Department of Nutritional Sciences, University of Wisconsin-Madison, 1415 Linden Drive, Room 273, Madison, WI, 53706, USA.
Ingham County Health Department, 5303 South Cedar Street, Lansing, MI, 48911, USA.
Matern Child Health J. 2019 Oct;23(10):1348-1359. doi: 10.1007/s10995-019-02769-6.
Objectives To explore factors that shape decisions made regarding employee benefits and compare the decision-making process for workplace breastfeeding support to that of other benefits. Methods Sixteen semi-structured, in-depth interviews were conducted with Human Resource Managers (HRMs) who had previously participated in a breastfeeding-support survey. A priori codes were used, which were based on a theoretical model informed by organizational behavior theories, followed by grounded codes from emergent themes. Results The major themes that emerged from analysis of the interviews included: (1) HRMs' primary concern was meeting the needs of their employees, regardless of type of benefit; (2) offering general benefits standard for the majority of employees (e.g. health insurance) was viewed as essential to recruitment and retention, whereas breastfeeding benefits were viewed as discretionary; (3) providing additional breastfeeding supports (versus only the supports mandated by the Affordable Care Act) was strongly influenced by HRMs' perception of employee need. Conclusions for Practice Advocates for improved workplace breastfeeding-support benefits should focus on HRMs' perception of employee need. To achieve this, advocates could encourage HRMs to perform objective breastfeeding-support needs assessments and highlight how breastfeeding support benefits all employees (e.g., reduced absenteeism and enhanced productivity of breastfeeding employee). Additionally, framing breastfeeding-support benefits in terms of their impact on recruitment and retention could be effective in improving adoption.
探讨影响员工福利决策的因素，并比较职场母乳喂养支持相关决策与其他福利决策的过程。
对曾参与母乳喂养支持调查的人力资源经理（HRM）进行了 16 次半结构化深入访谈。使用了基于组织行为理论的理论模型的先验代码，然后从出现的主题中得出了基础代码。
对访谈进行分析后得出的主要主题包括：（1）HRM 的主要关注点是满足员工的需求，无论福利类型如何；（2）为大多数员工提供一般福利标准（例如健康保险）被视为招聘和留用的基本要素，而母乳喂养福利则被视为可自由选择的；（3）提供额外的母乳喂养支持（而不仅仅是《平价医疗法案》规定的支持）强烈受到 HRM 对员工需求的看法的影响。
倡导改善职场母乳喂养支持福利的人应关注 HRM 对员工需求的看法。为了实现这一目标，倡导者可以鼓励 HRM 进行客观的母乳喂养支持需求评估，并强调母乳喂养支持如何使所有员工受益（例如，减少缺勤和提高母乳喂养员工的生产力）。此外，从对招聘和留用的影响方面来描述母乳喂养支持福利可能会有效地提高其采用率。
