Migration Of Nurses Research Articles

International Nurse Migration Experience of the First Two Years: A Mixed Methods Study.

The aim of this study was to explore experiences of internationally educated nurses' first 2 years working and living in England in an age of contemporary migration. Exploratory mixed method design. An online survey collected responses from August 2022 to October 2022. A mixed-methods approach was applied to gain a breadth of understanding through quantitative outcomes integrated with depth of qualitative analysis. Data findings from 773 international nurses identified the recognition of prior professional skills and experiences, induction processes, career development systems and the role of line managers are integral to professional integration and could be improved. Communication barriers were frequently transient and time limited, and participants often had incomplete insight of human resource policies. Personal factors affecting life outside of work revealed compromise and sacrifice with accommodation choices, and participants were often not satisfied with their economic status, housing, cost of living in England, and social support. Mental well-being scores varied by country of origin and participants happier with decision to migrate to England had significantly higher mental well-being scores. International nurses have divergent professional and personal motivations for migration unique to individual circumstances. Recognition for transferable skills and experience, receipt of a comprehensive and warm welcome from organisations, safe and well-maintained suitable accommodation and living conveniently located to shops, work and transportation, improve experience. International nurses must have sufficient financial gains from salaries and opportunity to unite with children and families. Progressing migration experience of international nurses can improve retention and augment improving patient care and outcomes. No patient or members of public contributed to this research.

Causes of Nurses' Migration, A Systematic Review

Background and Objectives: One of the foundations of the health system are nurses. Migration is one of the factors of reducing and losing this valuable capital. Methods: In this systematic review study, PubMed, Scopus, Web of Science, SID, Magiran and Google Scholar databases were searched without time limit and based on the Prisma method, and in order to evaluate the quality of the articles, critical evaluation checklists of the Joanna Briggs Institute (JBI) were used. Results: First, 265 articles were extracted. After screening and removing duplicate articles, unrelated, without complete text, the qualitative evaluation stage was performed, and finally 17 articles were included in the study. No intervention was reported in the articles and no study prioritized the identified effective factors. The causes affecting migration were classified into two main categories: Causes related to the country of origin (push factors) and causes related to the destination country (pull factors). The factors in the countries of origin and destination were counted in three areas: individual factors, social factors and cultural factors. Income, job position, job security, continuing education facilities and educational technology, team relations and facilities in the work environment and family status were identified as the most important factors affecting migration. Conclusion: Nurses and especially young nurses from third world countries had a high desire to immigrate. Considering the multi-dimensional causes affecting the migration of nurses, in order to manage this phenomenon effectively, special attention and structural reforms in the social, cultural, political and economic dimensions are needed

Navigating transitions: a qualitative study of nursing teams' experiences of educational and cultural transitions in Germany.

The global migration of health professionals in general and nurses in particular, has led to nursing shortages and socioeconomic impacts on health systems in both source and destination countries. Adding to the complexity of the situation is the fact that the nursing profession itself is evolving from a vocational to an academic one. Although nursing migration and academization have been studied from either an institutional or an individual perspective, there is a gap in the literature regarding how nursing teams experience these transitions. This study aims to explore how nursing teams navigate through the transitions of academization and internationalization of the current dynamic nursing landscape in Germany. Based on social constructivism epistemology this qualitative study involved face-to-face focus group discussions conducted at several hospital sites in Germany from September 2021 to May 2023. The focus group discussions were audio-recorded, transcribed, and analysed using content analysis; the four dimensions of transition theory according to Schlossberg's Four S (4S) framework (self, situation, support, and strategy) were used as a priori items to construct the coding framework. Nine focus group discussions were conducted with a total of 40 nurses from different educational and migrant backgrounds. The analysis showed that the transition experiences of the nursing teams were heterogeneous, with educational and national backgrounds playing an important role in how realistic their expectations of their professional roles and identities were. The dynamic situation characterized by a shortage of qualified nursing staff, increases the pressure on nursing teams and underscores the importance of employer-provided and peer support. Onboarding and communication are key strategies used depending on the duration of the employee turnover. This study provides insights into the challenges and coping strategies of nursing teams in the current dynamic scene of migration, academicization and professional socialisation in Germany. Extending the Schlossberg 4S framework from the individual to the team perspective provides a comprehensive view of the transitional experiences of nursing teams. Within each domain of the framework, the experiences of nursing teams are remarkably diverse. Educational background (vocational or academic) and origin (German or foreign trained) play an important role in shaping the transitional experiences of nursing teams.

Challenges of work migration for nurses

According to the World Health Organization, the global healthcare system is increasingly challenged by an aging population and the rising burden of chronic diseases [1]. Additionally, European societies are rapidly becoming multicultural, which presents new challenges and opportunities for communities receiving migrants [2]. Based on the International Centre on Nurse Migration report, the world needs nearly 6 out of 10 million new nurses, turning the nursing shortage into a significant global challenge [3]. With the growing elderly population and the prevalence of chronic diseases, the demand for healthcare professionals, especially nurses, has never been higher [1]. As a result, many Western countries have turned to recruiting nurses from other nations, leading to increased nurse migration, which has now become a global issue [4]. The professional threats associated with nurse migration include communication barriers, heavy workloads, and high levels of responsibility [1]. Moreover, the lack of language proficiency among migrant nurses is considered the biggest obstacle in communicating with patients and healthcare teams [5]. Low wages and high workloads are also significant challenges for migrant nurses [3]. Additionally, recruitment agencies exploit nurses, another issue faced in foreign countries [6].

South-East Asian Nurses' Experiences Under the Economic Partnership Agreement (EPA) in Japan: How Language Ability Affects Self-Confidence and Interpersonal Relationships.

Since 2009, nurses have relocated to Japan from Indonesia, the Philippines, and Vietnam under the auspices of the Economic Partnership Agreement (EPA). We asked why some migrant nurses remain in Japan whereas others leave. We applied the methodology of Constructivist Grounded Theory. All participants were internationally educated nurses (IENs) currently or formerly working in Japan after passing the National Nursing Examination. Difficulty in mastering the Japanese language was established as one of the main themes. Initial coding elicited two explanatory sub-categories: lack of confidence in communication and effects of language difficulty on workplace relationships. One explains how practical experience in the workplace affected nurses' confidence in communication. The other explains how levels of Japanese language attainment shaped relationships with colleagues. These findings suggest a need to regulate the working conditions of foreign nurses, and a need for training schemes to optimize IEN retention.

Investigation of the relationship between attitudes toward migration and life satisfaction of nurses working in Turkey.

Nurse migration contributes to the nursing shortage in developing countries. Understanding nurses' attitudes toward migration and related factors is crucial for policy-making and healthcare workforce planning in Turkey. This study aimed to investigate the relationship between nurses' attitudes toward migration and their life satisfaction in Turkey. The study included working nurses with social media accounts on a social media platform in Turkey who followed nursing-related content. A sample of 423 nurses completed an online survey. Independent variables included nurses' sociodemographic characteristics and inclination toward migration, while dependent variables were life satisfaction and migration attitude levels. Data were collected via an online questionnaire, incorporating the Brain Drain Attitude Scale (BDAS) and Life Satisfaction Scale (LSS), between April and May 2023. The study found a negative correlation between nurses' life satisfaction levels and their attitudes toward migration (r=-.349, p<.001). Nurses dissatisfied with their profession (F=6.575, p<.05), lacking professional support (F=8.641, p<.05), and lacking social support (F=6.307, p<.05) scored higher on the BDAS. Conversely, those satisfied with their profession (F=31.455, p<.05), receiving professional support (F=26.307, p<.05), and social support (F=33.990, p<.05) scored higher on the LSS. The study revealed that decreased life satisfaction among nurses in Turkey correlates with increased migration attitudes. These results underscore the need for strategies to enhance nurses' job satisfaction and support systems to mitigate migration tendencies. This study contributes valuable insights into the high inclination of Turkish nurses toward emigration.

Why are Turkish nurses migrating? A mixed-methods study.

This study aimed to identify the factors influencing nurses' migration patterns in Turkey. The flow of nurse migration from developing countries to developed countries is steadily increasing. As a result, countries that are sources of migration tend to develop domestic inequities with respect to the population's ability to access health services. In particular, fragile economic conditions and the pandemic triggered the migration of nurses from Turkey, a developing country. This study employed a mixed-method explanatory sequential design and was conducted in Turkey between April and November 2022. The decision to migrate was the focus of both the quantitative aspect, involving 237 participants, and the qualitative aspect, with 20 participants. Quantitative data were gathered through a questionnaire, and qualitative data were obtained using open-ended questions during in-depth individual interviews. We followed the Strengthening the Reporting of Observational Studies in Epidemiology checklist in the quantitative phase and the Consolidated Criteria for Reporting Qualitative Research checklist in the qualitative phase. Descriptive statistics and thematic analyses were used to analyze the data. In the quantitative stage of the study, nurses' reasons for deciding to migrate were identified as economic conditions, working conditions, society's outlook on the profession, political factors, and professional growth opportunities. In the qualitative stage, four major themes influencing nurse migration patterns emerged: devaluation and poor collegiality in nursing; inadequate management support; negative work environment; and health, social, and economic policies. The results of the study showed that the three factors most influential in the decision to migrate were economic issues, a negative work environment, and political climate. In developing countries, there is an urgent need for nurse administrators and health workforce decision-makers to create healthy working conditions and manage resources efficiently, focusing on improving nurses' economic situations while developing appropriate nationwide and international strategies.

Language confidence and job satisfaction among foreign-born nurses in Japan: mediating effect of workplace discrimination and moderating effect of immigration duration

AimThis study explored the relationship between language confidence and job satisfaction, the mediating role of workplace discrimination, and the moderating role of immigration duration among foreign-born nurses in Japan.IntroductionJob satisfaction is an important factor in preventing migrant nurses’ turnover intentions; however, the relationships among language confidence, immigration duration, workplace discrimination, and job satisfaction among foreign-born nurses remain unclear.MethodsA cross-sectional study was conducted. Data were collected between June and August 2022 through an online survey of nurses who were born outside of Japan but were currently working as registered nurses in Japan. PROCESS v4.0 Macro for SPSS 28.0 was applied to analyze the effect of language confidence on job satisfaction, the mediator effect of workplace discrimination (model 4), and the moderator effect of immigration duration (model 15).ResultsData from 187 participants were analyzed. The results showed that 1) foreign-born nurses’ language confidence was negatively correlated with workplace discrimination and positively correlated with job satisfaction; 2) workplace discrimination played a partially mediating role between language confidence and job satisfaction; and 3) immigration duration positively moderated the relationship between language confidence and job satisfaction.ConclusionForeign-born nurses with stronger confidence in their proficiency in Japanese perceived less workplace discrimination and higher job satisfaction. Workplace discrimination acted as a mediator in the relationship between language confidence and job satisfaction, and this relationship was strengthened with longer migration periods. Managers and policymakers should implement policies and strategies to combat workplace discrimination and provide tailored support to improve foreign-born nurses’ job satisfaction, which may contribute to their retention in Japan.

Ethical recruitment and migration of nurses is needed in Jordan.

Ethical recruitment and migration of nurses is needed in Jordan.

Upward Mobility and Class Inequities among Filipino Migrant Nurses in the Republic of Ireland

Upward Mobility and Class Inequities among Filipino Migrant Nurses in the Republic of Ireland

Akademisiertes Pflegefachpersonal aus Drittstaaten: Professionelles Selbstverständnis vs. berufliche Realität in Deutschland? Eine qualitative Studie am Beispiel migrierter philippinischer Pflegefachpersonen

BackgroundThe recruitment of internationally educated nurses is gaining relevance in Germany in response to the growing shortage of nurses. Differences in nursing qualifications and practices between the country of origin and of destination can irritate the professional self-concept and hinder professional integration. PurposeThe study objective was to examine the development of the professional scope of action to unfold the professional self-concept of academically qualified nurses in Germany. MethodsIn accordance with the episodic interview, eight guided interviews were conducted with Filipino nurses who had migrated to Germany. Data was analyzed by thematic coding. ResultsThe analysis shows two dimensions that impact the professional scope of action: perceived systemic constraints in the transition process and perspectives on professional development. The recruitment and recognition process is associated with high financial and time-related uncertainties and professional devaluation experiences. Migrant nurses experience both a loss of competence and a sense of foreignness in their nursing role in Germany. In order to regain professional scope of action, strategies of continuing education and focusing on more technology-intensive nursing care areas are pursued; only a minority can adapt their self-concept to the circumstances of nursing practice in Germany. DiscussionThe study results demonstrate the importance of paying attention to both the competence profile and the professional self-concept of academically educated nurses in order to offer migrant nurses professional career prospects in Germany. Especially in long-term care, this has proved to be a structural problem. ConclusionTo provide an attractive destination for international academically qualified nursing professionals in Germany, the ratification of international standards, the provision of transparent and independent information, utilization of existing nursing expertise as well as the establishment of career opportunities are recommended.

Factors Influencing Migration of Nurses from India- A Brief Review

Factors Influencing Migration of Nurses from India- A Brief Review

Globalization: Migrant nurses'acculturation and their healthcare encounters as consumers of healthcare.

Globally, one of every eight nurses is a migrant, but few studies have focused on the healthcare experiences of migrant nurses (MNs) as consumers or recipients of healthcare. We address this gap by examining MNs and their acculturation, barriers to healthcare access, and perceptions of healthcare encounters as consumers. For this mixed-methods study, a convenience sample of MNs working in Europe and Israel was recruited. The quantitative component's methods included testing the reliability of scales contained within the questionnaire and using Hayes Process Model #4 to test for mediation. The qualitative component's methods included analyzing interviews with iterative inductive thematic analysis. Quantitative findings on MNs (n = 73) indicated that the association between acculturation and perception of the healthcare encounter, which MNs experienced as healthcare consumers, was mediated by barriers to healthcare access, even after adjusting for age and gender (p = 0.03). Qualitative interviews with MNs (n = 13) provided possible explanations for the quantitative findings. Even after working in the host country's healthcare system for several years, MNs reported difficulties with their healthcare encounters as healthcare consumers, not only due to their limited knowledge about the culture and healthcare resources but also due to the biased responses they received.

Navigating the nexus of LMIC healthcare facilities, nurses' welfare, nurse shortage and migration to greener pastures: A narrative literature review

Background &amp; Aim: This review explores the intricate interplay between healthcare facilities, nurses' welfare, and the dynamics of shortage and migration in LMICs. Through a comprehensive global lens, the analysis delves into the multifaceted challenges and implications inherent in nurse migration, offering insights into developing effective strategies for a sustainable and equitable healthcare workforce. Methods &amp; Materials: This narrative literature review was conducted from 2012 to present across PubMed, CINAHL, MEDLINE, EmCare, British Nursing Index, Hinari, APA PsycINFO, ProQuest, and EMBASE. Google Scholar was also searched for grey literature and the reference lists of the included articles were examined to identify additional relevant studies. A comprehensive analysis was conducted, employing descriptive theoretical frameworks to examine the association of nurses’ welfare, shortage, and migration with specific emphasis on elucidating its global implications. The analysis identified healthcare facilities in LMICs, nurses' welfare in LMICs and its significance, global nurse shortage and its consequence, and nurses’ migration as a response to challenges. These themes provided a framework for understanding the phenomenon under review. Results: The migration of nurses in search of greener pastures has not entirely resolved the challenges faced by both migrating nurses and the recruiting countries. The persistently unfavourable conditions in the nurses’ home countries regarded as the push factors continue to worsen while the anticipated gain referred to as pulls, in the recruiting countries are often found to be imperfect and ultimately insufficient to fulfil the expectations of the migrating nurses.Conclusion: Individual countries must internally formulate or adapt policies to address these issues, taking cognizance of the importance of a global perspective when designing interventions, to prevent inadvertently exacerbating gaps in other nations while addressing local healthcare challenges.

Migration intentions of nurses and nursing students from Slovakia: A study on drivers

Nurses are an essential resource in health systems. However, the shortage of skilled nursing workforce is a global phenomenon with negative consequences – many factors, including individual, occupational, and socio-political aspects, influence nurse migration. Thus, the aim is to explore the migration intentions of nurses and nursing students, forcing them to seek work abroad. An online survey was conducted among nurses and nursing students as part of the APVV and VEGA projects. The questionnaire focused on the essential characteristics of the respondents and staffing approaches in hospitals in Slovakia. Data were obtained from a survey of 752 hospital nurses and 423 university nursing students. The statistical analysis consisted of factor and correspondence analysis. The findings highlight the factors influencing the migratory sentiments of nursing students and working hospital nurses. They are organization of work, staff remuneration, employee benefits, workroom equipment, shortage of nurses, bureaucracy, communication and relations with colleagues, superiors, and patients, training and career development, material and spatial security, instrumentation, digitization of work, the prestige of the medical profession, and current situation in the Slovak Republic. The paper identifies and evaluates groups of push factors of migration intentions – satisfaction/dissatisfaction with hospital working conditions. The results of the factor analysis indicate that such factors as material and spatial security, communication and relations with colleagues, work organization, lack of personnel, bureaucracy, the prestige of the medical profession, and the current situation in Slovakia affect their working conditions and pleasure. AcknowledgmentThis study is elaborated within the framework of the projects APVV č. 19-0579 “Personnel management processes setup in hospitals and its impact on the migration of physicians and nurses to work abroad” and VEGA č. 1/0691/22 “Economic aspects of emigration of university graduates in health care departments in the context of the sustainability of staffing of health care facilities in the Slovak Republic.”

Determining Factors That Exacerbate Nurse Migration in Puerto Rico and Other Countries

The availability of investigations that develop into the reasons for nurse migration in Puerto Rico is close to none. On top of that, the government has out-of-date information that fails to provide an adequate, accurate, or feasible number that appropriately represents the current crisis that plagues the island in the healthcare system. This investigation is done to determine and identify the factors causing nurse migration in Puerto Rico. From push factors making nurses leave the country and pull factors that make the nurses have more intention to leave the country. This investigation concluded that the main factor causing the nurses to leave Puerto Rico is their low salary, among other sub-factors like working conditions, excessive working hours, and lack of resources.

PUBLIC HEALTH EXPENDITURE AND MATERNAL MORTALITY IN NIGERIA

This study examined the effect of public health expenditure on maternal mortality in Nigeria from 2002 to 2021. To achieve this objective, the study utilized data on maternal death, total government expenditure on health, and migration of doctors and nurses trained in Nigeria - doctors and nurses trained in Nigeria but working in other countries from OECD Health Statistics, 2021, WHO, UNICEF, UNFPA, World Bank Group, the United Nations Population Division, and Central Bank of Nigeria Statistical Bulletin. The study employed an Autoregressive Distributed Lag (ARDL) Bounds testing technique for data analyses. The result revealed that in the long run, total government expenditure on health has a negative and significant relationship with maternal mortality in Nigeria. Meanwhile, the migration of doctors and nurses trained in Nigeria - doctors and nurses trained in Nigeria but working in other countries have a positive and significant relationship with maternal mortality in Nigeria. In the short run, total government expenditure on health has a positive and significant relationship with maternal mortality in Nigeria. At the same time, the migration of doctors and nurses trained in Nigeria - doctors and nurses trained in Nigeria but working in other countries has a negative and significant relationship with maternal mortality in Nigeria. Based on the findings of this study, it is recommended here that the government should step up investment in all components of health infrastructure to cope with the explosive population growth requiring medical services in Nigeria. Put differently, a crucial effort should be made by the government to channel more funds to the health sector in order to improve health standards, reduce the mortality rate and hence the life expectancy of the citizens since a healthy population and workforce is a major ingredient for rapid and sustainable productivity and growth.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0004/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Implication of Brain Drain in the Nursing Profession on Quality Healthcare Delivery in Nigeria

Brain drain, or the migration of healthcare professionals, especially those within the nursing profession, possess serious threat to Nigeria’s healthcare delivery system. This essay examines the vivid implications of the nursing profession’s migration on the quality of healthcare delivery system in Nigeria. Several factors, including unfavourable working conditions, low remuneration, cloudy prospects for professional advancement, and inadequate infrastructure, contribute to the migration of nurses abroad. The implication of such movement result to understaffing, inadequate care quality, excess work load for the remaining healthcare professionals, and hampered healthcare delivery are all effects of brain drain. These difficulties make healthcare inequities worse and obstruct initiatives to enhance Nigerian health outcomes. Comprehensive approaches to improving working conditions should be prioritised by boosting pay and benefits to reflect fairness, offering chances for professional steady progression, fortifying the healthcare system, and putting in place measures to keep qualified healthcare professionals in the workforce becomes significant to the improvement of the healthcare system of Nigeria to combat brain drain. Nigeria may enhance its healthcare system and increase its population’s access to high-quality healthcare by reducing brain drain and investing in the nursing workforce.

Public Health Expenditure and Infant Mortality Rate in Nigeria

This study investigated the effect of public health expenditure on infant mortality rate in Nigeria from 2002 to 2021. To achieve the above objective, this study utilized data on infant mortality rate, total government expenditure on health and migration of doctors and nurses trained in Nigeria - doctors and nurses trained in Nigeria but working in other countries from OECD Health Statistics, 2021, WHO, UNICEF, UNFPA, World Bank Group, the United Nations Population Division and Statistical Bulletin of Nigeria’s apex bank. The study employed an Autoregressive Distributed Lag (ARDL) Bounds testing procedure for data analyses. The results revealed that in the long run, total government expenditure on health, as well as migration of doctors and nurses trained in Nigeria - doctors and nurses trained in Nigeria but working in other countries have negative and insignificant relationship with infant mortality rate in Nigeria. However, in the short run, total government expenditure on health, as well as migration of doctors and nurses trained in Nigeria - doctors and nurses trained in Nigeria but working in other countries have positive and significant relationship with infant mortality rate in Nigeria. What this means is that though there has been expenditures on health sector in Nigeria by the government from 2002 to 2021, but the expenditures are low and couldn’t reduce infant mortality rate to a near-zero level in Nigeria. Also, in the short-term, the movement of doctors and nurses from Nigeria to others countries of the world, exacerbated infant mortality rate in Nigeria during the period of study. Based on the forgoing, it is recommended here that government should spend at least 15% of its annual budget on health sector as agreed by African leaders at Abuja in 2015. Government should also reduce the exodus of Nigerian doctors to other countries of the world. This, the government may be able to achieve by increasing budgetary allocation to healthcare sector, enhance doctors’ remuneration, ensure a better work environment with modern healthcare facilities together with general enhancements in basic life facilities including housing, health insurance, security, constant power supply and good roads.

Factors Related to Job Continuance of Nurses Who Migrated to Japan: A Cross-Sectional Study.

Japan has accepted nurses from Indonesia, the Philippines, and Vietnam under the Economic Partnership Agreement, but nearly half of them have already left the workforce. This study aimed to clarify the factors related to the job continuance of nurses who migrated to Japan under the Economic Partnership Agreement. Our goal was to explore factors specific to migrant nurses and to contribute to the development of support measures for them. This research was a cross-sectional study in which a web-based questionnaire and interview were conducted at a single point in time. Migrant nurses (n = 40) participated in the web-based questionnaire survey. Of those, nine nurses were also interviewed. Spearman's rank correlation coefficient was used to establish correlations, and qualitative descriptive analysis was used to analyse interviews. The questionnaire survey results revealed the content of work, human relationships in the workplace, the number of night shifts, and satisfaction with the balance between work and private life were significantly and negatively correlated with the Intention to Quit scale total score. All correlation coefficients were less than 0.5, indicating weak correlations. Three categories emerged from the interviews as positive factors related to job continuance: "generous support from the workplace", "beneficial nursing experience in Japan", and "determination to live in Japan". A good working environment, generous support from the supervisor and colleagues, high values of nursing in Japan, and desire to migrate to Japan were the factors that had a positive effect on migrant nurses' job continuance in Japan. Understanding the characteristics of migrant nurses and providing generous support will enable them to continue working in Japan. This study was not registered.