Factors associated with the recruitment of foreign nurses in Japan: a nationwide study of hospitals

Abstract

Background Nurse migration under bilateral agreements is a recent global trend, although lack of consultation with the health industries has led to challenges in the recruitment of foreign nurses by hospitals. To analyze the prevailing perception of hospitals on the Economic Partnership Agreement (EPA), under which Japan opened the doors to foreign nurses, we surveyed hospitals that are yet to employ foreign nurses. Methods An anonymous questionnaire was developed and distributed to eligible hospitals; it assessed managers’ perception of Japan’s policy on the recruitment of foreign nurses and their intentions to hire foreign nurses under the EPA (hereafter called EPA nurses). We randomly selected 1879 hospitals, or 22% of the hospitals in Japan (n = 8540), with more than 20 beds. We used descriptive statistics, a Chi-square test, and logistic regression analysis to identify the predictors and developed a model to predict the likelihood of their intention to recruit EPA nurses in the future. Results In total, 432 hospitals were eligible for further analysis (response rate: 22.9%). Half (50%) of the hospital managers were considerably interested in Japan’s policy on recruiting EPA nurses, although only 20% intended to recruit EPA nurses in the future. Willingness to recruit EPA nurses was associated with the degree of interest in the policy (OR 9.38; 95% CI 4.42–19.90) and managers’ perception of EPA nurses (OR 5.32, 95% CI 2.38–11.89). Conclusions To attract more hospitals to recruit foreign nurses, it is essential for the Japanese government and the sending countries to review their EPA systems. Utilizing returning nurses to assist language acquisition by the forthcoming EPA nurses could be a provisional solution. For a more fundamental solution, long-term provision, from prior to their migration until their return migration, is needed to encourage brain circulation, as opposed to brain drain, between sending and receiving countries.

Indonesian Nurses’ Journey in Passing the Japan National Nursing Licensure Examination

“…13 However, the opposite case was for Vietnam nurses, as they have higher Japanese language level requirements and more well-prepared language skills. 24 In Indonesia, the Japanese language preparation program only offers the basic skills, while the more advanced skills, including daily conversation and Japanese medical language, are also needed as the vocabularies are different. The Japanese language has a crucial role in getting through the exam.…”

“…Some studies revealed that the nurses’ motivation to pass the exam was associated with several factors: effective learning strategies, a comfortable study environment, and support from hospital leadership. 24 , 29 As lack of preparations can cost them licensure, these strategies are intended to minimize the chances of failing the exam. 30 It is suggested that both the Indonesian and Japanese governments provide more training for the candidates, focusing on the Japanese language or exam materials.…”

Caring across borders: Indonesian care workers’ experiences of working in Japan

“…Japan is recognized as one of the main destination countries for the migration of health-care workers, attracting nurses from various nations (Efendi et al , 2017; Hirano et al , 2020). However, Japan faces a significant challenge with its aging population, which is the highest globally.…”

“…Failure to pass the exam requires them to return to their home country after completing a three-year contract for nurses or a four-year contract for caregivers. Conversely, successful candidates are awarded the “Medical Services” for registered nurses or “Nursing Care” for certified care workers visa (Ministry of Foreign Affairs of Japan, 2023), which can be renewed indefinitely as long as they are engaged in their designated visa jobs (Efendi and Gunawan, 2022; Hirano et al , 2020).…”

Experiences lived by international nurses concerning professional integration and interpersonal relationships in the workplace: qualitative research

“…Governments resort to diversified strategies to solve the nursing shortage; one of them is the overseas recruitment of nurses. However, some hospitals' managers do not agree with employing international nurses, believing that they will face communication and interaction problems that will make it difficult for them to adapt to the host country (Hirano et al, 2020). Job opportunities and better social conditions are often the main reasons why nurses decide to work abroad (Rodr ıguez et al, 2014;Keshet and Popper-Giveon, 2016).…”