Little Lisa
Health Human Resources Planning, Canadian Nurses Association, Ottawa, ON, Canada.
Health Serv Res. 2007 Jun;42(3 Pt 2):1336-53. doi: 10.1111/j.1475-6773.2007.00709.x.
To synthesize information about nurse migration in and out of Canada and analyze its role as a policy lever to address the Canadian nursing shortage.
Canada is both a source and a destination country for international nurse migration with an estimated net loss of nurses. The United States is the major beneficiary of Canadian nurse emigration resulting from the reduction of full-time jobs for nurses in Canada due to health system reforms. Canada faces a significant projected shortage of nurses that is too large to be ameliorated by ethical international nurse recruitment and immigration.
The current and projected shortage of nurses in Canada is a product of health care cost containment policies that failed to take into account long-term consequences for nurse workforce adequacy. An aging nurse workforce, exacerbated by layoffs of younger nurses with less seniority, and increasing demand for nurses contribute to a projection of nurse shortage that is too great to be solved ethically through international nurse recruitment. National policies to increase domestic nurse production and retention are recommended in addition to international collaboration among developed countries to move toward greater national nurse workforce self sufficiency.
综合有关护士进出加拿大流动情况的信息，并分析其作为解决加拿大护士短缺问题的政策杠杆所发挥的作用。
加拿大既是国际护士流动的来源国，也是目的地国，预计护士净流失。美国是加拿大护士移民的主要受益国，这是由于加拿大卫生系统改革导致护士全职工作岗位减少所致。预计加拿大将面临严重的护士短缺，仅靠符合道德规范的国际护士招聘和移民无法缓解这一短缺。
加拿大目前和预计的护士短缺是医疗成本控制政策的产物，这些政策没有考虑到对护士劳动力充足性的长期影响。护士队伍老龄化，资历较浅的年轻护士被裁员加剧了这一情况，以及对护士需求的增加，导致预计的护士短缺情况严重，无法通过符合道德规范的国际护士招聘来解决。除了发达国家之间开展国际合作以实现更大程度的国家护士劳动力自给自足之外，建议制定增加国内护士培养和留用的国家政策。
