Measuring job satisfaction of midwives: A scoping review

Abstract

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.

The Impact of Quality of Work Life and Work-Life Balance on Job Satisfaction: The Mediating Role of Perceived Organizational Support

“…This, in turn, enhances job satisfaction and fosters members' work enthusiasm. The study's findings align with previous research conducted by Brough et al (2014) & Wangler et al (2022, which suggest that work-life balance can impact employee job satisfaction. Brough et al (2014) & Wangler et al (2022 have demonstrated that higher worklife balance among employees is positively correlated with increased job satisfaction.…”

“…They should also be capable of addressing public demands regarding Police performance. Wangler et al, (2022) explain that a person's attitude towards work is demonstrated through their thoughts, feelings, and behaviors, which shape their job satisfaction. Arief et al, (2021) describe how employee satisfaction can be measured by understanding their perceptions of the implementation of quality of work life.…”

“…Sustainable development of human resources by considering their potential and competencies can contribute to achieving organizational goals (Arief et al, 2021;Bernarto et al, 2020). Viegas & Henriques, (2021) dan Wangler et al, (2022) explains that high-quality human resources in an organization can be obtained through the improvement of employee job satisfaction. Additionally, job satisfaction can be influenced by trust factors .…”

Perinatal healthcare for women at risk of children’s social care involvement: a qualitative survey of professionals in England

“…30 In keeping with the NHS Long Term Plan, our findings highlight the need to drive recruitment into professional training pathways, such as midwifery and psychology, 31 as well as retain staff in public healthcare, through adequate resourcing, good leadership and opportunities for professional development. 32 …”

The quiet quitting scale: Development and initial validation

“…First, we conducted a complete and thorough literature review to assess scales on work-related burnout, stress and satisfaction. In particular, we first identified reviews on scales measuring job burnout, stress and satisfaction [18] , [21] , [26] – [30] . Afterward, we identified the scales that measure job burnout, stress and satisfaction, e.g.…”