The migration and transitioning experiences of internationally educated nurses: a global perspective

Newton, Stacey; Pillay, Jennifer; Higginbottom, Gina

doi:10.1111/j.1365-2834.2011.01222.x

Cited by 89 publications

(66 citation statements)

References 22 publications

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“…We do however suspect that the educational preparation and language proficiency of our participants did play a role in their success on the licensure exam. This assumption would be consistent with previous research [24]; however, additional studies are needed to clarify the level of language proficiency required to pass the licensure exam and methods to determine its influence on IENs’ capability to provide safe patient care.…”

Section: Discussionsupporting

confidence: 86%

“…Perfecting their language skills, learning the occupational-specific vocabulary used in the workplace, and understanding the scope of nursing practice in Canada have been identified as facilitators of IENs passing the licensure exam [24]. IENs report using a variety of strategies to gain the knowledge required to achieve success on the licensure exam, including reading nursing journals and exam review books, perfecting their language skills, and acquiring mentorship or tutoring from friends or colleagues in Canada [25].…”

Section: Introductionmentioning

confidence: 99%

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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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Section: Discussionsupporting

confidence: 86%

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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“…One of the concerns consistently raised in the literature is that health professionals who migrate from India may practice below their skill level [40], and this is particularly germane for nurses, raising important gender considerations [41, 42]. Some stakeholders offered limited insight on deskilling.…”

Section: Resultsmentioning

confidence: 99%

Causes, consequences, and policy responses to the migration of health workers: key findings from India

et al. 2017

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BackgroundThis study sought to better understand the drivers of skilled health professional migration, its consequences, and the various strategies countries have employed to mitigate its negative impacts. The study was conducted in four countries—Jamaica, India, the Philippines, and South Africa—that have historically been “sources” of health workers migrating to other countries. The aim of this paper is to present the findings from the Indian portion of the study.MethodsData were collected using surveys of Indian generalist and specialist physicians, nurses, midwives, dentists, pharmacists, dieticians, and other allied health therapists. We also conducted structured interviews with key stakeholders representing government ministries, professional associations, regional health authorities, health care facilities, and educational institutions. Quantitative data were analyzed using descriptive statistics and regression models. Qualitative data were analyzed thematically.ResultsShortages of health workers are evident in certain parts of India and in certain specialty areas, but the degree and nature of such shortages are difficult to determine due to the lack of evidence and health information. The relationship of such shortages to international migration is not clear. Policy responses to health worker migration are also similarly embedded in wider processes aimed at health workforce management, but overall, there is no clear policy agenda to manage health worker migration. Decision-makers in India present conflicting options about the need or desirability of curtailing migration.ConclusionsConsequences of health work migration on the Indian health care system are not easily discernable from other compounding factors. Research suggests that shortages of skilled health workers in India must be examined in relation to domestic policies on training, recruitment, and retention rather than viewed as a direct consequence of the international migration of health workers.

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“…While it is possible to achieve fluency in a language, basic interpersonal proficiency is achieved after two years of language immersion, yet oral and written academic language proficiency could take as much as 5e7 years. 27 Given the difficulty that some FB/FE nurses face in obtaining licensure and registration in the U.S., 28 particularly as it pertains to meeting language proficiency, this cohort and their related language challenges is relatively unknown; indeed, efforts to locate data on the distribution, challenges, and/or needs of these FB/FE nurses proved difficult. Some sources provide anecdotal tales of nurses who arrive in the U.S. and then improve language proficiency with the aid of local U.S. chapters of nurse migrants.…”

Section: Discussionmentioning

confidence: 99%