Brain Drain in Yemeni Universities: Analysis of HR Management Strategies for Retention and Job Satisfaction

Abstract

Brain drain is one of the most serious problems that economic development and educational standards in countries like Yemen especially suffer from. The study investigates the link between HR management approaches, labor satisfaction, and their combined impact on Yemen’s economy. The research highlights the importance of a high-skilled labor force in global development and the paradoxical challenges brain drain imposes. The main objective of this project is to study the complicated patterns that lead to brain drain, assess its economic impact on academic establishments and a country as well analyze methods used by HRM- human resources managers; they also help identify other implications derived from job satisfaction including role play. This work reflects on the nuances of organizational efficacies, analyzing how HRM policies influence retention or attrition rates for competent workers. This stage aims to explore the complicated relationship between an individual’s happiness and their overall organizational system. It seeks to delve further into the understanding of how job satisfaction can accentuate or mitigate brain drain. The findings provide evidence of the significant effects of HR management techniques, satisfaction with work, and economic variables on the intentions toward leaving for other countries among academic staff members in Yemeni universities. On the one hand, discriminant validity analyses prove that measuring constructs are distinct from each other whereas R values highlight the predictive relevancy of the structural model. Mediation studies show that satisfaction with pay is a mediator between salary, supervision, and intentions of brain drain.