Body image and body change strategies among Tongan adolescents in Tonga and New Zealand

Aim : The aim of this study was to evaluate the body image and body change strategies of adolescents from Tonga, and Tongans who are resident New Zealand.

Method : In total, 598 Tongans from Tonga and 388 Tongans from New Zealand completed measures of body image, body change strategies and messages about their body.

Results : Tongans in Tonga were more likely to receive positive messages about a larger body from adults at school, church and the media, and losing weight from the media. They were also more likely to adopt strategies to lose weight, increase weight and increase muscles.

Conclusion : The large body ideal appears to be still valued in Tonga, whereas Tongans also want to lose weight because of media messages to achieve a healthy body weight.

The Australian and New Zealand dialysis workforce

Aim: To capture a "snapshot" of the current Australian and New Zealand dialysis workforce in order to contribute to the future renal workforce challenges.

Methods: A web-based survey of dialysis managers (n=221) were asked fifteen questions relating to demographics, age, full-time equivalent information, workforce designation, post-registration qualifications, subjective perceptions of staffing levels, staffing strategies and future dialysis research recommendations

Results: In Australia in 2008 there were 2433 registered nurses, 188 enrolled nurses and 295 dialysis professionals (technicians) and 327 registered nurses (RNs), 8 enrolled nurses (ENs) and 64 dialysis professionals in New Zealand. There were significant variations in staff/patient ratios, workforce profiles and post-registration qualifications. There is a significant association between staff/ patient and home dialysis ratios. A high proportion of renal staff worked part-time, particularly in Australia. The dialysis workforce reflects the aging nature of the general nursing population in Australia and New Zealand. The majority of dialysis nurse managers perceived they had sufficient staff.

Conclusion: Workforce variations found in this study may be useful to identify future workforce challenges and strategies.

The Australian and New Zealand dialysis workforce study in the international context

Background: Given increasing demand for renal replacement therapy, this study sought to identify of key workforce issues facing dialysis units, based on a “snapshot” of the current workforce.

Methods: A web-based survey of all dialysis unit managers in Australia and New Zealand, in October 2008, about their workforce.

Results: A significant minority of dialysis staff in most regions were not registered nurses. Many renal registered nurses worked part time. Staff/patient ratios in dialysis units varied significantly by region, reflecting the relative prevalence of home therapies. Most dialysis units were generally adequately staffed. The proportion of registered nurses with specific renal qualifications varied significantly by region.

Conclusion: The changing character of the workforce in the dialysis unit in the future will require clarification of the relationships between different categories of dialysis staff. Specialty education for nurses needs to be oriented to equipping staff to be effective in their changing work environment.

Problems of psychological and sociocultural adaptation among Russian speaking immigrants in New Zealand

The problems immigrants experience during the process of their psychological and sociocultural adaptation to the host culture have far-reaching effects in terms of mental health, employment and lost benefits for the whole society. General models of the acculturation process (Ward 1996) and acculturation strategies (Berry 2001) provide a basis for the analysis of those problems. The current study employed a qualitative, case-oriented design, based on the grounded theory method to analyse interviews with six Russian-speaking immigrants in New Zealand. The purpose of the study was to investigate, from a psychological perspective, the problems in adaptation as a result of migration and resettlement, and the factors that influence this process. Two distinct patterns were revealed, linked to acculturation strategies of integration and separation. All the participants experienced high levels of psychological distress in the initial stage of their resettlement, but those who later chose the integration strategy of acculturation were more successful and satisfied with their adaptation than those who chose the strategy of separation. Factors contributing to the process of adaptation were migration motivation, proportion of perceived gains and losses, and cultural identity. This study has implications for social policies in the areas of employment, education and mental health.