Hostname: page-component-cd9895bd7-lnqnp Total loading time: 0 Render date: 2024-12-28T20:37:34.687Z Has data issue: false hasContentIssue false

It's More “Brain Gain” Than “Brain Drain” for Industrial–Organizational Psychology

Published online by Cambridge University Press:  07 January 2015

Paresh Mishra*
Affiliation:
Indiana University Purdue University Fort Wayne
*
E-mail: mishrap@ipfw.edu, Address: IPFW, OLS Neff 288C, 2101 Coliseum Blvd., Fort Wayne, IN 46805

Abstract

Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Copyright
Copyright © Society for Industrial and Organizational Psychology 2014

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Aguinis, H., Bradley, K. J., & Brodersen, A. (2014). Industrial–organizational psychologists in business schools: Brain drain or eye opener? Industrial and Organizational Psychology: Perspectives on Science and Practice, 7(3), 284303.CrossRefGoogle Scholar
Carr, S. C., Inkson, K., & Thorn, K. (2005). From global careers to talent flow: Reinterpreting ‘brain drain’. Journal of World Business, 40, 386398.Google Scholar
Gardner, D. (2011). Future babble: Why expert predictions are next to worthless, and you can do better. New York, NY: Dutton.Google Scholar
Mountford, A. (1997). Can a brain drain be good for growth in the source economy? Journal of Developmental Economics, 53, 287303.Google Scholar
Stark, O., & Wang, Y. (2002). Inducing human capital formation: Migration as a substitute for subsidies. Journal of Developmental Economics, 86, 2946.Google Scholar