Volume 7, Issue 3 (2022)
Manage Strat Health Syst 2022, 7(3): 234-247 |
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Research code: 0-1-74-20712
Ethics code: IR.IUMS.REC.1400.397
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Latifi Jaliseh S, Safari Palangi H, Khamechi H. Presenting a Model of Work-Family Conflict Management Regarding the Non-Clinical Employees of Iran University of Medical Sciences During COVID-19 Pandemic. Manage Strat Health Syst 2022; 7 (3) :234-247
URL: http://mshsj.ssu.ac.ir/article-1-573-en.html
URL: http://mshsj.ssu.ac.ir/article-1-573-en.html
Assistant Professor, Health Promotion Research Center, Iran University of Medical Sciences, Tehran, Iran , Hossein.comely@yahoo.com
Abstract: (631 Views)
Background: 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.
Methods: 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%.
Results: 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.
Conclusion: 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.
Methods: 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%.
Results: 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.
Conclusion: 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.
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