How parenting-related characteristics influence parenting stress among Korean nurses with young children: a cross-sectional study

How parenting-related characteristics influence parenting stress among Korean nurses with young children: a cross-sectional study | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article How parenting-related characteristics influence parenting stress among Korean nurses with young children: a cross-sectional study Minhwa Hwang, Nagyeong Lee, Gunjeong Lee This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6189348/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Background Balancing work and childcare are a major challenge for working mothers, especially nurses, who face irregular shifts and high job demands. These factors contribute to significant parenting stress, affecting both their well-being and career stability. Despite growing concerns, research on nurses' parenting stress and its influencing factors remains limited. This study examines the parenting status of nurses, their stress levels, and key contributing factors to inform policies that support work-life balance. Methods This is a descriptive study conducted based on an evaluation of 142 nurses and all those who had a child under 5 years old. The data were collected from April 10 to June 4, 2023, and analyzed using SPSS v26.0 program. Results The most common childcare arrangement is for parents to leave their children at a daycare facility(69.7%) while they are at work and then care for them at home after work. The highest reason for resigning related to childcare is 'difficulty in responding to sudden problems with children'(33.8%). The most desired welfare benefit among the subjects is flexible working hours(47.9%). The factors influencing parenting stress were the low employment period (β=-.19, p = .013), economic reason for working (β = .08, p = .011), child rearing in house (β = .15, p = .042) and low spousal participation satisfaction in child rearing (β=-.25, p = .002). Conclusion To decrease the nurses' parenting stress, it is necessary to increase the active participation of spouses in childrearing. In addition, it is important to expand childcare facilities at various times, provide welfare benefits in hospitals, and implement a family-friendly system. Nursing Parenting stress Child rearing Caregivers Spouses Shift work schedule I. Background As of September 2022, women accounted for 55.1% of the total female population, and as more women enter the workforce, the economic activity of married women is increasing, driven by the rapidly growing demand for female labor and the increasing participation of married women in the workforce [ 1 ]. Married women accounted for 57.8% of all employed women as of 2022[ 1 ]. Korean women exhibit a career phenomenon in which they take a career break after their 30s due to marriage and childbirth and tend to re-enter the labor market in their 40s [ 2 , 3 ]. The most common reasons for career breaks among women are childcare (42.8%), marriage (26.3%), pregnancy and childbirth (22.7%), family care (4.6%), and education (3.6%), with the highest proportion of career breaks among women aged 30–39 years old (47.4%), pregnancy and childbirth (26.3%), and marriage (24.0%) [ 1 ]. In addition, a survey of employed mothers by the Korea Women's Development Institute found that more than 80% reported having problems raising children, confirming that women's employment and childcare are affected [ 4 ]. In a survey of married women with preschool-aged children, 42.8% reported that childcare burden was the most important factor that made it difficult for women to find employment [ 5 ]. While working mothers can fulfill their self-actualization needs and become financially independent through their jobs, they can also feel the pressure of juggling dual roles at home and at work [ 6 ]. Raising children is a major determinant of whether they stay in the workforce, as well as a source of stress, as they have to juggle work, household chores, and raising children [ 7 ]. In addition, working mothers are more likely to experience parental burden and feel guilty about raising others than non-working mothers [ 4 ]. Nursing is a highly female-dominated profession, with more than 90% of nurses working in healthcare organizations, according to the Korean Healthcare Workers' Union Survey[ 8 ]. In terms of age, 82.4% of nurses are in their 20s and 30s, and if we consider 1 to 5 years as low-skilled, 6 to 10 years as mid-skilled, and 11 years or more as high-skilled, 64.5% of nurses with 1 to 10 years of work experience are low- and mid-skilled, making it difficult to retain high-skilled nurses. This is due to the high rate of career breaks among nurses, and many of the reasons for turnover among married nurses are related to childcare [ 10 ]. Nurses work with lives, have enormous responsibilities within a strict organization, and are required to be highly alert and attentive under heavy workloads [ 7 ]. In addition, the nature of the job requires irregular working hours and commuting times, as well as working overtime in shifts. These occupational characteristics may add to the parenting stress of married nurses. Previous studies have shown that the irregular nature of nurses' work, which often includes working three shifts and working on Saturdays and weekends, leads them to report significantly higher levels of parenting stress than the general population of married working women [ 9 ]. It has been reported that nurses have higher levels of parenting stress than working mothers in other occupations and that parenting stress and turnover intention are positively correlated [ 10 ]. Furthermore, parenting stress among married nurses has been shown to negatively affect turnover intention [ 11 ]. Therefore, it is important to determine the extent of parenting stress among married nurses and to identify factors that influence parenting stress. Therefore, this study aims to identify the parenting-related characteristics and parenting stress of nurses and to identify the factors that affect parenting stress. This study aims to provide basic data on parenting-related welfare policies appropriate to the characteristics of nurses based on factors affecting parenting stress and parenting-related characteristics of married nurses. Thus, this study aims to: (1) identify general and parenting-specific characteristics and parenting stressors; (2) identify parenting stress based on the general characteristics and parenting-specific characteristics of the population; (3) determine the impact of general characteristics and parenting-related characteristics on parenting stress. II. Methods 1. study design This is a descriptive survey study to identify nurses' parenting-related characteristics and their impact on parenting stress. 2. Study setting and participants The participants of this study were nurses employed in general hospitals who fully understood the study’s objectives and methods and voluntarily consented to participate. Infants and toddlers under the age of 5 were selected because they lack the ability to directly express their thoughts or will and have developmentally higher needs for parental involvement, which has been shown to increase parenting stress compared to parents of school-aged children [ 12 , 13 ]. Parents of children with disabilities were excluded because they have been shown to experience higher levels of psychological, physical, social, and economic stress during parenting compared to parents of typically developing children [ 14 ]. The number of subjects required for the study was calculated using the G*power 3.1.9.7 program, and the minimum number of subjects required for multiple regression analysis with a significance level of .05, a power of .80, a medium effect size of .15, and 12 independent variables was 127. Considering the dropout rate of 20%, a total of 152 respondents were collected in this study, and the final sample of 142 respondents was used for the analysis, excluding 10 respondents with missing responses or unresponsive responses. 3. Measurement 1) General characteristics The questionnaire on general and parenting-related characteristics consists of 29 questions. For general characteristics, we collected data on age, education, work experience, department, type of work, and reasons for working. 2) Parenting-related traits Parenting-related characteristics include family size, number of children, age of children, experience with maternity and paternity leave, primary caregiver of children while commuting to work, parenting style, satisfaction with spouse's involvement in childcare, impact of childcare on work life, intention to quit due to childcare issues, benefits offered by employers, and systems they believe are necessary to help them juggle childcare and work life, according to data collected on. 3) Parenting Stress As a tool for measuring nurses' parenting stress, we used a tool developed by Kim Ki-hyun and Kang Hee-kyung [ 15 ] to measure the parenting stress of working mothers, which was reorganized into a 4-point Likert scale by Kim Ri-jin [ 16 ] to reflect the socio-cultural characteristics of Korea. The tool consists of 32 items, including 12 items on daily stressors of raising children, 12 items on burden and stressors of performing parental roles, and 8 items on guilt of raising others. Each item is scored on a 4-point Likert scale, with higher scores indicating higher parenting stress. The Cronbach's α value in Kim's [ 17 ] study was .93, and the Cronbach's α value in this study was .94. 4. Data collection methods The data collection for this study was conducted by convenience sampling among nurses working in a senior general hospital and a general hospital from April 10 to June 4, 2023, after approval from the Institutional Review Board (IRB) of E University Hospital, where the researcher is affiliated. With the cooperation of the nursing department of the hospital where the researcher is affiliated, a recruitment notice was posted in the nurses' lounge. The recruitment notice included the URL of the questionnaire and a QR code to access the online questionnaire so that subjects who were willing to participate could administer the questionnaire. To recruit subjects online, we created a post with the recruitment notice on the bulletin board of a nurse community (Nursescape) where nurses share information. The subjects were allowed to participate voluntarily by reading the recruitment notice, and when they accessed the online link, they read the study description and consent form before starting the online survey and agreed to participate in the study. 5. Data analysis The data collected in this study were analyzed using SPSS v26.0 program, and the specific statistical analysis methods are as follows. The general characteristics and parenting-related characteristics of the participants were analyzed by frequency and percentage, mean and standard deviation. Parenting stress was analyzed by mean and standard deviation. Differences in parenting stress according to participants' general characteristics and parenting-related characteristics were analyzed using t-T est and One-way ANOVA, with post hoc tests using Scheffé's test. Multiple linear regression was used to analyze the influence factors on the subjects' parenting stress. 6. Ethical considerations This study was approved by the Medical Ethics Committee of the Ewha Womans University Hospital (EUMC02303007003-HE002), a medical institution affiliated with the researcher, for the ethical protection of research subjects. The questionnaire form, Google form, included a statement regarding the protection of anonymity and that the collected data would be used only for research purposes. Personal information (phone number) was collected to provide a small reward as a thank you for participating in the survey, and the reward was provided as an online gift certificate within a week after completing the questionnaire, and personal information was immediately destroyed. The online survey responses collected in this study are kept securely in a password-locked computer file known only to the researcher and are stored at for three years from the date of collection and then destroyed. III. Results 1. General characteristics There were 142 participants in the study, with an average age of 33.8 years. The highest level of education was a four-year nursing degree (58.5%), and the average work experience was 9.13 years, with 35.9% working for less than 5–10 years and 32.4% working for 10–15 years. The majority of nurses worked in wards (42.3%), outpatient (27.3%), intensive care (13.4%), specialty units (operating rooms, labor and delivery, emergency departments) (10.5%), and clinic nurse practitioners (7.0%). The majority of positions were held by registered nurses (91.5%). The most important reason for working was economic reasons (63.4%), followed by personal skills and abilities (25.3%), social participation (7.7%), and breaking the monotony of daily life (3.5%)(Table 1 ). Table 1 General characteristics of participants and differences of parenting stress according to general characteristics (N = 142) Variables Categories n % Parenting stress M ± SD t or F( p ) Scheffé Age (yr) 20–29 10 7.0 2.75 ± 0.46 0.08 (.969) 30 ~ 34 79 55.6 2.71 ± 0.47 35 ~ 39 41 28.9 2.68 ± 0.50 ≥ 40 12 8.5 2.67 ± 0.69 Education level 3-year college 21 14.8 2.80 ± 0.39 1.80 (.149) RN-BSN 15 10.6 2.87 ± 0.56 4-year university 83 58.5 2.70 ± 0.50 Graduate school 23 16.2 2.52 ± 0.50 Total employment period (yr) < 5 25 17.6 2.86 ± 0.49 2.86 (.039) c < a 5–9 51 35.9 2.79 ± 0.45 10–14 46 32.4 2.55 ± 0.49 ≥ 15 20 14.1 2.65 ± 0.58 Current working unit General ward 60 42.3 2.73 ± 0.42 0.37 (.826) OPD 38 26.8 2.72 ± 0.54 ICU 19 13.4 2.74 ± 0.47 OR/DR/ER/Others 15 10.5 2.62 ± 0.64 PA 10 7.0 2.56 ± 0.59 Position Nurse 130 91.5 2.71 ± 0.50 0.42 (.674) Charge nurses 12 8.5 2.65 ± 0.46 Shift work Yes 86 60.6 2.66 ± 0.52 0.11 (.732) No 56 39.4 2.73 ± 0.48 Reason for working Economics 90 63.4 2.79 ± 0.48 2.66 (.050) Personal abilities and skills 36 25.3 2.55 ± 0.52 Social participation 11 7.7 2.69 ± 0.46 Escape of monotonous daily life 5 3.5 2.40 ± 0.41 Note. OPD:Outpatient department. ICU:Intensive care unit. OR:Operating room. DR:Delivery room. ER:Emergency room. PA:Physician assistant 2. Parenting-related traits The number of children in the study was 73.2% with one child and 26.8% with two or more. Based on the age of the youngest child in the household, the average age of the children was 2.8 years old, followed by 22.5% at age 2, 21.1% at age 3, 16.9% at age 4, 16.9% at age 5, 16.2% at age 1, and 6.3% at age 0. The overwhelming majority of family members(85.9%) were married couples and children, and the primary caregiver of children while working was an institution(daycare/preschool) at 53.5%, followed by biological parents at 20.4%, spouse at 14.8%, parents-in-law at 7.0%, and childcare aid at 2.8%. The most common primary caregiver of children after work was themselves (81.7%). More than half of the respondents were satisfied with their spouse's involvement in childcare, with 14.1% very satisfied, 37.3% satisfied, and 26.8 satisfied. When asked about the impact of raising children on their work life, 62.7% of respondents answered, "very disruptive" and 47.2% of respondents answered "sometimes" when asked if they had ever considered resigning from their job due to childcare issues (Table 2 ). Table 2 Parenting status of participants and differences of parenting stress according to parenting status (N = 142) Variables Categories n % Parenting stress M ± SD t or F( p ) Scheffé 2.70 ± 0.50 Number of children 1 104 73.2 2.68 ± 0.47 -0.91 (.362) ≥ 2 38 26.8 2.77 ± 0.55 Age of the children (yr) (the youngest child in the household) 0 9 6.3 2.46 ± 0.42 1.14 (.341) 1 23 16.2 2.73 ± 0.51 2 32 22.5 2.77 ± 0.45 3 30 21.1 2.75 ± 0.47 4 24 16.9 2.78 ± 0.58 5 24 16.9 2.55 ± 0.49 Family composition Parents + children 122 85.9 2.72 ± 0.47 2.34 (.100) Parents + children + grandparents 19 13.4 2.64 ± 0.61 Self + children 1 0.7 1.68 ± 0.00 Child rearing style Drop off the child at daycare 99 69.7 2.71 ± 0.43 2.11 (.082) Another caregiver come to care 17 12.0 2.79 ± 0.57 Live with another caregiver 13 9.2 2.86 ± 0.63 Leave the child at another caregiver's home 8 5.6 2.16 ± 0.50 Childcared for at another caregiver's home during weekdays 5 3.5 2.62 ± 0.65 Primary caregiver of children while working Institution (daycare/preschool) 76 53.5 2.69 ± 0.44 1.66 (.147) Maternal grandparents 29 20.4 2.68 ± 0.52 Spouse 21 14.8 2.69 ± 0.59 Paternal grandparents 10 7.0 2.63 ± 0.55 Babysitter 4 2.8 3.39 ± 0.17 Other family/relatives 2 1.4 2.84 ± 0.92 Primary caregiver for children after work Self a 116 81.7 2.75 ± 0.47 2.50 (.025) b,d < e * Spouse b 13 9.2 2.31 ± 0.51 Self/Spouse together c 4 2.8 2.73 ± 0.45 Maternal grandparents d 4 2.8 2.32 ± 0.42 Paternal grandparents e 3 2.1 3.02 ± 0.67 Institution (daycare/preschool) f 1 0.7 2.81 ± 0.00 Babysitter g 1 0.7 3.31 ± 0.00 Spousal participation satisfaction in child rearing Very satisfied a 20 14.1 2.97 ± 0.44 4.26 (.003) e < a Generally satisfied b 53 37.3 2.92 ± 0.45 Neutral c 38 26.8 2.80 ± 0.54 Generally dissatisfied d 23 16.2 2.59 ± 0.43 Very dissatisfied e 8 5.6 2.47 ± 0.49 Effects of child rearing on occupational life Significant inconvenience a 89 62.7 2.82 ± 0.48 8.37 (< .001) b < a Some inconvenience b 37 26.1 2.45 ± 0.46 Little inconvenience c 16 11.3 2.63 ± 0.45 No inconvenience d 0 0 Consideration of resignation due to child rearing Consider deeply a 35 24.6 2.96 ± 0.38 11.48 (< .001) c < a * Consider often b 38 26.8 2.85 ± 0.45 Consider occasionally c 67 47.2 2.47 ± 0.47 Do not consider at all d 2 1.4 3.14 ± 0.81 * Waller-Duncan Of those who have considered quitting their job due to childcare issues, the top reasons were difficulty responding to sudden problems with their child (33.8%), physical and mental exhaustion from juggling work and family life (28.9%), gaps in care while at work due to substitute care (26.1%), guilt over substitute care (9.2%), and difficulty participating in peer groups and lack of information sharing (2.1%). The most important thing respondents said they needed to help them balance work and family life was family-friendly systems and benefits provided by their workplace (52.8%), and the benefits they would like to see provided by their workplace were flexible work requests (priority for work choice) 47.9%, reduced working hours during parental leave 45.8%, childcare and education reimbursement 45.8%, flexible work arrangements 36.6%, provision and access to workplace childcare 35.9%, extended unpaid parental leave 30.3%, additional nursing staff 30.3%, and staggered commute 26.1% (Table 3 ). Table 3 Opinions on childcare, welfare benefits offered by the Workplace (N = 142) Variables n % The primary reasons for considering resignation due to child rearing Difficulty in responding to sudden issues with the child 48 33.8 Mental and physical exhaustion from balancing work and family life 41 28.9 Gaps in childcare due to the absence of alternative caregivers 37 26.1 Feelings of guilt regarding relying on alternative caregivers 13 9.2 Lack of participation in peer-parenting groups and information sharing 3 2.1 What is needed for work-family life balance? Family-friendly policies and welfare benefits by the employer 75 52.8 Childcare facilities with various time options 33 23.2 Spousal involvement and support in household chores and childcare 24 16.9 Support from colleagues and supervisors in childcare 10 7.0 Desired welfare benefit (3 choices) Option to apply for flexible working hours (preference for shift work) 68 47.9 Shortened working hours for childcare 65 45.8 Support for childcare and education expenses 65 45.8 Flexible work hours system 52 36.6 Provision and utilization of workplace childcare facilities 51 35.9 Extension of unpaid parental leave 43 30.3 Additional recruitment of nursing staff 43 30.3 Staggered commuting hours 37 26.1 In terms of the benefits provided by their workplaces for raising children, 93.7% of the respondents' workplaces provided maternity and paternity leave, 96.5% provided parental leave, 59.2% provided and used workplace childcare facilities, 47.9% provided childcare and education expenses, 45.1% reduced working hours during childcare, 25.4% flexible work arrangements, and 14.1% staggered commuting. Due to the shift-based nature of nurses' work, benefits related to working hours were less common. Of the benefits provided to the subjects at work, maternity leave was used by 89.5% and parental leave by 80.3%. Among the benefits offered, 72.6% of the participants did not use workplace childcare facilities, 70.4% did not use reduced working hours during the parental period, and 69.4% did not use flexible work arrangements (Table 4 ). Table 4 Welfare Benefits Offered by the Workplace for Participants (N = 142) Variables Yes No Unknown N Β N Β N Β Welfare benefits offered by the workplace Maternity leave before and after childbirth 133 93.7 7 4.9 2 1.4 Parental leave 133 93.7 2 1.4 3 2.1 Support for childcare and education expenses 68 47.9 49 34.5 25 17.6 Workplace childcare facility 84 59.2 41 28.9 17 12.0 Shortened working hours for childcare 64 45.1 57 40.1 21 14.8 Flexible working hours system 36 25.4 75 52.8 31 21.8 Staggered commuting hours 20 14.1 81 57.0 41 28.9 Usage of welfare benefits offered by the workplace Maternity leave before and after childbirth (N = 133) 119 89.5 14 10.6 Parental leave (N = 137) 110 80.3 27 19.7 Support for childcare and education expenses (N = 68) 40 58.8 28 41.2 Workplace childcare facility (N = 84) 23 27.4 61 72.6 Shortened working hours for childcare (N = 64) 19 29.7 45 70.4 Flexible working hours system (N = 36) 11 30.6 25 69.4 Staggered commuting hours (N = 20) 11 55.0 9 45.0 91.5% of the study population took maternity leave and 77.5% took paternity leave. 76.1% did not take their spouse's parental leave. Of the 83 participants who did not take their own parental leave or took less than six months, 38.6% did so because they did not want to change departments or types of work after their leave, 28.9% because their salary was reduced during their leave, 21.7% to maintain their current position, and 3.6% because they were not eligible for parental leave because they were irregular or ineligible. While 64.1% said they did not want to change their department or type of work after taking parental leave, in fact, 62% changed their department or type of work after taking parental leave, 32.4% changed their department, 22.5% changed both their department and type of work, and 7.0% changed their type of work. Of those who changed their work department or work type after taking parental leave, 43.2% did so at their own request, while 56.8% did not want to change departments but did change (Table 5 ). Table 5 Utilization of parental leave and employment status among Participants Variables n % Maternity leave Used 130 91.5 Not used 12 8.5 Parental leave Used 110 77.5 Not used 32 22.5 Spouse's parental leave Used 34 23.9 Not used 108 76.1 Reasons for not using parental leave and short-term (less than 6 months) usage (n = 83) To maintain position and status within the department 32 38.6 Income reduction concerns 24 28.9 Preservation of current position 18 21.7 Ineligibility due to temporary employment or insufficient qualifications 3 3.6 Desire to transfer to a preferred department during leave 2 2.4 Preparation for job transition to another hospital after resignation 2 2.4 Others 2 2.4 Desire for departmental and shifts changes after parental leave Desired 51 35.9 Not desired 91 64.1 Whether to change departments and shifts after parental leave No change 54 38.0 Change in department 46 32.4 Change in shift 10 7.0 Change in department and shift 32 22.5 Change in department or work schedule after parental leave (n = 88) Desired 38 43.2 Not desired 50 56.8 3. Parenting stress this study, parenting stress averaged 2.70 ± 0.50 out of 4. In terms of subcategories, daily stress due to raising children was the highest with an average of 2.93 ± 0.51, followed by, burden and stress of fulfilling parental roles with an average of 2.60 ± 0.61, and guilt about raising others with an average of 2.52 ± 0.61. Among the questions, the item "I've been sad that I couldn't go immediately when my child had a sudden problem while I was at work" had the highest parenting stress with a score of 3.32 ± 0.78. 4. Differences in parenting stress by participants' general characteristics and parenting-specific characteristics There was a significant difference in parenting stress by years of work experience (F = 2.86, p = .039). Those with less than 10–15 years of work experience reported less parenting stress than those with less than 5 years of work experience (Table 1 ). Parenting stress differed significantly by primary caregiver after work (F = 2.50, p = .025), with higher parenting stress when the primary caregiver after work was a parent-in-law than when the primary caregiver was a spouse or biological parent. There was a significant difference in parenting stress according to spousal involvement satisfaction (F = 4.26, p = .003), with those who were very dissatisfied with their spouse's involvement in parenting having higher parenting stress than those who were very satisfied. In addition, those who reported being very disrupted by the impact of raising children on their work life had higher parenting stress than those who reported being slightly disrupted (F = 8.37, p < .001), and those who often thought about resigning from their job due to raising children had higher parenting stress than those who sometimes thought about resigning (F = 11.48, p < .001) (Table 2 ). 5. Factors that contribute to parenting stress Multiple linear regression was used to analyze the factors affecting parenting stress. The normality of the distribution of the variables was checked with the Shapiro-wilk test, and it was found to be normally distributed with a significance probability of .855. The variance inflation factor (VIF) of the independent variables was 1.010 ~ 1.091, which is less than 10, and the tolerance limit was .91 ~ .98, which is more than .10, confirming the absence of multicollinearity, and the statistic value of Durbin-Watson test was 2.02, which is close to 2, confirming the absence of autocorrelation. As independent variables, general characteristics and parenting-related characteristics were set as independent variables, and multiple regression analysis was conducted with work experience, reasons for working life, child care style, primary caregiver after work, and satisfaction with spouse's participation in child care as independent variables in the analysis of differences in parenting stress, and reasons for working life, child care style, and primary caregiver after work were converted into dummy variables according to the results of the post-test and used . The regression model was statistically significant (F = 7.02, p = < .001), and the explanatory power of parenting stress was 17.6%. The multiple regression analysis showed that the following factors influenced the participants' parenting stress: having low work experience (β=-.19, p = .013), having economic reasons for working (β = .19, p = .011), raising children at home while working (β = .15, p = .042), and raising children at home while working (β=-.25, p = .002) (Table 6 ). Table 6 Factors Influencing Intention of Parenting Stress (N = 142) Variables B SE β t p (Constant) 3.04 .18 16.29 < .001 Total employment period − .02 .00 − .19 -2.51 .013 Reason for working Economics .20 .20 .08 1.05 .011 Others (ref.) Child rearing style In one's own house .20 .10 .15 2.05 .042 In another place (ref.) Primary caregiver for children after work Self .10 .10 .08 1.05 .292 Others (ref.) Spousal participation satisfaction in child rearing − .11 .03 − .25 -3.18 .002 R 2 = .20., adj R 2 = .17, F = 7.02, p < .001 IV. Discussion This study aims to identify the parenting practices of nurses, their parenting stress, and to identify factors that influence parenting stress. The mean parenting stress of the subjects in this study was 2.70 ± 0.50 out of 4, which was similar to 2.67 and 2.67 in a previous study measuring the parenting stress of married nurses [ 11 ], and this figure was 2.19 in a study of general working mothers, which showed that the parenting stress of married nurses was higher than that of general working mothers [ 9 , 18 , 19 ]. Nurses work with a high level of tension and attention within a strict organization due to their work with lives [ 6 ], and these professional characteristics of nurses have been identified as factors that contribute to higher parenting stress than working mothers in other professions [ 20 ]. In this study, among the items measuring parenting stress, 'I have been sad that I could not go immediately when my child had a sudden problem while working' was the highest with a score of 3.32 ± 0.78, and 'It is difficult to respond when a sudden problem occurs to my child' was the highest with a score of 33. Unlike women in general employment, nurses work in shifts and have a fixed staffing structure, which means that there are no substitutes in case of problems during work and the remaining staff must cover the gap in work, which is a major factor in nurses' parenting stress. In support of this, married nurses' desired benefits include a lack of working hours-related systems, and even if they exist, they rarely use them, and they would most like to have the freedom to apply for work hours and reduced working hours during childcare. To enable hospitals and governments to implement this, additional staffing and institutional support, such as flexible working hours, is highly needed for nurses during the parental period. In addition, there should be greater use of substitutes and adequate compensation for nurses who take on additional duties so that they can balance work and family and use the benefits they are given. Parenting style was also found to be a factor in parenting stress. Nurses who are raising their children in their own homes while on duty have been found to have higher parenting stress than those who are raising their children in an institution or another caregiver's home. This is because the presence of another person in the home, which is a personal space, is more likely to cause conflict than leaving the child elsewhere in terms of housework or privacy [ 21 ]. In addition, among the benefits offered at work, 72.6% of nurses do not use workplace childcare facilities, which is because nurses work shifts that make it difficult for them to access childcare facilities during typical hours. Furthermore, nurses want 45.8% of childcare and education expenses paid for and 35.9% of workplace childcare facilities provided and used. Based on this, we believe that nurses need childcare facilities with a variety of hours that are practically available, and childcare and education reimbursement support to help them use these facilities. As a factor affecting parenting stress in the study, those who were very dissatisfied with their spouse's participation in parenting reported higher parenting stress than those who were very satisfied. This is related to the fact that 81.7% of the participants in this study reported that they were the primary caregiver after work. The situation of having to take care of children after work instead of relaxing after work, in addition to the stress experienced during work, can lead to overwhelming roles at home, which can lead to increased pressure and parenting stress [ 22 ]. With the recent increase in dual-income families, husband's support in raising children has become more important[ 23 ], and previous studies[ 24 , 25 ] have shown that higher father involvement in parenting reduces spousal parenting stress. However, in South Korea, the utilization of parental leave remains heavily skewed by gender. As of 2022, only 6.8% of eligible fathers took parental leave, compared to 70.0% of eligible mothers[ 26 ]. Although South Korea has established legal provisions to facilitate parental leave for both parents, numerous structural and cultural barriers persist, making it difficult for fathers to fully exercise this right. Key obstacles include workplace stigma, concerns about career progression and promotion disadvantages, and entrenched organizational norms that discourage men from taking parental leave[ 27 ]. These factors contribute to a work environment in which fathers are reluctant to take parental leave, thereby perpetuating the disproportionate childcare burden placed on mothers. These findings underscore the critical role of spousal involvement in mitigating parenting stress. In order to increase satisfaction with a spouse’s participation in childcare, workplace policies such as reduced working hours, flexible work arrangements, and paternity leave expansion must be effectively implemented. However, beyond mere policy enactment, it is imperative to foster an organizational culture that actively encourages and normalizes paternal leave. Given that the legal framework for parental leave is already in place, efforts should now focus on increasing actual utilization rates through stronger enforcement mechanisms and workplace incentives for paternal leave participation. By addressing these structural and cultural barriers, a more equitable distribution of childcare responsibilities between parents can be achieved, ultimately leading to reduced parenting stress and improved work-family balance. Limitations This study has several limitations. First, participants were recruited using convenience sampling from nurses working in tertiary and general hospitals, which may introduce selection bias and limit the representativeness of the sample. As a result, the findings may not be fully generalizable to all nurses or healthcare professionals working in different settings. Second, the study relied on self-reported questionnaires for data collection, which may be subject to response bias. Participants’ answers could have been influenced by social desirability bias or subjective perceptions, potentially leading to discrepancies between reported and actual experiences. Third, this study employed a cross-sectional design, which captures data at a single point in time and, therefore, cannot establish causal relationships between variables. While significant associations were identified, it is not possible to determine the directionality of these relationships. A longitudinal study design would be beneficial in future research to track changes over time and better establish causality between factors affecting parenting stress. V. Conclusion This study found that work experience, reasons for working, child-rearing style, and satisfaction with spouse's participation in child-rearing are factors that affect nurses' parenting stress. Therefore, in order to reduce nurses' parenting stress, spouses' active participation in child-rearing should be increased, and workplaces should provide hospital benefits and family-friendly systems, such as expanding childcare facilities at various times, prioritizing work choices, and shortening working hours during the child-rearing period. Further research is needed to identify the childcare needs of nurses at the organizational level of each hospital, and to discuss the expansion of the welfare system and the improvement of the system to improve the inconveniences caused by shift work. In addition, it is necessary to check the effectiveness of childcare-related welfare benefit systems after they are established. In this study, the demand for welfare benefits at work was high, but the extent to which they were implemented was low. Therefore, we recommend a research study to check the implementation status of family-friendly systems in various hospital organizations and identify the reasons if they are not implemented. Abbreviations RN-BSN Registered nurse and bachelor of science in nursing OPD Outpatient department ICU Intensive care unit OR Operating room DR Delivery room ER Emergency room PA Physician assistant Declarations Data availability The datasets used and analysed during the current study are available from the corresponding author on reasonable request. Acknowledgements The authors would like to thank the registered nurse who participated in the study for supporting data collection and completing all surveys. Ethics approval and consent to participate This study was approved by the Medical Ethics Committee of the Ewha Womans University Hospital (EUMC02303007003-HE002). This study was conducted in accordance with the principles outlined in the Declaration of Helsinki. Informed consent was obtained from all individual participants included in the study. Participants were provided with detailed information regarding the study’s purpose, procedures, potential risks and benefits, and confidentiality measures. Consent for publication Not applicable. Competing interests The authors declare that they have no competing interests Funding No funding was received for conducting this study. Author information Authors and Affiliations Department of Nursing, Ewha Womans University Mokdong Hospital, Seoul, Korea Minhwa Hwang College of Nursing, Ewha Womans University, Seoul, Korea Nagyeong Lee, Gunjeong Lee Contributions MH and GL contributed to the study design. MH was responsible for data collection. MH and NL performed data analysis. MH, NL, and GL wrote the original draft of the manuscript. NL and GL contributed to writing, review, and editing. All authors reviewed and approved the final manuscript. Corresponding author Correspondence to Gunjeong Lee References Survey of healthcare workforce realities. Statistic Korea, Seoul (2022) https://kosis.kr/common/meta_onedepth.jsp?vwcd=MT_OTITLE&listid=117_006 . Accessed 9 Jun 2023 Kim JY (2010) Career Interruptions for Women and Re-entry into the Labor Market. Monthly Labor Rev. ;36–50 Lee H (2014) Changes in the labor supply of married women due to marriage and childbirth. Mon Public Finance Forum 216(0):39–58 A study on child-rearing support policies in accordance with employed women's occupation and employment type. Korean Women's Development Institute, Seoul (2014) https://www.kwdi.re.kr/publications/reportView.do?p=96&idx=114670 . Accessed 9 Jun 2023 Regional Employment Survey, Statistic Korea S (2023) https://www.k-stat.go.kr/metasvc/msba100/statsdcdta?statsConfmNo=101067&kosisYn=Y Accessed 9 Jun 2023 Park HK, Moon HJ (2015) A Study on Variables Associated with Female Nurses' Mothering Stresses. Fam Environ Res 53(6):595–604. 10.6115/fer.2015.047 Kim SH, Park JY (2012) The Relationship between Personality and Child Rearing Stress of Employed Mothers. J Korean Home Econ Assoc 50(8):41–52. 10.6115/khea.2012.50.8.041 2023 Survey on the reality of healthcare labor unions. Korean Health and Medical Workers' Union, Seoul (2023) https://bogun.nodong.org/xe/khmwu_5_4/763769 . Accessed 9 Jun 2023 Kim YS, Kwon MK (2010) Nurse's Parenting Stress. Korean Parent-Child Health J 13(2):86–94 Kang SJ, Kim SY (2011) The relationship among nurses' parenting stress and turnover intention. J Korean Acad Nurs Adm 17(4):508–515. 10.11111/jkana.2011.17.4.508 Nam IS, Kim SH (2017) The Effects of Married Nurses' Parenting Stress and Job Involvement on Retention Intention. J Korea Acad-Ind Coop Soc 18(6):155–164. 10.5762/KAIS.2017.18.6.155 Park SR, No BR, Park HJ, Lee SH (2015) The Structural Relationship among Trajectories of Mothers' Parenting Stress, Children's Temperament and Internalizing Problems: Multiple Group Analysis according to Employment Status of Mothers. Korean J Child Care Educ Policy 9(1):119–148 Kim JE, Choi JR (2020) Mediating and Moderating Effects of Parenting Stress on Respect for Child Rights and Child Abuse in Mothers with Infants and Young Children. J Learner-Centered Curr Instr 20(11):521–538. 10.22251/jlcci.2020.20.11.521 You Y, Lee Y (2018) The Model Validation among Parenting Stress, Quality of Life and Resilience of Parents having Children with Disabilities. J Spec Child Educ 20(3):45–72. 10.21075/kacsn.2018.20.3.45 Abidin RR (1990) Parenting stress index-short form. Pediatric Psychology, Charlottesville, VA Kim KH, Kang HK, Research (1997) Development of the Parenting Stress Scale. Hum Ecol Res 35(5):141–150 Kim LJ, Yoon CH (2000) An Ecological Study on Working Mother's Parenting Stress. J Korean Home Econ Assoc 38(12):47–58 Kim KH (2000) An Ecological Approach to Analyzing Variables in the Parenting Stress of Working Mothers. Korean J Hum Ecol 9(1):71–84 Kim A (2017) Mediating effects of social support on relation among parenting stress, work-mother role conflict and parental satisfaction perceived by employed mother with having infant child. J Korea Open Assoc Early Child Educ 22(5):209–231. 10.5762/KAIS.2019.20.1.259 Kang SJ, Kim SY (2011) The relationship among nurses' parenting stress and turnover intention. J Korean Acad Nurs Adm 17(4):508–515. 10.11111/jkana.2011.17.4.508 Kim MO, Song SM, Lee SR (2015) A phenomenological study on the child-rearing experience and conflict of grandmothers in dual-income families: From the grandmother's and working moms' point of view. Korean J Child Care Educ 11(4):239–269. 10.14698/jkcce.2015.11.239 Kim KM, Jun SY, Ju HJ, Lee YH, Woo KM (2022) Structure equation modeling of job embeddedness in general hospital nurses. J Korean Acad Nurs Educ 28(2):204–217. 10.5977/jkasne.2022.28.2.204 Kim EH, Lee EJ (2014) Mediation and Moderation Effects of Job Embeddedness between Nursing Performance and Turnover Intention of Nurses. J Korea Acad-Ind Coop Soc 15(8):5042–5052. 10.5762/KAIS.2014.15.8.5042 Kim KH, Cho HS, Kim YH (2015) Experiences in the Family of Origin with Fathers and Parenting Stress of Mothers: Significance Test of Mediating Effects by Parenting Participation of Fathers. J Fam Better Life 33(6):35–49. 10.7466/JKHMA.2015.33.6.35 Lee JH, Hwang JI (2019) The Effects of Hospitals' Family Friendly Management on Married Female Nurses' Retention Intention: Focused on the Mediating Effects of Work-Family Interface. J Korean Acad Nurs 49(4):386–397. 10.4040/jkan.2019.49.4.386 Survey of parental leave, Korea S (2022) Seoul. https://kosis.kr/common/meta_onedepth.jsp?vwcd=MT_ZTITLE&listid=D_002 . Accessed 9 Jun 2023 Jeong YW (2024) Exploration of policy improvement measures through the experience of raising children of MZ-generation men: Focusing on the experience of parental leave. Educational Theory Pract Infants Child 9(1):133–163. 10.20926/ETPIYC.2024.9.1.6 Additional Declarations The authors declare no competing interests. Supplementary Files Questionnaire.docx How parenting-related characteristics influence parenting stress among Korean nurses with young children: a cross-sectional study Cite Share Download PDF Status: Posted Version 1 posted You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-6189348","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":426253996,"identity":"b35276b7-1a74-47ca-8032-4c7107c9fab7","order_by":0,"name":"Minhwa Hwang","email":"","orcid":"https://orcid.org/0009-0002-0524-3602","institution":"Ewha Womans University Mokdong Hospital","correspondingAuthor":false,"prefix":"","firstName":"Minhwa","middleName":"","lastName":"Hwang","suffix":""},{"id":426253997,"identity":"8b0dcb6a-3d67-45ab-871d-53393017765d","order_by":1,"name":"Nagyeong Lee","email":"","orcid":"https://orcid.org/0009-0006-4158-3953","institution":"Ewha Womans University","correspondingAuthor":false,"prefix":"","firstName":"Nagyeong","middleName":"","lastName":"Lee","suffix":""},{"id":426253998,"identity":"436b3597-cc62-4eb4-97ff-b983b01c5e5b","order_by":2,"name":"Gunjeong Lee","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA40lEQVRIiWNgGAWjYJACAxDBz8DABuHyEKtFsoEULRB9B4jVIh+Re6DgQ8Udu83He8we/GCwk2fgOfsArxbDG3kJhjPOPEveduaMuWEPQ7JhA2+7AX4tM3IMjHnbDieb3cjdJsHDwJzAwM+G32FgLX+BWoznv90m+YehnrAWeQmgFsa2w3YGErzbpHkYDicw8Lbh12LA88bAsOfM4QSJM/nfpGUMjhu28RwjYEt7jpnBj4rD9vztx9Ik31RUy/PzpBGwBRgdoABKbIBw4WkAjy0NDMwPgLQ9IYWjYBSMglEwggEAFTlAV2zWg0kAAAAASUVORK5CYII=","orcid":"https://orcid.org/0000-0003-0083-9343","institution":"Ewha Womans University","correspondingAuthor":true,"prefix":"","firstName":"Gunjeong","middleName":"","lastName":"Lee","suffix":""}],"badges":[],"createdAt":"2025-03-09 15:07:38","currentVersionCode":1,"declarations":{"humanSubjects":false,"vertebrateSubjects":false,"conflictsOfInterestStatement":false,"humanSubjectEthicalGuidelines":false,"humanSubjectConsent":false,"humanSubjectClinicalTrial":false,"humanSubjectCaseReport":false,"vertebrateSubjectEthicalGuidelines":false},"doi":"10.21203/rs.3.rs-6189348/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-6189348/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":78253105,"identity":"59d4c45c-c976-43aa-94a3-38493b4637de","added_by":"auto","created_at":"2025-03-11 10:12:26","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1007796,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6189348/v1/c89d6993-9ab5-4e5e-8ee5-5c048c75cf92.pdf"},{"id":78250963,"identity":"32258fec-1177-43f8-b5d8-e13ca9f22d67","added_by":"auto","created_at":"2025-03-11 09:56:26","extension":"docx","order_by":1,"title":"","display":"","copyAsset":false,"role":"supplement","size":22331,"visible":true,"origin":"","legend":"\u003cp\u003eHow parenting-related characteristics influence parenting stress among Korean nurses with young children: a cross-sectional study\u003c/p\u003e","description":"","filename":"Questionnaire.docx","url":"https://assets-eu.researchsquare.com/files/rs-6189348/v1/6d777b646557fd31a6977de5.docx"}],"financialInterests":"The authors declare no competing interests.","formattedTitle":"\u003cp\u003eHow parenting-related characteristics influence parenting stress among Korean nurses with young children: a cross-sectional study\u003c/p\u003e","fulltext":[{"header":"I. Background","content":"\u003cp\u003eAs of September 2022, women accounted for 55.1% of the total female population, and as more women enter the workforce, the economic activity of married women is increasing, driven by the rapidly growing demand for female labor and the increasing participation of married women in the workforce [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]. Married women accounted for 57.8% of all employed women as of 2022[\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]. Korean women exhibit a career phenomenon in which they take a career break after their 30s due to marriage and childbirth and tend to re-enter the labor market in their 40s [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e, \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e]. The most common reasons for career breaks among women are childcare (42.8%), marriage (26.3%), pregnancy and childbirth (22.7%), family care (4.6%), and education (3.6%), with the highest proportion of career breaks among women aged 30–39 years old (47.4%), pregnancy and childbirth (26.3%), and marriage (24.0%) [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eIn addition, a survey of employed mothers by the Korea Women's Development Institute found that more than 80% reported having problems raising children, confirming that women's employment and childcare are affected [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]. In a survey of married women with preschool-aged children, 42.8% reported that childcare burden was the most important factor that made it difficult for women to find employment [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]. While working mothers can fulfill their self-actualization needs and become financially independent through their jobs, they can also feel the pressure of juggling dual roles at home and at work [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. Raising children is a major determinant of whether they stay in the workforce, as well as a source of stress, as they have to juggle work, household chores, and raising children [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]. In addition, working mothers are more likely to experience parental burden and feel guilty about raising others than non-working mothers [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eNursing is a highly female-dominated profession, with more than 90% of nurses working in healthcare organizations, according to the Korean Healthcare Workers' Union Survey[\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]. In terms of age, 82.4% of nurses are in their 20s and 30s, and if we consider 1 to 5 years as low-skilled, 6 to 10 years as mid-skilled, and 11 years or more as high-skilled, 64.5% of nurses with 1 to 10 years of work experience are low- and mid-skilled, making it difficult to retain high-skilled nurses. This is due to the high rate of career breaks among nurses, and many of the reasons for turnover among married nurses are related to childcare [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eNurses work with lives, have enormous responsibilities within a strict organization, and are required to be highly alert and attentive under heavy workloads [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]. In addition, the nature of the job requires irregular working hours and commuting times, as well as working overtime in shifts. These occupational characteristics may add to the parenting stress of married nurses. Previous studies have shown that the irregular nature of nurses' work, which often includes working three shifts and working on Saturdays and weekends, leads them to report significantly higher levels of parenting stress than the general population of married working women [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e]. It has been reported that nurses have higher levels of parenting stress than working mothers in other occupations and that parenting stress and turnover intention are positively correlated [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]. Furthermore, parenting stress among married nurses has been shown to negatively affect turnover intention [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]. Therefore, it is important to determine the extent of parenting stress among married nurses and to identify factors that influence parenting stress.\u003c/p\u003e \u003cp\u003eTherefore, this study aims to identify the parenting-related characteristics and parenting stress of nurses and to identify the factors that affect parenting stress. This study aims to provide basic data on parenting-related welfare policies appropriate to the characteristics of nurses based on factors affecting parenting stress and parenting-related characteristics of married nurses. Thus, this study aims to: (1) identify general and parenting-specific characteristics and parenting stressors; (2) identify parenting stress based on the general characteristics and parenting-specific characteristics of the population; (3) determine the impact of general characteristics and parenting-related characteristics on parenting stress.\u003c/p\u003e"},{"header":"II. Methods","content":"\u003cp\u003e1. study design\u003c/p\u003e\u003cp\u003eThis is a descriptive survey study to identify nurses' parenting-related characteristics and their impact on parenting stress.\u003c/p\u003e\u003cp\u003e2. Study setting and participants\u003c/p\u003e\u003cp\u003eThe participants of this study were nurses employed in general hospitals who fully understood the study’s objectives and methods and voluntarily consented to participate. Infants and toddlers under the age of 5 were selected because they lack the ability to directly express their thoughts or will and have developmentally higher needs for parental involvement, which has been shown to increase parenting stress compared to parents of school-aged children [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e, \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e]. Parents of children with disabilities were excluded because they have been shown to experience higher levels of psychological, physical, social, and economic stress during parenting compared to parents of typically developing children [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eThe number of subjects required for the study was calculated using the G*power 3.1.9.7 program, and the minimum number of subjects required for multiple regression analysis with a significance level of .05, a power of .80, a medium effect size of .15, and 12 independent variables was 127. Considering the dropout rate of 20%, a total of 152 respondents were collected in this study, and the final sample of 142 respondents was used for the analysis, excluding 10 respondents with missing responses or unresponsive responses.\u003c/p\u003e\u003cp\u003e3. Measurement\u003c/p\u003e\u003cp\u003e1) General characteristics\u003c/p\u003e\u003cp\u003eThe questionnaire on general and parenting-related characteristics consists of 29 questions. For general characteristics, we collected data on age, education, work experience, department, type of work, and reasons for working.\u003c/p\u003e\u003cp\u003e2) Parenting-related traits\u003c/p\u003e\u003cp\u003eParenting-related characteristics include family size, number of children, age of children, experience with maternity and paternity leave, primary caregiver of children while commuting to work, parenting style, satisfaction with spouse's involvement in childcare, impact of childcare on work life, intention to quit due to childcare issues, benefits offered by employers, and systems they believe are necessary to help them juggle childcare and work life, according to data collected on.\u003c/p\u003e\u003cp\u003e3) Parenting Stress\u003c/p\u003e\u003cp\u003eAs a tool for measuring nurses' parenting stress, we used a tool developed by Kim Ki-hyun and Kang Hee-kyung [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e] to measure the parenting stress of working mothers, which was reorganized into a 4-point Likert scale by Kim Ri-jin [\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e] to reflect the socio-cultural characteristics of Korea. The tool consists of 32 items, including 12 items on daily stressors of raising children, 12 items on burden and stressors of performing parental roles, and 8 items on guilt of raising others. Each item is scored on a 4-point Likert scale, with higher scores indicating higher parenting stress. The Cronbach's α value in Kim's [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e] study was .93, and the Cronbach's α value in this study was .94.\u003c/p\u003e\u003cp\u003e4. Data collection methods\u003c/p\u003e\u003cp\u003eThe data collection for this study was conducted by convenience sampling among nurses working in a senior general hospital and a general hospital from April 10 to June 4, 2023, after approval from the Institutional Review Board (IRB) of E University Hospital, where the researcher is affiliated. With the cooperation of the nursing department of the hospital where the researcher is affiliated, a recruitment notice was posted in the nurses' lounge. The recruitment notice included the URL of the questionnaire and a QR code to access the online questionnaire so that subjects who were willing to participate could administer the questionnaire. To recruit subjects online, we created a post with the recruitment notice on the bulletin board of a nurse community (Nursescape) where nurses share information. The subjects were allowed to participate voluntarily by reading the recruitment notice, and when they accessed the online link, they read the study description and consent form before starting the online survey and agreed to participate in the study.\u003c/p\u003e\u003cp\u003e5. Data analysis\u003c/p\u003e\u003cp\u003eThe data collected in this study were analyzed using SPSS v26.0 program, and the specific statistical analysis methods are as follows.\u003c/p\u003e\u003cp\u003eThe general characteristics and parenting-related characteristics of the participants were analyzed by frequency and percentage, mean and standard deviation. Parenting stress was analyzed by mean and standard deviation. Differences in parenting stress according to participants' general characteristics and parenting-related characteristics were analyzed using t-T est and One-way ANOVA, with post hoc tests using Scheffé's test. Multiple linear regression was used to analyze the influence factors on the subjects' parenting stress.\u003c/p\u003e\u003cp\u003e6. Ethical considerations\u003c/p\u003e\u003cp\u003e This study was approved by the Medical Ethics Committee of the Ewha Womans University Hospital (EUMC02303007003-HE002), a medical institution affiliated with the researcher, for the ethical protection of research subjects. The questionnaire form, Google form, included a statement regarding the protection of anonymity and that the collected data would be used only for research purposes. Personal information (phone number) was collected to provide a small reward as a thank you for participating in the survey, and the reward was provided as an online gift certificate within a week after completing the questionnaire, and personal information was immediately destroyed. The online survey responses collected in this study are kept securely in a password-locked computer file known only to the researcher and are stored at for three years from the date of collection and then destroyed.\u003c/p\u003e"},{"header":"III. Results","content":" \u003cp\u003e1. General characteristics\u003c/p\u003e\u003cp\u003eThere were 142 participants in the study, with an average age of 33.8 years. The highest level of education was a four-year nursing degree (58.5%), and the average work experience was 9.13 years, with 35.9% working for less than 5–10 years and 32.4% working for 10–15 years. The majority of nurses worked in wards (42.3%), outpatient (27.3%), intensive care (13.4%), specialty units (operating rooms, labor and delivery, emergency departments) (10.5%), and clinic nurse practitioners (7.0%). The majority of positions were held by registered nurses (91.5%). The most important reason for working was economic reasons (63.4%), followed by personal skills and abilities (25.3%), social participation (7.7%), and breaking the monotony of daily life (3.5%)(Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e).\u003c/p\u003e\u003cdiv class=\"gridtable\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eGeneral characteristics of participants and differences of parenting stress according to general characteristics (N = 142)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e\u003ccolgroup cols=\"6\"\u003e\u003c/colgroup\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eCategories\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c6\" namest=\"c5\"\u003e \u003cp\u003eParenting stress\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eM ± SD\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003et or F(\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e \u003cp\u003eScheffé\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eAge (yr)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e20–29\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e7.0\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.75 ± 0.46\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003e0.08\u003c/p\u003e \u003cp\u003e(.969)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e30 ~ 34\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e79\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e55.6\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.71 ± 0.47\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e35 ~ 39\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e41\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e28.9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.68 ± 0.50\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e≥ 40\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e12\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e8.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.67 ± 0.69\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eEducation level\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3-year college\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e21\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e14.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.80 ± 0.39\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003e1.80\u003c/p\u003e \u003cp\u003e(.149)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRN-BSN\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e10.6\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.87 ± 0.56\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e4-year university\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e83\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e58.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.70 ± 0.50\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGraduate school\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e16.2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.52 ± 0.50\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eTotal employment\u003c/p\u003e \u003cp\u003eperiod (yr)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026lt; 5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e25\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e17.6\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.86 ± 0.49\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003e2.86\u003c/p\u003e \u003cp\u003e(.039)\u003c/p\u003e \u003cp\u003ec \u0026lt; a\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e5–9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e51\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e35.9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.79 ± 0.45\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e10–14\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e46\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e32.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.55 ± 0.49\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e≥ 15\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e20\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e14.1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.65 ± 0.58\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"4\" rowspan=\"5\"\u003e \u003cp\u003eCurrent working unit\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGeneral ward\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e60\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e42.3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.73 ± 0.42\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"4\" rowspan=\"5\"\u003e \u003cp\u003e0.37\u003c/p\u003e \u003cp\u003e(.826)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eOPD\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e38\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e26.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.72 ± 0.54\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eICU\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e19\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e13.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.74 ± 0.47\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eOR/DR/ER/Others\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e10.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.62 ± 0.64\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePA\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e7.0\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.56 ± 0.59\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003ePosition\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNurse\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e130\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e91.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.71 ± 0.50\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003e0.42\u003c/p\u003e \u003cp\u003e(.674)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCharge nurses\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e12\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e8.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.65 ± 0.46\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eShift work\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e86\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e60.6\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.66 ± 0.52\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003e0.11\u003c/p\u003e \u003cp\u003e(.732)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e56\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e39.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.73 ± 0.48\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eReason for working\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEconomics\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e90\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e63.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.79 ± 0.48\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003e2.66\u003c/p\u003e \u003cp\u003e(.050)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePersonal abilities and skills\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e36\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e25.3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.55 ± 0.52\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSocial participation\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e7.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.69 ± 0.46\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEscape of monotonous daily life\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e3.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.40 ± 0.41\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003ctfoot\u003e\u003ctr\u003e\u003ctd colspan=\"6\"\u003eNote. OPD:Outpatient department. ICU:Intensive care unit. OR:Operating room. DR:Delivery room. ER:Emergency room. PA:Physician assistant\u003c/td\u003e\u003c/tr\u003e\u003c/tfoot\u003e\u003c/table\u003e\u003c/div\u003e\u003cbr\u003e\u003cp\u003e2. Parenting-related traits\u003c/p\u003e\u003cp\u003eThe number of children in the study was 73.2% with one child and 26.8% with two or more. Based on the age of the youngest child in the household, the average age of the children was 2.8 years old, followed by 22.5% at age 2, 21.1% at age 3, 16.9% at age 4, 16.9% at age 5, 16.2% at age 1, and 6.3% at age 0. The overwhelming majority of family members(85.9%) were married couples and children, and the primary caregiver of children while working was an institution(daycare/preschool) at 53.5%, followed by biological parents at 20.4%, spouse at 14.8%, parents-in-law at 7.0%, and childcare aid at 2.8%. The most common primary caregiver of children after work was themselves (81.7%). More than half of the respondents were satisfied with their spouse's involvement in childcare, with 14.1% very satisfied, 37.3% satisfied, and 26.8 satisfied. When asked about the impact of raising children on their work life, 62.7% of respondents answered, \"very disruptive\" and 47.2% of respondents answered \"sometimes\" when asked if they had ever considered resigning from their job due to childcare issues (Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e).\u003c/p\u003e\u003cdiv class=\"gridtable\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eParenting status of participants and differences of parenting stress according to parenting status (N = 142)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e\u003ccolgroup cols=\"6\"\u003e\u003c/colgroup\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c2\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eCategories\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c3\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c4\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c6\" namest=\"c5\"\u003e \u003cp\u003eParenting stress\u003c/p\u003e \u003c/th\u003e\u003c/tr\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eM ± SD\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003et or F(\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e \u003cp\u003eScheffé\u003c/p\u003e \u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.70 ± 0.50\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eNumber of children\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e104\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e73.2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.68 ± 0.47\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003e-0.91\u003c/p\u003e \u003cp\u003e(.362)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e≥ 2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e38\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e26.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.77 ± 0.55\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003eAge of the children (yr)\u003c/p\u003e \u003cp\u003e(the youngest child in the household)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e6.3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.46 ± 0.42\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003e1.14\u003c/p\u003e \u003cp\u003e(.341)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e16.2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.73 ± 0.51\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e32\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e22.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.77 ± 0.45\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e30\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e21.1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.75 ± 0.47\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e24\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e16.9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.78 ± 0.58\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e24\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e16.9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.55 ± 0.49\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003eFamily composition\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eParents + children\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e122\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e85.9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.72 ± 0.47\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003e2.34\u003c/p\u003e \u003cp\u003e(.100)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eParents + children + grandparents\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e19\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e13.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.64 ± 0.61\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSelf + children\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.68 ± 0.00\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"4\" rowspan=\"5\"\u003e \u003cp\u003eChild rearing style\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDrop off the child at daycare\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e99\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e69.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.71 ± 0.43\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"4\" rowspan=\"5\"\u003e \u003cp\u003e2.11\u003c/p\u003e \u003cp\u003e(.082)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAnother caregiver come to care\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e17\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e12.0\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.79 ± 0.57\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eLive with another caregiver\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e9.2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.86 ± 0.63\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eLeave the child at another caregiver's home\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e5.6\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.16 ± 0.50\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eChildcared for at another caregiver's home during weekdays\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e3.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.62 ± 0.65\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003ePrimary caregiver of children while working\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eInstitution (daycare/preschool)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e76\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e53.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.69 ± 0.44\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"5\" rowspan=\"6\"\u003e \u003cp\u003e1.66\u003c/p\u003e \u003cp\u003e(.147)\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMaternal grandparents\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e29\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e20.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.68 ± 0.52\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSpouse\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e21\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e14.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.69 ± 0.59\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePaternal grandparents\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e7.0\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.63 ± 0.55\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBabysitter\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e2.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e3.39 ± 0.17\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eOther family/relatives\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e1.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.84 ± 0.92\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"6\" rowspan=\"7\"\u003e \u003cp\u003ePrimary caregiver for children after work\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSelf\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e116\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e81.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.75 ± 0.47\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"6\" rowspan=\"7\"\u003e \u003cp\u003e2.50\u003c/p\u003e \u003cp\u003e(.025)\u003c/p\u003e \u003cp\u003eb,d \u0026lt; e\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSpouse\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e9.2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.31 ± 0.51\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSelf/Spouse together\u003csup\u003ec\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e2.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.73 ± 0.45\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMaternal grandparents\u003csup\u003ed\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e2.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.32 ± 0.42\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePaternal grandparents\u003csup\u003ee\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e2.1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e3.02 ± 0.67\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eInstitution (daycare/preschool)\u003csup\u003ef\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.81 ± 0.00\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBabysitter\u003csup\u003eg\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e3.31 ± 0.00\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"4\" rowspan=\"5\"\u003e \u003cp\u003eSpousal participation satisfaction in child rearing\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eVery satisfied\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e20\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e14.1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.97 ± 0.44\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"4\" rowspan=\"5\"\u003e \u003cp\u003e4.26\u003c/p\u003e \u003cp\u003e(.003)\u003c/p\u003e \u003cp\u003ee \u0026lt; a\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGenerally satisfied\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e53\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e37.3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.92 ± 0.45\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNeutral\u003csup\u003ec\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e38\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e26.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.80 ± 0.54\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGenerally dissatisfied\u003csup\u003ed\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e16.2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.59 ± 0.43\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eVery dissatisfied\u003csup\u003ee\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e5.6\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.47 ± 0.49\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eEffects of child rearing on occupational life\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSignificant inconvenience\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e89\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e62.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.82 ± 0.48\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003e8.37\u003c/p\u003e \u003cp\u003e(\u0026lt; .001)\u003c/p\u003e \u003cp\u003eb \u0026lt; a\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSome inconvenience\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e37\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e26.1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.45 ± 0.46\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eLittle inconvenience\u003csup\u003ec\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e16\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e11.3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.63 ± 0.45\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNo inconvenience\u003csup\u003ed\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eConsideration of resignation due to child rearing\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eConsider deeply\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e35\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e24.6\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.96 ± 0.38\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003e11.48\u003c/p\u003e \u003cp\u003e(\u0026lt; .001)\u003c/p\u003e \u003cp\u003ec \u0026lt; a\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eConsider often\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e38\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e26.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.85 ± 0.45\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eConsider occasionally\u003csup\u003ec\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e67\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e47.2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.47 ± 0.47\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDo not consider at all\u003csup\u003ed\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e1.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e3.14 ± 0.81\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003ctfoot\u003e\u003ctr\u003e\u003ctd colspan=\"6\"\u003e\u003csup\u003e*\u003c/sup\u003eWaller-Duncan\u003c/td\u003e\u003c/tr\u003e\u003c/tfoot\u003e\u003c/table\u003e\u003c/div\u003e\u003cbr\u003e\u003cp\u003eOf those who have considered quitting their job due to childcare issues, the top reasons were difficulty responding to sudden problems with their child (33.8%), physical and mental exhaustion from juggling work and family life (28.9%), gaps in care while at work due to substitute care (26.1%), guilt over substitute care (9.2%), and difficulty participating in peer groups and lack of information sharing (2.1%). The most important thing respondents said they needed to help them balance work and family life was family-friendly systems and benefits provided by their workplace (52.8%), and the benefits they would like to see provided by their workplace were flexible work requests (priority for work choice) 47.9%, reduced working hours during parental leave 45.8%, childcare and education reimbursement 45.8%, flexible work arrangements 36.6%, provision and access to workplace childcare 35.9%, extended unpaid parental leave 30.3%, additional nursing staff 30.3%, and staggered commute 26.1% (Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e).\u003c/p\u003e\u003cdiv class=\"gridtable\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eOpinions on childcare, welfare benefits offered by the Workplace (N = 142)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e\u003ccolgroup cols=\"3\"\u003e\u003c/colgroup\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThe primary reasons for considering resignation due to child rearing\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDifficulty in responding to sudden issues with the child\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e48\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e33.8\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMental and physical exhaustion from balancing work and family life\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e41\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e28.9\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGaps in childcare due to the absence of alternative caregivers\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e37\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e26.1\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFeelings of guilt regarding relying on alternative caregivers\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e9.2\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eLack of participation in peer-parenting groups and information sharing\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2.1\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWhat is needed for work-family life balance?\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFamily-friendly policies and welfare benefits by the employer\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e75\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e52.8\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eChildcare facilities with various time options\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e33\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e23.2\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSpousal involvement and support in household chores and childcare\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e24\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e16.9\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSupport from colleagues and supervisors in childcare\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e7.0\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDesired welfare benefit (3 choices)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOption to apply for flexible working hours (preference for shift work)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e68\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e47.9\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eShortened working hours for childcare\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e65\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e45.8\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSupport for childcare and education expenses\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e65\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e45.8\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFlexible work hours system\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e52\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e36.6\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eProvision and utilization of workplace childcare facilities\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e51\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e35.9\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eExtension of unpaid parental leave\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e43\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e30.3\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAdditional recruitment of nursing staff\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e43\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e30.3\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eStaggered commuting hours\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e37\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e26.1\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/table\u003e\u003c/div\u003e\u003cbr\u003e\u003cp\u003eIn terms of the benefits provided by their workplaces for raising children, 93.7% of the respondents' workplaces provided maternity and paternity leave, 96.5% provided parental leave, 59.2% provided and used workplace childcare facilities, 47.9% provided childcare and education expenses, 45.1% reduced working hours during childcare, 25.4% flexible work arrangements, and 14.1% staggered commuting. Due to the shift-based nature of nurses' work, benefits related to working hours were less common. Of the benefits provided to the subjects at work, maternity leave was used by 89.5% and parental leave by 80.3%. Among the benefits offered, 72.6% of the participants did not use workplace childcare facilities, 70.4% did not use reduced working hours during the parental period, and 69.4% did not use flexible work arrangements (Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e).\u003c/p\u003e\u003cdiv class=\"gridtable\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eWelfare Benefits Offered by the Workplace for Participants (N = 142)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e\u003ccolgroup cols=\"7\"\u003e\u003c/colgroup\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e \u003cp\u003eUnknown\u003c/p\u003e \u003c/th\u003e\u003c/tr\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eΒ\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eN\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eΒ\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eN\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003eΒ\u003c/p\u003e \u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWelfare benefits offered by the workplace\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMaternity leave before and after childbirth\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e133\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e93.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e4.9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e1.4\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eParental leave\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e133\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e93.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e1.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e2.1\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSupport for childcare and education expenses\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e68\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e47.9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e49\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e34.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e25\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e17.6\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWorkplace childcare facility\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e84\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e59.2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e41\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e28.9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e17\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e12.0\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eShortened working hours for childcare\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e64\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e45.1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e57\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e40.1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e21\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e14.8\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFlexible working hours system\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e36\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e25.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e75\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e52.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e31\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e21.8\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eStaggered commuting hours\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e20\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e14.1\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e81\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e57.0\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e41\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e28.9\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eUsage of welfare benefits offered by the workplace\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMaternity leave before and after childbirth (N = 133)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e119\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e89.5\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e14\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e10.6\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eParental leave (N = 137)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e110\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e80.3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e27\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e19.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSupport for childcare and education expenses (N = 68)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e40\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e58.8\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e28\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e41.2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWorkplace childcare facility (N = 84)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e27.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e61\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e72.6\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eShortened working hours for childcare (N = 64)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e19\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e29.7\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e45\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e70.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFlexible working hours system (N = 36)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e30.6\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e25\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e69.4\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eStaggered commuting hours (N = 20)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e55.0\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e45.0\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/table\u003e\u003c/div\u003e\u003cbr\u003e\u003cp\u003e91.5% of the study population took maternity leave and 77.5% took paternity leave. 76.1% did not take their spouse's parental leave. Of the 83 participants who did not take their own parental leave or took less than six months, 38.6% did so because they did not want to change departments or types of work after their leave, 28.9% because their salary was reduced during their leave, 21.7% to maintain their current position, and 3.6% because they were not eligible for parental leave because they were irregular or ineligible. While 64.1% said they did not want to change their department or type of work after taking parental leave, in fact, 62% changed their department or type of work after taking parental leave, 32.4% changed their department, 22.5% changed both their department and type of work, and 7.0% changed their type of work. Of those who changed their work department or work type after taking parental leave, 43.2% did so at their own request, while 56.8% did not want to change departments but did change (Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e).\u003c/p\u003e\u003cdiv class=\"gridtable\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eUtilization of parental leave and employment status among Participants\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e\u003ccolgroup cols=\"3\"\u003e\u003c/colgroup\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMaternity leave\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eUsed\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e130\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e91.5\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNot used\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e12\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e8.5\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eParental leave\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eUsed\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e110\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e77.5\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNot used\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e32\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e22.5\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSpouse's parental leave\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eUsed\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e34\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e23.9\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNot used\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e108\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e76.1\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eReasons for not using parental leave and short-term (less than 6 months) usage (n = 83)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTo maintain position and status within the department\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e32\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e38.6\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIncome reduction concerns\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e24\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e28.9\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePreservation of current position\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e18\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e21.7\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIneligibility due to temporary employment or insufficient qualifications\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e3.6\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDesire to transfer to a preferred department during leave\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2.4\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePreparation for job transition to another hospital after resignation\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2.4\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOthers\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2.4\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDesire for departmental and shifts changes after parental leave\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDesired\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e51\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e35.9\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNot desired\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e91\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e64.1\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWhether to change departments and shifts after parental leave\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo change\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e54\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e38.0\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eChange in department\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e46\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e32.4\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eChange in shift\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e7.0\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eChange in department and shift\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e32\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e22.5\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eChange in department or work schedule after parental leave (n = 88)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDesired\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e38\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e43.2\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNot desired\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e50\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e56.8\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/table\u003e\u003c/div\u003e\u003cbr\u003e\u003cp\u003e3. Parenting stress\u003c/p\u003e\u003cp\u003ethis study, parenting stress averaged 2.70 ± 0.50 out of 4. In terms of subcategories, daily stress due to raising children was the highest with an average of 2.93 ± 0.51, followed by, burden and stress of fulfilling parental roles with an average of 2.60 ± 0.61, and guilt about raising others with an average of 2.52 ± 0.61. Among the questions, the item \"I've been sad that I couldn't go immediately when my child had a sudden problem while I was at work\" had the highest parenting stress with a score of 3.32 ± 0.78.\u003c/p\u003e\u003cp\u003e4. Differences in parenting stress by participants' general characteristics and parenting-specific characteristics\u003c/p\u003e\u003cp\u003eThere was a significant difference in parenting stress by years of work experience (F = 2.86, p = .039). Those with less than 10–15 years of work experience reported less parenting stress than those with less than 5 years of work experience (Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e). Parenting stress differed significantly by primary caregiver after work (F = 2.50, p = .025), with higher parenting stress when the primary caregiver after work was a parent-in-law than when the primary caregiver was a spouse or biological parent. There was a significant difference in parenting stress according to spousal involvement satisfaction (F = 4.26, p = .003), with those who were very dissatisfied with their spouse's involvement in parenting having higher parenting stress than those who were very satisfied. In addition, those who reported being very disrupted by the impact of raising children on their work life had higher parenting stress than those who reported being slightly disrupted (F = 8.37, p \u0026lt; .001), and those who often thought about resigning from their job due to raising children had higher parenting stress than those who sometimes thought about resigning (F = 11.48, p \u0026lt; .001) (Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e).\u003c/p\u003e\u003cp\u003e5. Factors that contribute to parenting stress\u003c/p\u003e\u003cp\u003eMultiple linear regression was used to analyze the factors affecting parenting stress. The normality of the distribution of the variables was checked with the Shapiro-wilk test, and it was found to be normally distributed with a significance probability of .855. The variance inflation factor (VIF) of the independent variables was 1.010 ~ 1.091, which is less than 10, and the tolerance limit was .91 ~ .98, which is more than .10, confirming the absence of multicollinearity, and the statistic value of Durbin-Watson test was 2.02, which is close to 2, confirming the absence of autocorrelation.\u003c/p\u003e\u003cp\u003eAs independent variables, general characteristics and parenting-related characteristics were set as independent variables, and multiple regression analysis was conducted with work experience, reasons for working life, child care style, primary caregiver after work, and satisfaction with spouse's participation in child care as independent variables in the analysis of differences in parenting stress, and reasons for working life, child care style, and primary caregiver after work were converted into dummy variables according to the results of the post-test and used .\u003c/p\u003e\u003cp\u003eThe regression model was statistically significant (F = 7.02, p = \u0026lt; .001), and the explanatory power of parenting stress was 17.6%. The multiple regression analysis showed that the following factors influenced the participants' parenting stress: having low work experience (β=-.19, p = .013), having economic reasons for working (β = .19, p = .011), raising children at home while working (β = .15, p = .042), and raising children at home while working (β=-.25, p = .002) (Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e).\u003c/p\u003e\u003cdiv class=\"gridtable\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003ctable float=\"Yes\" id=\"Tab6\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 6\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eFactors Influencing Intention of Parenting Stress (N = 142)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e\u003ccolgroup cols=\"6\"\u003e\u003c/colgroup\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eB\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eSE\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eβ\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003et\u003c/p\u003e \u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cem\u003ep\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e(Constant)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3.04\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.18\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e16.29\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026lt; .001\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTotal employment period\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e− .02\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.00\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e− .19\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e-2.51\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.013\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eReason for working\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEconomics\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.20\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.20\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.08\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.05\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.011\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOthers (ref.)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eChild rearing style\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIn one's own house\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.20\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.10\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.15\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.05\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.042\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIn another place (ref.)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePrimary caregiver for children after work\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSelf\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.10\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.10\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.08\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.05\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.292\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOthers (ref.)\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSpousal participation satisfaction in child rearing\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e− .11\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.03\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e− .25\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e-3.18\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.002\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colspan=\"6\" nameend=\"c6\" namest=\"c1\"\u003e \u003cp\u003eR\u003csup\u003e2\u003c/sup\u003e = .20., adj R\u003csup\u003e2\u003c/sup\u003e = .17, F = 7.02, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001\u003c/p\u003e \u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/table\u003e\u003c/div\u003e"},{"header":"IV. Discussion","content":"\u003cp\u003eThis study aims to identify the parenting practices of nurses, their parenting stress, and to identify factors that influence parenting stress.\u003c/p\u003e \u003cp\u003eThe mean parenting stress of the subjects in this study was 2.70\u0026thinsp;\u0026plusmn;\u0026thinsp;0.50 out of 4, which was similar to 2.67 and 2.67 in a previous study measuring the parenting stress of married nurses [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e], and this figure was 2.19 in a study of general working mothers, which showed that the parenting stress of married nurses was higher than that of general working mothers [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e, \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e]. Nurses work with a high level of tension and attention within a strict organization due to their work with lives [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e], and these professional characteristics of nurses have been identified as factors that contribute to higher parenting stress than working mothers in other professions [\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eIn this study, among the items measuring parenting stress, 'I have been sad that I could not go immediately when my child had a sudden problem while working' was the highest with a score of 3.32\u0026thinsp;\u0026plusmn;\u0026thinsp;0.78, and 'It is difficult to respond when a sudden problem occurs to my child' was the highest with a score of 33. Unlike women in general employment, nurses work in shifts and have a fixed staffing structure, which means that there are no substitutes in case of problems during work and the remaining staff must cover the gap in work, which is a major factor in nurses' parenting stress. In support of this, married nurses' desired benefits include a lack of working hours-related systems, and even if they exist, they rarely use them, and they would most like to have the freedom to apply for work hours and reduced working hours during childcare. To enable hospitals and governments to implement this, additional staffing and institutional support, such as flexible working hours, is highly needed for nurses during the parental period. In addition, there should be greater use of substitutes and adequate compensation for nurses who take on additional duties so that they can balance work and family and use the benefits they are given.\u003c/p\u003e \u003cp\u003eParenting style was also found to be a factor in parenting stress. Nurses who are raising their children in their own homes while on duty have been found to have higher parenting stress than those who are raising their children in an institution or another caregiver's home. This is because the presence of another person in the home, which is a personal space, is more likely to cause conflict than leaving the child elsewhere in terms of housework or privacy [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e]. In addition, among the benefits offered at work, 72.6% of nurses do not use workplace childcare facilities, which is because nurses work shifts that make it difficult for them to access childcare facilities during typical hours. Furthermore, nurses want 45.8% of childcare and education expenses paid for and 35.9% of workplace childcare facilities provided and used. Based on this, we believe that nurses need childcare facilities with a variety of hours that are practically available, and childcare and education reimbursement support to help them use these facilities.\u003c/p\u003e \u003cp\u003eAs a factor affecting parenting stress in the study, those who were very dissatisfied with their spouse's participation in parenting reported higher parenting stress than those who were very satisfied. This is related to the fact that 81.7% of the participants in this study reported that they were the primary caregiver after work. The situation of having to take care of children after work instead of relaxing after work, in addition to the stress experienced during work, can lead to overwhelming roles at home, which can lead to increased pressure and parenting stress [\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e]. With the recent increase in dual-income families, husband's support in raising children has become more important[\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e], and previous studies[\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e] have shown that higher father involvement in parenting reduces spousal parenting stress. However, in South Korea, the utilization of parental leave remains heavily skewed by gender. As of 2022, only 6.8% of eligible fathers took parental leave, compared to 70.0% of eligible mothers[\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e]. Although South Korea has established legal provisions to facilitate parental leave for both parents, numerous structural and cultural barriers persist, making it difficult for fathers to fully exercise this right. Key obstacles include workplace stigma, concerns about career progression and promotion disadvantages, and entrenched organizational norms that discourage men from taking parental leave[\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e]. These factors contribute to a work environment in which fathers are reluctant to take parental leave, thereby perpetuating the disproportionate childcare burden placed on mothers.\u003c/p\u003e \u003cp\u003eThese findings underscore the critical role of spousal involvement in mitigating parenting stress. In order to increase satisfaction with a spouse\u0026rsquo;s participation in childcare, workplace policies such as reduced working hours, flexible work arrangements, and paternity leave expansion must be effectively implemented. However, beyond mere policy enactment, it is imperative to foster an organizational culture that actively encourages and normalizes paternal leave. Given that the legal framework for parental leave is already in place, efforts should now focus on increasing actual utilization rates through stronger enforcement mechanisms and workplace incentives for paternal leave participation. By addressing these structural and cultural barriers, a more equitable distribution of childcare responsibilities between parents can be achieved, ultimately leading to reduced parenting stress and improved work-family balance.\u003c/p\u003e \u003cp\u003e \u003cb\u003eLimitations\u003c/b\u003e \u003c/p\u003e \u003cp\u003eThis study has several limitations. First, participants were recruited using convenience sampling from nurses working in tertiary and general hospitals, which may introduce selection bias and limit the representativeness of the sample. As a result, the findings may not be fully generalizable to all nurses or healthcare professionals working in different settings. Second, the study relied on self-reported questionnaires for data collection, which may be subject to response bias. Participants\u0026rsquo; answers could have been influenced by social desirability bias or subjective perceptions, potentially leading to discrepancies between reported and actual experiences. Third, this study employed a cross-sectional design, which captures data at a single point in time and, therefore, cannot establish causal relationships between variables. While significant associations were identified, it is not possible to determine the directionality of these relationships. A longitudinal study design would be beneficial in future research to track changes over time and better establish causality between factors affecting parenting stress.\u003c/p\u003e"},{"header":"V. Conclusion","content":"\u003cp\u003eThis study found that work experience, reasons for working, child-rearing style, and satisfaction with spouse's participation in child-rearing are factors that affect nurses' parenting stress. Therefore, in order to reduce nurses' parenting stress, spouses' active participation in child-rearing should be increased, and workplaces should provide hospital benefits and family-friendly systems, such as expanding childcare facilities at various times, prioritizing work choices, and shortening working hours during the child-rearing period.\u003c/p\u003e \u003cp\u003eFurther research is needed to identify the childcare needs of nurses at the organizational level of each hospital, and to discuss the expansion of the welfare system and the improvement of the system to improve the inconveniences caused by shift work. In addition, it is necessary to check the effectiveness of childcare-related welfare benefit systems after they are established. In this study, the demand for welfare benefits at work was high, but the extent to which they were implemented was low. Therefore, we recommend a research study to check the implementation status of family-friendly systems in various hospital organizations and identify the reasons if they are not implemented.\u003c/p\u003e"},{"header":"Abbreviations","content":"\u003cp\u003eRN-BSN\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;Registered nurse and bachelor of science in nursing\u003c/p\u003e\n\u003cp\u003eOPD\u0026nbsp; \u0026nbsp;\u0026nbsp;Outpatient department\u003c/p\u003e\n\u003cp\u003eICU Intensive care unit\u003c/p\u003e\n\u003cp\u003eOR\u0026nbsp; \u0026nbsp; \u0026nbsp;\u0026nbsp;Operating room\u003c/p\u003e\n\u003cp\u003eDR\u0026nbsp; \u0026nbsp; \u0026nbsp;\u0026nbsp;Delivery room\u003c/p\u003e\n\u003cp\u003eER\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;Emergency room\u003c/p\u003e\n\u003cp\u003ePA \u0026nbsp; \u0026nbsp; \u0026nbsp; Physician assistant\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eData availability\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets used and analysed during the current study are available from the corresponding author on reasonable request.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgements\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors would like to thank the registered nurse who participated in the study for supporting data collection and completing all surveys.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthics approval and consent to participate\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study was approved by the Medical Ethics Committee of the Ewha Womans University Hospital (EUMC02303007003-HE002). This study was conducted in accordance with the principles outlined in the Declaration of Helsinki. Informed consent was obtained from all individual participants included in the study. Participants were provided with detailed information regarding the study\u0026rsquo;s purpose, procedures, potential risks and benefits, and confidentiality measures.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting interests\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare that they have no competing interests\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNo funding was received for conducting this study.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthor information\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthors and Affiliations\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eDepartment of Nursing, Ewha Womans University Mokdong Hospital, Seoul, Korea\u003c/p\u003e\n\u003cp\u003eMinhwa Hwang\u003c/p\u003e\n\u003cp\u003eCollege of Nursing, Ewha Womans University, Seoul, Korea\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eNagyeong Lee, Gunjeong Lee\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eContributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eMH and GL contributed to the study design. 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Accessed 9 Jun 2023\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eJeong YW (2024) Exploration of policy improvement measures through the experience of raising children of MZ-generation men: Focusing on the experience of parental leave. Educational Theory Pract Infants Child 9(1):133\u0026ndash;163. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003e10.20926/ETPIYC.2024.9.1.6\u003c/span\u003e\u003cspan address=\"10.20926/ETPIYC.2024.9.1.6\" targettype=\"DOI\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":true,"highlight":"","institution":"Ewha Womans University","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Parenting stress, Child rearing, Caregivers, Spouses, Shift work schedule","lastPublishedDoi":"10.21203/rs.3.rs-6189348/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6189348/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e \u003cp\u003eBalancing work and childcare are a major challenge for working mothers, especially nurses, who face irregular shifts and high job demands. These factors contribute to significant parenting stress, affecting both their well-being and career stability. Despite growing concerns, research on nurses' parenting stress and its influencing factors remains limited. This study examines the parenting status of nurses, their stress levels, and key contributing factors to inform policies that support work-life balance.\u003c/p\u003e\u003ch2\u003eMethods\u003c/h2\u003e \u003cp\u003eThis is a descriptive study conducted based on an evaluation of 142 nurses and all those who had a child under 5 years old. The data were collected from April 10 to June 4, 2023, and analyzed using SPSS v26.0 program.\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e \u003cp\u003e The most common childcare arrangement is for parents to leave their children at a daycare facility(69.7%) while they are at work and then care for them at home after work. The highest reason for resigning related to childcare is 'difficulty in responding to sudden problems with children'(33.8%). The most desired welfare benefit among the subjects is flexible working hours(47.9%). The factors influencing parenting stress were the low employment period (β=-.19, p\u0026thinsp;=\u0026thinsp;.013), economic reason for working (β\u0026thinsp;=\u0026thinsp;.08, p\u0026thinsp;=\u0026thinsp;.011), child rearing in house (β\u0026thinsp;=\u0026thinsp;.15, p\u0026thinsp;=\u0026thinsp;.042) and low spousal participation satisfaction in child rearing (β=-.25, p\u0026thinsp;=\u0026thinsp;.002).\u003c/p\u003e\u003ch2\u003eConclusion\u003c/h2\u003e \u003cp\u003eTo decrease the nurses' parenting stress, it is necessary to increase the active participation of spouses in childrearing. In addition, it is important to expand childcare facilities at various times, provide welfare benefits in hospitals, and implement a family-friendly system.\u003c/p\u003e","manuscriptTitle":"How parenting-related characteristics influence parenting stress among Korean nurses with young children: a cross-sectional study","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-03-11 09:56:21","doi":"10.21203/rs.3.rs-6189348/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"b00ed081-63cd-48d8-bf45-00e7b1018583","owner":[],"postedDate":"March 11th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[{"id":45421422,"name":"Nursing"}],"tags":[],"updatedAt":"2025-03-11T09:56:21+00:00","versionOfRecord":[],"versionCreatedAt":"2025-03-11 09:56:21","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-6189348","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6189348","identity":"rs-6189348","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}