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This study aims to identify the literacy skills of individuals whose highest level of education was in the field 'teacher training and educational sciences'. The study sample comprised 10,618 individuals in the field of teacher training and educational sciences, selected from 31 countries (participating in the International Adult Skills Assessment Programme during the 2014-2015 survey) using a multi-stage sampling method. The study employed multi-level latent class analysis and three-step analysis in order to determine both the number of multi-level latent classes of educators' literacy scores as well as the selected independent variables' success in predicting those latent classes. The analysis revealed that educators in Germany constituted the group with the highest literacy skills while educators from Singapore comprised the group with the lowest literacy skills. [This study was presented at the 9th International Congress of Educational Research. Ordu University, Ordu, Turkey.]

How does who you think you are influence what you do vocationally? Exploration of this led to eight participants agreeing to identify and consider how their self-concept affected their work satisfaction. Their responses formed the basis of "Project Happiness -- The Lived Experience", which comprised a written report and an accompanying audio-visual documentary. Presenting the study through the medium of a digital audio-video documentary allowed exploration of a more creative way of presenting the research findings and made the data accessible and seemingly more meaningful to a wider audience than traditional paper-based reporting. This qualitative investigation used a phenomenologically informed narrative approach incorporating the Values in Action Inventory of Strengths Survey. Findings led to all participants acknowledging the importance of "self-satisfaction", "following one's own path", "developing a strong knowledge base", and "being authentic" (true to self) in their lives and work. This paper brings this arts-based enquiry research method to the field and discusses its epistemological and pragmatic value.

Aim: Develop evidence‐based recommendations for managers to support primary healthcare nurses to thrive at work. Design: A mixed‐methods sequential explanatory design. Methods: National data were collected in 2020 via an e‐survey based on a meta‐analysis of antecedents of thriving from 213 primary healthcare nurses across New Zealand. Structural equation modelling analysis identified the key factors supporting primary healthcare nurses to thrive. This informed a second open‐ended e‐survey in 2022 of 19 nurses from one primary healthcare organization. The thematic analysis provided recommendations for improving management strategies to support thriving primary healthcare nurses. Results: The vitality component of thriving significantly reduced burnout and intention to leave organization and profession. In contrast, the learning component of thriving had a significant positive effect on burnout. The key factors that support thriving at work are empowering leadership and perceived organizational supports (decreases burnout and intention to leave organization and profession through enhanced vitality). Recommendations for improving thriving were made in eight key areas: communication, effective management, professional development, scope of practice, autonomy, effective orientation, reward and work–life balance. Conclusions: Vitality is important in reducing burnout and turnover intentions. While learning was identified as increasing burnout, professional development and training for managers were identified as essential. Hence, the vitality dimension of the thriving at work construct should be studied at the dimension level, but more research is needed into the impact of learning on thriving over time. Primary healthcare nurses have identified that empowering leadership and perceived organizational support are critical factors in supporting them to thrive, and they provide specific recommendations for managers to improve these factors in the clinical setting. No Patient or Public Contribution: This study collected data from Registered Nurses only. What Is Already Known: A plethora of existing research focuses on resilience in nurses rather than thriving at work.Enabling employees to thrive at work contributes to improved well‐being and sustainable organizational performance. What This Paper Adds: Empowering leadership and perceived organizational support are the key factors that support primary healthcare nurses to thrive at work.The vitality dimension of the thriving at work construct should be studied at the dimension level, and further research is needed into the impact of learning on thriving over time.Primary healthcare nurses recommend that managers focus on improving communication, management efficiency, professional development, scope of practice, autonomy, orientation, reward and work–life balance. [ABSTRACT FROM AUTHOR]

Expectations around success in academia vary, and early career academics often receive conflicting messages about what they should concentrate on to achieve promotion or tenure. Taking a social constructionist approach, this paper considers the constructs of objective and subjective career success in academia and shares the perspectives of early career academics in three countries in relation to these narratives. Key findings are that objective career success in academia dominates the literature but remains ill-defined in the minds of the early career academics to whom the measures are applied, and that subjective career success in academia needs both more research attention and more consideration in promotion, tenure, and workload deliberations and policies.

The Teachers of Promise study has followed the work histories of 57 primary and secondary teachers who had been identified at the beginning of their third year of teaching as having the potential to make a significant contribution to the profession. Using data from surveys and interviews, this paper reports on what sustained or inhibited their initial commitment to and enthusiasm for "making a difference," six years later, both in the classroom and in broader school leadership roles. Satisfaction with their day-to-day experiences in their schools was a particularly strong driver of teachers' career decisions over time. Thirty-four teachers responded to survey items that were used to identify three different groups of teachers: a group of 10 primary school teachers with the highest levels of job satisfaction who were "fulfilling their promise"; a group of 21 primary and secondary teachers who were "persevering and coping"; and three teachers who were "detached and disengaged." The group with the highest levels of job satisfaction taught in primary schools where they felt respected and valued, and supported to develop their teaching and leadership expertise. School leadership practices and school cultures in the other two groups diminished teachers' overall job satisfaction and contribution to collective knowledge building in their schools. Almost all of the teachers had retained their commitment to students, to their current schools and to teaching as a career, including those with lower levels of satisfaction. Although these teachers reported "collegial" relationships with their peers, individualistic school cultures, most often in secondary schools, impacted on their opportunities to learn with and from their colleagues. Few secondary school teachers felt appreciated, and included in school decision-making or had found it possible to combine high standards of classroom teaching with management responsibilities. The study indicates that while most promising teachers were still satisfied with teaching after nine years, relatively few were in schools where they were able to make the impact that had been predicted for them early in their careers.

Despite career satisfaction models being well established, little is understood about the career satisfaction of indigenous employees. Using a sample of 172 Maori employees, the indigenous people of New Zealand, we tested a career satisfaction model with a cultural wellbeing factor over and above established factors of human capital, sociodemographic, individual differences and organizational sponsorship. This new measure workplace cultural wellbeing was found to significantly relate to career satisfaction, accounting for twenty-three percent of the variance over and above the established factors which highlights its importance for indigenous workers. Furthermore, due to collectivistic orientations amongst Maori, collectivism was tested as a potential moderator and found to significantly interact with workplace cultural wellbeing, showing that Maori respondents reported the greatest career satisfaction when workplace cultural wellbeing was high, irrespective of collectivism orientation. This paper offers an extended model for exploring career satisfaction of indigenous workers.

Background and context. This paper outlines the process of moving a continuing education programme for primary healthcare professionals from a fully in-person model to fully online so it could continue during coronavirus disease 2019 (COVID-19) lockdowns. The programme uses a peer-led Small Group model with the leader facilitating interactive discussion based on background content researched by a team from Pegasus Health. Assessment of problem. When the COVID-19 restrictions were implemented in March 2020, the usual in-person Small Group meetings could not continue. Rather than allowing the programme to lapse, a new format was needed. Strategies for improvement. In response, the Pegasus Health team transitioned the programme to an eSmall Group model using Zoom. Training packages were developed and disseminated online and the interactive, real-time nature of the programme retained. eSmall Groups began in May and were evaluated late in 2020. Results. The online format was strongly supported, though some attendees missed the collegiality of meeting in-person. From 2021, attendees could opt for either online, in-person, or a summer/winter split between in-person and online. The ability to return to fully online was retained, allowing a seamless transition during the periods of further restrictions that followed in 2021-22. Lessons learnt. The Small Group model has evolved to a multi-format programme that suits individual preferences, but can respond to pandemic or emergency situations if needed. It continues to have a high level of engagement among primary healthcare professionals. [ABSTRACT FROM AUTHOR]

Purpose: Using the conservation of resource theory, the purpose of this paper is to investigate the potentially positive influence of job stress on creativity through the resource caravan approach. The influence of job stress directly and as a moderator of psychological capital (PsyCap) is explored. Finally, the influence of stress on creativity is investigated as a boundary condition that impacts on the PsyCap-creativity relationship via job satisfaction. Design/methodology/approach: Relationships were tested on two samples: (1) an international employee cohort (n = 269) and (2) a New Zealand employee sample (n = 475) and similar effects were found in both studies. Findings: PsyCap was found to influence job satisfaction and creativity, with job satisfaction partially mediating this direct effect. Job stress has a positive moderation effect with PsyCap toward creativity, supporting Conservation of Resources theory, which suggests that high PsyCap individuals would have the psychological resources to leverage stress beneficially, making their behaviors more creative. Significant moderated mediation effects indicate complex indirect effects with PsyCap on creativity (via job satisfaction) increasing as job stress gets higher. Practical implications: This study calls for researchers' attention toward potentially positive influences of stress when considered in combination with high psychological resources. Practical implications focus manager's and leader's attention toward the enhancement of employees' psychological resources for its stress and creativity related benefits. Originality/value: The findings provide new theoretical support for understanding how stress can positively influence creativity. The use of two samples improves confidence in these findings. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to identify critical factors that affect labour turnover in the New Zealand construction sector and develop a framework for addressing this issue. Design/methodology/approach: A mixed-method approach was adopted. A questionnaire survey combined with interviews was used to capture the personal experiences and views of 157 construction workers regarding labour turnover. Findings: The statistical analysis revealed that level of pay, employment relationships, employee welfare, opportunities for career development, commuting distance to work and domestic relationships were the top five factors considered as primary determinants leading to the turnover decisions of most of those surveyed. Factor analysis further categorised the critical factors in three categories, namely, (1) nature of the job, (2) employee satisfaction and (3) employer commitment to staff retention and development. Practical implications: While high labour turnover rates take a toll on many construction businesses, the findings from this research will hopefully provide guidance on areas of improvement to create a sustainable construction workforce at both organisational and sectoral levels. Originality/value: Although the study is New Zealand-focused, it increases understanding of the factors affecting labour turnover in the construction sector, and the framework developed will provide construction organisations with directions in workforce retention and development to reduce the effects of labour turnover on organisational performance. [ABSTRACT FROM AUTHOR]

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A study of New Zealand employees has shown that cultural diversity promise fulfilment (CDPF) is beneficial for both Māori and Pākehā. A total of 165 Māori and 729 Pākehā aged =18 years in paid employment and working =20 hours per week were surveyed for the study. There was strong support for CDPF influencing key work outcomes of turnover intentions and job satisfaction, as well as cultural wellbeing. While effects were stronger for Māori, there were similar beneficial effects for Pākehā. The study authors noted that their findings should encourage organisations to actively embrace cultural diversity. [ABSTRACT FROM AUTHOR]

Purpose The connection between employees’ well-being and performance, although widely studied in organizational psychology, has received much less attention from HRM scholars. The purpose of this paper is to extend the literature by examining the impacts of the multidimensional structure of well-being consisting of psychological, social and health dimensions on employees’ task and contextual performance.Design/methodology/approach The authors collected data from 281 employees from the New Zealand service sector using a questionnaire survey. Factor analysis was used to determine items that form various facets of well-being and performance constructs. Hierarchical regression analyses were conducted to test the well-being – performance relationship.Findings The findings show that different facets of well-being differentially contribute to employees’ task and contextual performance. Specifically, the facets of happiness and trust were positively associated with both task and contextual performance, while the effects of life satisfaction and work life balance on task and contextual performance were insignificant. Moreover, work intensification was only associated with task performance, in contrast, job satisfaction and over commitment were only related to contextual performance.Practical implications The implications of these findings are two-fold. For researchers, a review and overhaul of the conceptualization and operationalization of well-being in HRM studies is long overdue. For managers, improvements to employees’ job performance and the organization’s health can result from simultaneously enhancing multiple dimensions of employees’ well-being.Originality/value This study provides new insights into the complex relationship between well-being and performance by incorporating a multidimensional and multifaceted perspective of well-being and highlighting the distinctive effects of various facets of well-being on different types of employees’ performance. [ABSTRACT FROM AUTHOR]

Purpose -- This paper has two objectives. The first is to see whether "shared values" is an important intermediary, or part of the "black box" (along with organisational commitment and job satisfaction), between HRM practices and firm performance. The second is to assess whether the use of multiple levels of respondents produces different results compared with the usual practice of using senior HRM managers or, in lieu, another senior manager. Design/methodology/approach -- A survey methodology is used to obtain perceptual data on HRM practices and a variety of work-related attitudes. The sample comprises managers, supervisors and workers from 27 New Zealand firms. Statistical analysis, using SPSS, was performed at the firm and individual level. Findings -- At group-level there are wide differences in attitudes towards HRM activities. The desirability of using as many respondents as possible, and also respondents from different levels within organisations, was confirmed. "Shared values" is also deemed worthy of inclusion in the "black box" as it relates significantly to perceptions of HRM practices. However, organisational commitment and job satisfaction appear to have a stronger role. Research limitations/implications -- Current writings suggest that certain HRM practices can foster a system of shared values amongst the workforce. The study finds this indeed to be the case at the individual level. However, the supposition that a shared value system significantly contributes to the promotion of other desirable attitudinal outcomes has not been supported by the study's findings. A limitation of the study is that it did not explore the HRM-firm performance relationship in its entirety. Further research exploring all linkages in this relationship is now required. Practical implications -- The paper concludes that practitioners should be wary of pursuing an agenda that sees the development of a shared value system as the key to superior firm performance. Instead, it is suggested that the values of the organisation should be considered as the foundation from which a set of mutually reinforcing and supportive HRM practices is developed. Originality/value -- The paper provides much needed empirical data on shared values and their role in the HRM-performance relationship. [ABSTRACT FROM AUTHOR]

Purpose- The paper aims to explain specific actions managers could take to improve support for the learning of staff and increase staff satisfaction with workplace learning. Design/methodology/approach- The paper shows the data gathered from 464 employees in 31 small manufacturing firms through mail survey questionnaires and analysed using descriptive statistics and multiple regression. Findings- This paper shows that the learning potential of the work systems is constrained mostly by limited employee scope for action and enhanced mainly by wide task variety. Managers are failing to create some important facilitating conditions, such as providing incentives to learn and modelling influences. Workplace supervisors are providing only low levels of learning support and are not proactive in fostering the learning of their staff. Employee perceptions of specific work environment characteristics and workplace supervisor behaviours are significant influences of satisfaction with workplace learning. Research limitations/implications- The paper shows future research could examine the ability to generalise the findings by replicating the study in different contexts to rule out the manufacturing sector as an important contingency factor; and how work environment characteristics and supervisors' proximate support for learning affect other outcomes, including organisational commitment and job satisfaction. Practical implications- This paper periodically examines characteristics of work environments and ensures that these characteristics support informal learning. Workplace supervisors need practical advice and behavioural guidelines, based on principles of adult learning, to effectively support the learning of staff. Their performance of this role should be managed. Originality/value- The paper identifies specific managerial actions and behaviours that have potential for improving the context to support learning and increase employee satisfaction with workplace learning. It provides an employee perspective. [ABSTRACT FROM AUTHOR]

This article draws on the free-text commentaries from trans-Tasman studies that used the MISSCARE questionnaire to explore the reasons why nurses miss care. In this paper, we examine the idea that nurses perpetuate a self-effacing approach to care, at the expense of patient care and professional accountability, using what they describe as the art of nursing to frame their claims of both nursing care and missed nursing care. We use historical dialogue alongside a paradigmatic analysis to examine why nurses allow themselves to continue working within settings that put their professional/personal selves aside in an attempt to deliver care within constraints that make completing care an impossible task. The findings suggest an ambivalence and conflict confront nurses attempting to provide care within the New Public Management environment. This can be seen in the tensions that draw a line between care as an art, and care as a financial target, juxtaposed with the inherent clash of values arising from the way nursing care is conceptualised within two contradictory paradigms. [ABSTRACT FROM AUTHOR]

This paper presents an empirical analysis of individuals in policy formulating and policy implementing roles. Data for the comparison are from interviews with a random sample of 119 New Zealand middle-level public administrators from 27 government departments. The individuals in the policy formulating roles were slightly younger; however, those in the formulating and implementing roles varied little from each other in terms of social background, educational attainment and career patterns. Few differences were evident in regard to job satisfaction, decisional authority, and hierarchical relations. Significant differences between policy formulators and policy implementors were discovered in terms of work load, career aspirations, and awareness of political influences in governmental policymaking. From the evidence of this study, the New Zealand administrative system does not allocate policy formulating roles to individuals different from those who implement policies. Differences between formulators and implementors in the New Zealand system appear to stem from the nature of the work of the two policy roles. [ABSTRACT FROM AUTHOR]

This paper examines mental health nurses' experiences of physical restraint in an acute inpatient psychiatric setting using Van Manen's descriptive hermeneutic phenomenological methodology. The aim was to understand the nurses' experiences of physical restraint. One overarching theme emerged from the analysis: It's part of the job. This theme had a subtheme of Control which was constituted by the Conflicted Nurse and the Scared Nurse. The findings suggest that mental health nurses are very uncomfortable with physical restraint despite it being taken-for-granted as integral to their role. The nurses experienced conflict and fear associated with the procedure and would prefer to utilize other de-escalation skills if it was possible. The main source of conflict related to the imperative to maintain control and the professional values of the therapeutic relationship. While the nurses could see no viable alternative in some situations, the paper concludes that while environmental issues impact on the practice of physical restraint mental health nurses need to practice it with as much care and humanity as possible.

Despite the differences in health care systems, nursing shortages and their contributing factors and consequences no longer seem to be solely country-specific. The present study replicated a cross-national study of nurses' perceptions of staffing, work organisation and outcomes conducted in more than 700 hospitals in the United States, Canada, England, Scotland, and Germany. This paper compares the 2001 New Zealand findings with the findings of the five-country study. New Zealand nurses report similar shortcomings in their work environment as do the nurses in countries with distinctly different health care systems. While they report similar high levels of competence and good relations between doctors and nurses as the respondents in the other five countries, higher numbers of New Zealand nurses 30 years of age or younger report their intention to leave their current jobs. New Zealand nurses also report the highest levels of job related stress, high levels of job dissatisfaction, and more than half report receiving inadequate organisational support. The implications of these findings are discussed in light of recent changes in the hospital environment.

The nursing profession has experienced significant change over the last 100 years. Consequently, the work-force of the 21st century is a diverse entity that is edging toward the specialization of nurses in a specific clinical setting. In such an environment, a common knowledge base is demanded of nurses - a factor that has affected the development of second level, or enrolled nurses (ENs). The forces at play raise questions about nursing roles and scopes of practice. The establishment of education pathways that promote career development has been the stimulus for conversations about the effectiveness of the transition of EN to registered nurse (RN). This paper presents a review of the literature that identifies and explores common emerging themes (making the move from EN; adapting to Bachelor of Nursing; transitioning to RN) associated with this transition through the process of undertaking baccalaureate studies in nursing. [ABSTRACT FROM AUTHOR]

Effective preceptorship has consistently been identified as an essential support process for graduate nurses in their first year of practice. Quality preceptorship supports a new graduate to develop confidence and competence and is seen as a critical component of any new graduate programme. This paper provides an overview of nurse entry to practice (NETP) programmes within New Zealand, along with key findings from a commissioned evaluation study during 2007-2009 that focused on preceptorship support for new graduate nurses. Findings from the evaluation identified access to preceptors, the importance of the preceptor/new graduate relationship, preceptor preparation for their role and the overall culture of support as important. Nursing leadership is additionally identified as a critical component to support effective preceptorship in any new graduate nursing programme. [ABSTRACT FROM AUTHOR]

Objectives: Staff wellbeing is important for individuals and considered integral to the development and maintenance of high performing health systems. Unless baseline parameters of wellbeing are known, the effects of any interventions to improve staff wellbeing will remain uncertain. By clarifying staff perceptions and objective measures of important factors related to wellbeing, our primary goal was to assess the baseline wellbeing of staff in our central city ED. Methods: A survey template, the WoWe@AED (Workplace Wellbeing at the Adult Emergency Department) was developed from several sources. Burnout was measured using the Copenhagen Burnout Inventory. Inclusion in the survey required that participants worked in our ED, all staff groups were eligible. The electronic survey was conducted between 22 January and 5 February 2018. Quantitative and qualitative data were analysed. Results: Two hundred and seventy (71.1%) of 380 potential participants participated. All staff groups were represented. About 72.4% agreed/strongly agreed that Adult Emergency Department was an excellent place to work, 80.7% found their work meaningful. About 42.0% felt well informed regarding important decisions. One hundred and eighty‐three (48.2%) out of 380 completed the Copenhagen Burnout Inventory. Overall, personal burnout was 42.1% (n = 77), work‐related burnout was 35% (n = 64) and client‐related burnout was 27.9% (n = 51). Females were significantly (<0.05) more likely to have burnout in some or all domains. Four key themes were identified: supportive teamwork and relationships; providing high quality patient care; resourcing; and workload issues. Conclusions: Baseline indices of wellbeing of the frontline staff in a central city ED have been documented. These have informed wellbeing interventions. Future measures can be compared against these data. [ABSTRACT FROM AUTHOR]

Objective: The aim of this paper was to investigate key concerns of overseas trained psychiatrists (OTPs) in Australia and New Zealand surrounding the assessment of their qualifications and their experience of the Fellowship examination process. Method: A survey of OTPs progressing towards Fellowship of the Royal Australian and New Zealand College of Psychiatrists (RANZCP) was conducted using an online survey instrument. The survey aimed to explore OTPs' views regarding the key issues encountered in their progression to Fellowship and to gauge their level of satisfaction with a range of RANZCP support initiatives. Results: Important areas of concern were elicited across a variety of domains, including the examination process itself, issues around immigration, and differences in professional culture and language. The message to the RANZCP was that there were still important areas of dissatisfaction relating to measures taken to address these concerns. Conclusions: The authors recommend specific courses of action to address areas where more support is required, and suggest additional areas where more research is needed. [ABSTRACT FROM AUTHOR]

The challenge of school leadership succession and supply is a pressing reality for many western countries at the present time as a large number of the 'baby boomer' principals retire within the next five years. In New Zealand there is a looming crisis over both supply and quality of future leaders. This paper explains why quality is such a problem and how the heritage of New Zealand's particular brand of self management reforms has exacerbated this problem. Governors or boards of trustees in New Zealand have shown a preference for male principals but there are problems about the quality of some younger less experienced male applicants. From research on Board of trustees' selection practices of principals, this paper explores some of the gendered implications of such choices. [ABSTRACT FROM AUTHOR]

Aim: The study aimed to explore the perceptions of intensive care unit staff deployed to other clinical areas. It also aimed to identify challenges that the staff face during their redeployment. Design: A mixed method study. Method: 40 participants (nurses and healthcare assistants) completed an anonymous online questionnaire, and five participants (nurses) participated in one-to-one semi-structured interviews. Participants were recruited through purposive sampling from the selected ICU/HDU. Results: Content analysis of the data revealed three major themes: "Negative feelings of redeployment", "Positive feelings of redeployment" and "Visible and Structured leadership interventions". Results indicate that ICU nursing management needs to make some additional efforts and implement the study recommendations to improve the overall perception and experience of ICU/HDU staff redeployment. Public Contribution: This research will create insight into the redeployment of intensive care unit staff to other clinical areas. Furthermore, it will add value to patient safety and improve institutional healthcare policies. [ABSTRACT FROM AUTHOR]

This paper reports the results of an attitudinal survey of resident medical officers (RMOs) to assess their level of job satisfaction. The survey questionnaire consisted of 31 statements or questions concerning RMOs' attitudes towards various aspects of their work. One-third of RMOs employed in New Zealand hospitals were questioned, totalling 524 doctors, and yielding a 74.4% response. Levels of job satisfaction were higher than expected given recent publicity which has stressed dissatisfaction and low morale. The study found that about 66% were satisfied, 20% were neutral and 14% were dissatisfied. Registrars were significantly more satisfied than house surgeons. There were some relatively minor differences by region and specialty. There were no differences by gender, medical school, or whether partnered or nonpartnered. Hours of work, pay, holidays, rostering and other general working conditions were considered by most RMOs to be adequate to positive. The nature of the work was felt to be interesting, stimulating and providing an adequate level of responsibility. However, low morale seems endemic amongst RMOs in hospitals. There was a generally unfavourable view of hospital administration by all RMOs. Of those who claimed to be satisfied with their jobs, 28% stated that they would not re-enroll at medical school again if they had prior knowledge of their working conditions.

There is scant research examining both the psychological (individual) and leadership (environmental) influences on older workers. We firstly examine the influence of older workers' mindfulness on their job engagement, job satisfaction and turnover intentions. Secondly, we address effective leadership approaches for older workers, comparing two positive relational leadership styles, leader member exchange and leader autonomy support (LAS). We survey 1,237 participants from 28 organisations in New Zealand and employ structural equation modelling to test our hypotheses using AMOS 24.0. We find that mindful older workers enjoy greater wellbeing and are discerning of the leadership styles that most benefit their engagement, satisfaction and intentions to stay within the organisation. We find that mindfulness has direct importance and LAS has indirect importance on advancing the wellbeing of older workers. Mindful older workers exhibit greater work wellbeing than non-mindful workers, but they also demonstrate greater expectations and discernment of the leadership styles they encounter. [ABSTRACT FROM AUTHOR]

Purpose: The demand for construction-related occupations has increased consistently over many years in New Zealand (NZ). This has necessitated recourse to migrant workers to address capacity and capability requirements. Migrant construction workers hail from various backgrounds with a complex set of their needs being met through employment in NZ. Research on understanding the satisfaction levels of this category of construction workers is scarce. With recent insinuations about migrant exploitations, research investigations into this knowledge area are significant. In this study, the authors sought to establish the moderating effect of migrants' demography on the determinants of job satisfaction in NZ's construction sector. Design/methodology/approach: Data were obtained from migrant construction workers of Chinese extraction through a structured questionnaire survey. From 200 questionnaires administered, 108 samples were completed by migrant construction workers involved in major projects in Auckland city, NZ. Data obtained were analysed using descriptive and inferential statistics to establish the moderating effects of their demography on job satisfaction. Findings: Results from this study support the internal validity and reliability of these personal characteristics as moderators of job satisfaction for migrant construction workers. These results suggest the relevance of personal characteristics of Chinese migrants in any improvement initiatives being developed for this group of construction workers. Research limitations/implications: The findings from this study contribute to the discourse on the relevance of construction migrants as a strategic alternative to addressing skill shortages within the NZ construction sector. They also provide evidence that contributes to an improved understanding of the migrant workforce to meet their aspirations and enhance their general well-being. Originality/value: Although the study is ethnic-specific, the conclusions show the relevance of personal characteristics in the experiences of construction migrant workers. The study is representative of the catchment of temporary migrant workers in the construction industry in NZ. The study provides insights for organisations employing migrants about putting in place appropriate measures to enhance their satisfaction levels. Finally, this study's findings may contribute to policy initiatives on the optimal categories of migrants engaged on construction activities to derive the maximum benefits for NZ. [ABSTRACT FROM AUTHOR]

Background: As roles have evolved over time, changes in workplace environments have created higher patient expectations creating stressful conditions for pharmacists. Aim: To evaluate pharmacists' perceptions of their working conditions, work dissatisfaction, and psychological distress; determine their predictors in New Zealand (NZ); and compare results with Canadian studies and historic NZ data. Methods: A cross-sectional online survey was distributed to registered pharmacists in NZ. The survey included demographics, work satisfaction, psychological distress, and perceptions of their working conditions (six statements with agreement rated on a 5-point Likert scale). Comparisons were made with surveys from Canada and NZ. Chi-square, t-tests, and non-parametric statistics were used to make comparisons. Results: The response rate was 24.7% (694/2815) with 73.1% practicing in a community pharmacy (45.8% independent, 27.3% chains). Pharmacists disagreed on having adequate time for breaks and tasks, while the majority contemplated leaving the profession and/or not repeating their careers again if given the choice. Working longer hours and processing more prescriptions per day were predictive factors for poorer job satisfaction. More NZ pharmacists perceived their work environment to be conducive to safe and effective primary care (57% vs. 47%, p < 0.001) and reported that they had enough staff (45% vs. 32%, p = 0.002) as compared to Canadian pharmacists. Pharmacists' job satisfaction and psychological distress have not improved compared to the assessment 20 years prior. Conclusions: NZ pharmacists perceive working conditions to be sub-optimal yet had higher satisfaction than their Canadian counterparts. Work dissatisfaction and psychological distress are high and have not improved over the last two decades. [ABSTRACT FROM AUTHOR]

Background: Prototype analyses of well‐being have identified central characteristics and prototypicality for New Zealand teachers, lawyers, adolescents, and work well‐being of nurses. What has not yet been explored is the broad construct of well‐being in intensive care nurses. Aims: To identify intensive care nurses' conceptions of general well‐being and investigate whether their general well‐being is prototypically organized. Design: Prototype analysis. Methods: Three linked studies conceptualize well‐being in this prototype analysis. In study 1, nurses reported features of well‐being. Study 2 investigated the organization of these features. Study 3 sought confirmation of prototypical organization. Results: Sixty‐five New Zealand nurses participated. For study 1 (n = 23), the most frequently reported elements of well‐being included physical health (n = 26), work‐life balance (n = 20), and personal relationships (n = 18). For study 2 (n = 25), the highest rated elements included mental and emotional health, [general] health, work‐life balance, and love. Work‐life balance, physical health, and personal relationships were in the top five most frequently reported and were rated in the top 12 most central. Overall, ratings of centrality and the number of times reported were positively correlated (r = 0.33, P <.005). For study 3 (n = 17), confirmatory analyses did not reach statistical significance (P =.15). Conclusions: Physical health, work‐life balance, and personal relationships are key characteristics of well‐being for intensive care nurses. Mental, emotional, and general health and work‐life balance were considered most important for well‐being. Relevance to clinical practice: Physical health, work‐life balance, and personal relationships are key characteristics of well‐being for intensive care nurses. These characteristics of the broad construct of well‐being are helpful in both defining and identifying conceptual models of well‐being that may be used to inform the development and measurement of well‐being programmes. [ABSTRACT FROM AUTHOR]

Abstract: Work–family conflict (WFC) research has focused almost exclusively on nonimmigrant populations. To expand the understanding of WFC among immigrants, this longitudinal study (six‐month time lag) aimed to investigate the mechanisms linking acculturation, strain‐based WFC, and subjective well‐being. In order to do this, two theory‐based mediation models were developed and tested on a sample of 264 Chinese immigrants working in New Zealand using structural equation modeling. Results show that subjective well‐being mediated the effect of acculturation on strain‐based WFC, and acculturation did not directly influence strain‐based WFC. Furthermore, evidence was found for reciprocal relationships between strain‐based WFC and subjective well‐being, as well as for the same‐domain perspective. Strain‐based work interfering with family and strain‐based family interfering with work (two directions of strain‐based WFC) have significant effects on work‐related and family‐related well‐being, respectively, and vice versa. Overall, the present study provides an appropriate platform for future work–family research on immigrant populations and offers practical prescriptions for human resource managers to operate successfully within a diverse workplace. [ABSTRACT FROM AUTHOR]

Objectives: The study aimed to collect and compare practising characteristics for dental hygienists (DHs) in New Zealand (NZ) and Sweden. Methods: Dental hygienists from NZ and Sweden were invited to participate in an anonymous online survey focussing on their working practices. An email, with a link to the online survey and a participant information sheet, was sent to DHs registered with their professional association in their respective country. Frequency analyses and cross‐tabulations were conducted using chi‐square and Fisher's exact tests to investigate possible statistical associations to allow for comparisons between the countries. Results: DH is a female‐dominated workforce with equal distribution of gender in both countries. The majority of DHs in NZ worked in private practice while Swedish DHs mostly worked in the public sector. NZ participants were younger and with a more recent qualification than their Swedish counterparts. The highest degree of education was a PhD for DHs working in Sweden, compared with a master's degree for NZ participants. The majority of participants from both countries treated patients 65 years of age or older, with the most common medical conditions being cardiovascular disease and diabetes mellitus. The most common dental condition observed/treated was periodontal disease. Over 60% agreed to have an understanding of information technology (IT). The most used technical equipment was digital radiology, followed by other diagnostic tools. Conclusion: Findings confirm previous international data on demographical uptake for the DH workforce in NZ and Sweden. A coherence was seen in patient characteristics, DHs' attitudes towards information technology and use of technical equipment. [ABSTRACT FROM AUTHOR]

Purpose: The study aims to explore whether there is diversity of occupational culture among IT workers. Prior work conceptualizes IT occupational culture (ITOC) as based around six distinctive values (ASPIRE) but has not explored whether there is variation in ITOC. Design/methodology/approach: Survey data from 496 New Zealand IT workers was used to create factors representing IT occupational values based on the ASPIRE tool. Hierarchical cluster analysis and discriminant analysis were applied to identify distinctive segments of ITOC. Findings: Four ITOC segments were identified: fun-lovers, innovators, independents and institutionalists. These differed in the relative emphasis ascribed to the ITOC values with each segment being distinguished by 1–2 dominant values. Segment membership varied according to level of responsibility and birth country. Institutionalists and innovators had higher concern about organizational and IT issues than fun-lovers and independents. Job satisfaction was lowest among innovators and highest along institutionalists. Research limitations/implications: This study challenges the concept of a unified ITOC, suggesting that ITOC is pluralistic. It also theorizes about interactions between ITOC, individual motivation and values and national culture. Practical implications: Management needs to be cognizant of the fact that IT occupational culture is not homogeneous and different IT occupational segments require unique management approaches, and that their own values may not match those of others in IT work. By understanding ITOC segments, managers can tailor support, assign tasks appropriately and design teams to optimize synergies and avoid conflict. Originality/value: This study reveals the existence of ITOC segments and theorizes about the relationship of these to innovation-orientation, job satisfaction, individual motivation, work styles and national culture. The combination of cluster and discriminant analysis is a valuable replicable inductive method that is underrepresented in Information Systems (IS) research. [ABSTRACT FROM AUTHOR]

Although workplace bullying has been long recognised as an organisational level phenomenon, few studies have explored how different organisational factors come together to influence bullying risk. In this study, we integrate theories on organisational psychosocial safety climate (PSC) and social information processing to understand how PSC is related to bullying exposure, mediated through leadership. We conceptualise and find support for how both organisational and supervisory factors align to shape the likelihood of bullying. Both constructive and laissez-faire leadership are incorporated into the model to explore the positive and negative pathways from PSC to bullying in a high-risk sample: 1,231 employees from 47 New Zealand public sector agencies who face high levels of emotional labour demands in their work. Findings from multilevel modelling corroborate the direct negative effect of PSC on bullying and confirm the predicted mediated pathways through both types of leadership to bullying, which is negatively associated with job satisfaction. Our findings shed light on how organisational factors at different levels combine to influence bullying, highlighting the potential (and need) for a multi-faceted approach to the prevention of bullying and mitigation of its negative effects. [ABSTRACT FROM AUTHOR]

The article offers information on a study related to basic requirements provoking the individual's decision to move abroad. It mentions about multi-dimensional perspective of migration which results in development of a range of motives for decision making of individuals related migration to other countries. It states that the study basically focuses on the people of New Zealand who are living abroad. It further mentions about the research findings related to importance of migration which involves the importance of cultural and travel opportunities and also highlights the career oriented motives including job satisfaction for developing careers abroad.

The retention of operational staff, particularly females, within the police services and other male-dominated occupations, has received some recent attention. The introduction of organisational practices which aim to reduce inter-domain conflict, is a current intervention employed to reduce turnover levels. The importance of adequate supervisor support is one such intervention and has produced considerable recent interest. This paper tests the influence of organisational variables (sexual harassment) and individual variables (perceptions of social support) upon job satisfaction and turnover criterions, using Structural Equation Modelling (SEM) analysis. Four hundred male and female New Zealand police officers were invited to participate in a longitudinal research project, involving the completion of two questionnaire surveys. The experiences of harassment and the quantity of leave taken were associated with turnover intentions. Supervisor support was a strong predictor of job satisfaction and also an indirect predictor of turnover intentions. Intrinsic job satisfaction was an especially strong direct predictor of turnover intentions, although only within the cross-sectional analyses. The results also support the distinction between the two types of job satisfaction, intrinsic verses extrinsic, in the context of turnover research. The implications regarding the training of police supervisors in order to improve (female) retention levels, are discussed. [ABSTRACT FROM AUTHOR]

Prior studies confirm that poor leadership is a key driver of employee turnover. This study tests the influence of 10 leadership competencies toward job satisfaction and turnover intentions in New Zealand and Vietnamese hotels. The results show that all 10 competencies were significantly correlated to both outcomes in each country with these were dominant predictors: (1) ethical leadership and team leadership in New Zealand and, (2) ethical leadership, delegation, and team leadership in Vietnam. Moreover, the influence of these competencies on turnover intentions was mediated by job satisfaction, thus implying an underlying causal mechanism. [ABSTRACT FROM AUTHOR]

Objective: To ascertain former students' perceptions of and influences from a final‐year pre‐registration, rurally located, clinically based, 5 week interprofessional program on their subsequent work and career in the health professions. Design: Online survey delivered 5 years post‐program (4 years post‐graduation). Setting: The Tairāwhiti interprofessional education program was first undertaken in 2012/2013 by students from six health professional degree programs (dentistry, dietetics, medicine, nursing, pharmacy and physiotherapy) in the Tairāwhiti region, New Zealand. Participants: Health professionals who attended the Tairāwhiti interprofessional education program in 2012/2013 as students were invited to participate; 70 of 86 (81%) responded in 2017/2018. Results: Five years on, most respondents (91%;64/70) were working as health professionals, with a fifth (23%;15/64) working overseas. Of those currently practising in New Zealand, 51% (24/47) were working in hospital practice and 49% (23/47) in the community, with 56% (27/48) working in metropolitan areas and 44% (21/48) in regional/rural locations. Of the 51 respondents who provided free‐text comments about perceived influences of program participation, the majority described positive influences on their clinical practice as health professionals or their subsequent career choices. Five themes emerged from the free‐text data: 'made me a better clinician'; 'made me consider rural/regional work'; 'collaborating for care'; 'choosing an area of practice to work in,' and 'little or no impact.' Conclusion: This work reports positive influences on subsequent careers among respondents who had previously participated as final‐year students in a rurally located IPE program, particularly with respect to interprofessional working, rural health, and contextual and cultural influences. [ABSTRACT FROM AUTHOR]

Objectives: This study aims to explore the value, validity and viability of implementing a daily job satisfaction tool in the operating room (OR) setting. Sample and setting: A daily one-minute survey was developed and trialled with 269 OR staff members (123 nurses) over a three-week period in one New Zealand hospital. Method: A feedback and validation survey was then administered to staff one week following the trial. Results: The trial resulted in 569 tool submissions. A daily average of 71 per cent of participants (69% nurses) reported feeling 'pretty good' or 'great' about their jobs, with 'relationships and communication with colleagues' most influential for both a positive and negative day at work. Findings also supported the validity of the tool and highlighted strengths and areas for improvement. Conclusion: The results of the study provide initial support for the value and feasibility of implementing a daily job satisfaction measurement tool in the OR setting. A daily satisfaction measure has the potential to be a powerful tool for perioperative nursing managers at all levels enabling active measurement and management of nurse job satisfaction from an interprofessional perspective. [ABSTRACT FROM AUTHOR]

The current study used a sequential, exploratory mixed-method design to explore how a social work study scholarship implemented in Aotearoa New Zealand impacted on recipients' qualification completion and their professional and practice competence. Phase one involved 13 individual interviews with past award recipients which described how the study award impacted on their qualification completion. Thematic analysis was used to extract themes. These themes were examined in the second phase through a quantitative battery completed by 107 past recipients to examine their professional and practice competence. The findings from interviews showed the award enabled recipients to complete their studies and improve their social work practice without causing undue stress or financial pressure on the recipient and their family. Quantitative analysis corroborated and extended these findings to demonstrate that the award contributed to lifting the level of social work knowledge, competence, and skills in the recipients. Accompanying the successful qualification completion, these qualified social workers were equipped with essential skills, promoting social work values and competence to contribute and safeguard the benefit of children, families, and communities. The awards offered a 'wrap around' support and was not limited by age or ethnicity but provided a support system to achieve qualification completion. [ABSTRACT FROM AUTHOR]

Background: Research into the job satisfaction and career prospects of oral health therapists provides crucial insights into ways to support the current workforce and informs the training of future oral health therapists in Aotearoa/New Zealand. Job satisfaction and career prospects of oral health therapists are even more important as we respond to the COVID-19 pandemic. Aims: The main aim of this literature review is to summarise key studies on job satisfaction and career prospects of oral health therapists in Aotearoa/New Zealand. In addition, we explore what directions should be taken in further research to aid in supporting a satisfied workforce to deliver high quality oral health care after the worldwide COVID-19 pandemic. Methods: A search for research conducted in Aotearoa/New Zealand on the job satisfaction and career prospects of dental and oral health professionals was undertaken. All relevant literature found was included in this review in a narrative format. Results: Oral health therapy is a relatively new scope of practice in Aotearoa/New Zealand. There have been both qualitative and quantitative studies in Aotearoa/New Zealand on the job satisfaction as well as perceived career prospects or the working experiences of oral health therapists. Overall, these studies demonstrate some foundational information about career prospects and job satisfaction of oral health therapists; however, further longitudinal research would provide a better understanding of this group of practitioners' place in the oral health workforce. Conclusion: Further research on the job satisfaction and career prospects of oral health therapists is urgently needed in Aotearoa/New Zealand and other countries to support both oral health students at university and oral health therapists in the workplace. This is particularly important in the current environment because our workforce now faces considerable adjustment based on financial constraints and health and safety considerations resulting from the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]