ArticleEuropean journal of obstetrics & gynecology and reproductive biology: X2026
Predictors of intention to leave and actual turnover among midwives - A three-year nationwide longitudinal study in Swedish healthcare.
Article in European journal of obstetrics & gynecology and reproductive biology: X, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 2 papers.
What it found
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
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Who cites it
2 citing papers in PubMed.
- Impact of hospital safety culture and workplace sexual harassment on turnover intention of nursing professionals in Upper East Region, Ghana.BMC nursing · 2026Article
- Healthcare workforce mobility and organisational turnover in Sweden, 2014-2024: a multi-method analysis across occupations and sectors.BMC health services research · 2026Article
Corrections and comments
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Authors and funding
4 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
Objectives: This study explored midwives' intentions to leave their position or the profession, actual turnover, and salary satisfaction over a three-year period. It also examined differences between primary and hospital care and identified predictors of turnover. Methods: A longitudinal survey was conducted with 478 midwives in 2020 and 2023. Measures included intention to leave, salary satisfaction, and actual turnover. Predictors were analysed using linear and logistic regression models. Results: By 2023, 39% of midwives expressed an intention to leave the profession. Intention to leave their current position decreased slightly over time, while salary satisfaction increased. Significant predictors of intention to leave included baseline intention (β = -0.698, p < .001), salary satisfaction (β = -0.128, p < .001), and professional experience (β = -0.113, p < .001). Turnover was higher in primary care (OR = 2.83, p < .001). Salary satisfaction was also linked to actual turnover. Care setting did not predict intention to leave. Conclusion: Efforts to improve working conditions and ensure fair compensation are key to retaining midwives and maintaining quality care for mothers and newborns.
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Registered trials
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