Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, Riad El Solh 1107 2020, PO Box: 11 0236, Beirut, Lebanon.
Department of Nutrition and Food Sciences, Faculty of Agricultural and Food Sciences, American University of Beirut, Riad El Solh 1107 2020, PO Box: 11 0236, Beirut, Lebanon.
Int J Nurs Stud. 2020 Mar;103:103497. doi: 10.1016/j.ijnurstu.2019.103497. Epub 2019 Dec 5.
The nursing workforce is critical for the provision of quality health-care and positive patient outcomes. There is a global trend of migration of nurses from under-developed to developed countries due to attractive job offers in the host countries. Lebanon presents such a case where nurses are migrating abroad, leading to shortages in the nursing workforce in their home country.
The aim of this study was to investigate reasons for the migration of Lebanese nurses, and incentives that would attract them back to their home country in order to enhance the nursing workforce in Lebanon.
This study is a cross-sectional survey of emigrant Lebanese nurses.
Recipient countries where Lebanese nurses emigrated.
440 Emigrant Lebanese nurses were identified through the registration database of the Order of Nurses in Lebanon. The survey was sent to all of them via email; 153 responses were received.
Data were collected from November 2017 to March 2018. Analysis included univariate and bivariate tests to present descriptive statistics of the respondents, and to examine region of residence and gender in relation to their current job satisfaction, reasons for leaving Lebanon, intention to return to Lebanon, and aspects that would attract them back to their home country. Logistic regression analysis was used to determine the socio-demographic and work-related characteristics associated with the odds of returning to practice nursing in Lebanon.
A total 136 completed responses were considered. Emigrant Lebanese nurses were highly educated, with more years of work experience, and older than nurses remaining in their home country. Top reasons for nurses to leave Lebanon included unsatisfactory salary or benefits, better work opportunities in other countries, and lack of professional development or career advancement. The majority of surveyed nurses (59%) expressed willingness to return to practice nursing in Lebanon. Aspects that would attract emigrant Lebanese nurses back to their home country include attractive salary or better benefits and opportunities for professional development, career advancement, or continuing education. Emigrant Lebanese nurses residing in the Gulf, staff nurses, and nurses with more years of work experience were more likely to return to practice nursing in Lebanon.
Highly educated and experienced nurses are departing from Lebanon. This presents a challenge for the less experienced nurses remaining in the country, who could benefit from the mentorship and experience of their migrating peers. Creating an environment that could enhance the professional development of nurses in Lebanon, with financial incentives could retain the nursing workforce in the country.
护理人员对于提供高质量的医疗保健和积极的患者结果至关重要。由于在东道国提供有吸引力的工作机会，护士从欠发达国家向发达国家的迁移呈现出一种全球趋势。黎巴嫩就是这样一个案例，护士移民到国外，导致其国内护理人员短缺。
本研究旨在调查黎巴嫩护士移民的原因，以及吸引他们回国的激励措施，以加强黎巴嫩的护理人员队伍。
这是一项对移民黎巴嫩护士的横断面调查。
黎巴嫩护士移民的接收国。
通过黎巴嫩护士协会的注册数据库确定了 440 名移民黎巴嫩护士。通过电子邮件向他们所有人发送了调查，收到了 153 份回复。
数据收集于 2017 年 11 月至 2018 年 3 月。分析包括单变量和双变量检验，以呈现受访者的描述性统计数据，并检查居住地区和性别与他们目前的工作满意度、离开黎巴嫩的原因、返回黎巴嫩的意图以及吸引他们回国的方面之间的关系。使用逻辑回归分析确定与返回黎巴嫩从事护理工作的可能性相关的社会人口统计学和工作相关特征。
共考虑了 136 份完整的回复。移民黎巴嫩的护士受教育程度较高，工作经验年限更长，年龄也大于留在国内的护士。护士离开黎巴嫩的主要原因包括薪酬或福利不满意、其他国家有更好的工作机会，以及缺乏专业发展或职业晋升。大多数接受调查的护士（59%）表示愿意返回黎巴嫩从事护理工作。吸引移民黎巴嫩护士回国的方面包括有吸引力的薪酬或更好的福利以及专业发展、职业晋升或继续教育的机会。居住在海湾地区的移民黎巴嫩护士、注册护士和工作经验年限较长的护士更有可能返回黎巴嫩从事护理工作。
受过高等教育和经验丰富的护士正在离开黎巴嫩。这对留在国内的经验较少的护士构成了挑战，他们可以从移民同行的指导和经验中受益。创造一个能够加强黎巴嫩护士专业发展的环境，并提供经济激励措施，可以留住该国的护理人员队伍。
