Dissertations / Theses: 'Brain drain Brain drain'

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Borta, Oxana. "Brain Drain Controversy." Thesis, Linköping University, Department of Management and Engineering, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-8370.

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This thesis focuses on the widely acknowledged so-called brain drain controversy. More concretely on developments in the traditional brain drain literature towards a new shift, claiming the brain gain effect, as an alternative to the brain drain effect, that emigration may bring to a source country. The research investigates not only the obvious direct loss effects – the so called brain drain – but also the possibility of more subtle indirect beneficial effects.

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Wolburg, Martin. "On brain drain, brain gain, and brain exchange within Europe /." Baden-Baden : Nomos Verlagsgesellschaft, 2001. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=015306300&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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Nguyen, Chi Hong. "To stay or to return? : brain drain or brain gain? /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18731.pdf.

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Keel, Thomas. "Ist Brain Drain ein Problem für Entwicklungsländer?" St. Gallen, 2005. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/02600765001/$FILE/02600765001.pdf.

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Ṣāliḥ, Sanīyah ʻAbd al-Wahhāb. "Hijrat al-kafāʼāt al-ʻilmīyah min Miṣr." [Cairo] : al-Hayʼah al-Miṣrīyah al-ʻĀmmah lil-Kitāb, 1990. http://catalog.hathitrust.org/api/volumes/oclc/23089670.html.

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Grønnesby, Vivian Rannem. "Brain Drain : What factors may predict turnover intention?" Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for voksnes læring og rådgivningsvitenskap, 2011. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-13884.

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Denne avhandlingen setter fokus på hvordan rådgivere innenfor helse, miljø og sikkerhet opplever håndtering av konflikter i arbeidslivet. Gjennom intervju med tre rådgivere får en et innblikk i hva de opplever som essensielt for at de klarer å håndtere konflikten. Å ivareta seg selv, ansvarliggjøre de involverte i konflikten, samt utvikle seg selv som rådgiver framstår som særdeles viktig. På bakgrunn av dette fremstår mestring, som essensielt ved håndteringen. Disse temaene berører ulike psykologiske behov, som relateres til samfunnsmessige, samt teoretiske oppfatninger. I tilknytning til dette blir utbrenthet drøftet som en konsekvens av ikke å mestre. Dette drøftes videre i forhold til å ivareta seg selv, ansvarliggjøre de involverte i konflikten, og utvikle seg selv.

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Drenker, Michelle Irene. "European scientists in Canada : the transatlantic brain drain." Thesis, University of British Columbia, 2011. http://hdl.handle.net/2429/38165.

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This study focuses on the emigration of scientists from the European Union to Canada, and the resulting ‘brain drain’ for Europe. While brain drain encompasses a wide array of professions and industries, the scientific research community is relatively cohesive, highly internationalized, and affords an arguably significant level of mobility for successful contributors. The European Union has attempted to remedy this loss of ‘star scientists’ by implementing a variety of schemes and initiatives aimed at re-attracting and retaining top scientists in Europe. Through the creation of the European Research Area, the EU has made an effort to better coordinate scientific research and development across member-states. At the same time, the allocation of funding to reintegration grants provides economic incentive for scientists who have left to return to Europe. Both schemes aim to position the European research community as a key player in the global competition for scientific talent. These initiatives notwithstanding, a significant percentage of scientists who have left have Europe have no intention to return. The question arises: why are European scientists emigrating to North America, specifically Canada, and why do they remain there, despite the variety of policies and programs aimed to attract and retain the highly skilled workforce in the European Union? The question is examined through qualitative methods, including both policy analysis as well as primary data gathered from 20 in-depth interviews. The project provides a close-up perspective on the motivations and concerns underpinning the migration decisions of these ‘star scientists’, and the ways in which they navigate not only the research sector, but also the world.

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Tran, Nhu. "Foreign direct investment : a solution to brain drain /." Diss., Digital Dissertations Database. Restricted to UC campuses, 2004. http://uclibs.org/PID/11984.

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Spence, Rodrick L. "Brain drain and skilled labor migration from Jamaica to United States : 1960-2007 /." Abstract, 2007. http://eprints.ccsu.edu/archive/00000439/01/1932Abstr.htm.

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Thesis (M.S.) -- Central Connecticut State University, 2007.
Thesis advisor: C. Charles Mate-Kole. "... in partial fulfillment of the requirements for the degree of Master of Science in Internation Studies." Includes bibliographical references (leaves 94-96). Also available via the World Wide Web.

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Singh, Shinu 1978. "Brain drain to brain gain? : return migration of Indian information technology professionals." Thesis, Massachusetts Institute of Technology, 2003. http://hdl.handle.net/1721.1/70364.

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Sultana, Saddiqa. "Transformation of brain drain of brain gain: incentives to attract talented workforce." reponame:Repositório Institucional do FGV, 2014. http://hdl.handle.net/10438/13396.

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The key for the future of any country, firm or group lies in the talent, skills, experience, knowledge and capabilities of its people. Migration of human capital resource on an international level depicts the impact on the developing country having its highly educated individuals migrating to developed countries known as 'Brain Drain.' Therefore, evaluation of short-term and long-term talent needs and impacts on any country is critical. This paper aims to complement the existing theoretical brain drain and brain gain literature, focusing on the interaction between investment in education, training, healthcare and government to attract highly talented individuals to a developing a country. The migration study is inclusive of the analysis of the highly talented resources that have committed to or are planning to resettle in their developing native countries after investing in themselves through education. The motivational factors of these highly talented individuals are evaluated to determine key needs and drives attracting these individuals back to China from a developed country (aka. reserve migration).

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Musumba, Mark. "Factors influencing international graduate students' preferences concerning where they prefer to start their careers." Thesis, Texas A&M University, 2006. http://hdl.handle.net/1969.1/4773.

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StudentsÃ¢ÂÂ career decisions can impact the global economy through brain drain and gain. This study investigates factors affecting international studentsÃ¢ÂÂ preferences regarding where to start their careers. It is an ex ante study, conducted before final career decisions are made, and uses micro-level primary data. Information was collected from international graduate students at Texas A&M University, using a computer-assisted survey. Multinomial probit and logit models were used to analyze the data. Unique to this study is that students could indicate they are not sure where they prefer to start their careers. An inference from the statistical test based on the inverse Mills ratio is that there are no significant differences between two groups, those who are not sure and those with defined preferences. Fifty-one percent of the students surveyed indicated they preferred to begin their careers in the U.S., 22 percent preferred their home countries, and 27 percent were not sure. Of the students who preferred their home country over the U.S., significant influencers are political and career indices, number of years lived in the U.S., enrollment in Engineering and Business, and gender. A change in either the political or career indices to favor the U.S. systems and more years lived in the U.S. both increased the likelihood of studentsÃ¢ÂÂ preferring to start their careers in the U.S. Both female students and students enrolled in Engineering and Business were more likely to prefer the U.S. For students unsure of their preferences, significant variables are career and civil indices, number of years lived in the U.S., degree level, source of funding, and marital status. Results are consistent with previous studies, but with notable differences. For students who are unsure of their preferences, salary differences between the U.S. and their home countries are not statistically significant. Contrary to earlier literature, regional differences do not have a statistically significant effect on studentsÃ¢ÂÂ preferences. Consistency between this study of preferences and previous studies on actual decisions indicates students act on their preferences when starting their careers. Hence, this studyÃ¢ÂÂs results provide insights for policies to deter brain drain or to enhance brain gain.

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Madl, Benedikt. "Auslandsstudium, Brain-Drain und Regierungspolitik am Beispiel der VR China /." Frankfurt am Main ;Berlin ;Bern ;Bruxelles ;New York ;Oxford ;Wien : Lang, 2002. http://www.loc.gov/catdir/toc/fy0611/2003275026.html.

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Bright, Sue-Ann. "Brain drain, exodus and chicken run : media discourses on emigration." Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1007672.

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This paper explores the discourses of emigration in a South African daily newspaper from 1988 to 2001, and discusses the implications of these discourses on the way in which emigration is constructed within South African society In this paper, Potter and Wetherell 's (1987) approach to discourse analysis is utilized. It makes use of interpretative repertoires, to explore the functions and consequences of the discourses. The discursive framework thereby reveals the different subject positions related to nationalism, race and class. It is argued that economics and notions of culture and social class, do more than provide a useful medium through which the phenomenon of emigration can be understood. They also support the affirmations of certain groups of people above others, by claiming that emigration is unpatriotic and disloyal. This paper concludes by identifying the negative connotations of media discourses in the construction of emigration and acknowledges that many alternate constructions are silenced in this matter.

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Brown, Mercy. "The diaspora option : a viable solution for the brain drain?" Master's thesis, University of Cape Town, 1999. http://hdl.handle.net/11427/9050.

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Bibliography: leaves 87-93.
The phenomenon of skills mobility has become quite a topical issue, not just in South Africa, but worldwide. The reason for this is that in today's knowledge and skills-based economy the loss of highly qualiﬁed human resources is a critical issue for any country and especially for developing countries. Strategies have been implemented during the last three decades to counteract the brain drain, but these have not been very successful. A new and promising strategy is now emerging, this is referred to as the "diaspora option". The diaspora option seeks to mobilize highly skilled expatriates of a country to contribute to the social and economic advancement of their country of origin by ﬁnding ways of setting up links and connections between these highly skilled expatriates and the country of origin The distinguishing feature of the diaspora option is that expatriates don't have to return to the country of origin, they can stay in the host country, but contribute their skills and knowledge to their home country from wherever they are in the world. The diaspora option is quite a recent phenomenon and no systematic research has been done on the number of countries that have actually gone the diaspora route. The aim of this project was to identify and study the experiences of countries that have set up scientiﬁc/intellectual diaspora networks and to assess the success of the diaspora option. Through systematic and rigorous searches on the Internet 35 networks were identiﬁed. However, because not all of them could strictly be classiﬁed as scientiﬁc/intellectual diaspora networks, only twelve networks were chosen for analysis. After careful investigation of the information available on these networks, it is concluded that the diaspora option, although not without potential pitfalls, is indeed a viable solution to the brain drain.

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Perjanik, Nicholas Steven. "Tacit Knowledge Capture and the Brain-Drain at Electrical Utilities." Thesis, Walden University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10118978.

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As a consequence of an aging workforce, electric utilities are at risk of losing their most experienced and knowledgeable electrical engineers. In this research, the problem was a lack of understanding of what electric utilities were doing to capture the tacit knowledge or know-how of these engineers. The purpose of this qualitative research study was to explore the tacit knowledge capture strategies currently used in the industry by conducting a case study of 7 U.S. electrical utilities that have demonstrated an industry commitment to improving operational standards. The research question addressed the implemented strategies to capture the tacit knowledge of retiring electrical engineers and technical personnel. The research methodology involved a qualitative embedded case study. The theories used in this study included knowledge creation theory, resource-based theory, and organizational learning theory. Data were collected through one time interviews of a senior electrical engineer or technician within each utility and a workforce planning or training professional within 2 of the 7 utilities. The analysis included the use of triangulation and content analysis strategies. Ten tacit knowledge capture strategies were identified: (a) formal and informal on-boarding mentorship and apprenticeship programs, (b) formal and informal off-boarding mentorship programs, (c) formal and informal training programs, (d) using lessons learned during training sessions, (e) communities of practice, (f) technology enabled tools, (g) storytelling, (h) exit interviews, (i) rehiring of retirees as consultants, and (j) knowledge risk assessments. This research contributes to social change by offering strategies to capture the know-how needed to ensure operational continuity in the delivery of safe, reliable, and sustainable power.

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Fourie, Anco. "Brain drain and brain circulation : a study of South Africans in the United Arab Emirates." Thesis, Stellenbosch : University of Stellenbosch, 2006. http://hdl.handle.net/10019.1/2175.

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Thesis (MPhil (Sociology and Social Anthropology))--University of Stellenbosch, 2006.
Human resources are one of the most valuable assets of any country’s economy. Countries invest millions in the education and development of their citizens to improve knowledge, skills and productivity that will sustain and enhance their economic growth. Previously governments regarded money spent on education and training of its current and potential workforce as a ‘safe’ investment, but the situation has changed drastically in the past 50 years. Today, many highly skilled professionals are leaving their native country to work and live in another.

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Chawla, Varsha. "Recent trends of indian student migration to the European Union: brain drain or brain gain?" Master's thesis, Universidade de Évora, 2018. http://hdl.handle.net/10174/23353.

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The European Union (EU) has maintained relations in key strategic areas with India since the 1960s. Education has played an important role in the diplomatic relations between India and the EU. Non-European student mobility to the countries of the EU has significantly increased in recent years and India has been a major source of student mobility to the EU leading to education becoming a service increasingly tradable. This dissertation focuses on student migration between India and the EU, contributing to improving the understanding of the recent trends of India-EU migration, mainly characterized by a shift in the Indian students’ choices of the European destination for higher education; from a more traditional choice, the United Kingdom to a steadily rising preference for Germany and the factors influencing such choices. The study identifies the socio-economic factors determining the outflows from India and the inflows to the EU, attempting to ascertain whether Indian students return to India post completion of studies in the EU to look for further career prospects or prefer to settle in the host country in the EU and thus, if the current trends of student migration are leading to a short term brain gain in the EU but an overall reverse brain drain in India; Tendências Recentes da Migração de Estudantes Indianos para a União Europeia: Fuga de Cérebros ou o seu Contrário? Resumo: A União Europeia (UE) mantem desde a década de 60 do passado século ligações com a Índia em áreas chave, tendo a educação desempenhado um papel importante nas relações diplomáticas entre ambos. A mobilidade dos estudantes estrangeiros para os países da UE aumentou significativamente nos últimos anos, sendo a Índia um dos principais países de origem destes fluxos. Esta dissertação centra-se na migração de estudantes entre a Índia e a UE, contribuindo para melhorar a compreensão das tendências recentes na migração Índia-UE, caracterizada principalmente por uma mudança nas escolhas dos alunos indianos do destino europeu para o ensino superior, da escolha mais tradicional, Reino Unido, para uma crescente preferência pela Alemanha, e aos fatores que influenciam essas escolhas. O estudo identifica os fatores socio-económicos que determinam as saídas da Índia e as entradas para a UE, tentando verificar se os estudantes indianos retornam à Índia após a conclusão de estudos na EU, para procurar novas perspectivas de carreira, ou preferem estabelecer-se no país anfitrião e, portanto, se as tendências atuais da migração estudantil estão a traduzir-se em brain gain de curto prazo para a EU e a brain drain na Índia.

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Tse, Win-mui Angelina, and 謝韻梅. "Brain drain: marketing South Australia's business migration program in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31264165.

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Adolpho, Quintina Ava. "Navajo Nation Brain Drain: An Exploration of Returning College Graduates' Perspectives." BYU ScholarsArchive, 2015. https://scholarsarchive.byu.edu/etd/5476.

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American Indian tribes face the phenomenon known across the world as the brain drain. They invest millions of dollars in educating their members, only to have little return on their investments. Many nation members leave reservations to get postsecondary education but never return, contributing to the brain drain. Those who get education off the reservation and choose to return are the exceptions to this rule. Although there is an abundance of literature regarding the brain drain across the world, there has been little research done with American Indians. In order to begin to understand the brain drain phenomenon this study analyzed unstructured qualitative interviews of 17 Navajo Nation members who left their reservation, obtained a degree and returned to work on the reservation. Themes resulting from the hermeneutic analysis of texts that describe the reason why these individuals returned were (a) Family Support, (b) Cultural Identity, (c) Simple Lifestyle, (d) Community and (e) Reservation Economy. The analysis found that constant, lengthy, and meaningful relationships were motivating factors in drawing participants back to contribute to their reservations. Those principles and teachings in the home of these returnees prompts further research in identifying the reasons they were drawn back to their American Indian communities.

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Sylla, Keba. "Addressing the Brain Drain of African Medical Professionals to Western Countries." University of Akron / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=akron1304510596.

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Willian, Caroline. "Brain Drain in the Southern Cone: Analysis and Recommendations for Policymakers." Scholarship @ Claremont, 2017. http://scholarship.claremont.edu/cmc_theses/1626.

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I analyze the causes of highly skilled emigration, otherwise known as Brain Drain, in the three countries of the Southern Cone: Argentina, Chile, and Uruguay. These three upper-middle income countries have similarities in culture and level of economic development, which serve as the grounds for an effective comparison. I find that Chile has been especially successful in combatting Brain Drain while Argentina has been especially unsuccessful. Uruguay has been neither successful nor unsuccessful, but still faces a significant Brain Drain problem due to uncontrollable factors (for example, its small population). I recommend that the Argentine and Uruguayan governments broaden their current anti-Brain Drain policies, with the aims of (a) reducing the emigration rate of highly skilled workers, (b) promoting return migration among highly skilled workers in all sectors, and (c) maintaining connections with members of their respective diasporas. I find that the policies that directly address the issue of highly skilled migration are not necessarily the most effective. Thus, I emphasize potential policies to reduce Brain Drain that address economic issues that indirectly cause Brain Drain, in addition to addressing migration directly.

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Kadiri, Joseph. "The route to Brain-Drain : ''Personal accounts of African students in Sweden''." Thesis, Linnéuniversitetet, Institutionen för samhällsvetenskaper, SV, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-9321.

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The migration of students from different African countries into Sweden has increased over the years; and the result of this movement is believed to create a brain drain phenomenon in the African continent. The purpose of this paper is to contribute to the prior knowledge on brain drain from Africa. This has been done by focusing on the primary respondents (African students), as a way of getting to know more about the specific reasons why most students choose to remain in Sweden after their studies for either a short of long period of time. The study also gave a brief background into how the brain drain phenomenon began in Africa, as well as the damage which the exit of many students from the continent may cause to future development process. The conclusion of this paper has shown that, although most African students would like to remain in Sweden after their studies; however majority have attributed their continuous stay to the search of sufficient financial resources before returning to their home countries. Furthermore, a turn-around in the development process of Africa and a stable political environment would encourage many African students to return after their studies.

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Juraitytė, Laura. "Protų nutekėjimo problema Europos Sąjungoje (Lietuvos pavyzdžiu)." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20140620_203845-21505.

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Temos aktualumas – aukštos kvalifikacijos gyventojų emigracija šiuo metu yra labai aktuali problema daugumai Europos Sąjungos valstybių, nes prarandamas šalies intelektualinis potencialas. Šis mano tyrimas yra svarbus ir aktualus savo galimomis išvadomis ir tendencijų įvardinimu. Darbo objektas – „protų nutekėjimo“ problema ES. Darbo tikslas – remiantis moksline literatūra, statistine duomenų analize bei anketinės apklausos rezultatais išnagrinėti „protų nutekėjimo“ srautus, priežastis bei pateikti pagrindinius teiginius „protų nutekėjimui“ sustabdyti. Darbo uždaviniai: • Išanalizuoti veiksnius, įtakojančius emigraciją; • Aptarti „protų nutekėjimo“ reiškinį ir raidą ES; • Nustatyti pagrindines šalis, į kurias imigruoja ES kvalifikuoti specialistai; • Palyginti kitų Europos Sąjungos šalių „protų nutekėjimo“ ir specialistų migracijos esminius aspektus ir išnagrinėti jų specifiką; • Aptarti priemones, kurios yra naudojamos Europos Sąjungoje „protų nutekėjimui“ sustabdyti; • Pateikti pasiūlymus, kurie galėtų sumažinti „protų nutekėjimą“ iš ES bei Lietuvos. Darbe iškėliau sekančias tyrimo hipotezes: 1. Lietuvos narystė Europos Sąjungoje skatina specialistų „protų nutekėjimą“. 2. Lietuvoje įgyta profesinė kompentencija leidžia Lietuvos piliečiams palyginus lengvai prisitaikyti kitose Europos Sąjungos šalyse. 3. „Protų nutekėjimą“ sąlygoja socialiniai bei ekonominiai veiksniai. 4. Valstybės ir darbdavių motyvacija sumažintų „protų nutekėjimo“ mastus. Specialistų emigracija jau dabar... [toliau žr. visą tekstą]
The topicality oh the theme – nowadays high qualification citizens’ emigration is very relevant problem for most of Europe Union countries, because is lost the country’s intellectual potential. This research is important and relevant with its possible conclusions. The object of the research – „brain drain“ problem in Lithuania. The objective of the research – to analyze the flush and the reasons of the „brain drain“ - appealing to scientific literature analysis, statistical data analysis and the results of the questionnaire survey. To give the suggestions that should decrease the “brain drain”. The structure of the work – this master work consists of three parts. In the first part is analyzed theory needed to the future analyzes. In the second part – is given statistical data analyzes, also described the “brain drain” from Europe Union and Lithuania. In the third part – is given the accomplished research, with formulated suggestions for “brain drain” decreasing. The size of the work is 75 pages, 30 pictures, 12 tables. The method of the research - the empirical survey has been quizzed giving the questionnaire to the respondents chosen by chance. The answers where gathered from the December 2006 till the March of 2007. Also was reviewed the scientific literature which analyzes the “brain drain” and migration subsequences, and the systemic analyzes of the statistical data, graphic.

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Tonial, Genny, and Gaia Agnetti. "The Returning Indian Diaspora : Exploratory Research on Indian Return Migration Drivers and potential Effects on Firms’ Performance and Country’s Development." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-176189.

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This research investigates the drivers that pushed Returned Non Resident Indians(RNRIs) to come back to their homeland and their potential contribution, through the knowledgeand competences acquired by studying and working abroad, to the Firms that hire them.We used a qualitative method pursued through semi-structured non-standardized interviews withexperts of the topic and RNRIs. Furthermore, in order to have better insights, we looked at thebackground of the top management of 8 top IT Indian companies and at newspaper coverage.It resulted that RNRIs come back mainly to be closer to their families and because of a combinationof economic decline in the West and booming economy in India, thus leading to a better lifestyle.Moreover, we found indication of the contribution presented to Firms’ by knowledge and skills andgained interesting insights on the future trends of the Diaspora.However, our findings cannot be considered as conclusive, due to the small size of the sample wehad access to. The research topic needs further research.

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Mambo, Tatenda T. "THE GEOGRAPHY OF BRAIN DRAIN MIGRATION IN THE HEALTH SECTOR: FROM ZIMBABWE TO THE UK." Oxford, Ohio : Miami University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1247686860.

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FARIA, Bruna Maia de. "Migração internacional de trabalho qualificado e o fenômeno do brain drain no Brasil." Universidade Federal de Pernambuco, 2008. https://repositorio.ufpe.br/handle/123456789/3850.

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Maia de Faria, Bruna; Barrantes Hidalgo, Álvaro. Migração internacional de trabalho qualificado e o fenômeno do brain drain no Brasil. 2008. Dissertação (Mestrado). Programa de Pós-Graduação em Economia, Universidade Federal de Pernambuco, Recife, 2008.

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Johansson, Markus, and Lovisa Åkesson. "Brain Gain i Nederländerna." Thesis, Linköping University, Department of Management and Economics, 2001. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-783.

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Bakgrund: Migration är ett vanligt förekommande fenomen idag vare sig den är ofrivillig eller frivillig. Mycket forskning har gjorts om den ofrivilliga flyktingmigrationen men ytterst lite forskning har fokuserat på den frivilliga migrationen, då i synnerhet gällande högutbildade individer med special kompetens.

Avgränsningar: Vi har begränsat oss till att studera de mer rationella orsakerna till inflödet av utländsk kompetens, vilka anses vara lättare för en stat att påverka. Vidare så har vi fokuserat oss mot de individer som anses vara högutbildade eller inneha en speciell eftertraktad kompetens. Studien är också begränsad till att studera migration av högutbildad arbetskraft mellan i-länder.

Syfte: Syftet med denna uppsats är att undersöka orsakerna till det nettoinflöde av utländsk kompetens till ett visst land vilka kan påverkas av statliga åtgärder. I vårt fall har vi använt oss av Nederländerna som ett studieobjekt i vår undersökning för att se vad den nederländska staten gjort för att attrahera utländsk kompetens. Genomförande: Uppsatsen baseras på empiriska resultat som insamlades under en veckas uppehåll i Nederländerna. Vi har också använt oss av litteratur och artiklar angående migration av högutbildade. Viss statistik data angående Nederländerna har också använts.

Resultat: Vi har funnit att orsakerna till migration av högutbildade individer styrs av både rationella och irrationella faktorer som mer eller mindre kan påverkas av statliga åtgärder. Vad gäller Nederländerna så har man inte tagit några åtgärder med det explicita syftet att attrahera utländsk kompetens. Detta har blivit en positiv konsekvens av den nederländska statens försök att attrahera utländska direktinvesteringar. Slutligen har vi funnit att"brain drain"inte nödvändigtvis är en negativ företeelse på lång sikt.

Background: It is a common phenomenon for people today to leave their country of origin to move to another country. Involuntary movements have been the focus of much research, however little has been done to explain why voluntary migration takes place specifically amongst highly skilled individuals.

Purpose: The purpose of this report is therefore to investigate the reasons for the net inflow of foreign skilled workforce to a country, which a government can influence. In doing so we have made use of the Netherlands as a case study.

Limitations: We have focused on the inflow of foreign competence for more rational reasons, which a country's government could have some influence upon. Furthermore, we will concentrate on those individuals who are considered to be highly educated or specialists. The study is limited to the migration of skilled labour from one industrialised country to another.

Manner of Proceedings: The report is based on empirical results collected during a weeks visit to the Netherlands. We have also made use of literature and articles treating the brain drain-brain gain phenomenon. Some use of statistics regarding the Netherlands has also been used.

Results: We have found that the reasons for the migration of highly skilled labour is dependent on both rational and irrational factors of influence. The possibility for a government to influence any of these issues varies. Regarding the Netherlands nothing has been done with the explicit intent of attracting foreign competence, this has been a positive side effect in the attempt to attract FDI. Finally we have found that brain drain is not necessarily a bad phenomenon in the long run.

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Tuzharova, Ivana Krasimirova [Verfasser]. "Essays on brain drain and tax evasion in a growth context / Ivana Krasimirova Tuzharova." Bielefeld : Universitätsbibliothek Bielefeld, 2013. http://d-nb.info/105209726X/34.

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Leung, Yuen-ying Anita, and 梁琬瑩. "An analysis of the 'brain drain' and the British Nationality (Hong Kong) Bill, 1990." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964096.

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Leung, Yuen-ying Anita. "An analysis of the 'brain drain' and the British Nationality (Hong Kong) Bill, 1990." [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236155.

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Mandeville, K. "Train to retain : the role of specialty training in stemming Malawi's medical brain drain." Thesis, London School of Hygiene and Tropical Medicine (University of London), 2016. http://researchonline.lshtm.ac.uk/2551723/.

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Background: There is a growing awareness of the need to retain health workers in low-and middleincome countries. This is particularly the case in Malawi, with few doctors and historically high emigration. Previous retention efforts have focused on salary supplementation and expansion of undergraduate training. There has been little focus on training new doctors to become specialists, despite evidence of its value to Malawian junior doctors. In light of the considerable investment into medical education and retention, this thesis investigates the role of specialty training in stemming Malawi’s medical brain drain. Methods: A tracing study was carried out to locate all Malawian doctors who graduated between 2006 and 2012. Literature reviews and qualitative interviews informed the design of a discrete choice experiment exploring junior doctors’ preferences for different types of training posts. Nearly all eligible doctors in Malawi participated in the survey. The results were incorporated into a Markov model of the Malawi medical workforce as part of a cost-effectiveness analysis of expanded provision of specialty training. Results: The odds of leaving the public sector and Malawi rose with time after graduation, with most of those outside Malawi in specialty training. Junior doctors had strong preferences for different types of specialty training, with subgroups showing distinct preferences. Doctors would require substantial compensation to undertake training only in Malawi or in less popular specialties. Despite this, expanding training within Malawi was the most cost-effective means to retain doctors in the long-term, although more costly than current government spending. Conclusions: Almost all Malawian junior doctors desire to specialise, but not all specialty training is valued equally. Expansion of specialty training in Malawi, however, would lead to higher returns on investments in medical education. More cost-effectiveness modelling and a “whole-career” perspective to policy interventions would strengthen health workforce policy in low-resource settings.

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Maillard, Dominique. "Nouvelles migrations chinoises aux États-Unis et interactions culturelles : "Brain drain" et "Brain gain" chinois en Californie du Nord, 1965-2005." Paris 3, 2008. http://www.theses.fr/2008PA030083.

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La mise en œuvre de la loi américaine sur l'immigration du 3 octobre 1965 a déclenché une dynamique migratoire fondée sur le talent et la famille. Les flux des étudiants d'origine chinoise entre le monde chinois et les Etats-Unis mettent en évidence l'enjeu que représente la formation de l'intelligence dans le contexte de l’économie mondialisée à l'aube du XXIe siècle. La fuite des cerveaux, « brain drain » vers les Etats-Unis et le retour des talents « brain gain » vers le monde chinois constitue, au cours de la période 1965-2005 un processus aux avantages réciproques, encouragé par les dirigeants américains et chinois, selon une logique économique d' « archipels » technopolitains, qui prévaut à l' « âge relationnel ». La nouvelle vague d'immigration chinoise compte quelque 200 000 personnes de niveau doctoral à l'aube du XXIe siècle. À son apport scientifique s'ajoute l'esprit d'entreprise que favorisent ses réseaux professionnels et sociaux aussi bien en Asie qu’aux Etats-Unis. C’est ainsi que ans la Silicon Valley, un tiers des entreprises était d'origine indienne ou chinoise en 2005. En effet, la Californie du Nord séduit les immigrants chinois par son réseau d'universités, sa culture de l'innovation, ses incubateurs de « jeunes pousses », sa recherche inlassable de marchés sur les pourtours du Pacifique et le fait que plus de la moitié des familles sino-américaines vit sur la côte Ouest d'après le recensement de l'an 2000. Cette nouvelle immigration chinoise est sollicitée par deux logiques culturelles : la logique du concept universel de la « Chine culturelle », qui favorise une identité diasporique, et celle de l'américanisation, qui tend vers l’assimilation
The enactment of the 3 October 1965 Immigration Law has triggered off new Chinese migrations to America based on skill and family reunification. The flows of Chinese students between the Chinese world and the United States underscore the challenge that education and the training of skills mean in the context of a globalized knowledge-economy at the dawn of the 21st century. The brain drain to the United States and the brain gain of the Chinese world has produced a win-win process encouraged by both the American and Chinese leaders within the framework of a technopolitan “archipelagoes” economy during the 1965-2005 period in the “relational age”. The new Chinese immigration wave numbered some 200 000 doctoral-level people at the beginning of the 21st century. In addition to the new immigrants scientific skills one has to consider their professional and social networks in Asia as well as in America. Thus about a third of Silicon Valley businesses originated in Chinese or Indian immigrant entrepreneurship in 2005. Indeed northern California has looked attractive to the new Chinese immigrants, owing to its network of universities, culture of innovation, start-ups incubators, tireless search for new markets around the Pacific Rim, and the fact that more than half of Chinese-American families lived on the West coast according to the 2000 Census. This new Chinese immigration is tempted by two logics: the universal concept of “Cultural China,” which spawns a diasporic Chinese identity, and Americanization, which tends to American Assimilation

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Bertotti, Renata. "Migratory decision-making in post civil war Bosnia : a case study of Banja Luka City /." Abstract, 2008. http://eprints.ccsu.edu/archive/00000517/01/1936Abstr.htm.

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Thesis (M.S.) -- Central Connecticut State University, 2008.
Thesis advisor: Xiaoping Shen. "... in partial fulfillment of the requirements for the degree of Master of Science in Geography." Includes bibliographical references (leaves 112-131). Abstract available via the World Wide Web.

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Mastan, Maria Dorina. "A moral investigation on the brain drain of healthcare professionals - the rawls-nozick debate framework." Doctoral thesis, Universitat Autònoma de Barcelona, 2014. http://hdl.handle.net/10803/134672.

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El propósito de esta Investigación es de realizar una indagación moral acerca del problema de la “fuga de cerebros” de los Profesionales de la Salud, y ello lo haré a partir de la disputa de fondo entre los dos grandes Filósofos Políticos Contemporáneos, Rawls y Nozick, que difieren en sus caminos a la hora de armonizar Libertad e Igualdad bajo el marco teórico del “Contrato Social”. Así pues, me preguntaré si los Profesionales de la Salud tienen un deber hacia los ciudadanos de su propio país de nacimiento y formación cuando buscan su interés particular, y, si así fuese, ¿es esto una razón suficiente para imponerles unos “deberes especiales” hacia sus compatriotas o para limitar su derecho básico de Libertad de Movimiento? ¿Estamos justificados para promover la idea de Deber Moral en este caso? Y, si la respuesta es afirmativa...¿de qué tipo de deber hablamos? Declaro que no es mi intención configurar una nueva “Teoría de la Justicia” que pudiera equilibrar o conjugar mejor la Libertad y la Igualdad; lo que me propongo es más bien analizar cuáles son los límites y los elementos válidos que las teorías de Rawls y Nozick pueden proporcionarnos para ayudar a nuestra sociedad a crear un mejor Sistema de Salud. Mi Tesis es, que, aun cuando las personas deban disfrutar de un acceso básico a los cuidados médicos, ello no otorga una razón suficiente para limitar el derecho de Libertad de Movimiento de los Profesionales de la Salud. Hay otros modelos que el Gobierno, la Comunidad o los Individuos podrían aplicar para proteger tantas Libertades como fueran posibles, así como, al mismo tiempo, respetar la igualdad “entre pares” y la “Igualdad de Oportunidades”. Defiendo que los Profesionales de la Salud no tienen un Deber Moral que les fuerce a permanecer en su país de nacimiento y formación, y eso principalmente por dos razones: no están legalmente obligados por ningún acuerdo con los conciudadanos de su país porque no hay ningún acuerdo tácito o expreso entre ellos, y, en segundo lugar, porque no es su trabajo el de reparar el Sistema de Salud, de hecho, ellos -los Profesionales de la Salud- sólo son meros actores que forman parte de una estructura social actual ya dada. Sugiero que una posible solución a este problema podría ser la de construir alternativas potentes respecto al Sistema Público de Salud, las cuales se centrasen más en los Individuos y las Comunidades, y fuesen capaces de ayudar a los pacientes que, a causa de su pobreza, no pudieran permitirse pagar por su salud. Quizás dicho sistema tendría los mismos problemas que el público, pero, a diferencia de él, ofrecería una mayor Libertad de Elección, y, por tanto, una mayor Autonomía a Individuos y Comunidades, lo que también conllevaría, en consecuencia, una mayor Responsabilidad y Concienciación por parte de ellos.
The aim of this research is a moral inquiry into the problem of the brain drain of healthcare professionals using the Rawls-Nozick debate framework, concentrating on how liberty and equality interact under the social contract. I will ask if healthcare professionals have a duty towards the citizens of their country of birth and education when searching for their own good, and if this is the case, is this a sufficient reason to impose a special duty towards their co-nationals or to limit their right to free movement? Are we justified to advance the idea of a moral duty in this case? If yes, what kind of duty are we talking about? It is not my intention to design a new theory of justice which could better balance both liberties and equalities, but rather to investigate what are the limits and valuable elements that Rawls’s and Nozick’s theories could provide to help our society in creating a better healthcare system. My thesis is that even if people should be provided basic access to healthcare, this does not provide a sufficient reason to limit the healthcare professionals’ right to free movement. There are other ways that the government, communities or individuals can apply to protect as many liberties as possible and at the same time, respect equality between people and equality of opportunity. I argue that healthcare professionals do not have a moral duty to stay in their country of birth and education mainly for two reasons: they are not bound by any agreement with the citizens of the country of born and education, because there is not any formal or tacit agreement between them, and secondly, because it is not their job to fix the healthcare system- the way the society’s structure is build nowadays they are just actors who take part in it. I suggest that a possible solution to this problem would be to build a stronger alternative for the public healthcare system, which concentrates more on individuals and communities, and can also help the poor patients who do not afford to pay for care. Maybe this system would have the same problems as the public one, but would offer more freedom to choose and autonomy for both individuals and communities, which also means more responsibility and awareness on their part.

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Gamaty, Giuma. "Management of the brain drain and its relationship with democratisation and human development in Libya." Thesis, University of Westminster, 2012. https://westminsterresearch.westminster.ac.uk/item/8z77q/management-of-the-brain-drain-and-its-relationship-with-democratisation-and-human-development-in-libya.

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This thesis explores the brain drain and its relationship with democratisation and overall human development, including political development, using Libya as a case study. However, its implications are applicable to a wider region of developing countries, especially the Middle East and Africa. The research attempts to make a new contribution to understanding the brain drain phenomenon by empirically testing the possible link between the brain drain and socio-economic and political factors, including the lack of democracy, rule of law and human security. It also critically evaluates the contemporary theories of evaluation of human development based mainly on economical/educational indices, and highlights the limitations of the Human Development Index (HDI), as a measure of human development. A more holistic measure, based on the capability approach that incorporates a wide range of reflective indices including freedom, democratic values and human rights, is advocated. The research also argues in favour of a shift from the brain drain to a ‘brain circulation’ paradigm and from a single ‘return’ option to a possible ‘Diaspora’ option by which the contribution to their countries of origin, of those who have emigrated, need not be measured purely by their permanent return. Although the migration of highly skilled people – ‘human capital flight’ – cannot be physically prevented, the underlying ‘PUSH’ factors should be tackled. These include lack of freedom, human security, democracy, and lack of investment in both education and research and development. They also include better job rewards and conditions. Receiving countries, mainly OECD members, also have a moral responsibility not to create ‘PULL’ factors, such as the incentives of selective immigration policies to attract human capital from developing countries, where it belongs and is badly needed. The new era of globalisation and ICT makes it possible for ‘Diaspora Networks’ to facilitate the contribution of migrants to their source countries. Diaspora migrants with high human capital can engage with home countries and contribute towards developing a strategic vision for overall development. One vital area that Diaspora migrants can contribute to is ‘capacity building’, not just at the individual level but crucially at the institutional and societal level. Diaspora migrants, as ‘experts’ in their fields, can contribute to democratisation, as a transitional process towards democracy, which in turn is beneficial to enhancing human development because democratic countries have demonstrated higher human development than non-democratic ones. Human development, as an outcome, can therefore be an incentive for embarking on democratisation. A process of democratisation that leads to democracy will reduce some of the push factors causing the brain drain and its detrimental consequences.

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Jeffers-Knight, Shurla. "Government Senior Executives' Perceptions of Brain Drain on Leadership in the United States Virgin Islands." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/545.

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Highly qualified individuals are leaving the Caribbean and relocating to the United States and other developed countries. Researchers describe this resulting flight of human capital, or brain drain, from the Caribbean as a problem which has no clear definition or immediate solution. This phenomenological study explored perceptions of government senior executives in the United States Virgin Islands (USVI) of the cause and impact of brain drain. Burns' and Bass's transformational and transactional leadership theories were used as the framework for this study. Data were collected through a demographic questionnaire and semistructured interviews with a snowball sample of 10 participants. Data were analyzed using the phenomenological method of thematic coding. Data indicated that leaders perceived a lack of opportunities for educated individuals in the USVI. Government senior executives acknowledged an imbalance in the workforce as the majority of workers are older individuals. Government senior executives recommended an increased budget allotment to educate, retain, and attract younger Virgin Islanders to decrease and prevent brain drain. These results indicate that policymakers and organizational leaders can create positive social change by creating job opportunities and improving the island's physical and social infrastructures, thus, ensuring future organizational success.

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Kamau, Polly W. "Brain drain or brain exchange? the effect of skilled migration on sending and receiving countries : a perspective of Kenyans in the U.S. /." Birmingham, Ala. : University of Alabama at Birmingham, 2007. https://www.mhsl.uab.edu/dt/2008r/kamau.pdf.

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Breinbauer, Andreas. "Mobilität österreichischer und ungarischer Mathematiker : ein Beitrag zur Brain-Drain-Debatte in einem kleinen Segment Hochqualifizierter /." Göttingen : V & R Unipress Vienna University Press, 2008. http://opac.nebis.ch/cgi-bin/showAbstract.pl?u20=9783899714647.

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Sinnott, Colleen M. "Evaluating the Causal Impact of Medical Brain Drain in sub-Saharan Africa: An Instrumental Variables Approach." Thesis, Boston College, 2013. http://hdl.handle.net/2345/3067.

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Thesis advisor: Donald Cox
I investigate the effect of the medical brain drain on health in sub-Saharan Africa. Such information would be invaluable to policymakers; if doctors are likely to emigrate, there is little benefit in investing in their training. Previous work has mostly been limited to measuring correlations, which fail to illuminate causal pathways; countries with weakly structured healthcare systems may have both poor health and high physician emigration. I address the problem with an instrumental variable. For African countries with historic colonial ties to the United Kingdom or France, I used immigration policy changes in these European nations to instrument for the medical brain drain. Higher rates of medical brain drain cause decreased physician density, decreased rates of measles immunizations among children, and increased rates of HIV prevalence in sub-Saharan Africa. Therefore, I conclude that targeting physician emigration would help improve health in the region
Thesis (BA) — Boston College, 2013
Submitted to: Boston College. College of Arts and Sciences
Discipline: College Honors Program
Discipline: Economics Honors Program
Discipline: Economics

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Berglund, Jonas, and Björn Amboldt. "Ekonomiska effekter av migration i världen och i Sverige." Thesis, Uppsala University, Department of Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-7012.

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Att studera de ekonomiska effekterna av migration är tyvärr ett för stort ämne för den är uppsatsen så vi har valt ut vissa delar av detta ämne att studera och i möjlig mån undersöka hur dessa effekter påverkar Sverige. De effekter som behandlas är effekter på tillväxt för utvandrarländer när högutbildade emigrerar och hur invandrarlandets arbetsmarknad påverkas av immigration. Vi har undersökt både teoretisk och empirisk litteratur och sedan jämfört slutsatser som dragits på internationella data med de förhållanden som råder för Sverige. Våra slutsatser är att en liten utflyttning av högutbildad arbetskraft kan medföra en positiv effekt på humankapitalsnivån i ett utvecklingsland under vissa omständigheter. Effekterna på arbetsmarknaden i invandrarlandet är omtvistade men enligt de senaste empiriska undersökningarna medför en högre invandrartäthet i en yrkesgrupp negativ påverkan för arbetskraften i denna yrkesgrupp.

yrkesgrupp.

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Shalkovskyi, Volodymyr. "An analysis of the brain drain phenomenon in the field of development of chemical and biological weapons in Russia during the 1990s." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FShalkovskyi.pdf.

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Balaker, Berhanu Bankashe. "The Need for Public Policy Initiatives to Retain Medical Doctors in Ethiopia." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4713.

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Ethiopia suffers from a medical shortage or brain drainthat has severely affected its already fragile health care system. The country has a very low physician-to-population ratio,whilemany in the medical community continue to leave in great numbers. Aphenomenological approach was used in this study to explore the lived experiences of medical doctors who have left Ethiopia, with contemporary migration theory serving as the conceptual framework. The central research question focused onwhy Ethiopian medical doctors leave their country and what can be done to retain them. Participants were 10 medical doctors of Ethiopian origin who live and practice medicine in the Washington, DC metropolitan area. Participantswere purposively selected, and in-depth interviews and a focus group discussion were used to collect data from them. The study followed Moustakas' recommendations for phenomenological analysis, which representeda modification of the Stevick-Colaizzi-Keen method. The themes that emerged during data analysis have economic, political, professional, and personal dimensions. The findings includelow pay, lack of professional development, poor working conditions, the threat of political persecution, fear of contracting HIV, and inability to participate in health care decision-making. Recommendations accordingly include offering pay raises and fringe benefits, creating opportunities for professional development, improving working conditions, and limiting political interference in the health care system. Implications for positive social change include the fact that stemming the outflow of medical doctors could help save the lives of thousands of Ethiopians threatenedby preventable and curable diseases.

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Gungor, Nil Demet. "Brain Drain From Turkey: An Empirical Investigation Of The Determinants Of Skilled Migration And Student Non-return." Phd thesis, METU, 2003. http://etd.lib.metu.edu.tr/upload/12605063/index.pdf.

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This study deals with skilled migration from a developing country perspective. The migration of skilled individuals from developing countries to developed countries is often viewed as a costly subsidy from the poor nations to the rich, and a threat to their economic development. The first part of the study brings up to date both the theoretical and the policy debate on the impact of skilled migration on the sending economies. The second purpose of the study is to take a closer look at the motivations for skilled emigration from Turkey. The emigration of skilled individuals from Turkey has attracted greater attention in recent years, particularly after the experience of back to back economic crises that have led to increased unemployment among the highly educated young. A survey study was undertaken during the first half of 2002 in order to collect information on various characteristics of Turkish professionals and Turkish students residing abroad. Over 2000 responses were received from the targeted populations. The information from this survey was then used to determine the empirical importance of various factors on return intentions by estimating ordered probit models for the two samples. In the migration literature, wage differentials are often cited as an important factor explaining skilled migration. The findings of the study suggest, however, that other factors are also important in explaining the non-return of Turkish professionals. Economic instability in Turkey is found to be an important push factor, while work experience in Turkey also increases non-return. In the student sample, higher salaries offered in the host country and lifestyle preferences, including a more organized and ordered environment in their current country of study increase the probability of not returning. For both groups, the analysis also points to the importance of prior intentions and the role of the family in the decision to return to Turkey or stay overseas.

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Sjödin, Ella. "The Blue Card Directive and its safeguards against brain drain : A study of the Directive's inherent contradictions." Thesis, Örebro universitet, Akademin för juridik, psykologi och socialt arbete, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-15797.

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Mbebe, Adelaide Humberto. "Internal brain drain in Mozambique’s national health service: medical doctors‟ and managers‟ perceptions of factors that influence intentions to stay or leave the public health sector in Maputo city, Mozambique (2000-2010)." University of Western Cape, 2013. http://hdl.handle.net/11394/3920.

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Magister Public Health - MPH
Objectives: To document the distribution of medical doctors between the National Health System (NHS), NGOs and the Private Sector over the period 2000-2010; (2) To explore the perceptions of medical doctors (MDs) and human resources managers (HRMs) regarding factors that influence MD internal brain drain in Maputo city, Mozambique, more specifically, the movement of doctors from the Mozambican NHS to NGOs and the private sector within Mozambique.

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Swart, Johannes Hendrik. "Potential emigration of engineers within a large mining organisation : an explanatory study / Johannes Hendrik Swart." Thesis, North-West University, 2009. http://hdl.handle.net/10394/5104.

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South Africans leaving their country of birth is not a new phenomenon. South Africa currently has a large shortage of engineers and the fact that engineers are seeking better opportunities abroad is worsening the skills shortage in South Africa. Engineers form a vital part of any manufacturing, design, supply or production entity and leave a large setback if a skilled, experienced engineer decides to emigrate. Official statistics from self-declared emigrants showed that 601 engineers out of the total 16,165 self-declared emigrants left the country in 2003. This figure can be double the given number of 601 if the multiplication factor of 2.0 is taken into consideration for people that do not complete the emigration forms at the airports. The focus of this study was to investigate the emigration potential of the skilled engineer along with the factors that might lead to emigration, and were classified into three distinctive groups, namely, economic, political and social. These aspects are generally referred to as "push" factors that drive people out of the country such as racism, crime and violence; as well as "pull" factors that attract people such as better work opportunities, better salaries and better education. An electronic survey questionnaire was used to determine the emigration potential of the engineers within a large mining organisation. The respondents had to indicate their emigration potential as well as the major factors that would contribute to them leaving South Africa. The overall measured potential for emigration within the specific mining organisation was significantly low. Only twenty percent of respondents agreed that they are planning to emigrate within the next five years and only two percent within the next year. Forty-six percent of respondents agreed that they would rather like to work in another country for only a few years than to emigrate permanently. Various reasons could have lead to the contradicting low measured emigration potential within this specific organisation. Literature has proven that there is a significant relationship between intention to emigrate and organisational commitment. Results also showed that emigration potential tend to increase the better the engineer is qualified; with the emigration potential amongst electrical and mechanical engineers higher than all other disciplines. Crime and violence were the number one factor impacting the respondent in terms of potential emigration.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2010.

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Mbah, Melanie [Verfasser], and C. [Akademischer Betreuer] Kramer. ""Brain drain" aus Entwicklungsländern? Migrationsmotive und -prozesse Hochqualifizierter am Beispiel von Nigeria / Melanie Veronika Mbah. Betreuer: C. Kramer." Karlsruhe : KIT-Bibliothek, 2014. http://d-nb.info/1054397600/34.

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Kwok, Joon-fung Benson. "A study on the immigration policy of attracting talent and professionals to Hong Kong." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38283360.

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Kwok, Joon-fung Benson, and 郭俊峯. "A study on the immigration policy of attracting talent and professionals to Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B38283360.

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