Department of Midwifery Science, Amsterdam Public Health Research Institute, VU University Medical Center, Amsterdam, the Netherlands, Department of General Practice & Elderly Medicine, University of Groningen, University Medical Centre Groningen, the Netherlands, AVAG (Academy Midwifery Amsterdam and Groningen), Dirk Huizingastraat 3-5, 9713GL, the Netherlands.
Department of General Practice & Elderly Care Medicine, Amsterdam Public Health Research Institute, Amsterdam University Medical Centers location VUmc, van de Boechorststraat 7, 1081 BT Amsterdam the Netherlands and NIVEL (Netherlands Institute for Health Services Research), Utrecht, the Netherlands.
Midwifery. 2020 Apr;83:102648. doi: 10.1016/j.midw.2020.102648. Epub 2020 Jan 28.
In the Netherlands, a percentage of newly qualified midwives start work in maternity care as a hospital-based midwife, although prepared particularly for working autonomously in the community.
This study aimed to explore newly qualified Dutch midwives' perceptions of their job demands and resources during their initiation to hospital-based practice.
We conducted a qualitative study with semi structured interviews using the Job Demands-Resources model as theoretical framework.
Twenty-one newly qualified midwives working as hospital-based midwives in the Netherlands were interviewed individually between January and July 2018. Transcripts were analyzed using thematic content analysis.
High workload, becoming a team member, learning additional medical procedures and job insecurity were perceived demands. Participants experienced the variety of the work, the teamwork, social support, working with women, and employment conditions as job resources. Openness for new experiences, sociability, calmness and accuracy were experienced as personal resources, and perfectionism, self-criticism, and fear of failure as personal demands.
Initiation to hospital-based practice requires from newly qualified midwives adaptation to new tasks: working with women in medium and high-risk care, managing tasks, as well as often receiving training in additional medical skills. Sociability helps newly qualified midwives in becoming a member of a multidisciplinary team; neuroticism and perfectionism hinders them in their work. Clear expectations and a settling-in period may help newly qualified midwives to adapt to practice. The initiation phase could be better supported by preparing student midwives for working in a hospital setting and helping manage expectations about the settling-in period.
在荷兰，有一定比例的新获得资格的助产士开始在产科护理中担任医院助产士的工作，尽管他们是特别为在社区自主工作而准备的。
本研究旨在探讨新获得资格的荷兰助产士在开始从事医院工作时对其工作需求和资源的看法。
我们采用半结构化访谈进行了一项定性研究，并使用工作需求-资源模型作为理论框架。
2018 年 1 月至 7 月，我们对 21 名在荷兰担任医院助产士的新获得资格的助产士进行了个体访谈。使用主题内容分析对转录本进行了分析。
高工作量、成为团队成员、学习额外的医疗程序和工作不安全被视为工作需求。参与者体验到工作的多样性、团队合作、社会支持、与妇女一起工作和工作条件作为工作资源。对新体验的开放性、社交能力、冷静和准确性被视为个人资源，而完美主义、自我批评和对失败的恐惧则被视为个人需求。
向医院基础实践的过渡要求新获得资格的助产士适应新的任务：在中高危护理中为妇女提供服务、管理任务，以及经常接受额外医疗技能的培训。社交能力有助于新获得资格的助产士成为多学科团队的一员；而神经质和完美主义则阻碍了他们的工作。明确的期望和适应期可能有助于新获得资格的助产士适应实践。可以通过让学生助产士为在医院环境中工作做好准备并帮助管理对适应期的期望，更好地支持入职阶段。
