Roth Catharina, Berger Sarah, Krug Katja, Mahler Cornelia, Wensing Michel
Department of General Practice and Health Services Research, Heidelberg University Hospital, Marsilius Arcades, West Tower, Im Neuenheimer Feld 130, 69120, Heidelberg, Germany.
Centre for Postgraduate Nursing Studies, University of Otago-Christchurch Campus, 2 Riccarton Ave, Christchurch, 9140, New Zealand.
BMC Nurs. 2021 May 17;20(1):77. doi: 10.1186/s12912-021-00581-8.
The shortage of qualified nurses is a problem of growing concern in many countries. Recruitment of internationally trained nurses has been used to address this shortage, but successful integration in the workplace is complex and resource intensive. For effective recruitment and retention, it is important to identify why nurses migrate and if their expectations are met to ensure their successful integration and promote a satisfying work climate for the entire nursing team. The aim of this study was to examine the perceptions of safety culture, work-life-balance, burnout and job demand of internationally trained nurses and associated host nurses in German hospitals.
A multicentric, cross-sectional study was conducted with internationally trained nurses (n = 64) and host nurses (n = 103) employed at two university hospitals in the state of Baden-Wuerttemberg, Germany. An anonymous paper-based survey was conducted between August 2019 and April 2020. The questionnaire included sociodemographic questions, questions regarding factors related to migration, and the German version of the Assessment of your work setting Safety, Communication, Operational Reliability, and Engagement (SCORE) questionnaire. SCORE is divided into three sections: Safety Culture Domains (six subscales), Work-Life-Balance (one subscale), and Engagement Assessment Tool (four subscales).
Nurses who migrated to Germany were primarily seeking better working conditions, a higher standard of living, and professional development opportunities. Internationally trained nurses reported lower work-related burnout climate (Mean 55.4 (SD 22.5)) than host nurses (Mean 66.4 (SD 23.5)) but still at a moderately high degree (Safety Culture Domains). Host nurses indicated a higher workload (Mean 4.06 (SD 0.65)) (Engagement Assessment Tool) and a lower Work-Life-Balance (Mean 2.31 (SD 0.66)) (Work-Life-Balance) compared to nurses who trained abroad (Mean 3.67 (SD 0.81) and Mean 2.02 (SD 0.86), respectively). No differences were detected for the other subscales. The Safety Culture Domains and Engagement Assessment Tool showed room for improvement in both groups.
The study suggest that the expectations migrant nurses had prior to migration may not be met and that in turn could have a negative impact on the integration process and their retention. With increasing recruitment of internationally trained nurses from within Europe but also overseas, it is crucial to identify factors that retain migrant nurses and assist integration.
The study has been prospectively registered (27 June 2019) at the German Clinical Trial Register ( DRKS00017465 ).
合格护士短缺是许多国家日益关注的问题。招募国际培训护士已被用于解决这一短缺问题，但在工作场所的成功融入复杂且资源密集。为了有效招募和留住护士，识别护士移民的原因以及他们的期望是否得到满足很重要，以确保他们的成功融入并为整个护理团队营造令人满意的工作氛围。本研究的目的是调查德国医院中国际培训护士和相关本地护士对安全文化、工作与生活平衡、职业倦怠和工作需求的看法。
在德国巴登 - 符腾堡州的两家大学医院对国际培训护士（n = 64）和本地护士（n = 103）进行了一项多中心横断面研究。2019年8月至2020年4月期间进行了一项匿名纸质调查。问卷包括社会人口统计学问题、与移民相关因素的问题以及德语版的工作环境安全、沟通、操作可靠性和参与度评估（SCORE）问卷。SCORE分为三个部分：安全文化领域（六个子量表）、工作与生活平衡（一个子量表）和参与度评估工具（四个子量表）。
移民到德国的护士主要寻求更好的工作条件、更高的生活水平和职业发展机会。国际培训护士报告的与工作相关的职业倦怠氛围（平均值55.4（标准差22.5））低于本地护士（平均值66.4（标准差23.5）），但仍处于中等高度（安全文化领域）。与在国外接受培训的护士相比（分别为平均值3.67（标准差0.81）和平均值2.02（标准差0.86）），本地护士表示工作量更高（平均值4.06（标准差0.65））（参与度评估工具），工作与生活平衡更低（平均值2.31（标准差0.66））（工作与生活平衡）。其他子量表未检测到差异。安全文化领域和参与度评估工具在两组中都有改进空间。
该研究表明，移民护士在移民前的期望可能未得到满足，这反过来可能对融入过程和他们的留任意愿产生负面影响。随着从欧洲内部以及海外招募越来越多的国际培训护士，识别留住移民护士并协助融入的因素至关重要。
该研究已在德国临床试验注册中心（DRKS00017465）进行前瞻性注册（2019年6月27日）。
