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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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Rhodes, J. (2020). Students' perceptions of participating in educational escape rooms in undergraduate nursing eduction. Kai Tiaki Nursing Research, 11(1), 34–41.
Abstract: Captures undergraduate nursing students' perceptions after participation in an educational escape room. Describes the concept of the escape room for undergraduate nursing students, in which students collaboratively solved problems during a specified time before returning to the classroom. Reports the findings of a survey conducted with 181 students on the utility of the experience for teaching teamwork, collaboration, and critical thinking while under pressure.
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Chalmers, L. (2020). Responding to the State of the World's Nursing 2020 report in Aotearoa New Zealand: Aligning the nursing workforce to universal health coverage and health equity. Nursing Praxis in New Zealand, 36(2). Retrieved July 1, 2024, from http://dx.doi.org/https://doi.org/10.36951/27034542.2020.007
Abstract: Cites recommendations from the WHO's State of the World's Nursing (SOWN) 2020 report that countries invest in local production of nurses, nursing data and management, nursing leadership, nursing education and the regulation of nurses. Argues that NZ must address inequity in Maori health outcomes through growth of its Maori nursing workforce and Maori nursing leadership capacity and capability.
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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 1, 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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Brockie, T., Clark, T. C., Best, O., Power, T., Bourque Bearskin, L., Kurtz, D. L. M., et al. (2021). Indigenous social exclusion to inclusion: Case studies on Indigenous nursing leadership in four high income countries. Journal of Clinical Nursing, . Retrieved July 1, 2024, from http://dx.doi.org/DOI: 10.1111/jocn.15801
Abstract: Maintains that achieving health equity for indigenous populations requires indigenous nursing leadership to develop and implement new systems of care delivery. Develops a consensus among indigenous nurse academics from Australia, Canada, NZ and the US on the three themes of nursing leadership, to redress colonial injustices, to contribute to models of care and to enhance the indigenous workforce. Highlights five indigenous strategies for influencing outcomes: nationhood and reconcilation as levers for change; nursing leadership; workforce strategies; culturally-safe practices and models of care; nurse activism.
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Richardson, S. K., Grainger, P. C., Ardagh, M. W., & Morrison, R. (2018). Violence and aggression in the emergency department is under-reported and under-appreciated. New Zealand Medical Journal, 131(1476). Retrieved July 1, 2024, from www.nzma.org.nz/journal
Abstract: Examines levels of reported violence and aggression within a tertiary-level emergency department (ED) in NZ. Explores staff attitudes to violence and the reporting of it. Conducts a one-month intensive prospective audit of the reporting of violence and aggression within the ED. Compares results with previously-reported data, and finds that failure to report acts of violence is common. Highlights that emergency nurses are the primary targets of abuse and confirms the effect it has on retention.
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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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Richardson, S. K., Grainger, P.C., & Joyce, L. R. (2022). Challenging the culture of Emergency Department violence and aggression. NZMJ, 135(1554). Retrieved July 1, 2024, from https://journal.nzma.org.nz/
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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Moir, C., & Baby, M. (2022). Managing violence and aggression: graduate-entry nursing students' responses to pre-emptive communication skills education. Kai Tiaki Nursing Research, 13(1), 9–18.
Abstract: Argues that teaching de-escalation skills early in the nursing programme is vital for student safety and later retention in the nursing workforce. Sets out to determine the efficacy of communication training to teach nursing students agression-management skills while on clinical placement. Designs a quasi-experimental design using pre- and post-tests of communication competence following an education module delivered as part of the curriculum.
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Holloway, K., Baker, J., & Lumby, J. (2009). Specialist nursing famework for New Zealand: A missing link in workforce planning. Policy, Politics, & Nursing Practice, 10(4), 269–275.
Abstract: Explores the NZ context underpinning adequate specialist nurse workforce supply, contending that effective workforce planning would be supported by the
development of a single unified framework for specialist nursing practice in NZ, with the potential to support accurate data collection and to enable service providers to identify and plan transparent and transferable pathways for specialist nursing service provision and development. Argues that advanced practice nursing frameworks assist in increasing productivity through building an evidence base about advanced practice, enhancing consistency and equity of expertise, supporting a reduction in role duplication, and enabling succession planning and sustainability.
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Holloway, K. (2012). The New Zealand nurse specialist framework: Clarifying the contribution of the nurse specialist. Policy, Politics, & Nursing Practice, 13(3), 147–153.
Abstract: Presents an overview of the NZ Nurse Specialist Framework (NZNSF), developed through a consensus approach as part of a doctoral study, and which provides an over-arching structure to support coherence, clarity and consistency for nurse specialists. Maintains that the framework supports workforce policy makers in planning effective utlisation of the nurse specialist in health care delivery.
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Barry, C., Severinsen, C., & Towers, A. (2023). Work-related quality of life for support workers and the Pay Equity Settlement Act 2017. Kaitiaki Nursing Research, 14(1), 5–11.
Abstract: Explores the impact of the Care and Support Worker (Pay Equity) Settlement Act (2017) on the quality of life of support workers on the job. Conducts semi-structured interviews with eight support workers, highlighting the following themes: work re-organisation, intensification, collegial working relations, managerial support and communication; pay increments.
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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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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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Bigsby, M. A. (2016). The characteristics of nurses in relation to their attitudes about career planning and development activities. Master's thesis, Massey University, Wellington. Retrieved July 1, 2024, from http://www.nzno.org.nz/resources/library/theses
Abstract: Examines nurses' attitudes to activities that promote career progression as well as training and education. Identifies demographic characteristics of nurses who are, respectively, most and least positive about career progression and training/education. Analyses existing data from the NZNO Employment Survey 2015, using quantitative methods to describe and compare responses with those from nurses registered with the Nursing Council of NZ. Investigates the relationship between nurses' attitudes about career progression and training/education and their experiences of participation in some of those activities.
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