Measuring factors impacting Migrant Healthcare Workers (MHCWs) experiences in New Zealand Healthcare
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Authors
Fuentes, Lolit
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Degree
Master of Applied Management
Grantor
Otago Polytechnic
Date
2025
Supervisors
Osborne, Phil
Type
Masters Thesis
Ngā Upoko Tukutuku (Māori subject headings)
Keyword
Migrant Healthcare Workers (MHCW)
social integration
workplace conditions
social integration
workplace conditions
ANZSRC Field of Research Code (2020)
Citation
Fuentes, L. (2025). Measuring factors impacting Migrant Healthcare Workers (MHCWs) experiences in New Zealand Healthcare [Master's thesis, Otago Polytechnic]. Research Bank. https://doi.org/10.34074/thes.7066
Abstract
Migrant Healthcare Workers (MHCWs) now constitute a vital segment of Aotearoa New Zealand’s workforce. However, their overall satisfaction with both internal workplace conditions and external social integration following arrival remains under-examined. This study measures the workplace satisfaction of MHCWs and identifies organisational and personal factors that shape their decision to remain in practice. Guided by Herzberg’s Two-Factor Theory, Locke’s Value Theory, and cross-cultural management literature, a survey was administered to MHCWs employed across New Zealand’s public hospitals, aged-care facilities, general practices, and private hospitals. 43 valid responses were received and then analysed.
Findings show a pronounced satisfaction gap between public hospital staff (M= 4.02) and aged-care workers (M=3.16), using a Point 5 Likert-Scale. Overseas qualification recognition yielded a 0.57-point increase in mean satisfaction, underscoring the motivational power of professional validation. Organisational support (r=.94) and social integration (r=.62) emerged as the strongest correlates of overall satisfaction, whereas length of New Zealand tenure showed only a weak association (r=.20). External stressors, especially visa complexity and housing affordability, suppressed satisfaction despite otherwise moderate ratings for work–life balance and community belonging.
The study contributes empirically grounded insight into the drivers of MHCWs retention and offers practical levers for managers: resource audits in aged care, streamlined credential pathways, culturally intelligent leadership, and structured peer integration. Limitations include a small, culturally skewed sample, convenience recruitment, and reliance on basic analysis. Future research should adopt longitudinal and mixed methods designs to track satisfaction across critical career milestones and deepen understanding of under-represented migrant groups.
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CC BY-NC-ND Attribution-NonCommercial-NoDerivs 4.0 International