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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]

Selling is often associated with competitiveness, which has led many scholars to examine trait competitiveness as a driver of salesperson performance. However, it is also suggested that competitiveness contributes to less cohesive work environments which can have adverse effects on firms and their stakeholders. The authors explore this dichotomy by first conducting a field study utilizing multilevel, multisource data acquired from 358 salespeople working at 86 offices of a large company. Using Mplus, the authors employ a 1-2-1 multilevel model to test the effects of trait competitiveness on work group cohesion, along with subsequent effects on sales performance and turnover. Findings reveal a surprising positive relationship between trait competitiveness and work group cohesion, with the latter reducing turnover likelihood. Thus, trait competitiveness has indirect effects, through work group cohesion, in reducing turnover, while having direct and positive effects on sales performance. Results of a follow-up qualitative study reveal that the positive relationship between trait competitiveness and work group cohesion can be attributed to the competitive focus (i.e. interpersonal, intergroup, or intrapersonal) of the individuals within the sales organization. Overall, this work shows that organizations can have both competitive salespeople and cohesive work environments, contributing beneficially toward sales output and turnover. [ABSTRACT FROM AUTHOR]

AbstractIn 1868, Marx investigated the effect of turnover on profit rate in two large manuscripts, which were published in MEGA in 2012. The present study is the first attempt to analytically explore these manuscripts. As Chapter 4 of Capital Volume III titled “The effect of turnover on the rate of profit” was written by Engels, and not by Marx, those manuscripts shed the first light on Marx’s own thoughts that remained unknown so far. We show that Marx’s exposition differs completely from that of Engels. Furthermore, we try to consistently reconstruct Marx’s findings in a general framework of input-output analysis. [ABSTRACT FROM AUTHOR]

Limited scholarly work has been conducted on the perceptions and experiences of industry professionals transitioning to full-time academic positions in US higher education institutions. Ten semi-structured interviews were conducted with former industry practitioners who transitioned to full-time academic roles to explore their motivations and challenges associated with the transition from industry to academia, as well as their desires to remain in higher education or return to the industry. Despite career-related challenges, participants valued collegial relationships and the direct impact on students, fostering a strong desire to remain in academia. They highlighted the need for improved leadership pertaining to preparation for academic careers, fair compensation, and enhanced training and mentoring support for working with students. This study provides valuable insights into the experiences of industry professionals in academia, emphasising the importance of comprehensive support and understanding in US higher education institutions. [ABSTRACT FROM AUTHOR]

The field of behavior analysis is experiencing high rates of turnover. Reports suggest that provider turnover is as high as 75% per year and is due to several variables, such as supervisory support, burnout, and pay. A promising applied intervention to mitigate turnover is addressing supervisory support. Our research explores the impact of procedural fidelity data collection on retention. We leveraged a longitudinal design to evaluate the relationship between evaluation frequency and monthly fidelity score on retention. Using BSTperform, we systematically recorded the number of evaluations conducted, the monthly fidelity scores, and the employment status of providers three months after the evaluations. Results reveal that those observed four times per month or with a high-fidelity score are likely to remain at the organization longer than those who are not observed frequently and have low fidelity scores. Retention trends and the link between evaluation frequency and monthly fidelity score are discussed. [ABSTRACT FROM AUTHOR]

Artificial ponds can be important reproductive sites for anurans in human-disturbed habitats. However, this capacity depends on the configuration of the habitat where they are inserted. We evaluated how anuran beta diversity was influenced by the configuration of the surrounding habitat and water parameters in artificial ponds in southern Brazil. Physicochemical parameters of water and the configuration of the surrounding habitat were the elements that best explained the variation in beta diversity. However, the surrounding habitat had a predominant role in the differences between communities. The level of exposed soil was the component that best acted on the turnover component of beta diversity followed by urbanization, which highlights the impact of human presence on anuran diversity. In other words, we observed that anthropogenic changes caused changes in species composition in the evaluated ponds. Among water parameters, only phosphate was relevant for the configuration of communities. Phosphate peaks may result from sewage or fertilizer contamination, not infrequent in the region despite the low human density and the small-scale agriculture economy. Even though they are anthropogenic environments, artificial ponds can help maintain the anuran communities, but their effectiveness will depend on the presence of forest remnants and water quality. [ABSTRACT FROM AUTHOR]

Older workers represent a growing proportion of the child welfare workforce. Yet little research examines employment outcomes of this population. This study used data from the first two waves of the Florida Study of Professionals for Safe Families, a longitudinal study of 1,500 newly hired child welfare workers. Workers 50 and older had lower odds of job retention compared to younger adults. However, older workers reported less burnout and secondary traumatic stress than younger counterparts. Older workers resilience to burnout and trauma may contribute to positive long-term employment outcomes if agencies retain older workers during early employment. [ABSTRACT FROM AUTHOR]

Workplace stress is related to job turnover and intention to leave (ITL) the job and/or profession. The specific mechanisms that drive this association have received less attention, however substantive research using the effort-reward imbalance (ERI) workplace stress model provides an avenue to address this issue and inform workplace interventions to improve employee retention. Our meta-analysis of the associations of components of the ERI model with ITL (k = 23, N = 73,671) demonstrated that low rewards (r = -.41, CI: -.46, -.37) were more associated with an ITL than ERI (r = .33 CI: .27, .38), overcommitment (r = .26, CI: .21, .31), and effort (r = .25, CI: .20, .30). Moderation analysis showed that females were more likely than males to report ITL when effort was high and that males were more likely to report an ITL the profession when rewards were low. Although all components of the ERI model were related cross-sectionally with ITL, prospective designs that target male-dominated professions are required to assess if the findings are robust. [ABSTRACT FROM AUTHOR]

This study investigated the underlying dynamics between team member exchange (TMX) quality, leader-member exchange (LMX) quality, engagement, and turnover intentions through the lens of Job Demands-Resources (JD-R) theory. Data were collected from 407 employees working at United States and Israeli firms via a questionnaire. Findings indicated that work engagement mediates the relationship between TMX quality and turnover intentions and that LMX moderates this mediation. Specifically, in high and moderate LMX quality conditions, the impact of TMX quality on work engagement was stronger; and LMX moderated the impact of work engagement on turnover intentions by lowering turnover intentions further. When leader-member relations were not of high or moderate quality, TMX quality did not associate significantly with employee work engagement. Findings contribute to human resource development (HRD) literature on work engagement and turnover by addressing a) the connection between TMX and engagement, b) the mediation effect of engagement in the relationship between TMX and turnover intentions, and c) moderating effect of LMX. Implications for human resource development practices, in particular, for managerial training and leadership development and for performance appraisal, were discussed with the focus on team building to promote individual work engagement and reduce turnover. [ABSTRACT FROM AUTHOR]

Companies frequently recognize overall top-performing salespeople in order to inspire those not recognized to exhibit greater performance and commitment to the company. This research investigates if, contrary to common industry practice, there are cases where recognition of unexceptional performers, those whose lower-tier performance is only slightly above the unrecognized, can have a positive effect on the performance and retention of novice (i.e., new or inexperienced) salespeople. In one field experiment with a company that has annual revenues over two billion dollars and two lab experiments, the authors demonstrate that highlighting the achievements of salespeople whose performance is only slightly better than novices can be more effective at increasing performance and retention rates among novices than highlighting salespeople with far better performance. The enhancements include higher activity rates (Study 1) and company commitment (Study 2; Study 3). This research demonstrates the role relative standing plays in creating effective recognition strategies and refutes a commonly practiced recognition approach. [ABSTRACT FROM AUTHOR]

Title-IV E training is thought to minimize PCW employee turnover. A total of 969 PCW workers in a southern state completed an anonymous survey about their intentions to remain employed in PCW. A multigroup path analysis compared intention to leave for IV-E and non-IV-E participants. BIPOC respondents reported lower intention to stay employed relative to their peers, regardless of Title IV-E training. Title IV-E did not serve as a protective factor for BSW graduates or those from rural areas. Moreover, Title IV-E training does not appear to serve as a protective factor in regard to other workplace factors. [ABSTRACT FROM AUTHOR]

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

This paper extends the literature on the consequences of over-education, in particular quit outcomes. It is the first study that explicitly tests the impact of job satisfaction and on-the-job training for workers in educational mismatched jobs and on quit behaviour using a longitudinal data set. Accounting for unobserved heterogeneity and endogeneity, the dynamic analytical framework examines labour market outcomes for job-mismatched workers. We find that over-education alone, or accompanied by skill under-utilization in combination with lower job satisfaction, increases the incidences of job quitting. Opportunities for training facilitate the retention of initially job-mismatched workers. These results have implications for interpreting mismatch data, retention, and resource allocation. [ABSTRACT FROM AUTHOR]

The aim of this study was to identify the critical factors that influenced the turnover and retention of social workers and to propose strategies for enhancing professional social work teams. A discrete-choice experiment (DCE) method was employed to approach to assess social workers' preferences regarding both income-related and non-income-related factors affecting their willingness to remain or leave their positions. Both income-related and non-income-related measures significantly affected social workers' the willingness to retain in their roles. Specifically, increasing the base salary had a stronger effect compared to performance pay. Among the non-income factors, providing career development opportunities had the strongest effect, followed by improving management, while honors had the weakest effect. Furthermore, it was observed that the effects of these improvements varied depending on the social workers' backgrounds and the types of social work clubs they were associated with. For instance, promoting career development was found to be more effective in well-developed clubs, while income incentives appeared to be more impactful in less developed clubs. The study highlighted the importance of both income-related measures and non-income factors in addressing the issue of turnover and promoting stability within professional social work teams. Additionally, the observed heterogeneity in the effects of these improvements emphasized the need for tailored retention strategies that consider the diverse backgrounds of social workers and the specific organizational contexts they operate in. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic, a first in many generations disaster, has highlighted gaps globally among graduated social work providers. This qualitative study of (N = 12) inpatient social workers who provided care during the pandemic, strives to suggest specific disaster-related content to inform the MSW curricula. Thematic analysis suggested including: 1) self-care in a prolonged disaster; 2) responding to nuances of the job; 3) expansion and integration of practicum specialties; 4) preparing for the effects of another pandemic; 5) advocating for yourself; and 6) the public's view of social workers. Findings could potentially inform the content that is taught to MSW students post-pandemic. [ABSTRACT FROM AUTHOR]

This research study investigated the factors that encourage teachers to remain working in challenging schools. It focuses on nine school case studies: one secondary and two primaries in three different areas of deprivation: an inner city; 'pockets of poverty' within a shire county and a coastal town in England. Drawing on one-to-one interviews with the headteacher, and focus groups with long-serving staff, the data revealed the interplay between intrinsic and extrinsic motivations for staff. School leadership—an extrinsic factor—provided recognition of teachers' efforts (intrinsic). Relationships with pupils (intrinsic) had an impact on pupil behaviour (extrinsic). Collegial relationships (extrinsic) supported teachers' resilience (intrinsic). Accountability in terms of inspection and external tests (extrinsic) had an adverse effect on teachers' autonomy (intrinsic). The factors which were particularly salient in encouraging teacher retention in high-need schools were: making a difference to pupils, the wider community and society; creating positive relationships with pupils; supportive colleagues and feeling valued by school leaders. The article concludes by recommending that the leaders of challenging schools create a nurturing environment which values teachers, recognises the gruelling nature of high-need schools, fosters relationships between pupils and teachers and encourages staff friendships leading to collegial support. [ABSTRACT FROM AUTHOR]

This research note analyzes the nexus between workers' turnover intentions and workers' own wages, internal and external reference wages. Worker and establishment surveys are linked with administrative social security data for all workers in surveyed establishments. Approximately half a million worker-year observations are used to predict conditional internal and external reference wages. Results show that higher external and internal reference wages are correlated with higher turnover intentions. Thus, external reference wages seem to serve as outside options and higher reference wages of co-workers seem rather to reduce own social status than to signal better future prospects at the current employer. [ABSTRACT FROM AUTHOR]

Professionals working in health and social care in the United Kingdom face long-term stress and burnout. Some staff decided to leave the health and social care profession, particularly since the United Kingdom left the European Union. While Brexit and the COVID-19 pandemic have exacerbated the insufficient human resources in health and social care and the shortage of qualified social workers, the resultant stress and burnout is the long-term issues. This study aims to understand the motivations and reasons why second-career Master of Social Work students decide to join the social work profession during their mid-age. Phenomenology was employed and twenty Master of Social Work students at three British universities were invited. Using social cognitive career and motivation theory and a two-step data analysis procedure, the four main findings resulting from this study were the success of the internship arrangement in boosting careers in populated rural communities, the ability of rural social workers to improve the lives of aging populations, and the advantages of being part of a supportive work community, including experiencing a supportive managerial style. This study will fill the gaps in identifying issues related to workforce shortage, social work education, and internship placements in social work settings. [ABSTRACT FROM AUTHOR]

The glomerular basement membrane (GBM) is an important tissue structure in kidney function. It is the membrane through which filtrate and solutes must pass to reach the nephron tubules. This review focuses on the spatial location of the main extracellular matrix components of the GBM. It also attempts to explain this organization in terms of their synthesis, transport, and loss. The picture that emerges is that the collagen IV and laminin content of GBM are in a very slow dynamic disequilibrium, leading to GBM thickening with age, and in contrast, some heparan sulfate proteoglycans are in a dynamic equilibrium with a very rapid turnover (i.e. half-life measured in ~hours) and flow direction against the flow of filtrate. The highly rapid heparan sulfate turnover may serve several roles, including an unclogging mechanism for the GBM, compressive stiffness of the GBM fiber network, and/or enabling podocycte-endothelial crosstalk against the flow of filtrate. [ABSTRACT FROM AUTHOR]

Seasonality and its impact on staff turnover and conflict within the workplace is one of the most crucial issue that seasonal hotels are called to deal with. The purpose of this study is to examine the effect that workplace conflict and turnovers have on service quality of seasonal hotels in Greece. The outcome of the research indicated that hotel management's policy in resolving conflicts affects mainly job turnover rather than the frequency of conflicts. In fact, it was found that cooperation strategies are likely to reduce employee turnover through the resolution of conflicts, while enforcement/competition or avoidance strategies enhances the possibility of employee turnover. Finally, it was found that service quality was not related to either the intention to leave or the manifestation of conflicts. [ABSTRACT FROM AUTHOR]

Motivation: Research has shown that high employee turnover is correlated with negative overall performance and increased costs. Problem: While employee turnover has been a significant area of study in organizational psychology and human resources management, there are few recent studies related to employee turnover in academic libraries. Approach: This study examined the reasons librarians identified for leaving one academic institution for another within a five-year period via an online survey. Results: Results indicate that turnover within academic libraries is influenced by several factors related to work environment, compensation and benefits, job duties and personal needs. Conclusion: Understanding why librarians leave their positions is the first step toward improving employee retention in academic libraries. [ABSTRACT FROM AUTHOR]

Legislative turnover is a tool that helps us to understand how the legislature functions and what attracts lawmakers to serve. The variation among U.S. state legislatures presents a unique opportunity to explore the factors contributing to turnover rates. The existing research on legislative professionalisation, party control, and party competition point to possible mechanisms for member retention. This study examines the effects of these mechanisms on turnover among the 50 states. By examining turnover, this work uncovers that professionals and strong parties have a place in the legislature and encourage lengthier service, except in state lower chambers when there is increased district competition. This analysis lends insight into how institutions and their restrictions can influence who serves and for how long. [ABSTRACT FROM AUTHOR]

The purpose of this article is to examine the availability of work–life balance (WLB) practices and the role of work–life balance supportive culture (WLBSC) in the retention of employees in small and medium enterprises (SMEs) through job satisfaction and organisational commitment. The organisations are increasingly conscious that the companies' competitive advantage rests upon the retention of their key employees. This study explores these relationships in SMEs with a sample of 290 employees from 134 companies of an industrial sector in Spain, using Structural Equation Modelling (SEM-PLS). The results reveal that the presence of a WLBSC is the principal determinant of job satisfaction, organisational commitment and reduced work–family conflict. In addition, there is strong evidence that job satisfaction and organisational commitment are strong determinants of turnover intentions. This article highlights the importance of the WLBSC and calls for organisational actions to develop a supportive culture to achieve a balance between work and personal life for their employees. [ABSTRACT FROM AUTHOR]

In portfolio optimization, non-convex regularization has recently been recognized as an important approach to promote sparsity, while countervailing the shortcomings of convex penalty. In this paper, we customize the non-convex piecewise quadratic approximation (PQA) function considering the background of portfolio management and present the PQA regularized mean–variance model (PMV). By exposing the feature of PMV, we prove that a KKT point of PMV is a local minimizer if the regularization parameter satisfies a mild condition. Besides, the theoretical sparsity of PMV is analysed, which is associated with the regularization parameter and the weight parameter. To solve this model, we introduce the accelerated proximal gradient (APG) algorithm, whose improved linear convergence rate compared with proximal gradient (PG) algorithm is developed. Moreover, the optimal accelerated parameter of APG algorithm for PMV is attained. These theoretical results are further illustrated with numerical experiments. Finally, empirical analysis demonstrates that the proposed model has a better out-of-sample performance and a lower turnover than many other existing models on the tested datasets. [ABSTRACT FROM AUTHOR]

Mixing and renewal processes are crucial for maintaining adequate drinking water quality in storage tanks. This paper studies the influence of baffle structures and of fill-and-draw cycles on water mixing and renewal in rectangular cross-section tanks through laboratory tracer tests carried out in two small-scale tanks (with and without baffles) and compares with results from a full-scale test. This study shows that the use of baffles inhibits water mixing and keeps older water pockets in small recirculation zones, though baffles allow faster water renewal than in open tanks for lower flow rates. High water volume variation in fill-and-draw cycles (between 50% to 80%) promotes water renewal, independently of the tank configuration (i.e. cross-section and the existence of baffles). Despite the existing baffle structure in the full-scale rectangular tank with 20% water volume variation, the high flow rates allowed a rapid renewal of the stored water. [ABSTRACT FROM AUTHOR]

Evolving from the concept of organizational loyalty, organizational commitment (OC) is a construct that we propose is both dated and lacking in the literature. Our paper aims to address critical gaps in OC literature as it pertains to human resource development for the modern work setting by highlighting three salient elements that have a significant impact on OC on an international scale. We posit that technology, dynamic markets, and globalization are crucial aspects of OC that are largely omitted by the literature in this domain and should be further examined to enhance our understanding of OC as it pertains to human resources development. We also highlight the profound influence that the COVID-19 pandemic has had on OC from a human resources development perspective across the globe. Implications for practitioners and researchers are discussed. [ABSTRACT FROM AUTHOR]

A critical shortage of nurses worldwide makes research necessary to address the problem. Research examining whether and how temperament and character may lead to nurses' professional turnover intention can offer insights to address the nurse shortage issue. To examine the impact of temperament and character on nurses' intention and actions to improve professional capabilities and professional turnover intention. This study surveyed 502 nurses in a major medical centre in Taiwan in 2018. The measures came from the literature. Structural Equation Modeling was used for analysis. Self-directedness, cooperativeness, and persistence were positively related to intention (or actions) to improve professional capabilities. Harm avoidance was negatively related to actions to improve professional capabilities. Such actions were subsequently negatively related to nurses' professional turnover intention. This study contributes to the literature by being the first to clarify how nurses' temperament and character dimensions may lead to professional turnover intention. Our findings contribute insights for healthcare managers, i.e. they should pay particular attention to nurses with high levels of harm avoidance or low levels of persistence, self-directedness, and cooperativeness to retain nurses and, thus, improve the quality of a healthcare system. [ABSTRACT FROM AUTHOR]

Counselor turnover is a serious problem for substance use disorder (SUD) treatment programs, especially in rural areas. This study examined the relationship between workload, workplace environment, and emotional exhaustion on turnover intentions among SUD treatment counselors in rural Pennsylvania. An online, anonymous survey was administered to rural SUD treatment counselors in Pennsylvania between October and December 2020. Completed surveys from 206 counselors were used for analysis. Variables included multi-dimensional measures of emotional exhaustion, intention to quit, workload, and workplace environment. Results showed age, perceptions of distributive justice, and management communication to be inversely related to emotional exhaustion and intention to quit. A subsequent analysis showed that the direct effects of these variables on intention to quit were reduced with the inclusion of emotional exhaustion in modeling, suggesting a potential mediation effect. Findings indicated that higher levels of emotional exhaustion were directly related to a greater intention to quit. A statistically significant indirect relationship was also found for distributive justice on intention to quit through emotional exhaustion, indicating a significant mediating effect. While counseling is a stressful occupation with high potential for burnout, these results show that organizations can adopt practices that help lower emotional exhaustion and turnover intentions for their counselors which could improve retention in the SUD treatment field. This is especially important for rural areas, where there is a high demand for SUD services and not enough treatment workers to meet that demand. Rural SUD counselors experience high levels of burnout and turnover. Emotional exhaustion ("burnout") is the strongest predictor of intent to quit. Management communication and distributive justice can improve counselor retention. [ABSTRACT FROM AUTHOR]

What causes turnover on the Billboard charts? The neutral model of cultural evolution, which assumes that taste is transmitted via an unbiased copying process, provides precise predictions regarding expected popularity distributions and turnover within a popularity-ranked list. Recent advances in this line make it possible to characterize the likelihood of music taste transmission mechanisms by investigating departures of observed turnover rates from neutral model predictions. Here, I bias the neutral model to investigate four alternative conceptions of individual music taste transmission (song quality, individual status, social network, and anticonformist) and use agent-based simulations to examine the impact on turnover. I then compare modeled with empirical turnover data from the Billboard Hot 100 over the period from 1958 to 2021 and find that observed turnover patterns are reproduced only in an anticonformist model simulating the systematic rejection of the most popular songs. This finding was unexpected and challenges the notion of a generalized "preference for the popular." Overall, this study contributes to ongoing debates regarding the mechanisms involved in the transmission of taste and the mechanics of fashion change. [ABSTRACT FROM AUTHOR]

The departure of colleagues with a long tenure at a library, whether planned or unplanned, can be devastating for the organization. A review of the literature reveals that terminology for discussing this issue is inexact, but that "knowledge transfer" with a particular focus on "tacit knowledge" and "institutional memory" are useful terms. Library leadership needs to plan for effective knowledge transfer early, ensuring that explicit knowledge is maintained consistently in easily accessible forms, and that tacit knowledge is transferred through methods such as phased retirement, cross-training, and storytelling. The study conducted here illuminates these issues, but further work is needed to determine the next steps. [ABSTRACT FROM AUTHOR]

This study explores whether to introduce jump variation into asset allocation. Using the high-frequency data of constituents of the Dow Jones Industrial(DJI) 30 index, we construct global minimum variance portfolios based on two different covariation estimators: pre-averaged and pre-averaged truncated Hayashi-Yoshida estimators (PAYHE and PATHYE, respectively). By comparing the performance of two different portfolios consider jump or not, we find that eliminating jump variation yields a significantly higher Sharpe ratio, and results in a lower turnover and superior positions compared to incorporating the jump variation. Thesve improvements are also reflected in economic gains, and the huge economic gain mainly comes from the reduction in turnover. [ABSTRACT FROM AUTHOR]

The world is experiencing a new wave of autocratisation, characterised by a global democratic reversal. From 2010 to 2020, the share of the world population living in autocracies increased from 48 to 68%. Electoral autocracies are now the world's most common regime type, and along with closed autocracies they number 87 of the world's 195 states. Even during the height of the third wave of democratisation, elections in Africa rarely led to an alternation of power. Thirty years after the third wave, this special issue introduction takes stock of how many transfers of power occurred in the three crucial decades between 1991 and 2021. In this special issue, we focus on Zambia to understand some of the factors that contributed to an electoral turnover, notwithstanding the many benefits of incumbency that were enjoyed by the ruling Patriotic Front (PF) led by President Edgar Lungu. We show that the outcome of Zambia's August 2021 election demonstrates the limits of incumbency. We suggest that voters and opposition parties in countries with previous experiences of peaceful transfers of power might rely on a 'democratic muscle-memory', to dislodge autocrats and call for more research on when and why incumbents lose. [ABSTRACT FROM AUTHOR]

Drawing on a cultural perspective from the Global South, Notsie narrative, a West African literary folklore, we explore the high churn rate in the UK financial services industry. Viewing the storied accounts of former financial complaint handlers through a Notsie narrative lens, we examine why they frequently quit their well-paid jobs. Our study elucidates how the relentless pursuit of efficiency culminates in managerial tyranny – a set of impulsive and oppressive organizing practices that combine to precipitate high turnover. The wisdom of our Notsie narrative perspective centres on the importance of relationality – the skilled ways of interrelating that create connections between people, and what it means for the Notsie kingdom being doomed to collapse without its people; a wisdom seemingly overlooked and undervalued in western ways of knowing, located in individualism, rationality, and instrumentalism. [ABSTRACT FROM AUTHOR]

Recent decades have revealed labor turnover to be the Achilles' heel of the hospitality industry. This has led interested members of the academic community to investigate the topic from an array of perspectives. Managerial career change, which shares certain theoretical attributes with the phenomenon of turnover, has heretofore been inexplicably overlooked by academia, despite its strong operational and strategic implications. By espousing a qualitative methodology, namely grounded theory, this study builds on existing theoretical capital and investigates the factors contributing to managerial career change, which is defined as a manager's voluntary decision to exit the hospitality industry and seek employment in other segments of the economy. Ten in-depth interviews with individuals who had invested in hospitality degrees, so as to take on management-level positions, but subsequently decided to pursue other careers, have provided insight on the factors contributing to such decisions. Our findings should be of interest to industry stakeholders, as they may assist in further theorizing the social process leading to managerial career change. [ABSTRACT FROM AUTHOR]

Hyalocytes have been recognized as resident tissue macrophages of the vitreous body since the mid-19th century. Despite this, knowledge about their origin, turnover, and dynamics is limited. Historically, initial studies on the origin of hyalocytes used light and electron microscopies. Modern investigations across species including rodents and humans will be described. Novel imaging is now available to study human hyalocytes in vivo. The shared ontogeny with retinal microglia and their eventual interdependence as well as differences will be discussed. Owing to a common origin as myeloid cells, hyalocytes and retinal microglia have similarities, but hyalocytes appear to be distinct as resident macrophages of the vitreous body. [ABSTRACT FROM AUTHOR]

Researchers have argued that the field of corrections is plagued by problems such as high turnover and increasing difficulties with hiring. There are a number of reasons to avoid pursuing correctional work, including unfavorable working conditions, high levels of organizational and occupational stress, and negative cultural stigma. However, despite these reasons to avoid pursing a correctional career, there are still well over four-hundred thousand correctional staff in the United States. In order to contribute to a burgeoning literature on why correctional staff stay or quit, this study directly asks correctional staff what motivated them to pursue the occupation and why they stayed. This study draws from 18 focus groups of correctional staff from all 12 adult correctional facilities in one state. Qualitative findings illustrate motivations (social connections, criminal justice career path, work environment, benefits) to pursue a correctional career and reasons for staying (personality, workstyle, comradery, retirement). [ABSTRACT FROM AUTHOR]

To study the effects of mulching on fine roots and fruits of Camellia oleifera Abel, four materials (Peanut stalk + straw, black mulch, eco-film, C. oleifera shell) were used to mulch on the C. oleifera forest land. The nondestructive minirhizotrons were used to in-situ monitor the growth, death, and turnover of fine roots for one year, and the fruit properties were measured for three years. The results showed that the annual productions of fine roots by black much and peanut stalk + straw were broadly improved in 10–30 cm soil layer. Compared with CK, the annual death of fine roots of all mulching treatments increased in 30–40 cm soil layer. It was found that mulch with peanut stalk + straw promoted the turnover of fine roots by increasing annual production in the soil depth of 10–30 cm. The comprehensive ordering of fruit yield and properties was: peanut stalk + straw treatment > black mulch > C. oleifera shell > CK > eco-film. Overall, the peanut stalk + straw was the best treatment to enhance the yield and properties of fruits via fine roots promotion. [ABSTRACT FROM AUTHOR]

We explored the structure of plant assemblages that settles around the anthills of a guild of Hymenoptera Formicidae (Messor wasmanni Krausse 1910, Tapinoma nigerrimum Nylander 1856 and Aphaenogaster spinosa Emery 1878), observable in urban grasslands dominated by Dasypyrum villosum (Rome, Central Italy). Since it is known that ants act as a disturbing factor on plant assemblages of grasslands, our hypothesis was that vegetation structures suffer from some stressors that affect, in this plant association, the dominant plant structure. We compared the plant assemblages observed in the plots of the anthills with the control grassland assemblages using a diversity/dominance diagram. We recorded 63 plant taxa. The average number of plant species was found to be significantly lower in anthill plots than in control grassland plots. In anthill plots, dominant plant species (Polygonum romanum, Poa trivialis Vulpia myuros, Aira elegantissima and Vulpia ligustica) have been found to be different from control grassland plots (Convolvolus arvensis, Dasypyrum villosum, Poa trivialis and Sheradia arvensis). Anthill plant assemblages were found to be significantly different (One-way PERMANOVA) and poorer in terms of species richness, less diversified, and with a reduced species turnover than control grassland plots. Whittaker plot analysis seems to show that the plant assemblages of the control, with greater evenness, emphasize a stressed condition in anthill plant assemblages. Non-metric multidimensional scaling shows a set of species strictly linked to anthills. Our data seem to confirm the role of ants as a stressor in the plant assemblage structures of Mediterranean urban grasslands. However, our results also show that the peculiar ant nest conditions may favor plant species less represented in the Dasypyretum grasslands (i.e. Polygonum romanum) or even absent in this plant assemblage (i.e. Aira elegantissima, Cynodon dactylon and Poa annua), thus increasing the overall local plant diversity. [ABSTRACT FROM AUTHOR]

Using a sample of 705 early-career child welfare workers, client-perpetrated violence (CPV), a form of workplace violence, was examined to determine whether CPV experiences differ by worker responsibilities and demographic characteristics and how CPV influences workers' intent to leave their child welfare positions. Results showed that protective investigators experienced more nonphysical violence (being yelled at or cursed at), while those providing longer-term case management services experienced more physical assaults. Analyses indicated no significant relationships between CPV and intent to leave, although there were significant differences in worker characteristics and the type of CPV experienced. Implications for training and organizational responses are discussed. [ABSTRACT FROM AUTHOR]

This paper proposes an explanation of how diversity training can reduce employee turnover in a diverse organization. Researchers have paid much attention to the positive, and sometimes negative, effects of workforce diversity. Much has been learned, but there remain unanswered questions such as: How does firm behavior affect employee turnover in a diverse workforce? What individual attributes of employees need to be considered in order to facilitate an inclusive workforce climate? The goal of this paper is to explain the consequences of workforce diversity training on employee turnover in an integrative model. We propose that diversity training can generate an inclusive organizational climate, which in turn can increase employees' job embeddedness and consequently decrease turnover. As a caveat, we propose that mindset, a psychological construct, moderates the effectiveness of diversity training on organizational climate, as well as the relationship between an inclusive climate and on-the-job embeddedness. [ABSTRACT FROM AUTHOR]

Individuals' involvement has been found to be vital to the functioning of diverse work groups. Work group involvement, however, is difficult to achieve in the increasingly internationalized environment that exists in knowledge intensive organizations. Based on developments in social identity theory and sports team psychology we set out to explore two types of group activities that can lead to involvement, namely relation-oriented activities that can lead to inclusiveness (being open to language diversity) and task-oriented activities that can lead to achievement orientation (bringing expertise to bear). Our main hypothesis is that the two types of activities can substitute each other so that group inclusiveness becomes less important for feeling involved if group achievement is high. Using a multilevel approach and responses from 1124 individuals in 29 multicultural technical work groups in private business organizations and universities, we confirm our theoretical assumptions. While extant research has focused on the effect of relation- and task-oriented activities in isolation, our study contributes to existing research by showing that the two can substitute each other in a work group. [ABSTRACT FROM AUTHOR]

While the work-family interference in employees' work experiences and turnover intention has been empirically supported in the previous literature, it remains unexplored in the social work domain in the Chinese context. Based on Conservation of Resources Theory, the current study aims to examine the impact of work-family interference and four specific sources of work support on social workers' perceived job burnout and turnover intention. Using a representative sub-sample (N = 1,414) in a national survey of Chinese social workers, multiple OLS regression analyses with simple slope checks on moderation effects were conducted. The results indicate that work-family interference has a significant and negative impact on both burnout and turnover intention, whereas work support from one's top leader and manager moderated and reversed this impact. The study's findings suggest that Conservation of Resources Theory is well suited to recognize the factors implicated in the burnout and turnover intention of social workers in China. Future research involving family factors will contribute to understand the full mechanism of work-family interference on social workers' work outcomes. Further exploration of possible measures in mitigating burnout and turnover are suggested. [ABSTRACT FROM AUTHOR]

Faculty diversity has received increased attention from researchers and institutions of higher education, yet faculty demographics have not changed substantially for many underrepresented groups. Several barriers to the retention of women and faculty of color have been offered, including a lack of belonging, discrimination, social exclusion, and tokenism. Epistemic exclusion, scholarly marginalization rooted in disciplinary and identity-based biases, is theorized to act as another barrier to the retention of these faculty. The present study examines the effect of scholarly devaluation, a primary component of epistemic exclusion, on faculty workplace outcomes using data from 1,341 tenure-track faculty from a predominantly White, research-intensive institution. We found that women and underrepresented faculty of color reported higher perceptions of scholarly devaluation. Further, scholarly devaluation was associated with higher intentions to leave the university and this relationship was mediated by lower job satisfaction and poorer perceptions of the workplace climate. Notably, the negative consequences of perceiving scholarly devaluation were found for all faculty, not just women and faculty of color. We discuss the implications of these findings for retaining marginalized faculty and for institutions of higher education more broadly. [ABSTRACT FROM AUTHOR]

The aim of the present study was to show that examining the interactions between personality traits and subjective work experience (SWE) can be an interesting approach to understanding turnover. During the months following their enlistment, 186 resigning and 77 nonresigning military personnel were questioned about six SWE dimensions. During the recruitment process, they had undergone a Big Five personality test. Logistic regression analyses were conducted to study the effects of personality and SWE on turnover. Binomial generalized linear models enabled us to identify interaction effects between personality traits and SWE. These showed that open individuals who feel a high level of specialty satisfaction are less likely to quit. Similarly, individuals with high levels of neuroticism or conscientiousness are more inclined to resign if the environment is perceived to be stressful. The same applies to agreeable individuals who have negative perceptions of their interpersonal relationships. This study highlights the complexity of voluntary turnover and the need to investigate the transactions between personality and contextual characteristics with nonlinear models. [ABSTRACT FROM AUTHOR]

Staff turnover can pose a significant problem for human service organizations. For Applied Behavior Analysis (ABA) service providers, turnover may be particularly problematic due to the resources required for training. Accreditation organizations such as the Behavioral Health Center for Excellence® (BHCOE®) collect large amounts of organizational data that can point to trends in ABA organizations and provide a basis for problem identification and intervention. In this study, we evaluated BHCOE® data to examine potential predictors of staff turnover and staff and caregiver satisfaction in ABA organizations. Results of multiple regression analyses suggest that high turnover rates among job classes (i.e., technicians and supervisors) correlate with each other's turnover. Behavior Technicians are also more likely to turnover when wages are lower and caregiver satisfaction wanes. Staff satisfaction was not a significant turnover predictor but was generally predicted by caregiver satisfaction. These findings suggest that turnover and satisfaction are multi-faceted processes worthy of examination; we provide broad recommendations for improvement and avenues for further study. [ABSTRACT FROM AUTHOR]

Megabenthic communities on continental margins benefit from structural complexity of the seafloor and sedimentary dynamics. These communities were tested in the outer margins of the Yucatan continental shelf (YCS) during August 2016 to evaluate the relationships between community attributes with environmental variables. The total capture was 1,366 103 ind km−2 and 2,078 kg ash free dry weight (AFDW) km−2, distributed among 319 species. Crustaceans and molluscs were co-dominant in abundance (576,629 ind km−2 ∼42.2% and 481,372 ind km−2 ∼35.2%), while crustaceans and sponges were the greatest contributors to community biomass (699.84 kg AFDW km−2 ∼33.6% and 47.8 kg AFDW km−2 ∼23.0%). Local diversity was higher than reported for other areas of the GoM, showing a pseudo-latitudinal gradient of richness related to the karstic bottom and autogenic species. Beta diversity showed no species loss in these communities. The BIOENV test pointed to longitude, temperature, sorting, vanadium, 2.6-dimethyl naphthalene, latitude, chlorophyll, average grain size, n-C16 and n-C23 as the most important variables. Hydrocarbons were recorded at lower concentrations than the threshold effects level (TEL) reference values; however, the significant correlation between richness and dibenzothiophene must be evaluated. Beta diversity exhibited a high turnover and functional diversity showed an absence of regional distribution. Differences in benthic megafauna among sites were because of gradients in latitude and concentrations of aliphatic compounds which can be attributed to the distance from the stations to the coastline or groundwater flow. Environmental monitoring programmes are recommended because of petrogenic compounds that influence the community structure. [ABSTRACT FROM AUTHOR]

The aim of this article is to examine incarcerated women's cooking and eating practices in a Danish open prison to gain insight into the Nordic penal exceptionalism debate. Self-catering and the policy of normalization, which dictates that prison conditions be as similar as possible to conditions outside the prison, have been seen by some as evidence of humane prison conditions. This article draws on three months of ethnographic fieldwork to argue that incarcerated women in a mixed-gender Danish open prison use cooking and eating to display family, articulate allegiance, and negotiate relations of exchange. Incarcerated women used food preparation to maintain relationships with family and negotiate relationships with other prisoners, yet data also reveal the ways in which incarceration and turnover profoundly strained these relationships. I argue that self-catering is worth emulating while emphasizing the limitations of labelling it humane and propose that turnover deserves further research. [ABSTRACT FROM AUTHOR]

Bryophytes in Colombia mainly inhabit humid forest, but some species have been found in fragments of dry forest in Montes de María in the Colombian Caribbean. However, it is unknown whether bryophytes have shaped communities associated with different substrates. Bryophyte diversity was surveyed in nine plots at three localities: Chalan, Colosó and Toluviejo. To determine whether different communities were associated with particular substrates, we used the alpha diversity (Hill numbers), beta diversity and Bray–Curtis dissimilarity indices. Bray–Curtis dissimilarity was also used to determine whether these communities were the result of turnover or nestedness. A total of 30 species of moss and 11 species of liverwort were identified. The most species-rich families were Neckeraceae and Pottiaceae for mosses and Lejeuneaceae and Frullaniaceae for liverworts. These plants inhabit bark, rock, soil and decaying wood substrates. Bark and rock were the most species-diverse substrates at all localities; soil and decaying wood were less diverse. Two main assemblages were detected, both shaped mainly by turnover: (i) bryophytes on bark/decaying wood and (ii) those on rock/soil. However, bryophytes on rock and soil formed two different communities in Chalan and Colosó, and bryophytes on bark/decaying wood were the most diverse community in Montes de María. Beta diversity analyses revealed communities associated with different substrates and apparently shaped by environmental filters and dispersal limitations. The analyses thus provide important ecological information on bryophyte ecology. However, more detailed information is required to understand how these communities have arisen. [ABSTRACT FROM AUTHOR]

Organizational characteristics are important predictors of workplace outcomes, but the length and complexity of validated instruments restrict their use in research and practice. This study tested a brief Measure of Work Environment (MWE) using data from 718 child welfare and 349 home visiting professionals. Results confirmed a three-factor structure: group cohesion, leadership support, and organizational justice. The MWE demonstrated acceptable internal consistency (α =.87) and was significantly associated with job satisfaction, burnout, and intent to leave. The MWE is a promising, pragmatic measure of organizational environment for implementation research and program improvement. [ABSTRACT FROM AUTHOR]

This paper examines the association between workforce retention and related staffing measures and the quality of English care homes using a national database of social care providers' staffing. The analysis finds significant correlations between quality and the levels of staffing vacancies and retention of both residential and nursing homes, but no association was found between quality and the use of temporary contract workers nor the resident to staff ratio. Only for staff vacancy rates was there a significant difference in the size of these relationships between types of home. The findings suggest that quality could change for the average care home with a relatively small alteration in staffing circumstance. Long-term care is a labor-intensive industry and many countries face relatively high levels of staff turnover and job vacancy rates. These findings are therefore of interest for policy internationally and for England in particular, where the development of social care recruitment and retention strategies are ongoing. [ABSTRACT FROM AUTHOR]