The relationships between work-family conflict and job performance under different sources of social support: Nursing staffs as examples

Generally, nursing staff play a dual role in their family and at work, and hope to achieve a balance between their work and family life, thus work-family conflict (WFC) are more likely to be problematic. This study followed the concept of Lin (2008) and aimed to explore the effects on WFC (“family to work” and “work to family” conflict) to job performance under different sources of social support in the nursing context. The questionnaire survey method was adopted. 520 questionnaires were released to nurses working in 5 hospitals in Taiwan. A total of 495 valid questionnaires were collected. The results showed that: (1) the level of “work to family” conflict in nursing staff is higher than that of “family to work” conflict; (2) a degree of “family to work” conflict has a negative influence on job performance; (3) four sources of social support all have positive influences on job performance; (4) “friend support” will strengthen the negative effect on “family to work” conflict to job performance; (5) “co-worker support” has a moderating effect on the relationship between “work to family” conflict and job performance. It is hoped that the findings will be useful for hospital managers, organizations and future research.