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.

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。

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。

社会网络视角下兵团人才本土化研究

本土化人才队伍建设是兵团实现经济高质量发展和更好履行维稳戍边使命的重要支撑。结合社会网络理论,将兵团人才本土化过程划分为引入期、适应期和融入期,并分析不同时期人才的社会网络关系和结构特征。在归纳兵团人才本土化主要做法的基础上,分析人才本土化过程中存在引入期规划不明确、适应期工作支持网络缺乏、融入期情感支持网络不足等问题。最后从社会网络塑造角度构建新时期推进兵团人才本土化的思路,提出要拓展人才引入渠道、加大人才适应支持、加强人才融入管理。

某肿瘤专科医院人才流失现状分析及对策研究

目的:探讨专科医院人才流失问题及其对策。方法:分析安徽省某肿瘤专科医院2017-2021年间人才流失情况,阐述了该院人才流失的主要原因及人才工作中存在的实际问题。同时通过对该院239名在职职工问卷调查,利用统计学分析人才流失的影响因素。结果:该院流失人员呈现以下特征:一线临床医护人员流失最为严重;年龄结构趋于年轻化;以聘用人员为主;硕士研究生及本科学历、初级职称及以下人员流失占比较大。影响因素分析得出:医患关系、工作自主权、人才培训培养和发展、工作压力、医院组织文化、工作配合等方面对人才的离职有显著影响。建议加强肿瘤专科医院人才管理制度和队伍建设,促进专科医院高质量发展。

某疾控中心近十年卫技人才流失现状分析及对策

目的通过分析浙江省某疾控中心卫技人才流失现状、特点、原因及存在的问题,为疾控人力资源管理提供有限的科学依据。方法导出疾控人事管理信息系统2011年1月—2021年12月因辞职、调出等各类流失卫技人才共42人的信息并整理,通过描述性统计分析卫技人才流失的年龄、学历、职称等分布特征。结果流失人员中硕士学位流失人员最多,其次为博士学位,专业技术级别中初级、中级占大多数。结论疾控人员流失呈高学历、低职称、年轻化趋势,应通过制订科学合理的人才建设规划,完善职称晋升制度和人才激励机制,激发疾控人才队伍活力和创造力,构建人才高地。

海外华侨华人科技人才的环流研究

世界已进入科技发展引领全球经济的新时期,科技的进步和变革带来的是对创新要求的不断提升。当前,在全球人才战略严峻的局面下,全球人才流动模式已不再是以往的单向从人才输出国到人才输入国(人才流失),而是开始了双向的流动(人才环流)。人才环流下的“共享效应”也将有利于人才输出国的经济社会发展。在新时代,我国进入了新的发展阶段,更为迫切地需要人才资源的支持。欧美发达国家和地区外来移民政策的调整,对国际人才流动带来了新的影响。我国在人才引进、培养方面,一方面,应从“人才共享”模式下强调“人”的回归转变为强调“才”的回归,特别是海外华侨华人中的科技人才,另一方面,应秉持更加开放的人才理念,完善人才移民体制,让海外华侨华人中的科技人才能够进入国内和融入国内,助推国内的创新发展。

邢台市装备制造业中小企业人才流失控制对策研究

邢台市正在推动制造强市建设,装备制造业中小企业扮演着至关重要的角色。文章综合分析邢台市装备制造业中小企业人才流失的原因,从社会、企业、个人三方面提出相应的控制对策,供相关企业参考。

基于政府主导与社会支持的发展战略——印度天才儿童教育研究

印度作为世界上第二人口大国,一直将教育作为国家发展战略的重点,而追求卓越是印度教育战略的主题之一。印度在不同时期对于“天才儿童”有不同的理解。现代印度为天才儿童教育制定了一系列项目计划,如天才寻找计划、天才激励计划等。在天才的选拔和培养方面,印度大多通过私立学校、专门学校或举办奥林匹克竞赛等来开展。同时,印度也面临着天才儿童识别困难、天才教育缺乏创新及精英人才外流严重等挑战。

基于人工智能的河北省人才晋升机制研究

针对河北省人才流失问题展开调查,调查显示河北省人才流失状况一直存在。经过问卷调查统计发现,由晋升不利导致的能力与待遇不对等情况是人才外流的主要原因。通过对河北省现有晋升制度进行分析,发现了诸多问题,并提出了解决方案。提出了结合当前先进的人工智能方式取代人为评价的方案,为了验证方案的可行性,以某高校讲师晋升副教授为例进行验证,实验证明该方法比传统的人为评价更科学、更全面、更严谨,效果非常理想。

地级市医院人才流失原因分析与对策探讨

人才作为促进发展最具能动性及增值潜力的资源,成为医院在市场竞争中取胜的关键要素.随着医疗市场化的发展,加之城市医院发展的差异性,资源相对不足的地级市医院面临着人才流失的重大挑战,严重影响医院综合水平的提升,如何有效缓解和防范地级市医院的人才流失,是一个迫切需要研究的问题.本文通过分析地级市医院人才流失问题现状,以问题为导向,提出完善医院人才管理工作方法,促进医院高质量发展.

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.