Thesis (M.P.A.)--University of Hong Kong, 1992.

Thesis (M.P.A.)--University of Hong Kong, 1992. / Also available in print.

Made available in DSpace on 2014-06-12T17:16:59Z (GMT). No. of bitstreams: 2 arquivo3487_1.pdf: 1817342 bytes, checksum: 1faa3d30f1582bb331b81dbfc2ea3cc6 (MD5) license.txt: 1748 bytes, checksum: 8a4605be74aa9ea9d79846c1fba20a33 (MD5) Previous issue date: 2008 / 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.

by Ng Chi-kwong. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1991. / Bibliography: leaf 75. / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / LIST OF TABLES --- p.v / ACKNOWLEDGMENTS --- p.vi / Chapter I. --- THE 1997 ISSUE --- p.1 / Chapter II. --- EMIGRATION AND BRAIN DRAIN --- p.4 / The Extent of Emigration --- p.4 / The Characteristics of the Emigrating People --- p.7 / The Reasons for Emigration --- p.8 / The Impact of Emigration Turnover on Organizations --- p.10 / Chapter III. --- THE DEMAND OF GRADUATE MANPOWER --- p.13 / Chapter IV. --- RESEARCH OBJECTIVES --- p.16 / Chapter V. --- METHODOLOGY --- p.19 / Research Stages --- p.19 / Research Basis for Stage One --- p.20 / Research Basis for Stage Two and Three --- p.20 / The Sample --- p.21 / Data Collection and Analysis --- p.22 / Chapter VI. --- RESULTS OF THE FIRST STAGE DISCUSSION AND THE GUIDELINES FOR THE IN-DEPTH INTERVIEWS IN THE THIRD STAGE OF PROJECT --- p.24 / Chapter VII. --- RESULTS OF THE STAGE TWO QUESTIONNAIRE SURVEY --- p.33 / Chapter VIII. --- RESULTS OF THE FINAL STAGE IN-DEPTH INTERVIEWS --- p.39 / The Understanding on the 1997 Issue --- p.39 / The Satisfaction About the Present Arrangements for Hong Kong's Future --- p.40 / The Participation in the Local Political Development --- p.41 / The Perceived Functions of Building the Airport --- p.42 / The Emigration Phenomenon in the Profession --- p.43 / The Perceived Effective-ness of the Existing Government Policy to Solve the Brain-drain Problem --- p.47 / The Perceived Impact of the 1997 Issue on the Profession --- p.48 / The Impact on the Trainees' Motivation to Get Recognition in the Profession --- p.52 / Top Management Involvement in the Professional Organization --- p.52 / Chapter IX. --- DISCUSSION --- p.54 / Limitation of the Study --- p.54 / The Difference in the Questionnaire Survey and the In-depth Interviews --- p.55 / Chapter X. --- CONCLUSION --- p.57 / The Reactions and the Opinions of the Civil Engineering Trainees Concerning the1997 Issue --- p.57 / Suggestion for Further Study --- p.58 / Recommendations --- p.59 / Chapter APPENDIX 1: --- QUESTIONNAIRE --- p.61 / Chapter APPENDIX 2: --- THE RESULTS IN THE QUESTIONNAIRE SURVEY --- p.65 / BIBLIOGRAPHY --- p.75

by Andrew Fung Chak Yan & Danny Chan Ka Keung. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1989. / Bibliography: leaves [1]-[2]

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.

The pre-hospital industry is faced with many challenges, one of which is the skills shortage of advanced life support paramedics in the country. The industry has naturally dictated competition both nationally and internationally for the recruitment of these advanced life support paramedics. Staff turnover has increased as a result of this issue which also has financial implications on the individual business of constant recruitment and turnover. The purpose of this study is to investigate problems that currently exist in the industry with regards to the advanced life support paramedic employment which will provide valuable information on retention strategies and reduce staff turnover.

Census data indicates people with higher levels of education are leaving Appalachian Kentucky as they do in other rural areas. Aside from anecdotal information and primarily qualitative community studies, there is little quantitative evidence of the factors which may influence these migration decisions. State policies and regional efforts to increase educational attainment of people in the region have focused on producing more college degrees however may be contributing to the out-migration of those with higher levels of education. The study incorporates community level data with demographic, academic, and employment data from a cohort of 2005-06 college graduates from Appalachian Kentucky. The study includes an analysis of migration rates for a variety of different types of graduates and a set of three complimentary logistic regression models developed to understand the impact of individual demographic and academic factors, factors about the communities where these graduates came from, and the factors related to the communities where they went after completing their degrees and credentials to predict likelihood of migrating. This study builds upon previous efforts by providing extensive, externally validated data about a large population of individuals. It leverages sociological, demographic, and neoclassical microeconomic research methods and leverages data from Kentucky's statewide longitudinal data system to serve as an illustration for how these systems can be used for complex statistical analyses.

A plethora of interdisciplinary research has highlighted the increase of global mobility and diasporic communities. While talent emigration has shown to have a multiplicity of benefits, particularly as gaining diversified sets of skills is essential in the face of globalization. However, widely researched concepts such as the ‘brain drain’ have conveyed the dark side of talent emigration and the ramification of countries’ desiccation for scarce skills. With a history fraught with tensions and immense loss of talent, South Africa is a country in continuous transformation, but is on the cusp of another significant ‘brain drain’. Hence, this study aimed to explore the micro-diffusions and conditions in the South African context which proliferate the emigration of talented potential leaders. The research design was qualitative, with specific use of the actors approach as methodology to gain insight into perspectives of South Africans living, working and studying in Sweden. Twenty-one participants from five cities were involved in the focus group dialogues, namely; Gothenburg, Kalmar, Lund, Linköping and Stockholm. As a participant-observer, I too was involved in the sense-making of how talent delineated their identities and relation to South Africa. Certain aspects of the findings were expected regarding the conditions which serve as push factors for emigration, such as participants’ frustrations and despondency with increasing rates of crime, unemployment and corruption. However, the most accentuated and poignant micro-diffusion which perpetuates talent’s emigration derives from conflicts of identity and belongingness, deep-seated inherited guilt and helplessness. Whilst there is a desire to ameliorate the social ills which plague the country, there also seems to be a palpable need for escapism away from the persistent historical complexities of South Africa.

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.