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ABSTRACT Aim Design Data Sources Methods Results Conclusion Impact and Implications for the Profession Reporting Method Patient or Public Contribution The aim of this study is to explore the experiences of nurses who resigned from healthcare organisations or abandoned the profession and explore the reasons behind them.A systematic review of qualitative studies and meta‐summary.Cumulative Index to Nursing and Allied Health Literature (CINAHL), Embase (Ovid), MEDLINE (Ovid), Social Science Citation Index (Web of Science), and Scopus.The search was conducted up to May 2024. Primary qualitative studies focused on nurses who had resigned or left the profession were included. The meta‐summary was conducted using method: findings were extracted from the reports, edited, grouped, abstracted into key meta‐findings, and finally, their frequency effect sizes were calculated.A total of 282 findings were extracted from 12 studies, generating 49 statements of findings that were aggregated into nine key meta‐findings. Poor management practices presented a frequency effect size of 100%. Other key meta‐findings included excessive workload, teamwork hurdles, health issues related to work shifts and difficulty in maintaining work‐life balance, a lack of career growth opportunities and promotion chances, disillusionment with nursing, dissatisfaction due to salary, bullying and horizontal violence, and moral distress over ethical dilemmas.The findings can help support the development of targeted strategies and the implementation of effective policies aimed at reducing nursing turnover.The major impact of these findings is the recognition of rising factors that negatively affect nurses' quality of life, including workload pressures and poor management strategies, which significantly lower job satisfaction. To address these challenges, the profession should prioritise tools that value nurses in their roles, implement strategies to manage workloads more effectively and advocate for policies promoting flexible scheduling. Additionally, investing in professional development and fostering a supportive work environment can help retain skilled nurses and nurture the growth of new talent.Preferred Reporting Items for Systematic Reviews and Meta‐Analyses (PRISMA).No patient or public contribution. [ABSTRACT FROM AUTHOR]

An accident occurred at Tokyo Electric Power Company's Fukushima Daiichi Nuclear Power Station (FDNPS) in March 2011, following an earthquake and tsunami. Local government staff members who worked in the area had a variety of experiences due to the accident, including trauma. This cross-sectional study was conducted to clarify the relationship between years of service and radiation-related traumatic experiences among 490 staff members in municipalities around the FDNPS exactly a decade after the accident. They were classified as <5 years, 5–10 years, and >10 years, relative to their lengths of employment. The experienced staff (>10 years of service) had a rich array of traumatic experiences, compared to those with less experience (<5 years of service). By contrast, the experienced staff had a lower SOC-13 score than those with less experience, and a higher percentage of them reported that their workload was greater than that imposed on other local government employees. The study results suggested that the experienced staff members who worked in the affected towns prior to the FDNPS accident have been burdened with a prolonged heavier workload, including radiation-related duties. [ABSTRACT FROM AUTHOR]

Termination of the individual employment contract requires a thorough understanding of the notice period. Whether dismissal or resignation, an understanding of the legal requirements and notice periods is crucial for both employers and employees, especially in a context where many issues are not covered by legislation and where judicial practice and literature are not unanimous in their solutions. This article analyses the specifics of each termination method, the procedure/formalities to follow and how to calculate the notice period, ensuring a clear understanding of the rights and responsibilities involved in the termination process. [ABSTRACT FROM AUTHOR]

Introduction: Nurses play a vital role in the provision of health care in rural, remote and isolated locations. Consequently, the current global nursing workforce shortage has significant and farranging implications for these communities where there are enduring issues with workforce maldistribution and shortage, instability, high staff turnover and health disparities. This article provides an analysis of existing literature on what rural, remote and isolated practising nurses view as important for the attraction and retention of this workforce in the Australian context. Methods: A structured scoping review informed by Arksey and O'Malley's framework for conducting scoping studies was undertaken. Six electronic databases were searched in August 2022. Cosgrave's person-centred retention improvement framework (which includes attraction) for addressing health workforce challenges in rural contexts was used to guide the synthesis and interpretation of information from the included studies. Key themes were identified inductively, conceptualised within Cosgrave's framework and mapped to the overarching lifecycle stages of attraction, retention and resignation, also referred to as turnover or decision to leave. Results: Twelve articles met the inclusion criteria for this review. Six themes related to attraction, retention and resignation were identified: (1) demanding role and scope of practice; (2) values divergence and professional opportunities; (3) continuing professional development and mentoring; (4) social, lifestyle and personal or family; (5) management and organisation; and (6) pay and incentives. The issues articulated within each of these themes overlapped, highlighting the complexities involved. Conclusion: Limited empirical research that combines a personcentred and whole-of-lifecycle approach to understanding the rural and remote nursing workforce was found. However, our analysis of existing evidence suggests that such approaches are required to appropriately plan for and target solutions that centre nurses' specific needs and experiences for the future nursing workforce. Relatedly, limited translational research on the nursing workforce that explicitly includes and engages with nurses was found. Such research is fundamentally needed to improve retention outcomes. [ABSTRACT FROM AUTHOR]

• This paper provided a unique perspective based on existing literature, clinical guidelines, and the expanded Tripartite Model of Self-Management to examine the phenomenon of diabetes self-management in older Chinese adults with type 2 diabetes. • Structural equation modeling analyzed multiple variables in one model to reveal the inter-relationships among the tripartite components of diabetes self-management and their contributing factors. • This study identified unique challenges that older Chinese adults encountered during their day-to-day self-management of type 2 diabetes. • Findings from this study will lay foundations for future studies to investigate the influence of the tripartite components as a whole on glucose control and diabetes outcomes. Approximately 1 in 3 (or 80 million) Chinese age 60 years or older are living with type 2 diabetes in China. New perspectives are needed to understand the intricate phenomenon of diabetes self-management (DSM) in older Chinese adults. Guided by the expanded Tripartite Model of Self-Management, this study aimed to identify the inter-relationships between the tripartite components simultaneously and their influencing factors. This cross-sectional study included a stratified random sample of 98 community-dwelling adults age 60 or older with type 2 diabetes. Findings revealed distinct predictors for knowledge about DSM, DSM behaviors and coping. There were significant inter-relationships among the tripartite components. The theoretical model was a good fit for the data. This study provides valuable insights into the complex relationships between knowledge about DSM, DSM behaviors, and coping strategies, offering direct implications for improving the health outcomes of older adults with diabetes. [ABSTRACT FROM AUTHOR]

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Copyright of Pravnik is the property of Czech Academy of Sciences, Institute of State & Law 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.)

Copyright of Journal of Anbar University for Law & Political Sciences is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) 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.)

Canon 103, § 2 of the 1917 Pio-Benedictine Code of Canon Law stated that juridical acts placed out of dolus were valid, if the law did not state otherwise. However, there were four instances when the law did state otherwise, namely; in case of canonical election, if the voter was subject to dolus in order to vote for a certain person, the vote was invalid (canon 169, § 1); in the case of resignation, the law stated that the resignation was invalid if it was made out of dolus (185); in the case of novitiate, the law stated that the novitiate was invalid if the person who entered into religious life would have been induced by dolus to do that, or if the Religious Superior would have been induced by dolus to receive a candidate into religious life (542, l°); and in the case of religious profession, the law stated that the religious profession had to be given without dolus (572, § 1, 4°) in order to be valid. Yet, the canonical commentators pointed out that there were some requirements in each case for dolus to invalidate the juridical act. Thus, in the case of canonical election it must be proved that the voter voted being deceived by either substantial dolus or antecedent dolus. Merely concomitant dolus had no effect on voting. In the case of a resignation from an office again it must be proved that either substantial or antecedent dolus was involved. The same thing was true in the case of the admission to the novitiate and in the case of religious profession, i.e. either substantial or antecedent dolus must be involved. [ABSTRACT FROM AUTHOR]

Disputes within the double-headed executive, whether concerning the appointment and removal of ministers, members of high state institutions, or even entire governments, have moved the Czech political scene in their time, but rarely have these conflicts been resolved in any other way than politically. This is why it is important to look at the not yet fully clarified relationship between the president and the government -- in terms of constitutional (and extraconstitutional) powers. The paper is primarily focused on the attempt to map the limits of certain powers, especially in the relationship between the president and the government, or between the president and the prime minister, who has a rather specific position in the Czech government. It focuses mainly on three types of disputes, namely resignation, dismissal, and appointment disputes. I then compare these with the situation in Slovakia, which is similar to the Czech Republic in its parliamentary form of government, but far from identical. [ABSTRACT FROM AUTHOR]

Using a sample of Chinese listed firms from the Shanghai and Shenzhen Stock Exchanges from 2012 to 2018, we investigate the externality of the forced resignations of politically connected independent directors on the cost of debt for non-connected peers. Exploiting an exogenous shock caused by the 18th decree, we find that when politically connected independent directors resign from a Chinese listed firm, non-connected peers within the same industry experience a decrease in the cost of debt. Moreover, the sensitivity analyses further show that the above externality is more prominent in a subsample of Chinese listed non-SOEs, and in a subsample of Chinese listed firms operating in more competitive industries as well as in less developed financial markets, indicating that the externality is conditional on ownership type, industry competition and financial market development. Finally, further analyses show that peers tend to issue new debt after the political connection is disrupted. We also find that when peers have a higher creditworthiness and resignation firms have a lower creditworthiness, peers enjoy a lower cost of debt after resignations. These findings suggest that the resignations have a positive externality on peers' cost of debt due to the elimination of preferential treatment and an improved resource allocation efficiency. [ABSTRACT FROM AUTHOR]

Copyright of Marmara Üniversitesi Hukuk Fakültesi Hukuk Araştırmaları Dergisi is the property of Marmara University 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.)

Introduction and purpose: The coronavirus pandemic has become a source of concern for healthcare providers, particularly nurses. As a result of the coronavirus pandemic, the workload of nurses has increased, resulting in work-family conflict, reduced resilience, and ultimately the resignation of nurses. The present study aimed to determine the levels of work-family conflict, resignation, and resilience among nurses. Methods: This cross-sectional descriptive study was conducted from 2021 to 2022 with a sample of 90 nurses working in a military hospital in Birjand, Iran. The nurses were selected based on census data and inclusion criteria. The data collection tools included the demographic information questionnaire, Carlson work-family conflict questionnaire, Kim's resignation and Connor-Davidson resilience questionnaires. Data analysis was performed using SPSS software (version 21) and mean, standard deviation, relative and absolute frequency distribution, Kolmogorov-Smirnov, Mann-Whitney, and Spearman correlation tests. Results: More than half of the participants were male (53.3%), and the majority were married (87.8%). The mean score for work-family conflict was 41.22 ± 9.14 (moderate to low), resignation 38.86 ± 11.2 (moderate), and resilience 74.7 ± 12.02 (high). The results of the Mann-Whitney U test showed that the rate of leaving the service in males, single people, and suburban people was higher, and resilience rate in the males, people living in the city, and older people was higher. Conclusion: During the coronavirus outbreak, the nurses working in this hospital experienced moderate levels of work-family conflict and high levels of resilience. These findings can serve as a foundation for future research and the development of educational workshops in this area.

Objective: This study aimed to examine the demographic characteristics and working conditions of neurology specialists working in Türkiye and to determine the factors that play a role in neurologists' resignations. Materials and Methods: This study was designed as a multiple-choice survey. The study included 472 neurology specialists who were actively practicing in clinics. The data collected through the questionnaire were analyzed. Results: Most (78.2%) of neurologist work in public hospitals, while 15.7% work in private hospitals, 3.6% work in foundation hospitals, and 2.5% work in private practices. 70.1% of the participants examine 41 or more patients per day. 37.7% of neurologists take on-call duty for ten or more days per month. 93.8% think their payment is not at a deserved level. 70% of the participants (n = 328) reported experiencing verbal violence. The rate of those who reported being exposed to mobbing is 62.5% (n = 295). 56% of the participants (n = 264) frequently feel burned out or depressed. Only 10% of them are satisfied with their working conditions. We used Logistic regression analysis to investigate factors for resigning. Accordingly, exposure to verbal or physical violence (P = 0.033), working in a particular institution (P = 0.038), and the number of emergency shifts affect the likelihood of resignation (P = 0.046). The probability of resigning for lecturers is significantly lower (OR: 0.05). The likelihood of resigning for those who report earning less than what they deserve is about 16 times higher than those who feel they are adequately paid. Conclusion: The workload of neurology specialists is high. Neurologists have a high rate of exposure to violence and low job satisfaction. The workload of physicians varies significantly across different units and regions and is unequally distributed. To increase job satisfaction among healthcare workers and prevent physician migration, there is a need to improve working conditions, distribute workload and resources more equally among units.

Copyright of School Administrators is the property of School Administration Research Association, R.O.C. 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.)

We examine the informativeness and credibility of independent directors' stated resignation reasons. We posit that having access to private information, directors may resign in anticipation of weak future underperformance to limit damage to their reputation and further have an incentive to mask the reason for the resignation. Results show likelihood of resignation increases with director's reputation and weak future firm performance. In addition, the evidence is consistent with directors obfuscating the reason for departure by providing benign and unverifiable resignation reasons. Investors seem aware of the disclosure incentives of departing directors and react negatively to such resignations. However, investors, by and large, underreact to the resignation announcement, likely because of the benign reason given for the resignation. Our results suggest that notwithstanding the perception of outside directors' impartiality and assumed interest alignment with shareholders, independent directors' personal reputation concerns may conflict with the interests of shareholders to whom they owe fiduciary duties. [ABSTRACT FROM AUTHOR]

In the past few years, there has been a shocking rise in the rate at which teachers are abandoning the teaching profession. What is more disturbing is the scenario that the numbers appeared to be increasing daily. This research used a mixed-method approach. The study provided information on the teacher profile, the capacity of staff in relation to workload and expertise, factors that influenced teachers to leave the teaching profession in the province, perception of the teaching profession and employment opportunities after resignation from 590 teachers in the province. The study found that there were several factors which have contributed to high teacher resignations in the North-West Province over the years. The study found that one of the main causes of attrition was the Government pension fund saga. On policy implication, the Department of Basic Education has been pushing for an increase in qualified teachers’ deployment to different schools due to the high demand from the increased number of students. However, due to high attrition, it has been difficult to fill the void created by teachers who have left as they take with them high-value experience leaving a high rift of inexperienced, less effective teachers in classrooms which leads to increased recruiting and training budgets. Participants indicated the existence of peers from colleagues who have resigned and are undertaking industrious projects with the Government pension money. Their desire to make money pushes them to want to do the same and this makes efforts to change their mindset quite challenging. The study concluded that the Department of Basic Education needs to focus on teacher welfare to reduce the high attrition rate and ensure student success in the long run.

Sociologists have long studied the ways people resist oppression but have devoted far less empirical attention to the ways people resign to it. As a result, researchers have neglected the mechanisms of resignation and how people narrate their lived experiences. Drawing on 81 interviews with parents with past child protective services cases, this article provides an empirical account of resignation in an institutional setting, documenting how parents understand relinquishing their rights as a process of personalization, calculation, or socialization. Phenomenologically, parents typically confronted multiple barriers and setbacks simultaneously, the combined weight of which pressured them to "give up," interpreting structural and institutional pressures as individual choice. This article accordingly identifies resignation as a crucial feature of democratic governance. [ABSTRACT FROM AUTHOR]

The article traces the fundamental question that has always stood in front of critical theory since Marx ‒ the relationship between theory and practice. The focus will be mainly on the role of the theory: what is, what can be and what should be the relationship of critical theory (mainly Theodor Adorno’s as negative dialectics) to practice, to context, to the world. This question has faced critical theory since the Eleventh thesis on Feuerbach, in which the distinction between descriptive, purely theoretical philosophy and practical philosophy is reconciled. On the other hand, the main accusations against the philosophy of Adorno and Horkheimer consist of lack of practical commitment, of resignation; here once again that central question will be posed: what is the practical potential and commitment of Adorno’s negative dialectic specifi cally. Adorno calls for a return to theory and moving away from revolutionary practice, as he believes that in that context (1968/9) this practice is impossible. The question will be traced through the debate between Adorno and Marcuse and their disagreement regarding the potential and role of critical theory. [ABSTRACT FROM AUTHOR]

Objective: This study aimed to examine the demographic characteristics and working conditions of neurology specialists working in Türkiye and to determine the factors that play a role in neurologists' resignations. Materials and Methods: This study was designed as a multiple-choice survey. The study included 472 neurology specialists who were actively practicing in clinics. The data collected through the questionnaire were analyzed. Results: Most (78.2%) of neurologist work in public hospitals, while 15.7% work in private hospitals, 3.6% work in foundation hospitals, and 2.5% work in private practices. 70.1% of the participants examine 41 or more patients per day. 37.7% of neurologists take on-call duty for ten or more days per month. 93.8% think their payment is not at a deserved level. 70% of the participants (n = 328) reported experiencing verbal violence. The rate of those who reported being exposed to mobbing is 62.5% (n = 295). 56% of the participants (n = 264) frequently feel burned out or depressed. Only 10% of them are satisfied with their working conditions. We used Logistic regression analysis to investigate factors for resigning. Accordingly, exposure to verbal or physical violence (P = 0.033), working in a particular institution (P = 0.038), and the number of emergency shifts affect the likelihood of resignation (P = 0.046). The probability of resigning for lecturers is significantly lower (OR: 0.05). The likelihood of resigning for those who report earning less than what they deserve is about 16 times higher than those who feel they are adequately paid. Conclusion: The workload of neurology specialists is high. Neurologists have a high rate of exposure to violence and low job satisfaction. The workload of physicians varies significantly across different units and regions and is unequally distributed. To increase job satisfaction among healthcare workers and prevent physician migration, there is a need to improve working conditions, distribute workload and resources more equally among units. [ABSTRACT FROM AUTHOR]

Clinical ethics consultants occasionally encounter unethical and/or unprofessional behavior as part of their normal job functions. In this article, we explore whether resigning (i.e., threatening resignation or resigning) and whistleblowing are acceptable methods ethics consultants can use to address these situations. Per our analysis, whether one considers ethics consultants private or public employees, loyal to their employer or to patients, families, and the public, resigning and whistleblowing are all acceptable, if not obligatory, actions of ethics consultants in certain circumstances. In this article, we analyze salient characteristics of ethics consultation as a profession as they pertain to resignation and whistleblowing in the context of ethics consultation. We also present tentative criteria for when ethics consultants are justified, if not obligated, to resign or blow the whistle. [ABSTRACT FROM AUTHOR]

Background: Although rather favorable probabilities of return to work have been reported after allogeneic hematopoietic cell transplantation (allo-HCT), survivors often have difficulty continuing to work because of their immunocompromised status and diverse late effects after allo-HCT. We evaluated the incidence of and risk factors for recurrent sick leave in allo-HCT survivors after they initially returned to work. Methods: We targeted allo-HCT survivors who were employed at diagnosis, aged 20–64 at survey, and survived for ≥ 2 years without relapse. Of the 1904 survivors who were informed of the study, 1148 returned the questionnaire (60%), and 1048 eligible participants were included in the overall analysis. In the present study that considered recurrent sick leave after return to work, we targeted 896 participants who returned to work at least once after allo-HCT. Participants stated if they had recurrent sick leave after returning to work and its reasons, as well as associated patient-, HCT/HCT center–, and work-related factors and clinical events after allo-HCT. A logistic regression analysis was conducted to explore correlated factors for recurrent sick leave. Results: In survivors who returned to work, 30% required recurrent sick leave. The most frequent causes of recurrent leave were physical issues (72%), and analysis of free descriptions demonstrated that these were mainly associated with graft-versus-host disease, infection, or readmission. Other reasons included work-related issues such as gap between physical and working conditions. Multivariate analysis showed that cord blood transplantation, longer employment duration, and counseling from healthcare professionals were associated with a lower risk of recurrent leave. Readmission, immunosuppressant use, and symptoms involving the respiratory system, gut, and joints and muscles were associated with a higher risk. Conclusions: Our results drawn from a large cohort study should help healthcare professionals identify and assist at-risk patients. Multi-professional teams that provide continuous support and effective communication with the workplace are necessary to improve long-term outcomes after allo-HCT. Implications for Cancer Survivors: In order to continue working after the initial return to work, it is important to receive counseling from healthcare professionals and obtain reasonable accommodation from workplace. [ABSTRACT FROM AUTHOR]

When (and why) do legislators quit their jobs? Previous answers to this question have focused on retirements. Looking at voluntary resignations instead, in this article we argue that leaving Congress to assume an elected (executive) office or a position in the (sub)national bureaucracy may be a career-advancing move motivated by progressive ambition. We document this claim with data from Argentina, where roughly 12% of elected deputies leave voluntarily before their term ends, but rarely become unemployed. Consistent with expectations, we show that resignations tend to follow instances of executive alternation at the (sub) national level, and are driven by legislators placed at the top of party lists as well as those elected in midterm years. [ABSTRACT FROM AUTHOR]

South African teachers are faced with corruption during teacher promotion processes, and this remains unabated. This qualitative paper used three purposively selected case studies of victim teachers to investigate the impact of this corruption on victim teachers. The paper used the Crisis Intervention Theory to underpin the theoretical framework for the analysis. Key informant interviews (KIIs) were administered on a senior union member to solicit crucial data while the primary participants (n=3) were interviewed on face-to-face approach to collect data. Relevant literature was also used to provide supportive and corroborative scientific propositions. The paper discovered that corruption during teacher promotion processes in the South African Basic Education sector was reality. However, in some instances, such claims could not be backed by sustainable evidence. Victim teachers have suffered traumatic experiences resulting in stress, health challenges, relational challenges with colleagues and resignations. The department did not assist victim teachers needing emergency counselling and psychological rehabilitation to cope with the emanating pressure. It is recommended that authorities punish perpetrators of corruption. Victim teachers need to be assisted through professional resolving of their grievances and therapeutical intervention. [ABSTRACT FROM AUTHOR]

Introduction. The article considers the concept of synthesis in the experience of love and suff ering. In the context of the study of the problem, the works of the Russian philosopher S. L. Frank turned out to be signifi cant. Theoretical analysis. The analysis of the notion of synthesis is carried out within the framework of the concept of the metaphysics of the all-unity of the thinker.The conceptual meaning of synthesis is determined in the ratio of antinomic parts of being. It is established that love and suff ering are feelings opposite in meaning. The value of each of these sensations is revealed. Love is represented by the categories of “recognition” and “possession”. Suff ering is understood as the “imperfection” or “tragedy” of being. The philosopher characterizes the specifi cs of the designated feelings as the subject of mental life. In this direction the dynamism, inherent in love and suff ering is identifi ed. The dialectic, inherent in each of the senses, allows us to evaluate them: to determine their positive or negative meaning. In the refl ection of sensations, a contradiction between them is revealed. Suff ering is perceived as something negative, and love as positive, in which their antinomical character is manifested. Conclusions. When analyzing such a ratio, a conclusion is formulated about the possibility of synthesizing the noted feelings with a dominant vector of the search for positive. This provision implies the overcoming of the contradiction in the field of the “unknowable” through a resignation.

Vintilă Horia is one of the most interesting writers of the Romanian exile of the second half of the 20th century. His novel entitled God Was Born in Exile, published in 1960, explores the meanings of human uprooting under tragic circumstances and discusses exile (of the character and also of the author) as a tragic characteristic of mankind. Forced to live away from his native Romania because of the authoritarian regime imposed after 1945 in all Eastern European countries, Horia finds a symbolic version of his own life in Latin poet Ovid’s exile imposed by Augustus; therefore the protagonist of the novel gradually turns into the author’s alter-ego, being a lucid writer, completely assuming this painful uprooting and finding his true artistic identity precisely within exile, by the exquisite literary works he creates during the last years of his life. [ABSTRACT FROM AUTHOR]

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press 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.)

Copyright of Journal of Economic Administrative & Legal Sciences is the property of Arab Journal of Sciences & Research Publishing (AJSRP) 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.)

When (and why) do legislators quit their jobs? Previous answers to this question have focused on retirements. Looking at voluntary resignations instead, in this article we argue that leaving Congress to assume an elected (executive) office or a position in the (sub)national bureaucracy may be a career‐advancing move motivated by progressive ambition. We document this claim with data from Argentina, where roughly 12% of elected deputies leave voluntarily before their term ends, but rarely become unemployed. Consistent with expectations, we show that resignations tend to follow instances of executive alternation at the (sub)national level, and are driven by legislators placed at the top of party lists as well as those elected in midterm years. [ABSTRACT FROM AUTHOR]

The aim of the paper is to provide an interpretation of Schopenhauer’s criticism of Kantian philosophy in its three pivotal areas: the notion of metaphysics, the basics of epistemology and ethical theory. The study shows the grounding of this criticism in the rehabilitation of the world in its immediate givenness. The next point of discussion is an analogy of Schopenhauer’s ethics in relation to Kant, its inner contradiction related to the concepts of compassion and resignation, as well as their inspiring character.

Copyright of Journal of Tikrit University for Humanities is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) 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.)

With the global nurse shortage, identifying nurse work environments that allow nurses to continue working is a common concern worldwide. This study examined whether a better nurse work environment (1) is associated with reducing nurses' psychological distress; (2) reduces nurse resignations; (3) weakens the influence of psychological distress on their resignation through interaction effect; and (4) whether psychological distress increases nurse turnover. Multilevel logistic regression analyses were performed using data obtained in 2014 from 2,123 staff nurses from a prospective longitudinal survey project of Japanese hospitals. The nurse work environment was measured by the Practice Environment Scale of the Nursing Work Index (PES-NWI) consisting of five subscales and a composite, and psychological distress by K6. All the PES-NWI subscales and composite (ORs 0.679-0.834) were related to K6, significantly. Regarding nurse turnover, K6 had a consistent effect (ORs 1.834-1.937), and only subscale 2 of the PES-NWI had a direct effect (OR 0.754), but there was no effect due to the interaction term. That is, (1) and (4) were validated, (2) was partly validated, but (3) was not. As better work environment reduces K6 and a lower K6 decreases nurses' resignation, high-level hospital managers need to continue improving the nurse work environment.

Background: Working while receiving cancer treatment is challenging for patients, with considerable impact on their quality of life (QOL). However, there have been no reports on the factors that prevent employment in patients with bone metastases. This study aimed to investigate the employment status and factors impacting the continued employment of patients with bone metastases., Methods: We analyzed clinical data from new patients consulting The University of Tokyo Hospital team for bone metastasis treatment between June 2015 and September 2017. Patients who were working at the time of cancer diagnosis (n = 124) completed four QOL questionnaires. Factors associated with work sustainability were identified via univariate analysis and a chi-squared test. Multivariate logistic regression analysis was used for significant variables. Relationships between employment and QOL scales were investigated using the Wilcoxon rank-sum test, with P < .05 considered as statistically significant., Results: Among the 124 patients, only 45 (36.3%) were still working when the questionnaire was administered. Multivariate analysis revealed temporary employment, lytic or mixed bone metastases, and lower limb or acetabular metastasis, as significant factors hindering work sustainability. The QOL scores were high in the continued employment group. However, the relationship between employment status and pain remains unclear., Conclusions: Lytic or mixed bone metastases and the lower limb and acetabular metastasis were significantly associated with employment resignation. Mobility difficulties may prevent patients with bone metastases from sustaining employment. Collaboration between rehabilitation professionals, oncologists, and workplaces is imperative to address this problem., (© The Author(s) 2024. Published by Oxford University Press. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.)

Copyright of Journal Of the College of Law /Al-Nahrain University is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) 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.)