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In this paper, a mixture of exponential and Rayleigh distributions in the proportions α and 1 − α and all the parameters in the mixture distribution are estimated based on fuzzy data.

The methods such as maximum likelihood estimation (MLE) and method of moments (MOM) are applied for estimation. Fuzzy data of triangular fuzzy numbers and Gaussian fuzzy numbers for different sample sizes are considered to illustrate the resulting estimation and to compare these methods. In addition to this, the obtained results are compared with existing results for crisp data in the literature.

The application of fuzziness in the data will be very useful to obtain precise results in the presence of vagueness in data. Mean square errors (MSEs) of the resulting estimators are computed using crisp data and fuzzy data. On comparison, in terms of MSEs, it is observed that maximum likelihood estimators perform better than moment estimators.

Classical methods of obtaining estimators of unknown parameters fail to give realistic estimators since these methods assume the data collected to be crisp or exact. Normally, such case of precise data is not always feasible and realistic in practice. Most of them will be incomplete and sometimes expressed in linguistic variables. Such data can be handled by generalizing the classical inference methods using fuzzy set theory.

This study analyses the organizational consequences of work–family conflict (WFC) among female nurses in health care sector. Moreover, this study focuses on the moderating effect of intrinsic motivation on the association between WFC dimensions with different organizational outcomes.

Data are collected from 347 female nurses working in health care sector at Islamabad, Rawalpindi, Lahore, Multan and Bahawalpur regions of Pakistan, using random sampling technique. Regression analysis is used to test the hypotheses of this study.

The findings demonstrate that WFC conflict lowers job satisfaction, affective commitment and organizational citizenship behaviour. Contrary, WFC reduces job satisfaction, affective commitment and organizational citizenship behaviour and increases turnover intentions among female nurses. Moreover, intrinsic motivation moderates the association between WFC and certain organizational outcomes.

The study offers valuable insights for female nurses at health care sector about WFC and finally leads to theoretical contributions and practical implications for the healthcare sector of Pakistan.