Employee Perception of Breastfeeding-Friendly Support and Benefits of Breastfeeding as a Predictor of Intention to Use Breast-Pumping Breaks After Returning to Work Among Employed Mothers

Abstract

Background: Although increasing numbers of large companies are complying with demands for a breastfeedingfriendly workplace by providing lactation rooms and breast-pumping breaks, the effectiveness for intention to use breast-pumping breaks to express breast milk among employed mothers is uncertain. To explore the impact of employees' perceived breastfeeding support from the workplace and the benefits of breastfeeding on a woman's intention to use breast-pumping breaks after returning to work, we conducted a survey at a female labor-intensive electronics manufacturer in Taiwan. Subjects and Methods: A structured questionnaire survey was administered to 715 working mothers employed in an electronics manufacturing plant in Tainan Science Park in Southern Taiwan. Questionnaire content included female employee demographics, employment characteristics, and breastfeeding behavior after returning to work, as well as employees' perception of breastfeeding-friendly support and awareness of the benefits of breastfeeding when raising their most recently born child. Results: Higher education (odds ratio [OR] 2.33), non-clean room worksite (OR 1.51), awareness of breastpumping breaks (OR 4.70), encouragement by colleagues to use breast-pumping breaks (OR 1.76), and greater awareness of the benefits of breastfeeding (OR 1.08) were significant predictors of the use of breast-pumping breaks after returning to work, whereas the perception of inefficiency when using breast-pumping breaks reduced an employed mother's intention to use breast-pumping breaks (OR 0.55). Conclusions: This study finds an association between an appreciation of the benefits provided by the employer and the likelihood of increased usage of breastfeeding breaks. Workplaces and employers can help employed mothers to understand the benefits of breastfeeding, which may increase the intention of the mother to take breast-pumping breaks after returning to work.

Female employees’ perception of breastfeeding‐friendly support in a public university in Spain

“…After returning to work, only 50.3% of respondents continued breastfeeding. This result is in line with the 49.8% that was found by Tsai () and the 49% at 12 weeks after birth that was determined by Dagher, McGovern, Schold, and Randall (), but our findings indicate a higher rate than the 40% found by Weber et al ().…”

“…The workplace environment was adequate for our participants, as shown by the scores. As other studies have indicated, social support in the workplace is important to breastfeeding maintenance (Dabritz et al, ; Tsai, , , ). Break time and coworker support were identified by women as positive elements.…”

Contextualizing online human milk sharing: Structural factors and lactation disparity among middle income women in the U.S.

“…One study found that low-income women who were employed in administrative and manual labor occupations were more likely to end breastfeeding than women working in service jobs and career professionals (Kimbro, 2006). Employer and coworker attitudes and safe, sanitary places for breastfeeding/ expressing milk affect the extent to which mothers successfully combine work and breastfeeding (Bai and Wunderlich, 2013;Tsai, 2014a). Paid maternity and family leave are also associated with better breastfeeding outcomes (Baker and Milligan, 2008;Shepherd-Banigan and Bell, 2014).…”

Challenges and Supports of Breastfeeding at Workplace in Indonesia

“…However, companies do not have obligations to provide breast pump device. Workers should bring the pump by themselves [ 57 ]. Hong Kong also supports workers to continue breastfeeding after returning to work.…”