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Frédéric Docquier

References Angrist, J. (1995). The economic returns to schooling in the West Bank and Gaza Strip. American Economic Review, 85(5), 1065-1087. Arslan, C., Dumont, J.-C., Kone, Z., Moullan, Y., Ozden, C., Parsons, C.R., Xenogiani, T. (2015). A new prole of migrants in the aftermath of the recent economic crisis. OECD Social, Employment and Migration Working Papers, 160, OECD Publishing. Bertoli, S., Fernandez-Huertas Moraga, J. (2013). Multilateral resistance to migration. Journal of Development Economics, 102(C

Open access

Mrika Kotorri

, C. and Carletto, G. 2009. Modelling migration dynamics in Albania: a hazard function approach. Southeast European and Black Sea Studies 9 (4): 407-433. Borjas, G. J. and Bratsberg, B. 1996. Who Leaves? The Outmigration of the Foreign-Born. Journal of Economics and Statistics 78 (1): 165-176. Borodak, D. and Piracha, M. 2011. Occupational choice of return migrants in Moldova. Eastern European Economics 49 (4): 24-46. Box-Steffensmeier, J. M. and Jones, B. S. 2004. Event history modeling: A guide for social scientists. Cambridge University Press

Open access

Mirko Savić and Stojanka Dakić

Abstract

In the last two decades we have been witnessing the decrease of population in many countries of the Danube Region. All demographic indicators are unfavourable. Current demographic situation and labour market in the countries of the Danube Region is presented. The purpose of this paper is to evaluate the effects of demographic decline in the countries of the Danube Region on the key labour market variables and to model their behaviour. Also, the purpose of this paper is to analyse and discuss the possible consequences of demographic decline and the roles of migration and brain drain in the region. The main conclusion is that drop in the population growth is compensated with migration flows and prolongation of working life when it comes to the active labour force in the Danube Region, although population is still a main source of working force.

Open access

Mihaela Simionescu

. (2004). International migration scenarios for 27 European countries, 2002-2052. CEFMR Working Paper (Warsaw) , pp. 1-69. [5] Boeri, T., & Brücker, H. (2005). Why are Europeans so tough on migrants?. Economic Policy , pp. 630-703. [6] Drbohlav, D. (2005) The Czech Republic: from liberal policy to EU membership, Retrived from http://www.migrațiainformation.org/Profiles/display.cfm?ID=325 [7] Drzewiecka, J. A., Hoops, J. F., & Thomas, R. J. (2014). Rescaling the state and disciplining workers in discourses on EU Polish migration in UK Newspapers

Open access

Drinka Peković

and Poverty in Guatemala (World Bank Policy Research Working Paper, No. 3418), Washington: World Bank. Adams, H.R. (2006). Remittances and Poverty in Ghana (World Bank Policy Research Working Paper, No. 34838), Washington: World Bank. Adams, H.R. & Page, J. (2005). Do International Migration and Remittances Reduce Poverty in Developing Countries? World Development, 33 (10), 1645-1669. Bertoli, S. & Marchetta, F. (2014). Migration, Remittances and Poverty in Ecuador. The Journal of Development Studies, 50 (8), 1067

Open access

Inga Minelgaite, Þóra H. Christiansen and Erla S. Kristjánsdóttir

Human Decision Processes 105: 52-66. doi: 10.1016/j. obhdp.2006.09.008 Bryman. A., and Bell. E. 2007. Business Research Methods, 2nd edition. Oxford: OUP. Burgelt, P.T., Morgan, M., and Pernice, R. 2008. Staying or returning: Pre-migration influences on the migration process of German migrants to New Zealand. Journal of Community & Applied Social Psychology 18: 282-298. doi: https://doi.org/10.1002/casp.924 Cerdin, J., Diné, M. A., and Brewster, Ch. 2014. Qualified immigrants’ success: Exploring the motivation to migrate and to integrate. Journal of

Open access

Dinah Kagan

. Ethnic and Racial Studies , 40 (2), 1-18. Retrieved from https://doi.org/10.1080/01419870.2017.1245431 Darvas, Z., & Wolff, G. B. (2016). An anatomy of inclusive growth in Europe . Brussels: Bruegel Blueprint 26. Di Pietro, G. (2011). The Bologna process and widening participation in university education: New evidence from Italy. Empirica , 39 (3), 357-374. Retrieved from https://doi.org/10.1007/s10663-011-9172-5 Docquier, F. (2018). Long-term trends in international migration: Lessons from macroeconomic model. Economics and Business Review

Open access

Witold Bartkiewicz and Zbigniew Gontar

Abstract

There is still many misunderstandings associated with the assessment of the barriers encountered in the process of IT solutions migration to the computational cloud and the benefits to be expected. The purpose of this paper is to organize the criteria used in this field, to analyze the dependencies between them. This will allow us to better understand the problem of migration to the cloud and to improve the decision-making processes related to it. A comprehensive survey was carried out, covering about 400 manufacturing enterprises in Poland using cloud-based IT solutions in various areas. The elements of the study were questions about the barriers and benefits encountered in this process. The paper analyzes the relationships between the obtained categories using diverse data mining methods: association rules mining and hierarchical agglomerative clustering. The obtained results allow to identify the conceptual structure and build a model of relationships inside the problem.

Open access

Jelena Birovljev, Željko Vojinović and Vera Mirović

Abstract

When and how will one country take care of its workers who are left due to their injury, illness, death or old age without ability to care for their existence, and who contributed most of their life as tax payers. The role of the social system is just that. Social systems of intergenerational solidarity operate for decades in all European countries, regardless of their political and economic structure and level of development. Number of employees within a pension system is dependent on many factors, but it is also independent compared to the category of pensioners and possibilities of functioning of the pension system. The total number of beneficiaries directly derived from the number of employees in some earlier period, while the possibility of pension payments vary depending on the current number of workers. Some categories may behave differently in relation to the total number of employed in an economic system, but the functioning of the pension system is depending on this indicator. In Serbia, for years the number of deaths exceeded the number of births, large-scale migration of citizens, the progress of medical science as a factor of increased life expectancy of people, higher rates of unemployment, longer years of service until retirement and some other less significant factors influenced the disproportion in the number of employees in relation to the number of pensioners. This resulted in a very poor state of the pension system and caused the question of its future functioning. A social problem is getting more difficult to resolve, in quality and quantitative terms, because its main source of inflow of funds is in constant decline while expenditures are increased.

Open access

Narcis Copca and Constanta Mihaescu-Pintia

Abstract

Work motivation and satisfaction are core performance factors, of a broad complexity in healthcare. In spite of all economic, political, administrative, regulatory or bureaucratic adversities, there are public Romanian hospitals striving to perform at European level. Medical personnel dissatisfaction, and shortage due to migration are significant challenges for managers. Methodology: the main research question is whether motivation is a key factor in a public Romanian hospital oriented to clinical excellence, reflected by retention of medical staff and their professional satisfaction, and also perceived by their patients. Purpose: to analyze importance and level of job satisfaction of hospital personnel in relation with other motivation components given the rough environment of Romanian public healthcare system, and its reflection on patient satisfaction. The paper is based on two studies: professional satisfaction survey conducted among all 350 employees of the Clinical Hospital “St. Maria” Bucharest accredited for liver transplantation and achieving great clinical performance, based on a 21-questions semi-structured questionnaire. Second, a patient satisfaction survey conducted on a sample of 75 patients randomly selected from all 5 hospital departments, out of an average of approximately 230 patients per week, by applying on discharge day a questionnaire of 30 questions. Results: Great majority of our personnel appreciated as appropriate: their working conditions, communication and relationship with hierarchic boss and with hospital management team. 84.6% of medical and 90.5% of nonmedical personnel declared to be professionally very satisfied and satisfied in this hospital. Patient satisfaction analysis indicated that almost all respondents were informed by medical personnel about their conditions and rights, receiving explanations about treatment; 90% considered care received at a very good quality, except for food; 90.2% of respondents rated as very good the personnel kindness, availability, communication, information and care; 67,2% of patients stated as very satisfied and 23% satisfied with the medical care received, and all respondents would choose this hospital again if needed and even would recommend it to others. Conclusion: Anticipating their needs and motivating hospital personnel to achieve high performance is of great importance for managers and employees, by focusing on people and using appropriate tools even when no direct financial incentives are possible. Professional satisfaction has to be periodically measured, correlated with patient surveys and followed by specific actions for improvement and kept high, thus allowing climbing up to the best hospitals in Bucharest, despite significant challenges within Romanian public healthcare system. Our analysis showed the importance of job motivation and satisfaction in public hospitals, despite the rough environment, and reflection of work satisfaction on employees-patients relationship in terms of availability, communication, providing information and feedback, care, and choice/preference for future services. Thus, our research objectives were fulfilled.