Indonesian nurses migration refers to the movement of nurses from Indonesia to other countries for the purpose of work and living. Indonesia is one of the largest sources of nurses in Southeast Asia, with a considerable number of them seeking employment opportunities overseas due to factors such as limited career advancement prospects, inadequate salaries, and challenging working conditions in their home country.
The migration of Indonesian nurses has been driven by a variety of factors, including economic and political conditions, globalization, and the increasing demand for healthcare professionals worldwide. In recent years, there has been a growing trend of nurses migrating to countries such as Japan, Taiwan, Saudi Arabia, Malaysia, Singapore, and Australia, among others, to take up employment in various healthcare settings, including hospitals, clinics, and home care.
While migration can provide significant benefits to nurses, including higher wages, better working conditions, and access to advanced training and technology, it can also pose several challenges, such as culture shock, language barriers, and difficulties in adapting to new healthcare systems. Additionally, the loss of skilled nurses to migration can have adverse effects on the healthcare system and overall economy of Indonesia.
Therefore, understanding the factors that drive Indonesian nurses’ migration and developing strategies to address the challenges they face can help to maximize the benefits of this phenomenon while minimizing its negative impacts.
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Ferry Efendi, Ph.D DHS Fellow of Indonesia by ICF | Dosen FKP UNAIR | Penulis Artikel terindeks Scopus. H-Index Scopus: 16| H-index Google Scholar: 28
Erni Astutik, S.K.M., M.Epid. DHS Fellow of Indonesia by ICF | Dosen FKM UNAIR | Penulis Artikel terindeks Scopus/WoS| H-Index Scopus: 7 | H-index Google Scholar: 10
Dr. Sarni Maniar Berliana Ketua Unit Kajian SDGs Politeknik Statistika STIS |Penulis Artikel terindek Scopus/WoS| H-Index Scopus: 7 | H-index Google Scholar: 10
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Nursalam Nursalam, Nurul Hikmatul Qowi, Tri Johan Agus Yuswanto, Ferry Efendi
The hospital is an organization in the service sector with nurses as the main resource. Increasing the commitment of the nurses was one of the ways to retain nurses. This cross-sectional study explained nurse’s foci of commitment model to decrease turnover intention. Variables in this study included nurse characteristics, job characteristics, work experience, organizational factors, nurse commitment, and turnover intention. The population was nurses who have worked in islamic hospital in Surabaya, Indonesia. The 119 nurses selected as sample based on simple random sampling. Data collected using questionnaires and analyzed using partial least squares (PLS). Nurse characteristics influenced nurse commitments (path coefficient=0.252; t=2.953) and turnover intention (path coefficient=-0.239; t=2.458). Job characteristics influenced nurse commitments (path coefficient=0.190; t=2.409) and turnover intention (path coefficient=-0.183; t=2.107). Work experience influenced nurse commitments (path coefficient=0.208; t=2.231) and turnover intention (path coefficient=-0.153; t=1.964). organizational factors influenced nurse commitments (path coefficient=0.218; t=2.170) and turnover intention (path coefficient=-0.174; t=2.330). Nurse commitment influenced turnover intention (path coefficient=-0.226; t=2.084). The nurse’s commitment as moderate these factors in reducing turnover intention. The influence of job satisfaction, nurse commitment, and perceived organizational support to turnover intention needs further research.