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Teacher turnover imposes a significant negative impact on the education system as a whole, much to the detriment of student achievement. The Learning Policy Institute (2021) suggests this problem was exacerbated in all school settings by the global Covid-19 pandemic in which growing disparities between children and uncertainty about the future of public education has made the teacher’s role “more untenable than ever before”. Charter and contract schools face heightened challenges in regard to this phenomenon in retaining teachers, producing a high need for leadership practices that positively curb attrition. School leadership has the potential to implement change in response to environmental changes and work conditions, thus it is a critical catalyst for retention change. An extensive review of related research revealed that leadership practices can have a significant impact on populations that Ingersoll (2004) popularized as “movers, leavers, and stayers”, though little research existed specific to Maryland’s public charter and contract schools. The purpose of this study was to determine the leadership practices that Maryland public school teachers and leaders believe positively impact retention of teachers in the state. A survey was completed by 151 educators in which participants ranked the leadership practices they believed had the most positive impact on teacher retention at their schools. Categorical and ordinal responses were analyzed and a t-test was applied to determine significance of the differences between teacher and leader responses. Two focus groups were held to better understand the context of the survey findings. Sessions were transcribed and coded via open/emergent, axial, and selective coding. Two leadership practices were ranked in the top three by the vast majority of almost every generalized group and specialized subgroup: “Nurturing a Positive School Culture'' and “Cultivating Trusting Relationships”. No other practices came close to this leve

Human activities are altering ecological communities around the globe. Understanding the implications of these changes requires that we consider the composition of those communities. However, composition can be summarized by many metrics which in turn are influenced by different ecological processes. For example, incidence-based metrics strongly reflect species gains or losses, while abundance-based metrics are minimally affected by changes in the abundance of small or uncommon species. Furthermore, metrics might be correlated with different predictors. We used a globally distributed experiment to examine variation in species composition within 60 grasslands on six continents. Each site had an identical experimental and sampling design: 24 plots × 4 years. We expressed compositional variation within each site—not across sites—using abundance- and incidence-based metrics of the magnitude of dissimilarity (Bray–Curtis and Sorensen, respectively), abundance- and incidence-based measures of the relative importance of replacement (balanced variation and species turnover, respectively), and species richness at two scales (per plot-year [alpha] and per site [gamma]). Average compositional variation among all plot-years at a site was high and similar to spatial variation among plots in the pretreatment year, but lower among years in untreated plots. For both types of metrics, most variation was due to replacement rather than nestedness. Differences among sites in overall within-site compositional variation were related to several predictors. Environmental heterogeneity (expressed as the CV of total aboveground plant biomass in unfertilized plots of the site) was an important predictor for most metrics. Biomass production was a predictor of species turnover and of alpha diversity but not of other metrics. Continentality (measured as annual temperature range) was a strong predictor of Sorensen dissimilarity. Metrics of compositional variation are moderately correlated: knowin

This single embedded case study explores the influence of job satisfaction perceptions of employees in the roles of full-time support staff within the community college setting. The theory guiding this study is Herzberg’s motivator-hygiene theory, which defines job satisfaction as having two sectors of components: the hygiene factors relating to extrinsic needs and the motivators relating to intrinsic needs. The outcomes for employees are linked to their motivation from satisfaction and dissatisfaction components, as well as their interpretation of values within this framework. The central research question is “How does the perception of job satisfaction components influence non-teaching, full-time employees within two-year, higher education institutions?” This question focuses on the influences of job satisfaction on this population within the community college setting. A single embedded case study promotes investigating and collecting participants’ lived experiences. Participants for this study were full-time staff employed for at least one year within one of three specific divisions under the Executive Vice President and Chief Programs Officer at the National Community College, located in the southeastern United States. Data was gathered through focus groups, one-on-one interviews, and document collection. A subsequent thematic analysis of each data source provided triangulation for the study. Research findings describe an overlapping balance of intrinsic and extrinsic factors as the most important indicator for job satisfaction and for the organization itself to sustain opportunities for employees to prioritize factors that are important to the individual regardless of role.

The purpose of this integrative review was to identify themes within the literature related to the first-year turnover of new graduate nurses within the hospital setting and what nursing leaders can do or have done to increase retention. This review was not intended to evaluate specific interventions implemented in response to turnover, such as nurse residencies, transition to practice, and mentorship programs. This review’s overall purpose was to better understand why new nurses leave their jobs within the first 12 to 24 months, the best practices to reduce first-year turnover, and how nursing leaders best support new graduates. According to the 2022 National Health Care Retention & Staffing Report, significant increases in nursing turnover. High vacancy rates due to turnover are causing health systems to implement costly staffing strategies such as the use of agency nurses and forced overtime. These interventions are not sustainable, and leaders must focus on targeting who is leaving the bedside and why. Nursing Solutions, Inc., reports that nurses leaving within the first year of practice are the most significant group of concern. Fifteen studies were evaluated that provided factors contributing to first-year nurse turnover. Three themes emerged from the literature regarding why nurses leave within their first year: work environment, transition shock, and unsupportive relationships. Work environments that were complex, understaffed, and where bullying occurred were shown to decrease professional commitment and increase intent to leave. Difficulty transitioning from student to professional and lacking peer and managerial support also increased first-year turnover. Understanding the underlying factors of first-year turnover can help nursing leaders develop appropriate retention strategies.

Recently, the evolutionary history of the Caribbean mangroves has been reconsidered using partial palynological databases organized by the time intervals of interest, namely Late Cretaceous to Eocene for the origin, the Eocene-Oligocene transition for major turnover and Neogene to Quaternary for diversification. These discussions have been published in a set of sequential papers, but the raw information remains unknown. This paper reviews all the information available and provides the first comprehensive and updated compilation of the abovementioned partial databases. This compilation is called CARMA-F (CARibbean MAngroves-Fossil) and includes nearly 90 localities from the present and past Caribbean coasts, ranging from the Late Cretaceous to the Pliocene. Details on the Quaternary localities (CARMA-Q) will be published later. CARMA-F lists and illustrates the fossil pollen from past mangrove taxa and their extant representatives, and includes a map of the studied localities and a conventional spreadsheet with the raw data. The compilation is the most complete available for the study of the origin, evolution and diversification of Caribbean mangroves, and is open to modifications for adapting it to the particular interests of each researcher.

Rationale The Banco de España Business Activity Survey (EBAE) may be a useful source of information for monitoring regional economic developments. This article aims to analyse the regional dimension of the EBAE results. Takeaways •Harnessing the regional dimension of the EBAE seems appropriate, as the regional distribution of firms in the sample is similar to that of the universe of firms and, moreover, some of the survey results are strongly correlated with other indicators available at regional level. •Based on the EBAE results, over the last four quarters (2022 Q3 to 2023 Q2) turnover proved more buoyant in the Canary Islands and the Madrid region, whereas in the South, Centre, North-West and Catalonia it was more sluggish. •Overall, the regions where turnover performed more positively over the last 12 months are those which in mid-2022 lagged farther behind in recovering their pre-pandemic GDP level and those facing more favourable demand conditions.

Background For the care need of older adults, long-term care (LTC) and assisted living (AL) facilities are expanding in Alberta, but little is known about the caregivers’ well-being. The purpose of the study was to investigate the physical health conditions, mental and emotional health (MEH), health behaviour, stress levels, quality of life (QOL), and turnover and absenteeism (TAA) among professional caregivers in Alberta’s LTC and AL facilities. Methods This cross-sectional survey involved 933 conveniently selected caregivers working in Alberta’s LTC and AL facilities. Standardised questions were selected from the Canadian Community Health Survey, Patient Health Questionnaire-9, and Short Form-36 QOL survey revalidated and administered to the participants. The new questionnaire was used to assess the caregivers’ general health condition (GHC), physical health, health behaviour, stress level, QOL, and TAA. Data were analysed using descriptive statistics, Cronbach alpha, Pearson’s correlation, one-way analysis of variance, and multiple linear regression. Results Of 1385 surveys sent to 39 facilities, 933 valid responses were received (response rate = 67.4%). The majority of the caregivers were females (90.8%) who were ≥ 35 years (73.6%), worked between 20 to 40 h weekly (67.3%), and were satisfied with their GHC (68.1%). The Registered Nurses had better GHC (mean difference [MD] = 0.18, p = 0.004) and higher TAA than the Health Care Aides (MD = 0.24, p = 0.005). There were correlations between caregivers’ TAA and each of MEH (r = 0.398), QOL (r = 0.308), and stress (r = 0.251); p < 0.001. The most significant predictors of TAA were the propensity to quit a workplace or the profession, illness, job stress, and work-related injury, F (5, 551) = 76.62, p < 0.001, adjusted R2 = 0.998. Conclusion Reducing the caregivers’ job stressors such as work overload, inflexible schedule, and poor remuneration, and improving their quality of life, health behaviour, and mental, emoti

Background For the care need of older adults, long-term care (LTC) and assisted living (AL) facilities are expanding in Alberta, but little is known about the caregivers’ well-being. The purpose of the study was to investigate the physical health conditions, mental and emotional health (MEH), health behaviour, stress levels, quality of life (QOL), and turnover and absenteeism (TAA) among professional caregivers in Alberta’s LTC and AL facilities. Methods This cross-sectional survey involved 933 conveniently selected caregivers working in Alberta’s LTC and AL facilities. Standardised questions were selected from the Canadian Community Health Survey, Patient Health Questionnaire-9, and Short Form-36 QOL survey revalidated and administered to the participants. The new questionnaire was used to assess the caregivers’ general health condition (GHC), physical health, health behaviour, stress level, QOL, and TAA. Data were analysed using descriptive statistics, Cronbach alpha, Pearson’s correlation, one-way analysis of variance, and multiple linear regression. Results Of 1385 surveys sent to 39 facilities, 933 valid responses were received (response rate = 67.4%). The majority of the caregivers were females (90.8%) who were ≥ 35 years (73.6%), worked between 20 to 40 h weekly (67.3%), and were satisfied with their GHC (68.1%). The Registered Nurses had better GHC (mean difference [MD] = 0.18, p = 0.004) and higher TAA than the Health Care Aides (MD = 0.24, p = 0.005). There were correlations between caregivers’ TAA and each of MEH (r = 0.398), QOL (r = 0.308), and stress (r = 0.251); p < 0.001. The most significant predictors of TAA were the propensity to quit a workplace or the profession, illness, job stress, and work-related injury, F (5, 551) = 76.62, p < 0.001, adjusted R2 = 0.998. Conclusion Reducing the caregivers’ job stressors such as work overload, inflexible schedule, and poor remuneration, and improving their quality of life, health behaviour, and mental, emoti

Background For the care need of older adults, long-term care (LTC) and assisted living (AL) facilities are expanding in Alberta, but little is known about the caregivers’ well-being. The purpose of the study was to investigate the physical health conditions, mental and emotional health (MEH), health behaviour, stress levels, quality of life (QOL), and turnover and absenteeism (TAA) among professional caregivers in Alberta’s LTC and AL facilities. Methods This cross-sectional survey involved 933 conveniently selected caregivers working in Alberta’s LTC and AL facilities. Standardised questions were selected from the Canadian Community Health Survey, Patient Health Questionnaire-9, and Short Form-36 QOL survey revalidated and administered to the participants. The new questionnaire was used to assess the caregivers’ general health condition (GHC), physical health, health behaviour, stress level, QOL, and TAA. Data were analysed using descriptive statistics, Cronbach alpha, Pearson’s correlation, one-way analysis of variance, and multiple linear regression. Results Of 1385 surveys sent to 39 facilities, 933 valid responses were received (response rate = 67.4%). The majority of the caregivers were females (90.8%) who were ≥ 35 years (73.6%), worked between 20 to 40 h weekly (67.3%), and were satisfied with their GHC (68.1%). The Registered Nurses had better GHC (mean difference [MD] = 0.18, p = 0.004) and higher TAA than the Health Care Aides (MD = 0.24, p = 0.005). There were correlations between caregivers’ TAA and each of MEH (r = 0.398), QOL (r = 0.308), and stress (r = 0.251); p < 0.001. The most significant predictors of TAA were the propensity to quit a workplace or the profession, illness, job stress, and work-related injury, F (5, 551) = 76.62, p < 0.001, adjusted R2 = 0.998. Conclusion Reducing the caregivers’ job stressors such as work overload, inflexible schedule, and poor remuneration, and improving their quality of life, health behaviour, and mental, emoti

Background For the care need of older adults, long-term care (LTC) and assisted living (AL) facilities are expanding in Alberta, but little is known about the caregivers’ well-being. The purpose of the study was to investigate the physical health conditions, mental and emotional health (MEH), health behaviour, stress levels, quality of life (QOL), and turnover and absenteeism (TAA) among professional caregivers in Alberta’s LTC and AL facilities. Methods This cross-sectional survey involved 933 conveniently selected caregivers working in Alberta’s LTC and AL facilities. Standardised questions were selected from the Canadian Community Health Survey, Patient Health Questionnaire-9, and Short Form-36 QOL survey revalidated and administered to the participants. The new questionnaire was used to assess the caregivers’ general health condition (GHC), physical health, health behaviour, stress level, QOL, and TAA. Data were analysed using descriptive statistics, Cronbach alpha, Pearson’s correlation, one-way analysis of variance, and multiple linear regression. Results Of 1385 surveys sent to 39 facilities, 933 valid responses were received (response rate = 67.4%). The majority of the caregivers were females (90.8%) who were ≥ 35 years (73.6%), worked between 20 to 40 h weekly (67.3%), and were satisfied with their GHC (68.1%). The Registered Nurses had better GHC (mean difference [MD] = 0.18, p = 0.004) and higher TAA than the Health Care Aides (MD = 0.24, p = 0.005). There were correlations between caregivers’ TAA and each of MEH (r = 0.398), QOL (r = 0.308), and stress (r = 0.251); p < 0.001. The most significant predictors of TAA were the propensity to quit a workplace or the profession, illness, job stress, and work-related injury, F (5, 551) = 76.62, p < 0.001, adjusted R2 = 0.998. Conclusion Reducing the caregivers’ job stressors such as work overload, inflexible schedule, and poor remuneration, and improving their quality of life, health behaviour, and mental, emoti

This paper explores what is important for the permanence of non-family employees in family businesses, from the perspective of family and non-family managers. Qualitative research was conducted, guided by semi-structured interviews with 11 interviewees, including non-family employees and business family members. Content analysis was performed using MaxQDA software, followed by a code book and intercoder reliability test using the R language. The results revealed five categories concerning the reasons for the permanence of employees in the investigated family businesses: i) flexible communication, ii) career opportunity, iii) humanized work, iv) sense of belonging, and v) regional setting. Furthermore, there is an indication that the sense of belonging is driven by the first three listed categories, influencing the non-family employee's willingness to stay in the organization. Based on the findings, the paper presents propositions to be investigated in future research. As practical implications, training and qualifications that encourage flexible communication, career opportunities, humanized work, and a sense of belonging are suggested to strengthen the permanence of non-family employees., Este artigo visa explorar o que é importante para a permanência de colaboradores em empresas familiares, sob a óptica dos gestores membros da família e não familiares. Foi realizada uma pesquisa qualitativa, guiada por entrevista semiestruturada com 11 entrevistados, incluindo colaboradores não familiares e membros da família empresária. Realizou-se análise de conteúdo, utilizando o software MaxQDA, seguida por livro de códigos e teste de confiabilidade intercodificador, com auxílio da linguagem R. Os resultados revelaram cinco categorias referentes às razões de permanência dos colaboradores nas empresas familiares investigadas: i) comunicação flexível, ii) oportunidade de carreira, iii) trabalho humanizado, iv) sentimento de pertencimento, e v) configuração regional. Também há indicação de que o sentimento de pertencimento seja impulsionado pelas três primeiras categorias elencadas, influenciando o desejo de permanência do colaborador não familiar. A partir dos achados, são elencadas proposições a serem investigadas em pesquisas futuras. Como implicações práticas, são sugeridos treinamentos e qualificações que estimulem a comunicação flexível, a oportunidade de carreira, o trabalho humanizado e o sentimento de pertencimento para fortalecer a permanência dos colaboradores não familiares.

Purpose: The aim of this study is to examine the effect of person-organizational fit (PO-fit) on turnover intention. It also analyzes employees' engagement (EE) as a variable that mediates the relationship between the two variables. Theoretical framework: An organization tends not to avoid the problem of turnover intention when employees voluntarily submit resignations letter. Therefore, all companies need to understand the factors such as person-organization fit (PO-fit) that can affect this turnover. Previous studies failed to fully show a negative relationship between PO-fit and turnover intention. Theoretically, there is an increased engagement when employees have values that suit the organization's own. It ultimately increases individuals' intention to remain in the company where they work. Design/Methodology/Approach: The respondents of this study were 366 employees from several big cities on Java island in Indonesia. The sampling criteria were those that had worked for at least 1 year. This survey was conducted using internet-based questionnaires and data were analyzed by testing the validity and reliability, as well as the hypotheses. Findings: The results showed a significant relationship between PO-fit and turnover intention while examining the total 366 employees in Indonesia. Furthermore, all hypotheses are supported because there was an indirect effect of EE on turnover intention. Research, practical & social implications: This study has several implications including managers being required to ensure that organizational culture is conveyed to increase the PO-fit value between employees and their organization. Originality/Value: The research focuses on studying examine the effect of person-organizational fit (PO-fit) on turnover intention. Moreover, only a few studies that discuss employee engagement to be a mediator of PO-fit and turnover intention. Therefore, this study examines the EE role as a mediating variable in explaining the relatio

Purpose: The general objective was to determine the relationship of cash on hand (COA) management on profitability in cement companies listed on the LSE from 2017 to 2021. Theoretical framework: The theoretical foundations found and cited in this work, allowed to know at a global level the behavior of cash management in companies and how it is related to profitability. Design/methodology/approach: A quantitative, longitudinal, basic, descriptive, and correlational methodology was used. Also, the financial positions of cement industry companies listed on the LSE for the period 2017-2021 are examined. Findings: The findings revealed that overall liquidity, acid test, working capital, net working capital over total assets, accounts receivable turnover, inventory turnover and fixed asset turnover are related to ROA and ROE. In contrast, the ratios that are least related to the business because they reached a value above 0.05 are working capital, net working capital over total assets, inventory turnover and accounts receivable turnover. Research, Practical & Social implications: cement companies were able to cope despite the significant challenges they faced before, during and after the pandemic; some needed additional capital, while others decided to obtain financial assistance. Originality/value: It is essential that the organization's available cash is used and distributed correctly, according to the real needs that the company must cover in a specific period to pay its debts in a timely manner.

The global COVID-19 pandemic led to a widespread increase in remote work arrangements. This trend raised concerns regarding the potential negative ramifications it might have for organizational trust and cooperation. We explored the initial effect of COVID-19 induced remote work on trust in organizations: trust in co-workers, trust in the supervisor and in the organization at large. In a four-wave longitudinal survey of remote workers (N ∼ 1000) in the UK conducted between May 2020 and August 2020 (first COVID wave), we examined the association between the share of remote work (out of total working hours) and different forms of trust at work. The results showed that, for the same individual, increasing the share of working hours spent remotely was associated with more trust in the organization at large (but not in the supervisor and co-workers). Further, during the months where individuals spent more time working remotely, they experienced lower turnover intentions (but not less burnout or more work engagement, productivity, and satisfaction) compared to the months where they spent less time working remotely. The results contribute to the literature on flexible work arrangements, organizational trust, and other work outcomes.

Biotic homogenisation is defined as decreasing dissimilarity among ecological assemblages sampled within a given spatial area over time. Biotic differentiation, in turn, is defined as increasing dissimilarity over time. Overall, changes in the spatial dissimilarities among assemblages (termed ‘beta diversity’) is an increasingly recognised feature of broader biodiversity change in the Anthropocene. Empirical evidence of biotic homogenisation and biotic differentiation remains scattered across different ecosystems. Most meta-analyses quantify the prevalence and direction of change in beta diversity, rather than attempting to identify underlying ecological drivers of such changes. By conceptualising the mechanisms that contribute to decreasing or increasing dissimilarity in the composition of ecological assemblages across space, environmental managers and conservation practitioners can make informed decisions about what interventions may be required to sustain biodiversity and can predict potential biodiversity outcomes of future disturbances. We systematically reviewed and synthesised published empirical evidence for ecological drivers of biotic homogenisation and differentiation across terrestrial, marine, and freshwater realms to derive conceptual models that explain changes in spatial beta diversity. We pursued five key themes in our review: (i) temporal environmental change; (ii) disturbance regime; (iii) connectivity alteration and species redistribution; (iv) habitat change; and (v) biotic and trophic interactions. Our first conceptual model highlights how biotic homogenisation and differentiation can occur as a function of changes in local (alpha) diversity or regional (gamma) diversity, independently of species invasions and losses due to changes in species occurrence among assemblages. Second, the direction and magnitude of change in beta diversity depends on the interaction between spatial variation (patchiness) and temporal variation (synchronicit

The accounting component of human capital has not yet been fully adopted and implemented in corporate financial reporting of corporate organizations. Determining the impact of human resource accounting on turnover, earnings per share, and capital employed of corporate performance of the listed businesses in the Nigerian stock exchange is the goal of the current study. The results of the study demonstrate that (I) human resource accounting significantly influences business turnover, (ii) human resource accounting significantly influences earnings per share, and (iii) human resource accounting significantly influences return on capital employed. In conclusion, the financial reports would be more useful for making decisions if human resources were included as an asset rather than reported in the traditional manner. Therefore, the study suggests that the listed firms adopt a culture of valuing and disclosing education, training, and ongoing retraining of their human resources to enhance performance. &nbsp

How experiences and perceptions of pay and pay setting relate to employees’ job performance, willingness to remain in the organization, and health has been the subject of much debate. Previous research has typically used a variable-centered approach to investigate associations between different pay-related factors and such outcomes. In contrast, we used latent profile analysis to explore combinations of compensation characteristics (pay level, perceived horizontal pay dispersion, and procedural quality, i.e., transactional leadership and procedural pay-setting justice), combining relevant theories on the subject. Based on a nationally representative sample of private sector employees in Sweden (N = 1,146), our study identified six compensation profiles. Our key findings show, first, that higher levels of pay were generally associated with better performance, lower turnover intention, better self-rated health, and lower work-related exhaustion, especially when combined with perceptions of high procedural quality. Second, in terms of perceived horizontal pay dispersion, the results indicate that pay compression may be associated with beneficial outcomes, particularly when combined with high procedural quality. Third, procedural quality was generally associated with favorable work-related and health-related outcomes, although such positive effects may be contingent upon pay level and perceived horizontal pay dispersion. In conclusion, while pay level, perceptions of horizontal pay dispersion, and procedural quality may all matter for employee outcomes, it is important to consider their combinations.

The biogeochemical cycles of iron (Fe) and manganese (Mn) in lakes and reservoirs have predictable seasonal trends, largely governed by stratification dynamics and redox conditions in the hypolimnion. However, short-term (i.e., sub-weekly) trends in Fe and Mn cycling are less well-understood, as most monitoring efforts focus on longer-term (i.e., monthly to yearly) time scales. The potential for elevated Fe and Mn to degrade water quality and impact ecosystem functioning, coupled with increasing evidence for high spatiotemporal variability in other biogeochemical cycles, necessitates a closer evaluation of the short-term Fe and Mn cycling dynamics in lakes and reservoirs. We adapted a UV-visible spectrophotometer coupled with a multiplexor pumping system and PLSR modeling to generate high spatiotemporal resolution predictions of Fe and Mn concentrations in a drinking water reservoir (Falling Creek Reservoir, Vinton, VA, USA) equipped with a hypolimnetic oxygenation (HOx) system. We quantified hourly Fe and Mn concentrations during two distinct transitional periods: reservoir turnover (Fall 2020) and initiation of the HOx system (Summer 2021). Our sensor system was able to successfully predict mean Fe and Mn concentrations as well as capture sub-weekly variability, ground-truthed by traditional grab sampling and laboratory analysis. During fall turnover, hypolimnetic Fe and Mn concentrations began to decrease more than two weeks before complete mixing of the reservoir occurred, with rapid equalization of epilimnetic and hypolimnetic Fe and Mn concentrations in less than 48 hours after full water column mixing. During the initiation of hypolimnetic oxygenation in Summer 2021, we observed that Fe and Mn were similarly affected by physical mixing in the hypolimnion, but displayed distinctly different responses to oxygenation, as indicated by the rapid oxidation of soluble Fe but not soluble Mn. This study demonstrates that Fe and Mn concentrations are highly sensitive t

Purpose The purpose of this paper is to conceptualize job immobility concepts, e.g. staying in an unsatisfying job and perceiving limited opportunities to move and apply for another job. The existing literature on this situation of job immobility in which the employee is experiencing stuckness in the job is scattered across research domains, limited in scope and existing constructs are not clearly defined or operationalized. Design/methodology/approach In this conceptual paper, the authors propose the construct "locked at the job," by reviewing and building on the job immobility literature and the theory of control and self-regulation. Findings This study defines the concept that consists of two dimensions as feeling dissatisfied in the current job and inactivity due to perceived limited job opportunities. This study proposes a conceptual model of antecedents and consequences of locked at the job, based on the person-environment fit theory. Practical implications This conceptual paper allows value to be added in practice by the conceptualization of locked at the job, in addition to providing a preview with respect to conceptual causes and consequences of this phenomenon. Originality/value Research on this job immobility phenomenon is scattered across different research domains, limited in scope and the concept has not been clearly defined or operationalized.

This research designed and developed a intensity model based on technopreneurship-. This research is an applied research that aims to measure the practicality and measure the effectiveness of the form of the intensity model developed in entrepreneurship based on technopreneurship to increase MSME turnover. This research uses qualitative and quantitative methods. The research instrument was a questionnaire consisting of 4 types, namely: 1) used for instrument validation, 2) used for an initial study of the problems experienced by MSME actors, 3) for validating the developed model, 4) used during tryouts. Meanwhile, for the application of the developed model, interviews will be used about the achievement of entrepreneurship development to increase MSME turnover. The research subjects were Makassar typical culinary SMEs, selected incidentally, while the research participants were 2 experts in the fields of economics and technology as validators. Quantitative data analysis was carried out by calculating the percentage of respondents' answers, while qualitative data was analyzed by interpreting the answers from respondents about the practicality and effectiveness of the developed model. The results showed that the intensity model based on technopreneurship- is very practical for MSME to use and the intensity model has a very effective level of effectiveness in entrepreneurship so that it can increase the turnover of culinary UMKM typical of Makassar City.

This research designed and developed a intensity model based on technopreneurship-. This research is an applied research that aims to measure the practicality and measure the effectiveness of the form of the intensity model developed in entrepreneurship based on technopreneurship to increase MSME turnover. This research uses qualitative and quantitative methods. The research instrument was a questionnaire consisting of 4 types, namely: 1) used for instrument validation, 2) used for an initial study of the problems experienced by MSME actors, 3) for validating the developed model, 4) used during tryouts. Meanwhile, for the application of the developed model, interviews will be used about the achievement of entrepreneurship development to increase MSME turnover. The research subjects were Makassar typical culinary SMEs, selected incidentally, while the research participants were 2 experts in the fields of economics and technology as validators. Quantitative data analysis was carried out by calculating the percentage of respondents' answers, while qualitative data was analyzed by interpreting the answers from respondents about the practicality and effectiveness of the developed model. The results showed that the intensity model based on technopreneurship- is very practical for MSME to use and the intensity model has a very effective level of effectiveness in entrepreneurship so that it can increase the turnover of culinary UMKM typical of Makassar City.

Burnout is a widespread phenomenon characterized by a reduction in energy that manifests in exhaustion, lack of inspiration, and feelings of frustration which may lead to reduced work efficacy and multiple absences. In the nursing profession, long hours, the pressure of quick decision-making, and the stress of caring for patients who may have poor outcomes may contribute to burnout. This integrative review was conducted to identify variables that contribute to nurse burnout and discover strategies organizations can implement to reduce or prevent nurse burnout.

This quantitative correlational research study aimed to address the lack of work-life balance among public accounting professionals, potentially resulting in burnout and increased turnover intentions. A lack of work-life balance, burnout, and turnover has long been associated with the public accounting profession. This study looked to add to the body of knowledge by looking specifically at Certified Public Accountants (CPAs) registered with the Texas State Board of Public Accountancy (TSBPA) who currently work for public accounting firms. The study utilized information gathered from three valid and reliable survey instruments: the Maslach Burnout Inventory (MBI), Work-Life Balance Questionnaire, and Turnover Intention Questionnaire. The findings indicated a statistically significant relationship between work-life balance and burnout and work-life balance and turnover; however, the largest relationship was found between the two dependent variables, burnout and turnover. The findings are important to further understand and reduce the high employee turnover experienced by the accounting industry. This research reveals the areas in which public accounting firms should focus their human resource initiatives to improve the future of the public accounting industry.

Syftet med denna studie är att få en bredare förståelse för hur HRM-strategier kan vara tillämpbara och anpassade för att förhindra hög personalomsättning bland kvinnliga fastighetsmäklare. Studiens syfte växte fram med hänsyn till att många kvinnliga fastighetsmäklare, särskilt i åldern omkring trettio, väljer att byta yrkesbana efter bara några år inom branschen. Studien strävar efter att identifiera de faktorer som positivt påverkar och skapar förutsättningar för en framgångsrik yrkesutövning. Fokus riktas därför mot kvinnliga mäklare som för närvarande är aktiva inom yrket och som har valt och lyckats att fortsätta vara verksamma inom branschen i minst fem år. Uppsatsen utgår från en teoretisk referensram som omfattar områden såsom HRM, work- life balance, motivation och belöningspreferenser. Denna teoretiska referensram används som grund för analysen av insamlade data och jämförs med de empiriska resultaten. Empirin har samlats in genom en kvalitativ metod där nio kvinnliga fastighetsmäklare, födda inom spannet 1982 och 2004, har intervjuats för att erhålla deras perspektiv på yrket och varför de har valt att fortsätta vara verksamma inom det. Studien konstaterar att det finns en variation i respondenternas uppfattningar och preferenser när det gäller motivationsfaktorer, belöningshantering, arbetsmiljö och ledarskap, vilket tyder på att det inte finns en universell lösning för att uppnå hög arbetsglädje och personalens långvariga engagemang inom fastighetsmäklaryrket. För att skapa en motiverande arbetsmiljö och främja medarbetarnas trivsel och lojalitet är det viktigt för arbetsgivare att anpassa sina strategier och åtgärder utifrån de individuella behoven och önskemålen hos sina anställda. En flexibel och anpassningsbar arbetsplats kan vara en framgångsfaktor för att tillgodose de olika preferenserna hos medarbetarna. Ledarskapet bör vara individanpassat, lyhört, stödjande och, The purpose of this study is to gain a deeper understanding of how HRM-strategies can be applicable and tailored to prevent high turnover among female real estate agents. The purpose of the study emerged considering that many female real estate agents, especially around the age of thirty, choose to change careers after just a few years in the industry. The study aims to identify the factors that positively influence and create conditions for successful professional practice. Therefore, the focus is directed towards currently active female agents who have chosen and managed to continue their careers in the industry for at least five years. The paper is based on a theoretical framework that encompasses areas such as HRM, work- life balance, motivation, and reward preferences. This theoretical framework is used as the basis for analyzing the collected data and comparing it with the empirical results. The empirical data has been gathered through a qualitative method where nine female real estate agents, born within the range of 1982 and 2004, have been interviewed to obtain their perspectives on the profession and why they have chosen to remain active in it. The study concludes that there is a variation in the respondents' perceptions and preferences regarding motivation factors, reward management, work environment, and leadership, suggesting that there is no universal solution to achieving high job satisfaction and long-term employee engagement in the real estate profession. To create a motivating work environment and promote employee well-being and loyalty, it is important for employers to adapt their strategies and actions according to the individual needs and desires of their employees. A flexible and adaptable workplace can be a success factor in meeting the diverse preferences of employees. Leadership should be individualized, attentive, supportive, and encouraging, and employers should promote open communication and create an atmosphere of trust and respect to

How experiences and perceptions of pay and pay setting relate to employees’ job performance, willingness to remain in the organization, and health has been the subject of much debate. Previous research has typically used a variable-centered approach to investigate associations between different pay-related factors and such outcomes. In contrast, we used latent profile analysis to explore combinations of compensation characteristics (pay level, perceived horizontal pay dispersion, and procedural quality, i.e., transactional leadership and procedural pay-setting justice), combining relevant theories on the subject. Based on a nationally representative sample of private sector employees in Sweden (N = 1,146), our study identified six compensation profiles. Our key findings show, first, that higher levels of pay were generally associated with better performance, lower turnover intention, better self-rated health, and lower work-related exhaustion, especially when combined with perceptions of high procedural quality. Second, in terms of perceived horizontal pay dispersion, the results indicate that pay compression may be associated with beneficial outcomes, particularly when combined with high procedural quality. Third, procedural quality was generally associated with favorable work-related and health-related outcomes, although such positive effects may be contingent upon pay level and perceived horizontal pay dispersion. In conclusion, while pay level, perceptions of horizontal pay dispersion, and procedural quality may all matter for employee outcomes, it is important to consider their combinations.

The accounting component of human capital has not yet been fully adopted and implemented in corporate financial reporting of corporate organizations. Determining the impact of human resource accounting on turnover, earnings per share, and capital employed of corporate performance of the listed businesses in the Nigerian stock exchange is the goal of the current study. The results of the study demonstrate that (I) human resource accounting significantly influences business turnover, (ii) human resource accounting significantly influences earnings per share, and (iii) human resource accounting significantly influences return on capital employed. In conclusion, the financial reports would be more useful for making decisions if human resources were included as an asset rather than reported in the traditional manner. Therefore, the study suggests that the listed firms adopt a culture of valuing and disclosing education, training, and ongoing retraining of their human resources to enhance performance. &nbsp

School districts across the United States are grappling to fill, and to keep, their classrooms operating with qualified teachers, especially in rural communities. To ensure a quality education for the millions of students in the nation in the coming years, educational leaders and government officials need to evaluate what can be done to increase the number of teachers staying in their positions. Schools must be better equipped to understand what contributes to high turnover rates and the inability to retain their teachers. It is necessary to create conditions that will keep fully trained and qualified teachers in the field. The purpose of this phenomenological qualitative study was to examine and discover the factors contributing to high turnover rates of teachers in rural communities as well as to take a closer look at school climate and its impact on retention. The study helped unveil the contributing factors and lived experiences of teachers who chose to leave a teaching position. Teacher shortages have become a well-documented problem, but many in the education community continue to characterize the shortages as one, nonspecific, national crisis. Because of this, broad solutions are proposed to address the shortages, and they do not target the specific needs of states, districts, and schools. This study focused specifically on rural Montana elementary teachers who chose to leave a teaching position between 2017 and 2022. The central question asked: What is the lived experience of teachers who decided to leave a teaching position? The interviews conducted with 12 elementary teachers created significant statements about teacher turnover. The composite description revealed ten themes about how participants experienced teacher turnover and retention. This study adds a greater understanding about how and why teachers are leaving their positions at such alarming rates, particularly in rural Montana elementary schools. Leaders and policymakers would be well served to f

The availability of big data spurred the application of modern prediction analytics (e.g., machine learning methods) in human resource management (HRM) research and practice. Due to the novel and technical nature of prediction analytics, HR professionals and researchers may struggle to collaborate with data experts. We offer a comprehensive introduction to the logic and value of prediction methods. Moreover, we highlight the concern of treating grouped data—commonly seen in HRM research yet rarely discussed in building prediction models. We introduce different strategies to deal with grouped data in applying prediction models. The performance of different modelling approaches and prediction models are compared in an empirical data set consisting of 1454 employees from 199 small and medium sized enterprise's. Following a workflow to compare the relative performance of the prediction models, the model with the best prediction accuracy was the random-effects bagged tree that allows for complex relationships and incorporates random effects. Following the estimates of this model, we identified the five most influential predictors of turnover intention: perceived fairness, leader-member exchange, career opportunities, pay satisfaction and age. The inductive nature of prediction models is expected to advance theory development and HR analytics for developing effective HRM policies.

Syftet med denna studie är att få en bredare förståelse för hur HRM-strategier kan vara tillämpbara och anpassade för att förhindra hög personalomsättning bland kvinnliga fastighetsmäklare. Studiens syfte växte fram med hänsyn till att många kvinnliga fastighetsmäklare, särskilt i åldern omkring trettio, väljer att byta yrkesbana efter bara några år inom branschen. Studien strävar efter att identifiera de faktorer som positivt påverkar och skapar förutsättningar för en framgångsrik yrkesutövning. Fokus riktas därför mot kvinnliga mäklare som för närvarande är aktiva inom yrket och som har valt och lyckats att fortsätta vara verksamma inom branschen i minst fem år. Uppsatsen utgår från en teoretisk referensram som omfattar områden såsom HRM, work- life balance, motivation och belöningspreferenser. Denna teoretiska referensram används som grund för analysen av insamlade data och jämförs med de empiriska resultaten. Empirin har samlats in genom en kvalitativ metod där nio kvinnliga fastighetsmäklare, födda inom spannet 1982 och 2004, har intervjuats för att erhålla deras perspektiv på yrket och varför de har valt att fortsätta vara verksamma inom det. Studien konstaterar att det finns en variation i respondenternas uppfattningar och preferenser när det gäller motivationsfaktorer, belöningshantering, arbetsmiljö och ledarskap, vilket tyder på att det inte finns en universell lösning för att uppnå hög arbetsglädje och personalens långvariga engagemang inom fastighetsmäklaryrket. För att skapa en motiverande arbetsmiljö och främja medarbetarnas trivsel och lojalitet är det viktigt för arbetsgivare att anpassa sina strategier och åtgärder utifrån de individuella behoven och önskemålen hos sina anställda. En flexibel och anpassningsbar arbetsplats kan vara en framgångsfaktor för att tillgodose de olika preferenserna hos medarbetarna. Ledarskapet bör vara individanpassat, lyhört, stödjande och, The purpose of this study is to gain a deeper understanding of how HRM-strategies can be applicable and tailored to prevent high turnover among female real estate agents. The purpose of the study emerged considering that many female real estate agents, especially around the age of thirty, choose to change careers after just a few years in the industry. The study aims to identify the factors that positively influence and create conditions for successful professional practice. Therefore, the focus is directed towards currently active female agents who have chosen and managed to continue their careers in the industry for at least five years. The paper is based on a theoretical framework that encompasses areas such as HRM, work- life balance, motivation, and reward preferences. This theoretical framework is used as the basis for analyzing the collected data and comparing it with the empirical results. The empirical data has been gathered through a qualitative method where nine female real estate agents, born within the range of 1982 and 2004, have been interviewed to obtain their perspectives on the profession and why they have chosen to remain active in it. The study concludes that there is a variation in the respondents' perceptions and preferences regarding motivation factors, reward management, work environment, and leadership, suggesting that there is no universal solution to achieving high job satisfaction and long-term employee engagement in the real estate profession. To create a motivating work environment and promote employee well-being and loyalty, it is important for employers to adapt their strategies and actions according to the individual needs and desires of their employees. A flexible and adaptable workplace can be a success factor in meeting the diverse preferences of employees. Leadership should be individualized, attentive, supportive, and encouraging, and employers should promote open communication and create an atmosphere of trust and respect to

Contexte : L’absentéisme infirmier est un réel fardeau pour les institutions de santé. Les gestionnaires se doivent de trouver de nouvelles façons de résoudre cette alarmante problématique. Devant de haut taux d’absentéisme infirmier, deux hôpitaux de la province de Québec ont implanté une intervention de « Gestion de Proximité ». But : Analyser l’implantation de l’intervention « Gestion de Proximité » et identifier les barrières et les facilitateurs à implantation selon la perspective des différentes parties prenantes. Méthode : Une étude de cas contrastée et imbriquée a été réalisée dans deux hôpitaux sélectionnés par un échantillonnage non-probabiliste de convenance. 10 entrevues semi-dirigées ont eu lieu auprès de 13 participants. Les entrevues ont été enregistrées puis transcrites en verbatim. Le Consolidated Framework for Implementation Research (CFIR) a été utilisé pour créer le guide d’entrevue et analyser les données de façon inductive et déductive. Résultats : Trois domaines parmi cinq du CFIR ont été identifiés comme plus importants à l’implantation de la Gestion de Proximité : 1) les caractéristiques de l’intervention, 2) le processus et 3) le contexte. Le ratio d’un gestionnaire par unité de soins a facilité la gestion des ressources humaines et a amélioré la relation gestionnaire-employé. Comme l’intervention a d’abord été présenté comme projet pilote, l’incertitude liée à sa pérennité a contribué au départ de gestionnaires de proximité. Finalement, le contexte pandémique a facilité la pérennisation de la gestion de proximité et a augmenté la collaboration. Conclusion : Les organisations de santé doivent identifier de nouvelles façons de surmonter la pénurie et de rétention de la main d’œuvre infirmière. La Gestion de Proximité a permis de favoriser une approche collaborative en plus d’améliorer l’environnement de travail des infirmières. Implication pour la gestion : La gestion de Proximité a le potentiel de guider les institutions de santé dans leur, Background. Nursing absenteeism is a global burden. Ways to overcome this crisis must be found. To address high absenteeism rates, Proximity Management was implemented in two hospitals in Quebec, Canada. Aim. To analyze the implementation of Proximity Management along with its barriers and facilitators. Methods. An embedded case study took place in two purposefully selected hospitals. 10 semistructured interviews were conducted with 13 participants. Interviews were recorded and transcribed verbatim. The Consolidated Framework for Implementation Research (CFIR) was used to construct the interview guide and support the inductive and deductive data analysis. Results. Three out of five CFIR domains were identified as significant for implementation of Proximity Management: 1) the intervention’s characteristics, 2) the process, and 3) the context. One manager per care unit ratio facilitated the intervention’s success. It optimized resources and improved manager-employee relationships. Regarding the process, implementing Proximity Management as a pilot was considered a barrier, accentuating manager turnover. Surprisingly, the pandemic context was a facilitator and enhanced collaboration. Conclusion. Organizations must identify ways to overcome the nursing shortage. Proximity Management allowed a collaborative approach and improved work environment. Implications for Nursing Management. Interventions based on Proximity Management have the potential to guide institutions through organizational changes and reduce absenteeism.

The study investigates the Impact of Workload and Technologies on the Performance of Call Centre Employees." Single-way ANOVA is used for analysis. In this study, we use questionnaires to gather data on the variables Gender, Age Group (In Years), Education, Experience (In Yrs.), Daily Practice, Relational Uncertainty, Relational Distance, Opportunism, and Inter-partner incompatibility. The outcomes of the study confirm that the study observe that the significant and positive effect of workload and technologies on the performance of Call Centre Employees. It implies that when departments use the results of rational uncertainty, there are considerable differences between them. The result shows that there is positive relationship between number of hours use mobile and online libraries. However, the finding exhibit that a positive and significant associations exist between no. of hour mobile use and mobile distract. Moreover, the regression result confirms that Rational Distance, Number of hours, Age, inter partner relationship and opportunism have significant effect on job satisfaction. Furth more, the coefficient value of Age has significant effect on Inter-partner incompatibility. While the Relational Distance has insignificant effect opportunity to get a better job in this company.

This study focuses on IT employee retention, particularly during the COVID-19 pandemic. Retaining and employing young IT professionals today is a challenging task for human resources employees. We believe that this is a topical and very relevant topic for the HR field as most companies are facing staff turnover, especially after the COVID-19 pandemic. It is also known that the IT sector is very dynamic and constantly evolving, companies need manpower and competitiveness among employers is high. In addition, a poor retention strategy can have a negative effect on the productivity and work quality of the IT department. And these are some good reasons for a company to invest in a retention strategy. Our research is qualitative in nature and we have sought to identify aspects of employee motivation and satisfaction with the benefits they receive from their employers. Understanding the real needs of IT employees was also one of the aims of this research. The results of the investigation indicated a strong relevance of retention means such as the salary, the team and the good relationship with colleagues, the working environment and the development opportunities available to employees within the company.

The circular economy (CE) can bring benefits but also pitfalls to the production processes, affecting a firm's economic performance. Using data from European SMEs,we empirically investigate, from the perspective of self-determination theory, the extent to which the breadth of CE activities, that is, the number of CE activities undertaken by a firm, affects a firm's economic performance. Our study theorizes and shows that there is an inverted U-shaped effect brought about by the number of CE activities on economic performance. This research advances our scientific under-standing of the CE and provides managers with suggestions on how to maximize the benefits generated by the CE in terms of economic performance by implementing the right amount of CE activities.

Extensive job turnover is a pressing concern in social work. This article reports the result of a mixed-methods study with newly qualified social workers (NQSWs) about their experiences during their first five years in the profession. What career patterns can be discerned and what are the NQSWs’ motives for staying in or leaving a particular job? The theoretical point of departure is that careers must be understood from several interacting perspectives, as individual motives and objectives meet and interact with contextual conditions. The findings from interviews and a questionnaire indicate that most NQSWs have changed employment three to eight times during a five-year period. Most quit because of bad working conditions, although some changed jobs as part of an incremental development towards achieving a particular position. Three different types of careers are found: turbulent, goal-oriented, and safe careers. NQSWs are only partially rational regarding career decisions, and most decisions are made pragmatically, especially for those with turbulent careers, which most of the respondents experienced.

Rationale: In recent years the Spanish business sector has experienced unprecedented shocks: the onset of the pandemic, supply chain bottlenecks and escalating commodity prices. In this setting, it is important to assess the sector’s economic and financial situation. Takeaways •Between April and September 2022, the recovery in activity recorded in the previous two six-month periods continued for Spanish SMEs. However, higher production costs meant that profits declined at the majority of the firms surveyed. •For the first time since 2013, the survey signals a deterioration in the availability of bank financing. •In any event, despite rising slightly, the indicator of obstacles to obtaining bank loans remains at historically low levels.

Background and Objectives Although most studies have not separated turnover of direct care workers (DCWs) into those who switch to another organization (switchers) and those who leave the industry (leavers), switchers and leavers have different impacts on the facilities they quit and the labor market for DCWs. We distinguished between intent to switch and intent to leave and investigated the impact of wages and training on each turnover intention. Research Design and Methods Data were obtained from Japan's Fact-Finding Survey on Long-term Care Work. We included DCWs (n = 7,311) in the analyses and used multinomial regression by sex and provider type to compare those who wanted to switch and those who wanted to leave with those who wanted to remain in their current workplace. Results The impacts of an increase in wages and a higher training score were larger for intent to switch than intent to leave. Compared with wages, the impact of training was greater. The impact of job characteristics on turnover intention varied between women and men and across provider types. Discussion and Implications This study provides a better understanding of the difference in the determinants of switching and leaving and simultaneously increases our understanding of the differences between women and men and across provider types.

Surveys related to analytics in the area of human resources (HR) have increased in the last 10 years. They usually suggest frameworks, tools, and concepts. Although there is much useful information, there is still a lack of materials consolidating real case studies or quantitative experiments with HR data. This systematic review analyzes 42 papers with analytical experiments in terms of three different segments of HR: recruitment, talent management, and turnover. The goal is to offer an updated perspective of what is being applied in HR regarding the problems that can be solved with data analysis, the most used techniques, and what could be explored to promote more scientific research on data-oriented projects in HR. Some of the results include talent management as the segment with the most related papers and the use of companies’ internal data as predominant in the studies.

(1) Declines in grassland diversity in response to nutrient addition are a general consequence of global change. This decline in species richness may be driven by multiple underlying processes operating at different timescales. Nutrient addition can reduce diversity by enhancing the rate of local extinction via competitive exclusion, or by reducing the rate of colonization by constraining the pool of species able to colonize under new conditions. Partitioning net change into extinction and colonization rates will better delineate the long-term effect of global change in grasslands. (2) We synthesized changes in richness in response to experimental fertilization with nitrogen, phosphorus and potassium with micronutrients across 30 grasslands. We quantified changes in local richness, colonization, and extinction over 8-10 years of nutrient addition, and compared these rates against control conditions to isolate the effect of nutrient addition from background dynamics. (3) Total richness at steady state in the control plots was the sum of equal, relatively high rates of local colonization and extinction. On aggregate, 30-35% of initial species were lost and the same proportion of new species were gained at least once over a decade. Absolute turnover increased with site-level richness, but was proportionately greater at lower richness sites relative to starting richness. Loss of total richness with nutrient addition, especially N in combination with P or K, was driven by enhanced rates of extinction with a smaller contribution from reduced colonization. Enhanced extinction and reduced colonization were disproportionately among native species, perennials, and forbs. Reduced colonization plateaued after the first few (< 5) years after nutrient addition, while enhanced extinction continued throughout the first decade. (4) Synthesis. Our results indicate a high rate of colonizations and extinctions underlying the richness of ambient communities, and that nutrient enh

Emergent aquatic insects constitute an important food source for higher trophic levels, linking aquatic to terrestrial ecosystems. Little is known about how land use affects the biomass or composition of insect emergence. Previous studies are limited to individual time points or seasons, hampering understanding of annual biomass export patterns and detection of phenological changes. Over one year’s primary emergence period, we continuously determined the biomass, abundance, and identity of >45,000 aquatic insects and recorded land-use-related environmental variables in 20 stream sites using a paired design with upstream forested sites and downstream agricultural sites. Total insect biomass and abundance were 2–7 mg d-1 m-2 and 7–36 ind d-1 m-2 higher in agricultural than forested sites. However, we found turnover of families between forested and agricultural sites, with more insects with shorter generation time in agriculture, indicating lower sensitivity to land-use-related stress because of higher recovery potential. Except for stoneflies, biomass and abundance of major orders were higher in agriculture, but their phenology differed. For different orders, emergence peaked 30 days earlier to 51 days later in agriculture than forest, whereas total abundance and biomass both peaked earlier in agriculture: 3–5 days and 3–19 days, respectively. The most important land-use-related drivers were pesticide toxicity and electrical conductivity, which were differentially associated with different aquatic insect order abundances and biomass. Overall, we found that land use was related to changes in composition and phenology of aquatic insect emergence, which is likely to affect food-web dynamics in a cross-ecosystem context.

Global change drivers, such as anthropogenic nutrient inputs, are increasing globally. Nutrient deposition simultaneously alters plant biodiversity, species composition and ecosystem processes like aboveground biomass production. These changes are underpinned by species extinction, colonisation and shifting relative abundance. Here, we use the Price equation to quantify and link the contributions of species that are lost, gained or that persist to change in aboveground biomass in 59 experimental grassland sites. Under ambient (control) conditions, compositional and biomass turnover was high, and losses (i.e. local extinctions) were balanced by gains (i.e. colonisation). Under fertilisation, the decline in species richness resulted from increased species loss and decreases in species gained. Biomass increase under fertilisation resulted mostly from species that persist and to a lesser extent from species gained. Drivers of ecological change can interact relatively independently with diversity, composition and ecosystem processes and functions such as aboveground biomass due to the individual contributions of species lost, gained or persisting.

Despite considerable research on nursing turnover, few studies have considered turnover among nurses working in home health care. Using novel administrative data from one of the largest home health care organizations in the United States, this study examined turnover among home health nurses, focusing on the role of schedule volatility. We estimated separation rates among full-time and part-time registered nurses and licensed practical nurses and used daily visit logs to estimate schedule volatility, which was defined as the coefficient of variation of the number of daily visits in the prior four weeks. Between 2016 and 2019, the average annual separation rate of home health nurses was over 30%, with most separations occurring voluntarily. Schedule volatility and turnover were positively associated for full-time nurses, but not for part-time nurses. These results suggest that reducing schedule volatility for full-time nurses could mitigate nursing turnover in home health care.

Neurodevelopmental disorders of genetic origin delay the acquisition of normal abilities and cause disabling phenotypes. Nevertheless, spontaneous attenuation and even complete amelioration of symptoms in early childhood and adolescence can occur in many disorders, suggesting that brain circuits possess an intrinsic capacity to overcome the deficits arising from some germline mutations. We examined the molecular composition of almost a trillion excitatory synapses on a brain-wide scale between birth and adulthood in mice carrying a mutation in the homeobox transcription factor Pax6, a neurodevelopmental disorder model. Pax6 haploinsufficiency had no impact on total synapse number at any age. By contrast, the molecular composition of excitatory synapses, the postnatal expansion of synapse diversity and the acquisition of normal synaptome architecture were delayed in all brain regions, interfering with networks and electrophysiological simulations of cognitive functions. Specific excitatory synapse types and subtypes were affected in two key developmental age-windows. These phenotypes were reversed within 2-3 weeks of onset, restoring synapse diversity and synaptome architecture to the normal developmental trajectory. Synapse subtypes with rapid protein turnover mediated the synaptome remodeling. This brain-wide capacity for remodeling of synapse molecular composition to recover and maintain the developmental trajectory of synaptome architecture may help confer resilience to neurodevelopmental genetic disorders., QC 20230614

Background Vitamin K deficiency is highly prevalent in patients on dialysis and may contribute to their low bone mineral density (BMD) and increased risk of fracture. This study investigated the effect of menaquinone-7 (MK-7) supplementation on BMD in patients on chronic dialysis. Methods In a multicentre, double-blind, placebo-controlled intervention trial, 123 patients on chronic dialysis were randomised to a daily oral supplement of either MK-7 360 mu g or placebo for 2 years. BMD of the distal radius (1/3, mid, ultradistal and total), femoral neck, lumbar spine (L1-L4) and whole body was assessed by dual-energy X-ray absorptiometry. Serum levels of vitamin K1 and MK-7 and plasma levels of total osteocalcin, dephosphorylated-uncarboxylated matrix Gla protein and protein induced by vitamin K absence II were measured to assess vitamin K status. Results After 2 years, an accelerated BMD loss of the 1/3 distal radius was found with MK-7 supplementation {mean difference of changes relative to placebo -0.023 g/cm(2) [95% confidence interval (CI) -0.039 to -0.008]}, whereas the decrease in lumbar spine BMD seen in the placebo group was prevented [mean difference of changes between groups 0.050 g/cm(2) (95% CI 0.015-0.085)]. No significant effects were observed at the remaining skeletal sites. Vitamin K status strongly improved in MK-7-supplemented participants. Conclusion Compared with placebo, an accelerated BMD loss of the 1/3 distal radius was found after 2 years of MK-7 supplementation, whereas a decline in lumbar spine BMD was prevented. As such, MK-7 supplementation might modify BMD site-specifically in patients on dialysis. In aggregate, our findings do not support MK-7 supplementation to preserve bone in patients on dialysis.