[1] World Health Organization. The World Health Report 2006-Working Together for Health. WHO, Geneva, 2006. Assessed May 2013.
[2] Anand, S. and Barnighausen, T. (2004) Human Resources and Health Outcomes: Cross-Country Econometric Study. The Lancet, 264, 1603-1609.
http://dx.doi.org/10.1016/S0140-6736(04)17313-3
[3] World Health Organization. Workload Indicators of Staffing Need (WISN): User’s Manual. Geneva, 2010.
http://www.who.int/hrh/resources/wisn_user_manual/en/
[4] Awofeso, N. (2008) Managing Brain Drain and Brain Waste of Health Workers in Nigeria. WHO.
http://www.who.int/bulletin/bulletin_board/82/stilwell1/en/
[5] Adesanya, T. (2005) Nigerian Doctors in North America.
www.journalism.ryerson.ca/online/hubbub/hogs/tadesanya3.htm
[6] Nnamuchi, O. (2007) The Right to Health in Nigeria. Law School, University of Aberdeen. Draft Report.
http://www.abdn.ac.uk/law/hhr.shtml
[7] Chankova, S., Nguyen, H., Chipanta, D., Kombe, G., Onoja, A. and Ogungbemi, K. (2007) Catalyzing Human Resources Mobilization: A Look at the Situation in Nigeria. Abt Associates Inc. May 30, 2007 Global Health Council Annual Conference, Washington DC.
[8] Gordon, S. (2005) Nursing against the Odds: How Health Care Cost Cutting, Media Stereotypes, and Medical Hubris Undermine Nurses and Patient Care.
http://www.nursingadvocacy.ord/media/books/nursing_odds.html
[9] Bureau of Labor Statistics. Occupational Outlook Handbook, 2010-2011 Edition.
http://www.bls.gov/oco/ocos083.htm
[10] Nursing and Midwifery Council of Nigeria, Statistics of Nurses, 2012
[11] Wilson, C. (2006) Why Stay in Nursing? Nursing Management, 12, 31.
[12] Aiken, L.H., Clarke, S.P., Sloane, D.M., et al. (2002) Hospital Nurse Staffing and Patient Mortality, Nurse Burnout, and Job Dissatisfaction. JAMA, 288, 1987-1993.
http://dx.doi.org/10.1001/jama.288.16.1987
[13] Vahey, D.C., Aiken, L.H., Sloane, D.M., et al. (2004) Nurse Burnout and Patient Satisfaction. Medical Care, 42.
[14] Oyeleye, O., Hanson, P., O’Connor, N. and Dunn. D. (2013) Relationship of Work Incivility, Stress, and Burnout on Nurses’ Turnover Intentions and Psychological Empowerment. Journal of Nursing Administration, 43, 536-542.
http://dx.doi.org/10.1097/NNA.0b013e3182a3e8c9
[15] International Council of Nurses. Health Human Resources Planning. Geneva, 2008.
http://www.ichrn.com/publications/factsheets/Health-Human-Resources-Plan_EN.pdf
[16] Lai, H., Peng, T. and Chang, F. (2006) Factors Associated with Career Decision in Taiwanese Nursing Students in Three Types of Programs. Journal of Nursing Education, 43, 581-588.
[17] Zurmehly, J. (2008) The Relationship of Educational Preparation, Autonomy, and Critical Thinking to Nursing Job Satisfaction. Journal of Continuing Education in Nursing, 39, 453-460.
[18] Oosthuizen, M.J. (2005) An Analysis of the Factors Contributing to the Emigration of South African Nurses. Unpublished D Litt et Phil Thesis, Department of Health Studies, University of South Africa.
[19] Ellenbecker, C.H., Samia, L., Cushman, M.J. and Porell, F.W. (2007) Employer Retention Strategies and Their Effect on Nurses’ Job Satisfaction and Intent to Stay. Home Health Care Services Quarterly, 26, 43-58.
http://dx.doi.org/10.1300/J027v26n01_04
[20] Gberevbie, D.E. (2010) Strategies for Employee Recruitment, Retention and Performance: Dimension of the Federal Civil Service of Nigeria. African Journal of Business Management, 4, 1447-1456.
[21] The American Nurses Association. Appropriate Staffing, 2006.
http://www.nursingworld.org/staffing
[22] Health Systems Trust (HST) Percentage of Professional Nurse Posts Vacant.
www.hst.org.za/healthstats/140/data
[23] Jones, C.B. (2005) The Costs of Nurse Turnover. Journal of Nursing Administration, 35, 41-49.
http://dx.doi.org/10.1097/00005110-200501000-00014
[24] Lagos State Bureau of Statistics 2005.
[25] Statistical Package for Social Studies. Version 17.0, SPSS Inc., Illinois, Chicago.
[26] Marshall, C. and Rossman, G.B. (1995) Designing Qualitative Research. 2nd Edition, Sage, Thousand Oaks.
[27] Briggs, B.R. (2007) Problems of Recruitment in Civil Service: Case of the Nigerian Civil Service. African Journal of Business Management, 1, 142-153
[28] Gberevbie, D.E. (2009) Personnel Recruitment and Retention Strategies in Lagos State Civil Service of Nigeria. African Research Review, 3, 226-243.
http://dx.doi.org/10.4314/afrrev.v3i3.47526
[29] Minnesota Hospital Association. Personal Communication. 13 April 2007.
[30] Marcum, E.H. and West, R.D. (2004) Structured Orientation for New Graduates: A Retention Strategy. Journal for Nurses in Staff Development, 20, 118-124.
http://dx.doi.org/10.1097/00124645-200405000-00003
[31] Organization for Economic Cooperation and Development. OECD. The International Mobility of Health Professionals; An Evaluation and Analysis Based on the Case of South Africa, 2004.
[32] Volquartz, J. (2005) The Brain Drain. Guardian. 11 March 2005.
[33] Antonazzo, E., Scott, A., Skatun, D. and Elliot, R. (2003) The Labour Market for Nursing: A Review of the Labour Supply Literature. Health Economics, 12, 465-478.
http://dx.doi.org/10.1002/hec.737
[34] Mion, L.C., Hazel, C., Cap, M., Fusilero, J., Podmore, M.L. and Szweda, C. (2006) Retaining and Recruiting Mature Experienced Nurses: A Multicomponent Organizational Strategy. Journal of Nursing Administration, 36, 148-154.
http://dx.doi.org/10.1097/00005110-200603000-00009
[35] Sourdif, J. (2004) Predictors of Nurses’ Intent to Stay at Work in a University Health Center. Nursing and Health Sciences, 6, 59-68.
http://dx.doi.org/10.1111/j.1442-2018.2003.00174.x