Greipp (2003) stated that, salary compression, where base wages are tightly clustered

together with little variability is a common problem in nursing. A salary scale that is

adaptable with increased life requirements is suggested as an important strategy to enhance

nurse retention. According to Fletcher (2001), Greipp (2003), Insufficient salaries would lead

to nurse dissatisfaction and turnover. In Jordan, salaries are not meeting the daily

requirements of professionals and their families. Mrayyan and Acorn (2004) described the

nursing environment is characterized by heavy workload, interprofessional conflicts, lack of

decision-making ability, non-supportive work environment, and unavailability of staff

support.

International recruitment continue to target Filipino nurses to replace the aging nurse

workforce in other countries. The disparity in economic and professional opportunities

between rich and poor countries will not be resolved and the Philippines continue to lose its

nurses- a most valuable human resource group for national health development.

Political system and financing of a country’s health and regulatory systems, affects the salary

of the nurses that forced the them to move in other countries that have a higher-income than

their country. Moreover, this affects the health care organization, communities and nation.

For example, a nurse need to leave the country because the income is not enough to support

the needs of his family. This creates a “domino effect” in which have a negative effect on his

own country, whereas another country may benefit .(Buchan & Aiken, 2008; Buerhaus,

Auerbach, & Staiger, 2009; Juraschet, Zhang, Ranganathan, & Lin, 2012).