The International Migration of Health Workers: A Gobal by John Connell

By John Connell

This quantity presents the 1st distinctive assessment of the turning out to be phenomenon of the foreign migration of expert medical examiners. The members specialize in who migrates, why they migrate, what the results are for them and their prolonged households, what their stories within the staff are, and finally, the level to which this increasing migration move has a courting to improvement concerns. It as a result offers new, interdisciplinary reflections on such middle concerns as mind drain, gender roles, remittances and sustainable improvement at a time whilst there hasn't ever been larger curiosity within the migration of medical experts.

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2002, DiCicco-Bloom 2004, van Eyck 2004, Kingma 2006, Likupe 2006, O’Brien-Pallas and Wang 2006, Percot and Rajan 2007). In some cases this has led to attrition, and return, and emphasises that this is emotional labour. Many migrants receive minimal cultural orientation in their new countries, and may be disappointed in their goal of working there at a higher level, appropriate to their education, experience and training (van Eyck 2004). Health workers are often recruited for, and directed into, positions and locations that are unattractive to local health workers, and peripheral geographical placement is common (Robinson and Carey 2000).

Nurses have migrated from some countries, including Zimbabwe and Malawi, through concern over inadequate preventive measures against HIV/AIDS (Chikanda 2004, Palmer 2006) or because they too have HIV/AIDS (Kober and van Damme 2006). Thus in Malawi nurses moved overseas because working conditions and remuneration were the “poorest in various professions” hence “it is not so much the ‘pull factors’ that are attracting Malawian nurses to Europe, but rather ‘push’ factors are driving them out of the country” (Muula et al.

Such concerns have been raised in several contexts, including Zimbabwe and elsewhere in sub-Saharan Africa (Gaidzanwa 1999, Awases et al. 2004), the Caribbean (Thomas-Hope 2002, van Eyck 2005), the Pacific islands (Connell 2008) and much of the Commonwealth (Commonwealth Secretariat 2001). Inadequate opportunities for promotion constitute not only an incentive to migration but a constraint to productivity and innovation in the health system. Long hours of overtime, double shifts, working on the early morning “graveyard” shift or on weekends, especially when these do not receive proper income supplementation, influence migration.

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