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Australia launched a Seasonal Worker Programme (SWP) in 2012, shortly after a similar scheme in New Zealand, to bring seasonal workers from Pacific Island Countries (PICS) to work in agriculture. The scheme was seen as a potential ‘Triple Win' with sending and receiving countries, and workers' households, benefiting. Workers' remittances contributed to welfare, especially housing and education, and small business establishment, but there were social costs associated with repeated absences. In 2018, Australia introduced the Pacific Labour Scheme (PLS) to extend guestwork opportunities into other areas of non-seasonal labour shortage such as aged care, tourism and meat processing. The shortage of local labour during COVID-19 demonstrated that Pacific guestworkers were invaluable to Australia, and in 2022 the schemes were revamped and expanded further as the PALM (Pacific Australia Labour Mobility) Scheme. Concern over a Chinese threat in the region gave further support for the expansion. PICs expressed concerns about exploitative practices, while higher rates of participation increased the potential for an incipient brain drain from the PICs, with wages roughly four times those at home, as migrants now left non-agricultural jobs. The expanded scheme continues to favour Australian employers leaving questions over, equity, uneven development and the future of the PICs.
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The virtual brain drain is an outcome of the strategies global companies have pursued around the world to gain a competitive advantage and reach more qualified employees, mostly with regard to better economical conditions. Virtual brain drain is a situation that occurs with no geographical displacement when considered in terms of cause-and-effect factors and is becoming more common in the world. Although the prevalence of a virtual brain drain has been associated with COVID-19 in consideration of its impact factors, this brain drain is also said to have started before COVID-19. In addition to the pandemic, however, employees' search for flexibility and the desire to meet their different expectations, especially with regard to economic status, have gradually enlarged and strengthened this phenomenon. This study aims to provide a framework for understanding virtual brain drain relevant researchers and policymakers by focusing on the experiences of employees working remotely for foreign companies. The research uses the qualitative methodology and collects data from 11 participants in six different Turkish cities through the e-interview technique. The study analyzes the obtained data using the descriptive analysis technique. According to the results obtained from the study, employees' job searches were observed to have been shaped around economic factors, flexibility, and issues arising from companies, with the factors affecting the work-life balance being expressed more frequently and having a guiding effect with regard to the virtual brain drain.
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Aim. This research aimed to explore how servant leadership nurtures nurses' job embeddedness by uncovering the sequential mediation of psychological contract fulfillment and psychological ownership. Background. The healthcare of Pakistan is undergoing an acute shortage of 1.3 million nurses. The gap is widening due to unprecedented natural uncertainties (floods, earthquakes, COVID-19, dengue, polio, and monkeypox) and the large-scale brain drain of nurses. Therefore, exploring the underlying factors that could facilitate nurses' job embeddedness is imperative. Methods. A cross-sectional research design was employed, wherein data were gathered in three rounds, two months apart, from 587 nurses employed in public hospitals in Pakistan, and analysis was performed with Smart-PLS. Results. Servant leadership positively influences nurses' job embeddedness and psychological contract fulfillment. Besides, psychological contract fulfillment positively affects psychological ownership, and psychological ownership enhances nurses' job embeddedness. Finally, psychological contract fulfillment and psychological ownership sequentially mediate the relationship between servant leadership and job embeddedness. Conclusions. This research emphasized the vitality of servant leadership in nurturing nurses' job embeddedness. Implications for Nursing Management. Healthcare authorities should keenly focus on promoting servant leadership that shapes the positive perception of nurses about their psychological contract fulfillment and psychological ownership, which are essential resources to cherish nurses' job embeddedness.
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Over the years, the Nigerian healthcare workforce, including doctors, nurses, and pharmacists have always been known to emigrate to developed countries to practice. However, the recent dramatic increase in this trend is worrisome. There has been a mass emigration of Nigerian healthcare workers to developed countries during the COVID-19 pandemic. While the push factors have been found to include the inadequate provision of personal protective equipment, low monthly hazard allowance, and inconsistent payment of COVID-19 inducement allowance on top of worsening insecurity, the pull factors are higher salaries as well as a safe and healthy working environment. We also discuss how healthcare workers can be retained in Nigeria through increment in remunerations and prompt payment of allowances, and how the brain drain can be turned into a brain gain via the use of electronic data collection tools for Nigerian health workers abroad, implementation of the Bhagwati's tax system, and establishment of a global skill partnership with developed countries.
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COVID-19 , Humans , Nigeria , Health Workforce , Pandemics/prevention & control , Personal Protective Equipment , Health PersonnelABSTRACT
The technological effects of innovative regions on lagging regions’ labor markets have not been yet well understood, especially in the urban–rural context. I introduce a theoretical model that yields insight into the interactions between high-technology and lagging regions. While, through knowledge spillovers, urban technology can increase rural jobs, it can also reduce rural employment by raising the competitive advantage of urban firms over rural firms in product market competition. Progress in urban technology also exerts an ambiguous effect of a brain drain on the rural labor market.
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After the 2008 recession, Covid19 pandemics starting in 2020 hit hard on the European labor market. The effects of unfavorable labor market trends strongly affect one of the most sensitive labor market population: European youth. This paper offer insights in students' migration intentions. We use questionnaire to identtfr the key drivers behind the highly educated young people's intention to migrate upon their graduation as well as the expected work and non-work benefits of living abroad. We present the results of a quantitative study based on 714 responses collected from Croatian higher education students. Factor analysis was carried out to cluster groups of factors relevant for the analysis, followed by regression model to relate the migration incentives and the potential for real migration. According to the results, Croatian university students' aspirations to move internationally are inspired with their urge for professional and personal development in a significant proportion, followed by socio-economic drivers. Contrary to previous research, personal ties with friends and relatives in a destination country didn't prove to be significantly relevant in our model. Understanding students' motivation, aspirations and intentions can prove useful to predict the future demographics, as well as dynamics of the labor market.
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To attract more digital talent and to make immigration a tool for capturing opportunities in the digital economy, the federal and provincial governments should reform immigration programs to increase the admission of immigrants with prior study-permit-holder status and retain international students, particularly in STEM fields;ensure that the combined temporary and permanent immigration programs sufficiently increase the supply of newcomers with digital skills and that skilled immigrants receive the tailored support they need to integrate successfully into the labour market;and reduce the underemployment of skilled immigrants through greater efforts to bolster language skills and address barriers to the recognition of foreign credentials and experience. To develop digital talent, governments at all levels, according to their responsibilities, should take a holistic approach, including: * reforming the education system, ensuring availability of resources and training options for teachers to implement modernized curricula;* increasing STEM enrolment and graduation numbers by raising students' performance in STEM subjects, closing the STEM gender divide by better helping students to make study and career choices and encouraging under-represented groups to continue their education in STEM fields by identifying and addressing their particular needs;* working with educational institutions to develop and expand digital skills learning, artificial intelligence (AI) and data science courses and programs;* increasing high-quality work experience options such as work-integrated learning (WIL) opportunities and expanding co-op programs in the information and communications technology (ICT) sector;* investing in micro-credential/certification programs that are paired with work placement for youth not in education, employment or training;* investing in upskilling and reskilling the existing workforce;and, * preventing brain drain and retaining new graduates. [...]employers should also take actions to expand the pool of digital talent and address their digital skills needs. [...]digital and data skills are increasingly required across all sectors of the global economy including in Canada.
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BACKGROUND: It is important to understand the perceptions of career plans and attitudes towards migration of nursing students so that it can be possible to review the education programs in this direction and plan an effective health workforce. AIM: To determine nursing students' career future perceptions and attitudes towards migration. DESIGN: Descriptive and cross-sectional online survey. METHODS: The study was completed with 3053 students from 52 universities located in seven different regions of Turkey who agreed to participate in the study. The data were collected using the "Student Information Form", "Attitude Scale for Brain Drain (ASBD)" and "Career Futures Inventory (CFI)" with an online questionnaire. Descriptive statistics, independent samples t-test, one-way analysis of variance and correlation were used to analyze the data. RESULTS: Mean age of the students was 20.29 ± 2.28 and most were females. Students' mean total scores of ASBD, and CFI were 56.64 ± 12.22 and 91.32 ± 11.71 respectively. There was a statistically significant difference between the total mean scores of ASBD and the region of the university where the students studied, gender, being multilingual, desire to work abroad after graduation and experience of participating in student exchange programs and between the total mean scores of CFI and experience of participating in an exchange program. There was a positive and statistically significant relationship between ASBD and CFI total mean scores (p < 0.05). CONCLUSION: Nursing students' attitudes towards migration and perceptions of career future were positive and there was a positive relationship between attitudes towards migration and perceptions of career future.
Subject(s)
Students, Nursing , Attitude of Health Personnel , Cross-Sectional Studies , Female , Humans , Male , Surveys and Questionnaires , TurkeyABSTRACT
The staff member, who has knowledge of internal procedures and who asked not to be named because they feared it may jeopardise their chances of getting a job in the future, said that the governing council lost confidence in the academy’s leadership. “The governing council was constantly accusing [some senior leadership] and the senior management team of making decisions independently without consulting them,” the former employee said. See PDF] “The bone of contention was really on employee remuneration and salary increases of senior management team members, and allowances for select members of the senior management team that were not in keeping with the policies of AAS.” The Deloitte report, which SciDev.Net has seen, highlighted allegations of financial mismanagement and fraud, and revealed that salary increases in 2018 for senior management exceeded the five per cent limit set by the governing council – in some cases increasing by up to 38 per cent.
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The World Health Organization (WHO) recognizes a critical shortage of health workers as a growing global crisis. The shortage persists despite local and global efforts to recruit health workers ethically. Unequal migration of healthcare professionals, most often from low to high-resource countries, overwhelmingly defeats the objective of achieving Universal Health Coverage (UHC). If not addressed, especially given emerging global pandemics like COVID-19, the critical shortage of health workers could decimate vulnerable public health systems. This Viewpoint describes the Root-Stem Model, a six-stage process of strategic factors affecting work life that could help policymakers address the challenge of brain-drain among healthcare workers in low-income countries.
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COVID-19 , Health Workforce , Humans , COVID-19/epidemiology , Universal Health Insurance , World Health Organization , Health PersonnelABSTRACT
India's public healthcare system is reeling under the pressure of the COVID-19 pandemic, with the country reporting over 30 million cases and 481,000 deaths by the end of 2021. The rise of the omicron variant threatens to add further strain on a chronically underfunded public health system, which a considerable proportion of the population living in poverty depend on. The pandemic has aggravated the shortage of supplies and capacity, pushing the Indian healthcare system to its breaking point. This write up calls for a major and urgent reform of the doctor and patient experience, achievable through prioritized funding to strengthen healthcare infrastructure, improving job security and satisfaction for healthcare workers, and improving the quality and safety of care delivered to patients throughout the nation. India must build a healthcare system focused on ensuring patient satisfaction and a positive patient experience by offering convenient healthcare access and high standards of care and treatment delivery.
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In recent years, the global mobility of tertiary students has increased considerably. However, students disproportionately migrate to English-speaking countries, which host nearly half of all international students worldwide. If twostep migration takes place, students transition towards becoming skilled workers within their host countries can bring about non-trivial losses in economic performance and social welfare in their countries of origin. Due to this concern, the first part of this paper empirically demonstrates the countries that receive more international students and why. The second part of the paper presents a theoretical model that explains social welfare changes caused by skilled migration, which includes a simulation to estimate sending countries losses if students do not return home to work after completing their studies. By using Japan as the sending country and the US as the receiving country in this case study, we found that Japan loses approximately US$423,721 for each international student that remains in the host country for life. Further, the empirical analyses show that students are more likely to move to countries with stronger economic power, higher income inequality, higher quality of education and research, and greater government funding for tertiary education. This suggests that disparities in education quality and earnings within host countries, as well as between origin and host countries, will widen over time. This paper concludes by highlighting the need to develop a financial arrangement between countries such that they can share the costs and benefits of education to foster a global balance of social welfare.
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The recent pandemic has had a considerable impact on sociodemographic development and generated a new interest in human mobility. The current study aims to examine the effects of sociodemographic development and the push-pull of brain drain as well as COVID-19-related factors on Greek medical students' intentions to emigrate. A total of 531 undergraduate medical students completed an online survey during the second transmission wave of the pandemic in Greece (from October to December 2020). The results showed that many students were considering emigrating after their graduation. A multiple regression analysis revealed that males and younger students presented a higher likelihood of emigration. The low absorption rate of physicians in Greece, lack of career prospects, low earnings, general frustration with the governance, and the cultural mindset of the Greek population were predictors of the medical brain drain. In many cases, COVID-19 strengthened the resolve to emigrate as most medical students did not consider the pandemic to be a deterrent to seeking better luck abroad.
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The current COVID-19 pandemic is likely to have a strong negative impact on African countries. This is due to the fact that poverty has reduced the ability of these countries to implement health measures that are necessary to address the pandemic. In this article, I contend that colonialism has a role to play in this reduced ability to respond to the current crisis. Hence I argue that Ubuntu ethics imposes responsibility on European governments to aid Africans during this period.
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[...]it is unclear whether the development of intangible forms of capital in the Global South complements or undermines social welfare systems (Doh et al., 2017). [...]it is also unclear whether the development of IC has led to greater accumulation of capital (in various forms) or to the decentralization of capital (Tomé, 2005). [...]how has corporate social responsibility developed in rapidly developing societies (Devinney, 2011) and what challenges and opportunities are presented by these dynamics? The authors make a case that congruent with the world-wide call to combat global warming concerns within the context of advancements in smart technology, artificial intelligence, robotics, algorithms (STARA) and digitalization, organizational leaders are being pressured to ensure that talented employees are effectively managed (nurtured and retained) to curb the potential risk of staff turnover. [...]they posit that there is a lack of evidence on the aggregate measurement scale of social capital and the influence of behavioral goals on the intention toward agribusiness diversification. [...]this study aims to develop an integrated measurement of social capital and investigate its
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CONTEXT: Physicians who migrate globally face a daunting series of time-consuming, labor- and resource-intensive procedures to prove their clinical competency before being allowed to practice medicine in a new country. ISSUES: In this commentary, we describe licensing barriers faced by physician-migrants based on the authors' experiences, and reflect also on rapidly implemented measures to address COVID-19 pandemic related workforce shortages. We offer recommendations for potential reductions in bureaucratic regulatory barriers that prohibit mobilization of international medical graduate talent. LESSONS LEARNED: Licensing boards and authorities should strive for standardized, competency-based basic professional recognition. Professional medical societies are well-positioned to guide such competency-based recognition as a more organized, international collaborative effort across specialties. The COVID-19 pandemic facilitated cross-state and international licensing in some regions, highlighting a key opportunity: streamlining professional recognition requirements is achievable.