Factors influencing midwifery migration from the United Kingdom to Australia

The Intention and Influence Factors of Nurses’ Participation in Telenursing

This study aimed to identify factors that significantly affect the behavioral intention of nursing staff to practice telenursing, applying the decomposed theory of planned behavior (DTPB) as the research framework. This cross-sectional survey study collected data from a valid sample of 203 responses from nurses from a regional hospital in Taipei City, Taiwan. The results of data analysis showed that nursing staff’s attitude, subjective norms, and perceived behavioral control toward telenursing correlated positively with behavioral intention to participate in telenursing. Decomposing the main concepts identified two significant predictive determinants that influence nurses’ behavioral intentions: (a) facilitating conditions (β = 0.394, t = 5.817, p = 0.000 < 0.001) and (b) supervisor influence (β= 0.232, t = 3.431, p = 0.001 < 0.01), which together explain 28.6% of the variance for behavioral intention. The results of this study indicated that support and encouragement from nursing supervisors are important factors affecting nurses’ intention to practice telenursing. Education and training, health policies advocacy and the provision of adequate facilitating technologies and recourses are important factors for improving intention to practice telenursing.

Effective workforce planning: Understanding final-year nursing and midwifery students' intentions to migrate after graduation

AIMS

To examine the factors influencing final-year nursing/midwifery students' intentions to migrate following graduation.

BACKGROUND

With expanding global staff shortages, effective recruitment and retention strategies targeted at new nursing/midwifery graduates are necessary. Understanding factors that influence graduates' decisions to migrate or remain in the health care organisation that supported their education is essential but under-researched.

METHODS

A cross-sectional electronic survey was distributed to graduating nursing/midwifery students across nine higher education institutions in Ireland with a 36% (N = 407) response rate.

RESULTS

85% of Irish (n = 376) nursing/midwifery graduating students reported an intention to migrate overseas and 70% intend to return within 5 years. Pay, working conditions and career were ranked as influencing intentions to migrate. Multivariable analysis illustrated that educational opportunities and friends predict migration, while family and obligation were protective factors.

CONCLUSION

Nursing and midwifery leaders and policymakers must reconsider recruitment and retention strategies and embrace innovative and responsive approaches to address migration intentions and trends.

IMPLICATIONS FOR NURSING/MIDWIFERY MANAGEMENT

Strategic leadership is required to develop effective structures that support personal, professional and career opportunities for new graduates. Targeted recruitment innovations to entice graduates back into the health service are recommended.

'Emigration is a matter of self-preservation. The working conditions . . . are killing us slowly': qualitative insights into health professional emigration from Ireland

BACKGROUND

Achieving a sustainable health workforce involves training and retaining sufficient staff to deliver health services. The Irish health workforce is characterised by a high level of emigration of Irish-trained staff and a heavy reliance on internationally trained staff. This paper presents qualitative findings from a mixed-method study of doctors, nurses and midwives who have recently emigrated from Ireland.

METHODS

Using Facebook, this study elicited 556 (388 completed) responses to an exploratory mixed-method online survey in July 2014. Respondents provided rich responses to two free-text questions, one on health worker return (N = 343) and another on health professional emigration (N = 209) from the source country (Ireland).

RESULTS

Respondents emigrated because of difficult working conditions in the Irish health system (long working hours, uncertain career progression), which compared poorly with conditions in the destination country. Respondents' experiences in the destination country vindicated the decision to emigrate and complicated the decision to return. Their return to Ireland was contingent upon significant reform of the Irish health system and an improvement in working conditions, expressed, for example, as: 'It's not about the money, it's about respect . . . we love working in medicine, but we love our families and health more' (RD283).

CONCLUSIONS

This paper highlights that doctors, nurses and midwives are emigrating from Ireland in search of better working conditions, clear career progression pathways and a better practice environment. The question for the source country is whether it can retain and attract back emigrant doctors, nurses and midwives by matching their expectations.

Intersection of migration and turnover theories-What can we learn?

BACKGROUND

The international migration of nurses has become a major issue in the international health and workforce policy circles, but analyses are not based on a comprehensive theory.

PURPOSE

The purpose of this article was to compare the concepts of an integrated nursing turnover theory with the concepts of one international migration framework.

METHODS

An integrated turnover theory is compared with a frequently used migration framework using examples of each.

DISCUSSION

Migration concepts relate well to turnover concepts, but the relative importance and strength of various concepts may differ. For example, identification, development, and measurement of the concept of national commitment, if it exists, is parallel to organizational commitment and may be fruitful in understanding the processes that lead to nurse migration.

CONCLUSIONS

The turnover theory provides a framework for examining migration concepts and considering how these concepts could relate to each other in a future theory of migration. Ultimately, a better understanding of the relationships and strengths of these concepts could lead to more effective policy.