Time management training and its effect on head nurses' work-family conflict

Head nurses frequently experience work-family conflict due to demanding managerial responsibilities and role overload. Time management is a critical skill that can enhance professional efficiency while promoting better balance between work and personal life. However, limited empirical evidence exists on the effectiveness of time management training in reducing work-family conflict among nursing leaders.

To assess the effect of a structured time management training program on head nurses' knowledge, time management practices, and work-family conflict levels.

A quasi-experimental one-group pretest-posttest design was used. The study was conducted at a maternity hospital affiliated with Ain Shams University in Cairo, Egypt. A purposive sample of 40 head nurses participated. Data were collected using three tools: a time management knowledge questionnaire, an observational checklist for time management practices, and the Work-Family Conflict Scale. The intervention consisted of eight interactive training sessions over four weeks. Data were collected at three time points: pre-intervention, immediately post-intervention, and at a three-month follow-up. Descriptive statistics, chi-square tests, repeated-measures ANOVA, and multiple regression analysis were used.

Post-intervention assessments showed significant improvements in knowledge (from 42.6 to 97.6%) and observed time management practices (e.g., delegation improved from 12.3 to 98.9%). There was also a significant reduction in all domains of work-family conflict, with the proportion reporting high conflict dropping from 72.3 to 14.7%. Regression analysis identified prior training and years of experience in the current role as significant predictors of improved outcomes (p < 0.05).

Time management training is an effective intervention for enhancing head nurses' performance and reducing their perceived work-family conflict. Incorporating such training into leadership development programs may support nurse well-being and organizational efficiency.

Not applicable.