Expectations, experiences and plans of internationally recruited nurses in the UK: a case study in a NHS Acute Trust in London

Abstract

In the UK, international recruitment is one of the strategies adopted to tackle the shortage of nurses. It is predicted that the UK will continue relying on internationally recruited nurses (IRNs) in the future. There is high attrition among both national and overseas nurses. While factors determining the turnover of British nurses are generally understood there is not much evidence about overseas staff. Literature suggests that factors involved in the decision to emigrate and experiences during recruitment are essential in the development of professional and personal expectations. The extent to which expectations are met is related to job satisfaction and retention. This research aims to improve understanding about the interface between IRNs' expectations, initial experiences and turnover. The study uses a qualitative approach, asking IRNs from India and the Philippines and using analysis of their narratives to generate data about their expectations and experiences. The first group comprised 6 Indian nurses, who were interviewed three times over eight months since their arrival in the UK, and some of their managers and mentors. The second and third groups comprised Filipina nurses recruited from two cohorts, 6 nurses recruited one and a half years before and 9 nurses recruited four years before. Findings validate results from other studies about the motivation to emigrate. Motives are often, but not exclusively, economic. Indian nurses come with their families to improve their lives in the UK while Filipino nurses come to help their families back home. Professional and economic expectations are often not met. There are important professional disparities between their countries and the UK. Nurses perceived that there was not enough institutional support for professional and cultural adaptation. Often their experience and skills are neither recognized nor valued. Isolation, frustration and consequently low satisfaction were identified in most of the nurses what is known to be related to turnover.