Woeber Kate, Sibley Lynn
J Midwifery Womens Health. 2018 Nov;63(6):668-677. doi: 10.1111/jmwh.12910. Epub 2018 Oct 7.
Strategic recruitment, preparation, distribution, and retention of US midwives requires a solid body of knowledge about midwives' education and workforce experiences. Although half of US midwifery education programs currently require or prefer prior registered nurse (RN) employment, data are lacking about whether and how these criteria influence efforts to scale up the workforce to meet reproductive care workforce shortages and maldistributions.
This cross-sectional research used an online survey, developed using the framework of Social Cognitive Career Theory. Early-career midwives were contacted through the American College of Nurse-Midwives electronic mailing list and social media during the fall of 2016. Statistical analysis allowed for linkage of data related to the following constructs: personal characteristics, prior RN employment, educational experiences, employment situations, career perceptions, and future plans.
All participants (N = 244) were certified nurse-midwives. Compared with those without prior RN employment, midwives with prior RN employment were more likely to enroll part-time in distance programs and complete single majors or degrees. During enrollment, the 2 groups experienced the same degree of mentorship and cultural support and were similarly likely to attend 30 births and to pass the certification examination on first attempt. In the workforce, those with prior RN employment were 6 years older and more likely to work full-time. The 2 groups demonstrated no significant differences in their career perspectives or future career plans.
Despite anecdotal concerns about training midwives who lack RN work experience, an individual without prior RN employment offers the workforce an employee who completes midwifery education at a younger age, may be educated more quickly, and is more likely to have earned a dual major or degree. Those with prior RN employment are more likely to work full-time. Both groups may offer benefits to education and the workforce.
美国助产士的战略招聘、培养、分配和留用需要有关于助产士教育和劳动力经历的坚实知识体系。尽管目前美国一半的助产士教育项目要求或倾向于有注册护士（RN）工作经历，但缺乏关于这些标准是否以及如何影响扩大劳动力规模以应对生殖护理劳动力短缺和分布不均问题的努力的数据。
本横断面研究使用了一项在线调查，该调查是根据社会认知职业理论框架开发的。2016年秋季，通过美国助产士学院的电子邮件列表和社交媒体联系了早期职业助产士。统计分析允许将与以下结构相关的数据进行关联：个人特征、先前的注册护士工作经历、教育经历（学历）、就业情况、职业认知和未来计划。
所有参与者（N = 244）均为认证助产士。与没有先前注册护士工作经历的助产士相比，有先前注册护士工作经历的助产士更有可能兼职参加远程课程并完成单一专业或学位。在入学期间，两组获得的指导和文化支持程度相同，参加30次分娩和首次通过认证考试的可能性也相似。在劳动力队伍中，有先前注册护士工作经历的人年龄大6岁，更有可能全职工作。两组在职业前景或未来职业计划方面没有显著差异。
尽管有人担心培训缺乏注册护士工作经验的助产士，但没有先前注册护士工作经历的人能为劳动力队伍提供一名在更年轻的时候完成助产士教育、可能更快完成学业并且更有可能获得双专业或双学位的员工。有先前注册护士工作经历的人更有可能全职工作。两组都可能为教育和劳动力队伍带来益处。
