There is an abundance of literature focussing on why midwives leave the profession; however, the gap exists in the reasons why midwives stay. If we can uncover this important detail, then changes within the profession can begin to be implemented, addressing the shortage of midwives issue that has been seen globally for a large number of years.

Aim Aim of this study is to systematically review and synthesize available evidence to identify the association between nurse staffing methodologies and nurse and patient outcomes. Design Systematic review and narrative synthesis. Data sources A search of MEDLINE (EBSCO), CINAHL (EBSCO) and Web of Science was conducted for studies published in English between January 2000 and January 2020. Review methods The reporting of this review and narrative synthesis was guided by the preferred reporting items for systematic and meta‐analysis guidelines (PRISMA) statement and data synthesis guided by the Synthesis Without Meta‐analysis (SWiM) guideline. The quality of each article was assessed using the Mixed Methods Appraisal Tool. Results Twenty‐two studies met the inclusion criteria. Twenty‐one used the mandated minimum nurse‐to‐patient ratio methodology and one study assessed the number of nurse hours per patient day staffing methodology. Both methodologies were mandated. All studies that reported on nurse outcomes demonstrated an improvement associated with the implementation of mandated minimum nurse‐to‐patient ratio, but findings related to patient outcomes were inconclusive. Conclusions Evidence on the impact of specific nurse staffing methodologies and patient and nurse outcomes remains highly limited. Future studies that examine the impact of specific staffing methodologies on outcomes are required to inform this fundamental area of management and practice.

Objective: To examine literature surrounding suicidal ideation and suicidality in the perinatal period Design: Systematic Literature Review of published 15 research studies Findings: There is a scarcity of prospective studies conducted in suicidal ideation during the perinatal period. More research is needed to ensure childbearing women at risk of suicidal ideation during pregnancy receive the appropriate care and maternity services required to support them throughout this period. Key conclusions: Midwives play an important role in screening women for possible emotional distress and mood disorders during pregnancy. Therefore, midwives need to have knowledge of risk factors so vulnerable women are monitored and supportive maternity services can be implemented if indicated. Implications for practice: Suicidal ideation can have serious consequences for the women and the product if left untreated. Screening for suicidal ideation, antenatal and postnatal depression is imperative. Women with a pre-existing mental health disorders are a particularly vulnerable population group and should be monitored closely for suicidal ideation. Women who experience intimate partner violence or are from low socioeconomic backgrounds also present a risk of suicidal ideation, all of which require complex mental-health care.

Background: There have been predictions of a significant nursing workforce shortage in Australia and one strategy to address this has been an increase in supply of new graduates. Their rates and hours of work are largely unknown. Aim: To explore trends in employment of newly graduate registered nurses in Australia between 2004 and 2019. Methods: A retrospective analysis of Australian university graduate survey data and governmental administrative data was undertaken. Findings and discussion: Results show a 5.8% per annum increase in the number of nursing students graduating from Australian universities (2004)(2005)(2006)(2007)(2008)(2009)(2010)(2011)(2012)(2013)(2014)(2015)(2016)(2017)(2018). There was a 26% reduction (2004)(2005)(2006)(2007)(2008)(2009)(2010)(2011)(2012)(2013)(2014)(2015)(2016)(2017)(2018)(2019) in the number reporting employment in nursing at 6 months post-graduation. Of those who gained employment as nurses at 6 months, 91% were still employed at 36 months, suggesting that those employed as nurses on graduation will participate in the health care workforce for at least 3 years. Hours per week of employment increased at 36 months post-graduation (for the cohort graduating between 2008-2015), indicative of an increase in overtime hours and/or secondary employment. Fixed-term contracts up to 12 months' duration increased by 8% (2004-2015) providing evidence that more nurses are being offered short-term contracts. Conclusion:The number of newly graduated registered nurses not employed in nursing may reflect an oversupply, use of a nursing degree to move to other postgraduate degrees, or a reluctance to move to where jobs are available. Strategies may be needed to improve the rate of employment of new graduates, specifically employment outside metropolitan areas.