Why do midwives leave? (Not) being the kind of midwife you want to be

Curtis, Penny; Ball, Lynda; Kirkham, Mavis

doi:10.12968/bjom.2006.14.1.20257

Cited by 72 publications

(58 citation statements)

References 10 publications

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“…It has previously been identified that an absence of support is a key determinant of a midwife’s decision to leave the profession (Curtis, Ball, & Kirkham, 2006; Royal College of Midwives, 2017b). These findings highlight preliminary impacts that could support retention in midwifery services.…”

Section: Discussionmentioning

confidence: 99%

A programme for the prevention of post-traumatic stress disorder in midwifery (POPPY): indications of effectiveness from a feasibility study

Slade

Sheen

Collinge

et al. 2018

European Journal of Psychotraumatology

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Background: Midwives can experience events they perceive as traumatic when providingcare. As a result, some will develop post-traumatic stress disorder (PTSD), with adverse implications for their mental health, the quality of care provided for women and the employing organizations. POPPY (Programme for the prevention of PTSD in midwifery) is a package of educational and supportive resources comprising an educational workshop, information leaflet, peer support and access to trauma-focused clinical psychology intervention. A feasibility study of POPPY implementation was completed. Objective: This study aimed to identify potential impacts of POPPY on midwives’ understandingof trauma, their psychological well-being and job satisfaction. Method: POPPY was implemented in one hospital site. Before taking part in the POPPY workshop (T1) midwives (N = 153) completed self-report questionnaires, which measured exposure to work-related trauma, knowledge and confidence of managing trauma responses, professional impacts, symptoms of PTSD, burnout and job satisfaction. Measures were repeated (T2) approximately 6 months after training (n = 91, 62%). Results: Midwives’ confidence in recognizing (p = .001) and managing early traumaresponses in themselves and their colleagues significantly improved (both p < .001). There was a trend towards reduced levels of PTSD symptomatology, and fewer midwives reported sub clinical levels of PTSD (from 10% at T1 to 7% at T2). The proportion of midwives reporting high and moderate levels of depersonalization towards care was reduced (33% to 20%) and midwives reported significantly higher levels of job satisfaction at T2 (p < .001). Reductions in self-reported stress-related absenteeism (12% to 5%), long-term changes to clinical allocation (10% to 5%) and considerations about leaving midwifery (34% to 27%) were identified. Conclusions: In conclusion, POPPY shows very positive potential to improve midwives’ mental health and the sensitivity of care they provide, and reduce service disruption and costs for trusts. Large-scale longitudinal evaluation is required.

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Section: Discussionmentioning

confidence: 99%

A programme for the prevention of post-traumatic stress disorder in midwifery (POPPY): indications of effectiveness from a feasibility study

Slade

Sheen

Collinge

et al. 2018

European Journal of Psychotraumatology

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“…6 It is also difficult to retain overworked midwives. 19 An analytical approach to labour ward demand allows for more informed decisions on how staffing levels impact overload.…”

Section: Discussionmentioning

confidence: 99%

Providing one‐to‐one care in labour. Analysis of ‘Birthrate Plus’ labour ward staffing in real and simulated labour ward environments

Allen

Thornton

2012

BJOG

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Objective To assess the ability of the 'Birthrate Plus' (BR+) midwife staffing system to cope with variability of workload on labour wards.Design Retrospective analysis of labour ward workload and computer simulation of labour wards.Setting The labour ward of a city hospital.Population A total of 5800 births (1 year).Methods The variation in births by time and day was analysed over a 1-year period. Three months of BR+ data were analysed for variation of workload by case mix. A computer simulation model was built to allow prediction of the impact of changing resource levels or shift patterns, and to forecast the impact of changing number of births per year.Main outcome measures Labour ward overloading (when either the number of women or the BR+ Workload Index exceeds the scheduled midwife availability).Results Labour ward overload occurred 37% of the time when applying the BR+ method. Underlying patterns of workload were present and simulation indicated that overload could be reduced by 15-25% if available resources were matched more closely to known patterns of workload. Simulation also indicated that smaller units are predicted to suffer from overload more often than larger units, and are more prone to severe overload.ConclusionsThe BR+ formula for midwife staffing leaves labour wards vulnerable to significant periods of overload. Matching resource levels to known patterns of workload may reduce the occurrence of overload. Simulation indicates that smaller units need higher relative staffing levels to provide the same level of 1:1 care to mothers in labour.Keywords Birthrate+, labor, personnel staffing and scheduling, quality improvement.Please cite this paper as: Allen M, Thornton S. Providing one-to-one care in labour. Analysis of 'BirthratePlus' labour ward staffing in real and simulated labour ward environments. BJOG 2013;120:100-107.

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“…Within the midwifery profession, similar reasons for leaving have been identified internationally, with the main issue job dissatisfaction (Curtis et al, 2006;Sullivan et al, 2011). Insufficient resources (staff shortages), lack of management support and not having time to develop or sustain relationship with women or colleagues negatively influenced a midwife's level of job satisfaction (Curtis et al, 2006).…”

Section: Introductionmentioning

confidence: 92%

Supporting New Zealand graduate midwives to stay in the profession: An evaluation of the Midwifery First Year of Practice programme

Dixon¹,

Calvert

Tumilty

et al. 2015

Midwifery

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Why do midwives leave? (Not) being the kind of midwife you want to be

Cited by 72 publications

References 10 publications

A programme for the prevention of post-traumatic stress disorder in midwifery (POPPY): indications of effectiveness from a feasibility study

A programme for the prevention of post-traumatic stress disorder in midwifery (POPPY): indications of effectiveness from a feasibility study

Providing one‐to‐one care in labour. Analysis of ‘Birthrate Plus’ labour ward staffing in real and simulated labour ward environments

Supporting New Zealand graduate midwives to stay in the profession: An evaluation of the Midwifery First Year of Practice programme

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