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Health Serv Res. 2011 Aug;46(4):1300-18. doi: 10.1111/j.1475-6773.2011.01251.x. Epub 2011 Mar 17.

The impact of out-migration on the nursing workforce in Kenya.

Author information

  • 1Emory University Nurses Council of Kenya, Nairobi, Kenya. jessicamadigangross@gmail.com

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.

PMID:
21413982
[PubMed - indexed for MEDLINE]
PMCID:
PMC3165189
Free PMC Article

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