Intentions to leave and actual turnover of community midwives in the Netherlands: A mixed method study exploring the reasons why

Jong, Esther I. Feijen-de; Voort-Pauw, Nicolette van der; Nieuwschepen-Ensing, Esther G.; Kool, Liesbeth

doi:10.1016/j.wombi.2022.02.004

Cited by 14 publications

(5 citation statements)

References 23 publications

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“…Canadian midwives cited the negative impact of on-call shifts on personal life, their mental health, and their physical health, as reasons for the serious consideration to leave midwifery 12 . In a study among 1037 Australian midwives 38 and a study among 726 Dutch midwives 39 , 42.8% and 33.7% of participants, respectively, stated that they considered leaving midwifery in the previous 6 months, compared with 17.6% of midwives who had an intention to leave midwifery within the next 5 years in our study. In both former studies, the most common reason for considering leaving midwifery was the dissatisfaction with organization of midwifery care 38 , 39 .…”

Section: Discussioncontrasting

confidence: 51%

“…In a study among 1037 Australian midwives 38 and a study among 726 Dutch midwives 39 , 42.8% and 33.7% of participants, respectively, stated that they considered leaving midwifery in the previous 6 months, compared with 17.6% of midwives who had an intention to leave midwifery within the next 5 years in our study. In both former studies, the most common reason for considering leaving midwifery was the dissatisfaction with organization of midwifery care 38 , 39 . In another study with a sample of 475 Swedish midwives, 30.3% had experienced a situation that made them consider leaving their work.…”

Section: Discussioncontrasting

confidence: 51%

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Burnout among midwives and attitudes toward midwifery: A cross-sectional study from Baden-Württemberg, Germany

Paul¹,

Limprecht-Heusner²,

Eichenauer³

et al. 2022

Eur J Midwifery

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INTRODUCTION Midwifery services are a cornerstone of maternal care, but the mental health of midwives is at risk in many work settings. The aim of this study was to assess burnout and attitudes toward midwifery among midwives in Baden-Württemberg, Germany. METHODS A cross-sectional online survey among midwives was conducted from 16 October to 10 December 2017. Burnout was assessed using the Copenhagen Burnout Inventory (CBI). RESULTS A total of 602 survey respondents were studied; 48.3%, 38.2%, and 23.3% of midwives reported moderate or high (CBI score ≥50) levels of personal burnout, work-related burnout, and client-related burnout, respectively. Midwives with moderate or high burnout in at least one CBI dimension worked more weekly hours, were more commonly employed, and worked more frequently in the hospital. In turn, midwives with low burnout levels worked fewer weekly hours, more commonly freelance, and more frequently community based (all p<0.001). Moderate or high burnout levels were associated with a reduced likelihood to recommend midwifery as a profession (OR=0.34; 95% CI: 0.23–0.49) and an increased likelihood to intent leaving the profession (OR=3.39; 95% CI: 2.0–5.9) in a multivariable regression adjusting for midwife characteristics and work practices. CONCLUSIONS Burnout symptoms were common among midwives. Burnout could be a health risk for midwives and a challenge to the profession by discouraging present and future midwives from practicing midwifery.

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Section: Discussioncontrasting

confidence: 51%

Section: Discussioncontrasting

confidence: 51%

Burnout among midwives and attitudes toward midwifery: A cross-sectional study from Baden-Württemberg, Germany

Paul¹,

Limprecht-Heusner²,

Eichenauer³

et al. 2022

Eur J Midwifery

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“…The midwives surveyed had higher levels of intention to change jobs than professions. We can suppose that Polish midwives have similar reasons of intention to leave their job/profession to Dutch [ 55 ], British [ 56 ], Australian [ 57 ], and Canadian [ 58 ] midwives. However, we want to emphasize that research methods and databases were different, so that our results and those cited cannot be reliably compared.…”

Section: Discussionmentioning

confidence: 99%

“…Our findings are in line with previous suggestions treating intention to leave as a finality of experiencing excessive stress at work and not coping with it. Feijen-de Jong et al [ 55 ] demonstrated that the decision to leave a job is the result of maladaptation to unfavourable working conditions, high work demands, and frustration experienced due to failure to cope. Our findings support broader theoretical assumptions about the consequences of affectively negative stimuli on motivation [ 68 ].…”

Section: Discussionmentioning

confidence: 99%

Work Stressors and Intention to Leave the Current Workplace and Profession: The Mediating Role of Negative Affect at Work

Jasiński

Derbis

2022

IJERPH

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The first aim of this study was to determine whether organisational constraints, interpersonal conflicts at work, workload and negative affect at work have a positive relationship with intention to leave a current job or profession. The second aim was to investigate whether negative affect at work mediates the relationship between work stressors and intention to leave a current job or profession. The study was a quantitative cross-sectional design in nature. Data were collected between March and April 2022. The sample consisted of 306 midwives working in the Polish public health service. The theoretical model was tested using structural equation modelling. The results confirmed positive direct relationships between workload and negative affect with intention to leave the current workplace and intention to leave the midwifery profession in general. The relationships between organisational constraints and interpersonal conflicts at work and intention to leave a job or profession were found to be completely mediated by negative affect at work. Our study revealed that workload is the strongest direct predictor of intention to leave the current job or profession. Organisational constraints and interpersonal conflicts at work lead to an intention to leave a job or profession by inducing negative affect at work. Interpersonal conflicts at work are the strongest predictor of negative affect at work.

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“…A positive practice climate is associated with less burnout and turnover (Shah et al, 2021; Stoll & Gallagher, 2019)—two key threats to workforce stability. In contrast, a non‐supportive practice climate is associated with increased absenteeism and health care providers leaving their positions and profession (Feijen‐de Jong et al, 2022; Heistad et al, 2022). A supportive practice climate can also buffer the strain of other workplace stressors.…”

Section: Introductionmentioning

confidence: 99%

Measuring midwives' perceptions of their practice climate across racial‐ethnic identities: An invariance analysis of the Midwifery Practice Climate Scale

Thumm,

Giano,

Niles

et al. 2023

Research in Nursing & Health

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Diversification of the midwifery workforce is key to addressing disparities in maternal health in the United States. Midwives who feel supported in their practice environments report less burnout and turnover; therefore, creating positive practice environments for midwives of color is an essential component of growing and retaining midwives of color in the workforce. The Midwifery Practice Climate Scale (MPCS) is a 10‐item instrument developed through multiphase empirical analysis to measure midwives' practice environments, yet the MPCS had not been independently tested with midwives of color. We conducted invariance analyses to test whether latent means can be compared between midwives of color and non‐Hispanic White samples. A step‐up approach applied a series of increasingly stringent constraints to model estimations with multiple group confirmatory factor analyses with two pooled samples. A configural model was estimated as the basis of multiple group comparisons where all parameters were allowed to freely vary. Metric invariance was estimated by constraining item factor loadings to be equal. Scalar invariance was estimated by constraining intercepts of indicators to be equal. Each model was compared to the baseline model. The findings supported scalar invariance of MPCS across midwives of color and non‐Hispanic White midwives, indicating that the MPCS is measuring the same intended construct across groups, and that differences in scores between these two groups reflect true group differences and are not related to measurement error. Additionally, in this sample, there was no statistically significant difference in perceptions of the practice environments across midwives of color and non‐Hispanic White midwives (p > 0.05).

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Intentions to leave and actual turnover of community midwives in the Netherlands: A mixed method study exploring the reasons why

Cited by 14 publications

References 23 publications

Burnout among midwives and attitudes toward midwifery: A cross-sectional study from Baden-Württemberg, Germany

Burnout among midwives and attitudes toward midwifery: A cross-sectional study from Baden-Württemberg, Germany

Work Stressors and Intention to Leave the Current Workplace and Profession: The Mediating Role of Negative Affect at Work

Measuring midwives' perceptions of their practice climate across racial‐ethnic identities: An invariance analysis of the Midwifery Practice Climate Scale

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