Migration of skilled professionals across the border: Brain drain or brain gain?

Bhardwaj, Bhawana; Sharma, Dipanker

doi:10.1016/j.emj.2022.12.011

Cited by 34 publications

(10 citation statements)

References 130 publications

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“…The global movement of intellectual human resources representing the context of globalization, where there is a widespread trend of skilled professionals from less developed countries moving to more advanced ones, resulting in the transfer of knowledge and expertise (Amadi & Vundamina, 2023;Sajjad, 2011). Bhardwaj and Sharma (2022) put forth an argument that is consistent with prior international migration theories, which propose that wage disparities, employment opportunities, higher salaries, and improved family life are the underlying reasons for migration. Over the past few decades, the focus of the researchers on effectiveness of human resource management practices toward retention of employees has been increased (Hassan, 2022) by recognizing that individuals are a valuable source of competitive advantage.…”

Section: Introductionmentioning

confidence: 73%

Brain drain in Pakistan's pharmaceutical industry: factors and solutions

Khan,

Hayyat,

Ziaullah

et al. 2024

Business and Society Review

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This study sheds light on strategies for retaining skilled pharmacists in Pakistan's pharmaceutical sector, offering valuable insights for both academia and industry stakeholders by investigating the impact of human resource management practices, including training and development, compensation and rewards, job performance, and job satisfaction, on employee retention. It also examines the moderating role of career growth in this context. Theoretical foundations are grounded in international migration theories and social exchange theory, providing a comprehensive framework for the study. A cross‐sectional survey design was used to collect data from 254 pharmacists in southern Punjab, Pakistan. Structural equation modeling (SEM) was employed for data analysis. Findings reveal that training and development, compensation and rewards, job performance, and job satisfaction all have significant direct effects on employee retention. Additionally, career growth acts as a crucial moderator, strengthening the relationship between training and development and job performance, as well as compensation and rewards and job satisfaction in relation to employee retention. Theoretical implications emphasize the importance of tailored training programs, fair compensation practices, and career growth opportunities. Practical recommendations include creating a positive work environment, rewarding high‐performing employees, and fostering career development. Future research directions encompass longitudinal studies, the influence of organizational culture and technology, regional variations, and additional factors affecting retention.

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Section: Introductionmentioning

confidence: 73%

Brain drain in Pakistan's pharmaceutical industry: factors and solutions

Khan,

Hayyat,

Ziaullah

et al. 2024

Business and Society Review

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“…In developing and shaping the future of the VR adoption field, we utilize our findings and refer to Paul et al (2021) Theory, Context, Characteristics, and Methodology (TCCM) framework to suggest a set of future directions in the field of VR adoption and discuss the contributions and implications in the field of VR. This approach helps in aiding with further development of the field (i.e., one of the key objectives of a systematic review) (Basu et al, 2022; Bhardwaj & Sharma, 2022; Paul & Bhukya, 2021; Paul & Criado, 2020; Paul & Dhiman, 2021; Paul et al, 2021).…”

Section: Future Research Agendamentioning

confidence: 99%

Virtual reality: A review and a new framework for integrated adoption

Fares,

Aversa,

Lee

et al. 2024

Int J Consumer Studies

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Scholarly research on virtual reality (VR) is characterized by a dynamic tension between VR's potential and the challenges impeding its adoption. Grounded in a mixed‐methods systematic review, this research examines the drivers influencing consumer VR adoption by rigorously combining qualitative and quantitative analyses of 158 scholarly articles ranging from 1996 to 2023. Based on an extensive analysis of VR adoption literature, we introduce the Virtual Reality Integrated Adoption Framework (VRIAF), which is the first mixed‐methods systematic review focusing exclusively on VR adoption. This empirically substantiated model integrates key determinants of VR adoption such as consumer attitudes, perceived enjoyment, ease of use, social influences, and previous user experiences. The research identifies four pivotal themes through qualitative exploration, further elucidated by quantitative meta‐analyses and weight analyses. These themes encompass the user experience in VR environments, the role of VR in construction and design, the immersive attributes of VR technologies, and the ongoing technological advancements influencing adoption patterns. This research contributes significantly to the theoretical understanding of VR adoption and provides practical insights for VR professionals. By delineating future research directions, the study bridges the gap between theoretical exploration and practical application, offering a valuable resource for both scholars and practitioners in the field of VR.

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“…Restelli [2], Bhardwaj and Sharma [4], Mohamed Aslam and Alibuhtto [36], Bollyky, Graetz [37], Ahmad and Arjumand [38], Islam and Khan [39] UnemploymentÀ !Migration (+)…”

Section: Variablementioning

confidence: 99%

Unveiling Sri Lanka’s brain drain and labour market pressure: A study of macroeconomic factors on migration

Kaluarachchi,

Jayathilaka

2024

PLoS ONE

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The purpose of this study is to explore the impact of GDP per capita income (GDPPCI), unemployment, higher education (HE), and economic growth (EG) on migration in Sri Lanka. Numerous global and local studies have explored the influence of macroeconomic and socioeconomic factors on migration. In the Sri Lankan context, fewer studies have probed the impact of GDPPCI, unemployment, HE, and EG on migration, particularly concerning brain drain and domestic labour market pressure. An applied research methodology was adopted, utilising annual data from 1986 to 2022. The statistical data were sourced from reports by the Sri Lanka Bureau of Foreign Employment (SLBFE), the Central Bank of Sri Lanka (CBSL), Labor Force Survey Data from the Department of Census and Statistics (LFSDCS), and University Grants Commissions (UGC). This study utilised the Vector Error Correlation model (VECM), Vector Auto-regression (VAR), and Granger Causality test through STATA. The empirical findings of the VAR model highlighted that GDPPCI and EG negatively impact migration, whereas unemployment and HE positively affect migration. The study’s implications demonstrated that GDPPCI, unemployment, HE, and EG were the primary factors influencing the country’s migration decisions. These findings will hopefully inform and guide the Sri Lankan government and policymakers for more effective decision-making.

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Migration of skilled professionals across the border: Brain drain or brain gain?

Cited by 34 publications

References 130 publications

Brain drain in Pakistan's pharmaceutical industry: factors and solutions

Brain drain in Pakistan's pharmaceutical industry: factors and solutions

Virtual reality: A review and a new framework for integrated adoption

Unveiling Sri Lanka’s brain drain and labour market pressure: A study of macroeconomic factors on migration

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