Why are Turkish nurses migrating? A mixed-methods study.

AIM: This study aimed to identify the factors influencing nurses' migration patterns in Turkey. BACKGROUND: The flow of nurse migration from developing countries to developed countries is steadily increasing. As a result, countries that are sources of migration tend to develop domestic inequities with respect to the population's ability to access health services. In particular, fragile economic conditions and the pandemic triggered the migration of nurses from Turkey, a developing country. METHODS: This study employed a mixed-method explanatory sequential design and was conducted in Turkey between April and November 2022. The decision to migrate was the focus of both the quantitative aspect, involving 237 participants, and the qualitative aspect, with 20 participants. Quantitative data were gathered through a questionnaire, and qualitative data were obtained using open-ended questions during in-depth individual interviews. We followed the Strengthening the Reporting of Observational Studies in Epidemiology checklist in the quantitative phase and the Consolidated Criteria for Reporting Qualitative Research checklist in the qualitative phase. Descriptive statistics and thematic analyses were used to analyze the data. RESULTS: In the quantitative stage of the study, nurses' reasons for deciding to migrate were identified as economic conditions, working conditions, society's outlook on the profession, political factors, and professional growth opportunities. In the qualitative stage, four major themes influencing nurse migration patterns emerged: devaluation and poor collegiality in nursing; inadequate management support; negative work environment; and health, social, and economic policies. CONCLUSION: The results of the study showed that the three factors most influential in the decision to migrate were economic issues, a negative work environment, and political climate. IMPLICATIONS FOR NURSING AND HEALTH POLICY: In developing countries, there is an urgent need for nurse administrators and health workforce decision-makers to create healthy working conditions and manage resources efficiently, focusing on improving nurses' economic situations while developing appropriate nationwide and international strategies.

The effects of a preceptorship program on newcomer nurses' turnover intention, commitment and job satisfaction: Quasi-experimental study.

AIM: The aim of the present study was to examine the effect of an organizational socialization model-based preceptorship program on the organizational outcomes of newcomer nurses. BACKGROUND: Preceptorship programs need to be strengthened to ensure the organizational socialization of newcomer nurses. DESIGN: This study was conducted with a one group pretest-posttest design. METHODS: The sample consist of newcomer nurses from the university hospital of Izmir (N = 56) in Turkey. Data were collected using scales on turnover intention, professional and organizational commitment and job satisfaction. The dependent t-test was used for data analyses. RESULTS: The newcomer nurses' intention to leave their unit and profession, organizational and professional continuance commitment, professional normative commitment and job satisfaction levels were similar at the end of the one-year preceptorship program compared with the baseline (p > .05). It was also determined that the participants' intention to leave the organization increased (t = -4.153, p < .001), while their affective (t = 4.443, p < .001) and normative commitment to the organization (t = 3.443, p < .001) and their professional affective commitment decreased (t = 7.390, p < .001) by the end of the program. CONCLUSIONS: The organizational socialization model has the potential to be used as an effective framework to improve the organizational outcomes of new graduate nurses. Although organizational socialization meets some dimensions of institutional and professional needs of newcomer nurses in the first year, there is still a need to use different strategies and enrich organizational socialization to support their adaptation process.

Psychometric testing of the Turkish version of the mentoring competency assessment scale for faculty.

OBJECTIVE: To evaluate the Turkish version of Mentoring Competency Assessment Scale in a faculty setting. METHODS: The study was conducted from November 2015 to November 2016 and comprised eight faculties affiliated tothe Institute of Health Sciences of a university in Turkey. Data were collected usning a self- administered survey questionnaire from mentees and mentors working within the study universe. Data consisted of two parts; Mentoring Competency Assessment Scale with its mentor and mentee forms, and its Turkish translation which was back-translated for language validity of the scale. Confirmatory factor analysis was used to define the construct validity. Lisrel 8.7 was used for data analysis. RESULTS: Of the 326 subjects, 165(50.6%) were mentors and 161(49.4%), were mentees. The mean age of the mentors was 47.5±8.6 years, and the mean length of time employed as academicians was 21.6±9.0 years. The mean age of the mentees was 29±3.9 years, and mean length of time employed as academicians was 3.9±3.3 years.The content validity index of the scale was 0.82 for the mentee form and 0.84 for the mentor form. The Cronbach's alpha reliability coefficient was 0.92 for the mentee's form and 0.98 for the mentor's form. Test-retest analysis determined a high-level positive significant correlation (p<0.05). CONCLUSIONS: The validity and reliability of the Mentoring Competency Assessment Scale was supported by statistical analyses.