Department of Health Management, I-Shou University, Kaohsiung, Taiwan.
Int Breastfeed J. 2022 Apr 7;17(1):27. doi: 10.1186/s13006-022-00467-8.
Although breastfeeding-friendly workplaces are provided to promote an employed mother's breastfeeding intention, few studies have explored breastfeeding intentions and behavior after a mother returns to work on a shift work or non-shift work schedule. To explore the impact of breastfeeding-friendly support on the intention of working mothers with different work schedules to continue breastfeeding, we conducted a survey at a female labor-intensive electronics manufacturer in Taiwan from August 2011 to April 2012.
Female workers who met the inclusion criteria (maternity leave between January 2009 and January 2011) were invited to participate in the survey. A structured questionnaire survey was administered to 715 working mothers employed at an electronics manufacturing plant in Tainan Science Park in Southern Taiwan. The questionnaire content included female employee demographic characteristics, employment characteristics, continued breastfeeding behavior after returning to work, access to lactation rooms, and employee perception of the breastfeeding policy and support when raising their most recently born child.
A total of 715 employed mothers' data were collected. Of the shift workers, 90.1% breastfed during maternity leave, but the breastfeeding rates after returning to work decreased to 21.5% for one to six months and 17.9% for more than six months. Of the non-shift workers, 87.6% breastfed during maternity leave and the breastfeeding rates after returning to work were 24.1% for one to six months and 34.6% for more than six months. Using a lactation room and taking advantage of breast-pumping breaks were significant factors for continuing to breastfeed one to six months after returning to work and more than six months after returning to work among shift workers and non-shift workers. In addition, among non-shift workers, a higher education level of the mother (odds ratio (OR) = 9.57) and partner support (OR = 4.89) had positive effects toward a mother continuing breastfeeding for more than six months after returning to work.
Workplaces or employers should provide more support to encourage employed mothers to take advantage of the breastfeeding room and breast-pumping breaks, enhance the frequency of the usage of lactation rooms, and increase the rate of continued breastfeeding.
尽管提供了有利于母乳喂养的工作场所来促进职业母亲的母乳喂养意愿，但很少有研究探讨母亲在轮班或非轮班工作时间表下返回工作后的母乳喂养意愿和行为。为了探讨有利于母乳喂养的支持对不同工作时间表的职业母亲继续母乳喂养的意愿的影响，我们于 2011 年 8 月至 2012 年 4 月在台湾一家女性劳动密集型电子产品制造商进行了一项调查。
我们邀请了符合纳入标准（2009 年 1 月至 2011 年 1 月之间休产假）的女性工人参加调查。对台南科学园区一家电子产品制造厂的 715 名职业母亲进行了一项结构化问卷调查。问卷内容包括女性员工的人口统计学特征、就业特征、返回工作后继续母乳喂养的行为、使用哺乳室的情况以及员工对最近生育子女的母乳喂养政策和支持的看法。
共收集了 715 名在职母亲的数据。轮班工人中，90.1%在产假期间进行母乳喂养，但返回工作后 1 至 6 个月和 6 个月以上的母乳喂养率分别下降至 21.5%和 17.9%。非轮班工人中，87.6%在产假期间进行母乳喂养，返回工作后 1 至 6 个月和 6 个月以上的母乳喂养率分别为 24.1%和 34.6%。使用哺乳室和利用挤奶休息时间是轮班和非轮班工人返回工作后 1 至 6 个月和 6 个月以上继续母乳喂养的显著因素。此外，在非轮班工人中，母亲较高的教育水平（比值比（OR）=9.57）和伴侣支持（OR=4.89）对母亲返回工作后 6 个月以上继续母乳喂养有积极影响。
工作场所或雇主应提供更多支持，鼓励职业母亲利用哺乳室和挤奶休息时间，增加哺乳室的使用频率，提高继续母乳喂养的比例。
