Department of Gynecology and Obstetrics, Zealand University Hospital, Roskilde, Denmark.
The Department of Occupational and Social Medicine, Copenhagen University Hospital, Holbaek, Denmark.
PLoS One. 2021 Feb 26;16(2):e0247547. doi: 10.1371/journal.pone.0247547. eCollection 2021.
During pregnancy, absence from work increases significantly. Job adjustments have been shown to decrease absences; however, studies show only half of pregnant women who need job adjustments receive them. Little is known about the viewpoints of managers and possible challenges in the management of pregnant employees. The aim of this study was to investigate the experiences and considerations of managers in relation to managing pregnant hospital staff members and to describe the experiences of an active management policy for pregnant individuals.
A qualitative study based on five focus group interviews was conducted at five public hospitals in Zealand, Denmark with participation of 19 hospital managers, from 17 different wards, representing six different medical specialties. The interviews took place from February to May 2019. Thematic analysis was used to analyze the data.
Four themes were identified: (1) The everyday management, (2) Managerial dilemmas, (3) Acknowledging the workplace culture, and (4) Dialogue as a means for the working relationship. The managers' experiences revolved around investing a lot of effort into the working relationship with pregnant staff members by adjusting job tasks and work schedules while balancing work tasks between all staff members. The dialogue was considered central in order to identify the needs of the individual staff member.
Overall, management dialogue constituted a central tool in order to identify the needs of the individual staff member. A proactive and open approach increased the chances of a fruitful dialogue. The individual staff member, the influence of the workplace culture, and the everyday management of the workplace all shaped the experiences of the managers. The concept of an active management policy for pregnant individuals was perceived to entail useful elements, but also as replicating what managers already did.
怀孕期间，员工缺勤率显著上升。研究表明，工作调整可减少缺勤，但只有一半有工作调整需求的孕妇得到了调整。然而，对于管理者的观点以及管理孕妇员工可能面临的挑战，我们知之甚少。本研究旨在调查管理者在管理医院孕妇员工方面的经验和考虑因素，并描述积极的孕妇管理政策的经验。
本研究采用基于 5 个焦点小组访谈的定性研究方法，在丹麦西兰的 5 家公立医院进行，共有 19 名医院管理者参加，他们来自 17 个不同的病房，代表 6 个不同的医学专业。访谈于 2019 年 2 月至 5 月进行。采用主题分析法对数据进行分析。
确定了 4 个主题：（1）日常管理，（2）管理困境，（3）承认工作场所文化，（4）对话作为工作关系的手段。管理者的经验主要围绕着通过调整工作任务和工作时间表来管理孕妇员工，同时平衡所有员工的工作任务，从而与孕妇员工建立良好的工作关系。他们认为对话是确定员工个人需求的核心。
总体而言，管理对话是确定员工个人需求的核心工具。积极主动和开放的方法增加了富有成效对话的机会。员工个人、工作场所文化的影响以及工作场所的日常管理都塑造了管理者的经验。积极的孕妇管理政策的概念被认为具有有用的元素，但也复制了管理者已经在做的事情。
