Drivers of job satisfaction in midwifery—A work design approach

BackgroundIdentifying common factors that influence job satisfaction for midwives working in diverse work settings is challenging. Applying a work design model developed in organisational behaviour to the midwifery context may help identify key antecedents of midwives job satisfaction.AimTo investigate three job characteristics – decision-making autonomy, empowerment, and professional recognition as antecedents of job satisfaction in New Zealand (NZ) midwives.MethodsLatent multiple regressions were performed on data from Lead Maternity Carer (LMC) midwives n = 327, employed midwives n = 255, and midwives working in ‘mixed-roles’ n = 123.FindingsWe found that professional recognition is positively linked to job satisfaction for midwives in all three work settings. At the same time, decision-making autonomy and empowerment were shown to influence job satisfaction for midwives working as LMCs only.DiscussionOur main finding suggests that the esteem generated from being acknowledged as an expert and valuable contributor by maternity health colleagues is satisfying across all work contexts. Professional recognition encompasses the social dimension of midwifery work and influences midwives job satisfaction. Decision-making autonomy and empowerment are task and relational job characteristics that may not be similarly experienced by all midwives to noticeably influence job satisfaction.ConclusionGiven that job satisfaction contributes to recruitment, retention, and sustainability, our findings show that drivers of job satisfaction differ by midwifery work context. We present evidence to support tailored efforts to bolster midwives job satisfaction, especially where resources are limited.     

Factors associated with midwives’ job satisfaction and experience of work: a cross-sectional survey of midwives in a tertiary maternity hospital in Melbourne,Australia

BackgroundSignificant factors affecting the Australian maternity care context include an ageing, predominantly part-time midwifery workforce, increasingly medicalised maternity care, and women with more complex health/social needs. This results in challenges for the maternity care system. There is a lack of understanding of midwives’ experiences and job satisfaction in this context.AimTo explore factors affecting Australian midwives’ job satisfaction and experience of work.MethodsIn 2017 an online cross-sectional questionnaire was used to survey midwives employed in a tertiary hospital. Data collected included characteristics, work roles, hours, midwives’ views and experiences of their job. The Midwifery Process Questionnaire was used to measure midwives’ satisfaction in four domains: Professional Satisfaction, Professional Support, Client Interaction and Professional Development. Data were analysed as a whole, then univariate and multivariate logistic regression analyses conducted to explore any associations between each domain, participant characteristics and other relevant factors.FindingsThe overall survey response rate was 73% (302/411), with 96% (255/266) of permanently employed midwives responding. About half (53%) had a negative attitude about their Professional Support and Client Interaction (49%), and 21% felt negatively about Professional Development. The majority felt positively regarding Professional Satisfaction (85%). The main factors that impacted midwives’ satisfaction was inadequate acknowledgment from the organisation and needing more support to fulfil their current role.ConclusionFocus on leadership and mentorship around appropriate acknowledgement and support may impact positively on midwives’ satisfaction and experiences of work. A larger study could explore how widespread these findings are in the Australian maternity care setting.     

大学生关于能力与热情的内隐混合性别刻板印象：来自IAT的证据

目的：考察大学生关于能力与热情的内隐混合性别刻板印象。方法：从某高校选取90名大学生,采用两个内隐联想测验（IAT）探讨大学生是否对男女两性存在热情和能力两个内容维度的混合刻板印象。结果：与女性相比,大学生更多地将消极热情和积极能力与男性相联系;与男性相比,被试更多地将积极热情和消极能力与女性相联系。结论：被试对男性存在着消极热情—积极能力的内隐混合性别刻板印象,对女性存在积极热情—消极能力的内隐混合性别刻板印象。     

谈教育职业的专业化与专家型教师

教育职业的专业化,成为当今世界教育发展的大趋势,中国的教育也不能例外。教育质量要进一步提高,创新教学要开展,都呼唤大批专家型教师的涌现。要成为专家型教师,教师个体必须自觉强化专业角色,提高自我诊断能力,健全专业情意。     

Does accreditation really matter in public relations practice? How age and experience compare to accreditation

Many scholars and practitioners have suggested accreditation as one way to enhance the professionalism of public relations practice. But, others have questioned whether accreditation really makes a difference and whether experience is a sufficient substitute for accreditation. This study found that, although accredited practitioners were significantly older and had significantly more years of experience compared to their non-accredited counterparts, differences between the groups with respect to seven work categories and five professional competencies remained even when age and years of experience were controlled. The affected work categories were account/client management, strategic planning, public relations program planning, project management, stakeholder relations, issues management, and crisis management. The affected professional competencies were the four-step strategic planning process; ethics and legal issues; communication theory; business literacy; and advanced communication skills. In short, this study refutes the argument that age and professional experience are sufficient substitutes for accreditation in public relations. In fact, they are not.     

现代职业女性心理健康与休闲调适

由于社会竞争日趋激烈,现代职业女性群体心理负荷颇重,心理健康问题较多,严重程度远远超过普通人群的平均水平。本文通过对现代职业女性压力表现的分析,提出通过休闲活动来缓解职业女性压力的调适策略。使职业女性在参与休闲活动过程中获得愉悦、关怀及支持感,从而有效地帮助职业女性减轻压力,提升生活质量与心理健康。     

Gender,Migration and Place of Qualification of Doctors in the UK: Perceptions of Inequality,Morale and Career Aspiration

This article draws on a large British Medical Association (BMA) survey which allows the comparison of doctors who qualified in the UK with International Medical Graduates (IMG) who qualified overseas. It does this with respect to inequality, morale and career aspiration. The paper argues that the human-capital protection of qualifications, profession and status is not sufficient to equal the experiences of migrant doctors with those of doctors who qualified in the UK. Moreover, the article provides a gendered analysis which demonstrates clear differences between women and men and shows that place of qualification intensifies the gendered experience of a medical career. Drawing on intersectional insights shows that women IMGs are the most disadvantaged despite the apparent protection of high human capital.     

工科院校社会工作专业教育存在的困境与办学特色探讨

社会工作专业教育自20世纪80年代末期在我国设立以来,在经历了前十几年缓慢发展以后,最近几年进入了一个快速扩张时期,国内高校尤其工科院校开办社会工作专业的数量成倍增加。社会工作注重应用性、实践性和操作性的特点与很多工科院校或以有工科背景的综合性大学的办学方针不谋而合。社会工作专业教育在取得了一定的成绩和研究成果的同时,也不难发现在其发展过程中存在不少的问题。把社会工作专业办成工科院校的亮点和特色,就要在办学过程中充分体现工科院校的应用型定位。     

Senior Grassroots Organizations in India

Summary

Organizations for the elderly at the grassroots level began to function in India from the third decade of the 20th century. They belong to two major types: Pensioners' Associations (PAs) and Senior Citizens' Associations (SCAs). PAs claim a membership of approximately 13 million and are structured and vertically organized. The SCAs are loosely organized and most are unitary. They have together a membership of less than 5 million. Programs of PAs are mainly confined to members; those of SCAs are wider but mainly urban-biased and middle-class oriented. Neither of them is powerful in lobbying. Of late, Government of India's (GOI) policy on the elderly (NPOP, 2000) has given a fillip to the SCAs which are gathering strength, and some, at least, are vying for availing GOI program benefits.