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Ball, C. (2016). Are we ready yet?: New graduate nurses' experience of workplace violence and agression and their sense of readiness. Master's thesis, University of Otago, .
Abstract: Uses a qualitative descriptive approach to explore the experience of 7 graduate nurses employed in a range of sectors, of workplace violence and aggression (WPVA). Conducts semi-structured interviews and analyses the data using thematic analysis, generating 3 themes: Part of the Journey, Towards Self-Efficacy, and Maintaining Integrity. Identifies coping strategies.
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Bee, S. (1999). Post traumatic stress disorder: The role of critical incident stress management. Vision: A Journal of Nursing, 5(8), 20–23.
Abstract: The author defines and describes PTSD, and looks at how it may apply to nurses. Primarily affected by delayed PTSD, nurses may experience it as burn-out, after exposure to trauma over time. The Critical Incident Stress Management programme instigated at Healthcare Hawkes Bay is outlined.
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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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Bresaz, D. M. (2003). Environmental influences on inpatient assaultive behaviour. Ph.D. thesis, , .
Abstract: This retrospective quasi-experimental study reviewed assaults in two adult mental health inpatient rehabilitation units. The majority of clients in this area experience enduring mental health illnesses and have complex physical health issues. The service comprises of an intensive rehabilitation unit and a secure extended rehabilitation unit. Between May and August 2001 the service moved to purpose built facilities. The opportunity was taken to review clients' assaultive behaviour in the new environment and to compare the incidents with those in the old environment to see if there had been any significant changes. Data on assault incidents including time of assault, place of assault, who was involved and what preventative actions were suggested were collected from the Incident and Accident Hazard Reports (IAHR) dating from 1 April 2000 until 31 May 2002. Staff were expected to complete IAHR reports on all assault incidents. The research examined whether the change in environmental conditions impacted on clients' wellbeing in relation to assaultive behaviour. Trends within the IAHR reports were also examined in order to compare these to similar studies completed in other parts of the world. There were 141 IAHR reports of assault incidents. Fifty of these occurred in the pre move period, 38 in the transition phase and 53 in the post move. There was no significant difference in the rate of assaults in the pre-move to post move period. Completion of the IAHR forms was seen to be very problematic, especially in relation to legal status of perpetrators and documentation of prevention strategies. An urgent audit of existing practice is now required to establish if problems found with the quality and completion of the IAHR forms continues to be evident in the rehabilitation service and if present staff education is needed to improve the standard of documentation. Research is also needed to establish the extent to which staff implement strategies to prevent assaults, and to reduce recidivism.
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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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Budge, C., Carryer, J. B., & Wood, S. (2003). Health correlates of autonomy, control and professional relationships in the nursing work environment. Journal of Advanced Nursing, 42(3), 260–268.
Abstract: The aim of this study was to examine nursing in New Zealand and to see whether aspects of the work environment are associated with health status. A total of 225 registered nurses in a general hospital completed the Revised Nursing Work Index (NWI-R) and Medical Outcomes Study (MOS) 36-Item Short-Form Health Survey (SF-36). Ratings indicated that the New Zealand hospital environment was characterized by less autonomy and control and better nurse-physician relations than in USA hospitals. Results of correlations demonstrated that more positive ratings of the three workplace attributes were associated with better health status amongst the nurses. The results of regression analyses were indicative either of a confounding relationship or of a mediating relationship such that nurses' relations with physicians, administration and other departments mediate the associations between autonomy, control and health status.
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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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Chandler-Knight, E. (2020). Poster[sic]Bullying in mental health inpatient nursing. Bachelor's thesis, Southern Institute of Technology, .
Abstract: Asserts that bullying is common in nursing, and particularly in mental health nursing. Conducts a literature review before administering a mixed-method online survey to registered nurse (RN) inpatient mental health nurses, of whom 38 responded.
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D'Souza, N. J. (2017). Cyberbullying at work : exploring understandings and experiences. Doctoral thesis, Massey University, Albany. Retrieved December 22, 2024, from http://hdl.handle.net/10179/12813
Abstract: Explores how workplace cyberbullying is understood and experienced in NZ, with a focus on nursing. Undertakes three-part qualitative, interview-based research to investigate how workplace cyberbullying manifests in nursing. Interviews eight nurses who had experienced bullying. Uncovers the risk of nurses experiencing cyberbullying from external sources such as students, patients, and patient relatives. Posits a multi-factor socio-ecological model as a framework to guide future research.
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Finlayson, M., & Aitken, L. H. (2007). New Zealand nurses' reports on hospital care: An international comparison. Nursing Praxis in New Zealand, 23(1), 17–28.
Abstract: The authors present the results of a 2001 New Zealand survey on nurses' perception of staffing, work organisation and outcomes, comparing this with the 2001 International Hospital Outcomes Study (US, Canada, England, Scotland and Germany). The report describes the findings for job dissatisfaction, burnout and the intent to leave, the work climate in hospitals, workforce management, the structure of nurses' work, and quality of care. The authors discuss these findings and their implications for nursing in New Zealand.
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Graham, K. - L. (2021). Leadership toward positive workplace culture in Aotearoa New Zealand: clinical nurse manager perspectives. Master's thesis, Victoria University, Wellington. Retrieved December 22, 2024, from https://figshare.com/articles/thesis/Leadership_toward_positive_workplace_culture_in_Aotearoa_New_Zealand_clinical_nurse_manager_perspectives/15087657 Victoria University of Wellington
Abstract: Seeks to understand how clinical nurse managers build positive culture in their workplace, while identifying leadership attributes and actions for generating positive workplace culture. Interviews 10 clinical nurse managers from one secondary hospital in the North Island about their strategies to build positive workplace culture: preparation for their role; maintaining perspective, and intention to enhance collaborative behaviour.
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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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Lauder, G. C. (2004). Health in the workplace: An exploration of healthy options for an aged care setting.
Abstract: People working in aged care settings in New Zealand spend approximately 30% of their lives in their workplace. There is a challenge for workplaces to support people to maintain and improve their health status. This project investigated the question: How can workplaces support staff to maintain health in an aged care environment? The project concerned two considerations: primarily what people can do for themselves and how the organisation can assist their interest and maintain their investment in health based activities and secondly what workplaces can do to make the organisations more healthy. The philosophy and the realities of the workplace were reviewed and the project addressed the strategies that could be adopted by the workplace. The study identifies a series of practical activities and outcomes that aged care facilities can undertake for nurses/caregivers or other members of staff working in the workplace. The findings lead to recommendations about healthy outcomes and managing health and creating a positive climate for health within the workplace.
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Lidiard, B. (2006). Implementing the Rating Scale for Aggressive Behaviours in the elderly: Can it make a difference to nursing management of aggressive behaviours in elderly patients with dementia? Ph.D. thesis, , .
Abstract: The Rating Scale for Aggressive Behaviours in the Elderly (RAGE) is a twenty-one item rating scale, designed specifically to measure aggressive behaviours in the elderly in the psychogeriatric inpatient setting. The purpose of the scale is to qualify the aggressive behaviour, note any changes in the behaviour, and record intervention and/or treatments. This study combines both qualitative and quantitative methods with exploratory and descriptive designs to explore nurses' experiences of using a consistent tool for monitoring, measuring and managing aggressive behaviours. Data gathered over a three month period of implementing RAGE aimed to provide a 'snapshot' of the prevalence, extent and type of aggressive behaviours within the inpatient setting, providing evidence to nurses in developing strategies for the management of aggression. Focus group interviews were used to enable nurses to discuss their experiences of utilising a clinically validated tool in their practice and how this made a difference to their practice. Findings from this research indicate that nurses within the setting found that RAGE is a consistent tool with which nurses can record, measure and monitor aggressive behaviours. Responses from nurses' experiences of utilising RAGE in their practice were varied, with some being unable to articulate how RAGE had made a difference to their practice. Despite this there was an overwhelming positive response for the continued use of RAGE within the setting as a clinically validated tool by which to measure, record and manage aggressive behaviours.
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McKenna, B. (2002). Risk assessment of violence to others: Time for action. Nursing Praxis in New Zealand, 18(1), 36–43.
Abstract: The author performs a literature search on the topics of risk assessment, dangerousness, aggression, and violence in order to determine an evidence-based approach to risk assessment of patient violence towards others. This is set in the context of possible expansion in the scope of practice of mental health nurses, and the prevalence of nurses being assaulted by patients. In the absence of reliable and valid nursing risk assessment measures, the approach suggested here focuses on the use of observation skills to detect behaviour antecedent to physical assault, and the ability to adapt evidence to specific clinical settings.
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