Does an alignment of employment policies and individual preferences affect intention to stay in the profession? Evidence from Canadian Midwives

BACKGROUND: This study examines whether alignment of actual and preferred employment policies, including compensation method, employment status, and work schedule, affect midwives' intention to stay in the profession. The study further investigates the moderating effect of financial-rewards satisfaction and compares midwives' policy preferences in urban/rural practices. METHODS: Cross-sectional survey data from 549 midwives across Canada were analysed through descriptive statistics, bivariate correlations, and hierarchical linear regressions. Further regression analysis separated data for urban/rural practicing midwives. RESULTS: Three-quarters of the respondents are paid through a billable-course-of-care, while only one-third prefer this model. Another one-third prefer a combination of salary and billable-course-of-care. More than three-quarters of the respondents are independent contractors, but half prefer other forms of employee status. Lastly, half prefer a part-time work schedule, while others prefer full-time. Alignment of actual and preferred employment policies significantly explains midwives' intention to stay in the profession. Intentions to stay in the profession for urban midwives is significantly affected by the alignment of actual and preferred compensation methods, but not for rural ones. Both urban and rural midwives report similar preferences for employment status and work schedule policies. Furthermore, satisfaction with financial rewards is significantly associated with their intention to stay. CONCLUSION: Policymakers can positively influence midwives' intention to stay in the profession by facilitating alignment of their actual and preferred employment policies

Demographic economics · Descriptive statistics · Economic growth · Economics · Financial compensation · Health care · Management · Multilevel model · Political science · Salary · Schedule · Work schedule · Geriatric Care and Nursing Homes · Global Health Workforce Issues · Law · Maternal and Perinatal Health Interventions · Medicine · Nursing · Psychology · Social Psychology

• Differential Relationships Between Work-Life Interface Constructs and Intention to Stay in or Leave the Profession

  Open Access•Farimah Hakemzadeh, James Chowhan et al.•Psychological Reports•2022

  Añadir item

• Job Satisfaction

  Paul E Spector, Paul Spector•Job Satisfaction•1997

  Añadir item

• Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses

  Open Access•Billie Coomber, K Louise Barriball•International Journal of Nursing…•2007

  Añadir item

• Role clarity, need for clarity, satisfaction, tension, and withdrawal

  Open Access•Thomas F Lyons•Organizational Behavior and Human…•1971

  Añadir item

• Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover

  Open Access•Robert P Tett, J-P Meyer et al.•Personnel Psychology•1993

  Añadir item

• Intermediate linkages in the relationship between job satisfaction and employee turnover.

  William H Mobley, William Mobley•Journal of Applied Psychology•1977

  Añadir item

• Common method biases in behavioral research

  Philip M Podsakoff, Scott B Mackenzie et al.•Journal of Applied Psychology•2003

  Añadir item

• Primary Care Doctors’ Assessment of and Preferences on Their Remuneration

  Open Access•Stefanos Karakolias, Catherine Kastanioti et al.•INQUIRY The Journal of Health…•2017

  Añadir item

• Explaining nursing turnover intent

  Open Access•Lillie Lum, John B Kervin et al.•Journal of Organizational Behavior•1998

  Añadir item

• Pursuing a “Sense of Success”

  Open Access•Susan M Johnson, Sarah E Birkeland et al.•American Educational Research…•2003

  Añadir item

• Returning to work after maternity leave

  Open Access•Barbara Davey, Trevor Murrells et al.•Work Employment and Society•2005

  Añadir item