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Economic challenges in Zimbabwe have seen most people relocating to different countries in a bid to earn a decent living. These movements are done at all levels, whether learned or general/ domestic workers. In doing so, a lot of brain drain is witnessed where many technical and expert personal are no longer offering their services to their home countries but elsewhere. The government of Zimbabwe has come up with a statutory instrument to grow the Zimbabwean economy at Provincial level so as to become an upper middle economy by 2030. With this challenge at hand, migration of these people has a lot of implication on the government’s devolution agenda as the local people are moving away from developing their area. Against this backdrop, the paper seeks to bring out migration dynamics in Matabeleland South Province which may hinder government efforts in achieving the agenda in the Province. Most of the people in the province are a source of cheap labour in the neighbouring South Africa and possibly Botswana. Using qualitative research methods, the researchers purposively sampled some families in Gwanda and conveniently selected some government departments to establish the purpose and impact of the devolution program. Through some interviews carried out, the research established that many people especially youths in the Province migrate to South Africa as cheap labour and that impacts negatively on the devolution agenda and the vision 2030 in the Province. As a result the researchers therefore recommend that the government of Zimbabwe should put in place stringent measures at the boarder places so that the easy flow of human traffic as boarder jumpers is curbed.

Nigerian public tertiary education has witnessed many industrial crises in recent times which has consistently led to the closure of public tertiary institutions on several occasions and for more than a continuous period of up to eight months in the public universities in 2022. This is a result of elongated strikes embarked upon by the workers in Nigerian public tertiary institutions. At the core of the problem is underfunding of the tertiary institutions characterized by decaying infrastructure, low wages and low morale. Government is the significant financier of public tertiary education in Nigeria. However, it is now generally agreed by all stakeholders, including the government, and workers’ Unions that the government is finding it increasingly difficult to fund tertiary education. With dwindling resources and increasing government expenditure across all sectors, it has become evident to all that the government cannot continue to almost solely fund tertiary education. The focus of this paper is to examine the challenges presented by the current funding model, the implications of inadequate funding and the recommendation of possible alternative models which has the potential to enhance effective and qualitative higher education and put an end to perennial strikes in the Nigerian public tertiary institutions.

The outmigration of highly educated people from a country is what's known as a "brain drain," and it's a problem in many countries. "Trade, education, and skilled human resources for trained health professionals" are the areas that are most negatively impacted by the brain drain, according to Dodani and LaPorte (2005). Brain drain may have beneficial impacts, such as creative and skilled individuals leaving their own nation to develop and discover who they are, and it can also enable immigrants to spend time living in other countries. The brain drain may also have unintended consequences, such as a reduction in human capital (Dodani and LaPorte, 2005, p. 488). Not only does relocating bright people to regions with ideal circumstances for development contribute to globalization, but it also helps contribute to the impression that the whole globe is just one big, happy family. The end effect of this is a rise not just in the average level of human capital but also in the total levels of economic productivity (Stark, 2004, p. 15). Although there are certain positive outcomes that may be attributed to brain drain, overall, it has more unfavorable consequences. This is true not just for the economy of the nation from which educated people travel, but also for the economy of the nation to which these persons eventually go. The loss of intellectual talent is by far the most significant factor contributing to the inability of developing nations to catch up with other nations in terms of technological advancement. People opt to leave their nation for a variety of reasons, the top three being a lack of employment prospects, social injustice, and financial instability. It represents the biggest number of people who want to leave their nation in search of better professional opportunities elsewhere. According to Davis and Hart (2010), "In 2000, a person with a university or graduate degree was legally able to be six times more likely to migrate than a person with less than one education." This means that people who can contribute to the growth of the economy, and therefore the growth of the nation, are leaving the country.

The outmigration of highly educated people from a country is what's known as a "brain drain," and it's a problem in many countries. "Trade, education, and skilled human resources for trained health professionals" are the areas that are most negatively impacted by the brain drain, according to Dodani and LaPorte (2005). Brain drain may have beneficial impacts, such as creative and skilled individuals leaving their own nation to develop and discover who they are, and it can also enable immigrants to spend time living in other countries. The brain drain may also have unintended consequences, such as a reduction in human capital (Dodani and LaPorte, 2005, p. 488). Not only does relocating bright people to regions with ideal circumstances for development contribute to globalization, but it also helps contribute to the impression that the whole globe is just one big, happy family. The end effect of this is a rise not just in the average level of human capital but also in the total levels of economic productivity (Stark, 2004, p. 15). Although there are certain positive outcomes that may be attributed to brain drain, overall, it has more unfavorable consequences. This is true not just for the economy of the nation from which educated people travel, but also for theeconomy of the nation to which these persons eventually go. The loss of intellectual talent is by far the most significant factor contributing to the inability of developing nations to catch up with other nations in terms of technological advancement. People opt to leave their nation for a variety of reasons, the top three being a lack of employment prospects, social injustice, and financial instability. It represents the biggest number of people who want to leave their nation in search of better professional opportunities elsewhere. According to Davis and Hart (2010), "In 2000, a person with a university or graduate degree was legally able to be six times more likely to migrate than a person with less than one education." This means that people who can contribute to the growth of the economy, and therefore the growth of the nation, are leaving the country.

Özet: Beyin göçü, nedenleri ve sonuçları itibariyle küreselleşen dünyanın somut bir olgusudur. Ekonomik gelişmişlik, altyapı, politik öncelikler, stratejik vizyon, niteliklerin karşılanma oranı ve sosyal hayat kalitesi gibi birçok husus beyin göçünü şekillendiren doğrudan ve dolaylı faktörlerdir. Dünyadaki ekonomik, politik, sosyal ve kültürel faktörler doğrultusunda dönemsel olarak beyin göçü yoğunlukları farklılaşabilmektedir. Bu durum, akademik çalışmaların alanlarını genişletmekte ve farklı disiplinleri birbirine yaklaştırmaktadır. Bu çalışmada amaç, beyin göçü kavramını ele alan makalelerin araştırma kapsamını detaylı bir şekilde analiz etmektir. Bu çerçevede, çalışma beyin göçü konusundaki güncel konuların ne olduğunu ortaya koyan önemli bir kaynak konumundadır. Dahası bu çalışma ile, göç olgusunun birçok yönüyle VOSviewer aracılığıyla analiz edilmesine ilave olarak beyin göçü literatürünün de aynı araçla analiz edilerek bu yönde katkı sunulması amaçlanmıştır. Web of Science Core Collection veri tabanında, beyin göçü kavramına ilişkin olarak yıl itibariyle 100 ve üzeri yayının bulunduğu 2008-2022 arasında yayınlanan İngilizce dilindeki çalışmaların VOSviewer 1.6.18 yazılım programı aracılığıyla bibliyometrik analizi yapılmıştır. Çalışmada analiz birimi olarak yalnızca araştırma makaleleri incelenmiştir. Yıl ve yayın türü kısıtlarına ek olarak, Web of Science kategorisine göre en az 50 çalışmanın yayınlandığı ilk 16 kategori dikkate alınmıştır. Elde edilen 1383 yayın sınıflandırılmış ve incelenmiştir. İnceleme sonucunda en fazla çalışmanın yapıldığı ülke Amerika Birleşik Devletleri (ABD), en fazla çalışmanın ve atıfın alındığı yıl 2021 yılı, en çok geçen anahtar kelime beyin göçü (brain drain) olarak tespit edilmiştir. Ayrıca en fazla atıf alan ülke yine ABD’dir. En fazla yayın yapan ve atıf alan yazar ise Frederic Docquier’dir. Abstract: Brain drain is a concrete phenomenon of the globalizing world regarding its causes and consequences. Many aspects, such as economic development, infrastructure, political priorities, strategic vision, qualification rate, and quality of social life, are direct and indirect factors that shape brain drain intentions. In line with the world's economic, political, social, and cultural factors, brain drain densities may vary periodically. This situation expands the fields of academic studies and brings different disciplines closer together. This study aims to analyze the research scope and orientation of the articles dealing with brain drain. For this reason, the study is an important source that reveals current brain drain issues. In the Web of Science Core Collection database, a bibliometric analysis of the English-language studies published between 2008 and 2022 on the concept of brain drain, which had 100 or more publications per year, was performed using the Vosviewer 1.6.18 software program. In the study, only research articles were examined as the unit of analysis. In addition to the year and publication type restrictions, the first 16 categories in which at least 50 studies were published according to the Web of Science category were considered. The 1383 publications obtained were classified and examined. As a result of the review, the country with the most studies was the USA, the year with the most studies and citations was 2021, and the most common keyword was brain drain. In addition, the country with the highest number of citations is the USA. The most published and cited author is Frederic Docquier.

The phenomenon of brain drain, that is the emigration of highly skilled people, has many undesirable effects, particularly for developing countries. In this study, an agent-based model is developed to understand the dynamics of such emigration. We hypothesise that skilled people's emigration decisions are based on several factors including the overall economic and social difference between the home and host countries, people's ability and capacity to obtain good jobs and start a life abroad, and the barriers of moving abroad. Furthermore, the social network of individuals also plays a significant role. The model is validated using qualitative and quantitative pattern matching with real-world observations. Sensitivity and uncertainty analyses are performed in addition to several scenario analyses. Linear and random forest response surface models are created to provide quick predictions on the number of emigrants as well as to understand the effect sizes of individual parameters. Overall, the study provides an abstract model where brain drain dynamics can be explored. Findings from the simulation outputs show that future socioeconomic state of the country is more important than the current state, lack of barriers results in a large number of emigrants, and network effects ensue compounding effects on emigration. Upon further development and customisation, future versions can assist in the decision-making of social policymakers regarding brain drain., Comment: Changes: minor language improvements, copyright notice

The devastating russian military invasion of Ukraine forced millions of people to flee their homes. Among those affected are highly skilled scientists, resulting in a significant loss of human capital for Ukraine, which is crucial for the post-war reconstruction. To address this pressing issue, the Young Scientists Council (YSC) at the Ministry of Education and Science of Ukraine launched the “Ukrainian Science Diaspora” initiative to mitigate the brain drain.The purpose of this study is to outline the first steps taken by this initiative. Moreover, it demonstrates lessons learned from the pilot meetings. The essence of the initiative is to keep links with scholars who left Ukraine and join the efforts of different migration waves of Ukrainian scientists for the further rebuilding of Ukraine. The YSC and other institutions prepared the analytical report on the needs and plans of Ukrainian scientists abroad. In addition, the paper highlights various events and activities organized by the YSC and other self-formed associations of Ukrainian scientists worldwide, working together to establish networks that could take the form of public organizations or be part of local unions of scientists. At present, efforts are focused on identifying Ukrainian scientists interested in joining this initiative, with the ultimate goal of identifying areas where Ukrainian scientists can participate in post-war reconstruction. The success of this initiative will undoubtedly play a crucial role in ensuring that Ukraine can retain its valuable human capital and continue to thrive in the face of adversity. AcknowledgmentThis study is co-funded by the European Union through the European Education and Culture Executive Agency (EACEA) within the project “Europeanisation of Doctoral Studies in Line with the Innovative Doctoral Training Principles in Europe: Towards a Common Future” 101083493 – EDOCS – ERASMUS-JMO-2022-HEI-TCH-RSCH https://edocs.snau.edu.ua/en/

Iron Curtain and Big Data are two words usually used to denote completely two different eras. Yet, the context the former offers and the rich data source the latter provides, enable the causal identification of the effect of networks on migration. Academics in countries behind the Iron Curtain were strongly isolated from the rest of the world. This context poses the question of the importance of academic networks for migration post the fall of the Berlin Wall and Iron Curtain. Using Microsoft Academic Knowledge Graph, a scholarly big data source, mapping of academics' networks is possible and information about the size and quality of their co-authorships, by location is achieved. Focusing on academics from Eastern Europe (henceforth EE) from 1980-1988 and their academic networks (1980-1988), We investigate the effect of academic network characteristics, by location, on the probability to migrate post the fall of the Berlin Wall in 1989 and up to 2003, marking the year many EE countries held referendums or signed treaties to join the EU. The unique context ensures that there was no anticipation of the fall of the Eastern Bloc and together with the data that offers unique rich information, identification is achieved. Approximately 30k academics from EE were identified, from which 3% were migrants. The results could be explained by two channels, the cost and signalling channel. The cost channel is how the network characteristic reduces or increases the cost of migration and thus acting as a facilitator or a de-facilitator of migration. The signal channel on the other hand in which the network characteristic serves as a signal for the academic himself and his quality and his potential contribution and addition to the new host institution, thus also serving as a facilitator or a de-facilitator of migration. We find that mostly network size and quality results could be explained by the cost channel and signalling channel, respectively. Size of the network tends to be more important than the quality, which is a context-specific result. We find heterogeneous effects by fields of study that align with previous lines of research. Heterogeneous effects are explained by two things: threat of attention and arrest from KGB and the role of reputation, language, and network barriers.

Brain drain is a growing concern for many countries experiencing large emigration rates of their highly educated citizens. While several European countries have designed preferential tax schemes to attract high-skilled individuals, there is limited empirical evidence on the effectiveness of fiscal incentives in a context of brain drain, and on migration responses beyond top earners. In this paper we investigate the effects of the Italian 2010 tax scheme "Controesodo", which granted a generous income tax exemption to young high-skilled expatriates who relocate to Italy. Eligibility requires a college degree as well as being born in 1969 or later, which creates suitable quasi-experimental conditions to identify the effect of tax incentives. Using a Triple Difference design and administrative data on return migration, we find that eligible individuals are 27% more likely to move back to Italy post-reform. Additionally, using social security data from the main origin country of Italian returnees (Germany), we uncover significant effects throughout the wage distribution, suggesting that mobility in response to tax incentives is a broad phenomenon not limited to top earners. A cost-benefit analysis reveals that the direct fiscal impact of the reform – a lower bound of the total effect in the presence of human capital externalities – is marginally positive, by virtue of the tax scheme targeting young high-skilled individuals.

Emigration of young, highly educated individuals may deprive origin countries of entrepreneurs. We identify exogenous variation in emigration from Italy by interacting past diaspora networks and current economic pull factors in destination countries. We find that a 1 standard deviation increase in the emigration rate generates a 4.8 percent decline in firms' creation in the local labor market of origin. An accounting exercise decomposes the estimated effect into four components: subtraction of individuals with average entrepreneurial propensity, selection of young and college-educated among emigrants, negative spillovers on firm creation, and selection on unobservable characteristics positively associated with entrepreneurship. (JEL F22, J23, J82, L26, M13, R23)

The brain drain problem has been studied in the literature as an interaction between push factors in developing countries and pull factors in wealthy countries. It is essential to measure these factors to address the problem efficiently. This study aims to improve the process of prioritizing brain drain factors among Croatian students. The study was conducted among university students from all schools of the University of Zagreb and across seven scientific fields. This research combined two methods: the neural network analysis and the analytic hierarchy process (AHP). Neural network analysis is used to identify push and pull factors that most strongly influence students’ potential decision to leave a country. The AHP is used to prioritize the most critical pull and push factors according to the results of the neural network analysis. The study results indicate that pull factors are more important than push factors for students in all fields of study, except in Arts. Developing countries should strive to adopt policies to create new employment opportunities, improve the quality of life, and create a favorable business climate.

The article deals with the problems of intellectual migration in modern Armenian society in connection with the emerging risks for demography, economic development and the general security of the country. The migration outflow of Armenian youth to study abroad is studied in the context of regional and global processes that are currently developing towards the formation of a new multipolar world order.

Enhancing the firm value is one of the main goals of business strategies. These strategies often include strategic modifications of corporate structures by using the latest findings both from practice and science. Apart from mergers and acquisitions (M&As) as the obvious corporate restructuring, trends regarding changes in the corporate structures evolve every now and then. However, even if these trends are popular, they are not necessarily well fitting for each firm. To use the full potential of these corporate restructurings, the employees' incentives and strategic decision bases have to be considered in an appropriate manner. This cumulative work focuses on strategic interactions and the choice of a value-enhancing change of the corporate structure dependent on different underlying conditions. It is examined under which conditions the trends regarding changes of corporate structures are as beneficial as they are claimed to be. In two of the three papers, non-monetary utility aspects or other issues from behavioral accounting are part of the analysis. In particular, the first essay analyzes whether and if so, under which conditions a self-organized team formation as a part of the 'New Work Style' is beneficial for firms under consideration of psychological proximity among employees. Teams can be formed either by the employer or by the employees, the latter one is representing self-organized team formation. If psychological proximity is considered, it can shape the teams' performances and hence, the team formation decision. The second essay analyzes whether the trend of implementing a Center of Excellence (CoE) is as beneficial as it is claimed to be, in particular with regard to expected profits, effort and compliance issues. A CoE is a centralized business unit which adopts and pools processes that are needed by more than one division. Finally, the third essay examines whether a retention bonus can mitigate the negative effect of a merger announcement on the voluntary turnover rate and thus, the firm value. As the employees' turnover decisions are mainly shaped by their expectations to be retained in the merged firm, the impact of one decision-maker who is biased towards retaining the own employees on their voluntary turnover rate and its interaction with a retention bonus is the main part of the analysis.

Artykuł obejmuje rozważania dotyczące problematyki związanej ze zmianami zachodzącymi w uczelniach wyższych. W ich wyniku nie zajmują się one jedynie kształceniem studentów czy uprawianiem nauki, ale również proaktywnie reagują na bodźce płynące z otoczenia zewnętrznego. W efekcie tych zmian w Uniwersytecie Śląskim w Katowicach powstał program Uniwersytet Najlepszych skierowany do zdolnych uczniów regionu. W założeniu ma on stanowić odpowiedź Uniwersytetu Śląskiego w Katowicach na proces depopulacji i związany z nim drenaż mózgów. Celem autorów niniejszego opracowania jest przedstawienie głównych aspektów funkcjonowania Uniwersytetu Najlepszych oraz wyników badań ankietowych przeprowadzonych w jego trakcie. Program ten może się okazać modelowym rozwiązaniem, które w przyszłości zostanie wdrożone w innych ośrodkach akademickich.

This article investigates the link between economic development and emigration from Kosovo between 2015 and 2020. The wider contexts to this study include the empirical and theoretical debates on migration as both an individual choice and a social decision. The recent history of emigration from Kosovo is analysed to understand how the past has influenced present migration patterns. This work aims to unpick the threads connecting economic development, the labour market, educational disparities, unemployment, and EU integration. Demographics, economics, and the political relationship between Kosovo and the EU have all affected emigration trends in Kosovo. In particular, this article examines the brain drain phenomenon and economic stability as two variables that permanently influence one another.

Sanal beyin göçü, dünya üzerindeki küresel şirketlerin rekabet avantajı sağlamak ve daha nitelikli çalışanlara çoğunlukla daha ekonomik koşullarda erişebilmek adına izledikleri stratejilerin bir çıktısıdır. Sanal beyin göçü, neden ve etki faktörleri ile düşünüldüğünde coğrafi olarak yer değiştirmeksizin gerçekleşen bir durumdur ve dünyada üzerinde giderek artmaktadır. Sanal beyin göçünün yaygınlık hızı, etki faktörleri dikkate alındığında Covid-19 süreciyle ilişkilendirilse de daha öncesinde başlayan bir süreç olarak belirtilmektedir. Ancak pandemi süreciyle beraber çalışanların esneklik arayışları ve başta ekonomik koşullar olmak üzere farklı beklentilerini karşılama arzusu bu olguyu giderek büyütmüş ve güçlendirmiştir. Bu çalışmada amaç, uzaktan yurtdışı bir firma adına çalışanların deneyimlerine odaklanarak ilgili araştırmacı ve politika yapıcılara bir çerçeve sunmaktır. Araştırmada nitel metodoloji kullanılmış ve Türkiye’nin altı farklı şehrinden 11 katılımcıdan e-görüşme tekniği ile veri toplanmıştır. Elde edilen veriler betimsel analiz tekniği ile analiz edilmiştir. Araştırmadan elde edilen sonuçlara göre, ekonomik faktörler, esneklik arayışı, firmalardan kaynaklı meseleler ve iş yaşam dengesini etkileyen unsurlar çerçevesinde şekillenen arayışların daha yoğunlukla ifade edildiği, sanal beyin göçüne yönlendirici etkisinin var olduğu görülmüştür. The virtual brain drain is an outcome of the strategies global companies have pursued around the world to gain a competitive advantage and reach more qualified employees, mostly with regard to better economical conditions. Virtual brain drain is a situation that occurs with no geographical displacement when considered in terms of cause-and-effect factors and is becoming more common in the world. Although the prevalence of a virtual brain drain has been associated with COVID-19 in consideration of its impact factors, this brain drain is also said to have started before COVID-19. In addition to the pandemic, however, employees’ search for flexibility and the desire to meet their different expectations, especially with regard to economic status, have gradually enlarged and strengthened this phenomenon. This study aims to provide a framework for understanding virtual brain drain relevant researchers and policymakers by focusing on the experiences of employees working remotely for foreign companies. The research uses the qualitative methodology and collects data from 11 participants in six different Turkish cities through the e-interview technique. The study analyzes the obtained data using the descriptive analysis technique. According to the results obtained from the study, employees’ job searches were observed to have been shaped around economic factors, flexibility, and issues arising from companies, with the factors affecting the work-life balance being expressed more frequently and having a guiding effect with regard to the virtual brain drain.

The purpose of this study is to identify the most significant issues to handle brain drains to provide sustainability in emerging economies. In this framework, a new model has been created that consists of two different stages for this situation. Firstly, necessary criteria are identified based on the key items of the balanced scorecard approach. These factors are weighted by using a bipolar q-rung orthopair fuzzy multi stepwise weight assessment ratio analysis (BOFQ M-SWARA) approach with golden ratio. Next, seven emerging economies are ranked with respect to their performance in decreasing brain drains by BOFQ, the elimination and choice of translating reality (ELECTRE) with the golden ratio. An evaluation is also carried out with intuitionistic fuzzy sets (IFSs) and Pythagorean fuzzy sets (PFSs) to test the validity of the findings. The results are similar for all different fuzzy sets, which indicates that the findings are quite coherent and reliable. The most important factor in reducing brain drain has been identified as technical competency. It would be appropriate for countries to provide tax exemptions for research and development studies. This situation can easily attract the attention of companies, as it will contribute to the reduction of costs. Thus, it will be easier to provide technological innovations in the country in the future. Thanks to technological development, it is possible to increase the productivity of enterprises in the country. In this way, the brain drain problem can be minimized as qualified personnel stay in the country. With the high number of qualified people in the country, it will be possible to produce eco-innovative products and develop clean energy technology. Due to this issue, sustainability can be provided in the economic development of emerging economies.Keywords:sustainability;economic development;brain drain;emerging economies

Covid-19 salgını sağlık sisteminin en önemli ögesi olan sağlık çalışanlarının toplumsal kurumlar içerisinde ne kadar önemli bir rolü üstlendiklerini göstermiştir. Bunun yanında her gün Türkiye’den göç eden genç nüfus hakkında medyada yer alan çeşitli haberler, TÜİK istatistikleri, sosyal medyada göç eden ve etmek için uğraşan insanların deneyimlerini paylaşması mobilitenin arttığı bu çağda yüksek nitelikli göç konusunda Türkiye’nin daha etkin sosyal politikalar geliştirmesinin gerekli olduğunu ortaya koymaktadır. Bu çalışma hem aldıkları eğitim hem mesleğin toplumsal statüsü hem de güncel tartışmaların merkezinde yer almaları sebebiyle tıp öğrencileri üzerine odaklanmaktadır. Çalışma, henüz eğitim aşamasındaki hekim adaylarının göç etme eğilimlerinin yanında kariyer hedefleri, sağlık sistemi, toplumsal ve ekonomik koşullar hakkındaki görüşleriyle de yüksek nitelikli göç olgusunu anlamamıza imkân verecektir. Aynı zamanda göç ile hekimlik mesleğinin Türkiye’deki durumu arasında bir ilişki kurmaya çalışacak ve hekimliğin güncel tartışmalarda bahsedilen ekonomik ve toplumsal sorunlarının göç etme düşüncesine yönelik etkilerini de anlamaya çalışacaktır. Bu sebeple sınırlı bir sosyal dünyayı anlama imkânı veren nitel araştırma yaklaşımını kullanarak yurt dışına yüksek nitelikli göç olgusunu katılımcıların kendi anlam dünyaları ve deneyimleri bağlamında ele almaya çalışacaktır. Çalışma için gerekli veriler yarı yapılandırılmış soru formları aracılığıyla derinlemesine görüşme tekniği kullanılarak elde edilecektir. The Covid-19 outbreak has shown what an important role healthcare professionals, who are the most important element of the healthcare system, play in social institutions. In addition, various news in the media about the young population immigrating from Turkey every day, TUIK statistics, sharing the experiences of people who migrate and try to migrate on social media indicates that Turkey needs to develop more effective social policies regarding high quality migration in this age of increasing mobility. reveals. This study focuses on medical students due to the education they receive, the social status of the profession, and the fact that they are at the center of current debates. The study will enable us to understand the phenomenon of high-qualified migration with the views of career goals, health system, social and economic conditions, as well as the tendency of physician candidates who are still in the education stage to migrate. At the same time, it will try to establish a relationship between migration and the situation of the medical profession in Turkey and will try to understand the effects of the economic and social problems of medicine mentioned in current discussions on the thought of immigration. For this reason, it will try to deal with the phenomenon of high quality migration abroad in the context of the participants' own worlds of meaning and experiences, using a qualitative research approach that allows to understand a limited social world. Necessary data for the study will be obtained by using in-depth interview technique through semi-structured questionnaires.

This paper analyzes the relationship that exists between human capital and the labor market. The focus of this study is the labor market in Albania. Albania, being a developing country, is facing the loss of its workforce as a result of the brain drain. The study analyzes the role of international migration policies in the management of this phenomenon. It emphasizes the role of the EU in acquiring skilled people from developing countries including Albania. It estimates that Albania has now turned into a sending country of workforce because the number of young people who have left Albania in recent years to migrate toward the EU has increased. Two of the main consequences of this phenomenon are the decrease in the workforce and the crisis in the pension system. The study also shows that despite Albania is one of the youngest middle-aged countries in Europe, brain drain has caused population decline.

The relevance of the study is explained by the trend of migration processes intensification in the modern Russian economy, a wave-like increase in the volume of emigration of highly skilled professionals. The paper describes the concept and causes of migration, combinations of political, economic, and cultural factors of the migration process. The authors have characterized the main destinations of migration and the structure of migrating human resources and proposed fields for the development of the Russian migration policy to reduce the migration flows of highly skilled professionals from Russia, as well as attract foreign specialists to work in the Russian Federation.

Global female's migration and mobility is a topic often studied in research papers in various fields of science. Nevertheless, the topic of “female brain drain” has long been ignored by academic research. Alongside this, women are just over half of the world's population and therefore half of its human potential. At present, however, gender inequality persists everywhere, which leads to stagnation in social progress. This phenomenon is also evident in the migration of highly skilled female specialists. Therefore, to eliminate negative impacts and enhance the positive effects obtained by the government through the female's brain drain and to maintain the security and stability situation in the country required to use a complex of measures of state and interstate regulation of migration processes. In this regard, this paper presents theoretical aspects of the study of female's brain drain, analyzes data from international organizations at the UN on female's migration in the world, identifies factors affecting the movement of women, and suggests some ways to solve the problem of female's brain drain by the government based on a gender approach.

Freedom of Movement (FoM) has paradoxical implications for Central and Eastern European (CEE) countries: it facilitates brain drain and general population loss but also enjoys continuously high app...

This study aims at identifying the impact of some of the cause factors of brain drain, particularly, living conditions and organizational practices, on the human resource assets of the health sector in the Gaza Strip, clarifying the role of those factors in increasing the brain drain phenomenon and what influence it has over the human resource assets. The descriptive analytical approach was adopted. In addition, a questionnaire was designed to collect data from physicians from the health sector using random sample. The conclusions indicated that both living conditions and organizational practices were rated by the respondents as having negative influence as brain drain cause factors. In addition, it negatively influenced the human resource asset. Moreover, there is a significant positive relationship between brain drain cause factors (living conditions and organizational practices) and human resource assets. This means improvements in the factors causing brain drain will lead to the same in the status of human resource assets. Accordingly, it is recommended to emphasize fairness, equity, equality, and anti-discrimination policies. Furthermore, continuously review and develop advanced organizational systems, such as career advancement, promotions, salary scales, incentives and rewards, in addition to appreciation and acknowledgment of competent employees. Moreover, there is a focus on investing in human resource assets through applying professional human resource practices related to human resource planning, and training and development.

Amid concerns about a “brain drain” from less-developed to developed economies, one issue that arises is the role of doctoral students from these countries enrolling in universities in developed economies and then staying (as opposed to returning and bringing their enhanced human capital home). Developed economies may also be concerned with their young scholars remaining abroad post-PhD. Examining confidential micro-data from the National Science Foundation’s Survey of Earned Doctorates from 2001-2016, this paper explores the determinants of the return decision, based on a sample of more than 100,000. There is clear support for the view that new PhDs with large amounts of graduate student debt and limited family resources are more likely to return home. Financial considerations seem especially important in the return decision facing students from developing countries not graduating from the most elite US institutions.

This study investigates why auditors leave public accounting and the consequences of auditor departures, both of which have been of great concern for audit firms and regulators worldwide. Using data from China and controlling for demographics, we find that audit partners and managers, auditors who generate more revenue, and auditors who provide higher audit quality have a lower likelihood of departure, while non–Big 4 auditors have a higher likelihood of departing public accounting. We also find that an audit firm is likely to lose clients when an auditor departs. Clients who stay with the same firm pay lower audit fees but with no drop-off in audit quality after a signing auditor departs. In supplementary analyses, we also demonstrate that the determinants and consequences of auditor departures are different for auditors who leave the firm but not the profession (i.e., auditor turnover). Specifically, high audit quality is associated with a lower likelihood of auditor departure, but it increases auditor turnover. We also observe that audit quality is reduced for the clients who stay with an audit firm after highly skilled auditors depart for high visibility corporate positions. Our study provides insights that should be of interest to the audit profession, audit firms, and regulators.

ZusammenfassungDas Resources Innovation Center Leoben an der Montanuniversität Leoben veranstaltet seit 2014 eine Konferenzserie mit dem Titel East and South East Europe Dialogue Conferences. Ende 2020 wurde die online Version der Konferenz genutzt um verschiedene Stakeholder des Rohstoffsektors, sowie auch Experten zum Thema Brain Drain zu Wort kommen zu lassen. Der Artikel umreißt das Spannungsfeld von Brain Drain und Brain Circulation und zeigt Möglichkeiten und zukünftige Schritte auf mit welchen man Kooperationen mit Ost- und Südosteuropa anstoßen und so zur Brain Circulation, dem multidirektionalen Fluss von Arbeitskräften und Wissen, beitragen kann.

Dr. Prathap Chandra Reddy is the Founder-Chairman of the Apollo Hospitals Group (AHG) and is considered a living legend and architect of modern private health care in India. In 1983, Dr. Reddy started the first professionally run private hospital – Apollo Hospitals in Madras (now Chennai). Since then, the AHG has expanded to over 73 hospitals across the country. The state-of-the-art facilities have made advanced health-care services accessible and affordable to all in need. AHG has a presence in primary care, secondary care, tertiary care, quarterly care, health IT, tele-health (tele-consults, tele-pathology, tele-cardiology, and tele-radiology), eICU pharmacy retailing, project consultancy, research, and academics. He catalyzed a “reverse brain drain” by inspiring hundreds of Non-Resident Indian Doctors to come back to India, by creating opportunities and providing them with a world class medical ecosystem. Dr. Reddy’s contributions are widely recognized by patients, doctors, the health-care fraternity across the world, the community at large, and by the Government of India.

FNEGE 3, HCERES A, ABS 2; International audience; This paper develops a model of optimal education investment under uncertainty for an agent with an emigration option. We distinguish between local (country-specific) and global human capital and analyze the role of migration opportunities in human capital accumulation of different types. The analysis shows that human capital accumulation depends on the level of uncertainty and the transferability of human capital across countries. Allowing for human capital investment in the destination country and easier transferability of both local and global human capital exacerbate brain drain.

When skilled individuals emigrate from developing states to developed states, they leave a burdened state behind and bring their valuable human capital to a state that enjoys vast advantages by comparison. Most of the normative debate to date on this so-called ‘brain drain’ has focused on the duties that skilled emigrants owe to their home state after they emigrate. This article shifts the focus to the question of whether their host state acquires special duties toward their home state and argues for an affirmative answer to that question. After identifying the conditions under which ‘exploitative free-riding’ can occur, the article shows that the brain drain is a case of exploitation that gives rise to special duties of compensation for developed host states.

Migracije u vrijeme današnjice sastoje se od više dimenzija, a za njih je u velikoj mjeri zaslužna globalizacija. Iseljenicima se izvan svoje domicilne zemlje pružaju bolji uvjeti života kao što su pogodniji smještaj, obrazovanje, zdravstvena skrb, bolje plaćen posao, bolji uvjeti rada i općenito nudi se bolji i kvalitetniji život. Odljev mozgova (eng. ''brain drain'') odnosi se na emigraciju ili useljavanje pojedinaca koji su u domicilnoj zemlji stekli primarno obrazovanje, ali odlaze živjeti u inozemstvo kako bi pronašli bolje životne uvjete i standard. U zanimanjima s viškom visokoobrazovanog stanovništva, useljavanje stručnjaka školovanih u inozemstvu može pogoršati nedovoljnu zaposlenost domaćih diplomanata, dok iseljavanje iz područja s viškom obučenih ljudi dovodi do boljih mogućnosti za one preostale. Ali takva emigracija može uzrokovati probleme matičnoj zemlji ako tamo nema dovoljno obučenih ljudi., Migrations in today's time consist of several dimensions, and they are largely due to globalization. Emigrants outside their home country are provided with better living conditions such as more suitable accommodation, education, health care, better paid jobs, better working conditions and are generally offered a better and higher quality of life. Brain drain refers to the emigration or immigration of individuals who have acquired primary education in their home country but are moving to other countries in search of better living conditions and standards. In occupations with a surplus of highly educated population, the immigration of professionals educated abroad may exacerbate the under-employment of domestic graduates, while emigration from areas with a surplus of trained people leads to better opportunities for the remaining ones. But such emigration can cause problems for the home country if there are not enough trained people there.

This data-set contains summary anoymised data . If you are accessing this data for replication or open access reasons please contact the librarian nina.lewin@wits.ac.za for data access Abstract Background Doctor emigration from low- and middle-income countries represents a financial loss and threatens the equitable delivery of healthcare. In response to government imperatives to produce more health professionals to meet the country’s needs, South African medical schools increased their student intake and changed their selection criteria, but little is known about the impact of these changes. This paper reports on the retention and distribution of doctors who graduated from the University of the Witwatersrand, South Africa (SA), between 2007 and 2011. Methods Data on 988 graduates were accessed from university databases. A cross-sectional descriptive email survey was used to gather information about graduates’ demographics, work histories, and current work settings. Frequency and proportion counts and multiple logistic regressions of predictors of working in a rural area were conducted. Open-ended data were analysed using content analysis. Results The survey response rate was 51.8%. Foreign nationals were excluded from the analysis because of restrictions on them working in SA. Of 497 South African respondents, 60% had completed their vocational training in underserved areas. At the time of the study, 89% (444) worked as doctors in SA, 6.8% (34) practised medicine outside the country, and 3.8% (19) no longer practised medicine. Eighty percent of the 444 doctors still in SA worked in the public sector. Only 33 respondents (6.6%) worked in rural areas, of which 20 (60.6%) were Black. Almost half (47.7%) of the 497 doctors still in SA were in specialist training appointments. Conclusions Most of the graduates were still in the country, with an overwhelmingly urban and public sector bias to their distribution. Most doctors in the public sector were still in specialist training at the time of the study and may move to the private sector or leave the country. Black graduates, who were preferentially selected in this graduate cohort, constituted the majority of the doctors practising in rural areas. The study confirms the importance of selecting students with rural backgrounds to provide doctors for underserved areas. The study provides a baseline for future tracking studies to inform the training of doctors for underserved areas.

Bringing new cancer therapies into routine cancer care is a long and complex process. Phase 1 clinical trials assess new cancer treatments in people for the first time. It is a critical step in the pathway. The aim of this project is to make the world of a cancer Phase 1 trialist and the value they bring, understandable to others. From those interested in careers in cancer clinical trials to stakeholders and partners seeking to innovate across the cancer control continuum, through a deeper understanding and insight of those involved.

Sanal beyin göçü, dünya üzerindeki küresel şirketlerin rekabet avantajı sağlamak ve daha nitelikli çalışanlara çoğunlukla daha ekonomik koşullarda erişebilmek adına izledikleri stratejilerin bir çıktısıdır. Sanal beyin göçü, neden ve etki faktörleri ile düşünüldüğünde coğrafi olarak yer değiştirmeksizin gerçekleşen bir durumdur ve dünyada üzerinde giderek artmaktadır. Sanal beyin göçünün yaygınlık hızı, etki faktörleri dikkate alındığında Covid-19 süreciyle ilişkilendirilse de daha öncesinde başlayan bir süreç olarak belirtilmektedir. Ancak pandemi süreciyle beraber çalışanların esneklik arayışları ve başta ekonomik koşullar olmak üzere farklı beklentilerini karşılama arzusu bu olguyu giderek büyütmüş ve güçlendirmiştir. Bu çalışmada amaç, uzaktan yurtdışı bir firma adına çalışanların deneyimlerine odaklanarak ilgili araştırmacı ve politika yapıcılara bir çerçeve sunmaktır. Araştırmada nitel metodoloji kullanılmış ve Türkiye’nin altı farklı şehrinden 11 katılımcıdan e-görüşme tekniği ile veri toplanmıştır. Elde edilen veriler betimsel analiz tekniği ile analiz edilmiştir. Araştırmadan elde edilen sonuçlara göre, ekonomik faktörler, esneklik arayışı, firmalardan kaynaklı meseleler ve iş yaşam dengesini etkileyen unsurlar çerçevesinde şekillenen arayışların daha yoğunlukla ifade edildiği, sanal beyin göçüne yönlendirici etkisinin var olduğu görülmüştür., The virtual brain drain is an outcome of the strategies global companies have pursued around the world to gain a competitive advantage and reach more qualified employees, mostly with regard to better economical conditions. Virtual brain drain is a situation that occurs with no geographical displacement when considered in terms of cause-and-effect factors and is becoming more common in the world. Although the prevalence of a virtual brain drain has been associated with COVID-19 in consideration of its impact factors, this brain drain is also said to have started before COVID-19. In addition to the pandemic, however, employees’ search for flexibility and the desire to meet their different expectations, especially with regard to economic status, have gradually enlarged and strengthened this phenomenon. This study aims to provide a framework for understanding virtual brain drain relevant researchers and policymakers by focusing on the experiences of employees working remotely for foreign companies.The research uses the qualitative methodology and collects data from 11 participants in six different Turkish cities through the e-interview technique. The study analyzes the obtained data using the descriptive analysis technique. According to the results obtained from the study, employees’ job searches were observed to have been shaped around economic factors, flexibility, and issues arising from companies, with the factors affecting the work-life balance being expressed more frequently and having a guiding effect with regard to the virtual brain drain.

We study international mobility in academia, with a focus on the migration of published researchers to and from Russia. Using an exhaustive set of over 2.4 million Scopus publications, we analyze all researchers who have published with a Russian affiliation address in Scopus-indexed sources in 1996–2020. The migration of researchers is observed through the changes in their affiliation addresses, which altered their mode countries of affiliation across different years. While only 5.2% of these researchers were internationally mobile, they accounted for a substantial proportion of citations. Our estimates of net migration rates indicate that while Russia was a donor country in the late 1990s and early 2000s, it has experienced a relatively balanced circulation of researchers in more recent years. These findings suggest that the current trends in scholarly migration in Russia could be better framed as brain circulation, rather than as brain drain. Overall, researchers emigrating from Russia outnumbered and outperformed researchers immigrating to Russia. Our analysis on the subject categories of publication venues shows that in the past 25 years, Russia has, overall, suffered a net loss in most disciplines, and most notably in the five disciplines of neuroscience, decision sciences, mathematics, biochemistry, and pharmacology. We demonstrate the robustness of our main findings under random exclusion of data and changes in numeric parameters. Our substantive results shed light on new aspects of international mobility in academia, and on the impact of this mobility on a national science system, which have direct implications for policy development. Methodologically, our novel approach to handling big data can be adopted as a framework of analysis for studying scholarly migration in other countries.

The emigration of skilled and able workers from Russia markedly increased in the last five years, prompting Russian scholars to reassess the phenomenon of brain drain, its definition, scope, consequences and causes. This article finds that the perceived connection between increasing `brain drain’ from Russia and the internationalization of higher education in Russia has played an important role in recent debates. From an analysis of Russian scholarly articles and transcripts of interviews with Russian educators directly involved in internationalization, this study finds that despite the evident concern amongst the Russian academic community about the nexus between internationalization and brain drain, emigration is still seen as a perfect choice for an individual who is skilled and able. This ambivalent attitude towards `brain drain’ has created a situation where some Russian academics use it to justify their resistance to internationalization assuming a causal relationship between the two, while others, by word and deed, support internationalization as a means of curbing emigration. In the context of controversial educational reforms underway in Russia since the 1990s, such perceptions have helped internationalization survive.

Within the macro talent management (MTM) framework, exogenous challenges caused by the complexity of the external environment are being actively discussed. Considering these challenges, among which...

In this study we aim to study in what way the Strength of motivation of the Romanian medical students has been influenced by harsh economic conditions that led to a massive migration. We conducted a cross-sectional study on a sample size of N=1516. We applied The Strength of Motivation for Medical School-Revised (SMMS) questionnaire and a questionnaire that examines the opinion of the students about migration. The mean value of motivation was 48 (maximum score is 75), 85% of the students have the intention to migrate. The determining factor of studying medicine abroad that correlates significantly with the Strength of motivation is represented by the better work conditions. Students studying in the South of the country want to practice primary in France, students in the North West and in the Center choose to practice medicine in Germany, and students from the East would like to go to Great Britain. The students with a high Strength of motivation are driven by the desire of the students to practice medicine abroad. Higher salaries don’t represent the principal factor for leaving the country. The percent of 85% of the students aiming to practice medicine abroad, represent a concerning result for all of us because it took the form of brain drain.

Research policy and planning for a given country may benefit from reliable data on both its scientific workforce as well as the diaspora of scientists for countries with a substantial brain drain. Here we use a systematic approach using Scopus to generate a comprehensive country-level database of all scientists in Greece. Moreover, we expand that database to include also Greek diaspora scientists. The database that we have compiled includes 63,951 scientists who have published at least five papers indexed in Scopus. Of those, 35,116 have an affiliation in Greece. We validate the sensitivity and specificity of the database against different control sets of scientists. We also analyze the scientific disciplines of these scientists according to the Science Metrix classification (174 subfield disciplines) and provide detailed data on each of the 63,951 scientists using multiple citation indicators and a composite thereof. These analyses demonstrate differential concentrations in specific subfields for the local versus the diaspora cohorts, as well as an advantage of the diaspora cohort in terms of citation indicators, especially among top-impact researchers. The approach that we have taken can also be applied to map the scientific workforce of other countries and nations for evaluation, planning, and policy purposes.

China has launched a series of talent-recruitment policies in the last years, in order to attract back Chinese nationals who stayed abroad. Yet, little is known about the effect of such policies. This paper examines whether researchers recruited in one of the Chinese flagship talent-recruitment policies—the ‘Young Thousand Talents’ policy (Y1000T)—had, in the following years after recruitment, better research performance. We compare these recipients against other Chinese nationals who got PhDs in equally prestigious non-Chinese universities but continued to work abroad (mostly in the USA). Results of difference-in-differences regressions show that returning to China has an effect of positioning returnees both at the bottom and at the very summit of the distribution of quality of publications. Nevertheless, some Y1000T researchers seem to have prioritized the quantity of outputs, arguably to the detriment of quality. This is probably due to certain research evaluation criteria in place until recent times.

This study critically reviewed the use of financial incentives in solving health professionals’ brain drain, with the view to ascertain its effectiveness. The Systematic Assessment Quantitative Technique (SQAT) developed by Catherine Pickering and Jason Antony Byrne, was used to identify and review 21 relevant peer-reviewed journal articles that investigated six forms of financial incentives in solving health professionals’ brain drain. Evidence from 66.67% of the studies showed that financial incentives are effective in solving health professionals’ brain drain through the use of improved remuneration, funded training, return subsidy and research grant. The remaining part of the studies (33.33%) did not find the use of financial health aid and bonding effective. This study recognized that financial incentives do not fully solve healthcare brain drain and other non-financial measures need to be implemented; future research work should therefore integrate other measures with financial incentives in order to gain additional insight on solving healthcare brain drain. The use of limited but high-quality academic databases means that some articles were not considered for review.

Today we work in the knowledge economy. Whoever owns the information, implicitly has economic power. In this research, we have looked at the migration of human capital and international talent flows through the prism of the educational systems of various countries. The object of our research is human capital, talents and their flows. As research methods we mainly used observation, comparison, analysis, synthesis and inductive reasoning. Inter alia, we have set out to tackle the causes of mass migration, including of the brain drain, and the consequences of these phenomena on the development of various states. We examined how the educational systems of the countries of the world influence the international talent flows, and what is the role of quality education. The paper can serve as an indicative map on the subject of international talent flows and will be particularly useful for researching both the international economic relations, and the global economic issues.

在全球化影響下，各國為保競爭力，除重視高等教育人才培養，亦致力於爭搶他國人才，其中以博士人才為甚。在這場人才爭奪戰中，臺灣雖致力於培養博士人才，但也同時面臨「人才流失」的挑戰。據此，本研究主要目的在於先從「推拉理論」觀點，探究臺灣留學博士人才流失之推力、拉力與夾雜於其內之「個人因子」，再從中尋找突破契機。為達研究目的，本研究實際訪談14位留美任職博士。根據研究發現，臺灣端的「推力」因子，包括對臺灣高等教育環境劣勢條件的覺察（例如應聘過程繁文縟節、過度強調人脈、教授角色定位不明等）；美國端的「拉力」因子，則是美國高等教育環境的相對優勢條件（例如應聘過程簡單快速、免除人情羈絆、教授角色定位明確等）；另一組具影響力的「個人因子」，在於主觀認為臺灣各項攬才政策極具不穩定與欠缺完整規劃。最後，植基於研究結果，提出相關政策建議，包括設置「旋轉盤機制」、建立「聲聲喚人情鍊」以及「簡化應聘申請程序」，俾供相關政府單位參酌。 In response to the effects of globalization, to keep ahead of the competition countries worldwide strive to cultivate more talented people through higher education systems as well as by recruiting talent from other countries, particularly Ph.D. holders. The Taiwan government, which is no exception in this fight for talent, faces the challenge of “brain drain.” This study, rooted in “Push-Pull Theory,” first examined the possible “push,” “pull,” and personal factors that exacerbate the brain drain phenomenon in Taiwan (i.e., emigration of Ph.D. holders from Taiwan to other countries) and then provided some possible solutions. To this end, the study interviewed 14 Ph.D. holders who chose to stay in the United States after graduating. According to the current results, the “push” is related to the weakness of Taiwanese higher education (i.e., red tape during the recruitment process, the prevalence of nepotism, and the unclear roles of professors). By contrast, the “pull” of the United States are related to the strength of its higher education (i.e., the simplicity of the recruit mentprocess, the lack of nepotism, and the roles of professors being clearly defined). Furthermore, personal factors, particularly those involving policies that draw talented people overseas, include instability and lack of long-term plans. Based on the results, the end of the study offers some policy suggestions, including creating an “In-and-Out System,” building a “Bonding System,” and simplifying the application process.

The Indian diaspora consists of low- and semi-skilled migrants mainly tothe Middle-East; migration of the highly-skilled to developed countries;and cross-border students who seek employment and remain in their hostcountries. India initially viewed the migration of the best educated fromits prestigious institutions as ‘brain drain’. However, with the reverse flowof these professionals, the diaspora came to be seen as ‘brain gain’. Thehighly-skilled Indian diaspora assumed positions of responsibility in thecorporate world, in academia (including Nobel laureates), and in the politicaland social spheres in some host countries, thereby enhancing India’simage abroad. Key words: India, skilled migration, human aspirations, brain drain, braingain

The present study aims at monitoring the emotional side of the so-called “brain drain” by means of emotional expressions automatically detected during a narrative interview. Skilled people or peopl...

This study seeks to determine the impact of job stress and workload on turnover intention along with the mediation role of job satisfaction. A total of 140 academics and management personnel participated in this study’s survey. A partial least square structural equation modeling was used for data analysis. The results show that job stress and workload have a positive effect on turnover intention, while job satisfaction mediates the relationship between job stress, workload, and turnover intention. Future research could adapt and adopt the herein used methodology and research topic to other countries or in other industries.

Prijelaz mladih iz škole na posao pun je posebnih problema. To je rezultiralo relativno niskim stopama zaposlenosti, visokom nezaposlenošću i visokim udjelom nezaposlenih, neobrazovanih ili obučenih mladih ljudi (NEET). S obzorom da su mladi novi na radnom tržištu s minimalnim radnim iskustvom, slaba je šansa da će uspjeti pronaći posao. Svrha istraživanja je dobivanje odgovora koji se odnose na prijelaz iz svijeta obrazovanja u svijet rada, institucionalnu podršku u ovom području te sve druge poteškoće i mogućnosti s kojima se studenti susreću. Teme koje su se proučavale bile su stavovi studenata, percepcija i spremnost na migraciju prema budućim varijablama posla, mjere aktivne politike zapošljavanja, profesionalni rad, financijska neovisnost, poteškoće pri integraciji na tržište rada., The transition of young people from school to work is full of special problems. This has resulted in relatively low employment rates, high unemployment and a high share of unemployed, uneducated or trained young people (NEETs). Given that young people are new to the labor market with minimal work experience, there is little chance that they will be able to find a job. The purpose of the research is to obtain answers related to the transition from the world of education to the world of work, institutional support in this area and all other difficulties and opportunities that students face. Topics studied were students' attitudes, perceptions and readiness to migrate towards future job variables, active employment policy measures, professional work, financial independence, difficulties in integrating into the labor market.

Cet article analyse les parcours d’étudiants ouest-africains en Turquie au cours de ces deux dernières décennies. Ces mobilités d’études ont été initiées par la politique d’internationalisation du pouvoir turc qui permit à des milliers de jeunes de partir pour Ankara, Istanbul ou Konya, faisant de la Turquie un nouvel acteur de la scène globale des échanges éducatifs. Les étudiants firent en Turquie l’expérience d’une société peu ouverte sur l’extérieur, mais y créèrent aussi des échanges culturels et économiques avec l’Afrique. L’analyse de leurs mobilités permet ainsi de contrebalancer l’idée de l’impact négatif de la fuite des cerveaux pour les pays d’origine. This paper analyzes the trajectories of West African students in Turkey over the last two decades. These study mobilities were initiated by the Turkish government's policy of internationalization, which allowed thousands of young people to leave for Ankara, Istanbul or Konya, making Turkey a new player on the global scene of educational exchanges. The students experienced in Turkey a society that was little open to the outside world, but also created cultural and economic exchanges with Africa. The analysis of their mobility thus helps to counterbalance the idea of the negative impact of the brain drain on their countries of origin.