Kamau Suleiman, Koskenranta Miro, Isakov Terhi-Maija, Kuivila Heli, Oikarainen Ashlee, Tomietto Marco, Mikkonen Kristina
Research Unit of Nursing Science and Health Management, University of Oulu, Oulu, Finland; Department of Healthcare and Social Services, Jyvaskyla University of Applied Sciences, Jyvaskyla, Finland.
Research Unit of Nursing Science and Health Management, University of Oulu, Oulu, Finland.
Nurse Educ Today. 2023 Feb;121:105700. doi: 10.1016/j.nedt.2022.105700. Epub 2022 Dec 21.
The nursing shortage is a global and ongoing phenomenon that is expected to worsen. In many countries, imbalances in the nursing workforce will require international recruitment and plans to increase domestic and international nursing graduates. Nurses from culturally and linguistically diverse backgrounds have been reported to experience challenges while integrating into the workforce.
To describe culturally and linguistically diverse registered nurses' experiences of their integration into the Finnish nursing workforce.
The study adopted a qualitative descriptive design. Data were collected during the spring of 2021 from 24 culturally and linguistically diverse registered nurses working in various healthcare settings in Finland. Data were analyzed using content analysis, which resulted in 596 open codes, 21 sub-categories, and 8 categories.
According to the performed analysis, culturally and linguistically diverse nurses in Finland face cultural, ethnic and linguistic challenges. Organizational acceptance and acknowledgement of culturally and linguistically diverse nurses' competence can help decrease the practice of deskilling and the perception that foreign nurses have purely opportunistic goals. Cultural and language learning support, tailored orientation programs, and mentorship are the most common organizational strategies for supporting integration and competence development. The role of the nurse manager and organizational strategies were also identified as essential components of smooth integration, work wellbeing and retention.
Finnish healthcare organizations need to implement strategies that support culturally and linguistically diverse nurses' integration into the workforce. Nurse managers are important leaders that can foster culturally and linguistically diverse nurses' competence development, ensure the efficient use of their specialized skills, promote work wellbeing, and improve nurse retention.
护理人员短缺是一个全球性且持续存在的现象，预计情况会恶化。在许多国家，护理劳动力的不平衡将需要进行国际招聘，并制定计划增加国内和国际护理专业毕业生的数量。据报道，来自文化和语言背景多样的护士在融入劳动力队伍时会遇到挑战。
描述来自文化和语言背景多样的注册护士融入芬兰护理劳动力队伍的经历。
本研究采用定性描述性设计。2021年春季，从芬兰不同医疗环境中工作的24名来自文化和语言背景多样的注册护士那里收集了数据。使用内容分析法对数据进行分析，得出了596个开放编码、21个子类别和8个类别。
根据所进行的分析，芬兰文化和语言背景多样的护士面临文化、种族和语言方面的挑战。组织对文化和语言背景多样的护士能力的认可和承认有助于减少技能退化的现象，以及减少认为外国护士只有投机性目标的看法。文化和语言学习支持、量身定制的入职培训计划和指导是支持融入和能力发展最常见的组织策略。护士长的作用和组织策略也被确定为顺利融入、工作幸福感和留用率的重要组成部分。
芬兰医疗保健组织需要实施支持文化和语言背景多样的护士融入劳动力队伍的策略。护士长是重要的领导者，能够促进文化和语言背景多样的护士的能力发展，确保有效利用他们的专业技能，促进工作幸福感，并提高护士留用率。
