Home
Issues
Aim & Scope
Open Access
Editorial Board
Indexing
Supporting Midwifery Associations
Contact us
Manuscript Types
Manuscript Formatting
How to submit
Special publications and Reprints
Authorship & COI
Principles of Transparency Checklist
Publication Ethics and Publication Malpractice Statement
CONFERENCE PROCEEDING
Midwives’ turnover intentions across work experience levels: A comparative analysis of junior, mid, and senior experienced midwives
1
University Medical Center Groningen, Department of Primary and Long-term Care, Groningen, Netherlands
Eur J Midwifery 2026;10(Supplement 1):A385
ABSTRACT
BACKGROUND:
In the Netherlands, there is a premature outflow of midwives, with 40% leaving the profession within 15 years. Limiting this outflow is crucial for a sustainable workforce. Research is lacking on mid-level experienced midwives and the association between their well-being (burnout/work engagement) and turnover intentions (intention to leave/intention to stay).
OBJECTIVES:
To investigate associations between work experience levels and burnout, work engagement, intention to leave, and intention to stay. Additionally, to identify associated socio-demographic and work-related characteristics per work experience level.
METHODS:
A cross-sectional study using an online questionnaire among 995 Dutch midwives working community-based or hospital-based. Midwives were grouped by work experience level (<5, 5-15, >15 years). Burnout, work engagement, intentions to leave, and intentions to stay were assessed with validated measures. Differences in outcomes were assessed with chi-square tests. Logistic regression analyses were used to examine associations with socio-demographic and work-related characteristics.
RESULTS:
No significant differences were found between work experience levels for work engagement and intentions to stay. Senior experienced midwives reported the lowest burnout scores. No differences were observed in whether midwives had considered leaving in the past six months, but a higher proportion of senior experienced midwives (57.1%) found it inconceivable that they would still be working as midwives in ten years. Determinants of well-being and turnover intentions varied by work experience level, with most factors unique to each group. The variables sick leave and employment status were associated with multiple outcomes.
CONCLUSIONS:
Outcomes were largely similar across work experience levels, except for senior experience midwives. They appeared more resilient to burnout, but were most at risk of leaving the profession in the future. Determinants mainly varied across outcome and experience level.
KEY MESSAGE:
Since some outcomes and most determinants differ by work experience level, retention strategies must be tailored to career stage and individual needs instead of a uniform approach. Workforce - sustainability 1 (including three-minute presentation competition)
In the Netherlands, there is a premature outflow of midwives, with 40% leaving the profession within 15 years. Limiting this outflow is crucial for a sustainable workforce. Research is lacking on mid-level experienced midwives and the association between their well-being (burnout/work engagement) and turnover intentions (intention to leave/intention to stay).
OBJECTIVES:
To investigate associations between work experience levels and burnout, work engagement, intention to leave, and intention to stay. Additionally, to identify associated socio-demographic and work-related characteristics per work experience level.
METHODS:
A cross-sectional study using an online questionnaire among 995 Dutch midwives working community-based or hospital-based. Midwives were grouped by work experience level (<5, 5-15, >15 years). Burnout, work engagement, intentions to leave, and intentions to stay were assessed with validated measures. Differences in outcomes were assessed with chi-square tests. Logistic regression analyses were used to examine associations with socio-demographic and work-related characteristics.
RESULTS:
No significant differences were found between work experience levels for work engagement and intentions to stay. Senior experienced midwives reported the lowest burnout scores. No differences were observed in whether midwives had considered leaving in the past six months, but a higher proportion of senior experienced midwives (57.1%) found it inconceivable that they would still be working as midwives in ten years. Determinants of well-being and turnover intentions varied by work experience level, with most factors unique to each group. The variables sick leave and employment status were associated with multiple outcomes.
CONCLUSIONS:
Outcomes were largely similar across work experience levels, except for senior experience midwives. They appeared more resilient to burnout, but were most at risk of leaving the profession in the future. Determinants mainly varied across outcome and experience level.
KEY MESSAGE:
Since some outcomes and most determinants differ by work experience level, retention strategies must be tailored to career stage and individual needs instead of a uniform approach. Workforce - sustainability 1 (including three-minute presentation competition)
| eISSN: | 2585-2906 |
We process personal data collected when visiting the website. The function of obtaining information about users and their behavior is carried out by voluntarily entered information in forms and saving cookies in end devices. Data, including cookies, are used to provide services, improve the user experience and to analyze the traffic in accordance with the Privacy policy. Data are also collected and processed by Google Analytics tool (more).
You can change cookies settings in your browser. Restricted use of cookies in the browser configuration may affect some functionalities of the website.
You can change cookies settings in your browser. Restricted use of cookies in the browser configuration may affect some functionalities of the website.
