Migration Of Nurses Research Articles

Migration of Latin American nurses to Spain 2006-2016: a case study.

AimTo examine the migration of nurses from Latin America to Spain over the period from 2006 to 2016.BackgroundThis study examines the impact of the 2008 global economic crisis on migration flows of nurses to Spain from its major source countries of Latin America.MethodsUsing an exploratory case study, we present original data provided by the Ministry of Education, Culture and Sport of the Government of Spain upon request on applications and success rates for credential recognition of nurses intending to immigrate to Spain, with an extended analysis of Latin American applications which account for the 70% of skilled worker migration to Spain.ResultsSuccessful applications for credential recognition of overseas nursing qualifications plummeted from a peak of 1384 in 2007 to 55 in 2016. Migration intentionality also decreased but has undergone a slight increase in recent years.Discussion/ConclusionWe found that the economic crisis effectively closed the door to internationally educated nurses to work as nurses in Spain. Moreover, the denial of official recognition of nursing credentials appears to be unaffected by the existence of bilateral trade and mobility agreements between Spain and source countries. We conclude that the level of nursing migration to Spain is a sensitive indicator of domestic labour market conditions.Implications for health policyDespite the lack of any transparent policy on the credential approvals, in practice the government is limiting access to the nursing labour market by overseas education nurses. We urge that attention be paid by health human resource planners on the intersection between labour market and migration trends to support a transparent and data‐informed discussion by all stakeholders on the current state of the nursing labour market in Spain and its future needs.

Work-related barriers and resources of migrant and autochthonous homecare nurses in Germany: A qualitative comparative study

BackgroundThere is substantial research about the occupational health of nurses worldwide. However, empirical evidence about the psychosocial health of migrant and minority nurses in outpatient settings in Germany in comparison to that of autochthonous nurses is lacking. ObjectivesThis study aims to identify work-related stressors, resources and the corresponding coping strategies of migrant and minority nurses in comparison to autochthonous nurses. Design24 migrant and 24 autochthonous nurses employed in the German homecare sector were interviewed in qualitative explorative manner while a distinction was made between non-commercial and private-commercial services. SettingsThe interviews took place in the nursing services' premises or in the nurses' private homes. ParticipantsServices were randomly chosen among all homecare providers in the second largest German federal city-state Hamburg. Nurses were invited for an interview, once their management agreed to participate in the study. Registered nurses and nursing assistants as well as those with a foreign certificate but validated or in process were eligible to participate. MethodsRelevant literature findings formed the base for the semi-structured interview guide. Key areas in the interview guide were barriers, resources and coping strategies in the collaboration with colleagues, superiors and clients as well as in the collaboration within a linguistically and culturally diverse team and clients. The conventional approach to qualitative content analysis by Hsieh and Shannon guided the analysis. ResultsRegardless of their origin or culture, nurses perceive time pressure, lifting patients, lack of appreciation or the client's personal fate as burdening. In the intercultural context, the divergent understanding of behavioral patterns as well as of nursing care and a non-functioning communication impede the collaboration within a diverse nursing workforce. Migrant and minority nurses suffer prejudices, verbal and sexual harassment proceeding from their clients. However they keep it to themselves and don't broach it to their supervisors or colleagues. The interaction with humans, the verbal exchange with colleagues and supervisors at eye level as well as the sensemaking of being a nurse helps nurses to cope with occupational stressors. ConclusionsDifferences in language is a main stressor which impedes a functioning team collaboration as well as a positive nurse-client relationship. Migrant and autochthonous nurses share similar coping strategies to master occupational burdens. A good collaboration within the team and having an appreciative supervisor are resources that support migrant and minority nurses as well as autochthonous nurses to face the stressors and to cope with those. Migrant nurses of different origin perceive their status as migrants as a sense of community by sharing commonalities. Contribution of the paperWhat is already known about the topic?•The growing demand for care due to the demographic change leads to an increasing trend to hire healthcare personnel such as nurses from abroad.•The nurses' workplace is characterized by physically and psychologically demanding tasks leading to musculoskeletal pain and job dissatisfaction.•Migrant healthcare workers experience additional stressors like discrimination practices as well acculturative stress.What this paper adds:•Migrant and Autochthonous nurses share similar coping strategies to master occupational burdens•Differences in language is a main stressor, which impedes a functioning team collaboration as well as a working nurse-client relationship. More autochthonous than migrant and minority nurses report these differences as stressful.•Migrant nurses of different origin perceive their status as migrants as a sense of community by sharing the same destiny – this appears as an important resource for migrant and minority nurses.

Motivations, Beliefs, and Expectations of Spanish Nurses Planning Migration for Economic Reasons: A Cross-Sectional, Web-Based Survey.

Migration of nurses is not a new or recent event. During the past few decades, nursing migration flows have been a constant trend worldwide. The main objective of this study was to explore the motivations, beliefs, and expectations that Spanish nurses had when considering migration to another country in the near future. Cross-sectional, Internet survey of Spanish nurses planning migration for professional reasons. Ad hoc, web-based questionnaire following the Nurses Early Exit Study guidelines. One hundred seventy-two nurses responded. Fifty percent of the participants intended to emigrate in the following 6 months and had chosen the United Kingdom as their destination. The most important drivers of migration were unemployment or precarious employment, and professional development. Fifty-eight percent of the participants were very afraid of experiencing discrimination or rejection. This first study conducted in Spain directly exploring determinants of nurse migration highlighted globalization-driven factors and specific acculturation fears. Employment uncertainty and professional development remain key push drivers for migration of Spanish nurses. Discrimination and rejection due to migrancy were concerns for 60% of the participants.

South Korean Nurses to West Germany? Reassessing the Role of the State in Postwar Global Labour Migration

Between the mid-1950s and the mid-1970s, 12,000 South Korean women worked as nurses in West Germany. Focusing on this migration allows for a reassessment of the role of the state in international labour migration prior to the era of globalization post-1980. Although Cold War politics shaped the diplomatic relationships that channeled South Korean nurses to West Germany, and contrary to narratives that celebrate the South Korean state’s central role in exporting female labour as the basis for South Korea’s economic miracle in the decades after the Korean War, the South Korean state played no direct role in the migration of nurses from South Korea to West Germany. South Korean nurses moved largely through the interventions not of the state but of private Catholic actors and not in the interests of South Korea’s economy but out of personal economic motivations.

Situational Analysis of Career Choices among Indonesian Nurses Returnees

Background: There are few studies about the Indonesian nurse returnees� career after working and living overseas. Therefore, the present study addressed the current status of their employment. Purpose: This paper explores the situation of return migration among Indonesian nurses who return to the country of origin. Methods: Descriptive study using the latest survey of Indonesian nurse returnees. Results: The career situation of Indonesian nurse returnees varies on the post-migration stage. Half of the returnees were working out of nursing areas (57.2) at the time of the survey. Returnees predominantly work as own account worker when they get back into the labor market. While the rest were working as private employees, Japanese translators, Indonesian state own enterprises employee, hotel staff, insurance agent, and teacher. Conclusion: The result of this research inquiry adds new understanding and knowledge in an area of return migration of nurses that has been relatively unexplored. Returnee career situations were relatively similar number between nursing and non-nursing areas. © 2019, Indian Journal of Public Health Research and Development. All rights reserved.

Making and maintaining racialised ignorance in Australian nursing workplaces: The case of black African migrant nurses

In this article we apply a sociological framework of ignorance to explore the experiences of black African migrant nurses working in the Australian healthcare system. We contend that explorations of how ignorance is constructed, maintained and utilised within workplaces are critical for a nuanced understanding of black African skilled migrants' subjective experiences of institutional racism. This article draws on interview data investigating black African migrant nurses workplace experiences. We examine the intersection between the 'native ignorance' (Proctor, 2008) of the migrant (ignorance as deficit or lack of knowledge) and 'active' or 'systemic' ignorance' (ignorance as intentionally or unintentionally constructed within the workplace) and from this analysis make two significant claims. First, that black African migrant nurses' ignorance about their work/place is created, maintained and reproduced through practices such as: failing to provide important and accurate information about the workplace; the non-recognition, undermining and/or devaluing of black migrant nurses' knowledge, skills and experience; organisational secrecy; and racial stereotyping. Second, that the maintenance of systemic ignorance serves to construct a migrant who is both unknowing and suspect, and therefore incompetent and in need of surveillance. These constructions lead to the underutilisation of black migrant nurses' skills and reproduce institutional racism while also negating the potential economic benefits of migration and undermining the rationales for recruiting black African migrant nurses into Australia's nursing workforce. We live in an age of ignorance, and it is important to understand how this came to be and why... [so as] to explore how ignorance is produced and maintained in diverse settings, through mechanisms such as deliberate or inadvertent neglect, secrecy and suppression, document destruction, unquestioned tradition and myriad forms of inherent (or unavoidable) culturopolitical selectivity.

Everything changes to stay the same: persistent global health inequalities amidst new therapeutic opportunities and mobilities for Filipino nurses

ABSTRACTThe global migration of Filipino nurses has received significant attention, yet little is known of these healthcare workers’ experiences and mobilities within the Philippines. I explore the experiences and narratives of Filipino nurses living in Manila, some of whom have no desires to migrate. I uncover the often novel forms of therapeutic mobilities undertaken by these nurses, focusing on call centre nursing and entrepreneurship as key alternative career pathways within the realms of ‘therapeutics’. Through interrogating the various mobilities undertaken by nurses – physical mobilities and migration, socioeconomic mobilities and occupational mobilities in the form of a career change – it becomes clear that international physical mobility is no longer key. Nevertheless, Filipino nurses continue to provide care in global contexts in novel ‘therapeutic’ industries and doing so allows them to increase their socioeconomic mobility.

Beyond the Bifurcated Myth: The Medical Migration of Female Korean Nurses to West Germany in the 1970s.

This study investigates beyond the bifurcated myth of the medical migration of Korean women to Germany in the 1970s, which is known as the "German dispatchment" myth from the Korean perspective and the "development aid" discourse from that of the Germans, by focusing on the newly-released documents from the German Hospital Federation (Deutsche Krankenhausgesellschaft, DKG). The migration was essentially a transfer of labor from a weak to a strong state, and the disparity of state strength characterized the nature of the recruitment mechanism. Both Korea and Germany have romanticized the labor transfer and appropriated the collective experiences of migrants for their own political purposes. In this transnational business, the Korean Overseas Development Corporation (KODCO) and the DKG maintained exclusivity in the labor migration channel and were faithful to their own interests. The DKG, as a representative of the German healthcare industry, was concerned about being criticized for destroying the healthcare system of developing countries by stealing their skilled workforce. They, therefore, tried to influence publicity in Korea and Germany to persuade the people that the recruitment benefited both countries. However, the DKG was aware of the deceitfulness of its "development aid" discourse. The Korean government, which advanced the labor export for the sake of obtaining foreign currency, romanticized it as patriotism and used the term "German dispatchment." However, the incapacity and corruption of KODCO as an agency from the Korean perspective resulted in criticism regarding its recruitment program. The DKG complained that the selection of incapable personnel coupled with corruption was causing unforeseen financial damage to its member hospitals. Nevertheless, it officially defended its partner for the sake of its own interests, such as avoiding bad publicity and securing the sustainability of the recruitment program. The conflicts regarding nursing tasks and working conditions between Korean nurses and their German colleagues and employers captured in the documents of the DKG trace the origin of the issues in relation to cultural misunderstanding and pervasive racism. The disparity of state strength between the two countries resulted in the subaltern position of Korean female healthcare workers in the global labor market, and they tried to bring forth the best possible outcome while working in a foreign country in unfamiliar circumstances. However, the difficulties with female guest workers from Asia were generally credited to their inability to adhere to the German working style. This study contributes to the existing scholarship on this topic by filling the gaps. Historical research on the medical migration of Korean nurses and nurse-aides to West Germany has relied on limited historical sources. In 2013, the National Archives of Korea transferred official documents regarding these workers that were produced and archived by the DKG, which represented the interests of German healthcare institutions. Its documents on Korean nursing personnel provide supplementary information and display findings in different perspectives. They do not bring forth completely new findings that have never been researched before but are still valuable for delivering concrete evidence on the circumstances of that time, which were previously merely inferred.

Ageing in the nursing workforce - a global challenge in an Irish context.

The 2008 financial crisis exacerbated an already mounting workforce challenge faced by most health services in the western world, namely the recruitment and retention of qualified nurses. This paper examines two additional challenges of relevance to workforce planning in health care, an ageing nursing workforce and reliance upon migrant nurses to solve short-term workforce issues. Using Ireland as a case exemplar of these issues, this paper argues that policy makers and service providers should seek not only to address the challenge of retaining trained newly qualified and younger nurses but also focus on supporting older nurses and migrant nurses to remain within the workforce. The findings of this paper highlight the need for workforce planners, policy makers and service providers to take account of an ageing nursing workforce and reliance on foreign-trained nurses as a solution to short-term planning difficulties. Failure to address this need is likely to lead to significant workforce difficulties for health services into the future and undermine current efforts to increase the number and long-term retention of qualified nursing staff. Policy makers and service providers should focus on the retention of trained older nurses as an important element of workforce planning.

Trends in the Filipino Nurse Migration to the U.S. A Humanist Approach

The global nursing shortage created opportunities for registered nurses from developing countries to seek professionally and financially rewarding careers in progressive countries like the United States. Using Maslow’s theory on the Hierarchy of Needs as the framework, this phenomenological study examined the lived experiences of eleven indigenous Filipino nurses who migrated to the United States. It looked into the meaning of the migration as the participants lived through their experience, approaching it from a humanist perspective. Ultimately, this study could be used as a guide in the development of employment and health care policies that are more responsive to the current state of the nursing profession.

Experiences of Filipino Nurses on Salary Incentive

Research has shown that there is large scale migration of Filipino nurses in health industry to other countries for greener pasture, and this trend is a threat to nation building especially in developing country like Philippines. Understanding variables that influence such movement is very important in light of the global human resource crisis; hence policy implementation of financial incentives is important to guide policy makers, as these are the most commonly used staff retention strategies. Qualitative research utilizing Husserl (descriptive) and Heidegger (interpretive) hermeneutics research design was employed to explore Experiences of Filipino Nurses on Salary Incentive. 14 participants were interviewed using snowball sampling technique, focusing on years of experience and awareness on provisions of laws on salary incentives. Content analysis was utilized to group the answers of the participants to the questions asked in the structured interview guide. Analysis of the gather data indicates that some nurses are unaware of the existing laws on salary incentives; Nurses are experiencing overwork especially those in private hospitals (12hours in a shift with low salary) with low pay; Nurses both private and public hospitals are not enjoying implementation the salary incentives laws; and social support activities is none existence in all the hospitals under study. Conclusively, working experience is a prerequisite while abundant qualified license nurses have no employment opportunity. Based on the findings, the study recommended measures to relevant authority for consideration and possible adoption, and parallel study maybe conducted in the region/other regions on salary incentive. Key words: Nursing Services, and Salary Incentive implementation.

Estudio de las noticias publicadas en prensa del éxodo de enfermeras españolas al Reino Unido

ObjectiveTo analyse the media representation of the exodus of Spanish nurses to the United Kingdom through general information newspapers. MethodsContent analysis, quantitative and qualitative. Documents published in the newspapers ABC, El País, El Mundo and La Razón, about “emigrants,” “nurses” and “migrant health workers,” were located from January 1, 2007, to December 31, 2016, with Boolean operators. This selected period corresponds to the beginning of the economic crisis and concludes in the year of the Brexit referendum in the United Kingdom. After applying the descriptors, 9559 texts were obtained. Once the noise of the documents was eliminated, 484 textual units were found. To carry out a more exhaustive analysis, the specific documents on “migrant nurses”, which were 77, were selected and analysed qualitatively. Resultsa) 2013 was the year in which the most stories about emigration in general were published, and also about nurses in particular; b) the ABC newspaper published the most stories about the exodus of nurses to the United Kingdom (31); c) El País published the most texts on Spanish emigration, with a total of 397 documents; d) 98% of the headlines analysed (n = 77) had a negative tone; and e) social discourse had greater relevance than political discourse. ConclusionsThe press promoted the push factor for nurses to migrate to the United Kingdom.

The Impact of Migration on Polish Nurses – Pilot Study

Abstract Introduction. Migration of professional nurses is a global phenomenon. Polish nurses usually migrate to the relatively richer countries, especially in Europe, thanks to the opening of the borders of the European Union (2004) and legal regulations in the field of education of nurses (Directive 2005/36/EC). Aim. The analysis of symptoms and determinants of acculturative stress and acculturative strategies among Polish migrant nurses working in the UK. Material and methods. The study used a proprietary questionnaire and standardized tool the East Asian Acculturation Measure - Scale of Acculturative Strategy. The research was carried out through Internet among 62 people. Statistical analysis was performed using Mann-Whitney test, Kruskal-Wallis test, Dunn test, coefficient Spearman. Results. The main reason for the migration of respondents to the UK was the desire to improve financial situation and professional development. Responders found job as a nurse, including a charge nurse and managers in hospitals and nursing homes. Acculturative stress manifested most often in social functioning, then in the emotional, cognitive and physical aspects. It was characterized by a sense of lack of interest from British people, sadness, feelings of loneliness, lower self-confidence and shyness. It was determined significantly by the age of the respondents, the length of stay in the UK, knowledge of English and maintaining social contacts with the British. The most commonly used acculturation strategy was integration, conditioned by the length of stay in the UK and symptoms of acculturative stress. Conclusions. Working in a foreign country is associated with acculturative stress, implementation of acculturation adaptive and non-adaptive strategies.

6.2-O5Health situation of migrant and minority nurses: a systematic review

6.2-O5Health situation of migrant and minority nurses: a systematic review

Bridging Ethnic Differences for Cultural Intimacy: Production of Migrant Care Workers in Japan

Unlike other Asian host countries, Japan has been hesitant to open up the employment of migrant domestic helpers or caregivers until very recently. Focusing on the recruitment of migrant nurses and certified care workers through Economic Partnership Agreements (EPAs), this article examines how the host society and migrant workers negotiate care culture and ethnic differences in the production of “ideal migrant caregivers.” The EPA program associates professionalism with intimate knowledge about Japanese culture, and it emphasizes the capacity to perform bridgework and enhance cultural intimacy for Japanese elders. While migrant care workers are expected to assimilate culturally, the Japanese workplace offers them little cultural intimacy but an eroded sense of value and skills. In response, they highlight their “warm” disposition and “authentic” feelings as a superior alternative to the “cold” professionalism among Japanese coworkers, but such essentialist rhetoric of ethnic differences downgrades their professional abilities to a natural endowment.

An Analysis of Factors Influencing the International Migration of Indian Nurses

Based on our survey conducted in Tamil Nadu, this paper analyses the characteristics of Indian migrant nurses and the factors influencing their migration. India is considered the second largest exporter of nurses after the Philippines. Many Indian nurses have migrated to work in OECD countries, the Gulf countries and some ASEAN countries. While Indian nurses are migrating overseas to fill shortages at their destinations, India has itself been suffering from an acute scarcity of nurses since its independence in 1947. Therefore, the large scale of nurse migration is a serious threat to the Indian healthcare system. The results of the survey imply that international migration by nurses can be explained in part by the gap between the private sector and the public sector in terms of salary and working environment. Since the impact of social status on the migration decisions of nurses has lessened, economic factors are the crucial determinant of international migration of nurses. Policy intervention in this area is the necessary first step to solving this long-standing problem. The priority in any policies formulated should be given to nurses working in the private sector whose salaries are considerably lower than those in the public sector and whose voices are unheard.

A Study of South Korean Migrant Nurses in West Germany from the Perspective of the Catholic Church in Germany

A Study of South Korean Migrant Nurses in West Germany from the Perspective of the Catholic Church in Germany

Return migration of nurses: A concept analysis

Background: Return migration is a complex, challenging phenomenon and to date it remains a concept that is not well understood. A concept analysis would help to clarify what is meant by return migration. This paper aims to report on an analysis of the concept of return migration of nurses. Design: Concept analysis using the Walker and Avant approach. Data Sources: Google Scholar, Pubmed, EBSCO, JSTOR and Web of Science databases were searched without a timeframe. Twenty-one articles meeting the inclusion criteria were included. Method: This study employs eight steps of Walker and Avant’s method to conduct the concept analysis. Results: Return migration of nurses can be defined by five attributes: the motivation and decisions of migrant nurse, return as human right, resource mobilisation, reintegration and return itineraries. Antecedents of return migration include the economic, social, geographical, political, family and life cycle that comprise the cause and eRect framework. With regards to return migration, the consequences are beneficial or detrimental depend on the point of view migrant nurses, source country, receiving country, nursing profession and country health system. Empirical referents have been identified and support potential area to undertake a research on return migration. Conclusion: This concept analysis has clarified current understandings and enhance the clarity of return migration concept. It recognises the centrality of return as a component in migration stage that needs a comprehensive approach.

Factors in the drop in the migration of Spanish-trained nurses: 1999-2007.

To reveal correlates of the decrease of Spanish nurse migration (1999-2007). Nursing outmigration is a concern for countries. Nurse migration from Spain began in the 1990s. From 1999 to 2007, the yearly number of migrations dropped significantly. We ask what social, economic and policy factors could be related to this drop. We used publicly available statistics to confirm hypothesis (1) The drop in nursing migration coincided with a drop in nursing unemployment. Then we hypothesized that this coincided with (1a) a decrease in the number of graduates, (1b) an increase in the number of hospitals and/or beds functioning, and/or (1c) an increase in the ratio of part-time contracts. Our analysis confirms hypotheses (1) and (1c) and disconfirms (1a) and (1b). The greater availability of part-time contracts seems to have encouraged nurses to remain in Spain. The strategy to reduce nursing unemployment with more part-time contracts, while temporarily successful in Spain, brings with it major challenges for patient care and the working life of nurses. We suggest that nurse leaders and health policymakers consider proactive policies to adjust the balance between supply and demand without decreasing the quality of available positions.

Nurse profession - what are the opportunities for the young nursing graduates in modern Poland

Abstract Introduction. Young graduates of nursing have a number of opportunities. This is mainly due to the staff shortages in the health sector. Aim. The aim of the thesis was the review of the literature related to the career paths of nurses, the migration of nursing staff, their motivation and the nursing staff field analysis. Conclusions. The article also deals with issues related to the image of a nurse in Poland. Polish nursing is currently grappling with many problems, and one of them is the migration of Polish nurses. Another one is a possibility of the development of nurses. Young nursing graduates are aware of the fact that the world is their oyster. They are awaiting the encouragement from the Polish employer. In addition, development opportunities should also be provided by employers, allowing their employees free courses and training. However, the reality is different. Summary. The thesis includes dilemmas and problems with which young graduates of nursing deal with, and raises the question what opportunities are provided for them not only by the employer but also by the whole health system.