Study on the role path of work-family conflict and organizational support in occupational withdrawal behavior of emergency department nurses in 8 tertiary general hospitals in Sichuan Province

Abstract

Abstract:

Objective To investigate the current status of career withdrawal behavior among emergency nurses in tertiary general hospitals of Sichuan Province and analyze the influencing factors，and to explore the mediating effect of work-family conflict between organizational support and career withdrawal behavior，so as to provide evidence for reducing nurses' career withdrawal behavior. Methods From May to June 2025，356 emergency nurses from eight tertiary general hospitals in Sichuan Province were recruited by random sampling. General information questionnaire，organizational support scale，work-family conflict scale，and career withdrawal behavior scale were used to investigate the survey subjects，and the data were analyzed. Results The organizational support score of 356 emergency department nurses from tertiary general hospitals in Sichuan Province was （49.46±10.31）points，the work-family conflict score was （36.50±6.72）points，and the career withdrawal behavior score was （35.63±7.76）points. Correlation analysis revealed that organizational support was negatively correlated with work-family conflict and career withdrawal behavior（all P<0.05），whereas work-family conflict was positively correlated with career withdrawal behavior（all P<0.05）. Multivariate analysis indicated that exposure to workplace violence，employment status，weekly night-shift frequency，monthly personal income，organizational support，and work-family conflict were the main influencing factors of career withdrawal behavior（all P<0.05）. Work-family conflict partially mediated the relationship between organizational support and career withdrawal behavior， with a mediation effect value of -0.289，accounting for 73.9% of the total effect. Conclusion The organizational support，work-family conflict，and career withdrawal behavior of 356 emergency department nurses in tertiary general hospitals in Sichuan Province are at a moderate to high level. Career withdrawal behavior is more pronounced among nurses who work more night shifts，are not on permanent contracts，have lower incomes，or have experienced workplace violence. Work-family conflict partially mediates the relationship between organizational support and career withdrawal behavior. Managers should implement targeted interventions based on demographic characteristics，combined with the relationship between work-family conflict and organizational support on career withdrawal behavior，to enhance nurses' perceived organizational support and reduce work-family conflict，thereby decreasing their career withdrawal behavior.

Key words: Emergency department, Nurse, Organizational support, Work-family conflict, Career withdrawal behavior, Mediating effect, Influencing factors

CLC Number:

R192.6

TIAN Qing, YAN Yuanjun, YONG Yalan, YANG Nan. Study on the role path of work-family conflict and organizational support in occupational withdrawal behavior of emergency department nurses in 8 tertiary general hospitals in Sichuan Province. [J]OCCUPATION AND HEALTH, 2026, 42(19): 2654-2659.

Figures/Tables 6

References 22

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项目	条目数	得分范围	极大值	得分（$\overline{x}\pm s$）	得分率（%）
职业退缩行为	10	10~50	50.00	35.63±7.76	71.3
生理退缩	5	5~25	25.00	18.45±3.82	73.8
心理退缩	5	5~25	25.00	17.17±4.24	68.7
组织支持	13	13~65	87.00	49.46±10.31	56.9
情感性支持	10	10~50	70.00	37.08±9.62	53.0
工具性支持	3	3~15	17.00	12.38±1.73	72.3
工作家庭冲突	10	10~50	50.00	36.50±6.72	73.0
工作家庭冲突	5	5~25	25.00	18.17±3.71	72.7
家庭工作冲突	5	5~25	25.00	18.33±3.49	73.3

项目	条目数	得分范围	极大值	得分（$\overline{x}\pm s$）	得分率（%）
职业退缩行为	10	10~50	50.00	35.63±7.76	71.3
生理退缩	5	5~25	25.00	18.45±3.82	73.8
心理退缩	5	5~25	25.00	17.17±4.24	68.7
组织支持	13	13~65	87.00	49.46±10.31	56.9
情感性支持	10	10~50	70.00	37.08±9.62	53.0
工具性支持	3	3~15	17.00	12.38±1.73	72.3
工作家庭冲突	10	10~50	50.00	36.50±6.72	73.0
工作家庭冲突	5	5~25	25.00	18.17±3.71	72.7
家庭工作冲突	5	5~25	25.00	18.33±3.49	73.3

项目	工作家庭冲突	工作家庭冲突	家庭工作冲突	组织支持	情感性支持	工具性支持	职业退缩行为	生理退缩	心理退缩
工作家庭冲突	1.000
工作家庭冲突	0.937^a	1.000
家庭工作冲突	0.928^a	0.740^a	1.000
组织支持	-0.487^a	-0.491^a	-0.415^a	1.000
情感性支持	-0.465^a	-0.469^a	-0.396^a	0.987^a	1.000
工具性支持	-0.318^a	-0.321^a	-0.270^a	0.471^a	0.325^a	1.000
职业退缩行为	0.857^a	0.808^a	0.790^a	-0.521^a	-0.491^a	-0.375^a	1.000
生理退缩	0.847^a	0.798^a	0.783^a	-0.579^a	-0.548^a	-0.402^a	0.958^a	1.000
心理退缩	0.804^a	0.759^a	0.740^a	-0.431^a	-0.404^a	-0.323^a	0.966^a	0.850^a	1.000

项目	工作家庭冲突	工作家庭冲突	家庭工作冲突	组织支持	情感性支持	工具性支持	职业退缩行为	生理退缩	心理退缩
工作家庭冲突	1.000
工作家庭冲突	0.937^a	1.000
家庭工作冲突	0.928^a	0.740^a	1.000
组织支持	-0.487^a	-0.491^a	-0.415^a	1.000
情感性支持	-0.465^a	-0.469^a	-0.396^a	0.987^a	1.000
工具性支持	-0.318^a	-0.321^a	-0.270^a	0.471^a	0.325^a	1.000
职业退缩行为	0.857^a	0.808^a	0.790^a	-0.521^a	-0.491^a	-0.375^a	1.000
生理退缩	0.847^a	0.798^a	0.783^a	-0.579^a	-0.548^a	-0.402^a	0.958^a	1.000
心理退缩	0.804^a	0.759^a	0.740^a	-0.431^a	-0.404^a	-0.323^a	0.966^a	0.850^a	1.000

项目	B值	s_x	β值	t值	P	95%CI	R²值	调整后的R²值	F值	P
第一层							0.289	0.279	28.507	<0.01
是否经历过职业场所暴力	-6.626	1.154	-0.309	-5.742	<0.01	-8.896~-4.357
周夜班次数	3.946	0.547	0.329	7.208	<0.01	2.869~5.023
聘任形式	6.993	1.272	0.294	5.497	<0.01	4.491~9.495
是否愿意从事护理工作	-1.493	0.795	-0.086	-1.879	>0.05	-3.056~0.070
月均收入	-1.993	0.621	-0.148	-3.208	<0.01	-3.216~-0.771
常量	32.427	3.117	-	10.403	<0.01	26.297~38.558
第二层							0.757	0.753	155.193	<0.01
是否经历过职业场所暴力	-1.156	0.710	-0.054	-1.629	>0.05	-2.551~0.240
周夜班次数	0.878	0.344	0.073	2.554	<0.05	0.202~1.554
聘任形式	1.578	0.774	0.066	2.038	<0.05	0.055~3.101
是否愿意从事护理工作	0.594	0.473	0.034	1.257	>0.05	-0.336~1.524
月均收入	0.012	0.375	0.001	0.032	>0.05	-0.726~0.750
组织支持	-0.092	0.023	-0.122	-3.972	<0.01	-0.138~-0.046
工作家庭冲突	0.873	0.040	0.757	21.879	<0.01	0.795~0.952
常量	4.489	3.049		1.472	>0.05	-1.507~10.486