Job insecurity, fear of litigation, and mental health among expatriate nurses

Saquib, Juliann; Taleb, M; AlMeimar, Redaallah; Alhomaidan, Homaidan T.; Al‐Mohaimeed, Abdulrahman; Almazrou, Abdulrahman; Alshaya, Sultan; Saquib, Nazmus

doi:10.1080/19338244.2019.1592093

Cited by 16 publications

(20 citation statements)

References 29 publications

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“…The nursing workforce was found predominantly female, analogous to most studies with nurses working in Saudi hospitals. 38,39 The age of the nurses was mostly between 20 and 40, majority having Bachelor's degree and working in Staff nurse cadre, similar to studies by Kaddourah et al and Saquib et al 8,39 In contrast to the <5 years tenure seen in these studies, a 5-9 year work experience was found common here. The multinational nursing population was dominated by Indian nurses, closely followed by Filipino, which is similar to Albougami et al and Saquib et al 39,40 In contrast, the study by Kaddourah had a higher number of Filipino nurses.…”

Section: Discussionsupporting

confidence: 84%

“…38,39 The age of the nurses was mostly between 20 and 40, majority having Bachelor's degree and working in Staff nurse cadre, similar to studies by Kaddourah et al and Saquib et al 8,39 In contrast to the <5 years tenure seen in these studies, a 5-9 year work experience was found common here. The multinational nursing population was dominated by Indian nurses, closely followed by Filipino, which is similar to Albougami et al and Saquib et al 39,40 In contrast, the study by Kaddourah had a higher number of Filipino nurses. 8 Agreement scores evaluated by a questionnaire spanning nine sections charted the views of the participants on the various factors that can be considered influencing their turnover intention.…”

Section: Discussionsupporting

confidence: 84%

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Turnover among Foreign Nurses in Saudi Arabia

Alreshidi

Alrashidi

Alanazi³

et al. 2021

Journal of Public Health Research

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Background: Globally, nursing turnover has become a contemporary concern that significantly influences the financial proficiency of healthcare systems. Not only costs, but healthcare accessibility and quality also reverberate the consequence of the phenomenon.Design and methods: The study explores the factors that attribute to turnover among foreign registered nurses working in Saudi Arabia. A quantitative-based cross-sectional descriptive study design that uses survey data to make statistical inferences about foreign nurse turnover in Saudi Arabia, was conducted to ascertain factors influencing the termination of foreign nurses working with the Ministry of Health (MOH) hospitals.Results: Factors influencing turnover were categorized into 9 dimensions, professional growth and development, leadership style, management, wage and benefits, workload, interpersonal relationship, housing facilities and services, hospital facilities and intent to stay and turn-over intention, of which the professional growth (4.1±0.7) and development had the highest mean agreement scores (4.0±1.1), whereas housing (2.3±1.3) and hospital facilities (2.1±1.0) showed the lowest mean scores. Conclusions: Wage benefits and workload factors were found to be the most significant causes of expatriate nursing turnover, closely followed by inadequate housing and hospital facilities. Recommendations from nursing staff on how to improve retention were also noted.

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Section: Discussionsupporting

confidence: 84%

Section: Discussionsupporting

confidence: 84%

Turnover among Foreign Nurses in Saudi Arabia

Alreshidi

Alrashidi

Alanazi³

et al. 2021

Journal of Public Health Research

View full text Add to dashboard Cite

show abstract

“…This calls for the need to increase the level and availability of security in hospitals so that expatriate nurses can practice in a secure environment. This is particularly important as the fear of litigation and job insecurity has been shown to predispose expatriate nurses to developing anxiety, and/or depression (Saquib et al., 2020 ). A previous study among nurse managers in Malaysia showed that the work context strongest QNWL dimension that is significantly associated with the intention to remain in an employment (Agus & Selvaraj, 2020 ).…”

Section: Discussionmentioning

confidence: 99%

Work‐life balance of expatriate nurses working in acute care settings

Alreshidi

Alsharari

2021

Nursing Open

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“…We previously published findings from this survey on expatriate mental health (Saquib et al, 2019a; Saquib et al, 2019b; Zaghloul et al 2019). We showed that some of the aforementioned unique factors (e.g., job insecurity, fear of litigation) were strong and independent correlates of the nurses’ mental health (Saquib et al, 2019a). However, we did not test whether these factors are associated with their job dissatisfaction.…”

Section: Introductionmentioning

confidence: 97%

Unique expatriate factors associated with job dissatisfaction among nurses

Billah

Saquib

Zaghloul

et al. 2020

International Nursing Review

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Aim To assess whether expatriate‐specific factors were associated with nurses’ overall job dissatisfaction after controlling for known factors. Background Current evidence about job dissatisfaction among nurses in Saudi Arabia is not specific to expatriate nurses. Specific aspects such as job insecurity, fear of litigation, and language barriers have not been assessed in the context of job dissatisfaction. Introduction The majority of nurses in the Arab Gulf countries are expatriate. The motive for employment here is purely financial because there is no path to permanent residency. Methods This was a cross‐sectional electronic survey of 977 expatriate nurses in Al‐Qassim, Saudi Arabia. The survey included questions on demography, job dissatisfaction (overall and related to salary, workload, and teamwork), job characteristics, job duration as an expatriate, communication issues with patients and doctors, fear of litigation, and job insecurity. We used a hierarchical logistic regression to evaluate whether unique factors were associated with overall job dissatisfaction either as a group, or individually. Results The mean age of the nurses was 32 years, and 19% reported overall job dissatisfaction. The unique expatriate factors as a group contributed significantly to the model. Job insecurity, patient communication problems, and shorter job duration were significantly associated with higher overall job dissatisfaction. Conclusions Job insecurity, job duration, and patient communication were significant correlates of overall job dissatisfaction among expatriate nurses. Implications for nursing policy A longer job contract and organizational initiatives to help new expatriate nurses acculturate will likely decrease feelings of job insecurity and increase job satisfaction.

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Job insecurity, fear of litigation, and mental health among expatriate nurses

Cited by 16 publications

References 29 publications

Turnover among Foreign Nurses in Saudi Arabia

Turnover among Foreign Nurses in Saudi Arabia

Work‐life balance of expatriate nurses working in acute care settings

Unique expatriate factors associated with job dissatisfaction among nurses

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