Evidence-Based Public Health Unit (ZIG2), Center for International Health Protection, Robert Koch Institute, Nordufer 20, 13353, Berlin, Germany.
Charité Center for Global Health, Institute of International Health, Charité-Universitätsmedizin Berlin, corporate member of Freie Universität Berlin and Humboldt-Universität zu Berlin, Augustenburger Platz 1, 13353, Berlin, Germany.
Hum Resour Health. 2024 Aug 13;22(1):56. doi: 10.1186/s12960-024-00941-w.
Shifting demographics, an aging population, and increased healthcare needs contribute to the global healthcare worker shortage. Migrant Health Care Workers (MHCWs) are crucial contributors to reducing this shortage by moving from low-and middle-income countries (LMICs) to high-income countries (HICs) for better opportunities. Economic factors and health workforce demand drive their migration, but they also face challenges adapting to a new country and new working environments. To effectively address these challenges, it is crucial to establish evidence-based policies. Failure to do so may result in the departure of Migrant Healthcare Workers (MHCWs) from host countries, thereby worsening the shortage of healthcare workers.
To review and synthesize the barriers experienced by MHCWs as they adjust to a new country and their new foreign working environments.
We followed the PRISMA guidelines and conducted a search in the PubMed and Embase databases. We included cross-sectional studies published after the year 2000, addressing MHCWs from LMIC countries migrating to high-income countries, and published in English. We established a data extraction tool and used the Appraisal tool for Cross-Sectional Studies (AXIS) to assess article quality based on predetermined categories.
Through a targeted search, we identified fourteen articles. These articles covered 11,025 MHCWS from low- to medium-income countries, focusing on Europe, the USA, Canada, Australia, New Zealand, and Israel. Participants and respondents' rates were diverse ranging from 12% to 90%. Studies encompassed various healthcare roles and age ranges, mainly 25-45 years, with a significant female presence. Participants resided in host countries for 3-10 years on average. Results are categorized based on the Riverside Acculturation Stress Inventory (RASI) and expanded to include bureaucratic and employment barriers, Gender differences, Natives vs. non-natives, and orientation programs.
The findings emphasize the importance of cultural competence training and tailored support for MHCWs integration and job satisfaction. Time spent in the new healthcare setting and the influence of orientation programs are key factors in shaping their intentions to stay or leave. Despite limitations, these studies provide valuable insights, emphasizing the ongoing need for holistic strategies to facilitate successful integration, ultimately benefiting healthcare systems and well-being for all stakeholders.
人口结构变化、人口老龄化和不断增长的医疗保健需求导致全球医疗保健工作者短缺。移民医疗保健工作者（MHCW）通过从低收入和中等收入国家（LMICs）迁移到高收入国家（HICs）以获得更好的机会，对缓解这种短缺至关重要。经济因素和卫生人力需求推动了他们的迁移，但他们在适应新国家和新工作环境方面也面临挑战。为了有效地应对这些挑战，必须制定基于证据的政策。否则，移民医疗保健工作者（MHCW）可能会离开东道国，从而使医疗保健工作者短缺问题更加严重。
综述和综合分析移民医疗保健工作者在适应新国家和新的外国工作环境时所面临的障碍。
我们遵循 PRISMA 指南，并在 PubMed 和 Embase 数据库中进行了搜索。我们纳入了发表于 2000 年以后、针对从中等收入国家向高收入国家移民的移民医疗保健工作者的横断面研究，并以英文发表。我们建立了一个数据提取工具，并使用横断面研究评估工具（AXIS）根据预定类别评估文章质量。
通过有针对性的搜索，我们确定了 14 篇文章。这些文章涵盖了来自中低收入国家的 11025 名移民医疗保健工作者，重点是欧洲、美国、加拿大、澳大利亚、新西兰和以色列。参与者和受访者的比例从 12%到 90%不等。研究涵盖了各种医疗保健角色和年龄范围，主要是 25-45 岁，女性比例很高。参与者平均在东道国居住 3-10 年。结果根据里弗赛德文化适应压力量表（RASI）进行分类，并扩展到包括官僚和就业障碍、性别差异、本地人对非本地人、以及定向计划。
研究结果强调了对移民医疗保健工作者进行文化能力培训和提供个性化支持以促进其融入和工作满意度的重要性。在新的医疗保健环境中花费的时间和定向计划的影响是塑造他们留下或离开的意图的关键因素。尽管存在局限性，但这些研究提供了有价值的见解，强调了需要制定整体战略来促进成功融合，最终使医疗保健系统和所有利益相关者受益。
