title: Early Career Nurses: The relationship between Organisational Climate and Job Satisfaction and Burnout

authors: Were, Katie Jane

subjects: New Graduate Nurses

abstract: In the changing New Zealand healthcare sector, the need for nurses to seamlessly and successfully transition into clinical practice is critical, particularly for organisational success. The worldwide nursing shortage and projected changing demographics of the population make assessing the job satisfaction and burnout of nurses imperative, especially to establish a strong and capable workforce for the future. If provisions are not put in place to ensure that nurses are provided with adequate support in their early careers and that they work within a positive organisational climate, detrimental organisational outcomes may arise.

The current study was designed to identify early career nurses’ perceptions of their first two years of clinical practice, and how the organisational climate at a District Health Board (DHB) within New Zealand impacted on their success in clinical practice. The primary purpose of this study was to determine the relationship between three aspects of organisational climate (nursing relationships, charge nurse manager leadership, and staff organisation) on early career nurses’ perceptions of job satisfaction and burnout.

Ninety-one individuals completed the mixed method survey. Significant relationships were found between the main study variables. Cohesive nursing relationships, supportive charge nurse managers, and the adequate organisation of staff were found to positively correlate with job satisfaction and negatively correlate with burnout. Significant themes emerged in thematic analysis; namely, supervisor support, emotional labour, workload and staffing relations. 

The results of the study suggest that a supportive organisational climate is imperative toward increasing nurse’s job satisfaction and positive feelings about their job. Additionally the findings of this study highlight that cohesive nursing relationships, team-building skills of charge nurse managers and the organisation of staff may be something to prioritise. Thematic analyses largely supported quantitative findings indicating that on the whole, nurses would like to receive more support from supervisors in addition to the emotional labour of nursing. High workloads were acknowledged as a challenging aspect of nursing that was believed to impact negatively on patient care and nurses’ work-life balance. 

Future research should consider the challenges associated with high burnout in nurses and, where appropriate, explore possible change initiatives. Additionally, a 360O review of nurses’ transition to clinical practice may be useful in highlighting the discrepancies between how nurses believe they fare in their early careers and how their nursing colleagues perceive their transition. 

Overall, this study explores the notions of organisational climate and its contribution to the development of proficient and able nurses. This study has provided a strong base for future research, specifically in helping to build a sustainable nursing workforce for the future. Taken together, this research provides a comprehensive review of nurses’ experience in their early careers, and importantly, outlines what aspects significantly contribute to their satisfaction.

text: Early Career Nurses: The relationship between Organisational Climate and Job Satisfaction and Burnout In the changing New Zealand healthcare sector, the need for nurses to seamlessly and successfully transition into clinical practice is critical, particularly for organisational success. The worldwide nursing shortage and projected changing demographics of the population make assessing the job satisfaction and burnout of nurses imperative, especially to establish a strong and capable workforce for the future. If provisions are not put in place to ensure that nurses are provided with adequate support in their early careers and that they work within a positive organisational climate, detrimental organisational outcomes may arise.

The current study was designed to identify early career nurses’ perceptions of their first two years of clinical practice, and how the organisational climate at a District Health Board (DHB) within New Zealand impacted on their success in clinical practice. The primary purpose of this study was to determine the relationship between three aspects of organisational climate (nursing relationships, charge nurse manager leadership, and staff organisation) on early career nurses’ perceptions of job satisfaction and burnout.

Ninety-one individuals completed the mixed method survey. Significant relationships were found between the main study variables. Cohesive nursing relationships, supportive charge nurse managers, and the adequate organisation of staff were found to positively correlate with job satisfaction and negatively correlate with burnout. Significant themes emerged in thematic analysis; namely, supervisor support, emotional labour, workload and staffing relations. 

The results of the study suggest that a supportive organisational climate is imperative toward increasing nurse’s job satisfaction and positive feelings about their job. Additionally the findings of this study highlight that cohesive nursing relationships, team-building skills of charge nurse managers and the organisation of staff may be something to prioritise. Thematic analyses largely supported quantitative findings indicating that on the whole, nurses would like to receive more support from supervisors in addition to the emotional labour of nursing. High workloads were acknowledged as a challenging aspect of nursing that was believed to impact negatively on patient care and nurses’ work-life balance. 

Future research should consider the challenges associated with high burnout in nurses and, where appropriate, explore possible change initiatives. Additionally, a 360O review of nurses’ transition to clinical practice may be useful in highlighting the discrepancies between how nurses believe they fare in their early careers and how their nursing colleagues perceive their transition. 

Overall, this study explores the notions of organisational climate and its contribution to the development of proficient and able nurses. This study has provided a strong base for future research, specifically in helping to build a sustainable nursing workforce for the future. Taken together, this research provides a comprehensive review of nurses’ experience in their early careers, and importantly, outlines what aspects significantly contribute to their satisfaction.

year: 2016

title: An organization overview of pedagogical practice in work-integrated education

authors: Martin, Andrew

subjects: Assessment

abstract: Tertiary curriculum design has increasingly emphasized work-integrated learning (WIL) opportunities. This qualitative study provides an overview of a variety of WIL activities at Massey University, New Zealand. Descriptive comments, provided through interviews with fifteen academic supervisors from disciplines ranging from the applied sciences through social sciences to business, education and creative arts, highlight the following six factors to be considered in the resourcing of WIL programs. Themes related to set-up include placement requirements, support, selection, location, and risk management issues. Student preparation involves pre-requisite theoretical knowledge, general career  preparation (CV & interview skills) and readiness for practice. With respect to supervision, an on-campus academic mentor and a work-place supervisor are both important to the student. Competencies linked to team work and professional standards include self-confidence, communication and people skills. The teaching pedagogies used include lectures and labs, oral presentations, scenario-based-learning and project work. Assessment involved a learning contract, reflective journal, oral presentation, and final report.

text: An organization overview of pedagogical practice in work-integrated education Tertiary curriculum design has increasingly emphasized work-integrated learning (WIL) opportunities. This qualitative study provides an overview of a variety of WIL activities at Massey University, New Zealand. Descriptive comments, provided through interviews with fifteen academic supervisors from disciplines ranging from the applied sciences through social sciences to business, education and creative arts, highlight the following six factors to be considered in the resourcing of WIL programs. Themes related to set-up include placement requirements, support, selection, location, and risk management issues. Student preparation involves pre-requisite theoretical knowledge, general career  preparation (CV & interview skills) and readiness for practice. With respect to supervision, an on-campus academic mentor and a work-place supervisor are both important to the student. Competencies linked to team work and professional standards include self-confidence, communication and people skills. The teaching pedagogies used include lectures and labs, oral presentations, scenario-based-learning and project work. Assessment involved a learning contract, reflective journal, oral presentation, and final report.

year: 2012

title: Proposing an indigenous power of veto in Aotearoa New Zealand

authors: Te Aho, Linda

abstract: Tom Fookes was an architect of New Zealand's Resource Management Act passed in 1991 (RMA). When interviewed about his life's work, Tom responded that he had sought to create a 'fair, integrated consideration of the decisions and policy to do with the social, economic and environmental conditions of our people'. I am told that he worked hard to provide a fair opportunity for all people to have a voice in decisions that affect them and places they care about. Processes were included in the RMA to allow this to occur, with particular provisions for a distinctive Maori voice. Because of these provisions, and the Act's lodestar of sustainable resource management, the RMA was promoted as one of the 'world's finest national environmental policies'.

text: Proposing an indigenous power of veto in Aotearoa New Zealand Tom Fookes was an architect of New Zealand's Resource Management Act passed in 1991 (RMA). When interviewed about his life's work, Tom responded that he had sought to create a 'fair, integrated consideration of the decisions and policy to do with the social, economic and environmental conditions of our people'. I am told that he worked hard to provide a fair opportunity for all people to have a voice in decisions that affect them and places they care about. Processes were included in the RMA to allow this to occur, with particular provisions for a distinctive Maori voice. Because of these provisions, and the Act's lodestar of sustainable resource management, the RMA was promoted as one of the 'world's finest national environmental policies'.

year: 2015