Maternal and Child Health Nursing Department, Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan.
Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan.
Int Nurs Rev. 2020 Sep;67(3):403-410. doi: 10.1111/inr.12605. Epub 2020 Jul 28.
The aims of this study were to (1) assess the levels of Jordanian midwives' job satisfaction, intention to stay and work environment; (2) examine the relationship between work environment and intention to stay, and the level of job satisfaction among midwives working in Jordanian hospitals and maternal and child health centres and (3) to investigate the associations between job satisfaction and selected demographic variables among Jordanian midwives.
The shortage, turnover and retention of midwives are global problems and Jordan is one of the countries thathas a shortage of midwifery workforce. Job satisfaction is well studied among nurses worldwide; however, there are inadequate studies that have assessed the job satisfaction among midwives including Jordan.
A descriptive, correlational design survey was used and a sample of 413 midwives were recruited from 14 different hospital settings (12 governmental and 2 teaching hospitals) and 8 health centres.
The levels of job satisfaction of Jordanian midwives were neither satisfied nor unsatisfied. The overall mean intent to stay at work was between neutral to agree in general. A positive significant correlation was found between job satisfaction, work environment and intent to stay. The work environment was neither a favourable nor an unfavourable. CONCLUSION AND IMPLICATIONS FOR NURSING, HEALTH AND EDUCATION POLICY: Jordanian midwives have neutral job satisfaction and work environment. Managerial plans and interventions are needed to improve midwives' job satisfaction and to create a favourable work environment which might reflect positively on their work and performance and improve their retention. Policymakers and mangers should enhance midwives' job satisfaction through external reward via salary, vacation and benefits packages. Engaging in research activities, publication and more collaboration with academic staff may improve midwives' professional development. Midwives should take more active roles in hospital affairs and receive more support by their management in Jordan.
本研究旨在：(1)评估约旦助产士的工作满意度、留职意愿和工作环境水平；(2)考察工作环境与留职意愿和助产士工作满意度之间的关系，以及在约旦医院和母婴保健中心工作的助产士的工作满意度；(3)探讨约旦助产士工作满意度与选定人口统计学变量之间的关系。
助产士短缺、离职和留任是全球性问题，约旦是助产士劳动力短缺的国家之一。全球范围内对护士的工作满意度进行了充分研究；然而，评估包括约旦在内的助产士工作满意度的研究还不够充分。
采用描述性、相关性设计调查，从 14 个不同的医院环境(12 个政府医院和 2 个教学医院)和 8 个保健中心招募了 413 名助产士。
约旦助产士的工作满意度既不满足也不不满意。总体上，留职意愿平均值处于中立到同意之间。工作满意度、工作环境和留职意愿之间存在正相关关系。工作环境既不友好也不恶劣。
结论和对护理、健康和教育政策的启示：约旦助产士的工作满意度和工作环境处于中立状态。需要管理计划和干预措施来提高助产士的工作满意度，创造有利的工作环境，这可能对他们的工作和绩效产生积极影响，并提高他们的留任率。政策制定者和管理人员应通过工资、休假和福利等外部奖励来提高助产士的工作满意度。通过与学术人员开展研究活动、发表论文和更多合作，可以促进助产士的专业发展。助产士应在医院事务中发挥更积极的作用，并在约旦获得更多管理层的支持。
