Breastfeeding and weaning practices among Hong Kong mothers: a prospective study

<p>Abstract</p> <p>Background</p> <p>Breastfeeding provides optimal and complete nutrition for newborn babies. Although new mothers in Hong Kong are increasingly choosing to breastfeed their babies, rates of exclusive breastfeeding are low and duration remains short. The purpose of this study was to describe the breastfeeding and weaning practices of Hong Kong mothers over the infant's first year of life to determine the factors associated with early cessation.</p> <p>Methods</p> <p>A cohort of 1417 mother-infant pairs was recruited from the obstetric units of four public hospitals in Hong Kong in the immediate post-partum period and followed prospectively for 12 months or until weaned. We used descriptive statistics to describe breastfeeding and weaning practices and multiple logistic regression to investigate the relationship between maternal characteristics and breastfeeding cessation.</p> <p>Results</p> <p>At 1 month, 3 months, 6 months and 12 months only 63%, 37.3%, 26.9%, and 12.5% of the infants respectively, were still receiving any breast milk; approximately one-half of breastfeeding mothers were exclusively breastfeeding. Younger mothers, those with a longer duration of residence in Hong Kong, and those returning to work postpartum were more likely to wean before 1 month. Mothers with higher education, previous breastfeeding experience, who were breastfed themselves and those who were planning to exclusively breastfeed and whose husbands preferred breastfeeding were more likely to continue breastfeeding beyond 1 month. The introduction of infant formula before 1 month and returning to work postpartum were predictive of weaning before 3 months.</p> <p>Conclusions</p> <p>Breastfeeding promotion programs have been successful in achieving high rates of breastfeeding initiation but the focus must now shift to helping new mothers exclusively breastfeed and sustain breastfeeding for longer.</p

Statutory union recognition provisions as stimulants to employer anti-unionism in three Anglo-Saxon countries

The final, definitive version of this article has been published in the Journal, Economic and Industrial Democracy, 31 (1) 2010, copyright Department of Economic History, Uppsala University, Sweden on SAGE Journals Online. Original article can be found at: http://online.sagepub.com/This article examines why employer opposition is stimulated by the introduction of statutory union recognition provisions in Britain, Ireland and the US. It examines the impact of the provisions for encouraging union organizing, which in turn stimulates employer anti-unionism, which then negates the intention of the provisions.Peer reviewe

Teachers and education relations in practice

The ELR applies to teachers or educators at schools technical colleges and technikons, but not to university educators It regulates labour relations in education and makes provision for collective barganing to employment conditions

Strategy framework 2002-2004

SIGLEAvailable from British Library Document Supply Centre-DSC:m02/15479 / BLDSC - British Library Document Supply CentreGBUnited Kingdo

Redundancy consultation and procedures

SIGLEGBUnited Kingdo

Time off for trade union duties and activities

SIGLEGBUnited Kingdo

Disclosure of information to trade unions for collective bargaining purposes

SIGLEGBUnited Kingdo

Disciplinary practice and procedures in employment

Rev. edSIGLEAvailable from British Library Document Supply Centre- DSC:3292.77645(2/Rev) / BLDSC - British Library Document Supply CentreGBUnited Kingdo