【摘要】 目的 探索临床护士的工作家庭冲突(work family conflict, WFC)分型，并比较不同WFC类型的护士在人口学、出勤主义行为、离职意愿、人格、职业倦怠的特征差异。方法 2023年6—7月采用一般资料调查问卷、出勤主义行为问卷(turnover intention question-naire, TIQ)、离职意愿量表(sickness presenteeism questionnaire, SPQ)、大五人格量表(ten-item personality inventory-Chinese version, TIPI-C)、马氏职业倦怠量表(Maslach burnout inventory-human service survey, MBI-HSS)和WFC量表(WFC scale, WFCS)对河南省内的3所三级甲等医院的352名护士进行问卷调查。采用潜在剖面分析(latent profile analysis, LPA)探索临床护士WFC分型，采用单因素分析和有序logistic回归分析影响护士WFC的影响因素。结果 本调查显示临床护士可分为高冲突、中-高冲突、中-低冲突、低冲突4类。护士本人工作年限、尽责的人格、共有情感衰竭、去人格化倾向对护士WFC产生影响(P<0.05)。结论 临床护士WFC存在着一定的异质性。护理管理者应给WFC较高的护士较多关注，通过合理配置人力资源，弹性排班等降低护士的WFC,同时临床护士要进行自我调节，努力改善家庭工作中的冲突，提升生活质量和护理质量。更多还原

【Abstract】 Objective To explore the classification of work family conflict(WFC) among clinical nurses, and to compare the differences in demographic, attendance behavior, turnover intention, personality, and occupational burnout characteristics among nurses with different types of WFCs. Methods From June to July 2023, a questionnaire survey was conducted on 352 nurses from 3 grade A tertiary hospitals in Henan province, including the general information survey, sickness presenteeism questionnaire(SPQ), turnover intention question-naire(TIQ), ten-item personality inventory-Chinese version(TIPI-C), Mahalanobis burnout inventory-human service survey(MBI-HSS) scale, and WFC scale(WFCS). Latent profile analysis was used to explore the classification of WFC among clinical nurses, and the influencing factors of WFC among nurses was analyzed by univariate analysis and ordered logistic regression.Results Family work conflicts of clinical nurses can be divided into 4 categories, named high conflict, medium-high conflict, medium-low conflict, and low conflict. The length of work experience, conscientiousness, shared emotional exhaustion, and departmentalization tendency of nurses had an impact on WFC of nurses(P<0.05). Conclusion There is a certain heterogeneity in WFC among clinical nurses. Nursing managers should pay more attention to nurses with high levels of WFC, reduce family work conflicts of nurse through reasonable allocation of human resources, flexible scheduling, etc. At the same time, clinical nurses should self regulate, strive to improve WFC, and promote the quality of life and nursing.更多还原