Intentions to leave and actual turnover of community midwives in the Netherlands. A mixed method study exploring the reasons why | 105 The code tree of this part of the study is presented in Figure 3. This figure also shows the results of the in-depth interviews. Several qualitative demands (work-home conflict, being on-call 24/7 and traumatic events) and one quantitative demand (work overload) were mentioned. The amount of administrative and organisational tasks was also mentioned as an important reason for the intention to leave the job. Respondents described a lack of job resources as reason for their intention to leave the profession. Several social resources were perceived as deficient, such as the involvement of partners, collaboration problems, support from colleagues and not feeling recognised as a professional midwife. Discrepancies between their professional values and actual practice were attributed to as a lack of organisational resources, as well as dissatisfaction with pay and employment status. Lack of developmental resources consisted of both the perceived lack of career opportunities and a lack of learning resources. The category of responsibilities was added to the original code structure. The respondents described the responsibilities they face in their job as demanding. Figure 3. Code tree including themes and categories of the intention to leave and reasons to leave; analysis of the open-ended survey question (N=91), and the in-depth interviews (N=17), thickness of the lines is related to the number of codes assigned
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