Joensuu R, Suleiman K, Koskenranta M, Kuivila H, Oikarainen A, Juntunen J, Goh Y S, Liaw S Y, Mikkonen K
Research Unit of Health Sciences and Technology University of Oulu, Oulu, Finland.
Department of Nursing University of Otago, Christchurch, New Zealand.
J Nurs Manag. 2024 Jun 24;2024:5887450. doi: 10.1155/2024/5887450. eCollection 2024.
Global nursing shortages have led to the recruitment of culturally and linguistically diverse nurses from various countries. However, nurses face integration challenges in their host countries.
This systematic review aimed to find the most recent evidence of factors associated with integrational strategies and models to support the transition and adaptation of culturally and linguistically diverse nurses to the professional workforce in healthcare settings.
This systematic review used the population, exposure, outcome framework to select studies according to JBI guidelines. Original peer-reviewed quantitative studies published between 2000 and 2021 were identified. Two researchers independently screened the studies based on eligibility criteria using title, abstract, and full text. The JBI critical appraisal tool assessed the methodology's quality for analytical cross-sectional studies. Data were extracted, tabulated, and analysed narratively. PRISMA checklist was used in reporting. . CINAHL (Ebsco), PubMed, Medic, ERIC (ProQuest), and Scopus.
The systematic review encompassed 19 articles and identified multiple factors associated with successful integration. These factors were classified into the following six categories: sociodemographic characteristics, discrimination, social support, organisational support, workplace environment, and acculturation.
Comprehensive cultural competency training for healthcare staff, including managers, enhances cultural proficiency in work environments. Clear guidelines addressing bias and discrimination create a supportive environment where culturally and linguistically diverse nurses feel valued and respected, facilitating their adaptation and integration. . Patient care quality can be improved by ensuring sustainable culturally and linguistically diverse nurses' integration into healthcare organisations. Cultural diversity is a unique opportunity to bring a diverse range and experience to clinical settings. The diversity can also help enhance the cultural competence of healthcare staff, allowing them to better understand and cater to the needs of culturally diverse patients. . Not required for study design.
全球护理人员短缺促使各国招募文化和语言背景各异的护士。然而，护士在东道国面临融入方面的挑战。
本系统评价旨在寻找与支持文化和语言背景各异的护士融入医疗保健专业工作队伍的融入策略和模式相关因素的最新证据。
本系统评价采用人群、暴露因素、结局框架，根据循证卫生保健国际中心（JBI）指南选择研究。纳入2000年至2021年间发表的经同行评审的原始定量研究。两名研究人员根据纳入标准，通过标题、摘要和全文独立筛选研究。JBI批判性评价工具评估分析性横断面研究方法的质量。提取数据、列表并进行叙述性分析。报告采用系统评价和Meta分析的首选报告项目（PRISMA）清单。检索了护理学与健康领域数据库（CINAHL，Ebsco平台）、医学期刊数据库（PubMed）、医学数据库（Medic）、教育资源信息中心数据库（ERIC，ProQuest平台）和Scopus数据库。
该系统评价纳入了19篇文章，确定了与成功融入相关的多个因素。这些因素分为以下六类：社会人口学特征、歧视、社会支持、组织支持、工作场所环境和文化适应。
对包括管理人员在内的医护人员进行全面的文化能力培训，可提高工作环境中的文化素养。明确针对偏见和歧视的指导方针，营造一个支持性环境，使文化和语言背景各异的护士感到被重视和尊重，促进他们的适应和融入。通过确保文化和语言背景各异的护士可持续融入医疗保健机构，可提高患者护理质量。文化多样性是为临床环境带来多样知识和经验的独特机会。这种多样性还有助于提高医护人员的文化能力，使他们能够更好地理解和满足文化背景各异的患者的需求。 研究设计无需此内容。
