# Comparing Thriving at Work Among Trans-Tasman Early-Career Nurses: A Multinational Cross-Sectional Study

## TL;DR

Early-career nurses in New Zealand and Australia differ in what helps them thrive at work, with New Zealand nurses needing more colleague support and Australian nurses valuing authenticity.

## Contribution

This study compares predictors of thriving at work for early-career nurses in New Zealand and Australia, offering country-specific recommendations to reduce attrition.

## Key findings

- New Zealand early-career nurses report higher burnout and rely on colleague support to thrive.
- Australian early-career nurses prioritize authenticity at work as the key to thriving.
- Tailored organizational policies are needed in both countries to improve nurse retention and wellbeing.

## Abstract

What are the main findings?
Early-career nurses in New Zealand experience higher levels of burnout and report colleague support as the key predictor of thriving at work, highlighting the need for workplaces to reduce workloads and foster social connection.In Australia, authenticity at work is the key predictor of thriving, highlighting the importance of organisational cultures that enable nurses to express their true selves and professional identity.

Early-career nurses in New Zealand experience higher levels of burnout and report colleague support as the key predictor of thriving at work, highlighting the need for workplaces to reduce workloads and foster social connection.

In Australia, authenticity at work is the key predictor of thriving, highlighting the importance of organisational cultures that enable nurses to express their true selves and professional identity.

What are the implications of the main findings?
Applying the Thriving at Work model to the New Zealand and Australian nursing context highlights important differences that organisations should address when developing workforce policies in each country.The issue of early-career nurse attrition from the profession is an international concern. This research provides an innovative and theory-informed approach to examining how organisations can better support early-career nurses, which can be used by health policy makers internationally.

Applying the Thriving at Work model to the New Zealand and Australian nursing context highlights important differences that organisations should address when developing workforce policies in each country.

The issue of early-career nurse attrition from the profession is an international concern. This research provides an innovative and theory-informed approach to examining how organisations can better support early-career nurses, which can be used by health policy makers internationally.

Background/Objectives: The Thriving at Work model proposes that organisations have a responsibility to provide supportive work environments that identify individual health outcomes, which organisations can use to determine where workforce support is needed. The aims of this study are to (1) identify and compare the predictors of early-career nurses’ thriving at work in New Zealand and Australia and (2) provide innovative and theory-informed recommendations to improve organisational support of early-career nurses to increase retention in the profession. Design: A multinational cross-sectional study design was followed. Methods: The methods include a sub-study of an international action research programme to support the thriving of early-career nurses, which evaluates and compares results from surveys of nurses at approximately three months post-registration in 2024 and 2025. A theory-informed survey assesses predictors and outcomes of thriving at work. Results: Early-career nurses (N = 320) from New Zealand (n = 277) and Australia (n = 43) completed the survey. New Zealand early-career nurses experience greater quality of care and authenticity at work; however, they also report greater burnout. For Australian early-career nurses, authenticity at work is the greatest predictor of thriving. In New Zealand, thriving is linked to burnout and colleague support. Conclusions: New Zealand must focus on reducing burnout and fostering workplaces that value social connection if it wants to mitigate early-career nurse attrition to Australia for better working conditions. In Australia, the value of authenticity at work highlights the importance of organisational cultures that enable nurses to express their true selves and professional identity. The findings highlight the need for tailored approaches in each country to strengthen workforce sustainability and improve nurse wellbeing. Implications for the Profession: In New Zealand, additional funding to bolster the recruitment and retention of the nursing workforce is crucial to improve patient ratios and reduce workloads. The remuneration of nurses must also remain competitive with Australia. Additionally, workplaces should incorporate Māori values and practices into workplace policies to strengthen social connections. Australian organisations should include authentic management training, psychological safety initiatives, and policies that value diversity and encourage open communication.