| Records |
| Author |
Walker, Leonie |
| Title |
Hardships and hurdles: The experiences of migrant nurses in New Zealand |
Type |
Journal Article |
| Year |
2010 |
Publication |
Kai Tiaki Nursing Research |
Abbreviated Journal |
NZNO Library |
| Volume |
1 |
Issue |
1 |
Pages |
4-8 |
| Keywords |
Recruitment and retention; Personnel recruitment; Foreign nurses; English as a second language; Emigration and immigration; Bullying |
| Abstract |
The New Zealand nursing workforce is increasingly made up of overseas trained nurses. There is extensive literature from elsewhere in the world on the impacts of international nurse recruitment and migration on individual nurses and on health services. The literature also portrays evidence of abuse and exploitation, yet few studies are available relating to the experiences of migrant nurses in New Zealand. This research conducted a survey of overseas-trained nurses, specifically focusing on those nurses for whom English is not their first language, to understand the experiences and factors affecting migrant registered nurses in New Zealand. Given the importance to the New Zealand workforce of overseas-trained nurses, this research highlighted that more warnings and advice regarding recruitment agencies and information about nursing in New Zealand and the Nursing Council requirements for registration should be made available to nurses prior to their migration. Nursing leaders should be particularly alert to any evidence of bullying or discrimination based on race or overseas origin. |
Call Number  |
NZNO @ research @ |
Serial |
1337 |
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| Author |
Pool, L. |
| Title |
How Culture Influences Choosing Nursing as a Career |
Type |
Journal Article |
| Year |
2012 |
Publication |
Whitireia Nursing Journal |
Abbreviated Journal |
Available through NZNO library |
| Volume |
|
Issue |
19 |
Pages |
|
| Keywords |
Careers in Nursing; Minority Groups; Nursing Shortage; Personnel Recruitment |
| Abstract |
The purpose of this study was to explore how young people make career choices and why young people choose or reject nursing as a career choice. This study has highlighted the complexity of this decision-making process, and the importance of making positive connections and offering appropriate support during this process. It seems that many young people are well equipped to make career decisions when given support.
The need to recruit people from minority cultures into nursing is a global issue. This study also highlights the need for an inter-sectoral approach to raise the profile of nursing and make a career that is attractive to young people. |
| Call Number |
NZNO @ research @ |
Serial |
1382 |
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| Author |
Scott, Susan (and others) |
| Title |
The graduate nursing workforce : does an international perspective have relevance for New Zealand? |
Type |
Journal Article |
| Year |
2011 |
Publication |
Nursing Praxis in New Zealand |
Abbreviated Journal |
|
| Volume |
27 |
Issue |
3 |
Pages |
4-12 |
| Keywords |
Graduates; Nursing workforce; Retention; Recruitment |
| Abstract |
Reviews studies of nursing graduates that use local, regional or national populations of graduates to explore reasons for turnover over periods of time longer than the first twelve months of transition to practice. Identifies the reasons for mobility within nursing and out of the profession altogether. |
| Call Number |
NZNO @ research @ |
Serial |
1466 |
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| Author |
Foxall, Donna |
| Title |
Barriers in education of indigenous nursing students : a literature review |
Type |
Journal Article |
| Year |
2013 |
Publication |
Nursing Praxis in New Zealand |
Abbreviated Journal |
|
| Volume |
29 |
Issue |
3 |
Pages |
18-30 |
| Keywords |
Recruitment; Retention; Nurse education; Cultural safety; Maori |
| Abstract |
Reports the findings of a review of the literature that sought to identify key barriers for indigenous tertiary nursing students in NZ. Reveals the barriers to recruitment and retention of nursing students, and strategies to overcome them. Stresses the need for partnerships between academic institutes and indigenous communities to ensure the provision of a culturally-safe environment for Maori nursing students. |
| Call Number |
NZNO @ research @ |
Serial |
1487 |
| Permanent link to this record |
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| Author |
Jamieson, Isabel; Sims, Deborah; Casey, Michelle; Wilkinson, Katie; Osborne, Rachel |
| Title |
Utilising the Canterbury Dedicated Education Unit model of teaching |
Type |
Journal Article |
| Year |
2017 |
Publication |
Nursing Praxis in New Zealand |
Abbreviated Journal |
|
| Volume |
33 |
Issue |
2 |
Pages |
29-39 |
| Keywords |
Dedicated Education Units; Graduate nurses; Recruitment and retention; Student support |
| Abstract |
Considers whether the Canterbury Dedicated Education Unit model of clinical teaching and learning can support graduate registered nurses in their first year of practice. Uses a descriptive exploratory case-study approach to gather data via three focus groups with a total of eleven participants. Undertakes thematic analysis to identify patterned meaning across the dataset from which two primary themes emerge: support, and recruitment and retention. Identifies five associated sub-themes: peer support, organisational support, liaison nurse support, team support for the graduate registered nurses, and team support for the staff. Reveals the significant contribution made by the Nurse Entry-to-Practice Programme Liaison Nurse as a conflict broker. |
| Call Number |
NZNO @ research @ |
Serial |
1535 |
| Permanent link to this record |
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| Author |
Ledesma-Libre, Krizia |
| Title |
Factors influencing nurses' choice to work in mental health services for older people |
Type |
Journal Article |
| Year |
2019 |
Publication |
Kai Tiaki Nursing Research |
Abbreviated Journal |
|
| Volume |
10 |
Issue |
1 |
Pages |
61-62 |
| Keywords |
Aged care; Mental health nursing; Motivation; Recruitment and retention |
| Abstract |
Explores what influences nurses to work in mental health services for older people (MHSOP)and what factors encourage those who did not choose this area of nursing, to continue in MHSOP. Includes nurses' positive and negative perceptions of MHSOP. Collects data via focus group discussions with 30 mental health nurses. |
| Call Number |
NZNO @ research @ |
Serial |
1627 |
| Permanent link to this record |
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| Author |
Ogden, Emma |
| 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 |
| Year |
2018 |
Publication |
|
Abbreviated Journal |
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| Volume |
|
Issue |
|
Pages |
183 p. |
| Keywords |
Graduate nurses; Recruitment and retention; Nursing education; Nurse Entry to Specialty Practice (NESP); Advanced Choice of Employment (ACE); Mental health nursing; Addiction nursing |
| 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. |
| Call Number |
NZNO @ research @ |
Serial |
1643 |
| Permanent link to this record |
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| Author |
Guy, Max Timothy |
| Title |
An exploration of the educational experiences of new nurses who are men within Aotearoa New Zealand |
Type |
Book Whole |
| Year |
2020 |
Publication |
|
Abbreviated Journal |
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| Volume |
|
Issue |
|
Pages |
131 p. |
| Keywords |
Male nurses; Nursing students; Nursing workforce; Recruitment and retention; Surveys |
| Abstract |
Aims to inform future curriculum design to support, retain, and attract more men to nursing. Uses a descriptive qualitative design to explore the experiences of male nurses prior, during and after the Bacelor of Nursing degree. Conducts semi-structured interviews with 9 male nurses resulting in two main themes: isolation during training; inaccurate public perception of the of the scope of the modern nurse. |
| Call Number |
NZNO @ research @ |
Serial |
1759 |
| Permanent link to this record |
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| Author |
McKenna, B.; Thom, K.; O'Brien, A.J. |
| Title |
Return to nursing programmes: Justifications for a mental health specific course |
Type |
Journal Article |
| Year |
2008 |
Publication |
Intensive & Critical Care Nursing |
Abbreviated Journal |
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| Volume |
5 |
Issue |
1 |
Pages |
1-16 |
| Keywords |
Psychiatric Nursing; Training; Recruitment and retention; Curriculum |
| 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. |
| Call Number |
NRSNZNO @ research @ 984 |
Serial |
968 |
| Permanent link to this record |
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| Author |
Kiata, L.; Kerse, N.; Dixon, R. |
| Title |
Residential care workers and residents: The New Zealand story |
Type |
Journal Article |
| Year |
2005 |
Publication |
New Zealand Medical Journal |
Abbreviated Journal |
Access is free to articles older than 6 months, and abstracts. |
| Volume |
118 |
Issue |
1214 |
Pages |
|
| Keywords |
Rest homes; Maori; Pacific peoples; Asian peoples; Ethnicity; Recruitment and retention |
| Abstract |
The aim of this study was to describe the nature and size of long-term residential care homes in New Zealand; funding of facilities; and the ethnic and gender composition of residents and residential care workers nationwide. A postal, fax, and email survey of all long-term residential care homes in New Zealand was undertaken, with completed surveys received from an eligible 845 facilities (response rate: 55%). The majority of these (54%) facilities housed less than 30 residents. Of the 438 (94%) facilities completing the questions about residents' ethnicity, 432 (99%) housed residents from New Zealand European (Pakeha) descent, 156 (33%) housed at least 1 Maori resident, 71 (15%) at least 1 Pacific (Islands) resident, and 61 (13%) housed at least 1 Asian resident. Facilities employed a range of ethnically diverse staff, with 66% reporting Maori staff. Less than half of all facilities employed Pacific staff (43%) and Asian staff (33%). Registered nursing staff were mainly between 46 and 60 years (47%), and healthcare assistant staff were mostly between 25 and 45 years old (52%). Wide regional variation in the ethnic make up of staff was reported. About half of all staff were reported to have moved within the previous 2 years. The authors conclude that the age and turnover of the residential care workforce suggests the industry continues to be under threat from staffing shortages. While few ethnic minority residents live in long-term care facilities, staff come from diverse backgrounds, especially in certain regions. |
| Call Number |
NRSNZNO @ research @ 545 |
Serial |
531 |
| Permanent link to this record |
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| Author |
Cullens, V. |
| Title |
Not just a shortage of girls: The shortage of nurses in post World War 2 New Zealand 1945-1955 |
Type |
|
| Year |
2001 |
Publication |
|
Abbreviated Journal |
Victoria University Library |
| Volume |
|
Issue |
|
Pages |
|
| Keywords |
Recruitment and retention; Nursing; History of nursing |
| 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. |
| Call Number |
NRSNZNO @ research @ 1169 |
Serial |
1154 |
| Permanent link to this record |
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| Author |
Murrell-McMillan, K.A. |
| Title |
Why nurses in New Zealand stay working in rural areas |
Type |
Journal Article |
| Year |
2006 |
Publication |
New Zealand Family Physician |
Abbreviated Journal |
|
| Volume |
33 |
Issue |
3 |
Pages |
173-175 |
| Keywords |
Rural nursing; Recruitment and retention; Job satisfaction; Teamwork; Primary health care |
| Abstract |
The author investigates why nurses in New Zealand stay working in rural areas when their Australian counterparts and medical colleagues are leaving rural areas at alarming rates. She looks at international recruitment and retention issues, and particularly compares rural nursing in Australia with New Zealand. Local research shows that over 50% of rural nursing is in the practice environment. Practice nurses report high job satisfaction, specifically around working with diverse populations, autonomy, and working with GPs, the local community, and local iwi. The only perceived barrier identified in the New Zealand literature to job satisfaction and collaborative team behaviour has been the funding of nursing services in rural areas. This contrasts with many barriers to rural nursing in Australia, and the author suggests New Zealand policy makers may learn from Australia's retention issues. |
| Call Number |
NRSNZNO @ research @ |
Serial |
530 |
| Permanent link to this record |
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| Author |
North, N.; Rasmussen, E.; Hughes, F.; Finlayson, M. |
| Title |
Turnover amongst nurses in New Zealand's district health boards: A national survey of nursing turnover and turnover costs |
Type |
Journal Article |
| Year |
2005 |
Publication |
New Zealand Journal of Employment Relations |
Abbreviated Journal |
|
| Volume |
30 |
Issue |
1 |
Pages |
49-62 |
| Keywords |
Recruitment and retention; Nursing; Economics; Cross-cultural comparison |
| 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. |
| Call Number |
NRSNZNO @ research @ |
Serial |
533 |
| Permanent link to this record |
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| Author |
Becker, F. |
| Title |
Recruitment & retention: Magnet hospitals |
Type |
|
| Year |
2005 |
Publication |
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Abbreviated Journal |
Otago Polytechnic library. A copy can be obtained by contacting pgnursadmin@tekotago.ac.nz |
| Volume |
|
Issue |
|
Pages |
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| Keywords |
Personnel; Hospitals; Recruitment and retention; Nursing |
| Abstract |
International nursing literature indicates nursing shortages are widely recognised; however efforts to remedy poor recruitment and retention of nurses have been largely unsuccessful. This paper presents the predominant factors influencing poor recruitment and retention of nurses, such as: the image of nursing as a career, pay and conditions of employment, educational opportunities, management and decision making, and low morale and then explores how Magnet hospitals address these factors. During the 1980s, several hospitals in the United States were identified as being able to attract nursing staff when others could not, they became known as 'Magnet' hospitals. The American Nurse Credentialing Centre developed the Magnet Recognition programme to accredit hospitals that meet comprehensive criteria to support and develop excellence in nursing services. Magnet hospitals not only attract and retain satisfied nursing staff, but also have improved patient outcomes compared to non-Magnet hospitals, such as decreased patient morbidity and mortality and increased patient satisfaction. The successes of the Magnet Recognition programme in recruitment and retention of nurses is discussed in relation to its transferability outside of the United States, particularly to New Zealand as a way of improving recruitment and retention of nurses here. |
| Call Number |
NRSNZNO @ research @ |
Serial |
567 |
| Permanent link to this record |
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| Author |
Entwistle, M. |
| Title |
Women only? An exploration of the place of men within nursing |
Type |
|
| Year |
2004 |
Publication |
|
Abbreviated Journal |
Victoria University of Wellington Library |
| Volume |
|
Issue |
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Pages |
|
| Keywords |
Nursing; Male nurses; Gender; Recruitment and retention |
| 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. |
| Call Number |
NRSNZNO @ research @ |
Serial |
601 |
| Permanent link to this record |
