الفهرس 
INTRODUCTIONOnly 14 pages are availabe for public view
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Abstract
Family and work play a central role in current adult life. However, dependent on priorities and importance, people may differ in their assessment of these two domains. A work-family conflict occurs when work-related stress, work engagement, demands, and overload interfere with family life, disrupting the social roles of a spouse, partner, and parent. In family-to-work conflicts, commitments to family life. The conflict between work and family can include competing time requirements (time-based), impaired performance (burden-based), and behavioral incompatibility (behavior-based) between work and family roles. Moreover, turnover intention between staff nurses occurs Work-family balance requires continuous negotiations between partners regarding shared role-related expectations and accomplishments (Sousa et al., 2023).
The study was aimed to assess the work- family conflict as a predictor of staff nurses turnover intention through: assessing work family conflict as perceived by staff nurses, measuring turnover intention among staff nurses. And finding out the relationship between work family conflict as predictor of staff nurses and turnover intention. A descriptive correlational design was used to carry out this study. The study was conducted at Qulyoub specialized hospital which affiliated to secretariat of specialized medical centers. The subjects of this study included staff nurses working in the study setting; their total number is (189) staff nurses. They were selected randomly; the main inclusion criteria were staff nurses with experience more than one year. Data were collected by using two tools namely work family conflict questionnaire and turnover intention scale.
The main study results were as following;
• Less than two thirds of staff nurses had high perception level regarding total work interference family conflict dimensions.
• More than two thirds of staff nurses had high perception level regarding total family interference work conflict dimensions.
• More than two thirds of staff nurses had high perception level regarding total work family conflict.
• Less than three quarters of staff nurses had high turnover intention.
• There was significant statistical relationship between work family conflict and age and qualifications in nursing and years of experience.
• There was significant relationship between turnover intension and years of experience and work periods.
• There were highly positive correlations between different work interference family conflict dimensions.
• There were highly positive correlations between different family interference work conflict dimensions.
• There was highly positive correlation between total of work family conflict and turnover intension among staff nurses.
Based on the study findings, recommendate that:
Organize time schedule between home and work to save time for home responsibilities as well as work responsibilities.
Develop strategies to eliminate triggers of negative work environment and disrupt resilience levels among nurses such as bullying, workload and other factors.