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Purpose <p>To examine the associations between work–family conflict, implicit gender bias, and turnover intention among hospital ophthalmologists.</p> Study design <p>Cross-sectional study.</p> Methods <p>We conducted a web-based questionnaire survey between January and February 2024. The participants were full-time ophthalmologists working in 37 hospitals in the Kanto region of Japan. We assessed the associations between work–family conflict, implicit gender bias, and turnover intention using multivariable regression analysis, with adjustments for job fit and position.</p> Results <p>We analyzed data from 74 ophthalmologists (mean age: 41.5 years, standard deviation: 10.8; 51.4% women). The median intention to leave score was 2.50 (interquartile range: 2.00–3.00). Work interference with family was significantly associated with turnover intention (adjusted difference: 0.30; 95% confidence interval: 0.075–0.53; <i>p</i>=0.010). However, family interference with work and implicit gender bias were not significantly associated with turnover intention.</p> Conclusions <p>This is the first study to examine the associations between work–family conflict, implicit gender bias, and turnover intention among Japanese hospital ophthalmologists. Work interference with family was associated with increased turnover intention but not with family interference with work or implicit gender bias.</p>

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Association of work-family conflict with turnover intention among hospital ophthalmologists in Japan: a cross-sectional study

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  • 发表日期：

    2025年9月8日

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  • Yukiko Tsubota,
  • Atsushi Miyawaki,
  • Masashi Izumiya,
  • Yuho Shimizu,
  • Hideo Yasunaga,
  • Makoto Aihara,
  • Masato Eto

摘要

Purpose

To examine the associations between work–family conflict, implicit gender bias, and turnover intention among hospital ophthalmologists.

Study design

Cross-sectional study.

Methods

We conducted a web-based questionnaire survey between January and February 2024. The participants were full-time ophthalmologists working in 37 hospitals in the Kanto region of Japan. We assessed the associations between work–family conflict, implicit gender bias, and turnover intention using multivariable regression analysis, with adjustments for job fit and position.

Results

We analyzed data from 74 ophthalmologists (mean age: 41.5 years, standard deviation: 10.8; 51.4% women). The median intention to leave score was 2.50 (interquartile range: 2.00–3.00). Work interference with family was significantly associated with turnover intention (adjusted difference: 0.30; 95% confidence interval: 0.075–0.53; p=0.010). However, family interference with work and implicit gender bias were not significantly associated with turnover intention.

Conclusions

This is the first study to examine the associations between work–family conflict, implicit gender bias, and turnover intention among Japanese hospital ophthalmologists. Work interference with family was associated with increased turnover intention but not with family interference with work or implicit gender bias.