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Aim This study investigated how work relationships (perceived organisational support, supervisor and co-worker work-family backlash) and job demands (workload, emotional dissonance) can interact with work-family conflict and work-family enrichment. Background Despite the extensive literature on the work-family interface, few studies on the nursing profession have considered the role of job demands and work relationships, focusing on both the positive and negative side of the work-family interface. Method The study involved a sample of 500 nurses working in an Italian hospital. Hierarchical multiple regression analyses were used to test hypotheses. Results Analyses showed that work-family conflict has a positive relationship with job demands and supervisor backlash, and a negative relationship with perceived organisational support. Work-family enrichment was found to have a negative relationship with job demands and a positive relationship with perceived organisational support. No significant relationships were found between work-family enrichment and both backlash dimensions. Conclusion The study confirmed the importance of promoting a balance between job demands and resources in order to create favourable conditions for work-family enrichment and to prevent work-family conflict. Implications for nursing management The findings suggest that it may be advisable for health-care organisations to invest in measures at individual, team and organisational levels, specifically in training and counselling for nurses and supervisors. [ABSTRACT FROM AUTHOR]

Aim In the light of the job demands-resources model, this study aimed to detect the mediating role of flow at work between job demands and job resources on one side, and exhaustion on the other. Background In a historical period where it is necessary to reduce the abandonment of nursing profession, flow is a useful tool to investigate the factors that can promote work motivation and prevent psychological distress. Method A cross-sectional study was conducted in a hospital, and 279 nurses completed a questionnaire. Analyses conducted are descriptive statistics, alphas, correlations and a structural equations model that considers the mediating role of flow at work. Results Findings show both the central role of job resources in determining flow at work, and the mediating role of flow at work in decreasing exhaustion, starting from job resources, and in decreasing the effect of job demands on exhaustion. Moreover, flow at work directly decreases exhaustion. Conclusions Results show the relevance of containing job demands and provide job resources to promote positive experiences at work. Implications for Nursing Management To promote flow at work, organizations should offer specific resources, such as supervisors' support, job autonomy, and psychological support to manage the emotional charge. [ABSTRACT FROM AUTHOR]