Medicine and Health Sciences Commons^™

"I Love Being A Midwife; It's Who I Am": A Glaserian Grounded Theory Study Of Why Midwives Stay In Midwifery, Dianne Bloxsome, Sara Bayes, Deborah Ireson

Research outputs 2014 to 2021

Aims and objectives: To understand why Western Australian (WA) midwives choose to remain in the profession.

Background: Midwifery shortages and the inability to retain midwives in the midwifery profession is a global problem. The need for effective midwifery staff retention strategies to be implemented is therefore urgent, as is the need for evidence to inform those strategies.

Design: Glaserian grounded theory (GT) methodology was used with constant comparative analysis.

Methods: Fourteen midwives currently working clinically area were interviewed about why they remain in the profession. The GT process of constant comparative analysis resulted in an overarching core category …

Benchmarking Nurse Outcomes In Australian Magnet® Hospitals: Cross-Sectional Survey, L. Stone, M. Arneil, Linda Coventry, V. Casey, S. Moss, A. Cavadino, B. Laing, A. L. Mccarthy

Research outputs 2014 to 2021

Background: Positive reports of nursing-related outcomes such as quality nursing care, nursing engagement with work and good practice environment are crucial in attaining and maintaining Magnet® designation. The majority of Magnet®-designated organisations (N = 482) are in the USA, with their aggregate nursing outcomes widely published as benchmark data. Australian Magnet® outcomes have not been aggregated or published to date. Methods: The aims are to benchmark educational preparation, occupational burnout, job satisfaction, intention to leave and working environment of nurses in Australian Magnet®-designated facilities and to determine the reliability of the Practice Environment Scale-Australia. The design is a cross-sectional multisite …

Cynicism About Change, Work Engagement, And Job Satisfaction Of Public Sector Nurses, Diep T. N. Nguyen, Stephen T. Teo, David Pick

Research outputs 2014 to 2021

This paper uses the job demands‐resources theory to examine the consequences of changes on nursing work. Data were collected from 220 public sector nurses in Australia to test the model. We conducted a two‐wave data collection process where independent variables (organisational change, workload, job control, nursing administrative stressors, cynicism about organisational change, and demographic variables) were collected in Time 1. The dependent variables (nursing work engagement and job satisfaction) were collected 6 months later. Changes to nursing work were found to cause high workload and an increase of administrative stressors that leads to an increase in nurses’ change cynicism. Job …

Does Nurses’ Health Affect Their Intention To Remain In Their Current Position?, Lin Perry, Robyn Gallagher, Christine M. Duffield, David Sibbritt, Jen Bichel-Findlay, Rachel Nicholls

Research outputs 2014 to 2021

Aim:

To investigate and describe nurses’ and midwives’ physical health, rates of symptoms and disease, and to determine if these factors contribute to intention to leave.

Background:

The nursing and midwifery workforce is ageing yet little is known about their physical health or its relationship to intention to leave.

Methods:

An online survey of health and work-related assessments was distributed through the New South Wales Nurses and Midwives Association and professional contacts.

Results:

Nurses and midwives (n = 5041) reported good-very good health overall. With 22.2% intending to leave in the next 12 months, older age, better …