Thesis (M.P.A.)--University of Hong Kong, 1997. / Includes bibliographical references (leaf 98-100).

Thesis (M.P.A.)--University of Hong Kong, 1997. / Includes bibliographical references (leaves 98-100). Also available in print.

abstract: Since the 1990s, the United States has been increasingly hosting large numbers of foreign students in its higher education sector and continues to accommodate these skilled college graduates in its job market. When international students graduate, they can transition from an international student to a skilled migrant. Yet their decision-making process to stay in the receiving country (the United States), to return to sending countries, or to move on to another country, at different stages of such transition period, is not presently understood. This dissertation examines the experiences of these “migrants in transition period” when they face the “to return or to stay” choices under structural and institutional forces from the sending and receiving countries. This research adopts the conceptual framework of human capital, social capital, and cultural capital, to investigate how social capital and cultural capital impact the economic outcomes of migrants’ human capital under different societal contexts, and how migrants in the transition period cope with such situations and develop their stay or return plans accordingly. It further analyzes their decision-making process for return during this transition period. The empirical study of this dissertation investigates contemporary Chinese student migrants and skilled migrants from People’s Republic of China to the United States, as well as Chinese returnees who returned to China after graduation with a US educational degree. Findings reveal the impact of social and cultural capitals in shaping career experiences of skilled Chinese migrants, and also explore their mobility and the decision-makings of such movement of talent. / Dissertation/Thesis / Doctoral Dissertation Geography 2016

Background Globally, about 800 women die daily from complications arising during labor or within 42 days of childbirth. These deaths can be prevented by ensuring that women give birth in a safe environment in the presence of Skilled Birth Attendants (SBAs). SBAs are efficient to manage pregnancy, child birth and postnatal complications or refer in very complicated cases. Only about half of the women use SBAs in Kakamega County, Kenya. The study aim was to describe the determinants of utilization of SBA in Kakamega County. Method A cross sectional design was used. Data was obtained from Multiple Indicator Cluster Survey (MICS) conducted in the year 2014. A sample of 295 women were selected through two-stage cluster sampling. Standardized questionnaire was used to collect data from women who had given birth two years prior to the survey. Univariate and multivariate analysis was used to analyze the data. Results There was an association for use of SBAs with lower parity Odds Ratio (OR) 3.11(95% CI,1.82-5.52), early Antenatal Care (ANC) attendance OR 0.49(95% CI,0.27-0.88), secondary education OR 1.89(95% CI, 1.16-3.05) and high wealth index OR 2.87(95% CI,1.76-4.69). There was no association with ANC visits OR 1.3 (95% CI, 0.80-2.24) and place of residence OR 1.50 (95% CI,0.93-2.41). Conclusion Being in higher quartile, exposure to secondary education and low parity were key influencers of SBA use while place of residence did not show any association. There is an association between use of SBA and timely ANC attendance but not with number of ANC visits.

Migracijos reiškinys yra analizuojamas jau seniai. Iki Lietuvos narystės ES (ir po Lietuvos įstojimo į ES) paskelbta daug darbų migracijos tema. Ypač skaudi valstybei bei aktuali yra aukštąjį išsilavinimą turinčių žmonių emigracija, nes tokiu būdu yra ne tik prarandamos lėšos įdėtos į kvalifikuotos darbo jėgos paruošimą, bet ir prastėja valstybės teikiamų paslaugų kokybė, smunka vidutinis šalies kvalifikacijos lygis, o kartu ir šalies konkurencingumas tarptautinėje rinkoje. Darbo objektas – darbo rinkos politikos įtaka aukštos kvalifikacijos specialistų emigracijai. Pagrindiniai uždaviniai - išryškinti emigracijos esmę bei pasekmes; išskirti teorinius aukštos kvalifikacijos specialistams pritaikytus bei su darbo rinka susijusius emigracijos veiksnius; atskleisti Lietuvoje taikomą migracijos politiką; įvertinti aukštos kvalifikacijos specialistų emigracijos veiksnius Lietuvoje, didelį dėmesį skiriant darbo rinkos politikai; atlikti ketinimų emigruoti dėl darbo rinkos situacijos kiekybinį tyrimą bei sukurti jo rezultatus apibendrinantį modelį. Darbas susideda iš trijų pagrindinių dalių. Pirmojoje darbo dalyje išryškinama teoriniai aukštos kvalifikacijos specialistų migracijos aspektai, antrojoje darbo dalyje nagrinėjama statistiniai su emigracija susiję Lietuvos ir emigracijos tikslo šalių duomenys, trečiojoje darbo dalyje atliekamas empirinis tyrimas, siekiant įvertinti ketinimų emigruoti sąryšį su darbo rinkos situaciją. Pagal tyrimų rezultatus, pateikiamos išvados bei... [toliau žr. visą tekstą] / The subject of the Master work is emigration of highly qualified specialists. Emigration of highly qualified specialists is known for a long period of time, just now the scales of emigration is higher than ever. Economic recession is playing a big part in this, as all the countries are affected by recession at the different level. Due to migration of highly qualified specialists government looses money, which was spend in gaining the qualification, as well country looses tax payers and overall country looses competitiveness in international arena. The object of the study is the influence of labor market policy to the emigration of highly qualified specialists. The main tasks are to highlight the nature and consequences of emigration; to reveal theoretical immigration–related factors; to evaluate Lithuania’s migration policy; focusing on labor market policy to distinguish to high–qualified specialists orientated emigration factors; to perform a quantitative survey and create a model summarizing the results. Work structure: work consists of three main parts: in the first part is made an analysis of theoretical high qualified specialists emigration aspects, in the second part is made a statistical analysis of Lithuania’s and other countries migration related data and in third – an empirical research made to evaluate the influence of labor market factors to the emigration decision. Working volume: 73 pages, 23 tables, 26 figures and 83 references used: 55 Lithuanian and 28... [to full text]

The main objective of this bachelor thesis is to analyse the dynamic and complex decision-making process that households with temporary overseas migrating family members do before migrating. The aim of this thesis is to understand why this phenomenon occurs in less developed areas, though the background of the thesis is trying to address the need of positive relationship between migration and development. Based on the theorectical benchmark of neoclassical microeconomic theory and new economics of labour migration theory certain factors were identified that could influence the decision to migrate. By using a mixed method with qualitative semi-structed face-to-face interviews combined with a survey of nine question relating to specific factors this study was able to create an understanding of the reality of migrant households, though a micro field study was conducted in Kebumen regency in Indonesia. The findings clearly shows that temporary overseas migration from less developed areas is a household decision that is influenced by local gender aspects and addressed by new well-functioning established markets for overseas work. Our findings also suggests that temporary migration is a way for the family to spread their risks, related to income and farming activites, and to achive further development, where other markets and institutions do not meet their needs. Policies regarding these gender aspects and the need of institutions that could improve the situation are recommended though remittances in that case might have a more long-term sustainable impact on the households.

M.Comm. / South Africa has experienced a long period of high unemployment. While the economy has achieved relatively higher GDP growth rates in the recent past, unfortunately not as many jobs have been created. This is because of, amongst other constraints, the skills shortage experienced. This shortage of skills is not solely the result of the emigration of professionals since the inception of the new political dispensation in 1994. This paper investigated the economic sectors showing high growth, with a view of identifying the sectors that can be promoted for high investment and hence the creation of employment for the country’s labour force. The secondary and the tertiary sectors have been found to contributing more to the country’s GDP growth and could create more employment opportunities if promoted by more investment. However, the unemployment experienced is mainly structural in nature and the country should concentrate on human capital development and skills development to reduce it. The education of the labour force in South Africa has been found to be concentrated in the secondary level. This has raised questions as to the ability of the country’s education system to fulfil its role of empowering the labour force. More than ten years into democracy, blacks are the most disadvantaged population group regarding the levels of appropriate educational qualifications making them contribute the most to the unemployed labour force.

Australia's population and workforce are ageing. The reason for an ageing population is the post World War II baby boom, followed by low birth rates in subsequent generations. Combined with healthier lifestyles, advances in medical science and the subsequent increase in longevity, this means that there are more older people than ever before and this trend will continue for several more decades. However, workforce demographics are also affected by ageing, and Australian organisations will need to employ more older workers in the near future to meet predicted shortfalls of skilled workers. Although there have been studies examining the current low employment rates of older workers, the identification of negative stereotypes associated with older workers, and related problems and challenges (such as age discrimination), no study of the working intentions of older Australian workers has been reported. Therefore, the aim of this research is to explore the meaning of working for older workers to better understand whether and why older Australian workers might want to continue working. In particular, this thesis explores what it is about working that makes some people want to continue beyond the traditional age of retirement, while others wish to cease work as soon as they are able. There are clear implications for individuals, organisations and public policy emanating from the extension to working lives. The research aims and objectives were best met within a phenomenological approach, and the data collection consisted of four studies. The setting for the research was a single organisation; an Australian university. Three of these studies were qualitatively-driven, within an interpretivist paradigm: (i) in-depth interviews with older employees (aged 50 years or older) to determine their meanings of working; (ii) interviews with managers to determine whether there were any organisational factors encouraging older workers to retire early; and (iii) interviews with retirees to determine their meanings of working and retirement. The fourth study was quantitative and examined the demographics of the organisation and the relevant HRM policy documents. The thesis uses the meaning of working as the initial theoretical conceptual perspective, and derives a new conceptual perspective for managing older workers, which is outlined in the last chapters. The research draws from two perspectives - the organisation and the individual. The organisational perspective examines the management of organisational staffing in the context of future demographic changes. The individual perspective is explored via the meaning of working to older workers. The key findings from the research in the chosen university suggest that despite the Commonwealth Government's attempts to encourage older workers to continue working, the majority of the older workers, irrespective of employment category, did not want to continue working beyond the traditional retirement age of 65 years. Reasons included wanting to spend more time with a life partner, becoming more involved with interests outside of work, and removing themselves from the negative circumstances in the organisation. However, of those who wanted to continue working, the majority was from the academic employment category (both employees and retirees), and the minority was from the administrative or general employment category. Additionally, the academic participants rated working in their lives as important or very important; higher than the ratings provided by the general staff participants. Explanations are offered as to reasons for such differences between the employment categories. The consequences of these findings include the need for a new approach to managing older workers, and particularly at the end of their working lives and into retirement. Australian organisations cannot afford to continue losing staff to early retirement, yet this trend appears to continue. Suggestions to meet this challenge are made at three levels: public policy, the organisation and the individual. Implications for future research are presented in the final chapter.

The aim of this thesis is to examine the employment situation of recent Sri Lankan skilled immigrants in Victoria and whether they need further education and re-training in order to face emerging technological changes or to update their skills. The underemployment and unemployment problem faced by the Sri Lankan skilled immigrants is an issue for both the Australian economy and the migrants. The following set of premises has been used for the study; a) the migrants' educational qualifications, training and skills are recognised by the Department of Immigration Multicultural & Indigenous Affairs (DIMIA) of Australia, b) they are having difficulties in finding and keeping suitable jobs, although some have found employment commensurate with their qualifications, and c) the reason for their difficulties are many and complex. The essential format of the research is to identify and explain the many and complex reasons for such unemployment or underemployment. This study is based upon a survey of three contrasting Sri Lankan immigrant groups: a) trade persons and related workers with certificates or no qualifications b) technical or associate professionals with diploma or associate diploma level qualifications and c) professionals (engineers) with university degrees or their equivalent. Subjects for the surveys were through three relevant alumni organisations based in Melbourne, and through personal contact. The survey was supplemented with some applying qualitative methods that involved unstructured interviews, and small case studies. Recommendations have been proposed to assist in solving the issues that were identified through the study. Although the recommendations mentioned in the study provide a starting point, it is stressed that further research is needed to be undertaken before implementing such suggested solutions. Therefore, this thesis serves as a foundation in highlighting the loss of services of skilled immigrants within the labour market in Australia, particularly among the Sri Lankan community, and proposing recommendations to address this issue.

<p>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.</p>