In this thesis, the relationship between emigration and political stability is explored.  The scope is limited to emigration from developing states to 20 OECD destination countries. The relationship is analysed with OLS regression with a host of democratic and stability controls. The variables are motivated by employing a theoretical framework constructed by reviewing previous theories and research where diverse consequences of emigration are discussed, such as brain drain, remittances, and governance. The regression hints at a positive relationship between emigration and political stability but remains largely statistically insignificant. Some major takeaways are that developing countries with greater democratic indicators have generally higher emigration rates and lower political instability. These results point to emigration as an overall positive force for developing countries, but dependent on how the country is governed.

Целью данного исследования является описание и сравнение феномена утечки мозгов в индонезийских и российских квалифицированных кадровых ресурсах, а также сравнение решений, которые были приняты правительствами двух стран. Рекомендации, предложенные автором для индонезийского правительства, должны следовать тому, как российское правительство решает проблему утечки мозгов. А также должны многое улучшить в области высшего образования, стипендиальной политики, признания работы национальных ученых и очень долгой бюрократии. Для российского правительства повышение политической стабильности и улучшение качества жизни его граждан является ключом к решению проблемы утечки мозгов. / The goal of this study is to describe and compare the brain drain phenomenon in Indonesian and Russian qualified human resources, as well as compare solutions that have been carried out by the governments of the two countries. The recommendations proposed by the author for the Indonesian government to follow the way of how the Russian government solves the brain drain problem. And also must improve a lot in the fields of higher education, scholarship policy, appreciation for the work of the nation's scientists and a very long bureaucracy. For the Russian government, increasing political stability and improving the quality of life of its citizens is the key to solving the brain drain problem.

Cette thèse examine la relation complexe et la causalité entre la migration et le développement, sujet d'actualité vus les flux croissants de migrants et les transferts de fonds privés. La revue de la littérature théorique et empirique montre la complexité de cette relation, et l’absence de consensus dégagé par les travaux menés sur les causes et les effets de la migration sur le développement. Sur les causes de migration, une première estimation empirique montre qu’elle fait partie intégrante du processus de développement et n’est donc pas une simple conséquence de faibles niveaux de développement: le niveau de développement des pays d'origine s’accroissant, les aspirations et les capabilités des populations augmentent et si celles-ci font face à l'absence d’opportunités, elles vont migrer à condition d’en avoir les capabilités (compétences requises, moyens financiers, politiques de migration, etc.). Concernant l’impact de la migration, une deuxième estimation empirique montre un effet positif sur le développement via les transferts privés. Les modèles indiquent que leur contribution se fait à travers deux principaux canaux, l'investissement en capital et le capital humain (éducation et santé), lesquels sont susceptibles de permettre un développement à long terme des pays d'origine. Au niveau micro, une troisième série de modèles étudie le mécanisme de cet impact au niveau de ménages, à partir du cas de l'Egypte. Ces modèles confirment l'importance des transferts privés sur les niveaux d'éducation et de santé dans les ménages qui les reçoivent. Ces résultats sont censés contribuer à la compréhension de cette relation complexe entre migration et développement. / This thesis is concerned with the causal and complex relation between migration and development. A timely subject, especially with increasing flows of migrants and the remittances these migrants send home. Both the theoretical and empirical literature reviews address the complexity of this relation but consensuses on the causes and impacts of migration on development are generally inconclusive. On the causes of migration, our first empirical estimation shows that migration is part of the development process and not a simple result of its low levels: the increasing development level of the home countries increase the aspirations and capabilities of their populations and if these are faced with lack of opportunities at home, individuals seek migration provided they have the right capabilities (skills required, financial means, migration policies, etc.). On the impact of migration, our second empirical estimation gives evidence of a positive impact through remittances on the development of the home countries. The models show the positive contributions of remittances towards development through two main channels: capital investment and human capital (education and health). These two channels are believed to achieve long-term development of the home countries. At the micro level, we look at the mechanism of this impact at the household level, addressing the case study of Egypt. Our third models give evidence of the importance of these remittances in increasing both education and health status of the recipients’ households’. These findings are believed to make a contribution towards the understanding of this complex relation between migration and development.

Over the past 30 years South Africa has lost valuable human capital due to high volumes of emigration. South Africa has also seen numerous changes in its political, economic and social structure specifically in these decades, but little investigation has been done into the possibility of an association between political, economic and social, as well as personal factors, and the decision to leave South Africa. This study refers to Lee’s Migration Model (1966) that was used as a broad theory for migration. The model involves four sets of factors: factors associated with the area of origin, factors associated with the area of destination, intervening obstacles and personal factors. Maslow’s Hierarchy of Needs Theory also explains the personal motivational theory for migration. Lee’s Model of Migration is used to investigate which political, economic, social and personal factors in the area of origin (South Africa) pushed South African emigrants to leave the country. It also investigates which political, economic, social and personal factors in the area of destination (Australia and New Zealand) pulled South African emigrants toward these countries. This study involved mixed-methods research (Creswell, 2009), thus the data collection methods were both qualitative and quantitative. The study followed a sequential exploratory strategy in two stages with the qualitative data collection occurring first, followed by a quantitative study – ‘QUALquan’ study. The data are mixed between analysis of the qualitative data and the quantitative data collection (Creswell, 2009:211). The qualitative data collection instruments used in the first stage of the study in 2009, were face-to-face interviews consisting of one focus group and six personal interviews in New Zealand, as well as twelve personal interviews in Australia. In the second stage of the study in 2015, namely the quantitative research, respondents were selected by contacting 17 closed (secured) Facebook groups that were formed for South Africans living either in Australia or New Zealand. There is no alternative sampling frame available since emigrants do not need to declare themselves as migrants on a work visa, furthermore, official documentation is not accessible to the public. A quantitative data collection instrument was administered with an online questionnaire. In the Australian Facebook groups, 137 respondents completed the questionnaire, and in New Zealand Facebook groups, 118 respondents, which adds up to a total of 255 respondents who completed the questionnaire. The results concluded that South Africa’s governance framework, its infrastructure and legislation acted as political push factors motivating South Africans to emigrate, while an uncertain economy contributed as an economic push factor. Socially, a perception of a limited future and a narcissistic society is what pushed South Africans to emigrate. Personal push factors that drove the emigration decision included, unmet physical, safety, belonging and esteem needs. The political factors that pulled South African emigrants to Australia and New Zealand involved effective government services and governmental aid. Economic pull factors included economic certainty and a lower cost of living. Social pull factors proved to be familiar circumstances and a better future. Personal pull factors were safety, belonging and self-actualisation needs. This mixed-method approach focussed on the gap to a followup study that was identified in previous individual qualitative and quantitative studies. These results may assist the South African government to take measures that ensures the retention of highly skilled citizens. / Business Management / M. Com. (Business Management)

Thesis (MBA)--University of Stellenbosch, 2011. / Healthcare systems of the world’s poorer nations have been heavily impacted by economic globalisation. This has resulted in a steady deterioration of working conditions, resulted in less job security and has led to an increase in the spread of communicable diseases in developing countries such as South Africa. It is factors such as these, against the backdrop of a global recession, that have contributed to the escalation in global healthcare costs which has itself augmented the strain on already strained hospital resources in developing economies (Issues paper: Economic Globalisation, 2009). The current workplace faces complicated challenges which extend beyond the effects of the global recession. One of these challenges is the task of managing the diversity of the modern day workforce. This includes differences in gender, race, religion, culture, language, physical and mental ability, sexual orientation as well as generational differences. As a result, organisations that choose to exploit these differences are able to leverage a competitive advantage from them. This ability is however determined by the flexibility of organisations’ policies and practices. Furthermore, adapting an organisation’s human resource policies and practices pertaining to attracting, retaining, developing, promoting and managing a generational diverse workforce is only possible once these cohorts have been clearly identified, analysed and understood (Manion, 2009). Nurses are the pillar of healthcare systems throughout the world. In South Africa, however, the high staff turnover of nurses compared to the relatively small number of new recruits is of great concern due to its impact on the South African government’s capacity to provide a healthcare model of sustainable service delivery (Mokoka, 2007). The reality of the decline in the number of newly qualified nurses was clearly evident in the results of this study. Twenty-eight percent of the current community service nurses had previously considered leaving the profession, eight percent reported that they were considering leaving the profession within the next year and 20 percent intended leaving the public health sector after completing community service. The purpose of this qualitative study was to determine factors that preclude better remuneration that would influence community service nurses’ decision to remain employed in the public health sector. According to the Western Cape Nursing directorate, 270 nurses were registered to complete community service in the Western Cape in 2010. The 25 registered nurses who were scheduled to complete community service at Groote Schuur Hospital at the end of 2010 constituted the study sample. A self-administered questionnaire was used as the instrument for data collection from this fixed, convenient sample. Confidentiality of the participants was assured throughout the study and findings were reported as combined facts and figures using histograms. The majority of the participants were between the age of 20 and 25 years (48%). Furthermore, 88 percent of the participants were below the age of 35 years, largely representative of Generation X and the Millennials, Generation Y. The results of this study suggested an extremely complex interplay between intrinsic and extrinsic motivators, in influencing the decision of whether or not to remain employed in the public health sector. It was further evident that most of the factors that were rated to be of high importance were strongly self-centred, largely geared at personal reward and recognition. This finding is in clear agreement with literature published by Manion (2009) who supports the thinking that generations representative of Generation X and Y have a strong need for personal achievement and reward. Eighty percent of participants indicated a dire need for hospital management to recognise and manage generational diversity in the current workforce as this presented a daily challenge in the workplace. It was perceived that fundamental differences in needs, work ethic and values exist between Generations X and Y, compared to those of nurse and hospital managers who were representative of Baby Boomers. Consequently, there appeared to be a mismatch in the expectations and opportunities presented in the current workplace among the three generations. These findings merit further discussion on whether the permanent multi-disciplinary team at hospitals understand the influential role that they have on the complex task of retaining community service nurses in the public health service. Furthermore, 92 percent of community service nurses highlighted the need for mandatory orientation and induction programmes in each ward prior to commencing duty. This in itself was identified as a huge cause for anxiety and discord. In conclusion, even though this study was designed to establish factors that preclude better remuneration which could influence the decision of community service nurses to remain employed in the public health sector, it found that more than half the participants of this study recommended that receiving a more competitive salary was still an important issue for government to prioritise. However, it did not appear to be the overshadowing theme of dissatisfaction amongst community service nurses.

Thesis (MBA)--University of Stellenbosch, 2011. / There is a global scarcity of health care workers (Boseley, 2011: 1). There has been global competition for the scarce resource, with developing countries competing for their own health care workers (Padarath et al., 2004: 5). The health outcomes of a country have been directly correlated with the quantity and quality of its health human resources (Dolea et al., 2005: 3). Pharmacists, who were ranked as the third scarcest professional group in the world, are the most accessible of all health workers (Chan & Wuliji, 2006: 7). The shortage of pharmacists has resulted in inaccessibility to drug treatment, prevention and care, resulting in an insurmountable number of preventable deaths and disease. The number of pharmacists in KwaZulu-Natal province is currently 383, with a 76% vacancy rate (Avery, 2011). The aim of the present study was to define a retention strategy for public sector pharmacists in KwaZulu-Natal province. This self-administered questionnaire survey was participated in by 103 pharmacists. Pharmaceutical services were found predominantly to have been rendered by young (with 32% falling in the age group 22–29 years of age and 36% falling in the age group 30–39 years), Indian (74%), female (82%) pharmacists. Many (68%) of the pharmacists concerned were new entrants (having been in employ for a period of 0–5 years) in the public sector, with just over half (36%) being new entrants into the pharmacy profession, meaning that two-thirds of the public sector pharmaceutical workforce lacked the experience and expertise to make the desired service delivery changes in said environment. The top three motivations for job changes were found to be financial (27%), working conditions (26%) and career advancement opportunities (22%). A third of the respondents were found to be satisfied with the Occupation-specific Dispensation. The remainder of the pharmacists were equally divided about whether they regarded the payout to be inadequate or fair. Nonetheless, 20 per cent had definite intentions to leave, with 40 per cent having no intention to leave, and 40 per cent being uncertain about doing so. Such a finding correlated well with the fact that 24% of the respondents indicated that they felt that they were earning inadequate salaries. The finding did not correlate with the overwhelming response (83%) that money was not the most important consideration in making the choice. The pharmacists were divided regarding career-advancing opportunities in the public sector. Such a finding was echoed in a comparable division of who had access to information on career-advancing opportunities. Two-thirds of the respondents neither shared their goals regarding career progression with their supervisors, nor applied for any such posts. The top three factors that pharmacists liked about their jobs were financial, resources and congenial working conditions. Resources, working conditions and lack of career progression factors were disliked; resources, career progression and financial factors could result in turnover. In summary, money, career progression and resources matter. The pharmacists in the province were found to be satisfied with their earnings. They wanted to be rewarded on merit and were prepared to move to receive this and support in career progression. The National Department of Health (KwaZulu-Natal) must drive recruitment efforts to address the skills shortage, improve working conditions and ensure that salaries keep pace with inflation to create long-term wins for the public health sector.

Les migrations constituent un phénomène transnational dont la gestion a traditionnellement occupé l’intérêt des Etats de destination des migrants dans l’exercice de leur souveraineté. Avec l’avènement de la mondialisation, le panorama migratoire s’est transformé. Les migrations occupent une place chaque fois plus importante dans les agendas des Etats ayant compris que la maîtrise des migrations nécessitait de la coopération et de l’action conjointe à l’échelle internationale. La gouvernance des migrations comporte tout un ensemble de défis tant pour les Etats de destination des migrants que pour les Etats d’origine et pour la communauté internationale dans son ensemble. D’une part se présente l’intérêt de contrôler l’arrivée des migrants très influencé par des conceptions sécuritaires; d’une autre part apparaissent les conceptions des migrations comme outils du développement qui visent à tirer profit des effets considérés comme positifs des migrations et restreindre ses effets négatifs. Et finalement nous constatons l’existence de circonstances pouvant mettre en danger les droits humains des migrants et face auxquelles des mesures doivent être prises pour assurer le respect total des droits de l’homme des migrants. Concilier les intérêts présents autour de la maîtrise des migrations n’est pas une tâche facile. Afin de trouver un cadre idéal pour la maîtrise des migrations et la protection des droits des migrants, nous explorons 5 hypothèses d’étude qui nous mènent à analyser la gestion mondiale migratoire, la gouvernance régionale des migrations (dans le cadre de l’Amérique latine et des relations bilatérales entre cette dernière et l’Union européenne), la protection des migrants en tant que personnes vulnérables titulaires des droits à vocation universelle, ainsi que la protection proposé par les Etats d’origine des migrants (le cas particulier de la Colombie). Les atouts et les défis de chaque espace de discussion sont analysés ainsi que leurs apports à la maîtrise des migrations et à la protection des migrants. / Migrations are a transnational phenomenon that its management has traditionally called attention from the destination states exercising its sovereignty. With the arrival of globalization, the migration perspective has changed. Migrations have an increasingly more important place in the government’s agenda, which has understood that migration management needed the cooperation and the joint action at an international level. The governance of migration involves multiple challenges for the destination countries as well as the countries of origin and for the international community. On one hand, it presents the interest of controlling the arrival of migrants, with a strong influence of security conceptions; on the other hand other ideas have immerged that consider migration as tools for development. Those ideas aim to profit from the effects that are considered as benefits of migration and to stop the negative effects. Finally, we consider the existence of the circumstances that can put in danger migrant’s human rights and for which some measures should be taken. Reconciling the interests surrounding the management of migration is not a simple task. For finding ideal management framework for the governance of migration and the protection of migrant’s human rights, we will explore 5 hypotheses. We will analyze the global administration of migration; the regional administration (in the framework of Latin America); the protection of migrants as vulnerable people having universal rights, as well as the protection from the migrant’s state of origin (in the particular case of Colombia). The assets and the challenges of each one of those discussion environments will be analyzed as well as its contributions to migration’s governance and migrant’s protection.

There is a revolutionary change in the world of work that impacts on the individual, work and society. The future of work suggests flexibility, boundary less communities and change in work, as we know it today. As the world of work changes from a worker intensive industrial society towards an automated information society, the retention of technological advantages e.g., human, intellect and knowledge capital is no longer assured. Employers struggle to retain their valuable high technology employees due to a general shortage of experienced candidates and aggressive recruitment tactics by others in the high technology arena. The purpose of this study is to investigate specific retention factors that induce organisational commitment and can thus increase the retention of high technology employees. High technology industries operate in volatile market and experience accelerating growth and rates of change. High technology employees are educated, have a strong preference for independence and hold a large portion of the organisation's intellectual capital. A core belief in human resources is to retain and develop employees to obtain a competitive advantage. In order to retain these valuable employees it has become necessary for organisations to transform from using an employee controlling to a more employee commitment driven strategy. To gain employees' commitment to the organisation and increase retention, the employer needs to identify which retention factors induce organisational commitment. Compensation, job characteristics, training and development opportunities, supervisor support, career opportunities and work/life policies were identified as the top six retention factors in the content analysis done on high technology literature. Organisational commitment has been defined as a mindset, which ties the individual to the organisation. Different forms and foci of organisational commitment are discussed with the approach developed by Meyer and Allen's three component model (1991). The consequences of organisational commitment benefit the organisation in terms of increased job performance, intention to stay, increase in attendance, loyalty, decrease in turnover, greater creativity, more co-operation (particularly across discipline specialities), more volunteerism and more time devoted to productive work on behalf of the organisation. This study focused on a 100% South African owned telecommunications company based in the Gauteng province. A questionnaire was developed and a population of 94 telecommunications professionals, technicians and associated professionals were selected to investigate the influence of various identified retention factors on organisational commitment. The statistical analysis of the data culminated in a regression analysis that measured the significance and the strength of the relationship between the identified retention factors and organisational commitment. The main conclusions were that compensation, job characteristics, supervisor support and work/life policies were significantly related to organisational commitment. On the other hand, in this study training, development and career opportunities were not related. High technology organisations are not just interested in the retention of employees but also creating a mutually beneficial interdependence with employees. The identified retention factors might serve as a means to demonstrate the organisation's support for, or commitment to, their employees and in turn cultivate a reciprocal attachment by employees. Employees' organisational commitment is related to their belief that the identified retention factors are motivated by the desire to retain good employees and to be fair in the treatment of employees. Future research needs are discussed. / Dissertation (MCom (Human Resources Management))--University of Pretoria, 2004. / Human Resource Management / unrestricted

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