Brownie Sharon, Oywer Elizabeth
Professor and Dean, School of Nursing and Midwifery, Aga Khan University, East Africa, email
Quality Improvement Manager, Mathari National Teaching and Referral Hospital, Nairobi, Kenya.
BJPsych Int. 2016 Aug 1;13(3):55-58. doi: 10.1192/s2056474000001227. eCollection 2016 Aug.
This paper highlights the extent of the brain drain in relation to human resources for health (HRH) that is currently challenging Kenya, and suggests strategies that have the potential to change current working environments and improve HRH retention rates. Governments in partnership with health professional bodies and regulators could improve the working conditions for psychiatrists and mental health nurses: by promoting career choices in mental health; by providing accessible professional development opportunities; and by easing workload pressures by expanding service reach through thoughtfully planned and delivered task-shifting to primary care. While these strategies have the potential to make a significant difference, the evidence suggests a brain drain will continue as long as working conditions remain sub-optimal and global HRH shortages persist.
本文强调了人才外流对肯尼亚当前卫生人力资源（HRH）构成的挑战程度，并提出了一些有可能改变当前工作环境并提高卫生人力资源留存率的策略。政府与卫生专业团体及监管机构合作，可以改善精神科医生和精神科护士的工作条件：通过促进心理健康领域的职业选择；提供可及的专业发展机会；以及通过精心规划和实施任务转移至初级保健来扩大服务范围，从而减轻工作量压力。虽然这些策略有可能带来显著变化，但有证据表明，只要工作条件仍不理想且全球卫生人力资源短缺持续存在，人才外流就将继续。
