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Brinkman, A., & Caughley, B. (2004). Measuring on-the-job stress accurately. Kai Tiaki: Nursing New Zealand, 18(8), 12–15.
Abstract: The authors discuss the usefulness of a generic tool to measure job stress in New Zealand workplaces, and report on a study using one such generic tool. The study involved sending questionnaires to all staff (193) who had worked at a regional women's health service for a minimum of six months. The mailed package contained the Job Stress Survey (JSS), the General Health Questionnaire (GHQ-12), demographic questions (including cultural safety), shift work questions, and a blank page for “qualitative comment”. Over 12,000 pieces of data were collected from the study but this article focuses only on the results of the JSS. The JSS can be used to determine a “job stress index” and can also be used to measure “job pressure” and “lack of organisational support”. For this study, job stress index scores were calculated and organised by occupational groupings. Midwives, nurses and doctors all cited inadequate or poor quality equipment, excessive paperwork, insufficient personal time, and frequent interruptions, as their top stressors. Three of these four stressors fall within the job pressure index. The results of the survey prompted organisational changes, including: extensive discussions; equipment being updated; management being made aware of the depth of concern felt by staff; the creation of a place for staff to have personal time; and coping intervention strategies were initiated. The authors suggest that no generic measure of job stress can fully evaluate stressors unique to a particular work setting. They support additional items being constructed and administered to assess stressors that are idiosyncratic to a particular occupational group.
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Morton, J., Williams, Y., & Philpott, M. (2006). New Zealand's Christchurch Hospital at night: An audit of medical activity from 2230 to 0800 hours. New Zealand Medical Journal, 119(1231).
Abstract: The authors conduct an audit of medical activity at Christchurch Hospital, a 650 bed tertiary centre, between 2230 and 0800 hours. They measured the volumes of tasks requiring completion overnight and identified the competencies required for this as well as the level of teamwork that existed. They found several organisational areas of concern, that indicate new approaches are required to staff the “hospital at night,” and an Out of Hours Multidisciplinary Team is recommended. Specific issues included the lack of teamwork from the Resident Medical Officers (RMOs), with some overextended while others were inactive. House officer tasks were largely generic rather than specialty specific; there was no formal handover from the afternoon or day shifts and the level of hospital medical staffing did not reflect the activity levels over the time period studied. The researchers also recommend an urgent review of the beep policy. A third of the admissions were to General Medicine, and basic medical activities (including admitting, reviewing, and prescribing drugs and fluids) for patients admitted under all specialties represented the majority of the night workload. Medical registrars had reduced some of the traditional multiple clerking by admitting patients themselves.
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McKenna, B. (2002). Risk assessment of violence to others: Time for action. Nursing Praxis in New Zealand, 18(1), 36–43.
Abstract: The author performs a literature search on the topics of risk assessment, dangerousness, aggression, and violence in order to determine an evidence-based approach to risk assessment of patient violence towards others. This is set in the context of possible expansion in the scope of practice of mental health nurses, and the prevalence of nurses being assaulted by patients. In the absence of reliable and valid nursing risk assessment measures, the approach suggested here focuses on the use of observation skills to detect behaviour antecedent to physical assault, and the ability to adapt evidence to specific clinical settings.
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Murrell-McMillan, K. A. (2006). Why nurses in New Zealand stay working in rural areas. New Zealand Family Physician, 33(3), 173–175.
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.
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Jamieson, I. (2012). What are the views of Generation Y New Zealand Registered Nurses towards nursing, work and career?: A descriptive exploratory study. Ph.D. thesis, University of Canterbury, Christchurch.
Abstract: The author has taken a broad approach to this research to explore the views of Generation Y New Zealand Registered Nurses towards the nursing profession, the work itself and their career plans. This study arose out of the author?s interest in health care workforce planning for nursing and in particular the retention of young nurses given the current national and global shortage of nurses. Because of the broad and descriptive nature of the research, a wide variety of topics are included in the literature reviewed.
Chapter one provides background to the study and an overview of generational cohorts.
Chapter two explores selected literature relevant to the concept of work and the characteristics of the Generation Y workforce.
Other topics included in this chapter include Herzberg?s work motivation hygiene/maintenance theory and a selection of literature about key workforce recruitment and retention issues.
A thesis submitted in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Health Sciences
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Bee, S. (1999). Post traumatic stress disorder: The role of critical incident stress management. Vision: A Journal of Nursing, 5(8), 20–23.
Abstract: The author defines and describes PTSD, and looks at how it may apply to nurses. Primarily affected by delayed PTSD, nurses may experience it as burn-out, after exposure to trauma over time. The Critical Incident Stress Management programme instigated at Healthcare Hawkes Bay is outlined.
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McKenna, B., Smith, N. A., Poole, S., & Coverdale, J. (2003). Horizontal violence: Experiences of registered nurses in their first year of practice. Journal of Advanced Nursing, 42(1), 90–96.
Abstract: The aims of this study were to determine the prevalence of horizontal violence, or bullying, experienced by nurses in their first year of practice; to describe the characteristics of the most distressing incidents experienced; to determine the consequences, and measure the psychological impact, of such events; and to determine the adequacy of training received to manage horizontal violence. An anonymous survey was mailed to 1169 nurses in New Zealand who had registered in the year prior to November 2000 with a response rate of 47%. Many new graduates experienced horizontal violence across all clinical settings. Absenteeism from work, the high number of respondents who considered leaving nursing, and scores on the Impact of Event Scale all indicated the serious impact of interpersonal conflict. Nearly half of the events described were not reported, only 12% of those who described a distressing incident received formal debriefing, and the majority of respondents had no training to manage the behaviour.
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Budge, C., Carryer, J. B., & Wood, S. (2003). Health correlates of autonomy, control and professional relationships in the nursing work environment. Journal of Advanced Nursing, 42(3), 260–268.
Abstract: The aim of this study was to examine nursing in New Zealand and to see whether aspects of the work environment are associated with health status. A total of 225 registered nurses in a general hospital completed the Revised Nursing Work Index (NWI-R) and Medical Outcomes Study (MOS) 36-Item Short-Form Health Survey (SF-36). Ratings indicated that the New Zealand hospital environment was characterized by less autonomy and control and better nurse-physician relations than in USA hospitals. Results of correlations demonstrated that more positive ratings of the three workplace attributes were associated with better health status amongst the nurses. The results of regression analyses were indicative either of a confounding relationship or of a mediating relationship such that nurses' relations with physicians, administration and other departments mediate the associations between autonomy, control and health status.
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Graham, K. - L. (2021). Leadership toward positive workplace culture in Aotearoa New Zealand: clinical nurse manager perspectives. Master's thesis, Victoria University, Wellington. Retrieved July 2, 2024, from https://figshare.com/articles/thesis/Leadership_toward_positive_workplace_culture_in_Aotearoa_New_Zealand_clinical_nurse_manager_perspectives/15087657 Victoria University of Wellington
Abstract: Seeks to understand how clinical nurse managers build positive culture in their workplace, while identifying leadership attributes and actions for generating positive workplace culture. Interviews 10 clinical nurse managers from one secondary hospital in the North Island about their strategies to build positive workplace culture: preparation for their role; maintaining perspective, and intention to enhance collaborative behaviour.
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Scott, S.(and others). (2011). The graduate nursing workforce : does an international perspective have relevance for New Zealand? Nursing Praxis in New Zealand, 27(3), 4–12.
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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Spence, D. (2012). Preparing registered nurses depends on 'us and us and all of us'. Nursing Praxis in New Zealand, 28(2), 5–13.
Abstract: Reports on the qualitative findings of a collaborative study undertaken to monitor implementation of a new model of clinical education for undergraduate nursing students. Describes the development of a clinical education model devised by 3 District Health Boards (DHBs) and 2 universities, based on the inclusion of student nurses in team nursing.
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Harding, T. (2009). Swimming against the malestream : men choosing nursing as a career. Nursing Praxis in New Zealand, 25(3), 4–16.
Abstract: Reports on one aspect of a larger study, which used qualitative methods to critically explore the social construction of men as nurses. Draws upon literature pertaining to gender and nursing, and interviews with 18 NZ men, to describe the factors underpinning decisions to turn away from 'malestream' occupations and enter a profession stereotyped as 'women's work'. Outlines the five thematic groupings revealed to be significant with respect to the decision-making process.
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Smith, A., Fereti, S. 'a, & Adams, S. (2021). Inequities and perspectives from the COVID-Delta outbreak: the imperative for strengthening the Pacific nursing workforce in Aotearoa New Zealand. Nursing Praxis in Aotearoa New Zealand, 37(3). Retrieved July 2, 2024, from www.nursingpraxis.org
Abstract: Provides an overview of the COVID-19 pandemic in relation to Pacific communities, in order to identify the lessons for the health system and the Pacific nursing workforce. Cites data to show inequities for Pacific communities before and during the pandemic, to highlight the opportunities missed for prioritising them in the pandemic response. Reflects on the nursing response to COVID-19 in those Pacific communities, particularly the contribution of Pacific nurses, and how to strengthen the Pacific nursing workforce in the future.
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Briscoe, J., & Harding, T. (2020). Promoting the use of the SOAP (IE) documentation framework in medical nurses' practice. Kai Tiaki Nursing Research, 11(1), 17–23.
Abstract: Promotes the use of the SOAP(IE) framework for nursing documentation. Conducts action research to identify areas within cycles of planning, implementation, evaluation and reflection in need of improvement. Undertakes three cycles of action research using audits, surveys and a focus group interview with RNs in two DHB medical wards. Increases the uptake of SOAP through education sessions and tools, and nurse champions.
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Philips, H., & Wilkinson, J. (2015). Non-prescribing diabetes nurse specialist views of nurse prescribing in diabetes health. Nursing Praxis in New Zealand, 31(1), 5–15.
Abstract: Presents the results of a survey of non-prescribing diabetes nurse specialists' views of prescribing in the wake of a trial and staged implementation of diabetes nurse specialist prescribing. Conducts on online survey of members of the diabetes nurse specialist section of NZNO. Analyses the results descriptively, finding a statistically significant relationship between being a specialist and the intention to prescribe. Avers that for diabetes nurse specialist prescribing to continue, the resources for supervision must be taken into account in workforce planning.
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