The Immigration of Albanian Nurses, the Reasons and Importance of Interprofessional Communication
Anila Cake1*, Joana Mihani2, Alketa Hoxha1,2, Ergys Ramosaϛo2, Afrim Avdaj3, Rovena Stroni2, Gentian Stroni1, Agron Bytyqi2 and Artan Simaku4
1Faculty of Technical Medical Sciences, University of Medicine, Tirana, Albania
2Faculty of Medicine, University of Medicine, Tirana, Albania
3Prizren General Hospital, Kosovo
4Institute of Public Health, Tirana, Albania
*Corresponding Author: Anila Cake, Faculty of Technical Medical Sciences, University of Medicine, Tirana, Albania.
June 20, 2022; Published: July 07, 2022
Introduction: Communication between nurses and patient's family members affects the patient's well-being, safety at work and the quality of nursing care. Thus, communication is a linking bridge between the basic elements in practicing the nurse profession. On the other hand, the attraction of nursing immigration, especially from low-income countries to higher-income countries, has become a matter of global interest. This phenomenon has spread to Albania in recent years. Then there is the need to identify what the reasons are for these Albanian nurses to leave their home country and exercise their profession while on immigration.
Purpose: To ascertain that communication in the workplace and support from relevant administrative structures are factors that have hampered working conditions and affected their decision to emigrate?
Material and Method: This study included a group of 117 nurses who have begun their licensing procedures in Germany. The selection was random. The study was conducted through a standard 20-question questionnaire, adapted from a combination of studies, communication, and factors affecting nurse immigration. Data were analyzed by SPSS 21. Statistically significant differences were obtained for p < 0.05.
Results: 117 nursing staff participated in the study, 87 (74.4%) were females, 30 (25.6%) males, with significant difference between them (p < 0.01). The mean age of participants was 27.3 (SD ± 5.6) years ranging from 21 years to 50 years. Nurses of 21-30 years age group predominate with 90 (76.9%) of total respondents (p < 0.01) and 72 (61.5%), with <1 year of work experience (p < 0.01). Nurses who worked or practiced in the department of internal diseases and department of different pathologies were 76 (65%), (p < 0.01). 70 (59.8%) of the respondents think that the working environment affects their relationship with the patient's family (p = 0.04). Half of employees 57 (50%) report that managers and coordinators are rarely supportive and responsive to their requests, (p < 0.01). 85 (73.9%) report that often responsibilities and disadvantages at work influence their decision to emigrate (p < 0.01). More than half of the employees, 62 (53%) cited “Better Working Conditions” as the reason for practicing a nurse's job in immigration, with significant change (p < 0.01). Also, almost all 97 nurses (85.8%) think that training of family members and defining their specific contribution to patient pathology is effective (p < 0.01).
Discussions: This study reflects the urgent need to improve working conditions, increase pay, improve relationships between executives and healthcare professionals in Albania.
Conclusions: The Albanian health system needs a qualitative change in the creation of a cooperative and motivational professional environment, as an essential point in motivating nurses to practice their profession in our country.
Keywords: Immigration; Albanian Nurses; Reasons; Interprofessional Communication
- Lind R., et al. “Family members' experiences of "wait and see" as a communication strategy in end-of-life decisions”. Intensive Care Medicine7 (2011): 1143-1150.
- Bailey JJ., et al. “Supporting families in the ICU: a descriptive correlational study of informational support, anxiety, and satisfaction with care”. Intensive and Critical Care Nursing2 (2010): 114-122.
- “Therapeutic Communication Theory and Practice”. Second Edition. Jakarta: EGC. 2015).
- American Nurses Association. Healthy work environment. (2018).
- Levinson DR. “Adverse events in hospitals; methods for identifying events”. Washington, DC: Department of Health and Human Services, Office of Inspector General (US); 2010. Report No.: OEI-06-08-00221. K.-J. Kim et al. / Asian Nursing Research 12 (2018): 121-126.
- Keogh B. “Revieë into the quality of care and treatment provided by 14 hospital trusts in England: Overvieë report”. Redditch: National Health Service (NHS) England (2013): 1-61.
- Cake A., et al. “The Link Betëeen HIV Knowledge and Prophylaxis to Health Professionals”. OAMJMS 8 (2019): 1396-1400.
- Ball JE., et al. “’Care left undone’ during nursing shifts: associations with workload and perceived quality of care”. BMJ Quality and Safety 2 (2014): 116-125.
- Jones TL., et al. “Unfinished nursing care, missed care, and implicitly rationed care: state of the science revieë”. International Journal of Nursing Studies 6 (2011): 1121-1137.
- Isaac Mensah Boafo. “Ghanaian nurses’ emigration intentions: The role of workplace violence”. International Journal of Africa Nursing Sciences.
- Leodoro J Labrague., et al. “Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management”. International Journal of Nursing Sciences.
- Lukmanulhakim Lukmanulhakim., et al. “The relationship between communication of nurses and level of anxiety of patient's family in emergency room dr. Dradjat Prawiranegara hospital, Serang Banten, Indonesia”. International Journal of Research in Medical Sciences12 (2016): 5456-5462.
- Anarfi Quartey and Agyei (2010).
- Anoosheh M., et al. “Nurse-patient communication barriers in Iranian nursing”. International Nursing Review2 (2009): 243-249.
- Renzaho AM. “Immigration and social exclusion: Examining health inequalities of immigrants through acculturation lenses”. Theorising Social Exclusion (2009): 117-126.
- Huddleston PP and Gray J. “Describing nurse leaders' and direct care nurses' perceptions of a healthy work environment in acute care settings, Part 2”. Journal of Nursing Administration9 (2016): 462e467.
- Holly Wei., et al. “The state of the science of nurse work environments in the United States: A systematic review”. East Carolina University College of Nursing, Greenville, NC, USA b Laupus Library, East Carolina University, Greenville, NC, USA, International Journal of Nursing Sciences.
- “The state of the science of nurse work environments in the United States: A systematic review”. International Journal of Nursing Sciences 30 (2018): 1-14.
- Shively M., et al. “Real-time assessment of nurse work environment and stress”. Journal for Healthcare Quality 31 (2011): 39-48.
- Cortelyou-Ward KH., et al. “The effect of work environment on intent to leave the nursing profession: a case study of bedside registered nurses in rural Florida”. Health Services Management Research 4 (2010): 185-192.
- Kutney-Lee A., et al. “Changes in hospital nurse work environments and nurse job outcomes: an analysis of panel data”. International Journal of Nursing Studies2 (2013): 195e201.
- Moore LW., et al. “Understanding nurse-to-nurse relationships and their impact on work environments”. Medsurg Nursing: Official Journal of the Academy of Medical-Surgical Nurses 3 (2013): 172-179.
- Benjamin Schilgen., et al. “Work-related barriers and resources of migrant and autochthonous homecare nurses in Germany: A qualitative comparative study”. Applied Nursing Research 46 (2019): 57-66.
- Baernholdt M., et al. “The nurse work environment, job satisfaction and turnover rates in rural and urban nursing units”. Journal of Nursing Management8 (2009): 994-1001.
- Beal JA., et al. “Essential elements of an optimal clinical practice environment”. Journal of Nursing Administration11 (2008): 488-493.
- Kotzer AM., et al. “Perceived nursing work environment of acute care pediatric nurses”. Pediatric Nursing4 (2006): 327-332.