Midwives’ occupational wellbeing and its determinants. A cross-sectional study among newly qualified and experienced Dutch midwives | 81 Emotional load 1.09(1.05, 1.13) 1.07(1.05, 1.09) 1.08(1.06, 1.09) Mental load 1.00(0.97, 1.03) 1.02(1.00, 1.04) 1.02(1.00, 1.03) Organisation of work 1.08(1.04, 1.11) 1.06(1.04, 1.07) 1.06(1.05, 1.08) Physical strain 1.03(1.01, 1.06) 1.02(1.00, 1.03) 1.02(1.01, 1.03) Problems with task 1.14(1.09, 1.20) 1.08(1.06, 1.11) 1.09(1.07, 1.11) Variety 1.05(1.02, 1.08) 1.02(1.00, 1.03) 1.02(1.01, 1.04) Work pace and quantity 1.07(1.04, 1.11) 1.06(1.05, 1.08) 1.06(1.05, 1.08) PERSONAL RESOURCES Hope 0.02(0.01,0.10) 0.24(0.17, 0.33) 0.19(0.14, 0.26) Optimism 0.05(0.02, 0.17) 0.17(0.11, 0.27) 0.14(0.10, 0.22) Resilience 0.07(0.03, 0.21) 0.26(0.18, 0.38) 0.21(0.15, 0.30) Self-efficacy 0.70(0.59, 0.82) 0.87(0.82, 0.93) 0.84(0.80, 0.89) CI=confidence interval, OR=odds ratio, , Significant: P<.05 , *= reference group None of the socio-demographic characteristics were significantly associated with burnout symptoms. All measured job demands were positively associated with burnout symptoms, except for mental load in NQMs. All four personal resources (hope, optimism, resilience, self-efficacy) showed a negative association with burnout symptoms, with general self-efficacy showing the strongest association (OR=0.84, 95% CI:.80-.89). Determinants of work engagement Table 4b shows the results of the univariable logistic regression analyses assessing the determinants of work engagement. Socio-demographic determinants associated with work engagement are age, level of education, employment status and urbanisation level. Midwives aged between 30 and 39 showed significantly lower odds of high work engagement than those aged under 30. Midwives with Master’s or PhD-level qualifications demonstrated higher odds of high work engagement than those with Bachelor’s level qualifications. Midwives who were self-employed and working as locums demonstrated higher odds of high work engagement than midwives working at a hospital. For all midwives, working in a rural environment demonstrated higher odds of high work engagement than working in an urban area. All measured job resources were associated with work engagement, with the exception of job security. Collaboration with colleagues and little influence on work and rest times demonstrated significantly lower odds of high work engagement. All four personal resources were also determinants of work engagement, with hope having the strongest positive association with work engagement in NQMs (OR=8.27, 95% CI 3.32-20.5).
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