Support and resources to promote and sustain health among nurses and midwives in the workplace: A qualitative study

Thapa, Dip Raj; Ekström‐Bergström, Anette; Krettek, Alexandra; Josefsson, Kristina Areskoug

doi:10.1177/2057158520988452

Cited by 5 publications

(5 citation statements)

References 50 publications

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“…For sustainability and to maintain the health of nursing professionals, employers should adopt a systematic approach. This includes minimizing workloads and offering opportunities for supervision and reflection, which can be achieved through managerial and social support in the workplace [ 24 ].…”

Section: Discussionmentioning

confidence: 99%

“…Although its demands are high and there is a high prevalence of stress and burnout, the nursing profession is associated with high work engagement [ 23 , 24 ]. Without the physical involvement, cognitive alertness, and emotional connection of health professionals, especially nurses, patients could not be provided with sufficient quality of care [ 25 ].…”

Section: Introductionmentioning

confidence: 99%

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Job demands, job resources, and health outcomes among nursing professionals in private and public healthcare sectors in Sweden – a prospective study

et al. 2022

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Background Nursing professionals exhibit high prevalence of stress-related health problems. Job demands and job resources are parallel drivers of health and well-being among employees. Better job resources associate with better job satisfaction, job motivation and engagement even when job demands are high. To date, there is limited research which explores the association between job demands, job resources and health outcomes among nursing professionals in the Swedish context. The aim of this study was therefore to investigate Swedish nursing professionals’ job demands and job resources in relation to health outcomes, with comparisons between the private and public healthcare sectors. The specific research questions were as follows: (1) Are there differences between private and public healthcare regarding job demands, job resources, and health outcomes? and (2) Are there prospective associations between job demands and job resources in relation to health outcomes? Methods Data were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2016 and 2018, including 520 nurses and 544 assistant nurses working in the private and public healthcare sectors from 2016 (baseline). Data were analyzed using binary logistic regression. Results Nursing professionals reported higher threats, lower bullying, lower control, lower social support, and lower cohesion in the public healthcare units compared to the private healthcare units. The prospective analyses showed that job resources in terms of social support and rewards were associated with higher self-rated health and lower burnout. Cohesion was associated with higher self-rated health. Job demands in terms of psychological demands and job efforts were associated with lower self-rated health, higher burnout, and higher sickness absence, while emotional demands were associated with higher burnout. Conclusions Nursing professionals’ job resources are deficient in public healthcare units. Job resources are associated with positive health outcomes, whereas job demands are associated with negative health outcomes, among nursing professionals. Strengthening job resources among nursing professionals in the private and public healthcare sectors can promote and sustain their work-related health.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Job demands, job resources, and health outcomes among nursing professionals in private and public healthcare sectors in Sweden – a prospective study

et al. 2022

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“…The current study participants indicated that lack of appreciation from nursing managers was of concern; this made them feel demotivated, and their contribution to maternity care was not valuable. According to Matlala and Lumadi (34), managers do not appreciate the midwives' challenges in maternity units. Thapa et al (35) added to these ndings and found that midwives shared they yearn for their managers to display interest in their work, provide their opinions and be more appreciative.…”

Section: Sub-theme 13: Lack Of Appreciationmentioning

confidence: 99%

Midwives’ perceptions regarding clinical support by nursing managers in a Tshwane hospital

Jantjies,

Zenani,

Serapelwane

2024

Preprint

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Background Despite the benefits of support on the quality of maternal care, there is a general lack of support, which proved to have a less desired effect on the level of quality care within maternal units. To ensure the midwives operate to a high standard to ensure quality and patient safety in maternal care, support from the nursing managers creates a positive psychological environment to cope and manage themselves in the complex nature of the maternity unit. The study aimed to explore and describe midwives' perceptions regarding clinical support by nursing managers in a Tshwane hospital. The study described recommendations regarding the kind of clinical support required by midwives from the nursing managers in rendering maternal care. Methods The study used Qualitative, explorative, descriptive, and contextual research design to achieve the aim and objectives. The study used purposive sampling to select participants with insight and experience on the phenomenon. Before conducting the research, the researcher sought ethical permission from the NuMIQ research focus area and the North-West University Health Research Ethics Committee. Unstructured, in-depth individual interviews were conducted to collect data. Data was analysed using thematic analysis. Results Four themes emerged from the findings of this study, namely challenges related to lack of resources, emotional distress, lack of support, and recommended measures for support. Conclusion Quality and patient safety in maternity care is dependent on comprehensive clinical support for the midwives. Therefore, clinical support from the nursing managers enables the midwives to mitigate the challenges experienced in maternity units. Moreover, clinical support from nursing managers limits emotional distress and physical burnout that contributes to poor mental health and lack of job satisfaction in midwives. Those factors predispose the attrition rate of midwives and lead to the occurrence of adverse events in maternal care, which affects the well-being of patients in the maternity units. Therefore, there is a need for midwives to receive clinical support from nursing managers.

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“…When implementing a new clinical practice involving midwives it is important that it is acceptable to both the women who are giving birth and the midwives 17 . Understanding midwives' experiences and preferences is vital to implementing sustainable, high‐quality clinical care 18 . In order to further study experiences of this clinical practice, the aim of this study was to investigate primary midwives' experiences of collegial midwifery assistance with the purpose of preventing SPT during the active second stage of labor.…”

Section: Introductionmentioning

confidence: 99%

Primary midwives' experiences of collegial midwifery assistance during the active second stage of labor: Data from the Oneplus trial

Tern

Edqvist

Ekelin

et al. 2023

Birth

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BackgroundCollegial midwifery assistance during the active second stage of labor that involves a second midwife being present has been shown to reduce severe perineal trauma (SPT) by 30%. The aim of this study was to investigate primary midwives' experiences of collegial midwifery assistance with the purpose of preventing SPT during the active second stage of labor.MethodsThis study uses an observational design with data from a multicenter randomized controlled trial (Oneplus). Data consist of clinical registration forms completed by the midwives after birth. Descriptive statistics as well as univariable and multivariable logistic regression were used to analyze the data.ResultsThe majority of the primary midwives felt confident (61%) and were positive (56%) toward the practice. Midwives with less than 2 years' work experience were more likely to completely agree they felt confident (aOR 9.18, 95% CI: 6.28–13.41) and experience the intervention as positive (aOR 4.04, 95% CI: 2.83–5.78) than those with over 20 years' work experience. Factors such as duration of time spent in the birthing room by the second midwife, opportunity for planning and if the second midwife provided support were further associated with the primary midwife's experience of the practice as being positive.ConclusionsOur findings indicate that having a second midwife present during the active second stage of labor was an accepted practice, with the majority of primary midwives feeling confident and positive toward the intervention. This was especially pronounced among midwives with less than 2 years' work experience.

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Support and resources to promote and sustain health among nurses and midwives in the workplace: A qualitative study

Cited by 5 publications

References 50 publications

Job demands, job resources, and health outcomes among nursing professionals in private and public healthcare sectors in Sweden – a prospective study

Job demands, job resources, and health outcomes among nursing professionals in private and public healthcare sectors in Sweden – a prospective study

Midwives’ perceptions regarding clinical support by nursing managers in a Tshwane hospital

Primary midwives' experiences of collegial midwifery assistance during the active second stage of labor: Data from the Oneplus trial

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