BACKGROUND In light of the growing shortage of physicians worldwide, the problem of physicians who intend to leave direct patient care has become more acute, particularly in terms of quality of care and health-care costs. METHODS A literature search was carried out following Cooper's five-stage model for conducting an integrative literature review. Database searches were made in MEDLINE, Psyc...

Paid parental leave policies in both Australia and Japan fit within Dobrotić Blum’s (2020) classification of a selective employment-based entitlement model, thus offering an extension that category beyond Europe illustrating the wide variation possible it. In this article we develop indices for comparing on three dimensions social equality: inclusion, gender equality redistribution. This combin...

Can activation requirements control moral hazard problems in public sickness absence insurance and accelerate recovery? Based on empirical analysis of Norwegian data, we show that it can. Activation requirements not only bring down benefit claims, they also reduce the likelihood that long-term sickness absence leads to inactivity. Our findings show that absentees who are issued graded (partial)...

Public health agencies around the world have renewed efforts to increase the incidence and duration of breastfeeding. Maternity leave mandates present an economic policy that could help achieve these goals. We study their efficacy, focusing on a significant increase in maternity leave mandates in Canada. We find very large increases in mothers' time away from work post-birth and in the attainme...

In 1993, the federal government passed the Family and Medical Leave Act (FMLA), which gives eligible employees twelve weeks of job-protected unpaid leave from work per year to address family issues. Employees are eligible for family leave under the FMLA if they have worked for their employer for at least a year, accumulating at least 1,250 work hours. Employers are covered if they employ at lea...

BACKGROUND Lebanon is perceived to be suffering from excessive nurse migration, low job satisfaction, poor retention and high turnover. Little is known about the magnitude of nurse migration and predictors of intent to leave. The objective of this study is to determine the extent of nurses' intent to leave and examine the impact of job satisfaction on intent to leave. Intent to leave was explor...