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This study examines the factors affecting women officials' intention to leave their chosen sport, including personal, work-related, and sociocultural factors. The empirical analysis is based on survey data of women officials in 69 different sports across Europe (n = 3,214). Overall, 10.7% of women expressed a turnover intention. Regression analyses indicate that this intention is higher for women who have more officiating experience (16–20 years), officiate at lower levels of sport (grassroots, junior), frequently experience abuse, and dislike the stress and time commitments of officiating, lack of support from the federation, and their lack of opportunity to progress. Younger women (≤24 years) with a mentor, who enjoy being part of a sport community and live in a more gender equal society are less likely to leave. The findings suggest that multiple factors are at work, which need to be addressed by sport managers to retain women in officiating roles. [ABSTRACT FROM AUTHOR]

While IT workforce research often examines job- and organizational-related reasons for turnover, studies rarely connect the immediate social context of IT work to IT professionals' workplace behavior. To understand the influence of the immediate social context, we develop a social comparison model that connects the social influence of co-worker who have left an organization to turnover among IT professionals who remain. We test our model using a social network of 4,011 IT professionals employed in a large IT firm over four years. We complement our analysis of this data with a multiple-case study with five software development teams. Across the two studies, our results suggest that the departure of an IT professional increases the probability of turnover among remaining coworkers; further, we found that turnover is even more likely when the remaining IT professionals are similar in technical abilities and demographic attributes to the co-worker who left. Our results direct attention to the immediate social context as an influence on the turnover behavior of IT professionals and explain how similarity in domain-specific attributes shapes this turnover behavior. Practitioners should know that a single departure may cause a chain reaction in IT work teams and organizations and find suggestions for assigning new employees. [ABSTRACT FROM AUTHOR]

In response to a financial crisis, many organizations adjust their pay systems to reduce labor costs. In this research, we focus on the use of delayed pay (the postponement of employees' contractual compensation) and examine its effect on employee voluntary turnover outcomes. In a field study (Study 1) with data collected from the executive managers of 129 Chinese hotels experiencing a financial crisis caused by coronavirus disease 2019 (COVID‐19), we find a positive relationship between delayed pay and the voluntary turnover rate at the organizational level. In addition, this relationship becomes weaker when delayed pay consists of a larger proportion of pay‐for‐performance (PFP). We then conduct an experiment (Study 2) to extend our theoretical framework to the individual level, establish causality, and examine the underlying mechanism. The results show that the perceived negative instrumentality of stay (i.e., expected economic losses associated with staying in an organization) explains why individuals intend to leave organizations adopting delayed base pay but not delayed PFP. We further replicate these findings in a critical incident technique study (Study 3). We also discuss the theoretical and practical implications of these findings. [ABSTRACT FROM AUTHOR]

Retail investors' gambling preferences can affect the performance and turnover of IPO firms. Research on the relationship between IPO underperformance and turnover from the gambling preference perspective is very limited. Empirical results on gambling preferences show that it leads to the underperformance of IPO firms. IPO underperformance disappears after controlling for gambling preferences or turnover. For stocks with low gambling preferences, IPO underperformance and the turnover effect are almost negligible. They become significantly stronger as gambling preferences increase. It illustrates that turnover's impact on IPO underperformance essentially comes from gambling preferences. [ABSTRACT FROM AUTHOR]

The retention of human capital remains a vital point of interest for both organizations and scholars today, as it has for over a century. While many models of voluntary turnover exist, we identify two turnover theories, Steel's (2002) Evolutionary Job Search Model of Turnover and Lee and Mitchell's Unfolding Model of Turnover, that we believe offer significant opportunities for future research. In this editorial, we review these two theories, highlighting the impact of each and offering several recommendations for future replication. Specifically, after reviewing 183 articles that cited Steel, we found that only a few of these directly tested the core propositions of the model, likely due to the complexity of the challenges of sufficiently capturing the dynamic components, and none have fully tested the model. Additionally, despite being published only six years prior, we identified 748 articles that cited Lee and Mitchell, yet we found that only 127 empirically examined the model, with most focused on specific components of the model, and only 15 attempted to test the entire model. We provide several methodological and theoretical suggestions for progressing these two models towards a better understanding of voluntary turnover. [ABSTRACT FROM AUTHOR]

The extant literature on hospitality and human resource management has not yet uncovered the hidden intangible chain of employee turnover intention, particularly in the hotel context. A theoretical framework was developed by applying the tenets of the theory of planned behaviour, social cognitive theory and the multi-dimensional commitment model. More specifically, this study investigated the impact of staff core personality (core confidence traits and core self-evaluation) on employees' positive attitudes towards the organization, ultimately decreasing employee turnover intention. Further, the study scrutinized the moderating impact of organizational commitment dimensions in the extended model and the links that were missing in prior literature. It employed a self-administered survey and obtained 300 usable responses. The data were analysed through partial least squares structural equation modelling (PLS-SEM) software. The results revealed that all the core personality factors (CSE and core confidence traits, including resilience, hope and optimism) and self-efficacy significantly affect the staff's positive attitude. Moreover, the study established the moderating impact of affective commitment and continuous commitment on the connection between attitude and employees' intention to leave the organization. This article recommends several practices that hotel human resource managers can utilize to reduce employee turnover intention and upsurge the sustainability of the hotel industry. [ABSTRACT FROM AUTHOR]

Understanding biodiversity changes, along with its driving factors and mechanisms, is crucial in biogeography and community ecology. Beta diversity is an indicator for discerning the compositional variations among communities and is essential role in fostering a comprehensive understanding of the ecological processes shaping biodiversity distribution patterns. This study quantitatively evaluated the beta diversity of macroinvertebrates in the Wei River Basin, focusing on: (i) contributions of turnover and nestedness to taxonomic, functional, and phylogenetic total beta diversity, (ii) correlations between these beta diversity dimensions, and (iii) the influences of local, climatic, and spatial factors on beta diversity. We analyzed macroinvertebrate data from 51 sampling locations in the Wei River Basin and explored the relationships between different beta diversity dimensions using the Mantel test. Additionally, we assessed the relative influence of local, climatic, and spatial factors on beta diversity through distance-based redundancy analysis and variance partitioning methods. The results indicated that turnover predominantly affects taxonomic and phylogenetic beta diversity, while nestedness mainly drives functional beta diversity. Functional beta diversity was more weakly associated with the other dimensions. Local environmental factors significantly influenced taxonomic and phylogenetic beta diversity, whereas spatial factors had a stronger influence on functional beta diversity. Our findings highlight the need for conservation strategies to integrate taxonomic, functional, and phylogenetic dimensions, transcending traditional species-level approaches. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Design Methods Results Conclusions Registration Impact Reporting Method Patient or Public Contribution The aim of this study is to combine and compare results from systematic reviews reporting the content and effect of programmes for the introduction of newly graduated nurses employed in hospital settings on increasing retention and decreasing turnover.An umbrella review.The electronic databases of PubMed/MEDLINE, CINAHL and PhycInfo were searched in January 2023 for eligible systematic reviews. The search string consisted of keywords extracted from the PICOS inclusion criteria. The AMSTAR 2 instrument was used for critical appraisal of the methodological quality of the eligible systematic reviews. The process and results of the review were presented using a narrative description of the data.Five systematic reviews, reporting 84 intervention studies evaluating nine types of introduction programmes from 2001 to 2018, were included in the umbrella review. All nine programme types were executed by nurses in a preceptor or mentor role and the content was directed towards training of the preceptor/mentor and introduction of the newly graduated nurses. The nine programmes showed overall positive effects on retention and turnover.Mentorship and Preceptorship were the most frequently evaluated programmes in the included intervention studies of the five reviews. However, the lack of transparency of the reviews and the bias of the intervention studies within the reviews, made it difficult to conclude specific effects of the content of the nine programmes.The protocol for the umbrella review is registered with Open Science Framework (https://OSF.IO/DXYS4).A weak introduction to hospital employment of newly graduated nurses may decrease retention and increase turnover. Structured and personal introduction by a mentor can have an effect on the newly graduated nurses' intentions to stay in their hospital care position.AMSTAR 2.None. [ABSTRACT FROM AUTHOR]

Summary Multispecies planting is an important approach to deliver ecosystem functions in afforestation projects. However, the importance of species richness vs specific species composition in this context remains unresolved. To estimate species or functional group richness and compositional change between two communities, we calculated nestedness, where one community contains a subset of the species of another, and turnover, where two communities differ in species composition but not in species richness. We evaluated the effects of species/functional group nestedness and turnover on stand productivity using 315 mixed plots from a pool of 40 tree species in a large forest biodiversity experiment in subtropical China. We found that the greater the differences in species or functional group nestedness and turnover, the greater the differences in stand productivity between plots. Additionally, the strong effects of both nestedness and turnover on stand productivity developed over the 11‐yr observation period. Our results indicate that selection of specific tree species is as important as planting a large number of species to support the productivity function of forests. Furthermore, the selection of specific tree species should be based on functionality, because beneficial effects of functional group composition were stronger than those of species composition. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Design Data Sources Methods Results Conclusion Impact and Implications for the Profession Reporting Method Patient or Public Contribution The aim of this study is to explore the experiences of nurses who resigned from healthcare organisations or abandoned the profession and explore the reasons behind them.A systematic review of qualitative studies and meta‐summary.Cumulative Index to Nursing and Allied Health Literature (CINAHL), Embase (Ovid), MEDLINE (Ovid), Social Science Citation Index (Web of Science), and Scopus.The search was conducted up to May 2024. Primary qualitative studies focused on nurses who had resigned or left the profession were included. The meta‐summary was conducted using method: findings were extracted from the reports, edited, grouped, abstracted into key meta‐findings, and finally, their frequency effect sizes were calculated.A total of 282 findings were extracted from 12 studies, generating 49 statements of findings that were aggregated into nine key meta‐findings. Poor management practices presented a frequency effect size of 100%. Other key meta‐findings included excessive workload, teamwork hurdles, health issues related to work shifts and difficulty in maintaining work‐life balance, a lack of career growth opportunities and promotion chances, disillusionment with nursing, dissatisfaction due to salary, bullying and horizontal violence, and moral distress over ethical dilemmas.The findings can help support the development of targeted strategies and the implementation of effective policies aimed at reducing nursing turnover.The major impact of these findings is the recognition of rising factors that negatively affect nurses' quality of life, including workload pressures and poor management strategies, which significantly lower job satisfaction. To address these challenges, the profession should prioritise tools that value nurses in their roles, implement strategies to manage workloads more effectively and advocate for policies promoting flexible scheduling. Additionally, investing in professional development and fostering a supportive work environment can help retain skilled nurses and nurture the growth of new talent.Preferred Reporting Items for Systematic Reviews and Meta‐Analyses (PRISMA).No patient or public contribution. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Location Time Period Major Taxa Studies Methods Results Main Conclusions The potentially cascading consequences of climate changes on redistribution of habitat‐forming species, like seagrasses, remain a major research gap. Empirical demonstrations of local population changes are increasingly reported without a globally integrated predictive framework as a leading testable hypothesis. Therefore, here, we aimed to estimate changes in species richness, community composition, and areas of climatic refugia under future climate scenarios.Global scale.Present‐day conditions (from 2010 to 2020) and for three Shared Socioeconomic Pathway (SSP) scenarios of future climate change (from 2090 to 2100).Seagrasses (plantae).We coupled seagrass occurrences with environmental predictors (temperature, salinity, nitrate, wave energy, and ice) in stacked species distribution modelling.Models estimated a present global extent of 917,169 km2 with high species richness in Temperate Australasia, Indo‐Pacific, and Temperate North Pacific. Future projections predicted widespread spatial redistribution, with Arctic expansions, losses in lower latitudes, and deeper vertical ranges, while globally maintaining the area extent occupied worldwide by seagrass species (only 5% of change). Species richness increased poleward under more drastic scenarios (SSP3‐7.0 and SSP5‐8.5), with losses in tropical zones (30oN to 30oS). Local climatic refugia are retained in all scenarios but decrease under higher emissions. Additionally, even where seagrass species remain, widespread community composition changes were predicted.Our findings serve as baselines to inform, anticipate, and mitigate cascading consequences of shifts in seagrass ecosystems that provide essential services for humanity. [ABSTRACT FROM AUTHOR]

Fatty acids (FAs) are vital biomolecules crucial for determining food quality for higher trophic levels. To investigate FA transfer and turnover time in predators, we conducted a diet switch experiment using jellyfish polyps. These polyps were fed food sources including Artemia sinica nauplii and FA‐manipulated copepod Pseudodiaptomus annandalei, maintained on distinct algal diets with varied FA compositions. Our findings reveal that copepods may have a strong potential to synthesize long‐chain polyunsaturated FA to maintain biochemical homeostasis when consuming low‐quality food. Consequently, the species‐specific fatty acid composition within plankton, combined with effects of seasonal environmental fluctuations and climate change, leads to changes in the FA composition of foundational food web components. These alterations create a complex "nutrient black box" effect as they propagate up trophic levels. Our study shows that jellyfish polyps fail to accumulate EPA and DHA but display high levels of ARA compared to their zooplankton and phytoplankton food sources, suggesting a potential association with dietary EPA and DHA through an unidentified pathway. Certain FA components indicate variations in the turnover time when polyps undergo a dietary shift. Understanding the trajectory of FA metabolism across the "phytoplankton–zooplankton" interface, along with its turnover time, provides crucial insights for modeling diet estimation of components within food webs. [ABSTRACT FROM AUTHOR]

Objective: Hospital chief executive officers (CEOs) in Australia encounter various challenges such as financial constraints, changing regulations, and the necessity to uphold patient care standards. These challenges can contribute to rates of CEO turnover, which can disrupt healthcare organisations and affect the quality of services provided. This research aims to pinpoint the factors influencing hospital CEO turnover and explore effective strategies for retaining these vital leaders Methods: A survey was carried out among hospital CEOs throughout Australia. The survey, distributed through email and online platforms, gathered information on reasons behind turnover and methods for retaining CEOs. Data from 51 CEOs were analysed using statistical regression techniques and thematic analysis. Results: The findings from the survey indicated that 82.35% of CEOs identified stress and work-related pressure as the causes of turnover. Other significant factors included managing under-resourced organisations (68.62%), lack of support from the board (66.66%), and facing internal/external criticisms (58.82%). On average, respondents reported 5.16 reasons for leaving their positions with no significant differences found based on sociodemographic characteristics. It was pointed out that key ways to retain CEOs include building respect and trust between CEOs and board chairs, meeting the training and development needs of CEOs, and defining roles within the organisation. The importance of succession planning was also emphasised, with 94.12% of respondents acknowledging its significance for maintaining stability. Conclusion: The study underscores the multifaceted nature of CEO turnover in Australian hospitals influenced by organisational dynamics, performance factors, and personal elements. Effective retention strategies necessitate a culture within the organisation, defined roles, sufficient resources, and robust succession planning. Addressing these aspects can bolster leadership continuity and enhance the performance of healthcare organisations. What is known about the topic? High turnover rates among hospital chief executive officers (CEOs) negatively impact organisational stability and healthcare quality, causing disruptions in strategic decision-making, decreased employee morale, and potential declines in patient care standards. What does this paper add? This study identifies stress, lack of board support, and resource constraints as key factors driving CEO turnover in Australian hospitals. It also offers effective retention strategies, including fostering mutual respect between CEOs and boards, fulfilling training needs, and ensuring clear role definitions. What are the implications for practitioners? Implementing supportive organisational cultures, clear role definitions, and robust succession planning can enhance CEO retention. These measures will improve stability, strategic planning, and healthcare management, ultimately benefiting staff and patient care. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate the potential relationship between student enrollment trends in elective secondary music ensembles and music ensemble teacher job turnover. Although student enrollment is widely accepted as an important concern for music educators and a crude proxy measure of music teacher quality, these normative beliefs have not been thoroughly examined empirically. This study tested these beliefs using data from a State Longitudinal Data System to link statewide high school student ensemble enrollment data to teacher workforce data for the academic years 2012 to 2013 through 2019 to 2020. Two-way fixed effects estimators with logistic and multinomial logistic regression showed that decreasing enrollments in high school music ensembles predict music teachers' departure from the profession. A comparative interrupted time-series analysis showed that a change in music teacher does not significantly affect the future enrollment trend of a high school music ensemble program. An exploratory analysis examining the postteaching careers of former high school music teachers showed that the majority of music teachers who exited the profession earned considerably higher wages in their new careers. The authors conclude by discussing the implications of the results for music teachers, music administrators, music teacher education, and future research. [ABSTRACT FROM AUTHOR]

The habitat heterogeneity hypothesis predicts that increasing habitat structural complexity will result in greater species richness and diversity. We employed ants as a model organism to investigate the significance of coastal vegetation in sandy soils (“restinga”) in northern Brazil for the conservation of biodiversity. This investigation involved assessing the distribution patterns of ants in restingas in different areas along the coast and different vegetation types. Ants were systematically sampled across six sites in the state of Bahia (Busca Vida, Praia do Forte, Imbassaí, Baixio, Barra do Itariri and Costa Azul) and four distinct restinga habitat types (Forest, Shrub, Beach vegetation habitat, and Humid zone) using pitfall trap, Winkler sampling and entomological umbrella techniques. We assessed whether there are differences in diversity, beta diversity, and ant composition according to the different Restinga vegetation types and sites. A total of 152 ant species were collected, distributed across 43 genera and eight subfamilies. Ant richness per sample and site did not differ according to the type of vegetation. However, we observed a variation in the composition of ants according to the different types of vegetation and sites studied. We observed that regardless of the type of vegetation, the main component responsible for the variation in the composition of ant species is the turnover, that is, the substitution of species between sites. Our study points out the importance of restinga for conservation, with a habitat complexity gradient that increases from beach to inland proportional to the ant diversity, especially in forest habitats. [ABSTRACT FROM AUTHOR]

Evidence has been somewhat mixed on how telework affects job satisfaction, career advancement, and relationships with supervisors. Larger samples and better measures of telework and control variables, however, suggest that frequent telework increased satisfaction with jobs, advancement opportunities, fair treatment, supervisors, and co-workers in both the 2012–2015 and the 2020 Federal Employee Viewpoint Surveys. A quasi-experimental analysis shows that switching to frequent telework during the pandemic decreased turnover intentions. Employees now understand the benefits of teleworking. Supervisors must learn to communicate and monitor performance online in this new reality or face increased resistance and turnover. [ABSTRACT FROM AUTHOR]

Background: Worldwide growing shortages among health care staff are observed. This also holds true for medical assistants in Germany. Medical assistants mainly work in outpatient care and are the first point of contact for patients while performing clinical and administrative tasks. We sought to explore profession turnover among medical assistants, that is, in terms of the underlying decision-making process, the reasons for leaving the medical assistant profession and potential retention measures from the perspective of former medical assistants. Methods: For this qualitative study, we conducted semi-structured telephone interviews with 20 former medical assistants between August and November 2023. Eligible for participation were medical assistants who (i) were of legal age, (ii) completed medical assistant vocational training and ii) were formerly employed as a medical assistant, but currently employed in another profession. The interviews were recorded, transcribed verbatim and content-analyzed. Results: Former medical assistants expressed various, often interrelated reasons for leaving the profession. These were changes in priorities throughout their career (e.g., in terms of working hours and salary), a constant high workload, barriers to further training, poor career prospects, and poor interpersonal relationships particularly with supervisors, but also within the team and with patients as well as the perception of insufficient recognition by politics and society. Suggestions of former medical assistants to motivate medical assistants to stay in their profession included amongst others higher salaries, more flexible work structures, improved career prospects, and more recognition from supervisors, patients, and society. Conclusion: Our study provides insights into the complex decision-making process underlying ultimate medical assistant profession turnover. In light of an already existing shortage of medical assistants, we suggest to further explore how the suggested interventions that aim at retention of working medical assistants can be implemented. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Location Time Period Major Taxa Studied Methods Results Main Conclusions To evaluate the patterns of stream diatom beta diversity in islands versus continents across scales, to relate community similarities with spatial and environmental distances and to investigate the role of island characteristics in shaping insular diatom beta diversity.Africa, America, Europe and the Pacific.Present.Stream diatoms.We compared diatom beta diversity between islands and continents at large scales (within biogeographic regions) in two study regions (America and Europe) and at small scales (within islands/equivalent areas in continents) in three regions (Africa, America and Europe) partitioning beta diversity into turnover and nestedness components. We used a partial Mantel test and distance–decay curves to assess how diatom beta diversity on islands and continents is affected by spatial and environmental distances. Finally, using island data from all four regions, we evaluated the relationship between island beta diversity and island latitude, area, age and isolation using linear models.At large scales, mean dissimilarities were higher on islands than in continents in Europe but lower in America. At smaller scales, the differences varied mostly depending on island isolation. Beta diversity was mainly caused by species turnover. Partial Mantel test and distance–decay curves revealed that spatial and environmental distances shaped diatom beta diversity at large, but not at small scales. Moreover, diatom beta diversity on islands was affected by island latitude, age and isolation, but not by island area.Diatom beta diversity on islands versus continents and its responses to spatial and environmental factors are scale and region dependent. Incomplete colonisation, evolutionary processes and environmental filtering likely contribute to insular beta diversity, which further varies with island latitude, age and isolation. This study sheds new light on beta diversity of microorganisms on islands and suggests that beta diversity should be explicitly considered in island biogeographical research. [ABSTRACT FROM AUTHOR]

This study aimed to investigate the moderating effect of mindfulness on the relationship between compulsive citizenship behavior (CCB) and emotional exhaustion, which, in turn, affects turnover intention. Specifically, this study developed and evaluated a two-stage moderated mediation model in which employee mindfulness moderates the pathway from CCB to turnover intention through emotional exhaustion, which is achieved by suppressing emotional and behavioral responses. To validate the proposed model, the author conducted two studies involving the measurement and manipulation of CCB and mindfulness. Study 1 employed a time-lag design to explore these relationships among 421 employees, whereas Study 2 extended this analysis to 592 employees through a scenario-based experimental laboratory study. Study 1 did not demonstrate the expected attenuation of the relationship between CCB and emotional exhaustion among individuals with higher trait mindfulness. Study 2 confirmed these findings through a scenario-based laboratory study that elucidated the critical moderating role of mindfulness in these relationships. This study also presents relevant theoretical and practical implications for future research. [ABSTRACT FROM AUTHOR]

The emergence of the coronavirus pandemic in 2020 posed a new challenge, imposing extraordinary physical and psychological burdens on healthcare workers, clearly exacerbating and intensifying career abandonment. Objectives: The aim of our study was to explore the motivating factors among nurses serving during the coronavirus pandemic that they considered important in their profession despite the mental and physical stress brought about by the pandemic. Methods: A descriptive, cross-sectional study was conducted at the University of Pécs-Clinical Center-Regional Coronavirus Care Center between September 2022 and December 2022. We used non-random, expert, purposive sampling, recruiting healthcare workers who had spent at least 3 months working in a COVID ward (n = 196). Data collection was conducted by using an online, anonymous questionnaire, which included sociodemographic questions, the "Motivation at Work Scale", and a self-edited six-item questionnaire. Results: Regarding the 5-year probability of remaining in the healthcare field, nine participants (4.5%) will definitely leave the healthcare sector, twenty-seven participants (13.7%) are undecided, and seventy-eight participants (39.7%) will definitely stay in the healthcare field over the next 5 years. There is a positive, weak, but significant correlation between intrinsic motivation and the probability of leaving the profession within 5 years (r = 0.281; p < 0.05). We identified a significant, negative, and weak correlation between the number of revisited waves of the coronavirus and the fear of redeployment to the COVID ward (r = −0.273; p < 0.05). Conclusions: Despite the challenges posed by the coronavirus pandemic, only a small percentage of nurses consider leaving the healthcare profession. Joy and enjoyment in their work were dominant factors even during the pandemic. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Location Taxon Methods Results Main Conclusions We address the relative importance of biogeographic regions (areas of endemism), regional climate and spatial factors on taxonomic, functional and phylogenetic beta diversity of bird assemblages in upland terra‐firme forests in the Amazon.Amazon biome.Birds.We gathered 27,498 occurrence records of 873 bird species for 115 bird assemblages distributed in all nine biogeographic regions delimited by the major Amazonian rivers. Only data from studies surveying whole communities with standard sampling methods and exhaustive sampling effort were included. We partitioned the fractions of taxonomic, functional and phylogenetic beta diversity explained by climate, biogeographic regions, spatial factors and the variation shared between them.Across the entire Amazon, we found higher total taxonomic (0.68 ± 0.10) than phylogenetic (0.46 ± 0.08) β‐diversity, and low functional β‐diversity (0.34 ± 0.08). Biogeographic regions showed the highest unique contributions explaining taxonomic and phylogenetic β‐total (7% and 5%, respectively) and turnover components (7% of β‐jtu taxonomic, 7% of β‐jtu phylogenetic), but accounted for only 2% of total functional β‐diversity and trait turnover. Climatic variables explained slightly more trait nestedness (5%) compared with species and lineage turnover (3% each). Species composition was clearly distinct between biogeographical regions limited by the Amazon River, but support for the effect of other rivers was mixed.Our study highlights the significant influence of biogeographic regions and climate on species composition in the Amazon. However, our findings also suggest that the Amazon River exerts a more pronounced impact on species distribution compared with other major Amazonian rivers. Species turnover across biogeographical regions is particularly evident at the species level, with minor effects observed in functional traits, suggesting that taxonomic turnover is driven mainly by functionally redundant species. In addition, recent diversification events, occurring predominantly at the tips of the phylogeny without substantial turnover at deeper nodes, are likely responsible for the patchy distribution of species across Amazonia. [ABSTRACT FROM AUTHOR]

Introduction: Nurses are identified as having higher work stress and poor mental health risk among health care workforce globally. It remains unclear which modifiable stress factors pose the greatest risk for poor psychological health among nursing workforce and needed to inform targeted practice and policy change. To determine which occupation‐related or personal stress factors precipitate higher risk for burnout, depression, anxiety, job satisfaction or intention to leave one's position among nurses globally. Design: A cross‐sectional anonymous survey was administered via email using a snowball recruitment strategy. Methods: Academic researchers and clinical industry leaders across 3 global regions collaborated to generate an email listserv of professional nursing contacts for survey distribution. The survey included valid and reliable measures to scale stress factors (Work Stress Questionnaire), and screen for burnout (single item), depression (Patient Health Questionnaire‐2), anxiety (Generalized Anxiety Disorder‐2), resilience (Brief Resilience Scale) and intention to leave one's job (single item). We used logistic regression, first unadjusted and then adjusted for personal and professional characteristics, to determine associations between stress factors and psychological health risk. Results: The final sample consisted of responses from 2864 nurses working across 13 countries. Most respondents reported working as a clinical nurse in the Philippines (n = 2275), United States (n = 424) and Saudi Arabia (n = 104). One third of nursing respondents endorsed high burnout and intention to leave their job. Those reporting work conflict had significantly higher odds of burnout (odds ratio 3.18; 95% CI 2.22–4.54) and three times more likely to screen positive for depression (odds ratio 3.02; 95% CI 1.36–6.72) and anxiety (odds ratio 2.92; 95% CI 1.57–5.43). Those endorsing difficulty sleeping were 15 times more likely to screen positive for depression (odds ratio 15.63; 95% CI 2.09–117.06). Lack of social support was significantly associated to higher risk for burnout, job dissatisfaction, depression, anxiety, and intention to leave one's position. Conclusions: Nurses remain at risk for burnout and poor psychological health stemming from work stress. Factors such as clear workplace goals and assignments, increased engagement, good sleep health and social support may serve as protective factors against suboptimal psychological health, and in‐turn poor workforce retention. Clinical Relevance: Nurses reporting conflict in the workplace are three times more likely to screen positive for burnout, depression, and anxiety. Nurses reporting difficulty sleeping are 15 times more likely to screen positive for depression. Several modifiable factors can be targeted to reduce poor psychological health and high workforce turnover among nurses across countries. [ABSTRACT FROM AUTHOR]

A recent study outlines the phenotypes of brain border region macrophages in developing, normal and glioblastoma‐affected brains. For the first time, the authors show in‐vivo turnover of human brain border macrophages. The findings have implications for the understanding of brain border immunity and potential macrophage targeting therapies. keypoints: Human border region macrophages are distinct from microglia.These distinct phenotypes are established early during embryonal development ‐ Brain border macrophages are partially replaced by bone marrow‐derived myeloid cells.The transcriptional phenotypes of glioblastoma‐associated macrophage are determined by the anatomical region. [ABSTRACT FROM AUTHOR]

Secondary forests represent a significant proportion of global forest cover, with over 70% of forests in East Asia classified as regenerating. While succession has been studied extensively in temperate systems, trajectories of subtropical succession remain poorly characterized in highly disturbed, urban‐adjacent forests. Investigating the additive beta diversity components of turnover and nestedness may reveal community assembly mechanisms driving secondary succession. The present study investigates plant community assembly along a successional gradient from 7 to 70 years following the onset of succession in secondary subtropical forests in Hong Kong, China. Plant survey data for 28 plots were analysed, generating additive Simpsons turnover and nestedness beta diversity metrics. Dissimilarity matrices were generated and modelled as a function of environmental matrices including forest plant community age (years following onset of secondary succession), inter‐community distance (metres), and soil moisture saturation (%) across three elevational bands using generalized dissimilarity models. Nonmetric multidimensional scaling of plant communities was conducted with Bray–Curtis dissimilarity matrices. Inter‐community distance and successional age differentially influenced plant species turnover between lowland and Montane forest types. Models of nestedness found that plot age and soil moisture saturation were significant drivers of nestedness patterns in plant communities across elevational classes. Turnover represented a higher proportion of Sorensen beta diversity than nestedness, while ANOSIM found significant differentiation between plant communities at different successional stages. Turnover patterns suggest a deterministic model of community assembly, with strong patterns of species replacement between communities at fine spatial scales and successional stages, as well as clear compositional shifts between lowland and montane forest types. NMDS analysis and functional compositional assessments suggested a transition from early successional communities with a high proportion of shrub species, to later successional communities with a higher proportion of tree species, with an increase in species turnover with greater age dissimilarity. [ABSTRACT FROM AUTHOR]

Every night during spring and autumn, the mass movement of migratory birds redistributes bird abundances found on the ground during the day. However, the connection between the magnitude of nocturnal migration and the resulting change in diurnal abundance remains poorly quantified. If departures and landings at the same location are balanced throughout the night, we expect high bird turnover but little change in diurnal abundance (stream‐like migration). Alternatively, migrants may move simultaneously in spatial pulses, with well‐separated areas of departure and landing that cause significant changes in the abundance of birds on the ground during the day (wave‐like migration). Here, we apply a flow model to data from weather surveillance radars (WSR) to quantify the daily fluxes of nocturnally migrating birds landing and departing from the ground, characterizing the movement and stopover of birds in a comprehensive synoptic scale framework. We corroborate our results with independent observations of the diurnal abundances of birds on the ground from eBird. Furthermore, we estimate the abundance turnover, defined as the proportion of birds replaced overnight. We find that seasonal bird migration chiefly resembles a stream where bird populations on the ground are continuously replaced by new individuals. Large areas show similar magnitudes of take‐off and landing, coupled with relatively small distances flown by birds each night, resulting in little change in bird densities on the ground. We further show that WSR‐inferred landing and take‐off fluxes predict changes in eBird‐derived abundance turnover rate and turnover in species composition. We find that the daily turnover rate of birds is 13% on average but can reach up to 50% on peak migration nights. Our results highlight that WSR networks can provide real‐time information on rapidly changing bird distributions on the ground. The flow model applied to WSR data can be a valuable tool for real‐time conservation and public engagement focused on migratory birds' daytime stopovers. [ABSTRACT FROM AUTHOR]

Aim: To map and explore primary research about factors related to retention, turnover and turnover intention among migrant nurses. Background: Understanding retention and turnover among migrant nurses is essential, especially in the context of nursing shortage. There is a range of factors motivating nurses to emigrate; however, factors related to retention and turnover among migrant nurses in the host country are unclear. Methods: This review utilised Arksey and O'Malley's methodological framework for scoping reviews, and is reported with the PRISMA‐ScR checklist. Four electronic databases were searched—CINAHL, PsycINFO, ProQuest and PubMed—to identify primary research published between January 2000 and May 2022. Titles and abstracts were reviewed against the inclusion and exclusion criteria, and then full‐text versions were reviewed. Data extracted were summarised, and results synthesised. Results: Fifteen studies were included, with studies mainly from the Middle East, the United Kingdom and the United States. Personal, organisational, financial, political and environmental factors were found to influence retention and turnover among migrant nurses. Conclusion: Retention and turnover rates among migrant nurses vary among host countries. The factors identified are related to each other; hence, retention and turnover among migrant nurses are best understood in the context of their source country, host country and individual circumstances. Implications for nursing policy, social policy, and health policy: Host countries must promote strategies that foster retention, such as reviewing immigration policies to support long‐term immigration and family unity. Organisations employing migrant nurses need to consider the presence of a social network to facilitate adaptation and integration. It is also recommended that source countries address the reasons for emigration and initiate policies encouraging return migration, including providing merit to overseas experience. International nursing organisations should call for an examination of the conditions of migrant nurses to ensure equality across all source countries. [ABSTRACT FROM AUTHOR]

Aim: Island biological communities are considered to comprise non‐random assemblages from surrounding source pools, but whether they converge towards predictable structural properties remains unclear. Here, we (i) test whether insular communities of land snails converge towards similar functional and/or taxonomic properties and (ii) evaluate whether island functional diversity is determined by island biogeographical characteristics such as area and distance to the pool as well as human‐related variables. Location: Sixty‐six continental Aegean islands. Taxon: Land snails. Methods: We compiled a database of two morphological traits with functional significance (shell height and width) for 163 island species and 1529 species from the major species pools. We quantified inter‐specific morphological dissimilarity between pairs of islands (turnover), using a modified index of the mean nearest taxon distance. We tested for functional and taxonomic convergence using null models and assessing whether overall mean turnover among islands and pairwise island‐by‐island turnover were lower than expected by chance. We performed multiple regression analyses to test whether functional diversity metrics scale with island biogeographical characteristics and human‐related variables. Results: Our analyses provide strong evidence that communities of land snails across the Aegean islands converge towards non‐random functional properties and taxonomic structure. At the island level, a wide range of different shell shapes is observed, indicating greater functional richness than expected by chance. Regression analyses showed that island area is the only efficient predictor of functional diversity, indicating that available ecological/resource space is of central importance in driving the assembly of different shell shapes. Main Conclusions: Our findings, consistent with previous studies of other taxa from oceanic islands, highlight that island species communities are not randomly assembled and display convergence in their functional and taxonomic composition. Integrating functional diversity metrics within biogeographic analyses has the potential to further our understanding of island biodiversity patterns. [ABSTRACT FROM AUTHOR]

Direct support professionals (DSPs) and frontline supervisors (FLSs) have critical roles in home and community-based services for people with intellectual and developmental disabilities (IDD). Recruitment and retention issues have plagued the workforce in long-term supports and services and were exacerbated by the COVID-19 pandemic. Data from the fourth Direct Support Workforce COVID-19 Survey provided national DSP and FLS perspectives on factors contributing to turnover and retention challenges and their effects on the workforce and people supported. Participants identified obstacles with recruitment and retention, workplace outcomes related to turnover, and negative impacts on the supports and services people with IDD rely on to live and work in their communities. Policy and practice recommendations to address the workforce crisis are provided. [ABSTRACT FROM AUTHOR]

Background: High nurse turnover in hospitals is a worldwide problem with dire consequences for patient care such as increased mortality and a decrease in patient safety. A specific effort to retain nurses is urgently needed due to the many vacant nursing positions, especially across the Medical hospital departments. Aim: To identify the principal deteriorating factors experienced by nurses relating to their intentions to leave the medical department at a university hospital. Methods: A rapid qualitative research methodology was used. Participants comprised 22 registered nurses employed in five university hospital medical department units. The Rigorous and Accelerated Data Reduction (RADaR) technique was therefore used for data collection through qualitative semi‐structured interviews and analysis. COREQ was used for reporting the study. Results: The RADaR analysis detected a downward spiral of five principal deteriorating factors influencing nurses' intentions to leave their position in the medical department. The factors were resignations from several nursing colleagues combined with too few and inexperienced nurses present during shifts, additional tasks assigned, a management refraining from improving the problematic issues, leading to decisive consequences for patient care and a declining feeling of professional care. Conclusions: The lack of nurses in the department caused missed nursing care, which affected the nurses' job satisfaction and intentions to leave their positions. Future research initiatives must focus on evaluating successful interventions to maintain the nurses in the positions. Further knowledge, is also needed, to investigate how we can change the downward spiral to a story of retention success. [ABSTRACT FROM AUTHOR]

• 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]

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Context: Understanding the effects of environmental filters on the beta diversity of periphytic algae is fundamental to understanding the functioning of tropical reservoirs. Aim: To investigate how the presence and morphological complexity of macrophytes drives the increase in beta diversity of periphytic algae and whether environmental filters have direct effects on periphytic algae. Methods: Periphytic algae were collected from macrophyte stands quarterly in the Jazigo reservoir, north-eastern Brazil. Alpha and beta diversity were measured between the different structural complexities of macrophytes. Key results: Alpha and beta diversity, and turnover of periphytic algae were higher in macrophytes of higher complexity (Pontederia crassipes and Ludwigia helminthorrhiza) and nestedness was higher in macrophytes of lower complexity (Cyperus articulatus). Beta diversity was driven primarily by physical and chemical variables. Dissolved inorganic nitrogen, macrophyte complexity, temperature, macroinvertebrates, light and dissolved oxygen explained the beta diversity of periphytic algae. Conclusions: These results suggest that environmental filters and the structural complexity of macrophytes are determinants for the increase in alpha and beta diversity of periphytic algae. Macrophytes with greater morphological complexity favour increased availability of niches and microhabitats, and greater diversity of periphytic algae. Implications: Habitat simplification is one of the main threats to reducing biodiversity and homogenisation of aquatic communities. The aim was to explore how environmental filters act on the diversity of periphytic algae in tropical aquatic ecosystems. In this study, we analysed how environmental filters act on the biodiversity of periphytic algae in a tropical reservoir. We discovered that physical and chemical filters directly influence the alpha and beta diversity of periphytic algae and the importance of the presence of aquatic macrophytes. [ABSTRACT FROM AUTHOR]

The safety of police officers and the community is compromised by shift work and work demands. Retention rates are declining globally, and recruiting new police officers is increasingly challenging. A contributing factor is organizational stressors, with nightshifts potentially increasing the risk of disturbed sleep, increased stress, and burnout; 642 Australian police officers answered a cross-sectional survey: 379 worked nightshifts and 263 dayshifts. Regardless of shift, a majority reported their stress (70%) and burnout (60%) as ranging from moderate to extremely high. Contrary to initial expectations, nightshift work did not significantly deteriorate sleep quality or intensify stress and burnout. These findings suggest that excessive workloads and the stressful environments encountered by police officers may primarily drive the burnout process. Additional research is required to determine the underlying factors and devise strategies to alleviate the adverse effects on the physical and mental health of police officers. [ABSTRACT FROM AUTHOR]

Employees are a vital for the growth and development of an organization. With growing turnover rates and poor work conditions in organizations often making headlines there is a need to examine employee's perceptions of their work conditions and the effect it has on work related outcomes. The present study examines the associations between, decent work, job satisfaction and turnover intentions among 200 (106 females and 94 males) employees working in the formal sector. The results indicate a positive association between decent work and job satisfaction and negative associations between decent work and turnover intentions as well as between job satisfaction and turnover intentions. Job satisfaction was also seen to mediate the relationship between decent work and turnover intentions underscoring the importance of creating and maintaining decent work conditions that prioritize aspects such as adequate compensation, safe working conditions, free time, access to healthcare and alignment of values. [ABSTRACT FROM AUTHOR]

The motherhood wage penalty is often cited as a contributor towards the gender earnings gap. A common explanation involves women's labor supply reductions after having children. Yet, the literature says little about whether mothers' labor supply reductions are entirely voluntary. This study utilizes two US longitudinal panels to measure children's impact on parent job loss. Mothers are significantly more likely than fathers to involuntarily lose their jobs. The gap is substantial, persists over time, is robust to various model specifications, exists among a host of demographic sub-samples, and is driven by gender differences in characteristic effects rather than levels. [ABSTRACT FROM AUTHOR]

Sabbatical leave is a benefit that is commonly associated with higher education but is rarely found in the private sector. The benefits that a sabbatical provides a professor, the opportunity to "recharge and refresh" and return to their responsibilities reinvigorated, would also apply to businesses offering this benefit. In light of the recent COVID disruption, employee claims of "burn-out" and the subsequent resignations of many workers, employee retention is a serious issue for many firms. Search and hiring costs are significant. This study examines the benefits to the firm of offering sabbaticals to their employees. It also provides a framework for businesses to compare search and hiring costs with the costs of a sabbatical program. The numerical example provided demonstrates that avoiding the costs associated with a search could fund an 8-week sabbatical for an employee. [ABSTRACT FROM AUTHOR]

Short-term corporate social impact activities, wherein employees participate in firm-sponsored prosocial initiatives, are becoming increasingly common. However, it remains unclear whether short-term social impact activities affect employee behavior in a manner of relevance to the firm. Theoretically, arguments could be made in favor of or against the likelihood that such short-term activities would increase firm-benefitting employee behavior. We utilized data from a randomized field experiment implemented at a large Latin American bank to examine whether a short-term social impact activity can be beneficial for firms, focusing on one important outcome: turnover. Newly hired employees were randomly assigned to a short-term social impact activity as part of the new employee onboarding process or not. Notably, we find causal evidence that a day-long, short-term engagement reduced employee turnover almost a year later. We explore potential mechanisms behind this effect and find that employees' perceptions of organizational justice help to explain the effects of the intervention on turnover. We also explore heterogeneous treatment effects and find more substantial effects for male, rather than female, employees. This paper advances the literature on the implications of corporate social responsibility (CSR) practices by shedding light on the causal mechanisms through which a theoretically underexplored and practically relevant type of CSR activity can benefit organizations and their employees. This paper was accepted by Lamar Pierce, organizations. Funding: The authors acknowledge funding from NSF through the Learning the Earth with Artificial intelligence and Physics (LEAP) Science and Technology Center (STC) (Award #2019625). Supplemental Material: The data files are available at https://doi.org/10.1287/mnsc.2022.01517. [ABSTRACT FROM AUTHOR]

Abstract Moral injury has emerged as a construct of interest in healthcare workers’ (HCW) occupational stress and health. We conducted one of the first multidisciplinary, longitudinal studies evaluating the relationship between exposure to potentially morally injurious events (PMIEs), burnout, and turnover intentions. HCWs (N = 473) completed surveys in May of 2020 (T1) and again in May of 2021 (T2). Generalized Linear Models (robust Poisson regression) were used to test relative risk of turnover intentions, and burnout at T2 associated with PMIE exposure, controlling for T1 covariates. At T1, 17.67% reported they had participated in a PMIE, 41.44% reported they witnessed a PMIE and 76.61% reported feeling betrayed by healthcare or a public health organization. In models including all T1 PMIE exposures and covariates, T2 turnover intentions were increased for those who witnessed a PMIE at T1 (Relative Risk [RR] = 1.66, 95% Confidence Interval [CI] 1.17–2.34) but not those that participated or felt betrayed. T2 burnout was increased for those who participated in PMIE at T1 (RR = 1.38, 95%CI 1.03–1.85) but not those that witnessed or felt betrayed. PMIE exposure is highly prevalent among HCWs, with specific PMIEs associated with turnover intentions and burnout. Organizational interventions to reduce and facilitate recovery from moral injury should account for differences in the type of PMIE exposures that occur in healthcare work environments.

This paper aims to identify the factors affecting employee retention in Nepalese financial institutions, especially commercial banks. Through a questionnaire, the primary data were collected from 400 respondents. The study is based on a dichotomous and 5-point Likert scale questionnaire. The collected data were analyzed using SPSS and structural equation modeling (SEM). SEM smart PLS-4 is used to examine the association between the dependent and independent variables. The results indicate that company image/goodwill, employee benefits, job satisfaction, organizational performance, recruitment and selection, and work environment and culture have a relatively significant relationship with employee retention. Among them, organizational performance was found to be highly significant among all other variables. However, labor unions, leadership support, performance appraisal, training and development, and work-life balance did not have an association with employee retention. The study helps HR managers to formulate appropriate policies and guidelines to retain employees in Nepalese commercial banks. Likewise, it provides a valuable empirical contribution by analyzing which factors affect employee retention in commercial banks in Nepal using a direct SEM model. It also shows which factors play a major role in employee retention.

Abstract Aims To synthesise evidence regarding organisational practice environment factors affecting healthcare workforce development, recruitment, and retention in the UK. Methods/data sources A systematic search of PubMed, Web of Science, EMBASE, and PsycINFO yielded ten relevant studies published between 2018 and 2023 and conducted in the UK (the last search was conducted in March 2023). Adhering to The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, two independent reviewers conducted screening, sifting, and data extraction, applying the quality assessment tool for risk of bias. Results Results highlight key factors associated with staff intention to leave/turnover/retention: workplace challenges, aggression, moral distress, on-the-job embeddedness, leadership involvement, organisational support, and flexible shift patterns. Notably, aggression from colleagues, including clinical staff but not interdisciplinary personnel, has a more detrimental impact on staff intention to leave than aggression from patients. Conclusion The complex and context-dependent impacts of these organisational factors on the UK healthcare workforce underscore the need for tailored interventions. The review acknowledges limitations, including bias from excluding qualitative studies, a small pool of included studies, and nurse overrepresentation.

In general, the effect of the crisis over economy could be very big as in 2008. 2020 was a year with a double crisis in Romania: COVID-19 and draught. From a sample of 2.970 companies from the Romanian agri-business sector, 1.176 had decrease of the profit. The present study analyses the financial situation of 503 companies which passed from profit in 2019 to losses in 2020. The methodology is based on linear regression method which considers the variation of the net profit and independent factors as variation of turnover and the level of fixed assets, stocks, receivables and cash in the year before the crisis. The higher turnover decrease and company size, the higher negative net result variances. Only the companies with a good treasury position went through the crisis more easily. If the companies will not assure a sustainable growth, they will be exposed in front of crisis periods.

Abstract Background Health staff are an essential component of the health system and a significant factor in improving health outcomes. As a result, without a suitable number of trained and supported workforces, health-related goals will not be achieved. As a result, one of the most significant tasks of the government and healthcare human resource management in healthcare organizations is focusing on development and maintenance of personnel. Method This study was a longitudinal and historical cohort study. Data was collected on the 40 medical universities and healthcare organizations under the jurisdiction of Iran Ministry of Health and Medical Education from 2008 to 2018 from the human resources database. In this study the COX regression and survival analysis was used to assess the factors of staff maintenance, retention rate, and the risk of turnover. Result 46,939 health workforces were included in the study, of which 13,328 (28.4%) were men and 33,611 (71.6%) were women. Based on the finding of cox regression model, the retention of staff were statistically different between male and female. Employees whose current work place and birthplace were similar had a significantly higher probability of retention. Accordingly, the cox regression result showed, the risk of employee turnover for single personnel was higher than the married ones. Conclusion an applicable policy for increasing maintenance among workforce recruitment, could be considering the native born professionals instead of non-natives born which reduce the costs of employee turnover, including re-hiring, initial and on-the-job training, housing, and other extra living expenses away from home and family.

Introduction: Rational use and protection of natural grasslands within legal frameworks to regulate rangeland management and prevent land degradation, especially in countries with extensive grasslands, are crucial. Land-use change from grasslands to hand-planted forests can negatively affect soil properties and biodiversity. This change may lead to a decrease in soil organic carbon reserves, an increase in apparent density, and a change in soil pH. It also has significant impacts on soil macroinvertebrates, leading to changes in their communities' structure and subsequent ecosystem functioning. Given the substantial role of soil macroinvertebrates in ecosystem performance, preserving biodiversity and food webs through their diverse ecological services, including pollination, pest suppression, and energy cycling, is essential. The reduction of soil macroinvertebrates can have negative effects on soil structure, decomposition processes, infiltration, and gas exchange, potentially resulting in land degradation and a decline in the quality of ecological services. Therefore, the preservation and enhancement of soil macroinvertebrates are of paramount importance and play a vital role in maintaining ecosystem balance and stability. They are also sensitive to human disturbances and are used as biological indicators for such interference with soil components. The overall aim of this study is to investigate the effects of land-use change on soil macroinvertebrates. Therefore, in this research, soil macroinvertebrates and their community structures were examined between rangelands and artificially planted forests.Materials and Methods: Sampling was conducted from the Lavizan Forest Park and its surrounding rangelands in Tehran during the spring season using the quadrat sampling method. Two sites were selected for each reigon. Each site was examined using six quadrats (0.5 m × 0.5 m). In each quadrat, soil macroinvertebrates were collected from the soil surface and depth (0-10 cm). A total of 446 samples were collected and classified into 51 morphOTUs in the planted forest and 68 morphOTUs in the rangeland based on morphological characteristics. To compare the diversity between the planted and rangeland areas, richness and diversity indices (Shannon-Wiener, Margalef, and Evenness) were calculated. Soil physicochemical properties, including soil texture (sand, silt and clay), magnesium, calcium, organic carbon, total nitrogen, biomass, and pH, were evaluated to investigate their relationship with soil macroinvertebrates.Results: The results showed that abundance was higher in rangelands than in hand-planted forests. Also, Shannon-Wiener and Evenness indices for soil macroinvertebrates in the rangelands were higher than in the hand-planted forests, indicating a significant difference between diversity and richness indices. Additionally, the results of beta diversity methods showed that turnover between the two regions occurred. The findings of the canonical correlation analysis between the main taxonomic groups and physicochemical properties showed that different variables in rangelands and hand-planted forests had an impact on macroinvertebrate communities. Discussion: The results of this study showed that land-use change from rangeland to planted forests can significantly affect the biodiversity and community structure of invertebrates. Many studies have demonstrated that land-use change can lead to changes in the density and species richness of invertebrates over time. In many cases, species sensitive to disturbance are lost and replaced by other species, resulting in a substitution between invertebrate communities. This study also found significant changes in the composition of macroinvertebrate communities following land-use change. In general, the conversion of rangeland to planted forest can lead to the restoration of biodiversity in macroinvertebrate communities over time. Despite the observed changes in community composition, forests that have been planted for many years have had enough time to recover. Given the significant increase in land-use change, especially in recent decades, comprehensive information on the impact of human disturbances on soil organisms is essential for addressing conservation issues.

Abstract Background Chief Executive Officer’s (CEO) are integral leaders of health care organisation. Over the last two decades in United States (US) hospitals, it has been noted that CEO turnover rates are increasing, and it was reported that the CEO turnover rates have augmented from 14% in 2008 to 18% in 2017 in the private sector. In Australia, it was discovered that during two years, 41 executives had 18 distinct positions. It has been highlighted that the increasing CEO turnover is a major issue for Australian and international health care organisations. Some of the negative consequences of CEO turnover include organisational instability, high financial costs, loss of human capital and adverse effects on staff morale and patient care. Objective Our scoping review aimed to map and summarise the evidence associated with CEO turnovers in both health and non-health setting, and answer the following questions: 1. What are the reasons for CEO departure?, 2. What are the strategies to minimise CEO turnover? Results A protocol explaining the objectives, inclusion criteria and methods for this scoping review were specified in advance and published. This scoping review included 17 studies (13 health and 4 non-health setting) published over a 31-year period that investigated and described the increasing CEO turnover rates. All 17 studies identified causes of CEO turnover along with certain studies identifying facilitators of CEO retention. We classified CEO’s departure reasons into three major themes: organizational, performance, and personal. Organisational factors include CEO departures due to issues within the organisation, performance factors include issues with CEO’s work and personal factors captures personal reasons for CEO’s leaving their job. Conclusion CEOs are under immense pressure to deliver good results and drive growth while satisfying the interests of internal and external stakeholders. There are various reasons for CEO’s departure however the most common factor identified is organisational.

Abstract Background The eye is a highly specialized sensory organ which encompasses the retina as a part of the central nervous system, but also non-neural compartments such as the transparent vitreous body ensuring stability of the eye globe and a clear optical axis. Hyalocytes are the tissue-resident macrophages of the vitreous body and are considered to play pivotal roles in health and diseases of the vitreoretinal interface, such as proliferative vitreoretinopathy or diabetic retinopathy. However, in contrast to other ocular macrophages, their embryonic origin as well as the extent to which these myeloid cells might be replenished by circulating monocytes remains elusive. Results In this study, we combine transgenic reporter mice, embryonic and adult fate mapping approaches as well as parabiosis experiments with multicolor immunofluorescence labeling and confocal laser-scanning microscopy to comprehensively characterize the murine hyalocyte population throughout development and in adulthood. We found that murine hyalocytes express numerous well-known myeloid cell markers, but concomitantly display a distinct immunophenotype that sets them apart from retinal microglia. Embryonic pulse labeling revealed a yolk sac-derived origin of murine hyalocytes, whose precursors seed the developing eye prenatally. Finally, postnatal labeling and parabiosis established the longevity of hyalocytes which rely on Colony Stimulating Factor 1 Receptor (CSF1R) signaling for their maintenance, independent of blood-derived monocytes. Conclusion Our study identifies hyalocytes as long-living progeny of the yolk sac hematopoiesis and highlights their role as integral members of the innate immune system of the eye. As a consequence of their longevity, immunosenescence processes may culminate in hyalocyte dysfunction, thereby contributing to the development of vitreoretinal diseases. Therefore, myeloid cell-targeted therapies that convey their effects through the modification of hyalocyte properties may represent an interesting approach to alleviate the burden imposed by diseases of the vitreoretinal interface.