Lived experiences of nurse migration to high-income countries: a qualitative inquiry

Abstract

Nurse migration is increasing worldwide, raising critical challenges for workforce sustainability, regulation, and integration in both home and destination countries. Aims This study explores the experiences of Turkish nurses who migrated to the United States of America, the United Kingdom, and Germany, focusing on motivations, enabling factors, and challenges during immigration and integration. Methods A qualitative descriptive design was employed, and 23 Turkish nurses were recruited through purposive sampling. Data were collected via semistructured interviews conducted on secure video platforms. Results Content analysis revealed five themes. The decision to migrate reflected motivations of low pay, workplace violence, limited professional opportunities, and lack of respect, which collectively diminished nurses’ professional self‐worth in Türkiye. The immigration process highlighted barriers in language, licensing exams, credentialing, and visas. Life after immigration involved facing discrimination, adapting to a new culture, and pursuing professional growth. Reflections and outlook described overall satisfaction with the decision and future personal and professional career plans. Recommendations underscored the need for streamlined credentialing and stronger integration supports in destination countries, alongside improved workplace conditions, career opportunities, and respect for nurses in Türkiye. Conclusion This study underscores the multifaceted drivers of nurse migration and calls for reforms to strengthen retention in Türkiye, while urging destination countries to adopt multidimensional support for integration to ensure a stable global nursing workforce. Implications for Nursing Management Nurse managers in source countries must lead systemic reforms addressing the conditions that diminish professional self‐worth—unsafe workloads, low pay, workplace violence, and lack of professional respect—to meaningfully reduce migration intent. In destination countries, nurse managers are central to designing structured onboarding, mentorship, and culturally responsive integration pathways that support the adaptation and long‐term retention of internationally educated nurses.