Analysis of the current situation and influencing factors of work family support for shared nurses in Shanxi Province：A cross-sectional study

doi:10.21203/rs.3.rs-5274010/v1

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Analysis of the current situation and influencing factors of work family support for shared nurses in Shanxi Province：A cross-sectional study

https://doi.org/10.21203/rs.3.rs-5274010/v1

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Background

China is experiencing an aging population, resulting in a huge demand for "Internet plus + nursing services", a new service model. However, there are many risk problems in the process of shared nurse service. In order to improve the willingness of shared nurses to continue to participate, work family support scale is used to assess the problems shared nurses face in "Internet plus nursing service".

Aims

To assess the level of work-family support among shared nurses and to analyze the current situation and the factors that influence it.

Methods

A descriptive cross-sectional survey will be conducted from March to May 20234, using convenience sampling to select 360 shared nurses from Linfen City, Changzhi City, and Taiyuan City in Shanxi Province as survey subjects. Use the Work Family Support Questionnaire developed by Li Yongxin.

Results

The cumulative score of this study is (116.38 ± 26.81), and the average score of each item is (3.93 ± 0.87). Through multiple linear regression analysis, it was determined that hospital level, number of orders taken by online appointment nurses, and per capita annual household income have a significant impact on the work family support of online appointment nurses (P < 0.05).

Conclusion

The work-family support scores of shared nurses in China are high. Hospital level, the number of orders received by shared nurses, and per capita annual household income are the key factors affecting the work-family support scores of shared nurses. Hospitals and the government should improve the admission standards and audit mechanisms for shared nurses, establish a sound safety and security mechanism for shared nurses' travel, and strengthen the laws and systems about shared nurses.

Clinical trial number: not applicable.

Shared nurses

Internet + nursing services

Work family support

Cross-sectional study

Analysis of influencing factors

According to the United Nations forecast, the proportion of China's population aged 65 and above is expected to increase from 14% in 2022 to 30% in 2050.¹ The population of elderly people aged 65 and above reached 167 million, accounting for 11.9% of the total population.² China has entered a period of rapid population aging development, and the situation of population aging is severe.³ The aging society has a huge and rigid demand for medical, nursing, rehabilitation, life care and other services, and efficient, comprehensive, and full cycle nursing services are urgently needed. ⁴ Research has shown that traditional nursing service models are insufficient to meet the nursing service needs of the current aging society. ⁵ In order to explore a new nursing service model and alleviate the contradiction between nursing supply and demand, the General Office of the National Health Commission has proposed a plan to promote Internet + nursing services in 2019–2020, further expanding the scope of the pilot work of "Internet plus nursing services". ⁶

The National Nursing Development Plan (2021–2025) has identified the active promotion of these pilot measures as the focus, which indicates that the country actively encourages the development of Internet + nursing services.⁷

"Internet ་nursing service" mainly means that medical institutions use the registered nurses of their own institutions to provide nursing services, nursing guidance, health consultation, etc.Nurses in Internet + nursing service are also called shared nurses, there are major participant with rich clinical work experience and solid theoretical foundation.⁸For discharged patients, people suffering from diseases and having difficulty moving with the help of new generation information technologies such as the Internet, the Internet of Things, cloud computing, big data, and mainly in the mode of "online application, offline service".⁹ These services can fully utilize high-quality nursing talents, balance the allocation of nursing resources, reduce the pressure on medical resources, and better meet the diverse and multi-level health needs of the public.Internet + nursing services use the Internet to break through the shackles of traditional nursing so that patients with mobility difficulties can achieve home care and meet the multi-level nursing needs of patients. This service is a personalized nursing service that can not only alleviate the current shortage of medical resources, but also improve the quality of life of users of this service.¹⁰Although some parts of China have received continuous praise after implementation, the overall Internet + nursing service in China is still in its infancy and immature. Research has shown that shared nurses, as the main participants, lack support from hospitals and families, and there is no sound legal system and protection.¹¹

Work family support refers to the individual's acquisition of both support from the work domain towards the family domain and support from the family domain towards the work domain, which is considered a bidirectional concept.^12,13 The support in the work field mainly includes organizational support and leadership support, while the support in the family field mainly includes emotional support and instrumental support. Good work family support is an important factor for individuals to maintain a good work state and maintain harmonious and stable family relationships. ¹⁴Research has shown that good resilience, work family support, and work engagement all have a positive promoting effect on the career happiness and career development of medical staff, belonging to the category of positive psychology.¹⁵ Data shows that work family support can serve as an external motivation for adaptation, which is beneficial for individuals to develop positive coping strategies and improve their mental health.¹⁶Due to the particularity of Internet + nursing service itself, shared nurses need more psychological support in the service process. Work family support is a kind of social support, which is inseparable from the good coping and adaptation of shared nurses in Internet + nursing services.

All in all, the impact of work and family support on the development of shared nurses cannot be ignored.Although previous studies have shown that work and family support can positively influence the psychology, attitude, and behavior of nursing staff, there are few reports on the impact of work and family support on the positive behavior of shared nurses.¹⁷The current research mainly emphasizes the risk response strategy and safety management at the internal organizational level of the hospital, while as the main provider of "Internet plus nursing services", shared nurses have received relatively limited attention in terms of work family support.¹⁸

The aim of this study is to determine the level of work family support for shared nurses and the influencing factors of work family support on shared nurses. Identify the relationship between work family support and the continued willingness of shared nurses to participate, and develop targeted training plans to provide valuable insights. To solve the current problems of insufficient human resources of "Internet + nursing service" and weak willingness of nurses to work, promote the development of "Internet + nursing service", and provide reference for hospitals and the government to formulate relevant policies.

2.1Design and sample

A descriptive cross-sectional study was conducted from March 2024 to May 2024, and this study is a multicenter study.

2.2Participants

360 nurses from seven hospitals in Linfen, Changzhi, and Taiyuan cities in Shanxi Province were randomly selected as survey participants using convenience sampling method from March to May 2024.Inclusion Criteria: ① Hold a valid nursing license within its validity period. ② ≥ 5 years of clinical nursing experience, registered nurse or above After being approved by the hospital, it will be included in the shared nurse database of the "Internet plus + Nursing Service" information platform. ④ Voluntarily participate in this study.

Exclusion criteria: ① Currently unemployed nurses, including those on maternity leave or paternity leave, as well as nurses conducting external educational research.

From March to May 2024, convenience sampling was used to select shared nurses in Shanxi Province as survey respondents.

2.3Survey Tools

In this study, the General Information Questionnaire and the Work Family Support Scale were used to assess the work family support of shared nurses. The questionnaire for this study was developed and the appropriate scale was selected through the results of the literature review, literature review, and group discussion. The questionnaire for this study consisted of two parts. The first part is a general information collection form, including gender, department, marital status, children's status, position, personnel relationship, hospital level, years of experience as an online nurse, number of orders received by shared nurses, and travel mode of shared nurses. The second part is the Work-Family Support Scale,it was developed by Li Yongxin et al.¹⁹ which includes four dimensions of organizational support, leadership support, emotional support, and instrumental support, with a total of 30 items. The Likert 5-point scoring method was used, with scores ranging from 1 to 5 representing "very inconsistent", "not very consistent", "uncertain", "somewhat consistent", and "very consistent", with a score range of 30 to 150 points. The higher the score, the higher the perceived level of work family support by nurses. In this study, the questionnaire has robust reliability and validity, with Cronbach's alpha coefficient of 0.982, The alpha coefficients of Cronbach's dimensions are consistently above 0.90, with a split half reliability of 0.963. The Spearman Brown coefficients of each dimension are consistently above 0.90, and the internal consistency coefficients of the questionnaire and its dimensions are all above 0.70, meeting the requirements of psychometrics.table1

(Table 1The Cronbach’s α Coefficients and the Split-Half Reliabilities for the Questionnaire)

Work Family Support Scale	items	Cronbach's a Coefficient	Spearman-Brown Coefficient
	10	0.960	0.921
	10	0.978	0.964
	6	0.955	0.951
	4	0.950	0.945
	30	0.982	0.963

2.4Data collection and quality control

Prior to the investigation, the main researchers contacted the nursing department directors of seven hospitals in Shanxi Province via phone or on-site visits to obtain their approval and cooperation. Explain to the main contacts of the 7 hospitals participating in this study the main content, purpose, significance, methods, and inclusion and exclusion criteria of the participants. From March to May 2024, the questionnaire will be sent to the project research leader of Linfen Central Hospital, and then the nursing department and head nurse of the hospital will send the questionnaire link to the relevant clinical department staff. The survey questionnaire is anonymously filled out through mobile phones, computers, and other devices. In order to prevent duplicate filling, the same IP address or WeChat signal has been set, and the questionnaire submission is limited to once. If any items are missing, the questionnaire cannot be submitted to ensure data integrity.

After collecting the questionnaire, two researchers carefully examined the data and eliminated any invalid or incomplete questionnaires. To verify the authenticity of the data, a pre survey involving 20 nurses was conducted, and the average questionnaire completion time was determined to be 4 minutes. Questionnaires with a completion time of less than 4 minutes or consistent responses to all items are excluded. A total of 360 questionnaires were collected, and 9 were excluded, resulting in an effective response rate of 97.5%.

2.5Data Analysis

SPSS 26.0 was used for data entry and statistical analysis. Descriptive statistics, such as means and standard deviations, were used for continuous data, while frequencies and proportions were used for categorical data. The data in this paper were tested to be non-normal, and in order to compare the differences in the scores of family support for shared nurses' work between groups with different characteristics, the rank sum test of non-parametric tests was applied. Multiple linear regression was used to analyze the influencing factors of family support for shared nurses' work. Statistical significance was defined as P < 0.05.

3.1study participants

A total of 351 shared nurses completed the survey, there are 4 males and 347 females. 336 shared nurses are married (95.7%). Among the 351 nurses, the proportion of nurses from tertiary hospitals was the highest (n = 295, 84.1%), while nurses from secondary hospitals accounted for 56 (16%). In terms of personnel relations, there are 124 staff shared nurses (35.3%), 115 contract nurses (32.8%), and 112 nurses (31.9%) receiving equal pay for equal work. The average time participants worked as shared nurses was 1.23 years (SD 7.1). Among the shared nurse travel methods among participants, self-driving accounted for a higher proportion (n = 154,43.9%). The average number of shared nurse orders received by participants was 1.24. More detailed population information can be found in Table 2.

(Table 2 Demographic Characteristics of the Shared Nurses (n = 351))

items	grouping	N	(%)	Rank Mean	H	P
Gender	female	347	98.9	175.63	-0.639	0.523
Gender	male	4	1.1	208.13	-0.639	0.523
marital status	unmarried	10	2.8	167.40	0.361	0.835
	married	336	95.7	175.89
	divorce	5	1.4	200.30
Personnel Relations	organization	124	35.3	176.02	0.881	0.644
	contract	115	32.8	182.20
	equal pay for equal work	112	31.9	169.60
Hospital level	Second level B	3	0.9	157.67	15.711	0.001
	Second level A	53	15.1	165.74
	Level III B	69	19.7	219.24
	Level III A	226	64.4	165.45
Years of experience as a contracted nurse	0 ~ 3	275	78.3	168.96	6.262	0.044
	3 ~ 5	71	20.2	202.20
	5 ~ 8	5	1.4	191.10
Travel methods for online nurses	Hospital platform shuttle service	57	16.2	192.49	10.627	0.031
	Self-driving	154	43.9	186.64
	Taking a taxi by oneself	92	26.2	164.20
	Patient family pick-up and drop off	6	1.7	188.00
	others	42	12	138.12
Number of times online nurses receive orders	< 1	273	77.8	165.91	13.970	0.003
	2 ~ 4	73	20.0	211.74
	5 ~ 8	4	1.1	175.38
	≥ 8	1	0.3	324.00

3.2Current status of work-family support for online nurses

Since the number of questions in each dimension varied, entry mean scores were used to maintain a consistent representation. This involved calculating the mean score divided by the total score to ensure a more visual depiction of the results. The total score for family support at work for the shared nurses was (116.38 ± 26.81), the entry mean score was (3.93 ± 0.87), and the scores for the four dimensions of organizational, leadership, emotional, and instrumental support were (38.06 ± 9.04), (37.49 ± 0.95), (24.40 ± 4.89), and (16.43 ± 3.31) respectively, the mean scores of the entries were (3.81 ± 0.90), (3.75 ± 0.95), (4.06 ± 0.81), (4.11 ± 0.82), the highest scores for instrumental support and the lowest scores for leadership support.(Table 3 and Table 4)

(Table 3 work-family support Total Score and Dimension Scores of Shared Nurses (n = 351))

Dimension	items	Score range	sorce	Equal distribution of items
organizational support	10	50 ~ 10	38.06 ± 9.04	3.81 ± 0.90
leadership support	10	50 ~ 10	37.49 ± 9.57	3.75 ± 0.95
Family support	6	30 ~ 6	24.40 ± 4.89	4.06 ± 0.81
instrumental support	4	20 ~ 4	16.43 ± 3.31	4.11 ± 0.82
Total score	40	150 ~ 30	116.38 ± 26.81	3.93 ± 0.87

(Table 4 The Two Lowest-Scoring Items in the work-family support of Shared Nurses (n = 351))

dimensions	items	Average Score (x̅ ± s)
organizational support	There are nurseries and other facilities built near us	3.37 ± 1.28
organizational support	Units and organizations provide us with information on caring for the elderly and educating children	3.28 ± 1.28

(Fig. 1: 351 shared nurses' work family support scores.)

3.3Results of a univariate analysis of family support for online nurses at work

From the results of univariate analysis of variance the work-family support of shared nurses was statistically significantly associated (p < 0.05) with their hospital level, the number of years of experience of shared nurses, the number of orders received by shared nurses, and the mode of travel of shared nurses.table 2.

Table 5

Univariate Analysis Results of work-family support in Shared Nurses (n = 351)
items	grouping	N	(%)	Rank Mean	H	P
Gender	female	347	98.9	175.63	-0.639	0.523
Gender	male	4	1.1	208.13	-0.639	0.523
marital status	unmarried	10	2.8	167.40	0.361	0.835
	married	336	95.7	175.89
	divorce	5	1.4	200.30
Personnel Relations	organization	124	35.3	176.02	0.881	0.644
	contract	115	32.8	182.20
	equal pay for equal work	112	31.9	169.60
Hospital level	Second level B	3	0.9	157.67	15.711	0.001
	Second level A	53	15.1	165.74
	Level III B	69	19.7	219.24
	Level III A	226	64.4	165.45
Years of experience as a contracted nurse	0 ~ 3	275	78.3	168.96	6.262	0.044
	3 ~ 5	71	20.2	202.20
	5 ~ 8	5	1.4	191.10
Travel methods for online nurses	Hospital platform shuttle service	57	16.2	192.49	10.627	0.031
	Self-driving	154	43.9	186.64
	Taking a taxi by oneself	92	26.2	164.20
	Patient family pick-up and drop off	6	1.7	188.00
	others	42	12	138.12
Number of times online nurses receive orders	< 1	273	77.8	165.91	13.970	0.003
	2 ~ 4	73	20.0	211.74
	5 ~ 8	4	1.1	175.38
	≥ 8	1	0.3	324.00

3.4Results of a multifactorial analysis of online nurses

A multifactor linear regression analysis was performed using the shared nurse work family support scores as the dependent variable. This analysis included variables that showed statistically significant differences (P < 0.05) in univariate analysis as independent variables. The results showed that hospital level, the number of orders received by the shared nurses, and annual per capita household income were significantly (P < 0.05) associated with the shared nurses' scores.(More detailed results can be found in Table 5)

Table 5

Multivariate Linear Regression Analysis of the Average Scores of Shared Nurse work-family support (n = 351)
independent Variables	B	SE	β	t	P	Tolerance	VIF
Hospital level	-4.195	1.790	-0.134	-2.344	0.020	0.846	1.18
Monthly order taking times after becoming an online appointment nurse	7.980	2.722	0.154	2.932	0.004	0.994	1.00
Per capita annual income of households	4.817	2.196	0.125	2.194	0.029	0.846	1.18
R² ΔR² F P				0.044 0.036 5.373 < 0.001
Notes: Values in bold indicate if a p value < 0.05, denoting statistical significance. And a p value > 0.05, denoting statistical not significance.

4.1Analysis of the current status of job-family support for online nurses

The results of this study showed that the work family support score (116.38 ± 26.81),the mean score of the entries (3.93 ± 0.87) was, indicating that the work family support of the nurses in this study of internet dating was relatively high. This contrasts with the findings of Yuna Hu et al.²⁰ In the study on the correlation between nurses' work family support and humanistic care competence nurses' work family support score was (107.54 ± 25.59) entry mean score (3.58 ± 0.85) was in the middle level. The reason for this obvious difference may be related to the age of the nurses who participated in this survey in the network in the age of 36–45 years of age accounted for 60.6%, this age group of nursing staff accounted for a higher proportion of both the bearer of the family's heavy responsibility, but also the backbone of the hospital nursing work, in the work and family to get more support.²¹

In this study, the dimensions of each entry in the two domains of work and family were ranked in descending order as organizational support, leadership support, emotional support, and instrumental support. This study yielded the highest score for the instrumental support dimension, which is significantly different from the results of the previous study.²² The reason for this difference may be that 95.7% of the shared nurses who participated in this study were married and gained more support from their families, and their families are more understanding when they work hard and laborious. Leadership support scored the lowest and was lower than the results of the survey of shared nurses supporting the fight against the novel coronavirus pneumonia outbreak by Huijuan Mou.²³ The reason for this may be that the hospitals and the community were sympathetic to the hard work of the healthcare workers during the outbreak. The hospitals even gave sufficient care to the nursing staff in terms of materials and family, so that the nurses received great psychological support. Therefore, hospital administrators should be fully concerned about the network nurses and increase the relative benefits and establish incentives in order to enhance the leadership support of the shared nurses.

Of all the items, the two lowest scores were in the organizational dimension, indicating that the organizational support scores of the shared nurses who participated in this study were weak. This finding is consistent with previous research.^{24, 25} Based on previous studies, it was shown that the reason for this situation is that net-contracted nurses receive less care given by the organization, do not receive enough attention, and do not grow welfare benefits in the organization. In addition, 97.4% of the forms of nurses engaged in net contracting in the survey of this study were part-time, which indicates that most hospitals do not have a dedicated post for shared nurses. The shared nurses who take orders usually need to utilize their rest time after the end of work in order to take orders. Some studies have even shown that some of the shared nurses' income from order taking is not proportional to their efforts, and the units lack certain subsidies, benefits and corresponding incentive mechanisms.²⁶ A series of foreign studies on organizational support, from Ozger survey through the corresponding scale concluded that organizational support can increase the enthusiasm of shared nurses at work, the role of organizational support can not be ignored.²⁷Therefore, hospitals should formulate corresponding measures to increase the organizational support of shared nurses, take the initiative to care about the recent situation of the staff, increase the income of shared nurses to take orders, pay benefits to the staff on time, and designate a series of incentive mechanisms for the position of shared nurses to increase the organizational support of the shared nurses, so as to promote the development of the shared nurses.

4.2Analysis of factors influencing work-family support

The results of multiple linear analysis indicate a negative correlation between hospital level and work family support of shared nurses. In this study, hospital level was negatively correlated with work-family support,the higher the level of the hospital, the lower the support received by the shared nurses from the two areas of work and family, indicating that hospitals with higher levels did not take practical actions to ensure that shared nurses could receive adequate and effective work-family support. Moreover, the higher the level of the hospital nursing staff has a greater workload, the hospital is more likely to have a shortage of beds, resource constraints, nurses said that they do not have the time or energy to make net dating nurses to take orders after work, which is consistent with the results of a previous study.²⁸ 64.4% of the shared nurses who participated in this study were from tertiary hospitals, and 42.7% were shift nurses, indicating that higher level hospitals do not have specific measures to support shared nurses due to high workload issues. Therefore, it is suggested that high-level hospitals should formulate a special post for shared nurses, increase the incentive mechanism, ensure that shared nurses can rest and adjust their status after taking orders, and provide a resting place for shared nurses outside of working hours to enhance the support of shared nurses' working families and their willingness to continue to participate in the Internet + Nursing Service, and to encourage them to actively participate in the "Internet + Nursing Service".²⁹ In addition, in this survey, it has become the most common practice for nurses to participate in the "Internet + Nursing Service".

In addition, in this survey, the monthly number of orders received by shared nurses was positively correlated with their work family support. The data showed that the number of orders taken was positively related to the work family support received by shared nurses, which is consistent with the results of a previous study.³⁰ Some studies have shown that in the early stage of order taking, nurses generally show nervousness, worried emotions and concerns about risks, and the level of risk perception is at a high level.³¹ As the number of orders increases, most nurses enter a coordinated adaptation stage, showing adaptation to the process and gaining a sense of professional value, with less concern for risk and a lower level of risk perception. Therefore, it is recommended that hospitals and the government increase the publicity of shared nurses, establish a unified resource management platform for shared nurses, and increase public awareness so that the public will accept shared nurses. To carry out multidisciplinary cooperation, shared nurses carry out home nursing in a team mode, which is conducive to the safety of patients and nurses, and reduces nurses' nervousness and worries about nursing operations or unexpected situations; encouragement is given to first-time home nursing nurses to strengthen home nursing practice and enrich nursing experience, so as to push forward the high-quality development of the "Internet + Nursing Service". This will promote the high-quality development of "Internet + Nursing Service". Finally, the per capita annual household income is also an important influence factor on the family support of shared nurses' work, which is consistent with the results of the previous study.³²

The per capita annual family income is positively correlated with the perceived support of To carry out multidisciplinary cooperation, shared nurses carry out home nursing in a team mode, which is conducive to the safety of patients and nurses, and reduces nurses' nervousness and worries about nursing operations or unexpected situations; encouragement is given to first-time home nursing nurses to strengthen home nursing practice and enrich nursing experience, so as to push forward the high-quality development of the "Internet + Nursing Service".nurse. A larger proportion of shared nurses who participated in this survey were supervisory nurse practitioners and associate nurse practitioners. This indicates that the hospital will increase wages in terms of human resources to avoid employee turnover. Therefore, the higher the annual per capita income of families, the more willing clinical nurses will be to participate in Internet + nursing services.The reason why these high-income nursing staff are more willing to participate in shared nursing may be that they are more willing to choose high return jobs, as shared nurses have relatively higher returns in the early stages.³³ However, the specific reasons are not clear, and further research is needed to explore the motivation of high-income nursing staff to participate in Internet + nursing services.Therefore, it is suggested that hospitals can formulate a reasonable performance appraisal program to combine shared nursing service with performance appraisal, title promotion, and recognition, to encourage nurses to actively participate in the work of shared nurses to take orders, and to improve the motivation and support perception of shared nurses to finally increase their willingness to continue to participate. In addition, it is suggested that hospitals can consider incorporating working family support into the assessment index system when formulating performance appraisal programs. In order to fully guarantee the healthy, standardized and orderly development of "Internet + Nursing Service". Finally, it is suggested that the government of should improve the access standards and audit mechanism of shared nurses, establish a sound safety guarantee mechanism for shared nurses, strengthen the legal and institutional construction of shared nurses, promote the participation of community nurses at the grass-roots level, and increase the publicity of Internet-contracted nurses to raise public awareness of this service model.

In conclusion, the level of work-family support among shared nurses in this study was generally higher than average; however, certain deficiencies persisted, particularly in the areas of leadership support and organizational support skills. Nursing managers should prioritize the enhancement of knowledge, skills, and understanding of the regulatory framework for shared nurses. In addition, proactive strategies aimed at addressing the mental health of shared nurses are critical. The number of orders received by shared nurses, annual per capita household income, and hospital level collectively contribute to the work-family support score of shared nurses. Therefore, hospitals should establish comprehensive emergency preparedness training, assessment, and management mechanisms. Establishing a performance evaluation reward system for shared nurses is essential to improve work family support. Convenience sampling was used in this study, and the representativeness of the sample had some limitations. It is recommended that future studies expand to larger multicenter samples to provide a more comprehensive basis for developing scientific and effective intervention strategies.

Ethics approval and consent to participate

This study follows the principles outlined in the Helsinki Declaration and has received ethical approval from the Medical Ethics Subcommittee of ' REDACTED'. Participants are informed of their research objectives before the start of the study and have the right to withdraw or terminate their participation at any time. This study maintains strict confidentiality and anonymity measures for participant information, ensuring that all collected data is processed anonymously.This study has been approved by the Ethics Committee of Linfen Central Hospital (Approval Number: YP2024-40-1)

Acknowledgments

We would like to thank Linfen Central Hospital for approving and supporting this study. And we also want to thank the nursing staff who participated in this study for taking the time to participate in the survey.

Disclosure
The author confirms that there are no conflicts of interest in this work process.

Funding

No funding source

Author Contribution

Author A designs research methods and types. The research objectives and significance have been determined. Data collection, processing, and analysis. Write the initial draft of the paper. Participate in the discussion and revision of the entire paper.Authors B~G participated in research design and method selection. Assist in data collection, processing, and analysis. Participate in the discussion and revision of the paper.Authors H and I are the corresponding authors of this article, responsible for the planning, design, and implementation of the entire study. Responsible for supervising and coordinating the entire research. Ensure the completeness and accuracy of the research. Provide economic and technical support.

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Analysis of the current situation and influencing factors of work family support for shared nurses in Shanxi Province：A cross-sectional study

Status:

Version 1

Abstract

Figures

1.Introduction

2.Material and methods

2.1Design and sample

2.2Participants

2.3Survey Tools

2.4Data collection and quality control

2.5Data Analysis

3.Results

3.1study participants

3.2Current status of work-family support for online nurses

3.3Results of a univariate analysis of family support for online nurses at work

3.4Results of a multifactorial analysis of online nurses

4.Discussion

4.1Analysis of the current status of job-family support for online nurses

4.2Analysis of factors influencing work-family support

5.Conclusion

Declarations

Ethics approval and consent to participate

Acknowledgments

Disclosure
The author confirms that there are no conflicts of interest in this work process.

Funding

Author Contribution

References

Additional Declarations

Status:

Version 1

Analysis of the current situation and influencing factors of work family support for shared nurses in Shanxi Province：A cross-sectional study

Status:

Version 1

Abstract

Figures

1.Introduction

2.Material and methods

2.1Design and sample

2.2Participants

2.3Survey Tools

2.4Data collection and quality control

2.5Data Analysis

3.Results

3.1study participants

3.2Current status of work-family support for online nurses

3.3Results of a univariate analysis of family support for online nurses at work

3.4Results of a multifactorial analysis of online nurses

4.Discussion

4.1Analysis of the current status of job-family support for online nurses

4.2Analysis of factors influencing work-family support

5.Conclusion

Declarations

Ethics approval and consent to participate

Acknowledgments

Disclosure The author confirms that there are no conflicts of interest in this work process.

Funding

Author Contribution

References

Additional Declarations

Status:

Version 1

Disclosure
The author confirms that there are no conflicts of interest in this work process.