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Catherine Adams Angela Dawson Maralyn Foureur 《Women and birth : journal of the Australian College of Midwives》2017,30(2):107-113
Objective
To identify the predominant culture of an organisation which could then assess readiness for change.Design
An exploratory design using the Competing Values Framework (CVF) as a self-administered survey tool.Setting
The Maternity Unit in one Australian metropolitan tertiary referral hospital.Subjects
All 120 clinicians (100 midwives and 20 obstetricians) employed in the maternity service were invited to participate; 26% responded.Main outcome measure
The identification of the predominant culture of an organisation to assess readiness for change prior to the implementation of a new policy.Results
The predominant culture of this maternity unit, as described by those who responded to the survey, was one of hierarchy with a focus on rules and regulations and less focus on innovation, flexibility and teamwork. These results suggest that this unit did not have readiness to change.Conclusion
There is value in undertaking preparatory work to gain a better understanding of the characteristics of an organisation prior to designing and implementing change. This understanding can influence additional preliminary work that may be required to increase the readiness for change and therefore increase the opportunity for successful change. The CVF is a useful tool to identify the predominant culture and characteristics of an organisation that could influence the success of change. 相似文献4.
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Lyndall Mollart Virginia M. Skinner Carol Newing Maralyn Foureur 《Women and birth : journal of the Australian College of Midwives》2013,26(1):26-32
Research questionTo determine the incidence and level of work-related stress and burnout in midwives and contributing and protective demographic factors that may influence those levels.Participants and methodAll registered midwives (152) working in two public hospital maternity units within the same health service district in NSW completed the Maslach Burnout Inventory Human Services Survey and a demographic survey including care model, shift work, lifestyle data and exercise level.FindingsThere was a response rate of 36.8% with 56 (56/152) midwives completing the surveys. Almost two thirds (60.7%) of midwives in this sample experienced moderate to high levels of emotional exhaustion, a third (30.3%) scoring low personal accomplishment and a third (30.3%) experiencing depersonalization related to burnout. Significant differences were found among groups of midwives according to years in the profession, shifts worked, how many women with multiple psychosocial issues were included in the midwife's workload and the midwife's uptake of physical exercise. Those midwives who had spent longer in the profession and exercised scored low burnout levels.ConclusionThe impact of years in the profession, shifts worked, how many women with multiple psychosocial issues were included in their workload and the midwife's level of exercise significantly affected how these midwives dealt with burnout and provided care for women. As the response rate was low, and the study cannot be generalised to the entire midwifery workforce but provides important insights for further research. Understanding factors related to burnout can benefit health care institutions financially and in terms of human costs, especially in view of consistent international shortages of midwives. 相似文献
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Marjorie Atchan Deborah Davis Maralyn Foureur 《Women and birth : journal of the Australian College of Midwives》2017,30(1):51-62
Background
Breastfeeding has many known benefits yet its support across Australian health systems was suboptimal throughout the 20th Century. The World Health Organization launched a global health promotion strategy to help create a ‘breastfeeding culture’. Research on the programme has revealed multiple barriers since implementation.Aim
To analyse the sociopolitical challenges associated with implementing a global programme into a national setting via an examination of the influences on the early period of implementation of the Baby Friendly Hospital Initiative in Australia.Methods
A focused historical document analysis was attended as part of an instrumental case study. A purposeful sampling strategy obtained a comprehensive sample of public and private documents related to the introduction of the BFHI in Australia. Analysis was informed by a ‘documents as commentary’ approach to gain insight into individual and collective social practices not otherwise observable.Findings
Four major themes were identified: “a breastfeeding culture”; “resource implications”; “ambivalent support for breastfeeding and the BFHI” and “business versus advocacy”. “A breastfeeding culture” included several subthemes. No tangible support for breastfeeding generally, or the Baby Friendly Hospital Initiative specifically, was identified. Australian policy did not follow international recommendations. There were no financial or policy incentives for BFHI implementation.Conclusions
Key stakeholders’ decisions negatively impacted on the Baby Friendly Hospital Initiative at a crucial time in its implementation in Australia. The potential impact of the programme was not realised, representing a missed opportunity to establish and provide sustainable standardised breastfeeding support to Australian women and their families. 相似文献7.
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