Dynamic Retention Strategies for Mitigating Health Workers Brain Drain

The departure of skilled health workers from Sub-Saharan Africa, Asia, and the Pacific poses a significant challenge for the global health workforce, exacerbating healthcare accessibility issues, labour shortages, and vulnerabilities within healthcare systems worldwide. This study aims to identify brain drain drivers and propose dynamic retention strategies tailored to the unique circumstances of each region, relying solely on secondary data. Drawing upon the Push-Pull and Social Exchange Theory frameworks, the study reviews existing literature, and it was revealed that there is an interplay of push factors, such as low pay, limited professional development opportunities, and challenging working conditions, alongside pull factors, including better income prospects and career advancement opportunities. This study advocates for dynamic retention strategies like enhancing employee engagement, implementing flexible work arrangements, promoting work-life balance, offering competitive compensation, facilitating professional development, and fostering supportive work environments tailored to each region's circumstances were imperative to mitigate the health workers brain drain syndrome. It also suggests the importance of strategic, context-specific interventions in mitigating brain drain and ensuring sustainable healthcare delivery worldwide and ongoing research and evaluation to assess their effectiveness. This can be achieved through collaborative efforts of stakeholders towards safeguarding the global health workforce and promoting equitable access to healthcare services for all.   Received: 10 February 2024 / Accepted: 25 June 2024 / Published: 02 July 2024