IOSR Journal of Nursing and Health Science (IOSR-JNHS) e-ISSN: 2320–1959.p- ISSN: 2320–1940 Volume 10, Issue 2 Ser. I (Mar. – Apr. 2021), PP 25-35 www.iosrjournals.org DOI: 10.9790/1959-1002012535 www.iosrjournals.org 25 | Page The influence of Work life Fit Areas and Work life Interference on Nurses' Absenteeism and Performance Heba Mostafa Ali (1) Fatma Rushdy Mohamed (2) and Soad Ahmed Ghallab (3) (1) Assistant Lecturer of Nursing Administration Department, Faculty of Nursing, Assuit University, Egypt. (2) Professor of Nursing Administration, Faculty of Nursing, Assiut University, Egypt. (3) Assist. Professor of Nursing Administration, Faculty of Nursing, Assiut University, Egypt. Abstract: Introduction: Many healthcare employees are dissatisfied with their job and working conditions. So, work life fit & work life balance practices are become available to nurse employees to reduce overall stress, absenteeism and to improve all their performances. Aim: Developing a model for studying the association between nurses' work life fit areas, work life interference on their absenteeism rate and performance. Study design: A Correlational descriptive research design was used. Setting: The study conducted in General ICU at Assuit University Hospital. Subject and Method: The study subject consisted of (44) nurse working in General ICU at Assuit University Hospital. The data collected through self – administered questionnaire which includes personal characteristics data, Areas of Work life Scale, Work Interference with Personal Life Scale, Total calculation of Absenteeism rate, and Observational Performance Checklist tool. Results: There are no statistical significance differences between studied variables except between work life interference and nurses' performance Conclusion: There were negative correlations between studied variables except a positive correlation between absenteeism and work life interference. Recommendations: Attend training program about work life interference and job performance & formulate a team-based management at hospital. Key words: Absenteeism, Nurses, Performance, Work life Fit Areas, and Work life Interference. --------------------------------------------------------------------------------------------------------------------------------------- Date of Submission: 26-02-2021 Date of acceptance: 11-03-2021 --------------------------------------------------------------------------------------------------------------------------------------- I. Introduction In recent years, it has been noticed that many healthcare employees are dissatisfied with their job, and with related working conditions. Frequently, their job dissatisfaction involves stressful situations that result in work-related illness, burnouts, long-term sick leaves and lack of performance. When healthcare employees feel this type of work dissatisfaction, they tend to distance themselves from care recipients and care giving tasks (Han et al., 2015). In order to have more satisfied and healthy employees, organizations should focus on making coordination between work and employees (Jönsson, 2011& Carolina et al., 2018). Carter & Tourangeau (2012) mentioned that the overall quality of the relationships between an employee and the work environment, including the interaction between staff and patients, peers, and leaders, as well as work environment factors are impacted by the alignment of person-job match. Alignment of person-job match or work life fit included in the areas of work life model that developed by Leiter & Maslach ( 2004, 2011&2016) focuses on a perceived discrepancy, or inequity, created by a mismatch between an individual’s expectation and reality in six key areas of workplace. These six key areas are workload, control, rewards, community, fairness, and values. Work demands such as workload, number of hours worked, shift work and overtime are strongly associated with work-life interference among nurses (Van der Heijden et al., 2019). Specifically, nurses with a heavy workload and irregular work schedules are more likely to experience work-life interference as compared with their counterparts, and thus are less satisfied with their job and life (Claire, 2014). Work-life interference refers to the situations when pressures from work and life roles are mutually incompatible in which participation in one role makes it difficult to participate in the other role. A lack of balance between work and non-work activities is often associated with lower psychological and physical well- being. Work-related stressors primarily cause work-life interference (Akintayo, 2010). Different aspects of job quality can play a role in shaping work-life interference, through which they affect intention to stay. For instance, higher job autonomy can translate into greater employee ability to control decisions over when, where, and how to integrate work and family responsibilities. Similarly, sufficient care time can also reduce various pressures that are translating into the domains of work-life. Work-life interference is then linked to turnover intentions. For instance, higher time pressure among nurses reduces the patient