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 3, 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).
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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Hendry, C. (2024). A process to inform rural nursing workforce planning and development. Nursing Praxis in Aotearoa New Zealand, . Retrieved July 3, 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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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 3, 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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Guy, M. T. (2020). An exploration of the educational experiences of new nurses who are men within Aotearoa New Zealand. Master's thesis, Massey University, Palmerston North.
Abstract: Aims to inform future curriculum design to support, retain, and attract more men to nursing. Uses a descriptive qualitative design to explore the experiences of male nurses prior, during and after the Bacelor of Nursing degree. Conducts semi-structured interviews with 9 male nurses resulting in two main themes: isolation during training; inaccurate public perception of the of the scope of the modern nurse.
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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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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.
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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Price, R., Gilmour, J., Kellett, S., & Huntington, A. (2016). Settling in: Early career Registered Nurses. Nursing Praxis in New Zealand, 32(3).
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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Gultiano, J. P. (2022). The experiences of internationally-qualified nurses working in a publicly-funded tertiary hospital in New Zealand: A qualitative descriptive study. Master's thesis, University of Otago, Dunedin.
Abstract: Explores and describes the experiences of Internationally Qualified Nurses (IQN) working in a public hospital in NZ. Uses qualitative descriptive methodology to illuminate their experiences. Employs purposive sampling using maximum variation and snowball sampling methods to recruit 12 IQNs employed in the tertiary hospital. Conducts 12 one-to-one, semi-structured face-to-face interviews, which were analysed using Braun and Clarke's method of thematic analysis. Derives the following three themes: hospital navigation, ambivalence and being an outsider.
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Holloway, K. T. (2011). Development of a specialist nursing framework for New Zealand. Doctoral thesis, University of Technology Sydney, Sydney, Australia.
Abstract: Expresses concern that inconsistent specialist nursing workforce planning and pathways for nursing practice development will adversely affect needed service provision for the population. Reports the outcomes of research, which suggests an alternate approach through the development of a single unified capability framework for specialist nursing practice in NZ. Uses a qualitative descriptive and exploratory multi-method enquiry approach to review extant understandings and develop a consensus framework, identifying the essential elements required for a single national framework for specialist nursing in NZ. Widens the understanding of a more holistic approach to specialist nursing development, which holds great promise for the specialist nursing workforce in NZ and internationally.
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Pool, L. G. (2021). The Nurse Educator in Aotearoa New Zealand. Doctoral thesis, Auckland University of Technology, Auckland.
Abstract: Aims to contribute to an understanding of the work of nurse educators by illustrating the effect that changing health care and nursing workforce demands have had on the nurse educator role. Employs both academic and narrative writing in order to traverse the complexity of being a nurse educator. Argues that the educator needs to position the role between education and nursing practice, fulfilling the role of Kaiako Tapuhi.
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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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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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Pipi, K., Moss, M., & Were, L. (2021). Nga manukura o apopo: sustaining kaupapa Maori nurse and midwifery leadership. Kai Tiaki Nursing Research, 12(1), 16–24.
Abstract: Analyses and synthesises the evaluation reports of the clinical leadership training programmes of Nga Manukura o Apopo, the national Maori nursing and midwifery workforce development programme. Considers how the marae-based Kaupapa Maori training approach contributed to the outcomes. Examines clinical leadership, recruitment, professional development and governance.
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Clendon, J., Tseng, A., & O'Connor, M.(and others). (2015). Working with young nurses to develop peer-support strategies : evaluation of a participatory project. Kai Tiaki Nursing Research, 6(1), 16–23.
Abstract: Evaluates a project undertaken with a group of nurses aged under 30, to identify and implement mechanisms of support for peers in the workplace. Employs a participatory research approach to work with 9 nurses over two years. Conducts two projects : a website with a forum and Facebook page; the Young Nurse of the Year Awards.
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