Italian–Moldovan international nurse migration: rendering visible the loss of human capital

“…According to literature, economic incentives have been noted as the primary motive behind pushing nurses towards recipient countries [ 29 , 30 ]. In addition, professional growth and education opportunities were also seen to encourage nurses to migrate to other countries [ 31 , 32 ]. Therefore, the proper understanding of the career trajectories of nurses especially those who migrate is essential in guiding the workforce planning process and future studies that would explore the factors encouraging nurses to migrate and the forces that would bring them back must be carried out [ 33 ].…”

Section: Discussionmentioning

confidence: 99%

The workforce trends of nurses in Lebanon (2009–2014): A registration database analysis

et al. 2017

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BackgroundAnalysis of the nursing registration databases is a highly informative approach that provides accurate and reliable information supporting evidence based decisions relevant to the nursing workforce planning, management and development. This study presents the first systematic analysis of the nursing registration database in Lebanon. It Reports on the workforce distribution and trends using an updated version of the Order of Nurses in Lebanon (ONL) databases.MethodsThis study presents a secondary data analysis of a de-identified subset of the updated ONL registration database. The workforce participation status of ONL registered nurses was categorized as active and eligible. For active nurses sectors and sub-sectors of employment were defined. Eligible nurses were categorized as unemployed, working outside nursing and working abroad. SPSS was used to conduct descriptive analysis to present workforce trends of Lebanese nurses for year 2009–2014 as frequencies, percentages and percentage changes.ResultsIncreases in the size of the Active (35%) and Eligible (86%) nurses were observed over the past six years. The majority of nurses fell in the below 35 years age group (60% in 2014). The hospital sector remained the principle employer, with 87% of Lebanese nurses working in hospitals in 2014. A 173% increases was reported for nurses working abroad.DiscussionDespite the growth of the Active nursing workforce, the skewed distribution of nurses in the below 35 age group and the growth in the Eligible category, especially for nurses living abroad, raise concerns on the longevity of nurses in the profession and the reasons for their attrition from the workforce.ConclusionThere is a need to investigate the push and pull factors that are affecting nurses and the design of policies and interventions that would encourage nurses to remain active in Lebanon. Furthermore, policies and interventions that would create employment opportunities outside hospitals, especially in the Community sector, are recommended.

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“…2009) on human capital. Nurses’ migration and the loss of human capital (Palese et al. 2010) and economic perspectives (Roy et al.…”

Section: Human Capital In Projects: the Viewpoint Of Managementmentioning

confidence: 99%