Health Services Research
Volume 46, Issue 4, 2011, Pages 1300-1318

The impact of out-migration on the nursing workforce in Kenya (Article)

Gross J.M.* , Rogers M.F. , Teplinskiy I. , Oywer E. , Wambua D. , Kamenju A. , Arudo J. , Riley P.L. , Higgins M. , Rakuom C. , Kiriinya R. , Waudo A.
  • a Emory University, Department of Family and Community Nursing, 1520 Clifton Road, NE, Atlanta, GA 30322, United States
  • b Emory University, Department of Family and Community Nursing, 1520 Clifton Road, NE, Atlanta, GA 30322, United States
  • c Emory University, Department of Family and Community Nursing, 1520 Clifton Road, NE, Atlanta, GA 30322, United States
  • d Nurses Council of Kenya, Nairobi, Kenya
  • e Nurses Council of Kenya, Nairobi, Kenya
  • f Kenya Health Workforce Project, Nairobi, Kenya
  • g Aga Khan University, Nairobi, Kenya
  • h Division of Global HIV/AIDS, Center for Global Health, Centers for Disease Control and Prevention, Atlanta, GA, United States, Kenyan Ministry of Medical Services, Nairobi, Kenya
  • i Emory University, Department of Family and Community Nursing, 1520 Clifton Road, NE, Atlanta, GA 30322, United States
  • j Kenyan Ministry of Medical Services, Nairobi, Kenya
  • k Kenya Health Workforce Project, Nairobi, Kenya
  • l Kenya Health Workforce Project, Nairobi, Kenya

Abstract

Objective: To examine the impact of out-migration on Kenya's nursing workforce. Study Setting. This study analyzed deidentified nursing data from the Kenya Health Workforce Informatics System, collected by the Nursing Council of Kenya and the Department of Nursing in the Ministry of Medical Services. Study Design. We analyzed trends in Kenya's nursing workforce from 1999 to 2007, including supply, deployment, and intent to out-migrate, measured by requests for verification of credentials from destination countries. Principle Findings. From 1999 to 2007, 6 percent of Kenya's nursing workforce of 41,367 nurses applied to out-migrate. Eighty-five percent of applicants were registered or B.Sc.N. prepared nurses, 49 percent applied within 10 years of their initial registration as a nurse, and 82 percent of first-time applications were for the United States or United Kingdom. For every 4.5 nurses that Kenya adds to its nursing workforce through training, 1 nurse from the workforce applies to out-migrate, potentially reducing by 22 percent Kenya's ability to increase its nursing workforce through training. Conclusions. Nurse out-migration depletes Kenya's nursing workforce of its most highly educated nurses, reduces the percentage of younger nurses in an aging nursing stock, decreases Kenya's ability to increase its nursing workforce through training, and represents a substantial economic loss to the country. © Health Research and Educational Trust.

Author Keywords

Database Emigration Nursing workforce Kenya Human resource information systems professional regulatory bodies

Index Keywords

nursing education nursing human middle aged economic aspect policy Kenya United States Young Adult Humans Adolescent male female Article adult migration United Kingdom Age Factors politics Emigration and Immigration nurse training
Link
https://www.scopus.com/inward/record.uri?eid=2-s2.0-79960090531&doi=10.1111%2fj.1475-6773.2011.01251.x&partnerID=40&md5=61965a24f6f859b3811d8b1e5b8c31e2
DOI: 10.1111/j.1475-6773.2011.01251.x
ISSN: 00179124
Cited by: 9
Original Language: English