Choosing Unauthorized Migration: Evidence from Return Migrants

We assess who among migrants is likely to choose unauthorized migration. While the literature has addressed reasons for unauthorized migration, we are the first to model individual choice of actual unauthorized migration. By using data from Albanian return migrants, we can ascertain that we capture actual migration – behaviour – rather than intentions to migrate, and respondents have no incentives to hide unauthorized migration as there are no consequences at this stage. At the individual level, unauthorized migration in a context of circular migration is linked to being young and male – interpreted as risk‐taking individuals – and being free of social responsibilities like having a partner or children. Social responsibilities appear to moderate the impact of risk‐taking on choosing unauthorized migration.     

Highly Skilled and Business Migrants: Information Processes and Settlement Outcomes

This paper reports on a research programme that has investigated the migration experiences of highly skilled professional and business migrants to New Zealand. Over a four‐year period, five separate studies have been conducted on the stages in the process of migration. The paper sets out a model of the stages of the migration process and the data and analysis which it has guided. Of particular interest are the information sources available to potential migrants and employers, the cultural sensitivity of settlement processes and the migrants' subsequent ease of access to the labour market. The paper analyses information flows available to migrants at crucial phases in the migration process based on a stages model of the migration process. The model indicates some of the critical steps, interactions, and decisions in the migration process from the individual's point of view. Crucial information gaps are identified and implications are drawn for actors involved at the different stages.     

Occupational Status of Rural Outmigrants and Return Migrants1

Abstract This research analyzes the occupational status payoffs to short-term outmigration and return migration for male workers in a developing country. Using an occupational status model that integrates explanations from the status attainment and migration literatures and longitudinal data from the Philippine Migration Survey, the results show that both outmigrants and return migrants have lower occupational prestige scores than nonmigrants. Regression standardization and decomposition analyses reveal that while rural outmigrants are positively selected on socioeconomic characteristics compared with nonmigrants, their lower occupational prestige scores are largely because their prior farming and fishing occupational experiences does not properly prepare them for the urban labor market Return migrants' lower occupational status scores are due to negative selection on socioeconomic characteristics.     

How to Reverse the Italian Brain Drain: A Master Class from Australia

This article discusses the limits of Italian immigration policies and their effects on the Italian market of highly skilled individuals. Italian statutory provisions aimed at regulating immigration focus on limiting immigration without a reasoned distinction being made between skilled and unskilled immigrants. The first part of the article argues that a combination of historical and sociological factors makes Italy uncompetitive in the global market of highly skilled individuals. The second part suggests two pilot schemes for policies that might help in addressing the issue. First, the introduction of a medium‐/long‐term visa for highly skilled individuals, and second, the establishment of private multinational universities modelled on the European Institute (EI) in Florence. These new institutions would open up the academic job market to overseas researchers and, at the same time, would provide a more solid base for the retrieval of Italian academics working abroad.     

Determinants of Migrant Career Success: A Study of Recent Skilled Migrants in Australia

Australia has been aggressively pursuing skilled migrants to sustain its population and foster economic growth. However, many skilled migrants experience a downward career move upon migration to Australia. Based on a survey of recent skilled migrants, this study investigates how individual (age, years of settlement, qualifications), national/societal (citizenship and settlement), and organization-level (climate of inclusion) factors influence their career success. Overall, we found that: (1) age at migration matters more than length of settlement in predicting skilled migrant career success; (2) citizenship uptake and living in a neighbourhood with a greater number of families from the same country of origin facilitate post-migration career success; and (3) perceptions of one's social/informal networks in the workplace – a dimension of perceived organizational climate of inclusion – also have a positive impact on migrant career outcomes.     

Temporary versus Permanent Youth Brain Drain: Economic Implications

Existing high levels of temporary migration between Central and Eastern Europe and the European Union (EU) have highlighted a number of concerns relating to the eastern enlargement of the Union. While much of the debate has focused on the destinations, we use Slovakia as a case study to explore economic implications for the countries of origin of highly skilled migrants. First, the paper examines estimates of the scale of “youth brain migration”, comparing survey‐based and expert‐opinion estimates with our own estimate based on reconciling labour market and educational data. This identifies a substantial loss of graduate workers from the labour force through migration, accounting for a potentially significant proportion of Gross Domestic Product (GDP) growth. Second, we consider whether such migration will constitute “brain drain/overflow” or “brain circulation”: in other words will it be temporary or permanent? In some ways, however, this is a false dichotomy, for there are strong links between initial temporary migration and intended permanent migration, explored here through a survey of the motivations and social networks of returned migrants. Third, we address the ability of national states to intervene to mediate such losses. We generally concur with other commentators on the need for a multi‐scalar and multi‐functional approach, focusing especially on economic development. However, we are pessimistic about the likely speed of economic convergence and, moreover, argue that initial temporary migration (with implications for permanent migration) will continue to be driven by non‐economic goals.     

Socio‐Cultural Incorporation of Skilled Migrants at Work: Employer and Migrant Perspectives

Migration studies have predominantly investigated the socio‐cultural incorporation of low‐skilled migrants and refugees, fuelled by concerns that these migrants may pose a burden on the state and a threat to social cohesion. Few studies have investigated the socio‐cultural incorporation of skilled migrants, perhaps assuming that they will fare well in a country of destination. Using the petroleum industry in Norway as a case study, this article examines the workplace as a key site of transmission of norms and values of the host society. We investigate firm initiatives for the socio‐cultural incorporation of skilled migrants and analyse the challenges that these workers experience in the workplace. We then discuss the roles of non‐state actors in the incorporation process and offer suggestions that may enhance the socio‐cultural incorporation of skilled migrants into the host society.     

Qualifications Recognition Reform for Skilled Migrants in Australia: Applying Competency-based Assessment to Overseas-qualified Nurses

The past two decades have coincided with unprecedented Australian selection of skilled migrants, in particular professionals from non‐English speaking background (NESB) source countries. By 1991, the overseas‐born constituted 43 to 49 per cent of Australia's engineers, 43 per cent of computer professionals, 40 per cent of doctors, 26 per cent of nurses, and rising proportions in other key professions. Within one to five years of arrival, just 30 per cent of degree‐qualified migrants were employed. However, few diploma holders had found work in any profession, and select NESB groups were characterized by acute labour market disadvantage. Throughout the 1980s and 1990s, barriers to credential recognition were identified as a major contributing factor to these inferior employment outcomes. This paper describes the evolution of Australia's qualifications recognition reform agenda for NESB migrants, including progressive growth in support of a shift from paper to competency‐based assessment (CBA). Within this context, the paper examines the degree to which improvements were achieved in the 1990s in the field of nursing — the first major Australian profession to embrace CBA, and one promoted by the National Office of Overseas Skills Recognition as an exemplar of the reform process. Assessment protocols and outcomes are analysed within two contrasting contexts: pre‐migration at Australian overseas posts, and within Australia following overseas‐qualified nurses' (OQNs) arrival. Based on empirical data from a wide range of sources, the paper identifies the development of a major paradox. Substantial improvements in qualifications recognition were indeed achieved for NESB nurses through CBA in Australia, in particular in the dominant immigrant‐receiving states of Victoria and New South Wales. At the same time, it is argued, a significant tightening of recognition procedures was occurring at Australian overseas posts where CBA was unavailable. The Immigration Department placed pre‐migration assessment more, rather than less, exclusively in the hands of the professional nursing bodies, in a period coinciding with their harsher, rather than more lenient, treatment of NESB migrants' qualifications. Minimal improvement in recognition of overseas qualifications was achieved in other professions.     

Causes,Challenges and Prospects of Brain Drain: The Case of Eritrea

While there is little doubt that highly skilled workers in many Least Developed Countries (LDCs) are scarce, it is also true that many highly trained professionals have left LDCs to go and work in the developed world. The latter, known as the “brain drain,” or simply human capital flight, is not at all a new phenomenon; it has only become more pronounced in recent years. This paper delves into the causes, challenges, and prospects of the phenomenon of the “brain drain” in LDCs, by taking Eritrea as a case study. In so doing, it demonstrates that deteriorating economic conditions, lack of good governance and political instability are the root causes of the “brain drain” in LDCs such as Eritrea. The paper also highlights the impact of the “brain drain”, and suggests some of the measures that may be put in place by governments of LDCs in order to redress the situation.     

Return Migration Intentions Driven by Parental Concerns and the Value of Children

Using an integrated qualitative approach and semi-structured interviews with 32 second-generation Turkish parents in Germany, this study examines the parental concerns formed by assessing the value of children, which, in turn, influence return migration intentions. This study proposes that parents develop three main concerns in an attempt to maximize the value of their children: (1) socioeconomic, (2) assimilation, and (3) marriage concerns. Return migration intention itself turns into a parental investment by designating the home country as the final destination where these concerns can be resolved, and thus their children may reach their full potential for themselves and their families. This study suggests that in the context of migrant families, the value of children can be a potential predictor of return migration since it is subject to changes during the life course in response to the cultural, social, and economic contexts of the host and home countries.     

Comparing the Experiences of Highly Skilled Labor Migrants in Sweden and Japan: Barriers and Doors to Long-term Settlement

As labor markets become increasingly global, competition among industrialized nations to attract highly skilled workers from abroad has intensified. Spurred by concerns over future economic needs caused by the demographic challenges of an aging population, both Japan and Sweden have joined this global competition. This article examines Japanese and Swedish immigration policies for highly skilled migrants and compares the highly skilled migrants’ experiences in the two countries through interviews with these migrants. Despite Japan and Sweden's completely different approaches to immigration itself, both countries’ policies, as well as the experiences of the skilled migrants, are strikingly similar. Highly skilled migrants experience language barriers and prejudice in both countries, making it difficult to build social networks with natives. Career development seems to be perceived as a common problem, although less so in Sweden, where labor markets are more flexible. Overall, these issues reduce both Japan's and Sweden's ability to retain skilled migrants. While they share similarities, Sweden's famed work–life balance and gender equality give it an edge in the competition for skilled migrants, which Japan does not share. This comparison identifies which social conditions facilitate or impede skilled migrant settlement.     

Brain Drain Losses – A Case Study of Serbia

The focus of this paper is on an attempt to quantify economic losses due to ongoing and vast brain drain emigration from Serbia. We claim that socio‐economic losses in terms of implicit and explicit costs related to upbringing and education of emigrants as well as lost production are paramount. Therefore, the main argument is in line with pessimistic stances on migration and its effect on Serbian development. Massive emigration, especially of educated individuals, results in a great number of incalculable deficits for the country, which cannot be expressed and measured in monetary terms only. The authors argue that these are even more striking when viewed from a holistic perspective factoring in demographic, social, political, cultural and intellectual impacts. It is also shown how emigration of the highly educated greatly undermines local democracy and social cohesion in Serbia. Nevertheless, the authors also take note of contemporary transnational perspectives on migration and development and present possible policies aimed at exploiting advantages of human capital and social networks of migrants and diaspora, circular mobility and returns.     

Distance,Transnational Arrangements,and Return Decisions of Senegalese,Ghanaian, and Congolese Migrants

This article examines the determinants of return of Senegalese, Ghanaian and Congolese migrants in Europe, and the extent to which their return decisions were linked to reasons and circumstances of their initial migration to Europe. We utilize the retrospective life history data collected by the MAFE Project in Senegal, Ghana and DR Congo and six European countries in order to understand whether and how changing conditions in both origin and destination countries, including policies, affect the migration dynamics between Sub‐Saharan Africa and Europe. The results show how the high cost entailed by this type of transcontinental long distance migration, reinforced by restrictive immigration policies, tend to delay and reduce return in comparison to shorter‐distance moves. In addition, brain circulation and transnational family arrangements seem to be at work and seriously question the dominant approach to admission and circulation policies in Europe.     

Walking on a Tightrope: Challenges and Opportunities for Civil Society Organizations Working with Refugees and Migrants in Turkey

VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations - This qualitative study sheds light onto the working structures, make-up, and strengths and weaknesses of civil society...     

Scientific Brain Drain and Human Capital Formation After the End of the Soviet Union

This article provides new empirical evidence on the impact of emigration on human capital formation by drawing upon the exodus of Russian scientists after the end of the Soviet Union. I create a novel panel data set based on scientific publications to identify former Soviet scientist émigrés and official Russian statistics on the production of PhDs aggregated at the regional and scientific field levels. I show that the emigration of scientists in the post‐Soviet period is associated with lower production of PhDs measured by admissions, graduates, and the number of students. The results suggest that emigration is not increasing investment in human capital at the PhD level. Possible explanations are that there is a lack of mentors to train the next generation of PhD students and that émigrés are acting as a channel for the younger generation to pursue PhD studies abroad.     

Towards a Socio‐Economics of the Brain Drain and Distributed Human Capital

This paper derives from our joint interest in understanding how scientific mobility affects developing countries. Many authors have addressed the topic previously, both from an economic and from a sociological perspective. However, recent literature evinces dissatisfaction with both analytical frameworks and the framing of public policies addressing the brain drain problematic. This paper is a contribution to understanding the historical and theoretical foundations of the “brain drain” debate. We aim to improve conceptual clarity regarding the itinerancy of human beings and the mobilization of human capital. We develop a critical review of the economics of the brain drain, highlighting the work of some key early thinkers and pointing out the way in which subsequent work has taken up selected aspects of their approaches leaving other challenges aside. We then consider the diaspora networks literature, which is characterized as taking a “connectionist” approach to the brain drain. We identify two fundamental problems: the sidelining of complementarity and context dependency as basic properties of human capital; and a failure to adequately disentangle the concepts of human resources for science and technology (HRST) and human capital in academic and policy discourse about the brain drain.     

Unlocking the Talents‐in‐Waiting: Case Study Analysis of Chinese and Indian High‐Skilled Migrants in South Australia

Nations across the world and through time have used skilled migration mechanisms to boost economic growth and workforce competitiveness. However, effectively using these talents from abroad and transforming this collective human capital into valuable social capital is an on‐going challenge. This study applies a case study analysis of skilled migrants from China and India in South Australia and finds that there are multiple barriers to the successful integration of skilled migrants. These barriers tend to block the effective utilization of migrants’ skills and reduce the ability to advance social capital in the community. The study concludes by putting forward various policy recommendations to overcome these obstacles and outlines ideas for an effective application of a skilled migrant programme.     

The Causes and Impact of the Brain Drain in Institutions of Higher Learning in Zimbabwe

The brain drain of professionals has now become a major concern in developing countries, especially in Zimbabwe, in particular. In this study, we sought to determine: (a) the causes for the exodus of professionals; (b) the impact of the massive exodus of professionals on higher education; (c) the effects of the brain drain on the quality of graduate produced; and (d) possible solutions that could be used to curb the massive exodus of professionals. A sample of three employers, ten current and eight former lecturers, ten current students and five members of management were used in this study. We collected data using a questionnaire, interviews and focus group discussions. In this study, we found that the major push factors include low remuneration, low job satisfaction, collapse of funding, the political climate and declining currency exchange regimes, while the pull factors include attractive salaries and research and study opportunities, among others. Both push and pull factors caused the brain drain in Zimbabwe.