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Retaining pregnant women and mothers is a prevalent challenge for companies in the United States. In this paper, we highlight the importance of favorable maternity benefits. Specifically, we argue that maternity benefits can signal how pregnant workers are treated within the organization, particularly as women compare their own benefits to referent others'. Drawing from identity threat response theory, we propose a conceptual framework that explains the influence of maternity benefit comparisons on perceptions of discrimination and, subsequently, turnover. Upon evaluating two studies using multi-wave survey data and two vignette studies, our results indicate that when women perceive their maternity benefits to be less favorable than referent others' benefits, they perceive more pregnancy discrimination. In turn, perceptions of pregnancy discrimination influence their subsequent turnover decisions. Consistent with identity threat response theory, our results also suggest that perceived supervisor support is a significant moderator, weakening the impact of maternity benefit comparisons on perceptions of pregnancy discrimination. [ABSTRACT FROM AUTHOR]

Can algorithms that predict customer movie and shopping preferences also predict which employees are likely to leave andwhere they are likely to go, thus helping to retain talent? This study applies a type of machine learning (ML) technique, collaborative filtering (CF) recommender system algorithms, to investigate the comparison between satisfaction with the current job and potential satisfaction with job alternatives, which is inherent in theorizing about individual turnover decisions. The comparison of those anticipated ratings along with employee's current job satisfaction creates two operationalizations: the quantity of more desirable job alternatives and the quality (or extent of desirability) of job alternatives. To test the effectiveness of this novel approach, we applied recommender system algorithms to a longitudinal archival dataset of employees and had three main findings. First, the recommender system algorithms efficiently predicted job satisfaction based on just two sources of information (i.e., work history and job satisfaction in previous jobs), providing construct validity evidence for recommender systems. Second, both the quantity and the quality of more desirable job alternatives compared to the current job positively correlated with employees' future turnover behavior. Finally, our CF recommender system algorithms predicted where employees moved to, and even more effectively if constraining the alternative jobs to the same occupation. We conclude with implications how recommender system algorithms can help scholars effectively test theoretical ideas and practitioners predict and reduce turnover. [ABSTRACT FROM AUTHOR]

Purpose: In this paper, the authors examine auditor upward feedback, which provides a unique opportunity for staff auditors to exercise their voice within an audit firm. Upward feedback can improve employee perceptions of fairness and justice while mitigating feelings of burnout and turnover intentions, thus enhancing audit quality. However, it is unclear which circumstances improve the likelihood that auditors will use their voice and give feedback to superiors. The purpose of this study is to investigate contextual factors that impact the likelihood that auditors will provide upward feedback. Design/methodology/approach: Using a 2 × 2 + 2 experiment with staff auditors, the authors test the likelihood of giving feedback when presented with different feedback systems (electronic anonymous, face-to-face or no opportunity) and experiences with managers (favorable or unfavorable). Findings: The authors find that, while feedback type alone does not change the likelihood of auditors providing upward feedback, auditors are more likely to provide feedback after a favorable manager experience than an unfavorable one. The likelihood of providing feedback after an unfavorable experience is higher, however, when the feedback type is electronic and anonymous as opposed to face-to-face. Additional analyses illustrate strong relationships between manager experience, feedback type and procedural justice, which significantly influence the turnover intentions of staff auditors. Originality/value: To the best of the authors' knowledge, the authors are the first to examine the value of subordinates' upward feedback on firm outcomes, including burnout and turnover intention. [ABSTRACT FROM AUTHOR]

Elevational gradients constitute excellent systems for understanding the mechanisms that generate and maintain global biodiversity patterns. Climatic gradients associated with elevation show strong influence on species distribution in mountains. The study of mountains covered by the same habitat type is an ideal scenario to compare alternatives to the energy hypotheses. Our aim was to investigate how changes in climatic conditions along the elevational gradient drive α- and β-diversity of four taxa in a mountain system located within a grassland biome. We sampled ants, spiders, birds and plants, and measured climatic variables at six elevational bands (with 10 sampling sites each) established between 470 and 1,000 masl on a mountain from the Ventania Mountain System, Argentina. Species richness per site and β-diversity (turnover and nestedness) between the lowest band and upper sites were estimated. For most taxa, species richness declined at high elevations and energy, through temperature, was the major driver of species richness for ants, plants and birds, prevailing over productivity and water availability. The major β-diversity component was turnover for plants, spiders and birds, and nestedness for ants. The unique environmental conditions of the upper bands could favour the occurrence of specialist and endemic species. [ABSTRACT FROM AUTHOR]

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

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

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

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

IntroductionWith the deepening of the healthcare reform in China, the competition in the sector is becoming fiercer leading to several unintended consequences such as talent turnover, which highly affect hospital development. Taking the case of a specialized university-affiliated stomatology hospital in Guangzhou, this thesis aims to analyze the main factors that contribute to talent turnover in this type of hospitals. The loss of talents in the field of stomatology is not unique to China and represents a significant problem in both developed and developing countries.MethodsThe data for the study were collected from post facto live interviews conducted with 21 resigners to understand their feelings and motivations after the passage of time. The data were coded and concepts refined using MAXQDA software to form 18 sub-categories and six aggregate dimensions leading to the construction of two theoretical models.ResultsThe balance of power embedded in the dual leadership system characteristic of Chinese organizations and corresponding leadership style and behavior, deeply affect the turnover of talents. The more unbalanced the power, the greater the impact on turnover.ConclusionBased on the situation studied, a power imbalance allowed for individual behaviors that determined the development of the hospital and directly affected institutional fairness, culture, working atmosphere and ultimately led to turnover.

The aggravation of relations in the field of global finance, the change of international partners and disruption of international economic relations cause the need to strengthen payment discipline and accelerate payments, which is especially important in the context of the expansion of new associations of states. The consequences of the COVID-19 pandemic have also led to a reduction in the liquidity of organizations and increased the need for funds. Timely repayment of accounts receivable increases the availability of cash to suppliers, and the acceleration of settlements contributes to an increase in available funds, which makes it possible to use them additionally in commercial turnover. The purpose of the study was to improve the system of settlements (based on their turnover) with debtors and rational distribution of the terms of cash refunds using the matrix method. The existing systems for assessing financial and cash flows in settlements with debtors and the indicators used for this purpose do not always express the dependent relationship between the growth of sales revenue, the turnover of accounts receivable and the degree of its repayment. In this regard, the objective of the study was to improve the existing indicators of the analysis of accounts receivable. The article examines the methods of accounts receivable management integrated into the system based on a client- oriented approach. In the course of the work the methods of comparison, statistics, mathematical modeling were used. A system for tracking the balances of accounts receivable, comparing them with sales volumes and turnover indicators is proposed. The author formulated the concept of the cycle of accounts receivable circulation. It is revealed that the use of indicators of turnover of accounts receivable and sales volume do not accurately reflect the quality of repayment of accounts receivable, their interdependence and do not disclose the possibility of additional release of funds from settlements with debtors. To solve this problem, a new indicator has been introduced — the rate of repayment of receivables. An approach is proposed to substantiate the expediency and feasibility of accelerating payments based on the elasticity of revenue or proceeds from the sale of products, works and services to the rate of repayment of receivables. The results of the research were the creation of a system for tracking receivables balances and comparing them with sales volumes and turnover indicators, which can be useful for organisations selling products, works and services under credit agreement to accelerate cash receipts.

Abstract Background In the light of personnel shortage, the health care sector is facing the challenge to combine increasing employees‘ as well as patients’ needs. The aim of this study was to investigate the association between working-time autonomy and health-related (fatigue, psychosomatic complaints and work ability), as well as occupational outcomes (job satisfaction and turnover intention) in a large sample of health care employees. Method Based on data of the BauA-Working Time survey, a sample of n = 1,093 employees working in the health care sector was analysed. Outcomes were assessed by the German Fatigue Scale, the Work Ability-Index and single-item measurements. Besides descriptive analyses, latent profile analysis (LPA) was used to determine clusters of employees based on working-time autonomy. Subsequently, regression analyses have been conducted to examine the association between autonomy clusters with health-related and occupational outcomes, controlling for sociodemographic characteristics and employment status. Results LPA revealed that a three-cluster model was most suitable: high autonomy (cluster 1), medium autonomy (cluster 2) and low autonomy (cluster 3). The extracted profiles of working-time autonomy differed significantly in terms of sociodemographic and occupational characteristics, but not in terms of average working hours per week or monthly household income. The multivariate regression analysis revealed that being in the low-autonomy cluster was associated with more psychosomatic health complaints (IRR: 1.427, p = 0.008), lower work ability (OR 0.339, p

OBJECTIVE: Moral distress emanating from value conflicts comprising ethical dimensions pose a threat to nurses’ health and retention, as well as to the quality of care. The aim of the present study was to investigate the relationships between the frequency of ethical value conflicts (EVC), and the perceived distress when they occur, respectively, and nurses’ work-related stress, burnout symptoms, turnover intent, team effectiveness, and patient safety. METHODS: A two-wave longitudinal cohort questionnaire study was performed among registered nurses at six hospitals in two Swedish regions. Cross-sectional analyses (T1) were based on 1817 nurses in 228 care units (CU), and longitudinal analyses (T1 – T2) on 965 nurses in 190 CU. Hypothesis testing was performed using multilevel controlled regression modeling. RESULTS: The results indicated that nurses who were often exposed to EVC also to a higher extent tended to report these conflicts as stressful. Frequent exposure to EVC induced by insufficient resources, inapt organizational structures or interpersonal staff relations were cross-sectionally associated with work-related stress, burnout symptoms, turnover intent, and team effectiveness. The longitudinal analyses indicated that EVC induced by a lack of resources primarily had negative effects on nurses’ health and well-being. At the CU level, such conflicts also impaired team effectiveness. At the individual level, EVC induced by organizational constraints or interpersonal relations negatively affected care effectiveness. CONCLUSIONS: EVC are related to negative consequences in healthcare, and such processes take place both on the individual and organizational levels.

The authors develop a model of cumulative disadvantage relating three axes of disadvantage for hourly workers in the US retail and food service sectors: schedule instability, turnover, and earnings. In this model, exposure to unstable work schedules disrupts workers' family and economic lives, straining the employment relation and increasing the likelihood of turnover, which can then lead to earnings losses. Drawing on new panel data from 1,827 hourly workers in retail and food service collected as part of the Shift Project, the authors demonstrate that exposure to schedule instability is a strong, robust predictor of turnover for workers with relatively unstable schedules (about one-third of the sample). Slightly less than half of this relationship is mediated by job satisfaction and another quarter by work–family conflict. Job turnover is generally associated with earnings losses due to unemployment, but workers leaving jobs with moderately unstable schedules experience earnings growth upon re-employment. [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]

In this study, we conducted a comprehensive examination of changes in beta diversity over a decade (2009–2019) at 482 sites across five major river basins in South Korea and analyzed the changes in community concordance between freshwater fish and benthic macroinvertebrates. Temporal beta diversity for both fish and macroinvertebrate generally increased across all basins, suggesting continuous changes in their community composition over time. However, the rate and extent of these changes varied substantially among the basins. Moreover, turnover, a measure of species replacement, consistently exceeded nestedness, a measure of species loss or gain. This indicates that species replacement –especially from endemic and anthropogenic disturbance sensitive species to invasive and tolerant species – is the dominant process shaping the observed biodiversity patterns. Furthermore, the degree of similarity between fish and macroinvertebrate communities (i.e., concordance) showed a diverse pattern of changes across the basins, emphasizing that the annual rate of biodiversity change between two communities differs according to the basins. The study's results indicate that species replacements are the dominant force reshaping aquatic communities, with significant implications for ecological resilience and adaptive management. These findings underscore the necessity of continuous biological monitoring and further research incorporating comprehensive environmental data to better understand and mitigate the impacts of environmental changes on biodiversity.

Aim Background Methods Findings Conclusion Implications for Aged Care Impact Reporting Method No Patient or Public Contribution To identify key factors that influence personal care workers' (PCW) intention to stay in residential aged care (RAC).PCWs are the ‘backbone’ of providing direct care in RAC settings. The well‐being of older people hinges upon their dedication and commitment; thus, enhancing their intention to stay is a priority to reduce turnover and ensure continuity of care.Six databases were searched for articles focusing on factors influencing PCWs' intention to stay in RAC. Studies were independently assessed for quality using the Joanna Briggs Institute Methodology for systematic review tools. Reporting of the results followed the PRISMA guidelines.Eight articles published between 2010 and 2022 were included. The key issues were categorized as: (a) sociodemographic characteristics; (b) psychological factors; (c) workplace factors and (d) job satisfaction. Older age, being married and immigration status were positively associated with intention to stay. Work stress and burnout contributed towards demotivation, while a supportive and engaging organizational culture that recognized workers' contributions and provided appropriate remuneration and benefits, enhanced job satisfaction and retention.This review affirms the complexity of the decision‐making process influencing workers' intention to stay. A comprehensive understanding of the interplay of these factors and the personal and sociocultural challenges faced by PCWs is essential to design strategies to provide support and enhance job satisfaction and retention.This review showed that support from the organization is critical in improving PCWs' intention to stay in aged care. Given the interconnectedness of a range of key factors, decision‐makers need to address modifiable factors holistically. Including PCWs in planning retention strategies could be the missing link in tailoring interventions towards workforce retention. Personal, psychological and workplace factors alone and in combination influence personal care workers' intention to stay in residential aged care (RAC). The interrelationships among the factors impacting PCWs' intention to stay are complex, wherein a change in one often influences other factors. Addressing the causes of psychological stress, improving workplace culture and understanding their interrelationships provide a foundation for co‐designing strategies to promote intention to stay among PCWs in RAC. The authors have adhered to relevant EQUATOR guidelines PRISMA.This integrative review is conducted with no involvement or contribution from patients or the public. [ABSTRACT FROM AUTHOR]

Aims Design Methods Data Sources Results Conclusions Implications for the Profession and/or Patient Care Impact Reporting Method Patient or Public Contribution To understand factors influencing nurse manager retention or intention to leave, develop a preliminary theoretical model and identify strategies and interventions for workforce planning.Systematic review update of literature with integrated design of mixed research synthesis.We included peer‐reviewed articles examining factors influencing retention or intention to leave for front‐line, middle or patient care nurse managers. Authors independently screened articles for inclusion and assessed included articles for quality. We adhered to a convergent synthesis approach.Nine databases included MEDLINE, EMBASE, PsychINFO, CINAHL Plus with Full Text, ERIC, Health Source Nursing/Academic Edition, Scopus, ProQuest Dissertations and Theses and LILACS in January 2023.Thirty‐five studies published between 1990 and 2022, 22 quantitative and 13 qualitative or mixed methods, were included. 155 factors influencing nurse manager retention, intention to stay, or turnover were reported. Job satisfaction was most frequently examined (n = 7), followed by factors such as empowerment (n = 3), decision‐making (n = 3) and resilience (n = 2). We developed a preliminary theoretical model demonstrating staff relations and leadership, organizational and job characteristics, socio‐demographics, personal characteristics, well‐being and nurse manager relationship with work influence managers' intention to stay or to leave.Nurse managers who were empowered, satisfied with their work, received constructive feedback and found meaning in their roles showed greater intent to stay.Nurse administrators can ensure managers are provided with authority to make decisions that promote autonomy. Work cultures that allow for regular meaningful constructive feedback from staff and leaders may contribute to nurse managers feeling valued.Understanding factors that influence job retention or intention to leave may help nurse managers and their supervisors identify areas for strategy and intervention design to ensure sustainability of this workforce.PRISMA 2020 Guidelines.No patient or public contribution. [ABSTRACT FROM AUTHOR]

Hutchinson–Gilford Progeria syndrome (HGPS) is a severe premature ageing disorder caused by a 50 amino acid truncated (Δ50AA) and permanently farnesylated lamin A (LA) mutant called progerin. On a cellular level, progerin expression leads to heterochromatin loss, impaired nucleocytoplasmic transport, telomeric DNA damage and a permanent growth arrest called cellular senescence. Although the genetic basis for HGPS has been elucidated 20 years ago, the question whether the Δ50AA or the permanent farnesylation causes cellular defects has not been addressed. Moreover, we currently lack mechanistic insight into how the only FDA‐approved progeria drug Lonafarnib, a farnesyltransferase inhibitor (FTI), ameliorates HGPS phenotypes. By expressing a variety of LA mutants using a doxycycline‐inducible system, and in conjunction with FTI, we demonstrate that the permanent farnesylation, and not the Δ50AA, is solely responsible for progerin‐induced cellular defects, as well as its rapid accumulation and slow clearance. Importantly, FTI does not affect clearance of progerin post‐farnesylation and we demonstrate that early, but not late FTI treatment prevents HGPS phenotypes. Collectively, our study unravels the precise contributions of progerin's permanent farnesylation to its turnover and HGPS cellular phenotypes, and how FTI treatment ameliorates these. These findings are applicable to other diseases associated with permanently farnesylated proteins, such as adult‐onset autosomal dominant leukodystrophy. [ABSTRACT FROM AUTHOR]

The term "systemwell-being" canmove forward a new vision, meaning the result coming from the addition of the well-being of persons belonging to different institutions and organizations, which are all parts of the "health care system." Beginning with this "new definition," with the aim of analyzing the multifaceted issues related to nurses' well-being, we could use the "classical nursing metaparadigm" composed of 4 concepts: "health,""nursing," "environment," and "person."We briefly describe this conceptualmap and provide some focused suggestions for further reflection on topics such as physical and psychological well-being, economic gain and career opportunities, work climate, burnout, low job satisfaction, moral distress, compassion fatigue, and a joyful work environment. This view may help organizations to focus on interventions to prevent or eliminate stress, whichmay be more proactive and effective than interventions to manage stress. Moreover, it offers a multidimensional map to analyze the different aspects influencing the well-being issue, keeping in mind that a concrete solution can be obtained only if all the components of health care systems and society do their part. Some solutions proposed by authors and organizations to increase nurses' well-being are mindfulness based, such asmeditation, yoga, acupuncture, gratitude, journaling, choirs, coaching, workload reduction, job crafting, and peer networks. Other reflections on work organization, expected professional behaviors, nurses' retention, and education should be added to the discussion on this multidimensional issue. [ABSTRACT FROM AUTHOR]

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

Aim: This study aimed to investigate the relationship between nurses' perception of toxic leadership and their organizational trust levels and turnover intentions. Design: This cross‐sectional study was conducted using an online survey of 168 nurses working in public and university hospitals. Methods: Data were collected between April and November 2022 with the Toxic Leadership Scale, Organizational Trust Scale and Turnover Intention Scale. Descriptive statistics, correlations, and regression analyses were used to analyse these data. Results: It was determined that almost half of the nurses (46.4%) were exposed to negative behaviours from their managers within the last year. Nurses' perception of toxic leadership, organizational trust level and turnover intention were moderate. It was found that nurses' perceptions of toxic leadership had a negative effect on organizational trust level (R2 =.691; β = −0.832; p <.05) and a positive significant effect on turnover intention (R2 =.267; β = 0.521; p <.05). Conclusions: This study revealed that toxic leadership behaviours in health organizations should be struggled with to increase nurses' organizational trust and reduce their turnover. In this context, an organizational culture in which toxic behaviours are not tolerated should be established in health organizations. Impact: What problem did the study address? In the literature, mostly positive leadership behaviours of nurse managers are emphasized and little is known about their negative behaviours such as toxic leadership. What were the main findings? It was determined that nurses who perceived more toxic behaviour from their managers had less trust in their organizations and higher turnover intention. On whom will the research have an impact? To provide a positive working environment and reduce turnover, it is necessary to create an organizational culture in which the toxic behaviours of nurse managers are not tolerated. Patient or Public Contribution: No patient or public contribution. [ABSTRACT FROM AUTHOR]

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

Technological developments in Indonesia continue to increase. This is followed by an increase in the level of insurance literacy. Digital-based insurance or InsurTech is the use of insurance products offered online. It is expected that the development of MSMEs in Magelang City will have the convenience of buying insurance products as an asset safeguarding investment in the event of an unexpected accident. The purpose of this study is to identify the potential of the MSMEs sector, identify related legal InsurTech services that can be accessed by MSMEs, and provide an important overview of InsurTech for safeguarding assets as a supporter of MSMEs sustainability in Magelang City. The study was carried out descriptively and supported by secondary data in the form of the number of MSMEs, MSMEs workers, and turnover. Data analysis was done using the Location Quotient method. The findings of the study show that the City of Magelang consists of four MSMEs sectors, namely, services, trade, agriculture, and production/non-agriculture. The study is divided into three regions with different base sectors. The northern region of the base sector included services, agriculture, and production/non-agriculture. Services and trade are the basic sectors in the central region, while the southern region has trade and production/non-agricultural base sectors. The results of the InsurTech mapping study show that there are four insurance services registered with the OJK including Qoala, Yuk Takaful, Cermati, and Pasar Polis. MSMEs sustainability can occur after the mapping of potential MSMEs and InsurTech sectors has been identified. [ABSTRACT FROM AUTHOR]

Regulatory changes by the Indonesian Government that affect labor service providers in the Mimika Region, particularly the transition from fixed-term contracts (PKWT) to permanent contracts (PKWTT), have led to increased wage disparities and employee turnover. This study aims to analyze the impact of compensation and motivation on turnover intention, as well as to understand the factors that influence employee work motivation when facing operational and structural challenges. The methodology used is Structural Equation Modeling (SEM) with Partial Least Squares (PLS) technique using SmartPLS software version 3.2.8. Survey results indicate that the average intention of employees to leave the company is 79.4%. Conversely, employee compensation and motivation are low, with 45.1% and 44.8%, respectively. Hypothesis results show that compensation and motivation significantly reduce turnover, with compensation influencing at -0.542 and motivation at -0.228. The research results indicate that compensation falls into the poor category, employee motivation is low, and employee turnover falls into the high category. Furthermore, compensation and motivation have a significant effect on turnover intention in a negative direction, meaning that the better the compensation provided, the lower the turnover intention. Similarly, the higher the employee motivation, the lower the turnover intention. [ABSTRACT FROM AUTHOR]

SUMMARY: We explore the impact of turnover within top executive teams, with particular emphasis on executives other than the CEO and chief financial officer (CFO), on auditors' perceptions of financial reporting risk. Consistent with upper echelon theory, we find that non-CEO/non-CFO executive team turnover increases perceptions of financial reporting risk even with continuity of the CEO and CFO. Additionally, we find that the effect of CEO and CFO turnover on perceptions of risk is primarily driven by concurrent turnover with other top executive team members. Further, the effect of other top executive turnover is more pronounced among firms that had higher-ability managers and that face greater constraints in replacing top talent. This effect is partially mitigated when the firm has an effective financial reporting environment and when the CEO who remains in place has greater operational involvement. These findings highlight the importance of other top executive turnover in risk assessments. Data Availability: Data are available from the public sources cited in the text. JEL Classifications: G30; M12; M41; M42. [ABSTRACT FROM AUTHOR]

Turnover among nurses has been recognized as a frequent and enduring problem in healthcare worldwide. The widespread nursing shortage has reached the level of a healthcare crisis. The COVID-19 pandemic has illustrated the importance of understanding the contributing factors of nurse turnover, and more importantly how to mitigate the problem. Using crosssectional survey data collected from 3370 newly licensed nurses working across 51 metropolitan areas within 35 U.S. states, we explore how role overload and work constraints can both diminish job satisfaction and increase turnover intentions of new nurses. Coworker support and work role centrality are identified as moderators of these relationships which show potential to mitigate these negative outcomes. This study highlights the importance of coworker support and work centrality in improving job satisfaction and subsequent turnover intentions among newly licensed nurses. [ABSTRACT FROM AUTHOR]

The purpose of this article was to develop and validate a new scale of workplace shocks and extend our understanding of the means by which workplace shocks may influence employee turnover. Drawing from the meaning maintenance model and the sensemaking literature, we embarked on a multiwave field study with 252 frontline hotel employees, introducing an integrated model that elucidates the mechanisms and conditions under which workplace shocks may lead to turnover. Using a novel approach to assess workplace shocks, we found they influence employee turnover through organizational embeddedness and general self-efficacy; however, these effects diminish with high levels of internal control-oriented human resource practices (ICHRPs). The theoretical and managerial implications of this study are discussed. [ABSTRACT FROM AUTHOR]

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Aim Background Introduction Methods Results Conclusion Implications for nursing Implications for nursing and health policy The study's aim was to examine how workplace incivility and workload influence nurses' work attitudes (turnover intention, job satisfaction, and organizational commitment) using the stress–strain–outcome framework.There is a lack of comprehensive research on the combined effects of workplace incivility and workload on nurses' work attitudes.Two workplace stressors, incivility and workload, were hypothesized to lead to burnout, which in turn influences nurses’ work attitudes.A cross‐sectional, descriptive correlational study was conducted. Survey data were collected from 1,255 direct care nurses with a minimum of 6 months’ nursing experiences in 34 general hospitals across Korea. Structural equation modeling was used to test the hypothesized model. This study is reported using the STROBE checklist.As hypothesized, both workplace incivility and workload increased burnout. Heightened burnout correlated with increased turnover intention, lowered job satisfaction, and reduced organizational commitment. While workplace incivility impacted these outcomes both directly and indirectly via its effect on burnout, workload influenced the outcomes solely through burnout.The study's findings are based on one, nonrandomized sample of nurses working at South Korean hospitals. Despite such study limitations, the study findings support the adverse impact of two workplace stressors on burnout and nurses’ work attitudes.Evidence‐informed interventions for both workplace stressors include training programs, clear policy guidelines, open communication channels, and supportive work environments.Zero tolerance and equity, diversity and inclusivity policies to promote workplace civility must be enforced. Workload needs to be patient‐centered, ensuring a “fit” between patient needs and nurse staffing. [ABSTRACT FROM AUTHOR]

Simple Summary: Beta diversity is considered to be more accurate in reflecting the dynamics of community structure, as well as community assembly rules. However, many previous studies were only conducted in islands and lakes, while more attention is still needed for montane ecosystems. The main objective of the present study was to understand tadpole β diversity in temperate montane streams. The field work was conducted in 18 streams of Mount Emei, southwestern China, in 2018 and 2019. Our results indicated a high total tadpole β diversity, which was mainly contributed by a turnover process, and this pattern was shaped by both spatial and environmental factors. Understanding the spatial variation and formation mechanism of biological diversity is a hot topic in ecological studies. Comparing with α diversity, β diversity is more accurate in reflecting community dynamics. During the past decades, β diversity studies usually focused on plants, mammals, and birds. Studies of amphibian β diversity in montane ecosystems, in particular, tadpoles, are still rare. In this study, Mount Emei, located in southwestern China, was selected as the study area. We explored the tadpole β diversity in 18 streams, based on a two-year survey (2018–2019). Our results indicated a high total β diversity in tadpole assemblages, which was determined by both turnover and nestedness processes, and the dominant component was turnover. Both the total β diversity and turnover component were significantly and positively correlated with geographical, elevational, and environmental distances, but no significant relationship was detected between these and the nestedness component. Moreover, the independent contributions of river width, current velocity, and chlorophyll α were larger than that of geographical and elevational distance. Overall, tadpole β diversity was determined by both spatial and environmental factors, while the contribution of environmental factors was larger. Future studies can focus on functional and phylogenetic structures, to better understand the tadpole assembly process. [ABSTRACT FROM AUTHOR]

On the sandy coastal plains, environmental filters that limit seedling establishment and survival create a naturally heterogeneous landscape, formed by vegetation patches inserted in a matrix of bare sandy soil. The succession processes in these ecosystems depend on some pioneer species that facilitate the recruitment and survival of other species. Here, we evaluated the spatial pattern and changes of vegetation patches of restinga (i.e., coastal sandy plain vegetation) over one decade (2011–2021). The research was carried out in Alagoas State, Northeast of Brazil. We considered as patches the vegetation islands inserted in a matrix of bare sandy soil and applied methodologies of photointerpretation. Landscape metrics included patch area, edge, shape, and core area. To test the effect of landscape metrics on species occurrence and species richness per patch, we applied generalized linear models (GLM) with binomial and quasi‐Poisson distributions, respectively. We used the "betapart" package to evaluate the importance of turnover and nestedness as drivers of beta diversity among patches. Our data indicate that a key plant (Myrciaria floribunda), which can propagate by root suckers, initiates a succession process, creating regeneration nuclei, which seem to follow a deterministic succession pattern until the patch reaches 10 m2 in area. In the successional sequence, the patches grow and coalesce with neighboring patches. Species richness of patches presented an unimodal response to patch size. Overall, there is a greater contribution of species turnover to among‐patch beta diversity. However, for patches smaller than 10 m2, beta diversity was mostly driven by nestedness, reflecting a process of species addition to the growing patches. The succession pattern found in the study area should be considered for the formulation of nature‐based restoration models, expected to be more efficient and effective for ecosystems with similar environmental filters. [ABSTRACT FROM AUTHOR]

With climate zones moving poleward, it is interesting to know how rapidly species are gained and lost along temperature gradients. For the Australian native vascular flora, observed climate envelopes for species distributions have here been calculated from data for occurrence at geographical locations. For each degree temperature increase along a continental temperature gradient, numbers of species crossing their cold boundary and hence added to the flora, and crossing their warm boundary and hence lost to the flora, were counted. These counts of gains and losses were expressed as percentages of the flora recorded as present at that temperature. We report results for the flora at > 700 mm rainfall pa along the Australian east coast, where higher rainfall is continuously distributed throughout the latitudinal range. Per °C mean annual temperature increase, 20 ± 11% (mean ± SD) of species were gained, and 14 ± 4% were lost, across the range 9–23°C. Many further questions arise. For example, which other continental floras might show faster or slower rates of species gain and loss along temperature gradients? Similarly, might species with particular traits show faster rates of turnover: for example, species with local dispersal such as those with diaspore morphologies adapted for ants, compared to those adapted for bird dispersal? [ABSTRACT FROM AUTHOR]

β‐diversity patterns (the compositional variations across sites) and their drivers are the major concerns of biodiversity research and conservation practices, whereas such information remains scarce for vascular epiphytes, especially in tropical forest communities. This study aimed to reveal the pattern and driving process of the compositional variations of vascular epiphytes in a tropical cloud forest on Hainan island, southern China, and their differences from those of terrestrial woody plants. To this end, we quantified their between‐habitat compositional variations and distinguished the underlying components of β‐diversity (nestedness and turnover). We then examined the relative roles of niche‐based and neutral processes in driving the compositional variations by using a null model approach. Our results showed that the between‐habitat compositional variations were significant for both plant assemblages and stronger in vascular epiphytes than in terrestrial woody plants. The turnover component of β‐diversity was significantly stronger in terrestrial woody plants, accounting for 73.16–80.08% of the variations. By contrast, the nestedness component was significantly stronger in vascular epiphytes and characterized 46.82–67.5% of the variations. Besides, the compositional variations of both plant assemblages, especially terrestrial woody plants, were generally poorly fitted by the simulated niche‐based scenarios but well fitted by the simulated neutral scenarios. Overall, the compositional variations of both plant assemblages were significant and mainly due to dispersal limitation, albeit to varying degrees. Hence, further studies of these plant assemblages at local scales should not be ideologically limited to the niche‐based framework. Moreover, the stronger nestedness observed in vascular epiphytes suggests the greater importance of prioritizing conservation efforts in the species‐rich habitats for these plants. [ABSTRACT FROM AUTHOR]