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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 December 22, 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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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 December 22, 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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Brownie, S., & Broman, P. (2024). Growing our own: the abyss of data monitoring and support for New Zealand's domestic nursing workforce pipeline. Kaitiaki Nursing Research, 15(1), 7–10.
Abstract: Attempts to access data to inform a current assessment of the state of NZ's domestic nursing workforce supply.Identifies the weaknesses in supply. Maintains that complete data are inaccessible due to a fragmented system of governance, funding, data and performance monitoring, and accountability. Argues that IQNs are as ill-supported as NZQNs by shortcomings in workforce policies.
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Burke, A., Walker, L., & Clendon, J. (2015). Managing intergenerational nursing teams : evidence from the literature. Kai Tiaki Nursing Research, 6(1), 24–27.
Abstract: Examines current literature on the intergenerational nature of the nursing workplace, and presents strategies for creating work environments that acknowledge and cater for differences among nurses spanning four generations. Suggests recommendations to managers and policy-makers on how to utilise generational strengths and minimise intergenerational conflict.
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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. Retrieved December 22, 2024, from http://hdl.handle.net/10523/12688
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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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. Retrieved December 22, 2024, from https://hdl.handle.net/10179/15984
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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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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Pool, L. G. (2021). The Nurse Educator in Aotearoa New Zealand. Doctoral thesis, Auckland University of Technology, Auckland. Retrieved December 22, 2024, from http://hdl.handle.net/10292/14630
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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Satchell, E., & Jacobs, S. (2024). What Matters to You? A qualitative investigation of factors that influence Aotearoa New Zealand early-career nurses to thrive in the workplace. Nursing Praxis in Aotearoa New Zealand, . Retrieved December 22, 2024, from http://dx.doi.org/https://doi.org/10.36951/001c.120581
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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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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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 December 22, 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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