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Item Career development and job satisfaction of registered nurses practising in community settings : a thesis presented ... for the degee of Master of Arts in Psychology at Massey University(Massey University, 1976) Boddy, JulieA study of aspects of the career development and job satisfaction of registered nurses practising in community settings. The study surveys the literature on career development and job satisfaction, deriving a new model of career development which allows for patterns of growth and nongrowth in a career; then applies this model to a particular work field - that of registered nurses practising in community settings, postulating that a pattern of nongrowth or occupational role integration (i.e. where the role incumbent ceases to discriminate between her experience of her job and her expectations of it), will be applicable to the majority of nurses in the population studied. Four research hypotheses, designed to demonstrate career nongrowth, were tested: (1) that there is no positive linear relationship between level of perceived autonomy and job satisfaction. (2) that there is no positive linear relationship between level of perceived challenge and job satisfaction. (3) where subjects report low job satisfaction the length of tenure is short and perceived autonomy and perceived challenge are low. (4) where subjects reporthigh job satisfaction, the length of tenure is long, age is correspondingly high, but perceived autonomy and perceived challenge approximate the means of the total sample. The population selected for study was 'all registered nurses practising in community settings (with the exception of nurses in private employment, e.g. attached to nursing bureaus) in the Palmerston North Health District', the target population being located and the co-operation of nurses with the research proposal sought, in an initial letter to all likely employment agencies. The short form of the Job Diagnostic Survey (Hackman & Oldham, 1974), from which measures of perceived autonomy, perceived challenge and job satisfaction were obtained, and an accompanying biographical data sheet, were administered by reply-paid mail to all nurses in the target population who agreed to participate in the study (not necessarily a representative sample of the target population), with an 88% response rate. The results of the present study (based on N=63) support the hypotheses outlined above, indicating: (1) that perceived autonomy does not differ between subjects grouped according to levels of job satisfaction; (2) that there is a curvilinear relationship between perceived challenge and job satisfaction; and (3) that age and length of tenure are positively related to job satisfaction where subjects report being highly satisfied. The majority (75%) of nurses in the respondent sample report being either satisfied or highly satisfied in the absence of high levels of perceived challenge. Suggesting that high challenge in an occupational role is not a relevant job expectation for these nurses, and that little pressure for change in nursing roles may be expected from nurses in the respondent sample. The configuration of variables demonstrated in the results is consistent with the postulated pattern of career nongrowth or occupational role integration. A modal pattern of career development is postulated for the respondent sample, in which early occupational role integration occurs where there is perceived threat to a competent role identity, subsequent to career re-entry after a lengthy interval of nonpractice (median 11 years nonpractice for respondent sample). A brief discussion of the implications of occupational role integration, for the introduction of change in community nursing practice in New Zealand, is included.Item First year here : a study of non-New Zealand-trained registered nurses in their first year of practice in New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Social Anthropology at Massey University(Massey University, 2003) Lee, Megan AmandaThe aim of the research is to explore how non-New Zealand-trained Registered Nurses (RNs) perceive their transition experience, 0-12 months after commencing work in one of Auckland's public hospitals. As there is currently a shortage of RNs not only in New Zealand but worldwide, it is important to ensure New Zealand is a desirable destination for RNs to migrate to. The research illustrated that both non-New Zealand-trained RNs and also New Zealand RNs1 1 New Zealand RNs refers to New Zealand-trained RNs and RNs who have been working in New Zealand longer than 12 months, and are acculturated to Auckland's public hospitals. experience culture shock. The need for cultural competence to occur amongst nursing colleagues and the importance of good support systems in alleviating culture shock was highlighted by the interviews. The disciplines of both anthropology and psychology provide the theoretical base for the research, with particular reference to the constructs of culture and culture shock. The concept of culture shock has been used as a foundation from which to develop insight into the transition experience of the participants. Culture shock has also been utilised to assist in interpreting my observations and also the experiences of non-New Zealand-trained RNs in their first year of practice in public hospitals in Auckland, New Zealand. The body of data was analysed and codes generated from the data using a General Inductive Approach (Thomas, 2000). Critical social science provided the framework for analysing and identifying the factors underlying or contributing to the data resulting from the interviews with participants about their transition experience. Lastly, the findings of the research are discussed and the conclusion sets out the implications of these for both nursing and the transition experience of future non-New Zealand-trained RNs.