Imperial College Healthcare Trust, St Mary's Hospital, Paddington W2 NY1, London, UK.
Nurs Crit Care. 2017 May;22(3):176-183. doi: 10.1111/nicc.12181. Epub 2015 Jun 22.
Overseas recruitment has been vital to the contribution of staff growth in the National Health Service (NHS). In 2011, high nursing vacancy rates within critical care required that overseas nurses were recruited. The recruited nurses were placed in an Overseas Nurses Program (ONP), a course designed to assist overseas nurses in adapting to the NHS.
To describe the experiences of nurses recruited from India who participated in an ONP.
A qualitative, research approach was chosen to gather descriptions of the lived experiences of nurses from India transitioning to London, to work in critical care settings.
A descriptive qualitative approach was taken using in-depth, semi-structured and audio-taped interviews. They were conducted over a 69-day period (30 November 2012 to 6 February 2013) with 16 nurses from India. The nurses were questioned about challenges, experiences and differences; they were also asked to make suggestions for other nurses undertaking an ONP in the future. Interviews were transcribed verbatim into a formal written style with NVivo10.
Eleven females and five males aged 25-33 years who had completed up to four years of university training participated in this study. The themes extracted were autonomy and responsibility, language, culture (food and climate), loneliness and work challenges (ONP and essay writing). Participants identified that they would have benefited if pre-allocated mentors from non-English speaking countries who had previously been through the transition process were available to assist them with their personal and professional integration into a new country.
Autonomy disparity, language barriers and cultural differences need to be recognised and acknowledged by multi-disciplinary teams, by allowing sufficient time and additional support for non-English nurses undergoing ONPs.
Overseas nurses would benefit from being mentored by another nurse from a similar culture, with a non-English background. It may be feasible for overseas nurses to receive training in cultural competencies to improve disparities.
海外招聘对于国家卫生服务体系（NHS）的员工增长至关重要。2011 年，重症监护室的高护士空缺率要求招聘海外护士。招聘的护士被安置在海外护士计划（ONP）中，该课程旨在帮助海外护士适应 NHS。
描述参与 ONP 的来自印度的护士的经历。
选择定性、研究方法来收集来自印度的护士过渡到伦敦、在重症监护环境中工作的生活经历描述。
采用描述性定性方法，使用深入、半结构化和录音采访。采访于 2012 年 11 月 30 日至 2013 年 2 月 6 日期间进行了 69 天，采访了来自印度的 16 名护士。护士们被问到挑战、经验和差异；他们还被要求为未来参加 ONP 的其他护士提出建议。采访逐字转录为正式的书面风格，并使用 NVivo10。
11 名女性和 5 名男性，年龄在 25-33 岁之间，完成了最多四年的大学培训。提取的主题是自主性和责任感、语言、文化（食物和气候）、孤独感和工作挑战（ONP 和论文写作）。参与者认为，如果能为他们提供来自非英语国家的、以前经历过过渡过程的预先分配导师，帮助他们在新国家实现个人和专业融合，他们将受益匪浅。
多学科团队需要认识到并承认自主权差距、语言障碍和文化差异，并为参加 ONP 的非英语护士提供足够的时间和额外支持。
海外护士将受益于由另一位来自相似文化、非英语背景的护士指导。海外护士接受文化能力培训以缩小差距可能是可行的。
