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Objective: The aim of the study is to examine how involvement in the Whole Health System of care, clinically and personally (through employee-focused activities), would affect employee satisfaction, engagement, burnout, and turnover intent in the Veterans Health Administration. Methods: Multivariate logistic regression analysis of cross-sectional survey from Veterans Health Administration employees was used to determine the influence of Whole Health System involvement and EmployeeWhole Health participation on job attitudes. Results: Whole Health System involvement was associated higher job satisfaction, higher levels of engagement, lower burnout, and lower turnover intent.A similar pattern of results was identified when looking specifically at Employee Whole Health participation and associated job attitudes. Conclusions: Employees who are either directly involved in delivering Whole Health services to veterans or who have participated in Whole Health programming for their own benefit may experience a meaningful positive impact on their well-being and how they experience the workplace. [ABSTRACT FROM AUTHOR]

The job demands–resources (JD-R) theory explicates factors that facilitated social worker burnout prepandemic. Authors believe the JD-R theory can illustrate how certain factors facilitated social worker job retention in the novel context of the pandemic because a sizable group of social workers resisted burnout-related turnover. Disseminating these factors can benefit the profession. Qualitative cross-sectional data were elicited from a semistructured interview about experiences of U.S. Department of Veterans Affairs (VA) outpatient social workers (N = 13) who provided care during the pandemic. Authors conducted content analysis and coded the text into six themes of factors that facilitated retention: (1) commitment to serving veteran population, (2) job flexibility, (3) supportive colleagues, (4) leadership support, (5) maintaining normal routines, and (6) trusting in scientific/evidence-based practices. Application of the JD-R theory illustrated how social workers utilized specific resources that balanced job demands during the pandemic and facilitated job retention. Future work should apply the JD-R theory among larger samples of VA social workers, as well as non-VA social workers, in the context of the pandemic, for comparative purposes. Authors conclude with policy implications related to the impact of permanently allowing telework options and job flexibility options among social workers. [ABSTRACT FROM AUTHOR]

Sex determination systems have greatly diversified between amphibians and reptiles, with such as the different sex chromosome compositions within a single species and transition between temperature‐dependent sex determination (TSD) and genetic sex determination (GSD). In most sex chromosome studies on amphibians and reptiles, the whole‐genome sequence of Xenopous tropicalis and chicken have been used as references to compare the chromosome homology of sex chromosomes among each of these taxonomic groups, respectively. In the present study, we reviewed existing reports on sex chromosomes, including karyotypes, in amphibians and reptiles. Furthermore, we compared the identified genetic linkages of sex chromosomes in amphibians and reptiles with the chicken genome as a reference, which is believed to resemble the ancestral tetrapod karyotype. Our findings revealed that sex chromosomes in amphibians are derived from genetic linkages homologous to various chicken chromosomes, even among several frogs within single families, such as Ranidae and Pipidae. In contrast, sex chromosomes in reptiles exhibit conserved genetic linkages with chicken chromosomes, not only across most species within a single family, but also within closely related families. The diversity of sex chromosomes in amphibians and reptiles may be attributed to the flexibility of their sex determination systems, including the ease of sex reversal in these animals. Research Highlights: Particular chicken homologous chromosomes were frequently co‐opted as sex chromosomes in amphibians and reptiles.The sex chromosome diversity in these animals may be attributed to the flexibility of their sex determination systems. [ABSTRACT FROM AUTHOR]

The Facility Service (FS) industry lacks comprehensive scientific reports due to its fragmented representation in the NACE industry classification system in the EU. This article addresses this gap by offering insights into the FS market's turnover, number of companies, and employees. The study examines the development of turnover, company count, and employee numbers in the outsourced FS sector in the EU and the five major European economies since 2008. The European norm EN 15221:4 defines FS activities, which were cross-referenced with Eurostat's economic data to identify relevant FS services. Extensive data quality checks were conducted to ensure accuracy. From 2008 to 2018, the FS sector's size in terms of turnover and companies was estimated and compared across countries. Findings reveal that the EU's FS sector reached a turnover of over 1142 billion in 2017, with nearly 2 million companies and over 15 million employees. Despite the 2008/2009 financial crisis, the FS sector in the EU demonstrated stability compared to the broader economy in the selected countries. [ABSTRACT FROM AUTHOR]

Bone histomorphometric endpoints in transilial biopsies may be associated with an increased risk of atypical femoral fracture (AFF) in patients with osteoporosis who take antiresorptives, including bisphosphonates (BPs). One way to test this hypothesis is to evaluate bone histomorphometric endpoints in age-, gender-, and treatment time-matched patients who either had AFF or did not have AFF. In this study, we performed transiliac bone biopsies in 52 White postmenopausal women with (n  = 20) and without (n  = 32) AFFs, all of whom had been treated for osteoporosis continuously with alendronate for 4–17 yr. Despite the matched range of treatment duration (4–17 yr), AFF patients received alendronate for significantly longer time (10.7 yr) than non-AFF patients (8.0 yr) (P  = .014). Bone histomorphometric endpoints reflecting microstructure and turnover were assessed in cancellous, intracortical, and endocortical envelopes from transilial biopsy specimens obtained from BP-treated patients 3–6 mo after AFF and from non-AFF patients with similar age-, gender-, and range of BP treatment duration. However, in both cancellous and intracortical envelopes, AFF patients had significantly lower wall thickness (W.Th) and higher osteoclast surface (Oc.S/BS) than non-AFF patients. In addition, AFF patients had significantly higher eroded surface (ES/BS) only in the intracortical envelope. None of the dynamic variables related to bone formation and turnover differed significantly between the groups. In conclusion, in the ilium of BP-treated patients with osteoporosis, AFF patients have lower thickness of superficial bone (lower W.Th) of the cancellous and cortical envelopes than non-AFF patients. AFF and non-AFF patients have a similar bone turnover rate in the ilium. Furthermore, in this population, as in previous work, AFF is more likely to occur in BP-treated patients with longer treatment duration. [ABSTRACT FROM AUTHOR]

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

Questions about whether candidate perceptions of recruitment and selection practices "matter" have been raised for decades. This study tackles such questions by developing a new theoretical framework to understand the business unit-level emergence and consequences of the collective candidate experience, defined as " Applicants' aggregate overall cognitive and affective perceptions based on multiple interactions with a business unit over the course of the entire recruitment and selection process." A theoretical framework is introduced that integrates signaling theory with research from marketing, recruitment, and applicant reactions to propose that the collective candidate experience construct emerges from interactions in unit-specific social, structural, and physical contexts. The construct is further expected to influence new hire outcomes and business unit outcomes. We then test the theorized consequences of the collective candidate experience in a multi-unit quick service restaurant organization. The collective candidate experience is positively associated with collective new hire engagement, which in turn is associated with collective new hire turnover intentions, collective turnover, and collective customer satisfaction. Additional supporting evidence and preliminary measures are provided in online appendices. Overall, this study complements and extends prior research and directs new research by offering a theoretical framework. [ABSTRACT FROM AUTHOR]

The article contains a systematic review of the scientific literature on the nurse turnover problem. It is analysed from two perspectives. Firstly, the topic of employees is discussed (increased workload, inconsistency of salary with the amount of work performed, standards for the number of patients assigned to one nurse, job dissatisfaction, limited opportunities for career growth and professional development, professional burnout, unregulated rest time between shifts, etc.). Secondly, medical institution is described (shortage of medical staff leads to a decrease in patient satisfaction, loss of care quality, increased waiting time for services, review of safety and patient care protocols, reduction in the number of patients who can receive medical care or consultation, which causes a decrease in hospital revenue, hinders organisational growth, raises the cost of additional recruitment, leads to medical errors that turn into lawsuits in future, etc.). In addition to personal and financial reasons, the medical staff turnover is often caused by purely organisational imbalances (in particular, the lack of a teamwork atmosphere in the hospital, an ineffective leadership model, an imperfect and stressful working environment, poor working conditions, poor relations between doctors and nurses, etc.). The article represents mechanisms for applying provisions of a number of theories and models to address the nurse turnover problem. Among examples, there are leadership models -- the contingency theory (concepts of adaptation, equivalence, effectiveness and congruence), the organisational culture theory like Hofstede's corporate culture theory (concepts of power distance, uncertainty avoidance, male / female values, collectivism / individualism, long-term / short-term orientation, indulgence / restraint), the change management theory like the Plan-Do-Study-Act cycle theory. Tenet Healthcare, Inc. was selected as a case study. One of the well-known and largest healthcare organisations in the United States, it has been experiencing significant problems with the nurse turnover since 2006, which is currently over 50% and higher than the industry average. Given the size of this organisation and its leading position in the US healthcare market, this problem poses a significant threat to the market as a whole, and Tenet Healthcare, Inc. is in immediate need of a comprehensive plan to address [ABSTRACT FROM AUTHOR]

We explore the consequences of limiting executive pay on voluntary executive turnover by exploiting a Chinese government policy restricting executive pay at a subset of firms. Affected firms experience an increase in voluntary executive turnover, with executives increasingly moving to firms not bound by the pay policy. Executives that leave are of higher quality as suggested by their stronger stock and accounting performance in the year prior to the turnover. Affected firms suffer firm value losses, especially when talented executives leave. Our findings demonstrate the importance of compensation contracts in retaining executives and suggest a need for regulatory caution, since mandated constraints aimed at trying to "fix" executive pay can hurt firm value and ultimately, hurt shareholders. This paper was accepted by Suraj Srinivasan, accounting. Funding: S. Silveri acknowledges research support in the form of a summer research grant from the Fogelman College of Business and Economics at the University of Memphis. This research support does not imply endorsement of the research results by either Fogelman College or the University of Memphis. K. Wang is grateful for the financial support provided by the Tsinghua University Initiative Scientific Research Program and the research project of the Institute for State-Owned Enterprises, Tsinghua University. L. Zhao is grateful for the financial support provided by the Asia Research Center in Nankai University [Project AS2206]. Supplemental Material: The data files and online appendix are available at https://doi.org/10.1287/mnsc.2023.4812. [ABSTRACT FROM AUTHOR]

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 < 0.001), as well as less job satisfaction (OR 0.216, p < 0.001). Discussion: Overall, the analyses indicate that it is crucial to prospectively consider working-time autonomy as an important factor of satisfaction, well-being and turnover intention in health care employees. [ABSTRACT FROM AUTHOR]

This article discusses the role of eosinophils in olfactory dysfunction (OD) in patients with eosinophilic chronic rhinosinusitis (CRS). Eosinophilic infiltration in the olfactory mucosa is associated with severe OD and the loss of olfactory sensory neurons (OSNs). The authors suggest that further research is needed to understand the molecular mechanisms of tissue eosinophilia-induced injury of OSNs and develop new therapeutic targets for restoring olfactory function. The text also includes a list of references to various scientific articles related to chronic rhinosinusitis and olfactory dysfunction, providing valuable insights into the causes, mechanisms, and potential treatments for these conditions. [Extracted from the article]

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

Aim Design Methods Results Conclusion Impact Patient or Public Contribution To deepen our understanding of why nurses decide to leave their occupation instead of changing jobs, we examined the antecedents that led to this decision through the theoretical lens of psychological contract breach.A qualitative design with semi‐structured interviews.We collected 28 interviewees from our social networks and a social media platform. We included professional nurses who had decided to leave or had left the occupation. We analysed our data with reflexive thematic analysis, thereby giving space for the interviewee voices to rise.We identified various experiences of dissonance between interviewee expectations and reality. The interviewees expressed unfulfilled expectations or psychological contract breaches in relation to their occupation on different levels and over extended time periods. The psychological contract breaches and decisions to leave the occupation were built up over time because of continuous disappointment and dissonance between expectations and reality. The frustration, dissonance and unfulfilled expectations were expressed towards the institution of nursing rather than a specific employer or organization.Unfulfilled expectations over a longer period might cause psychological contract breach, leading to turnover intentions. Our research brings novel insights into the psychological contract, as our findings indicate that the psychological contract can be formed and breached, also between the employee and the occupation. This means that turnover intentions might result in nurses leaving the profession rather than seeking work in new organizations.The study addresses the problem of nurse shortage by showing the root reasons for deciding to leave the occupation. Our findings show how psychological contract breaches over time erupt as turnover intentions regarding the occupation rather than a job. The results guide healthcare managers and decision‐makers to recognize factors leading to a psychological contract breach, thereby enabling the retention of nurses.No patient or public contribution. [ABSTRACT FROM AUTHOR]

Objective: The aim of the study is to evaluate the possible association between health and wellness initiative (HWI) participation and illness related absenteeism (IRA) and turnover overtime. Methods: The IRA (2016-2019) and turnover (2016-2020) analysis consisted of a time-series design. The IRA analysis used a comparison group with propensity score matching based on select demographics and linear mixed-effects regression modeling. Logistic regression was used to measure the relationship between 2016 participation in the HWI on 2017--2020 turnover. Results: The percent increase when comparing 2016 and 2019 IRA is lower for participants (15.8%) than nonparticipants (50.0%, P> 0.001). The results also show that participating in the HWI in 2016 is associated with lower odds of subsequent turnover (odds ratio = 0.90). Conclusions: Employers may consider implementing a comprehensive health and wellness program as part of their strategy to assist in lower IRA increases and turnover overtime. [ABSTRACT FROM AUTHOR]

Working conditions in many large factories in low income countries are difficult, and many workers are internal migrants from rural areas. We examine the relationship between workers' migration status and their labor market outcomes, using a household survey of garment workers in Bangladesh. Migrants are in firms with higher wages but worse working conditions, but as their careers progress, they have higher mobility than locals as they move towards firms with better conditions. These facts are consistent with a model in which migrants are poorly informed about working conditions upon beginning work but learn more as they gain experience in the industry. [ABSTRACT FROM AUTHOR]

Unplanned urban development has consequences for natural ecosystems, resulting in habitat fragmentation and loss. Arthropod responses to urbanisation are well documented in the Global North, but no clear responses are found for the Global South.We assessed beta diversity, composition, richness and abundance responses of arthropods in Turnera subulata in an urbanisation gradient.Urbanisation affected arthropod communities' composition, and more urbanised areas showed lower insect richness and abundance. Arthropod taxa did not respond homogeneously to urbanisation.Turnover best explained the change in beta diversity along the urbanisation gradient, indicating urbanisation causes species replacement compared to less urbanised areas.We found negative results of urbanisation on the arthropod community on flowers of T. subulata. Our results are a first approximation to the effects of rural–urban gradient of urbanisation on multiple arthropod taxon in Brazil, highlighting the need for maintenance of urban green areas to allow the existence of a richer and more diverse community, especially in the face of the arthropod biodiversity crisis that we are experiencing. [ABSTRACT FROM AUTHOR]

Turnover of early childhood education (ECE) professionals negatively impacts program costs, staff morale, and relationships with children. We determined whether the presence of work as a calling was associated with less intention to leave the ECE field. From an online survey administered to 265 ECE professionals in Pennsylvania, a calling score based on the Calling and Vocation Questionnaire was used to create sample-defined tertiles of low (< 38), medium (38–44), and high (> 44) presence of calling. Those intending to leave the ECE field reported that, given the option, they would most likely "find a position or get training in a completely different field," or "stop work, stay home, or retire." Analysis was restricted to 194 respondents currently employed in ECE and under age 60, of whom 94.8% were female and 53.9% were non-Hispanic White. After adjusting for race/ethnicity and workplace stress, the prevalence (95% CI) of intention to leave decreased as calling increased, from low (28.6% [17.8%, 38.4%]) to medium (12.2% [4.3%, 20.1%]) to high (9.1% [1.5%, 16.6%]). The presence of call was associated with less intention to leave the ECE field. Identifying, building, and sustaining call among ECE professionals may decrease turnover. [ABSTRACT FROM AUTHOR]

Many frontline and essential workers faced increased levels of stress, anxiety, depression, and even suicide ideation during the pandemic response. These and other factors led to burnout, shifts into non-patient or client-facing roles, or leaving an occupation altogether. Domestic violence advocates experienced increases in many types of stressors as they continued to provide essential services to victims and survivors during the pandemic. However, in most cases they did so without protections offered to essential workers, like priority access to personal protective equipment (PPE) or vaccines. Executive directors of U.S. State and Territorial Domestic Violence Coalitions were identified using the National Network to End Domestic Violence website and contacted via email to schedule key informant interviews. Interviews were conducted, recorded, and transcribed using Zoom. Themes were identified using both inductive and deductive coding. Twenty-five of 56 (45%) coalition executive directors completed an interview. Three main themes related to workforce were identified, including an accelerated rate of job turnover among both leadership and staff; a lack of essential worker status for domestic violence advocates; and unsustainable levels of stress, fear, and exhaustion. While familiar challenges drove these outcomes for this predominantly female, low-wage workforce, such as a lack of access to childcare, other factors, including the lack of access to PPE, training, and hazard pay for those working in person, highlighted inequities facing the domestic violence workforce. The factors identified as impacting the domestic violence workforce—turnover, low status, and high levels of stress, fear, and exhaustion—made the already challenging provision of advocacy and services more difficult. Domestic violence advocates are essential first responders and must be supported in ways that increase the resilience of empowerment-based services for victims and survivors. [ABSTRACT FROM AUTHOR]

Emergency department turnover rates increased at Sentara Northern Virginia Medical Center. Most applicants were new graduate registered nurses. A strength, weakness, opportunity, threat analysis revealed 3 weaknesses regarding new graduate registered nurses in emergency departments. Transition to practice program was necessary, new graduate registered nurse competency needed to progress rapidly, and retention rates needed improvement. The emergency department registered nurse transition to practice pathway was created to address these challenges. Retention statistics were garnered through new graduate registered nurses length of employment. Improving retention rates at Sentara Northern Virginia Medical Center led to expansion of the program to the other 11 hospitals in the system. Self-report surveys were created later to evaluate the new graduate registered nursess' satisfaction with the program and perception of clinical confidence. Using the emergency department registered nurse transition to practice pathway, turnover rates at Sentara Northern Virginia Medical Center dropped from 46% to 5.1%. Post expansion, the overall program retention rates were 96% at 6 months, and 86% at 1 year. The 2-year retention rate prior to COVID-19 was 82%, afterward, it dropped to 65%. Most surveyed new graduate registered nurses had a confidence level of 25% or less on the first day. After their 17-week orientation, 54% reported confidence levels had risen to 75%. Within 6 months, 81% reported 75% confidence, at 1 year, 87% reported levels between 75% and 100%, and at 2 years, 100% reported a confidence level between 75% and 100%. This development of the emergency department registered nurse transition to practice pathway resulted in improved emergency department registered nurse retention and confidence. Savings from reduced turnover and reduced temporary labor staffing were achieved with this program. Implementation takes careful resource management, ongoing analysis, and research to validate return on investment. [ABSTRACT FROM AUTHOR]

Summary: The question of why so many people leave science, technology, engineering and mathematics (STEM) jobs continues to echo through social science research and Government policy. This is not surprising given the considerable investments into uptake and quality of STEM education and that STEM workers have a pivotal role to play in addressing current and future grand challenges. Yet, too many individuals with tertiary degrees in STEM—disproportionately women, racial minorities, and the underprivileged—leave or pursue careers in non‐STEM fields. While demand for employment in STEM continues to grow, such persistent STEM defections present a significant challenge. We offer an integrative special issue of eight empirical articles capturing current thinking and evidence on employee retention and turnover, both within and beyond the realm of STEM. Our thematic analysis of the articles reveals overarching themes around the fundamental question of why people choose to stay in their jobs and why they leave. From this, we provide a future research agenda recognizing the myriad work and nonwork factors influencing the desire and ability to stay in one's chosen profession, particularly in critical sectors where gender and minority attrition rates prevail. [ABSTRACT FROM AUTHOR]

Summary: Volunteers represent a global workforce equivalent to 61 million full‐time workers. A significant decline in volunteering has highlighted the urgency to better understand and address turnover amongst volunteers. To address this, we conducted a systematic review and meta‐analysis of turnover amongst volunteers. We also examined whether staying or leaving has different predictors. The meta‐analysis integrated and synthesized 117 studies, encompassing 1104 effect sizes across 55 335 volunteer workers, to identify and quantify relationships between turnover and the broad range of variables that have been examined in the volunteer work domain. Amongst the strongest predictors of volunteer turnover were attitudinal variables, in particular, job satisfaction (ρ = −.58), affective commitment (ρ = −.58), engagement (ρ = −.54) and organizational commitment (ρ = −.54). Contextual variables that showed the largest effects included communication (ρ =.62), organizational support (ρ = −.61) and the quality of the relationship between volunteers and their leader (leader‐member exchange, ρ = −.55). We synthesize our findings into an integrative framework delineating the predictors of volunteer turnover. In doing so, we extend turnover research to consider non‐remunerated work contexts and provide a basis for developing turnover theory that is responsive to the unique experience of volunteers. [ABSTRACT FROM AUTHOR]

Summary: While STEM occupational turnover constitutes a major concern for society given the importance of innovation and technology in today's global economy, it also represents an opportunity to achieve career sustainability for individuals. There is ample research on the reasons why students drop out from STEM education, but evidence on STEM professionals' career patterns and on correlates of occupational turnover after graduation is scarce. Drawing on the sustainable careers framework, the current study examines how STEM graduates' careers evolve over time, revealing diverse patterns of occupational turnover and the relationships of such career patterns with work diversity characteristics in terms of sex and ethnic minority status, career success, and self‐employment. Using longitudinal data from 1512 STEM graduates over 10 years, results of an optimal matching analysis demonstrate six career patterns that can be distinguished into three continuity (STEM, part‐STEM, non‐STEM) and three change (hybrid, boomerang, dropout) sustainable career patterns. We find differences in sex, but not in ethnic minority status, across career patterns. Further, professionals who change from STEM occupations to non‐STEM occupations show higher objective career success and are more often self‐employed than those following a continuous STEM career pattern. Theoretical and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Abstract Understanding the processes and mechanisms that shape the distribution patterns and variations of biodiversity along spatial gradients continues to be a priority for ecological research. We focused on the biodiversity of benthic diatom communities within a large near‐natural watershed. The objectives are: (1) to explore the overall spatial patterns of benthic diatom biodiversity; (2) to investigate the effects associated with watercourse position and environmental variables, as well as both common and rare species on two facets (i.e., taxonomic and functional) of alpha and beta diversity; and (3) to unveil the mechanisms underlying their spatial variations. Alpha diversity indices along the stream watercourse showed a clear increasing trend from upstream to downstream sites. Results of random forest regression identified conductivity as the primary factor influencing functional alpha diversity, while elevation emerged as the predominant factor for taxonomic alpha diversity. Beta diversity partitioning revealed that taxonomic beta diversity generally exceeded functional beta diversity. These diversity measures exhibited different patterns along the watercourse position: taxonomic beta diversity remained relatively consistent along the watercourse, whereas functional total beta diversity and its two components of middle stream sites were lower than those of upstream and downstream sites. Functional beta diversity was sustained by dominant and common species, while rare species made significant contributions to taxonomic beta diversity. Both taxonomic and functional beta diversity and its components displayed a stronger influence from spatial factors than from local environmental, geo‐climatic, and nutrient variables. Collectively, taxonomic and functional alpha and beta diversity demonstrated distinct responses to the main environmental gradients and spatial factors within our catchment, highlighting their different insights into diatom diversity. Furthermore, research is required to assess the generalizability of our findings to similar ecosystems. In addition, this study presents opportunities for expansion to include other taxa (e.g., macroinvertebrates and fish) to gain a comprehensive understanding of the driving mechanisms behind stream biodiversity.

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.

Entities owe profit tax or microenterprise income tax, direct taxes applied on the income earned. A microenterprise income tax payer is a legal entity that opts and fulfills a series of conditions, the most important being the turnover, which must not exceed the equivalent in lei of 500,000 euros. The microenterprise income tax is declared and paid quarterly, up to and including the 25th of the month following the quarter for which the tax is calculated, by applying the rate of 1% or 3% on the incomes that constitute the tax base. Late payment attracts interest and late penalties that are determined according to the amount owed, the level of interest, the penalty and the number of days of delay.

Abstract Background Retention of doctors is a global challenge and doctors working in different departments may face different problems. The study aimed to explore the turnover behavior and intention and correlated factors among Chinese dentists and medical doctors in other clinical fields. Methods A cross-sectional study was conducted online in 5 regions of China from March 12th to April 12th, 2020. The questionnaire included 3 parts, socio-demographic characteristics, turnover behavior and intention, and concerns about work-related factors. Chi-square test and/or Wilcoxon Mann-Whitney test were applied for comparison, and binary logistic regression was used for finding the factors. Results A total of 2428 eligible questionnaire were received, comprising 1954 responses from dentists and 474 from medical doctors. Rates of turnover behavior among dentists and medical doctors were 2.87% and 6.96%, respectively. Similarly, rates of turnover intention were 51.79% among dentists and 71.20% among medical doctors. Educational level was negatively correlated with turnover behavior of both medical doctors and dentists, and concern about salary was a unique negatively correlated factor for dentists. Age was negatively correlated with turnover intention in both medical doctors and dentists. Conversely, concerns about workload and doctor-patient relationship were positively correlated with turnover intention in both groups. Concern about salary was the distinct correlated factor of medical doctors’ turnover intention, while gender and annual household income were correlated with turnover intention among dentists. Conclusions Low turnover rate but high turnover intention rate was the current status of Chinese doctors’ employment. Turnover behavior and intention were more optimistic among dentists than medical doctors. Factors related to turnover behavior and turnover intention were not identical among dentists and medical doctors. Therefore, personalized retention measures were necessary for dentists and medical doctors.

Rohit Pradhan,1 Akbar Ghiasi,2 Ganisher Davlyatov,3 Gregory N Orewa,4 Robert Weech-Maldonado5 1School of Health Administration, Texas State University, San Marcos, TX, USA; 2Healthcare Administration Department, University of the Incarnate Word, San Antonio, TX, USA; 3Health Administration & Policy, University of Oklahoma Health Sciences Center, Oklahoma City, OK, USA; 4Department of Public Health, University of Texas at San Antonio, San Antonio, TX, USA; 5Department of Health Services Administration, University of Alabama at Birmingham, Birmingham, AL, USACorrespondence: Rohit Pradhan, Email pradhan@txstate.eduIntroduction: Nursing homes (NHs) serve as a safety net for vulnerable populations such as older adults and people with disabilities. Nursing Home Administrators (NHAs) play a crucial role in managing the daily operations of NHs, including overseeing direct care staff and establishing the facility’s strategic direction. Unfortunately, NHs have consistently faced high NHA turnover rates, which have been linked to poor organizational performance. This study aims to investigate the relationship between NHA turnover and financial performance in NHs.Methods: Using an integrated perspective based on the upper echelons theory and the resource-based view of the firm, we investigated the association between NHA turnover and financial peformance using multiple secondary data sources, such as the Care Compare: Skilled Nursing Facility Quality Reporting Program and Brown University’s Long Term Care Focus. We conducted a cross-sectional study using a multivariate linear regression model, measuring financial performance using operating margin while NHA turnover represents the number of administrators that left the organization.Results: Our findings indicate that NHs with higher NHA turnover rates have lower operating margins. Specifically, compared to facilities with no turnover, one NHA turnover is associated with a 1.14% decrease in operating margin, and two or more turnovers are associated with a 2.25% decrease.Discussion: This study contributes to the existing literature by demonstrating the financial impact of NHA turnover and provides further evidence of the need for targeted organizational and policy interventions to improve NHA retention.Keywords: nursing homes, administrators, turnover, financial performance

Since 1st January 2011, compulsory military service was abolished and transition was made to manning the units of the Serbian Armed Forces with professional members. This implies that the Serbian Armed Forces should attract, employ and retain professional soldiers within their units. Such scenario has created new challenges in human resource management within the Serbian Armed Forces. Having in mind that professional soldiers make a significant component that influences the state and operational capabilities of Serbian Armed Forces units, turnover represents a serious obstacle both in achieving and maintaining required level of their operational capability. Every organisation faces turnover. It is necessary for the management of the defence system to identify expectations and requirements of professional soldiers, which would contribute to the development of a strategic plan for the reduction of their turnover. The goal of this paper is to identify the causes of the turnover of professional soldiers of the Serbian Armed Forces. Empirical research was carried out on a sample of 117 company/autonomous platoon commanders and 1213 professional soldiers of the Serbian Armed Forces. The causes of turnover were examined through a survey. Company/ autonomous platoon commanders were asked to evaluate factors that encourage professional soldiers the most to leave the Serbian Armed Forces. Professional soldiers were asked to define actions that the defence system should take to reduce their outflow. Obtained results show that the turnover of professional soldiers is considerably influenced by job satisfaction and organisational support.

The article presents the developed information and analytical platform for working capital management according to the methodology of a systematic approach, considering the specifics of textile production and modern requirements of preventive crisis management. The project is presented, and an effective algorithm for preventive crisis management of working capital is adapted on the basis of an information and analytical environment using progressive analysis techniques. The author’s approach is presented to the regulation of the analytical information formation in the designated block of anti-crisis management, integrated into the analytical environment of the enterprise through the interrelations and interdependencies of quantitative and qualitative parameters of the use efficiency of working capital. The anti-crisis management project of organization working capital on the basis of a systematic approach allowed to identify the disproportions of individual parameters of the efficiency of working capital management, typical financial problems associated with a high level of operational, including production and financial cycles, which together poses a real threat to the sustainable development of the enterprise (innovation, investment, market and financial stability of development). In addition, due to this project, it became possible to develop a set of interrelated measures to improve the efficiency of working capital management in the format of optimization tasks in the stocks’ regulation of raw materials, finished products, accounts receivable. The results of the analytical study indicate the need to use innovative approaches to managing the turnover of working capital in the production and financial cycles with access to high-margin design solutions for the sustainable development of the enterprise.

Katherine A Meese,1,2 Laurence M Boitet,1,2 Katherine L Sweeney,2,3 C Allen Gorman,4 Lauren B Nassetta,2,5 Nisha Patel,2 David A Rogers2,6 1Department of Health Services Administration, University of Alabama at Birmingham, Birmingham, AL, USA; 2UAB Medicine Office of Wellness, UAB, Birmingham, AL, USA; 3Department of Sociology, University of Alabama at Birmingham, Birmingham, AL, USA; 4Department of Management, Information Systems, & Quantitative Methods, University of Alabama at Birmingham (UAB), Birmingham, AL, USA; 5Department of Pediatrics, University of Alabama at Birmingham (UAB), Birmingham, AL, USA; 6Department of Surgery, University of Alabama at Birmingham (UAB), Birmingham, AL, USACorrespondence: Katherine A Meese, Email kameese@uab.eduIntroduction: Healthcare workers tend to have a strong sense of altruism in their work, which may be protective against turnover despite poor working conditions. Due to the increased distress noted during the pandemic, the challenges of working in healthcare and changing attitudes about work may have surpassed the protective effect of meaning and purpose in work. This study empirically examines perceived meaning in work, and specific work-related factors that contribute to employees’ intent to stay and to recommend working at the organization to others as COVID-19 transitions from a pandemic to endemic phase.Methods: Data from a survey of 4451 clinical and non-clinical healthcare workers were analyzed using regression and dominance analyses to identify specific predictors of turnover intention and net promoter score.Results: The variables that explained the greatest contribution to variance in turnover intention from highest to lowest were burnout, trust and confidence in senior leadership, perceived organizational support, sense of belonging, and sense of recognition. The variables that explained the greatest overall contribution to variance for net promoter score from highest to lowest were perceived organizational support, trust and confidence in senior leadership, resource availability, sense of recognition, and sense of belonging. While meaning in work was associated with turnover intent, organizational and team level factors such as trust and belonging were more predictive of the outcomes.Discussion: While meaning and purpose are important job resources, they are not sufficient to retain employees in the absence of trust, organizational support, belonging, recognition and access to necessary resources. Leaders must seek to foster environments that support trust, belonging and recognition in their retention efforts.Keywords: healthcare, turnover, retention, meaning, work environment

This paper reviews the literature on the relationship between teachers' salaries and their performance in Tanzania. The study highlights the importance of teachers and their role in shaping future generations. However, the low salary levels of teachers have resulted in low motivation, high turnover, and low performance. The review methodology involved a systematic search of electronic databases using keywords related to Tanzania, teacher salaries, teacher performance, motivation, turnover, and job satisfaction through publish or perish software. Databases such as Semantic Scholar, ERIC, Science Direct, SCOPUS, and Google Scholar were searched to identify relevant studies published between 2010 and 2023. The study used established inclusion and exclusion criteria, and sixteen studies met the criteria, including three quantitative, eight mixed-method, and five qualitative studies. The findings reliably showed that low salaries negatively affect teacher performance worldwide. Teachers receiving low salaries are less motivated, have lower job satisfaction, and are more likely to engage in absenteeism and moonlighting. Moreover, low salaries lead to a brain drain of highly qualified teachers from the public education system to private schools or other professions. The study highlights the importance of addressing the issue of low salaries for teachers in Tanzania to improve teacher performance and the quality of education. The findings showed the role of policymakers, educators, and stakeholders, underscoring the need for a policy addressing the issue of low teacher salaries to improve the quality of education.

By this article we aim to emphasize the new fiscal-budgetary measures that shall be applied starting with 2024 and their impact on limited liability companies and certified natural persons. In this respect, we present issues regarding the new taxation rates applicable to micro-enterprises, what happens when the turnover exceeds certain limits, what are the additions to the Fiscal Code with regard to the calculation method of the corporate tax for large companies with a turnover of over 50 million Euros, as well as the modification of the calculation method of the health insurance contribution in the case of certified natural persons.

Dearth of quantification of the nexus between employee compensation and turnover gave rise to this empirical investigation of the effect of employee salary, employee pension scheme, employee allowance, employee share bonus, and employee savings scheme on turnover of Chevron Group of Companies using audited secondary data from annual reports for 2012 to 2021. Anchored on economic theory, the five hypotheses developed for the study were tested simultaneously based on univariate general linear model with the aid of statistical package for social sciences. The cardinal findings of this study (which carried out descriptive and inferential statistical analyses) show that the effect of employee compensation on turnover of Chevron Group with the studied period is mixed in line with reviewed literature. Salary of employees has non-significant negative effect on turnover; employee pension scheme has significant positive effect on turnover while employee allowances, share bonus, and savings scheme have significant negative effect on turnover. The findings of the study have salient significance in terms of theory, practice, and policy. Far reaching recommendations are put forward.

This study aims to determine and analyze the effect of motivation, compensation and workload on turnover intention with job satisfaction as an intervening variable for Non-Permanent Teachers at SMA Negeri 1 Sinunukan, Mandailing Natal, North Sumatra. This research uses a causal research method with a quantitative approach. Forty teachers made up the total population of the research sample, which was selected using a saturation sampling technique and non-probability sampling. approaches for gathering data that are tested for validity and reliability utilizing interviews and questionnaires. Analyzing data using SEM-PLS. The results of the study show that motivation has a significant positive effect on turnover intention through job satisfaction; The variable job satisfaction mediates motivation on turnover intentions. Then for compensation has a significant positive effect on turnover intention through job satisfaction; Variable of job satisfaction mediates compensation to turnover intention. Likewise, the effect of workload on turnover intention through job satisfaction as an intervening.

Many companies have experienced a significant impact on their financial performance due to the pandemic period. The effects were mostly negative as a result of by due to the various restrictions that were put in place to limit direct contact among people and restrict mobility during the pandemic. As a result, online contacts increased, therefore, we decided to ask the following research question: Did the performance of Information Technology companies increase during the COVID-19 pandemic?

Background: For a healthcare provider to provide high-quality nursing care, nurses must be kept on staff. Internationally, it is acknowledged that nurse workforce retention is a crucial problem for meeting current and future healthcare needs. Objective: To determine the job retention rate and associated factors among nurses working in a tertiary care hospital. Methods: This prospective observational study was performed at Al Dhannah Hospital located in Al Dhanna City, Abu Dhabi, United Arab Emirates. Nurses were divided into two groups for conducting this survey. One group of those who were working at the end of year 2021 and the other group was the one who left the organization from January 2021 to December 2021. Emails were sent to all nurses meeting the inclusion criteria for their voluntary participation in the study. Results: A total of 138 nurses were working at the institution at the start of January 2021 and all of them were invited for this survey. Out of 138, 63(45.6%) were those who left the organization from January 2021 till December 2021. The median age of respondents was 31.5 (IQR=27-38) years. The median overall experience of staff was 7 (IQR=5-8) years. The majority of nurses were females (n=72, 80%). In multivariable regression, total experience and teamwork across units were found to be determinants of nurse job retention. Conclusion: This study analyzed that the nursing turnover rate was higher, particularly among the less experienced workforce. There must be the implementation of new administrative policies and interventions for continuous monitoring of teamwork across units.

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

Prior research suggests that individuals react negatively when they perceive they are underpaid. Moreover, individuals frequently select pay referents who share their race and gender, suggesting that demographic similarity affects one's knowledge of pay differences. Leveraging these insights, the authors examine whether the gender and racial composition of a work unit shapes individuals' reactions to pay deprivation. Using field data from a large health care organization, they find that pay deprivation resulting from workers receiving less pay than their same-sex and same-race coworkers prompts a significantly stronger response than does pay deprivation arising from workers receiving less pay than their demographically dissimilar colleagues. A supplemental experiment reveals that this relationship likely results from individuals' propensity to select same-category others as pay referents, shaping workers' information about their colleagues' pay. The study's findings underscore the need to theoretically and empirically account for how demographically driven social comparison processes affect reactions to pay inequality. [ABSTRACT FROM AUTHOR]

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

Background: Retention of doctors is a global challenge and doctors working in different departments may face different problems. The study aimed to explore the turnover behavior and intention and correlated factors among Chinese dentists and medical doctors in other clinical fields. Methods: A cross-sectional study was conducted online in 5 regions of China from March 12th to April 12th, 2020. The questionnaire included 3 parts, socio-demographic characteristics, turnover behavior and intention, and concerns about work-related factors. Chi-square test and/or Wilcoxon Mann-Whitney test were applied for comparison, and binary logistic regression was used for finding the factors. Results: A total of 2428 eligible questionnaire were received, comprising 1954 responses from dentists and 474 from medical doctors. Rates of turnover behavior among dentists and medical doctors were 2.87% and 6.96%, respectively. Similarly, rates of turnover intention were 51.79% among dentists and 71.20% among medical doctors. Educational level was negatively correlated with turnover behavior of both medical doctors and dentists, and concern about salary was a unique negatively correlated factor for dentists. Age was negatively correlated with turnover intention in both medical doctors and dentists. Conversely, concerns about workload and doctor-patient relationship were positively correlated with turnover intention in both groups. Concern about salary was the distinct correlated factor of medical doctors' turnover intention, while gender and annual household income were correlated with turnover intention among dentists. Conclusions: Low turnover rate but high turnover intention rate was the current status of Chinese doctors' employment. Turnover behavior and intention were more optimistic among dentists than medical doctors. Factors related to turnover behavior and turnover intention were not identical among dentists and medical doctors. Therefore, personalized retention measures were necessary for dentists and medical doctors. [ABSTRACT FROM AUTHOR]