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Erschienen in:

Open Access 01.12.2024 | Research

Work–family enrichment among parent nurses: a cross-sectional scale development and validation study

verfasst von: Toshimi Kawakita, Yasuko Hosoda

Erschienen in: BMC Nursing | Ausgabe 1/2024

Abstract

Background

Work-family enrichment refers to the extent to which experiences in one role improve the quality of life in another role, and the bidirectionality indicates that benefits derived from work can be applied to family and vice versa. Parent nurses, that is, female nurses who are raising preschool children, play a major role at work and in the family. Thus, work-family enrichment is significant for them. The Work-Family Enrichment Scale cannot be generalized to parent nurses. This study was aimed at developing and psychometrically validating a draft Work-Family Enrichment Scale for Parent Nurses.

Methods

A questionnaire survey was conducted among 1,090 parent nurses who were randomly sampled from hospitals with more than 200 beds in Japan. The survey evaluated (1) a draft Work-Family Enrichment Scale for Parent Nurses, (2) the Japanese version of the Work-Family Enrichment Scale, and (3) the Positive Spillover Scale. The scales were psychometrically evaluated for internal consistency, construct validity, and criterion-related validity.

Results

Data from 503 participants (age, mean ± standard deviation [range] 35.5 ± 4.96 [23–47] years) were analyzed. Results of exploratory factor analysis, the work to family enrichment direction yielded five factors for 23 items: “emotional fulfillment,” “efficiency,” “ability to lead,” “displaying industriousness,” and “self-growth.” Cronbach’s alpha coefficients ranged from 0.862 to 0.914. In the family-to-work enrichment direction, there were five factors for 28 items: “help-seeking,” “receptiveness,” “expansion of one’s horizon,” “efficiency,” and “emotional fulfillment.” Cronbach’s alpha coefficients ranged from 0.790 to 0.907. Additionally, the correlation coefficients reporting criterion-related validity were 0.685 and 0.619 with regard to the Japanese version of the Work-Family Enrichment Scale and 0.596 and 0.534 with the Positive Spillover Scale for the Work-to-Family Enrichment Scale and the Family-to-Work Enrichment Scale for Parent Nurses, respectively.

Conclusions

The Work-Family Enrichment Scale for Parent Nurses has adequate reliability and validity and can be used as an effective measure to assess the positive aspects of work and family roles among female parent nurses.
Hinweise

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Background

Following the trend of work-family research in the West, research on the relationship between work and family based on positive experiences has increasingly gained popularity in recent years in Japan [15]. Research on Japanese nurses showed that the experience of the maternal role led to improved nursing care for patients [6] and that child-rearing experiences were effectively incorporated into nursing. For example, parent nurses leverage their nursing knowledge and personal experiences when providing guidance on breastfeeding [7]. Furthermore, when caring for a patient who is a mother with young children, parent nurses tend to develop a deeper sense of empathy and connection with the patient [8]. Despite encountering conflicts between their roles as nurses and mothers during child-rearing, parent nurses adapt by balancing their responsibilities and emotions. Through this process, they cultivate qualities such as flexibility, self-restraint, expanded perspectives, and resilience, leading to personal growth and self-awareness [9]. These studies have clarified that the relationship between work and family in parent nurses is not only an opposing relationship, such as work-family conflict (WFC) but also a mutually positive influence.
Work-family enrichment (WFE), a concept that is representative of a positive relationship between work and family, is defined as an experience in one role that enhances the quality of life in another role [3]. This construct includes the bidirectional concept of WFE, wherein work experience improves the quality of family roles, and family-to-work enrichment (FWE), wherein the experience of family roles improves the quality of work. A similar concept is Positive Spillover, which refers to experiences in one domain, such as moods, skills, values, and behaviors, being transferred to another domain [10]. WFE is based on spillover but differs from positive spillover because it assumes that resources must not only be transferred to another role but also be successfully applied in ways that result in improved performance or affect for the individual [2]. There are five types of resources: skills and perspectives, psychological and physical resources, social-capital resources, flexibility, and material resources [3].
Previous studies on WFE have shown that WFE improves with support from managers, colleagues, and organizational and family members [11] and that WFE is positively associated with work-related [12], family-related [12, 13], health-related [12], and well-being outcomes [14]. Studies involving nurses have also shown that organizational support has a positive impact on WFE [15]. Higher levels of WFEs have been associated with a negative correlation with intention to leave [16, 17]. In a study of mothers, WFE was found to have a positive impact on warmth, consistency, and marital relationships in parenting [18]. Parent nurses constitute a valuable human resource and play a central role as mothers and wives at home and as mentors and leaders in organizations at work. Therefore, WFE, in which each component enhances the other’s quality, is an important concept. However, there is limited research on the quality of parent-nurse WFE [19, 20].
The Work-Family Enrichment Scale (WFES) was originally drafted for students in the United States and tested for reliability and validity among full-time workers [2]. This scale serves as a faithful measure of the WFE theory [3] and is considered the best construct for explaining positive work-family interactions [21, 22]. It consists of nine items measuring enrichment from work to family and another nine items measuring enrichment from family-to-work, each categorized into three factors. An example item is, “My involvement in my work helps me to understand different viewpoints and this helps me a better family member.”
For the sake of parsimony and usability, the scale retained the top three performing items for each of the six dimensions [2], resulting in a concise set of items with high commonality and universality. According to the WFE theory, enrichment from one role to another is promoted when both roles are relevant, have similar requirements and norms, or are salient [3]. Thus, core job characteristics play a crucial role in predicting WFE [2]. However, parent nurses juggle caregiving roles in both work and family domains, which are closely interrelated. Consequently, the WFES [2] may not fully capture WFE for parent nurses.
Additionally, gender and cultural differences pose challenges. Although the WFES was originally developed in the United States [2] and subsequently adapted in various countries [2127], including Japan [27], studies have shown variations in reliability and validity across cultures. Hara developed the Japanese version of the WFES (J-WFES), revealing a lower correlation coefficient between WFE and FWE, suggesting possible independence between the two constructs. Furthermore, gender differences in WFE scores have been observed in Japan, with women scoring higher despite societal norms dictating traditional gender roles [27, 28], and the results differed from several studies conducted in Europe and the United States [11]. In Japan, although the employment rate of women is gradually increasing, there is still a fixed attitude towards gender roles, in which men work outside the home, and women take care of the family [29, 30]. Even in dual-income households, women often bear the primary responsibility for childcare and housework, leading to significant burdens during the child-rearing period. Despite these challenges, women in Japan tend to report higher WFE scores, possibly indicating their ability to acquire more resources within each role. Given these complexities, it is evident that the WFES [2] may not adequately measure WFE among parent nurses, highlighting the need for the development of new scales tailored to this population.

Creation of the theoretical framework and scale items

The first stage of the study aimed to identify the resources of parent nurses in WFE. According to the WFE theory [8], resources are assets that may be drawn upon when needed to solve a problem or cope with a challenging situation. These resources acquired in one role can also spill over to the other, enhancing the performance of the other [27], which is a crucial driver of the enrichment process [31].
Semi-structured interviews were conducted with 16 parent nurses, and the obtained data were analyzed qualitatively and descriptively. In the realm of WFE, we identified six resources: “care capability,” “ability to lead,” “efficiency,” “emotional fulfillment,” “cultivation of society,” and economic stability. We also found six resources in FWE: “empathy,” “receptiveness,” “expansion of one’s horizon,” “coordination ability,” “help-seeking behavior,” and “emotional fulfillment” [8]. Based on these findings and the literature review, the Work-to-Family Enrichment Scale for Parent Nurses (WFES-PN) consisted of 55 items, and the Family-to-Work Enrichment Scale for Parent Nurses (FWES-PN) consisted of 62 items.
The second and third stages of the study involved exploring the relationships between these six concepts and the scale items. In the second stage, group interviews were conducted with five individuals who worked as nurses during their child-rearing and held a master’s degree or higher. The group comprised three nursing faculty members and two nursing managers selected through convenience sampling. They were asked to examine the superficial and content validity of the scale’s items, resulting in a consensus on 52 items for WFES-PN and 59 items for FWES-PN.
In the third stage, we examined the validity of the WFES-PN and FWES-PN using the item-level content validity index. Ten participants, selected via convenience sampling, each holding a master’s degree or higher and actively balancing work and parenting responsibilities, rated the relationship between concepts and items on the WFE scales for parent nurses. Consequently, 34 items were selected for WFES-PN, including four related to caregiving, three to coaching, six to leadership, seven to emotional fulfillment, five to industriousness display, and nine to human capital. Similarly, for FWES-PN, 42 items were selected, encompassing seven for empathy, three for tolerance, nine for breadth of vision, eight for coordination, six for help-seeking behavior, and nine for emotional fulfillment [32].
These findings offer a concrete and comprehensible presentation of the theoretical frameworks (Fig. 1) and scale items, facilitating the identification of valuable resources for individuals navigating both work and family roles. The concepts derived provide a detailed depiction of WFE resources [3] without contradicting the original theory. The primary objective of this study was to develop and assess the psychometric properties of the WFES-PN and FWES-PN.

Methods

Study design

This study employed a cross-sectional design and referred to the COnsensus-based Standards for the selection of health Measurement INstruments (COSMIN) [33].

Participants and survey method

We defined parent nurses as nurses who care for preschool children, as young children (under 6 years old) are among the strongest deterrents to transitioning into work identities [34]. We randomly selected hospitals in Japan with a minimum of 200 beds and confirmed with facility managers their willingness to participate in the survey and the number of potential participants. The participant pool consisted of 1,090 female nurses, all of whom were raising children under the age of 6 and were employed at 101 cooperating facilities. Nurses on maternity or parental leave were excluded from the study. The candidate participants were given a set of questionnaires by their nurse managers. An anonymous, self-administered questionnaire was used as the survey method, and the completed questionnaires were collected by mail. The survey was conducted between October 2019 and February 2020.
The questionnaire included an outline of the procedure for cooperation with the retest method. Potential participants who consented to the retest were asked to fill in a personal identification password on a postcard and return it. One month later, the questionnaire was resent to those who had agreed to the retest, and the same respondents were verified by the password. A total of 229 participants agreed to the retest.
For the factor analysis, in accordance with COSMIN guidelines, the sample size required for examining structural validity was at least seven times the number of items in the survey.

Survey content

WFES-PN and FWES-PN

We used the 34-item WFES-PN and the 42-item FWES-PN, which we developed based on our theoretical framework. Responses to each item were obtained on a five-point Likert scale from 5 (“Applies”) to 1 (“Does not apply”). A higher score indicated a higher degree of WFE.

WFES

The WFES is used as an external criterion to examine criterion-related validity due to its status as an existing scale. We used the J-WFES that was developed by Carlson [2] and was translated and revised by Hara [27]. The J-WFES, WFE consists of nine items across the three factors (“work to family development,” “work to family affect,” and “work to family capital”). Similarly, Family-to-work enrichment (FWE) consists of nine items across three factors: “family-to-work development,” “family-to-work effect,” and “family-to-work efficiency.” The responses are obtained using a five-point rating scale. The reliability and validity of this scale have been previously verified [27]. This scale was used with the developer’s permission.

Spillover scale

Positive spillover, being akin to WFE, was used as an external criterion to examine criterion-related validity. We used the Spillover Scale developed by Fukumaru [35] with reference to the scales of Pleck [36] and Kopelman [37]. Spillover is the concept that emotions, skills, behaviors, and values in one area of life flow out and affect other areas of life [38]. The scale includes both positive and negative spillovers, and the Positive Spillover Scale was used in this study. The contents consisted of six items, including “I get good stimulation at work, so I can also be energetic at home” and “I feel good at work because I can relax at home.” It includes both directions: from work to home and from home to work. The responses were obtained on a five-point rating scale. This scale was used with the developer’s permission.

Participant characteristics

The participant characteristics evaluated in this study included age, years of nursing experience, children’s age, occupational position, type of employment, place of work, and the presence or absence of night shifts.

Analysis method

For item analysis of the draft WFES-PN, we examined the presence of ceiling and floor effects, determined the kurtosis/skewness, corrected item-total correlation (CITC), and inter-item correlation, and examined the presence or absence of response bias. A ceiling effect was considered present if the mean + 1 standard deviation was 5 or more, whereas a floor effect was considered present if the mean − 1 standard deviation was 1 or less. Additionally, items with kurtosis/skewness of normal distribution exceeding ± 1 and items with a CITC of ≤ 0.30 [39] were used as exclusion criteria. An inter-item correlation of ≥ 0.8 was used as an exclusion criterion.
An exploratory factor analysis was conducted using data that had undergone item analysis. The maximum likelihood method was used for factor extraction, along with Promax rotation. This method was selected because the maximum likelihood is an analytical approach that focuses on fitting data to a model, and Promax rotation was chosen owing to the expected correlation between factors. The factorability was confirmed using the Kaiser–Meyer–Olkin (KMO) measure of sample validity and Bartlett’s test of sphericity. The eigenvalues, scree plots, and interpretability of the obtained factors were examined to determine the optimal number of factors.
To examine criterion-related validity, the normality of the J-WFES [27] and the Positive Spillover Scale [35] was confirmed using the Kolmogorov–Smirnov test. If normality was confirmed, Pearson’s correlation coefficient was calculated; if not, Spearman’s rank correlation coefficient was used.
Cronbach’s α coefficient was calculated to examine internal consistency. Approximately 1 month after the collection of the first completed questionnaire, stability was examined by analyzing responses to the second questionnaire from 229 respondents who consented to the retest. In the test-retest method, Spearman’s rank correlation coefficients were calculated after confirmation of normality using the Shapiro–Wilk test.
Throughout this study, p < 0.05 was adopted as the significance level. IBM SPSS Ver. 24 and IBM SPSS Amos Ver. 24 (IBM Corp., Armonk, NY, USA) were used for statistical analysis.

Results

Participants

In total, 538 questionnaires were collected (response rate: 49.4%), and questionnaires with missing values were excluded. A total of 503 valid responses (valid response rate: 46.1%) were analyzed. The average age of the participants was 35.5 ± 4.96 years, and the average duration of work experience was 9.9 ± 5.41 years. Additional characteristics of the participants are provided in Table 1.
Table 1
Characteristics of the participants
Variable
n = 503
n (%)
Employment Status
Full-time Regular
284 (56.5)
Part-time Regular
175 (34.8)
Non-Regular
  41 (8.2)
Others
    3 (0.6)
Work Placement
Ward
341 (67.8)
Outpatient
114 (22.7)
Others
  43 (8.5)
No answer
    5 (1.0)
Position
Staff
472 (93.8)
 
Manager
  28 (5.6)
 
Others
    3 (0.6)
Night shift
Yes
250 (49.7)
 
No
253 (50.3)

Examination of scale reliability and validity

Item analysis

No floor effect was observed on the 34 draft WFES-PN, and one item with a ceiling effect was deleted. Three items were deleted after a review of skewness and kurtosis. One item with a CITC < 0.30 was deleted. No items were deleted based on inter-item correlations; finally, 29 items were included in the draft WFES-PN.
No floor effect was observed in the 42-item draft FWES-PN, and two items with a ceiling effect were deleted. Three items were deleted after a review of skewness and kurtosis. None of the items had a CITC < 0.30. In the inter-item correlations, a correlation of at least 0.8 was observed between “#28: My involvement in my family teaches me how to use my time efficiently, and this helps me be a better nurse” and “#30 My involvement with my family helps me develop a planned response attitude, and this helps me become a better nurse.” It was assumed that #30 was included in #28; therefore, #28 was excluded. This resulted in the 31-item draft of the FWES-PN.

Exploratory factor analysis

WFES-PN
Exploratory factor analysis (maximum likelihood method and Promax rotation) was performed on the draft WFES-PN’s 29 items derived from item analysis and revealed a KMO measure of 0.933. Bartlett’s test of sphericity indicated a significant difference (χ2 = 8168.109, df = 253, p < 0.001). Five factors with eigenvalues ≥ 1 were identified, with a cumulative contribution rate of 65.15%, justifying the retention of five factors. Items with high loadings on multiple factors or with loadings below 0.40 were excluded. Consequently, the WFES-PN was finalized with 23 items distributed over five factors (refer to Table 2). The inter-factor correlations ranged from 0.439 to 0.667.
Table 2
Factor loadings on the WFES-PN n = 503
#
Items
E.g.: Each item contained a specific phrase in the blank space:
“My involvement in my work _____, and this helps me be a better family member.”
Factors
1
2
3
4
5
Factor 1: Emotional Fulfilment (Cronbach’s α = 0.899)
29
Gives me a sense of accomplishment,
  0.987
- 0.047
- 0.088
- 0.084
  0.048
28
Helps me feel positive,
  0.886
  0.007
  0.044
- 0.124
- 0.017
27
Stimulates me,
  0.742
  0.036
  0.007
  0.036
- 0.074
31
Helps me feel motivated by the approval of others,
  0.641
  0.001
 0.064
  0.079
  0.037
33
Helps me feel like a participating member of society,
  0.625
  0.066
-0.017
  0.105
- 0.028
30
My patients’ appreciation makes me happy,
  0.524
- 0.038
  0.128
  0.172
  0.000
34
Distracts me from my family’s stress,
  0.494
  0.026
  0.032
  0.028
  0.139
Factor 2: Efficiency (Cronbach’s α = 0.914)
14
Helps me learn how to use my time efficiently,
- 0.039
  0.925
- 0.085
- 0.020
  0.084
15
Helps me learn to work systematically,
  0.121
  0.901
- 0.077
  0.021
- 0.043
16
Helps me learn to prioritize my work,
- 0.015
  0.859
  0.047
  0.040
- 0.058
13
Helps me learn to deal with multiple issues,
- 0.049
  0.637
  0.257
- 0.032
  0.011
Factor 3: Ability to Lead (Cronbach’s α = 0.889)
8
Helps me gain explanatory skills tailored to various subjects,
- 0.012
- 0.030
  0.950
- 0.018
- 0.036
6
Gives me experience explaining diverse subjects,
- 0.026
- 0.053
  0.815
  0.037
  0.066
10
Helps me learn teaching by observing the reactions,
  0.073
  0.079
  0.750
  0.088
  0.035
1
Helps me learn communication skills,
  0.057
  0.046
  0.704
  0.039
- 0.065
Factor 4: Displaying Industriousness (Cronbach’s α = 0.875)
37
Helps me convey the importance of work,
- 0.025
  0.045
- 0.073
  0.892
- 0.010
36
Helps me display a sense of fulfillment,
  0.109
- 0.036
- 0.006
  0.848
- 0.061
35
Helps me display how hard I am working,
  0.213
- 0.058
- 0.015
  0.703
- 0.003
38
Helps me convey the importance of life,
- 0.180
  0.062
  0.098
  0.636
  0.152
Factor 5: Self-growth (Cronbach’s α = 0.862)
50
Gives me the opportunity to deepen my nursing perspective,
- 0.066
  0.006
- 0.001
- 0.014
  0.930
51
Gives me the opportunity to deepen my identity,
  0.135
- 0.026
- 0.088
- 0.018
  0.867
52
Helps me grow as a person,
  0.217
  0.041
  0.040
  0.027
  0.558
49
My patients teach me how to be a family member,
- 0.031
- 0.001
  0.141
  0.111
  0.498
Total (23 items) (Cronbach’s α = 0.862)
Correlation between factors
1
2
3
4
5
Factor2
  0.439
    
Factor3
  0.540
  0.598
   
Factor4
  0.654
  0.439
  0.510
  
Factor5
  0.667
  0.451
  0.570
  0.602
-
Eigenvalue
10.369
  2.405
  1.364
  1.390
  1.129
Explained variance (%)
43.390
  9.189
  4.804
  4.072
  3.802
Cumulative variance (%)
43.390
52.579
57.383
61.455
65.257
Factor extraction method: Maximum likelihood method; rotation method: Promax rotation
The first factor, comprising seven items, was called “Emotional Fulfillment.” When involvement in work results in positive emotions and self-motivation, it helps the individual to be a better family member. The second factor consisted of four items; it was named “Efficiency” because it showed that people develop the ability to plan and prioritize multiple issues through work. The third factor comprised four items; it was named “Ability to Lead” because it showed that people developed coaching skills as they guided various people. These second and third factors indicate that work involvement leads to the acquisition or refinement of skills, knowledge, behaviors, or perspectives that contribute to being a better family member. The fourth factor, consisting of four items, was named “Displaying Industriousness” because it showed that the diligent appearance of the nurses communicated to their families that their work was rewarding and that they were doing their best. The fifth factor consisted of four items; it was named “Self-growth.” Involvement in work promotes levels of psychosocial resources, such as deepening identities and personal growth, which helps individuals become better family members.
After exploratory factor analysis, WFES-PN was composed of five factors: “emotional fulfillment,” “efficiency,” “ability to lead,” “displaying industriousness,” and “self-growth.” In the theoretical framework of WFE for parent nurses, six concepts were identified: [ability to care], [coaching], [leadership], [emotional fulfillment], [displaying industriousness], and [human capital]. However, items related to [ability to care] and [coaching] were integrated. Considering that parent nurses assume leadership roles in their workplace and that the “ability to lead” encompasses care capacity and coaching, we determined that this integration was interpretable and that the five-factor structure was appropriate.
FWES-PN
A similar exploratory factor analysis of the 31-item FWES-PN draft yielded a KMO measure of 0.941, with Bartlett’s test showing a significant difference (χ2 = 8921.487, df = 378, p < 0.001). The analysis discerned five factors with eigenvalues ≥ 1 and a cumulative contribution rate of 58.6%, affirming the selection of five factors. Items with loadings below 0.40 were omitted, culminating in a 28-item FWES-PN across five factors (refer to Table 3). Inter-factor correlations varied between 0.282 and 0.671.
Table 3
Factor loadings on the FWES-PN n = 503
#
Items
E.g.: Each item contained a specific phrase in the blank space:
“My involvement in my family _____, and this helps me be a better nurse.”
Factors
1
2
3
4
5
Factor 1: Help-seeking (Cronbach’s α = 0.901)
49
Helps me find support resources that I can use when I need help,
  0.880
  0.075
- 0.072
- 0.020
- 0.050
48
Helps me learn help − seeking from the people around me,
  0.818
  0.075
- 0.075
  0.076
- 0.130
47
Helps me reflect on the sharing of childcare and housework,
  0.792
- 0.023
  0.011
- 0.040
  0.100
46
Reminds me of the importance of not taking on childcare and housework alone,
  0.754
  0.073
  0.098
- 0.066
- 0.142
45
Helps me share my situation with others,
  0.743
  0.011
- 0.063
  0.165
- 0.125
36
Helps me use my support resources effectively
  0.699
- 0.127
  0.055
- 0.107
  0.228
44
Gives me experiences in objective self − reflection,
  0.440
- 0.070
  0.173
  0.021
0.248
Factor 2: Receptiveness (Cronbach’s α = 0.907)
11
Helps me to be more accepting of others,
- 0.071
  0.841
  0.149
- 0.102
- 0.059
15
Makes me more receptive,
- 0.001
  0.839
- 0.119
- 0.058
  0.135
8
Helps me see others’ perspectives,
  0.002
  0.827
  0.028
- 0.126
  0.107
9
Improves my intuitions about others’ feelings,
  0.096
  0.813
- 0.198
- 0.086
  0.225
14
Helps me learn patience,
  0.099
  0.522
  0.022
  0.234
  0.049
7
Gives me family topics you can relate to,
- 0.030
  0.503
  0.355
  0.124
- 0.184
4
Helps me relate to the change in life as my family grows,
  0.078
  0.471
  0.025
  0.268
  0.006
Factor 3: Expansion of one’s horizon (Cronbach’s α = 0.878)
19
Gives me first experiences, such as children’s events,
- 0.082
- 0.065
  0.881
- 0.072
  0.029
20
Helps me learn about my children’s growth and development,
  0.034
- 0.169
  0.697
- 0.069
  0.190
18
Allows me to engage with people from all walks of life,
  0.005
  0.106
  0.636
- 0.054
- 0.068
24
Helps me gain a new perspective by noticing the differences in values of couples,
  0.072
  0.057
  0.632
- 0.034
  0.039
27
Expands my knowledge of and interest in the future of Japan and the world,
- 0.073
  0.144
  0.611
  0.118
- 0.088
25
Increases my knowledge of support systems for childcare and nursing care,
- 0.054
  0.100
  0.550
  0.168
- 0.033
26
Heightens my awareness of the social responsibilities of parenting,
  0.188
  0.082
  0.507
- 0.013
  0.062
21
Helps me learn to look at others from a parent’s perspective,
  0.229
- 0.159
  0.496
  0.017
  0.242
Factor 4: Efficiency (Cronbach’s α = 0.860)
32
Teaches me to deal with multiple issues,
- 0.049
- 0.113
- 0.086
  1.023
  0.110
28
Teaches me how to use my time efficiently,
- 0.011
- 0.083
- 0.025
  0.841
  0.134
34
Teaches me to anticipate and respond to unforeseen events,
  0.153
  0.064
  0.117
  0.599
- 0.115
Factor 5: Emotional fulfillment (Cronbach’s α = 0.790)
54
Makes me happy due to my family’s love,
- 0.140
  0.198
  0.025
  0.065
  0.700
56
Distracts me from work stress,
- 0.020
  0.077
  0.019
  0.110
  0.625
59
Helps me have a more relaxing time,
  0.037
  0.173
  0.113
  0.064
  0.461
Total (28 items) (Cronbach’s α = 0.949)
Correlation between factors
1
2
3
4
5
Factor2
  0.550
    
Factor3
  0.671
  0.602
   
Factor4
  0.589
  0.631
  0.614
  
Factor5
  0.523
  0.380
  0.514
  0.282
-
Eigenvalue
12.006
  2.104
  1.638
  1.497
  1.160
Explained variance (%)
41.221
  6.116
  4.123
  4.223
  2.916
Cumulative variance (%)
41.221
47.447
51.460
55.683
58.600
Factor extraction method: Maximum likelihood method; rotation method: Promax rotation
The leading factor, “Help-Seeking,” includes seven items that reflect on the propensity to request assistance, childcare, and sharing housework through their family, which facilitates work performance. The second factor consisted of seven items; it was named “Receptiveness” because it showed that people acquired tolerance, an attitude of considering others’ feelings, and perseverance through their family life. The third factor consisted of eight items; it was named “Expansion of One’s Horizon” because it showed that people developed perspectives on children’s growth and development and, as mothers, realized the social responsibility of raising children and expanded their knowledge from their interest in the future of Japan and the world through their family life. The fourth factor, again labeled “Efficiency,” with three items, underscores time management and proactive responses to unexpected events in family life. In oblique rotations such as the Promax method, the factor pattern matrix can produce loadings that exceed 1 [40] ; therefore, item #32 is not an inappropriate solution. These second, third, and fourth factors denote instances where family involvement leads to the acquisition or refinement of skills, knowledge, behaviors, or perspectives beneficial for nursing practice. The fifth factor, “Emotional Fulfillment,” has three items signifying that family engagement provides relaxation and positive emotions, contributing to improved nursing performance.
Following exploratory factor analysis, FWES-PN was delineated into five factors: “help-seeking,” “receptiveness,” “expansion of one’s horizon,” “efficiency,” and “emotional fulfillment.” In the theoretical framework of FWE for parent nurses, six concepts were identified: [empathy], [tolerance], [breadth of vision], [coordination], [help-seeking], and [emotional fulfillment]. However, items related to [empathy] and [tolerance] were integrated. Given their conceptual similarity, we deemed this integration interpretable, concluding that the five-factor structure was appropriate.
Both WFES-PN and FWES-PN consisted of five factors, with two factors (“Emotional Fulfillment” and “Efficiency”) being common to both.

Examination of criterion-related validity

WFES-PN
The Spearman’s rank correlation coefficient between the WFES-PN and the J-WFES [27] was ρ = 0.685 (p < 0.001). Additionally, Spearman’s rank correlation coefficient between the WFES-PN and the Positive Spillover Scale [35] was ρ = 0.596 (p < 0.001).
FWES-PN
The Spearman’s rank correlation coefficient between the FWES-PN and the J-WFES [27] was ρ = 0.619 (p < 0.001). Additionally, Spearman’s rank correlation coefficient between the FWES-PN and the Positive Spillover Scale [35] was ρ = 0.534 (p < 0.001).

Examination of internal consistency

WFES-PN
Cronbach’s α coefficients were 0.899 for the first factor, 0.914 for the second factor, 0.889 for the third factor, 0.875 for the fourth factor, 0.862 for the fifth factor, and 0.944 for the entire scale.
FWES-PN
Cronbach’s alpha coefficients were 0.901 for the first factor, 0.907 for the second, 0.878 for the third, 0.860 for the fourth, 0.790 for the fifth, and 0.949 for the scale as a whole.

Examination of stability

One hundred forty respondents (a 61.1% response rate) and data from 118 (a valid response rate of 51.5%) were analyzed. For the WFES-PN, the Shapiro–Wilk test yielded a total score of 0.98 (df = 118, p = 0.109) for the initial survey, confirming normality. However, the total score for the subsequent survey was 0.97 (df = 118, p = 0.004), indicating a departure from normality. The Spearman’s rank correlation coefficients between the initial and subsequent surveys for the WFES-PN were as follows: for the entire scale, 0.700 (p < 0.001); for the subscales, 0.630 (p < 0.001) for the first factor, 0.661 (p < 0.001) for the second factor, and 0.599 (p < 0.001) for the third factor, 0.729 (p < 0.001) for the fourth factor, and 0.588 (p < 0.001) for the fifth factor (Table 4).
Table 4
Correlation coefficients between the first and second surveys of the WFES-PN and FWES-PN (n = 118)
 
Spearman Correlation coefficient
WFES-PN
 Emotional Fulfilment
 Efficiency
 Ability to Lead
 Displaying Industriousness
 Self-growth
0.700**
0.630**
0.661**
0.599**
0.729**
0.588**
FWES-PN
 Help-Seeking
 Receptiveness
 Expansion of One’s Horizon
 Efficiency
 Emotional Fulfilment
0.721**
0.586**
0.518**
0.716**
0.676**
0.652**
Spearman’s correlation coefficient, **p < 0.001
WFES-PN = Work-to-Family Enrichment Scale for Parent Nurses
FWES-PN = Family-to-Work Enrichment Scale for Parent Nurses
For the FWES-PN, the results of the Shapiro–Wilk test showed a total first survey score of 0.99 (df = 118, p = 0.238), and its normality was confirmed. However, the total second survey score was 0.98 (df = 118, p = 0.041), and its normality was not confirmed. The Spearman’s rank correlation coefficients between the first and second surveys for the FWES-PN were as follows: for the entire scale, 0.721 (p < 0.001); for the subscales, 0.586 (p < 0.001) for the first factor, 0.518 (p < 0.001) for the second factor, 0.716 (p < 0.001) for the third factor, 0.676 (p < 0.001) for the fourth factor, and 0.652 (p < 0.001) for the fifth factor.

Distribution of WFES-PN and FWES-PN

The total score for WFES-PN ranged from 23 to 115, with a mean of 80.0 (SD = ± 15.16), confirming normal distribution based on the Kolmogorov-Smirnov normality test (KS = 0.034, df = 503, p = 0.200). For FWES-PN, scores ranged from 30 to 140, with a mean of 100. 7 (SD = ± 17.58), and normality was also confirmed (KS = 0.039, df = 503, p = 0.059).

Discussion

Validity and reliability of the WFES-PN

The first factor, “emotional fulfillment,” comprised seven items, aligning with the concept of “work-to-family affect” in the WFES [2]. Positive affect can expand one’s energy levels, thereby facilitating engagement in other roles [41]. Emotional fulfillment derived from work serves as a resource not only for parent nurses but also for the general population, enriching their family roles.
The second factor, “efficiency,” comprised four items. Although this factor was initially conceptualized as “leadership” in the theoretical framework, it focused specifically on efficiency-related aspects such as time management and planning. Parent nurses demonstrate leadership in various capacities, such as task delegation and staff management, to meet work objectives. However, in their family roles, the emphasis shifts towards efficiency-related tasks due to the absence of situations requiring overt leadership. Notably, whereas the WFES [2] includes “family-to-work efficiency,” it does not explicitly address efficiency in the work-to-family context. This omission reflects the unique challenges faced by nurses, who must navigate numerous tasks and interruptions while prioritizing responsibilities [42]. Improving efficiency at work not only reduces overtime hours but also allows nurses to allocate more time and energy to their maternal roles.
The third factor, the ability to lead, consisted of four items. It is a concrete example of the “work to family development” of the WFES [2]. Many parent nurses were mid-career nurses with leadership roles in the workplace [43]. Questions that encourage reflection and independent thinking during staff coaching are also effective in educating children [44], and the resources gained through work are used in children’s education, leading to the enrichment of family roles.
The fourth factor, displaying industriousness, consisted of four items. This factor was composed of narratives by many parent nurses and was a unique factor not found in the WFES [2]. Thus, showing children how their parents work from an early age and demonstrating the rewarding nature of nursing, along with a sense of pride in their profession, can contribute to their development [45]. The accumulation of hard work days in itself becomes a resource and an enrichment of the family role that leads to the development of children.
The fifth factor, self-growth, comprised four items. This factor corresponds to the human capital of the theoretical framework and is similar to the subfactor “work to family capital” in the WFES [2]. Obtaining the opportunity to deepen one’s view of nursing leads to the establishment of one’s professional identity [46], and as a result, it fosters growth as a family member [47]. Moreover, learning about patients and their families who support patients in their lives through work can be applied when one’s own family members become ill or require nursing care, leading to an improvement in the family member’s role. Thus, it includes items related to resources unique to nurses who are directly involved in the life, aging, illness, and death of individuals.
Most factors extracted in this study delineate the WFES [2] in detail. However, “display industriousness” in WFES-PN was not in the WFES [2], and it was considered to be a unique resource for parent nurses. The results of criterion-related validity suggest that the WFES-PN has construct validity. Cronbach’s α coefficients also indicate internal consistency, and a certain degree of stability was achieved using the test-retest method.

Validity and reliability of the FWES-PN

The first factor, help-seeking, comprised seven items. Help-seeking is a behavior in which people ask for help [48]; it refers to seeking assistance and support from others. For parent nurses, achieving a balance between work and family roles is impossible without the support of those around them. Learning to skillfully seek help through family roles can lead to improvement in work roles, such as sharing information and building relationships to obtain support in the workplace [49]. This factor was identified in an interview survey of parent nurses [8] and is a unique factor for parent nurses that is not found in the WFES [2].
The second factor, receptiveness, comprised seven items. Kashiwagi and Wakamatsu [50] stated that one could observe personality development in terms of flexibility, such as “becoming more mellow” and “becoming more tolerant of others.” Increased receptiveness in the family role also improves interpersonal skills in the workplace, which is utilized in leadership roles at work [51].
The third factor, expansion of one’s horizon, consisted of eight items. Expanding one’s horizon improves understanding of individual differences and improves leadership skills at work [51]. These factors 2 and 3 are considered to correspond to “family-to-work development” in the WFES [2].
The fourth factor, efficiency, comprises three items and is also referred to as “family-to-work efficiency” in the WFES [2]. In the WFES-PN, four items delineate efficiency, with “teaches me how to use my time efficiently” and ‘teaches me to deal with multiple issues” also included in this factor. The attitude of efficiently responding to situations that suddenly happen in the family role, such as not being able to go to work due to the child’s fever, is useful for handling unexpected situations at work [49].
The fifth factor, emotional fulfillment, contained three items. It parallels the “family-to-work effect” found in the WFES [2]. In the WFES-PN, seven items were extracted for emotional fulfillment, and the “resources,” which were obtained and fulfilled through work, were a fulfillment of achieving goals, such as “gives me a sense of accomplishment,” “helps me feel positive,” and “stimulates me.” Meanwhile, emotional fulfillment in the FWES-PN was the fulfillment of effects such as relaxation or healing. In women, positive feelings about the family are also applied to work [52], and emotional fulfillment in the family roles enriches the work role.
Most factors extracted in this study are similar to the WFES [2], and the results of criterion-related validity suggest that the FWES-PN has construct validity. However, “help-seeking” in FWES-PN was not in the WFES [2], and it was considered to be a unique resource for parent nurses. Cronbach’s α coefficients also showed internal consistency, and a certain degree of stability was obtained using the test-retest method.

Potential application of the WFES-PN and FWES-PN

Raising children is useful for nurses who are closely involved with the birth, aging, illness, and death of people [9]. In recent studies, burnout scores for nurses with family roles were low, suggesting that family roles may have a positive spillover effect on work-related emotions [53]; however, we did not find a scale that could measure what kind of work experience helped family roles or what family roles helped work. Since this scale was conducted from basic research to qualitatively clarify the WFE resources among parent nurses, factors not found in the WFES [2] were identified, making it a realistic scale. In addition, since we have developed both the WFES-PN and FWES-PN, it is possible to identify useful resources in the fields of work and family for parent nurses who play both work and family roles and to clarify the resources that they currently have, which will lead to further efforts to strengthen resources.
WFE is attracting attention in industrial organizations because it allows people to examine improvements in their quality of life and work performance at the individual level [27]. WFE has been shown to improve work performance [54], positive effects [2], work and family satisfaction [2], physical and mental health [50], and life satisfaction [12, 55]. To improve the quality of nursing, it is necessary to improve the quality of life. Although WFC research is predominant among nurses [20], it is crucial to elevate WFE while reducing WFC to enhance the quality of work and family [56]. Therefore, this scale is expected to advance research on the positive aspects of interactive work-family dynamics.
Moreover, WFE is more strongly influenced by workplace and personal factors, such as workplace support, family-friendly organizational culture, work engagement, and involvement in work, than by occupational inhibitors like working hours and role loads [2]. In addition, WFE shows a negative association with nurses’ turnover intention [16, 17]. The WFES-PN and FWES-PN are expected to serve as evaluation tools for assessing child-rearing support systems and work-life balance culture within an organization.

Limitations and future challenges

The WFES-PN and FWES-PN had a certain level of construct validity. However, construct validity cannot be guaranteed by a single study, and further validation is required. In addition, this scale was developed by parent nurses working in Japanese hospitals with at least 200 beds, and caution should be exercised when using this scale in different populations.
The following questions were raised for the future: the theoretical framework derived from qualitative research was not supported by exploratory factor analysis; thus, it is necessary to perform confirmatory factor analysis on another dataset to confirm validity. Furthermore, this scale was constructed for female nurses who take care of preschool children; further verification is needed to determine whether it can be applied to nurses taking care of older children. Additionally, as there is a sex difference in the WFE score, further studies are required to determine if it is applicable to male parent nurses.
Research on WFE among parent nurses is in its infancy, and many other questions can also be raised, for example, with regard to international comparisons and the development of shortened versions of the WFES-PN and FWES-PN. As the number of nurses working while raising children increases, it is necessary to verify that the WFE contributes to work styles that enhance productivity while promoting the well-being of professionals.

Conclusions

This paper describes the development and testing of the new WFES-PN and FWES-PN among parent nurses working in hospitals in Japan. As a result, the WFES-PN consists of 23 items with five factors, and the FWES-PN comprises 28 items with five factors, indicating acceptable validity and reliability. It was confirmed that parent nurses working in a society where gender roles still exist acquire resources not available in the original WFES.
The WFES-PN and FWES-PN should be used as objective tools for parent nurses to reflect on their experiences and to elucidate the relationship between work and family outcome variables. Moreover, these scales are expected to serve as evaluation tools for child-rearing support systems and work-life balance culture within organizations, allowing nurses to lead happier and more fulfilling lives.

Acknowledgements

We express our sincere gratitude to all the participants for their understanding and cooperation in this study. We also thank Dr. Miyuki Nakayama, Graduate School of Osaka Metropolitan University, and Dr. Hiromi Naragino, Osaka Shin-Ai Gakuin University, for their invaluable guidance and advice. This study was performed as a part of a 2020 doctoral thesis submitted to the Graduate School of Nursing, Osaka Prefecture University.

Declarations

This study was conducted with the approval of the Osaka Prefecture University Graduate School of Nursing Research Ethics Committee (application number 2019-36). A written explanation was given to the participants regarding the significance, purpose, and method of the research; respect for the free will of the participants’ cooperation in the research; protection of privacy; preservation of data anonymity; and disclosure of research results. Informed consent was obtained when the participants responded to the consent form and returned the completed questionnaire. Permission to use the scales was obtained from the developer and translator.
Not applicable.

Competing interests

The authors declare no competing interests.
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Metadaten
Titel
Work–family enrichment among parent nurses: a cross-sectional scale development and validation study
verfasst von
Toshimi Kawakita
Yasuko Hosoda
Publikationsdatum
01.12.2024
Verlag
BioMed Central
Erschienen in
BMC Nursing / Ausgabe 1/2024
Elektronische ISSN: 1472-6955
DOI
https://doi.org/10.1186/s12912-024-02338-5