Nurse migration in Europe—Can expectations really be met? Combining qualitative and quantitative data from Germany and eight of its destination and source countries

Zander, Britta; Blümel, Miriam; Busse, Reinhard

doi:10.1016/j.ijnurstu.2012.11.017

Cited by 42 publications

(43 citation statements)

References 6 publications

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“…Therefore, solutions will be required to address some of the long-standing and intractable workforce challenges. Zander et al found that internationally trained nurses working in Germany cited similar problems with regard to their work environments, as did German trained nurses who had emigrated from Germany [43]. Such findings should enable a broad-based response to improve working conditions and improve retention rates among migrant and non-migrant doctors.…”

Section: Discussionmentioning

confidence: 99%

A cycle of brain gain, waste and drain - a qualitative study of non-EU migrant doctors in Ireland

et al. 2013

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BackgroundIreland is heavily reliant on non-EU migrant health workers to staff its health system. Shortages of locally trained health workers and policies which facilitate health worker migration have contributed to this trend. This paper provides insight into the experiences of non-EU migrant doctors in the Irish health workforce.MethodIn-depth interviews were conducted with 37 non-EU migrant doctors in Ireland in 2011/2012.ResultsRespondents believed they had been recruited to fill junior hospital doctor ‘service’ posts. These posts are unpopular with locally trained doctors due to the limited career progression they provide. Respondents felt that their hopes for career progression and postgraduate training in Ireland had gone unrealised and that they were becoming de-skilled. As a result, most respondents were actively considering onward migration from Ireland.Discussion & conclusionsFailure to align the expectations of non-EU migrant doctors with the requirements of the health system has resulted in considerable frustration and a cycle of brain gain, waste and drain. The underlying reasons for high mobility into and out of the Irish medical workforce must be addressed if this cycle is to be broken. The heavy reliance on non-EU migrant doctors to staff the medical workforce has distracted from the underlying workforce challenges facing the Irish medical workforce.

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Section: Discussionmentioning

confidence: 99%

A cycle of brain gain, waste and drain - a qualitative study of non-EU migrant doctors in Ireland

et al. 2013

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“…[15][16][17] It is regretful that nurse mangers are faced with the dilemma of how to take good care of their firstline nurses, 2,17,18 and there are also evidences in the recent literature that clinical nurses consider that they do not generally get enough support from their nurse managers. 13,[19][20][21][22][23][24] It prompted us to explore a practical and effective way to solve this problem. In a previous study, we also explored the caring training experiences and expectation of 453 nurse managers in 14 hospitals in the Hubei Province in China.…”

Section: Development Of the Questionnairementioning

confidence: 99%

Constructing a caring training content for nurse managers: a Delphi study

Chen

Liu

2019

Frontiers of Nursing

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Objective: To design a scientific, feasible caring training content for nurse managers. Methods: Training content came from review of literature; all the content were sorted out, analyzed, and compiled by the research team. Then, a Delphi method was used to collect opinions from experts on the caring training contents. Results: A 22-member multidisciplinary panel was engaged in a two-round Delphi process to assess the importance of the items and to identify any additional elements. Consensus was obtained on 23 items that belonged to four modules. There were 10 items related to caring knowledge and caring ability, six items related to caring leadership, three items related to caring education, and four items related to caring research. Conclusions: The four-module integrated training contents achieved in this study represented the core caring knowledge and skills that a nurse manager who worked in hospital needed to know. Nurse managers can choose any module to have a system learning according to their practical needs, totally or separately.

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“…For some time, Canada, the United States, the United Kingdom, and Australia have been top destination countries for IENs [4]. In recent years, these nations as well as other developed countries in Europe have experienced dramatic increases in the numbers of IENs [5–7]. Most of the documented “push” and “pull” factors that influence IENs’ decisions to migrate are fuelled by the assumption that nurses possess a tangible and transferable skill set that is suitable for gaining employment, globally [1].…”

Section: Introductionmentioning

confidence: 99%

Internationally educated nurses in Canada: predictors of workforce integration

Covell

Primeau²,

Kilpatrick

et al. 2017

Hum Resour Health

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BackgroundGlobal trends in migration accompanied with recent changes to the immigrant selection process may have influenced the demographic and human capital characteristics of internationally educated nurses (IENs) in Canada and in turn the assistance required to facilitate their workforce integration. This study aimed to describe the demographic and human capital profile of IENs in Canada, to explore recent changes to the profile, and to identify predictors of IENs’ workforce integration.MethodsA cross-sectional, descriptive, correlational survey design was used. Eligible IENs were immigrants, registered and employed as regulated nurses in Canada. Data were collected in 2014 via online and paper questionnaires. Descriptive statistics were used to examine the data by year of immigration. Logistic regression modeling was employed to identify predictors of IENs’ workforce integration measured as passing the licensure exam to acquire professional recertification and securing employment.ResultsThe sample consisted of 2280 IENs, representative of all Canadian provincial jurisdictions. Since changes to the immigrant selection process in 2002, the IEN population in Canada has become more racially diverse with greater numbers emigrating from developing countries. Recent arrivals (after 2002) had high levels of human capital (knowledge, professional experience, language proficiency). Some, but not all, benefited from the formal and informal assistance available to facilitate their workforce integration. Professional experience and help studying significantly predicted if IENs passed the licensure exam on their first attempt. Bridging program participation and assistance from social networks in Canada were significant predictors if IENs had difficulty securing employment.ConclusionsNurses will continue to migrate from a wide variety of countries throughout the world that have dissimilar nursing education and health systems. Thus, IENs are not a homogenous group, and a “one size fits all” model may not be effective for facilitating their professional recertification and employment in the destination country. Canada, as well as other countries, could consider using a case management approach to develop and tailor education and forms of assistance to meet the individual needs of IENs. Using technology to reach IENs who have not yet immigrated or have settled outside of urban centers are other potential strategies that may facilitate their timely entrance into the destination countries’ nursing workforce.

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Nurse migration in Europe—Can expectations really be met? Combining qualitative and quantitative data from Germany and eight of its destination and source countries

Cited by 42 publications

References 6 publications

A cycle of brain gain, waste and drain - a qualitative study of non-EU migrant doctors in Ireland

A cycle of brain gain, waste and drain - a qualitative study of non-EU migrant doctors in Ireland

Constructing a caring training content for nurse managers: a Delphi study

Internationally educated nurses in Canada: predictors of workforce integration

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