Adaptation, Burnout, and Retention Among Migrant Nurses: A Scoping Review

Rosi Granada; Ahsan Ahsan; Fransiska Imavike Fevriasanty; Retno Lestari

doi:10.58545/jrcnp.v4i2.867

Authors

Rosi Granada Department of Nursing, Faculty of Health Sciences, Universitas Brawijaya, Malang, Indonesia https://orcid.org/0009-0008-3881-6212
Ahsan Departement of Nursing, Faculty of Health Sciences, Universitas Brawijaya, Malang, Indonesia https://orcid.org/0000-0003-1938-8749
Fransiska Imavike Fevriasanty Departement of Nursing, Faculty of Health Sciences, Universitas Brawijaya, Malang, Indonesia
Retno Lestari Departement of Nursing, Faculty of Health Sciences, Universitas Brawijaya, Malang, Indonesia https://orcid.org/0000-0003-4568-9596

DOI:

https://doi.org/10.58545/jrcnp.v4i2.867

Abstract

Background: International nurse migration is an important component of global health workforce mobility. Migrant nurses may encounter challenges when entering new healthcare systems, including differences in language, culture, organizational systems, professional expectations, and communication patterns. Purpose: This scoping review aimed to map evidence on adaptation, burnout, and retention-related outcomes among migrant nurses and to identify associated factors. Methods: The review followed Joanna Briggs Institute methodology and was reported according to the PRISMA extension for Scoping Reviews (PRISMA-ScR). Literature published from 2020 to 2026 was searched in PubMed, Scopus, ScienceDirect, ProQuest, Wiley Online Library, and SAGE Journals. Studies involving migrant nurses and examining at least one core concept were eligible. Results: Twenty studies were included: 7 qualitative, 11 quantitative, and 2 mixed-methods studies. Four domains were mapped: adaptation and professional integration; work environment, burnout, and occupational stress; retention and turnover; and the interrelationship among these domains. Language and communication, organizational support, workload, discrimination, interpersonal relationships, professional recognition, career development, and working conditions were recurrent factors. Conclusions: Adaptation, occupational well-being, and retention were interconnected and influenced by individual, organizational, sociocultural, and structural factors. Retention strategies should consider language and orientation support, healthy work environments, burnout prevention, and professional development. These findings may also have implications for community and rural nursing workforce planning in both destination and source countries.

Keywords:

Migrant nurses, Adaptation, Burnout, Occupational stress, Personnel retention

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Author Biography

Rosi Granada, Department of Nursing, Faculty of Health Sciences, Universitas Brawijaya, Malang, Indonesia

Master of Nursing

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