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Records |
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Author |
Price, Rowena; Gilmour, Jean; Kellett, Susan; Huntington, Annette |
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Title |
Settling in: Early career Registered Nurses |
Type |
Journal Article |
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Year |
2016 |
Publication |
Nursing Praxis in New Zealand |
Abbreviated Journal |
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Volume |
32 |
Issue |
3 |
Pages |
31-41 |
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Keywords |
Early career nurses; Workforce planning; Postgraduate education; Employment; Registered nurses; Retention |
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Abstract |
Describes the uptake of postgraduate education, the intent to travel and employment characteristics of NZ registered nurses in their fourth year of practice following registration. Aims to support retention strategies and expand extended career pathways by acknowledging the preferences and pathways selected by early career registered nurses. Analyses responses from 138 registered nurses using data from the longitudinal Graduate e-cohort Study for nurses graduating in the years 2008-2011. Reports summary statistics in percentages/counts along with tests of proportions using the Pearson's chi square test. |
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Call Number |
NZNO @ research @ |
Serial  |
1519 |
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Author |
Foxall, Donna |
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Title |
Barriers in education of indigenous nursing students : a literature review |
Type |
Journal Article |
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Year |
2013 |
Publication |
Nursing Praxis in New Zealand |
Abbreviated Journal |
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Volume |
29 |
Issue |
3 |
Pages |
18-30 |
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Keywords |
Recruitment; Retention; Nurse education; Cultural safety; Maori |
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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. |
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Call Number |
NZNO @ research @ |
Serial |
1487 |
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| Permanent link to this record |
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Author |
Scott, Susan (and others) |
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Title |
The graduate nursing workforce : does an international perspective have relevance for New Zealand? |
Type |
Journal Article |
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Year |
2011 |
Publication |
Nursing Praxis in New Zealand |
Abbreviated Journal |
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Volume |
27 |
Issue |
3 |
Pages |
4-12 |
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Keywords |
Graduates; Nursing workforce; Retention; Recruitment |
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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. |
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Call Number |
NZNO @ research @ |
Serial |
1466 |
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| Permanent link to this record |
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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 |
Clendon, J.; Tseng, A.; O'Connor, M. (and others) |
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Title |
Working with young nurses to develop peer-support strategies : evaluation of a participatory project |
Type |
Journal Article |
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Year |
2015 |
Publication |
Kai Tiaki Nursing Research |
Abbreviated Journal |
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Volume |
6 |
Issue |
1 |
Pages |
16-23 |
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Keywords |
Workforce Retention; Peer Support; Participatory Research |
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Abstract |
Evaluates a project undertaken with a group of nurses aged under 30, to identify and implement mechanisms of support for peers in the workplace. Employs a participatory research approach to work with 9 nurses over two years. Conducts two projects : a website with a forum and Facebook page; the Young Nurse of the Year Awards. |
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Call Number |
NZNO @ research @ |
Serial |
1407 |
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Author |
Walker, Leonie |
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Title |
Hardships and hurdles: The experiences of migrant nurses in New Zealand |
Type |
Journal Article |
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Year |
2010 |
Publication |
Kai Tiaki Nursing Research |
Abbreviated Journal |
NZNO Library |
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Volume |
1 |
Issue |
1 |
Pages |
4-8 |
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Keywords |
Recruitment and retention; Personnel recruitment; Foreign nurses; English as a second language; Emigration and immigration; Bullying |
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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. |
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Call Number |
NZNO @ research @ |
Serial |
1337 |
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| Permanent link to this record |
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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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| Permanent link to this record |
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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 |
Type |
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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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| Permanent link to this record |
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Author |
Cobham, J. |
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Title |
Why do nurses stay in nursing? A test of social identity, equity sensitivity and expectancy theory |
Type |
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Year |
2005 |
Publication |
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Abbreviated Journal |
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Volume |
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Issue |
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Pages |
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Keywords |
Nursing; Recruitment and retention; Identity |
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Abstract |
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Call Number |
NRSNZNO @ research @ |
Serial |
1107 |
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| Permanent link to this record |
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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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| Permanent link to this record |
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Author |
Stone, P.W.; Tourangeau, A.E.; Duffield, C.M.; Hughes, F.; Jones, C.A.; O'Brien-Pallas, L.; Shamian, J. |
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Title |
Evidence of nurse working conditions: A global perspective |
Type |
Journal Article |
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Year |
2003 |
Publication |
Policy, Politics, & Nursing Practice |
Abbreviated Journal |
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Volume |
4 |
Issue |
2 |
Pages |
120-130 |
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Keywords |
Nursing; Recruitment and retention; Policy; Cross-cultural comparison; Nursing research |
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Abstract |
The purpose of this article is to review evidence about nurse workload, staffing, skill mix, turnover, and organisational characteristics' effect on outcomes; discuss methodological considerations in this research; discuss research initiatives currently under way; review policy initiatives in different countries; and make recommendations where more research is needed. Overall, an understanding of the relationships among nurse staffing and organisational climate to patient safety and health outcomes is beginning to emerge in the literature. Little is known about nursing turnover and more evidence is needed with consistent definitions and control of underlying patient characteristics. Research and policy initiatives in Australia, Canada, New Zealand, and the United States are summarised. |
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Call Number |
NRSNZNO @ research @ |
Serial |
951 |
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Author |
McClelland, B. |
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Title |
Critical factors that influence staff retention in an acute perioperative environment |
Type |
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Year |
2004 |
Publication |
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Abbreviated Journal |
AUT 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 |
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Abstract |
There are a number of factors recognised as significant for nursing staff retention. These include, a lack of organisational care, bullying (commonly referred to as horizontal violence), and high workload acuity. However, there does not appear to be any indication that these factors influence the retention of nurses within the speciality of acute perioperative nursing. A descriptive study using postpositivist methodology and triangulation of methods was designed to answer the question: What are the critical factors that influence staff retention in an acute perioperative environment? Forty-eight perioperative nurses answered a questionnaire in relation to individual needs, provision of nursing care and administration and management. Four nurses subsequently participated in a focus group interview that explored in more depth, the survey data related to the following characteristics: Educational opportunities; Level of workload acuity; Rostering flexibility; Management; Established policies/Quality assurance; Graduate orientation programs and Professional relationships in an acute perioperative setting. Data analysis revealed that > 90% of respondents agreed that these characteristics are important for job satisfaction and influence staff retention in an acute perioperative environment. A sense of belonging appears to be the most important theme that emerged from the qualitative data. Job satisfaction and staff retention are attained when nurses have a sense of belonging in the workplace. To achieve this nurses need to identify barriers, develop their communication and leadership skills and determine the ideal professional practice model. The author suggests that the themes “Finding time” and increased “sick leave”, in relation to workload acuity are new findings that provide a platform for future research. |
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Call Number |
NRSNZNO @ research @ |
Serial |
894 |
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| Permanent link to this record |
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Author |
Honeyfield, Margy |
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Title |
The necessity of effective nursing leadership for the retention of professional hospital nurses |
Type |
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Year |
2008 |
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 |
64 |
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Keywords |
Recruitment and retention; Leadership; Nursing; Policy |
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Abstract |
The author notes that it is widely accepted that there is a global shortage of nurses, and there are many studies in the health workforce literature about the negative aspects of nurse work environments, nursing workloads, decreased job satisfaction of nurses and the impact these have on patient health outcomes. In the past five years there has also been international and New Zealand-specific research into the effects of health restructuring on nursing leadership, retention of nurses, and on patient care. Much of this research has shown that countries with very different health care systems have similar problems, not only with retention of qualified nursing staff due to high levels of job dissatisfaction, but also with work design and the provision of good quality patient care in hospitals. This dissertation explores the many detrimental effects on nurses and nursing leadership, of extensive, and continuing, public health restructuring in New Zealand. The context of this dissertation is New Zealand public hospitals, with references pertaining to medical and surgical areas of nursing practice. Health reforms have negatively impacted on patient care delivery systems, patient health outcomes, and retention of educated nurses in the workforce. In order to resolve these issues, coordinated efforts are required in New Zealand district health boards to develop and sustain effective nursing leaders, who will promote and assist in the development of strong, healthy organisational cultures to retain and support professional nurses and the ways in which they wish to practise. |
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Call Number |
NRSNZNO @ research @ |
Serial |
868 |
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Author |
Holloway, K. T. |
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Title |
The future for nursing education: UKCC review has relevance for New Zealand |
Type |
Journal Article |
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Year |
2000 |
Publication |
Nursing Praxis in New Zealand |
Abbreviated Journal |
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Volume |
16 |
Issue |
2 |
Pages |
17-24 |
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Keywords |
Nursing; Education; Recruitment and retention; Clinical assessment; Policy |
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Abstract |
The author reviews the report 'Fitness for Practice' by the United Kingdom Central Council for Nursing, Midwifery and Health Visiting (UKCC) noting many areas of relevance for New Zealand educators in outlining possible strategies for nursing education. Discussion of some of the recommendations is put in the context of a strategic review of undergraduate nursing education recently commissioned by the Nursing Council of New Zealand. Issues such as recruitment and access to education; retention; clinical assessment and placements; clinical skill acquisition and partnership are valid concerns for educators here also. Internationally, the author suggests, the commonalties in issues of concern lend validity to the concept of the global village and the necessity for a global perspective in health care workforce planning, including educational preparation. |
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Call Number |
NRSNZNO @ research @ |
Serial |
848 |
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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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| Permanent link to this record |
