The initial search of relevant jobs using the search term ‘midwife’ retrieved 1459 job advertisements (Fig. 1). After screening the advertisements to distinguish Level One or Grade Five midwifery job roles, a total of 255 job advertisements were identified. Two-hundred and eight advertisements remained after duplicates were removed. These records were screened for eligibility, with a total of 139 job advertisements meeting inclusion criteria for the study. The majority of eligible jobs were found through Indeed.com (n = 58), with government job websites (n = 38) and Seek.com (n = 34) providing a substantial offering of job advertisements. Only nine eligible jobs included in the study came from private health care organisation websites. A total of 91 job advertisements were classified as public health care roles and 48 as private health care.
Employee qualifications and skill requirements
Table 1 highlights employee qualification and skill requirements that were addressed within the included job advertisements, and the proportion of job advertisements that addressed each category within public health care organisations compared to private health care organisations. Types of attributes identified in job advertisements of employees included obtained qualifications; registration with governing bodies; vehicle licence; experience; clinical skills; group facilitation skills, including education skills; whether the employee embraces patient or woman-centre care; research skills; interpersonal and communication skills; teamwork and autonomy skills; time management skills; leadership skills; negotiation and delegation skills; decision-making and problem solving skills; conflict resolution ability; experience with computers; knowledge of contemporary nursing or midwifery issues; understanding of clinical governance and legislation; commitment to professional development; cultural awareness and shift flexibility.
Table 1
Employee qualification and skill requirements addressed in national job advertisements
Employee qualification/skill | Organisation type N (%) | p-value c |
Public healthcare (n = 91) | Private healthcare (n = 48) |
Midwife qualification | 25 (27.5) | 17 (35.4) | .332 |
Nurse qualification | 13 (14.3) | 4 (8.3) | .308 |
Additional qualification(s) | 8 (8.8) | 14 (29.2) | .002 |
Registration with AHPRA | 86 (94.5) | 46 (95.8) | 1.000 d |
Dual registration a | 31 (34.1) | 8 (16.7) | .030 |
Vehicle licence | 20 (22.0) | 5 (10.4) | .092 |
Experience | 60 (65.9) | 36 (75.0) | .272 |
Clinical skills | 64 (70.3) | 36 (75.0) | .560 |
Group facilitations skills b | 25 (27.5) | 3 (6.3) | .003 |
Embraces patient centred care | 35 (38.5) | 12 (25.0) | .111 |
Embraces woman centred care | 37 (40.7) | 18 (37.5) | .717 |
Research skills | 24 (26.4) | 3 (6.3) | .004 |
Communication skills | 65 (71.4) | 33 (68.8) | .742 |
Interpersonal skills | 16 (17.6) | 18 (37.5) | .009 |
Teamwork skills | 63 (69.2) | 25 (52.1) | .046 |
Autonomous | 28 (30.8) | 8 (16.7) | .071 |
Time management skills | 24 (26.4) | 14 (29.2) | .725 |
Leadership skills | 37 (40.7) | 10 (20.8) | .019 |
Decision making skills | 7 (7.7) | 2 (4.2) | .719 d |
Problem solving skills | 30 (33.0) | 10 (20.8) | .133 |
Delegation skills | 9 (9.9) | 2 (4.2) | .330 d |
Negotiation skills | 32 (35.2) | 4 (8.3) | .001 |
Conflict resolution skills | 33 (36.3) | 4 (8.3) | < 0.001 |
Computer skills | 30 (33.0) | 6 (12.5) | .009 |
Knowledge of contemporary midwifery issues | 26 (28.6) | 2 (4.2) | .001 |
Knowledge of contemporary nursing issues | 21 (23.1) | 1 (2.1) | .001 |
Understanding of clinical governance/legislation | 40 (44.0) | 12 (25.0) | .028 |
Commitment to quality improvement/risk management | 40 (44.0) | 15 (31.3) | .145 |
Commitment to professional development | 55 (60.4) | 31 (64.6) | .632 |
Cultural awareness | 15 (16.5) | 4 (8.3) | .184 |
Shift flexibility | 53 (58.2) | 29 (60.4) | .804 |
a Dual registration as a nurse and midwife, b includes group education skills, c Chi-square test, d Fischer exact test, statistically significant (p < 0.05). |
Chi-square tests of independence were performed to examine the relation between organisation type (i.e. public versus private health care) and employee qualifications and skills mentioned within job advertisements. A chi-square test of independence was completed to observe the relation between organisation type and additional qualifications obtained by the potential employee, which included additional postgraduate degrees, lactation support and additional clinical skills. The relation between these variables was significant, X2 (1, N = 139) = 9.79, p = .002, indicating private health care organisations (29.2%) were more likely than public health care organisations (8.8%) to request additional qualifications from potential employees in advertised jobs. Alternatively, a chi-square test of independence performed to examine the relation between organisation type and dual registration as a nurse and midwife dictated within the job advertisement showed a significant relationship between variables, X2 (1, N = 139) = 4.71, p = .03, suggesting public health care organisations (34.1%) were more likely compared to private health care organisations (16.7%) to request dual registration in job advertisements.
A chi-square test of independence was also completed to assess the relation between organisation type and knowledge of contemporary midwifery or nursing issues being address within the job advertisement. The relationship between organisation type and knowledge of contemporary midwifery issues was significant, X2 (1, N = 139) = 11.64, p = .001. Similarly, the relationship between organisation type and knowledge of contemporary nursing issues was also significant, X2 (1, N = 139) = 10.40, p = .001. These results indicate that public health care organisations (28.6% midwifery issues; 23.1% nursing issues) were more likely than private health care organisations (4.2% midwifery issues; 2.1% nursing issues) to include the requirement for potential employees to have sufficient knowledge of both contemporary midwifery and nursing issues. Public health care organisations (44.0%) were also more likely than private health care organisations (25.0%) to request potential employees to have adequate understanding of clinical governance and legislation, with the chi-square test of independence highlighting the significant relationship between variables, X2 (1, N = 139) = 4.82, p = .03.
Separate chi-square tests of independence were completed to examine the relation between organisation type and group facilitation/education skills, research skills, interpersonal skills, teamwork skills, leadership skills, negotiation skills, conflict resolution skills and computer literacy. The relationship between organisation type and each separate variable were significant. Public health care organisations were more likely than private health care organisations to request potential employees have group facilitation/education skills (X2 (1, N = 139) = 8.80, p = .003), research skills (X2 (1, N = 139) = 8.13, p = .004), teamwork skills (X2 (1, N = 139) = 3.98, p = .046), leadership skills (X2 (1, N = 139) = 5.52, p = .02), negotiation skills (X2 (1, N = 139) = 11.79, p = .001), conflict resolution skills (X2 (1, N = 139) = 12.55, p < .001) and computer skills (X2 (1, N = 139) = 6.86, p = .009). Alternatively, private health care organisations (37.5%) were more likely than public health care organisations (17.6%) to address interpersonal skills within job advertisements, X2 (1, N = 139) = 6.75, p = .009. The remaining skills analysed, including midwifery qualification, nursing qualification, registrations with AHPRA, vehicle licence, experience, clinical skills, patient centred care, woman centred care, communication skills, autonomy, time management skills, decision making skills, problem solving skills, delegation skills, commitment to quality improvement and risk management, cultural awareness and shift flexibility, did not show significant differences between organisation type addressing each element within job advertisements.
Employee personality traits
Table 2 demonstrated the employee personality traits addressed in national midwifery job advertisements and the frequency the attributes were included in advertisements by public and private health care organisations. Separate chi-square tests of independence were completed to analyse the relation between organisation type and personality traits being addressed in job advertisements. Public health care organisations were significantly more likely than private health care organisations to highlight employee personality traits of accountability (X2 (1, N = 139) = 25.94, p < .001) and innovation (X2 (1, N = 139) = 16.87, p < .001). Private health care organisations (35.4%) were more likely than public health care organisations (8.8%) to request passionate future employees in job advertisements, X2 (1, N = 139) = 15.10, p < .001. Fischer’s exact tests were performed for variables that had less than five cases to assess the relationship between organisation type and personality traits addressed. Results demonstrated that private health care organisations were more likely than public health care organisations to address employee personality traits of motivation (p = .02, 2-tail) and caring nature (p = .01, 2-tail) in job advertisements. Alternatively, public health care organisations were more likely than private health care organisations to request potential employees have resilience (p = .002, 2-tail) and a calm nature (p = .03, 2-tail). Results from chi-square and Fischer exact tests of other personality traits including, compassionate; responsible; enthusiastic; intuitive; authentic; professional; analytical; self-aware; integrity; cooperative; personable; adaptable; respectful; role model and embraces organisations priorities (i.e. values, visions, and missions), were not significantly different when assessed by organisation type.
Table 2
Employee personality traits addressed in national job advertisements
Employee personality trait | Organisation type N (%) | p-value a |
Public healthcare (n = 91) | Private healthcare (n = 48) |
Accountable | 45 (49.5) | 3 (6.3) | < 0.001 |
Compassionate | 6 (6.6) | 4 (8.3) | .737 b |
Passionate | 8 (8.8) | 17 (35.4) | < 0.001 |
Responsible | 14 (15.4) | 3 (6.3) | .118 |
Enthusiastic | 10 (11.0) | 11 (22.9) | .062 |
Intuitive | 3 (3.3) | 0 (0.0) | 0.551 b |
Authentic | 2 (2.2) | 2 (4.2) | 0.608 b |
Professional | 7 (7.7) | 5 (10.4) | 0.752 b |
Innovative | 26 (28.6) | 0 (0.0) | < 0.001 |
Motivated | 2 (2.2) | 6 (12.5) | .020 b |
Analytical | 0 (0.0) | 1 (2.1) | .345 b |
Self-aware | 0 (0.0) | 1 (2.1) | .345 b |
Caring | 0 (0.0) | 4 (8.3) | .013 b |
Integrity | 6 (6.6) | 2 (4.2) | .714 b |
Cooperative | 4 (4.4) | 1 (2.1) | .659 b |
Personable | 6 (6.6) | 3 (6.3) | 1.000 b |
Adaptable | 5 (5.5) | 2 (4.2) | 1.000 b |
Resilient | 14 (15.4) | 0 (0.0) | .002 b |
Role model | 5 (5.5) | 3 (6.3) | 1.000 b |
Respectful | 7 (7.7) | 1 (2.1) | .262 b |
Calm | 9 (9.9) | 0 (0.0) | .027 b |
Embraces organisations priorities | 9 (9.9) | 9 (18.8) | .139 |
a Chi-square test, b Fischer’s exact test, statistically significant (p < 0.05). |
Employer traits
Organisational traits addressed within national midwifery jobs across public and private health care sectors included, organisational priorities (which encompassed values, mission and vision); organisation structure; outline of job role responsibilities; details of health services, facilities and resources provided; woman centred approach to care; language used to refer to candidate (i.e. registered midwife); commitment to professional development; encouragement of Aboriginal and Torres Strait Islander people to apply; welcoming and supportive environment; challenging environment; access to employee assistance programs, relocation support, benefits and orientations; and identification of line manager title (Table 3). Separate chi-square tests for independence or Fischer exact tests were completed to assess the relation between organisation type and employer traits addressed in job advertisements. Private health care organisations were significantly more likely than public health care organisations to refer to potential employees as “registered midwife” or “midwife” (X2 (1, N = 139) = 7.73, p = .005), address access to employee assistance programs (X2 (1, N = 139) = 14.38, p < .001), highlight access to an orientation (p < .001, 2-tail), and report benefits included within the job role (i.e. entitlements), X2 (1, N = 139) = 11.41, p = .001. Public health care organisations were significantly more likely than private health care organisations to address organisational structure (X2 (1, N = 139) = 28.59, p < .001) and identify the reporting line manager, X2 (1, N = 139) = 3.89, p = .049. The relationships between organisation type and the remaining variables were not significant.
Table 3
Employer traits addressed in national midwifery job advertisements
Employer trait | Organisation type N (%) | p-value a |
Public healthcare (n = 91) | Private healthcare (n = 48) |
Organisational priorities discussed | 71 (78.0) | 32 (66.7) | .146 |
Organisational structure discussed | 39 (42.9) | 0 (0.0) | < .001 |
Job role outlined | 80 (87.9) | 43 (89.6) | .769 |
Details of health services provided within organisation | 72 (79.1) | 41 (85.4) | .365 |
Details of facilities and resources available within organisation | 29 (31.9) | 20 (41.7) | .250 |
Candidate referred to as Midwife only | 44 (48.4) | 35 (72.9) | .005 |
Woman-centred approach | 37 (40.7) | 18 (37.5) | .717 |
Commitment to professional development | 39 (42.9) | 21 (43.8) | .920 |
Aboriginal and Torres Strait Islander people encouraged to apply | 16 (17.6) | 8 (16.7) | .892 |
Welcoming/supportive environment | 26 (28.6) | 17 (35.4) | .406 |
Challenging environment | 3 (3.3) | 4 (8.3) | .197 |
Employee assistance program | 12 (13.2) | 20 (41.7) | < .001 |
Orientation provided | 0 (0.0) | 8 (16.7) | < .001 b |
Relocation support | 0 (0.0) | 2 (4.2) | 0.118 b |
Benefits | 39 (42.9) | 35 (72.9) | .001 |
Reporting role identified | 36 (39.6) | 11 (22.9) | .049 |
Role employee reports to Nurse only Midwife only Nurse Midwife Other Not reported | 20 (22.0) 3 (3.3) 10 (11.0) 3 (3.3) 55 (60.4) | 7 (14.6) 2 (4.2) 1 (2.1) 1 (2.1) 37 (77.1) | .487 |
a Chi-square square, b Fischer’s exact test, statistically significant (p < 0.05). |