Module 2: Identification of psychosocial health at the workplace of migrant and minority nurses

Background
Among all employees in the healthcare sector, nurses are most frequently affected by mental and physical illnesses [1,2]. Shift work and increasing work compression are key risk factors [3].
Nurses report autonomy, opportunities for career advancement, scope of action, teamwork, personal identification with the job and effective cooperation with working colleagues, as important resources [1].
Migrant and minority nurses face specific stressors like experiences of discrimination [4], lacking support in career planning and restricted access to advanced training measures [5].

Research questions

• Do migrant and minority home care nurses experience other psychosocial stressors at their workplace than autochthonous nurses?
• Which resources and skills do they employ to face psychosocial stressors?

Method
In order to avoid the attribution of behaviour to someone’s “own culture” that may be different from “someone else’s other culture”, migrant nurses, as well as native nurses were interviewed. The semi-structured interviews follow Husserl’s phenomenological approach allowing the interviewees to voice out own attitudes and behaviors [6].
The interviews are conducted with nurses from outpatient care facilities in Hamburg whereby these institutions are organized either as privately-commercial or non-profit organizations [7], hence, interviewees are recruited from both types of institutions. If necessary, interviews are conducted with the assistance of an interpreter.

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References

[1]
BRAUN, B.; MÜLLER, R., Arbeitsbelastungen und Berufsausstieg bei Krankenschwestern, Pflege und Gesellschaft, 2005. 3, pp. 131-141.
Online:
http://www.dg-pflegewissenschaft.de/pdf/PfleGe0305Braun.pdf

[2]
Bundesanstalt für Arbeitsschutz und Arbeitsmedizin. BSicherheit und Gesundheit bei der Arbeit 2014 – Unfallverhütungsbericht Arbeit.
2. Auflage. Dortmund:  2016.
Sicherheit und Gesundheit bei der Arbeit 2014 – Unfallverhütungsbericht Arbeit. 2., korrigierte Auflage 2016.
Online:
http://www.baua.de/de/Publikationen/Fachbeitraege/Suga-2014.pdf?__blob=publicationFile&v=19

[3]
MCHUGH, M. D.; KUTNEY-LEE, A.; CIMIOTTI, J. P.; SLOANE, D. M.; AIKEN, L. H., Nurses’ widespread job dissatisfaction, burnout, and frustration with health benefits signal problems for patient care. Health Affairs, 2011. 30 (2), pp. 202-210.

[4]
TUTTAS, C. A., Perceived racial and ethnic prejudice and discrimination experiences of minority migrant nurses: a literature review. Journal of Transcultural Nursing, 2015. 26 (5), pp. 514-520.

[5]
HO KH, CHIANG VC., A meta-ethnography of the acculturation and socialization experiences of migrant care workers. In: Journal of Advanced Nursing, 2014. 71 (2), pp. 237-254.

[6]
FLICK, U. (1995). Qualitative Forschung. Theorie, Methoden, Anwendung in Psychologie und Sozialwissenschaften. Reinbek bei Hamburg: Rowohlt Taschenbuch Verlag GmbH.

[7]
STATISTISCHES AMT FÜR HAMBURG UND SCHLESWIG-HOLSTEIN (2015). STATISTISCHER BERICHT. Kennziffer: K II 8 – 2j/13 HH. Pflegestatistik Hamburg 2013. Hamburg.
Online:
http://www.statistik-nord.de/fileadmin/Dokumente/Statistische_Berichte/arbeit_und_soziales/K_II_8_2j_t/K_II_8_2j13_HH.pdf

[8]
INFORMATIONS- UND DOKUMENTATIONSZENTRUM FÜR ANTIRASSISMUSARBEIT E.V. (2015). Glossar des Informations- und Dokumentationszentrum für Antirassismusarbeit e.V. Düsseldorf.
Online:
http://www.idaev.de/glossar/?qlChar=K