Australian midwives and clinical investigation: Exploration of the personal and professional impact

Alexander, Catherine; Bogossian, Fiona; New, Karen

doi:10.1016/j.wombi.2020.09.002

Cited by 5 publications

(10 citation statements)

References 20 publications

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“…New midwives (regardless of their seniority) (Catling et al, 2017 ) and students (Catling et al, 2017 ; Catling & Rossiter, 2020 ) were likelier targets. Internationally qualified midwives (IQMs) felt that their accents and overseas qualifications were used as justifications/avenues for abuse (Javanmard et al, 2020 ), and midwives that were under investigation were also targeted (Alexander et al, 2021 ).…”

Section: Resultsmentioning

confidence: 99%

“…WPV took several forms in the 10 included studies. Covert and passive aggressive behaviours were described in six studies (Alexander et al, 2021 ; Fenwick et al, 2012 ; Javanmard et al, 2020 ; McIver, 2002 ; Sheehy et al, 2021 ; Welfare, 2018 ) including being ignored, ostracized and excluded. Five papers outlined overt bullying behaviours including rudeness, sarcasm, mocking, finger pointing, snide comments and rude gestures (Fenwick et al, 2012 ; Harvie et al, 2019 ; McIver, 2002 ; Sheehy et al, 2021 ; Welfare, 2018 ).…”

Section: Resultsmentioning

confidence: 99%

“…Five papers outlined overt bullying behaviours including rudeness, sarcasm, mocking, finger pointing, snide comments and rude gestures (Fenwick et al, 2012 ; Harvie et al, 2019 ; McIver, 2002 ; Sheehy et al, 2021 ; Welfare, 2018 ). One paper described the abuse of the levers of power to bully junior staff (Fenwick et al, 2012 ); in a similar vein, vexatious complaints were made to harass and victimize targets (Alexander et al, 2021 ). One study outlined racist and discriminatory behaviour towards IQMs from Africa, Iran, Japan and the United Kingdom (Javanmard et al, 2020 ).…”

Section: Resultsmentioning

confidence: 99%

“…The IQMs described being ignored, treated as outsiders, intimidated and repeatedly challenged on their knowledge and skills. Being unfairly blamed (Alexander et al, 2021 ; Fenwick et al, 2012 ) and used as a scapegoat (Alexander et al, 2021 ) was reported along with the deliberate use of poor communication, giving mixed messages (Fenwick et al, 2012 ) and ‘game playing’ (Harvie et al, 2019 ).…”

Section: Resultsmentioning

confidence: 99%

“…One paper described the abuse of the levers of power to bully junior staff (Fenwick et al, 2012); in a similar vein, vexatious complaints were made to harass and victimize targets (Alexander et al, 2021). One study outlined racist and discriminatory behaviour towards IQMs from Africa, Iran, Japan and the United Kingdom (Javanmard et al, 2020).…”

Section: Location and Types Of Wpvmentioning

confidence: 99%

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Workplace violence in the Australian and New Zealand midwifery workforce: A scoping review

Capper

Thorn

Muurlink

2022

J Nursing Management

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Aim The aim of the study is to identify and map what is known about workplace violence involving midwives in Australia and New Zealand. Background Research from the United Kingdom demonstrates that workplace violence within maternity services is a pervasive issue with significant and wide‐ranging clinical, individual and organisational consequences. To date, little is known about this issue within Australian and New Zealand maternity services. Evaluation A scoping review, guided by Arksey and O′Malley's framework, was conducted. Reporting followed the Preferred Reporting Items for Systematic Reviews and Meta‐Analyses extension for Scoping Reviews checklist. Just one identified study aimed to explore midwives' experiences of workplace violence. A further nine arrived at related results or themes. Key issues Workplace violence is present in a variety of forms across maternity services in Australia and New Zealand. Its prevalence is, however, yet to be understood. Workplace violence causes physical and mental health issues for midwives, premature workforce attrition, and jeopardizes the quality and safety of maternity care. Conclusions Workplace violence has been acknowledged as one of the key contributing factors towards premature attrition from the midwifery profession, with new graduate midwives most likely to leave. With the midwifery workforce ageing and evidence of serious clinical implications emerging, workplace violence needs urgent research and organisational attention. Implications for nursing management Workplace violence is a key contributing factor towards recruitment and retention challenges for managers. To help tackle this, managers have a key role to play in identifying and effectively addressing workplace violence by acting as positive role models, taking a zero‐tolerance approach and fostering collegial relationships. Managers, holding key clinical leadership positions, are pivotal to ensuring all complaints raised are handled with transparency and consistency regardless of one's position within the clinical hierarchy and organisational structure.

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