Brain DrainUnderstanding the Sources
The Project Team
Tiffany FosterMISMDecember 2012Geoffrey SnowMBA/MSPPMAugust 2013
Agenda Literature Review Problem Statement Project Goals Data Sources and Indicators Methodology Results Recommendations
1 International Organization for Migration. World Migration 2003: Linkages between Brain Drain, Labour Migration and Remittances in Africa. 2003.
Literature Review Brain Drain1
“the cross-border movement of highly skilled persons who stay abroad for a longer period of time”
Highly skilled persons have or are working towards a university degree
Literature Review
Brain Drain
Marfouk
Mills
Oyelere
Literature Review
• 190 countries impacted by brain drainMarfouk
• Economic losses from medical professionals being trained at home and then leavingMills
• Social losses from lack of medical professionals in regions that desperately need itOyelere
Literature ReviewPromoting
Retention by Providing Incentives Facilitating
Conditions for Returnees
Strengthening Temporary
Engagement of the Intellectual
Diaspora
Mobilizing the Diaspora through
Virtual Participation
Establishing a Reliable
Database on the African Diaspora
Improving Information
Provision to the Diaspora
Developing Intellectual Diaspora Networks
Improving Mechanisms for
Remittances
Formulating a National Diaspora
PolicyEstablishing Governmental Diaspora Office
Increasing Commitment of
African Governments
Promoting International Organizations
Initiatives
Woldetensae12 ways to control
Brain Drain
Problem Statement Why are these solutions not working?
Researchers indicate financial motivation Hypothesis: The true sources of brain drain may not have
been properly identified. Governance?
Project Goals
• Data AnalysisUnderstand
Sources of Brain Drain
• Literature ReviewProvide Policy
Recommendations
Data Sources and Indicators
Brain Drain Source Analysis
World Economic Outlook
Database
Worldwide Governance Indicators Database
Brain Drain Database
Data Sources and Indicators Brain Drain Database
Brain Drain Country Brain Gain Country Total Primary Secondary Tertiary No_Answer
Brain Drain Source Analysis
World Economic Outlook
Database
Worldwide Governance Indicators Database
Brain Drain Database
Data Sources and Indicators Worldwide Governance
Indicators Database Voice and Accessibility Political Stability and
Absence of Violence Government Effectiveness Regulatory Quality Rule of Law Control of Corruption
Brain Drain Source Analysis
World Economic Outlook
Database
Worldwide Governance Indicators Database
Brain Drain Database
Data Sources and Indicators World Economic Outlook
Database Inflation Gross domestic product,
current prices Purchasing Power Parity Population Unemployment Rate
Brain Drain Source Analysis
World Economic Outlook
Database
Worldwide Governance Indicators Database
Brain Drain Database
Data Sources and Indicators
Brain Drain Source Analysis
World Economic Outlook
Database
Worldwide Governance Indicators Database
Brain Drain Database
Common year: 2000 Only “tertiary” migration
considered
Methodology
Multivariate Regression
Correlation Analysis
Multi-collinearity Among
Independent Variables
Results
Poor Governance
Indicator Performance
Educated workforce Brain Drain
Expected Results
Poor Governance
Indicator Performance
Educated workforce
Not a strong Correlation
to Brain Drain
Actual Results
Resultstertiary
Pearson Correlation Coefficient 0.19526p-value 0.01365H0 (2%) rejected
Pearson Correlation Coefficient 0.05861p-value 0.46302H0 (2%) accepted
Pearson Correlation Coefficient 0.24708p-value 0.00169H0 (2%) rejected
Pearson Correlation Coefficient 0.23326p-value 0.00309H0 (2%) rejected
Pearson Correlation Coefficient 0.18888p-value 0.01711H0 (2%) rejected
Pearson Correlation Coefficient 0.20573p-value 0.00928H0 (2%) rejected
RegQuality
RuleofLaw
Corruption
EMIGRATION
Voice
Stability
GovtEffectiveness
• There is statistical significance for 5 out of the 6 variables
• However the correlation is small
• Opposite of expected correlation value
• Shows that the education population migrates when governance indicators are positive
Resultstertiary
Pearson Correlation Coefficient 0.09664p-value 0.6247H0 (2%) accepted
Pearson Correlation Coefficient 0.03526p-value 0.85862H0 (2%) accepted
Pearson Correlation Coefficient 0.18327p-value 0.35056H0 (2%) accepted
Pearson Correlation Coefficient 0.23126p-value 0.23639H0 (2%) accepted
Pearson Correlation Coefficient 0.13007p-value 0.50946H0 (2%) accepted
Pearson Correlation Coefficient 0.10656p-value 0.5894H0 (2%) accepted
Stability
GovtEffectiveness
RegQuality
RuleofLaw
Corruption
IMMIGRATION
Voice
• No metrics are statistically significant
• Expect governance indicators to be positive to attract educated talent
• Perhaps reasoning for Brain Drain is more economic than governmental
Results• Two variables are
statistically significant• Strong correlation for GDP
and Population• Countries that attract
educated migrants have strong GDP and larger populations
• Intuitive, strong economy attracts a talented workforce
• Larger population size accepts more educated migrants
tertiaryPearson Correlation Coefficient -0.07306
p-value 0.71724H0 (2%) accepted
Pearson Correlation Coefficient 0.87227p-value 0.H0 (2%) rejected
Pearson Correlation Coefficient -0.12087p-value 0.54815H0 (2%) accepted
Pearson Correlation Coefficient 0.81821p-value 0.H0 (2%) rejected
Pearson Correlation Coefficient -0.10157p-value 0.61419H0 (2%) accepted
Unemployment rate
IMMIGRATION
Inflation
Gross domestic product, current prices
Implied PPP conversion rate
Population
Recommendations
Pull Better job opportunities
flexible career paths higher pay good working
conditionsprospects for professional development
Political stability
Push Lack of jobs low payunsatisfactory
living and working
conditions
limited career opportunities
low prospect of professional development
poor social conditions
Addressing Woldetensae’s Factors
Recommendations
Address through Policy• Push• Pull
Brain Drain
Recommendations
Economic Growth
Jobs
• Develop industries that support an educated workforce
• Jobs that compensate competitively will retain talent
• Enact provisions to retain talent within borders
• Synergy created where educated workforce drives economy to flourish
Appendix
Methodology Multi-collinearity among independent variables