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Traceability enables manufacturers to link the work performed by individual workers with downstream effects in a supply chain. With good traceability, firms may be able to observe the downstream quality of specific product units, recognize lapses in product reliability, connect those lapses to workforce dynamics occurring upstream in the supply chain, and correct the problems by improving those dynamics. To study this potential, we focus on the impact of worker turnover on product reliability. We collect and integrate (1) data reporting factory worker staffing and turnover within a major consumer electronics producer's supply chain and (2) traceable data covering the component quality and field failures—i.e., replacements and repairs—of nearly 50M consumer mobile devices over four years of customer usage. Devices are individually traced back to the factory conditions and staffing, down to the assembly line-week, under which they were produced. Despite the manufacturer's extensive quality-control efforts, each percentage-point increase in the weekly rate of workers quitting from an assembly line (its weekly worker turnover) is found to increase field failures by 0.74-0.79%. In the high-turnover weeks following paydays, eventual field failures are strikingly 10.2% more common than for devices produced during the lowest-turnover weeks immediately before paydays. In other weeks, the assembly lines experiencing higher turnover produce an estimated 2-3% more field failures on average. The associated costs amount to hundreds of millions USD. We demonstrate that staffing and retaining a stable factory workforce critically underlies product reliability and showcase the value of work traceability in supply chain operations.

In this paper we report on the perceptions of co-production in the UK voluntary, community and social enterprise sector from those directly involved. We conducted five case studies, each involving interviews with two people who had formed a co-production relationship. We found positive perceptions of co-production from all interviewees. We suggest organisational and individual factors that are important to successful co-production and provide practical examples. We reflect on implications for practice by considering co-production relationships, time and resources.

This study proposes that the extent to which employees have disidentified with their organization might reduce the likelihood that they undertake change-oriented citizenship behavior, though this negative link might be buffered by employees’ access to two personal resources (self-enhancement motive and benevolence) and two contextual resources (citizenship climate and job involvement). To test these theoretical predictions, the study gathers survey data from employees in the telecommunications sector in Canada. The results show that prior organizational disidentification curtails voluntary efforts to improve current organizational practices, but this effect is weaker when employees (1) find it important to make a good impression on others, (2) are benevolent toward others, (3) perceive that their organization encourages voluntary efforts, and (4) are highly involved with their jobs. These four factors accordingly diminish the risk that the extent to which employees have cognitively separated from their employer escalates into a reluctance to add to organizational effectiveness on a voluntary basis.

Reliably answering questions about representation and parliamentary behaviour requires data about which parliamentarian was where, and at what time. However, parliament membership is not stable over time. For example, it is common for politicians to change office (we find up to 40% turnover between elections). Consequently, parliament member- ship, as well as party and party group composition change on a daily basis. To address the challenges that these fluctuations present, we introduce a new open-source database: ‘Parliaments Day-By-Day’ (PDBD). PDBD currently contains demographic and day-by-day membership data for the national parliaments of Germany, Switzerland, and the Netherlands, covering the period between 1947 and 2017, and comprising a total of 21 million parliament-legislator-day observations. We demonstrate the usefulness of this high-resolution data in a concise study of the day-by-day development of parliaments in terms of gender and seniority. This reveals hitherto unknown patterns of early turnover, gendered replacement and seniority.

The process of globalization and intensive technological development imposes the need to constantly introduce different types of organizational changes. Human resource managers in organizations are becoming increasingly aware that hiring and retaining talents are the most important determinants of success in the complex global world and that they must work more intensively on modernizing the process of change management to help employees, not only for acceptance, but also for their involvement in the change implementation process. This paper analyzes the impact of four different types of organizational change on employee turnover intention, according to the Cummings and Worley (2014) organizational change classification. The statistical method of simple linear regression was applied to predict and evaluate the turnover intention of the employees in the Republic of North Macedonia (as a dependent variable “Y”) based on the value of each of the types of organizational changes (as independent variables “X”). A multiple regression method was also applied in order to analyze the associations between the independent variables and the dependent variable and identify the type of organizational changes that most significantly affects the employee turnover intention. The analysis was conducted based on the findings obtained from the respondents who completely answered the survey questionnaire (282 employees in the Republic of North Macedonia, different according to their demographic characteristics). The correlation analysis shows there are positive correlation as well as causal relationship between all four types of organizational changes and the employee turnover intention, where techno-structural interventions have the most significant impact.

Purpose - This study aims to examine the effect of financial distress as a moderator of the effect of audit opinion and public accounting firm (KAP) size on auditor switching in companies listed on the Jakarta Islamic Index (JII) for the 2014-2019 period.Method - This study uses a sample of companies listed on the Jakarta Islamic Index (JII) for the 2014-2019 period. The number of companies sampled in this study were 12 companies. In this study, the researchers used a quantitative type of model and used the Statistical Package for Social Science (SPSS) version 16 for analyzing the data.Result - The results show that audit opinion and public accounting firm size have no effect on auditor switching, financial distress is not able to moderate the effect of audit opinion with auditor switching, and financial distress is not able to moderate the relationship between public accounting firm size and auditor switching.Implication - For stakeholders in motivating management to retain or replace auditors from various factors that are considered including audit opinion, public accounting firm size and financial distress.Originality - The object used in this study is a list of companies registered on JII. There is a 2-year additional period from the previous study, which was 4 years to 6 years. The measuring instrument for the financial distress variable used in this study is the Altman Z-score.

Indonesia is a country with a very high rate of moving to work. A survey by Tower and Watson in 2013 shows that the level of voluntary attrition rate in Indonesia is 20.35%. Comparing to developing countries, however, it is fast in the Asia Pacific which is only 12.39%, and globally it is only 8.24%. The core research aims to determine the Analysis of the Relationship between Job Satisfaction and Job Stress and Turnover Intention of Nurses at Type B Private Hospital in Medan City in 2020. This papers described is a quantitative study with a cross-sectional design. The cross-sectional research design is where all influencing variables (independent variables) and affected variables (dependent variables) are measured and observed at the same time. Statistically, it shows that the value of 0.176 df = 1 with a significance value of 0.05 where X2 counts X2 table means that Ha is accepted and Ho is rejected, meaning that there is a relationship between job stress and the desire to move jobs (Turnover Intention). It is hoped that the hospital will form a special meeting for nurses as a forum to accommodate nurses' aspirations to increase the sense of involvement of nurse employees which has an impact on decreasing the desire to move jobs. Keywords: Job Satisfaction, Job Stress, Desire to Move (Turnover Intention).

Many volunteer organizations offer short-term international voluntary service (IVS) opportunities as an avenue for participants to provide aid and humanitarian relief in international communities. This study empirically examines four potential antecedents of IVS performance among short-term IVS participants in developing countries: IVS participants’ intention to serve in similar IVS roles in the future, whether their IVS is at their preferred geographic location, IVS participants’ prior experience in the host country, and their performance in the sending organization’s trainings prior to the IVS. Utilizing both analyses of variance and OLS regression analysis of 147 IVS participants across 18 developing countries, we find evidence that short-term IVS performance is positively associated with future intentions to participate in IVS, previously having visited the host country, and performance during pre-travel trainings. Further, we analyze 158 blog posts written by 19 sample IVS participants, which provides a unique ‘inside look’ into the relationship between host country language skills and IVS performance.

This study aims to analyze leisure involvement and voluntary simplicity as antecedents of leisure satisfaction and the relationship with experiential consumption. To this end, we conducted a survey...

PurposeVoluntary Partnership Agreement (VPA) offers a framework for open and participatory forest management for forest actors, particularly communities fringing forest reserves. This paper aimed to determine the factors influencing the participation of local communities in the implementation and monitoring of Forest Law Enforcement, Governance and Trade-Voluntary Partnership Agreement (FLEGT-VPA) activities.Design/methodology/approachThe study was conducted in three communities in Goaso Forest District in the Ahafo Region of Ghana. Based on a cross-sectional design, 105 (n = 105) community members were interviewed using a semi-structured questionnaire. Logistic regression analysis was performed to identify socio-demographic and cultural factors that influence people's participation in FLEGT-VPA activities. Friedman and Wilcoxon signed-rank tests were conducted to analyse the influence of the environmental role of the forest and participation in FLEGT-VPA activities.FindingsThe study found a significant association between the leadership status of respondents' local customs/taboo days and participation in both implementation and monitoring activities. At the same time, a significant association was found between respondents' participation in previous training programs and FLEGT-VPA monitoring activities. The environmental role of the forest was also found to have a significant association with respondents' participation in FLEGT-VPA activities.Originality/valueStudies on the factors that influence the participation of forest fringe communities in Ghana in implementing and monitoring FLEGT-VPA activities are non-existent or scarce. This study identified significant socio-demographic and environmental factors contributing to participatory forest conservation modules such as FLEGT-VPA which will guide future forest conservation initiatives that are inclusive of stakeholders’ interests/concerns.

Aim To examine the quality of work life of acute care expatriate nurses in multiple regions of Saudi Arabia. Methods A country‐wide cross‐sectional survey was carried out between June–August 2020 using the Brooks' quality of nursing work‐life questionnaire. Results The range of quality of nursing work‐life scores (80 to 245) was moderate, with an overall mean score of 175.3 (± 23.1). Only 723 (42.4%) of the nurses experienced a high quality of nursing work life. Multivariable regression analysis showed that 21 to 40 years' age group, being a Filipino or Indian nurse and working in the northern region were the independent predictors of low quality work life. Conclusion Most expatriate nurses were not satisfied with their quality of work life. Hospital administrators should take initiatives to enhance the quality of expatriate nurses' work life towards improving their productivity and quality of patient care.

Using a sample of Chinese listed firms and a difference-in-differences research design, we examine how internal control reporting (ICR) affects firms’ bond cost. We find that, during the voluntary ICR period, bondholders only reward voluntary disclosers perceived as having higher quality of ICR and internal control systems. In addition, during the mandatory ICR period voluntary disclosers experience a significantly lower cost of debt than that of nonvoluntary disclosers, which may be explained by voluntary disclosers’ higher quality of internal control. The difference in debt cost is more pronounced when firms operate in high litigation risk and competition-intensive industries, and when the firms’ information environment is weak or the bondholders have a high demand for ICR information.

While there a growing interest in Voluntary Carbon Disclosure (VCD), comparatively little is discussed whether the improved quality of voluntary carbon disclosure can lead to subsequent changes in a company’s carbon reduction performance. Drawing on companies under the Korean Emission Trading Scheme (ETS) with the contents analysis of their sustainable reports, the present research seeks to address the existing knowledge gaps in the current literature on environmental disclosure. Findings empirically show that an increase in the voluntary carbon disclosure score is positively transformed into changes in carbon performance and further develop that the effect of voluntary carbon disclosure on carbon performance varies depending on changes in management capability with the moderation effect.

This study looks at the relationship between unemployment, religious disintegration and suicide in Alberta during 1997-2015. Religious disintegration is operationalized as the percentage of population with no religious affiliation. Economic theory predicts suicides increase when unemployment rates are high and decline when unemployment rates are low. Sociological theory calls for suicides to vary inversely with the degree of religious integration in society. Multivariate analysis supports both economic and sociological interpretations. In Alberta, periods of rising unemployment (recessions) produce more suicides, and increased levels of religious disintegration are positively associated with the incidence of voluntary deaths.Cette étude examine la relation entre le chômage, la désintégration religieuse et le suicide en Alberta entre 1997 et 2015. La désintégration religieuse est opérationnalisée comme le pourcentage de la population sans affiliation religieuse. La théorie économique prévoit que les suicides augmentent lorsque le taux de chômage est élevé et diminuent lorsque le taux de chômage est faible. Selon la théorie sociologique, les suicides varient inversement au degré d'intégration religieuse dans la société. L'analyse multivariée appuie les interprétations économique et sociologique. En Alberta, les périodes de hausse du chômage (récessions) produisent plus de suicides, et les niveaux accrus de désintégration religieuse sont positivement associés à l'incidence des décès volontaires.

This research was conducted descriptively to determine the relationships between time management and academic procrastination. The sample of the study consists of 425 people. The data were analyzed using the snowball sampling method and Google survey; The Demographic Information Form was collected using the Time Management Scale and the Academic Delay Scale. Independent Sample T-Test, ANOVA Test, and Correlation Test were used to evaluate the data. 77.9% of the participants are women, and 91.8% are between the ages of 18-24. Time management total score average is 71.08 ± 12.69, and academic delaytotal score average is 62.71 ± 10.94. According to the correlation analysis results, a moderate negative correlation was found between time management and academic procrastination. As the academic delaylevels of students increase, their time management success decreases. The comparisons made determined that the variables of age, mother's approach, father's approach, voluntary coming to the department, family relationships, and friendship relations affect the time management scale scores. Besides, it was determined that the variables of gender, mother's approach, father's approach, age, and family relationships affect the academic delayscale scores. As a result, it was determined that demographic variables affect work-family conflict scores, life satisfaction, and job satisfaction scale., Bu araştırma, zaman yönetimi ile akademik erteleme arasındaki ilişkileri belirlemek amacıyla tanımlayıcı olarak yapılmıştır. Araştırmanın örneklemi 425 kişiden oluşmaktadır. Veriler, kartopu örneklem yöntemiyle ve Google anket kullanılarak; Demografik Bilgi Formu, Zaman Yönetimi Ölçeği ve Akademik Erteleme Ölçeği kullanılarak toplanmıştır. Verilerin değerlendirilmesinde Bağımsız Örneklem T Testi, ANOVA Testi ve Korelasyon testi kullanılmıştır. Araştırmaya katılanların % 77,9 ‘u kadındır ve % 91,8’i 18-24 yaş aralığındadır. Zaman yönetimi toplam puan ortalaması 71,08±12,69 ve akademik erteleme toplam puan ortalaması 62,71±10,94’tür. Yapılan Korelasyon analizi sonuçlarına göre; zaman yönetimi ve akademik erteleme arasında negatif yönlü orta düzeyde bir ilişki saptanmıştır. Öğrencilerin akademik erteleme düzeyleri arttıkça, zamanı yönetme başarıları azalmaktadır. Yapılan karşılaştırmalarda yaş, anne yaklaşımı, baba yaklaşımı, bölüme isteyerek gelme, aile içi ilişkiler ve arkadaşlık ilişkileri değişkenlerinin zaman yönetimi ölçek puanlarını etkilediği belirlenmiştir. Ayrıca cinsiyet, anne yaklaşımı, baba yaklaşımı, yaş ve aile içi ilişkiler değişkenlerinin akademik erteleme ölçek puanlarını etkilediği saptanmıştır. Sonuç olarak demografik değişkenlerin, iş-aile çatışması, yaşam tatmini ve iş tatmini ölçek puanlarını etkilediği belirlenmiştir. Anahtar Kelimeler: Zaman, zaman yönetimi, akademik erteleme

The phenomenon of the digitalization era has an impact on high employee turnover. On the other hand, the Covid-19 pandemic impacted a lockdown in many countries and regions which in turn, in many businesses and employees being affected (reducing costs, reducing working hours, and even laying off work relations). Taking a sample of various organizations in Indonesia, this study analyzed the factors that cause employee turnover intention (dependent variable) such as employee satisfaction (moderating variable), also remuneration & promotion, fringe benefit, working environment, and perceived external employment as independent variables. The research study was conducted based on 219 respondents who are in various industries. The results showed that working environment and fringe benefits have a positive impact to job satisfaction, job satisfaction has a negative impact to turnover intention and perceived alternate external employment has a positive impact to turnover intention inline with the predictions on the hypothesis. Meanwhile remuneration and perceived alternate external employment didn't have a significant impact on job satisfaction, as well as working environment, remuneration & promotion, and fringe benefits to turnover intention.

Lockdowns and voluntary social distancing led to significant reduction in people’s mobility. Yet, there is scant evidence on the heterogeneous effects across segments of the population. Using unique mobility indicators based on anonymized and aggregate data provided by Vodafone for Italy, Portugal, and Spain, we find that lockdowns had a larger impact on the mobility of women and younger cohorts. Younger people also experienced a sharper drop in mobility in response to rising COVID-19 infections. Our findings, which are consistent across estimation methods and robust to a variety of tests, warn about a possible widening of gender and inter-generational inequality and provide important inputs for the formulation of targeted policies.

BACKGROUND On 29 November 2017, the Victorian Parliament passed the Voluntary Assisted Dying (VAD) Act 2017, which came into effect on 19 June 2019. AIMS To investigate whether staff from a large regional health service support the legalisation of VAD and the implementation of VAD at their workplace. METHODS Staff were invited to complete an anonymous online survey comprising both closed- and open-ended questions. RESULTS Thirty-eight percent of the workforce (n = 1624) responded to the survey. Most participants supported the legalisation of VAD (88%), the provision of eligibility assessment and/or the administration of VAD within the health service (80%). There were negligible differences in support for VAD by role; however, specialist doctors were significantly less supportive (65%). Approximately half of the respondents expressed concern about monitoring (49%) or implementation (53%) of VAD. Concerns were also raised about assessment of eligibility, support for staff involved in VAD and pressure on both patients and staff to participate. Nearly three-quarters (71%) of participants agreed that if the health service offers VAD services, a special unit or facility should be available. CONCLUSIONS This study found that health workers have concerns about the implementation of VAD at their workplace but are generally supportive. This article provides information for health services considering the implementation of VAD, about staff concerns and issues that need to be addressed for the successful introduction of VAD.

Background. Demographic changes in Poland, mainly population ageing and the health status of the general population, have direct impact on the number of donors/donations, and therefore on the possibility of securing appropriate amounts of blood and blood components for clinical use. The health status of the population is largely affected by diseases responsible for donor deferral. Recent years have witnessed increment in the percentage of temporary donor deferrals due to various types of allergies, civilization diseases, drug intake as well as frequent travels to areas threatened with new and emerging pathogens likely to be transmitted through blood transfusion. The first and crucial step towards safe blood/blood components and recipient safety is rigorous donor qualification. The structure of the population of Polish donors is not homogeneous, moreover has undergone changes during the period under investigation. It is therefore worthwhile to analyze the dynamics of changes in the number and structure of the donor population to determine the direction and intensity of the phenomenon both in spatial and temporal terms. Equally important is identification of the possible causes. The study aim is to present the demographic characteristics of the donor population found eligible for donation and donated blood/blood components for clinical purposes in the years 1997–2017. Material and methods: Records for the period 1997–2017 included about 11 million voluntary donors of blood/blood components for clinical use and 31.000 remunerated donors. Most study analyses were based on data from the 2005–2017 as not all relevant data were available for the period 1997–2004 period. In the 2005–2017 period donations were collected from over 87% of donors who reported to all RBTCs. Slight year-to-year differences were observed (from approx. 85% to 94%). Donations were mainly collected from voluntary un-remunerated donors (99.8%). The largest number of donors eligible for donation was reported in 2005 (94.1%), and the smallest in 2015 (84.2%). Deferred from donation were 22.0% of women willing to donate and only 9.2% of men. Similar tendency was observed for each year of the study period. Results: Study outcome shows reversal of trends for donor age groups; currently most donors are recruited from the 25–44 age category while several years back it was the youngest age group. For many years now actions promoting voluntary blood donation have been ongoing in Poland. Study-outcome shows big differences in numbers of blood donors reporting to individual RBTCs. Despite many years of nationwide voluntary blood donation promoting campaigns , it is the regional policy of donor acquisition and retention that counts most. Conclusions: A problem that sooner or later will have to be faced by most countries (Poland included) is the decline in the number of working-age population. The demographic structure of the population within areas of activity of each RBTC should be subjected to in depth analysis and include the characteristic microeconomic and demographic conditions as well as macroeconomic and demographic conditions for neighbor regions and the country as a whole. Decisions regarding marketing strategy could then be taken. The research outcome may be a valuable source of information to support effective management of donor service and effective planning of marketing strategy targeted at donors and prospective blood donors.

Discrimination negatively impacts students’ ability to adapt to and deal with the educational stressors of a new environment. When students experience discrimination, their options are to fight, fawn, or flee—that is, skip school. This study focuses on the third option among refugee and immigrant students and addresses two inter-related issues: (a) the relationships between newcomer first-generation youth truancy and the perception of discrimination and psychological isolation in school, and (b) whether such relationships persist after employment, voluntary activities, or other socio-demographic factors are taken into account. The data source is a survey of immigrant and refugee students 14 to 24 years of age who attended school in a medium-sized city in Canada. Results show that experiences of discrimination and psychological isolation are significant predictors of truancy. I also find support for the effects of length of residency, paid employment, and participation in voluntary activities on increasing truancy, suggesting the importance of acculturation, socio-economic status, and time availability.

Background: The sudden increase in demand for blood transfusion globally without the corresponding increase in voluntary blood supply (donation) has become a serious health problem. Countries across the world are facing serious problem of blood scarcity. Therefore this study was carried out to evaluate the socio- cultural factors affecting voluntary blood donation in Akwa Ibom State. Methods: A survey research design was adopted for the study and was carried out from January to May 2017. Three hundred respondents were purposely selected for the study from the three Senatorial districts using simple random techniques. Data were collected, collated and analyzed into frequencies and percentages and were also presented in tables. Results: The findings of the study revealed that majority (91.5%) people have good knowledge of voluntary blood donation due to the level of awareness and also view the exercise as important even without reward (remuneration) from recipients despite the influence of some socio-cultural factors such as culture, religion among others. Conclusion: It was therefore concluded that socio-cultural barriers to voluntary blood donation still exist, thereby giving room for misconception. Therefore, there should be intensified health education using various methods including health workers, print media and community leaders on the benefit of voluntary blood donation. This will help to correct some misconceptions on blood donation as there are people who still believe in the dictates of their religious and cultural practices as it relates to blood donation and its attendant health implication.

Aim This study was conducted to explore the factors affecting nurses’ intentions to leave or stay in their profession during the coronavirus pandemic in Iran. Introduction Because the effectiveness of a healthcare response to a disaster depends on an available, skilled, and motivated healthcare workforce, it is essential to understand and address potential barriers to and reasons for the intentions of medical staff to leave or stay in their profession. Methods A qualitative study with a conventional content analysis approach was conducted. The participants included nurses working in hospitals during the COVID‐19 pandemic, and nurses who had previously left their job or had been absent from work for a period of time. The participants were selected using a purposeful sampling strategy. Data were collected through 19 in‐depth, individual semi‐structured interviews with 16 nurses. The COnsolidated criteria for REporting Qualitative research checklist was used to report the study. Findings Three categories; commitment and work conscience (with a subcategory of risk‐taking), fear (with two subcategories of fear of family infection and fear of protective equipment shortages), and organizational factors (with two subcategories of organizational atmosphere of the hospital and motivational factors), emerged from the analysis. Conclusion The reasons for quitting a nursing job or to keep working as a nurse during the pandemic include both personal and organizational factors. Commitment and work conscience in pandemic conditions is one of the main factors for keeping nurses in their profession. Implication for nursing practice and policy Gaining insight into nurses’ understanding of the situation and perspectives is the key to being able to provide appropriate support and keep them in the workforce. Peer support can play an important role in supporting novice nurses in facing challenges posed by a pandemic and should be improved. Also, programs and strategies need to be planned to improve resilience among nurses and to help them to manage their stress and fear.

The configuration of alcohol and other drug treatment service systems has been influenced by the uptake of market mechanisms for treatment funding and purchasing. This study measured the impact of market mechanisms for funding and purchasing alcohol and drug treatment services on client outcomes.An observational cross-sectional study, employing multi-level analysis: episodes of care data, nested within person-level data, nested within treatment site and nested within organization.One hundred and seventy-eight alcohol and other drug treatment service sites in Australia.Client outcome variables were length of stay and successful treatment completion. Predictor variables were competitive tendering, number of funding contracts, recurrent funding, the ratio of episodes to staff, type of professions, years of clinical experience, staff turnover and type of provider (government; non-government). Analyses controlled for drug type, type of treatment received and client characteristics.There were no significant associations between the procurement and contracting variables and length of stay [incidence rate ratios (IRRs) ranged between 1.01 and 1.07, all P 0.05; Bayes factors (BF) 0.03], and inconclusive results for treatment completion [odds ratios (ORs) ranged between 1.04 and 1.15, all P 0.05, BF = 0.51-0.63]. Having an alcohol and other drug (AOD) work-force relative to an 'other' work-force (IRR = 0.79, P = 0.021) and lower case-loads (IRR = 0.99, P = 0.047) may be associated with longer stay in treatment. Receiving services from a government compared to non-government provider may also be associated with less treatment completion (OR = 0.34, P = 0.023, BF = 2.14).There appears to be no association between client outcomes and procurement and funding contract arrangements for alcohol and drug treatment services.

Supplemental Digital Content is Available in the Text., Background: Complexity in nursing practice creates an intense and stressful environment that may lead to moral distress (MD) and registered nurses (RNs) seeking other employment. Local Problem: In 2020, the RN turnover rate was 8%, with postpandemic turnover projected to reach 13%. Methods: The Measure of Moral Distress for Health Care Professionals (MMD-HP) was used to measure the frequency and level of RNs' MD. Results: t tests showed significant differences for 16 of 27 MMD-HP items in RN intent to leave. RNs had 2.9 times the odds of intent to leave (P = .019) due to perceived issues with patient quality and safety and 9.1 times the odds of intent to leave (P < .001) due to perceived issues with the work environment. Results explained 40.3% of outcome variance. Conclusions: MD related to work environment or patient quality and safety were significant factors in RN intent to leave their position.

We devise a tractable model of firm dynamics with on-the-job search. The model admits analytical solutions for equilibrium outcomes, including quit, layoff, hiring, and vacancy-filling rates, as well as the distributions of job values, a fundamental challenge posed by the environment. Optimal labor demand takes a novel form whereby hiring firms allow their marginal product to diffuse over an interval. The evolution of the marginal product over this interval endogenously exhibits gradual mean reversion, evoking a notion of imperfect labor market competition. This in turn contributes to dispersion in marginal products, giving rise to endogenous misallocation. Quantitatively, the model provides a parsimonious reconciliation of leading estimates of rent sharing, the negative association between wages and quits, the link between job and worker flows, and the cyclicality of labor market quantities and prices.

Procrastination is a voluntary delay in completing an important task while being aware that this behavior may lead to negative outcomes. It has been shown that an increased tendency to procrastinate is associated with deficits in some aspects of cognitive control. However, none of the previous studies investigated these dysfunctions through the lenses of the Dual Mechanisms Framework, which differentiates proactive and reactive modes of control. The present study was designed to fill this gap, using behavioral and neurophysiological assessment during the completion of the AX-Continuous Performance Task (AX-CPT) by high (HP) and low (LP) procrastinating students (N = 139). Behavioral results indicated that HP (vs. LP) were characterized by increased attentional fluctuations (higher reaction time variability) and reduction in some indices of proactive cognitive control (lower d’-context and A-cue bias, but similar PBIs). Furthermore, the neurophysiological data showed that HP, compared with LP, allocated less attentional resources (lower P3b) to cues that help to predict the correct responses to upcoming probes. They also responded with reduced preparatory activity (smaller CNV) after cues presentation. The two groups did not differ in neural responses linked to conflict detection and inhibition (similar N2 and P3a). Obtained findings indicate that HP might present deficits in some cognitive functions that are essential for effective proactive control engagement, along with preserved levels of reactive cognitive control. In the present paper, we discuss the potential neural and cognitive mechanisms responsible for the observed effects. Supplementary Information The online version contains supplementary material available at 10.3758/s13415-021-00945-2.

Youth are future company leaders, without whom the economic development of a country cannot continue, yet the well-being of millennial employees in China is low, and this group has a high turnover rate. We used an inductive route model to understand how millennial employees' well-being can be facilitated in China. We conducted a survey with 268 millennial employees and used structural equation modeling to test our model. The results show that organizational career management and self-identity contributed to promoting participants' well-being. Our findings show that a pathway should be established to boost millennial employees' well-being and enable them to accomplish their career planning.

Purpose: This study aimed to explore the effect of training and goal setting on employee engagement and commitment in the banking sectors of Hyderabad, Pakistan. Approach/Methodology/Design: The collection of information was acquired using a closed-ended questionnaire with a Likert scale. The convenience sampling method was used, and 270 respondents participated in the survey. The data was analyzed by using Statistical Package for Social Sciences (SPSS). Findings: The findings revealed that training and goal setting can boost employees’ engagement and commitment in the banking sectors of Hyderabad, Pakistan. Practical Implications: The suggested model in the study can be executed in almost any organization to increase the overall engagement and commitment of employees. For the model to be implemented effectively, a decent time has to be devoted to the goal settings, as it is the most integral and critical phase towards this whole organizational system. Each factor in this theoretical framework must also give as much information as needed to collaborate on it to achieve the goal of organization. This model can be used, in specific, in the services industry, to achieve their ultimate strategic goals. Originality/value: This research provides empirical support for developing management programs that promote employee training and goal setting, leading to employee engagement and commitment. This study is important for academia, professionals, and scholars alike.

Purpose: We aimed to examine the participants’ satisfaction and evaluation of the program’s appropriateness, outcomes and benefits from participants’ perspectives and gather suggestions from students to improve peer mentor programs.Methods: From 2016 to 2018, 67 mentees and mentors participated in the peer mentoring program. All program participants were asked to participate in the survey, and the respondents were invited to focus group interview (FGI). Quantitative data was collected from the survey questionnaire. Qualitative data was gathered from the open-end questions in the survey and supplemented from additional semi-structured FGIs. The interview data were analyzed using qualitative content analysis.Results: Nineteen responded to the survey, and six participated in the further FGI. Qualitative data contained outcomes and mutual benefits, factors for mentoring success, negative experiences, and suggestions for improvement. Especially factors for mentoring success consisted of various methods of studying assistance, motivation, autonomy, responsibility, emotional support, and relational bonding as important topics concerning mentor-mentee experiences. The satisfaction scores about the program appropriateness, others’ attitudes, program implementation, ranged from 3.5 to 3.9 (5-point Likert scores) without significant difference between mentors and mentees. The only negative experience reported by a mentee was feeling the pressure. Specific guidelines on program implementation, pre-education for mentees, appropriate matching, and mentees’ clear purpose and spontaneity were suggested to improve the program.Conclusion: Participants were generally satisfied with the peer mentoring program, gaining academic and non-academic achievements, including emotional support and improved relationships. Furthermore, we expect that this program can be improved with participants’ suggestions in the future.

Background: Schoolchildren and adolescents physical activity motive is strategic in ecological and all-inclusive conceptual comfort, bodily comfort, communal comfort and sentimental comfort, in so doing upholding the simplicity of the day-to-day deeds of learners empty of unnecessary lethargy. This survey target to catch a well-adjusted and well-investigated aim of pupil’s motives of physical activity: a public health education survey in Sierra Leone, on the integrity of upholding a hale and hearty atmosphere in building a strong and vibrant children, youngsters, and grownups.Methods: Motives for Physical Activity Questionnaire Revised (MPAQ-R) was the established investigation device. The variables were investigated using IBM-SPSSv.23 Statistics, with a mean cross-sectional average of 12.0±3.0, a 100% reply rate and N = 204 sample participants, stretching from 10-18 years, using a simple random sample. (SRS) choice.Results: In relations to outcomes, the benefits of engaging in physical activity as motive for pupils physical activity by sex stood out high for very true for males (n=419) and females (n=383) with a mean and standard deviation for males (1.02±0.187) and females (1.04±0.266)). In addition, by level (JSS1, JSS2 & JSS3), shows high for very true JSS1 (n=323), JSS2 (n=279) and JSS3 (n=200) at significant value of 0.358.Conclusion and Endorsement: In deduction, the benefits derived from engaging in physical activity is a fundamental motive for children and adolescents involvement in physical activity amid added issues in relations to sex, and academic level, hence supporting both internal and external enthusiasm of children and adolescents motives of physical activity. In endorsement, that children and adolescents physical activity motives be more geared towards their voluntary involvement into physical activity due to the benefits they derive from it rather than their involuntary involvement into physical activity due to the influence of others ranging from sex (males and females) and academic levels (JSS1,2&3) respectively.

Background Prior national surveys have quantified unemployment in the pharmacy workforce, and recent surveys have occurred in a changing environment, with increased numbers of pharmacists in the labor market. Objectives We sought to investigate the rate of unemployment and situations of unemployed pharmacists. Methods Data from the 2019 National Pharmacist Workforce Survey were analyzed, focusing on an initial question about employment status and follow-up questions for unemployed respondents about whether they were seeking a job, the reason they were unemployed, and how long they had been unemployed. Results Overall, 4.4% of the respondents were unemployed, with higher rates occurring for female pharmacists, older pharmacist cohorts, and respondents of color, with the highest rate occurring (9.3%) for Black pharmacists. Most (74.4%) of the unemployed pharmacists were seeking a job in pharmacy, but 16.6% were not seeking any job. Nearly two-thirds of the unemployed pharmacist respondents had left the workforce involuntarily, with men at higher rates than women. The youngest cohort of unemployed pharmacists was the least likely to be forced to leave and more likely to leave for workplace-related or personal reasons. Black pharmacists had the overall highest rate of leaving the workforce involuntarily. On average, the unemployed pharmacists had been out of work nearly 2 years (19.2 months), and the periods out of work ranged widely. Those seeking a job in pharmacy predominantly (75.7%) had been unemployed for 1 year or less. More than half of the pharmacists involuntarily unemployed had been unemployed for 6 months or less. Conclusion An increased rate of unemployment and a higher proportion of those unemployed seeking work occurred in this most recent national survey of the pharmacist workforce. Differences in the extent of unemployment and whether leaving the workforce was voluntary or involuntary occurred in pharmacists of color and in some age cohorts.

O voluntariado tem ganhado considerável atenção dentro da sociedade. É uma forma de demonstrar preocupação com o próximo, mas também pode estar carregado de objetivos pessoais e egoístas. Este estudo observa as relações entre o Terceiro Setor e o voluntariado, e busca identificar as reais motivações que levam os indivíduos a se envolverem em atividades voluntárias. Para isso, utilizou-se o modelo Volunteer Funcions Inventory que colheu respostas de 130 voluntários, e concluiu que dentre os seis perfis propostos, aquele relacionado aos valores, altruísmo e humanitarismo é o grande motivador dos indivíduos no voluntariado. Por fim, propõe-se uma reflexão sobre o processo de gestão de pessoas, associado a atração, recrutamento e retenção de voluntários, considerando de forma significativa os perfis motivacionais identificados, a fim de aprimorar os práticas e experiências voluntárias.

Under the notion of human rights due diligence (HRDD), firms are under a responsibility to account for the social and environmental impact connected to their operations across global value chains. This responsibility intersects with the sphere of operation of voluntary sustainability standards (VSS), which certify production against certain social and environmental criteria. With mandatory European rules on HRDD in the making, the question arises regarding the extent of alignment of VSS with HRDD notions and, consequently, the possibility for this form of transnational private regulation to complement European Union (EU) HRDD legislation. After presenting the regulatory effects of HRDD in global value chains and its current transposition in EU instruments, this contribution examines the relationship between private standards and HRDD. By delving into the substantive requirements and policies of several schemes certifying agricultural commodities, this paper studies the extent to which they manage social and environmental risks in global value chains and the possible support they provide to firms subject to the upcoming HRDD obligations.

Hospitality industry plays a main role and has become a major sector in Malaysia’s economy. However, there are some challenges in the hospitality industry such as employee turnover which could have various consequences to organizations. The purpose of this research is to investigate the factors affecting employee turnover intention, either directly or indirectly. Previous studies have suggested that employee turnover intention could be affected by factors such as leadership, motivation, communication, work environment and infrastructure both directly and indirectly. Employee innovation and creativity as a mediating factor could also affect its relationship with turnover intention of employees. The research design for this study was quantitative research method using questionnaires as the data collection method. Purposive sampling was used to sample 152 hotel employees within the West of Malaysia. Structural Equation Modelling was used to analyze the data using SmartPLS software. Results indicated that leadership, motivation, communication, and work environment and infrastructure had significant relationship with employee innovation and creativity. Apart from that, leadership, motivation and communication also have significant relationship with the employee turnover intention. Turnover is a major issue within companies not only for the company’s sustainability, but also for the health and wellbeing of their employees. As an implication, organizations should understand that their leadership characteristic and environment has a tremendous impact to burnout and employee performance.

In the last five years, the turnover rate of the operation employees in Bahrain Petroleum Company (Bapco) has augmented and attend a critical level, particularly with the government's early retirement attractive approach. Bapco starts to lose highly experienced employees who have a significant impact on the performance of the company. Moreover, the new oil discovery and the modernization of the production units push Bapco to minimize the turnover rate and retain talents to stay competitive. This study examines how organizational commitment has affected the Bahrain Petroleum Company's operation employees turnover intent. The tridimensional model of (Meyer and Allen in Commitment in the workplace: theory, research, and application, Sage, 1997) was used to evaluate organizational commitment. In addition, Abrams et al. (Personality Soc Psychol Bull 24(10): 1027–1039, 1998) model of Turnover Intention was used to examine employee intents to leave the firm. This work reports on a quantitative study of the Bapco operations employees. 154 questionnaires were collected, and the data were analysed with SPSS version 23. The results confirm a significant impact of the three dimensions of OC on TI. These results join previous research and conclude that OC can be used to understand and reduce Bapco operation employees' TI.

PurposeHigh-performing employees are a hotel’s most important asset: they care for what they do, go beyond and beyond the scope of duty and continually strive to do better. The purpose of this multi-level study is to look into the influence of high-talent turnover on organizational reputation via social capital and trust deficits. Furthermore, the current research explores the influence of human capital investment (HCI) on the mediating effects of trust deficit and social capital in the association between high talent turnover rate and organizational reputation using human resource theory and social capital theory.Design/methodology/approachThe authors examined the hypotheses using multi-source and multi-times data of 805 respondents (including senior human resources officers and employees) from 85 hotels.FindingsThe present study revealed interesting findings that the HCI failed to buffer the interfering role of trust deficit in the negative association between high-performing personnel turnover rate and organizational reputation.Practical implicationsHigh-performing personnel turnover and underlying mechanisms play a significant role in eroding a hotel’s reputation in the hotel industry. Hotel management should focus on reducing high-performing talent turnover and underlying mechanisms to maintain and improve the hotel’s reputation.Originality/valueThis study provides better understating into the process by exploring that high-performer turnover can damage an organization’s reputation, which has been overlooked by academics who researched the hotel industry.

Objective: Undocumented migrants in Europe face multiple barriers in access to oral health care. This study aimed to explore the accessibility of a voluntary dental network providing dental treatments to undocumented migrants in the Netherlands, from the perspectives of patients, dentists and staff members of nongovernmental organizations involved. Methods: This qualitative study used semi-structured interviews (n = 21) with undocumented migrants (n = 12), dentists (n = 7) and staff members of nongovernmental organizations (n = 2) during the implementation of a voluntary dental network. Interviews were analysed using a framework analysis method. Results: As a temporary answer to problems in access to oral health for undocumented migrants, the voluntary dental network targeted initial barriers to dental care. Main challenges within the network were conflicting expectations and perceived treatment outcomes by patients, dentist and NGO staff members, limited financial resources, logistic and communication barriers and an increasing administrative burden. Furthermore, feelings of compassion for and trust of the patient affected the ethics of the professional relationship and influenced treatment decisions of dentists. Conclusion: Through the implementation of a voluntary dental network, treatments could be provided to undocumented migrants as a temporary solution. However, the voluntary nature of dental care in the network resulted in a fragmented provision of oral health care among undocumented migrants. To reduce inequalities in oral health on the long term, systemic barriers in access to oral health care need to be addressed.

This study examines social measures meant to stop the spread of COVID-19 in Japan, where COVID-19 control relies heavily on the voluntary compliance of citizens. We examine how the government's campaign for controlling COVID-19 is perceived by people, and how these measures influenced people’s attitudes and behavior. This paper specifically discusses how people’s perceptions regarding COVID-19 control measures temper orthodox understandings of behavior modification, such as perceived threats, and how it influences their attitude and behavior. Qualitative data collected from an online open-ended questionnaire was cross-sectionally analyzed. This study argues that high risk perception is actually just one of many triggers of behavior modification. That is, people responsive to risk perception had to match actual hazards to perceived real risk. Furthermore, popular sources of information on COVID-19, like news and social media, were found to substantially influence people’s behavior. In particular, whether campaigns were easy to understand, whether there were societal expectations for people to follow behavior modifications, and whether people thought measures were effective at preventing COVID-19 infection had a strong impact on the adoption of behavior modification. These findings thus fill in lacuna in existing scholarship concerning the rationality behind people’s decision to voluntary adopt behavior modification measures.

PurposeThis study addresses three research questions related to employee turnover: (1) does transformational leadership act as a pull-to-stay factor for employees? (2) How well does turnover intention predict actual turnover behavior? (3) Does collective turnover moderate the link between turnover intentions and turnover behaviors?Design/methodology/approachLatent moderated structural equation modeling was employed with longitudinal and multi-source data from car dealerships located in the Seoul Capital Area, South Korea.FindingsThe results indicate a negative relationship between transformational leadership and turnover intentions and a positive relationship between turnover intentions and turnover behavior. Furthermore, the results provide empirical support for turnover contagion as a mechanism triggering turnover intentions into turnover behavior in the workplace.Originality/valueThis study provides a timely and novel contribution to the areas of leadership and employee turnover due to the underexplored research area of transformational leadership, the growing body of literature that questions the fixed assumption in employee turnover studies and the increasing interest in collective turnover. Importantly, existing research has examined the concept of collective turnover from a quantity perspective, aggregating individual turnover to group levels. This study provides a more nuanced, comprehensive evaluation of the quality of turnover, by considering the impact of performance contribution aspects of turnover at the business unit level.

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 regardin...

This study describes the effect of leadership and teamwork on employee turnover and impact in team performance. The object of this research is PT Dreamaxtion Teknologi Internasional. This study uses a quantitative method through a questionnaire survey which was distributed directly to 60 respondents which was then processed using SPSS version 20.0 and the sampling method was non-probability sampling. The results of hypothesis testing (t test) that leadership has a significant effect on Team Performance with t count of 4.222 T table 2.002. Teamwork has a significant effect on Team Performance with t = 3.121 ≥ T table 2.002. And Turnover has no significant effect on Team Performance with t = 1.152 ≤ T table 2.002. Leadership and Teamwork have a significant effect on Team Performance while Employee Turnover has no significant effect on Team Performance. The implications of this research can provide an understanding for the management that although Turnover does not affect in Team Performance, it must still be considered, especially at PT Dreamaxtion Teknologi Internasional.

Compelling evidence from three randomised controlled trials, which showed that voluntary medical male circumcision (VMMC) reduces HIV acquisition from women to men by up to 60%, led to WHO recommending that VMMC be implemented in 14 priority countries. As one of the priority countries, Eswatini aimed to reach 80% VMMC coverage among boys and men aged 10–49 years since programme inception in 2009. By the end of 2019, however, the country had reached a modest 40%. VMMC is intrinsically tied to perceptions of masculinity and male gender identity. Comprehending the role of context-specific masculinity as it relates to VMMC may contribute to our understanding of community attitudes towards VMMC and men’s decision-making. Drawing on focus group discussion data, this study aimed to explore the linkage between sexuality, masculinity and health interventions within Eswatini. Using critical discourse analysis, the study identified two discourses: sexuality, masculinity and circumcision, and income, masculinity, and circumcision. In the first discourse, participants constructed discursive linkages between circumcision as an adult and loss of penile sensitivity, decreased libido and sexual performance, and adverse events. The second discourse, income, masculinity, and circumcision located circumcision within the social and material realities faced by Swazi men, gender norms and provision within family structures.

STUDY QUESTION What are the knowledge and views of UK-based women towards egg donation (ED) and egg sharing (ES)? SUMMARY ANSWER Lacking knowledge of the practices of ED and ES could be an influential factor in donor egg shortages, rather than negative perceptions or lack of donor anonymity and financial incentives. WHAT IS KNOWN ALREADY The increasing age of women trying to conceive has led to donor egg shortages, with ED and ES failing to meet demand. Indeed, in recent years in the UK, ES numbers have fallen. This results in long waiting lists, forcing patients abroad for fertility treatment to take up cross border reproductive care. Previous research suggests a lack of knowledge of ED among members of the general public; however, no study has yet assessed knowledge or views of ES in the general public. STUDY DESIGN, SIZE, DURATION Six hundred and thirty-five UK-based women over 18 years were voluntarily recruited from social media community groups by convenience sampling. The recruitment period was from February to April 2020. PARTICIPANTS/MATERIALS, SETTING, METHODS Participants completed a previously validated questionnaire regarding female fertility, ED and ES, including knowledge, perceptions and approval of the practices and relevant legislation. This included ranking key benefits and issues regarding egg sharing. The questionnaire was completed using the online Qualtrics survey software. Statistical analysis was conducted using SPSS. MAIN RESULTS AND THE ROLE OF CHANCE Regarding knowledge of ED and ES, 56.3% and 79.8%, respectively had little or no prior knowledge. Upon explanation, most approved of ED (85.8%) and ES (70.4%). A greater proportion of respondents would donate to a family member/friend (49.75%) than to an anonymous recipient (35.80%). Overall, ES was viewed less favourably than ED, with ethical and practical concerns highlighted. Women aged 18–30 years were significantly more likely to approve of egg donation practice compared to those aged >30 years (P LIMITATIONS, REASONS FOR CAUTION There were several limitations of the study, including the use of convenience sampling and the voluntary nature of participation opening the study up to sampling and participation bias. Finally, closed questions were predominantly used to allow the generation of quantitative data and statistical analysis. However, this approach prevented opinion justification and qualitative analysis, limiting the depth of conclusions drawn. WIDER IMPLICATIONS OF THE FINDINGS To our knowledge, this is the first study to survey the general public’s knowledge and views of ED/ES using a previously validated questionnaire. The conclusion that lack of knowledge could be contributing to the current donor shortfall in the UK demonstrates that campaigns to inform women of the practices are necessary to alleviate donor oocyte shortages. STUDY FUNDING/COMPETING INTEREST(S) No external funds were used for this study. The authors have no conflicts of interest. TRIAL REGISTRATION NUMBER NA.

Objectives This study seeks to understand the experiences of nurses who resigned because of limited available career development opportunities and of the possible reasons for their resignation. Methods Semi-structured interviews were conducted with nine clinical nurses who experienced limitations in the development of their careers and consequently left their jobs to elicit their feelings and reasons for leaving. The content analysis was used to analyze the interview data. Results Two themes and four subthemes relating to the experiences and attributions of former nurses were identified. Nurses who experienced career plateau were disappointed with the current work and uncertainty about the future. The attribution of career plateau lies in unsatisfied personal needs and the absence of organizational support. Conclusions Nurses had strong career plateau experiences before they left, and it caused a series of negative feelings in their practice. Establish a clear career development path and multi-dimensional support from the organization may be helpful to reduce the occurrence of career plateau, thus increasing the retention of nurses.

Between 2010 and 2019 the number of Mexican immigrants in the US declined by almost 780,000, or 7 percent. Repatriated migrants either return voluntarily to Mexico (returnees) or are forcibly remov...

One of the main objectives of sustainable development is to improve living standards and obtain a friendlier business environment, by increasing their competitiveness and performance and the main goal of companies are to achieve a productive activity that ensures their short-term success, but also to pay attention to long-term survival. This analysis was performed to assess the influence of financial indicators of companies and their contribution on the sustainable development of the North-West region of Romania. The research follows the evolution of sustainable development and financial indicators of the sample of 37 companies listed on the BSE, with data collected from 2008-2019, covering the following sectors according to their BSE classification: manufacturing, trade, hotels, construction. In this paper is used both qualitative and quantitative research methods. Among the qualitative research methods used it can be mentioned: observation, comparison and analysis of data. The econometric analysis is based on the estimation of a panel data regression technique and the decision between the random effects model and the fixed effects model was based on the Hausman test. The microeconomic indicators used to analyse the connection with the indicators of sustainable development of the North-West region of Romania are turnover, net profit and the average number of employees used as independent variables and the indicators selected based on information provided by the National Institute of Statistics for the North-West region, called Territorial Sustainable Development Indicators, are the following: Regional Gross Domestic Product, GDP per inhabitant, economically active population, the employment rate of the working age population, the job vacancy rate and the unemployment rate used as dependent variables. The results of the correlation analysis of the parameters showed a weak, insignificant influence between the financial indicators and the sustainable development indicators, the observed data do not allow the identification of a valid linear model.

The article aims to find out the perception of human capital issues by entrepreneurs of small and medium-sized enterprises within the V4 countries, who implement the concept of CSR in their managerial praxis. The paper is based on a questionnaire survey with data collection from September 2019 to January 2020 with a total of 1585 respondents. Statistical methods of Pearson's chi-square and z-score were used to test the hypotheses. The results revealed differences between countries in terms of employees' turnover, perception of employees as the most important corporate capital, or the implementation of participatory management style. On average, 93% of respondents consider employees the most important company capital across the countries. There is also a strong consensus on the necessity of evaluating employee performance and motivation to innovate work practices.On the contrary, differences in the opinion on staff turnover were found among researched countries. The highest rate of turnover is among Polish entrepreneurs, and the lowest is in Hungary. With the growing company's size, the turnover of employees is getting higher. A participative management style is mainly implemented in the praxis by Slovak entrepreneurs (90%) and least by Hungarian (68%). However, Hungarian entrepreneurs are highly aware of the fact that their employees try to increase their performance, and healthy competition prevails among them (74%). The results may be interesting for those who promote or implement CSR in the conditions of the researched countries.