Midwifery Job Autonomy in New Zealand: I do it all the time

Clemons, Janine H.; Gilkison, Andrea; Mharapara, Tago L.; Dixon, Lesley; McAra‐Couper, Judith

doi:10.1016/j.wombi.2020.09.004

Cited by 21 publications

(46 citation statements)

References 30 publications

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“…Mercy requires that we dismiss passion or fanaticism (Comte-Sponville, 2002), which implies that midwives, obstetricians and women should not try to convince each other of who or whom's perspective (i.e., medical vs. biopsychosocial model) is right or wrong, good or bad (Fontein-Kuipers, de Groot, et al, 2018). A professional culture where individual practitioners feel safe, accepting and respecting the shared and unique professional norms, standards and values and the autonomy of the different practitioners, will help to establish positive intra-and/or multidisciplinary dynamics, facilitating mercy (Clemons et al, 2019;Cronie et al, 2019). Communicating with women as well as with colleagues on an intradisciplinary and/or multidisciplinary level about doubts and regrets regarding decisions, wrongdoing, mistakes and/or (unnecessary) interventions-asking for understanding-allows mercy upon ourselves.…”

Section: Mercymentioning

confidence: 99%

Exploring the uses of virtues in woman‐centred care: A quest, synthesis and reflection

Fontein-Kuipers

2022

Nursing Philosophy

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Woman-centred care is a philosophy authentic to the midwifery profession, scaffolding and preceding the capacity and utility of woman-centred care in daily practice. Through providing guidance on the philosophical capacities-the virtues-the practical capacity and utility of woman-centred care becomes more clear and more tangible. This paper discusses the virtues of woman-centred care in midwifery practice. Eighteen virtues, described by Comte-Sponville, serve as a philosophical lens to explore and understand how each specific virtue integrates into the woman-centred care concept or vice versa, herewith becoming woman-centred care virtuous acts. The virtues are politeness, fidelity, pru-

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Section: Mercymentioning

confidence: 99%

Exploring the uses of virtues in woman‐centred care: A quest, synthesis and reflection

Fontein-Kuipers

2022

Nursing Philosophy

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“…Autonomy, which is an essential component of democratic constitutions, refers to the ability of individuals to choose work procedures and effectively manage these procedures and work conditions (Hajek and Konig, 2020). It is also defined as the capability of making decisions and taking responsibility for the consequences of these decisions (Clemons et al, 2021). However, there are two limitations of autonomy: the choice between alternative options and the timing of the action (Antusch et al, 2021).…”

Section: Autonomymentioning

confidence: 99%

“…Autonomy achieves many benefits for employees, such as increasing job attitudes (Mudambi et al, 2014), creating new activities, enhancing freedom of decisionmaking, improving work performance, developing critical analysis, acquiring new knowledge (Mudambi et al, 2014;Zolkefli et al, 2020), scheduling the work and deciding the methods required to carry it out, and improving employees' resilience (Clemons et al, 2021). Moreover, autonomy has several positive outcomes for organizations, including autonomous selections, self-determined decisions, selfsufficiency, and increased value-added (Kühnbach et al, 2020;Hu et al, 2021).…”

Section: Autonomymentioning

confidence: 99%

تقییم الملکیة النفسیة لموظفی الفندق: المؤثرات والنتائج

العاطي¹,

دراز²

2021

مجلة کلیة السیاحة والفنادق - جامعة مدینة السادات

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Employees' psychological ownership (EPO) leads to many positive outcomes for employees and the organization. It plays a crucial role in maintaining employee relations with the organization. It has appeared as a vital indicator of employees' work behaviors (e.g., value co-creation) and attitudes (commitment and satisfaction). Given the importance of EPO in the hotel industry, it is necessary to examine its antecedents and outcomes. This research also investigates the effect of four EPO antecedents (i.e., hotel identification; psychological safety; autonomy; information accessibility) on EPO. Besides, it examines the impact of EPO on three of its outcomes, i.e., employee creativity, employee voice, and knowledge sharing behavior (KSB). To achieve these objectives, data was obtained using questionnaires. A convenience sample of 420 hotel employees from the 14 investigated hotels was chosen. A total of 345 valid questionnaire forms was retrieved, with a response rate of 82.1 percent. To analyze these forms, descriptive analysis, correlation analysis, and multiple regression analysis were used. The main results showed that the four EPO antecedents were found to positively affect EPO. Moreover, the findings indicated that EPO significantly drives the three outcomes of EPO. Thus, the practical implications of the results assist hotel practitioners in enhancing EPO, its antecedents, and outcomes more effectively. For example, it was recommended that hotels should increase EPO and its outcomes by raising EPO antecedents (e.g., hotel identification) through many practices by hotel management, such as increasing the happiness of their workers by helping them cooperate with colleagues in handling work problems.

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“…This perception can lead to the increase in the use of intervention 'to be on the safe side' rather than for the benefit of the individual mother and baby (Aanensen et al, 2018). Within Aotearoa New Zealand it is recognised by midwives that the relationships with and scrutiny of colleagues can make practicing autonomously more difficult for employed midwives than it is for self-employed LMC midwives (Clemons et al, 2020). Even for selfemployed LMC midwives the balancing of the woman's decision making when it sits outside the policies and protocols with the safety and accountability to the midwife can be a stressful process (Clemons et al, 2020).…”

Section: Risk and Pregnancymentioning

confidence: 99%

“…Within Aotearoa New Zealand it is recognised by midwives that the relationships with and scrutiny of colleagues can make practicing autonomously more difficult for employed midwives than it is for self-employed LMC midwives (Clemons et al, 2020). Even for selfemployed LMC midwives the balancing of the woman's decision making when it sits outside the policies and protocols with the safety and accountability to the midwife can be a stressful process (Clemons et al, 2020). However, the ability to move in and out of this hospital setting and have close collegial relationships outside this environment worked to support community based LMC midwives in retaining their autonomy of practice.…”

Section: Risk and Pregnancymentioning

confidence: 99%

Seeking safe harbour: Water immersion for women with complex pregnancy

Kara¹

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Background: Water immersion is used by women, particularly within midwifery-led settings, as a strategy to manage the sensations of labour. Low-risk women who have used water immersion in labour express feelings of increased relaxation, support and control in their labour and birth experience. Being labelled ‘high risk’ can significantly impact both a woman’s experience of her pregnancy and her opportunity for experiencing a physiological birth. Women with complex pregnancies have reported an increase in anxiety and a feeling that their normal childbearing journey has been interrupted and subsumed by medical monitoring and risk management. Midwifery frameworks in Aotearoa New Zealand protect and promote the woman’s role as a decision maker within her experience and her right to make informed decisions about her care. Aims: The aim of this research was to develop an understanding of the influences, facilitators and barriers for women who chose to use water immersion for labour and birth, in a hospital setting, when they were labelled/identified as being clinically complex, as well as to explore their experience of using water immersion in labour. Methods: A qualitative descriptive inquiry, using semi-structured interviews was undertaken to explore seven women's experiences of using water immersion during their labour and/or birth after having a complex pregnancy. Inductive thematic analysis was used to analyse participant data. Findings: Thematic analysis identified four themes within the women’s experiences. Women use water immersion to resist the medicalisation of their birthing experience and protect themselves from the iatrogenic risks of birthing within a hospital setting. The desire to use water immersion is often driven by dissatisfaction with previous medicalised experiences of birth and the women’s desire to avoid repeating these experiences. Water provides a safe and protected space to labour which supports a sense of control and privacy. The LMC midwife is a vital ally and advocate in negotiating to use water immersion within the hospital setting. In this environment, staff can either facilitate or be barriers to using water immersion in labour with a complex pregnancy. Conclusions: Women use water immersion in labour to optimise their opportunity for physiological birthing, often in response to previous medicalised births. Water immersion is experienced positively as a strategy to manage labour. Individualised holistic midwifery care from a Lead Maternity Care midwife was valued by the women and viewed as a key support in negotiating for the choice of water immersion. Women needed to purposefully seek a midwife who was willing to support them in their choice to use water immersion.

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Midwifery Job Autonomy in New Zealand: I do it all the time

Cited by 21 publications

References 30 publications

Exploring the uses of virtues in woman‐centred care: A quest, synthesis and reflection

Exploring the uses of virtues in woman‐centred care: A quest, synthesis and reflection

تقییم الملکیة النفسیة لموظفی الفندق: المؤثرات والنتائج

Seeking safe harbour: Water immersion for women with complex pregnancy

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