Relationship Between Work Support and Work-to-Family Enrichment: Moderating Role of Perceived Work Demand Among Staff Nurses

Background: Workplace support may provide nurses with resources that help them in their family roles. This study examined whether the association between perceived work support and work-to-family enrichment varied by level of perceived work demand. Methods: This cross-sectional correlational study included a convenience sample of 500 staff nurses from Nasser Institute Hospital in Cairo, Egypt. Participants completed the Work Support Scale, the Work-to-Family Enrichment Scale, and the five-item Perceived Work Demand Scale. Pearson’s correlation was used to examine the association between perceived work support and work-to-family enrichment. Moderation was tested using ordinary least squares regression with a work support × perceived work demand interaction term. Results: Perceived work support was positively associated with work-to-family enrichment (r = 0.629, p < 0.001). The moderation model explained 41.5% of the variance in work-to-family enrichment (R2 = 0.415, F(3, 496) = 117.456, p < 0.001). The interaction between work support and perceived work demand accounted for an additional 1.05 percentage points of explained variance (ΔR2 = 0.0105, B = −0.123, 95% bootstrap CI [−0.203, −0.038], p = 0.003). The association between work support and enrichment was positive at both levels of perceived work demand and weaker at higher demand (B = 0.505) than at lower demand (B = 0.705). Conclusion: Greater perceived work support was associated with greater work-to-family enrichment, particularly at lower levels of perceived work demand. From a Job Demands–Resources perspective, the findings suggest that the association between workplace support and enrichment in the family domain may depend partly on the demands nurses perceive at work. Implications for Nursing: Nurse managers can assess perceived work support and work demand together when identifying staff needs. Future studies could evaluate supportive supervision, peer mentoring, and workload redistribution using work-to-family enrichment as the outcome. Implications for Health Policy: Workforce policies can encourage prospective evaluation of staffing, scheduling, and workplace support initiatives in relation to nurses’ work-to-family enrichment.