Migration intentions of Lithuanian physicians, nurses, residents and medical students

Goštautaitė, Bernadeta; Bučiūnienė, Ilona; Milašauskienė, Žemyna; Bareikis, Karolis; Bertašiūtė, Eglė; Mikelionienė, Gabija

doi:10.1016/j.healthpol.2018.07.001

Cited by 53 publications

(39 citation statements)

References 38 publications

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“…Therefore, special attention of healthcare managers should be devoted to measurement and improvement of physicians' satisfaction. Numerous European studies reported that physicians' dissatisfaction with working conditions could be an emigration driver [46][47][48]. In terms of the migration problem, the vast majority of the study participants with intention to migrate indicated, inter alia, better training opportunities abroad as a reason for migration (57% respondents "strongly agreed" and 36% "agreed").…”

Section: Discussionmentioning

confidence: 95%

Exploring Satisfaction and Migration Intentions of Physicians in Three University Hospitals in Poland

Dubas‐Jakóbczyk

Domagała

Kiedik

et al. 2019

IJERPH

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Introduction: University hospitals constitute a unique group of health care organizations which traditionally link three functions: (1) providing highly specialized services, (2) teaching activities, and (3) conducting research. Objectives: To assess the level of carrier satisfaction among physicians working in three university hospitals in Poland (1); to assess whether the physicians have the intention to migrate and what the main reasons for migration are (2); and to identify the actions that might be taken at the hospital level to mitigate physicians’ intentions to migrate (3). Methods: Cross-sectional study with both quantitative and qualitative components. In the quantitative part, an online questionnaire was distributed among physicians working in three university hospitals. A total number of 396 questionnaires were analyzed. In the qualitative part, in-depth interviews with six hospital managers were conducted and analyzed using thematic analysis. Results: On a scale from one “very dissatisfied” to six “very satisfied”, the mean career satisfaction of physicians was 4.0 (SD = 0.74). The item with the lowest mean concerned salary level (2.8, SD = 1.41). In the sample, 34% of physicians declared intentions to migrate from Poland. The main reasons for the intention to migrate were: Better working conditions abroad, higher earnings, the ability to maintain better work-life balance, better training opportunities abroad, and problems due to a stressful current workplace. Hospital managers considered the actions that can be taken at the hospital level to mitigate physicians’ migration to be specific to those focused on the working environment. Conclusions: Career development opportunities and features related to the working environment are the main factors influencing physicians’ satisfaction and migration intentions that can be modified at the university hospital level.

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Section: Discussionmentioning

confidence: 95%

Exploring Satisfaction and Migration Intentions of Physicians in Three University Hospitals in Poland

Dubas‐Jakóbczyk

Domagała

Kiedik

et al. 2019

IJERPH

View full text Add to dashboard Cite

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“…Brugha et al themselves point to similar contemporary European structures of migration -rationales and proportions -for Portugal, 4 Germany, 5 Romania, Greece and the United Kingdom. To those can be added Lithuania 6 and Iceland. 7 The proportions that wish to leave are generally highest in relatively poor countries, and lowest in the richest; however Iceland proves an exception, with 63% at least 'considering' migration whereas in eastern Germany the similar figure was 30%.…”

Section: Globalizationmentioning

confidence: 99%

Doctor Retention or Migration: From Ireland to the World? Comment on "Doctor Retention: A Cross-sectional Study of How Ireland Has Been Losing the Battle"

Connell

2020

Int J Health Policy Manag

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The recent study of prospective doctor migration and retention suggests that more than half of junior doctors intend to migrate from Ireland. While intent is not necessarily outcome, such intentions match similar survey results in Ireland and elsewhere. The rationale for migration is described as a function of difficult workplace circumstances (notably long hours and mismanagement). Lifestyle factors may however also be important for both migration and significant levels of return migration. These are related to family formation, and to an established culture of migration, that has contributed to a considerable circularity of mobility and migration, primarily between Anglophone countries. International migration may also have unspecified regional variations and impacts. Migration has taken a similar form for half a century and longstanding policies to constrain its more damaging impacts have been conspicuously unsuccessful yet responses remain urgent.

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“…Little of the new knowledge or knowledge from the established, receiving systems finds its way back to the developing countries. Thus, given current economic and social incentives for talented practitioner to leave their homelands, there are direct and negative consequences in terms of global health equality (Goštautaitė et al, 2018 ).…”

Section: Introductionmentioning

confidence: 99%

Global responsibility vs. individual dreams: addressing ethical dilemmas created by the migration of healthcare practitioners

Hossain

2020

Global Bioethics

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Background The migration of health care professionals from developing to developed countries is a trend. This migration benefits the destination countries but is quite often devastating to healthcare systems within the home countries. Skilled practitioners from developing countries forego opportunities in their homelands to migrate to developed countries. This leaves a vacuum of talent, weakening the health systems in the 'home' countries. Methods This piece analyzes the consequence of such migration through the lens of the four principles of Universal Declaration of Bioethics and Human rights (UDBHR): equality, justice and equity, solidarity and cooperation, and sharing of benefits. Results In the light of moral imagination and moral reflection, we can understand one another as global citizens. Policymakers must develop guides to restore balance and ensure equitable healthcare worldwide. Incorporating ethics education in medical schools and hospitals, implementing temporary migration visas, and helping home countries offer attractive compensation can address this concern. Conclusions Health is a universal human right; the well-being of all must be addressed without overly limiting the rights of practitioners to build the lives they imagine. On the other hand, practitioners should consider themselves global citizens and consider their ethical obligations when considering their migration.

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Migration intentions of Lithuanian physicians, nurses, residents and medical students

Cited by 53 publications

References 38 publications

Exploring Satisfaction and Migration Intentions of Physicians in Three University Hospitals in Poland

Exploring Satisfaction and Migration Intentions of Physicians in Three University Hospitals in Poland

Doctor Retention or Migration: From Ireland to the World? Comment on "Doctor Retention: A Cross-sectional Study of How Ireland Has Been Losing the Battle"

Global responsibility vs. individual dreams: addressing ethical dilemmas created by the migration of healthcare practitioners

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