Status and influencing factors of work–family conflict among operating room nurses in public hospitals

This study investigates the current status of work–family conflict among nurses in operating rooms of public hospitals and explores its influencing factors. A cross-sectional survey was conducted from November to December 2025, involving 572 operating room nurses from 5 tertiary hospitals in Hubei Province. Data were collected via validated scales assessing work–family conflict, perceived organizational support, and work engagement. Statistical analyses included descriptive statistics, Spearman correlation, and multivariate linear regression. The median work–family conflict score was 54.00 (IQR: 43.25–58.00); perceived organizational support and work engagement scores were 45.00 (IQR:40.00–55.00) and 32.00 (IQR:25.00–40.00). Regression analysis revealed that monthly night shifts, weekly working hours, income, years of experience, emotional/instrumental support, and work engagement collectively explained 61.2% of work–family conflict variance (adjusted R ²  = 0.612, P  < .001). Elevated work–family conflict levels among operating room nurses are significantly influenced by occupational and organizational factors. Targeted interventions, such as optimizing shift schedules, enhancing organizational support, and fostering work engagement, are recommended to mitigate work–family conflict and improve nursing service quality.