Work family conflict (WFC) refers to a form of interrole conflict in which the role pressure from the work domain are incompatible with the one from the family domain. WFC is consists work interference with family (WIF) and family interference with work (FIW). WIF and FIW are considered to be associated with poor mental health, decreasing job satisfaction and family satisfaction respectively. The purpose of this study is to identify the influence of WIF and FIW for visiting nurses' sense of well-being and the will to continue to work as visiting nurse. I conducted a questionnaire survey of 354 visiting nurses who work at 56 home-visit nursing stations in a prefecture whose place is anonymous. I asked each respondent to answer a self-administered questionnaire on WFC and other information on work and home. 255 questionnaires were returned (response rate 72.0%), among which 236 were valid. There are three findings. First, visiting nurses feel more WIF than FIW. Second, WIF is more negative influence to visiting nurses' sense of well-being than FIW. Third, WIF is more negative influence to visiting nurses' will to continue to work as visiting nurse than FIW. It is implying that work related factors would be more influenced to visiting nurses' sense of well being and visiting nurses' will to continue to work as visiting nurse than their family responsibility. It would be effective that home nursing stations try to devise their work environment and carry out family-friendly policy.

The purpose of this study was to analyze the factors that hamper work continuation among new graduate nurses in acute care hospitals. Questionnaires were fielded to a total of 532 nurses recruited by three hospitals in 2008 and 2009, of which 445 nurses (83.6%) responded to the questionnaire. The results indicated that the primary factor was lack of critical nursing skills, i.e., difficulties in responding to emergency situations and difficulties in caring for critically ill patients. Furthermore, majority of nurses resigned after three to six months of work, and the number of resignations peaked every three months. Preceptor and senior associate were most frequently cited as new graduate nurses who effectively supported them to continue working.

The present study aimed to clarify the involvement of nurse managers with newly graduated nurses during the early stages of employment. Research participants comprised 12 female ward-based nursing managers (mean age, 49.6 years; mean length of experience as a nursing manager, 6.9 years) who consented to participate from 4 hospitals with at least 300 beds at which a support system for newly graduated nurses had been introduced. A qualitative descriptive study was conducted using semi-structured interviews. Transcripts were fragmented as data, which were then organized into simply labels and then into categories. The results revealed that nursing managers were constantly concerned about the job adjustment, interpersonal relationships, and the states of patient care and nursing skill acquisition of newly graduated nurses and gave consideration to maintaining work motivation. The following four categories of involvement of nurse managers with newly graduated nurses during the early stages of employment were identified: "paying attention to job adjustment", "assessing interactions with patients", "indirect involvement in nursing skill training" and "maintaining work motivation". The present findings confirmed that, while other staff members such as preceptors are often directly involved with newly graduated nurses, nurse managers serve a role in providing comprehensive support during the early stages of employment in regard to the workplace environment, interpersonal relations and the acquisition of nursing skills. Furthermore, the consideration of nursing managers toward the feelings of newly graduated nurses during the early stages of employment regarding the worthwhile nature and enjoyment of nursing and encouraging self-confidence is important.