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Author |
Ledesma-Libre, Krizia |
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Title |
Factors influencing nurses' choice to work in mental health services for older people |
Type |
Journal Article |
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Year |
2019 |
Publication |
Kai Tiaki Nursing Research |
Abbreviated Journal |
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Volume |
10 |
Issue |
1 |
Pages |
61-62 |
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Keywords  |
Aged care; Mental health nursing; Motivation; Recruitment and retention |
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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. |
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Call Number |
NZNO @ research @ |
Serial |
1627 |
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Author |
Jamieson, Isabel; Sims, Deborah; Casey, Michelle; Wilkinson, Katie; Osborne, Rachel |
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Title |
Utilising the Canterbury Dedicated Education Unit model of teaching |
Type |
Journal Article |
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Year |
2017 |
Publication |
Nursing Praxis in New Zealand |
Abbreviated Journal |
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Volume |
33 |
Issue |
2 |
Pages |
29-39 |
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Keywords |
Dedicated Education Units; Graduate nurses; Recruitment and retention; Student support |
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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. |
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Call Number |
NZNO @ research @ |
Serial |
1535 |
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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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Author |
Guy, Max Timothy |
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Title |
An exploration of the educational experiences of new nurses who are men within Aotearoa New Zealand |
Type |
Book Whole |
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Year |
2020 |
Publication |
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Abbreviated Journal |
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Volume |
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Issue |
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Pages |
131 p. |
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Keywords |
Male nurses; Nursing students; Nursing workforce; Recruitment and retention; Surveys |
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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. |
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Call Number |
NZNO @ research @ |
Serial |
1759 |
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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 |
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 |
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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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 |
Becker, F. |
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Title |
Recruitment & retention: Magnet hospitals |
Type |
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Year |
2005 |
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 |
Personnel; Hospitals; Recruitment and retention; Nursing |
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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. |
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Call Number |
NRSNZNO @ research @ |
Serial |
567 |
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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 |
Gray, L.-M. |
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Title |
Should I stay or should I go? An examination into the Plunket Nurses' perception of the employment environment |
Type |
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Year |
2006 |
Publication |
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Abbreviated Journal |
Unitec Library |
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Volume |
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Issue |
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Pages |
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Keywords |
Recruitment and retention; Community health nursing; Plunket |
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Abstract |
Participants for this study consisted of six Plunket Nurses from three Plunket operations areas within the North Island, varying in experiences from two to twenty three years, working with both urban and rural communities. |
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Call Number |
NRSNZNO @ research @ |
Serial |
742 |
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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 |
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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Author |
Lindsay, N.M. |
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Title |
Skeletal attraction: Childcare provisions and the recruitment and retention of orthopaedic nurses in New Zealand |
Type |
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Year |
2006 |
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; Nursing specialties |
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Abstract |
New Zealand's ageing population is predicted to have increasing degenerative musculoskeletal changes affecting both mobility and morbidity. In response, the New Zealand government is supporting a one hundred per cent increase in the number of elective joint replacements performed across the country from 2004 to 2008. However, like other specialties, orthopaedic nursing is experiencing shortages. In order to improve the recruitment and retention of orthopaedic nurses, as with other nursing specialties, childcare is offered as a strategy for consideration. In 2005, New Zealand parents indicated in an online survey, that in order for them to work, they needed affordable, quality and conveniently located childcare. Nurses have similarly indicated the importance of childcare when considering and managing a balance between their work and home lives. This paper explores contextual work and home life balance dialogues in relationship to nursing recruitment and retention issues and New Zealand nursing. Childcare as a recruitment and retention strategy, is explored in the context of New Zealand nursing and compared with the childcare strategies employed for nurses by Britain and Australia – New Zealand's major competitors for New Zealand nurses. The author concludes that, in light of the international shortage of nurses, childcare is an important recruitment and retention strategy which is currently absent in many of New Zealand's district health boards. Recommendations are offered to support the balance between work and home life for nurses and reconcile orthopaedic nurses to the clinical setting in order to provide the quality and efficient care that is needed for New Zealand's ageing society. |
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Call Number |
NRSNZNO @ research @ |
Serial |
740 |
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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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| Permanent link to this record |
