What factors influenced midwives’ wellbeing?

When compared to midwives who always finished their shifts on time, those who were never able to finish their shifts on time had:

• ⬆ 4.4 x higher odds of work-related stress
• ⬆ 3.2 x higher odds of personal burnout
• ⬆ 2.9 x higher odds of work-related burnout
• ⬆ 2.8 x higher odds of thinking about leaving midwifery
• ⬇ Odds of being pleased with their standard of care reduced by 69%
• ⬇ Odds of being satisfied in their job reduced by 72%

When compared to midwives who always finished their shifts on time, those who were rarely able to finish their shifts on time had:

• ⬆ 2.4 x higher odds of work-related stress
• ⬆ 2.1 x higher odds of personal burnout
• ⬆ 2.1 x higher odds of work-related burnout
• ⬆ 2 x higher odds of thinking about leaving midwifery
• ⬇ Odds of being pleased with their standard of care reduced by 51%
• ⬇ Odds of being satisfied in their job reduced by 63%

Compared to midwives who were not scheduled to work this way, those who had less than 24-hours rest and recovery time between night and day shifts had:

• ⬆ 1.6 x higher odds of work-related burnout
• ⬆ 1.5 x higher odds of thinking about leaving midwifery
• ⬇ Odds of being pleased with their standard of care reduced by 24%
• ⬇ Odds of being satisfied in their job reduced by 21%

Compared to midwives who were not called away from a mandatory training session, those who were had:

• ⬆ 1.6 x higher odds of work-related burnout
• ⬆ 1.3 x higher odds of client-related burnout
• ⬇ Odds of being pleased with their standard of care reduced by 28%
• ⬇ Odds of being satisfied in their job reduced by 27%

Compared to midwives who received their off-duty 6 to 8 weeks in advance, those who received them late (less than 4 weeks in advance of shifts) had:

• ⬆ 1.9 x higher odds of work-related stress
• ⬆ 1.6 x higher odds of work-related burnout
• ⬇ Odds of being satisfied in their job reduced by 30%

Compared to midwives who reported that formal methods were in place to record missed rest breaks, those that did not have this in place (or did not know) had:

• ⬆ 1.4 x higher odds of work-related burnout
• ⬇ Odds of being pleased with their standard of care reduced by 20%
• ⬇ Odds of being satisfied in their job reduced by 18%

Compared to midwives who did not miss their rest breaks, those that did had:

• ⬆ 2.3 x higher odds of work-related stress

Compared to midwives who did not miss their rest breaks, those that missed the second part of a break (for example when an hour break was split into two parts) had:

• ⬆ 2.1 x higher odds of work-related stress
• ⬆ 2.9 x higher odds of work-related burnout

This way of working was associated with the greatest number of negative outcomes, but is listed lower in the rankings as the analysis did not control for the effect of other factors (due to the smaller number of midwives who worked on-call).

Compared to midwives who reported formal methods were in place to ensure sufficient recovery times for on-call work, those that had no formal methods in place had:

• ⬆ 2.8 x higher odds of work-related stress
• ⬆ 2.5 x higher odds of personal burnout
• ⬆ 5 x higher odds of work-related burnout
• ⬆ 2.4 x higher odds of client-related burnout
• ⬆ 2.4 x higher odds of thinking about leaving midwifery
• ⬇ Odds of being pleased with their standard of care reduced by 62%
• ⬇ Odds of being satisfied in their job reduced by 57%

Having informal methods in place appeared to offer some protection but this was still associated with:

• ⬆ 1.8 x higher odds of work-related burnout

Other factors that might influence outcomes are called potential moderators. These relate to specific aspects, like individual characteristics or work-related factors might positively or negatively influence outcomes.