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Table 3 Correlation between characteristics of work organisation and WIF: bivariate analysis (hierarchy according to eta; +/- indicating positive/negative correlation)

From: Working conditions and Work-Family Conflict in German hospital physicians: psychosocial and organisational predictors and consequences

characteristics of work organisation   F p eta eta2
number of days gone to work despite own illness + 16.296 < .001 .386 .146
planned vacations postponed (frequency) + 13.074 < .001 .291 .085
staff shortage as presumed reasons for changes in duty roster + 23.098 < .001 .270 .073
strain due to a lost weekend off + 10.413 < .001 .264 .070
strain due to changes in duty roster ignoring personal requests + 9.335 < .001 .252 .063
colleagues on vacation as presumed reasons for changes in duty roster + 14.230 < .001 .215 .046
exemption from duty during training + 7.688 .001 .225 .051
personal requests ignored at changes in duty roster (frequency) + 7.374 .001 .221 .049
strain due to being called on duty out of a day off + 7.063 .001 .221 .049
strain due to having to continue to work after shift + 6.144 .002 .205 .042
competitive pressure in department + 4.072 .003 .232 .054
colleagues on maternity/parental leave as presumed reasons for changes in duty roster + 8.776 .003 .171 .029
general frequency changes in duty roster on short notice + 4.754 .003 .218 .047
appreciation of work by superiors - 3.502 .008 .216 .047
continue working after shift (frequency) + 3.922 .021 .164 .027