Migration Of Nurses Research Articles

Agency in deskilling: Filipino nurses’ experiences in the Norwegian health care sector

By examining the migration and employment experiences of Filipino migrant nurses in Norway, this article demonstrates how nurses exert agency when faced with barriers that can hamper or even block their access to nursing positions. While these barriers may lead to deskilling, the aim of this article is to shed light on how nurses can find a way to reformulate their conditions and opportunities within highly regulated professional and migration regimes. In order to achieve this, the article draws on Cindi Katz’ categorization of agency, which gives primacy to everyday practices, including practices that are barely observable. By focussing on individual agency as acts of resilience and reworking and on the structural constraints that shape the possibilities and actions of migrating nurses, this article shows how migrants actively work to change their circumstances and alter their positions. By including the intentions and consequences of agency in the analysis, the dynamics between acts as different expressions of agency becomes visible. The analysis shows how acts of resilience and reworking, although analytically distinct, are dynamic and overlapping, and how they may enable as well as undermine one another.

Leveraging on Motivation to Retain Employees: The Role of Psychological Contract

The migration of nurses in pursuit of ‘greener pastures’ has been an issue of great concern and a threat to the health sector across the globe, especially the developing nations. Interventions by successive Ghanaian governments to stem the tide have failed because issues surrounding transfer policies, family reunion and career choice trajectories have not been satisfactorily addressed. This empirical study was aimed at identifying the missing links in the motivational interventions in order to proffer suggestions on specific support systems to retain nurses. The study adopted a cross-sectional design under the quantitative methodology to achieve the objective of the study. A questionnaire was used as an instrument to collect primary data from a sample size (n) of 350 nurses from five Mission Hospitals in Bono East Region of Ghana. The data was analyzed using SmartPLS3 structural equation modeling (SEM). The findings revealed that psychological contract plays an important role in stay-or-quit decision of nurses because management’s effort at motivating staff is still at odds with the critical elements of nurses’ motivational content.

What is the Unemployment Situation of Nurses and Midwives in Nigeria?

Background: The quacking controversy that trailed the Nursing & Midwifery Council of Nigeria’s (N&MCN) release of a “License Community Nurse (LCN)” circular (Ref No. N&MCN/SG/RO/CIR/24/VOL.4/152 dated March 3, 2020) which conveyed the intention of the council to lower the existing standard of nursing education for the LCN programme that will take secondary school leavers at least a credit in English and Biology to be admitted into and two years to complete, and inter alia blamed the crude situation and abysmal performance of the Nigerian Primary Healthcare (PHC) system in the community settings on mass migration of Nurses & Midwives to urban areas and to other countries prompted UGONSA to initiate this survey to empirically determine whether there are indeed a shortage of Nurses & Midwives to fill the manpower need of the Nigerian PHC system in the community settings or not, or whether the shortage is as a result of the deliberate age-long policy of attrition and displacement of Nurses & Midwives from the PHC system in the community settings and their replacement with Community Health Extension Workers (CHEWs) [who do not have nursing education, training, skills or the ethical leaning to be responsible and accountable for nursing & midwifery services] by the National Primary Healthcare Development Agency (NPHCDA). Objective: The main aim of the study was to determine if there is a shortage of nurses that could fill the nursing needs of the PHC system in the community settings. The study also sought to compile the list of unemployed and underemployed Nurses & Midwives and to find out if unemployed Nurses & Midwives are willing to work in the community settings if the opportunity to serve the PHC system in the community setting is offered to them by the NPHCDA. The study further sought to determine the ratio of unemployed Nurses & Midwives in relation to the possible number of graduates that can be licensed by the N&MCN in a session. Methods: Using Google forms an online compilation was carried out from March 7 to April 08, 2020, in a descriptive survey of unemployed Nurses & Midwives that could be reached online within the timeline. Names, Phone numbers, State of Residence, Year of Graduation, Qualification(s), and how long they have remained unemployed after graduation were compiled. In addition, two questions were asked about the objective of the study. Analysis of data was done via Google forms statistical tools. Results: A total of 3317 unemployed Nurses & Midwives responded to the survey. Among these unemployed Nurses & Midwives – 38% holds RN only, 19% holds both RN & RM, 15.4% holds RM only, while 27.6% holds BNSc plus another qualification. For the year they have remained unemployed after graduation 57.1% have spent 0–2 years, 29.9% have been unemployed for 3–5 years, 7% have been unemployed for 6 – 8 years and 6.1% have been unemployed for more than 8 years. To the question, “Do you think there is a shortage of Nurses and Midwives in Nigeria?” – 47.5% said yes, 43.5% said no whereas 9% were undecided (said maybe). Furthermore, the result showed that while 95% of the unemployed Nurses & Midwives are willing to work in the rural community settings, 1% was not willing to work in the rural community settings and 4% were undecided (.i.e. said maybe) on whether they will work in the rural community settings or not. The result also revealed that the 3317 unemployed Nurses & Midwives captured in the survey represents graduates of 66 Nursing & Midwifery schools per session out of a total of 162 schools that are currently accredited by the N&MCN. This represents 41% of the possible number of graduates that can be turned out of the accredited Nursing & Midwifery Schools (excluding Post-basic schools) in a session. Conclusion: Despite the reported migration of Nurses to urban areas and other countries, at least 41% of Nigerian Nurses & Midwives produced in a session remain unemployed and 95% of them are willing to work in the rural community settings if given the opportunity. These unemployed Nurses & Midwives can bridge the Nursing & Midwifery manpower needs in the Primary Healthcare System should the NPHCDA engage their services with a commensurate or higher payment to what their employed counterparts receive in Federal Government-owned establishments and hospitals. There is no current shortage of Nurses that necessitates the lowering of the existing standard of nursing education. Nurses & Midwives are not responsible for the design, implementation, and delivery of healthcare services at the PHC level and therefore are not culpable for the deplorable condition and abysmal performance of the Nigerian PHC System.

'A British Problem Affecting British People': Sickle Cell Anaemia, Medical Activism and Race in the National Health Service, 1975-1993.

Recent historiography has explored a contradiction at the heart of the British welfare state—it was founded on and supported by migrant and non-white labour, whose own healthcare and broader welfare state entitlements were neglected. This article explores how this contradiction was exposed and challenged by some of the health service’s own workforce, who witnessed and contested racism in the National Health Service (NHS). This is discussed through the lens of the treatment of sickle cell anaemia (SCA), a genetic trait and disease more common in people of African, South Asian, Middle Eastern and Mediterranean descent, which has been highly racialized as affecting black people in particular. By pushing for improved responses to pain in sickle cell disease, and demonstrating the need for SCA screening in urban areas, healthcare professionals within the NHS—many of whom were black or migrant nurses, health visitors or doctors—articulated the status and entitlements of Black British citizenship.

Human Rights and Bioethical Considerations of Global Nurse Migration.

There is a global shortage of nurses that affects healthcare delivery, which will be exacerbated with the increasing demand for healthcare professionals by the aging population. The growing shortage requires an ethical exploration on the issue of nurse migration. In this article, we discuss how migration respects the autonomy of nurses, increases cultural diversity, and leads to improved patient satisfaction and health outcomes. We also discuss the potential for negative impacts on public health infrastructures, lack of respect for cultural diversity, and ethical concerns related to autonomy and justice, including coercion and discrimination. This analysis is written from a rights-based ethics approach by referring to rights held by nurses and patient populations. Nurse migration highlights conflicts between nurses and between nurses and healthcare systems. Increased awareness of ethical challenges surrounding nurse migration must be addressed to enhance the well-being of nurses and patient populations.

Transition Experiences of Indian Nurses Into Australian Mental Health System.

In the past decade, there has been an influx of migrant nurses from India to Australia. Migrant professionals have specific transition needs associated with working in Mental Health (MH). This study aimed to explore the transition experience of overseas trained nurses from India working in Australian MH settings. Hermeneutic phenomenology was the methodological approach used in the study. The participants (N = 16) were overseas trained nurses from India. Data were collected through in-depth interview and analysed using thematic analysis. The findings resulted in the identification of the following themes: (1) Living in dual culture, (2) Loneliness, (3) Discrimination, and (4) Feeling incomplete. It is evident that the transition to work in MH in Australia was a journey of mixed experiences. While certain findings of this study are comparable with experiences of migrant nurses in other settings, it provides insight into those that are working in MH.

The Impact of COVID-19 on the Nursing Workforce: A National Overview

The COVID-19 pandemic has had a significant and negative impact on the nursing workforce. Immediate and long-term actions must be taken to mitigate the adverse effects of the pandemic. Understanding these effects in various contexts is essential to conduct research, implement innovative interventions, and create supportive policies. This article provides a comprehensive overview of the issues in the framework of six key areas of the HealthImpact Workforce Strategy Model, including K-12 and second-degree students, pre-requisite nursing education, and pre-licensure nursing education; upskilling the existing workforce; retention and well-being; and migration of nurses. We also discuss expanding advanced practice registered nursing scope of practice; crisis standards of care; and the impact of telehealth. Exemplars highlight the issues, and document action and innovation in the domains of workforce strategy, education, research, and policy in these challenging times.

Home and expatriate nurses' perceptions of job satisfaction: Qualitative findings.

This paper is part of a larger doctoral study that investigated the impact of nationality on the job satisfaction of nurses and their intentions to leave Saudi Arabian government hospitals. The paper aims to gain an understanding of the impact of expatriate status on nurses' perceptions, by comparing the factors that influence job satisfaction among Saudi nurses to those that affect nurses recruited from other countries. Job satisfaction is a known predictor of nurse retention. Although there is a broad understanding of the factors that affect job satisfaction, little is known about how these vary between home and expatriate nurses working in countries which rely on a multicultural migrant workforce. A descriptive qualitative approach was taken, in which 26 semi-structured interviews were conducted with nurses selected from different nationalities, all of whom were working in Saudi Arabian hospitals. Eight participants were Saudi Arabian, six Filipino, four Indian, four South African, two Jordanian and two Malaysian. Five themes were identified that differentiated the perceptions of expatriates regarding their job satisfaction from those of the home nurses: separation from family, language and communication, fairness of remuneration, moving into the future and professionalism. Focusing on the enhancement of job satisfaction experienced by expatriate nurses can result in a healthier work environment and greater retention of these nurses. To enhance nurse retention, policy makers in countries with migrant nurses should address their socio-economic needs. This includes providing both greater access to their dependent family members, and language lessons and cultural orientation to reduce linguistic and cultural challenges.

“It’s only the skin colour, otherwise we are all people”: the changing face of the Australian nurse

Objective: The aim of this paper is to report on the experience of racial discrimination by black sub-Saharan overseas qualified nurses working in rural Australia. Background: The arrival of black African people as skilled professional migrants is relatively new in rural Australia. The presence of black sub-Saharan African nurses in Australian healthcare facilities is changing the face of the Australian nurse. Australia, like other developed countries, has been receiving migrant nurses from the African continent in a bid to reverse its critical nurse shortage. Literature has shown that globally, overseas qualified nurses of colour have encountered work challenges that have included racial discrimination. Study design and methods: A qualitative hermeneutical phenomenological approach was used. Eighteen nurses were purposively selected using personal invite and a snowballing technique. Data collection involved individual face to face interviews and a focus group discussion. Results: The exploration of experiences revealed issues of race and colour among colleagues and between patients and overseas qualified nurses. Overseas qualified nurses experienced incidents of discrimination based on race and skin colour from their colleagues and patients. They felt unwelcome, not trusted and undervalued. They adopted various coping strategies to adjust to being seen differently. Discussion: The literature suggests that overseas qualified nurses tend to be discriminated against in their destination countries. In this paper the migration experience of black sub-Saharan African overseas qualified nurses has shown the power of welcoming people to their new country, the existence of discrimination by race at their healthcare facilities as well as showing the importance of trust and teamwork at the workplace. The study has also shown the resilience of black sub-Saharan African overseas qualified nurses in their time of adversity. Conclusion: There are pockets of racial discrimination that need to be checked within the Australian healthcare system. These undermine the confidence of overseas qualified nurses in their professional practice. Implications for research, policy and practice: The results provided insight into the existence of racism within the workplace. Black African nurses need to feel safe in their workplace and need more support to facilitate their integration. Nurse managers need to be more vigilant in monitoring staff interactions in their Units. Understanding and support for diversity at the workplace by all nurses will improve patient and staff safety. What is already known about the topic? There is a global shortage of nurses. Nurse migration between countries has been taking place for a long time, and the trend will continue. Discrimination against migrant nurses of colour has been identified in various destination countries. What this paper adds: Findings from this study suggest existence of racism against black sub-Saharan African nurses in rural Australian workplaces. Black sub-Saharan African nurses need more support from nurse managers. They may get this through close monitoring of staff interactions in the workplace and intervention when racism is noted. Black sub-Saharan African nurses showed resilience in overcoming adversity in their workplace.

Internationally trained nurses and host nurses\u2019 perceptions of safety culture, work-life-balance, burnout, and job demand during workplace integration: a cross-sectional study

BackgroundThe shortage of qualified nurses is a problem of growing concern in many countries. Recruitment of internationally trained nurses has been used to address this shortage, but successful integration in the workplace is complex and resource intensive. For effective recruitment and retention, it is important to identify why nurses migrate and if their expectations are met to ensure their successful integration and promote a satisfying work climate for the entire nursing team. The aim of this study was to examine the perceptions of safety culture, work-life-balance, burnout and job demand of internationally trained nurses and associated host nurses in German hospitals.MethodsA multicentric, cross-sectional study was conducted with internationally trained nurses (n = 64) and host nurses (n = 103) employed at two university hospitals in the state of Baden-Wuerttemberg, Germany. An anonymous paper-based survey was conducted between August 2019 and April 2020. The questionnaire included sociodemographic questions, questions regarding factors related to migration, and the German version of the Assessment of your work setting Safety, Communication, Operational Reliability, and Engagement (SCORE) questionnaire. SCORE is divided into three sections: Safety Culture Domains (six subscales), Work-Life-Balance (one subscale), and Engagement Assessment Tool (four subscales).ResultsNurses who migrated to Germany were primarily seeking better working conditions, a higher standard of living, and professional development opportunities. Internationally trained nurses reported lower work-related burnout climate (Mean 55.4 (SD 22.5)) than host nurses (Mean 66.4 (SD 23.5)) but still at a moderately high degree (Safety Culture Domains). Host nurses indicated a higher workload (Mean 4.06 (SD 0.65)) (Engagement Assessment Tool) and a lower Work-Life-Balance (Mean 2.31 (SD 0.66)) (Work-Life-Balance) compared to nurses who trained abroad (Mean 3.67 (SD 0.81) and Mean 2.02 (SD 0.86), respectively). No differences were detected for the other subscales. The Safety Culture Domains and Engagement Assessment Tool showed room for improvement in both groups.ConclusionThe study suggest that the expectations migrant nurses had prior to migration may not be met and that in turn could have a negative impact on the integration process and their retention. With increasing recruitment of internationally trained nurses from within Europe but also overseas, it is crucial to identify factors that retain migrant nurses and assist integration.Trial registrationThe study has been prospectively registered (27 June 2019) at the German Clinical Trial Register (DRKS00017465).

Connecting virtually during a pandemic: a lifeline for migrant nurses.

Connecting virtually during a pandemic: a lifeline for migrant nurses.

MEDIATING JOB SATISFACTION IN REDUCING TURNOVER INTENTION OF NURSE AT RSUD dr. SOEKARDJO TASIKMALAYA

The aim of this study was to determine the influence of organizational culture and compensation on job satisfaction and its implications on the intention to move the nurse at the Regional General Hospital dr. Soekardjo Tasikmalaya. The results of this study can be useful practically and theoretically, i.e. as material development management of human resources, especially nurses in order to improve the quality and productivity of hospital services as well as lowering the intention of migration of nurses. The research method uses a quantitative approach, with the nature of this research was descriptive and verification. How to capture data through interviews and questionnaire with the techniques of observation and field Study, with the sampling technique of sampling is simple. The collection of Data in the field is done in 2019. Statistical analysis techniques to test hypotheses using Path Analysis. Based on the results of the analysis, it can be seen that the culture of the organization, compensation, job satisfaction and intentions to move in general is pretty good. There is the influence of organizational culture and compensation as well as job satisfaction simultaneously on work satisfaction, as well as have a negative effect on the intention to move from the nurses in the Regional General Hospital dr. Soekardjo Tasikmalaya.

Migration and Recruitment of African Nurses in the UK: Between the Primacy of National Imperatives and Global Openness

Abstract In a globalized health market, what are the public policies that allow the United Kingdom (UK) to employ African migrant nurses to meet the health needs and to satisfy national and international public opinion? This is the question the article below asks. It is based on an analysis of the UK migration regulation policies and interviews with African migrant nurses in the UK. It uses a neo-institutionalist approach to explain the capacity of public policies to adapt and change in response to imperatives by the use of “room for manoeuvre”.

An evaluation of migration of nurses and other health care workers from Middle East to the West amidst the pandemic

This study can provide all essential information about the maintenance of migration of health care workers from the Middle East to the West. There are two effective dimensions in the diagnoses of migration of health care workers. These two dimensions are permanent and temporary, which are covered in this study. The migration of health care workers is accurately justified by their better living standards. Permanent migration of the health workers is maintained as they are high-skilled professionals. Economic development and career development aspects also justify permanent migration. Moreover, improper salary structure is treated as the primary cause behind the migration of health professionals from the Middle East to the West.

Psychological Contract Breach and Its Influence on the Job Embeddedness of Professional Nurses

A shortage of professional nurses is a global concern, and employers of professional nurses in many countries, including South Africa, are losing them to lucrative international job opportunities, further exacerbating the problem. Traditionally, the migration of nurses is studied in the context of turnover and turnover intentions. With the aim of contributing to the knowledge on the retention of nurses, this study examined whether breach of the psychological contract predicts nurses’ job embeddedness, as embeddedness has been found to increase intention to stay. A cross-sectional sample of 228 professional nurses was drawn from private hospitals in South Africa. Hierarchical regression and ANOVA were used to examine the relationship and group differences. The findings indicate that, after controlling for age, citizenship, and employment status, psychological contract breach negatively impacts job embeddedness. The implication for managers is that employers of professional nurses must honour their obligations and promises made to retain them as part of the retention strategy to stem this outflow and loss of expertise.

An Anti-Racist and Anti-Discriminatory Intersectional Tool for Nursing

British Journal of Neuroscience NursingVol. 16, No. Sup5 EditorialAn Anti-Racist and Anti-Discriminatory Intersectional Tool for NursingIsmália de SousaIsmália de SousaSearch for more papers by this authorIsmália de SousaPublished Online:31 Oct 2020https://doi.org/10.12968/bjnn.2020.16.Sup5.S3AboutSectionsView articleView Full TextPDF/EPUB ToolsAdd to favoritesDownload CitationsTrack CitationsPermissions ShareShare onFacebookTwitterLinked InEmail View article References Bhopal K. White privilege: the myth of a post-racial society. 1st ed. Bristol: Bristol University Press; 2018. www-jstor-org.ezproxy.library.ubc.ca/stable/j.ctt22h6r81 Crossref, Google ScholarDordunno D. Race is not pathological but racism is. Revista Baiana de Enfermagem. 2020; 34. doi:10.18471/rbe.v34.34990 Google Scholarvan der Heever MM, van der Merwe AS. A framework to facilitate the promotion of women nurses of colour to leadership positions in hospital. 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JAMA Neurol. 2020. https://doi.org/10.1001/jamaneurol.2020.3510 Google Scholar FiguresReferencesRelatedDetails 1 October 2020Volume 16Issue Sup5ISSN (print): 1747-0307ISSN (online): 2052-2800 Metrics History Published online 31 October 2020 Published in print 1 October 2020 Information© MA Healthcare LimitedPDF download

Nurse migration in Germany, the UK, and Australia: a comparative situation analysis

Abstract Background Nurse migration is increasingly seen as an appropriate response to address nursing shortages in overburdened health systems. This paper aims to analyse the situation in Germany, the UK and Australia and identify similarities and differences in the dimensions, perceptions and processing of nurse migration in different health systems. Methods A rapid evidence assessment and comparative situation analysis of routine data obtained from public health, education and labour market reporting systems, and academic and grey literature were carried out in Jan-Feb 2020. Primary outcome measures were key data of nurse population and migration, barriers and opportunities, and educational initiatives to support migrating nurses to meet the requirements to work in the destination country. Results Germany, the UK and Australia are confronted with an ageing and increasingly chronically ill population and severe nursing shortages. Skilled migration is seen as an opportunity to address these problems, but each country is faced with different contextual conditions and requirements. Data on the nurse workforce obtained from public health, educational and labour market reporting systems are more differentiated and extensive in the UK and Australia than in Germany. Furthermore, there is a substantial amount of published literature in the UK (n = 65) and Australia (n = 87) on nurse migration and on how the countries address challenges in this area; in comparison to the German context, where such research is limited (n = 7). Available research focuses on the economic, epidemiological and geographical impact and distribution of nurse migration. Qualitative dimensions and educational requirements are less well discussed. Conclusions Evidence on nursing migration is strongly based on quantitative factors and may not reflect current needs. More information about qualitative aspects of nurse migration is required to develop recommendations that support enhanced nursing workforce migration. Key messages Nurse Migration presents many challenges that have not yet been fully researched. Results of a comparative analysis of three countries offer the opportunity to highlight missed opportunities.

Determinants of nursing students' intention to migrate overseas to work and implications for sustainability: The case of Indonesian students.

High graduation of nurses and limited job opportunities in Indonesia may lead to the emigration of nurses particularly through facilitated migration. This study aimed at identifying the prevalence of Indonesian nursing students with intention to work in Japan and predictors of their intention to migrate as well as having a definite plan to work in Japan. The study adopted cross-sectional design with a sample of 1,407 Indonesian nursing students. Factors associated with having migration intention, as well as a definite plan to work in Japan, were age, residence, and overseas experience. Other factors related to a definite plan to work abroad were family income, mastering a foreign language, knowledge about the nurse migration related to Indonesia-Japan cooperation, and their motivations to migrate to Japan. Sustainability of this international recruitment of nurses is possible by understanding the context of both source and destination countries. Maximizing benefits of migration of nurses for Indonesia and Japan requires structured policies targeting the educational sector and addressing the sustainability issues.

“We Want Your Nurses!”: Negotiating Labor Agreements in Recruiting Filipino Nurses

Nurse migration is a significant global issue that necessitates the cooperation of host and sending states. Cooperation enables countries to collaborate on shared solutions to confront global nurse imbalance that threatens health systems. While cooperation allows countries to collaborate, some states are cautious to cooperate while others participate actively. This article examines the bilateral labor negotiations between the Philippines and the following host countries: Canadian provinces—Saskatchewan (2006), Manitoba and Alberta (2006–2008), and South Australia (2008–2009) to demonstrate how bilateral parties negotiate agreements in hiring Filipino nurses. Drawing from negotiation analysis, it argues that bilateral negotiations that fulfill two necessary conditions‐ (i) participation of nonpartisan technical expert and (ii) history of previous interactions—facilitate successful negotiations that ultimately lead to labor cooperation. This article concludes by explaining how negotiation analysis uncovers the advantage of labor‐sending countries like the Philippines in successfully securing agreements that promote labor export to achieve economic growth.

Transitions

I am writing this introduction in Manila, the Philippines—a country that has imposed one of the longest and strictest lockdowns in the world. COVID-19 has drastically affected my country in so many ways and this pandemic is the most difficult “stress-test” for governments in Asia and around the world. Scholars and policymakers are faced with the challenges of the multiple transitions to a post-pandemic world that will hopefully survive and thrive. A transition is also happening within Asian Politics & Policy. This is my maiden issue as the journal’s new Editor-in-Chief. I assume this position as an academic with two decades of experience as a comparative political scientist focusing on topics such as democratization, civil-military relations, electoral politics, strategic studies, and foreign policy. Having been with APP for the past 6 years as Senior Editor, it is a distinct honor and privilege to take over a journal that was well-maintained by its past editor, Professor Aileen Baviera. Under her stewardship, the journal acquired a credible and excellent reputation of publishing cutting-edge scholarship from “Asianists” around the world. What I observed is APP’s distinct orientation of providing space for the research outputs of the next generation of Asian scholars. I believe this was Professor Baviera’s personal vision for a journal she led for almost a decade. Her vision is my vision as well. In the next few issues, I plan to introduce new members to the APP Editorial Team. There will also be a new and more diverse Advisory Board for the journal that comprises established scholars as well as the most prolific and dynamic young academics in the field of political science, international relations, and policy studies from all around the world. They will guide the journal in maintaining the highest standards of academic publishing but also ensure that it contains research informed by the latest theoretical approaches, methodological innovations, and policy debates. I also plan to enhance the Praxis: Review of Policy Practice section of the journal to become an outlet for more policy-oriented research. Given that they will undergo a similar rigorous review process as original research articles, manuscripts published in Praxis will be given proper recognition as refereed publications but more focused on the evaluation, formulation, and examination of public policies in Asia. I am also launching a special series within Praxis, entitled: “Covid-19: Policy Responses from Asia.” This will feature policy-oriented papers that deal with how governments, markets, and societies in Asia have responded to the COVID-19 pandemic. To launch this series, Wei-ting Yen’s brilliant essay on Taiwan’s early effective management of the pandemic can hopefully stir debate and perhaps provide policy guidance to other countries in Asia and elsewhere. For this issue, APP has a varied array of research articles dealing on themes such as soft power, alliances, labor migration, ethnic politics, and anti-corruption reforms. China figures prominently in three of the six articles. Carminati examines how Thailand navigates the soft power projection of China compared to Japan while Fulton investigates how Saudi Arabia manages its participation in China’s Belt and Road Initiative with its alliance with the United States. This similar difficult balancing act between these rival superpowers is the topic of Kil’s paper on South Korea. The remaining papers deal with the role of ethnic identity politics in the evolution of Taiwan’s developmental state (He), the struggles faced by Indonesia’s anti-corruption agency against powerful interests (Umam & Head), and labor negotiations for Filipino migrant nurses (Cabanda). Together with the book and media reviews, I do hope APP readers will find this issue of great interest.