Wilkinson, J. A. (2002). Creating a culture of workplace safety. Kai Tiaki: Nursing New Zealand, 8(6), 14–15.
Abstract: This study investigated the safety of working environments of a group of urban district nurses. Six district nurses were interviewed and participated in a focus group. The findings focus on the risks associated with client behaviour and with the organisational structure in which district nurses work. Recommendations for primary, secondary and tertiary prevention of harm to nurses working in isolation in the community are presented. The author describes her personal background in district nursing, which prompted the study.
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Richardson, S. K., Grainger, P.C., & Joyce, L. R. (2022). Challenging the culture of Emergency Department violence and aggression. NZMJ, 135(1554).
Abstract: Outlines findings from a longitudinal study of the reporting of violence and aggression (V&A) within Christchurch Hospital Emergency Department (ED). Continues a prospective, longitudinal cohort study involving repeated yearly audits of ED staff reporting V&A during the same month each year. Employs an audit approach, focussing on the accuracy of routine reporting. Captures data from 2014-2020,including staff members' professional group, gender, category of V&A (e.g. verbal or physical abuse or threat, and physical or sexual assault), date and location of incident, and the individual who committed the violence.
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Westenra, B. (2019). A framework for cultural safety in paramedic practice. Whitireia Journal of Nursing, Health and Social Services, (26), 11–17.
Abstract: Critically considers the application of cultural safety to working with diversity in paramedic practice in NZ. Presents a sociological framework, based on Mills's concept of 'sociological imagination' to analyse the connections between social and cultural factors in NZ and the author's professional experience.
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Teunissen, C., Burrell, B., & Maskill, V. (2020). Effective surgical teams: an integrative literature review. Western Journal of Nursing Research, 42(1). Retrieved July 1, 2024, from http://dx.doi.org/https://doi.org/10.1177/0193945919834896
Abstract: Evaluates the aids and barriers for perioperative teams in functioning effectively, preventing adverse events, and fostering a culture of safety. Undertakes an integrative review of the literature. Highlights the role of theatre nurses in situational awareness (SA), running the theatre and assuming leadership of the team.
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Dellagiacoma, T. (2007). Contracting as a career option for nurses. Kai Tiaki: Nursing New Zealand, 13(1), 20–22.
Abstract: A nurse presents research and her own experiences of contracting. Contracting, as defined in this article, refers to a nurse not employed permanently on a wage. It covers agency nursing, short and long fixed-term contracts and secondments. The author identifies the need to continue to develop professionally, which is now a mandatory requirement under the Health Practitioners Competence Assurance (HPCA) Act. Contractors have little, if any financial support to develop professionally, and time taken to do courses is not paid. Taking study leave within a contract may also not be an option. Options for managing professional development in these conditions are offered, including goal setting, investing in education or training, and considering some longer contracts. Practical financial advice and examples are given, including managing accounts and consideration of employment law. The author recommends that skilled nurses looking for interesting ways to develop their careers and to branch out in an entrepreneurial way should seriously consider taking up contract work.
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Mosley, B. (2005). Seclusion management in an acute in-patient unit. Ph.D. thesis, , .
Abstract: This study was developed to explore the use of seclusion in an acute in-patient unit for people with mental illnesses. Investigation into this issue was considered important due to an identified large increase in seclusion use over the previous two years. The study used a qualitative research methodology with a descriptive and interpretive approach. Data collection included a retrospective file audit of patients who had been secluded over the past seven years, and one-to-one staff interviews. It also includes the author's personal reflections of seclusion events. The principle reason for using seclusion was violence and aggression in the context of mental illness. It was also used for people who were at risk of, or who had previously absconded from the unit. A recovery approach and the use of the strengths model was fundamental to nurses' way of working with patients in the unit. Nurses believed that the strengths process should be adapted to the person's level of acuity and to their ability to engage in this approach in a tangible way. Seclusion continues to be a clinical management option in the unit that is the subject of this study. However, in many circumstances there are other options that could be explored so that the utmost consideration is given to the dignity, privacy and safety of that person.
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Bigwood, S. (2007). Got to be a soldier: Mental health nurses experiences of physically restraining patients. Ph.D. thesis, , .
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Russell, D. (1999). Changing public health nursing practice. Kai Tiaki: Nursing New Zealand, 5(11), 18–19.
Abstract: A new approach to public health nursing in the Otago region is described, which comprises of 3 distinct groups of nurses working in early childhood centres, primary schools and high schools. A family nursing assessment approach is used. The philosophical underpinnings of this approach are examined, which seeks to empower patients and engage them in their health care. Two public health nurses are interviewed about the new partnership model of nursing.
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Jamieson, I., & Taua, C. (2009). Leaving from and returning to nursing : contributing factors. Nursing Praxis in New Zealand, 25(2), 15–27.
Abstract: Examines the experience of nurses who had been out of nursing for more than five years, and explores factors that influenced their leaving and return to practice. Invites nurses who had undertaken a Competency Assessment Programme at a given tertiary institution during 2005 to participate. Analyses and codes quantitative data for 32 nurses who completed the questionnaire, and identifies the three key issues that emerge.
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Kussmaul, J. (2020). An investigation of occupational health and safety workplaces and working conditions in comparison to nursing care quality in residential aged care facilities (RACFs) in New Zealand. Doctoral thesis, University of Auckland, Auckland.
Abstract: Identifies critical factors related to the occupational health and safety of workplaces and working conditions in residential aged-care facilities (RACF), from the perspective of nursing staff. Correlates quality indicators for occupational health and safety for workplaces and in working conditions with nursing care quality based on the InterRAI Clinical Assessment Protocols (CAP). Uses a mixed-method approach to conduct an audit of workplace health and safety and environmental conditions in 17 RACFs. Surveys 398 registered nurses (RN), enrolled nurses (EN), and Healthcare Assistants (HCA) about the mental and physical stressors in their work.
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Powell, S. (2010). The older nurse in the workplace: retention or retirement. Master's thesis, Victoria University of Wellington, Wellington.
Abstract: Examines the issues facing the older nurse in NZ. Recruits two groups of Clinical/Charge Nurse Managers (CNM) in two District Health Boards (DHB) to interview about the issues confronting older nurses and the strategies they use to retain them.
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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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Hendry, C. (2024). A process to inform rural nursing workforce planning and development. Nursing Praxis in Aotearoa New Zealand, . Retrieved July 1, 2024, from http://dx.doi.org/https://doi.org/10.36951/001c.115490
Abstract: Describes a four-stage project to identify the current status of the nursing and support-worker workforce to develop a plan to match community health needs: profiles current population and health resources available in the community; profiles the current nursing workfoece; surveys local nurses regarding current work and future plans; seeks perspectives of local nurses, health managers and community representatives on strategies to sustain a future nursing workforce. Focuses primarily on the first two stages of the project.
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Giddings, D. L. S., & Smith, M. C. (2001). Stories of lesbian in/visibility in nursing. Nursing Outlook, 49(1), 14–19.
Abstract: A study of the life histories of five self-identified lesbian women in nursing is reported. A metastory of “In/Visibility” captured the essence of lesbians being the focus of intense scrutiny while at the same time feeling the pressure to keep their lifestyle and identity hidden from others. Seven story themes were elaborated: closeting of lesbianism in nursing, isolating and hiding from self and others, living a double-life, self-loathing and shame, experiencing discrimination from others, keeping safe, and threatening others who are closeted.
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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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