Integration of overseas Registered Nurses: evaluation of an adaptation programme

Gerrish, Kate; Griffith, Vanessa M

doi:10.1046/j.1365-2648.2003.02949.x

Cited by 72 publications

(121 citation statements)

References 13 publications

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“…For staff who might be in positions of inequity, Minors et al (1995) explain that to achieve equitable outcomes, it is important that workplaces are also considerate of their need for differential supports. Given that the frontline managers' support and openness are seen to be critical by IEN participants in this research as well as in other studies (Gerrish and Griffith 2003;Hoxby et al 2010;Parkouda 2014), a focused development program for nurse managers may be appropriate. Under the broad topic of equitable practices for managing the workforce, nurse managers would benefit from different perspectives on harnessing the talents of a diverse team.…”

Section: Discussionmentioning

confidence: 88%

“…This finding does not resonate with what generally appears in the literature about IENs and their leadership capacities. Further to Gerrish and Griffith's (Gerrish and Griffith 2003) finding of IENs' difficulties in challenging team members, mentors and managers in Ferguson et al's (Ferguson et al 2014) research also feel that IENs are not ready to be in charge and assume leadership of a team. Both studies indicate they are exploring "integration" experiences of IENs but neither one provides any definitions and they both seem to focus on the challenges IENs encounter while they are still adapting and transitioning into the new host environment.…”

Section: Discussionmentioning

confidence: 97%

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Workplace Integration: Key Considerations for Internationally Educated Nurses and Employers

Ramji

Etowa

2018

Administrative Sciences

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Integration of internationally educated nurses (IENs) in the workplace over the long term, has not been a clear focus in nursing. The role of the employer organization in facilitating workplace integration for IENs has also not been emphasized in research. The overall aim of this paper is to highlight findings from an instrumental qualitative case study research informed by critical social theory, which examined workplace integration of IENs. The study explored what is meant by 'integration' and how the employer organizational context affects workplace integration of IENs. A purposeful sample of twenty-eight participants was involved. The participants included: stakeholders from various vantage points within the case organization as well as IENs from diverse backgrounds who were beyond the process of transitioning into the Canadian workplace-they had worked in Canada for an average of eleven years. Four methods of data collection were used: semi-structured interviews; socio-demographic survey; review of documents; and focus group discussions (FGDs). Thematic analysis methods guided the within subcase analysis first, followed by an across subcase analysis. FGDs were used as a platform for member-checking to establish the credibility of study findings. The resulting definition and conceptual framework point to workplace integration of IENs as a two-way process requiring efforts on the part of the IENs as well as the employer organization. This paper elaborates on selected themes of how beyond transition, workplace integration entails IENs progressing on their leadership journey, while persevering to overcome challenges. Organizational factors such as workforce diversity, leadership commitment to equity and engagement with the broader community serve as critical enablers and the importance of workplaces striving to avoid common pitfalls in addressing the priority of IEN integration are also discussed. This paper concludes with implications and key considerations for workplace integration of IENs.

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Section: Discussionmentioning

confidence: 88%

Section: Discussionmentioning

confidence: 97%

Workplace Integration: Key Considerations for Internationally Educated Nurses and Employers

Ramji

Etowa

2018

Administrative Sciences

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“…The international recruitment of health workers is viewed as a 2-way exchange of expertise. 32 Overseas nurses have various unique skills and talents, which they can provide to the health-care services; however, they cannot make full use of their experiences and skills in the UK. Hence, it is necessary for national and local policymakers to formulate innovative strategies or set up special standards to reduce the de-skilling of overseas nurses.…”

Section: Recommendationsmentioning

confidence: 99%

A literature review of research exploring the experiences of overseas nurses in the United Kingdom (2002–2017)

Lin

Ding

2018

Frontiers of Nursing

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ObjectivesThe goals of this work were to critically explore the challenges faced by overseas nurses during their working careers in the UK, to critically explore the available support for overseas nurses, and to make recommendations on how to minimize the effects of these challenges, as well as how to provide more support for overseas nurses during their working careers in the UK.MethodsA systematic and comprehensive literature review was conducted to explore the said objectives. A search was conducted in the Cumulative Index to Nursing and Allied Health Literature (CINAHL), Scopus, and Academic Search Complete databases for relevant research. Inclusion and exclusion criteria were used to select the included articles. A total of 8 studies including 6 qualitative studies, 1 quantitative study, and 1 mixed-method study were selected for literature review. The validity and reliability of these 8 studies were analyzed by using 2 appraisal tools.ResultsThis review reveals 4 challenges, which overseas nurses experience in the past 15 years, including cultural differences, communication issues, unequal opportunities, and de-skilling. These challenges have a negative impact on overseas nurses’ emotions and career development. The formal and informal supports are revealed in this review. Various supports can help overseas nurses to work better.ConclusionsThis review reveals 4 challenges faced by overseas nurses, including cultural differences, communication issues, and unequal opportunities and de-skilling. These challenges naturally have a profound negative impact on the emotions and career development of overseas nurses. Additionally, the formal and informal support systems available to these nurses are reviewed. Various support systems can help overseas nurses work more effectively.

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“…Research has identified that immigrant nurses have difficulties fitting into the mainstream culture (Gerrish and Griffith, 2004, Omeri and Atkins, 2002, Zhou et al, 2011. Leaders in an organisation can take action to mitigate group alienation by engaging them in activities that promote group contact and positive interactions (Dreachslin et al, 2000, Groves and Feyerherm, 2011, Schein, 2010.…”

Section: [Insert Table 1 Here]mentioning

confidence: 99%

Factors affecting the integration of immigrant nurses into the nursing workforce: A double hermeneutic study

Xiao

Willis

Jeffers

2014

International Journal of Nursing Studies

134

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Integration of overseas Registered Nurses: evaluation of an adaptation programme

Abstract: Industrialized nations recruiting from the global nursing market need to invest in providing appropriate support to enable overseas nurses to adapt to working in a different health care system and social and cultural context.

Cited by 72 publications

References 13 publications

Workplace Integration: Key Considerations for Internationally Educated Nurses and Employers

Workplace Integration: Key Considerations for Internationally Educated Nurses and Employers

A literature review of research exploring the experiences of overseas nurses in the United Kingdom (2002–2017)

Factors affecting the integration of immigrant nurses into the nursing workforce: A double hermeneutic study

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