Western Australia facing critical losses in its midwifery workforce: A survey of midwives' intentions

Pugh, Judith Dianne; Twigg, Di; Martin, Tracy; Rai, Tapan

doi:10.1016/j.midw.2012.04.006

Cited by 47 publications

(33 citation statements)

References 19 publications

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“…Given the projected increased demand for women's health services and the looming shortage of midwives, understanding the reasons for nonpractice is needed. Strategies are also needed to engage certified but nonpracticing midwives back into the workforce such as flexible work arrangements and workloads, accessible professional development (Pugh, Twigg, Martin, & Rai, ), and structured educational and healthcare agency programmes which would promote success on practice re‐entry (McMurtrie, Cameron, Oluanaigh, & Osborne, ).…”

Section: Discussionmentioning

confidence: 99%

“…Given the projected increased demand for women's health services and the looming shortage of midwives, understanding the reasons for nonpractice is needed. Strategies are also needed to engage certified but nonpracticing midwives back into the workforce such as flexible work arrangements and workloads, accessible professional development (Pugh, Twigg, Martin, & Rai, 2013), and struc- Additionally, there was relatively little salary increase with midwifery experience and few benefitted from profit-sharing-all potential incentives in the recruitment and retention of midwives. Finally, salaries did not differ by geographic location, a concern since 126 of 254 Texas counties have been designated as Health Provider Shortage Areas (U.S.…”

Section: Demographics and Employment Characteristicsmentioning

confidence: 99%

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Nature and scope of certified nurse‐midwifery practice: A workforce study

Hastings‐Tolsma

Foster

Brucker

et al. 2018

Journal of Clinical Nursing

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Section: Discussionmentioning

confidence: 99%

“…Given the projected increased demand for women's health services and the looming shortage of midwives, understanding the reasons for nonpractice is needed. Strategies are also needed to engage certified but nonpracticing midwives back into the workforce such as flexible work arrangements and workloads, accessible professional development (Pugh, Twigg, Martin, & Rai, 2013), and struc- Additionally, there was relatively little salary increase with midwifery experience and few benefitted from profit-sharing-all potential incentives in the recruitment and retention of midwives. Finally, salaries did not differ by geographic location, a concern since 126 of 254 Texas counties have been designated as Health Provider Shortage Areas (U.S.…”

Section: Demographics and Employment Characteristicsmentioning

confidence: 99%

Nature and scope of certified nurse‐midwifery practice: A workforce study

Hastings‐Tolsma

Foster

Brucker

et al. 2018

Journal of Clinical Nursing

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show abstract

“…The positive aspects of caseload midwifery (such as forming relationships with women and working with a level of personal and professional autonomy) may offset the negative aspects (such as the requirement to work on-call). Roles for midwives that enable the establishment of meaningful relationships with women may be a key factor in a sustainable midwifery workforce [ 57 , 58 ], and this may explain the higher level of professional satisfaction that was observed in caseload midwives compared to midwives in standard care models in this study. There was also a contrast in the views between caseload and standard care midwives, particularly when identifying positive aspects of the role.…”

Section: Discussionmentioning

confidence: 99%

Comparing satisfaction and burnout between caseload and standard care midwives: findings from two cross-sectional surveys conducted in Victoria, Australia

Newton

McLachlan

Willis

et al. 2014

BMC Pregnancy Childbirth

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BackgroundCaseload midwifery reduces childbirth interventions and increases women’s satisfaction with care. It is therefore important to understand the impact of caseload midwifery on midwives working in and alongside the model. While some studies have reported higher satisfaction for caseload compared with standard care midwives, others have suggested a need to explore midwives’ work-life balance as well as potential for stress and burnout. This study explored midwives’ attitudes to their professional role, and also measured burnout in caseload midwives compared to standard care midwives at two sites in Victoria, Australia with newly introduced caseload midwifery models.MethodsAll midwives providing maternity care at the study sites were sent questionnaires at the commencement of the caseload midwifery model and two years later. Data items included the Midwifery Process Questionnaire (MPQ) to examine midwives’ attitude to their professional role, the Copenhagen Burnout Inventory (CBI) to measure burnout, and questions about midwives’ views of caseload work. Data were pooled for the two sites and comparisons made between caseload and standard care midwives. The MPQ and CBI data were summarised as individual and group means.ResultsTwenty caseload midwives (88%) and 130 standard care midwives (41%) responded at baseline and 22 caseload midwives (95%) and 133 standard care midwives (45%) at two years. Caseload and standard care midwives were initially similar across all measures except client-related burnout, which was lower for caseload midwives (12.3 vs 22.4, p = 0.02). After two years, compared to midwives in standard care, caseload midwives had higher mean scores in professional satisfaction (1.08 vs 0.76, p = 0.01), professional support (1.06 vs 0.11, p <0.01) and client interaction (1.4 vs 0.09, p <0.01) and lower scores for personal burnout (35.7 vs 47.7, p < 0.01), work-related burnout (27.3 vs 42.7, p <0.01), and client-related burnout (11.3 vs 21.4, p < 0.01).ConclusionCaseload midwifery was associated with lower burnout scores and higher professional satisfaction. Further research should focus on understanding the key features of the caseload model that are related to these outcomes to help build a picture of what is required to ensure the long-term sustainability of the model.

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“…Rural communities across the country are particularly vulnerable to shortages if a midwife retires or leaves the area, as it can take up to two years to recruit a replacement (Health Workforce New Zealand, 2015). Furthermore, there is a national shortage of midwives in a number of countries across the world and many countries face problems relating to attrition of the midwifery workforce (Hunter & Warren, 2014;Pugh, Twigg, Martin, & Rai, 2013;United Nations Population Fund, International Confederation of Midwives, & World Health Organization, 2014).…”

Section: Background and Rationale For The Studymentioning

confidence: 99%

The core of the core: What is at the heart of hospital core midwifery practice in New Zealand?

Gilkison¹,

McAra‐Couper²,

Fielder³

et al. 2017

nzcomjnl

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Background: New Zealand midwives who are employed by District Health Boards and are based in hospitals and maternity units are known as core midwives. Half of New Zealand midwives are employed as core midwives, performing a variety of key roles and, as such, are central to the functioning of maternity services. The sustainability of core midwifery is therefore highly significant for the future of maternity services in New Zealand. Research on sustainable midwifery practice operates as a constructive counterpoint to the growing literature on burnout and stress amongst midwives. Aim: The question this study asked is: What sustains midwives who have been in hospital practice in New Zealand for more than eight years? The findings will inform workforce planners, managers and the midwifery profession about what may well contribute to the retention of midwives who are essential to the maternity services provided in hospital settings. Methods: A qualitative descriptive study was conducted in New Zealand, recruiting and interviewing 22 core midwives with between 8 and 40-plus years' experience. Interviews were transcribed and thematic analysis was undertaken by the research team. Analysis was done as a group in a reciprocal fashion between the individual interviews and the data as a whole. Themes were clustered into groups and excerpts from the data used to illustrate the agreed themes. Ethical approval was obtained from

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Western Australia facing critical losses in its midwifery workforce: A survey of midwives' intentions

Cited by 47 publications

References 19 publications

Nature and scope of certified nurse‐midwifery practice: A workforce study

Nature and scope of certified nurse‐midwifery practice: A workforce study

Comparing satisfaction and burnout between caseload and standard care midwives: findings from two cross-sectional surveys conducted in Victoria, Australia

The core of the core: What is at the heart of hospital core midwifery practice in New Zealand?

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