The healthcare sector faces a growing challenge as the global nursing shortage intensifies. Ageing populations, increasing healthcare demands, and a wave of nurse retirements contribute to staffing shortages that jeopardise patient care. 

The World Health Organization (WHO) has identified a significant global shortage of nurses, prompting numerous countries to recruit foreign nurses. Malaysian nurses are particularly in demand in the Middle East, Singapore, and Australia.

A study that I conducted on Factors Influencing Migration and Job Satisfaction amongst Malaysian Nurses Working in Other Countries revealed that 77.5% of Malaysian nurses working overseas are satisfied, primarily due to higher salaries and better benefits.

Work-related challenges in Malaysia drive many nurses to seek opportunities abroad. The ageing population is a key factor exacerbating this shortage. Older adults require frequent medical attention, chronic disease management, and specialised care, which increases the demand for healthcare services. 

Simultaneously, many experienced nurses are retiring, creating a significant gap in the workforce. The growing patient load and loss of veteran nurses highlight the urgent need for effective retention strategies. 

Another contributing factor is the enduring perception of nursing as a predominantly female profession. This perception deters men from pursuing careers in this field despite efforts to promote gender diversity. 

Furthermore, the substantial number of female nurses results in workforce shortages, as many retire early or take career breaks due to family commitments. This diminishes the number of new entrants into the profession and restricts the potential workforce.

Offering competitive compensation is crucial for retaining nurses. Financial stability and professional recognition are fundamental to job satisfaction and commitment to the workforce. 

Increasing salaries and providing comprehensive benefits can attract and retain skilled nurses. Economic incentives such as performance bonuses, tuition reimbursement, and retention bonuses can significantly lower turnover rates. 

Nurses who feel adequately rewarded for their efforts are likelier to remain in the profession. Compensation extends beyond salaries to include essential benefits such as health insurance, retirement plans, and paid time off. 

These contribute to financial security, allowing nurses to focus on their work without additional stress while fostering a loyal and dedicated workforce. Work-life balance is another crucial factor affecting nurse retention.

Long shifts, unpredictable schedules, and high-stress environments can lead to burnout, negatively impacting job performance and well-being. 

Health care institutions must implement policies that support a healthier work-life balance. Flexible scheduling options, such as self-scheduling and shift-swapping, help nurses manage their time effectively. 

Part-time positions and job-sharing arrangements can support those with family responsibilities or those pursuing further education. Additionally, reducing mandatory overtime and ensuring adequate rest between shifts can prevent fatigue and improve job satisfaction.

Investing in staff wellness programmes is equally essential. Hospitals should provide initiatives such as mental health counselling, stress management workshops, and mindfulness training. 

These programmes assist nurses in navigating workplace demands while preserving their well-being in a supportive environment.

Career development opportunities are essential for sustaining nurses’ engagement and motivation. Continuous learning and professional advancement enhance skills and nurture long-term commitment.

Support for advanced degrees, certification programmes, and specialised training can help nurses transition into leadership or advanced practice roles.

Healthcare institutions that prioritise career development experience lower turnover rates and higher staff engagement. Nurses who see clear growth opportunities are more likely to remain with organisations that invest in their professional advancement.

Encouraging greater gender inclusivity through targeted recruitment campaigns, educational initiatives, workplace policies, flexible work arrangements, and career re-entry programmes can also help expand and retain the nursing workforce.

Addressing the global nursing shortage requires collaboration among policymakers, health care administrators, and nursing leaders. Strategies to attract new nurses and retain experienced professionals must be implemented. 

Healthcare organisations can build a resilient nursing workforce by focusing on competitive compensation, better work-life balance, and career development.

The global nursing shortage is a complex challenge that demands sustainable solutions. Prioritising nurse retention through improved salaries, work-life balance, and career advancement opportunities can foster a stable and motivated workforce. 

Ultimately, investing in nurses is an investment in the future of healthcare, ensuring high-quality patient care and a strong, sustainable healthcare system for generations to come. The time for action is now.

By
Prof. Dr. Soh Kim Lam
Head of the Nursing Department Faculty of Medicine and Health Sciences,
Universiti Putra Malaysia (UPM) 

This is the author's personal view and does not necessarily represent the views or official position of RTM.