Browsing by Author "Hughes K-A"

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    Attributes of an effective nurse manager in New Zealand: An analysis of nurse manager perceptions
    (Nursing Praxis, 2018-07-01) Hughes K-A; Carryer J; Boldy D; Jones M; Gower S
    Abstract Increasing complexities in healthcare environments require nurse managers to be well equipped to manage change in their workplace environments. This research undertook to analyse nurse manager’s perceptions on what attributes they consider important to achieve managerial effectiveness in the New Zealand context. A quantitative study using a pre-coded survey questionnaire with 149 nurse managers was conducted in New Zealand. Surveys from New Zealand nurse managers were analysed for perceptions of desired managerial effectiveness attributes using a managerial effectiveness dimensions ranking tool. The findings indicated that the respondents rated the skills dimension as the most important dimension and beliefs and values as the least important of the four dimensions. Although there are four groups of skill dimensions ranked on perceived effectiveness, these dimensions are interdependent on each other for managerial effectiveness to occur. The different organisational contexts in which nurse managers operate influence how these skill dimensions interact and appear to impact on the perceptions and rankings of managerial effectiveness. It is important that nurse managers are equipped with tools and knowledge that enable them to manage change. This includes understanding opportunities to develop attributes considered desirable within their organisational contexts to become effective future leaders. Ngā ariā matua Nā te pikinga ake o te matahuhuatanga i ngā horopaki hauora, i tika ai kia whai pūkenga nui ngā kaiwhakahaere tapuhi o ēnei rā ki te whakahaere i ngā āhuatanga hurihuri o te horopaki mahi. Tā tēnei rangahau he tātari i ngā whakaaro o ngā kaiwhakahaere tapuhi ki ngā pūmanawa e whakaaro nei rātou he mea tino nui hei whakaū i te whāinga take o te kaiwhakahaere i te horopaki o Aotearoa. I kawea tētahi rangahau rahinga, mā tētahi puka i āta waeheretia i mua, i te taha o ētahi kaiwhakahaere tapuhi 149 i Aotearoa. I tātaritia ngā rangahau mai i ngā kaiwhakahaere tapuhi o Aotearoa mō ō rātou whakaaro mō ngā pūmanawa kaiwhakahaere whāinga take e hiahiatia ana, mā te whakamahi i tētahi taputapu tautohu i ngā whaitua o te tōtika o te mahi whakahaere. Ki tā ngā kitenga, e mea ana te hunga whakauru o Aotearoa ko te taha ki ngā pūkenga te tino taha matua, ā, ko te taha ki ngā whakapono me ngā kaingākautanga te mea iti rawa o ngā taha e whā. Ahakoa e whā rawa ngā wehenga whaitua pūkenga mō te whāinga take, e ai ki ngā whakaaro, e rīraparapa ana ēnei taha e whā, arā, me pēnei anake ka puta he hua mō te tōtika o te whakahaere. Kei te āhua tonu o ngā horopaki whakahaere rerekē e mahi nei ngā kaiwhakahaere tapuhi i roto te whakatau mō te āhua o te rīraparapa o ēnei taha, te āhua nei ka pā hoki ki ngā whakaaro me ngā tautohutanga mō te tōtika o te mahi whakahaere. He mea tino nui kia whai taputapu, kia whai mātauranga hoki ngā kaiwhakahaere tapuhi, e taea ai e rātou ngā huringa te kawe. Tētahi wāhi hoki o tēnei ko te māramatanga ki ngā whāinga wāhi mō te whakapakari pūkenga e kīa ana he mea nui i ō rātou horopaki whakahaere, kia puta ai rātou hei kaihautū.
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    Exploring digital interventions to facilitate coping and discomfort for nurses experiencing the menopause in the workplace: An international qualitative study.
    (John Wiley and Sons Ltd, 2023-05-09) Cronin C; Bidwell G; Carey J; Donevant S; Hughes K-A; Kaunonen M; Marcussen J; Wilson R
    INTRODUCTION: The global nursing workforce is predominantly female, with a large proportion working in the 45-55 age group. Menopause is a transition for all women, and; therefore needs recognition as it can impact work performance and consequently staff turnover. BACKGROUND: Women will go through the menopause, but not all women are affected. The menopause transition presents a range of signs and symptoms both physical and psychological which can impact the quality of life and individuals' work/life balance. The nursing workforce is predominantly women that will work through the menopause transition. OBJECTIVES: The study explored perspectives on digital health interventions as strategies to support menopausal women and to understand the requirements for designing health interventions for support in the workplace. DESIGN: A qualitative explorative design. SETTINGS: Nurses working in a range of clinical settings in England, Finland, Denmark, New Zealand, Australia and USA. METHODS: Nurses (n = 48) participated in focus groups from six different countries from February 2020-June 2022 during the pandemic from a range of acute, primary care and education settings. Nurses were invited to participate to share their experiences. Thematic analysis was used. RESULTS: All participants were able to describe the physical symptoms of menopause, with some cultural and possible hemisphere differences; more noticeable was the psychological burden of menopause and fatigue that is not always recognized. Four themes were identified: Managing symptoms in the workplace; Recognition in the workplace; Menopause interventions; and Expectation versus the invisible reality. These themes revealed information that can be translated for implementation into digital health interventions. CONCLUSIONS: Managers of nursing female staff in the menopausal age range need greater awareness, and menopause education should involve everyone. Finally, our results demonstrate design attributes suitable for inclusion in digital health strategies that are aligned with likely alleviation of some of the discomforts of menopause. PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.
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    Lack of awareness of nursing as a career choice for men: A qualitative descriptive study
    (John Wiley & Sons Ltd, 2022-12) Guy M; Hughes K-A; Ferris-Day P
    Aims: This research aimed to identify the factors that impact why men do not view nursing as a career choice. Design: Qualitative description was utilized to capture the rich narratives and insight of participants. Methods: Through convenience sampling, nine New Zealand qualified male nurses within their first three years of practice were recruited. Semi-structured interviews were conducted between November 2019 and January 2020 via zoom from sites across New Zealand. All interviews were recorded and transcribed, with the data analysed using Braun and Clarke's thematic analysis. Results: The findings reflected the experiences of the research participants as they made sense of a predominantly female-dominated work environment both during their undergraduate training and prior to recruitment. The research identified two key themes: The first found that men in nursing experienced isolation due to the societal gendering of nursing influencing the participant's knowledge and understanding of what nursing was, as a career. The second theme found that for participants, nursing was not prominent in their awareness when leaving school and making career choices. Conclusion: This research indicates that nursing as a career choice for men is still underpinned by a lack of understanding of the actual role of the nurse and what nurses do, and is more supported by a societal perception that nursing is still a feminized profession. Findings can be used to make recommendations for change in the profession to strengthen diversity in the workforce and redefine the recruitment of men into nursing. Impact: This research reviewed the career choices of men in nursing and why they chose nursing as a profession. Understanding the barriers of why men do not consider nursing as a career choice assists with finding strategies in both the clinical and academic environments that can enable greater gender diversity within the nursing profession. No patient or public contribution: This applies to this research as the focus was on male registered nurses only.
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    The two-sided mirror of intent and implementation: Are HR practices perceived as a strength or weakness in the public healthcare organisation?
    (Human Resources Institute of New Zealand, 2019) Hughes K-A
    This research was based on the inherent contradiction that, organisations argue employees are their most valuable asset, registered nurses in the New Zealand public health system are treated as a cost or expense to be minimised. The aim of this research is to gain insight into how registered nurses locate and value human resource management (HRM) practices using Nichii et al.’s (2008) typology of human resources (HR) attributes. A cross-sectional survey of 7,000 registered nurses was randomly sampled in 2012 with a response rate of 13% (918 questionnaires). This research focuses on the qualitative responses in the survey examining both how registered nurses perceive the measurement of nursing work, and how these nurses perceive that management views their work. Overall, the findings indicate that nurses’ views of how management understands their nursing work is poorly understood, and this then translates into a degree of scepticism by nurses around HRM practices that include measurement.