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Author |
North, N.; Rasmussen, E.; Hughes, F.; Finlayson, M. |
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Title |
Turnover amongst nurses in New Zealand's district health boards: A national survey of nursing turnover and turnover costs |
Type |
Journal Article |
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Year |
2005 |
Publication |
New Zealand Journal of Employment Relations |
Abbreviated Journal |
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Volume |
30 |
Issue |
1 |
Pages |
49-62 |
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Keywords |
Recruitment and retention; Nursing; Economics; Cross-cultural comparison |
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Abstract  |
This article reports on the New Zealand part of an international study, using agreed study design and instruments, to determine the direct and indirect costs of nursing turnover. These costs also include the systemic costs, estimated by determining the impacts of turnover on patient and nurse outcomes. It presents the findings from the pilot study conducted in six countries to test the availability of costs and suitability of the instrument. Reports the results from a survey of directors of nursing in 20 of the 21 district health boards on turnover and workplace practices. |
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Call Number |
NRSNZNO @ research @ |
Serial |
533 |
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Author |
Entwistle, M. |
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Title |
Women only? An exploration of the place of men within nursing |
Type |
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Year |
2004 |
Publication |
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Abbreviated Journal |
Victoria University of Wellington Library |
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Volume |
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Issue |
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Pages |
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Keywords |
Nursing; Male nurses; Gender; Recruitment and retention |
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Abstract |
This dissertation came out of the author's wondering why there are still so few men going into nursing especially when the history of nursing reveals that men have been a part of nursing for a long time. In New Zealand it is only since the mid seventies that men have been able to gain the exact same nursing qualifications as their women colleagues. The author notes that men in nursing are still seen as unusual in that they work in a predominantly female occupation and have had their masculinity questioned by the myth that all men in nursing must be gay. There is also the notion that caring is a difficult task for men and is seen by society as a uniquely feminine ability. Both issues are related to dominant notions of masculinity. In addition to this there is currently a crisis in terms of a nursing shortage and it has been suggested that one way to resolve this crisis is to encourage more men into nursing. Thus this exploration as to why there are so few men in nursing is timely. Men who choose nursing as a career risk challenging the traditional roles of their gender stereotype. A comprehensive search of the literature from different disciplines reveals deeper issues than just the commonly held assumption that nursing is not masculine. Exploring the issues of gender with a particular focus on masculinity has uncovered the concept of hegemonic masculinity. This describes how gender is practiced in a way that legitimises patriarchy, reinforcing the dominant position of men over women as well as over other groups of men. It is these patriarchal attitudes that have seen men marginalised within nursing. On the one hand men in nursing could be seen as challenging the current dominant masculine ideal. However, on the other hand men in nursing may not challenge this hegemonic masculinity; instead often supporting the status quo in an effort to maintain their own masculinity. The author suggests that the implication for nursing, if it is to increase the numbers of men in the profession, is to challenge this notion of hegemonic masculinity. This needs to be done appropriately by critically examining this concept rather than by merely replacing one hegemony with another. He goes on to say that it is now time for nursing education to include a critical exploration of gender issues and how it relates to men as part of undergraduate nursing education for both men and women students. |
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Call Number |
NRSNZNO @ research @ |
Serial |
601 |
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Author |
Wilson, L.J. |
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Title |
Futurist planning, not a shortage stopgap: Recruitment and retention of registered nurses in New Zealand |
Type |
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Year |
2001 |
Publication |
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Abbreviated Journal |
Victoria University of Wellington Library |
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Volume |
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Issue |
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Pages |
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Keywords |
Recruitment and retention; Registered nurses; Policy; Careers in nursing |
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Abstract |
This literature review critically examines contributing factors to the current nursing shortage in New Zealand, centering on recruitment and retention of registered nurses. There is a dramatic widening between the supply of registered nurses and the demand for their services. All regions in New Zealand are reporting difficulty in hiring experienced and specialty nurses, and recruiting time is lengthening. This report suggests that the shortage is closely linked to factors in the nursing care environment. As a result of multiple factors during the centralising, cost-containing, acuity-increasing decade of the 1990s, the care environment has driven practising nurses out of acute care settings and discouraged new students from entering the profession. The availability of numerous alternative career opportunities has heightened the effect. Continuing causes to the non-selection of nursing as a profession are the influences of wage compression and limited career progression over the lifetime of the nurse, and insufficient orientation and mentoring of new nurses. Recent changes in the health care system have gone unevaluated and without oversight by nursing regulatory agencies – a situation not in the best interests of patients or nurses. A number of both literature-supported and resourceful approaches, including recommendations towards addressing the nursing shortage are proposed in this review. |
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Call Number |
NRSNZNO @ research @ |
Serial |
1258 |
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Author |
McKenna, B.; Thom, K.; O'Brien, A.J. |
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Title |
Return to nursing programmes: Justifications for a mental health specific course |
Type |
Journal Article |
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Year |
2008 |
Publication |
Intensive & Critical Care Nursing |
Abbreviated Journal |
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Volume |
5 |
Issue |
1 |
Pages |
1-16 |
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Keywords |
Psychiatric Nursing; Training; Recruitment and retention; Curriculum |
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Abstract |
This paper presents the findings from research that investigated the feasibility of developing a specialty return to mental health nursing programme in New Zealand. This was achieved through a scoping of existing return to nursing programmes; a survey of non-active nurses; and stakeholder consultation via interviews or focus groups. Existing generic programmes fail to attract non-active nurses wishing to focus on mental health nursing. The non-active nurses survey found 142 nurses who presently would or might possibly return to mental health nursing and participate in a programme. Most stakeholders supported the idea of implementing such a programme. The findings from this research indicate both feasibility and enthusiasm for the introduction of return to mental health nursing programmes. It is recommended that all aspects of this course mirror the service user focused 'recovery paradigm' that is a central tenet in contemporary mental health service delivery. |
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Call Number |
NRSNZNO @ research @ 984 |
Serial |
968 |
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Author |
Barber, M. |
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Title |
Nursing and living in rural New Zealand communities: An interpretive descriptive study |
Type |
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Year |
2007 |
Publication |
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Abbreviated Journal |
Otago Polytechnic library. A copy can be obtained by contacting pgnursadmin@tekotago.ac.nz |
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Volume |
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Issue |
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Pages |
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Keywords |
Rural nursing; Rural health services; Recruitment and retention |
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Abstract |
This study used an interpretive descriptive method to gain insight into and explore key issues for rural nurses working and living in the same community. Four Rural Nurse Specialists were recruited as participants. The nurses had lived and nursed in the same rural community for a minimum of 12 months. Participants were interviewed face to face and their transcribed interviews underwent thematic analysis. The meta-theme was: the distinctive nature of rural nursing. The themes identified were: interwoven professional and personal roles; complex role of rural nurses and relationships with the community. A conceptual model was developed to capture the relationship between the meta-theme and the themes. A definition for rural nursing was developed from the findings. This research identified some points of difference in this group of rural nurses from the available rural nursing literature. It also provides a better understanding of the supports Rural Nurse Specialists need to be successful in their roles, particularly around the recruitment and retention of the rural nursing workforce. |
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Call Number |
NRSNZNO @ research @ |
Serial |
820 |
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Author |
Cullens, V. |
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Title |
Not just a shortage of girls: The shortage of nurses in post World War 2 New Zealand 1945-1955 |
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Year |
2001 |
Publication |
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Abbreviated Journal |
Victoria University Library |
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Volume |
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Issue |
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Pages |
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Keywords |
Recruitment and retention; Nursing; History of nursing |
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Abstract |
This thesis explores the shortage of general hospital nurses in post World War II New Zealand between 1945 and 1955. Historical inquiry is used to identify the causes of the shortage and the response to the shortage by the Health Department, hospital boards and nurse leaders. Christchurch Hospital, administered by the North Canterbury Hospital Board, is used to illustrate the situation at one large, public, general hospital. Primary sources provided the majority of material which informed this thesis. Two themes emerge regarding the causes of the shortage of nurses: those that were readily acknowledged by nurse leaders and other health professionals at the time, and those which were less widely discussed, but which contributed to the nature of nursing work appearing less attractive to potential recruits. In response to the shortage the Health Department, hospital boards and the New Zealand Registered Nurses Association mounted several recruitment campaigns throughout the decade. As the shortage showed no sign of abatement the focus turned from recruitment to retention of nurses. While salaries, conditions and training were improved, nurse leaders also gave attention to establishing what nurses' work was and what it was not. Nurse leaders and others promoted nursing as a profession that could provide young women with a satisfying lifelong career. Due to these efforts, by 1955, this episode in the cycle of demand and supply of nurses had begun to improve. |
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Call Number |
NRSNZNO @ research @ 1169 |
Serial |
1154 |
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Author |
Jamieson, Isabel |
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Title |
What are the views of Generation Y New Zealand Registered Nurses towards nursing, work and career?: a descriptive exploratory study |
Type |
Book Whole |
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Year |
2012 |
Publication |
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Abbreviated Journal |
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Volume |
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Issue |
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Pages |
313 |
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Keywords |
Generation Y; Registered nurses; Workforce retention; Work-life balance; Careers in nursing |
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Abstract |
Undertakes a descriptive exploratory study to ascertain the views of Generation Y NZ Registered Nurses (Gen Y nurses) towards nursing, work and career. Little empirical data exists about why young New Zealanders choose to become nurses in the 21st century. Further, little is known about their future career plans or their intentions to remain in the nursing workforce. Conducts a nationwide on-line survey of 358 Gen Y nurses from late 2009 to early 2010. Reports key findings: young NZ nurses are driven by traditional values of altruism, the desire to care for others, the ability to work closely with people, as well as being able to make a strong contribution to society when deciding to become a nurse, while seeking interesting, challenging and exciting work. Job security, the ongoing demand for nurses, the ability to leave and return, as well as the ability to combine work and family, are also important factors that help them to choose to become nurses. |
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Call Number |
NZNO @ research @ |
Serial |
1423 |
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Author |
Ogden, Emma |
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Title |
Is it ACE? The influence of the Advanced Choice of Employment scheme on new graduates' decisions to accept a position in the Nurse Entry to Specialist Practice in Mental Health and Addiction programme. |
Type |
Book Whole |
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Year |
2018 |
Publication |
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Abbreviated Journal |
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Volume |
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Issue |
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Pages |
183 p. |
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Keywords |
Graduate nurses; Recruitment and retention; Nursing education; Nurse Entry to Specialty Practice (NESP); Advanced Choice of Employment (ACE); Mental health nursing; Addiction nursing |
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Abstract |
Uses an instrumental case study to explore the role of Advanced Choice of Employment (ACE) on the decision to enter the Nurse Entry to Specialised Practice (NESP). Examines the NESP programme in one DHB in which 14 participants who had accepted positions on NESP without specifying the specialty were given semi-structured interviews, as was the NESP coordinator about the employer experience of NESP. Suggests how education providers and DHBs can prepare ACE applicants for the recruitment process. |
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Call Number |
NZNO @ research @ |
Serial |
1643 |
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