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Studies of habitat use in breeding birds often assume species have relatively stable breeding distributions. Some species, however, display considerable year‐to‐year variability, complicating efforts to determine suitable or preferred habitats. After returning to their breeding range, Black‐billed Cuckoos (Coccyzus erythropthalmus) and Yellow‐billed Cuckoos (C. americanus) are thought to range widely before nesting, resulting in high rates of interannual breeding‐site turnover, potentially contributing to conflicting habitat associations found in past studies. However, difficulty detecting these rare and declining species could lead to overinflated estimates of interannual turnover. Using broadcast surveys to increase detection probability, we collected detection/non‐detection data in 2019 and 2020 at 41 publicly owned sites in Illinois and performed a dynamic, multi‐scale occupancy analysis for each species to separate detection probability from potential interannual turnover and determine landscape and small‐scale variables driving habitat use and occupancy dynamics. We found strong support for interannual turnover for both species based on poor performance of non‐dynamic models and variation in estimated annual occupancy (20% and 21% increase between years for Black‐billed and Yellow‐billed Cuckoos, respectively). Black‐billed Cuckoos persisted at sites with less forest in the surrounding landscape and used areas with denser understory vegetation. Yellow‐billed Cuckoos colonized sites with greater canopy cover, avoided developed landscapes, and used areas with a shorter subcanopy layer. The dynamic nature of habitat use in these two cuckoo species suggests the importance of coordinating management and conservation across a broader spatial scale. Managing for larger patches of dense shrubs in less forested landscapes would benefit Black‐billed Cuckoos while Yellow‐billed cuckoos would benefit from management creating forested areas with open understories in less‐developed landscapes. [ABSTRACT FROM AUTHOR]

Changes caused by anthropogenic disturbances are a major driver of local diversity, but their effects on the species replacement across space (β-diversity), remain poorly understood, particularly with respect to different life-stages and ecological groups. We investigated these effects by examining juvenile and adult assemblages of shade-tolerant and intolerant tree species in 20 Brazilian Atlantic Forest fragments. We quantified taxonomic and phylogenetic β-diversity among forest fragments and assess landscape predictors that might explain species turnover. Additionally, we assessed the turnover between juvenile and adult assemblages within forest fragments. Our results show that taxonomic β-diversity among forest fragments was higher in adults than juvenile assemblages, mainly to shade-intolerant species, indicating a time lag between life-stages. In contrast, phylogenetic β-diversity among forest fragments was consistently low and similar between life-stages and ecological groups (shade-tolerant and intolerant species). Forest cover and geographic distance were the main drivers of taxonomic β-diversity, while edge amount was not an important predictor. Within each forest fragment, we reveal a high taxonomic turnover among life-stages, characterized by a broad shift between juvenile and adult assemblages, irrespective of forest cover. Conversely, phylogenetic turnover was influenced by forest cover, exhibiting a greater dissimilarity among life-stages in deforested landscapes. These findings underscore the importance of considering different life-stages to capture temporal responses between juveniles and adults, as well as to anticipate future community dynamics. Forest loss appears to drive taxonomic homogenization, by influencing changes in species composition. This results in a future juvenile community that is more similar among fragments than the current community. Additionally, forest loss induces phylogenetic changes within fragments, ultimately leading to future communities with different composition and evolutionary heritage compared to natural forested landscapes. [ABSTRACT FROM AUTHOR]

The homogenous nature of the urban environment rapidly alters community dynamics of extant flora and fauna due to short-term spatial and temporal factors. However, such impacts of urbanisation are mostly investigated in terms of taxonomic diversity, while its impact on functional diversity remains poorly understood. Studies investigating the role of urbanisation in altering these ecological parameters have mostly focused on avian communities or plant species, while arthropods such as spiders, integral components of urban households, have largely been overlooked. This study aims to understand the impact of urbanisation on both taxonomic diversity and functional diversity of spider assemblages across an urban–semi-urban–forest gradient in Guwahati, a rapidly growing city in northeast India. We surveyed spiders at 13 sites representing four habitat types (urban, urban parks, semi-urban, and forests) using belt transects and also recorded functional traits relating to key life history processes. Spider species composition differed significantly between various habitats. The taxonomic diversity of spiders was highest in forests and lowest in urban parks. The turnover component was the major contributor to changing the β-diversity of spiders. Reduced diversity in urban regions was likely due to the dominance of a few synanthropic species. Generalised linear mixed-effects model analysis indicated that the habitat types significantly influenced spider richness, such that the richness in urban habitat was significantly different from that of the forest core. Functional richness was maximum in forests and minimum in urban habitats, while functional divergence was maximum in urban sites. Our study demonstrates that while urban land-use change can alter the structure and functioning of the spider community, yet these ecosystems have the potential to shelter a rich diversity of arthropods, given conservation measures are prioritised for urban green spaces. [ABSTRACT FROM AUTHOR]

Background: This study focuses on the latest knowledge regarding Micro, Small and Medium Enterprises (MSMEs) as a current central issue. These enterprises have shown their significance in providing employment opportunities and contributing to the country's economy. However, MSMEs face various challenges that must be addressed to optimize their outcomes. Understanding the characteristics of this group was crucial in formulating effective strategies. Objective: This study proposed to cluster or combine micro, small, and medium enterprises (MSMEs) data in a particular area based on asset value and turnover. As a result, this study aimed to gain insights into the MSME landscape in the area and provided valuable information for decision-makers and stakeholders. Methods: This study utilized two methods, namely the DBSCAN (Density-Based Spatial Clustering of Applications with Noise) method and the K-Means method. These methods were chosen for their distinct capabilities. DBSCAN was selected for its ability to handle noisy data and identify clusters with diverse forms, while K-Means was chosen for its popularity and ability to group data based on proximity. The study used a dataset containing MSME information, including asset values and turnover, collected from various sources. Results: The outcomes encompassed identifying clusters of MSMEs based on their closeness in the feature space within a specific region. Optimizing the clustering outcomes involved modifying algorithm parameters like epsilon and minimum points for DBSCAN and the number of clusters for K-Means. Furthermore, this study attained a deeper understanding of the arrangement and characteristics of MSME clusters in the region through a comparative analysis of the two methodologies. Conclusion: This study offered perspectives on clustering MSMEs based on asset value and turnover in a specific region. Employing DBSCAN and K-Means methodologies allowed researchers to depict the MSME landscape and grasp the business attributes of these enterprises. These results could aid in decision-making and strategic planning concerning the advancement of the MSME sector in the mentioned area. Future study may investigate supplementary factors and variables to deepen comprehension of MSME clusters and promote regional growth and sustainability. [ABSTRACT FROM AUTHOR]

Aim Background Methods Findings Discussion Implications for nursing practice and nursing policy To assess the level of quiet quitting among healthcare workers (HCWs) and identify possible differences between nurses, physicians, and other HCWs. We investigated the impact of sociodemographic variables, job burnout, and job satisfaction on quiet quitting levels.The quiet‐quitting phenomenon is not new but has been frequently discussed during the COVID‐19 pandemic. Interestingly, the level of quiet quitting among HCWs has not been measured yet.We conducted a cross‐sectional study with a convenience sample. We measured sociodemographic variables, job burnout, job satisfaction, and quiet quitting. We adhered to STROBE guidelines for cross‐sectional studies.Among our sample, 67.4% of nurses were quiet quitters, while the prevalence of quiet quitting for physicians and other HCWs was 53.8% and 40.3%, respectively. Multivariable linear regression analysis identified that the levels of quiet quitting were higher among nurses than physicians and other HCWs. Moreover, greater job burnout contributed more to quiet quitting, while less satisfaction implied more quiet quitting. HCWs who work in shifts and those working in the private sector experienced higher levels of quiet quitting.More than half of our HCWs were described as quit quitters. Levels of quiet quitting were higher among nurses. Job burnout and job dissatisfaction were associated with higher levels of quiet quitting.Measurement of quiet quitting and identification of risk factors are essential to prevent or reduce quiet quitting levels among HCWs. Our study provides information on this field helping managers and organizations to identify quiet quitters within HCWs. Policymakers and managers should develop and implement interventions both at an organizational level and at an individual level. [ABSTRACT FROM AUTHOR]

• Mathematical convergence of an indirect response (IDR) model-IV (stimulation of response loss) and turnover with inactivation (TI) model is demonstrated upon operation with identical linear versus nonlinear pharmacologic effect terms. • Simulated time of peak response for a classical IDR model-IV can shift leftward or rightward in time depending on PK or PD parameter values (e.g., k e l , S m a x) and type of effect term, and directionality of time of maximal response with dose cannot by itself identify an appropriate mechanistic model. • A generalized dynamic model linking mRNA and protein turnover is proposed to model the pharmacodynamic responses of diverse proteolysis-targeting chimeras (PROTACs) and small interfering RNA (siRNAs) therapeutics. Indirect response (IDR) and turnover with inactivation (TI) comprise two arrays of mechanism-based pharmacodynamic (PD) models widely used to describe delayed drug effects. IDR Model-IV (stimulation of response loss) and TI (irreversible loss) have been described with discerning "signature" profiles; classical IDR-IV response-time profiles display slow declines where peak response shifts later with increasing dose, whereas TI profiles feature steep response declines with earlier-shifting nadirs. Herein, we demonstrate mathematical convergence of IDR-IV and TI models upon implementation with identical linear versus nonlinear pharmacologic effect terms. Time of peak response in IDR-IV can in fact shift earlier or later depending on PK or PD parameters (e.g., k e l , S m a x) and effect type. A generalized dynamic model linking mRNA and protein turnover is proposed. Applicability of IDR-IV and TI, with either linear or nonlinear terms acting on degradation/catabolism/loss of response, is demonstrated through model-fitting PK-PD effects of three proteolysis-targeting chimeras (PROTACs) and two ligand-conjugated small interfering RNAs (siRNA). This work clarifies mathematical properties, convergence, and expected responses of IDR-IV and TI, demonstrates their applicability for targeted gene-silencing and protein-degrading agents, and illustrates how well-designed in vivo studies covering broad dose ranges with richly sampled time-points can influence PK-PD model structure and parameter resolution. [ABSTRACT FROM AUTHOR]

Year of establishment can be a critical driver of plant communities with the establishment stage of community development particularly susceptible to factors including ambient rain, temperature, and other temporally variable drivers (e.g., seed and seedling predators). However, while year effects have been shown to drive community structure at local (patch) scales, it is yet unexplored how these within‐patch effects scale up to drive landscape‐level patterns of biodiversity. These dynamics are likely to be critical but are overlooked in many systems including those with high‐frequency disturbance regimes or active management. Here we leveraged a series of field‐based grassland mesocosms established identically at three sites across 5 years, and each monitored for 4–8 years. We compared the strength of these temporal and spatial drivers (year effects and site effects) on consequent patterns of spatial and temporal variability (beta diversity and turnover) between plots seeded with native perennial species versus those seeded with nonnative annual species. The composition of plots seeded with perennial species showed strong effects of planting year and consequently exhibited higher beta diversity within sites (across mesocosms established in five different years within sites), while plots seeded with annual species had higher between‐site variation but low beta diversity within sites. Plots with annual species were also more temporally variable than plots with perennial species. These findings have important implications for our understanding of key drivers of biodiversity across landscapes. Specifically, we showed that variable trajectories in community composition generated by site and year effects during establishment can promote beta diversity across landscapes dominated by perennial species, but are considerably less impactful in annual‐dominated systems. These findings further our understanding of the importance of assembly dynamics on landscape‐scale patterns of diversity, and have important management implications for restoration efforts. [ABSTRACT FROM AUTHOR]

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 FROM AUTHOR]

The availability of big data spurred the application of modern prediction analytics (e.g., machine learning methods) in human resource management (HRM) research and practice. Due to the novel and technical nature of prediction analytics, HR professionals and researchers may struggle to collaborate with data experts. We offer a comprehensive introduction to the logic and value of prediction methods. Moreover, we highlight the concern of treating grouped data—commonly seen in HRM research yet rarely discussed in building prediction models. We introduce different strategies to deal with grouped data in applying prediction models. The performance of different modelling approaches and prediction models are compared in an empirical data set consisting of 1454 employees from 199 small and medium sized enterprise's. Following a workflow to compare the relative performance of the prediction models, the model with the best prediction accuracy was the random‐effects bagged tree that allows for complex relationships and incorporates random effects. Following the estimates of this model, we identified the five most influential predictors of turnover intention: perceived fairness, leader‐member exchange, career opportunities, pay satisfaction and age. The inductive nature of prediction models is expected to advance theory development and HR analytics for developing effective HRM policies. [ABSTRACT FROM AUTHOR]

Attrition models combine variables into statistical algorithms to understand and predict employee turnover. People analytics teams and external vendors use attrition models to offer insights and to develop organisational interventions. However, if attrition models or other data‐driven models inform employment decisions, model scores may then be subjected to civil rights laws and diversity concerns resulting from group differences in scores. This paper discusses adverse impact when building attrition models, outlining how researchers test for adverse impact in this context, strategies to reduce group differences and how attrition modelling and other human resources 'big data' predictions fit within larger validity frameworks. Procedures were applied to field data in an applied demonstration of an attrition model with disparate impact. Model revisions resulted in adverse impact reductions while simultaneously maintaining model validity. Collectively, this paper provides timely attention to important aspects of the people analytics, turnover and legal domains. [ABSTRACT FROM AUTHOR]

Copyright of Tyoelaman Tutkimus is the property of Tyoelaman tutkimusyhdistys ry and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

A clear effect of insulin deficiency and replacement on body/muscle mass was a landmark observation at the start of the insulin age. Since then, an enormous body of investigations has been produced on the pathophysiology of diabetes mellitus from a hormonal/metabolic point of view. Among them, the study of the effects of insulin on body growth and protein accretion occupies a central place and shows a stepwise, continuous, logical, and creative development. Using a metaphor, insulin may be viewed as a director orchestrating the music (i.e., the metabolic effects) played by the amino acids and proteins. As a hormone, insulin obviously does not provide either energy or substrates by itself. Rather, it tells cells how to produce and utilize them. Although the amino acids can be released and taken up by cells independently of insulin, the latter can powerfully modulate these movements. Insulin regulates (inhibits) protein degradation and, in some instances, stimulates protein synthesis. This review aims to provide a synthetic and historical view of the key steps taken from the discovery of insulin as an "anabolic hormone", to the in-depth analysis of its effects on amino acid metabolism and protein accretions, as well as of its interaction with nutrients. [ABSTRACT FROM AUTHOR]

The fear and uncertainty created by the ongoing COVID-19 pandemic have strained the employer-employee relationship. This research seeks to understand how psychological contract breach shapes employees' perspectives of meaningful work and its influence on turnover intention. Drawing on event systems theory, we investigated how objective events in the environment (e.g., global pandemic) impact employees. We also argue that the career shock caused by the COVID-19 pandemic affected employees' choices based on their job fit and psychological resources. Findings indicate that experiencing meaningful work reduced turnover intention, especially for those that experienced less psychological contract breach. Also, experiencing meaningful work reduced turnover intention most for individuals whose working hours were not impacted by the COVID-19 pandemic. These findings show that experiencing meaningful work in a relatively stable job reduces employees' potential turnover during exogenous shocks. The study also highlights the importance of meaningful work and why organizations should collaborate and assist their employees in making work more meaningful. [ABSTRACT FROM AUTHOR]

This abstract explores the pivotal success factors within the Indian Information Technology (IT) industry, focusing on human resources, strategic planning, and governmental policies. The rapid expansion of the Indian IT sector has led to a growth in the IT talent pool, significantly influencing the trajectory of IT organizations. The critical elements of talent attraction, management, and retention play a central role in shaping the future of these organizations. Talent management, a cornerstone organizational function, encompasses recruiting individuals for specific roles, fostering their growth, and empowering them to achieve organizational goals. Recognizing employees as valuable assets is essential, as their treatment fundamentally defines organizational success. Elevated employee engagement establishes positive emotional connections, fostering passionate contributors, innovative problem-solving teams, superior coordination, and enhanced employee well-being. [ABSTRACT FROM AUTHOR]

Internal mobility, or movement of individuals within organizations, is a frequently occurring phenomenon that can have ripple effects throughout organizations. Internal mobility can impact individuals, units, and organizations and several decades of work on the topic provide evidence of its causes and consequences. While a recent uptick in research on internal mobility aligns with upward trends in the use of internal labor markets within organizations, the literature is currently not well integrated with a variety of terms and characteristics used to describe internal mobility, siloed single-level research on either individual or organization perspectives, and poor integration with other forms of mobility that makes it difficult to fully understand its impact. This review of the 202 articles on internal mobility reconciles these issues by defining internal mobility, creating a model based around the two primary types of internal mobility, transfers and promotions, and integrating research from varied organizational actors (individuals, organizations) that cause and are affected by internal mobility. This review culminates with a future research agenda designed to extend research on internal mobility. [ABSTRACT FROM AUTHOR]

Research problem: High turnover rates in long-term nursing facilities exacerbate the existing shortage of caregivers, a trend that will only worsen as the population of the United States ages. Part-time certified nursing assistants (CNAs) provide a significant amount of patient care in these facilities. CNAs also have high annual rates of turnover, which can harm health outcomes and increase the cost of care. In this study, we empirically analyze the effect of scheduling decisions on part-time CNA turnover. We explore three research questions that examine both how much and with whom a CNA is scheduled to work. We seek to empirically answer how (1) hours worked and (2) coworker variability influence turnover for part-time CNAs and if (3) coworker variability moderates the relationship between hours worked and CNA turnover. Methodology/results: Using novel data from one of the nation's largest nursing home organizations, which includes data for 6,221 part-time CNAs at 157 facilities in the United States over a 26-month period, we identify two scheduling levers managers may be able to use to influence turnover. As hours worked increase, turnover first decreases and then increases, demonstrating a nonlinear U-shaped relationship between hours worked and turnover. We also find that high coworker variability increases turnover while also moderating the effects of hours worked on turnover. In post hoc analyses, we demonstrate that high CNA turnover has negative impacts on patient health. Managerial implications: These findings suggest that managers may be able to leverage part-time CNA scheduling to reduce turnover, improving both the quality and cost of care. Specifically, we demonstrate that managers can reduce CNA turnover by increasing hours worked, scheduling coworkers together consistently and doing both simultaneously. Supplemental Material: The online appendices are available at https://doi.org/10.1287/msom.2021.0533. [ABSTRACT FROM AUTHOR]

Why might start-ups not change even when doing so may enhance firm performance? It seems reasonable to point to founder presence as a potential culprit given founders' cognitive myopia and/or commitment to the status quo. However, founder presence may instead be a facilitator of change in response to environmental uncertainty because founders can uniquely coordinate resources needed for organizational change. We empirically address these two opposing views on the impact of founder presence (versus loss) on organizational change by using a comprehensive administrative data set of start-ups in the United States. Correlational analysis shows that start-ups generally become less likely to change following founder turnover. Given the potentially endogenous nature of founder turnover, we exploit premature deaths as a natural experiment that suddenly removes some founders from their start-ups while leaving others intact. We find that start-ups are less likely to change after losing a founder, especially if the founder loss happens during an economic recession. At the same time, the effect is attenuated when losing a founder with more experience in the same industry, suggesting that founder presence can also contribute to reinforcing the status quo under some conditions. Broadly, these results not only show that founders tend to facilitate change in their organizations but also identify when founders are merely subject to organizations' bureaucratic forces that they themselves may have imprinted originally. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2023.1668. [ABSTRACT FROM AUTHOR]

This study aims to analyse the factors causing the high turnover of nurses at Anwar Medika Sidoarjo Hospital and compile steps to reduce the nurse turnover ratio at Anwar Medika Hospital. This research was conducted using a descriptive method to make an objective picture of a situation with hindsight. The nurse turnover ratio at RSU Anwar Medika Sidoarjo for December 2021-November 2022 was 25.2%. As much as 42% is involuntary turnover. Moreover, the remaining 58% is voluntary turnover. The voluntary turnover was further sorted, and 38 people were included in the controlled turnover. Most nurses leave RSU Anwar Medika Sidoarjo because they get jobs in places considered more attractive, both in private companies and as civil servants. Then, the following most common reason relates to management policies in appointing permanent employees who are considered too long and policies regarding income. [ABSTRACT FROM AUTHOR]

This article examines the connection between customer relationship management (CRM) and organizational performance in Nigeria, specifically in commercial banks. The study conducted surveys with employees from five selected banks and discovered a significant correlation between CRM and profitability, as well as between CRM and the banks' asset base and turnover. The article suggests that commercial banks should prioritize improving their CRM practices to enhance profitability, asset base, and turnover. It also highlights challenges associated with CRM implementation, such as high costs and poor data quality. The research contributes to the understanding of CRM and organizational performance in the Nigerian context and recommends further exploration of CRM in other sectors of the Nigerian economy. [Extracted from the article]

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

Copyright of Public Administration & Civil Service / Memlekettìk Basķaru Ža̋ne Memlekettìk Ķyzmet is the property of Academy of Public Administration under the President of the Republic of Kazakhstan / Akademiya Gosun and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Aims: To systematically assess the worldwide prevalence of nurse turnover and discuss its influencing factors. Design: Systematic review and meta‐analysis. Methods: PubMed, the Cochrane Library, Web of Science, CINAHL, China Knowledge Resource Integrated Database, Wanfang Database were searched from their commencement date to 25 March 2021. Two authors independently reviewed the studies. Stata 15.0 software package was used for statistical analysis, with estimates of data on the prevalence of nurse turnover using a random‐effects model. This review was performed according to the Joanna Briggs Institute (JBI) manual for evidence synthesis and the Preferred Reporting Items for Systematic Review and Meta‐Analysis (PRISMA) Statement. PROSPERO Registration Number:CRD42020208873. Results: A total of 15 studies covering 852,317 nurses were included in the analyses. The pooled prevalence of nurse turnover was 18% (95% CI: 11% to 26%, I2 = 99.86%, p < 0.0001). Geographic regions (Asia), published years (2001 to 2010) and respondents (new nurses) were significantly associated with the prevalence of nurse turnover. Additionally, several risk factors for turnover were identified in the literature, involving demographic factors (young, single, have short working hours, lower level of education and male nurses), organizational factors (small‐scale hospitals, low salary levels, larger workload, developed region and absence of labour union), satisfaction (dissatisfaction with organization, profession, job and competence). [ABSTRACT FROM AUTHOR]

BACKGROUND AND OBJECTIVES: An employee's satisfaction and performance are linked to the company's work discipline, personal factors, and organizational culture. This paper studies these three factors in the context of Information Technology companies and their connection to employee satisfaction. Job satisfaction is a significant issue in Information Technology Companies, leading to increased labour turnover in Information Technology Companies. The study highlights the relevance of Information Technology companies to understanding the reasons behind their employees' satisfaction. Until now, little is known concerning the variants of job satisfaction among Information Technology employees, enriching the understanding in this particular professional area. The study was conducted to assess the job satisfaction needs of the employees in major Information Technology companies. The study helps to know the preferences and problems of the employees. METHODS: In this study, data was collected from employees from various Information Technology companies to uncover the factors that impact the satisfaction of employees. Considering the study's goal and the literature review, the technique was analytical and interpretive. Due to large populations random sampling method is convenient for the study. The study's objectives were achieved explicitly via the questionnaire's design. To test the proposed hypotheses, all data were processed using the Structural Equation Modelling, Statistical Package for Social Science (SPSS) and Analysis of Moment Structures. FINDINGS: Information Technology companies need their employees to feel satisfied to achieve the overall objectives and remain loyal to the company to achieve company success. From the responses, we learned that 31% of the respondents were satisfied with their employer about the various allowances and benefits they receive. Also, we knew that around 50% of the respondents were happy with their choice of the company because of its future commitments. 102 of the respondents highly disagreed that they were satisfied with the attitude and nature of their employees. Also, 22.26% of the male respondents have said they are only sometimes motivated to go to work. The limitation of this study was that the collected data was only of the general employees of the Indian Information Technology companies and not to specific departments of those companies. Also, no categories of companies were defined as per turnover. CONCLUSION: By recognizing the importance of job satisfaction, managers can create an environment that motivates and engages employees, leading to better performance, increased productivity, and reduced employee turnover. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to determine the effects of the psychosocial work environment on the turnover of civil service cadre officers in rural areas in Bangladesh. Design/methodology/approach: Physical intimidation, mental health and well-being, organisational impediments, decision latitude, psychological job demands and social interaction were developed as variables to examine in relation to job satisfaction and turnover. This study gathers 406 responses from Bangladesh Civil Service (BCS) cadre officers in rural areas to test the hypotheses. Findings: The findings indicate that physical intimidation increases employee turnover, whereas psychosocial job demand decreases it. Physical intimidation reduces job satisfaction, whereas decision flexibility and social interaction enhance job satisfaction, hence reducing the turnover of civil service cadre officers in rural Bangladesh. Originality/value: This research contributes to the creation of context-specific and targeted public sector support, particularly the interventions and policies addressing the work environment in rural areas. [ABSTRACT FROM AUTHOR]

Copyright of GeSec: Revista de Gestao e Secretariado is the property of Sindicato das Secretarias e Secretarios do Estado de Sao Paulo (SINSESP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Facing patient death is an unavoidable aspect of work for nurses working in healthcare settings. The attitudes of nurses toward death, however, can exert a negative psychological impact on themselves that can even cause them to quit this occupation. Aim: The objective of this study was to explore the attitudes of nurses toward death, the factors influencing said attitudes, and whether nurses basic attributes and attitudes toward death were associated with their future turnover behavior. Method: A prospective study design was adopted. The recruitment period ran from October 2017 to March 2018. A total of 323 nurses completed a basic attributes survey as well as the Death Attitude Profile‐Revised questionnaire and were followed until May 30, 2021. The factors influencing turnover were then analyzed using the Cox proportional hazard model. The STROBE checklist was used for reporting in this study. Results: Age was found to be significantly associated with fear of death and death avoidance. Compared with nurses with no religion, nurses who were Buddhists/Taoists were more inclined toward neutral acceptance in their attitude toward death, whereas those who were Christians/Catholics were more inclined toward escape acceptance. Nurses with less than three years of work experience were more likely to resign earlier than those with more than 3 years of work experience. Fear of death and approach acceptance could be used to predict turnover. Conclusions: Younger nurses were more likely to exhibit fear of death and escape behavior, and those with less work experience or a greater fear of death were more likely to resign. Nurses with religious beliefs could accept patient death more positively, whereas those who faced death with positive approach acceptance displayed reductions in turnover. Implication for nursing and health policy: Younger nurses should receive more education regarding death early in their training. Hospitals should also offer more education from a religious aspect in order to reduce turnover. [ABSTRACT FROM AUTHOR]

The present study tested and extended the motivational process of the Job Demands‐Resources (JD‐R) theory to explicate the role of signature strengths use as a personal resource and organizational support for strengths use as a job resource for a host of organizational outcomes. Our greater interest was to examine serial and parallel mediation of employee‐level variables (i.e., work engagement, job performance, and turnover intentions) between both types of resources (personal and job) and organizational outcomes (i.e., organizational performance and turnover). We collected data from 202 top managers from 56 branches of a large bank in Pakistan. The participants filled in data for most of the study variables, whereas the concerned bank officials provided objective ratings of organizational performance and turnover. The results indicated the indirect effect of signature strengths use and organizational support for strength use on perceived and objective organizational performance mediated by work engagement, job performance, and turnover intentions. Signature strengths use also showed a direct effect on perceived and objective organizational performance. The findings illustrate the potential benefits of using one's signature strengths for employee and organizational success and reiterate the importance of enhancing organizational support for strengths use for management groups who in turn can contribute substantially to organizational performance. [ABSTRACT FROM AUTHOR]

Research on climate has been explored from multiple perspectives over the years. It is generally agreed that global climate (the mean value of the climate ratings of individual members) is positively related to many important individual and organizational outcomes. However, having a positive global climate is not enough. The level of variability in climate dimensions ratings also matters as it could influence how employees appraise their work environment. In this study, we explored the different roles of climate variability, defined as the level of dispersion across climate dimensions, to explain collective turnover. Drawing on signalling theory, we tested the direct and moderating effects of climate variability on collective turnover using a large and heterogeneous database composed of 25,288 individuals from 150 small‐sized to large organizations in different industries. After controlling for global climate, we found that climate variability had a curvilinear association with collective turnover. Although lower levels of climate variability had milder effects on collective turnover, moderate to higher levels of climate variability were associated with higher collective turnover rates. Moreover, climate variability also played a moderating role in the relationship between global climate and collective turnover such that a higher level of climate variability impaired the beneficial effects of a positive global climate on collective turnover. Implications for theory, practice and future research are discussed. [ABSTRACT FROM AUTHOR]

Holobionts are dynamic ecosystems that may respond to abiotic drivers with compositional changes. Uncovering elevational diversity patterns within these microecosystems can further our understanding of community‐environment interactions. Here, we assess how the major components of lichen holobionts—fungal hosts, green algal symbionts, and the bacterial community—collectively respond to an elevational gradient. We analyse populations of two lichen symbioses, Umbilicaria pustulata and U. hispanica, along an elevational gradient spanning 2100 altitudinal metres and covering three major biomes. Our study shows (i) discontinuous genomic variation in fungal hosts with one abrupt genomic differentiation within each of the two host species, (ii) altitudinally structured bacterial communities with pronounced turnover within and between hosts, and (iii) altitude‐specific presence of algal symbionts. Alpha diversity of bacterial communities decreased with increasing elevation. A marked turnover in holobiont diversity occurred across two altitudinal belts: at 11°C–13°C average annual temperature (here: 800–1200 m a.s.l.), and at 7°C–9°C average annual temperature (here: 1500–1800 m a.s.l.). The two observed zones mark a clustering of distribution limits and community shifts. The three ensuing altitudinal classes, that is, the most frequent combinations of species in holobionts, approximately correspond to the Mediterranean, cool‐temperate, and alpine climate zones. We conclude that multitrophic microecosystems, such as lichen holobionts, respond with concerted compositional changes to climatic factors that also structure communities of macroorganisms, for example, vascular plants. [ABSTRACT FROM AUTHOR]

This study was conducted to determine the effects of fatigue in nurses with confirmed COVID‐19 infection on organizational outcomes. The study was carried out with the participation of 200 nurses who had tested positive for COVID‐19 in the last eighteen months and had COVID‐19‐related fatigue complaints. Data were collected between October 2022 and February 2023 using a questionnaire consisting of the Chalder Fatigue Scale, the Work Alienation Scale, the Turnover Intention Scale, and the Employee Performance Scale. Fatigue was the most common symptom of COVID‐19 in this study, as in other results. The number of being infected with COVID‐19 and education levels were found to be significant predictors of post‐COVID‐19 fatigue. Post‐COVID‐19 fatigue had an effect on turnover intention and alienation to work, but it did not affect employee performance. In this study, the effects of post‐COVID‐19 fatigue on organizational outcomes such as employee performance, turnover intention, and work alienation were determined. Therefore, regardless of its source, fatigue should be dealt with managerially, and preventive policies and procedures should be developed. [ABSTRACT FROM AUTHOR]

Recently, the Centers for Medicare & Medicaid Services (CMS) introduced staffing measures related to staffing variability and turnover in the Nursing Home (NH) Care Compare Five-Star Quality Rating System. While the consensus within the literature is that reduced variability and turnover are associated with higher NH quality of care and life, no existing studies have evaluated the relationship between CMS's newly introduced staffing measures and quality. This study uses regression analysis to estimate the relationship between 13 quality measures (used in Care Compare) and CMS's new staffing measures (i.e., weekend nursing staff levels, total nursing and registered nurse staff turnover, and administrator turnover) as well as a measure of daily staffing variation recently introduced in the literature called the coefficient of variation. Regressions analysis finds strong evidence of an association between quality and these staffing measures, though some measures (e.g., nursing staff turnover) are highly correlated and may be duplicative. [ABSTRACT FROM AUTHOR]

What can the stable isotope values of human and animal faeces tell us? This often under‐appreciated waste product is gaining recognition across a variety of disciplines. Faecal isotopes provide a means of monitoring diet, resource partitioning, landscape use, tracking nutrient inputs and cycling, and reconstructing past climate and environment. Here, we review what faeces are composed of, their temporal resolution, and how these factors may be impacted by digestive physiology and efficiency. As faeces are often used to explore diet, we clarify how isotopic offsets between diet and faeces can be calculated, as well as some differences among commonly used calculations that can lead to confusion. Generally, faecal carbon isotope (δ13C) values are lower than those of the diet, while faecal nitrogen isotope values (δ15N) values are higher than in the diet. However, there is considerable variability both within and among species. We explore the role of study design and how limitations stemming from a variety of factors can affect both the reliability and interpretability of faecal isotope data sets. Finally, we summarise the various ways in which faecal isotopes have been applied to date and provide some suggestions for future research. Despite remaining challenges, faecal isotope data are poised to continue to contribute meaningfully to a variety of fields. [ABSTRACT FROM AUTHOR]

In June 2014, the first Health Complex was established in the suburban area of Tabriz, a northwest city of Iran. Health Complexes, as one of the decentralized models, have been formed based on universal health coverage principles. However, nearly two years after commencing work in the province, Health Complexes experience a high turnover of health care workers. This study aims to explore why primary health care workers set aside their roles in the health system and leave their jobs in opposition to the planned objectives. In this qualitative research, purposive and snowball sampling techniques were used for participants' selection. Data were collected through semistructured interviews and documentary review. Interviews were conducted with health officials, health care specialists, and other health workers who had left their jobs in Health Complexes in the suburban areas of Tabriz. Inductive and deductive content analysis was used to analyse data. The leading causes for health care workers leaving a job were divided into four main categories including organizational policies and regulations, financial and economic factors, sociocultural, and personal factors. Developing evidence‐informed interventions and strategies to improve payment systems, provide job security and opportunities for professional development, and adopt cooperative leadership are essential to decrease the turnover rate of health care workers at Health Complexes. Key points: High turnover rates of medical practitioners and medical specialists is the main challenge in suburban areas. Developing evidence‐informed polices is crucial for decreasing turnover rates among clinicians, but such policies are not included among policy makers' planned objectives. Organizational policies and regulations, financial and economic factors, socio‐cultural and personal factors are the leading causes for leaving job by clinicians. [ABSTRACT FROM AUTHOR]

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

Succession planning policies are a method used to ensure transfer of scarce skills by those preparing to exit the organisation, and while they may exist on paper in the public sector, there is very little evidence that they are practised. Succession planning is a valuable strategy that organisations should consider minimising the impact of continual turnover. Succession planning, if implemented, has an impact on professionalising the public service. It can be used as a strategy to manage talent and continuous change brought about by high staff turnover that affects the performance of the public sector. The aim of the study was to investigate the existence of a succession policy within the National School of Government (NSG). The study was conducted through a qualitative research method wherein various theories were explored using succession planning concepts and various instruments and methods in the collation of information, and then the findings were interpreted. Purposive sampling techniques were used, which, according to Kumar (2014:18 are used to construct historical reality and develop underutilised elements of human capital such as succession planning for professionalisation purposes, as in the case with the NSG. There are inadequate HRM practices to address transformation and expected developmental roles addressing succession planning and to professionalise the public service; these are influenced by social and global economic challenges. Currently, the NSG is experiencing high staff turnover due to retirement and promotion of individuals. This creates anxiety among employees while they wait for vacant positions to be filed and puts pressure on the employer to find suitable candidates in the shortest time possible. This type of change could be prepared for through succession management where successors are identified earlier and prepared through development, mentoring, and coaching. The findings of the study recommend that the NSG should have a formal succession plan in place to address the issue of scarce skills; and together with the DPSA to put in place a policy framework that will guide the implementation of succession planning in the entire public sector. This is in line with the professionalisation of the public sector. [ABSTRACT FROM AUTHOR]

This article, published in the Czech Journal of Tourism, explores the reasons behind the increasing turnover rate in the tourism industry. The study analyzes data from questionnaires and interviews with managers in the industry to identify the main causes of turnover. The findings suggest that employee terminations are highest due to fear of job loss, unsatisfactory social climate, dissatisfaction with work, inadequate salary evaluation, reluctance to work overtime, and perceived threat to job positions by employed refugees. The study also highlights the need for new technologies, improved salary requirements, and addressing concerns about overtime compensation. The article concludes that turnover in the tourism industry is increasing, with social reasons being more important than dissatisfaction with earnings. Further research is recommended to address the challenges faced by the sector in attracting and retaining a quality workforce. [Extracted from the article]

Dearth of quantification on the nexus between employee compensation and turnover gave rise to this empirical investigation into the effects 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 a 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 within 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 effects on turnover. The findings of the study have salient significance in terms of theory, practice, and policy. Far reaching recommendations are put forward. [ABSTRACT FROM AUTHOR]

One of the key challenges in managing eutrophication in coastal marine ecosystems is the harmonized cross-border assessment of phytoplankton. Some general understanding of the consequences of shifting nutrient regimes can be derived from the detailed investigation of the phytoplankton community and its biodiversity. Here, we combined long-term monitoring datasets of German and Dutch coastal stations and amended these with additional information on species biomass. Across the integrated and harmonized dataset, we used multiple biodiversity descriptors to analyse temporal trends in the Wadden Sea phytoplankton. Biodiversity, measured as the number of species (S) and the effective number of species (ENS), has decreased in the Dutch stations over the last 20 years, while biomass has increased, indicating that fewer species are becoming more dominant in the system. However, biodiversity and biomass did not show substantial changes in the German stations. Although there were some differences in trends between countries, shifts in community composition and relative abundance were consistent across stations and time. We emphasise the importance of continuous and harmonized monitoring programmes and multi-metric approaches that can detect changes in the communities that are indicative of changes in the environment. [ABSTRACT FROM AUTHOR]

Purpose: This study investigated whether the work environment affects nurses' turnover intention with career motivation and job satisfaction acting as mediating factors. Methods: Data were collected from January 6-25, 2022, using a cross-sectional design. The participants were 205 nurses who had worked for more than six months at four small-to-medium-sized general hospitals in South Korea. Data analysis consisted of descriptive statistics, Pearson's correlation coefficients, independent t-tests, one-way ANOVAs, Scheffe test, and mediation analysis using Hayes' PROCESS Macro Model 6. Results: The nursing work environment had a significant positive association with career motivation and job satisfaction and negative effects on nurses' turnover intention. The single mediating effect of job satisfaction and the serial mediation effects of career motivation and job satisfaction on the relationship between the nursing work environment and turnover intention were significant. Thus, nurses' positive perceptions of the work environment strengthened career motivation, which in turn increased job satisfaction and reduced turnover intention. Conclusion: Providing a healthy work environment to nurses can help reduce their turnover intention. Therefore, the government and hospitals should implement human resource strategies to improve nursing work environments and take steps to enhance career motivation and job satisfaction to strengthen nurse retention. [ABSTRACT FROM AUTHOR]

We assessed the Caraboidea communities of Gorongosa National Park (GNP) in Mozambique. Influence of tropical rainfall, after a long period of drought, was evaluated on alpha and beta diversity of tiger- and ground-beetles in the main habitat types of the park: miombo forests, mixed forests, transitional forests, and grasslands (open savannas). Tiger- and ground-beetle communities were sampled by pitfall traps set up in 25 sites of each habitat type along three sampling periods, comprising the transition of dry season to the wet season. After the first rainfall, an increase in alpha diversity was observed across GNP habitats, particularly in grasslands. Higher values of beta diversity were observed between the dry and wet sampling periods, particularly in grasslands. In contrast, community dissimilarities between sampling periods were not significant in the transitional forests. Community body size in grasslands increased after the rainfall, partly due to the occurrence of caraboid species that were exclusive of forest habitats during drought. Transitional forests, as ecotone habitat areas, appeared to support grassland species during drought, serving also as a source of forest species that may colonize the open areas in the wet season. Forest species will probably be more threatened by climate aridification and future landscape changes due to climate change. [ABSTRACT FROM AUTHOR]

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

Retaining qualified personnel is a priority for armed forces, and turnover presents a serious problem. This study uses job embeddedness theory to investigate embeddedness factors, predictability and work–life conflict as predictors of turnover intentions in commissioned officers (COs) and non-commissioned officers (NCOs) in the Royal Norwegian Navy. The study posits that career prospects, community fit, organisational fit and organisational links embed personnel and are associated with a reduction in turnover intentions. In addition, the study proposes a mechanism whereby personnel who experience a predictable work schedule have better work–life balance and subsequently lower turnover intentions. Predictability in turn is hypothesised to be associated with the possibility of flexible hours. Using structural equation modelling, we find that embeddedness factors predicted turnover intentions for both personnel categories, but career prospects were the only significant embeddedness factor for NCOs. Predictability was associated with a reduction in turnover intentions via work–life conflict for both groups. In addition, flexible hours showed an effect on work–life conflict for both groups, but through different mechanisms. Overall, the results point to differential actions to reduce turnover between COs and NCOs in the armed forces and conclude with a priority list for actions to reduce turnover in each personnel group. [ABSTRACT FROM AUTHOR]

The article examines gender disparities in the impacts of corporate restructuring, focusing on employee self-selection in a major European airline. It analyzes the choices of men and women regarding voluntary redundancy and subsidized part-time work, revealing gender differences influenced by financial incentives, retraining, and family reasons.

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. [ABSTRACT FROM AUTHOR]

ObjectivesWhile psychological safety is recognized as valuable in healthcare, its relationship to resource constraints is not well understood. We investigate whether psychological safety mitigates the negative impact of resource constraints on employees.MethodsLeveraging longitudinal survey data collected from healthcare workers before and during the COVID-19 crisis (N = 27,240), we examine how baseline psychological safety relates to employee burnout and intent to stay over time, and then investigate this relationship relative to resource constraints (i.e., the inadequacy of staffing and tools).ResultsUsing hierarchical linear models, we find that psychological safety has enduring protective benefits for healthcare workers during periods of stress, and that these benefits mitigate the negative consequences of resource constraints for burnout and turnover intent over time.ConclusionThese findings extend the empirical basis for psychological safety and suggest that investments in building psychological safety can foster employee resilience and organizational commitment, even when resources are strained.

Abstract In the savanna-seasonally dry tropical forest ecotone in Northeastern Brazil, we studied variations in flora and structure within old growth and two sites in secondary succession (10 and 25 years). We sampled 2,127 trees and shrubs with a diameter at ground level of 3 cm or more, excluding cacti, palm trees, and vines. Old growth contained 478 plants from 29 species, the 25-year site had 819 plants from 27 species, and the 10-year site had 829 plants from 25 species, totaling 38 species across the sites. Regarding the regenerating stratum, we found 2,776 individuals, with the largest and smallest number of individuals for 10 and 25 years regeneration, respectively. Rarefaction and Jacknife richness showed greater tree richness in old growth, whereas 10 and 25 years regeneration presented similar richness estimates; furthermore, the highest richness in the regenerating stratum was observed in 10 years and the lowest in old growth. Our results reveal that changes in composition are caused by species replacement, demonstrating that even in areas deforested for traditional agriculture, turnover causes significant changes in composition and results in the requirement of a long time for reestablishment, similar to the old growth.

In Brief: Although the academic libraries profession recognizes that retention is a complex and important issue, especially for advancing diversity, equity and inclusion (DEI) initiatives and supporting BIPOC librarians, the library literature largely avoids defining or providing a measurement for retention at all. We explore the distinction between involuntarily staying and voluntarily staying, as well as the coping strategies library employees may engage in when they involuntarily stay. Finally, we make the argument that functional retention is a relationship between the organization and the individual employee in which both sides are positively contributing to the workplace culture.

Abstract Background Progranulin (PGRN) is a lysosomal glycoprotein implicated in various neurodegenerative diseases, including frontotemporal dementia and neuronal ceroid lipofuscinosis. Over 70 mutations discovered in the GRN gene all result in reduced expression of the PGRN protein. Genetic and functional studies point toward a regulatory role for PGRN in lysosome functions. However, the detailed molecular function of PGRN within lysosomes and the impact of PGRN deficiency on lysosomes remain unclear. Methods We developed multifaceted proteomic techniques to characterize the dynamic lysosomal biology in living human neurons and fixed mouse brain tissues. Using lysosome proximity labeling and immuno-purification of intact lysosomes, we characterized lysosome compositions and interactome in both human induced pluripotent stem cell (iPSC)-derived glutamatergic neurons (i3Neurons) and mouse brains. Using dynamic stable isotope labeling by amino acids in cell culture (dSILAC) proteomics, we measured global protein half-lives in human i3Neurons for the first time. Results Leveraging the multi-modal proteomics and live-cell imaging techniques, we comprehensively characterized how PGRN deficiency changes the molecular and functional landscape of neuronal lysosomes. We found that PGRN loss impairs the lysosome’s degradative capacity with increased levels of v-ATPase subunits on the lysosome membrane, increased hydrolases within the lysosome, altered protein regulations related to lysosomal transport, and elevated lysosomal pH. Consistent with impairments in lysosomal function, GRN-null i3Neurons and frontotemporal dementia patient-derived i3Neurons carrying GRN mutation showed pronounced alterations in protein turnover, such as cathepsins and proteins related to supramolecular polymerization and inherited neurodegenerative diseases. Conclusion This study suggested PGRN as a critical regulator of lysosomal pH and degradative capacity, which influences global proteostasis in neurons. Beyond the study of progranulin deficiency, these newly developed proteomic methods in neurons and brain tissues provided useful tools and data resources for the field to study the highly dynamic neuronal lysosome biology. Graphical Abstract

The purpose of the study is to identify the patterns of mutual trade in goods between Russia and the Czech Republic and Slovakia over the past decade – from 2012 to 2021. The objectives of the work were to determine the significance of the Czech Republic and Slovakia for Russia as trading partners and Russia for them, to analyze the cost indicators of mutual trade in dynamics over 10 years, explain these dynamics, consider the commodity structure of trade and its changes within five most important commodity groups. Russia accounts for 2–3 % of the trade turnover of the Czech Republic and Slovakia, it is a more significant partner for both countries than they are for Russia. Anti-Russian sanctions and the pandemic have lowered the indicators of mutual trade, although both countries have managed to ease sanctions on the export of the most significant goods to Russia. The basis of Russian exports is mineral fuel, the dependence on which the Czech Republic and Slovakia have slightly decreased over the decade. The high export of cars from Russia to the Czech Republic over three years has reflected the upward trend in exports of Russian-made foreign cars abroad. The import from the Czech Republic and Slovakia of the commodity group “Nuclear reactors, boilers, equipment and mechanical devices; parts of them”, which is several times higher than the export of these goods from Russia, is explained by the cooperation of Rosatom with Czech and Slovak manufacturers of equipment for the nuclear industry, as well as the transfer of Czech companies into the ownership of the Russian companies and their receipt of large orders from Russia.