A Panel Data Analysis of the Impact of Chinese Foreign Direct Investment (FDI), Remittances and Foreign Aid on Human Capital Growth and Brain Drain in Africa

The main purpose of this research was to analyze the impact the Chinese foreign direct investment (FDI), remittances, and foreign aid have had to human capital growth (HCG) and brain drain. The study data were collected from five African countries (Nigeria, Kenya, Ghana, South Africa, and Morocco) from 2009 to 2018. Secondary sources were used in data collection, then autoregressive distributed lag (ARDL) modeling was used in the analysis. Before modelling was done, co-integration tests and panel unit were applied. The results revealed that Chinese FDI, remittances, and foreign aid had a significant and positive impact on HCG in the long but not the short-run. Besides, remittances, Chinese FDI, and foreign aid demonstrated significant negative impacts on brain drain in the long term, not in the short term. This study makes important practical and theoretical contributions about the roles of Chinese FDI, remittances, and foreign aid in the reduction of brain drain and the growth of human capital.

How to Deal With Brain Drain

THE number of private universities operating in Africa is growing, and the sector is generating a groundswell of interest among investors, in 1960. there were seven private universities in Africa, according to a 2012 statement by Olugbemiro Jegede, then Secretary General of the Association of African Universities. By 1990 there were 27. and by 2006, some 22 percent of student enrolment on the continent was at private institutions, he said.

The “Brain Drain”: Factors influencing physician migration to Canada

Context: Higher income countries have an average physician density of 300 physicians per 100,000 people. In stark contrast, lower income countries have an average physician density of 17 physicians per 100,000 people. A major cause of this discrepancy is the migration of healthcare professionals from lower income to higher income countries, a phenomenon colloquially known as the “brain drain”. Objective: To explore factors that led International Medical Graduate (IMG) physicians to leave their home countries and migrate to Canada. Methods: An anonymous questionnaire with a mix of open- and close-ended questions was sent to 500 randomly selected IMG physicians practicing in Ontario, Canada. Results were analyzed using a mixed-method design utilizing both descriptive statistics and a thematic analysis approach. Results: 39 physicians met inclusion criteria and completed the survey. The majority were 50 years or older, and over 60% were male. The most common reason for emigration from their home country was the socioeconomic and/or political situation, and the most common reason for selecting Canada was family issues. Suggestions for how brain drain could be stemmed fell into three broad categories: 1) more accurate information about lack of opportunities in Canada, 2) more continuing medical education opportunities in home countries, and 3) address issues such as safety and quality of life in home countries. Conclusions: This survey provides insights into the reasons for emigration and immigration for international medical graduates. The results of this survey can assist stakeholders in working toward appropriate and acceptable solutions to the brain drain.

The Brain Drain of Chinese Universities

In this knowledge-based era,international brain circulation appears in most countries. Vast of students and high skilled people choose to obtain more opportunities abroad. As the most populous country in the world,China suffers the brain drain most.This article will introduce the brain drain phenomenon within Chinese higher education system and provide some recommendations for the Chinese government and education department in the near future.

Down the brain drain:a rapid review exploring physician emigration from West Africa

Background The emigration of physicians from low-and middle-income countries(LMICs)to high-income countries(HICs),colloquially referred to as the“brain drain”,has been a topic of discussion in global health spheres for years.With the call to decolonize global health in mind,and considering that West Africa,as a region,is a main source of physicians emigrating to HICs,this rapid review aims to synthesize the reasons for,and implications of,the brain drain,as well as recommendations to mitigate physician emigration from West African countries to HICs.Methods A literature search was conducted on PubMed,EMBASE and The Cochrane Library.Main inclusion criteria were the inclusion of West African trained physicians’perspectives,the reasons and implications of physician emigration,and recommendations for management.Data on the study design,reasons for the brain drain,implications of brain drain,and proposed solutions to manage physician emigration were extracted using a structured template.The Hawker Tool was used as a risk of bias assessment tool to evaluate the included articles.Results A total of 17 articles were included in the final review.Reasons for physician emigration include poor working conditions and remuneration,limited career opportunities,low standards of living,and sociopolitical unrest.Implications of physician emigration include exacerbation of low physician to population ratios,and weakened healthcare systems.Recommendations include development of international policies that limit HICs’recruitment from LMICs,avenues for HICs to compensate LMICs,collaborations investing in mutual medical education,and incorporation of virtual or short-term consultation services for physicians working in HICs to provide care for patients in LMICs.Conclusions The medical brain drain is a global health equity issue requiring the collaboration of LMICs and HICs in implementing possible solutions.Future studies should examine policies and innovative methods to involve both HICs and LMICs to manage the brain drain.

Population Migration and Brain Drain in Northeast China

Migration has been the mam driver during the last decade of population change in Northeast China,an area made up of three provinces,Heilongjiang,Jilin and Liaoning.A net out flow of population has resulted in the loss of younger laborers in the area.More than two million people migrate out of Northeast China,and the number is increasing.The flow direction is from north to south.Liaoning in the south is a province of net in-migration,and Jilin and Heilongjiang in the north are provinces of net out-migration.There are large differences in the education and age structure of inflow and outflow migrants;the out-flow areas are losing human capital.This study uses a Dynamic Monitoring Survey of Migrant Population to analyze population flows in Northeast China,and uses employment information for university graduates to analyze the problem of brain drain in this area.

Halting the Brain Drain

A new policy on performance-based pay for teachers aims to attract and retain talented people on December 21, 2008, the State Council executive meeting approved a policy to adopt a per- formance-based pay system

Brain Drain Is Real Problem

英语真会造词,一个brain drain就颇可玩味一番。它不是什么新词。《英汉大词典》早已收入,并提供一个释义:(因科学家、学者等向国外移居而造成的)人才流失,人才外流,智囊枯竭。brain drain原本是一个存在于第二、第三世界的现象。不料,近来在英国也冒出了这个问题: Britain must raise salaries and improve the career structure of scientists toplug(阻止)a brain drain. 本文的难句是: In a letter to the science journal Nature,Pierson and Cotgreave said thenumber of citations per article for the 252 scientists they had tracked weresignificantly higher for those who are living in the United Sates than for those whoremained in Britain. 读者朋友,当你遇到难句,经过思考分析,终于征服了它,你有怎样的感觉?下面我们提供上句的译文。你不妨先自译,而后再读我们的参考译文不迟。 参考译文: Pierson和Cotgreave在给《自然》这本科学杂志的一封信中说,对他们跟踪调查的252名科学家每篇文章被引用次数来看,那些已经移居美国的要比仍留居英国的要多得多。

PLUGGING THE BRAIN DRAIN

Arbiters of truth,the first line of defense for rule of law,guardians of justice—and they’re paid like entry-level interns and unskilled laborers.An assistant judge with three to five years of experience in a rural local court takes home about 2,000 RMB per month,and a chief judge in a less developed region(with more than ten years of experience)can only

龙江振兴背景下大学生留省就业思想行为引导策略研究

随着东北振兴战略的持续深入实施,黑龙江作为东北地区的一个重要省份,正在积极推进经济、社会和文化的全面振兴和发展。在龙江振兴的大背景下,大学生留省就业对于地方经济的发展、人才储备的完善以及区域竞争力的提升具有重要意义。然而,当前黑龙江省大学生留省就业还面临诸多不利因素,因此,该文旨在分析这些问题,并提出促进大学生留省就业的思想行为引导策略。

高原地区中医医院人才流失的原因与对策

人才流失是我国各地区、各行业普遍存在的问题,其中医疗行业人才流失是阻碍医院高质量发展的关键原因,高原地区医疗行业人才流失情况更为严峻。文章分析高原地区三甲中医医院人才流失情况,寻求改善人才流失情况的相关措施,降低高原地区高层次人才流失率。为强化医院管理制度落实,提升医院文化建设,加强人文关怀,提出解决人才流失问题的相应对策,为高原地区医院吸引人才、留住人才、用好人才等相关人才问题提供相应的理论借鉴。

东北地区公共卫生机构人才流失对组织凝聚力的影响--基于有调节的中介模型检验

目的:深入探讨人才流失对组织凝聚力的影响机制,以期破解东北地区人才流失导致的问题,消除影响公共卫生机构核心凝聚力的不利因素。方法:采用方便抽样与滚雪球抽样相结合的方式,调查有效问卷11912份,并运用描述性统计、回归分析以及有调节的中介效应分析等方法对数据进行系统分析。结果:人才流失对组织凝聚力具有显著的负向影响(β=-1.29,P<0.001);而角色超载在两者之间起部分中介作用,中介效应显著(效应值=-0.56,95%CI=-0.67~-0.46),中介效应占总效应的43.4%;月收入能够显著调节角色超载对组织凝聚力的影响(β=1.00,P<0.001)。结论:建议通过调整薪资待遇水平来缓解公共卫生人员角色超载感,采取长效激励机制等策略来降低人才流失的负面影响,进而增强组织凝聚力,为相关机构提供理论和实践指导。

面向全球南方的人才竞争加剧

半个多世纪以前,学生国际流动开始受到大学的关注,包括师生和科研人员在内的人才流失被认为对人才来源国造成直接损失。21世纪以来,人才流失成为全球人才流动的常见模式,人才流入和人才环流两个概念的出现意味着人才流动可能具有积极意义。虽然海外分校、特许经营项目、“三明治课程”一定程度上帮助全球南方国家获得发展,全球北方国家的主流政策仍致力于提高国际学生的居留率,以增加其熟练劳动力数量,进而促进经济发展和应对人口老龄化。对六个北方国家的大学教师教育经历与职业流动情况的研究也发现,近年来六国拥有南方国家教育经历的大学教师比率不断增加,且跨国攻读博士学位是学术人才流失的主要通道,再次证明南方国家学术人才流失的加剧。

运用“朋辈效应”缓解农村青年人才流失问题的路径研究

青年是我国改革、发展的重要动力,是最有力量的“强国一代”,对我国政治、经济、社会等多个领域都产生重要的贡献。在新时代背景下,参与乡村振兴是作为“强国一代”的青年应当承担和肩负的重要责任。2024年中央一号文件再次提出“壮大乡村人才队伍”,通过实施乡村振兴人才支持计划,加强对乡村本土人才的培养,全面提高农民的综合素质。解决农村地区青年人才流失问题刻不容缓。

医院近10年人才流失现状分析与思考

目的 回顾并分析南京医科大学第一附属医院2005-2014年人才流失现状及原因,提出相应对策与建议.方法 采用SPSS20.0统计软件对医院人才流失的数量、性别、年龄、学历、职称、院龄、岗位类别、用工方式、高层次人才等特征指标进行描述和统计分析.结果 2005-2014年医院人才流失234人,流失人员平均年龄（32.35±7.38）岁、平均院龄（6.82±5.81）年,高层次人才流失数量呈现上升趋势.人才流失各项指标中,构成比最高的分别为：女性（60.7%）,26~30岁年龄组（32.1%）,本科学历（36.3%）,初级职称（56.4%）,0~5年院龄组（50.8%）,医护岗位（80.3%）,编外性质（61.1%）.人才流失原因多为薪酬待遇、个人发展、执业环境、家庭因素.结论 医院应针对医院管理、组织环境、个人等原因采取相应对策,提高人才队伍的稳定性,降低人才流失风险,促进医院可持续发展.

潍坊市公立医院卫生人才流失的现状分析及对策研究

目的对公立医院卫生人才流失现状进行实证研究,分析其原因并提出相应对策。方法采用分层抽样方法对潍坊市29家公立医院卫生人才进行问卷调查。结果公立医院卫生人才流失现象较为普遍,流失率为30.9%,流失原因多为个人发展、薪酬、执业环境。结论应采取相应对策提高公立医院卫生人才的稳定性,完善相应的管理机制,规范人才的合理流动。

西部人才流失的现状、原因及对策

西部大开发人才是关键。由于东西部地区经济发展差距的客观存在 ,西部人才大量流失 ,只有真正做到以人为本 ,尊重知识 ,从根源上对人才流失问题进行综合治理 ,才能遏制“孔雀继续东南飞”的状况 。

国有企业人才流失的成因及对策探析

当前 ,我国国有企业的人才流失问题比较严重。若不能尽快扭转这种局面 ,必然会影响国有企业的生存和发展。文章根据问卷调查统计结果和相关数据 ,对我国国有企业人才流失的主要原因进行了分析 ,涉及工资待遇不高、激励机制低效、人事管理不力、能力发挥不足、发展前景不佳等方面 ,探讨了通过企业文化、薪酬待遇、激励强化、制度优化、人力开发等方式来稳定人才的对策。

发展中国家人力资本外流的经济学分析

人力资本对现代经济增长至关重要,知识经济时代的到来,使得人力资本越来越成为最重要的战略性资本。但发展中国家不仅人力资本短缺,而且还存在着大量的人力资本外流现象。本文从人力资本的特性出发,分析发展中国家人力资本外流的供给条件和需求原因,分析这种流动对流出国和流入国的影响,并针对发展中国家人力资本政策提出建议。

护理人员离职的原因及对策分析

目的分析护理人员离职的原因,探讨改进护理人力资源管理的对策。方法通过电话回访离职护士的形式,归纳总结护理人员离职的原因。结果护理工作的高负荷、工作压力大、护理"职业高原"因素、福利待遇低及护理差错风险等因素是护士离职的主要原因,护士离职还与其年龄、学历、职称及工龄有关。结论合理安排护理人力资源,加强护理风险管理,提高护理人员整体素质,增加发展机会,提高护士待遇,是减少护理人员离职的重要措施。