A meta-synthesis of the transitioning experiences and career progression of migrant African nurses (original) (raw)
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International nurse migration: U-turn for safe workplace transition
Nursing Inquiry, 2009
International nurse migration: U-turn for safe workplace transition Increasing globalization of the nursing workforce and the desire for migrants to realize their full potential in their host country is an important public policy and management issue. Several studies have examined the challenges migrant nurses face as they seek licensure and access to international work. However, fewer studies examine the barriers and challenges internationally educated nurses (IEN) experience transitioning into the workforces after they achieve initial registration in their adopted country. In this article, the authors report findings from an empirically grounded study that examines the experience of IENs who entered Ontario's workforce between 2003 and 2005. We found that migrant nurses unanimously described nursing as 'different' from that in their country of origin. Specifically, IENs reported differences in the expectations of professional nursing practice and the role of patients and families in decision-making. In addition, problems with English language fluency cause workrelated stress and cognitive fatigue. Finally, the experience of being the outsider is a reality for many IENs. This study provides important insights as policy and management decision-makers balance the tension between increasing the IEN workforce and the delivery of safe patient care.
MIGRANT NURSES motivation, integration, contribution
The NHS and independent healthcare sector depend on the contributions of the migrant workforce to make up for serious shortfalls in staff numbers. This book provides the understanding of this topic needed to manage healthcare resources and activities properly. It analyses the motivation for nurses to migrate, the experience of integration and the contribution they make. The book is based on qualitative and quantitative research conducted among migrant and refugee nurses and includes many personal accounts. It covers areas such as diversity, relationships, problems, cultural understanding and exclusion, as well as taking an overall look at migration, ethnicity and employment. Human resources managers in the NHS and private healthcare sectors will find this book invaluable, as will diversity managers, mentors, and researchers interested in organisational behaviour, healthcare and development studies. It will also be of great interest to community groups working with migrants and refugees. ‘This is the first text to offer a comprehensive analysis of the motivation, integration and positive contribution that migrant nurses can make to healthcare in the UK. It offers unique insights essential for using this significant element of the healthcare workforce in an intelligent, balanced and just manner.’ Roswyn Hakesley-Brown, in the Foreword March 2006 144 pages (approx) Paper, £23.50 £21.15 ISBN: 1 84619 007 X
Human Resources for Health, 2007
Background: There is growing concern globally at the current flows of nurse migration, particularly from low-income to middle and high-income countries. Recruitment practices of many countries such as Ireland are thought to be fuelling this rate of migration. This paper aims to establish the perceptions and opinions of those involved in the recruitment process on their role in recruitment and the effects recruitment has on both source and destination countries.
Experiencing transformation: the case of Jordanian nurse immigrating to the UK
Journal of Clinical Nursing, 2015
Aims and objectives. This study explored how Jordanian nurses experienced the transition from home to host country to illuminate the elements of transformation. Background. Much research has been conducted on topics such as the current international nursing shortage and the recruitment of nurses from various countries. International nurses have unique needs with regard to adapting to new host cultures and workplaces; furthermore, the literature has revealed little evidence of nurses' professional and personal experiences related to migration. Design. A qualitative study was conducted, collecting data via individual interviews. Methods. Twenty-five face-to-face and telephone interviews with Jordanian migrant nurses. Result. This study showed that living and working in a host country changes the personal, social and professional attributes of migrant nurses. When nurses migrate, they encounter opportunities and significant challenges in their professional and personal lives. Although Jordanian nurses contributed their knowledge and skills to the UK healthcare system, they encountered enormous professional adaptation demands. Work setting discrepancies between source and host country are likely a major element behind the required nursing profession alteration. Nurses' lives are transformed in terms of their personal and social networks in the host country. Conclusions. Social transformation is an integral and inseparable part of engagement with professional organisation(s) in the host community. Professional integration likely has far-reaching effects and consequences involving not only the individual but also their home and host country families and their professional networks. Relevance to clinical practice. To provide high-quality nursing care, we must learn about the transformation experience, expand our sense of who we are and gain a degree of control over how we perform our nursing roles when we move away from our home. What does this paper contribute to the wider global clinical community? • Migrant nurses' experiences portray differences in the work setting between the present and former environment.
Challenges faced by international nurses when migrating: an integrative literature review
International Nursing Review, 2016
Aim: Results from this literature review were used to identify the challenges faced by international nurses in their host countries following migration. Background: The increasing strain of nursing shortages in the healthcare system has led to the recruitment of international nurses among many countries. However, following migration, international nurses are faced with challenges that may result in poor integration with their host countries. Methods: Using Cooper's five stages for integrative research reviews, a literature search was conducted across seven databases using a PRISMA search strategy. Additional manual searches were also conducted on the end-references of the retrieved articles. The authors then independently reviewed the selected articles using the Joanna Briggs Institute appraisal form to extract and generate the themes for the review. Findings: Twenty-four articles were selected for the review. The themes generated included: (i) difficulty orientating; (ii) a longing for what is missing; (iii) professional development and devaluing; (iv) communication barriers; (v) discrimination and marginalization; (vi) personal and professional differences; and (vii) a meaningful support system. Implications for policy and practice: By identifying the challenges faced by international nurses, interventions that ensure equal treatment (e.g. multifaceted transition programmes and culturally sensitive 'buddy' systems) can be implemented to help international nurses adapt to their new environments. Adequate communication can be achieved by encouraging international nurses to speak English and learn the colloquial language and non-verbal behaviours used by native nurses. Conclusion: With good integration international nurses may be able to reach their full career potential as professional nurses in their host countries. The adaptation process is a dynamic process that requires effort from both international and native nurses. Thus, any strategies that are developed and implemented must be multifaceted.
Motivations, migration and experiences of black African nurses in the United Kingdom
2011
This thesis explores experiences of black African nurses from sub-Saharan Africa in the UK. The exploration starts with motivational factors which cause black African nurses to migrate, as it is argued that migration trajectories have an influence on nurses' experiences. Managers' experiences are also explored to obtain their perspectives. A qualitative approach was used as a methodological framework. Focus groups and individual, semi-structured interviews were used to explore experiences of black African nurses working and living in the UK. Semi-structured interviews were used to collect data from managers working with black African nurses. The data were analysed using Spencer, Ritchie and O'Connor's framework. In total 30 black African nurses were interviewed, comprising 4 focus groups and 15 individual interviews. The number of managers interviewed was 10. The results indicate that black African nurses move to the UK as a result of historical, political and economic factors. However, the main factors are immigration policies and practices of the British government. Migration trajectories of black African nurses indicate that black African nurses are recruited to a subordinate position in the British National Health service; as a result, nurses are stereotyped and experience prejudice, racism and discrimination. Managers' accounts largely echo black African nurses' experiences. CONTENTS Page Acknowledgements viii List of figures ix List of tables x Chapter 1 Introduction to the thesis Section 1.1 Background to the study Section 1.2 Organisation of the thesis Chapter 2 Literature review on Migration Motives Section 3.3.7 Adjustment to a new environment Section 3.3.8 Differences in communication Section 3.3.9 Exploitation Section 3.3.10 Racism and harassment Section 3.3.11 Equal opportunities Section 3.3.12 Discrimination Section 3.4 Discussion of chapter