Browsing by Author "Wilson S"
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- ItemAnxious academics: Talking back to the audit culture through collegial, critical and creative autoethnography(Taylor & Francis, 2018-03-15) Ruth DW; Wilson S; Alakavuklar O; Dickson AOur New Zealand university recently required us to produce portfolios for a research evaluation process. At a presentation promoting and explaining the process we raised questions and objections. Pointlessly, it seemed. But we continued to rail and rant about it. One of us set in motion the following discussion, presented here as a series of critical and creative autoethnographic responses. We have resisted, with some anxiety, the urge and the expectation to theorise our experiences or to situate them within 'the literature'. Our proposition is that 'giving voice' in the manner in which we have done so is an affective means of 'talking back' against neoliberal regimes of performativity which may also be effective as a form of localised resistance, strengthening our ability to cope with the anxiety such regimes provoke. We hope our efforts encourage others to develop critical, creative and collegial responses to academic audit regimes.
- ItemReality vs expectations: An exploratory study of New Zealand nurses' perceptions of HR measures(2018-03-13) Tretiakov A; Hunter I; Tootell B; Wilson S; Toulson PWhen nurses believe that human resources (HR) measures used to record data describing their work are inappropriate, it may result in low engagement in the measurement process and in higher on-the-job stress, and it may be indicative of problems in the HR system. The purpose of the present study is to explore nurses' views on which HR measures are most appropriate for use in the healthcare sector and their perceptions of the current practice at their organisations. A cross-sectional survey of registered nurses in New Zealand was conducted, resulting in N=916. The respondents rated commonly used HR measures for importance and indicated whether they are used in their organisations. The data were analysed by using graphical representations of descriptive statistics to identify patterns in the relationship between perceived importance and perceived use of HR measures. Patient satisfaction and nurses' competencies measures were seen as both highly important and in use. However, a group of measures related to nurses' job satisfaction and empowerment stood out as, from nurses' perspectives, highly important but relatively unused. The results suggest that in healthcare organisations in New Zealand there is a divergence between nurses' ideas about the best HR measurement practice and their perceptions of the current practice. We argue that to address the underlying causes of the divergence and to mitigate its negative effects, healthcare organisations should involve nurses in making decisions regarding the use of HR measures.