Experience of overseas‐trained health professionals in rural and remote areas of destination countries: A literature review

Abstract

This study aimed to review and synthesise existing literature that investigated the experience of overseas-trained health professionals (OTHPs) in rural and remote areas of destination countries. A systematic literature review was conducted using electronic databases and manual search of studies published from January 2004 to February 2011. Data were analysed from the final 17 original report articles that met the inclusion criteria. The reviewed research studies were conducted in Australia, Canada, New Zealand, the UK and the USA. Overseas-trained medical practitioners were the most frequently researched (n = 14); two studies involved nurses and one study included several health professionals. Three main themes emerged from the review and these were: (i) expectations; (ii) cultural diversity; and (iii) orientation and integration to rural and remote health work environment. The OTHPs were expected to possess the appropriate professional and cultural skills while they themselves expected recognition of their previous experiences and adequate organisational orientation and support. A welcoming and accepting community coupled with a relaxed rural lifestyle and the joy of continued patient care resulted in successful integration and contributed to increased staff retention rates. Recognition of expectations and cultural diversity by all parties and comprehensive orientation with sufficient organisational support are important elements in the integration of OTHPs and subsequent delivery of quality health care to people living in rural and remote areas.

Migrants’ Intention to Move or Stay in their Initial Destination

“…People immigrating with family members may establish closer ties with local communities through the activities of their children and therefore would be more inclined to stay (CIC, ; DIBP, ). However, one of the reasons why they may want to leave their initial destination is the lack of jobs for their partner and educational opportunities for children (Huynh, ; Goss Gilroy Inc., ; Han and Humphreys, ; Hugo, ; Hugo, ; Carter et al., ; Dywili et al., ; DIBP, ). Migrating couples face a challenge in finding jobs that would satisfy both of them.…”

Contemplating an Expatriate Health Care Position? Key Factors to Consider

“…Clearly, there are more than direct monetary costs associated with expatriate assignments that have failed (Zhu et al, 2006). The development programs to enhance skills in cultural sensitivity may help to facilitate a responsive organizational culture that both values and supports diversity (Alexis et al, 2007;Dywili et al, 2012). To this end, it also would seem appropriate to ensure adequate investment in a career development system, which is inclusive of expatriates so that they can achieve and continue to develop professionally through their international employment (Zhu et al, 2006).…”

“…However, this is not only important from a patient perspective, but also in the workplace (Dywili et al, 2012). It is known that international health care workers can contribute new ideas and knowledge, and can promote improved cultural sensitivity (Cocks & Cruice, 2010).…”

“…Most would understand there is a need to adapt irrespective of whether at home or in a host country and that this would entail some compromises. Organizational supports (e.g., mentoring programs) are identified as helpful to navigate the expatriate experience and cross cultural relationships (Cleary, Horsfall, & Walter, in press;Dywili et al, 2012).…”

“…Orientation and appropriate organizational support play a significant role in the integration process (Dywili, Bonner, Anderson, & O'Brien, 2012). Assistance with access to employment opportunities for one's partners, as well as schooling and accommodation are also essential and these need to be addressed, if not provided in a relocation package.…”