Hashish E Abou, Ashour H M
Assisstant professor, Faculty of Nursing, Alexandria University, Alexandria, Egypt.
Lecturer, Faculty of Nursing, Alexandria University, Alexandria, Egypt.
J Res Nurs. 2020 Dec;25(8):699-719. doi: 10.1177/1744987120940381. Epub 2020 Sep 24.
A brain drain is a migration of employees in their quest for an improved level of living conditions, better earnings, access to advanced technology and secure political conditions in diverse places worldwide. The brain drain of nurses is an ongoing phenomenon that impacts the quality and quantity of the nursing workforce and affects the quality of care. The nurses' brain drain is commonly known as a result of the interplay of many factors. So, identification of these factors and how to manage them is a timely topic in nursing research.
This study aims to investigate determinants of the nurses' brain drain and mitigating factors from nurses' perspectives in Egypt.
Mixed-methods research was conducted using a concurrent triangulation design. A sample of 325 nurses who were working at an Egyptian university hospital answered a brain drain questionnaire while the qualitative investigation was guided by a semi-structured interview with a purposive sample of 35 nurses to elicit exploratory perspectives on factors causing brain drain and mitigation strategies. Results were analysed using inferential statistics and thematic data analysis.
Both push and pull factors can predict about 99.6% and 97.5% of the nurses' brain drain, respectively. Seven themes were derived from the qualitative content analysis, and six themes were categorised under 'push-pull' factors. In addition, the 'mitigating factors theme' was identified with five sub-factors as possible solutions. Economic and work environment reasons were reported as the most influential for nurses' brain drain.
Policymakers could use the identified factors from quantitative and qualitative data for creating a system that would improve nurses' conditions and policies, and prevent nurses' migration. Nursing leaders have a significant role with non-remuneration strategies in retaining nurses through creating an empowering work environment. In addition, shared governance, a strong nursing syndicate role and professorial marketing would be essential mitigating factors for the nurses' brain drain.
人才外流是指员工为寻求改善生活条件、提高收入、获取先进技术以及在全球各地不同地方获得稳定的政治环境而进行的迁移。护士人才外流是一个持续存在的现象，它影响着护理劳动力的质量和数量，进而影响护理质量。护士人才外流通常是多种因素相互作用的结果。因此，识别这些因素以及如何应对它们是护理研究中的一个热门话题。
本研究旨在从埃及护士的角度调查护士人才外流的决定因素及缓解因素。
采用同步三角测量设计进行混合方法研究。325名在埃及大学医院工作的护士样本回答了一份关于人才外流的问卷，同时通过对35名护士的目的抽样进行半结构化访谈来指导定性调查，以获取关于人才外流原因和缓解策略的探索性观点。使用推断统计和主题数据分析结果。
推动因素和拉动因素分别可以预测约99.6%和97.5%的护士人才外流情况。定性内容分析得出七个主题，其中六个主题归类为“推拉”因素。此外，确定了“缓解因素主题”，包含五个子因素作为可能的解决方案。经济和工作环境原因被报告为对护士人才外流影响最大的因素。
政策制定者可以利用从定量和定性数据中确定的因素来创建一个改善护士状况和政策的系统，并防止护士外流。护理领导者在通过营造赋能的工作环境以非薪酬策略留住护士方面发挥着重要作用。此外，共享治理、强大的护士工会角色和专业营销将是缓解护士人才外流的关键因素。
