The experiences of international nurses and midwives transitioning to work in the UK: A qualitative synthesis of the literature from 2010 to 2019

Bond, Samuel; Merriman, Clair; Walthall, Helen

doi:10.1016/j.ijnurstu.2020.103693

Cited by 22 publications

(28 citation statements)

References 15 publications

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“…The results of this study showed that teamwork climate was evaluated moderate by both groups indicating that the nurses felt like they were working effectively as a team and supported each other to some extent. Research suggests that migrant nurses benefit from a strong support system, which can be found within the nursing team [ 34 ] or from a mentor system [ 54 ]. Despite support from host nurses, social groups and support from other migrant nurses decreased stress [ 52 ].…”

Section: Discussionmentioning

confidence: 99%

“…Other factors that have a negative impact on workplace integration are differences in nursing practice and cultural values, discrimination and racism, or delays in recognition of competencies, which can lead to deskilling and frustration [ 32 , 33 ]. Successful workplace integration is a complex, costly [ 34 ] and time-consuming process not only for hospital management but also for internationally trained nurses [ 29 , 35 ] and host nurses. For recruitment and retention purpose, it is important to not only focus on challenges during workplace integration but also to identify why nurses migrate to Germany and if their expectations are met to ensure their successful integration and promote a satisfying work climate for the entire nursing team [ 29 ].…”

Section: Introductionmentioning

confidence: 99%

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Internationally trained nurses and host nurses’ perceptions of safety culture, work-life-balance, burnout, and job demand during workplace integration: a cross-sectional study

et al. 2021

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Background The shortage of qualified nurses is a problem of growing concern in many countries. Recruitment of internationally trained nurses has been used to address this shortage, but successful integration in the workplace is complex and resource intensive. For effective recruitment and retention, it is important to identify why nurses migrate and if their expectations are met to ensure their successful integration and promote a satisfying work climate for the entire nursing team. The aim of this study was to examine the perceptions of safety culture, work-life-balance, burnout and job demand of internationally trained nurses and associated host nurses in German hospitals. Methods A multicentric, cross-sectional study was conducted with internationally trained nurses (n = 64) and host nurses (n = 103) employed at two university hospitals in the state of Baden-Wuerttemberg, Germany. An anonymous paper-based survey was conducted between August 2019 and April 2020. The questionnaire included sociodemographic questions, questions regarding factors related to migration, and the German version of the Assessment of your work setting Safety, Communication, Operational Reliability, and Engagement (SCORE) questionnaire. SCORE is divided into three sections: Safety Culture Domains (six subscales), Work-Life-Balance (one subscale), and Engagement Assessment Tool (four subscales). Results Nurses who migrated to Germany were primarily seeking better working conditions, a higher standard of living, and professional development opportunities. Internationally trained nurses reported lower work-related burnout climate (Mean 55.4 (SD 22.5)) than host nurses (Mean 66.4 (SD 23.5)) but still at a moderately high degree (Safety Culture Domains). Host nurses indicated a higher workload (Mean 4.06 (SD 0.65)) (Engagement Assessment Tool) and a lower Work-Life-Balance (Mean 2.31 (SD 0.66)) (Work-Life-Balance) compared to nurses who trained abroad (Mean 3.67 (SD 0.81) and Mean 2.02 (SD 0.86), respectively). No differences were detected for the other subscales. The Safety Culture Domains and Engagement Assessment Tool showed room for improvement in both groups. Conclusion The study suggest that the expectations migrant nurses had prior to migration may not be met and that in turn could have a negative impact on the integration process and their retention. With increasing recruitment of internationally trained nurses from within Europe but also overseas, it is crucial to identify factors that retain migrant nurses and assist integration. Trial registration The study has been prospectively registered (27 June 2019) at the German Clinical Trial Register (DRKS00017465).

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Internationally trained nurses and host nurses’ perceptions of safety culture, work-life-balance, burnout, and job demand during workplace integration: a cross-sectional study

et al. 2021

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“…Other issues included OSCEs that did not reflect current clinical practice standards, exam failures based on arbitrary issues, and concerns at the excessive costs of the exams. However, there are currently no studies which have specifically examined overseas nurses' experience of the OSCEs in the UK (Bond et al, 2020), or the Test of Competency process more broadly.…”

Section: [Insert Table 1 Here]mentioning

confidence: 99%

Filipino nurses’ perspectives of the clinical and language competency requirements for nursing registration in England: A qualitative exploration

Gillin

Smith

2021

Nurse Education in Practice

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“…Individuals often face difficulties in adjusting and transitioning to the culture of their host country and healthcare system (Bond et al, 2020). Global public health has recognised the difficulties posed by healthcare workers moving from low-and middle-income countries to high-income countries (Oladeji & Gureje, 2016).…”

Section: Introductionmentioning

confidence: 99%

A qualitative study exploring the experience of the Medical Intern Programme: Supportive transition for international doctors working in the NHS

Conen

et al. 2021

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Background: The UK is experiencing a shortage of doctors. Consequently, the Medical Intern Programme, a unique two year programme consisting of an observership, four clinical rotations at the level of a foundation doctor within an NHS Trust and a postgraduate diploma from a university in the north of England, was set up to enhance the NHS workforce by facilitating the entry of international medical graduates into UK medicine via a supported transitional programme. We aimed to explore the experiences of the doctors enrolled on the Medical Intern Programme. Methods: Semi-structured interviews were conducted via the telephone with seven doctors enrolled on the programme. The interview guide was informed by the research questions and data were analysed using a thematic analysis. Results: We identified four themes that were important in the experiences of the doctors: preparing to work in the UK, feeling supported, weighing up the pros and cons of the programme and comparisons between countries. Conclusions: The Medical Intern Programme successfully facilitated international doctors' transition to the UK and working in the NHS. Support needs to be provided at the organisational, team and individual level including a period of observing and shadowing to enable the doctors to understand the systems and multidisciplinary team working in the NHS.

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The experiences of international nurses and midwives transitioning to work in the UK: A qualitative synthesis of the literature from 2010 to 2019

Cited by 22 publications

References 15 publications

Internationally trained nurses and host nurses’ perceptions of safety culture, work-life-balance, burnout, and job demand during workplace integration: a cross-sectional study

Internationally trained nurses and host nurses’ perceptions of safety culture, work-life-balance, burnout, and job demand during workplace integration: a cross-sectional study

Filipino nurses’ perspectives of the clinical and language competency requirements for nursing registration in England: A qualitative exploration

A qualitative study exploring the experience of the Medical Intern Programme: Supportive transition for international doctors working in the NHS

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