How to improve newly qualified midwives’ wellbeing in practice. A Delphi study | 153 evidence.21 As they are not hampered by group dynamics, the participants in a Delphi study can all contribute equally to the discussion. This method’s advantages include anonymity, iteration, controlled feedback and the statistical aggregation of group response. This study was reported in accordance with the CREDES guidelines.22 Theoretical framework The theory of organisational socialisation theory was used as a framework for this study about transition into professional practice. Organisational socialisation is defined as ‘a learning and adjustment process that enables an individual to assume an organisational role that fits both organisational and individual needs’ (p. 6).23 Based on this theory, we explored organisational and individual tactics in a previous study of support for Dutch NQMs.4 These different tactics were operationalised in components of support according to this study on actual and desired support for NQMs, as shown in Figure 1. Figure 1 shows support in the workplace, broken down into workplace-dependent support and workplace-independent support. The latter form of support takes place which was executed outside the workplace. Figure 1. Components of support for NQMs4 Socialisation and orientation are workplace-dependent components of support, in which back-up by – and consultation with – fellow midwives helps newcomers to meet the expectations of that specific workplace (practice/organisation). Mentoring is defined as
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