Culturally and linguistically diverse registered nurses' experiences of integration into nursing workforce – A qualitative descriptive study

Kamau, Suleiman; Koskenranta, Miro; Isakov, T.; Kuivila, Heli‐Maria; Oikarainen, Ashlee; Tomietto, Marco; Mikkonen, Kristina

doi:10.1016/j.nedt.2022.105700

Cited by 6 publications

(15 citation statements)

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“…The participating educators reported that additional organizational resources for induction, mentorship, linguistic and cultural competence, peer support, competence development and a conducive workplace environment would benefit the integrational experiences of culturally and linguistically diverse nurses. These interventions, which should be realized at the organizational level as well as at both the pre‐ and post‐graduation phases, would require healthcare organizations to input resources and readiness to enable these strategies (Kamau et al, 2023, 2022). This is also theoretically consistent with the organizational socialization framework, in which clear induction programs, along with well‐defined support by both mentors and ward managers, are beneficial to effective integration (Tomietto et al, 2022).…”

Section: Discussionmentioning

confidence: 99%

“…These challenges have been found to affect the nurses' ability to practice safe care, integrate into a healthcare organization, experience professional growth, and enjoy work well-being (Kamau et al, 2023;Nortvedt et al, 2020;Roth et al, 2021). To help support a smooth organizational integration for culturally and linguistically diverse nurses, support through formal and informal strategies that may include intra-organizational, sociocultural and professional development strategies and models have been found beneficial (Kamau et al, 2022).…”

Section: Backg Rou N Dmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

“…Integrational challenges have been found to persist after culturally and linguistically diverse nurses have graduated (Kamau et al, 2023). with these professionals often facing cultural challenges, linguistic difficulties that may lead to deskilling (Nortvedt et al, 2020), negative experiences related to their culture and racial‐ethnic background as well as difficulties in workplace adaptation and competence recognition (Kamau et al, 2023; Roth et al, 2021). These challenges have been found to affect the nurses' ability to practice safe care, integrate into a healthcare organization, experience professional growth, and enjoy work well‐being (Kamau et al, 2023; Nortvedt et al, 2020; Roth et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

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Nurse educators' views of integrating culturally and linguistically diverse future registered nurses into healthcare settings: A qualitative descriptive study

Kamau

Oikarainen

Juntunen

et al. 2023

Journal of Advanced Nursing

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AimTo describe nurse educators' views of how culturally and linguistically diverse future registered nurses are integrated into healthcare settings.DesignA qualitative descriptive design was adopted.ParticipantsA total of 20 nurse educators were recruited from three higher education institutions in Finland.MethodsParticipants were recruited in the spring of 2021 through snowball sampling. Individual semi‐structured interviews were held and recorded. The collected data were analysed using inductive content analysis.ResultsThe performed content analysis identified a total of 534 meaning units from the data, which were categorized into 343 open codes and 29 sub‐categories. Furthermore, nine categories were identified and categorized into three main categories. The first main category was pre‐graduation and represented a time point during which educators experienced early integration, nurse educator support and cooperation with stakeholders. The second main category was integration strategies into healthcare settings, which included workplace strategies, language competence and individual competencies and attributes. The third main category was the post‐graduation experience, during which educators reported organizational readiness, migration and efficacy of the integrational model.ConclusionsThe results revealed a need for increased resources linked to how nurse educators support the integration of culturally and linguistically diverse future registered nurses. Moreover, a nurse educator's presence during the last clinical placement, early transition and integration was found to exert a significant effect on the smooth integration of culturally and linguistically diverse future nurses.ImpactThis study establishes the need to enhance stakeholder cooperation between universities and other organizations towards supporting the integration process. Maximizing nurse educators' support during the final clinical practice, early transition and post‐graduation allows for successful integration and intention to stay.Reporting MethodThis study was reported according to the Standards for Reporting Qualitative Research (SRQR).Patient or Public ParticipationParticipating educators shared their experiences of culturally and linguistically diverse future nurses' integration.

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Section: Discussionmentioning

confidence: 99%

Section: Backg Rou N Dmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Nurse educators' views of integrating culturally and linguistically diverse future registered nurses into healthcare settings: A qualitative descriptive study

Kamau

Oikarainen

Juntunen

et al. 2023

Journal of Advanced Nursing

Self Cite

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“…In this process, hospitals must provide appropriate orientation training based on the characteristics of Chinese nurses employed in Japan. Tailored orientation training has been shown to facilitate the adaptation of nurses working in countries other than their origin ( Kamau et al, 2022 ). After identifying the participants’ demographics, we can use this information as a reference for future orientation materials for Chinese nurses employed in Japan or nurses from other countries.…”

Section: Participant Characteristicsmentioning

confidence: 99%

Working Conditions Among Chinese Nurses Employed in Japan: A Cross-Sectional Survey-Based Study

et al. 2023

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Introduction Although the number of Chinese nurses employed in Japan is increasing, the situation regarding their work conditions has not been clarified. It is necessary to understand such conditions to consider support for Chinese nurses in Japan. Objective This study examined the professional nursing practice environment, occupational career, and work engagement of Chinese nurses in Japan. Methods Using a cross-sectional study design, 640 paper questionnaires were mailed to 58 Japanese hospitals that employed Chinese nurses and included a QR code for online responses. A survey request form and URL were sent to the Wechat app, where Chinese nurses in Japan communicate. The contents include attribute-related questions, the Practice Environment Scale of the Nursing Work Index (PES-NWI), Occupational Career Scale, and Utrecht Work Engagement Scale. Either Wilcoxon's rank-sum or the Kruskal–Wallis test was performed to compare scores of the study variables between subgroups. Results A total of 199 valid responses were obtained, of which 92.5% were female, and 69.3% had a university degree or higher. The PES-NWI score was 2.74, and the work engagement score was 3.10. The group with a university degree or higher had significantly lower scores on PES-NWI and work engagement than those with diplomas. Regarding the subscale of occupational career, scores of forming and coordinating interpersonal relationships, self-development, and accumulating a variety of experience were 3.80, 2.58, and 2.71, respectively. The scores were significantly higher with more than 6 years of nursing experience in Japan than those with 0–3 years or 3–6 years. Conclusion Most participants had university degrees or higher, and their scores of PES-NWI and work engagement tended to be lower than those with diploma degrees. Participants showed low self-ratings in self-development and lacked a variety of experience. Understanding Chinese nurses’ work conditions in Japan enables hospital administrators to develop measures for continuing education and support.

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Original Research: Nurses' Attitudes Toward Brain Drain and the Associated Factors

Ulupinar,

Şen,

Eycan

2024

AJN, American Journal of Nursing

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Background: Brain drain refers to the emigration of scientists and other educated professionals from a low- or middle-income country to a high-income country for work. In recent years, this trend has increased, particularly in the health care arena. Prior studies among nurses and nursing students indicate that migration mainly occurs from low- and lower middle-income countries to high-income countries. This study aimed to explore the attitudes of Turkish nurses, nurse academics, and nursing students toward brain drain and the factors associated with these attitudes. Methods: The study used a mixed-methods research design. The quantitative part of the study was conducted with 1,018 participants. The qualitative part was conducted with 26 participants from the larger sample who volunteered for focus group interviews. Data were collected from June through August 2022 using an online survey, the Attitude Scale for Brain Drain, and a semistructured interview guide. Results: Of all participants, 84.3% indicated that they wanted to work and live abroad. Nearly 95% stated that there was a risk of brain drain in the nursing profession, with economic factors given as the most significant reason. As age and years of professional experience increased, brain drain tendency decreased. Nurses and nursing students had higher brain drain tendencies than nurse academics. In focus group interviews, participants reported concern that the brain drain might lead to losses in the qualified nursing workforce and increase the workload for the remaining nurses in the migrant-sending country, while cultural adaptation issues can be difficult for nurses in the migrant-receiving country. Conclusions: Brain drain in the nursing profession continues to be a current, crucial problem. This study showed that among Turkish nurses, nursing students, and nurse academics, the desire to work abroad was quite high, and all three groups had high brain drain tendency scores. Brain drain has serious consequences for both migrant-receiving and migrant-sending countries. These findings can help inform the development of initiatives aimed at preventing or mitigating nursing brain drain.

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Culturally and linguistically diverse registered nurses' experiences of integration into nursing workforce – A qualitative descriptive study

Cited by 6 publications

References 29 publications

Nurse educators' views of integrating culturally and linguistically diverse future registered nurses into healthcare settings: A qualitative descriptive study

Nurse educators' views of integrating culturally and linguistically diverse future registered nurses into healthcare settings: A qualitative descriptive study

Working Conditions Among Chinese Nurses Employed in Japan: A Cross-Sectional Survey-Based Study

Original Research: Nurses' Attitudes Toward Brain Drain and the Associated Factors

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