Motivations and Expectations of Government Nursing Officers Considering Migration: A Cross-sectional Study in Sri Lanka.

Abstract

Background: Healthcare system in Sri Lanka has faced a shortage of nurses for last few years. Considering the Sri Lankan population, the World Health Organization recommends to have 88,000 nurses. However, at the moment only about 40 000 nurses occupy the health system in the country. The migration of nurses has significantly aggravated the shortage of nurses, significantly compromising the quality of patient care within the state healthcare system. Objective: To identify the motivations and expectations of government nursing officers in Sri Lanka who are considering migration Methods: A descriptive cross-sectional study was conducted among 400 government nursing officers in Sri Lanka, recruited via a network sampling method. A self-administered questionnaire was used to collect data which includes socio-demographic characteristics, motivation, and expectations of nurses planning to migrate. Data were analyzed with descriptive statistics using SPSS version 25.0. Results: Of the participants, the majority were married (72%, n=286), females (89%, n=357) with a mean±SD age of 32±5 years. Among the participants, 37% (n=149) were educated up to Bachelor’s degree and 49% (n=197) have work experience of more than five years. Nearly, 96% (n=384) of the participants stated migration is the best solution for an economic situation whereas the most prevalent motivation for nurse migration was economic crisis (94%, n=374). Other motivations include support for their families (69%, n=274), lack of opportunities for nurses within the country (58%, n=230), and gaining social stability (49%, n=198). Expectations of nurses planning to migrate included a comfortable lifestyle (89%, n=358), increased salary and allowances (83%, n=334), career improvement (80%, n=321), and educational benefits (80%, n=321). Further, 69% (n=277) of participants believed that the government initiatives to minimize nurse migration should focus on ensuring a proper salary scale for nurses. Conclusions: The study revealed the motivations of nursing officers for migration including salary and compensation reformation; career and educational development opportunities; and advanced healthcare infrastructure while expecting comfortable lifestyle. These implications will be instrumental in mitigating the nurse migration in Sri Lanka.