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White, E. L. (1983). Wellington School of Nursing: the first thirty years. Ph.D. thesis, , .
Abstract: Historical facts from 1881 pertaining to Wellington Hospital, and the training of nurses, commencing with the employment of unpaid Lady Nurses, the conditions of employment for probationers (circa 1883), the formal teaching of probationers 1888, progressing to a three year training, and, with Miss Ellen Dougherty a Wellington trainee being the first registered nurse in the world in 1901. Management of the 1880's and 90's appears a little strange, not employing their own trainees, nor appointing Miss Dougherty as matron, when she had been acting matron.Extrapolation of historical facts to give a probable characterisation of the unpaid Lady nurses and the day in the life of a probationer nurse of these times.Inferences suggest that nursing in New Zealand had military rather than religious origins and, perhaps Misses Selena Sutherland and Dougherty were not lady like enough to be employed by Wellington Hospital!
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White, E. L. (1980). A co-operative approach to nursing manpower planning. Ph.D. thesis, , .
Abstract: The paper reviews, as a case history, the progress (to 1980) of the development of a Nursing Manpower Plan for Wellington Hospital Board.The main features of protocol are delineated.The prime requirement for the development of a manpower plan are perceived of as having available, reliable, quantifiable and comparable data.Discussion indicates the methods of collection, analysis and use (actual and potential) of quantifiable data.The use of quantifiable data indicated the potential, for the use of “nursing hours per patient per day”
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White, E. L., & Whiteman, E. J. One approach to nursing manpower planning: a regional perspective.
Abstract: A dual presentation. This abstract gives only the research section of the presentation.A description of the data base components for Wellington Hospital Board Nursing Manpower Planning, which includes;Patients-: population based, bed based, best estimate, average daily bed occupancy andcategories.Nurses-: categories, whole time equivalents, attrition, nursing hours available, nursing hours lost.Finance.Assumptions for patient and nursing staff projections to 1986 are given.Financial constraints and the “buying” of nurses.A proportion of nursing positions are fixed by establishments and policy. The degree of flexibility remaining to “buy” differing categories of nursing staff
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