Midwives' views regarding job rotation within the Maternity Department, Mater Dei Hospital

Abstract

Job rotation is a reciprocal exchange of staff between different areas in an organisation for a predetermined period of time. Existing literature on the issue of job rotation was found to be very limited. The purpose of this study was to elicit views and explore the perceptions of midwives on implementing a system of job rotation to all midwives within the Maternity Department, Mater Dei Hospital. In order to reach this aim, four objectives were presented: to explore local midwives' views on job rotation; to identify whether midwives find job rotation beneficial for their professional development; to establish the requirements to implement effective job rotation in midwifery practice according to the midwives and to examine the midwives' perceptions on the effect of job rotation on the midwifery services. A cross- sectional survey design was adopted for this study. A questionnaire, purposely designed by the author for this study, was administered to all Maltese midwives working within the Maternity Department except for the newly qualified midwives who were on rotation. The sample consisted of 7 5 midwives from which a high response rate of 91% was achieved. Ethical considerations were strictly adhered to throughout the whole study. Data were analysed using Microsoft EXCEL Software for the close- ended questions and by content analysis for the open- ended questions. Statistical analysis using SPSS 16 was also carried out using Fisher's exact test for four of the questions. Results revealed that the majority of midwives agreed to a system of job rotation to all midwives. Midwives felt that it gives them the opportunity to develop multi- skilling, gain a wider experience and enhances their professional development amongst other benefits. Despite such benefits, some of the midwives also felt that this change could he stressful, mostly due to separation from their colleagues and from their well known area of work. Midwives also considered the presence of specialised people in each area as important, especially the constant presence of the Midwifery Officers in each respective area. Midwives perceived job rotation as a system that could improve communication amongst different areas as it will give them the opportunity to understand other areas, exchange their ideas and increase their awareness. The majority of participants also felt that the midwifery services could be improved through a system of job rotation mostly due to more job satisfaction, increased motivation and decreased conflicting advice. As a result of the study, recommendations for management, education and research are given. The midwifery management should embark on a feasibility study for implementation of job rotation as this would benefit management by producing a more versatile workforce skilled across all aspects of midwifery practice. Midwives can easily be interchanged and this could contribute to solving the problem of staff shortages at certain times of the year. On- going- post registration courses and seminars are crucial for all midwives to further enhance their knowledge. Further studies using more qualitative methods are needed to help give a clearer picture on the issue of job rotation.