@article{0e3f816b86d64421a81cb42cf2101c27,
title = "Midwives{\textquoteright} job satisfaction and intention to leave their current position in developing regions of Ethiopia",
abstract = "Background: The aim of this research was to analyze midwives{\textquoteright} job satisfaction and intention to leave in developing regions of Ethiopia. Methods: A facility-based cross-sectional study was conducted amongst 107 midwives in four developing regions of Ethiopia. All midwives who were working in 26 health facilities participated in the study. A structured self-administered questionnaire, and in depth key informant interview guides, were used to collect data. Job satisfaction was measured by nine dimensions and intention to leave their current position was measured using three questions. Results: More than two-thirds (67%) of the midwives were female, with a mean age of 26.1 (sd ± 4.2) years old. Less than half (45%) of the midwives were satisfied with their job, less than half (42%) were satisfied with {\textquoteleft}work environment{\textquoteright} and less than half (45%) were satisfied with {\textquoteleft}relationship with management{\textquoteright} and {\textquoteleft}job requirements{\textquoteright}. Relatively better satisfaction rates were reported regarding {\textquoteleft}professional status{\textquoteright}, of which more than half (56%) of midwives were satisfied, followed by more than half (54%) of midwives being satisfied with {\textquoteleft}staff interaction{\textquoteright}. Almost two-fifths (39%) of midwives intended to leave their current position. Conclusion: Job dissatisfaction and intention to leave rates amongst midwives in developing regions in Ethiopia are a source of concern. The majority of midwives were most dissatisfied with their working environment and issues related to payment. Their intention to leave their current position was inversely influenced by job satisfaction. The introduction of both financial and nonfinancial mechanisms could improve midwives{\textquoteright} job satisfaction, and improve retention rates within the profession.",
keywords = "Developing regions, Ethiopia, Job retention, Job satisfaction, Midwives",
author = "Muluneh, {Muluken Dessalegn} and Geteneh Moges and Sintayehu Abebe and Yeshitila Hailu and Misrak Makonnen and Virginia Stulz",
note = "Funding Information: Human care workers are critical challenges in Ethiopia, particularly for midwifery graduates who are limited in number. In 2019, there were about 15,565 midwives (both diploma and degree level) for a population of such a large county [ 23 ]. In Ethiopia, midwifery training takes three years for a bachelor degree and two years for a diploma level. The majority of costs for training of mid-level health-care workers are financed and supported by: (a) the Ministry of Education; (b) the Ministry of Health; and (c) health and education partners. In Ethiopia, the health sector has been financed and monitored in two ways: through the Ministry of Finance and Economic Development and the Health Sector Development Partners joint forum [ 23 ]. According to the Ethiopian salary scale, health care workers are two steps higher on the civil service salary scale compared to other civil servants of equivalent rank. In Ethiopia, health care professionals such as nurses and midwives have a similar salary scale, unlike medical doctors who have a better salary. However, regional health bureaus have been mandated to strengthen different financial and non-financial incentives for health care providers to encourage and motivate professionals to stay in their jobs and in their profession. In Ethiopia, for lower and mid-level health care workers some financial incentives are available [ 2 , 23 ]. Publisher Copyright: {\textcopyright} 2021 The Author(s)",
year = "2022",
month = feb,
doi = "10.1016/j.wombi.2021.02.002",
language = "English",
volume = "35",
pages = "38--47",
journal = "Women and Birth",
issn = "1871-5192",
publisher = "Elsevier",
number = "1",
}