Hidden gender dimensions of the brain drain: the case of Turkey

2019 ◽  
Vol 60 ◽  
pp. 33-59
Author(s):  
Adem Yavuz Elveren ◽  
Gülay Toksöz
Keyword(s):  
Labor Market ◽  
Gender Inequality ◽  
Gender Gap ◽  
Brain Drain ◽  
Online Survey ◽  
Duration Of Stay ◽  
Return Intentions ◽  
Main Factors ◽  
Push Factor ◽  
The Brain

AbstractThis study examines the gender dimension of the brain drain in Turkey, drawing on the results of an online survey to argue that the gender inequality present in sending countries can serve as a push factor in women's decisions to migrate and return or not return. The results indicate that the gender gap in the labor market in Turkey is an important factor in shaping the return intentions of female Turkish professionals and students living abroad. The findings reveal a gender gap in return intentions independent of other main factors, such as age, field of study/occupation, or duration of stay.

Cognitive Skill and Economic Inequality: Findings from the National Adult Literacy Survey

1998 ◽  
Vol 68 (1) ◽  
pp. 33-80 ◽  
Author(s):  
Stephen Raudenbush ◽  
Rafa Kasim
Keyword(s):  
Labor Market ◽  
African Americans ◽  
Gender Inequality ◽  
Gender Gap ◽  
Adult Literacy ◽  
Cognitive Skills ◽  
Hispanic Americans ◽  
Literacy Survey ◽  
And Gender ◽  
National Adult Literacy Survey

Few would deny that the civil rights and women's movements have substantially changed U.S. society. Yet ethnic and gender inequality in employment and earnings remain large. Even when comparisons are confined to persons of similar educational attainment, African Americans and Hispanic Americans earn less than European Americans, women earn less than men, and African Americans suffer a substantially elevated risk of unemployment. One prominent explanation for ethnic differences in earnings and employment is that, holding constant access to schooling, differences in economic outcomes reflect differences in cognitive skills that have become decisive in the modern labor market. A prominent explanation for the gender gap emphasizes gender differences in occupational preference, with women choosing occupations that are lower paying. Based on an intensive analysis of data from the U.S. National Adult Literacy Survey, the authors find that these two explanations are only partly successful in illuminating ethnic and gender inequality in employment and earnings. Alternative explanations emphasizing labor market discrimination and residential segregation cannot be ignored. In this article, Stephen Raudenbush and Rafa Kasim consider the implications of this new evidence for current debates about affirmative action and educational reform.

Rethinking Double Jeopardy: Differences in the Gender Disadvantage between Organizational Insiders and Outsiders in Korea

2017 ◽  
Vol 60 (6) ◽  
pp. 1082-1096 ◽  
Author(s):  
Young-Mi Kim
Keyword(s):  
Labor Market ◽  
Gender Inequality ◽  
Gender Gap ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Structural Condition ◽  
Secondary Market ◽  
Demographic Differences ◽  
Female Workers ◽  
Segmented Labor Market

This study examines the distinctive patterns of gender inequality in the primary and secondary labor markets in Korea. Previous studies that analyzed multiple disadvantages in the labor market tended to focus on comparing the gender wage gap between groups. By failing to distinguish the gender gap from discrimination, these studies often underestimate the severe within-job discrimination that women in minority positions experience. Using the wage gap decomposition method, this study analyzes the gender wage gap according to separate labor market positions. The results indicate that the size of the gender wage gap is greater in the primary labor market than in the secondary market, but that a sizable amount of the gap in the primary market can be explained by demographic differences between male and female workers. In the secondary labor market, the gender wage gap is relatively small, but mostly caused by within-job wage discrimination against women. The divergent pattern of gender inequality—large gap-small discrimination among organizational insiders and small gap-large discrimination between organizational outsiders—shows how the segmented labor market provides a structural condition to create the complexity of gender inequality, in which women experience different forms of disadvantage depending on their positions in the labor market.

scholarly journals Return Intentions of Malaysia’s Diaspora: The Push and Pull Factors

2014 ◽  
Vol 1 (1) ◽  
pp. 140
Author(s):  
Quah Chun Hoo ◽  
Siti Rohaida M. Zainal ◽  
Guok Eng Chai
Keyword(s):  
Brain Drain ◽  
Empirical Studies ◽  
Pull Factors ◽  
Brain Gain ◽  
Push And Pull Factors ◽  
Science Technology ◽  
Return Intentions ◽  
Push And Pull ◽  
The Brain ◽  
Science Technology And Innovation

Despite the huge allocation on funds and attention channeled towards solving the brain drain issue by the Malaysian government, this issue is still far from being resolved. Agencies such as Ministry of Science, Technology and Innovation (MOSTI), Malaysian Development Corporation (MDC) and others have been established to try to lure back our top talents from abroad. MOSTI launched its first brain gain programme in 1995 till 2000, which successfully attracted 94 scientists, of whom only one remains in Malaysia. The second brain gain scheme which was implemented from 2001 to 2004 was intended to attract 5000 talents a year. Unfortunately, only 200 took advantage of the offer. Then, to better coordinate the plan, Talent Corporation Malaysia Berhad was established under the Prime Minister’s Department with the objective of wooing foreign talent and overcoming the barriers for them to settle down in Malaysia, among others (Starbizweek, 2011b). Unfortunately, the reception to these initiatives is far from encouraging. Even though the study on brain drain is not new among researchers; in Malaysia, empirical studies on this issue is still limited. Drawing on the push and pull factors identified by previous researchers, this paper attempts to conceptualize which of these factors have the greatest potential of influencing the return intentions of Malaysia’s top talents working abroad. Proposing two propositions, these conceptual papers then analyzes related articles on the facts about brain drain. The implications of this paper are discussed from two perspectives namely are from the company as well as from the country perspectives. In conclusion, this paper manages to highlight the push and the pull factors influencing brain drain phenomenon in Malaysia.

scholarly journals Evaluation of social and economic insecurity risks for employees during structural transformations in the modern labor market

2020 ◽  
Vol 10 (1) ◽  
pp. 1-10
Author(s):  
Olga Novikova ◽  
Larisa Shamileva
Keyword(s):  
Labor Market ◽  
Young People ◽  
Gender Gap ◽  
Social Protection ◽  
Age Groups ◽  
Structural Transformations ◽  
Informal Employment ◽  
Economic Insecurity ◽  
Highly Qualified ◽  
Main Factors

This article systematizes main factors of socio-economic insecurity aggravation for employees during structural transformations, which take place on the modern labor market. These factors are related to inefficient employment and low level of labor productivity, regressive mobility of the employed population, loss of educational and labor potential of the country, low competitiveness of its labor force both in domestic and foreign labor markets, increase of unemployment among able-bodied people and informal employment, especially among young people and higher-level professionals, widening the gender gap in the employment structure to the benefit of older age groups. A methodological implementation of the assessments of social and economic insecurity risks for employees has been developed and verified in the study. It is based on comparing performance levels in particular components in specific time intervals. It is substantiated that, due to changes in the structure of the labor market and in the system of social and labor relations, the main factors of increasing the vulnerability of employees are related to the deindustrialization of the national economy, which is accompanied by formation of a regressive educational and professional structure of employed, as well as by the loss of motivation for productive work and increase in the professional level, reduction of social protection of employees, the growth of informal employment among young people and highly qualified specialists. High scale of labor migration and low demand for specialists in the internal labor market, low wages lead to loss of labor and educational potential and narrow the conditions for the development and realization of the country’s human capital.

scholarly journals Children and Gender Inequality: Evidence from Denmark

2019 ◽  
Vol 11 (4) ◽  
pp. 181-209 ◽  
Author(s):  
Henrik Kleven ◽  
Camille Landais ◽  
Jakob Egholt Søgaard
Keyword(s):  
Labor Market ◽  
Gender Identity ◽  
Administrative Data ◽  
Gender Inequality ◽  
Gender Gap ◽  
Hours Worked ◽  
Wage Rates ◽  
Childhood Environment ◽  
Long Run ◽  
And Gender

Using Danish administrative data, we study the impacts of children on gender inequality in the labor market. The arrival of children creates a long-run gender gap in earnings of around 20 percent driven by hours worked, participation, and wage rates. We identify mechanisms driving these “child penalties” in terms of occupation, sector, and firm choices. We find that the fraction of gender inequality caused by child penalties has featured a dramatic increase over the last three to four decades. Finally, we show that child penalties are transmitted through generations, from parents to daughters, suggesting an influence of childhood environment on gender identity. (JEL D63, J13, J16, J22, J31, J71)

Psychiatry Trainees in Turkey Considers Leaving the Country

2016 ◽  
Vol 33 (S1) ◽  
pp. S491-S491
Author(s):  
O. Kilic ◽  
E. Sonmez ◽  
S. Guloksuz ◽  
M. Pinto da Costa
Keyword(s):  
Mental Health ◽  
Mental Health Professionals ◽  
Brain Drain ◽  
Health Professionals ◽  
Online Survey ◽  
Positive Influence ◽  
European Federation ◽  
Research Project ◽  
Competing Interest ◽  
The Brain

IntroductionThe brain drain of mental health professionals is an important issue especially for developing countries with inadequate recruitment rates. The European Federation of Psychiatric Trainees (EFPT) investigated the extent of migration among trainees across Europe by Brain Drain research project. Results from a non-EU country, with the lowest number of mental health professionals per 100 000 population across OECD countries might provide important clues.ObjectiveTo identify attitudes towards and behaviors towards international migration among psychiatry trainees from Turkey.MethodAn online survey was conducted among psychiatry trainees from Turkey in 2013, as part of the EFPT Brain Drain Research Project.ResultsOf 107 trainees surveyed, 74% considered living abroad. However, the rate of having even short mobility experience was just 13%, and these were mainly educational visits. More than half of those who visited a foreign country reported to have a satisfactory experience, which might explain the positive influence of these visits on attitudes towards migration. Responders perceived academic conditions as the most important aspect of training that needs to be improved, in line with the fact that inadequate training programs were important reasons for migrating.ConclusionOverall, psychiatry trainees in Turkey tend to remain in their country of origin, which may protect healthcare system against the detriment of workforce loss. The relatively low rate of migration may also reflect the legislative barriers (e.g. being o non-EU country) impeding migrating. Our findings also suggest that the unmet educational needs of trainees require immediate attention.Disclosure of interestThe authors have not supplied their declaration of competing interest.

Advancing Women in Local Government: The Case of Illinois

Public Voices ◽  
2016 ◽  
Vol 13 (2) ◽  
pp. 89
Author(s):  
Rachel Lange ◽  
Kimberly Nelson
Keyword(s):  
Local Government ◽  
Positive Solution ◽  
Gender Gap ◽  
Family Life ◽  
Online Survey ◽  
Work Life ◽  
Time Commitment ◽  
Survey Results ◽  
Local Government Management ◽  
Professional Fields

Despite gains by women in many professional fields, the top level of local government management ranks continues to be populated primarily by man. The percentage of females serving as local government chief administrators has not increased since the 1980s. Little empirical research exists that attempts to uncover the reason for the gender gap. The purpose of this research is to identify some of the obstacles and barriers that affect a woman’s decision to advance her career in local government. Utilizing an online survey, the authors surveyed female chief administrative officers (CAOs), assistant CAOs, assistant to the CAOs, and deputy CAOs in Illinois. The survey results show that barriers such as a male dominated culture and time commitment to work life and family life are preventing females from achieving higher authority. Mentoring proves to be a positive solution to many of the barriers facing women in local government.

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