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• Promoting healthcare professionals' (HCPs) retention at the workplace is essential to ensure high-quality care, particularly during global healthcare crises and in high-risk settings, such as long-term care facilities for older people. • Approximately 4 out of every 10 long-term care facilities' HCPs encountered at least one instance of social discrimination during the COVID-19 pandemic. • HCPs who experienced social discrimination were less likely to intend to stay in their current workplace. • Psychological support could avert the negative impact of discrimination on the intention to stay, underscoring the importance of psychological support as an effective strategy to retain and support HCPs during times of crisis. This international cross-sectional survey examined the potential role of organizational psychological support in mitigating the association between experiencing social discrimination against long-term care (LTC) facilities' healthcare professionals (HCPs) and their intention to stay in the current workplace during the COVID-19 pandemic. Participants included a convenience sample of 2,143 HCPs (nurses [21.5 %], nurse aids or residential care workers [40.1 %], social workers [12.1 %], and others [26.4 %]) working at 223 LTC facilities in 13 countries/regions. About 37.5 % of the participants reported experiencing social discrimination, and the percentage ranged from 15.3 % to 77.9 % across countries/regions. Controlling for socio-demographic and work-related variables, experiencing social discrimination was significantly associated with a lower intention to stay, whereas receiving psychological support showed a statistically significant positive association (p-value=0.015 and <0.001, respectively). The interaction term between social discrimination and psychological support showed a statistically significant positive association with the intention to stay, indicating a moderating role of the psychological support. [ABSTRACT FROM AUTHOR]

Following the COVID-19 pandemic, a community emergency department was facing a staffing crisis with new emergency registered nurse turnover rates as high as 83.3%. There were limited experienced emergency nurses available to train the large number of novice nurses hired to fill vacancies. Based on this, the emergency department needed to restructure the orientation process to better align with evidence-based strategies and available resources. The Seven Steps of Evidenced-based Practice were used to identify the best practices for an orientation program specific to the emergency department. Based on the evidence, a 16-week, competency-based, emergency nurse internship was implemented in the 33-bed community emergency department. The primary outcome of this initiative was new emergency nurse retention, which demonstrated a statistically significant reduction from 81.8% (pre-intervention) to 11.1% (post-intervention) (P <.001). Additionally, there was an improvement in the scores for each of the 6 healthy work environment standards. Based on the outcomes of this initiative, an emergency nurse internship is an effective method to improve emergency nurse competence and retention, contributing to a healthier work environment. [ABSTRACT FROM AUTHOR]

Introduction: Nurses play a vital role in the provision of health care in rural, remote and isolated locations. Consequently, the current global nursing workforce shortage has significant and farranging implications for these communities where there are enduring issues with workforce maldistribution and shortage, instability, high staff turnover and health disparities. This article provides an analysis of existing literature on what rural, remote and isolated practising nurses view as important for the attraction and retention of this workforce in the Australian context. Methods: A structured scoping review informed by Arksey and O'Malley's framework for conducting scoping studies was undertaken. Six electronic databases were searched in August 2022. Cosgrave's person-centred retention improvement framework (which includes attraction) for addressing health workforce challenges in rural contexts was used to guide the synthesis and interpretation of information from the included studies. Key themes were identified inductively, conceptualised within Cosgrave's framework and mapped to the overarching lifecycle stages of attraction, retention and resignation, also referred to as turnover or decision to leave. Results: Twelve articles met the inclusion criteria for this review. Six themes related to attraction, retention and resignation were identified: (1) demanding role and scope of practice; (2) values divergence and professional opportunities; (3) continuing professional development and mentoring; (4) social, lifestyle and personal or family; (5) management and organisation; and (6) pay and incentives. The issues articulated within each of these themes overlapped, highlighting the complexities involved. Conclusion: Limited empirical research that combines a personcentred and whole-of-lifecycle approach to understanding the rural and remote nursing workforce was found. However, our analysis of existing evidence suggests that such approaches are required to appropriately plan for and target solutions that centre nurses' specific needs and experiences for the future nursing workforce. Relatedly, limited translational research on the nursing workforce that explicitly includes and engages with nurses was found. Such research is fundamentally needed to improve retention outcomes. [ABSTRACT FROM AUTHOR]

A infection control nurse (ICN) has played substantial roles in infection control and epidemiology programs in hospitals to protect patients and coworkers during the coronavirus disease 2019 (COVID-19) pandemic. This study aimed to explore the association between intention to leave in ICNs and job stress and burnout. This cross-sectional study was conducted among ICNs working in hospitals with ≥200 beds in South Korea from October 1 to 22, 2021. Variables included were related to general and job characteristics specific to COVID-19, as well as measures of job stress, burnout, and turnover intention for ICNs from previous studies. Path analysis was used to examine the relationships between job stress, burnout, turnover intention, and COVID-19-related work characteristics. A total of 203 participants were included, of whom 95% were women. The results showed that work intensity in COVID-19 infection control was significantly associated with job stress (P <.001) and burnout (P =.035). Furthermore, job stress (P =.019) and burnout (P <.001) were positively correlated with turnover intention. In a pandemic with emerging infectious diseases, strategies to reduce turnover among ICNs and ensure a sufficient workforce are crucial to reducing work intensity, considering the factors that affect job stress and burnout. • The COVID-19 pandemic placed a significant workload and job stress on IPs. • The pandemic has led to crisis levels of stress, burnout, and turnover for IPs. • Higher work intensity of COVID-19, higher burnout, and job stress in IPs. • Effective pandemic response necessitates human resource management for IPs. [ABSTRACT FROM AUTHOR]

The paper focuses on causes for drop-out from business study programs at case university over seven years. Causes of drop-outs were collected and the database consists of 1,154 drop-out. Students indicated their reasons and preferences of their causes leading to leave studies. The aim of this paper is to identify factors affecting of drop-outs in business higher education and its evolvement in past years to define main areas of negative causes. The article presents students perception on study conditions and identifies the most important personal reasons to quit. The outputs of this paper are based on survey data from the whole sample of dropping students in the case business school. Statistical analysis, including correlation and factor analysis were employed to analyse students' perception of the educational processes impacting retention. The analyses revealed clusters of variables with proven co-appearance and defining students' main causes to drop-out. Orientation of students is primarily on expectations and personal reasons. The results lead to improvements in institutional processes to address students' requirements and expectations to improve retention at universities. [ABSTRACT FROM AUTHOR]

This study makes use of a data set detailing instances of public school superintendent turnover in Kentucky between 2014 and 2023. A quantitative research design was used to analyze descriptive statistics in the sample of 205 superintendent turnovers occurring during the identified decade. The analysis reveals a disparity between females and males selected to fill superintendent vacancies. The research also demonstrates that superintendent turnover in Appalachian and non-Appalachian school districts is proportionally consistent, as is superintendent turnover among the eight geographically-assigned Kentucky Department of Education (KDE) educational cooperatives. The findings demonstrate that applicants for superintendent positions serving as assistant superintendents or in other central office positions are selected for the superintendency nearly 60% of the time. Suggestions for future research, including assembling and analyzing comparable data sets in other states, are provided. Given the implications of the findings in this study, the assembled data set could also facilitate additional research. [ABSTRACT FROM AUTHOR]

The Facility Service (FS) industry lacks comprehensive scientific reports due to its fragmented representation in the NACE industry classification system in the EU. This article addresses this gap by offering insights into the FS market's turnover, number of companies, and employees. The study examines the development of turnover, company count, and employee numbers in the outsourced FS sector in the EU and the five major European economies since 2008. The European norm EN 15221:4 defines FS activities, which were cross-referenced with Eurostat's economic data to identify relevant FS services. Extensive data quality checks were conducted to ensure accuracy. From 2008 to 2018, the FS sector's size in terms of turnover and companies was estimated and compared across countries. Findings reveal that the EU's FS sector reached a turnover of over 1142 billion in 2017, with nearly 2 million companies and over 15 million employees. Despite the 2008/2009 financial crisis, the FS sector in the EU demonstrated stability compared to the broader economy in the selected countries. [ABSTRACT FROM AUTHOR]

Emergency department turnover rates increased at Sentara Northern Virginia Medical Center. Most applicants were new graduate registered nurses. A strength, weakness, opportunity, threat analysis revealed 3 weaknesses regarding new graduate registered nurses in emergency departments. Transition to practice program was necessary, new graduate registered nurse competency needed to progress rapidly, and retention rates needed improvement. The emergency department registered nurse transition to practice pathway was created to address these challenges. Retention statistics were garnered through new graduate registered nurses length of employment. Improving retention rates at Sentara Northern Virginia Medical Center led to expansion of the program to the other 11 hospitals in the system. Self-report surveys were created later to evaluate the new graduate registered nursess' satisfaction with the program and perception of clinical confidence. Using the emergency department registered nurse transition to practice pathway, turnover rates at Sentara Northern Virginia Medical Center dropped from 46% to 5.1%. Post expansion, the overall program retention rates were 96% at 6 months, and 86% at 1 year. The 2-year retention rate prior to COVID-19 was 82%, afterward, it dropped to 65%. Most surveyed new graduate registered nurses had a confidence level of 25% or less on the first day. After their 17-week orientation, 54% reported confidence levels had risen to 75%. Within 6 months, 81% reported 75% confidence, at 1 year, 87% reported levels between 75% and 100%, and at 2 years, 100% reported a confidence level between 75% and 100%. This development of the emergency department registered nurse transition to practice pathway resulted in improved emergency department registered nurse retention and confidence. Savings from reduced turnover and reduced temporary labor staffing were achieved with this program. Implementation takes careful resource management, ongoing analysis, and research to validate return on investment. [ABSTRACT FROM AUTHOR]

Entities owe profit tax or microenterprise income tax, direct taxes applied on the income earned. A microenterprise income tax payer is a legal entity that opts and fulfills a series of conditions, the most important being the turnover, which must not exceed the equivalent in lei of 500,000 euros. The microenterprise income tax is declared and paid quarterly, up to and including the 25th of the month following the quarter for which the tax is calculated, by applying the rate of 1% or 3% on the incomes that constitute the tax base. Late payment attracts interest and late penalties that are determined according to the amount owed, the level of interest, the penalty and the number of days of delay. [ABSTRACT FROM AUTHOR]

Almost half of all possessions in elite Gaelic football originate from turnovers. However, understanding of what constitutes a successful possession following a turnover is limited. This study provides the first comprehensive performance profiles for closely contested Senior men's intercounty knockout championship matches (final score deficit, ≤6 points), and characterises successful possessions following a turnover. Twenty-nine knockout matches from the 2020 and 2021 All-Ireland Senior Football Championships, including 1,257 possessions following a turnover, were analysed. Statistical differences between winning and losing performances were identified using paired sample t-tests (p ≤ 0.05) and Wilcoxon signed ranked tests (p ≤ 0.05). Binary logistic regression was used to model possession outcome following a turnover. Findings revealed that winning teams were significantly superior to losing teams in securing and retaining possession and demonstrated greater efficiency and productivity in converting possession into scores. Binary logistic regression identified possession duration and the number of attacking phases per possession as the most significant predictors of possession outcome. Prolonged possessions consisting of fewer attacking phases also resulted in a greater score return. These findings enhance existing theoretical understanding of the nature of possessions in Gaelic football and may have practical implications for coaches and performance analysts. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Shanghai Physical Education Institute / Shanghai Tiyu Xueyuan Xuebao is the property of Shanghai Physical Education Institute and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Transgenerational succession is a primary aim of family businesses. The succession event often has consequences for the employees of the firm. A particular risk is employee turnover in the aftermath of transgenerational succession. Understanding the factors that retain employees in the wake of a succession event is of vital importance. The model presented here offers insight into the importance of successor characteristics and the trust that they evoke in fostering family business employee retention. This work has significant implications for how to maintain efficiency after a succession event for family business scholars and managers alike. [ABSTRACT FROM AUTHOR]

The current study examined factors in the work environment that contribute to job burnout among sport industry professionals. Leiter and Maslach (2000) Areas of Worklife Model was applied to theoretically guide the exploration of job burnout among academic support professionals who serve college student-athletes. Additionally, the extent to which job burnout had an impact on individuals' turnover intentions was explored. The sample (n = 244) consisted of academic advisors and learning specialists affiliated with National Collegiate Athletic Association (NCAA) Division I programs. Results indicate academic support professionals experience depersonalization and high levels of emotional exhaustion related to an incongruence in job-fit in the areas of perceived job control, community, rewards, values, and workload. Additionally, higher levels of emotional exhaustion were found to impact participants' intentions to leave their current jobs. Practical solutions for addressing job incongruences along with theoretical implications of the results are provided. [ABSTRACT FROM AUTHOR]

Empirical quantification of biodiversity changes remains a challenge even in well surveyed groups such as birds. This may be because the change depends on spatio-temporal scales, specifically on spatial grain (i.e. average unit of area of the sampling or the analysis), geographic extent (i.e. size of the area of interest), temporal grain (i.e. average unit of duration of the sampling or the analysis), and temporal extent (i.e. length of the time series). Further, different metrics of biodiversity may exhibit different trends. Here we review the literature assessing the temporal trends of avian biodiversity from ca. 1900 AD to present, focusing on studies summarising trends across many locations within a larger region (i.e. spatially replicated). From each study we extracted direction of average trend (increase, decrease, stable), spatial and temporal grains and extents at which the trends have been assessed, metrics of biodiversity, and location. We then discuss the trends as a function of the spatio-temporal grains and extents they are defined at. We found 59 trends of 12 metrics, where each trend is an average of trends from multiple sites (spatial replicates). There was a tendency of biodiversity metrics to increase at local and regional spatial scales, and to decrease globally. We thus confirmed that biodiversity dynamics can have opposite trends at different spatial scales. Concerning temporal grain, it was poorly documented across the studies, with inconsistent and/or confusing definitions. We suggest a common framework to better understand the link between temporal scales and biodiversity dynamics. We have also identified underrepresented regions (those outside North America and Europe), periods (those before the 70′s), and biodiversity metrics that need further attention. We highlight the importance of considering both spatial and temporal scaling jointly in any assessment of biodiversity change, and provide guidelines for specifying spatio-temporal features (i.e. grain, lag and extent) effectively both in birds, and in other taxa. [ABSTRACT FROM AUTHOR]

Emergency nurses are vulnerable to violence, because they closely face patients or caregivers in emergency situations, where tension and conflicts are heightened. This is known to increase their turnover intentions. This study aimed to analyze the effects of emergency nurses' experiences of violence, resilience, and nursing work environment on turnover intentions. This descriptive study analyzed a questionnaire administered to emergency nurses from March 2020 to April 2020. Its participants included 100 emergency nurses from 4 emergency medical centers. The collected data were analyzed using the SPSS/WIN 25.0 program (IBM SPSS Statistics) by frequency, percentage, mean, SD, t test, analysis of variance, and multiple regression The main factors affecting the turnover intentions of emergency nurses were resilience (β = −0.32, P =.003), frequency of violence by patients (β = 0.27, P =.003), and nursing managers' leadership and support for nurses (β = −0.25, P =.021). The explanatory power of these 3 variables was 29.3%. To reduce emergency nurses' turnover intentions, it may be necessary to conduct resilience programs for them. In addition, safety measures to prevent violence at the organizational level and improve nursing managers' abilities, leadership, and support for nurses can reduce nurses' intention to leave. [ABSTRACT FROM AUTHOR]

Human resources and organizational culture are critical to the company's success. Employees who remain loyal to their employers will help the company grow with their knowledge and abilities in their field. Career stagnation, on the other hand, has drawbacks such as complacency, a lack of innovation, a lack of work culture, and a lack of diversity. The purpose of this study is to provide currently available studies related to turnover to see whether the relationship between turnover and performance is linear or U-inverted. This systematic review was conducted based on the Prisma Systematic Review. The data source for this systematic review was retrieved from the Scopus database using "turnover" and "performance" as keywords with a search period of 10 years (2012-2022). The results indicate that all of the existing literature shows that turnover has a significant and linear relationship with performance. No literature discusses the relationship between turnover and performance as U-inverted. The result contributes to the relationship between turnover rate and company performance. [ABSTRACT FROM AUTHOR]

Copyright of Chinese Journal of Applied Ecology / Yingyong Shengtai Xuebao is the property of Chinese Journal of Applied Ecology and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Today's healthcare organizations face burgeoning pressures to hire and retain nurses who face considerable workplace stress. Servant leadership behaviours are effective to mitigate workplace stressors impacting nurse burnout, job satisfaction, turnover intentions and performance. Based on a survey of 248 nursing professionals working in inpatient and outpatient care facilities, the results of this study confirm the direct buffering effects of servant leadership on hindrance stressors. Servant leadership decreases nurse burnout while increasing job satisfaction. Third, nurse burnout reduces job satisfaction, yet has no direct impact on turnover intentions or individual performance. Next, job satisfaction has a direct positive impact on individual performance and a direct negative impact on turnover intentions. The model also confirms that hindrance stressors partially mediate the relationship between servant leadership and burnout while burnout is a partial mediator between servant leadership and job satisfaction. Job satisfaction is a full mediator between servant leadership and performance and turnover intentions. Furthermore, the results show serial mediation involving hindrance stressors, burnout and job satisfaction as a link between servant leadership and performance and turnover. Finally, we provide a managerial discussion supporting servant leadership behaviours to impact overall working conditions for nurses. [ABSTRACT FROM AUTHOR]

Plastic pollution is ubiquitous in the marine environment. Beach cleanups are considered a cost-effective mitigative measure with generally few negative environmental impacts. Beached litter is not static, however, and may wash back out to sea or be buried, meaning it is only temporarily available for cleanup. We studied deposition and turnover of litter on three Arctic beaches in Lofoten, Norway, biweekly for 31 months. The mean estimated daily deposition rate was 10 items/100 m, with a median residence time of 99 days. Both processes were impacted by seasons and weather and varied both spatially and temporally. Strong winds during the fall increased litter influx and onshore winds contributed to its loss. Heavier objects and those higher on the beach persisted longer yet were still subject to turnover. Snow temporarily buries litter but protects it in the long run. Given the turnover of litter, frequent (albeit smaller) cleanups can readily remove 3–4 times more litter from circulation in the environment than larger, infrequent cleanups. With limited resources, it is recommended to prioritise late fall cleanups. [Display omitted] • Litter deposition and resuspension monitored for 31 months on three Arctic beaches. • Mean estimated daily deposition of 10 items per day per 100 m coastline. • Median residence time of litter on the beach was 99 days. • Frequent smaller cleanups remove most litter from circulation in the environment. • In event of limited resources, it is recommended to prioritise late fall cleanups. [ABSTRACT FROM AUTHOR]

• Identification of modifiable factors associated with turnover intent among direct care professionals in nursing homes – especially during the stressful working conditions of the pandemic - is important for preventing turnover which negatively effects residents' health. • Job satisfaction is the main driver of turnover intent. Direct care professionals reporting higher job satisfaction were more likely to report intent of remaining in their job. • Provision of high-quality communication and training are strategies to increase job satisfaction and lessen the chance of turnover intent among direct care professionals in nursing homes. To identify factors related to turnover intent among direct care professionals in nursing homes during the pandemic. Cross-sectional study with surveys administered via an employee management system to 809 direct care professionals (aides working in nursing homes). Single items assessed COVID-19-related work stress, preparedness to care for residents during COVID-19, job satisfaction, and intent to remain in job. A two-item scale assessed quality of organizational communication. Path analysis demonstrated that only higher job satisfaction was associated with a higher likelihood of intent to remain in job. Higher quality of employer communication and greater preparedness were also associated with higher job satisfaction, but not with intent to remain. Higher quality communication and greater preparedness mediated the negative impact of COVID-19-related work stress on job satisfaction. Provision of high-quality communication and training are essential for increasing job satisfaction and thus lessening turnover intent in nursing homes. [ABSTRACT FROM AUTHOR]

Background: Turnover is an important issue in all healthcare professions including pharmacy practice settings. A high turnover rate of pharmacists, not only has negative financial impact, but also reduces quality of care and patient safety. The high turnover also increases workload and job stress which can increase job errors and decrease job efficiency and performance in pharmacy practices.Objectives: To systematically review the extent of pharmacists' turnover and their intention to leave their jobs or the pharmacy profession.Methods: An electronic search was performed from database inception to December 19, 2020 using the following 6 databases; PubMed, Scopus, ScienceDirect, ProQuest, ERIC, and ERIC-EBSCO. Articles were included if they were relevant to reports of pharmacist turnover or turnover intention. Only research studies were included, but not editorials, letters, or review articles.Results: Twenty-eight studies were contained within this systematic review. Using the QualSyst assessment tool to assess the included article qualities, all studies demonstrated good quality with quality assessment score of 0.75. Fifteen studies (53.6%) were conducted from the US, 3 studies (10.7%) from Taiwan, 2 studies (7.1%) from the UK, and the remaining studies from Lithuania, Australia, New Zealand, Malaysia, Saudi Arabia, and Jamaica. The turnover of the pharmacists from their jobs ranged from 8.6 to 17%, and the turnover from the pharmacy profession was in the range of 6-9%. The turnover intention of the pharmacists in their jobs was from 13% to 61.2%, and the turnover intention in the pharmacy profession was 6.5%-18.8%. Hospital pharmacists had significantly higher turnover intentions than community ones. The turnover intention rates of both hospital and community pharmacists have gradually increased over time in both European countries and Asian countries.Conclusion: Based on the included articles, pharmacists' turnover rate appeared to increase over time. However, based on the heterogeneity of studies, further research is warranted to confirm this and to help to identify the potential causes of turnover intention since intention was related to behavior. [ABSTRACT FROM AUTHOR]

Background: Primary care is undergoing a transformation to become increasingly team-based and multidisciplinary. The medical assistant (MA) is considered a core occupation in the primary care workforce, yet existing studies suggest problematic rates and costs of MA turnover. Purpose: We investigated what MAs perceive their occupation to be like and what they value in it to understand how to promote sustainable employability, a concept that is concerned with an employee's ability to function and remain in their job in the long term. Approach: We used a case of a large, integrated health system in the United States that practices team-based care and has an MA career development program. We conducted semistructured interviews with 16 MAs in this system and performed an inductive analysis of themes. Results: Our analysis revealed four themes on what MAs value at work: (a) using clinical competence, (b) being a multiskilled resource for clinic operations, (c) building meaningful relationships with patients and coworkers, and (d) being recognized for occupational contributions. MAs perceived scope-of-practice regulations as limiting their use of clinical competence. They also perceived task similarity with nurses in the primary care setting and expressed a relative lack of performance recognition. Conclusion: Some of the practice changes that enable primary care transformation may hinder MAs' ability to attain their work values. Extant views on sustainable employability assume a high bar for intrinsic values but are limited when applied to low-wage health care workers in team-based environments. Practice Implications: Efforts to effectively employ and retain MAs should consider proactive communications on scope-of-practice regulations, work redesign to emphasize clinical competence, and the establishment of greater recognition and respect among MAs and nurses. [ABSTRACT FROM AUTHOR]

Globally, all companies are facing one of the challenging tsks which is employee retention. A significant asset of any organizations nothing but the employees' key performance. The companies are not able to afford for losing the employees. In fact, many organizations strive & invest in retaining the talented employees through designing & implementing the effective retention strategies. An attempt had been made for identifying many factors that influence the employee retention in the modern era referring to IT companies. Also, the study investigates the influence of demographic factors on employee retention strategies. The data has been collected using questionnaire survey. After analysing the data, it is observed that it is important to have proper retention strategy for retaining employees. In fact, employees should feel appreciated and valued. The companies are aided by these strategies to minimize the employee turnover, to drain on the cost of training for new employees, management time, work interruption, reduction in productivity and so on. Suggestions have also been given that aids in developing the strategies in an appropriate manner. [ABSTRACT FROM AUTHOR]

Hospital nurse practitioner (NP) turnover is costly and complex. Provide a pre-COVID-19 pandemic baseline of hospital NP turnover. A secondary analysis of NSSRN18 data on 6,558 (67,863 weighted) NPs employed in hospitals on 12/31/2017. We describe rates of turnover, intention to leave, and reasons for leaving or staying. Using multivariate logistic regression, we examine the association between individual and organizational characteristics and turnover. Survey weights and jackknife standard errors were applied to analyses. Approximately 10% of NPs left their job the following year, and 53% of NPs that remained considered leaving at some point. The top reasons cited for leaving or staying were largely organizational factors. Regression analysis revealed not practicing to one's fullest scope, lower income, lack team-based care, and non-white race were associated with an increased likelihood to leave. We find several modifiable factors associated with hospital NP turnover that can be used to tailor recruitment and retention strategies. • 1/10 hospital nurse practitioners (NPs) left their job in 2018. • 1/2 of NPs that remained in their jobs considered leaving at some point. • Many reasons NPs cite for leaving are due to organizational, not personal factors. • Not practicing to one's fullest scope or in a team context is linked to turnover. • Schedule satisfaction and salary/benefits are key reasons for leaving and staying. [ABSTRACT FROM AUTHOR]

Copyright of Dados - Revista de Ciências Sociais is the property of DADOS and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Employee attrition has indeed been viewed as a crucial concern for businesses due to the negative impact it has on workplace motivation and productivity as well as prolonged growth strategies. Organizations are using machine learning(ml) algorithms to predict employee turnover to address the problem. In this paper, an effort has been made to build up a model for predicting employee turnover rates using HR analytics data provided by IBM Analytics. The actual dataset includes 35 features as well as 1470 samples. Random Forest is being used to make accurate predictions. The model built using Random Forest Classifier is transformed by SMOTE mechanism to improve target class imbalance. After SMOTE mechanism metrics of the training model are improved however, validation metrics are improved slightly specially sensitivity has very little impact. This paper also introduces the factors that influence employee attrition within any organization, giving top management a better perspective when attempting to make major decisions regarding the engagement of the majority of workers in the company. The study may be obligated in prospective research to reduce the prediction error margin. [ABSTRACT FROM AUTHOR]

Ruffs Calidris pugnax migrate from wintering areas in West-Africa and Europe to breeding grounds in northern Eurasia, using stopover sites along the way. At one such stopover site in southwest Friesland (53°N, The Netherlands), we studied variation in the timing of individual stopover based on 6474 Ruffs colour-ringed in 2004-2012. 43% of males and 22% of females were recorded in the study area in March-May the years following marking. Minimal stopover duration of returning individuals showed substantial within-year heterogeneity. We distinguished two classes: (1) 'transient' individuals were observed only on a single day in the study area within a season (51% of observed males and 79% of females), and (2) 'staging' individuals were observed on multiple days. We observed two seasonal peaks in the presence of transient Ruffs, typically coinciding with the peak of arrival and departure of staging birds. Males known to winter in Europe were more likely to be observed in the study area and arrived earlier than males of unknown winter origin (3.1 days and 3.7 days earlier for transient and staging males, respectively), but departure was unrelated to winter origin. Staging and transient females arrived later than males. Between-year repeatability of individual behaviour was low, and individuals did not significantly advance their arrival date over the course of years, in contrast with a pattern of shifting arrival dates at the population level. The observation that a large proportion of Ruffs visit southwest Friesland for only a short stop suggests that many individuals rely on other sites for moulting and refuelling during spring migration. Resightings of marked individuals elsewhere in western Europe indicated that these sites are largely located between 51° and 54°N. Thus, during spring migration, Ruffs marked in southwest Friesland displayed high between- and within-individual variation in minimal stopover duration. [ABSTRACT FROM AUTHOR]

In the current context of crises (sanitary, energy, food) and the apparent climate change in Europe, an economic approach towards the bioeconomy is necessary for Romania. Furthermore, regarding the rapid and efficient transition from the polluting resource economy to the bioeconomy, Romania needs models and lessons from the EU MS with a similar economy and vision. The bioeconomy is an interdisciplinary area aimed at efficiently using biological resources. The pillars of the bioeconomy are durability, sustainability, and circularity. The article analyses the hierarchy of states in the European Union (EU) based on socio-economic indicators of the bioeconomy. The authors have used the European Commission's Joint Research Center database for bioeconomy specific indexes. The sample consists of 28 MS, and the analyzed period covers 12 years, from 2008 to 2019. The bioeconomy indicators considered are the number of people employed, the turnover, and value-added at factor cost. Even though the values of the coefficients indicate an optimal number of four clusters, we have chosen option six groups to highlight Romania's position with the most apparent similarities to another EU country. Research results from the hierarchical cluster analysis show that Romania has similarities with Poland. Given the results, Romanian policymakers can create institutional links with Polish authorities to exchange experience and best practices. The article is addressed to Romanian policymakers and researchers to support national policies to implement the bioeconomy principles and objectives by adapting Poland's sustainable development models. [ABSTRACT FROM AUTHOR]

Introduction: In 2019, the national average turnover rate of registered nurses in the United States was approximately 17.8%. Each percentage increase in turnover costs a hospital, on average, $270,800. Although burnout is a known contributor to nurses' turnover intention, few studies have examined the relationship between nurse burnout and turnover, and there is little data on this relationship in neonatal intensive care environments. The purpose of this study was to examine the relationship between nurse burnout and turnover among neonatal intensive care unit (NICU) nurses. Study Design: A secondary analysis of data collected from an observational study involving 136 nurses in a 52-bed NICU from 2013 to 2014. Methods: Multivariate logistic regression models were used to test for associations between measures of burnout and turnover. Results: 16.9% of nurses turned over during the 11 months of the original study. Most nurses reported high (46%) to moderate (37%) levels of emotional exhaustion. Final models did not indicate a relationship between burnout and turnover. Clinical Nursing Implications: Although burnout has been associated with turnover intent among nurses, we did not observe an association between burnout and turnover among NICU nurses. Despite no direct relationship between burnout and turnover in the NICU, burnout may have other negative consequences. Nurse leaders should continue to prioritize reducing burnout among nursing staff to improve the well-being of the NICU nurse workforce. Work-related burnout, characterized by emotional exhaustion, depersonalization, and personal accomplishment, has been associated with nurses' intent to leave their job. In this study of nurses in the neonatal intensive care unit, 16.9% of left their position over an 11-month period and a majority of reported moderate to high levels of emotional exhaustion. No association was found between any dimension of burnout and odds of turnover; however, burnout may have other negative consequences for both neonatal intensive care nurses and infants, and merits further exploration. [ABSTRACT FROM AUTHOR]

Background: Past research shows a dual role of organizational reputation in an employment context. Prospective and current employees are affected by public perceptions of their employer, as affiliation with an employer widely known for its positive achievements boosts organization-based self-esteem whereas a poor reputation leads to decreased self-esteem and disassociation. Another key construct is engagement, which relates to employee enthusiasm and their attitude toward the organization and their interest in finding employment elsewhere. Purpose: The current study examined relationships between engagement, organizational pride, perceived departmental and institutional reputation, and turnover intentions in employees at an academic medical center. Methods: Participants were 241 faculty, staff, and trainees (63.9% women) in a clinical department at an academic medical center who completed an anonymous online survey that contained the Utrecht Work Engagement Scale, as well as questions about pride, reputation, and turnover intentions. Relationships between engagement, organizational pride, perceived departmental and institutional reputation, and turnover intentions were explored. Results: To determine whether employee engagement mediates the relationship between various predictors and turnover intentions, exploratory mediationmodels were examined. All of the variables were significantly correlatedwith each other. Perception of departmental reputationwas more strongly associated with engagement, pride, and turnover intentions than was institutional reputation. Engagement fully mediated the relationship between perceived institutional reputation and turnover intentions and partially mediated relationships between departmental reputation and turnover intentions and between pride and turnover intentions. Practice Implications: The findings suggest that perception of one's departmentmay be more important to engagement and pride than perception of the larger institution. Furthermore, relationships between pride and reputation and turnover intentions in an academic medical center appear to be, at least partially,mediated through engagement. In contrast to common practice, turnover reduction effortsmight be more effective if they enhance perceived departmental, rather than institutional, reputation. [ABSTRACT FROM AUTHOR]

Prolonged high turnover rates have caused a shortage of accountants; unfortunately, managers have not successfully taken action to avoid these circumstances. Reducing the high turnover is necessary for accountant managers to replenish the accountant shortage, reduce turnover costs, and protect the accounting industry's reputation for supporting its employees. Grounded in the social exchange theory, the purpose of this quantitative correlational study was to examine the relationship between three familyfriendly policies, childcare support, alternative work schedules, and work-family culture and accountant turnover intention. The participants comprised of 185 accountants who responded to the NSCW questionnaire. The results of the multiple regression analyses were significant, indicating that formal and informal family-friendly policies were significantly related to turnover intention. Further, demographic subgroups displayed different relationships between variables. [ABSTRACT FROM AUTHOR]

We sought to understand whether nurses aged 20 to 29 years burnout and intend to turnover in higher proportions than more senior nurses, and if so, why. Guided by Maslow's hierarchy, we used brief inventories to assess hospital-based bedside nurses at 11 hospitals in Pennsylvania and Rhode Island (n = 3549/9520) prior to the pandemic. In a second study, we compared scheduling policies, bargaining, and Magnet status to see whether these variables predicted worsened burnout rates in young nurses. In a pattern that appears like a swooping line when graphed, nurses aged 20 to 29 years reported higher burnout and intention to leave than more senior nurses. They also reported being punched, bitten, spit on, kicked, or otherwise physically struck more often, worked more long shifts, worked more nights, and reported more dehydration and poorer sleep. Notably, age alone was not a strong predictor of turnover until burnout was added to the model, indicating that there is no inherent millennial trait resulting in higher turnover. Instead, preventing and addressing burnout is key to retention. When comparing hospital characteristics, only scheduling perks for senior nurses predicted the seniority swoop pattern. We offer 9 recommendations to reduce burnout and turnover in young nurses. [ABSTRACT FROM AUTHOR]

This paper treats aspects concerning the evolution of turnover, costs and profitability in the furniture production sector. The purpose of the paper is to establish a certain link between the indicators presented in the financial statements prepared to the entities in the field of wood processing. In order to achieve such correlations, we will study the indicators of the Romanian entities whose object of activity is the production of furniture, with certain restrictions. The profitability of these types of entities has a sinuous aspect during the financial year, and expenditures on raw materials (timber, plywood) and consumables represent about 50% of sales in a given accounting period. The share of costs in sales made in a given period must not exceed 30% in this sector in order to ensure minimum profitability. We will use the case study method, the graphic method and other tools to highlight the evolution of turnover and costs in the field of wood processing. The study will be conducted on a number of approximately 2000 entities, regardless of whether they record a loss or profit for a given financial year. A specific aspect is the reverse charge operation that is used for the purchase of timber, as there are high tax risks in terms of value added tax. In this sense, we will provide excerpts from the VAT return and from the informative declaration regarding the deliveries / services and purchases made on the national territory. In this way we will present the correlations that must exist between the tax forms, as well as the existing correlations with the purchase journal and the sales journal. In the case of the furniture production sector, the stocks of finished products, raw materials and consumables are of particular importance, as their efficient management must be ensured. [ABSTRACT FROM AUTHOR]

As is well known, the COVID-19 pandemic has affected almost all sectors of economy, both nationally and internationally. Given that the purpose of any company is to maximize its profit, respectively to record performance, it goes without saying that these have fought a hard battle in terms of their survival during this pandemic. The current researches in the field, in this pandemic context, show that the economic and financial performance of companies was and still is difficult to achieve. These have indicated that the novelty element in the field of economic and financial performance of a company is the COVID-19 pandemic, which has left enough of its mark on the activities both at microeconomic and macroeconomic level. The purpose of this article is to highlight some aspects related to the general evolution of companies performance during the COVID-19 pandemic. One of the most important measures that companies have taken in order to maintain performance and not only, has been investments in technology, which have registered one of the largest increases. The results of the current research in the context of the COVID-19 pandemic have created a vision in terms of searching, identifying and determining the most effective measures, respectively investments that will at least keep afloat the activities in different fields. [ABSTRACT FROM AUTHOR]

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Denosumab discontinuation results in rapid bone loss and increased risk of multiple rebound-associated vertebral fractures (RAVFs). The optimal treatment for patients who have sustained such fractures is currently unknown. We aimed to investigate the bone mineral density (BMD) changes achieved with various regimens in postmenopausal women who had sustained RAVFs after denosumab discontinuation in everyday clinical practice. In this multicenter, retrospective observational study, 39 Greek postmenopausal women from six regional bone centers throughout Greece with RAVFs after denosumab discontinuation were included. We collected BMD and fracture data before and 1 year after treatment with denosumab (n = 20), teriparatide (n = 8), zoledronate (n = 8) or teriparatide/denosumab combination (n = 3). Both lumbar spine (LS)-- and femoral neck (FN)-BMD were preserved with all regimens used. With the exception of zoledronate, a trend towards increase was observed with all regimens in LS-BMD. Three patients sustained additional fractures despite treatment reinstitution (2 with zoledronate and 1 with teriparatide). Among patients with RAVFs following denosumab discontinuation both antiresorptive (zoledronate and denosumab) and anabolic (teriparatide) treatment as well as the combination of denosumab with teriparatide seem to be effective in terms of BMD response. [ABSTRACT FROM AUTHOR]

On the basis of an actual and objective observation of the processes in Bulgarian administrations, it is possible to summarize the assumption that the relatively high number of civil servants leaving the executive power administration and the relatively short period of time they work in, are due to several factors: • In the first place, a lack of substantial and clear perspective of professional development and career path planning for each civil servant. • Second, the relatively poor atmosphere (microclimate) in several divisions and departments in the administration. • Third, the lack of sense of belonging / esprit de corps (strong organizational culture) to the government’s executive power administrations. It is not prestigious to work for the administration. • Fourth, the work overload of certain civil servants compensating for others. This in turn increases the risks of errors and mistakes by the former. • The relatively lower salaries in comparison to the private sector are only in fifth place. [ABSTRACT FROM AUTHOR]

Background: Shortage of nurses and instability in the nursing workforce due to turnover have become a global concern. Purpose: The aim of this study was to investigate whether symptoms of psychological distress mediated the impact of age, gender, workplace bullying, job satisfaction, and hardiness on turnover intention when controlling for living with children,marital status, percentage of full-time equivalent, and number of night shifts last year andwhether the same variables (except full-time equivalent and number of night shifts last year) could predict real turnover. Methods: In all, 1,246 nurses took part in a survey in 2008/2009 (T1) assessing symptoms of insomnia, sleepiness, anxiety, depression, fatigue, alcohol consumption, age, gender, workplace bullying, job satisfaction, and hardiness. Three years (T2) later they completed a survey assessing turnover intention, living with children, marital status, percentage of full-time equivalent, and number of night shift last year. A total of 99 nurses had left the nursing profession during this period. Results: Workplace bulling was positively related to turnover intention, whereas job satisfaction and hardiness were negatively related to turnover intention. The impact of all three predictors was partly mediated by symptoms of insomnia and anxiety. Age was negatively whereas male gender was positively associated with turnover intention. These effects were partly mediated by harmful alcohol use. Nurses who were living with a partner at T2 and nurses with high scores on fatigue at T1 were more prone to leave the nursing profession during the study period compared to their counterparts. Conclusion: Symptoms like insomnia, anxiety, and alcohol consumption may mediate the impact of working conditions and personality traits associated with turnover intention in nurses. Practice Implications: Interventions aiming at counteracting bullying, improving job satisfaction, and alleviating fatigue may reduce turnover intention/turnover. [ABSTRACT FROM AUTHOR]

• Over 50% of nurses in formal leadership positions plan to leave their jobs within the next 5 years, and half of those are planning to leave within 2 years. • Of those planning to leave, 30% are planning to retire, making succession planning critical. • Managers, directors, and executives give different reasons for wanting to leave their positions. • A broad trend in all groups is the desire for professional advancement. Nursing leadership turnover can adversely affect nurse retention and thus quality of care. Little research has examined the way nurses at differing levels of leadership experience their workplace and voluntarily decide to leave. Our study sought to explore and compare intent to leave and turnover experiences of acute care nurse managers, directors, and executives. Data were collected via an online survey. Participants included nurse managers, directors, and executives from 47 states (n = 1880) working in acute care settings. Over 50% of respondents intend to leave their current positions within the next 5 years with reasons for leaving differing by type of nurse leader. Retirement was a factor for slightly over 30% of those nurse leaders overall and almost 50% of nurse executives. Nurse managers, directors, and executives experience turnover and intent to leave differently. Most frequently, voluntary factors for leaving a position include job dissatisfaction and a desire for promotion and advancement. [ABSTRACT FROM AUTHOR]

Perineal defects can be a reconstructive challenge following abdomino-perineal excision of the rectum, pelvic exenteration or the excision of severe pilonidal disease. These defects often involve large perineal cavities and pelvic dead space with often poorly mobile soft tissues due to neoadjuvant chemoradiation. Because of the inherent challenges of wound healing in the perineal region, well vascularised and robust reconstruction is mandated. In this paper, we describe a novel perforator-based turnover flap for perineal reconstruction – the internal pudendal artery turnover flap (IPAT flap). The flap requires no visualisation or dissection of perforating vessels, has a reliable vasculature, is quick and straightforward to perform and allows for the effective reconstruction of deep three-dimensional defects following perineal excisions. This is a retrospective study. A cohort of 38 consecutive patients who underwent various reconstructions with the IPAT flap under a single surgeon were included between 2012 and 2019. At three months, 37 flaps were fully healed. There were no flap failures or partial flap losses. Complications were seen in 10 of 38 patients with nine of these being minor and one that requires a return to the theatre for washout secondary to a urinary leak. The Internal Pudendal Artery Turn Over Flap allows us to reconstruct three-dimensional defects following perineal surgery, achieving more significant mobilisation of the flap to fill deep dead space without the added complexity and additional operative time associated with perforator dissection. The IPAT flap can be used in several common perineal reconstructive challenges expeditiously – often at the end of lengthy oncological resections – with minimal donor site morbidity, and in our experience, yields reliable outcomes. [ABSTRACT FROM AUTHOR]

In recent years, several investigations of the medical clowning profession have appeared in the literature. However, few studies have focused on factors associated with turnover among medical clowns early in their careers. The current study examined whether individual differences in humor disposition predicted turnover behavior. Participants were 111 medical clowns in a three-phase longitudinal study. Humor disposition was measured in the first week of their training, clowns' job satisfaction two months later, and turnover six months after that. Results showed that humor appreciation decreased actual turnover through the mediating role of job satisfaction, whereas individual differences in humor creation directly decreased turnover. In addition, previous traumatic experiences moderated the associations between humor appreciation and turnover. Overall, our research findings support the notion that humor disposition can help predict which clowns remain in the hospital. [ABSTRACT FROM AUTHOR]

This article aimed at evaluating whether the increase in termination fines for the Brazilian Government Severance Indemnity Fund for Employees (Fundo de Garantia do Tempo de Serviço–FGTS) (amendment No. 110/2001) from 40 per cent to 50 per cent, concerning employees dismissed without just cause, has affected the dynamics of dismissals in the Brazilian formal labour market. Data from the Social Information Annual List (Relação Anual de Informações Sociais–RAIS) 2001–2002, descriptive and econometric analyses using fixed effects panel data and quantile regressions for panel data suggested that passing the amendment 110/2001 helped reducing dismissals without just cause. This may also have contributed to reduce possible "agreements" or "collusion" between the employee and the employer to the employees gets the benefits that he/she is entitled to when get fired without justification. [ABSTRACT FROM AUTHOR]

Although a great deal of research has examined supra-individual level moderators of the job performance-turnover relationship, research on individual-level moderators such as relevant employee personality traits is limited. In the current study, we examine how emotional stability moderates the job performance-voluntary turnover relationship at different levels of job performance by analyzing multi-wave time-lagged data collected over a five-year period. Results indicate that the relationship between job performance ratings and voluntary turnover at the lower end of job performance is less negative (flatter) among emotionally stable (vs. neurotic) employees. The job performance-turnover relationship at the higher end of job performance is almost flat (close to zero) among emotionally stable employees yet somewhat positive for neurotic employees. This study suggests that emotionally stable (vs. neurotic) employees, regardless of their job performance level, are more likely to stay, thus highlighting the important role of emotional stability in obtaining workforce stability. We discuss the theoretical and practical implications of these results, along with study limitations and future research directions. • Emotionally stable employees, regardless of their job performance level, tend to stay. • The performance-turnover relationship is almost flat for emotionally stable employees. • Neurotic employees tend to leave if their performance level is either low or high. • The performance-turnover relationship is either negative or positive for neurotic employees. • Ceteris paribus, emotional stability contributes to workforce stability. [ABSTRACT FROM AUTHOR]

Operating room (OR) efficiency is a crucial component in the delivery of high quality, cost-efficient healthcare in orthopedic shoulder arthroplasty, and generally in surgery. Utilizing a dedicated OR team may lead to higher clinical efficiency by potentially reducing total OR time and cost while avoiding operational redundancies or errors. The purpose of this study is to identify specific parameters influencing OR efficiency with a 2-roomed system with dedicated OR staff and evaluate its influence on operational cost of the OR per min. From 2017 to 2018, 348 patients underwent primary shoulder arthroplasty at one institution, that had 2 established OR systems: A traditional "1-room" system (TS) with general OR staff, and a "2-room" shoulder service (SS) with a dedicated OR team. Medical health records were accessed to obtain pertinent study data, which included demographics, surgical indication, and time-points per surgical case. Anesthesia preparatory time (APT) was time from patient OR entry to skin incision; surgery time (ST) – from skin incision to skin closure; conclusion time (CT) – from skin closure to patient exiting OR; and turnover time (TT) – time from 1 patient's exiting to the next patient's admittance into the OR. Nonoperative time was a summation of APT, CT, and TT, while Total OR time comprised of nonoperative time and ST. Cost equivalent per minute OR operation was then used to calculate differences between the 2 interest groups. The SS treated 270 patients (77.6%) and TS treated 78 patients (22.4%). The SS demonstrated a 74 minutes decrease in total OR time (116 vs. 190 minutes) when compared to the TS (P <.0001). When surgeon factor ("surgery time") was removed, the SS consistently demonstrated a 23-minute decrease in nonoperative time (76 vs. 99 minutes, P <.0001) and a 26-minute decrease in turnover time (14 vs. 40 minutes, P <.0001) – about a 3-fold reduction. When analyzing cost, the SS demonstrated a $291 decrease in nonoperative cost per case ($1090 vs. $1381, P <.0001) despite the staffing cost of 3 floating staff members. The TT reduction translated to $360 savings in OR cost per case ($198 vs. $558, P <.0001). A dedicated OR team using 2 ORs improves both clinical efficiency (decreases total OR time) and reduces cost (decreases total OR cost) - despite having more staff members and associated staffing costs - compared to a traditional 1-room system. When surgeon-specific factors were removed, the largest reduction in OR cost was associated with decrease in turnover time. Level III. [ABSTRACT FROM AUTHOR]

Project management becomes a key instrument and a strategic factor impacting all types of enterprises including the SMEs. Small to Medium-sized enterprises (SMEs) are a very important component of the economy. They contribute strongly in all the industries all over the world. They are considered as the engine for future growth in the economy. Application of project management in this type of enterprises fostered a forum of discussions. This paper will focus on the Moroccan SMEs. By employing quantitative mode of enquiry, we will attempt to discover several aspects of projects and project management in Moroccan SMEs. There are five primary aims of this study 1- To light on the correlation between enterprises characteristics especially age, size and projects. 2-To investigate the level of using project management. 3-To discover the tools and techniques used by Moroccan SMEs. 4-To define the success and failure factors for the projects in Moroccan SMEs.5-And finally to describe the project management methodology required by Moroccan SMEs. 50 enterprises, from different sizes and industries, filled a web-based questionnaire. Moroccan enterprises age and size strongly impacts projects characteristics. Projects are more important in younger companies. The percentage of enterprises using project management as an official process is correlated with the size of the enterprise. The large enterprises use formal techniques while the small companies use informal ones. The top management gives more support to projects when the structure is bigger. The most used techniques are requirement management, project roadmap and milestone schedule. Excel and the messaging are the tools the most used for the whole enterprises. As for success and failure factors: all the enterprises think that cost and time management, Stakeholders coordination and top management support are the most important parameters. As for the required methodology of project management, the most important element for all the enterprises is time management. [ABSTRACT FROM AUTHOR]

An important TM practice to improve retention of newcomers is the socialization process used to assimilate them. We conducted two studies; an exploratory qualitative study followed by a survey-based study. Our results indicate a substantial percentage of U.S. workers experience hazing as newcomers. Compared to newcomers who experience traditional onboarding, hazed workers report higher turnover intentions and strain and lower levels of engagement; important outcomes for firms seeking to reduce the costs and disruptions of early-tenure turnover. Leaders of SMEs may heed the call to provide a welcome mat rather than a gauntlet for new employees to run. [ABSTRACT FROM AUTHOR]

This article describes the implementation of an evidence-based mentoring program for new registered nurses (RNs) hired intomedical-surgical units in a small community-based hospital during the unfolding of the SARS-Cov2 (COVID-19) pandemic. The hospital's nursing leadership supported the program implementation during the COVID-19 pandemic to provide a broader support system to new RNs to improve nurse retention. During a response to the pandemic, the medical-surgical units faced numerous process changes in a short time, which further reinforced the urgency of an additional support system for the newly hired RNs. [ABSTRACT FROM AUTHOR]

The business case for employee retention is well established in the literature. Simply stated, it is more financially advantageous to keep employees than to recruit and hire someone new. Recent studies have estimated the cost of turnover due to physician burnout in the United States at approximately $4.3 billion annually. The question remains, What are the best strategies to retain employees and keep them engaged? This article addresses the critical issues of employee turnover, delineates the reasons that employees leave, characterizes employees at risk of turnover, and describes retention strategies that overlap with strategies that address burnout and disengagement. [ABSTRACT FROM AUTHOR]

• Burnout persists as concerning problem for more than half of nurses. • Burnout contributes to nursing workforce turnover, however not internal transfers. • Working day (vs. night) shift and increased death exposure increase burnout. • Hospitals must measure burnout and wellbeing to understand and address its impact. The National Academies of Medicine describes clinician burnout as a serious threat to organizational health, including employee turnover. To determine the relationship between resilience, burnout, and organizational and position turnover. We surveyed direct care nurses in three hospitals 1 year apart between 2018 and 2019; 1,688 nurses completed 3,135 surveys included in analysis. Fifty-four percent of nurses in our sample suffer from moderate burnout, with emotional exhaustion scores increasing by 10% and cynicism scores increasing 19% after 1 year. The impact of burnout on organizational turnover was significant, with a 12% increase in a nurse leaving for each unit increase on the emotional exhaustion scale, though it was not a factor in position turnover. These findings contribute to the growing body of evidence of nurse burnout and support policies and programs for annual measurement of burnout, increased employee wellbeing support, and improved work environments. [ABSTRACT FROM AUTHOR]