Transition Supports for IENs in Workplace: Perspectives of IENs in Ontario

Khalili, Hossein; Ramji, Zubeida; Mitchell, Jonelle; Raymond, Gillian

doi:10.5176/2010-4804_2.2.79

Cited by 2 publications

(3 citation statements)

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“…With internationally qualified nurses (IQNs) constituting an ever‐increasing proportion of the nursing workforce in developed countries, bridging programmes endeavour to enhance ‘cultural fit’ and readiness to practice in the new country (Khalili, Ramji, Mitchell, & Raymond, ; Riden, Jacobs, & Marshall, ; Sherwood & Shaffer, ; Tie, Birks, & Mills, ; Xu, ). However, research indicates that the transition process may extend well beyond an initial few weeks.…”

Section: Introductionmentioning

confidence: 99%

“…Successful transition involves reciprocity, rather than being the unilateral responsibility of IQNs (Brunton & Cook, ; Philip, Woodward‐Kron, Manias, & Noronha, ). Studies demonstrate that supportive leadership is a significant factor in transition and that leaders benefit from professional development to facilitate this process (Brunton & Cook, ; Khalili et al, ; Ramji & Etowa, ; Timilsina Bhandari, Xiao, & Belan, ; Viken, Solum, & Lyberg, ). The first author, who is an internationally qualified nurse, and currently a nurse educator, aimed to inform the role of educators and preceptors further by exploring challenges that a sample of Filipino and Indian culturally and linguistically diverse (CALD) nurses encountered when transitioning to the New Zealand nursing practice context.…”

Section: Introductionmentioning

confidence: 99%

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Power distance and migrant nurses: The liminality of acculturation

2019

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A dearth of literature focuses on the relationship between acculturation, power distance and liminality for migrant nurses entering foreign workplaces. Expectations are for migrant nurses to be practice‐ready swiftly. However, this aspiration is naïve given the complex shifts that occur in deeply held cultural beliefs and practices and is dependent on an organisational climate of reciprocal willingness to adapt and learn. This exploratory study identified that although a plethora of literature addresses challenges migrant nurses face, there are limited data that link these transitional processes to concepts that might usefully guide transitions. This study draws from the overarching concept of acculturation, together with Hofstede's (2011) notion of power distance and the theory of liminality to explore the experiences of eight migrant nurses. Data highlighted that adjusting to altered hierarchical relationships took many months because negotiating power distance challenged deeply held beliefs and assumptions about professional and organisational hierarchies. Migrant nurses’ accounts indicated a paucity of organisational processes to address these difficulties; therefore, they navigated this liminal space of adjustment to power distance differences in an ad hoc manner. Their acculturation experiences, arguably unnecessarily prolonged, indicate the value in workplace commitment to exploring a collaborative, critically reflective approach to optimise transitions.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Power distance and migrant nurses: The liminality of acculturation

2019

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“…This study defines CALD nurse integration as a process which includes competence recognition and support, positive cultural relationships in the workplace, organizational support, acceptance of diversity, and the promotion of work wellbeing. Good organizational integration has been shown to positively impact CALD nurse care delivery and work satisfaction, as well as reduce attrition (Khalili et al, 2015).…”

Section: Introductionmentioning

confidence: 99%