Push-Pull Dynamics and Migration Intentions among Nurses in Nigeria: A Cross-sectional Study

Health worker migration is a critical challenge for Nigeria and other low- and middle-income countries, with profound implications for health system resilience and global workforce distribution. Nurses represent a substantial share of this mobility, yet little is known about migration intentions among those working in private sector teaching hospitals.

This study examined the prevalence and drivers of migration intention among nurses, focusing on workplace and broader sociopolitical push factors.

A descriptive cross-sectional study was conducted among 124 nurses in a private teaching hospital in Ogun state, Nigeria. The data were collected using a structured questionnaire incorporating the McCloskey/Mueller Satisfaction Scale. Descriptive statistics summarized participant characteristics, migration intention, and satisfaction levels. Bivariate Chi-square tests explored associations between sociodemographic variables and migration intention.

Almost all respondents (95.2%) expressed intention to migrate, and 63.6% of respondents had already initiated the process. Preferred destinations were Canada (34.8%) and the United Kingdom (33.9%). While the practice environment was rated moderately favorable overall, staffing and resource adequacy scored lowest (mean: 2.63 ± 0.68). National-level dissatisfaction was pronounced, with political instability, workload, and inadequate staffing rated most negatively. Monthly income was significantly associated with migration intention (χ² = 12.453, P < 0.001), while years of experience was not.

Migration intention among Nigerian nurses is nearly universal, driven by inadequate remuneration, staffing shortages, and sociopolitical instability. These findings highlight urgent policy priorities for retention and underscore Nigeria's vulnerability to global nurse recruitment pressures. Strengthening pay structures, staffing adequacy, and national stability are essential to mitigate workforce depletion and align with global ethical recruitment standards.