جستجوی مقالات مرتبط با کلیدواژه "emigration" در نشریات گروه "پزشکی"

Although the upstream documents emphasize the retention and attraction of talents and scientific authority, the immigration rate of talents and healthcare professionals has been rising in recent years, and the country's growth in line with scientific authority has not been favorable. To achieve scientific authority and talent management, China has implemented various programs that will be analyzed in this research as a successful model.

The data collection of this study was done based on the review and selection of domestic and international articles, books, news, and documents. In addition, internal and external databases were also used to extract the required data. Finally, data analysis was done using the content analysis method.

The Chinese government has greatly increased the return of talent to China by implementing several successful programs and providing the necessary infrastructure and budgets by keeping a high level of sending students abroad. The first program was aimed at internal empowerment by implementing three projects, and the second program was in the direction of cultivating, maintaining, and attracting talents in the form of nine main programs.

Considering the insufficient efficiency of the programs implemented inside the country and the acceleration of the migration of talents and specialists, and in line with the movement towards scientific authority, actions such as improving the quality of the country's higher education system, improving the level of international scientific collaboration, and revising upstream documents related to the affairs of talents and the establishment of a capable structure in the management and coordination of programs implementation are suggested

Nurses play a crucial role as one of the primary pillars of the healthcare system. The training of proficient nursing staff incurs significant costs for the healthcare system, and their departure leads to irreparable harm across various sectors of their home country. The purpose of this study was to determine and prioritize the factors affecting the migration of nurses based on the opinions of hospital managers.

This quantitative study utilized hierarchical analysis through Expert Choice software to examine the perspectives of nursing managers from selected hospitals in Tehran, employing a census approach with a 95% participation rate.

Out of 57 participants, the psychological factor emerged as the most influential, with a weight value of 0.746. Within the realm of psychological factors related to the country of origin, the absence of spiritual and psychological support in the workplace, with a weighted value of 0.458, was singled out as the primary cause. Gender discrimination within the country of origin, carrying a weighted value of 0.193, was highlighted as the foremost individual factor. Moreover, environmental factors in the destination country, with a weight value of 0.765, outweighed those in the country of origin.

Upon analysis of the data, psychological factors were identified as the top priority, followed by economic considerations. Thus, policymakers and managers are urged to implement innovative strategies, recognizing the importance of addressing both psychological well-being and economic stability.

In recent years, the process of immigration of students, professors and healthcare professionals has significantly accelerated. In this research, the trend and causes of migration of talents and professionals are studied with a multidimensional perspective. Subsequently, policies related to expansion of the country's higher education system, governmental support for research and development, and creation and intensification of migration drivers will be studied as examples.

The data collection method of this study is both quantitative and qualitative, including review of articles, books, documents, and national and international databases as well as the opinions of the elite panel using content analysis method.

Simultaneous with the cultural and social developments of the last twenty years, the inefficient adopted policies related to non-futuristic expansion of the capacity of universities and higher education centers without considering improvement of the quality of education and research, have caused an important part of human resources and the country's budget to not be exploited. Implementation of these policies has impeded scientific, social, economic and political growth for at least two decades, and on the other hand, has turned the country's development opportunity into a driver and intensifier of the factors affecting immigration.

The country should carry out fundamental revisions in some past policies and programs, especially in terms of education, research, and technology, in order to achieve desirable economic-social development and scientific authority. Delay in this matter will undoubtedly lead to irreparable losses for the country.

Nowadays, one of the most important challenges for health policymakers is the phenomena of emigration of health graduates. The aim of this manuscript is to assess and analyze factors that influence retaining and maintaining health elites in Iran. Since this issue is complicated and multidimensional, and as it has happened gradually, It is simplistic to think that the problem can be resolved by providing a simple, quick and effective solution. However, it is possible to take measures to solve the problem. Accordingly, in this article, we have presented the existing challenges for faculty members and health elites staying in Iran, and subsequently, the existing strategies to maintain this group in the country.

Brain drain is a phenomenon that has become more widespread in recent decades. This issue is gradually becoming a crisis in Iran. Considering the importance of maintaining the elites in the country, this study endeavors to offer solutions to manage this crisis.

In this qualitative study, the opinions of experts on the issue of brain darin were received and analyzed using a crowdsourcing system. Coding method, content analysis and Maxqda10.2 qualitative data analysis software were used to analyse data.

Key results were classified into three main categories: causes of brain drain, its consequences and management strategies. Data analysis lead to extraction of three main categories including: 1) causes of elite migration with two subcategories of repulsive factors of origin and gravity of destination countries;  2) consequences of elite migration with 2 subcategories of elite migration threats and elite migration opportunities; and 3) elite migration strategies with six subcategories of accurate problem recognition, reforming the nurturing system and supporting the elites, establishing and strengthening the system of innovation, reforming the administrative system and meritocracy, promoting the status and dignity of human resources,  fulfilment of the obligationof macro-policymakers.

Elites tend to migrate due to repulsion of the country of origin and multiplicity ofattractions in the destination country. Policymakers in various fields are expected to develop clear programs and laws to manage and eliminate retention of elites and strengthen attractions to prevent the brain drain.

The emigration process of nurses as the main human resources of the health system is worrying. The study aimed to determine the relationship between job satisfaction and the desire to emigrate among the nurses in Tehran.

This correlational study was performed on the nurses of public hospitals in Tehran. We used random classified sampling to determine the hospitals. A research questionnaire was also used, including three sections: demographic information, job satisfaction, and desire to emigrate. The content validity of the questionnaire was 9.5, and the obtained Cronbach’s alpha was 0.89. The SPSS software was used to analyze the data.

The average level of the desire to emigrate was high (30.2). The job satisfaction of the participants was reported to be moderate. There was a significant negative correlation between job satisfaction and desire to emigrate (p < 0.05, r =-0.24). The correlation between job satisfaction aspects, including the job situation, job environment, salary and benefits, and social attitude to the nursing profession with the desire to emigrate, was also meaningful. However, there was not any statistical relationship between colleagues in the job environment and the job’s effect on the personal life and the desire to emigrate.

This study showed that the nurses had a high desire to emigrate. There was a significant relationship between the desire to emigrate and the job satisfaction of nurses. Increasing the satisfaction of different aspects of the job can prevent the educated and valuable members in the healthcare system from leaving the country.

“Brain Drain” or “geniuses’ immigration” is one of the known immigrations; this phenomenon has caused human capitals transfer from developing to developed countries. This kind of immigration among medical graduates can cause different complications for health care services’ structure in each country. The Present study has investigated brain drain among geniuses and medical and health care professionals in Iran in 2013. The Present research is a descriptive survey whit a Scientometric approach. The Study population consisted of Iranian researchers’ and academic board members’ scientific outputs in medical area at 88 top industrialized and developed countries that were chosen according to valid systems of university rankings around the world. Findings showed that only 489 (8%) of 6126 scientific articles produced by investigated immigrants before their immigration and a significant part of articles more than 5637 (92%) have been published abroad. Besides، findings indicated that most of scientific products have been compiled in the United States of America and Britain، representing 2090 and 1036 respectively. Furthermore، a small part of Iranian immigrants’ scientific outputs have been prepared in collaboration with researchers inside and nearly two thirds in collaboration with colleagues outside the country. It was found that more male researchers، compared to female researchers، immigrate. Besides، more than half of these researchers immigrated to the United States of America and Canada; this can be attributed to these countries’ appropriate incentive and monetary policies، which will lead to the inefficiency of the attempts and actions taken by relevant organizations to keep and return these geniuses and professionals to the country in recent years.