guilan University of Medical Sciences about 452. The participants were selected through convenience sampling, and 127 individuals were enrolled in the study. R. S. Eliot job stress (1994), Niehof & Moorman organizational justice (1993), and work-family conflict Carlson, Kacmar & Williams (2000) questionnaires were utilized for data collection. The data were analyzed via Pearson correlation coefficient and multiple linear regression analysis with IBM SPSS.  

 There was a significant negative correlation between job stress and organizational justice (r = -0.324, P = 0.001). Moreover, a significant positive correlation exists between job stress and work-family conflict (r=0.620, P=0.001). The results of multiple analyses implied that job stress is significantly explained by organizational justice (b= -0.066, P=0.039) and work-family conflict (b=0.310, P=0.001) (P<0.001).

Universities, as a systematic social structure, in line with their human resource management, can increase their staff performance by identifying factors which lead to improvement in understanding of organizational justice and reducing job stress, by this the organizational efficiency can be risen.

Introductio: 

In recent years, the work environment has gained great importance and has been considered as a suitable place for health improvement activities. The work environment provides opportunities and suitable facilities to influence people's lives. The present research was conducted with the aim of the effectiveness of virtual anger management with Cognitive behavioral methodology using the cognitive behavioral method on anger rumination, mental health, work-family conflict  and interpersonal relationships.

The research method was a semi-experimental research method with control groups and pre-test-post-test. The statistical population included all secondary school female teachers in Isfahan city in the academic year of 2021-2020, 30 female teachers were selected by random sampling and randomly assigned to two experimental groups (15 people) and a control group (15 people). The experimental group underwent 60-minute virtual anger management training and the control group remained on the waiting list. Both groups were evaluated in the pre-test and post-test stages by Sakhodolsky et al.'s (2001) anger rumination, shortened form of the SCL-90 inventory, work-family conflict questionnaire (Carlson et al., 2000) and Interpersonal Relationship Quality Questionnaire (Pierce et al., 1991). In order to analyze the data, statistical methods and SPSS version 23 software and multivariate covariance and single covariance analysis were used.

The findings showed that the virtual training of anger management on rumination of anger and its dimensions, thoughts of anger, thoughts of revenge, memories of anger and knowing the causes are equal to 44.7, 16.9, 23.2 and 45.5 percent of the variance, respectively. , mental health is 43.3% of the variance, work-family conflict is 37.2% of the variance, and interpersonal relationships and its dimensions have a significant effect of 65.2% of the variance (p<0.01).

As a result, virtual anger management training as an effective therapy can help to improve mental health. Therefore, it is suggested that counselors and psychologists pay special attention to anger management virtual training to reduce anger rumination and work-family conflict and increase mental health and interpersonal relationships.

The role of work in the dynamics of human life is undeniable and can be considered the center of human and social communication. To this end, women, as half of the population, undoubtedly have a direct impact on the sustainable development of society. Women have long been responsible for life and work alongside men, because the goal of any society Maximizing social welfare. To date, research on the impact of non-work domains on job outcomes has focused primarily on family-work interaction. Work-family conflict is considered as one of the most important issues in the world of work. The relationship between family characteristics and what happens in the workplace is quite understandable, but the role of leisure and recreation in work-related issues is less considered. In the functionalist view, leisure has functioned at the micro and macro levels. The choice of individuals to spend leisure time is one of the freest choices, but it is influenced by the social, economic, and cultural conditions of society, as well as by the psychological characteristics of the individual. Paying attention to leisure time has also been considered in the field of positive psychology, and in particular, selective leisure activities and is based on the personality abilities of individuals are important. The positive impact of competencies in life and leisure support mental health, which includes not only mental illness, but also the optimal functioning and prosperity of human beings. In fact, leisure enrichment based on the empowerment-oriented approach has been widely considered. Competency-based leisure is basically the way in which individuals select activities based on the therapist's abilities recognized and evaluated by the therapist and incorporate them into their daily routine. Another positive psychological construct that can affect the management of work-family conflict is resilience. Resilience is not just passive resistance to injury or threatening conditions, but the resilient person is an active participant and builder of his environment. Resilience is a person's ability to strike a biological-psychological-spiritual balance in the face of risky situations: a kind of self-healing that has positive emotional, emotional, and cognitive consequences. According to Bandura, resilient individuals behave through four processes: cognitive, emotional, motivational, and selective. Does the present study examine whether investing in leisure based on personality traits can reduce work-family conflict, and is this possible through resilience? Also, the question arises as to which of the leisure personality traits is most effective in reducing work-related conflicts?

The method of this research is descriptive-correlational research based on the structural equation modeling method. The statistical population of this study was all women working in hospitals in District 2 of Tehran. The sample size is equal to 200 nurses in this area. Cluster random sampling method was used to select the sample. First, three hospitals were randomly selected from all hospitals in Region 2 and the required number was randomly selected based on the required sample size. The research collection tool includes the following: Work-Family Conflict Questionnaire: An eighteen-item multidimensional questionnaire for measuring work-family conflict was used by Carlson et al. (2000) to assess the severity of the work-family conflict. This scale assesses the six dimensions of work-family conflict. The range of answers from option one (strongly disagree) to five (strongly agree) is arranged using the Likert scale. Empowerment-oriented leisure questionnaire to measure empowerment-oriented leisure, a researcher-made questionnaire was used. This questionnaire is designed based on the 24-item questionnaire of Secretary Patterson and Seligman (2004) and according to the theoretical foundations of leisure and secretary competencies. Connor & Davidson Resilience Questionnaire: This questionnaire was prepared by Connor and Davidson (2003) by reviewing the research resources of 1991-1999 in the field of resilience. The questionnaire consists of 25 items that are scored on a 5-point scale between zero (completely incorrect) to five (always correct). The data of this study were analyzed using path analysis modeling using LISREL software.

The collected data showed that leisure based on wisdom and excellence increases resilience and by increasing it can reduce work-family conflict. Competencies based on wisdom and excellence have not been able to have a direct effect on work-family conflict, but rather this effect is indirectly due to resilience. At the same time, leisure-based on humanity, courage, and spiritual capital has no significant effect on work-family resilience and conflict.

This study aimed to design a relationship model between empowerment-oriented leisure and work-family conflict mediated by resilience. The statistical population included nurses of Tehran Region 2 hospitals. The collected data showed that leisure based on wisdom and excellence increases resilience and by increasing it can reduce work-family conflict. Competencies based on wisdom and excellence have not been able to have a direct effect on work-family conflict, but rather this effect is indirectly due to resilience. Today, recreational therapy, as one of the methods used to target recreational programs, seeks to increase the quality of performance in leisure and, consequently, increase the quality of life. Also, in recent studies in the field of leisure and also in the field of psychology, this variable has been considered as a variable affecting other activities and areas of life. The results of many studies confirm the effect of personal life components on work life. Leisure, as one of the important aspects of personal life, can affect people's working conditions by influencing life satisfaction and physical and mental health. Leisure time can act as a source of renewal, and choosing targeted activities for it can affect other aspects of a person's life. In addition, leisure time should play an effective role in satisfying the latent psychological needs of human beings and is one of the effective areas in increasing the power of adaptation and resilient behaviors. Therefore, leisure activities can promote resilient behaviors in any aspect of life. With the increase in positive emotions that a person experiences to make a satisfactory choice of leisure time, the ratio of positivity increases, and although the source of stress may not be eliminated or even reduced in some way, nevertheless job stress. And work-family conflicts are reduced and the individual will enjoy higher emotional and psychological well-being. Many studies now conceptualize leisure satisfaction as a specific indicator of mental well-being that can be explored by focusing on leisure assessments and emotional responses to leisure. As the research findings show, leisure-based on micro-ability and excellence with a positive effect on resilience, have been able to reduce the level of work-family conflict. Personality abilities affect the way a person thinks and choices from any situation. In general, the virtues of wisdom and transcendence have a significant relationship with the orientation of a pleasant life. Wisdom is a kind of intellectual ability with features related to creative and critical thinking that includes the acquisition and application of knowledge, and naturally, any kind of knowledge acquisition can help to achieve a good life. Transcendence facilitates one's connection with the infinite world and thus gives meaning to one's life. Another part of the results of this study shows that resilience has been able to reduce the level of work-family conflict. Resilience is more important in jobs that face unpredictable situations and empowers the individual to meet unexpected expectations. Finally, it is suggested that due to the importance of leisure time on job characteristics, organizations to take advantage of this area to promote the occupational health of their employees, and help their employees to adapt their leisure activities to their personality to be more exploited. Have positive consequences.

Work-family conflict is the result of imbalance and incompatibility that negatively affects the health and family relationships of nurses. It creates challenges for the individual and the organization .Therefore the present study was compiled with the aim of determining the relationship between work-family conflict and the quality of professional life of special care nurses.

This is a cross-sectional descriptive study that was conductedd in 2021-2022. The research community was included the nurses working in the ICU special care department of hospitals affiliated to Golestan University of Medical Sciences. Sampling was selected as a proportional and available allocation based on the inclusion criteria from among the research population. According to the sample size formul 268 nurses were included .The data was collected using a valid and reliable questionnaire of Stamm's quality of professional life, Carison's work-family conflict and demographic information registration form. Then the data was entered into SPSS software version 18. Then according to the non-normal distribution of the data, Spearman, Mann-Whitney and Kruskal-Wallis statistical tests were used. A significance level of 0.05 was considered.

The findings showed that the average age of the nurses was 31.81±7.01. The average of their work experience was 8.00±5.88. The average score of the total work-family conflict was 53.45±12.50 and it is at the average level. The average score of quality of professional life of nurses was 78.33 ± 10.57 and at a high level. Family-work conflict has a direct and significant statistical relationship with the quality of professional life of nurses working in special care (r=0.499 and p=0.000). Family-work conflict only had a statistically significant relationship with job position (p<0.05) and had no statistically significant relationship with other individual and professional variables. The quality of professional life has a statistically significant relationship only with the variables of gender, spouse's occupation, and history of underlying disease in the nurses' family (p<0.05).

Based on the findings of this study, which shows the relationship between the quality of professional life and work-family conflict in nurses working in the special care department; It can be concluded that with proper planning to increase the quality of work life of nurses, we can witness the reduction of their work-family conflict.

The present study was conducted to investigate the efficacy of psychological capitals training on the job engagement and responsibility of the staff with work-family conflict in Sarkhoon and Qeshm gas Company. It was a quasi-experimental study with pretest, posttest, control group and tree-month follow-up period design. The statistical population included the staff with work-family conflict in Sarkhoon and Qeshm oil and Gas Company in the spring of 2021. 27 employees were selected through purposive sampling method and randomly accommodated into experimental and control groups. The experimental group received psychological capitals training (10 sessions) during two-and-a-half months. The applied questionnaires in this study included work-family conflict questionnaire (Carlson, Kacmar, and Williams, 2000), job engagement and questionnaire (Schaufeli, Salanova, 2002) and responsibility questionnaire (Carroll, 2010). The data from the study were analyzed through Mixed ANOVA via SPSS23 software. The results showed that psychological capitals training has been effective on the job engagement and responsibility in the staff with work-family conflict. According to the findings of the present study, psychological capitals training can be used as the efficient method to improve job engagement and responsibility of the staff with work-family conflict using concepts such as resilience, self-efficacy, optimism and hope.

Work-family conflict and work-related mental disorders and how to deal with issues related to them are among the problems of today's working community. The aim of this study was to investigate the effectiveness of narrative and solution-oriented methods in reducing mental disorders and work-family conflict among employees with these problems.

The present study was applied in terms of purpose, with a quasi-experimental design with two groups of pretest-posttest. Using the available sampling method, among the volunteers referred to the inclusion and exclusion criteria unit, 36 people were selected and randomly assigned to three groups (experimental and control; all subjects at first according to the clinical interview in terms of Mental disorders and work-family issues were interviewed; then all subjects answered the SCL 90 and work-family conflict questionnaires.

Data analysis was performed using SPSS software and using the analysis of covariance. > p) And solution-oriented (Lamidae velex - 0/36, p> 0.05). Compared to the control group, there was a significant difference in reducing work-family conflict; Also, in relation to the effectiveness of the narrative method on work-related mental disorders, a significant difference was observed in only one of the components (depression) (Lamidae-Blacks - 008, p <0.05). None of the components of psychological trauma were observed. And the research hypothesis was not confirmed.

Both treatments can be used in the context of work-related mental disorders and work-family conflict.

The covid-19 epidemic is one of the biggest challenges facing the healthcare system today. Currently, nurses, as the main members of the treatment team, are experiencing many conflicts when it comes to balancing work and family. The purpose of this study was to identify the challenges associated with work-family conflict in nurses and find an effective solution for managing it.

The present study is an integrated review and includes Farsi and English articles extracted from internal databases SID, MAGIRAN and IRANDOC and external databases PubMed, EMBASE, ScienceDirect, Google Scholar, ProQuest, SCOPUS and CINHEAL in the period from 2019 to 2022 using The keywords of nurse, work-family conflict, coronavirus and covid-19 were used separately, combined and their English equivalent using Boolean operators. The inclusion criteria included qualitative, quantitative and mixed studies, which addressed the challenges of work-family conflicts of nurses and had obtained an acceptable score in Gifford's quality assessment.

Out of a total of 256 related articles, 21 eligible articles (18 English articles and 3 Persian articles) were reviewed. The results show that the challenges of work and family conflicts of nurses in the era of Corona in 3 levels of organization-based challenges; Individual-based challenges and family-based challenges were obtained.

Changing boundaries and family-work balance during the covid-19 pandemic has led to an increase in conflicts in the nursing profession. This is the result of existing concerns about the contagiousness of the virus and the mental and health changes related to the nature of this disease. In this regard, by using family and organizational support and individual training in dealing with crises, the amount of these conflicts in nurses can be reduced.

Conflicts between work and family wants are inevitable in organizations and families. This, in turn, creates psychological problems in people's personal and working life. The aim of this study is to present a model of work-family conflict management among employees of Iran University of Medical Sciences during COVID-19 pandemic.

This was a qualitative study conducted in 2021. The statistical population of the research included 14 thematic and executive experts who were selected with judgmental-purposive method. The analytical model of the research was deductive-inductive and based on the qualitative method of thematic analysis. Data were collected by document method and through in-depth and semi-structured interviews with experts of Iran University of Medical Sciences. The content validity of the research model was 85%. Retest reliability was 70% and coder reliability was 87%.

After five stages of content analysis, 67 basic themes, 7 comprehensive themes (family stress stimulus (3 themes), supportive job variables (11 themes), moderating variables (7 themes), stress management (12 themes), negative consequences (17 themes), positive outcomes (2 themes), work stress stimuli (15 themes)) were counted and added. Finally, a work-family for the staff of Iran University of Medical Sciences was designed.

According to the current research model, work-family conflict management in the period of COVID-19 requires a new way of working. It should be independent, flexible and compatible with individual conditions and preferences of employees more than before. Considering the importance of the negative consequences of work-family conflict, the vice-chancellor of management and resource development in the university can use the model presented in this research to prepare training programs needed by employees. He can also manage the negative consequences of work-family conflict and develop support and counseling programs needed by employees to be used during COVID-19 pandemic.

Female nurses sometimes suffer from work-family conflict due to many work-related problems. As a result, the aim of this research was investigate the structural model of strength-based leisure time and work-family conflict with the mediating role of emotional regulation on female nurses.

This study in terms of purpose was applied and in terms of implementation method was correlation. The research population was female nurses of hospitals in the 2nd district of Tehran in 2021 year. The sample size was determined to be 210 people, which were selected by randomly cluster sampling method. The research tools were the questionnaires of strength-based leisure time (Questioner based on Peterson and Seligman, 2004), work-family conflict (Carlson et al, 2000) and emotional regulation (Gross and John, 2003). Data were analyzed by path analysis method in Lisrel software.

The findings showed that leisure time based on wisdom on work-family conflict, leisure time based on ascendency on emotional inhibition and emotional inhibition on work-family conflict in female nurses had a direct and significant effect (P<0.05), but leisure time based on wisdom on emotional inhibition and leisure time based on ascendency on their work-family conflict did not have a direct and significant effect (P<0.05). Also, leisure time based on wisdom and leisure time based on transcendent with the mediating role of emotional inhibition on work-family conflict in female nurses had an indirect and significant effect (P<0.05).

According to the findings, to reduce work-family conflict it is possible to provide the basis for increasing leisure time based on wisdom and leisure time based on transcendent and decreasing emotional inhibition in female nurses.

Mobile technology has blurred the boundaries between work and family, making work easier than ever in the family life of the average employee, leading to work-family conflict. In this regard, the purpose of this study is to investigate the impact of mobile workplace stress on the employee innovative behavior of with regard to the mediation of work engagement and work-family conflict among the employees of Kausar Hospital in Semnan.

The present study is applied in terms of purpose and descriptive in terms of how to collect information. The statistical population of the research is the doctors and nurses of Kausar Hospital in Semnan. Based on simple random sampling, 215 questionnaires were distributed and research data were analyzed using SPSS and Smart-PLS software. To measure the variables of the research, Schaufeli et al., (2006) work engagement questionnaire, Kanter et al., (1998) employee innovative behavior, Netemeyer work-family conflict (1996) and Bang and Tak (2016) mobile workplace stress were used.

The results showed that the mobile workplace stress has a significant effect on the employee innovative behavior, work engagement and work-family conflict. Work engagement and work-family conflict has a significant effect on the employee innovative behavior. Work-family conflict has a significant effect on work engagement. In addition, work engagement mediates the effect of mobile workplace stress on employee innovative behavior, and work-family conflict mediates the relationship between mobile workplace stress and employee innovative behavior.

It can be concluded that the mobile workplace stress can cause job burnout due to increasing time and taking energy from the employees and have a negative effect on work engagement. Also, by intensifying work-family conflict, reduce the innovative behavior of doctors and nurses.

Introduction:

 Human resource capacity is the most important factor in the survival of organizations such as hospitals which plays an important role in the return and maintenance of patients' physical and mental health; therefore, special attention to empowering people in hospitals is more important than any organization; Therefore, the aim of this study is psychological empowerment based on nurses' lived experiences and reducing work-family conflict and job stress.

The statistical population was all female nurses of Mashhad hospitals, of which 28 people declared their readiness to participate in the research. Therefore, they were chosen voluntarily and randomly assigned to two experimental and control groups (14 people in each group). The nurses of the experimental group participated in the psychological empowerment program based on the nurses' lived experiences, and the control group did not receive any intervention. All the participants completed the work-family conflict and nursing stress questionnaires in the pre-test and post-test. The data was analyzed by ANCOVA test.

The results showed that the program is effective in reducing work and family conflicts as well as reducing job stress, which is in line with previous research.

Psychological empowerment equips nurses with certain characteristics and skills that can be more aware of their thoughts, feelings, emotions and behaviors and the formation or exacerbation of stress in Prevent work environments that also negatively affect family life. Psychological empowerment by emphasizing active behavior instead of reactive behavior makes working people deal with life life events more efficiently