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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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Ogden, E. (2018). 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. Master's thesis, University of Otago, Dunedin. Retrieved July 1, 2024, from http://hdl.handle.net/10523/7907
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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Jamieson, I. (2012). What are the views of Generation Y New Zealand Registered Nurses towards nursing, work and career?: a descriptive exploratory study. Doctoral thesis, University of Canterbury, Christchurch.
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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Price, R., Gilmour, J., Kellett, S., & Huntington, A. (2016). Settling in: Early career Registered Nurses. Nursing Praxis in New Zealand, 32(3). Retrieved July 1, 2024, from http://www.nursingpraxis.org
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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Jamieson, I., Sims, D., Casey, M., Wilkinson, K., & Osborne, R. (2017). Utilising the Canterbury Dedicated Education Unit model of teaching. Nursing Praxis in New Zealand, 33(2), http://www.nursingpraxis.org.
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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Walker, L., Clendon, J., & Willis, J. (2018). Why older nurses leave the profession. Kai Tiaki Nursing Research, 9(1), 5–11.
Abstract: Examines whether reasons reported in the international 'intention to leave nursing' literature match those given by NZ nurses who left the profession before retirement age. Conducts an online survey in 2016 of nurses who had left the NZNO. Asks about their decision-making process, factors that led to the decision, and what workplace changes might have helped them remain. Analyses results by age cohort.
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Walker, L., Clendon, J., & Cheung, V. (2016). Family responsibilities of Asian nurses in New Zealand: implications for retention. Kai Tiaki Nursing Research, 7(1), 4–10.
Abstract: Explores the care-giving responsibilities of Asian NZNO member nurses for both children and elders, and the impact of these on their work, their nursing careers and their intention to remain as nurses in NZ. Takes a mixed-method approach using a group interview of 25 nurses and a survey of 562 nurses. Highlights impacts on nurses, revealing variable access to support, with implications for continuing education, career advancement and retention.
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Ledesma-Libre, K. (2019). Factors influencing nurses' choice to work in mental health services for older people. Kai Tiaki Nursing Research, 10(1), 61–62.
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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