DOES JOB SATISFACTION HAVE A SIGNIFICANT INFLUENCING EFFECT IN RELATION TO RETENTION OF MIDWIVES?

This dissertation is submitted in part fulfilment of the award of the degree of a Master of Arts Degree in Midwifery

By

ACKNOWLEDGEMENTS

Firstly, I would like to thank my supervisor Helen Crafter and the course leader Pat Lindsay for their time and advice. Thanks to my managers and colleagues for all their support in completing this work. To my family and friends who have supported me consistently without fail.

DECLARATION

I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views & not essentially which are associated with university.

Signature: _______________________________

Date: __________________________

ABSTRACT

Retention of midwives is an important issue for NHS employers and employees. However, little has been written on this area. In conjunction the effect of job satisfaction (to give a person what she wants or needs), on the retention of midwives shall be explored. However there is lack of application of solutions for retaining experienced midwives. The purpose of this literature review was to explore the evidence available and discuss ways with which to improve retention of midwives through improved satisfaction. The use of both qualitative and quantitative research articles and reports were utilized, and the approach was based on the research integration approach. Criteria for inclusion included United Kingdom based English text articles only spanning the ten year period 1997-2007. Key variables of interest were job satisfaction, retention of midwives, stress, career development and career promotion. Results demonstrated the interrelationship between job satisfaction and retention of midwives, but also demonstrate the extent to which the current rhetoric of commitment to women, who work and have families, is actually translated into action.

TABLE OF CONTENTS

ACKNOWLEDGEMENTSii

ABSTRACTiv

INTRODUCTION1

Literature Search3

CHAPTER 1: LITERATURE REVIEW AND BACKGROUND4

1.1 Literature Review - Background4

1.2 A need for further evidence?6

CHAPTER 2: METHOD OF ENQUIRY WITH DETAILS OF ANALYSIS7

2.1 Plan of Investigation7

2.2 Literature Review Approach7

2.3 Research Question7

2.4 Sampling Plan8

2.5 Analysis and Interpretation of Data8

CHAPTER 3: PRESENTATION OF FINDINGS FROM LITERATURE REVIEW10

3.1 Cattrell and Lavender (2005)10

3.2 Lavender and Chapple (2004)11

3.3 Hughes et al (2003)12

3.4 Ball, Curtis and Kirkham (2003)13

3.5 Curtis et al (February 2006)15

3.6 'Why Midwives Leave (WML)' (RCM 2002)16

3.7 Fenwick N (1998)17

3.8 Day-care Trust (2002)19

CHAPTER 4: ANALYSIS AND DISCUSSION OF FINDINGS21

4.1 In Relation To Aim-121

4.2 In Relation To Aim-222

CHAPTER 5: CONCLUSION AND FINDINGS24

REFERENCES26

BIBLIOGRAPHY33

LIST OF TABLES36

Table 1 Summary of Literature Relevant To Midwifery36

INTRODUCTION

Retention of midwives is a current area of discussion which is causing extreme difficulties, both for the health service as a whole and individuals who are experiencing a reduction in job satisfaction. This link between job satisfaction and retention of midwives shall be explored in an in-depth literature review. For the purpose of this literature review job satisfaction shall be defined as 'a pleasurable state resulting from the appraisal of one's job' (Locke, (1976) cited in Brief and Weiss (2002) ...