The Risk of the Outflow of Doctors and IT/ICT ... - Outlook Web App

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BARRIERS TO MIGRATION Graph 12 Factors Preventing Leaving for another Country (N=270) I have a good job in the Czech Republic 27 50 19 4 Separation from family 30 40 17 13 Loneliness and a lack of social contacts 15 31 29 24 Disagreement of partner 16 29 20 34 Administrative problems connected with work abroad 5 28 38 28 I would evidently have to accept a worse job 6 23 29 42 66 High expenses connected with living in a foreign country Fears of language problems 2 4 25 26 34 43 37 29 I am not home there, I do not know it there 2 22 28 48 The risk that I will miss a good opportunity at home 5 15 32 48 I do not have the nerves for work abroad 2 12 32 55 0% 20% 40% 60% 80% 100% Relative Frequency (in %) Fundamentally To a certain extent Very little Not at all
SUMMARY - CONCLUSIONS Part I - DOCTORS Statistical analyses and other research in 2006 did not confirm the hypothesis of a shortage of Czech doctors. In an international comparison the Czech Republic is at the average for the OECD countries in terms of the number of general practitioners per capita, and is well above the average for the number of specialised doctors. Full surgeries in the Czech Republic are more a reflection of more frequent visits to the doctor (see the statistical comparison with the majority of OECD countries) than a consequence of any critical shortage of Czech doctors. Nevertheless, in practice individual medical facilities are lacking doctors, primarily: a) for specific specialisations - monitoring of vacancies for doctors in selected hospitals confirmed a shortage of doctors in geriatrics, ophthalmology, pathology and diagnostic radiology, and some medical facilities experience difficulties in recruiting specialists in internal medicine, paediatrics, stomatology and surgery; b) in specific regions (the situation in North Bohemia in particular is critical); c) in various types of medical facility (teaching hospitals versus district hospitals, private versus public healthcare…). Over the last ten years the total number of doctors has risen by an average of 2 % each year; doctors who retire are replaced by new graduates from medical faculties. The situation for stomatologists is problematic given the age structure of the group, the anticipated higher proportion of stomatologists due for retirement, and a disproportionately small number of dentistry graduates. An economic analysis confirmed that income motivates Czech doctors to work abroad. Doctors with average earnings in other countries have significantly greater purchasing power than general practitioners with average earnings in the Czech Republic (in Ireland that is 60% higher, in Germany 80%, in Austria 120% and in the United Kingdom 250% - the highest figure). An empirical field survey of the opinions of doctors and students in their senior years at medical faculties on their potential emigration did not however confirm that emigration by Czech doctors will be dramatic. Although the general emigration potential of doctors and medical students is high (approximately three times higher than the average for the Czech population), the probability of such plans being implemented is significantly lower for both groups. A higher probability is ascribed to approximately a third of respondents with a positive attitude to emigration, but that is only realistic for approximately one-tenth to onefifth of respondents. The target countries chosen are almost the same as for the majority population (United Kingdom, Ireland and Germany). A field survey of doctors and medics confirmed as motives for migration the prospect of higher incomes and other motives that are typical for emigrating professionals: professional growth, gaining an international overview, the opportunity to work with the latest medical technology and modern diagnostic and treatment procedures, making professional contacts, etc. In contrast with the majority population, emigration among doctors may also apply to experienced specialists in higher age groups (in the 50-55 age range one in eight doctors questioned were considering working abroad). 67
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Prague Research Institute for Labou
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CONTENTS The risk of the outflow of
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THE RISK OF THE OUTFLOW OF DOCTORS
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Part I Group at Risk of Migration D
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working environment in Czech health
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even tradition, customs and histori
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Internet portals), the monitoring o
Page 15 and 16: increasing at the same tempo. The a
Page 17 and 18: The goal of the survey was to objec
Page 19 and 20: Language reasons and motives relate
Page 21 and 22: five years) and with a return to th
Page 23 and 24: Table 5 The Relative Price Level of
Page 25 and 26: B. SELECTED RESULTS OF THE QUESTION
Page 27 and 28: B2. SELECTED SURVEY RESULTS THE FOR
Page 29 and 30: Graph 1 Are you thinking about leav
Page 31 and 32: - Probably not accept the offer; -
Page 33 and 34: The date of the intended departure
Page 35 and 36: Table 16 Comparison of Type of Heal
Page 37 and 38: MIGRATION MOTIVES Graph 5 Please sp
Page 39 and 40: Part II Group at Risk of Migration
Page 41 and 42: greater emphasis on the graduates
Page 43 and 44: A total of 24,775,670 available job
Page 45 and 46: In the field of Application System
Page 47 and 48: (8) The model for estimating educat
Page 49 and 50: The subject of the questionnaire su
Page 51 and 52: obstacle. High expenses connected w
Page 53 and 54: people that are staying with the em
Page 55 and 56: The second factor that is currently
Page 57 and 58: B. SELECTED RESULTS OF THE QUESTION
Page 59 and 60: The length of the stay was differen
Page 61 and 62: Graph 8 Destination Countries for P
Page 63 and 64: groups. Similarly employees of larg
Page 65: MIGRATION MOTIVES Graph 11 Motives
Page 69 and 70: Surprisingly, however, a field surv
Page 71 and 72: 2. Registered Number of Dentists fr
Page 73 and 74: 4. Number of General Practitioners
Page 75 and 76: 6. Number of Unemployed Doctors / N
Page 77 and 78: 8. Computer Experts Employed in Ind
Page 79 and 80: 10. A Comparison of the Average Mon
Page 81 and 82: SOURCES AND LITERATURE A. Primary L
Page 83: Jana Vavrečková and Collective TH
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