Abstract PURPOSE In recent years there has been an increase in international nurses and midwives (trained outside of the European Economic Area) recruited to work in the UK. The aim of this review was to synthesise the most recent qualitative research exploring the experiences of international nurses and midwives as they transition and adapt to living and working in the UK. FINDINGS A systematic literature search using the databases psycINFO, CINAHL, MEDline, Web of Science, as well as Google Scholar, resulted in six studies meeting the criteria of primary qualitative research published since 2010 and focussing on the UK as the host country. A lack of research into the experiences of midwives meant that the participants in each of these six studies were international nurses. The findings of these six studies were synthesised into 4 analytical themes: 1) CULTURAL INTEGRATION; 2) INDIVIDUAL CHALLENGES; 3) SUPPORT NETWORKS, and; 4) COMMUNICATION ISSUES. Participants reported difficulties adapting to their new life in the UK, including within their role as a nurse, but also in finding and building positive relationships that would help to ease their transition. Instances of discrimination, an undervaluing of international nurses’ skillset, and problems around communication were all detrimental to this process. SUMMARY These studies are in line with earlier findings that suggest international nurses face a challenging integration process when recruited to work in the UK, indicating no improvement in international nurse experience. With an increasing number of international nurses being recruited to work in the UK, this review raises concerns based on the need to effectively support these nurses to successfully integrate into work and the wider society.
Objective The aim of this review was to examine the migration motives, the barriers to and facilitators of integration of international dental graduates, compared with nurses and doctors in the United Kingdom.
Background Overseas recruitment has been vital to the contribution of staff growth in the National Health Service (NHS). In 2011, high nursing vacancy rates within critical care required that overseas nurses were recruited. The recruited nurses were placed in an Overseas Nurses Program (ONP), a course designed to assist overseas nurses in adapting to the NHS. Aim To describe the experiences of nurses recruited from India who participated in an ONP. Design A qualitative, research approach was cho...
Aim: To conduct a scoping project to identify perceived barriers to UK nurse registration as understood by internationally educated nurses working as Healthcare Assistants in the UK. Method: Qualitative thematic analysis was used to analyse data. Eleven internationally educated nurses working as healthcare assistants in two London hospitals attended two facilitated focus groups. Participants articulated frustration with UK English language testing requirements, and a sense of injustice and unfai...
Qualitative synthesis informs important aspects of evidence-based healthcare, particularly within the practical decision-making contexts that health professionals work in. Of the qualitative methodologies available for synthesis, meta-aggregation is most transparently aligned with accepted conventions for the conduct of high-quality systematic reviews. Meta-aggregation is philosophically grounded in pragmatism and transcendental phenomenology. The essential characteristics of a meta-aggregative ...
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 ...
#1Niamh Humphries(RCSI: Royal College of Surgeons in Ireland)H-Index: 14
#2Ruairi Brugha(RCSI: Royal College of Surgeons in Ireland)H-Index: 50
Last. Hannah McGee(RCSI: Royal College of Surgeons in Ireland)H-Index: 62
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Ireland began actively recruiting nurses internationally in 2000. Between 2000 and 2010, 35% of new recruits into the health system were non-EU migrant nurses. Ireland is more heavily reliant upon international nurse recruitment than the UK, New Zealand or Australia.
Aim. To explore the perceptions and work experiences of internationally recruited neonatal nurses. Background. Neonatal nursing and health care are global issues facing developing and developed countries. In the UK, the recruitment of international nurses to address the labour shortage is not a new phenomenon. Methods. A purposeful sample was drawn from internationally recruited neonatal nurses, working at two teaching hospitals in London. Husserl’s phenomenological approach underpins this study...
Aim. This review explores the experiences of international nurses recently recruited to the UK nursing workforce (1995–2007) and the implications for retention. Background. An acute shortage of nurses in the mid 1990s, combined with policy initiatives to increase the number of qualified nurses working in the NHS, resulted in an active campaign to recruit nurses from overseas. Since 1997, approximately 100,000 international nurses have been admitted to the nursing register from more than 50 count...
This article describes the findings of a study about the experiences of nurses recruited from Ghana and the Philippines by a London NHS Trust. The findings report on issues that have the potential to affect care as well as relationships with patients, families and clinical colleagues. Not surprisingly, the research reported communication difficulties. It particularly highlights how customs and conventions such as the use of first names or ‘please’ and ‘thank you’ can be misinterpreted. It identi...
Abstract Background Internationally qualified nurses enrolled in Australian bridging programs to support professional registration lack confidence, and require support and time to develop communication and leadership skills in the clinical setting. Strategies that strengthen professional self-concept have been demonstrated to improve the nursing performance of internationally qualified nurses. Objective To evaluate an interactive mobile application called mPreceptor, specifically designed to sup...
BackgroundThe 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 experienc...
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 t...
Commentary on : Bond, F, Merriman, C, Walthall, H. The experiences of international nurses and midwives transitioning to work in the UK: A qualitative synthesis of the literature from 2010 to 2019. Int J Nurs Stud 110(2020): 103693. The recruitment of INM trained outside of the European Economic Area (EEA) has continued to grow in the UK, in an attempt the meet staff shortages.1 However, international recruitment processes are expensive and time-consuming for both applicants and recruiting agenc...