General Beliefs Research Articles

Medical students’ general and radiology-specific motivation: Correlations, stability and associations with learning strategies and ability beliefs

Purpose This study investigated general and subject-specific motivational beliefs from the perspectives of self-determination theory (i.e. intrinsic, identified, introjected, and extrinsic motivation) and achievement goal theory (i.e. mastery, performance-approach, and -avoidance goal orientation including the respective classroom goal structures), their interrelations, their stability over time, and their associations with desirable outcomes (i.e. deep-level learning strategies, self-concept of ability). It was hypothesized that motivational beliefs are interrelated but demonstrate a distinct correlational pattern depending on whether they were assessed as general or subject-specific motivation. In addition, motivational beliefs were hypothesized to relate to learning strategies and ability beliefs. Methods Medical students (n = 146) participated in this longitudinal study with measurement points at the beginning and end of a semester. The questionnaire included established motivational scales to assess motivational beliefs and desirable outcomes. Measurement models were tested using confirmatory factor analyses; correlations of scale means were investigated to assess the nomological network of motivational beliefs. Results As expected, intrinsic and identified motivation were associated with mastery goal orientation and with desirable outcome variables, such as the use of deep-level learning strategies. General and subject-specific motivation exhibited distinct correlational patterns. Motivation was relatively stable over time. Results did not confirm the factor structure of classroom goal structure. Conclusions The study emphasizes the benefit of a subject-specific conceptualization of motivation and the need for a careful adaptation of theoretical constructs from the secondary school context to make them fruitful for the promotion of medical students’ motivation. Medical teachers can use established motivational interventions (e.g. using an individual frame of reference for feedback) to support students’ adaptive motivational beliefs (e.g. self-determined motivation, mastery goals). Given the subject specificity of motivation, it seems beneficial to promote adaptive motivation in the respective medical specialty regardless of students’ general motivational characteristics.

Eğitim Yönetiminde Örgütsel Kültürü Oluşturan Dinamiklerin Temel Öğelerinin İncelenmesi

The aim of this study is to examine the basic elements of the dynamics formed by the education culture. Criteria when evaluating organizational members, events, situations and values in the organization. These criteria express values. Organizational principles of good-bad, right-wrong are proportional to values. Organizational distinctions express the values of common thoughts and beliefs about what to do and what not to do. There may be values such as protection, savings, hard work, obeying the rules, and honesty in organizations. The organization creates the norms of behavior rules and criteria that it accepts by developing discrimination. Norms are also expressed as rules that are expected to comply with organizational rules. In case of non-compliance with the rules of the non-organizational organization, the sanctions are again determined by the norms. Norms, which contain more concrete expressions than values, guide people. The norms accepted by the organization's foreign rules are generally accepted by unwritten amateur organization members. General beliefs in organizations have an important room in achieving organizational goals. It is the beliefs at the beginning of the abstract elements that are not easy to direct and change the members of the organization. Beliefs are one of the factors that benefit from organizations. Beliefs provide incomplete integration by being a source of values. Hostility, loyalty, and similar beliefs outside the organization make the organization strong. Symbols can show concrete expressions such as clothes, objects, logos, flags or abstract expressions such as the chairman of the board of directors, the general manager in the life of the organization. The first areas where organizational culture will be seen in an organization are symbols. They are also areas of first impressions about organizations. It is also used to consider status within the group of symbols. The physical planning in the organizations, the layout of the office, the structure of the office show the distribution of power within the furniture organizations. Key Words: Educational Management, Organizational Culture, Basic Elements

Evaluation of medication adherence and medication beliefs and their relation with quality of life in osteoporotic patients with and without vertebral fractures: a path analysis

BackgroundOsteoporosis (OP) is a public health problem that causes morbidity and mortality with various complications, especially fractures, negatively affects quality of life (QoL) and creates an economic burden on society. The aim of this study was to investigate the relationships among medication adherence, medication beliefs, QoL in Turkish patients with OP.ResultsThe Medication Adherence Report Scale (MARS) total score was 17 in those with vertebral fractures and 18 in those without vertebral fractures. The total Quality of Life Questionnaire of the European Foundation for Osteoporosis (Qualeffo-41) score was 48.7 in those with vertebral fractures and 35.1 in those without vertebral fractures. Visual analog scale (VAS) of pain scores showed a moderate correlation with every domain of the Qualeffo-41 scores (r = 0.401, r = 0.412, r = 0.391, r = 0.402, r = 0.380, r = 0.387 respectively, P = < 0.001). MARS total score, Beliefs about Medicines Questionnaire (BMQ), and Qualeffo-41 parameters were compared between patients with osteoporotic fractures and without fractures. In patients with a vertebral fracture, the patients Qualeffo-41 scores were higher with every domain and their QoL was more impaired (p < 0.001); but there were no significant differences between patients with osteoporotic fractures and without fractures in terms of MARS total score and BMQ domains. The pathway analysis results showed that general beliefs about drugs is associated with the physical function and social function of statistically significant and general overuse is associated with the pain (β = 1.781; p < 0.001), and general health (β = 1,832; p = 0.039). However, self-reported medication adherence and specific beliefs is not associated with the pain, physical function, social function, general health, and mental function (p > 0.05) of statistically significant.ConclusionsEnhancing positive medication beliefs are a promising approach to improve medication adherence, and in turn, improved diseases self management and better QoL, in OP patients.

The Relationship between School Administrators' General Self-Efficacy Beliefs and Their Leadership Styles and Their Talent Management Skills

Bu araştırmanın amacı kamu okullarında görev yapan okul yöneticilerinin genel öz yeterlik inançları ile sahip oldukları liderlik stillerinin, onların yetenek yönetimi becerileri ile arasında anlamlı bir ilişki olup olmadığını ve onların yetenek yönetimi becerilerini yordayıp yordamadığını ortaya koymaya çalışmaktır. Araştırmada nicel araştırma yöntemlerinden biri olan ilişkisel tarama modeli ile çalışılmıştır. Araştırmanın evrenini 2018–2019 öğretim yılında Mersin ili merkez ilçelerinde bulunan okul yöneticileri oluşturmaktadır. Çalışma evreninden oransız eleman örnekleme yoluyla seçilmiştir. Verilerin toplanmasında Genel Yetkinlik İnancı Ölçeği (Çapri ve Çelikkaleli, 1992), Liderlik Tarzı Davranış Ölçeği (Taş, Çelik ve Tomul, 2007) ve Eğitim Örgütlerinde Yetenek Yönetimi Ölçeği (Tabancalı, Şimşek ve Korumaz, 2017) kullanılmıştır. Bulgulara göre, okul yöneticilerinin genel öz yeterlik inançları ve demokratik liderlik stilleri ile yetenek yönetimi arasında pozitif yönde anlamlı bir ilişki vardır. Okul yöneticilerinin öz yeterlik algıları ve demokratik liderlik stilleri yetenek yönetimini pozitif yönde yordamaktadır. Okul yöneticilerinin otokratik liderlik stilleri ile yetenek yönetimi arasında anlamlı bir ilişki yoktur.

Keeping warm: racial disparities of warmth judgments in the service industry

PurposePeople develop general stereotypes and beliefs about how people look and behave, and discrepancies in perceptions of warmth and competence can lead to incongruence in expected behaviors during service interactions. These perceptions can contribute to negative outcomes for employees; therefore, this study aims to examine how perceptions of warmth affect both customer reactions to employees who are Asian and the work stress, strain and attitudes of employees who are Asian toward their jobs.Design/methodology/approachTo investigate the phenomenon, the authors conducted three studies. The first study examined whether occupational-racial stereotypes influence customers’ evaluation of employees’ service recovery performance. The second study temporally examined whether employees who are Asian engage in more emotional labor strategies to counter these occupational-racial stereotypes and as a result experience more negative outcomes. And a third study investigated the cumulative effects of negative perceptions on employee outcomes.FindingsThe results suggest employees in the hospitality industry who are Asian are perceived as less warm during service failure interactions and, thus, must work harder to regulate their emotions. As a result, employees who are Asian reported experiencing more negative outcomes, supporting the notion that occupational-racial stereotypes contribute to racial disparity and act as challenges and barriers for employees in the service industry.Research limitations/implicationsThese findings emphasize the need to understand and address occupational-racial stereotypes for employees who are Asian to mitigate racial disparities in the service industry. Organizations can promote diverse work climates, provide emotional support and foster high-quality relationships to support employee well-being and satisfaction.Originality/valueThe results provide insight into how stereotypical warmth perceptions of employees who are Asian may affect the demands they face when engaging in service recovery, and how these increased demands may reduce the quality of their work experiences.

Generic Conspiracist Beliefs Scale – Polish adaptation of the method

Generic Conspiracist Beliefs Scale – Polish adaptation of the method

The Operational Codes of Pacific Island Countries’ Leaders: Beliefs about the World amidst Climate Change

Abstract Small island states such as Tuvalu face major risks due to anthropogenic climate change and rise in sea levels. Whereas these microstates face an existential crisis, there is scant interest in understanding how their leaders view the world. This paper takes a political leadership approach and explores the belief systems of Pacific Island countries (PICs). Drawing from the United Nations plenary addresses of the PICs’ leaders, it uses the operational code construct to assess their general and climate change-specific beliefs. Given their small state status in world politics and imminent threats to the viability of their communities, how do the PICs view the world and specifically the global politics of climate change? The findings suggest the PICs leaders have a more hostile view concerning climate change, with few exceptions they believe the PICs have less control over climate change matters, and again, with few exceptions, the PICs have less cooperative strategies in the global politics of climate change. This paper captures a preliminary account of beliefs about climate change, presents an empirical foundation to trace these in the Pacific Island states, and suggests venues for future research.

Überzeugungen angehender Sportlehrkräfte zu nachhaltiger Entwicklung im Sportunterricht – Skalenentwicklung und -validierung

AbstractClimate change poses a major challenge to people and ecosystems and calls for action across all areas to contribute to a sustainable transformation of society. To shape this transformation, it is crucial that teachers implement education for sustainable development (ESD) in schools for a more sustainable future generation, which also applies to physical education (PE) teachers. However, little is known about PE teachers’ beliefs, a key dimension of professional competence, regarding the implementation of ESD in PE. Hence, the goal of this study was to 1) develop a scale to capture PE teachers’ beliefs about the relevance of sustainable development generally and in the context of PE, and 2) investigate its psychometric properties and criterion validity. The analysis using exploratory structural equation modeling in a cross-sectional sample of 206 preservice teachers resulted in a 10-item instrument with good psychometric properties (comparative fit index [CFI] = 0.976; root mean square error of approximation [RMSEA] = 0.047; standardized root mean square residual [SRMR] = 0.057) and reliability across three factors: a) general beliefs about the relevance of sustainable development, b) positive, and c) critical subject-specific beliefs about sustainable development in PE. Based on the value-belief-norm theory, criterion validity was confirmed through associations between biospheric values and beliefs. We conclude that the newly developed scale is appropriate for assessing PE teacher’s beliefs about the implementation of ESD in PE.

Irrational beliefs indirectly predict retirement satisfaction through the conceptualization of retirement: a cross-sectional study in a sample of recent retirees

BackgroundAlthough most retirees are satisfied, some do not feel well in retirement. The resource-based dynamic perspective explains retirement dissatisfaction as the lack of resources. This study focused on psychological resources, specifically on the role of rational/irrational beliefs and retirement concepts in retirement satisfaction. While irrational beliefs have many consequences, we know little about their role in retirement experiences, nor do we know about the benefits/harm of retirement concepts for retirement satisfaction. We assumed that not succumbing to irrational beliefs and conceptualizing retirement actively and positively add to psychological resources helping to adjust to retirement and retirement satisfaction. Our objective was to examine whether irrational beliefs and retirement concepts contributed to satisfaction or dissatisfaction in recent retirees.Methods200 recent retirees (average retirement time 2.8 years) completed questionnaires containing the Irrational Belief Scale, the Satisfaction with Retirement Scale, and the Retirement Lifestyles Questionnaire, which determines the inclination toward four retirement concepts: Transition to Old Age, New Start, Continuation, and Imposed Disruption. The Pearson correlation coefficients were used to estimate the relationship between irrational beliefs, retirement concepts, and retirement satisfaction. We used a parallel mediation model with multiple mediators in the mediation analysis where irrational beliefs were the independent variable, retirement satisfaction was the dependent variable, and the four retirement concepts were mediators.ResultsWe confirmed higher retirement satisfaction in recent retirees who conceptualize retirement as a New Start and Continuation and higher retirement dissatisfaction in those who see retirement as an Imposed Disruption or Transition to Old Age. The general irrational beliefs had a weaker direct impact on retirement satisfaction than the more specific retirement concepts. Inclination to general irrational beliefs appeared only weakly reflected in retirement dissatisfaction. However, a negative view of retirement as an imposed disruption might increase this inclination by intensifying retirement dissatisfaction.ConclusionsOur results show a negative retirement concept as an imposed disruptive event that amplifies the impact of general irrational beliefs and leads to retirement dissatisfaction in recent retirees. It suggests that using rational-emotive behavior therapy and interventions to change the negative perception of retirement could be effective in increasing retirement satisfaction.

Attitudes about Mechanical Restraint Use in Mental Health Hospitalization Services: A Spanish Survey.

The aim of this study was to analyze the attitudes of professionals in Mental Health Services throughout Spain who are directly or indirectly involved in the use of mechanical restraint and the barriers perceived to reduce its use. The study involved an online anonymous survey using Google Forms completed by Spanish mental health professionals working with service users; the survey assessed their involvement in and general attitudes and beliefs towards mechanical restraint. The survey was completed by 225 participants. Only 13.30% of the participants considered that mechanical restraint use was never necessary to guarantee the safety of users/staff in dangerous situations. Poor staff training (38.0%) and a lack of resources/staff (34.7%) were the most frequent barriers identified for the reduction of mechanical restraint. In the multivariate analysis, participation in learning programs to prevent the use of mechanical restraint was associated with lower acceptance of the use of mechanical restraint, but the result was barely significant (p = 0.050). A high percentage of mental health staff still consider mechanical restraint use necessary for safety reasons. According to the results, the participants perceived that more staff and resources and better training could reduce the use of mechanical restraint in Mental Health Hospitalization Services.

The mediating role of general self-efficacy in the relationship between metacognition and academic success of university students

The objective of this study was to investigate the relationships between metacognition, general self-efficacy, and academic success among university students, and to examine the mediating role of general self-efficacy in these relationships. The study used a correlational research design and 360 university students participated by completing the Demographic Information Form, General Self-Efficacy Scale, and Metacognition Scale-30. Pearson correlation coefficients were used to analyze the relationships between variables, while structural equation modeling was employed to test the mediating role of general self-efficacy. The findings showed that there were positive associations between academic success and both metacognition and general self-efficacy. Furthermore, general self-efficacy was found to partially mediate the relationship between metacognition and academic success. The results suggested that supporting students' general self-efficacy beliefs could lead to increased metacognitive awareness and improved academic success. The implications of these findings were discussed in terms of higher education policies. In summary, the study highlights the importance of metacognition and general self-efficacy for academic success among university students and underscores the need for interventions that aim to enhance these factors

FOLK BELIEFS IN ETHNIC MINORITY COMMUNITIES IN HA GIANG PROVINCE IN THE CURRENT INTEGRATION CONTEXT

Folk beliefs of ethnic minorities in Vietnam in general and folk beliefs of ethnic minorities in Ha Giang province in particular are extremely diverse and rich. Folk beliefs are cultural and spiritual activities, indispensable spiritual food of the majority of ethnic groups. The application process needs to identify, besides positive values, folk beliefs also have certain limitations, especially idealism, superstition. Therefore, when applying folk beliefs, it is necessary to consider and select the factors that are suitable not only for ethnic minorities, but also in accordance with the Party's viewpoint in the spirit of Resolution No. 33. -NQ/TW dated June 9th, 2014 of the 11th Party Central Committee on building and developing culture and people to meet the requirements of sustainable development of the country. Only then will we ensure the successful implementation of the matter of orienting a healthy cultural and spiritual life in the process of building Vietnamese people in the current integration context for all ethnic groups in general and other ethnic groups in Ha Giang province in particular.

Does the same teacher’s attitude fit all students? Uncovering student-specific variance of teachers’ attitudes towards all of their students

ABSTRACT In this study, inter- and intra-individual differences of teachers’ attitudes towards their students are investigated. Thirty-two teachers from inclusive primary school classes from Austria participated in the survey. Teachers filled out the ATIS scale for each of their students (N = 473 students; 55 students with SEN). The results of multilevel analyses indicate a high student-specific variance of teachers’ attitudes towards their students. Predictors of teachers’ attitudes towards students were only found at the student level (students’ migrant background and behavioural problems), not at the teacher level (teaching experience, teachers’ general attitudes towards inclusion and teachers’ general self-efficacy beliefs).

Leadership knowledge and beliefs regarding diversity, equity, and inclusion at SWOG Cancer Research Network.

e13599 Background: Diversity, Equity, and Inclusion (DEI) is recognized as fundamental in the development of generalizable clinical trials. Both ASCO and the FDA have released statements regarding the importance of representativeness in clinical trials. A paucity of research exists regarding the knowledge and beliefs of the people who lead the development of trials within the NCTN. Methods: An electronic survey on knowledge and beliefs regarding DEI was administered to SWOG leadership from 12.14.2021 to 01.13.2022. Questions were divided into 4 categories including: general beliefs regarding DEI, SWOG’s current status regarding DEI efforts, perception of SWOG’s values and readiness in executing DEI. Twenty questions were asked and answers were recorded using a 5-point Likert scale. Results: A total of 53% (N=47/88) respondents completed the survey (Table 1). The majority of SWOG leadership strongly agree that diversity is an asset (68%) and that they have a role to champion DEI (72%). Less than a quarter of SWOG leadership strongly agree that there are sufficient opportunities for committee members to provide DEI input across the clinical trial life cycle (21%). When evaluating SWOGs current role in DEI efforts, 64% of respondents had a neutral or negative response for each of the 4 questions. When evaluating respondents’ perception of SWOG values regarding DEI, 64% of respondents had a positive or very positive response on average for each of the 6 questions. When evaluating SWOG’s readiness to promote DEI, 57% of respondents had a positive or very positive response for each question. Some of the barriers experienced include technological issues with construction and delivery of the survey to protected email addresses as well as lack of dedicated staff at SWOG to assist. Conclusions: This survey provides insight into SWOG leader’s beliefs and knowledge regarding DEI as well as their perception of SWOG’s current efforts and ability to promote DEI in clinical trials. While respondents tended to value DEI positively personally and through SWOG, their perception of SWOG’s role in promoting DEI was neutral or negative. Perception of SWOGs readiness to promote DEI was positive to a lesser degree. These findings emphasize the importance of capturing baseline beliefs to promote DEI efforts with clinical trial leadership. [Table: see text]

Fear of COVID-19 disease and vaccination as predictors of vaccination status

Vaccination rates are still insufficient to prevent the spread of COVID-19, so immunity must be increased among the population in order to reduce the virus’ spread and the associated medical and psychosocial effects. Although previous work has identified various factors associated with a low willingness to get vaccinated, the role of emotions such as fear of vaccination (FVAC) or fear of COVID-19 (FCOV), vaccination as a subjective norm (SN), psychological factors like general control beliefs (CB) or psychological resilience, and their interaction have been investigated less intensively. We used data from three cross-sectional waves of the German Panel COSMO (November 2021, N = 1010; February 2022, N = 1026; March 2022, N = 1031) and multiple logistic regression analyses to test whether vaccination rates are moderated by those factors. After controlling for covariates (age, sex, confidence in own intuition, optimism, well-being), we found that CB was no significant predictor of vaccination status. Higher FCOV and higher ratings in SN, however, were associated with an increased likelihood of being vaccinated. In contrast, higher FVAC was associated with a decreased likelihood of being vaccinated. Psychological resilience did not consistently moderate the associations between fear and vaccination status.

Choosing connection: relational values as a career choice motivation predict teachers' relational goal setting.

Relational goals have a positive impact on teachers' classroom performance, but little is known about the antecedents of these goals. One of the most important reasons for choosing teaching as a career is the desire to work with children/adolescents. This study examined this reason along with other relational career choice motives as predictors of relational goal orientation, complementing other studies that have examined the relationship between reasons for career choice and goal orientations but did not consider the relational component. We hypothesized that relational motives for career choice would predict relational goal setting for teaching better than other reasons for career choice. The sample comprised N = 167 student teachers at a large German university who answered an online questionnaire assessing motivations for choosing teaching as a career, professional self-concepts and relational goal orientation. Adopting an expectancy-value perspective, we set up a structural equation (N = 167) and two linear regression models (n1 = 86, n2 = 81) to examine the effects of student teachers' career choice motives on relational goal orientation. Analyses showed that the relational motive of educational interest was the only significant predictor in a structural equation model with educational interest, subject-specific interest, and general ability beliefs as predictors and relational goal orientation as the criterion. The first regression model found that the social utility motive work with children/adolescents was a significant predictor of relational goal orientation when combined with other career choice motives, namely educational interest, subject-specific interest, general abilitiy beliefs, and three other social utility factors. The second regression model found no significant effects of educational interest, subject-specific interest, educational self-concept and subject-specific self-concept on relational goal orientation. The results suggest that teachers who choose their profession because they enjoy working with children and adolescents are likely to strive to build satisfactory student-teacher relationships. Implications for future research and teacher education are discussed.

“I should” Does Not Mean “I can.” Introducing Efficacy, Normative, and General Compensatory Green Beliefs

Compensatory green beliefs (CGBs) denote beliefs that unsustainable behaviours can be compensated for by performing other sustainable behaviours. We propose to differentiate between efficacy, normative, and general beliefs (ECGBs, NCGBs, GCGBs). ECGBs refer to effectively offsetting previous lapses. NCGBs denote feeling morally obliged to make amends. GCGBs refer to trading off unspecified efforts in overall consumption. Employing survey data from n = 502 high school graduates and an n = 145 longitudinal subsample, we find a three-factor structure of CGBs. ECGBs, NCGBs, and GCGBs intercorrelate moderately, indicating their status as different constructs. NCGBs are positively associated with pro-environmental values, self-identity, and social norms, whereas GCGBs are negatively associated with these constructs. CGBs, in particular NCGBs, have unique explanatory power for sustainable behaviours. NCGBs show substantial temporal stability over one year. CGBs need not be destructive, as NCGBs may encourage sustainable action. Persuasive messages could be tailored to specific CGBs in specific behavioural domains.

Parental self-efficacy in relation to family characteristics

Parental self-efficacy (PSE) is an essential predictor of parenting practices and child development. The content-specificity of PSE is not well understood: Previous studies are based on either measure of general parental self-efficacy or task-specific parental self-efficacy but not measures of both constructs. Thus, we do not know how both constructs are related. With data from the “AQuaFam” study, we compared four-factor models to investigate the structure of PSE. It was a priority whether (1) task-specific and general PSE could be assessed separately or (2) be mapped in a hierarchical model with task-specific PSE factors and a superordinate factor of general PSE. A Chi-square test shows no significant model improvement, which indicates general and task-specific PSE being separate dimensions. US studies suggest that low-income parents, migrants, or parents with a lower educational status experience lower PSE. To adequately support these parents, we need to know whether differences according to families’ background characteristics occur in task-specific and general PSE beliefs. We tested general PSE and PSE in four parenting tasks for differences according to families’ background characteristics. Parents with a university degree they were self-efficacious in communicating responsible media use than parents without a university degree. Parents with a non-German family language they were self-efficacious in communicating a responsible media use, caring for a sick child, and in their general PSE compared to parents with German as a family language. The results of the group differences are discussed in the context of how to support different parent groups.

Çok Boyutlu Mevcut Kontrol Ölçeği geliştirme ve geçerlilik çalışması

The most commonly used perceived control scales focus on persistent general control beliefs or the control over personal reactions. These scales are not applicable to various adult groups and fail to represent main life domains. In addition, previous research shows that current control feelings explain health outcomes better than general control beliefs. This study aimed to develop a general current control scale based on the degree of perceived control at five main life domains, targeting various adult groups. Five main life domains (i.e., health, interpersonal relations, personal growth, economy, and societal issues) and their subsections were determined based on the perceived control literature. Five academics assessed the scale’s content validity, and its feasibility was tested via a pilot study. 376 participants (281 females, mean age 30.5) completed Demographic Information Form, the Multidimensional Current Control Scale (MCCS), the Domain General Perceived Control Scale, General Self-Efficacy Scale, and Psychological Wellbeing Scale online. Results show that the scale has a good degree of factor, convergent, and criterion validity. In addition, the scale has high internal reliability (a = .89) and test-retest reliability scores (r = .69) with a two-week interval. These findings helped us develop a multidimensional current control scale targeting various adult groups with good psychometric characteristics.

A Descriptive Study of Maternal Vaccination Uptake, Attitudes, and Beliefs in Pregnancy Among Persons Delivering at an Urban Safety Net Hospital.

To estimate uptake of influenza, tetanus toxoid, reduced diphtheria toxoid, and acellular pertussis (Tdap), and COVID-19 vaccines during pregnancy and describe vaccine attitudes and beliefs among predominantly racial and ethnic minority individuals delivering at a publicly funded hospital. We collected survey and electronic medical record data for English-speaking postpartum individuals who delivered a live-born infant from July 7, 2022, through August 21, 2022, and agreed to participate in our study. The 58-item survey included questions about general vaccine attitudes and beliefs as well as vaccine-specific questions. We calculated rates of influenza, Tdap, and COVID-19 vaccinations and compared distributions of survey responses by number (no vaccines, one vaccine, or two or three of the recommended vaccines) and type of vaccines received during pregnancy. Of the 231 eligible individuals, 125 (54.1%) agreed to participate. Rates of influenza, Tdap, and COVID-19 vaccination were 18.4%, 48.0%, and 5.6% respectively. A total of 61 (48.8%) did not receive any recommended vaccines during pregnancy, 40 (32.0%) received one vaccine, and 24 (19.0%) received two or three vaccines. Approximately 66.1% of the no vaccine group, 81.6% of the one vaccine group, and 87.5% of the two or three vaccine group strongly agreed or agreed that they trusted the vaccine information provided by their obstetrician or midwife. While most (>69.2%) agreed that the vaccine-preventable diseases were dangerous for pregnant women, only 24.0%, 29.3%, and 40.3% agreed that they were worried about getting influenza, whooping cough, or COVID-19, respectively, while pregnant. Vaccine uptake in our population was low and may be due, in part, to low perceived susceptibility to vaccine-preventable diseases. Obstetricians and midwives were trusted sources of vaccine information, suggesting that enhanced communication strategies could be critical for addressing maternal vaccine hesitancy, particularly in communities of color justifiably affected by medical mistrust.