Many countries develop their nursing capacity by sending nurses overseas to gain their doctorates. There is a lack of research on their subsequent experience and career development. Focusing on the Jordanian and UK contexts, this qualitative study explored the doctoral and postdoctoral experience. Interviews were held with 16 PhD nursing graduates in Jordan. The participants had studied in 12 different universities in the UK and now worked as faculty members in seven Jordanian universities. The data were analyzed thematically. The participants reported that the most difficult task (but also the most significant achievement) was the transition to autonomous scholarship. They also described a profound personal transformation as a result of living in another country. However, very few of them could cite examples of how they were using their skills now to influence their current practice within their faculty roles. This suggests a possible under-use of the skills, new perspectives, and enthusiasm that new doctoral graduates bring back home with them. Future research should focus on identifying ways to support and develop doctoral nursing graduates to maximize their potential on their return home.

There is a dearth of research exploring the development of postdoctoral nursing research careers in non-Western contexts. This paper reports on a qualitative study of Jordanian graduates of UK PhD programs. Interviews were held with 16 graduates who worked in the nursing faculty of seven different universities in Jordan. Participants reported that their doctoral degree had equipped them with confidence and enthusiasm for developing a research career. Mentorship, leadership, and peer support were identified as essential to supporting ongoing research activity. Access to these sources of support was variable and participants also described a range of institutional and organizational structures that directly or indirectly discouraged them from developing research productivity. This research suggests that support for postdoctoral novice researchers is an important area for further attention - for Jordanian universities, for UK PhD supervisors (and their associated academic departments), and for the wider nursing community.

The migration of nurses from Jordan to the Gulf Cooperation Council (GCC) states has occurred for decades, although substantial increases have been noted since the 1990s. This study aimed to identify the push and pull factors for Jordanian-trained nurses to work in the GCC states in order to inform retention policies that might address the issue of nurse migration. An online survey of a convenience sample of 1241 Jordanian nurses working in GCC states showed that 93% had been employed in Jordan before migration, 85% had migrated to obtain employment and 94% were motivated by higher salary and benefits. Although 93% planned to return to work in Jordan, only 15% planned to do so in the next 2 years. Major incentives to migrate were relocation assistance, salary and benefits and career advancement/professional education. Policy-makers and nurse leaders in Jordan and the GCC states are urged to use these findings to formulate strategies to retain Jordanian nurses in their workplaces. Gestion de la migration du personnel infirmier jordanien vers les États du Conseil de Coopération du GolfeRÉSUMÉ La migration du personnel infirmier de Jordanie vers les États de Coopération du Golfe est un fait connu depuis des décennies, mais des augmentations importantes de ce phénomène ont été observées depuis les années 1990. La présente étude visait à identifier les facteurs motivant et décourageant le personnel infirmier formé en Jordanie à aller travailler dans les États de Coopération du Golfe afin d'alimenter des politiques de fidélisation qui pourraient s'attaquer au problème de la migration du personnel infirmier. Une enquête en ligne portant sur un échantillon de commodité incluant 1241 membres du personnel infirmier dans les États de Coopération du Golfe a démontré que 93 % avaient été employés en Jordanie avant de migrer, 85 % avaient migré pour obtenir un emploi et 94 % étaient motivés par des hauts salaires et des avantages. Si 93 % prévoyaient de retourner travailler en Jordanie, seuls 15 % prévoyaient de le faire dans les deux prochaines années. Les principales incitations à la migration étaient l'assistance à la réinstallation, le salaire et les avantages mais aussi l'avancement professionnel/la formation professionnelle. Les responsables de l'élaboration des politiques ainsi que les chefs de file du personnel infirmier en Jordanie et dans les États de Coopération du Golfe sont invités à exploiter ces résultats pour formuler des stratégies visant à fidéliser le personnel infirmier jordanien à leur lieu de travail. ‫املتوسط‬ ‫لرشق‬ ‫الصحية‬ ‫املجلة‬ ‫العرشون‬ ‫و‬ ‫احلادي‬ ‫املجلد‬ ‫الثالث‬ ‫العدد‬ 221