Yong-Shian Goh1,2, Violeta Lopez3,4. 1. Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, Singapore. shawn_goh@nuhs.edu.sg. 2. Alice Lee Centre for Nursing Studies, National University Health System, Singapore. shawn_goh@nuhs.edu.sg. 3. Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, Singapore. 4. Alice Lee Centre for Nursing Studies, National University Health System, Singapore.
Abstract
AIM(S): This study sought to explore the job satisfaction level of migrant nurses working in a multicultural society and, more specifically, the relationship between their job satisfaction levels, work environment, their intentions to leave and the predictors of their intentions to leave. BACKGROUND: Nursing shortages have led to the increasing trend of employing migrant nurses, which necessitated studies examining nurses' migration. EVALUATION: A cross-sectional, correlational design using a stratified random sample was conducted on 495 migrant nurses working in a tertiary public-funded hospital in Singapore. RESULTS: The results showed that migrant nurses were satisfied with their jobs; with job satisfaction negatively correlated with work environment. Interestingly, pre-existing groups of Chinese migrant nurses did not help newly arrived Chinese migrant nurses to assimilate better. Predictors of migrant nurses' intentions to leave included having supportive nurse managers and nursing practice environment. CONCLUSIONS: The presence of a supportive work environment is essential to retain migrant nurses. IMPLICATIONS FOR NURSING MANAGEMENT: Health administrators need to empower nursing managers with skills to implement career development plans as part of hospitals' retention strategies for migrant nurses. Information should also be provided during recruitment campaigns to enable migrant nurses to make informed choices.
AIM(S): This study sought to explore the job satisfaction level of migrant nurses working in a multicultural society and, more specifically, the relationship between their job satisfaction levels, work environment, their intentions to leave and the predictors of their intentions to leave. BACKGROUND: Nursing shortages have led to the increasing trend of employing migrant nurses, which necessitated studies examining nurses' migration. EVALUATION: A cross-sectional, correlational design using a stratified random sample was conducted on 495 migrant nurses working in a tertiary public-funded hospital in Singapore. RESULTS: The results showed that migrant nurses were satisfied with their jobs; with job satisfaction negatively correlated with work environment. Interestingly, pre-existing groups of Chinese migrant nurses did not help newly arrived Chinese migrant nurses to assimilate better. Predictors of migrant nurses' intentions to leave included having supportive nurse managers and nursing practice environment. CONCLUSIONS: The presence of a supportive work environment is essential to retain migrant nurses. IMPLICATIONS FOR NURSING MANAGEMENT: Health administrators need to empower nursing managers with skills to implement career development plans as part of hospitals' retention strategies for migrant nurses. Information should also be provided during recruitment campaigns to enable migrant nurses to make informed choices.