In an attempt to build an enabling work environment for nurses abroad addressing the work life issues that a ect migrant nurses is crucial not only to uplifting the welfare of nurses overseas and their families, but also to meeting their expected outcomes for their patients and the system. Henceforth, this study is guided by the central question, "What characterizes the work environment and adjustment patterns of Filipino nurses deployed abroad?" With an in-depth phenomenological interviews conducted to eight (8) Filipino nurse returnees chosen by snowball sampling, the resulting shared experiences were analyzed, following the steps outlined by Ryan and Bernard (2003) for the phenomenological analysis. Interestingly, this study has identi ed three distinct yet interlocking nurses work environment typologies namely: demanding, challenging and rewarding. ese three work life issues of the environment are discussed in this research.

<p>The thrust of this study is anchored on the questions: “What are the underlying factors supportive of good governance and how are they pursued as growth strategy during 1999 to 2008?” “To what extent has good governance benefited the country in nurse migration during this ten-year period? In addressing this question, textual data and information were gathered from various documents and communications (memoranda, circulars, bulletins, transcripts, publications and others) of five (5) participating agencies: Commission on Filipino Overseas (CFO), Philippine Overseas Employment Administration (POEA), Commission on Higher Education (CHED), Professional Regulation Commission (PRC), and Department of Labor and Employment (DOLE). From the research materials, relevant data about governance on nurse migration were culled, organized and stratified for an in-depth, comprehensive and systematic content analysis. With this content analytic approach, five (5) factors emerged notably supportive of good governance; they are: (1) temporary and circular labor migration; (2) employment driven strategy via regulated channels; (3) reintegration goals via modes of incentives and engagements; (4) migration vis-à-vis remittances; and (5) migratory realism on the ethics of recruitment. Theoretically, the factors could demonstrate the government’s proactive stance on good governance but much remain to be seen in terms of the ethics of recruitment, reintegration goals and migration-development nexus.</p>