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Records |
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Author |
Pool, L. |
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Title |
How Culture Influences Choosing Nursing as a Career |
Type |
Journal Article |
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Year |
2012 |
Publication |
Whitireia Nursing Journal |
Abbreviated Journal |
Available through NZNO library |
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Volume |
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Issue |
19 |
Pages |
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Keywords |
Careers in Nursing; Minority Groups; Nursing Shortage; Personnel Recruitment |
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Abstract |
The purpose of this study was to explore how young people make career choices and why young people choose or reject nursing as a career choice. This study has highlighted the complexity of this decision-making process, and the importance of making positive connections and offering appropriate support during this process. It seems that many young people are well equipped to make career decisions when given support.
The need to recruit people from minority cultures into nursing is a global issue. This study also highlights the need for an inter-sectoral approach to raise the profile of nursing and make a career that is attractive to young people. |
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Call Number |
NZNO @ research @ |
Serial |
1382 |
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Permanent link to this record |
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Author |
North, N. |
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Title |
International nurse migration: Impacts on New Zealand |
Type |
Journal Article |
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Year |
2007 |
Publication |
Policy, Politics, & Nursing Practice |
Abbreviated Journal |
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Volume |
8 |
Issue |
3 |
Pages |
220-228 |
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Keywords |
Recruitment and retention; Registered nurses |
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Abstract |
Nurse migration flows in and out of New Zealand are examined to determine impacts and regional contexts. A descriptive statistics method was used to analyse secondary data on nurses added to the register, New Zealand nurse qualifications verified by overseas authorities, nursing workforce data, and census data. It found that international movement of nurses was minimal during the 1990s, but from 2001 a sharp jump in the verification of locally registered nurses by overseas authorities coincided with an equivalent increase in international registered nurses added to the local nursing register. This pattern has been sustained to the present. Movement of local registered nurses to Australia is expedited by the Trans-Tasman Agreement, whereas entry of international registered nurses to New Zealand is facilitated by nursing being an identified “priority occupation”. The author concludes that future research needs to consider health system and nurse workforce contexts and take a regional perspective on migration patterns. |
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Call Number |
NRSNZNO @ research @ |
Serial |
711 |
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Permanent link to this record |
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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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Permanent link to this record |
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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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Permanent link to this record |
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Author |
Scott, Susan (and others) |
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Title |
The graduate nursing workforce : does an international perspective have relevance for New Zealand? |
Type |
Journal Article |
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Year |
2011 |
Publication |
Nursing Praxis in New Zealand |
Abbreviated Journal |
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Volume |
27 |
Issue |
3 |
Pages |
4-12 |
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Keywords |
Graduates; Nursing workforce; Retention; Recruitment |
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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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Call Number |
NZNO @ research @ |
Serial |
1466 |
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Permanent link to this record |
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Author |
Foxall, Donna |
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Title |
Barriers in education of indigenous nursing students : a literature review |
Type |
Journal Article |
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Year |
2013 |
Publication |
Nursing Praxis in New Zealand |
Abbreviated Journal |
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Volume |
29 |
Issue |
3 |
Pages |
18-30 |
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Keywords |
Recruitment; Retention; Nurse education; Cultural safety; Maori |
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Abstract |
Reports the findings of a review of the literature that sought to identify key barriers for indigenous tertiary nursing students in NZ. Reveals the barriers to recruitment and retention of nursing students, and strategies to overcome them. Stresses the need for partnerships between academic institutes and indigenous communities to ensure the provision of a culturally-safe environment for Maori nursing students. |
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Call Number |
NZNO @ research @ |
Serial |
1487 |
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Permanent link to this record |
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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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Permanent link to this record |
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Author |
Satchell, Ellish; Jacobs, Stephen |
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Title |
What Matters to You? A qualitative investigation of factors that influence Aotearoa New Zealand early-career nurses to thrive in the workplace |
Type |
Journal Article |
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Year |
2024 |
Publication |
Nursing Praxis in Aotearoa New Zealand |
Abbreviated Journal |
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Volume |
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Issue |
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Pages |
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Keywords |
Job satisfaction; Recruitment and retention; Nursing workforce |
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Abstract |
Uses semi-structured interviews to explore those factors influencing how NZ nurses in an urban hospital thrive in their jobs. Interviews 9 early-career nurses who identified four factors determining whether or not they thrive in the workplace: interpersonal relations, the work environment, meaningful work, and continuing professional development. |
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Call Number |
NZNO @ research @ |
Serial |
1867 |
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Permanent link to this record |
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Author |
Kiata, L.; Kerse, N.; Dixon, R. |
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Title |
Residential care workers and residents: The New Zealand story |
Type |
Journal Article |
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Year |
2005 |
Publication |
New Zealand Medical Journal |
Abbreviated Journal |
Access is free to articles older than 6 months, and abstracts. |
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Volume |
118 |
Issue |
1214 |
Pages |
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Keywords |
Rest homes; Maori; Pacific peoples; Asian peoples; Ethnicity; Recruitment and retention |
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Abstract |
The aim of this study was to describe the nature and size of long-term residential care homes in New Zealand; funding of facilities; and the ethnic and gender composition of residents and residential care workers nationwide. A postal, fax, and email survey of all long-term residential care homes in New Zealand was undertaken, with completed surveys received from an eligible 845 facilities (response rate: 55%). The majority of these (54%) facilities housed less than 30 residents. Of the 438 (94%) facilities completing the questions about residents' ethnicity, 432 (99%) housed residents from New Zealand European (Pakeha) descent, 156 (33%) housed at least 1 Maori resident, 71 (15%) at least 1 Pacific (Islands) resident, and 61 (13%) housed at least 1 Asian resident. Facilities employed a range of ethnically diverse staff, with 66% reporting Maori staff. Less than half of all facilities employed Pacific staff (43%) and Asian staff (33%). Registered nursing staff were mainly between 46 and 60 years (47%), and healthcare assistant staff were mostly between 25 and 45 years old (52%). Wide regional variation in the ethnic make up of staff was reported. About half of all staff were reported to have moved within the previous 2 years. The authors conclude that the age and turnover of the residential care workforce suggests the industry continues to be under threat from staffing shortages. While few ethnic minority residents live in long-term care facilities, staff come from diverse backgrounds, especially in certain regions. |
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Call Number |
NRSNZNO @ research @ 545 |
Serial |
531 |
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Permanent link to this record |
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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 |
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Author |
Murrell-McMillan, K.A. |
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Title |
Why nurses in New Zealand stay working in rural areas |
Type |
Journal Article |
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Year |
2006 |
Publication |
New Zealand Family Physician |
Abbreviated Journal |
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Volume |
33 |
Issue |
3 |
Pages |
173-175 |
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Keywords |
Rural nursing; Recruitment and retention; Job satisfaction; Teamwork; Primary health care |
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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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Call Number |
NRSNZNO @ research @ |
Serial |
530 |
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Permanent link to this record |
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Author |
Walker, Leonie |
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Title |
Hardships and hurdles: The experiences of migrant nurses in New Zealand |
Type |
Journal Article |
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Year |
2010 |
Publication |
Kai Tiaki Nursing Research |
Abbreviated Journal |
NZNO Library |
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Volume |
1 |
Issue |
1 |
Pages |
4-8 |
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Keywords |
Recruitment and retention; Personnel recruitment; Foreign nurses; English as a second language; Emigration and immigration; Bullying |
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Abstract |
The New Zealand nursing workforce is increasingly made up of overseas trained nurses. There is extensive literature from elsewhere in the world on the impacts of international nurse recruitment and migration on individual nurses and on health services. The literature also portrays evidence of abuse and exploitation, yet few studies are available relating to the experiences of migrant nurses in New Zealand. This research conducted a survey of overseas-trained nurses, specifically focusing on those nurses for whom English is not their first language, to understand the experiences and factors affecting migrant registered nurses in New Zealand. Given the importance to the New Zealand workforce of overseas-trained nurses, this research highlighted that more warnings and advice regarding recruitment agencies and information about nursing in New Zealand and the Nursing Council requirements for registration should be made available to nurses prior to their migration. Nursing leaders should be particularly alert to any evidence of bullying or discrimination based on race or overseas origin. |
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Call Number |
NZNO @ research @ |
Serial |
1337 |
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Permanent link to this record |
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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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Permanent link to this record |
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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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Permanent link to this record |
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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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Permanent link to this record |