Submission ID 131053
| Issue/Objective | Background: Internationally Educated Nurses (IENs) have played an important role in providing quality health care and they ultimately help to address the global nursing shortage in countries where they choose to practice. Nurses report that a lack of appreciation and respect, lack of autonomy and independence, and poor societal nursing image influence their experience in the practice context. Further, poor working conditions, increased work demand, job burnout, poor wages, uncooperative behaviour of peers, unrealistic job expectations, and lack of managerial support have an impact on nurses' work-related experiences. Qualified IENs bring rich knowledge, many years of experience, and diverse skills to the nursing workforce. However, IENs often experience situations where healthcare contexts and general members of society perceive IENs as being less educated, qualified, and skilled than locally qualified nurses, therefore, they are often viewed as not suitable for nursing positions. Nurses migrating from their homeland often encounter variations in the culture, education, and practices of the country where they have transitioned to live and practice. Such variations usually initiated feelings of frustration, dejection, poor work motivation, and increased burnout and negatively impacted their ability for successful transition within a new work environment. Objective: This presentation draws on an ongoing doctoral study that explores how organizational culture mediates the transition experiences of IENs in Canadian healthcare settings. Guided by Intersectionality Theory proposed by Kimberle Williams Crenshaw, the study critically examines how overlapping systems of power and oppression shape workplace experiences, professional identity, and access to opportunities for career upliftment. This theoretical perspective aims to examine various social and cultural aspects of an individual such as the ways in which gender, race, class, ability, caste, religion, and nationality interact amongst each other at different phases of life. Intersectionality theory strongly emphasizes the significance of identifying the multiple dimensions which arise from the interaction of multiple forms of oppression to address suffering, leadership practices, and institutional norms. |
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| Methodology/Approach | Methodology: The study adopts a qualitative focused ethnography approach, capturing lived experiences of transition related experiences of IENs working at Ontario-based hospitals. A A semi-structured individual interviews are being audio-recorded which last for 45-60 minutes via zoom. The study aims to include 20-25 IENs, who are recruited if they have been working in direct patient care. Convenience sampling is used. The individual interviews are being audio-recorded, then transcribed verbatim simultaneously. Transcribed data is managed using NVivo data management software version 15. Thematic analysis of Braun & Clarke, (2022) and criteria for establishing trustworthiness by Denzin and Lincoln's (2005) is undergoing throughout the study process |
| Results | Result: Preliminary findings highlight several interrelated dynamics among themes: (1) organizational culture influencing professional practice; (2) leadership and organizational support in clinical practice; (3) structural and regulatory Barriers of IEN transition, and (4) integration and adaptation to Canadian system. |
| Discussion/Conclusion | Conclusion: This presentation contributes to ongoing dialogues on health equity and workforce integration, debating for intersectionality-informed organizational reforms that embrace cultural diversity by means of commitment to practice and strategies that eliminate discrimination and disparity, and reflects a consistent set of workforce behaviours, management practices, and institutional policies which lead to respectful and inclusive work environment shaped by organizational leadership. This study further calls for leadership accountability and policy alignment that explicitly addresses the upstream determinants shaping IEN transition and belonging within Canadian healthcare institutions. This abstract closely aligned with conference sub-theme 1, as it emphasizes institutional frameworks in shaping equitable transition related experiences of IEN and looking for equity-based leadership approach to support IEN at workplace setting. Use of intersectionality framework will help address determinants like race, color, caste and ability. |
| Presenters and Affiliations | Mehtab Jaffer Western University Yolanda Babenko-Mould Western University Saleema Allana Western University |
