Midwives’ job satisfaction and intention to leave their current position in developing regions of Ethiopia

Muluneh, Muluken Dessalegn; Moges, Geteneh; Abebe, Sintayehu; Hailu, Yeshitila; Makonnen, Misrak; Stulz, Virginia

doi:10.1016/j.wombi.2021.02.002

Cited by 28 publications

(36 citation statements)

References 23 publications

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“…These domains were confirmed by our literature search. The domains co-workers , meaningfulness , work content , autonomy and workload proved to be very important for midwives [ 4 , 10 , 12 , 13 , 20 , 22 , 35 , 38 , 41 , 43 , 44 , 52 ]. Due to overlap of the domains communication and co-workers , and of development and promotion , we combined these domains into working relationships and growth/development .…”

Section: Resultsmentioning

confidence: 99%

“…Important motivators which positively influence midwives’ job satisfaction are support within the team, good relationships with colleagues [ 1 , 10 – 12 ], appreciation and support from superiors [ 2 , 13 – 15 ], autonomy, meaningfulness of the work, interaction with women, and being able to support normal birth [ 3 , 5 , 16 – 19 ]. Factors which reduce job satisfaction are heavy workload, lack of staff and resources, conflicts in work-life balance and low salary [ 4 , 14 , 16 , 20 – 22 ].…”

Section: Introductionmentioning

confidence: 99%

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Measuring job satisfaction of midwives: A scoping review

Wangler

Streffing²,

Simon³

et al. 2022

PLoS ONE

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Background Given the global shortage of midwives, it is of utmost interest to improve midwives’ job satisfaction and working environments. Precise measurement tools are needed to identify both predictors of job satisfaction and intervention strategies which could increase it. The aim of this study is to collate, describe and analyse instruments used in research to assess the job satisfaction of midwives working in hospitals, to identify valid and reliable tools and to make recommendations for the further development of specific instruments for midwifery practice and future midwifery research. Methods We conducted systematic literature searches of the following databases: CINAHL, MEDLINE, PsycINFO, Web of Science Core Collection, Cochrane Database. Studies which assessed the job satisfaction of midwives working in a hospital setting were eligible for inclusion. Findings Out of 637 records 36 empirical research articles were analysed, 27 of them cross-sectional studies. The studies had been conducted in 23 different countries, with sample sizes ranging between nine and 5.446 participants. Over 30 different instruments were used to measure midwives’ job satisfaction, with considerable differences in terms of domains evaluated and number of items. Twelve domains relevant for job satisfaction of midwives working in hospitals were identified from the empirical studies. Four instruments met the defined reliability and validity criteria. Conclusion Autonomy, the significance of the job, the challenges of balancing work and private life, and the high emotional and physical demands of midwifery are job characteristics which are underrepresented in instruments measuring job satisfaction. The influence of the physical working environment has also not yet been researched. There is a need to develop or adapt instruments to the working environment of midwives.

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Section: Resultsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Measuring job satisfaction of midwives: A scoping review

Wangler

Streffing²,

Simon³

et al. 2022

PLoS ONE

View full text Add to dashboard Cite

show abstract

“…better remuneration and improved infrastructure), whereas one recent study in Ethiopia found that around 50% of nurses and midwives intended to leave their current job in the following year ( Ayalew et al. , 2015 ; Muluneh et al. , 2021 ).…”

Section: Methodsmentioning

confidence: 99%

“…in non-governmental organizations, the private sector and international labour market) was also another reason for the high turnover of government-employed nurses and midwives in Ethiopia ( Mariam, 2013 ; Ayalew et al. , 2015 ; Muluneh et al. , 2021 ).…”

Section: Methodsmentioning

confidence: 99%

Stated job preferences of three health worker cadres in Ethiopia: a discrete choice experiment

Lamba

Arora

Keraga

et al. 2021

Health Policy and Planning

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Attracting, training and retaining high-quality health workers are critical for a health system to function well, and it is important to know what health workers value in their roles. Many studies eliciting the labour market preferences of health workers have interviewed doctors or medical students, and there has been little research on the job preferences of lower-skilled cadres such as community health workers, mid-skilled clinical care staff such as nurses and midwives, or non-patient facing staff who manage health facilities. This study estimated the job preferences of public health sector community health extension workers (HEWs), care providers including nurses and midwives, and non-patient-facing administrative and managerial staff in Ethiopia. We used a discrete choice experiment to estimate which aspects of a job are most influential to health worker choices. A multinomial logistic regression model estimated the importance of six attributes to respondents: salary, training, workload, facility quality, management and opportunities to improve patient outcomes. We found that non-financial factors were important to respondents from all three cadres: e.g., supportive management [odds ratio (OR) = 2.96, P-value = 0.001] was the only attribute that influenced the job choices of non-patient-facing administrative and managerial staff. Training opportunities (OR = 3.45, P-value < 0.001), supportive management (OR = 3.26, P-value < 0.001) and good facility quality (OR = 2.42, P-value < 0.001) were valued the most amongst HEWs. Similarly, supportive management (OR = 3.22, P-value < 0.001), good facility quality (OR = 2.69, P-value < 0.001) and training opportunities (OR = 2.67, P-value < 0.001) influenced the job choices of care providers the most. Earning an average salary also influenced the jobs choices of HEWs (OR = 1.43, P-value = 0.02) and care providers (OR = 2.00, P-value < 0.001), which shows that a combination of financial and non-financial incentives should be considered to motivate health workers in Ethiopia.

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“…It is well known that, factor affecting job satisfactions varies among health professionalism, depending on the time and place [1]. In our extensive search through literature, we found no special tool to assess job satisfaction of Iranian and European midwives and studies that have examined job satisfaction in midwives have used researcher-made tools, Mueller and McCloskey Satisfaction Scale (MMSS), Minnesota questionnaire (MSQ) and the job satisfaction inventory (JDI) [18][19][20][21][22][23][24].…”

Section: Plos Onementioning

confidence: 99%

Development and psychometric properties of Iranian midwives job satisfaction instrument (MJSI): A sequential exploratory study

et al. 2022

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Background Job satisfaction refers to a person’s attitude toward his/her job and its various aspects. Job satisfaction improves the quality of service and employees’ physical and mental health. The present study aimed to design a valid and reliable instrument to assess Iranian midwives job satisfaction instrument (MJSI). Methods This is a sequential exploratory study for tool design. This study in two phases; (qualitative and tool’s psychometric evaluation) was conducted in Ilam, Iran, 2019 years. In the first phase, a qualitative content analysis was carried out by in-depth and semi-structured individual interviews with 10 experts. Then, the pool of items extracted from the qualitative phase was completed by reviewing the existing texts and tools. The second phase of the study involved reducing the overlapping items and validating the tool. In order to investigate the construct validity, a cross sectional study was conducted with the participation of 121 midwives with census sampling. Data analysis was performed by SPSS-19 software using exploratory factor analysis and reliability tests (Cronbach’s alpha). Results In the qualitative phase and after reviewing the existing texts and tools by the research team, a 58-item questionnaire was developed and then entered into the psychometric phase. Then, the tool was finalized with five factors, including: 1) communication features, 2) professional features, 3) responsibility aspects, 4) physical-mental aspects and 5) social aspects, respectively. After the psychometric process, by removing the items in different stages, a specific questionnaire was developed to measure the midwives’ job satisfaction with 25 items which explained a total of 49.95% of the total variance. Reliability of the tool was approved by Cronbach’s alpha = 0.71 and test-retest with 2-weeks intervals, indicating an appropriate stability for the scale (ICC = 0.898). Conclusion The 25-item self-reporting midwives job satisfaction tool had acceptable validity and reliability. We recommend the use of this tool for evaluating the job satisfaction of midwives, as well as management and research purposes.

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Midwives’ job satisfaction and intention to leave their current position in developing regions of Ethiopia

Cited by 28 publications

References 23 publications

Measuring job satisfaction of midwives: A scoping review

Measuring job satisfaction of midwives: A scoping review

Stated job preferences of three health worker cadres in Ethiopia: a discrete choice experiment

Development and psychometric properties of Iranian midwives job satisfaction instrument (MJSI): A sequential exploratory study

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