Research Article| Volume 70, ISSUE 3, P381-390, May 2022

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The impact on organizations, individuals, and care when nurses are also family caregivers

Published:January 25, 2022DOI:


      • Perception of work support for family caregiving and actual support may differ.
      • Beyond Family Medical Leave Act, there seems to be little formalized family caregiver support.
      • Family caregiving may be a contributor to nurse burnout.
      • Work support for family caregiving may be related to nurse turnover intentions.



      There can be negative consequences to family caregiving as an employee.


      The purpose of this study was to examine the impact of family caregiving as a nurse (double-duty nurse caregivers) on the nurse, colleagues, and organization.


      Two surveys were completed by double-duty nurse caregivers and healthcare organization leaders on their demographics, and support for/impact of family caregiving. Descriptive statistics, chi squares, t-tests, and Mann-Whitney U tests were used. Text from open-ended questions were used to inform the quantitative data.


      Without organizational policies and a workplace culture that support family caregiving, managers are limited in the types and level of support they can provide.


      Healthcare leaders perceived family caregiving to have a larger impact on the nurses’ own health and work performance than nurses themselves. Family caregiving was identified as a potential contributor to burnout; and lack of workplace support for family caregiving may influence turnover intentions.



      DDNCG (double-duty nurse family caregiver)
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