The Impact of Job Satisfaction on the Turnover Intent of Executive Level Central Office Administrators in Texas Public School Districts: A Quantitative Study of Work Related Constructs

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Johnny O’Connor

2018-05-01

Full Text Available The purpose of this study was to examine the relationship between job satisfaction and turnover intent of executive level central office administrators in Texas public school districts. For the intent of this study, executive level central office administrators were defined as staff members who serve in one of the following roles in a school district: assistant, associate, area, or deputy superintendent. The data were collected from a random sample of 234 participants in which survey instruments of job satisfaction and turnover intent were used. Each instrument was created on a five-point Likert scale. Based on the results of the study, it was concluded that a moderate inverse relationship exists between job satisfaction and turnover intent and job satisfaction explained 41.3% of an executive level central office administrator’s intent for turnover. Research related to this employee group is lacking. Therefore, not much is known regarding how it relates to their attitude towards work-related factors. Learning more about job satisfaction and turnover intention of these individuals could have long term implications since it relates to mitigating the shortage of superintendent candidates available to fill the growing number of vacancies as well as recruitment, retention, and increased work productivity of these staff.

The Superintendency: Reflections of Past and Present CEOs.

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Washington, Kenneth R.

1989-01-01

Summarizes in-depth interviews with six past and present Canadian superintendents from metropolitan school districts. Discusses school board expectations of superintendents, ways to build an effective working relationship with the board, the political demands of the superintendent's position, and instructional leadership and other aspects of the…

Measuring the Performance of School Superintendent

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Ansar

2015-01-01

School superintendent has a strategic role in the effort to improve the quality of education, referred to the responsibility to give service and assistance for the teachers and headmasters which will affect the improvement of learning quality in school. Yet, the strategic role and function of superintendent, in fact, is still reflecting its ideal…

Women in the Superintendency: Discarded Leadership

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Dana, Joyce A.; Bourisaw, Diana M.

2006-01-01

The percentage of women in the superintendency remained stagnant over 80 years of the last century and has only increased slightly, to just fewer than 14% of the public school superintendents in the U.S. today. In other words, the glass ceiling still exists. The persistent reasons for lack of change are gender prejudice and gender…

Perceptions of Kentucky High School Principals and Superintendents on the Role of the Superintendent Influencing Principal Instructional Leadership

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Hamilton, Charles L., Jr.

2011-01-01

This exploratory study surveyed the promotion of instructional leadership of high school principals by superintendents, as perceived by self and the principals they supervise. The two-phased study included an initial questionnaire administered to both study groups and comparisons of responses analyzed. All superintendents (N = 173), except the…

Superintendent Leadership Style: A Gendered Discourse Analysis

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Wallin, Dawn C.; Crippen, Carolyn

2007-01-01

Using a blend of social constructionism, critical feminism, and dialogue theory, the discourse of nine Manitoba superintendents is examined to determine if it illustrates particular gendered assumptions regarding superintendents' leadership style. Qualitative inquiry and analysis methods were utilized to identify emerging themes, or topics of…

Occupational Stressors and Job Satisfaction of Pennsylvania School District Superintendents

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Kane, Kevin T.

2017-01-01

Today's superintendents face increasingly non-routine and complex problems that are educational, managerial, and political in nature. This study investigated occupational stressors and job satisfaction of school superintendents in Pennsylvania. This was accomplished through self-report of superintendents and through the perspective of school board…

Superintendents Describe Their Leadership Styles: Implications for Practice

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Bird, James J.; Wang, Chuang

2013-01-01

Superintendents from eight southeastern United States school districts self-described their leadership styles across the choices of autocratic, laissez-faire, democratic, situational, servant, or transformational. When faced with this array of choices, the superintendents chose with arguable equitableness, indicating that successful leaders can…

An Examination of Self-Perceived Transformational Leadership Behaviors of Texas Superintendents

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Fenn, Walter Lloyd; Mixon, Jason

2011-01-01

This study examined self-perceived transformational leadership behaviors among Texas superintendents. The purpose of this study was to examine if relationships existed between superintendents' self-perceived transformational leadership style, district size, teaching, principal, and superintendent years of experience. A review of the literature…

Exploring the Relevant Antecedents of Superintendent Leadership Skills

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Hartley, Lloyd

2012-01-01

Understanding antecedents to superintendent leadership development is crucial for the continued improvement of schools. This qualitative study seeks to identify skills superintendents consider critical to their position, antecedents that developed those skills, and provide an increased understanding of the methods needed for developing current and…

48 CFR 36.506 - Superintendence by the contractor.

Science.gov (United States)

2010-10-01

... contractor. 36.506 Section 36.506 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION... Superintendence by the contractor. The contracting officer shall insert the clause at 52.236-6, Superintendence by the Contractor, in solicitations and contracts when a fixed-price construction contract or a fixed...

Technology Leadership Is Just Good Leadership: Dispositions of Tech Savvy Superintendents

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Richardson, Jayson W.; McLeod, Scott; Sauers, Nick

2015-01-01

This study describes core dispositions of school district superintendents who have been identified as technology savvy leaders by a prominent educational technology newspaper. The superintendents in this study described how they accomplished their technology initiatives and offered suggestions for other superintendents who aspire to be more…

Outsourcing the Superintendency: Contextual Changes to the Urban School Superintendent.

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Sanders, Eugene T. W.; And Others

1998-01-01

Analyzes an urban Ohio school board's decision regarding potential employment of a business firm instead of a traditional superintendent, highlighting the board's selection process and the nature of board/community interactions. The study used an interview guide format with five board members. The board chose not to hire a Minnesota-based firm for…

The Relationship of Stress and the Physical Wellness of Illinois Superintendents

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Simonson, Curtis R.

2013-01-01

The purpose of the study was to investigate the relationship of stress and the physical wellness of Illinois superintendents. Studies have shown that stress has one of the most debilitating impacts on an individual's health and job performance. This study focused on the stress levels, factors influencing the superintendency, and superintendents'…

A Qualitative Study of Female Superintendents: Leadership Behaviors in Context

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Amedy, Lynn

1999-01-01

Remarkably few females hold the position of superintendent; although, there are capable women in the educational field who are qualified and interested. Researchers proposed many reasons for this disparity including the lack of studies regarding females in the superintendency. This void has made it difficult to determine a clear picture of what leadership behaviors female superintendents employ. Research questions included: (1) What leadership assumptions appear to form the basis for the lead...

Women's Satisfaction in the Superintendency: A Mixed Methods Study

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Bollinger, Alisha A.; Grady, Marilyn L.

2018-01-01

The purpose of this study was to examine the experiences of female superintendents as they relate to job satisfaction and retention. State department of education websites were consulted to obtain the number of women superintendents by state for 2015. From the list, 3,364 women superintendents were identified. The women represent 25% of U.S.…

An Examination of Pennsylvania Superintendents' Approaches to Collaborative Leadership

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Florio, Tammi L.

2014-01-01

This study investigated whether Pennsylvania school district superintendents acknowledge the importance of the 2008 ISLLC performance indicators that require collaboration to the same degree they practice them. Superintendents' ratings of importance and frequency were compared across demographic groups. A thirty-two question survey, derived from…

48 CFR 52.236-6 - Superintendence by the Contractor.

Science.gov (United States)

2010-10-01

... Contractor. 52.236-6 Section 52.236-6 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION....236-6 Superintendence by the Contractor. As prescribed in 36.506, insert the following clause: Superintendence by the Contractor (APR 1984) At all times during performance of this contract and until the work...

The Relationship of Organizational Commitment and Superintendent Job Satisfaction

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Williams, Todd

2012-01-01

The purpose of this study was to examine the relationship between superintendent job satisfaction and organizational commitment. Surveys were sent electronically to superintendents (N = 470) of Texas mid-size schools to collect data to test for relationships of variables and constructs associated with job satisfaction and components of…

Seeking the Essential Superintendent.

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Hawley, Willis D.

1994-01-01

Although typical school administration program deserves criticism, it would be impossible for a university-based preparation program to cover all topics identified in AASA's "Professional Standards for Superintendents." Universities understandably stress theory and cannot substitute for rich professional development program in school…

2016 AASA Superintendent Salary & Benefits Study: Non-Member Version

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Finnan, Leslie A.; McCord, Robert S.

2017-01-01

The 2016 AASA Superintendent Salary & Benefits Study marks the fifth edition of this study. This survey tracks the demographics, salary, benefits, and other elements of the employment contracts of school superintendents throughout the country. This year's study is based on 1,392 responses (15 percent response rate). The survey was distributed…

School superintendents' perceptions of schools assisting students in obtaining public health insurance.

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Rickard, Megan L; Price, James H; Telljohann, Susan K; Dake, Joseph A; Fink, Brian N

2011-12-01

Superintendents' perceptions regarding the effect of health insurance status on academics, the role schools should play in the process of obtaining health insurance, and the benefits/barriers to assisting students in enrolling in health insurance were surveyed. Superintendents' basic knowledge of health insurance, the link between health and learning, and specific school system practices for assisting students were also examined. A 4-page questionnaire was sent to a national random sample of public school superintendents using a 4-wave postal mailing. Only 19% of school districts assessed the health insurance status of students. School districts' assistance in helping enroll students in health insurance was assessed using Stages of Change theory; 36% of superintendents' school districts were in the action or maintenance stages. The schools most often made health insurance materials available to parents (53%). The perceived benefits identified by more than 80% of superintendents were to keep students healthier, reduce the number of students with untreated health problems, reduce school absenteeism, and improvement of students' attention/concentration during school. The 2 most common perceived barriers identified by at least 50% of superintendents were not having enough staff or financial resources. Most superintendents believed schools should play a role in helping students obtain health insurance, but the specific role was unclear. Three fourths of superintendents indicated overwhelmingly positive beliefs regarding the effects of health insurance status on students' health and academic outcomes. School personnel and public policy makers can use the results to support collaboration in getting students enrolled in health insurance. © 2011, American School Health Association.

Internal Accountability and District Achievement: How Superintendents Affect Student Learning

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Hough, Kimberly L.

2014-01-01

This quantitative survey study was designed to determine whether superintendent accountability behaviors or agreement about accountability behaviors between superintendents and their subordinate central office administrators predicted district student achievement. Hierarchical multiple regression and analyses of covariance were employed,…

Building Budgets and Trust through the Alchemy of Superintendent Leadership

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Bird, James J.

2010-01-01

Superintendents have the burden and the opportunity to exert leadership through the budget-building process. This article details a dozen tenets which can be implemented by practicing superintendents. Doing so increases the chances of building trust among the stakeholders of administrators, staff, community, and school board members. The district…

School Superintendents' Perceptions of Ethically Just Responses to a Teacher Sexting Vignette: Severity of Administrator Response, Superintendent Personality, and Offender Gender and Race

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Adams, Michael W.

2012-01-01

This study focused on the perceived ethics of the decisions superintendents make in response to a situation with a teacher that was value-laden, potentially volatile, and potentially affected by the teachers' gender or ethnicity. Superintendents (N = 123) each read one of 12 versions of a vignette depicting a sexting incident between a…

The New York State Public School Superintendency: The Effects of Personal, Career and District Factors on Perceptions of Job Satisfaction for Women in Superintendent Positions

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Camasso, Eileen L.

2010-01-01

Women have entered the New York State public school district superintendency in increasing numbers over the past two decades. Traditionally a male dominated field, these women have successfully addressed various personal, career and district factors to obtain these positions. In this study, 121 actively employed women superintendents were surveyed…

Spring Research Festival Features Visit from FCPS Superintendent | Poster

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One of the highlights of the 19th annual Spring Research Festival (SRF), held May 4–7, was a visit from Terry Alban, Ph.D., superintendent of Frederick County Public Schools (FCPS), and Mike Markoe, deputy superintendent, FCPS. They toured the event on May 7, talking to researchers and students about their posters. “Dr. Alban was very interested in hearing what the Werner H.

Slow Path to the Superintendency: Women's Social Networks and Negotiation Skills

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Montz, Carol B.; Wanat, Carolyn L.

2008-01-01

Women superintendents in one Midwestern state participated in this study of their personal demographics, professional qualifications and career paths, and demographics of districts and boards of education that hired them. Participants identified characteristics, skills, and barriers to women seeking superintendencies. Thirty-one of 36 women…

An Examination of Ideology among Selected K12 Christian School Superintendents

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Dolson, Jimmy L.

2013-01-01

This research project focused on explaining the decision making process of K12 Christian school superintendents whose schools belong to the Association of Christian Schools International (ACSI) organization. In spite of their similar religious and philosophical beliefs, ACSI K12 Christian school superintendents differed significantly in…

Mycorrhizal Glomus spp. vary in their effects on the dynamics and turnover of fine alfalfa (Medicago sativa L.) roots

International Nuclear Information System (INIS)

Ren, A.; Waly, N.; Chunhui, M.; Zhang, Q.; Liu, H.; Yang, J.

2016-01-01

The distribution of fine roots in the soil profile has important implications related to water and nutrient uptake. The Objective of this study was to compare the effects of different arbuscular mycorrhizal fungi (AMF) on the fine root dynamics of Medicago sativa L. cv. Sanditi. We used minirhizotrons to observe changes in fine root length density (FRLD, mm/cm2) and fine root surface area density (FRSAD, mm2/cm2) during the growing season. Fine root P concentrations and turnover rate were also measured. The colonization rate of fine roots varied depending on the AMF species. Colonization rates were highest when roots were inoculated with Glomus mosseae and lowest when roots were inoculated G. intraradices. Inoculation with AMF significantly increased both FRLD and FRSAD. G. versiforme increased FRLD and FRSAD most, whereas G. mosseae had the least effect. Inoculation with AMF also decreased fine root turnover rates. Inoculation with a mixture of AMF species increased fine root turnover and P concentrations more than inoculation with a single AMF species. Fine root length density increased to a maximum on Aug. 6 and then decreased. In comparison, FRSAD exhibited two peaks during the growing season. Overall, the Results indicated that inoculation with AMF can significantly promote fine root growth and P uptake by alfalfa growing on soil with low P availability. The AMF may preserve fine root function late in the growing season. (author)

Like the Mustard Seed: An Unfolding Leadership Role for Assistant Superintendents.

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Boland, Dr. Margaret F.; Watkins, OSF, Mary Rose

2000-01-01

Focuses on the leadership role of the associate/assistant superintendent and their impact on Catholic education. Writes about the scarcity of educational research on this topic, the history of this role, its areas of responsibility and organizational structure, and the need to recognize assistant superintendents for their expertise, dedication,…

The American School Superintendent: Leading in an Age of Pressure. The Jossey-Bass Education Series.

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Carter, Gene R.; Cunningham, William G.

The superintendency is often described as an unpleasant, even impossible, job. This book examines the changing conditions that affect the superintendency, presents strategies for easing the burden, and offers guidance from practitioners. The first part defines the superintendency and places it within its contemporary context. In the six chapters…

Staying Power: The Relationship of Public School Superintendent Tenure to Leadership Frames

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Elliff, Doyne Scott

2012-01-01

The study examined the types of leadership frames ("human resource," "structural," "political," and "symbolic") (Bolman & Deal, 1997) most often used by public school superintendents in Texas, the relationship of leadership frames to the length of superintendent tenure in a single school district, and…

An Exploratory Study of the Ascendancy of Women to the Position of K-12 Superintendent

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Hanson, Karen M.

2011-01-01

Despite earning over half of the doctoral degrees in education, women are underrepresented in the position of K-12 superintendent. In 2000, although 72% of all classroom teachers were female, only 14% of all superintendents in the United States were women. Research indicates that women experience barriers in their ascendancy to superintendent.…

Lean in and Lift up: Female Superintendents Share Their Career Path Choices

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Kelsey, Cheryl; Allen, Kathy; Coke, Kelly; Ballard, Glenda

2014-01-01

The purpose of the research was to inform professional practice pertaining to the preparation of female administrators as future school superintendents. Twenty female superintendents in Texas were interviewed using a qualitative research approach. Strategies, career experiences and perception of barriers were identified using open-ended questions.…

School Superintendents' Perceptions of Schools Assisting Students in Obtaining Public Health Insurance

Science.gov (United States)

Rickard, Megan L.; Price, James H.; Telljohann, Susan K.; Dake, Joseph A.; Fink, Brian N.

2011-01-01

Background: Superintendents' perceptions regarding the effect of health insurance status on academics, the role schools should play in the process of obtaining health insurance, and the benefits/barriers to assisting students in enrolling in health insurance were surveyed. Superintendents' basic knowledge of health insurance, the link between…

Decision-Making Quandaries that Superintendents Face in Their Work in Small School Districts Building Democratic Communities

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Touchton, Debra; Acker-Hocevar, Michele

2011-01-01

Superintendents of small school districts describe how they give voice, involve and listen to others, and solicit various publics to build democratic communities. Superintendents make sense of leadership through their constructed role, leadership orientation, and district size. Findings suggest the following when superintendents involve, listen,…

Moral Rudders and Superintendent Values

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Kidder, Rushworth M.

2008-01-01

The core challenge is this--a difficult ethical decision, where values are in play and both sides have powerful moral arguments in their favor. One case presented in this article outlines a dilemma faced by one teacher who became a superintendent herself. The case exploded dramatically in a midsize metropolitan school district, where a principal…

The Urban Superintendency and the Depression: The Case of Thomas Warrington Gosling, Akron, Ohio: 1928-34.

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Hinson, Gregory L.; Dye, Charles M.

The case study of an Ohio school superintendent's experiences during the depression illustrates how political, social, and economic events can affect an educational system. Dr. Thomas Warrington Gosling was named superintendent of Akron schools in 1928, following resignation of the previous superintendent as a consequence of turmoil on the Board…

The Superintendent's Leadership Role in School Improvement: Relationships between Authenticity and Best Practices

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Bird, James J.; Dunaway, David M.; Hancock, Dawson R.; Wang, Chuang

2013-01-01

The purpose of this study was to explore the relationship between superintendent leadership and the operational processes of school improvement. School district superintendents (N = 226) from six southeastern states were surveyed concerning their leadership authenticity and school improvement practices. Descriptive statistics, analyzes of…

A Qualitative Study of Superintendent Leadership Experiences during a Top-Down Organizational Change

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Bryant, Johane

2014-01-01

The purpose was to investigate common experiences of superintendents as they responded to realignment of leadership responsibilities during an organizational change initiated by mayoral control. To discover the shared essence of changes in leadership responsibilities experienced by superintendents, individuals "told their stories" to…

Anaerobic Nitrogen Turnover by Sinking Diatom Aggregates at Varying Ambient Oxygen Levels

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Peter eStief

2016-02-01

Full Text Available In the world’s oceans, even relatively low oxygen (O2 levels inhibit anaerobic nitrogen cycling by free-living microbes. Sinking organic aggregates, however, might provide oxygen-depleted microbial hotspots in otherwise oxygenated surface waters. Here we show that sinking diatom aggregates can host anaerobic nitrogen cycling at ambient O2 levels well above the hypoxic threshold. Aggregates were produced from the ubiquitous diatom Skeletonema marinoi and the natural microbial community of seawater. Microsensor profiling through the center of sinking aggregates revealed internal anoxia at ambient 40% air saturation (~100 µmol O2 L-1 and below. Accordingly, anaerobic nitrate turnover inside the aggregates was evident within this range of ambient O2 levels. In incubations with 15N-labeled nitrate, individual Skeletonema aggregates produced NO2- (up to 10.7 nmol N h-1 per aggregate, N2 (up to 7.1 nmol N h-1, NH4+ (up to 2.0 nmol N h-1, and N2O (up to 0.2 nmol N h-1. Intriguingly, nitrate stored inside the diatom cells served as an additional, internal nitrate source for N2 production, which may partially uncouple anaerobic nitrate turnover by diatom aggregates from direct ambient nitrate supply. Sinking diatom aggregates can contribute directly to fixed-nitrogen loss in low-oxygen environments in the ocean and vastly expand the ocean volume in which anaerobic nitrogen turnover is possible, despite relatively high ambient O2 levels. Depending on the extent of intracellular nitrate consumption during the sinking process, diatom aggregates may also be involved in the long-distance export of nitrate to the deep ocean.

A Comparison of Male and Female Assistant Superintendents and Their Descriptions of Internal Barriers, External Barriers, Motivators, Stressors, and Discriminatory Acts They Anticipate Encountering on the Route to the Superintendency

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Hunter, Tanesha N.

2013-01-01

The purpose of this research study was to compare male and female assistant superintendents and their descriptions of Internal Barriers, External Barriers, Internal Motivators, External Motivators, Stressors, and Discriminatory Acts they anticipated encountering on the route to the superintendency in Suffolk and Nassau Counties on Long Island, New…

Chancellors and Superintendents Employment Terms: Contracts, Policies, and Practices. Recommendations and Survey Results.

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Smith, Cindra

This document provides recommendations to Community College chancellors and superintendents based on survey responses from 11 multi-college district chancellors and 37 single college district superintendents and/or presidents of the Community College League of California. The report provides demographic information, such as gender, ethnicity,…

Effective Communication and Creating Professional Learning Communities Is a Valuable Practice for Superintendents

Science.gov (United States)

Hilliard, Ann Toler; Newsome, Edward, Jr.

2013-01-01

As the chief executive officer, the superintendent must demonstrate high quality performance at every level in order to impact student achievement. In order to be an effective superintendent, the individual must have knowledge and skills in educational leadership and be able to articulate information clearly and precisely about the school…

Managing Food Allergies at School: School Superintendents

Centers for Disease Control (CDC) Podcasts

This podcast highlights the importance of ensuring that comprehensive school district plans are in place to manage food allergies. It also identifies some key actions school superintendents can take to support students with food allergies, and highlights CDC food allergy resources for schools.

Women's Journey to the School Superintendency

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Connell, Peggy H.; Cobia, F. Jane; Hodge, Pat H.

2015-01-01

Eighty percent of public school teachers are females, but only 24% of school superintendents are females. This upward trend from a low of 1.3% in the early 1970s has not mirrored the increase of females in executive level positions in other professions. A mixed-methods design identified the barriers that contribute to the under-representation and…

Accountability Systems: A Comparative Analysis of Superintendent, Principal, and Teacher Perceptions

Directory of Open Access Journals (Sweden)

KERRYENGLERT,PH.D.

2007-04-01

Full Text Available A key assumption of NCLB appears to be that assessment data in and of itself can foster or promote change. Specifically, the supposition is that by requiring assessment data to be reported yearly, schools will be motivated - and will have the ability - to address those areas where student achievement is lagging. This assumption rests on the notion that educator competence in understanding and utilizing such data will result in academic success. Testing this assumption with empirical evidence is an important component of researching the efficacy of current accountability policies and practices in general. Over the past three years we have been involved in a series of empirical examinations of accountability. Each of these studies has been aimed at gathering varied perspectives on and about accountability, ranging from superintendents to principals to teachers. Our research examines education accountability at three interconnected layers: district administrators, principals, and teachers. This nested data set (superintendents were surveyed, as were their principals, and their principals’ teachers allows for not only an examination of the perceptions and reflections of the members of each group but also for an evaluation of the consistency of those beliefs across the members of the educational community. This study will present findings from research projects that speak to each of these levels, focusing on how each understands education accountability and how those meanings are consistent across groups and to what degree.

Causes and consequences of collective turnover: a meta-analytic review.

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Heavey, Angela L; Holwerda, Jacob A; Hausknecht, John P

2013-05-01

Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using meta-analysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/investments and job embeddedness signals. Turnover was negatively related to numerous performance outcomes, more strongly so for proximal rather than distal outcomes. Several theoretically grounded moderators help to explain average effect-size heterogeneity for both antecedents and consequences of turnover. Relationships generally did not vary according to turnover type (e.g., total or voluntary), although the relative absence of collective-level involuntary turnover studies is noted and remains an important avenue for future research. PsycINFO Database Record (c) 2013 APA, all rights reserved.

Five African American Male Superintendents and Their Leadership in Diverse School Districts in Texas

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Smothers, Aneil Chrisfor

2012-01-01

The focus of this research is in the area of African American male superintendents and their leadership in diverse settings. The research approach adopted in this dissertation used semi-structured interviews with five African American male superintendents that consisted of three main issues: (1) personal; (2) leadership quality/effectiveness and…

A Content Analysis of the Congruence between the Evaluation Criteria of Superintendents and the Iowa Standards for School Leaders

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Adams, Matthew J.

2011-01-01

The Problem: This study was designed to analyze the evaluation criteria of the instruments used to evaluate superintendents, the job descriptions for those superintendents, and the goals written as part of their Individual Administrator Professional Development Plans (IAPDPs) to determine whether superintendents are being held accountable for…

New Superintendents: Trust, Networking, and Social Capital

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Ripley, Joan; Mitchell, Roxanne M.; Richman, John A.

2013-01-01

This instrumental case study explored how five newly appointed superintendents identified key stakeholders and built trust and social capital with stakeholders in their districts. Stakeholder, trust, and social capital theory were the lenses that guided this study. We utilized a pragmatic research design and thematic data analysis to interpret our…

Recruiting and Selecting a New Superintendent. Revised.

Science.gov (United States)

Lewis, Edmund L., Ed.

The recruitment and selection of a new superintendent is a difficult and time-consuming task. It is the single most critical responsibility of a school board. The decision will ultimately affect the entire education program of the district. Careful and thoughtful preparation, definition of orderly and effective procedures, conformity with ethical…

Protective Factors and Resiliency: A Case Study of How African American Women Overcome Barriers en Route to the Superintendency

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Kingsberry, Francemise St. Pierre

2015-01-01

An underrepresentation of African American women in the superintendency exists in K-12 public schools. There is also a lack of research on their leadership and experiences in education. Although the number of women superintendents has increased over the years, the superintendency remains a male-dominated field and African American women remain in…

Young Superintendents with School-Age Children: Gendered Expectations, Effectiveness, and Life Quality in Rural Communities

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Klatt, Roger

2014-01-01

Empirical studies indicate family concerns as a primary reasons why promising principals and central office administrators do not aspire to the superintendency (O'Connell, Brown, Guptil, Stosberg, & O'Connell, 2001; Volp & Rogers, 2004). Hesitancy to apply for superintendent positions is further complicated by the fact that the…

An Integrative Literature Review of Patient Turnover in Inpatient Hospital Settings.

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Park, Shin Hye; Weaver, Lindsay; Mejia-Johnson, Lydia; Vukas, Rachel; Zimmerman, Julie

2016-05-01

High patient turnover can result in fragmentation of nursing care. It can also increase nursing workload and thus impede the ability of nurses to provide safe and high-quality care. We reviewed 20 studies that examined patient turnover in relation to nursing workload, staffing, and patient outcomes as well as interventions in inpatient hospital settings. The studies consistently addressed the importance of accounting for patient turnover when estimating nurse staffing needs. They also showed that patient turnover varied by time, day, and unit type. Researchers found that higher patient turnover was associated with adverse events; however, further research on this topic is needed because evidence on the effect of patient turnover on patient outcomes is not yet strong and conclusive. We suggest that researchers and administrators need to pay more attention to patterns and levels of patient turnover and implement managerial strategies to reduce nursing workload and improve patient outcomes. © The Author(s) 2015.

I Am a Chameleon in Pearls: How Three Select Female Superintendents Perceive Their Professional Lives

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Ryan, Catherine Agnes

2012-01-01

The public school superintendent is the least progressive position in education at integrating women and balancing the scales of equitable representation. Statistical data indicates there are far fewer females than males serving as superintendents. Current statistics show women make up: 1) over 70 percent of all public school educators; 2) nearly…

Perceptions of School Conflict by Nebraska Superintendents

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DeTurk, Theodore J.

2010-01-01

Conflict is a natural and pervasive, but often misunderstood, force that thrives in all human societies. Conflict is an inherent part of the school environment because of the labor-intensive nature of the school setting. As district leaders, school superintendents are surrounded daily by diverse groups of people who have their own needs and…

Anaerobic nitrogen turnover by sinking diatom aggregates at varying ambient oxygen levels

DEFF Research Database (Denmark)

Stief, Peter; Kamp, Anja; Thamdrup, Bo

2016-01-01

nitrate supply. Sinking diatom aggregates can contribute directly to fixed-nitrogen loss in low-oxygen environments in the ocean and vastly expand the ocean volume in which anaerobic nitrogen turnover is possible, despite relatively high ambient oxygen levels. Depending on the extent of intracellular......In the world’s oceans, even relatively low oxygen levels inhibit anaerobic nitrogen cycling by free-living microbes. Sinking organic aggregates, however, might provide oxygen-depleted microbial hotspots in otherwise oxygenated surface waters. Here, we show that sinking diatom aggregates can host...

Managing Food Allergies at School: School Superintendents

Centers for Disease Control (CDC) Podcasts

2015-01-13

This podcast highlights the importance of ensuring that comprehensive school district plans are in place to manage food allergies. It also identifies some key actions school superintendents can take to support students with food allergies, and highlights CDC food allergy resources for schools.  Created: 1/13/2015 by National Center for Chronic Disease Prevention and Health Promotion (NCCDPHP).   Date Released: 1/20/2015.

A Superintendent's Manifesto: School Wellness and Personal Health

Science.gov (United States)

Carr-Lambert, Marsha L.

2010-01-01

As superintendent, the author works diligently to meet the demands by the West Virginia legislature, catalyzed by the aggressive role of West Virginia's First Lady Gayle Manchin, to fight child obesity. Recently, the state department of education agreed to enter the fight to curb the serious obesity and health problems among the children in the…

Physician and staff turnover in community primary care practice.

Science.gov (United States)

Ruhe, Mary; Gotler, Robin S; Goodwin, Meredith A; Stange, Kurt C

2004-01-01

The effect of a rapidly changing healthcare system on personnel turnover in community family practices has not been analyzed. We describe physician and staff turnover and examine its association with practice characteristics and patient outcomes. A cross-sectional evaluation of length of employment of 150 physicians and 762 staff in 77 community family practices in northeast Ohio was conducted. Research nurses collected data using practice genograms, key informant interviews, staff lists, practice environment checklists, medical record reviews, and patient questionnaires. The association of physician and staff turnover with practice characteristics, patient satisfaction, and preventive service data was tested. During a 2-year period, practices averaged a 53% turnover rate of staff. The mean length of duration of work at the current practice location was 9.1 years for physicians and 4.1 years for staff. Longevity varied by position, with a mean of 3.4 years for business employees, 4.0 years for clinical employees, and 7.8 years for office managers. Network-affiliated practices experienced higher turnover than did independent practices. Physician longevity was associated with a practice focus on managing chronic illness, keeping on schedule, and responding to insurers' requests. No association was found between turnover and patient satisfaction or preventive service delivery rates. Personnel turnover is pervasive in community primary care practices and is associated with employee role, practice network affiliation, and practice focus. The potentially disruptive effect of personnel turnover on practice functioning, finances, and longitudinal relationships with patients deserves further study despite the reassuring lack of association with patient satisfaction and preventive service delivery rates.

Modeling Carbon Turnover in Five Terrestrial Ecosystems in the Boreal Zone Using Multiple Criteria of Acceptance

International Nuclear Information System (INIS)

Karlberg, Louise; Gustafsson, David; Jansson, Per-Erik

2006-01-01

Estimates of carbon fluxes and turnover in ecosystems are key elements in the understanding of climate change and in predicting the accumulation of trace elements in the biosphere. In this paper we present estimates of carbon fluxes and turnover times for five terrestrial ecosystems using a modeling approach. Multiple criteria of acceptance were used to parameterize the model, thus incorporating large amounts of multi-faceted empirical data in the simulations in a standardized manner. Mean turnover times of carbon were found to be rather similar between systems with a few exceptions, even though the size of both the pools and the fluxes varied substantially. Depending on the route of the carbon through the ecosystem, turnover times varied from less than one year to more than one hundred, which may be of importance when considering trace element transport and retention. The parameterization method was useful both in the estimation of unknown parameters, and to identify variability in carbon turnover in the selected ecosystems

The Role of Increased Accountability on the Use of Instructional Leadership Time by New York State Superintendents

Science.gov (United States)

Pustolka, Elizabeth Wood

2012-01-01

The role of the school superintendent has evolved as a result of increased accountability, specifically under the No Child Left Behind (NCLB) legislation. Prior to NCLB, superintendents spent time the majority of their time on the managerial and political domains of leadership; however, the NCLB accountability movement combined with research on…

Women Superintendents Who Leave: Stress and Health Factors

Science.gov (United States)

Robinson, Kerry K.; Shakeshaft, Charol

2015-01-01

Previous research on stress in the workplace has demonstrated that it can have not only a current, but lasting effect on a worker's health. The superintendency is a stressful job due to all of the competing demands of running a school system, no matter the size. This exploratory study reexamined qualitative interview transcripts from Robinson's…

Collective Learning from Success as Perceived by School Superintendents

Science.gov (United States)

Schechter, Chen

2011-01-01

School superintendents' role has shifted from the traditional emphasis on managerial aspects to one on instructional leadership (on teaching and learning issues) achieved by generating collaborative learning opportunities at the both school and district levels. Whereas collaborative learning processes in schools have generally been associated with…

The quantum Kramers' turnover. IT-23

Energy Technology Data Exchange (ETDEWEB)

Barik, Debashis; Shankar Ray, Deb [Indian Association for the Cultivation of Science, Jadavpur, Kolkata (India)

2004-12-01

The key result of Kramers' dynamical theory of reaction rate is that the rate varies linearly in the weak dissipative regime and inversely in the high dissipative regime with friction of the reaction medium. That is in between the energy diffusion and spatial diffusion limited regime the rate constant as a function of friction exhibits a bell-shaped curve known as Kramers' turnover.

The quantum Kramers' turnover. IT-23

International Nuclear Information System (INIS)

Barik, Debashis; Shankar Ray, Deb

2004-01-01

The key result of Kramers' dynamical theory of reaction rate is that the rate varies linearly in the weak dissipative regime and inversely in the high dissipative regime with friction of the reaction medium. That is in between the energy diffusion and spatial diffusion limited regime the rate constant as a function of friction exhibits a bell-shaped curve known as Kramers' turnover

Feminist Theory and the Media Representation of a Woman-of-Color Superintendent: Is the World Ready for Cyborgs?

Science.gov (United States)

Nozaki, Yoshiko

2000-01-01

Discusses recent feminist theory, in particular feminist theory related to "cyborg" identity and examines some media representations of a woman-of-color superintendent. Suggests that the cyborg image offers alternative ways to consider the issue of diversity and educational leadership, including the superintendency. (Author/SLD)

Turnover among healthcare professionals.

Science.gov (United States)

Wood, Ben D

2009-01-01

Turnover among healthcare professionals is a costly consequence. The existing body of knowledge on healthcare professional turnover is correlated with job satisfaction levels. A landmark study differentiated 2 areas of job satisfaction categories: satisfiers and dissatisfiers (intrinsic and extrinsic motivators). The aim of this article is to examine existing research on precursors of turnover, such as burnout behaviors experienced by healthcare professionals, job satisfaction levels, employee organizational commitment, health complications which precede turnover, some current strategies to reduce turnover, and some effects CEO turnover has on employee turnover intentions.

Perspectives about living on the horns of dilemmas: An analysis of gender factors related to superintendent decision-making and problem-solving

Directory of Open Access Journals (Sweden)

Walter S. Polka

2014-07-01

Full Text Available The major focus of this paper is a gender-based analysis of school superintendent decision-making and problem-solving as well as an investigation of contemporary leadership dilemmas. The findings are based on responses from 258 superintendents of K-12 school districts in Delaware, Maryland, New Jersey, New York, and Pennsylvania collected over a period of three years (2009-2011. The researchers also conducted 18 comprehensive qualitative “face-to-face” interviews with self-selected superintendents who responded to the quantitative survey. The intended outcome of this article is for education policy makers, professors, and practitioners to comprehensively examine the extent and degree of various dilemmas confronting the Mid-Atlantic Region school superintendent sample and to evaluate the decision-making and problem-solving approaches used by them. The study results that are presented will serve as valuable references to not only individual superintendents but also to university administrator preparation professors and to state administrator licensure agencies because it is important for all aspiring superintendents to know the various issues associated with education leadership and the personal and professional dilemmas that they need to be prepared to face as they embark on a career to improve schooling in the United States.

Phylogenetic turnover during subtropical forest succession across environmental and phylogenetic scales.

Science.gov (United States)

Purschke, Oliver; Michalski, Stefan G; Bruelheide, Helge; Durka, Walter

2017-12-01

Although spatial and temporal patterns of phylogenetic community structure during succession are inherently interlinked and assembly processes vary with environmental and phylogenetic scales, successional studies of community assembly have yet to integrate spatial and temporal components of community structure, while accounting for scaling issues. To gain insight into the processes that generate biodiversity after disturbance, we combine analyses of spatial and temporal phylogenetic turnover across phylogenetic scales, accounting for covariation with environmental differences. We compared phylogenetic turnover, at the species- and individual-level, within and between five successional stages, representing woody plant communities in a subtropical forest chronosequence. We decomposed turnover at different phylogenetic depths and assessed its covariation with between-plot abiotic differences. Phylogenetic turnover between stages was low relative to species turnover and was not explained by abiotic differences. However, within the late-successional stages, there was high presence-/absence-based turnover (clustering) that occurred deep in the phylogeny and covaried with environmental differentiation. Our results support a deterministic model of community assembly where (i) phylogenetic composition is constrained through successional time, but (ii) toward late succession, species sorting into preferred habitats according to niche traits that are conserved deep in phylogeny, becomes increasingly important.

Leadership Analysis in K-12 Case Study: Superintendent's Hiring Dilemma

Science.gov (United States)

Alsobaie, Mohammed Fahad

2016-01-01

This paper will seek to analyze of the case "Superintendent's Hiring Dilemma" by Hoy and Tarter (2004) using multiple leadership perspectives. The last section of this analysis of the case study will provide the most effective leadership recommendations for the key players.

Platelet monoamine oxidase: specific activity and turnover number in headache

International Nuclear Information System (INIS)

Summers, K.M.; Brown, G.K.; Craig, I.W.; Peatfield, R.; Rose, F.C.

1982-01-01

Monoamine oxidase turnover numbers (molecules of substrate converted to product per minute per active site) have been calculated for the human platelet enzyme using [ 3 H]pargyline. Headache patients with high and low monoamine oxidase specific activities relative to controls were found to have turnover numbers very close to those for controls. This finding suggests that their specific activities vary because of differences in the concentration of active monoamine oxidase molecules, rather than differences in the ability of those enzyme molecules to catalyse the deamination reaction. (Auth.)

Revisiting the Rural Superintendency: Rethinking Guiding Theories for Contemporary Practice

Science.gov (United States)

McHenry-Sorber, Erin; Budge, Kathleen

2018-01-01

This conceptual article challenges researchers and practitioners to reconsider the utility of current constructs used to understand the rural school superintendency. We evaluate the rural leadership literature through two waves of scholarship: insider/outsider conceptions and place-conscious/critical place-conscious constructs. We assert critical…

School Superintendents' Use of Electronic Communication Technology and Its Impact on Their Efficacy as a School District Leader

Science.gov (United States)

Brock, Cecilia

2017-01-01

As apex leaders, school superintendents are impacted by the continuous demand to be effective while utilizing electronic communication technology. The purpose of this study is to investigate how the use of electronic communication technology impacts a school superintendent's efficacy. Public education, in the twenty-first century, finds itself in…

Knocking Down Barriers: How California Superintendents Are Implementing Blended Learning

Science.gov (United States)

Horn, Michael B.; Gu, Anna; Evans, Meg

2014-01-01

School districts across the United States are implementing blended learning to boost student achievement. The authors convened several California school district superintendents to answer the questions: "What are the barriers, real or perceived, to implementing blended learning in your district?" and "Have you found solutions to or…

Just Do It: Women Superintendents Speak to Aspiring Women

Science.gov (United States)

Katz, Susan J.

2006-01-01

A mixed method study using surveys and in-depth interviews was conducted with women school superintendents in four Midwestern states during the 1999-2000 school year to understand how they perceive their leadership skills, their uses of power in their positions, and how they generally talk about the job. Results of how the women perceived their…

Elements of Organizational Culture Superintendents Perceive as Important to Create and Maintain a Successful Organization in Times of Crisis

Science.gov (United States)

Wilson, Marylou K.

2012-01-01

Purpose: The purpose of this study was to identify and describe the elements of culture public school superintendents perceive to be most important in creating and sustaining successful organizations in times of crisis. In addition, it was the purpose of this study to identify and describe the leadership strategies superintendents use to create…

Turnover of registered nurses in Israel: characteristics and predictors.

Science.gov (United States)

Toren, Orly; Zelker, Revital; Lipschuetz, Michal; Riba, Shoshana; Reicher, Sima; Nirel, Nurit

2012-05-01

In an era of global and local nursing shortages, nursing turnover has negative consequences in terms of diminished quality of care, increased costs and economic losses and decreased job satisfaction. To examine the turnover rate of registered nurses in Israel by assessing the varying degree of turnover between economic sectors, between hospital and community facilities, and/or between types of hospitals; and by examining potential predicting factors of turnover among registered nurses. A national phone survey was undertaken in Israel consisting of a random sampling of registered nurses of working age (up to age 60). The subjects comprised 10% of a national database of 32,000 registered nurses. The turnover rate among working nurses in Israel currently stands at 23%. In addition, 13% of employed nurses have taken a temporary leave of absence for a period greater than 6 months in the past 10 years, most up to 1 year. While job satisfaction rates were relatively high (72%), Professional satisfaction rates were 60% with no significant difference between hospital and community nurses. The turnover rate of registered nurses from a hospital setting to the community was significantly higher (pcommunity registered nurses to hospitals. Predicting factors of turnover were found to be: young age, part-time work, lack of advanced professional education, academic education and low satisfaction with the nursing profession. The shift of nursing workforce is mainly from hospitals to community health settings. There is a need to monitor and understand the characteristics of job and professional satisfaction among hospital nurses in order to implement crucial organizational interventions and retain hospital nursing staffs. Since young nurses, nurses working part time and nurses with no advanced professional and academic education, tend to move more than others, efforts should be targeted at these specific groups. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

A Qualitative Multi-Case Study of the Influence of Personal and Professional Ethics on the Leadership of Public School Superintendents

Science.gov (United States)

McDermott, Brian J.

2010-01-01

The purpose of this study is to examine the influence of personal and professional ethics on the leadership of public school superintendents. A multi-case, qualitative research design was used to gather data from four practicing public school superintendents. Transformational leadership theory and the three pillars of ethics of leadership…

Rural School Superintendents: A National Study of Perspectives of Board Presidents.

Science.gov (United States)

Kennedy, Robert L.; Barker, Bruce O.

1987-01-01

Results of two surveys of 59 and 47 school board presidents from 26 and 21 different states, respectively, having district enrollments of 300 or smaller, indicated the most valued capabilities considered in hiring rural superintendents were interpersonal relations/communications skills, financial/organizational management skills, and good moral…

Machiavelli's Political Realism: Its Implications for Today's Superintendent-School Board Interactions.

Science.gov (United States)

McCarty, Donald J.

The relevance of Machiavellian theories of political leadership to school administration is examined in this paper, with a focus on the superintendent/school board relationship. As the first modern political theorist, Machiavelli used empirical observation and generalization to understand that perceptions are more real in their consequences than…

African American Women Aspiring to the Superintendency: Lived Experiences and Barriers

Science.gov (United States)

Angel, Roma B.; Killacky, Jim; Johnson, Patricia R.

2013-01-01

Focused on the absence of a viable population of African American women in the superintendency, this study addressed barriers described by 10 credentialed, district-level Southern women who hold advanced education degrees coupled with years of leadership experience. This phenomenological study used interview methodology to uncover the lived…

Elevated CO2 and water addition enhance nitrogen turnover in grassland plants with implications for temporal stability.

Science.gov (United States)

Dijkstra, Feike A; Carrillo, Yolima; Blumenthal, Dana M; Mueller, Kevin E; LeCain, Dan R; Morgan, Jack A; Zelikova, Tamara J; Williams, David G; Follett, Ronald F; Pendall, Elise

2018-05-01

Temporal variation in soil nitrogen (N) availability affects growth of grassland communities that differ in their use and reuse of N. In a 7-year-long climate change experiment in a semi-arid grassland, the temporal stability of plant biomass production varied with plant N turnover (reliance on externally acquired N relative to internally recycled N). Species with high N turnover were less stable in time compared to species with low N turnover. In contrast, N turnover at the community level was positively associated with asynchrony in biomass production, which in turn increased community temporal stability. Elevated CO 2 and summer irrigation, but not warming, enhanced community N turnover and stability, possibly because treatments promoted greater abundance of species with high N turnover. Our study highlights the importance of plant N turnover for determining the temporal stability of individual species and plant communities affected by climate change. © 2018 John Wiley & Sons Ltd/CNRS.

Should Your Board Hire Its Own Staff -- Independent of Your Superintendent?

Science.gov (United States)

Guthrie, James W.

1974-01-01

Board members in school districts can stabilize or enhance their positions of power by acquiring types of information that can move policy and related matters along at a more efficient pace. To do this they must consider maintaining staffs that work solely for the boards, not for the superintendent. (Author/WM)

Perspectives about Living on the Horns of Dilemmas: An Analysis of Gender Factors Related to Superintendent Decision-Making and Problem-Solving

Science.gov (United States)

Polka, Walter S.; Litchka, Peter R.; Calzi, Frank F.; Denig, Stephen J.; Mete, Rosina E.

2014-01-01

The major focus of this paper is a gender-based analysis of school superintendent decision-making and problem-solving as well as an investigation of contemporary leadership dilemmas. The findings are based on responses from 258 superintendents of K-12 school districts in Delaware, Maryland, New Jersey, New York, and Pennsylvania collected over a…

A new reality: Funding formula changes and property tax caps and their effects on the role of the school superintendent in the state of Indiana

OpenAIRE

Gentry, Patrick L

2016-01-01

The purpose of this qualitative study was to discover how school superintendents were using general fund referenda to meet their school district’s operational budgets. However, after interviews began it became clear that the superintendents wanted to tell a different story and that was how the current school funding mechanism and property tax caps has changed the job of the school superintendent. The research consisted of one-on-one guided interviews of a mixed qualitative methods framework c...

Global turnover of histone post-translational modifications and variants in human cells

Directory of Open Access Journals (Sweden)

Zee Barry M

2010-12-01

Full Text Available Abstract Background Post-translational modifications (PTMs on the N-terminal tails of histones and histone variants regulate distinct transcriptional states and nuclear events. Whereas the functional effects of specific PTMs are the current subject of intense investigation, most studies characterize histone PTMs/variants in a non-temporal fashion and very few studies have reported kinetic information about these histone forms. Previous studies have used radiolabeling, fluorescence microscopy and chromatin immunoprecipitation to determine rates of histone turnover, and have found interesting correlations between increased turnover and increased gene expression. Therefore, histone turnover is an understudied yet potentially important parameter that may contribute to epigenetic regulation. Understanding turnover in the context of histone modifications and sequence variants could provide valuable additional insight into the function of histone replacement. Results In this study, we measured the metabolic rate of labeled isotope incorporation into the histone proteins of HeLa cells by combining stable isotope labeling of amino acids in cell culture (SILAC pulse experiments with quantitative mass spectrometry-based proteomics. In general, we found that most core histones have similar turnover rates, with the exception of the H2A variants, which exhibit a wider range of rates, potentially consistent with their epigenetic function. In addition, acetylated histones have a significantly faster turnover compared with general histone protein and methylated histones, although these rates vary considerably, depending on the site and overall degree of methylation. Histones containing transcriptionally active marks have been consistently found to have faster turnover rates than histones containing silent marks. Interestingly, the presence of both active and silent marks on the same peptide resulted in a slower turnover rate than either mark alone on that same

Superintendent-Business Executive Collaboration in Intermediary Organizations: Moral Agency and Democratic Functioning

Science.gov (United States)

Bennett, Jeffrey V.; McKee, Tiffany; Martin, Staci

2014-01-01

This case study describes collaboration between business executives and superintendents to influence local/regional K-12 educational change. Specifically, we examine participant like-mindedness about the ethics and appropriate focus of K-12 intermediary collaboration, the extent of democratic functioning, and key individuals to involve. Data…

Predictors of Staff Turnover and Turnover Intentions within Addiction Treatment Settings: Change Over Time Matters.

Science.gov (United States)

Garner, Bryan R; Hunter, Brooke D

2014-01-01

This study examined the extent to which changes over time in clinicians' responses to measures of work attitude (eg, job satisfaction) and psychological climate (eg, supervisor support) could predict actual turnover and turnover intentions above and beyond absolute levels of these respective measures. Longitudinal data for this study were collected from a sample of clinicians (N = 96) being trained to implement an evidence-based treatment for adolescent substance use disorders. Supporting findings from a recent staff turnover study, we found job satisfaction change was able to predict actual turnover above and beyond average levels of job satisfaction. Representing new contributions to the staff turnover literature, we also found that change over time in several other key measures (eg, job satisfaction, role manageability, role clarity) explained a significant amount of variance in turnover intentions above and beyond the absolute level of each respective measure. A key implication of the current study is that organizations seeking to improve their ability to assess risk for staff turnover may want to consider assessing staff at multiple points in time in order to identify systematic changes in key employee attitudes like turnover intentions and job satisfaction.

Predictors of Staff Turnover and Turnover Intentions within Addiction Treatment Settings: Change over Time Matters

Directory of Open Access Journals (Sweden)

Bryan R. Garner

2014-01-01

Full Text Available This study examined the extent to which changes over time in clinicians’ responses to measures of work attitude (eg, job satisfaction and psychological climate (eg, supervisor support could predict actual turnover and turnover intentions above and beyond absolute levels of these respective measures. Longitudinal data for this study were collected from a sample of clinicians ( N = 96 being trained to implement an evidence-based treatment for adolescent substance use disorders. Supporting findings from a recent staff turnover study, we found job satisfaction change was able to predict actual turnover above and beyond average levels of job satisfaction. Representing new contributions to the staff turnover literature, we also found that change over time in several other key measures (eg, job satisfaction, role manageability, role clarity explained a significant amount of variance in turnover intentions above and beyond the absolute level of each respective measure. A key implication of the current study is that organizations seeking to improve their ability to assess risk for staff turnover may want to consider assessing staff at multiple points in time in order to identify systematic changes in key employee attitudes like turnover intentions and job satisfaction.

Perceptions of Practicing Illinois Superintendents on the Relationship between Educational Leadership Administrative Preparation Programs and Their Perceived Job Performance Efficacy as Defined by the 2011 ELCC District Level Leadership Standards

Science.gov (United States)

Johnson, Bert Arthur

2016-01-01

This research study explored the perceptions of practicing Illinois superintendents regarding the efficacy of the work they do as a superintendent related to their experience in a superintendent preparation program. Although a multitude of research studies have been completed for both teacher and principal preparation programs, very little…

Changing District Priorities for School-Business Collaboration: Superintendent Agency and Capacity for Institutionalization

Science.gov (United States)

Bennett, Jeffrey V.; Thompson, Hugh C.

2011-01-01

Background: School district superintendents continue to favor collaborative relationships with their local business communities amid concerns over free-market competition, maintaining public legitimacy, and scarce financial resources. Prior research is inadequate regarding the development, implementation, and institutionalization of school and…

KECENDERUNGAN KEPUASAN KERJA SEBAGAI TRIGGER TURNOVER

Directory of Open Access Journals (Sweden)

Raditya Adi Saputra

2017-06-01

Full Text Available The purpose of this study are: (1 To determine the effect of job satisfaction on turnover intention; (2 To determine the effect of work stress on turnover intention; (3 To determine the effect of compensation on turnover intention; (4 To determine the effect of organizational climate on turnover intention; and (5 To determine the stress of work, compensation, organizational climate and job satisfaction effect on turnover intention. The population in this study are employees of the Cooperative KOKAPURA AVIA totaling 180 people, while employees who have worked more than three years as many as 128 people. Samples were taken 97 people. The technique of collecting data using questionnaires. The analysis used is multiple regression analysis and path analysis using PLS 3.0 Smart program. Based on the results of the study concluded that: (1 Job satisfaction significantly influence employee turnover intention; (2 Work stress significantly influence employee turnover intention; (3 Compensation incentives significantly influence employee turnover intention; (4 organizational climate significantly influence employee turnover intention; and (5 Work stress, incentive compensation, organizational climate and job satisfaction simultaneously significantly influence employee turnover intention.

The Examination of Four Illinois Female Superintendents and Their Transformational Leadership Practices

Science.gov (United States)

Burns-Redell, Susan M.

2013-01-01

The purpose of this study was to examine female school superintendents and their leadership practices. Particular attention is given to their leadership practices, professional development, mentoring, and barriers. The conceptual framework for this research study was based on the transformational leadership model. According to Bass and Avolio, the…

California Women and the Strategies Utilized on the Path to the Superintendency

Science.gov (United States)

Guzman, Anna-Maria

2012-01-01

Purpose: The purpose of this study was to identify leadership strategies utilized and the barriers encountered by females in pursuit of the role of superintendent. This study also intended to identify the strategies women used to overcome these barriers. Methodology: This study utilized descriptive research. Descriptive research involves gathering…

Occupational Stress And Turnover Issues In Public Accounting: The Mediating Effects Of Locus Of Control, Social Support, And Employment Expectations

OpenAIRE

David P. Donnelly; Jeffrey J. Quirin

2011-01-01

At the aggregate level, turnover costs firms in the accounting profession billions of dollars each year (Larkin 1995). Though the costs of turnover vary widely from firm to firm, one study estimates that each separation costs firms $4,000 to $8,000 in training and recruiting costs (Roth and Roth 1995). Further complicating the professions turnover dilemma, changing organizational structures and workforce demographics are forcing public accounting firms to update employee recruitment and reten...

Whole body and tissue cholesterol turnover in the baboon

International Nuclear Information System (INIS)

Dell, R.B.; Mott, G.E.; Jackson, E.M.; Ramakrishnan, R.; Carey, K.D.; McGill, H.C. Jr.; Goodman, D.S.

1985-01-01

Cholesterol turnover was studied in four baboons by injecting [ 14 C]cholesterol 186 days and [ 3 H]cholesterol 4 days before necropsy, and fitting a two- or three-pool model to the resulting specific activity-time data. At necropsy, cholesterol mass and specific activity were determined for the total body and for many tissues. The principal aim of this study was to estimate the extent of cholesterol synthesis in the side pools of the model, by computing the amount of side pool synthesis needed to equal the measured total body cholesterol. Central pool synthesis varied from 61 to 89% of the total cholesterol production rate. Moreover, the finding that the measured total body cholesterol fell within the range obtained from the kinetic analysis by using reasonable assumptions, provides evidence for the physiological validity of the model. A second aim of this study was to explore cholesterol turnover in various tissues. A pool model predicts that rapidly turning over tissues will have higher specific activities at early times and lower specific activities at later times after injection of tracer relative to slowly turning over tissues, except where significant synthesis occurs. Results in all four baboons were similar. Turnover rates for the different tissues loosely fell into three groups which were turning over at fast, intermediate, and slow rates. Finally, the magnitude of variation of cholesterol specific activity was moderate for several distributed tissues (fat, muscle, arteries, and the alimentary tract), but was small for liver. Cholesterol turnover in serial biopsies of skin, muscle, and fat could, however, be fitted with a single pool to estimate tissue turnover rates

Bird species turnover is related to changing predation risk along a vegetation gradient

Science.gov (United States)

LaManna, Joseph A.; Hemenway, Amy B.; Boccadori, Vanna; Martin, Thomas E.

2015-01-01

Turnover in animal species along vegetation gradients is often assumed to reflect adaptive habitat preferences that are narrower than the full gradient. Specifically, animals may decline in abundance where their reproductive success is low, and these poor-quality locations differ among species. Yet habitat use does not always appear adaptive. The crucial tests of how abundances and demographic costs of animals vary along experimentally manipulated vegetation gradients are lacking. We examined habitat use and nest predation rates for 16 bird species that exhibited turnover with shifts in deciduous and coniferous vegetation. For most bird species, decreasing abundance was associated with increasing predation rates along both natural and experimentally modified vegetation gradients. This landscape-scale approach strongly supports the idea that vegetation-mediated effects of predation are associated with animal distributions and species turnover.

Analysis and control of employee turnover.

Science.gov (United States)

McConnell, Charles R

2007-01-01

Turnover is a relatively simple and easily described concept. However, considerable confusion often results when addressing turnover because of differences in how it is defined; that is, what is counted, how it is counted, and how the turnover rates are expressed. Turnover is also costly, although not enough attention is paid to its cost because so much of it is indirect, and thus, not readily visible. There are a variety of causes of turnover, some which can be corrected and some which cannot be avoided. Reducing or otherwise controlling turnover requires continuing management attention to its causes and constant recognition of what can and should be controlled and what cannot be controlled. Ongoing attention to turnover is an essential part of the department manager's role.

Business Ethics & Employee Turnover: CAFE Matrix

OpenAIRE

Sapovadia, Vrajlal; Patel, Sweta

2013-01-01

Abstract: Business ethics is in discussion for its importance universally, so is the employee turnover in business. Unethical practices are unwanted, so is the high employee turnover. Unethical practices and high employee turnover in business is ubiquitous. No consensus exists on defining ethics. Employee turnover is well defined, but there is no consensus on when employee turnover is disadvantageous for the company. The Golden Rule or ethic of reciprocity, a maxim states that either ...

Protein Turnover Measurements in Human Serum by Serial Immunoaffinity LC-MS/MS.

Science.gov (United States)

Farrokhi, Vahid; Chen, Xiaoying; Neubert, Hendrik

2018-02-01

The half-life of target proteins is frequently an important parameter in mechanistic pharmacokinetic and pharmacodynamic (PK/PD) modeling of biotherapeutics. Clinical studies for accurate measurement of physiologically relevant protein turnover can reduce the uncertainty in PK/PD model-based predictions, for example, of the therapeutic dose and dosing regimen in first-in-human clinical trials. We used a targeted mass spectrometry work flow based on serial immunoaffinity enrichment ofmultiple human serum proteins from a [5,5,5- 2 H 3 ]-L-leucine tracer pulse-chase study in healthy volunteers. To confirm the reproducibility of turnover measurements from serial immunoaffinity enrichment, multiple aliquots from the same sample set were subjected to protein turnover analysis in varying order. Tracer incorporation was measured by multiple-reaction-monitoring mass spectrometry and target turnover was calculated using a four-compartment pharmacokinetic model. Five proteins of clinical or therapeutic relevance including soluble tumor necrosis factor receptor superfamily member 12A, tissue factor pathway inhibitor, soluble interleukin 1 receptor like 1, soluble mucosal addressin cell adhesion molecule 1, and muscle-specific creatine kinase were sequentially subjected to turnover analysis from the same human serum sample. Calculated half-lives ranged from 5-15 h; however, no tracer incorporation was observed for mucosal addressin cell adhesion molecule 1. The utility of clinical pulse-chase studies to investigate protein turnover can be extended by serial immunoaffinity enrichment of target proteins. Turnover analysis from serum and subsequently from remaining supernatants provided analytical sensitivity and reproducibility for multiple human target proteins in the same sample set, irrespective of the order of analysis. © 2017 American Association for Clinical Chemistry.

Antigen-driven T-cell turnover

NARCIS (Netherlands)

Fraser, Christophe; Ferguson, Neil M.; de Wolf, Frank; Ghani, Azra C.; Garnett, Geoff P.; Anderson, Roy M.

2002-01-01

A mathematical model is developed to characterize the distribution of cell turnover rates within a population of T lymphocytes. Previous models of T-cell dynamics have assumed a constant uniform turnover rate; here we consider turnover in a cell pool subject to clonal proliferation in response to

Tropical Estuarine Macrobenthic Communities Are Structured by Turnover Rather than Nestedness.

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Medeiros, Carlinda Raílly; Hepp, Luiz Ubiratan; Patrício, Joana; Molozzi, Joseline

2016-01-01

Turnover (i.e., species substitution) and nestedness (i.e., subsets of species from more diverse locations), the two main mechanisms used to explain the beta diversity of biological communities, have different implications for biodiversity conservation. To better understand how these mechanisms contribute to beta diversity, we tested the following hypotheses: (i) greater dissimilarity in community composition occurs between estuarine zones than other hierarchical level studied; (ii) beta diversity in these communities develops by turnover in estuaries with a lower degree of anthropogenic impact, but by nestedness in estuaries with a greater degree of anthropogenic impact; and (iii) the structuring mechanism is independent of season. We studied two tropical estuaries (dry and wet seasons) that vary in terms of land-use of the drainage basins. Subtidal benthic macroinvertebrates were sampled along the estuarine gradient in each of the two estuaries. The additive partitioning approach to species diversity was used to determine the hierarchical scale with the greatest dissimilarity in community composition. General beta diversity was measured using the Sorensen dissimilarity index, partitioning the turnover and nestedness components. The greatest dissimilarity in the composition of the communities occurred between the zones along the estuarine gradient in both seasons (dry = 58.6%; wet = 46.3%). In the estuary with a lower degree of anthropogenic influence, benthic macroinvertebrate diversity was generated by turnover regardless of the season. In the estuary with a greater degree of anthropogenic impact, beta diversity was structured by turnover during the dry season and a combination of both mechanisms during the wet season. We conclude that turnover is the principal mechanism responsible for beta diversity in benthic macroinvertebrate communities in tropical estuaries.

Employee Turnover among Full-time Public Librarians.

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Rubin, Richard

1989-01-01

A study of employee turnover in 31 public libraries in the American Midwest established baseline turnover rates and examined the relationship of gender to turnover behavior. Findings showed that: turnover rates are low compared to other occupations; and turnover rates of males and females are similar. (28 references) (Author/MES)

Influences of Eagle Ford Shale Development on Superintendent Leadership Experiences: A Phenomenological Narrative

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Moczygemba, Jeanette Winn

2017-01-01

This phenomenological narrative study examined the effects of the Eagle Ford Shale development upon public school superintendent leadership experiences during the boom phase of the energy industry expansion. The four research questions investigated the shale development's influence on experiences in the areas of instruction, finance and…

Superintendents' Perceptions of the School Improvement Planning Process in the Southeastern USA

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Dunaway, David M.; Bird, James J.; Wang, Chuang; Hancock, Dawson

2014-01-01

The purpose of this study of school improvement planning in the southeastern USA was to establish the current view of the process through the eyes of the district superintendents. The answers to the questions were consistently mixed. Generally, the presence of school improvement planning is prevalent in the large majority of districts. However,…

Power Factors that Define Gender Inequity within the Missouri Public School Superintendency

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Alexander, Kristina; Grispino, Frank D.; Messner, Phillip E.

2004-01-01

Although women have access to the superintendency power position, evidence has shown that women have not been able to consistently break the glass ceiling. A review of related literature failed to identify specific and practical employment factors that must be resolved or overcome if women are to reach power parity in Missouri. This study was…

Treatment staff turnover in organizations implementing evidence-based practices: Turnover rates and their association with client outcomes

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Garner, Bryan R.; Hunter, Brooke D.; Modisette, Kathryn C.; Ihnes, Pamela C.; Godley, Susan H.

2011-01-01

High staff turnover has been described as a problem for the substance use disorder treatment field. This assertion is based primarily on the assumption that staff turnover adversely impacts treatment delivery and effectiveness. This assumption, however, has not been empirically tested. In this study, we computed annualized rates of turnover for treatment staff (n=249) participating in an evidence-based practice implementation initiative and examined the association between organizational-level rates of staff turnover and client-level outcomes. Annualized rates of staff turnover were 31% for clinicians and 19% for clinical supervisors. Additionally, multilevel analyses did not reveal the expected relationship between staff turnover and poorer client-level outcomes. Rather, organizational-level rates of staff turnover were found to have a significant positive association with two measures of treatment effectiveness: less involvement in illegal activity and lower social risk. Possible explanations for these findings are discussed. PMID:22154040

Comparative evaluation of labelling patterns and turnover of lipids, tagged by 15 (p-123I-phenyl-)pentadecanoic and 1-14C-palmitic acid

International Nuclear Information System (INIS)

Reske, S.N.; Sauer, W.; Reichmann, K.; Winkler, C.; Machulla, H.J.; Knust, E.J.

1984-01-01

Uptake and turnover of chloroform/methanol extractable tissue lipids labelled in vivo simultaneously with 15(p- 123 I-phenyl-)pentadecanoic and 1- 14 C-palmitic acid were compared. Lipid turnover studies were performed in fasted pentobarbital-anaesthetized Wistar rats in tissues with highly varying free fatty acid turnover rates. In all tissues investigated, i.e. heart, lung, liver, spleen and kidney, both tracers labelled nearly identical lipid fractions. The main tracer uptake was found in free fatty acids, phospholipids, diglycerides and triglycerides. A highly significant correlation of uptake and turnover in main tissue lipid fractions indicated an essentially identical metabolic pathway of both tracers in intermediary tissue lipid metabolism. Concordant tracer uptake and turnover patterns in tissue of lipids with highly varying fatty acid metabolic rates suggested that intrinsic metabolic activity of the tissue and respective lipid fraction was the major determinant of metabolic handling of both iodophenyl fatty- and palmitic acid. Thus, the feasibility of iodophenylpentadecanoic acid as free fatty acid tracer for studying tissue lipid metabolism is demonstrated. (author)

The Perceived Quality of Life among School District Superintendents in Illinois Public Schools

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Heffernan, Debra J.

2012-01-01

The purpose of this study was to determine the perception of quality of life among Illinois male and female superintendents, and to determine demographic differences. Frisch's Quality of Life Inventory (QOLI) was used, which measured perceived levels of importance, satisfaction and weighted satisfaction (importance and satisfaction) in sixteen…

District Superintendents and the School Improvement Problem of Addressing Barriers to Learning

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Center for Mental Health in Schools at UCLA, 2011

2011-01-01

This report begins with conclusions drawn from a wide range of research, reports, and other sources that convey what superintendents say is driving their work. The focus first is on what they identify as the challenges and frustrations of the job and what they say are factors interfering with student progress. Then, discussion turns to the…

Superintendents' Views on Financial and Non-Financial Incentives on Teacher Recruitment and Retention

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Kelly, Paul; Tejeda-Delgado, Carmen; Slate, John R.

2008-01-01

In this study, the researchers investigated the perceived relationships of financial and non-financial incentives on teacher recruitment and retention among public school teachers in the State of Texas from the perspective of 98 public school superintendents. Findings revealed that school districts tended to offer teachers' salaries over the state…

Self Perceived Leadership Styles of Male and Female Superintendents in Wisconsin Public Schools

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Rieckmann, Kelly Renée

2016-01-01

The number of female superintendents in Wisconsin public schools remains disproportionately low compared to males. With research supporting a connection between female leaders and transformational leadership, the question as to why more females do not enter the realm of leadership and how they see themselves as leaders remains unanswered. This…

[Turnover Experience of Male Nurses].

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Kim, Hyunsu; Lee, Jeongseop

2017-02-01

The aim of this study was to identify turnover experiences of men in nursing and to derive a substantive theory on the turnover experience of men who are nurses. Data were collected through in-depth interviews with 13 men who had worked as a nurse for 1 year or more, and had a turnover experience during that period. Collected data were analyzed on the basis of Strauss and Corbin's grounded theory. The core category in the turnover experiences of the respondents was 'seeking a stable place for me'. In the analysis of the core category, types of 'contentment', 'seeking', 'survival' and 'confusion' were identified. The sequential stages of these nurses' turnover experience were 'confrontation', 'incertitude', 'retrying' and 'realization'. However, when a problem arose in the process, they returned to the stage of confusion. Thus, these stages could occur in a circular fashion. These findings provide a deep understanding of the turnover experience of men in nursing and offers new information about how they adapt to nursing practice. The findings should be useful as foundational data for men who hope to become nurses and also for managers responsible for nurses who are men. © 2017 Korean Society of Nursing Science

Occupational stress and employee turnover.

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Bridger, Robert S; Day, Andrea J; Morton, Kate

2013-01-01

Questionnaire data captured in January-March 2007 were examined in relation to turnover in males and females during the next five years. In general, most of the workplace stressors (such as role conflict or peer support) were not antecedents of turnover in any group. Junior personnel with psychological strain in 2007 had an increased risk of turnover in the next five years. Low commitment to the service in 2007 increased the odds of turnover in male and female juniors and in female officers. Female juniors with less effective skills for coping with stress and who exercised less frequently on a weekly basis were more likely to leave. An incidental finding was that the odds of turnover were three times greater in female officers with children than in female officers with no children. Stress management interventions focusing on effective coping and sports and exercise participation which are targeted appropriately may improve retention.

Managing voluntary turnover through challenging assignments

NARCIS (Netherlands)

Preenen, P.T.Y.; de Pater, I.E.; van Vianen, A.E.M.; Keijzer, L.

2011-01-01

This study examines employees’ challenging assignments as manageable means to reduce turnover intentions, job search behaviors, and voluntary turnover. Results indicate that challenging assignments are negatively related to turnover intentions and job search behaviors and that these relationships

Managing voluntary turnover through challenging assignments

NARCIS (Netherlands)

Preenen, P.T.Y.; Pater, I.E. de; Vianen, A.E.M. van; Keijzer, L.

2011-01-01

This study examines employees' challenging assignments as manageable means to reduce turnover intentions, job search behaviors, and voluntary turnover. Results indicate that challenging assignments are negatively related to turnover intentions and job search behaviors and that these relationships

ANTESEDEN EMPLOYEE TURNOVER

Directory of Open Access Journals (Sweden)

Heryadi Fardilah

2018-03-01

Full Text Available This research is concerning the effect of workplace environment, job satisfaction, and  job performance on employee turnover, and the background is to get the convenience of employees condition, the satisfaction of job results, maximum performance, and keep and reduce in and out employees. The purpose of this research is to see how far the influence of workplace environment, job satisfaction, and job performance on employee turnover. Planning of this research uses primary data that is got by handing over questioners to 200 employees in Telecommunication company in East Jakarta. The analysis method which is used is double regresi.  Results of  this  research give conclusion that there's a positive and significant influence of workplace environment, job satisfaction, and job performance on employee turnover.

Hazardous materials on golf courses: Experience and knowledge of golf course superintendents and grounds maintenance workers from seven states

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Arcury-Quandt, Alice E.; Gentry, Amanda L.; Marín, Antonio J.

2011-01-01

Background The golf course industry has a growing Latino work force. Little occupational health research has addressed this work force. This paper examines golf course superintendents’ and Latino grounds maintenance workers’ pesticide knowledge, beliefs, and safety training. In particular, it focuses on knowledge of and adherence to OSHA Right-to-Know regulations. Methods In person, in-depth interviews were conducted with ten golf course superintendents in five states and with sixteen Latino grounds maintenance workers in four states. Results Few superintendents were in compliance with Right-to-Know regulations or did pesticide safety training with all of their workers. Few workers had any pesticide safety knowledge. Most safety training on golf courses was rudimentary and focused on machine safety, and was usually conducted in the off-season or on rainy days, not before workers were assigned tasks. Conclusions More Right-to-Know training is necessary for superintendents and grounds maintenance workers. Culturally and linguistically appropriate Spanish language materials need to be developed or made more widely available to train workers. Better enforcement of safety and training regulations is necessary. PMID:21360723

Salaries of New Superintendents: A Public Relations Concern for Many Public School Boards

Science.gov (United States)

Young, I. Phillip

2007-01-01

Salaries for new superintendents form a highly visible factor that has direct implications for school-community public relations. To provide a means for guiding school board members and to provide a format for justifying salaries, a model is presented that serves both purposes. Within this model, attention is afforded to specifying a relevant…

Scientific Management: Professional Background in Sciences, Humanities, and the Effectiveness of School Superintendents.

Science.gov (United States)

Chand, Krishan

Administrators who have been trained in the sciences may be more effective than those who have been trained in the humanities, according to a review of the literature. This paper asserts that the effectiveness of superintendents is a function both of their specific preparation for administration and of their educational backgrounds. The…

Costs of employee turnover

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Jiří Duda

2013-01-01

Full Text Available The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. This paper deals with identification of costs incurred by the departure of an employee, and does not deal with the cost of recruitment of a new employee. Economic calculations are adjusted to the tax policy in the Czech Republic. The costs of employee turnover (according to Bliss, 2012 include the costs of substitution of the unoccupied position, costs of conducting the exit interview and termination of the contract. The cost of an executive’s time to understand the causes of leaving and costs of the leaving employee’s training were also determined. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. For all of these costs there have been proposed general calculations formulas.

The Effects of Authentic Vision Statement on Challenges Experienced by First Year Superintendents

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Erdos, Monica

2011-01-01

A new superintendent in a new school district (NSND) can be a challenging position. The literature review asserts that many challenges faced by NSNDs are due to the absence of a shared vision. Challenges can be listed as work stoppage, personnel, financial, fighting ghosts, homecoming procession and many other aspects of running a district.…

A Narrative Study on the Leadership Development of Female Superintendents in New Jersey

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Morillo, Mitzi N.

2017-01-01

The purpose of this study was to explore, through the lived experiences of 8 women who achieved the superintendency in New Jersey, the intersectionality of gender, social norms, and race and how these women developed as leaders. The study was designed to identify perceived barriers to career ascension in education administration and the successful…

Good-to-Great Superintendents: An Examination of Jim Collins' Good-to-Great Level Five Leadership Attributes as Demonstrated by the Leadership Behaviors of Superintendents of High-Performing California Public Single-School Districts

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Brown, James D.

2010-01-01

Purpose: The purpose of this study was to examine Collins' good-to-great Level Five leadership attributes, as demonstrated by the leadership behaviors of superintendents of high-performing California public single-school districts. Methodology: The researcher used a case study design to conduct this study. Personal interviews were conducted in…

Comparative evaluation of labelling patterns and turnover of lipids, tagged by 15 (p-/sup 123/I-phenyl-)pentadecanoic and 1-/sup 14/C-palmitic acid

Energy Technology Data Exchange (ETDEWEB)

Reske, S.N.; Sauer, W.; Reichmann, K.; Winkler, C. (Bonn Univ. (Germany, F.R.). Inst. fuer Klinische und Experimentelle Nuklearmedizin); Machulla, H.J.; Knust, E.J. (Essen Univ. (Germany, F.R.). Inst. fuer Medizinische Strahlenphysik und Strahlenbiologie)

1984-06-15

Uptake and turnover of chloroform/methanol extractable tissue lipids labelled in vivo simultaneously with 15(p-/sup 123/I-phenyl-)pentadecanoic and 1-/sup 14/C-palmitic acid were compared. Lipid turnover studies were performed in fasted pentobarbital-anaesthetized Wistar rats in tissues with highly varying free fatty acid turnover rates. In all tissues investigated, i.e. heart, lung, liver, spleen and kidney, both tracers labelled nearly identical lipid fractions. The main tracer uptake was found in free fatty acids, phospholipids, diglycerides and triglycerides. A highly significant correlation of uptake and turnover in main tissue lipid fractions indicated an essentially identical metabolic pathway of both tracers in intermediary tissue lipid metabolism. Concordant tracer uptake and turnover patterns in tissue of lipids with highly varying fatty acid metabolic rates suggested that intrinsic metabolic activity of the tissue and respective lipid fraction was the major determinant of metabolic handling of both iodophenyl fatty- and palmitic acid. Thus, the feasibility of iodophenylpentadecanoic acid as free fatty acid tracer for studying tissue lipid metabolism is demonstrated. 21 refs.

The costs of turnover in nursing homes.

Science.gov (United States)

Mukamel, Dana B; Spector, William D; Limcangco, Rhona; Wang, Ying; Feng, Zhanlian; Mor, Vincent

2009-10-01

Turnover rates in nursing homes have been persistently high for decades, ranging upwards of 100%. To estimate the net costs associated with turnover of direct care staff in nursing homes. DATA AND SAMPLE: Nine hundred two nursing homes in California in 2005. Data included Medicaid cost reports, the Minimum Data Set, Medicare enrollment files, Census, and Area Resource File. We estimated total cost functions, which included in addition to exogenous outputs and wages, the facility turnover rate. Instrumental variable limited information maximum likelihood techniques were used for estimation to deal with the endogeneity of turnover and costs. The cost functions exhibited the expected behavior, with initially increasing and then decreasing returns to scale. The ordinary least square estimate did not show a significant association between costs and turnover. The instrumental variable estimate of turnover costs was negative and significant (P = 0.039). The marginal cost savings associated with a 10% point increase in turnover for an average facility was $167,063 or 2.9% of annual total costs. The net savings associated with turnover offer an explanation for the persistence of this phenomenon over the last decades, despite the many policy initiatives to reduce it. Future policy efforts need to recognize the complex relationship between turnover and costs.

[New nurse turnover intention and influencing factors].

Science.gov (United States)

Han, Sang Sook; Sohn, In Soon; Kim, Nam Eun

2009-12-01

The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

School Communications 2.0: A Social Media Strategy for K-12 Principals and Superintendents

Science.gov (United States)

Cox, Daniel Dean

2012-01-01

The purpose of this qualitative, multiple-case study was two-fold: 1) to describe, analyze, and interpret the experiences of school principals and superintendents who use multiple social media tools such as blogs, microblogs, social networking sites, podcasts, and online videos with stakeholders as part of their comprehensive communications…

Turnover among Community Mental Health Workers in Ohio.

Science.gov (United States)

Bukach, Ashley M; Ejaz, Farida K; Dawson, Nicole; Gitter, Robert J

2017-01-01

This study examined turnover of community mental health workers in 42 randomly selected mental health agencies in Ohio. The turnover rate in 2011 was 26 %. A regression analysis indicated that agencies with lower turnover offered higher maximum pay and were smaller in size, while those offering career advancement opportunities, such as career ladder programs, had higher turnover. The findings suggest that improving wages for workers is likely to reduce turnover. It is also possible that smaller agencies have lower turnover due to stronger relationships with workers and/or more successful hiring practices. Furthermore, turnover that occurs as a result of career advancement could have positive effects and should be examined separate from other types of turnover in the future.

Histone turnover within nonproliferating cells

International Nuclear Information System (INIS)

Commerford, S.L.; Carsten, A.L.; Cronkite, E.P.

1982-01-01

The turnover of DNA and histones in the livers and brains of mice has been determined. These mice had been exposed to constant levels of tritiated water from conception until they were 8 months old. At this point, exposure to tritium was discontinued, and the tritium remaining in DNA and histones was measured at various intervals afterward. The half-lives calculated for these components (with 95% confidence limits given in parentheses) were 117 (85 to 188) days for liver histone, 318 (241 to 466) days for liver DNA, 159 (129 to 208) days for brain histone and 593 (376 to 1406) days for brain DNA. The difference between histone and DNA turnover is statistically significant for both tissues and indicates that histone turnover within tissues cannot be solely accounted for by cell turnover within the tissue but also must include histone turnover within living cells. The half-life of histone within cells is estimated to be 117 (88 to 178) days in liver and 223 (187 to 277) days in brain

Employee Turnover Prediction Based on State-transition and Semi-Markov- A Case Study of Chinese State-owned Enterprise

Directory of Open Access Journals (Sweden)

Fang Ming

2017-01-01

Full Text Available As a main direction of Human Resource Management, employee turnover can provide decision support for managers. In this paper, we aim at predicting the turnover amount of employee on condition of different variable values. The properties of employee and job position are formulated as two variables, where the value of variable varies according to the the state of properties. Additionally, state-transition model is applied to describing employee’s job-state as well as the turnover type. Subsequently, we proposed a semi-Markov model to calculate the conditional turnover amount of employee. Then, we provide a dataset of employee records to illustrate how these models work in reality. Finally, it is proven that the proposed method in this paper is with great significance for managers to develop recruitment plans, promote rules, and retire regulations

Using Turnover as a Recruitment Strategy

Science.gov (United States)

Duncan, Sandra

2009-01-01

Teacher turnover is notoriously high in the field of early childhood education with an estimated 33% of staff exiting the workplace each year. Turnover is costly. Not only do high levels of turnover negatively impact children's growth and development, it also erodes the program's economic stability and wherewithal to provide effective operations…

Supervisory Turnover in Outpatient Substance Abuse Treatment

Science.gov (United States)

Knight, Danica K.; Broome, Kirk M.; Edwards, Jennifer R.; Flynn, Patrick M.

2009-01-01

Staff turnover is a significant issue within substance abuse treatment, with implications for service delivery and organizational health. This study examined factors associated with turnover among supervisors in outpatient substance abuse treatment. Turnover was conceptualized as being an individual response to organizational-level influences, and predictors represent aggregate program measures. Participants included 532 staff (including 467 counselors and 65 clinical/program directors) from 90 programs in four regions of the USA. Using logistic regression, analyses of structural factors indicated that programs affiliated with a parent organization and those providing more counseling hours to clients had higher turnover rates. When measures of job attitudes were included, only parent affiliation and collective appraisal of satisfaction were related to turnover. Subsequent analyses identified a trend toward increased supervisory turnover when satisfaction was low following the departure of a previous supervisor. These findings suggest that organizational-level factors can be influential in supervisory turnover. PMID:19949883

How Teacher Turnover Harms Student Achievement

Science.gov (United States)

Ronfeldt, Matthew; Loeb, Susanna; Wyckoff, James

2013-01-01

Researchers and policymakers often assume that teacher turnover harms student achievement, though recent studies suggest this may not be the case. Using a unique identification strategy that employs school-by-grade level turnover and two classes of fixed-effects models, this study estimates the effects of teacher turnover on over 850,000 New York…

The costs of turnover in nursing homes

Science.gov (United States)

Mukamel, Dana B.; Spector, William D.; Limcangco, Rhona; Wang, Ying; Feng, Zhanlian; Mor, Vincent

2009-01-01

Background Turnover rates in nursing homes have been persistently high for decades, ranging upwards of 100%. Objectives To estimate the net costs associated with turnover of direct care staff in nursing homes. Data and sample 902 nursing homes in California in 2005. Data included Medicaid cost reports, the Minimum Data Set (MDS), Medicare enrollment files, Census and Area Resource File (ARF). Research Design We estimated total cost functions, which included in addition to exogenous outputs and wages, the facility turnover rate. Instrumental variable (IV) limited information maximum likelihood techniques were used for estimation to deal with the endogeneity of turnover and costs. Results The cost functions exhibited the expected behavior, with initially increasing and then decreasing returns to scale. The ordinary least square estimate did not show a significant association between costs and turnover. The IV estimate of turnover costs was negative and significant (p=0.039). The marginal cost savings associated with a 10 percentage point increase in turnover for an average facility was $167,063 or 2.9% of annual total costs. Conclusion The net savings associated with turnover offer an explanation for the persistence of this phenomenon over the last decades, despite the many policy initiatives to reduce it. Future policy efforts need to recognize the complex relationship between turnover and costs. PMID:19648834

The validation of the turnover intention scale

Directory of Open Access Journals (Sweden)

Chris F.C. Bothma

2013-04-01

Full Text Available Orientation: Turnover intention as a construct has attracted increased research attention in the recent past, but there are seemingly not many valid and reliable scales around to measure turnover intention. Research purpose: This study focused on the validation of a shortened, six-item version of the turnover intention scale (TIS-6. Motivation for the study: The research question of whether the TIS-6 is a reliable and a valid scale for measuring turnover intention and for predicting actual turnover was addressed in this study. Research design, approach and method: The study was based on a census-based sample (n= 2429 of employees in an information, communication and technology (ICT sector company (N= 23 134 where the TIS-6 was used as one of the criterion variables. The leavers (those who left the company in this sample were compared with the stayers (those who remained in the employ of the company in this sample in respect of different variables used in the study. Main findings: It was established that the TIS-6 could measure turnover intentions reliably (α= 0.80. The TIS-6 could significantly distinguish between leavers and stayers (actual turnover, thereby confirming its criterion-predictive validity. The scale also established statistically significant differences between leavers and stayers in respect of a number of the remaining theoretical variables used in the study, thereby also confirming its differential validity. These comparisons were conducted for both the 4-month and the 4-year period after the survey was conducted. Practical/managerial implications: Turnover intention is related to a number of variables in the study which necessitates a reappraisal and a reconceptualisation of existing turnover intention models. Contribution/value-add: The TIS-6 can be used as a reliable and valid scale to assess turnover intentions and can therefore be used in research to validly and reliably assess turnover intentions or to

Turnover in intracranial aneurysm phantoms: its relation to neck size

International Nuclear Information System (INIS)

Chung, Tae Sub; Lee, Young Jun; Rhim, Yoon Chul

2003-01-01

To evaluate the physiologic background of aneurysms poorly visualized during 3D-TOF MRA, contrast-enhanced MRA (CEMRA) and DSA due to hemodynamic isolation. Using handmade elastic silicon phantoms to represent terminal basilar tip aneurysms, 3D-TOF MRA, CEMRA and DSA were used to determine blood turnover. Aneurysmal neck size was 2 mm and 10 mm, and the use of a pulsatile pump also helped recreate human physiologic parameters. We compared the results with those of computational fluid dynamics. DSA images of the narrow-necked aneurysm showed that a small volume of contrast medium washed into it during the systolic phase. As the width of its neck increased, the turnover volume of fragments of contrast bolus also increased. At CEMRA, the broad-necked aneurysm was visualized as the main bolus of Gd-DTPA passed through it, and at delayed CEMRA, the narrow-necked aneurysm was visualized faintly after the passage of bolus Gd-DTPA. The results correlated closely with those of 3D-TOF MRA and computational fluid dynamics. The visualization of intracranial aneurysms at 3D-TOF MRA, CEMRA and DSA was greatly dependent upon blood turnover, which varied according to aneurysmal neck size. A narrow-necked aneurysm might be missed at 3D-TOF MRA, CEMRA and DSA due to hemodynamic isolation

How Serious of a Problem is Staff Turnover in Substance Abuse Treatment? A Longitudinal Study of Actual Turnover1

Science.gov (United States)

Eby, Lillian T.; Burk, Hannah; Maher, Charleen P.

2010-01-01

In the substance abuse treatment field, the annual turnover rate is cited as being anywhere between 19 and 50 percent (Johnson & Roman, 2002; Gallon, Gabriel, & Knudsen, 2003; Knudsen et al., 2003; McLellan et al., 2003). However, no research to date has evaluated these claims by tracking turnover longitudinally using organizational turnover data from substance abuse treatment centers. This research presents the results of a longitudinal study designed to systematically examine actual turnover among counselors and clinical supervisors. Twenty-seven geographically dispersed treatment organizations, serving a wide range of clients in the public and private sector, provided data for the study over a two year time span (2008–2009). The annual turnover rate was 33.2% for counselors and 23.4% for clinical supervisors. For both groups the majority of turnover was voluntary (employee-initiated). Specific reasons for turnover were largely consistent across the two groups, with the most common reason being a new job or new opportunity. The findings are discussed in terms of the unique employment context of substance abuse treatment. Practical recommendations are also discussed to help stem the tide of turnover in the field of substance abuse treatment. PMID:20675097

How serious of a problem is staff turnover in substance abuse treatment? A longitudinal study of actual turnover.

Science.gov (United States)

Eby, Lillian T; Burk, Hannah; Maher, Charleen P

2010-10-01

In the substance abuse treatment field, the annual turnover rate is cited as being anywhere between 19% and 50% (J.A. Johnson & P.M. Roman, 2002; S.L. Gallon, R.M. Gabriel, J.R.W. Knudsen, 2003; H.K. Knudsen, J.A. Johnson, & P.M. Roman, 2003; A.T. McLellan, D. Carise, & H.D. Kleber, 2003). However, no research to date has evaluated these claims by tracking turnover longitudinally using organizational turnover data from substance abuse treatment centers. This research presents the results of a longitudinal study designed to systematically examine actual turnover among counselors and clinical supervisors. Twenty-seven geographically dispersed treatment organizations, serving a wide range of clients in the public and private sector, provided data for the study over a 2-year time span (2008-2009). The annual turnover rate was 33.2% for counselors and 23.4% for clinical supervisors. For both groups, the majority of turnover was voluntary (employee-initiated). Specific reasons for turnover were largely consistent across the two groups, with the most common reason being a new job or new opportunity. The findings are discussed in terms of the unique employment context of substance abuse treatment. Practical recommendations are also discussed to help stem the tide of turnover in the field of substance abuse treatment. Copyright (c) 2010 Elsevier Inc. All rights reserved.

Increasing Student Attendance: A Study Comparing Superintendents' Knowledge of Best Practices to Enacted Policies

Science.gov (United States)

Isom, Dena K.

2014-01-01

This report describes a problem-based learning project focused on the information available to superintendents related to improving student attendance. This information has the potential to assist school districts in improving the attendance of each student as is required by attendance standards such as those of the fifth version of the Missouri…

Chronic Teacher Turnover in Urban Elementary Schools

Directory of Open Access Journals (Sweden)

Kacey Guin

2004-08-01

Full Text Available This study examines the characteristics of elementary schools that experience chronic teacher turnover and the impacts of turnover on a school’s working climate and ability to effectively function. Based on evidence from staff climate surveys and case studies, it is clear that high turnover schools face significant organizational challenges. Schools with high teacher turnover rates have difficulty planning and implementing a coherent curriculum and sustaining positive working relationships among teachers. The reality of these organizational challenges is particularly alarming, given that high turnover schools are more likely to serve low-income and minority students. The negative relationship between teacher turnover and school functioning, and the fact that turbulent schools are disproportionately likely to serve lowincome and minority students have important implications for both district and school-level policies. Specifically: Teacher turnover rates are one indicator of school health, which school districts should consider when focusing on school improvements. Districts need to begin by developing the means to identify individual schools that experience high levels of teacher turnover. Current district policies in implementing professional development for teachers in low-performing schools are inefficient when teachers do not remain in the schools in which they are trained. In order for low-performing schools to improve, districts need to consider providing incentive programs so that high quality teachers apply for, and remain in, these schools. Future research is needed to address the causal link between turnover, organizational functioning and student outcomes. Additionally, there is a need for research examining district policies that may facilitate teacher turnover within a district, including how districts place and transfer teachers, as well as how teachers’ salaries are budgeted.

How Employee Turnover Affects Productivity

DEFF Research Database (Denmark)

Eriksen, Bo

Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...... moderate this effect so that the negative consequences of employee turnover are less severe for larger, older and capital intensive firms. These moderating variables indicate the presence of slack resources in the firm, and thus that the accumulation of slack reduces the efficiency losses from employee...

Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis.

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Podsakoff, Nathan P; LePine, Jeffery A; LePine, Marcie A

2007-03-01

In this article, a 2-dimensional work stressor framework is used to explain inconsistencies in past research with respect to stressor relationships with retention-related criteria. Results of meta-analyses of 183 independent samples indicated that whereas hindrance stressors had dysfunctional relationships with these criteria (negative relationships with job satisfaction and organizational commitment and positive relationships with turnover intentions, turnover, and withdrawal behavior), relationships with challenge stressors were generally the opposite (positive relationships with job satisfaction and organizational commitment and negative relationships with turnover intentions and turnover). Results also suggested that the differential relationships between challenge stressors and hindrance stressors and the more distal criteria (withdrawal behavior and turnover) were due, in part, to the mediating effects of job attitudes. (c) 2007 APA, all rights reserved.

Addressing employee turnover and retention: keeping your valued performers.

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McConnell, Charles R

2011-01-01

Employee turnover and employee retention are inextricably linked; to control turnover is to enhance retention. Turnover is a relatively simple concept; however, considerable confusion often results when addressing turnover because of differences in how it is defined; that is, what is counted, how it is counted, and how the turnover rates are expressed. Turnover is also costly, although not enough attention is paid to its cost because so much of it is indirect and thus not readily visible. There are a variety of causes of turnover, some that can be corrected and some that cannot be avoided. Reducing or otherwise controlling turnover requires continuing management attention to its causes and constant recognition of what can and should be controlled and what cannot be controlled. Ongoing attention to turnover is an essential part of the department manager's role; every improvement in turnover is a direct improvement in retention, with eventual positive effects on the bottom line.

Collagen turnover after tibial fractures

DEFF Research Database (Denmark)

Joerring, S; Krogsgaard, M; Wilbek, H

1994-01-01

Collagen turnover after tibial fractures was examined in 16 patients with fracture of the tibial diaphysis and in 8 patients with fracture in the tibial condyle area by measuring sequential changes in serological markers of turnover of types I and III collagen for up to 26 weeks after fracture....... The markers were the carboxy-terminal extension peptide of type I procollagen (PICP), the amino-terminal extension peptide of type III procollagen (PIIINP), and the pyridinoline cross-linked carboxy-terminal telopeptide of type I collagen (ICTP). The latter is a new serum marker of degradation of type I...... collagen. A group comparison showed characteristic sequential changes in the turnover of types I and III collagen in fractures of the tibial diaphysis and tibial condyles. The turnover of type III collagen reached a maximum after 2 weeks in both groups. The synthesis of type I collagen reached a maximum...

Turnover of regulated nurses in long-term care facilities.

Science.gov (United States)

Chu, Charlene H; Wodchis, Walter P; McGilton, Katherine S

2014-07-01

To describe the relationship between nursing staff turnover in long-term care (LTC) homes and organisational factors consisting of leadership practices and behaviours, supervisory support, burnout, job satisfaction and work environment satisfaction. The turnover of regulated nursing staff [Registered Nurses (RNs) and Registered Practical Nurses (RPNs)] in LTC facilities is a pervasive problem, but there is a scarcity of research examining this issue in Canada. The study was conceptualized using a Stress Process model. Distinct surveys were distributed to administrators to measure organisational factors and to regulated nurses to measure personal and job-related sources of stress and workplace support. In total, 324 surveys were used in the linear regression analysis to examine factors associated with high turnover rates. Higher leadership practice scores were associated with lower nursing turnover; a one score increase in leadership correlated with a 49% decrease in nursing turnover. A significant inverse relationship between leadership turnover and nurse turnover was found: the higher the administrator turnover the lower the nurse turnover rate. Leadership practices and administrator turnover are significant in influencing regulated nurse turnover in LTC. Long-term care facilities may want to focus on building good leadership and communication as an upstream method to minimize nurse turnover. © 2013 John Wiley & Sons Ltd.

Stayers, Leavers, and Switchers Among Certified Nursing Assistants in Nursing Homes: A Longitudinal Investigation of Turnover Intent, Staff Retention, and Turnover

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Rosen, Jules

2011-01-01

Purpose: Studies of certified nursing assistant (CNA) turnover in nursing homes are typically cross-sectional and include full-time and part-time workers. We conducted a longitudinal study to evaluate the job factors and work attitudes associated with just full-time staying or leaving. For those who did not stay, we assessed reasons for leaving and satisfaction following job transition. Design and Methods: A random sample of CNAs identified through the Pennsylvania Department of Health's CNA registry, working≥30 hr weekly in a nursing facility was surveyed by telephone at baseline and 1 year later. Results: Of the 620 responding to both surveys, 532 (85.8%) remained (stayers), 52 (8.4%) switched to another facility (switchers), and 36 (5.8%) left the industry (leavers). At baseline, switchers reported higher turnover intentions and fewer benefits compared with stayers and left for new opportunities. Leavers had lower job satisfaction and emotional well-being and left for health reasons. Turnover intentions were predicted by low job satisfaction and low emotional well-being. Actual turnover was predicted only by turnover intentions and by the absence of health insurance. Pay was not a predictor of turnover intent or turnover. Implications: There are two distinct groups of CNAs contributing to turnover. Attitudinal factors, such as job satisfaction and emotional well-being, are mediated via turnover intentions to effect actual turnover. Even accounting for methodological differences, this turnover rate is lower than previous studies, which use alternative methods and include part-time workers. This study should help nursing home administrators better understand the work-related factors associated with staff turnover. PMID:21498629

Congruence in demersal fish, macroinvertebrate, and macroalgal community turnover on shallow temperate reefs.

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Thomson, Russell J; Hill, Nicole A; Leaper, Rebecca; Ellis, Nick; Pitcher, C Roland; Barrett, Neville S; Edgar, Graham J

2014-03-01

To support coastal planning through improved understanding of patterns of biotic and abiotic surrogacy at broad scales, we used gradient forest modeling (GFM) to analyze and predict spatial patterns of compositional turnover of demersal fishes, macroinvertebrates, and macroalgae on shallow, temperate Australian reefs. Predictive models were first developed using environmental surrogates with estimates of prediction uncertainty, and then the efficacy of the three assemblages as biosurrogates for each other was assessed. Data from underwater visual surveys of subtidal rocky reefs were collected from the southeastern coastline of continental Australia (including South Australia and Victoria) and the northern coastline of Tasmania. These data were combined with 0.01 degree-resolution gridded environmental variables to develop statistical models of compositional turnover (beta diversity) using GFM. GFM extends the machine learning, ensemble tree-based method of random forests (RF), to allow the simultaneous modeling of multiple taxa. The models were used to generate predictions of compositional turnover for each of the three assemblages within unsurveyed areas across the 6600 km of coastline in the region of interest. The most important predictor for all three assemblages was variability in sea surface temperature (measured as standard deviation from measures taken interannually). Spatial predictions of compositional turnover within unsurveyed areas across the region of interest were remarkably congruent across the three taxa. However, the greatest uncertainty in these predictions varied in location among the different assemblages. Pairwise congruency comparisons of observed and predicted turnover among the three assemblages showed that invertebrate and macroalgal biodiversity were most similar, followed by fishes and macroalgae, and lastly fishes and invertebrate biodiversity, suggesting that of the three assemblages, macroalgae would make the best biosurrogate for

Strategies Utilized by Superintendents and Mathematics District Personnel That Impact Minority Student Outcomes in Algebra

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DuPree, Jared Bernard

2013-01-01

This study applies the constructs from effective instruction from the literature on teacher education to understand the impact of school district strategies on algebra outcomes for minority students. The purpose of this study was to examine the strategies utilized by superintendents and district personnel and the impact of these identified…

Commitment Profiles and Employee Turnover

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Stanley, Laura; Vandenberghe, Christian; Vandenberg, Robert; Bentein, Kathleen

2013-01-01

We examined how affective (AC), normative (NC), perceived sacrifice (PS), and few alternatives (FA) commitments combine to form profiles and determine turnover intention and turnover. We theorized that three mechanisms account for how profiles operate, i.e., the degree to which membership is internally regulated, the perceived desirability and…

Investigating the adequacy of the Competence-Turnover Intention Model: how does nursing competence affect nurses' turnover intention?

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Takase, Miyuki; Teraoka, Sachiko; Kousuke, Yabase

2015-03-01

The aim of this study was to test the adequacy of the Competence-Turnover Intention Model, which was developed to identify how nursing competence could affect nurses' turnover intention (nurses' intention to voluntarily leave an organisation). Recent studies have suggested that the level of nursing competence is negatively related to nurses' intention to leave their jobs, suggesting that a lack of competence threatens both the quality and quantity of the nursing workforce. However, the mechanism of how nursing competence affects nurses' turnover intention has not been explored previously. A cross-sectional survey design was used. Surveys were distributed to 1337 Japanese registered nurses/midwives in October, 2013. The adequacy of the model was analysed using structural equation modelling. In total, 766 questionnaires were returned, with a return rate of 57%. The model fitted well with the data. The results showed that the level of nursing competence was related positively to the quantity of organisational rewards they felt they had received, and negatively related to the level of exhaustion they experienced. Moreover, the perceived organisational rewards and exhaustion were correlated with nurses' turnover intention through affective commitment. The Competence-Turnover Intention Model is useful for explaining how nursing competence impacts on their turnover intention. Clinical implications derived from the findings are that: promoting nursing competence is key to improving not only the quality of care provided by nurses, but also to retaining the nursing workforce, and the model can be used to develop strategies that would mitigate their turnover intention. © 2014 John Wiley & Sons Ltd.

Nurse turnover: a literature review - an update.

Science.gov (United States)

Hayes, Laureen J; O'Brien-Pallas, Linda; Duffield, Christine; Shamian, Judith; Buchan, James; Hughes, Frances; Laschinger, Heather K Spence; North, Nicola

2012-07-01

Concerns related to the complex issue of nursing turnover continue to challenge healthcare leaders in every sector of health care. Voluntary nurse turnover is shown to be influenced by a myriad of inter-related factors, and there is increasing evidence of its negative effects on nurses, patients and health care organizations. The objectives were to conduct a comprehensive review of the related literature to examine recent findings related to the issue of nursing turnover and its causes and consequences, and to identify on methodological challenges and the implications of new evidence for future studies. A comprehensive search of the recent literature related to nursing turnover was undertaken to summarize findings published in the past six years. Electronic databases: MEDLINE, CINAHL and PubMed, reference lists of journal publications. Keyword searches were conducted for publications published 2006 or later that examined turnover or turnover intention in employee populations of registered or practical/enrolled or assistant nurses working in the hospital, long-term or community care areas. Literature findings are presented using an integrative approach and a table format to report individual studies. From about 330 citations or abstracts that were initially scanned for content relevance, 68 studies were included in this summary review. The predominance of studies continues to focus on determinants of nurse turnover in acute care settings. Recent studies offer insight into generational factors that should be considered in strategies to promote stable staffing in healthcare organizations. Nursing turnover continues to present serious challenges at all levels of health care. Longitudinal research is needed to produce new evidence of the relationships between nurse turnover and related costs, and the impact on patients and the health care team. Copyright © 2011 Elsevier Ltd. All rights reserved.

Factors Supporting Implementation of Executive Coaching as Embedded Professional Learning for Superintendents in New York State

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Nuciforo, Cheryl A.

2015-01-01

The role of school superintendent has become increasingly complex. As school district leaders deal with new curriculum standards, increased accountability, and limited financial resources, they are in need of quality professional development tailored to their needs. This qualitative study explores personal, cultural, and structural factors that…

Store turnover as a predictor of food and beverage provider turnover and associated dietary intake estimates in very remote Indigenous communities.

Science.gov (United States)

Wycherley, Thomas; Ferguson, Megan; O'Dea, Kerin; McMahon, Emma; Liberato, Selma; Brimblecombe, Julie

2016-12-01

Determine how very-remote Indigenous community (RIC) food and beverage (F&B) turnover quantities and associated dietary intake estimates derived from only stores, compare with values derived from all community F&B providers. F&B turnover quantity and associated dietary intake estimates (energy, micro/macronutrients and major contributing food types) were derived from 12-months transaction data of all F&B providers in three RICs (NT, Australia). F&B turnover quantities and dietary intake estimates from only stores (plus only the primary store in multiple-store communities) were expressed as a proportion of complete F&B provider turnover values. Food types and macronutrient distribution (%E) estimates were quantitatively compared. Combined stores F&B turnover accounted for the majority of F&B quantity (98.1%) and absolute dietary intake estimates (energy [97.8%], macronutrients [≥96.7%] and micronutrients [≥83.8%]). Macronutrient distribution estimates from combined stores and only the primary store closely aligned complete provider estimates (≤0.9% absolute). Food types were similar using combined stores, primary store or complete provider turnover. Evaluating combined stores F&B turnover represents an efficient method to estimate total F&B turnover quantity and associated dietary intake in RICs. In multiple-store communities, evaluating only primary store F&B turnover provides an efficient estimate of macronutrient distribution and major food types. © 2016 Public Health Association of Australia.

The rate and cost of nurse turnover in Australia.

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Roche, Michael A; Duffield, Christine M; Homer, Caroline; Buchan, James; Dimitrelis, Sofia

2015-01-01

Nurse turnover is a critical issue facing workforce planners across the globe, particularly in light of protracted and continuing workforce shortages. An ageing population coupled with the rise in complex and chronic diseases, have contributed to increased demands placed on the health system and importantly, nurses who themselves are ageing. Costs associated with nurse turnover are attracting more attention; however, existing measurements of turnover show inconsistent findings, which can be attributed to differences in study design, metrics used to calculate turnover and variations in definitions for turnover. This paper will report the rates and costs of nurse turnover across three States in Australia.

Turnover of grain legume N rhizodeposits and effect of rhizodeposition on the turnover of crop residues

DEFF Research Database (Denmark)

Mayer, J.; Buegger, F.; Jensen, E.S.

2004-01-01

The turnover of N derived from rhizodeposition of faba bean (Vicia faba L.), pea (Pisum sativum L.) and white lupin (Lupinus albus L.) and the effects of the rhizodeposition on the subsequent C and N turnover of its crop residues were investigated in an incubation experiment (168 days, 15 degrees....... In the experiment the turnover of C and N was compared in soils with and without previous growth of three legumes and with and without incorporation of crop residues. After 168 days, 21% (lupin), 26% (faba bean) and 27% (pea) of rhizodeposition N was mineralised in the treatments without crop residues. A smaller...... amount of 15-17% was present as microbial biomass and between 30 and 55% of mineralised rhizodeposition N was present as microbial residue pool, which consists of microbial exoenzymes, mucous substances and dead microbial biomass. The effect of rhizodeposition on the C and N turnover of crop residues...

Accelerated extracellular matrix turnover during exacerbations of COPD

DEFF Research Database (Denmark)

Sand, Jannie M B; Knox, Alan J; Lange, Peter

2015-01-01

progression. Extracellular matrix (ECM) turnover reflects activity in tissues and consequently assessment of ECM turnover may serve as biomarkers of disease activity. We hypothesized that the turnover of lung ECM proteins were altered during exacerbations of COPD. METHODS: 69 patients with COPD hospitalised...... of circulating fragments of structural proteins, which may serve as markers of disease activity. This suggests that patients with COPD have accelerated ECM turnover during exacerbations which may be related to disease progression....

School Board Chairmen and School Superintendents: An Analysis of Perceptions Concerning Special Interest Groups and Educational Governance.

Science.gov (United States)

Feuerstein, Abe; Opfer, V. Darleen

1998-01-01

Surveyed all Virginia school board chairmen and superintendents on local governance issues. Discusses both groups' perceptions of board members' orientation to their role as elected representatives, their personal attitude toward the electoral process, their assessment of interest-group involvement in district decision making, their feelings…

KORELASI ANTARA EMPLOYEES INVOLVEMENT, TURNOVER SERTA PENGARUHNYA TERHADAP PRODUKTIVITAS

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Purnawan Adi Wicaksono

2012-02-01

Full Text Available Praktek yang berkembang menyatakan bahwa employee involvement memiliki efek positif terhadap kinerja organisasi. Perubahan pada kultur organisasi dapat menimbulkan dampak berkurangnya absen, turnover, pengambilan keputusan yang lebih baik dan sebagainya. Sehingga menarik untuk diteliti apakah ada korelasi antara aplikasi perubahan organisasi yaitu employee involvement, turnover serta produktivitas Berdasarkan studi literatur didapatkan hubungan antara employee involvement dengan level turnover, serta hubungan turnover dengan produktivitas. Sehingga employee involvement dapat digunakan sebagai salah satu aspek menghitung produktivitas Keyword : employee involvement, turnover, produktivitas

Changes of Protein Turnover in Aging Caenorhabditis elegans

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Dhondt, Ineke; Petyuk, Vladislav A.; Bauer, Sophie; Brewer, Heather M.; Smith, Richard D.; Depuydt, Geert; Braeckman, Bart P.

2017-07-05

Protein turnover rates severely decline in aging organisms, including C. elegans. However, limited information is available on turnover dynamics at the individual protein level during aging. We followed changes in protein turnover at one-day resolution using a multiple-pulse 15Nlabeling and accurate mass spectrometry approach. Forty percent of the proteome shows gradual slowdown in turnover with age, whereas only few proteins show increased turnover. Decrease in protein turnover was consistent for only a minority of functionally related protein subsets, including tubulins and vitellogenins, whereas randomly diverging turnover patterns with age were the norm. Our data suggests increased heterogeneity of protein turnover of the translation machinery, whereas protein turnover of ubiquitin-proteasome and antioxidant systems are well-preserved over time. Hence, we presume that maintenance of quality control mechanisms is a protective strategy in aging worms, although the ultimate proteome collapse is inescapable.

Rethinking Teacher Turnover: Longitudinal Measures of Instability in Schools

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Holme, Jennifer Jellison; Jabbar, Huriya; Germain, Emily; Dinning, John

2018-01-01

While there is a robust literature examining the patterns and causes of teacher turnover, few articles to date have critically examined the measures of turnover used in these studies. Yet, an assessment of the way turnover is measured is important, as the measures become the means by which the "problem" of turnover becomes defined and…

Earnings Management Surrounding CEO Turnover: Evidence from Korea

OpenAIRE

JONG-SEO CHOI; YOUNG-MIN KWAK; CHONGWOO CHOE

2012-01-01

This article examines the empirical relation between CEO turnover and earnings management in Korea using a sample of 317 CEO turnovers and 634 non-turnover control firms during the period of 2001-2008. We classify CEO turnovers into four types depending on whether the departure of outgoing CEO is peaceful or forced and the incoming CEO is promoted from within or recruited from outside the firm. We measure earnings management by both discretionary accruals and real activities management. We al...

Water turnover in reindeer. Some environmental implications

International Nuclear Information System (INIS)

Cameron, R.D.; Luick, J.R.; White, R.G.

1982-01-01

The nutritional and climatic effects on water turnover (determined using tritiated water) in reindeer are described. At low ambient temperatures (ca. -20 0 C) water turnover is related to protein and mineral intake, which is reflected in the relations of faecal and urinary water to nitrogen and ash excretion via these avenues. As ambient temperature increases, respiratory water, faecal water and urine flow increase, resulting in an increase in water turnover

Workforce turnover at local health departments: nature, characteristics, and implications.

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Newman, Sarah J; Ye, Jiali; Leep, Carolyn J

2014-11-01

Employee turnover, defined as total separations from employment, is expensive, can result in lost capacity, and can limit local health departments' (LHDs') ability to respond to public health needs. Despite the importance of workforce capacity in public health, little is known about workforce turnover in LHDs. To examine the extent to which LHDs experience turnover and identify LHD characteristics that are associated with turnover. A cross-sectional data set of employee turnover and LHD characteristics from the 2013 National Profile of LHDs was analyzed. Descriptive statistics and bivariate analyses were conducted in 2014 on turnover rates. The effect of the following LHD characteristics on turnover rates were examined: population size, governance type, degree of urbanization, top executive experience level, expenditures per capita, and LHD budget cuts. In 2013, LHDs experienced a mean turnover rate of 9.88%; approximately one third of turnover was due to retirements. LHDs with shared state and local governance experienced a higher turnover rate than LHDs with exclusive state or local governance. LHDs that are units of state agencies had a significantly higher retirement rate than those governed by local authorities. Top executive experience level, per capita expenditures, and LHD budget cuts were also related to turnover rates. LHDs experienced a lower overall turnover rate than state health departments in 2011 and lower than all local and state government agencies in 2012. Strengthening leadership skills of new top executives and ensuring adequate funding may reduce turnover in LHDs. Copyright © 2014 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

High School Band Students' Perspectives of Teacher Turnover

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Kloss, Thomas E.

2013-01-01

Teacher turnover remains an important issue in education. The least researched perspectives, though, are those of the students who experience teacher turnover. The purpose of this study was to examine how high school band students experience teacher turnover. A total of twelve students were interviewed, representing three schools that experienced…

Turnover in health care: the mediating effects of employee engagement.

Science.gov (United States)

Collini, Stevie A; Guidroz, Ashley M; Perez, Lisa M

2015-03-01

This study aimed to understand the interaction between interpersonal respect, diversity climate, mission fulfilment and engagement to better predict turnover in health care. Registered nurse turnover has averaged 14% and current nursing shortages are expected to spread. Few studies have studied employee engagement as a mediator between organisational context and turnover. Study participants were employees working within 185 departments across ten hospitals within a large healthcare organisation in the USA. Although a total of 5443 employees work in these departments, employee opinion survey responses were aggregated by department before being linked to turnover rates gathered from company records. Engagement fully mediated the relationship between respect and turnover and the relationship between mission fulfilment and turnover. Diversity climate was not related to turnover. Turnover in health care poses a significant threat to the mission of creating a healing environment for patients and these results demonstrate that workplace respect and connection to the mission affect turnover by decreasing engagement. The findings demonstrated that to increase engagement, and improve turnover rates in health care, it would be beneficial for organisations, and nurse management to focus on improving mission fulfilment and interpersonal relationships. © 2013 John Wiley & Sons Ltd.

Turnover Time

Science.gov (United States)

Ecosystems contain energy and materials such as carbon, nitrogen, phosphorus, and water, and are open to their flow-through. Turnover time refers to the amount of time required for replacement by flow-through of the energy or substance of interest contained in the system, and is ...

PERAN STRES KERJA DAN KEPUASAN KERJA UNTUK MENGURANGI TURNOVER INTENTION

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Syarifah Nazenin

2014-09-01

Full Text Available Tujuan penelitian ini untuk menguji pengaruh variabel stres kerja dan kepuasan kerja pada turnover intention karyawan tetap bagian produksi. Sampel penelitian ini adalah 86 responden, menggunakan metode Slovin dengan teknik probability sampling dengan jenis proportionate random sampling. Berdasarkan hasil penelitian, menunjukkan bahwa stres kerja berpengaruh positif signifikan pada turnover intention. Kemudian, kepuasan kerja berpengaruh negatif signifikan. Penelitian ini menyimpulkan, bahwa stres kerja berpengaruh positif dan signifikan pada turnover intention karyawan dan kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention karyawan. Implikasi manajerial yang bisa dilakukan adalah dengan pengurangan tingkat stres karyawan dan membuat program untuk tujuan menekan turnover intention, seperti kesempatan promosi dan meningkatkan reward karyawan. The purpose of this study conducted to examine the effect of work stress and job satisfaction on turnover intention of employee in production department. The sample was 86 respondent, using Slovin method with proportionate random sampling technique. The result showed that job stress has a positive effect on turnover intention while job satisfaction has a negative effect on turnover intention. This study conclude that job stress has positive and significant impact on employee turnover intention and job satisfaction significantly and negatively related to turnover intention of employees. Therefore, it is recommended to managerial level people to reduce stress levels in employees and to create a program for pressing turnover intention, such as promotional opportunities and improve employee rewards.

Pitfalls in quantifying species turnover: the residency effect

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Kevin Chase Burns

2014-03-01

Full Text Available The composition of ecological communities changes continuously through time and space. Understanding this turnover in species composition is a central goal in biogeography, but quantifying species turnover can be problematic. Here, I describe an underappreciated source of bias in quantifying species turnover, namely ‘the residency effect’, which occurs when the contiguous distributions of species across sampling domains are small relative to census intervals. I present the results of a simulation model that illustrates the problem theoretically and then I demonstrate the problem empirically using a long-term dataset of plant species turnover on islands. Results from both exercises indicate that empirical estimates of species turnover may be susceptible to significant observer bias, which may potentially cloud a better understanding of how the composition of ecological communities changes through time.

Scale dependence in species turnover reflects variance in species occupancy.

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McGlinn, Daniel J; Hurlbert, Allen H

2012-02-01

Patterns of species turnover may reflect the processes driving community dynamics across scales. While the majority of studies on species turnover have examined pairwise comparison metrics (e.g., the average Jaccard dissimilarity), it has been proposed that the species-area relationship (SAR) also offers insight into patterns of species turnover because these two patterns may be analytically linked. However, these previous links only apply in a special case where turnover is scale invariant, and we demonstrate across three different plant communities that over 90% of the pairwise turnover values are larger than expected based on scale-invariant predictions from the SAR. Furthermore, the degree of scale dependence in turnover was negatively related to the degree of variance in the occupancy frequency distribution (OFD). These findings suggest that species turnover diverges from scale invariance, and as such pairwise turnover and the slope of the SAR are not redundant. Furthermore, models developed to explain the OFD should be linked with those developed to explain species turnover to achieve a more unified understanding of community structure.

Nurse turnover: the mediating role of burnout.

Science.gov (United States)

Leiter, Michael P; Maslach, Christina

2009-04-01

This study tested whether the mediation model of burnout could predict nurses' turnover intentions. A better understanding of what factors support a commitment to a nursing career could inform both policies and workplace practices. The mediation model of burnout provides a way of linking the quality of a nurse's worklife to various outcomes, such as turnover. Data on areas of worklife, burnout, and turnover intentions were collected by surveying 667 Canadian nurses in the Atlantic Provinces. The findings supported the mediation model of burnout, in which areas of worklife predicted burnout, which in turn predicted turnover intentions. Cynicism was the key burnout dimension for turnover, and the most critical areas of worklife were value conflicts and inadequate rewards. The results of this study provide some new insights into how the intention of nurses to leave their job is related to particular aspects of their worklife and to burnout. These results suggest what may be the most appropriate areas to target for interventions to reduce the risk of nurses exiting early from their chosen career.

AN ECONOMETRIC APPROACH ABOUT VOLUNTARY TURNOVER

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ADALET EREN

2013-06-01

Full Text Available This study analyzes individual and organizational variables that affect voluntary turnover are determined in the special defence and security companies. A binomial logistic regression model is used to estimate voluntary turnover.  Binomial Logistic regression, reliability test (scale alfa, variance (ANOVA, Post-hoc/Tukey, correlation (Pearson and other basic statistical techniques  with SPSS 13 statistical packet program was used in the analyzes ofresearch data. The study finds that; situation of suppose working, number of child, number of death child, number of home’s moving, support of rent, total monthly income of household, last work’s region, number of prizes, affect voluntary turnover are determined.

Glutathione turnover in 14 rat tissues

International Nuclear Information System (INIS)

Potter, D.W.; Tran, T.

1990-01-01

GSH is a tripeptide found in all tissues and is important in maintaining cellular redox status. First-order rate constants for GSH turnover were determined for various tissues of Fischer male rats. Animals were administered [ 35 S]Cys by tail vein injection and GSH turnover was estimated by the decrease in GSH specific activity following incorporation of Cys, 1-102 hr after administration. Tissue nonprotein sulfhydryls (NPSH) were detected by Ellman's assay and compared with GSH and Cys concentrations determined by HPLC with electrochemical detection. [ 35 S]GSH was analyzed by HPLC equipped with a flow-through radioactivity detector. Although total GSH and Cys were usually slightly lower than NPSH concentrations for the tissues examined, both assay systems gave comparable results. An exception was the glandular stomach which had approximately 2-fold higher NPSH. Liver and kidney had rapid turnover rates with GSH half-lives between 2-5 hr, while heart and skeletal muscle tissue had half-lives of 80-90 hr. Turnover in the blood was slowest, with a half-life of 170 hr. Gastrointestinal tract tissues were shown to have intermediate turnover rates of the following order: glandular stomach > duodenum = small intestine = caecum = large intestine = colon > forestomach. GSH half-life in lung and skin was approximately 45 hr. These studies indicate that tissues utilize GSH at markedly different rates

Is It Rational or Intuitive? Factors and Processes Affecting School Superintendents' Decisions When Facing Professional Dilemmas

Science.gov (United States)

Hart, Walter H.

2018-01-01

Given the critical impact of their decisions and of the community's perception of their performance, it is reasonable that school superintendents would seek to understand the factors that influence their decisions and the processes used to make them. The researcher in this study used a qualitative approach, interviewing 13 school superintendents…

Predicting Employee Turnover from Communication Networks.

Science.gov (United States)

Feeley, Thomas H.; Barnett, George A.

1997-01-01

Investigates three social network models of employee turnover: a structural equivalence model, a social influence model, and an erosion model. Administers a communication network questionnaire to all 170 employees of an organization. Finds support for all three models of turnover, with the erosion model explaining more of the variance than do the…

A Ministudy of employee turnover in US hospitals.

Science.gov (United States)

Collins, Sandra K; McKinnies, Richard C; Matthews, Eric P; Collins, Kevin S

2015-01-01

A ministudy was conducted to collect self-reported employee turnover rates in US hospitals. The results indicate many hospitals are struggling with high employee turnover rates. Widespread variances in ratings were observed across hospitals, which may be due to lack of consistency in how they each calculate their employee turnover. This makes benchmarking for the purposes of performance improvement challenging.

PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION

Directory of Open Access Journals (Sweden)

V. Mardi Widyadmono

2017-04-01

Full Text Available This study assesses the influence of job satisfaction and organizational commitment on Turnover Intention. Futhermore, the study identify the mediation role of organizational commitment in the relationship between job satifaction and Turnover Intention. The participants of the study are 98 employees working in private companies operated in Yogyakarta, (36 men and 62 women. Respondents complete questionnaire containing questions on job satisfaction variable, questions on organizational commitment and questions on Turnover Intention. The statistics tools applied are regression analysis to assess the relation between variables and Sobel test to measure the mediation role of organizational commitment. The results of the investigation revealed that job satisfication and organizational commitment influence negatively and significantly Turnover Intention. The higher the job satisfication and the organizational commitment of employees lead to the lower Turnover Intention. The organizational commitment does not play mediation role in the relationship between job satisfication and Turnover Intention

Community Organizing as an Education Reform Strategy

Science.gov (United States)

Renee, Michelle; McAlister, Sara

2011-01-01

Community organizing for school reform offers an urgently needed alternative to traditional approaches to school change. Many current reforms fail to thrive due to lack of trust, understanding, or cultural relevance to the community being targeted. The high turnover of reformers (superintendents, principals, or outside organizations) in high-need…

Explaining turnover intention in Korean public community hospitals: occupational differences.

Science.gov (United States)

Hwang, Jee-In; Chang, Hyejung

2008-01-01

Personnel in public hospitals had relatively low job satisfaction despite of tenure employment. High turnover rates degrade hospital image and incur additional costs related to recruitment and training. The purposes of this study were to describe the occupational differences and to identify factors affecting turnover intention among public hospital personnel. A questionnaire survey was conducted as part of Administrative Services Quality Evaluation Program by Seoul metropolitan municipality from 1 November to 1 December in 2003. The subjects were 1251 entire hospital personnel in four hospitals. The questionnaire was designed to measure job satisfaction, organizational commitment, turnover intention, and demographic characteristics. Logistic regression analysis was performed to determine factors influencing turnover intention. There were significant differences in job satisfaction, organizational commitment, and turnover intention according to the occupations. The turnover intention rates were highest among physicians, followed by paramedicals and nursing staffs and then administrators. The significant factors affecting turnover intention were involvement and loyalty among physicians, hospital type, satisfaction with systems and loyalty among nursing staffs, satisfaction with relationship and loyalty among administrators, and loyalty among paramedicals. There were different moderators that influence turnover intentions of hospital personnel. Loyalty had the most important effect upon turnover intention in all occupations. 2007 John Wiley & Sons, Ltd

International School Director Turnover as Influenced by School Board/Director Relationship

Science.gov (United States)

Palsha, Zakariya S.

2017-01-01

In recent years, public school superintendents have faced increased demands from rigorous federal and state accountability standards. Yet, researchers have reported that academic improvement does not happen by chance but rather through effective leaders with ample time to implement broad, sustainable reform. The purpose of this study was to…

Biochemical markers of bone turnover

International Nuclear Information System (INIS)

Kim, Deog Yoon

1999-01-01

Biochemical markers of bone turnover has received increasing attention over the past few years, because of the need for sensitivity and specific tool in the clinical investigation of osteoporosis. Bone markers should be unique to bone, reflect changes of bone less, and should be correlated with radiocalcium kinetics, histomorphometry, or changes in bone mass. The markers also should be useful in monitoring treatment efficacy. Although no bone marker has been established to meet all these criteria, currently osteocalcin and pyridinium crosslinks are the most efficient markers to assess the level of bone turnover in the menopausal and senile osteoporosis. Recently, N-terminal telopeptide (NTX), C-terminal telopeptide (CTX) and bone specific alkaline phosphatase are considered as new valid markers of bone turnover. Recent data suggest that CTX and free deoxypyridinoline could predict the subsequent risk of hip fracture of elderly women. Treatment of postmenopausal women with estrogen, calcitonin and bisphosphonates demonstrated rapid decrease of the levels of bone markers that correlated with the long-term increase of bone mass. Factors such as circadian rhythms, diet, age, sex, bone mass and renal function affect the results of biochemical markers and should be appropriately adjusted whenever possible. Each biochemical markers of bone turnover may have its own specific advantages and limitations. Recent advances in research will provide more sensitive and specific assays

Social Capital and Turnover. Towards a Theoretically Informed Model for Social Capital in Turnover Research: Applications to the U.S. Military

Science.gov (United States)

2007-03-01

Hamilton College, Clinton, NY. Porter L. & Steers R. (1973). Organizational, work, and personal factors in employee turnover and absenteeism ...in Modern Sociology. Annual Review of Sociology 24, pp. 1-24. Price, J. (1977). A Theory of Turnover. In Labour turnover and retention (Chapter 3...for measurement. Research Paper, University of Rome La Sapienza, Department of Public Economics: June 2005. Sabatini, F. Social capital, labour

Managing teacher turnover

African Journals Online (AJOL)

Erna Kinsey

- ... vacant teaching posts are not filled (Pretorius & Heard, 1999; Anon., ... it reaches critical proportions. This article therefore investigates teacher turnover as a phenome- non to be managed and suggests ways of doing so. The study is based.

[Cost of nursing turnover in a Teaching Hospital].

Science.gov (United States)

Ruiz, Paula Buck de Oliveira; Perroca, Marcia Galan; Jericó, Marli de Carvalho

2016-02-01

To map the sub processes related to turnover of nursing staff and to investigate and measure the nursing turnover cost. This is a descriptive-exploratory study, classified as case study, conducted in a teaching hospital in the southeastern, Brazil, in the period from May to November 2013. The population was composed by the nursing staff, using Nursing Turnover Cost Calculation Methodology. The total cost of turnover was R$314.605,62, and ranged from R$2.221,42 to R$3.073,23 per employee. The costs of pre-hire totaled R$101.004,60 (32,1%), and the hiring process consumed R$92.743,60 (91.8%) The costs of post-hire totaled R$213.601,02 (67,9%), for the sub process decreased productivity, R$199.982,40 (93.6%). The study identified the importance of managing the cost of staff turnover and the financial impact of the cost of the employee termination, which represented three times the average salary of the nursing staff.

The phase model of burnout and employee turnover.

Science.gov (United States)

Goodman, Eric A; Boss, R Wayne

2002-01-01

This study explores the phase model of burnout and investigates its relationship to actual turnover in a hospital. The results indicate that employees who turnover have significantly higher burnout phase scores that those who stay in the organization. A further comparison of voluntary and involuntary turnover demonstrates that there is no significant differences on burnout phase scores. The findings lend support to the usefulness of the phase model of burnout.

Turnover rate of hypoxic cells in solid tumors

International Nuclear Information System (INIS)

Ljungkvist, A.S.E.; Bussink, J.; Rijken, P.F.J.W.; Van Der Kogel, A.J.

2003-01-01

Most solid tumors contain hypoxic cells, and both the amount and duration of tumor hypoxia has been shown to influence the effect of radiation treatment negatively. It is important to understand the dynamic processes within the hypoxic cell population in non-treated tumors, and the effect of different treatment modalities on the kinetics of hypoxic cells to be able to design optimal combined modality treatments. The turnover rate of hypoxic cells was analyzed in three different solid tumor models with a double bio-reductive hypoxic marker assay with sequential injection of the two hypoxic markers. Previously it was shown that this assay could be used to detect both a decrease and an increase of tumor hypoxia in relation to the tumor vasculature with high spatial resolution. In this study the first hypoxic marker, pimonidazole, was administered at variable times relative to tumor harvest, and the second hypoxic marker, CCI-103F, was injected at a fixed time before harvest. The hypoxic cell turnover rate was calculated as the loss of pimonidazole positive cells relative to CCI-103F. The murine C38 line had the fastest hypoxic turnover rate of 60% /24h and the human xenograft line SCCNij3 had the slowest hypoxic turnover rate of 30% /24 h. The hypoxic turnover rate was most heterogeneous in the SCCNij3 line that even contained viable groups of cells that had been hypoxic for at least 5 days. The human xenograft line MEC82 fell in between with a hypoxic turnover rate of 50% /24 h. The hypoxic cell turnover was related to the potential tumor volume doubling time (Tpot) with a Tpot of 26h in C38 and 103h in SCCNij3. The dynamics of hypoxic cells, quantified with a double hypoxic marker method, showed large differences in hypoxic cell turnover rate and were related to Tpot

41 CFR 109-27.5002 - Stores inventory turnover ratio.

Science.gov (United States)

2010-07-01

... turnover ratio. 109-27.5002 Section 109-27.5002 Public Contracts and Property Management Federal Property....5002 Stores inventory turnover ratio. Comparison of investment in stores inventories to annual issues... comparison may be expressed either as a turnover ratio (dollar value of issues divided by dollar value of...

Employee Turnover: An Empirical and Methodological Assessment.

Science.gov (United States)

Muchinsky, Paul M.; Tuttle, Mark L.

1979-01-01

Reviews research on the prediction of employee turnover. Groups predictor variables into five general categories: attitudinal (job satisfaction), biodata, work-related, personal, and test-score predictors. Consistent relationships between common predictor variables and turnover were found for four categories. Eight methodological problems/issues…

Turnover intention of graduate nurses in South Korea.

Science.gov (United States)

Lee, Haejung; Lim, Yeonjung; Jung, Hee Young; Shin, Youn-Wha

2012-06-01

The purpose of this study was to identify the turnover intention of graduate nurses in South Korea and to explore the correlates of turnover intention. A descriptive, correlational design was used. The participants comprised 225 female nurses who were working at 13 general hospitals and who had accumulated turnover intention was 7.51. Turnover intention was found to be related to the number of beds in the hospital, workplace, and duration of job orientation (theory and practice), instruction by a preceptor, job stress, clinical competence, self-efficacy, and the practice environment. In the multivariate approach, the practice environment, job stress, and the workplace were found to be significantly related to turnover intention and accounted for 36% of the said intention in the studied graduate nurses. The results support that the characteristics of magnet hospitals that improve the practice environment could play a critical role in retaining nurses in hospitals. Managerial interventions that enhance the practice environment, reduce job stress, and place graduate nurses in nursing units with a single specialty could benefit the hospitals employing such nurses. Further research to explore the effects of managerial strategies on graduate nurses' turnover intention is warranted. © 2011 The Authors; Japan Journal of Nursing Science © 2011 Japan Academy of Nursing Science.

Kappa opioid receptors stimulate phosphoinositide turnover in rat brain

Energy Technology Data Exchange (ETDEWEB)

Periyasamy, S.; Hoss, W. (Univ. of Toledo, OH (USA))

1990-01-01

The effects of various subtype-selective opioid agonists and antagonists on the phosphoinositide (PI) turnover response were investigated in the rat brain. The {kappa}-agonists U-50,488H and ketocyclazocine produced a concentration-dependent increase in the accumulation of IP's in hippocampal slices. The other {kappa}-agonists Dynorphin-A (1-13) amide, and its protected analog D(Ala){sup 2}-dynorphin-A (1-13) amide also produced a significant increase in the formation of ({sup 3}H)-IP's, whereas the {mu}-selective agonists (D-Ala{sup 2}-N-Me-Phe{sup 4}-Gly{sup 5}-ol)-enkephalin and morphine and the {delta}-selective agonist (D-Pen{sup 2,5})-enkephalin were ineffective. The increase in IP's formation elicited by U-50,488H was partially antagonized by naloxone and more completely antagonized by the {kappa}-selective antagonists nor-binaltorphimine and MR 2266. The formation of IP's induced by U-50,488H varies with the regions of the brain used, being highest in hippocampus and amygdala, and lowest in striatum and pons-medullar. The results indicate that brain {kappa}- but neither {mu}- nor {delta}- receptors are coupled to the PI turnover response.

Understanding the factors that determine registered nurses' turnover intentions.

Science.gov (United States)

Osuji, Joseph; Uzoka, Faith-Michael; Aladi, Flora; El-Hussein, Mohammed

2014-01-01

Turnover among registered nurses (RNs) produces a negative impact on the health outcomes of any health care organization. It is also recognized universally as a problem in the nursing profession. Little is known about the turnover intentions and career orientations of RNs working in Calgary, Alberta, Canada. The aim of this study is to contribute to the knowledge of and to advance the discussion on the turnover of nursing professionals. The study population consisted of RNs employed in the five major hospitals in Calgary. There were 193 surveys returned, representing a response rate of 77.2%. The results show that age and education have a negative effect on turnover intention. Education was found to have a significant negative effect on career satisfaction but not on job satisfaction and organizational commitment. Length of service has a significant negative effect on turnover intention. Role ambiguity has significant highly negative effect on career satisfaction. Growth opportunity and supervisor support have a very significant positive effect on job satisfaction, career satisfaction, and organizational commitment. External career opportunities and organizational commitment do not seem to have a significant effect on turnover intention. Career satisfaction, on the other hand, had negative significant effects on turnover intention.

Salary and Ranking and Teacher Turnover: A Statewide Study

Science.gov (United States)

Garcia, Cynthia Martinez; Slate, John R.; Delgado, Carmen Tejeda

2009-01-01

This study examined three years of data obtained from the Academic Excellence Indicator System of the State of Texas regarding teacher turnover rate and teacher salary. Across all public school districts, teacher salary was consistently negatively related to teacher turnover; that is, where salary was lower, turnover rate was higher When data were…

Substance Abuse-Specific Knowledge Transfer or Loss? Treatment Program Turnover versus Professional Turnover among Substance Abuse Clinicians

Science.gov (United States)

Eby, Lillian T.; Curtis, Sara L.

2014-01-01

This longitudinal study investigated the extent to which substance abuse (SA) clinician turnover is associated with SA-specific knowledge loss due to change in professions (professional turnover) versus SA-specific knowledge transfer due to movement from one SA clinical setting to another (treatment program turnover). For this study, clinicians had to voluntarily leave their current treatment program. Eligible clinicians completed a quantitative survey while employed and a qualitative post-employment exit interview 1 year later. Compared to those that exited the SA profession (N = 99), clinicians who changed treatment programs (N = 120) had greater SA-specific formal knowledge and were more likely to be personally in recovery. No differences were found between the two groups in terms of SA-specific practical knowledge. PMID:25115318

Regulatory mechanisms of skeletal muscle protein turnover during exercise

DEFF Research Database (Denmark)

Rose, Adam John; Richter, Erik

2009-01-01

Skeletal muscle protein turnover is a relatively slow metabolic process that is altered by various physiological stimuli such as feeding/fasting and exercise. During exercise, catabolism of amino acids contributes very little to ATP turnover in working muscle. With regards to protein turnover......, there is now consistent data from tracer studies in rodents and humans showing that global protein synthesis is blunted in working skeletal muscle. Whether there is altered skeletal muscle protein breakdown during exercise remains unclear. The blunting of protein synthesis is believed to be mediated...... downstream of changes in intracellular Ca(2+) and energy turnover. In particular, a signaling cascade involving Ca(2+)-calmodulin-eEF2 kinase-eEF2 is implicated. The possible functional significance of altered protein turnover in working skeletal muscle during exercise is discussed. Further work...

Effects of growth state and 3H labeling level on RNA turnover in WI-38 fibroblasts and HeLa cells

International Nuclear Information System (INIS)

Sameshima, M.; Schlessinger, D.

1981-01-01

The rate of turnover of prelabeled RNA in WI-38 human diploid fibroblasts varied with the level of 3 H incorporated, the cell density of cultures, and the arrest of growth by senescence. The half-life of RNA in sparse cultures of growing WI-38 diploid fibroblasts depended on the level of [ 3 H]uridine incorporated; extrapolated to zero levels of incorporation, the half-life was 15 to 20 days. At any level of incorporated [ 3 H]uridine, however, RNA half-life decreased to 4 to 5 days in superconfluent cultures as the culture growth slowed. A similar shortening of half-life was observed when growth was stopped by 3 H irradiation or clonal senescence. However, the rate of turnover was not simply dependent on whether cells were growing; for example, turnover did not increase when growth was arrested by incubating cells in conditioned medium. HeLa and L cells also showed an RNA half-life of about 14 to 20 days with an increase in turnover rate of crowded cultures. However, this increase occurred at higher cell densities than with the diploid fibroblasts. Also, the growth rate and rate of RNA turnover of HeLa and L cells were much less affected by incorporated 3 H. The differential responses to confluence and 3 H label can explain the higher turnover rate of RNA in normal human fibroblasts compared to SV40-transformed cells [S.A. Liebhaber, S. Wolf, and D. Schlessinger, Cell 13, 121-127 (1978)

Measurements of protein turnover in man with nitrogen-15

International Nuclear Information System (INIS)

Garlick, P.J.; Waterlow, J.C.

1977-01-01

Past and present methods of measuring total body protein turnover with 15 N-labelled compounds are reviewed, and a short assessment made of results achieved. Protein turnover in man was first measured by Sprinson and Rittenberg (1949) using 15 N glycine as tracer. The rate of turnover was calculated from the fraction of the dose excreted in urine in the days following a single oral dose of the isotope. In the following years a number of similar methods were devised but interest waned, perhaps because consistent changes in turnover rate under different conditions were not detected. A revival of interest came with the measurement of changes in protein turnover in malnourished and recovering children by Picou and Taylor-Roberts (1969). Nitrogen-15-glycine was infused and measurements were made of the abundance of 15 N in urinary urea, which reached a plateau in about 24 hours. Turnover rates were calculated from the proportion of the infused dose excreted in urea after the plateau had been reached. This method has also been used successfully on adults when the isotope has been given as three-hourly oral doses. In adults, however, plateau labelling in urea is not usually reached for two days. In our laboratory the use of urinary ammonia, which reaches a plateau more quickly than urea, has been examined. In addition, comparisons have been made between constant infusion and single dose of isotope. Halliday and McKeran (1975) infused 15 N-lysine and measured the 15 N abundance in the free lysine of plasma, which reached a plateau in about 12 hours. Turnover in the whole body and turnover of muscle proteins and of plasma albumin were estimated separately. These methods of measuring protein turnover with 15 N are described and results reviewed of the effects of food intake, nutritional status and age. (author)

Autoradiographic imaging of phosphoinositide turnover in the brain

International Nuclear Information System (INIS)

Hwang, P.M.; Bredt, D.S.; Snyder, S.H.

1990-01-01

With [ 3 H]cytidine as a precursor, phosphoinositide turnover can be localized in brain slices by selective autoradiography of the product [ 3 H]cytidine diphosphate diacylglycerol, which is membrane-bound. In the cerebellum, glutamatergic stimulation elicits an increase of phosphoinositide turnover only in Purkinje cells and the molecular layer. In the hippocampus, both glutamatergic and muscarinic cholinergic stimulation increase phosphoinositide turnover, but with distinct localizations. Cholinergic stimulation affects CA1, CA3, CA4, and subiculum, whereas glutamatergic effects are restricted to the subiculum and CA3. Imaging phosphoinositide turnover in brain slices, which are amenable to electrophysiologic studies, will permit a dynamic localized analysis of regulation of this second messenger in response to synaptic stimulation of specific neuronal pathways

Does public service performance affect top management turnover?

OpenAIRE

Boyne, George A.; James, Oliver; John, Peter; Petrovsky, Nicolai

2010-01-01

Political and organizational theories suggest that the turnover of chief executives and other members of senior management teams are likely to be influenced by public service performance. We use a panel data set of 148 English local governments over 4 years to test this proposition. The empirical results show that performance has a negative effect on turnover, but that this effect is weaker for chief executives than for members of their senior management teams. In addition, top team turnover ...

University Lecturers' Professional Empowerment and Turnover in ...

African Journals Online (AJOL)

Many universities in Uganda are grappling with the challenge of academic staff turnover. While research conducted so far has established different factors explaining the problems of turnover, many of which have been addressed, this challenge has not been resolved. Hitherto, attention has not been paid to whether ...

Relationship between Job Satisfaction and Turnover Intention ...

African Journals Online (AJOL)

This study explores the association between job satisfaction and turnover intentions among lecturers in three public universities in Tanzania. It had three objectives: (1) to determine the level of perceived job satisfaction among lecturers; (2) to determine the association between job satisfaction and turnover intention; and (3) ...

Foliage nitrogen turnover: differences among nitrogen absorbed at different times by Quercus serrata saplings

Science.gov (United States)

Ueda, Miki U.; Mizumachi, Eri; Tokuchi, Naoko

2011-01-01

Background and Aims Nitrogen turnover within plants has been intensively studied to better understand nitrogen use strategies. However, differences among the nitrogen absorbed at different times are not completely understood and the fate of nitrogen absorbed during winter is largely uncharacterized. In the present study, nitrogen absorbed at different times of the year (growing season, winter and previous growing season) was traced, and the within-leaf nitrogen turnover of a temperate deciduous oak Quercus serrata was investigated. Methods The contributions of nitrogen absorbed at the three different times to leaf construction, translocation during the growing season, and the leaf-level resorption efficiency during leaf senescence were compared using 15N. Key Results Winter- and previous growing season-absorbed nitrogen significantly contributed to leaf construction, although the contribution was smaller than that of growing season-absorbed nitrogen. On the other hand, the leaf-level resorption efficiency of winter- and previous growing season-absorbed nitrogen was higher than that of growing season-absorbed nitrogen, suggesting that older nitrogen is better retained in leaves than recently absorbed nitrogen. Conclusions The results demonstrate that nitrogen turnover in leaves varies with nitrogen absorption times. These findings are important for understanding plant nitrogen use strategies and nitrogen cycles in forest ecosystems. PMID:21515608

One hundred years of employee turnover theory and research.

Science.gov (United States)

Hom, Peter W; Lee, Thomas W; Shaw, Jason D; Hausknecht, John P

2017-03-01

We review seminal publications on employee turnover during the 100-year existence of the Journal of Applied Psychology . Along with classic articles from this journal, we expand our review to include other publications that yielded key theoretical and methodological contributions to the turnover literature. We first describe how the earliest papers examined practical methods for turnover reduction or control and then explain how theory development and testing began in the mid-20th century and dominated the academic literature until the turn of the century. We then track 21st century interest in the psychology of staying (rather than leaving) and attitudinal trajectories in predicting turnover. Finally, we discuss the rising scholarship on collective turnover given the centrality of human capital flight to practitioners and to the field of human resource management strategy. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Exploring correlates of turnover among nursing assistants in the National Nursing Home Survey.

Science.gov (United States)

Temple, April; Dobbs, Debra; Andel, Ross

2011-01-01

High turnover of nursing assistants (NAs) has implications for the quality of nursing home care. Greater understanding of correlates of NA turnover is needed to provide insight into possible retention strategies. This study examined nursing home organizational characteristics and specific job characteristics of staff in relation to turnover of NAs. Cross-sectional data on 944 nationally representative nursing homes were derived from the 2004 National Nursing Home Survey. Using a 3-month turnover rate, 25% of the facilities with the lowest turnover rates were classified as low turnover, 25% of the facilities with the highest turnover were classified as high turnover, and the remaining 50% of the facilities were classified as moderate turnover. Multinomial logistic regression was used to examine organizational and job characteristics associated with low and high turnover compared with moderate turnover. One organizational characteristic, staffing levels at or greater than 4.0 hours per patient day, was associated with greater odds of low NA turnover and reduced odds of high NA turnover. Job characteristics including higher wages and union membership were associated with greater odds of low NA turnover, whereas wages, fully paid health insurance, employee assistance benefits, and involvement in resident care planning were associated with reduced odds of high NA turnover. The results of this study suggest that job characteristics of NA staff may be particularly important for turnover. Specifically, the provision of competitive wages and benefits (particularly health insurance) and involvement of NAs in resident care planning could potentially reduce NA turnover, as could maintaining high levels of nurse staffing.

Job turnover and labor turnover : a taxonomy of employment dynamics

NARCIS (Netherlands)

Hassink, Wolter H.J.; Hamermesh, Daniel S.

1994-01-01

We present an organized set of stylized facts on the relations among flows of workers,changes in employment and changes in the numer of jobs at the firm level. Job turnover isusually measured by comparing stocks of employment in each firm at two points in time andadding up the absolute employment

The Balanced Scorecard

Science.gov (United States)

Kaplan, Robert S.; Miyake, Dylan N.

2010-01-01

Ten years ago, the Atlanta Public Schools had low and declining student achievement, demoralized teachers, crumbling buildings, high turnover among superintendents (average tenure of two years) and disaffected parents pulling their children out of the system. More than 60 percent of the city's high school students missed at least two weeks of…

The research methods and model of protein turnover in animal

International Nuclear Information System (INIS)

Wu Xilin; Yang Feng

2002-01-01

The author discussed the concept and research methods of protein turnover in animal body. The existing problems and the research results of animal protein turnover in recent years were presented. Meanwhile, the measures to improve the models of animal protein turnover were analyzed

Mentor program boosts new nurses' satisfaction and lowers turnover rate.

Science.gov (United States)

Fox, Kathy C

2010-07-01

In 2004, the turnover rate among first-year registered nurses (RNs) at St. Francis Hospital and Health Centers had mushroomed to 31%. Based on research, in 2006, the hospital embarked on a journey to implement an RN mentor program to improve satisfaction and reduce turnover. A pilot program was initiated, including 12 RN mentors and 12 RN protégés from select nursing units. The results showed a 0% turnover rate during the 1-year pilot program. Based on these findings, the mentor program was expanded to include RNs working in inpatient nursing units and surgery and emergency departments. Each year, the RN turnover rate has decreased. In 2009, the turnover rate was 10.3%. Because of the success of the program, it has been expanded in scope to include other professionals experiencing high turnover in targeted departments, including radiological technicians, respiratory therapists, pharmacists, and physical therapists.

A Sacrificial Lam: A Divided School Board, a Beleaguered Superintendent, and an Urgent Need to Improve Student Achievement

Science.gov (United States)

Fossey, Richard

2011-01-01

This case describes the confrontational relationship between four trustees on the San Antonio School Board and the San Antonio School District's superintendent Diana Lam, a nationally recognized school reformer, who came to San Antonio in 1994. The case includes a dramatic board meeting where a closely divided board meets to buy out Lam's…

Nurse turnover in the Kingdom of Saudi Arabia: An integrative review.

Science.gov (United States)

Falatah, Rawaih; Salem, Olfat A

2018-04-06

To appraise and synthesise existing literature on nurse turnover in the Saudi Arabian context. Saudi Arabia is notably one of the nations with a health care system that is bombarded by high rates of turnover and turnover intention. Moreover, rapid population growth and the expansion of the health care system increase the demand on registered nurses in the kingdom. Eleven primary sources were reviewed using Whittemore and Knafl's (Journal of Advanced Nursing, 2005; 52, 546-553) integrative review method. There is variation in the reported turnover rates across the studies. The identified determinants of nurse turnover in the Saudi Arabian context included nurses' demographics, satisfaction, leadership and management, and job-related factors. There is a need for more studies that focus on the cost and outcome of nurse turnover and turnover intention in the Saudi Arabian context. The review highlights the alarming rates of nurse turnover and its determinants in Saudi Arabia. Nurse managers in Saudi Arabia should consider this information, as they make daily assignments. © 2018 John Wiley & Sons Ltd.

Patient-centered medical home implementation and primary care provider turnover.

Science.gov (United States)

Sylling, Philip W; Wong, Edwin S; Liu, Chuan-Fen; Hernandez, Susan E; Batten, Adam J; Helfrich, Christian D; Nelson, Karin; Fihn, Stephan D; Hebert, Paul L

2014-12-01

The Veterans Health Administration (VHA) began implementing a patient-centered medical home (PCMH) model of care delivery in April 2010 through its Patient Aligned Care Team (PACT) initiative. PACT represents a substantial system reengineering of VHA primary care and its potential effect on primary care provider (PCP) turnover is an important but unexplored relationship. This study examined the association between a system-wide PCMH implementation and PCP turnover. This was a retrospective, longitudinal study of VHA-employed PCPs spanning 29 calendar quarters before PACT and eight quarters of PACT implementation. PCP employment periods were identified from administrative data and turnover was defined by an indicator on the last quarter of each uncensored period. An interrupted time series model was used to estimate the association between PACT and turnover, adjusting for secular trend and seasonality, provider and job characteristics, and local unemployment. We calculated average marginal effects (AME), which reflected the change in turnover probability associated with PACT implementation. The quarterly rate of PCP turnover was 3.06% before PACT and 3.38% after initiation of PACT. In adjusted analysis, PACT was associated with a modest increase in turnover (AME=4.0 additional PCPs per 1000 PCPs per quarter, P=0.004). Models with interaction terms suggested that the PACT-related change in turnover was increasing in provider age and experience. PACT was associated with a modest increase in PCP turnover, concentrated among older and more experienced providers, during initial implementation. Our findings suggest that policymakers should evaluate potential workforce effects when implementing PCMH.

The tear turnover and tear clearance tests - a review.

Science.gov (United States)

Garaszczuk, Izabela K; Montes Mico, Robert; Iskander, D Robert; Expósito, Alejandro Cerviño

2018-03-01

The aim is to provide a summary of methods available for the assessment of tear turnover and tear clearance rates. The review defines tear clearance and tear turnover and describes their implication for ocular surface health. Additionally, it describes main types of techniques for measuring tear turnover, including fluorescein tear clearance tests, techniques utilizing electromagnetic spectrum and tracer molecule and novel experimental techniques utilizing optical coherence tomography and fluorescein profilometry. Areas covered: Internet databases (PubMed, Science Direct, Google Scholar) and most frequently cited references were used as a principal resource of information on tear turnover rate and tear clearance rate, presenting methodologies and equipment, as well as their definition and implications for the anterior eye surface health and function. Keywords used for data-search were as follows: tear turnover, tear clearance, fluorescein clearance, scintigraphy, fluorophotometry, tear flow, drainage, tear meniscus dynamics, Krehbiel flow and lacrimal functional unit. Expert commentary: After decades, the topic of tear turnover assessment has been reintroduced. Recently, new techniques have been developed to propose less invasive, less time consuming and simpler methodologies for the assessment of tear dynamics that have the potential to be utilized in clinical practice.

Stable isotopic constraints on global soil organic carbon turnover

Science.gov (United States)

Wang, Chao; Houlton, Benjamin Z.; Liu, Dongwei; Hou, Jianfeng; Cheng, Weixin; Bai, Edith

2018-02-01

Carbon dioxide release during soil organic carbon (SOC) turnover is a pivotal component of atmospheric CO2 concentrations and global climate change. However, reliably measuring SOC turnover rates on large spatial and temporal scales remains challenging. Here we use a natural carbon isotope approach, defined as beta (β), which was quantified from the δ13C of vegetation and soil reported in the literature (176 separate soil profiles), to examine large-scale controls of climate, soil physical properties and nutrients over patterns of SOC turnover across terrestrial biomes worldwide. We report a significant relationship between β and calculated soil C turnover rates (k), which were estimated by dividing soil heterotrophic respiration rates by SOC pools. ln( - β) exhibits a significant linear relationship with mean annual temperature, but a more complex polynomial relationship with mean annual precipitation, implying strong-feedbacks of SOC turnover to climate changes. Soil nitrogen (N) and clay content correlate strongly and positively with ln( - β), revealing the additional influence of nutrients and physical soil properties on SOC decomposition rates. Furthermore, a strong (R2 = 0.76; p turnover and thereby improving predictions of multiple global change influences over terrestrial C-climate feedback.

PENGARUH KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI DAN TURNOVER INTENTION

Directory of Open Access Journals (Sweden)

Agi Syarif Hidayat

2018-03-01

Full Text Available The high level of employee turnover in the marketing department at PT. Toyamilindo indicates low organizational commitment and high turnover intention. The purpose of this study is to determine the effect of job satisfaction on organizational commitment and turnover intention. Quantitative methods are used in this study. Population is the  employees of marketing department at PT. Toyamilindo with 50 people. Sampling technique used is sampling saturated with the number of samples of 50 people. Data collection technique uses questionnaires and regression analysis. Finding on the research results shows that there are positive and significant influence of job satisfaction on organizational commitment and negative and significant influence of job satisfaction on turnover intention, and also the influence of organizational commitment on work satisfaction to turnover intention. The managerial implications of corporate leaders must improve employee work satisfaction, especially in terms of salary.

Protein turnover in sheep

International Nuclear Information System (INIS)

Buttery, P.J.

1981-01-01

Considerable advances have been made in the knowledge of the mechanisms and control of synthesis and degradation of proteins in animal tissues during the last decade. Most of the work on the measurement of synthetic and degradative rates of the mixed protein fraction from tissues has been conducted in the rat. There have, unfortunately, been few publications describing results of protein turnover studies with ruminants. Consideration is given here to the techniques used to measure protein turnover, and some of the results obtained, particularly with sheep, are summarized. No attempt has been made to discuss directly the situation in parasitized animals; rather the aim is to provide background information which complements other work dealing with the effects of parasites on the nitrogen metabolism of ruminants. (author)

Employee Turnover: Evidence from a Case Study.

Science.gov (United States)

Borland, Jeff

1997-01-01

Patterns of employee turnover from a medium-sized law firm in Australia were examined in regard to theories of worker mobility (matching, sectoral shift, and incentive). Results support a role for matching effects, but personnel practices affect the timing of turnover. Matching and incentive-based theories do not explain the high rates of turnover…

Wind energy industry in Germany. Turnover and employment

International Nuclear Information System (INIS)

Keuper, A.; Schmidt, A.

1994-01-01

As a consequence of the growing wind energy market in Germany the importance of the industry in this business are has grown. In 1994 the turnover will go beyond 500 million DM, and the number of employees will reach 2,900. The turnover and the number of employees are increasing in spite of the higher efficiency. In 1994 only 5 employees are needed by a manufacturer to install 1 MW rated power instead of 15 in 1989, and the ratio of installed power to manufacturer's turnover has risen from 0,25 W/DM in 1988 to 0,455 W/DM in 1994. On the other hand the turnover of the manufacturers per employee has increased from 80,000 DM in 1988 to 440,000 DM in 1994. Economic development has considerably been advanced by subsidies for the application of wind energy technology. (orig.)

Hospital Mergers in Norway: Employee Health and Turnover to Three Destinations

Directory of Open Access Journals (Sweden)

Mari Holm Ingelsrud

2017-03-01

Full Text Available This article investigates the probability of turnover to three destinations following hospital merg- ers: within the hospital sector, out of the hospital sector, and out of work. It is hypothesized that mergers increase turnover to nonemployment among employees with poor health and increase turnover to employment outside of the hospital sector among healthy employees. Discrete-time survival analyses show that mergers increase turnover within the hospital sector for all employ- ees, regardless of health. Turnover to other sectors and out of work does not increase. Possible explanations for the limited turnover out of the sector associated with mergers are aspects of the Norwegian labor market such as the institution of employee participation, low unemployment, and labor shortages within hospitals.

Performance and turnover intentions: a social exchange perspective

NARCIS (Netherlands)

Biron, M.; Boon, C.

2013-01-01

Purpose - Prior research has yielded mixed results regarding the relationship between performance and turnover intentions. Drawing from social exchange theory, the purpose of this paper is to propose that the performance-turnover intentions association may be contingent upon individuals' exchange

The effect of culture on the curvilinear relationship between performance and turnover.

Science.gov (United States)

Sturman, Michael C; Shao, Lian; Katz, Jan H

2012-01-01

Although researchers have theorized that there exists a curvilinear relationship between job performance and voluntary turnover, their research has been tested in the United States or culturally similar Switzerland. Through a study of the performance-turnover relationship from a multinational service-oriented organization in 24 countries, we demonstrate that the general relationship between performance and turnover is similar across countries but the details of that relationship change across countries. Using 4 cultural dimensions--in-group collectivism, power distance, uncertainty avoidance, and performance orientation--we find that cultural factors alter the overall probability of voluntary turnover and influence the degree of curvilinearity in the performance-turnover relationship. Our findings have implications for research on the performance-turnover relationship, turnover research, and practice.

Eldecalcitol normalizes bone turnover markers regardless of their pre-treatment levels.

Science.gov (United States)

Shiraki, Masataka; Saito, Hitoshi; Matsumoto, Toshio

2012-09-01

Three-year treatment with eldecalcitol has been shown to improve lumbar and total hip bone mineral density (BMD), decrease bone turnover markers, and lower the incidences of vertebral and wrist fractures in patients with osteoporosis more than with treatment with alfacalcidol under vitamin D repletion. The purpose of this study was to determine whether there was a risk of eldecalcitol causing severely suppressed bone turnover in osteoporosis patients with low pre-treatment levels of bone turnover markers. Post-hoc analysis was conducted on the data from a 3-year, randomized, double-blind, active-comparator, clinical trial of eldecalcitol versus alfacalcidol under vitamin D repletion conducted in Japan. Enrolled patients with baseline measurements of bone turnover markers were stratified into tertiles according to their pre-treatment levels of serum bone-specific alkaline phosphatase, serum procollagen type I N-terminal propeptide, or urinary collagen-N-telopeptide. Eldecalcitol treatment rapidly reduced bone turnover markers, and kept them within the normal range. However, in the patients whose baseline values for bone turnover were low, eldecalcitol treatment did not further reduce bone turnover markers during the 3-year treatment period. Further long-term observation may be required to reach the conclusion. CLINICALTRIALS.GOV NUMBER: NCT00144456. Eldecalcitol normalizes, but does not overly suppress, bone turnover regardless of baseline levels of bone turnover markers. Thus, it is unlikely that eldecalcitol treatment will increase the risk of severely suppressed bone turnover and therefore deterioration of bone quality, at least for a treatment duration of 3 years.

Organisational commitment and turnover intentions in humanitarian organisations

NARCIS (Netherlands)

Wijnmaalen, Julia; Heyse, Liesbet; Voordijk, Johannes T.

2016-01-01

Unwanted staff turnover is a prominent HRM problem in humanitarian organisations. In the profit sector, HRM tools such as pay, benefits, socialisation and training have proven to be effective in increasing organisational commitment and decreasing staff turnover. This study explores whether such

Investing in Leadership: The District's Role in Managing Principal Turnover

Science.gov (United States)

Mascall, Blair; Leithwood, Kenneth

2010-01-01

This article presents the results of research into the impact of principal turnover on schools, and the ability of schools to mitigate the negative effects of frequent turnover by distributing leadership in the schools. The findings from this qualitative and quantitative analysis show that rapid principal turnover does indeed have a negative…

Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion

Science.gov (United States)

Hom, Peter W.; Mitchell, Terence R.; Lee, Thomas W.; Griffeth, Rodger W.

2012-01-01

We reconceptualize employee turnover to promote researchers' understanding and prediction of why employees quit or stay in employing institutions. A literature review identifies shortcomings with prevailing turnover dimensions. In response, we expand the conceptual domain of the turnover criterion to include multiple types of turnover (notably,…

Turnover intention among intensive care unit nurses in Alexandria, Egypt.

Science.gov (United States)

Mosallam, Rasha; Hamidi, Samer; Elrefaay, Manal

2015-06-01

Given the difficulty in recruiting new nurses, it is imperative to retain those already in the profession. This cross-sectional study explored the relationship of demographic and work-related factors, burnout, conflict management and relationship between nurses and physicians on turnover intentions among ICU nurses in eight major hospitals in Alexandria, Egypt. Data on burnout, conflict management, nurse-physician communication, and turnover intention were collected by surveying 100 nurses in eight hospitals in Alexandria governorate. All nurses at the ICU of selected hospitals were approached (n=100) and a 47-item Likert scale questionnaire was administered to explore the factors affecting the turnover intention of ICU nurses in Alexandria. ICU nurses exhibited a mean score for turnover intention of 3.23 (mean score percentage 65.0%). There was a moderately positive statistically significant correlation between turnover intention and emotional exhaustion (r=0.29, Pturnover intention were emotional exhaustion and age. Nurses turnover intention at the ICU of the selected hospitals is high and is significantly associated with nurses' emotional exhaustion, poor nurse-physician communication, and nurses age.

A Better Leveled Playing Field for Assessing Satisfactory Job Performance of Superintendents on the Basis of High-Stakes Testing Outcomes

Science.gov (United States)

Young, I. Phillip; Cox, Edward P.; Buckman, David G.

2014-01-01

To assess satisfactory job performance of superintendents on the basis of school districts' high-stakes testing outcomes, existing teacher models were reviewed and critiqued as potential options for retrofit. For these models, specific problems were identified relative to the choice of referent groups. An alternate referent group (statewide…

Literature review of labour turnover and absenteeism costs in the coal mining industry

Energy Technology Data Exchange (ETDEWEB)

Woolf, A.

1977-01-01

This paper includes labor turnover formulae, turnover costs, and turnover rates for the mining industry. Few meaningful studies or reports on absenteeism costs and labour turnover in mining were retrieved.

Health insurance, cost expectations, and adverse job turnover.

Science.gov (United States)

Ellis, Randall P; Albert Ma, Ching-To

2011-01-01

Because less healthy employees value health insurance more than the healthy ones, when health insurance is newly offered job turnover rates for healthier employees decline less than turnover rates for the less healthy. We call this adverse job turnover, and it implies that a firm's expected health costs will increase when health insurance is first offered. Health insurance premiums may fail to adjust sufficiently fast because state regulations restrict annual premium changes, or insurers are reluctant to change premiums rapidly. Even with premiums set at the long run expected costs, some firms may be charged premiums higher than their current expected costs and choose not to offer insurance. High administrative costs at small firms exacerbate this dynamic selection problem. Using 1998-1999 MEDSTAT MarketScan and 1997 Employer Health Insurance Survey data, we find that expected employee health expenditures at firms that offer insurance have lower within-firm and higher between-firm variance than at firms that do not. Turnover rates are systematically higher in industries in which firms are less likely to offer insurance. Simulations of the offer decision capturing between-firm health-cost heterogeneity and expected turnover rates match the observed pattern across firm sizes well. 2010 John Wiley & Sons, Ltd.

Workplace experiences and turnover intention among adult survivors of childhood cancer.

Science.gov (United States)

Crom, Deborah B; Ness, Kirsten K; Martinez, Larry R; Hebl, Michelle R; Robison, Leslie L; Hudson, Melissa M; Brinkman, Tara M

2018-03-17

The purpose of this study was to investigate workplace experiences and turnover intention (consideration of leaving or changing a job) and to examine factors associated with turnover intention among survivors. Adult survivors of childhood cancer with a history of employment (n = 289) completed measures of workplace experiences (n = 50, 18-29 years; n = 183, 30-44 years; n = 56; > 45 years of age at follow-up). Turnover intention was assessed using three items from the Job Satisfaction Scale. Responses were dichotomized as reflecting high vs. low turnover intention. Path analysis was used to estimate the influence of demographic characteristics, treatment exposures (cranial radiation therapy [CRT]), and workplace experiences on turnover intention. Thirty percent of survivors reported high turnover intention (95% CL, 25 to 36%). Exposure to CRT (P = 0.003), older attained age (P workplace discrimination (P = 0.008), and having lower continuance (P discrimination, mediated through job satisfaction, also influenced survivors' reported intent to leave their jobs. One third of adult survivors of childhood cancer report turnover intention, which is related to their cancer treatment, but more temporally proximal, workplace discrimination. Additional research is needed to understand the consequences of turnover intention among survivors. Survivors and their health care providers should be aware of legislative policies related to workplace discrimination (e.g., American with Disabilities Act) and related implications for job turnover.

Systematic analysis of protein turnover in primary cells.

Science.gov (United States)

Mathieson, Toby; Franken, Holger; Kosinski, Jan; Kurzawa, Nils; Zinn, Nico; Sweetman, Gavain; Poeckel, Daniel; Ratnu, Vikram S; Schramm, Maike; Becher, Isabelle; Steidel, Michael; Noh, Kyung-Min; Bergamini, Giovanna; Beck, Martin; Bantscheff, Marcus; Savitski, Mikhail M

2018-02-15

A better understanding of proteostasis in health and disease requires robust methods to determine protein half-lives. Here we improve the precision and accuracy of peptide ion intensity-based quantification, enabling more accurate protein turnover determination in non-dividing cells by dynamic SILAC-based proteomics. This approach allows exact determination of protein half-lives ranging from 10 to >1000 h. We identified 4000-6000 proteins in several non-dividing cell types, corresponding to 9699 unique protein identifications over the entire data set. We observed similar protein half-lives in B-cells, natural killer cells and monocytes, whereas hepatocytes and mouse embryonic neurons show substantial differences. Our data set extends and statistically validates the previous observation that subunits of protein complexes tend to have coherent turnover. Moreover, analysis of different proteasome and nuclear pore complex assemblies suggests that their turnover rate is architecture dependent. These results illustrate that our approach allows investigating protein turnover and its implications in various cell types.

Explaining the Gap in Charter and Traditional Public School Teacher Turnover Rates

Science.gov (United States)

Stuit, David A.; Smith, Thomas M.

2012-01-01

This study uses national survey data to examine why charter school teachers are more likely to turnover than their traditional public school counterparts. We test whether the turnover gap is explained by different distributions of factors that are empirically and theoretically linked to turnover risk. We find that the turnover rate of charter…

Work-life balance, job satisfaction and turnover intention amongst ...

African Journals Online (AJOL)

Work-life balance, job satisfaction and turnover intention amongst ... Employee turnover has signifi cant costs and negative consequences for ... However, no interaction effect was observed between overall work-life balance and job ...

Health workforce acquisition, retention and turnover in southwest ...

African Journals Online (AJOL)

Background: Skill mix of health professionals, staff acquisition and turnover rate are among the major challenges for the delivery of quality health care. This study assessed the health workforce acquisition, retention, turnover rate and their intention to leave. Methods: A cross-sectional survey with quantitative and qualitative ...

ON THE TURNOVER OF THE TULLY-FISHER RELATION

NARCIS (Netherlands)

RHEE, MH; PELETIER, RF; VANALBADA, TS

1995-01-01

The observed turnover at the high linewidth end of the infrared Tully-Fisher relation can be explained by the stellar population differences among galaxies. When the IRAS 60 mu m fluxes are added to the Tully-Fisher relation as a second parameter, the turnover disappears and the scatter becomes

Nursing staff turnover at a Swedish university hospital: an exploratory study.

Science.gov (United States)

Sellgren, Stina F; Kajermo, Kerstin N; Ekvall, Göran; Tomson, Göran

2009-11-01

The aim was to explore opinions on individual needs and other factors that may influence nursing staff turnover. High staff turnover is a great problem for many hospitals. It is shown to have a negative effect on the quality of nursing care and to increase hospital costs. In 2004 in a large university hospital in Sweden five focus group discussions (FGDs) including department heads (1), nursing managers (2) and members of nursing staff (2) were carried out. The questions to be addressed were 'Why do nurses leave?' and 'Why do nurses stay?' In addition, register data of staff turnover for 2002-2003 were analysed in relation to different facts about the units, such as number of employees, type of care and medical specialty. Categories of opinions identified in the FGDs were compared with results of the statistical analyses on the relationship between staff turnover and unit parameters to identify overall factors that may influence on nurse staff turnover. Four major factors were identified as having a possible influence on staff turnover: 'intrinsic values of motivation', 'work load', 'unit size 'and 'leadership'. Smaller units had lower staff turnover as well as outpatient units and day care. It was not possible to compare statements from participants from smaller units with those from participants from larger units. Two factors had diverging data, 'salary' and 'spirit of the time'. A surprising finding was the little mention of patient care in relation to staff turnover. It is important for managers to ensure that intrinsic values of nurses are met to minimise the risk for high turnover rates. Inpatient care must receive adequate staffing and nursing care could be organised into smaller units or work teams to avoid dissatisfaction and high turnover.

". . . So Go the Days of Their Lives." A Descriptive Study of the Superintendency. OSSC Bulletin Vol. 22, No. 5.

Science.gov (United States)

Pitner, N. J.

The study reported is a replication of Henry Mintzberg's study of five executives at work to determine the scope of their job-related activities. For this study superintendents in three suburbs contiguous to a large midwestern city were observed at work for one week, including evening meetings when they were scheduled. An attempt was made to…

Superintendents and Principals Need Quality Public Information That Informs Decisions, Empowers Action. Don't Make Decisions in the Dark

Science.gov (United States)

Data Quality Campaign, 2014

2014-01-01

District superintendents or school principals need to be able to access and use high-quality data to make good decisions. Often this data is collected and stored locally, but information that is publicly reported by the state can provide additional value. Although public reporting in a few states is designed to serve information needs, states'…

SOME FEATURES OF CONTROL STAFF TURNOVER IN PERSONNEL MANAGEMENT

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S. N. Kaznacheeva

2015-01-01

Full Text Available The author refers to the decision of the actual problem of staff turnover in the transformation of the Russian economy. In light of the problem of the effectiveness of human resources management the author indicates the most frequent problems faced by the company and focus on the problem of staff turnover. The author presents a different interpretation, defining "Marketing personnel" as a kind of administrative activity aimed at ensuring the long-term organization of human resources (identifying staffing needs, and these needs, that is, covering the organization's needs for personnel. It highlights the main features and distinctive features of marketing staff. We consider the objective (external and subjective reasons (internal reasons for staff turnover. The author proposes a number of measures to help identify the causes of turnover.

Examining the temporal relationship between psychological climate, work attitude, and staff turnover

Science.gov (United States)

Garner, Bryan R.; Hunter, Brooke D.

2012-01-01

Relative to the broader industrial-organizational (I-O) psychology field, research on the turnover of substance use disorder (SUD) treatment staff is in its infancy. Despite its long and rich history, recent reviews of the turnover literature within I-O psychology have noted there remains considerable room for improvement. In particular, recommendations have been made for research that considers time in the turnover process and explores more distal causes of staff turnover. Addressing these gaps, this paper examined the temporal relationship between latent measures of psychological climate, work attitude, and staff turnover. Using data from 95 SUD treatment staff clustered within 29 treatment organizations, multilevel discrete-time survival analyses revealed that a latent measure of work attitude (e.g., job satisfaction, pay satisfaction, turnover intentions) fully mediated the temporal relationship between latent measures of psychological climate (e.g., supervisor support, coworker support, role conflict) and subsequent staff turnover. PMID:22658290

The effects of sexual harassment on turnover in the military: time-dependent modeling.

Science.gov (United States)

Sims, Carra S; Drasgow, Fritz; Fitzgerald, Louise F

2005-11-01

Sexual harassment has consistently negative consequences for working women, including changes in job attitudes (e.g., lower satisfaction) and behaviors (e.g., increased work withdrawal). Cross-sectional evidence suggests that harassment influences turnover intentions. However, few studies have used actual turnover; rather, they rely on proxies. With a sample of 11,521 military servicewomen with turnover data spanning approximately 4 years, the authors used the appropriate method for longitudinal turnover data--Cox's regression--to investigate the impact of harassment on actual turnover. Experiences of harassment led to increased turnover, even after controlling for job satisfaction, organizational commitment, and marital status. Among officers, harassment also affected turnover over and above rank. Given turnover's relevance to organizational bottom lines, these findings have important implications not only for individual women but also for organizations. ((c) 2005 APA, all rights reserved).

Bone turnover in postmenopausal osteoporosis

International Nuclear Information System (INIS)

Thomsen, K.

1988-02-01

Studies of the bone turnover in postmenopausal osteoporosis are essential, because the associated bone loss is inevitably due to the relative increase of bone resorption compared with bone formation. Measurement of the bone mineral content (BMC) in normal adults is assessed - partly on the uncorrected values and partly in proportion to the body muscle mass. The whole body retention (WBR) method is presented. The WBR and alternative urinary excretion (UE) methods used by the author are characterised and compared with the retention methods described in the literature. The representativity of WBR and UE for the estimation of bone turnover in normal subjects and patients with various bone metabolic diseases is discussed. The conclusion is that the modified retention methods used by the author have a satisfactory precision and accuracy in relation to the clinical studies carried out. The author's modification of the WBR method for determination of bone turnover and the alternative urinary excretion method (UE) consists in continuous scanning in the whole body count, using a gamma camera, and with the collimator a short distance from the volunteer. This procedure has the advantage of restricting the radioactive dose to 2 mCi (72 MBa). This is smaller by a factor of 5-10 than the dose used to measure WBR with equally simple counting equipment: With the author's procedure, using frontal counting, WBR is systematically underestimated by about 4 per cent point compared to the purely dorsal count, but since the frontal position is the most comfortable, requires a smaller radioactive dose, and the error is systematic, it is the preferred counting procedure. Correction of WBR and UE for bone mineral content is in principle a new parameter of bone turnover, whose improved accuracy increases the validity of the retention determinations. 136 refs. (EG)

Telaah Hubungan Kepuasan Kerja Dan Komitmen Organisasional Terhadap Turnover Intention

Directory of Open Access Journals (Sweden)

Ali Amran

2017-04-01

ABSTRACT       Employees are the most important resources of company. They are human resources to do and move all of the activities of company. Therefore, company needs to keep and maintain their job satisfaction and organizational commitment in order to reduce the intention to leave the company (turnover intention. It is necessary to study the relationship among job satisfaction, organizational commitment and turnover intention. This will give benefit to determine the important values of employees’ job satisfaction and organizational commitment and its influences on turnover intention. The research methods are descriptive survey and verificative survey that is used to assess the performance of independent variables: those are job satisfaction and organizational commitment,  and dependent variable: that is turnover intention with doing observation to employees of PT. Alexindo Bekasi. The result of this research is there is influence of job satisfaction and organizational commitment on turnover intention. This research is the improvement of existing researches which can be applied in the other companies specially for the human resource or employee behavior field.   Keywords: Job Satisfaction, Organizational Commitment, Turnover Intention

Organisational commitment and turnover intentions: evidence from Nigerian paramilitary organisation

Directory of Open Access Journals (Sweden)

Dotun Olaleye Faloye

2014-09-01

Full Text Available This study explores the empirical link between different dimensions of organizational commitment and turnover intentions on Nigeria paramilitary organisation. A literature review of organizational commitment and employee turnover provides the basis for the research hypotheses. Four research hypotheses were formulated and tested at 95% and 99% confidence level. The study adopted a survey research design. A self-administered questionnaire was used, involving 144 respondents from selected paramilitary organisation in Akure, Nigeria to collect data and testing the existing theory. Data collected were analysed using both descriptive and inferential statistical techniques. In contrary to theory, the study revealed a weak positive relationship between organizational commitment dimensions (affective, continuance and normative and turnover intentions. The relationships are statistically significant expect the one between turnover intention and normative commitment which is statistically insignificant. The study concluded that the commitment of an employee to organisational goals, missions, and values is not enough to predict his/her stay in the organisation. There are other variables apart from organisational commitment that are predictor of employees’ intentions to quit. Thus, organisations should look beyond forces in their internal environment, when considering reduction in employee’s turnover intentions and the actual employee’s turnover.

Investigation on the turnover of plant proteins. 2

International Nuclear Information System (INIS)

Becker, R.; Winkler, E.; Jung, K.; Huebner, G.

1981-01-01

Based on kinetic analyses of amino acid and protein turnover by means of compartment models the synthesis and degradation of the soluble proteins in etiolated epicotyl segments of Pisum sativum L. as well as their dependence on the herbicide 2'-methyl-4'-chlorophenoxyacetic acid (MCPA) were determined quantitatively. The segments were incubated for 10 h in a medium containing 14 C-leucine and subsequently placed in an inactive medium. The radioactivity in the soluble proteins and in the amino acid fraction was followed up for a total of 24 h. A 3-pool model in which the total measurable amino acid pool was divided into a direct precursor pool for protein synthesis and into a degradation pool was best suited to interpret the data. The turnover rate for the soluble proteins of untreated epicotyl segments was determined to be 0.058 h -1 ; at an MCPA concentration of 10 -4 M this value was nearly doubled. An increased proteolytic activity in the epicotyl segments ran parallel to the change of the turnover rate in dependence on MCPA concentration. The heterogeneity of the soluble protein with respect to the turnover rate was investigated by means of 3 H/ 14 C double labelling for individual protein fractions separated by gel electrophoresis. The results obtained in this way were comparable with those of the total pool turnover. (author)

Executive turnover: the influence of dispersion and other pay system characteristics.

Science.gov (United States)

Messersmith, Jake G; Guthrie, James P; Ji, Yong-Yeon; Lee, Jeong-Yeon

2011-05-01

Using tournament theory as a guiding theoretical framework, in this study, we assess the organizational implications of pay dispersion and other pay system characteristics on the likelihood of turnover among individual executives in organizational teams. Specifically, we estimate the effect of these pay system characteristics on executive turnover decisions. We use a multi-industry, multilevel data set composed of executives in publicly held firms to assess the effects of pay dispersion at the individual level. Consistent with previous findings, we find that pay dispersion is associated with an increased likelihood of executive turnover. In addition, we find that other pay characteristics also affect turnover, both directly and through a moderating effect on pay dispersion. Turnover is more likely when executives receive lower portions of overall top management team compensation and when they have more pay at risk. These conditions also moderate the relationship between pay dispersion and individual turnover decisions, as does receiving lower compensation relative to the market.

Large-scale patterns of turnover and Basal area change in Andean forests.

Directory of Open Access Journals (Sweden)

Selene Báez

Full Text Available General patterns of forest dynamics and productivity in the Andes Mountains are poorly characterized. Here we present the first large-scale study of Andean forest dynamics using a set of 63 permanent forest plots assembled over the past two decades. In the North-Central Andes tree turnover (mortality and recruitment and tree growth declined with increasing elevation and decreasing temperature. In addition, basal area increased in Lower Montane Moist Forests but did not change in Higher Montane Humid Forests. However, at higher elevations the lack of net basal area change and excess of mortality over recruitment suggests negative environmental impacts. In North-Western Argentina, forest dynamics appear to be influenced by land use history in addition to environmental variation. Taken together, our results indicate that combinations of abiotic and biotic factors that vary across elevation gradients are important determinants of tree turnover and productivity in the Andes. More extensive and longer-term monitoring and analyses of forest dynamics in permanent plots will be necessary to understand how demographic processes and woody biomass are responding to changing environmental conditions along elevation gradients through this century.

Below the Surface of Special Education Administrator Turnover

Science.gov (United States)

Meeks, Amy

2016-01-01

The field of special education administration has experienced a shortage of high quality special education leadership candidates for several decades. If school districts are to effectively address the turnover of educational leaders, they must know what is happening that affects turnover of their leadership team. The intent of this study was to…

Promoting retention of nurses: A meta-analytic examination of causes of nurse turnover.

Science.gov (United States)

Nei, Darin; Snyder, Lori Anderson; Litwiller, Brett J

2015-01-01

Because the health care field is expected to be the fastest growing job field until 2020, an urgent need to focus on nurse retention exists. The aim of this study was to examine the relationships between predictors of turnover (i.e., personal characteristics, role states, job characteristics, group/leader relations, organizational/environmental perceptions, attitudinal reactions) and turnover cognitions and intentions, as well as actual turnover among nurses, in an effort to determine the strongest predictors of voluntary turnover. Meta-analysis was used to determine best estimates of the effect of predictors on turnover based on 106 primary studies of employed nurses. Meta-analyzed correlations were subjected to path analysis to establish the structural relationships among the study variables. Supportive and communicative leadership, network centrality, and organizational commitment are the strongest predictors of voluntary turnover based on meta-analytic correlations. Additional variables that relate to nurse turnover intentions include job strain, role tension, work-family conflict, job control, job complexity, rewards/recognition, and team cohesion. The findings suggest that some factors, such as salary, are relatively less important in prediction of turnover. Administrators concerned about nurse turnover may more effectively direct resources toward altering certain job characteristics and work conditions in the effort to reduce voluntary turnover among nurses.

Perceptions of hospital CEOs about the effects of CEO turnover.

Science.gov (United States)

Khaliq, Amir A; Thompson, David M; Walston, Stephen L

2006-01-01

Empirical evidence is scarce on chief executive officer (CEO) turnover in U.S. hospitals, with potentially serious implications for many of these organizations. This study, based on a nationwide survey of CEOs at non-federal general surgical and medical community hospitals conducted in the spring of 2004, reports the perceptions of hospital CEOs regarding the circumstances and impact of CEO turnover on U.S. hospitals. In the opinion of the respondents, the impact includes competitors taking advantage of turnover by luring employees and physicians away from the target hospital, significantly increasing the likelihood of other senior executives leaving the hospital, and many of the important strategic activities being delayed or cancelled altogether. Interestingly, the perceptions of CEOs regarding the effects of turnover do not seem to differ regardless of voluntary or involuntary circumstances of turnover. However, there is a notable bias in emphasizing the perceived negative implications of respondents' own departures and allegedly positive effects of their predecessors' departures.

Turnover and employment in the German wind energy industry

International Nuclear Information System (INIS)

Keuper, A.

1995-01-01

Results of the fast growing wind energy market in 1994 are the turnover reaching more than 800 million DM, and the number of employees to about 3,700. In 1995 the manufacturers expect to need less than 4 employees to build and to install 1 MW rated power and to decrease the ratio of manufacturer's turnover per installed power unit to about 1900 DM/kW. In spite of this development it is expected that the turnover and the number of employees will increase due to the still fast growing market. (orig.)

Are nursing home survey deficiencies higher in facilities with greater staff turnover.

Science.gov (United States)

Lerner, Nancy B; Johantgen, Meg; Trinkoff, Alison M; Storr, Carla L; Han, Kihye

2014-02-01

To examine CNA and licensed nurse (RN+LPN/LVN) turnover in relation to numbers of deficiencies in nursing homes. A secondary data analysis of information from the National Nursing Home Survey (NNHS) and contemporaneous data from the Online Survey, Certification and Reporting (OSCAR) database. Data were linked by facility as the unit of analysis to determine the relationship of CNA and licensed nurse turnover on nursing home deficiencies. The 2004 NNHS used a multistage sampling strategy to generate a final sample of 1174 nursing homes, which represent 16,100 NHs in the United States. This study focused on the 1151 NNHS facilities with complete deficiency data. Turnover was defined as the total CNAs/licensed nurse full-time equivalents (FTEs) who left during the preceding 3 months (full- and part-time) divided by the total FTE. NHs with high turnover were defined as those with rates above the 75th percentile (25.3% for CNA turnover and 17.9% for licensed nurse turnover) versus all other facilities. This study used selected OSCAR deficiencies from the Quality of Care, Quality of Life, and Resident Behavior categories, which are considered to be more closely related to nursing care. We defined NHs with high deficiencies as those with numbers of deficiencies above the 75th percentile versus all others. Using SUDAAN PROC RLOGIST, we included NNHS sampling design effects and examined associations of CNA/licensed nurse turnover with NH deficiencies, adjusting for staffing, skill mix, bed size, and ownership in binomial logistic regression models. High CNA turnover was associated with high numbers of Quality of Care (OR 1.53, 95% CI 1.10-2.13), Resident Behavior (OR 1.42, 95% CI 1.03-1.97) and total selected deficiencies (OR 1.54, 95% CI 1.12-2.12). Licensed nurse turnover was significantly related to Quality of Care deficiencies (OR 2.06, 95% CI 1.50-2.82) and total selected deficiencies (OR 1.71, 95% CI 1.25-2.33). When both CNA turnover and licensed nurse turnover were

Estimation of Employee Turnover with Competing Risks Models

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Grzenda Wioletta

2015-12-01

Full Text Available Employee turnover accompanies every business organization, regardless of the industry and size. Nowadays, many companies struggle with problems related to the lack of sufficient information about the nature of employee turnover processes. Therefore, comprehensive analysis of these processes is necessary. This article aims to examine the turnover of employees from a big manufacturing company using competing risks models with covariates and without covariates. This technique allows to incorporate the information about the type of employment contract termination. Moreover, Cox proportional hazard model enables the researcher to analyse simultaneously multiple factors that affect employment duration. One of the major observations is that employee remuneration level differentiates most strongly the risk of job resignation.

Missed nursing care: the impact on intention to leave and turnover.

Science.gov (United States)

Tschannen, Dana; Kalisch, Beatrice J; Lee, Kyung Hee

2010-12-01

The purpose of the study was to examine the relationship between missed nursing care, nurse turnover, and intention to leave. A cross-sectional study using the MISSCARE Survey was conducted. The sample comprised 110 patient-care units in 10 acute-care hospitals. Staffing data, turnover rates, and unit-level Case Mix Index were collected from the participating hospitals. Higher percentages of females on the unit were associated with lower turnover rates (beta = -.235, p = .010). Units with higher rates of missed care (beta = .302, p reduce intention to leave (and subsequent turnover).

A retrospective analysis of employee turnover in the health care setting.

Science.gov (United States)

Bednar, B; McMullen, N

1998-02-01

Significant factors implicated in staff turnover include: variables in organizational structure; employee characteristics; needs and values, and the nature of tasks performed. This article will present the causative factors related to turnover and the conceptual models of the motivational theorists Maslow, Herzberg, Adams, and Mobley. No quantitative or qualitative research could be found on the potential causes of turnover in freestanding dialysis clinics. The staff turnover of a for-profit dialysis company for a 12 month period will be reported by job title, tenure, and level of job satisfaction.

A Review of the Literature on Principal Turnover

Science.gov (United States)

Snodgrass Rangel, Virginia

2018-01-01

Among the many challenges facing public schools are high levels of principal turnover. Given the important role that principals play and are expected to play in the improvement process, concerns about principal turnover have resulted in a growing body of research on its causes and consequences. The purpose of this review is to take stock of what…

How Teacher Turnover Harms Student Achievement. NBER Working Paper No. 17176

Science.gov (United States)

Ronfeldt, Matthew; Lankford, Hamilton; Loeb, Susanna; Wyckoff, James

2011-01-01

Researchers and policymakers often assume that teacher turnover harms student achievement, but recent evidence calls into question this assumption. Using a unique identification strategy that employs grade-level turnover and two classes of fixed-effects models, this study estimates the effects of teacher turnover on over 600,000 New York City 4th…

'It's off to work we go!' Person-environment fit and turnover intentions in managerial and administrative mining personnel.

Science.gov (United States)

Morrow, Rachel; Brough, Paula

2017-12-14

Person-environment fit asserts that incompatibility between an employee and aspects of their work environment is more likely to lead to occupational stress. The aim of this study was to investigate the impact that varying levels of person-environment fit had on key criterion outcomes including work engagement, work-related wellbeing and turnover intentions in a unique sample of managerial and administrative mining personnel. An online self-report survey was distributed to an Australian mining organization by the company's Chief Executive Officer. Anonymous survey links were sent to staff, of which 118 participants responded. The survey consisted of previously validated measures. Hierarchical multiple regression analyses revealed significant relationships between abilities-demand fit, needs-supply fit and work engagement. Additionally, work-related wellbeing was significantly associated with increased person-organization fit and needs-supply fit. However, only needs-supply fit had a significant negative relationship with turnover intentions. Needs-supply fit significantly predicted all criterion variables. This study found that personal need fulfilment through work-related activities had the most significant impact on work-related wellbeing and work engagement. Personal need fulfilment through work also produced the most significant negative relationship with turnover intentions.

Antecedents and consequence of employee turnover intention: Empirical evidence from Ghana

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Michael A. Gyensare

2015-08-01

Full Text Available Guided by the theory of reasoned action, this study found support for the hypothesized inverse relationship between work-related factors and employee turnover intention on the one hand, and turnover intention and perceptions of accountable absence legitimacy on the other hand. Specifically, the higher employees’ turnover intent, the lower their perceptions about the accountability of their absence behavior and vice versa. The findings highlight the need to consider turnover intention as a salient construct that plays a dual role, first as a consequence variable to job satisfaction, affective and normative commitments, and next as an antecedent to accountable absence legitimacy in the workplace. The article concludes with a discussion on the significance of lessening employee turnover intent as a means of mitigating the perceptions of absence legitimacy in the workplace.

The Impact of Human Resource Management Practices on Employee Turnover

OpenAIRE

Ozoliņa-Ozola, I

2014-01-01

The aim of this research was to identify the human resource management practices that are effective for employee turnover reducing. For this purpose the methods of document analysis and expert survey were used. On the basis of analysis of the scientific literature retrieved from academic databases the human resource management practices, which were mentioned in connection with employee turnover, were detected and described its effect on employee turnover. By conducting two separate expert sur...

A case study into labour turnover within an NHS Trust.

Science.gov (United States)

Bamford, David; Hall, Catherine

2007-02-01

This paper investigates turnover in a British NHS Trust, to find out why staff left and whether factors identified in the literature with regards to improving turnover were pertinent to the organization. The research also investigated staff groups with high turnover--staff with less than 12 months service, and the unqualified nursing staff group--to ascertain whether there were any reasons for leaving or areas of dissatisfaction particular to these groups. The outcomes of the research complied with much of the published research with some interesting differences. The main reasons for leaving were identified as moving house, promotion or career development and taking up education and training opportunities elsewhere. There was no evidence of 'level of pay', commonly given as a significant influence behind turnover, as a reason for leaving. It was also found that the retention strategies identified in the published research were mainly applicable to the research, with evidence to support the improvement of line management skills, training and development, career development, appraisal, communications and induction in order to reduce turnover. There was less evidence for introducing work-life balance policies, improving communications, pay and working relationships as retention strategies. Recommendations for future management of labour turnover within the NHS Trust and elsewhere are made, with observations about the validity of some existing models. The core contribution of this research is in adding to the body of knowledge about labour turnover issues. This is of value to those working in the UK health-care and wider public sector. Specific recommendations for future research are made.

Beyond the tradition: test of an integrative conceptual model on nurse turnover.

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Battistelli, A; Portoghese, I; Galletta, M; Pohl, S

2013-03-01

This paper aimed to extend research on nurse turnover by developing and testing a theoretical model of turnover intention that includes two emergent key off-the-job constructs, work-family conflict (WFC) and community embeddedness (CE). Nurse turnover is considered one of the most significant issues in health care. There is a considerable body of knowledge that has focused on the study of the on-the-job factors of nurse turnover, showing the important role of job attitudes. Recently, WFC and job embeddedness (JE) have been identified as variables that could help explain levels of nurse turnover. Using structural equation modelling from a cross-sectional survey, the relationships between the variables were explored in a sample of 440 nurses from an Italian public hospital. The questionnaire measures demographic data and psychosocial factors such as job satisfaction, organizational commitment, WFC, CE and turnover intentions. The findings supported the importance of non-work dimensions in turnover models. The results suggest that when studying turnover phenomena in health organizations, the extra-work domains (WFC and JE) can contribute to a decrease in the intention to leave, in addition to the more typically emphasized attitude dimension. © 2012 The Authors. International Nursing Review © 2012 International Council of Nurses.

'Memory and molecular turnover,' 30 years after inception.

Science.gov (United States)

Meagher, Richard B

2014-01-01

In 1984 Sir Francis Crick hypothesized that memory is recorded in the brain as reversible modifications to DNA and protein, but acknowledged that most biomolecules turn over too rapidly to account for long-term memories. To accommodate this possible paradox he modeled an enzymatic mechanism to maintain modifications on hemi-modified multimeric symmetrical molecules. While studies on the turnover of chromatin modifications that may be involved in memory are in their infancy, an exploration of his model in the light of modern epigenetics produced somewhat surprising results. The molecular turnover rates for two classes of chromatin modifications believed to record and store durable memories were approximated from experiments using diverse approaches and were found to be remarkably short. The half-lives of DNA cytosine methylation and post-translationally modified nucleosomal histones are measured in hours and minutes, respectively, for a subset of sites on chromatin controlling gene expression. It appears likely that the turnover of DNA methylation in the brain and in neurons, in particular, is even more rapid than in other cell types and organs, perhaps accommodating neuronal plasticity, learning, and memory. The machinery responsible for the rapid turnover of DNA methylation and nucleosomal histone modifications is highly complex, partially redundant, and appears to act in a sequence specific manner. Molecular symmetry plays an important part in maintaining site-specific turnover, but its particular role in memory maintenance is unknown. Elucidating Crick's paradox, the contradiction between rapid molecular turnover of modified biomolecules and long-term memory storage, appears fundamental to understanding cognitive function and neurodegenerative disease.

Effects of a preceptorship programme on turnover rate, cost, quality and professional development.

Science.gov (United States)

Lee, Tso-Ying; Tzeng, Wen-Chii; Lin, Chia-Huei; Yeh, Mei-Ling

2009-04-01

The purpose of the present study was to design a preceptorship programme and to evaluate its effects on turnover rate, turnover cost, quality of care and professional development. A high turnover rate of nurses is a common global problem. How to improve nurses' willingness to stay in their jobs and reduce the high turnover rate has become a focus. Well-designed preceptorship programmes could possibly decrease turnover rates and improve professional development. A quasi-experimental research design was used. First, a preceptorship programme was designed to establish the role and responsibilities of preceptors in instructing new nurses. Second, a quasi-experimental design was used to evaluate the preceptorship programme. Data on new nurses' turnover rate, turnover cost, quality of nursing care, satisfaction of preceptor's teaching and preceptor's perception were measured. After conducting the preceptorship programme, the turnover rate was 46.5% less than the previous year. The turnover cost was decreased by US$186,102. Additionally, medication error rates made by new nurses dropped from 50-0% and incident rates of adverse events and falls decreased. All new nurses were satisfied with preceptor guidance. The preceptorship programme effectively lowered the turnover rate of new nurses, reduced turnover costs and enhanced the quality of nursing care, especially by reducing medication error incidents. Positive feedback about the programme was received from new nurses. Study findings may offer healthcare administrators another option for retaining new nurses, controlling costs, improving quality and fostering professional development. In addition, incentives and effective support from the organisation must be considered when preceptors perform preceptorship responsibilities.

How Multiple Interventions Influenced Employee Turnover: A Case Study.

Science.gov (United States)

Hatcher, Timothy

1999-01-01

A 3-year study of 46 textile industry workers identified causes of employee turnover (supervision, training, organizational communication) using performance analysis. A study of multiple interventions based on the analysis resulted in changes in orientation procedures, organizational leadership, and climate, reducing turnover by 24%. (SK)

Complexity Science and the Dynamics of Climate and Communication: Reducing Nursing Home Turnover

Science.gov (United States)

Anderson, Ruth A.; Corazzini, Kirsten N.; McDaniel, Reuben R.

2008-01-01

Purpose Turnover in nursing homes is a widespread problem adversely affecting care quality. Using complexity theory, we tested the effect of administrative climate, communication patterns, and the interaction between the two on turnover, controlling for facility context. Design and Methods Perceptions of administrative climate and communication were collected from 3,449 employees in 164 randomly sampled nursing homes, and they were linked to secondary data on facility characteristics, resource allocation, and turnover. We used hierarchical regression to test the hypotheses. Results Climate and communication both affected turnover, but lower turnover was dependent on the interaction between climate and communication. In nursing homes with reward-based administrative climates, higher levels of communication openness and accuracy explained lower turnover of licensed vocational nurses and certified nurse assistants, relative to nursing homes with an ambiguous climate. Adequate staffing and longer tenure of the nursing director were also important predictors of turnover. Implications Although context is important, managers can also influence turnover by addressing climate and communication patterns and by encouraging stable nursing leadership. PMID:15197292

DNA turnover and strand breaks in Escherichia coli

International Nuclear Information System (INIS)

Hanawalt, P.; Grivell, A.; Nakayama, H.

1975-01-01

The extent of DNA turnover has been measured in a dnaB mutant of Escherichia coli, temperature sensitive for semiconservative DNA replication. At the nonpermissive temperature about 0.02 percent of the deoxynucleotides in DNA are exchanged per generation period. This turnover rate is markedly depressed in the presence of rifampicin. During thymine starvation strand breaks accumulate in the DNA of E. coli strains that are susceptible to thymineless death. Rifampicin suppresses the appearance of these breaks, consistent with our hypothesis that transcription may be accompanied by repairable single-strand breaks in DNA. DNA turnover is enhanced severalfold in strands containing 5-bromodeoxyuridine in place of thymidine, possibly because the analog (or the deoxyuridine, following debromination) is sometimes recognized and excised

Job and industry turnover for registered and licensed vocational nurses.

Science.gov (United States)

Spetz, Joanne; Rickles, Jordan; Chapman, Susan; Ong, Paul M

2008-09-01

Most studies of nurse turnover focus on job turnover, which could reflect nurse advancement and thus not be detrimental to the workforce. The authors discuss findings from a study that involved 2 cohorts of graduates from registered nursing and licensed vocational nursing community college programs in California. The duration of employment in the healthcare industry, as well as with specific employers, is tracked, lending a more thorough analysis of nursing job and industry turnover than found in other studies.

Health care workplace discrimination and physician turnover.

Science.gov (United States)

Nunez-Smith, Marcella; Pilgrim, Nanlesta; Wynia, Matthew; Desai, Mayur M; Bright, Cedric; Krumholz, Harlan M; Bradley, Elizabeth H

2009-12-01

To examine the association between physician race/ ethnicity, workplace discrimination, and physician job turnover. Cross-sectional, national survey conducted in 2006-2007 of practicing physicians (n = 529) randomly identified via the American Medical Association Masterfile and the National Medical Association membership roster. We assessed the relationships between career racial/ethnic discrimination at work and several career-related dependent variables, including 2 measures of physician turnover, career satisfaction, and contemplation of career change. We used standard frequency analyses, odds ratios and chi2 statistics, and multivariate logistic regression modeling to evaluate these associations. Physicians who self-identified as nonmajority were significantly more likely to have left at least 1 job because of workplace discrimination (black, 29%; Asian, 24%; other race, 21%; Hispanic/Latino, 20%; white, 9%). In multivariate models, having experienced racial/ethnic discrimination at work was associated with high job turnover (adjusted odds ratio, 2.7; 95% CI, 1.4-4.9). Among physicians who experienced workplace discrimination, only 45% of physicians were satisfied with their careers (vs 88% among those who had not experienced workplace discrimination, p value workplace discrimination, p value Workplace discrimination is associated with physician job turnover, career dissatisfaction, and contemplation of career change. These findings underscore the importance of monitoring for workplace discrimination and responding when opportunities for intervention and retention still exist.

THE EFFECT OF JOB SATISFACTION ON IT EMPLOYEES TURNOVER INTENTION IN ISRAEL

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Ladelsky Limor

2014-07-01

Full Text Available Employee voluntary turnover is very costly for companies, particularly for the Hi-Tech sector, where the costs of their IT labor force is expensive. Employees\\' voluntary turnover has substantial negative impacts on the companies especially costs, potential loss of valuable knowledge, skills and organizational knowledge.That is why it becomes a critical issue to take address. Studies have been carried out on the reasons which lead to this tendency, however the ability to explain and predict it remains restricted.The objective of this paper is to present the reasons for voluntary turnover of employees in the IT sector in Israel from the IT employees` perspective. A broad analysis of the field literature led to the following groups of causes affecting voluntary turnover: organizational causes: Human Resource Management (HRM related, organizational culture, job related, leadership and internal marketing related; extra organizational causes: individual and, respectively, labor market related causes. This could be approached as n light of this review this article will focus on one of the extra organizational causes of voluntary turnover, i.e. the effect of job satisfaction on voluntary turnover intention among IT employees in Hi-Tech companies in Israel. This correlation was researched in an extensive empirical study among two population groups: IT employees and IT managers and by using mixed method research (combination of quantitative and qualitative research.The findings that supported the literature show job satisfaction has a negative effect on voluntary turnover intention among IT employees in Hi-Tech companies in Israel. Additionally, it was found that job satisfaction indirectly affects voluntary turnover intentions and that emotional variables such as commitment, motivation and loyalty mediate voluntary turnover intention.This finding is supported partially in the literature which only pointed out commitment as a mediating factor in the

Staff turnover in statewide implementation of ACT: relationship with ACT fidelity and other team characteristics.

Science.gov (United States)

Rollins, Angela L; Salyers, Michelle P; Tsai, Jack; Lydick, Jennifer M

2010-09-01

Staff turnover on assertive community treatment (ACT) teams is a poorly understood phenomenon. This study examined annual turnover and fidelity data collected in a statewide implementation of ACT over a 5-year period. Mean annual staff turnover across all observations was 30.0%. Turnover was negatively correlated with overall fidelity at Year 1 and 3. The team approach fidelity item was negatively correlated with staff turnover at Year 3. For 13 teams with 3 years of follow-up data, turnover rates did not change over time. Most ACT staff turnover rates were comparable or better than other turnover rates reported in the mental health and substance abuse literature.

Job satisfaction mediates subjective social status and turnover intention among Chinese nurses.

Science.gov (United States)

Feng, Danjun; Su, Shan; Yang, Yang; Xia, Jinghua; Su, Yonggang

2017-09-01

Nurse turnover is one of the reasons for the global nurse shortage. Although previous studies have examined the determinants of turnover intention in detail, there is limited knowledge on the effect of subjective social status on nurse turnover intention. Therefore, in this study, we examined this relationship, including job satisfaction as a mediator, among Chinese nurses. This cross-sectional study employed questionnaires to assess subjective social status, job satisfaction, and turnover intention in 581 nurses who were randomly recruited from 10 hospitals in Jinan, China. The results partially supported our model. Although subjective social status exerted no significant direct effect on turnover intention, it exerted a significant indirect effect through job satisfaction. These results provide a new insight into why nurses leave their jobs, and possible new solutions to the nurse turnover problem. Efforts should be made to improve nurses' subjective social status. © 2017 John Wiley & Sons Australia, Ltd.

The Modern Technologies to Reduce Turnover of Company Staff

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Zaiko Tetiana O.

2017-12-01

Full Text Available The article is aimed at analyzing and substantiating the use in practice of modern technologies to reduce turnover of staff, which do not bear significant financial costs for the company. The authors have proved that non-material measures to reduce staff turnover in companies are becoming predominant nowadays. Among them as the most important are indicated: introduction of flexible schedule (mode of work, transition to the remote form of employment, and distribution of internal shares, in particular related to the strengthening of cohesion of staff, its team spirit. Also the reasons of transition from material to intangible factors of influence on conduct of workers have been disclosed. The advantages of non-material measures of the staff turnover reduction for both employees and employers were analyzed. For the first ones the most important are motivation and job satisfaction, while for the others it is reduction of staff turnover, formation of the responsible worker, improvement of quality and productivity of work.

Pengaruh Budaya Organisasi dan Gaya Kepemimpinan Transformasional terhadap Intensi Turnover Karyawan

OpenAIRE

Ginting, Artiwinata

2016-01-01

This study aims to determine the influence of organization culture and transformational leadership style toward to employee turnover intention. Data were collected by using employee turnover intention scale, organization culture scale and transformational leadership style scale. This research involved 206 employees. The results showed that organization culture and transformational leadership style not significant influenced to employee turnover intention. The organizational culture negatively...

PENGARUH KEAMANAN KERJA PADA TURNOVER INTENTION DENGAN KEPUASAN KERJA SEBAGAI VARIABEL PEMEDIASI

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Utama I Wayan Mudiartha

2015-10-01

Full Text Available He aim of this study is to examine the effect of job security on exit intention, the effect of job security on job satisfaction, the influence of job satisfaction on turnover intention and the role of job satisfaction in mediating the relationship between job security and turnover intention. Data were collected from 56 contract administration employees at the three study programs of Faculty of Economic and Business, Udayana University and analyzed by linear regression analysis technique. The results show that job security is negatively impacts turnover intention, job security affects job satisfaction positively, job satisfaction affects turnover intention  negatively,and job satisfaction mediates the effect of job security on turnover intention.

Bone turnover in postmenopausal osteoporosis. Effect of calcitonin treatment.

Science.gov (United States)

Civitelli, R; Gonnelli, S; Zacchei, F; Bigazzi, S; Vattimo, A; Avioli, L V; Gennari, C

1988-10-01

To investigate the effectiveness of calcitonin treatment of postmenopausal osteoporosis in relation to bone turnover, we examined 53 postmenopausal osteoporotic women before and after one year of therapy with salmon calcitonin (sCT), at the dose of 50 IU every other day. Baseline evaluation revealed that 17 (32%) patients had high turnover (HTOP), and 36 (68%) normal turnover osteoporosis (NTOP) as assessed by measurement of whole body retention (WBR) of 99mTc-methylene diphosphonate. The two groups did not differ in terms of bone mineral content (BMC) measured by dual photon absorptiometry at both lumbar spine and femoral diaphysis. However, HTOP patients had higher levels of serum osteocalcin (OC) and urinary hydroxyproline excretion (HOP/Cr). Multivariate regression analysis showed no correlation between parameters of bone turnover (WBR, OC, HOP/Cr) and both femoral and vertebral bone density; the latter being negatively correlated only with the years elapsed since menopause (R2 = 0.406). Treatment with sCT resulted in a significant increase of vertebral BMC in the 53 patients taken as a whole group (+/- 7%, P less than 0.001). When the results obtained in HTOP and NTOP were analyzed separately, only those with HTOP showed a marked increment of spinal BMC (+22%, P less than 0.001), NTOP subjects neither gained nor lost bone mineral during the study. Femoral BMC decreased in the whole group after sCT therapy (-3%, P less than 0.003). However, HTOP patients maintained initial BMC values, whereas those with NTOP lost a significant amount of bone during the study period (-5%, P less than 0.001). The increase of vertebral bone mass was associated with a marked depression of bone turnover detectable in both subsets of patients and in the whole group. (a) assessment of bone turnover cannot help predict the severity of bone loss in postmenopausal osteoporosis; (b) calcitonin therapy appears to be particularly indicated for patients with high-turnover osteoporosis

Is high employee turnover really harmful?: An empirical test using company records

NARCIS (Netherlands)

Glebbeek, A.C.; Bax, E.H.

2004-01-01

We tested the hypothesis that employee turnover and firm performance have an inverted U-shaped relationship: overly high or low turnover is harmful. Our analysis was based on economic performance data from 110 offices of a temporary employment agency. These offices had high variation in turnover but

Peningkatan Komitmen Organisasi untuk Menurunkan Angka Turnover Karyawan

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Elita Halimsetiono

2014-05-01

Full Text Available Komitmen organisasi dapat diartikan sebagai suatu sikap yang harus dimiliki oleh setiap pegawai untuk menunjukkan loyalitas terhadap organisasi tempat mereka bekerja. Pada dasarnya, komitmen organisasi berkaitan erat dengan aspek-aspek psikologis dalam menerima dan memercayai nilai-nilai dan tujuan organisasi yang muncul sebagai keinginan untuk tetap mempertahankan keanggotaan dalam organisasi. Permasalahan yang sering dikaitkan dengan rendahnya komitmen organisasi adalah pindah kerja (turnover. Masalah ini memiliki dampak yang merugikan organisasi karena dapat menghambat efektivitas dan efisiensi kerja yang selanjutnya akan menurunkan tingkat produktivitas organisasi. Oleh karena itu, untuk mencegah tingginya turnover karyawan, organisasi perlu meningkatkan komitmen organisasi karyawannya. Caranya adalah dengan mengetahui faktor-faktor apa saja yang memengaruhi komitmen organisasi dan bagaimana cara untuk meningkatkan komitmen organisasi tersebut. Artikel ini membahas faktor-faktor apa saja yang memengaruhi komitmen organisasi dan cara-cara yang dapat digunakan untuk meningkatkan komitmen organisasi sebagai upaya untuk menurunkan angka turnover karyawan. Organizational commitment can be interpreted as an attitude that should be owned by every employee to demonstrate loyalty to the organization where they work. Basically, organizational commitment is closely related to the psychological aspects in the acceptance and confidence to the values and objectives of the organization that are presented through the existence of a desire to maintain membership in the organization. Problems which are associated with low organizational commitment is turnover. This problem has an adverse impact on the organization because it can inhibit the effectiveness and efficiency of the work that would lower the level of productivity of the organization. Therefore, to prevent the high employee turnover, the organization should increase the organizational commitment of

Does Judge Turnover Affect Judicial Performance?

DEFF Research Database (Denmark)

Guerra, Alice; Tagliapietra, Claudio

2017-01-01

office to another after three years of mandate, and the law prescribes their transfer after ten years to guarantee their independence. Flaws in the process managing the backlog of outbound judges and the existence of asynchrony between outbound and inbound transfers produce a chain of delays...... to the disposition of court cases. Using a novel dataset on Court of Appeal Districts in Italy (2008–2012), we provide evidence of a strong negative relation between high turnover rates and judicial performance. We find that marginal increases in judge turnover rates lead to a statistically significant decrease...... in judicial performance over two years of time...

Cogema in 1996: increasing turnover and stable net results

International Nuclear Information System (INIS)

Anon.

1997-01-01

This short article gives some financial informations about the Cogema group for 1996. The net result for 1996 reached 977 millions of French Francs (FF) with respect to 973 for the previous year. The turnover reached 34.427 billions of FF in 1996 and 30.611 in 1995, which represents a 12.5% growth. In the mining sector, the turnover has decreased to 2.853 billions of FF with respect to 3.238 in 1995. In the engineering and industry services sector the turnover of the overall companies, with the exception of Cogema, has considerably progressed (2.199 billions of FF in 1996, 1.738 in 1995). (J.S.)

Diagnosing Causes of Teacher Retention, Mobility and Turnover: Guidelines for TIF Grantees

Science.gov (United States)

Finster, Matthew

2015-01-01

To effectively address teacher turnover, Teacher Incentive Fund (TIF) grantees need to follow an approach that entails aligning the tracking, diagnosing, and intervening processes. Unfortunately, too often retention strategies are implemented without regard to the various types of teacher turnover and specific data about the causes of turnover.…

Turning Over Patient Turnover: An Ethnographic Study of Admissions, Discharges, and Transfers

Science.gov (United States)

Mowinski Jennings, Bonnie; Sandelowski, Margarete; Boshamer, Cary C.; Higgins, Melinda K.

2014-01-01

The impact on nursing work of patient turnover (admissions, discharges, and transfers) became evident in an ethnographic study of turbulence. The patient turnover data were generated from extensive observations, 21 formal interviews, and a year of admission and discharge records on one medical and one surgical unit. Timing of turnover events on the two units differed, but on both units admissions typically interrupted workflow more than did discharges, clustered admissions were more disruptive than staggered admissions, and patient turnover during change of shift was more disruptive than during medication administration. Understanding the complexity of patient turnover will elucidate the work involved and improve the evidence base for nurse staffing, a key determinant of quality and safety of care. PMID:24242196

Staff Turnover in Assertive Community Treatment (Act) Teams: The Role of Team Climate.

Science.gov (United States)

Zhu, Xi; Wholey, Douglas R; Cain, Cindy; Natafgi, Nabil

2017-03-01

Staff turnover in Assertive Community Treatment (ACT) teams can result in interrupted services and diminished support for clients. This paper examines the effect of team climate, defined as team members' shared perceptions of their work environment, on turnover and individual outcomes that mediate the climate-turnover relationship. We focus on two climate dimensions: safety and quality climate and constructive conflict climate. Using survey data collected from 26 ACT teams, our analyses highlight the importance of safety and quality climate in reducing turnover, and job satisfaction as the main mediator linking team climate to turnover. The findings offer practical implications for team management.

An Investigation of Teacher, Principal, and Superintendent Perceptions on the Ability of the National Framework for Principal Evaluations to Measure Principals' Leadership Competencies

Science.gov (United States)

Lamb, Lori D.

2014-01-01

The purpose of this qualitative study was to investigate the perceptions of effective principals' leadership competencies; determine if the perceptions of teachers, principals, and superintendents aligned with the proposed National Framework for Principal Evaluations initiative. This study examined the six domains of leadership outlined by the…

A Study of Superintendents' Power and Leadership Styles as Perceived by Local Teacher Association Representatives and Secondary School Principals in Alabama Public Schools.

Science.gov (United States)

Pounders, Barbara; And Others

The situational leadership model identifies four leadership styles--telling, selling, participating, and delegating. This paper discusses the initial findings of a study that examined the role of superintendents in Alabama. The study sought to determine if secondary school principals and local teacher-association representatives differed in their…

Factors influencing turnover intention among registered nurses in Samar Philippines.

Science.gov (United States)

Labrague, Leodoro J; Gloe, Donna; McEnroe, Denise M; Konstantinos, Kostas; Colet, Paolo

2018-02-01

Despite the massive nurse migration and turnover of nurses in the Philippines, there remains a lack of studies describing factors influencing the migration of Filipino nurses. This study explored the effects of nurses' characteristics, work satisfaction, and work stress with the intent to leave an organization among registered nurses in the Philippines. This study utilized a descriptive, cross-sectional approach. One hundred sixty six (166) nurses participated in the study during the months of September 2015 to December 2015. Three standardized instruments were used in the study: Job Satisfaction Index (JSI), Job Stress Scale (JSS), and Turnover Intention Inventory Scale (TIIS). Data were analyzed using descriptive and inferential statistical tools. Nurses' ages were found to significantly influence their turnover intentions. Job satisfaction (β=-0.47, p=0.001) and job stress (β=0.23, p=0.001) strongly predicted turnover intentions in the nurses. The mean values for the job satisfaction scale, job stress scale, and turnover intention inventory scale were 3.13 (SD=0.60), 2.74 (SD=0.71), and 2.43 (SD=0.67) respectively. Several predictors of turnover intentions were determined in this study through nurses' age, job satisfaction, and job stress as being the most influential factors. Efforts to increase nurses' job satisfaction and reduce job stress should be implemented to halt further loss of these skilled groups of healthcare professionals. Copyright © 2017 Elsevier Inc. All rights reserved.

Staff turnover in statewide implementation of ACT: relationship with ACT fidelity and other team characteristics

OpenAIRE

Rollins, Angela L.; Salyers, Michelle P.; Tsai, Jack; Lydick, Jennifer M.

2010-01-01

Staff turnover on assertive community treatment (ACT) teams is a poorly understood phenomenon. This study examined annual turnover and fidelity data collected in a statewide implementation of ACT over a 5-year period. Mean annual staff turnover across all observations was 30.0%. Turnover was negatively correlated with overall fidelity at Year 1 and 3. The team approach fidelity item was negatively correlated with staff turnover at Year 3. For 13 teams with 3 years of follow-up data, turnover ...

Employee turnover and productivity among small business entities in Nigeria

Directory of Open Access Journals (Sweden)

John N. N. Ugoani

2016-12-01

Full Text Available This study was designed to evaluate the problems of employee turnover on productivity among small business entities in Nigeria, and recommend remedial actions. Employee turnover is the separation of employees from employers and replacement with other employees. Productive manpower is a critical element for the economic survival of any small business entity. The survey research design was used for the study. The sample comprised of 320 respondents. Data generated were analyzed by using descriptive, and Z-test statistical techniques. It was found that employee turnover adversely affects productivity in small business entities.

Species turnover in tropical montane forest avifauna links to climatic correlates

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Chi-Feng Tsai

2015-01-01

Full Text Available We examined avifauna richness and composition in Taiwan’s tropical montane forests, and compared to historical records dated 22 years ago. A richness attrition of 44 species caused a discrepancy of 30.2%, and an estimated yearly turnover of 2.2%. More resident species that were narrower or lower in elevation distribution, insectivores/omnivores, small to medium-sized, forest/open-field dwelling, and canopy/ground foragers, vanished; whereas piscivores, carnivores, riparian- and shrub-dwellers, ground and mid-layer foragers, and migrants suffered by higher proportions. Occurrence frequencies of persistent species remained constant but varied among ecological groups, indicating an increased homogeneity for smaller-sized insectivores/omnivores dwelling in the forest canopy, shrub, or understory. While the overall annual temperature slightly increased, a relatively stable mean temperature was replaced by an ascending trend from the mid-1990s until 2002, followed by a cooling down. Mean maximum temperatures increased but minimums decreased gradually over years, resulting in increasing temperature differences up to over 16 °C. This accompanied an increase of extreme typhoons affecting Taiwan or directly striking these montane forests during the last decade. These results, given no direct human disturbances were noted, suggest a link between the species turnover and recent climate change, and convey warning signs of conservation concerns for tropical montane assemblages.

Biotic turnover rates during the Pleistocene-Holocene transition

Science.gov (United States)

Stivrins, Normunds; Soininen, Janne; Amon, Leeli; Fontana, Sonia L.; Gryguc, Gražyna; Heikkilä, Maija; Heiri, Oliver; Kisielienė, Dalia; Reitalu, Triin; Stančikaitė, Miglė; Veski, Siim; Seppä, Heikki

2016-11-01

The Northern Hemisphere is currently warming at the rate which is unprecedented during the Holocene. Quantitative palaeoclimatic records show that the most recent time in the geological history with comparable warming rates was during the Pleistocene-Holocene transition (PHT) about 14,000 to 11,000 years ago. To better understand the biotic response to rapid temperature change, we explore the community turnover rates during the PHT by focusing on the Baltic region in the southeastern sector of the Scandinavian Ice Sheet, where an exceptionally dense network on microfossil and macrofossil data that reflect the biotic community history are available. We further use a composite chironomid-based summer temperature reconstruction compiled specifically for our study region to calculate the rate of temperature change during the PHT. The fastest biotic turnover in the terrestrial and aquatic communities occurred during the Younger Dryas-Holocene shift at 11,700 years ago. This general shift in species composition was accompanied by regional extinctions, including disappearance of mammoth (Mammuthus primigenius) and reindeer (Rangifer tarandus) and many arctic-alpine plant taxa, such as Dryas octopetala, Salix polaris and Saxifraga aizoides, from the region. This rapid biotic turnover rate occurred when the rate of warming was 0.17 °C/decade, thus slightly lower than the current Northern Hemisphere warming of 0.2 °C/decade. We therefore conclude that the Younger Dryas-Holocene shift with its rapid turnover rates and associated regional extinctions represents an important palaeoanalogue to the current high latitude warming and gives insights about the probable future turnover rates and patterns of the terrestrial and aquatic ecosystem change.

Exit interviews to reduce turnover amongst healthcare professionals.

Science.gov (United States)

Webster, Joan; Flint, Anndrea

2014-08-19

Exit interviews are widely used in healthcare organisations to identify reasons for staff attrition, yet their usefulness in limiting turnover is unclear. To determine the effectiveness of various exit interview strategies in decreasing turnover rates amongst healthcare professionals. We searched the Cochrane EPOC Group Specialised Register; Cochrane Central Register of Controlled Trials (CENTRAL), Issue 11, 2012; MEDLINE, Ovid (1950- ); EMBASE, Ovid (1947- ); CINAHL, EbscoHost (1980- ), and PsycINFO, OVID (1806-) between October 31 and November 6, 2012. We also screened the reference lists of included studies and relevant reviews; and searched trial registries for planned and on-going studies. We did not restrict searches by language or publication date. Randomised controlled trials, controlled clinical trials, controlled before-after studies and interrupted time series studies comparing turnover rates between healthcare professionals who had undergone one form of exit interview with another form of exit interview or with no interview. Two review authors independently assessed trial quality and extracted data. The original search identified 1560 citations, of which we considered 19 potentially relevant. The two authors independently reviewed the abstracts of these studies and retrieved the full texts of eight studies. We excluded all eight following independent assessment; they were either interviews, commentaries on how to do an exit interview or descriptive studies about reasons for leaving. We found no studies that matched our inclusion criteria. For this first update, we screened 2220 citations and identified no new studies. Evidence about the effectiveness of exit interviews to reduce turnover is currently not available. However, exit interviews may provide useful information about the work environment which, in turn, may be useful in the development of interventions to reduce turnover.

Different relationships between temporal phylogenetic turnover and phylogenetic similarity and in two forests were detected by a new null model.

Science.gov (United States)

Huang, Jian-Xiong; Zhang, Jian; Shen, Yong; Lian, Ju-yu; Cao, Hong-lin; Ye, Wan-hui; Wu, Lin-fang; Bin, Yue

2014-01-01

Ecologists have been monitoring community dynamics with the purpose of understanding the rates and causes of community change. However, there is a lack of monitoring of community dynamics from the perspective of phylogeny. We attempted to understand temporal phylogenetic turnover in a 50 ha tropical forest (Barro Colorado Island, BCI) and a 20 ha subtropical forest (Dinghushan in southern China, DHS). To obtain temporal phylogenetic turnover under random conditions, two null models were used. The first shuffled names of species that are widely used in community phylogenetic analyses. The second simulated demographic processes with careful consideration on the variation in dispersal ability among species and the variations in mortality both among species and among size classes. With the two models, we tested the relationships between temporal phylogenetic turnover and phylogenetic similarity at different spatial scales in the two forests. Results were more consistent with previous findings using the second null model suggesting that the second null model is more appropriate for our purposes. With the second null model, a significantly positive relationship was detected between phylogenetic turnover and phylogenetic similarity in BCI at a 10 m×10 m scale, potentially indicating phylogenetic density dependence. This relationship in DHS was significantly negative at three of five spatial scales. This could indicate abiotic filtering processes for community assembly. Using variation partitioning, we found phylogenetic similarity contributed to variation in temporal phylogenetic turnover in the DHS plot but not in BCI plot. The mechanisms for community assembly in BCI and DHS vary from phylogenetic perspective. Only the second null model detected this difference indicating the importance of choosing a proper null model.

Estimating Cause: Teacher Turnover and School Effectiveness in Michigan

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Keesler, Venessa; Schneider, Barbara

2010-01-01

The purpose of this paper is investigate issues related to within-school teacher supply and school-specific teacher turnover within the state of Michigan using state administrative data on Michigan's teaching force. This paper 1) investigates the key predictors of teacher turnover and mobility, 2) develops a profile of schools that are likely to…

Roles of perceived exchange quality and organisational identification in predicting turnover intention

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Manish Kumar

2012-03-01

Full Text Available This paper explores whether the perceived quality of the leader–member exchange and the general environment of exchange could predict turnover intention. It further examines the role of organisational identification as an explanatory variable mediating between exchange relationships and turnover intention. The authors used three-step hierarchical linear regressions on a data set collected in two time waves. The results supported the mediating role of organisational identification for the leader–member exchange and turnover intention relationship as well as the general environment of exchange and turnover intention relationship. Moreover, as was expected, the general exchange quality had a greater impact on organisational identification compared to the leader–member exchange quality. However, the findings did not confirm the expected trend in the case of two exchange variables predicting turnover intention.

On-call work and physicians' turnover intention: the moderating effect of job strain.

Science.gov (United States)

Heponiemi, Tarja; Presseau, Justin; Elovainio, Marko

2016-01-01

Physician shortage and turnover are major problems worldwide. On-call duties may be among the risk factors of high turnover rates among physicians. We investigated whether having on-call duties is associated with physicians' turnover intention and whether job strain variables moderate this association. The present study was a cross-sectional questionnaire study among 3324 (61.6% women) Finnish physicians. The analyses were conducted using analyses of covariance adjusted for age, gender, response format, specialization status and employment sector. The results showed that job strain moderated the association between being on-call and turnover intention. The highest levels of turnover intention were among those who had on-call duties and high level of job strain characterized by high demands and low control opportunities. The lowest levels of turnover intention were among those who were not on-call and who had low strain involving low demands and high control. Also, job demands moderated the association between being on-call and turnover intention; turnover intention levels were higher among those with on-call duties and high demands than those being on-call and low demands. To conclude, working on-call was related to physicians' turnover intention particularly in those with high job strain. Health care organizations should focus more attention on working arrangements and scheduling of on-call work, provide a suitable working pace and implement means to increase physicians' participation and control over their job.

Calculation of turnover rates in stable-isotope studies

International Nuclear Information System (INIS)

Wootton, R.; Ford, G.C.; Cheng, K.N.; Halliday, D.

1985-01-01

In a comparison of glucose turnover measured with 2 H-glucose and with 13 C-glucose Tserng and Kalhan used five apparently different equations and obtained conflicting answers. There is, however, no difference in principle between the use of a stable isotope as a tracer and the use of a radioactive isotope, and the rate of appearance of tracee in a steady-state system (the turnover) can therefore be shown to be proportional to the equilibrium dilution of the infused tracer. Because the sensitivity of measurement of this dilution made using a gas chromatograph-mass spectrometer is lower than that made by radioactivity measurement, the contribution to the measured turnover rate due to the infusate cannot be neglected, as it usually is in radioisotope work. A convenient calibration curve to establish this dilution is the mole ratio of the pure infusate against the area ratio for the relevant ions. Tserng and Kalhan's apparently conflicting results for glucose-turnover using 13 C-glucose as the tracer can all be shown to amount to approximately 11.6 μmol min -1 kg -1 . This value is only slightly lower (0.05 2 H-glucose as the tracer and supports the use of 13 C-glucose as an alternative. (author)

PENGARUH JOB SATISFACTION TERHADAP OCB DAN TURNOVER INTENTION

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Febru Rida Ningsih

2015-06-01

Full Text Available This article aims to provide the impact of job satisfaction to OCB and turnover intention. This study used a quantitative method with a statistical analysis. Simple analysis regression used to test each hypotheses. The object of this research is a branch of national bank. Population in this research are entire employees of a brach of national bank that is e non frontliner employees. Non-probability sampling is used of this reseach. The measurement of job satiafaction and turnover intention variables used likert scale that developed by Rinaldi (2008 and measurement of OCB variable adopted from  Organ (1988.  The result of this research has shown that hypotheses one is rejected and hypotheses two is accepted. Eventually, through this article, an understanding that job satisfaction does not significantly influence to OCB but job satisfaction has significant influence to turnover intention.

Mentoring and turnover intentions in public accounting firms: a research note

OpenAIRE

Matthew Hall; David Smith

2009-01-01

Turnover in public accounting firms is a critically important issue as firms seek to retain quality accounting personnel in the face of skilled labour shortages. Mentoring is one initiative that has been suggested as a means of reducing the high costs associated with employee turnover. However, prior accounting research examining the association between mentoring and turnover intentions has produced mixed results, which may be due, at least in part, to difficulties in operationalizing the men...

Kramers Turnover Theory for a Triple Well Potential

International Nuclear Information System (INIS)

Pollak, E.; Talkner, P.

2001-01-01

Kramers turnover theory is solved for a particle in a symmetric triple well potential for temperatures above the crossover temperature between tunneling and activated barrier crossing. Comparison with the turnover theory for a double well potential shows that the presence of the intermediate well always leads to a decrease of the reaction rate. At most though, the rate is a factor of two smaller than in the case of a double well potential. (author)

Job Satisfaction and Employee Turnover Intention: A Case Study of Private Hospital in Erbil

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Govand Anwar

2015-09-01

Full Text Available Today it became a huge challenge for Human Resource Managers to retain the employees for longer time of period and decrease the rate of employee turnover. The main research objective is to find out the correlation between job satisfaction and employee turnover intention in private hospital in Erbil. A quantitative method was used to analyze the current study. 144 participants were involved in this study from private hospital in Erbil. The correlation between job satisfaction factor as independent factor and turnover as dependent factor, the value of R for the Job satisfaction is =.386** which indicates that turnover is a positive and weak correlation with turnover intention. The coefficients analysis for this study, the value Beta for turnover is = .386> 0.01, which supported the research hypothesis. This study showed that the there is a positive correlation between job satisfaction and employee turnover. Finally, on the turnover intentions of private hospital personnel in Erbil, most of them would quit in case if they have a better opportunities.

Nurse Knowledge, Work Environment, and Turnover in Highly Specialized Pediatric End-of-Life Care.

Science.gov (United States)

Lindley, Lisa C; Cozad, Melanie J

2017-07-01

To examine the relationship between nurse knowledge, work environment, and registered nurse (RN) turnover in perinatal hospice and palliative care organizations. Using nurse intellectual capital theory, a multivariate analysis was conducted with 2007 National Home and Hospice Care Survey data. Perinatal hospice and palliative care organizations experienced a 5% turnover rate. The professional experience of advanced practice nurses (APNs) was significantly related to turnover among RNs (β = -.032, P < .05). Compared to organizations with no APNs professional experience, clinical nurse specialists and nurse practitioners significantly reduced RN turnover by 3 percentage points. No other nurse knowledge or work environment variables were associated with RN turnover. Several of the control variables were also associated with RN turnover in the study; Organizations serving micropolitan (β = -.041, P < .05) and rural areas (β = -.037, P < .05) had lower RN turnover compared to urban areas. Organizations with a technology climate where nurses used electronic medical records had a higher turnover rate than those without (β = .036, P < .05). The findings revealed that advanced professional experience in the form of APNs was associated with reductions in RN turnover. This suggests that having a clinical nurse specialist or nurse practitioner on staff may provide knowledge and experience to other RNs, creating stability within the organization.

Numbers of simultaneous turnovers calculated from anesthesia or operating room information management system data.

Science.gov (United States)

Dexter, Franklin; Marcon, Eric; Aker, John; Epstein, Richard H

2009-09-01

More personnel are needed to turn over operating rooms (ORs) promptly when there are more simultaneous turnovers. Anesthesia and/or OR information management system data can be analyzed statistically to quantify simultaneous turnovers to evaluate whether to add an additional turnover team. Data collected for each case at a six OR facility were room, date of surgery, time of patient entry into the OR, and time of patient exit from the OR. The number of simultaneous turnovers was calculated for each 1 min of 122 4-wk periods. Our end point was the reduction in the daily minutes of simultaneous turnovers exceeding the number of teams caused by the addition of a team. Increasing from two turnover teams to three teams reduced the mean daily minutes of simultaneous turnovers exceeding the numbers of teams by 19 min. The ratio of 19 min to 8 h valued the time of extra personnel as 4.0% of the time of OR staff, surgeons, and anesthesia providers. Validity was suggested by other methods of analyses also suggesting staffing for three simultaneous turnovers. Discrete-event simulation showed that the reduction in daily minutes of turnover times from the addition of a team would likely match or exceed the reduction in the daily minutes of simultaneous turnovers exceeding the numbers of teams. Confidence intervals for daily minutes of turnover times achieved by increasing from two to three teams were calculated using successive 4-wk periods. The distribution was sufficiently close to normal that accurate confidence intervals could be calculated using Student's t distribution (Lilliefors' test P = 0.58). Analysis generally should use 13 4-wk periods as increasing the number of periods from 6 to 13 significantly reduced the coefficient of variation of the averages but not increasing the number of periods from 6 to 9 or from 9 to 13. The number of simultaneous turnovers can be calculated for each 1 min over 1 yr. The reduction in the daily minutes of simultaneous turnovers

Determinants of CEO Turnover in Publicand Private Firms in Denmark - CEO and Firm Characteristics

DEFF Research Database (Denmark)

Sponholtz, Carina

In this study we are the first to draw on longitudinal matched employer-employee data to study CEO turnover. Using this data we contribute tothe existing literature by examining the e¤ect of previously unstudied in-dividual characteristics on CEO turnover. Additionally, we are able toexamine CEO...... turnover. Finally, the inverse relationshipbetween firm performance and CEO turnover only exists in LLL firms(larger limited liability firms, both publicly and privately held), whereagency costs are assumed and found to be highest.In this study we are the first to draw on longitudinal matched employer-employee...... turnover across a variety of firm types that di¤er with re-spect to the corporate governance issues they face. Our simple methodol-ogy to define CEO turnover results in turnover rates similar to those foundpreviously. Our results indicate that CEO characteristics are an important factor in explaining CEO...

Characteristics of the Nursing Practice Environment Associated With Lower Unit-Level RN Turnover.

Science.gov (United States)

Nelson-Brantley, Heather V; Park, Shin Hye; Bergquist-Beringer, Sandra

2018-01-01

The aim of this study is to examine characteristics of the nursing practice environment associated with lower RN turnover. Identifying characteristics of the practice environment that contribute to lower RN turnover is important for meeting the national quality strategy priority of reducing healthcare costs. Data from 1002 adult care units in 162 National Database of Nursing Quality Indicators participating hospitals were analyzed using multivariate linear regression. The Practice Environment Scale of the Nursing Work Index was used to measure practice environment characteristics. RN turnover was measured at the unit level. Nursing units with higher overall ratings of the nursing practice environment had lower rates of RN turnover. Units with higher RN perceived staffing and resource adequacy experienced significantly lower RN turnover. Unit managers and hospital administrators should consider RN perception of staffing and resource adequacy and the overall practice environment when developing targeted strategies for decreasing RN turnover.

Organic Matter Quality and its Influence on Carbon Turnover and Stabilization in Northern Peatlands

Science.gov (United States)

Turetsky, M. R.; Wieder, R. K.

2002-12-01

Peatlands cover 3-5 % of the world's ice-free land area, but store about 33 % of global terrestrial soil carbon. Peat accumulation in northern regions generally is controlled by slow decomposition, which may be limited by cold temperatures and water-logging. Poor organic matter quality also may limit decay, and microbial activity in peatlands likely is regulated by the availability of labile carbon and/or nutrients. Conversely, carbon in recalcitrant soil structures may be chemically protected from microbial decay, particularly in peatlands where carbon can be buried in anaerobic soils. Soil organic matter quality is controlled by plant litter chemical composition and the susceptibility of organic compounds to decomposition through time. There are a number of techniques available for characterizing organic quality, ranging from chemical proximate or elemental analysis to more qualitative methods such as nuclear magenetic resonance, pyrolysis/mass spectroscopy, and Fourier transform infrared spectroscopy. We generally have relied on proximate analysis for quantitative determination of several organic fractions (i.e., water-soluble carbohydrates, soluble nonpolars, water-soluble phenolics, holocellulose, and acid insoluble material). Our approaches to studying organic matter quality in relation to C turnover in peatlands include 1) 14C labelling of peatland vegetation along a latitudinal gradient in North America, allowing us to follow the fate of 14C tracer in belowground organic fractions under varying climates, 2) litter bag studies focusing on the role of individual moss species in litter quality and organic matter decomposition, and 3) laboratory incubations of peat to explore relationships between organic matter quality and decay. These studies suggest that proximate organic fractions vary in lability, but that turnover of organic matter is influenced both by plant species and climate. Across boreal peatlands, measures of soil recalcitrance such as acid

Survey of pay satisfaction, job satisfaction and employee turnover in ...

African Journals Online (AJOL)

Survey of pay satisfaction, job satisfaction and employee turnover in selected business organisations in Lagos, Nigeria. ... Global Journal of Social Sciences ... The study was an attempt at investigating the relatedness of pay satisfaction, job satisfaction and employee turnover in business organizations in Lagos Nigeria.

High bone turnover in Irish professional jockeys.

LENUS (Irish Health Repository)

Waldron-Lynch, F

2012-02-01

SUMMARY: Professional jockeys are routinely exposed to high impact trauma and sustain fractures frequently. We found that jockeys restrict their caloric intake in order to maintain regulation weights, and that bone turnover is high. There are significant health and safety implications for the racing industry. INTRODUCTION: Professional jockeys routinely sustain fractures from high impact falls. Jockeys maintain a low percentage body fat and a low body mass index (BMI) to achieve low weight targets in order to race. We evaluated dietary habits and bone metabolism in jockeys. METHODS: Bone mineral density (BMD) was measured in 27 male jockeys of the 144 jockeys licensed in Ireland. Fourteen (52%) had BMD T score below -1.0, of whom 12 consented to clinical review, nutritional survey, endocrine studies, and bone turnover markers (BTM). BTM were compared to age- and sex-matched controls (n = 16). RESULTS: BMI was 20.6 +\\/- 1.7 kg\\/m(2); previous fracture frequency was 3.2 +\\/- 2.0 per rider. All had normal endocrine axes. The jockeys\\' diet as determined by a 7-day dietary recall was deficient in energy, calcium, and vitamin D intake. Compared with the control group, the jockey group had evidence of increased bone turnover. CONCLUSIONS: A substantial proportion of the professional jockeys in Ireland have low-normal BMD, low BMI, and high bone turnover that may result from weight and dietary restrictions. These factors seem to have a deleterious effect on their bone health and predispose the jockeys to a high fracture risk that should be remediated.

Turnover of 14C-glucose in soils and its relationship with soil characters

International Nuclear Information System (INIS)

Ni Jinzhi; Xu Jianmin; Xie Zhengmiao; Ye Qingfu

2001-01-01

The turnover of 14 C-glucose added in 13 soils was studied. The turnover rate of 14 C-glucose can be divided into three phases: 0 - 3d, 3 - 28d and 28 - 294d. The range of the turnover rate and half -life of 14 C-glucose were 1.3 x 10 -1 - 2.5 x 10 -1 d -1 and 3 - 5d, 0.7x 10 -2 - 1.2 x 10 -2 d -1 and 58 - 97d, 0.5 x 10 -3 - 1.4 x 10 -3 d -1 and 491 - 1504d, respectively. Correlation analysis showed that from 0 to 3 days the turnover rate of 14 C-glucose had significant positive correlation with soil qCO 2 , from 3 to 28 days, the turnover rate of 14 C-glucose had no significant correlation with soil physico-chemical and biological properties. The turnover rate of 14 C-glucose had significant or highly significant negative correlation with soil total organic carbon, total nitrogen, CEC and significant positive correlation with soil sand content during the period from 28 to 294 days. Turnover of 14 C-glucose during the third period has close correlation with soil properties

Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment.

Science.gov (United States)

Moen, Phyllis; Kelly, Erin L; Hill, Rachelle

2011-02-01

We investigate the turnover effects of an organizational innovation (ROWE-Results Only Work Environment) aimed at moving away from standard time practices to focus on results rather than time spent at work. To model rates of turnover, we draw on survey data from a sample of employees at a corporate headquarters (N = 775) and institutional records of turnover over eight months following the ROWE implementation. We find the odds of turnover are indeed lower for employees participating in the ROWE initiative, which offers employees greater work-time control and flexibility, and that this is the case regardless of employees' gender, age, or family life stage. ROWE also moderates the turnover effects of organizational tenure and negative home-to-work spillover, physical symptoms, and job insecurity, with those in ROWE who report these situations generally less likely to leave the organization. Additionally, ROWE reduces turnover intentions among those remaining with the corporation. This research moves the "opting-out" argument from one of private troubles to an issue of greater employee work-time control and flexibility by showing that an organizational policy initiative can reduce turnover.

Nurse turnover in New Zealand: costs and relationships with staffing practises and patient outcomes.

Science.gov (United States)

North, Nicola; Leung, William; Ashton, Toni; Rasmussen, Erling; Hughes, Frances; Finlayson, Mary

2013-04-01

To determine the rates and costs of nurse turnover, the relationships with staffing practises, and the impacts on outcomes for nurses and patients. In the context of nursing shortages, information on the rates and costs of nursing turnover can improve nursing staff management and quality of care. Quantitative and qualitative data were collected prospectively for 12 months. A re-analysis of these data used descriptive statistics and correlational analysis techniques. The cost per registered nurse turnover represents half an average salary. The highest costs were related to temporary cover, followed by productivity loss. Both are associated with adverse patient events. Flexible management of nursing resources (staffing below budgeted levels and reliance on temporary cover), and a reliance on new graduates and international recruitment to replace nurses who left, contributed to turnover and costs. Nurse turnover is embedded in staffing levels and practises, with costs attributable to both. A culture of turnover was found that is inconsistent with nursing as a knowledge workforce. Nurse managers did not challenge flexible staffing practices and high turnover rates. Information on turnover and costs is needed to develop strategies that retain nurses as knowledge-based workers. © 2012 Blackwell Publishing Ltd.

Lactate turnover in fast-moving vertebrates: The control of plasma metabolite fluxes

Energy Technology Data Exchange (ETDEWEB)

Weber, J.M.

1987-01-01

The goals of this thesis were: (1) to investigate the major factors involved in the regulation of plasma metabolite turnover at the whole-organism level-using lactate as a model, and (2) to determine whether endurance-adapted animals can support higher lactate turnover rates than sedentary animals. Lactate turnover was measured by bolus injection of (U{sup {minus}14}C)lacetate in skipjack tuna, Katsuwonus pelamis, and in thoroughbred race horses, Equus caballus. In tuna, turnover rates ranged from 112 to 431 umol min{sup {minus}1} kg{sup {minus}1}, and they were positively correlated with (lactate). These rates were higher than expected for a mammal of equivalent size. Plots of resting lactate and glucose turnover rates vs body mass on a log-log scale were linear for a wide range mammalian body sizes, and they showed the same slope as the classic body mass vs metabolic rate relationship.

Application of two neural network paradigms to the study of voluntary employee turnover.

Science.gov (United States)

Somers, M J

1999-04-01

Two neural network paradigms--multilayer perceptron and learning vector quantization--were used to study voluntary employee turnover with a sample of 577 hospital employees. The objectives of the study were twofold. The 1st was to assess whether neural computing techniques offered greater predictive accuracy than did conventional turnover methodologies. The 2nd was to explore whether computer models of turnover based on neural network technologies offered new insights into turnover processes. When compared with logistic regression analysis, both neural network paradigms provided considerably more accurate predictions of turnover behavior, particularly with respect to the correct classification of leavers. In addition, these neural network paradigms captured nonlinear relationships that are relevant for theory development. Results are discussed in terms of their implications for future research.

The Link between Training Satisfaction, Work Engagement and Turnover Intention

Science.gov (United States)

Memon, Mumtaz Ali; Salleh, Rohani; Baharom, Mohamed Noor Rosli

2016-01-01

Purpose: The purpose of this paper is to examine the casual relationship between training satisfaction, work engagement (WE) and turnover intention and the mediating role of WE between training satisfaction and turnover intention. Design/methodology/approach: Data were collected from 409 oil and gas professionals using an email survey…

Chemical Elements in Mulch and Litterfall of Beech Ecosystems and Their Total Turnover

Directory of Open Access Journals (Sweden)

Mariyana I. Lyubenovа

2011-07-01

Full Text Available The beech communities on the territory of Bulgaria had been objects of regional, local as well as large scale national investigations aiming their classification, determination of their ecological characteristics, conservation status, habitats etc. They are included as objects of the intensive monitoring of forest ecosystems in Bulgaria also. The investigations of chemical content of the litter – fall in these forests were conducted until now. The novelty of the present research is investigation of these elements in the mulch and the ratio between the established quantities calculation. The main goal is the biological turnover special features characterization of the investigated elements which give us a chance to define the investigated ecosystems state and functioning. The indexes as litter – mulch and acropetal coefficients were used for this aim. The content of macroelements as N, Ca and K and microelements as Pb, Zn, Mn and Fe in soils, mulch and in different litter fall fractions have been calculated. The investigation was carried out on three sample plots. During the investigation was established that the soils are characterized with acid reaction, high content of Fe, N and Mn and low content of Ca and K. The concentration of Zn and Pb are high also. The calculated average store of investigated elements in litter – fall is 81.312 kg.ha1 and in the mulch 314 kg.ha1. According to the acropetal coefficient N is accumulated mainly in the acorns, K – in the annual phytomass fractions and Ca – in the perennial fractions. The leaves and the acorns fraction accumulate Mn, and cupolas Fe. The litter – mulch coefficient vary from 1,6 (Mn to 4,2 (Pb. The tendencies of Zn and Ca turnovers acceleration are discovered, while the turnover of more investigated elements is inhibited. The litter – mulch coefficient for Zn and Ca is 0,8 and 1,4 accordingly, i.е. corresponding to the intensive type of turnovers which is not typical for the

The Edmonton Public Schools Story: Internationally Renowned Superintendent Angus McBeath Chronicles His District's Successes and Failures. Policy Brief. No. S2007-13

Science.gov (United States)

McBeath, Angus

2007-01-01

This publication is a transcript of Superintendent Angus McBeath's presentation to legislators and media at an Issues and Ideas Forum hosted by the Mackinac Center for Public Policy in Lansing, Michigan. McBeath discusses education reform in Edmonton, Alberta, Canada, including: (1) Basic Elements of Reform; (2) School Employee Union Involvement;…

The curvilinear effect of work engagement on employees' turnover intentions.

Science.gov (United States)

Caesens, Gaëtane; Stinglhamber, Florence; Marmier, Virginie

2016-04-01

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work-engaged employees have lower levels of turnover intentions than non-engaged employees. However, in this research, we examined whether there is a dark side of work engagement. More precisely, we investigated whether the relationship between work engagement and employees' turnover intentions might be non-linear. Based on two different samples, our results indicated that the relationship between work engagement and employees' turnover intentions is curvilinear. The theoretical and practical implications of these results are discussed. © 2014 International Union of Psychological Science.

Efficacy of 22Na turnover in ecopbysiological studies of carnivores

African Journals Online (AJOL)

Efficacy of 22Na turnover in ecopbysiological studies of carnivores. loS. Wilkinson and J.D. Skinner*. Mammal Research Institute, University of Pretoria, Pretoria, 0002 Republic of South Africa. Received 8 December 1986; accepted 11 August 1987. 22Na turnover rates gave overestimates of mean 23Na intake in both ...

Employee turnover: measuring the malady.

Science.gov (United States)

O'Connor, Stephen

2002-01-01

One measure of an organization's value to its employees is turnover. But how do you know if your employees are wondering if the grass is greener elsewhere? Scott Badler in his book What's So Funny about Looking for a Job? suggests a quick quiz to find out.

Work engagement, burnout and related constructs as predictors of turnover intentions

Directory of Open Access Journals (Sweden)

Janine du Plooy

2010-12-01

Research purpose: The main purpose of the study was to determine whether work engagement, burnout, organisational citizenship behaviour (OCB and work alienation are predictors of turnover intentions. Motivation for the study: Organisations operating within the 21st century face significant challenges in the management of talent and human capital. One in particular is voluntary employee turnover and the lack of appropriate business models to track this process. Research design, approach and method: A secondary data analysis (SDA was performed in a quantitative research tradition on the cross-sectional survey data collected from a large South African Information and Communication Technologies (ICT sector company (n = 2429. Main findings: The results of the study confirmed the predictive model (work engagement, burnout, OCB and work alienation of turnover intention. Specifically, work engagement and OCBs were significantly negatively related to turnover intention; whilst burnout and work alienation were significantly positively related to turnover intention. Several third-variable relationships, such as biographic and demographic variables, indicated statistical significance. Practical/managerial implications: Practical implications of the study could impact on human resource (HR value-chain activities in the form of evidence-based and improved recruitment and selection procedures, employee retention strategies and training and development interventions. Issues concerning talent management could also be addressed. Contribution/value-add: The study described in this article took Industrial/Organisational (I/O psychological concepts and linked them in unique combinations to establish better predictive validity of a new turnover intentions model.

Predictors of actual turnover in a national sample of newly licensed registered nurses employed in hospitals.

Science.gov (United States)

Brewer, Carol S; Kovner, Christine T; Greene, William; Tukov-Shuser, Magdalene; Djukic, Maja

2012-03-01

This paper is a report of a study of factors that affect turnover of newly licensed registered nurses in United States hospitals. There is a large body of research related to nursing retention; however, there is little information specific to newly licensed registered nurse turnover. Incidence rates of turnover among new nurses are unknown because most turnover data are not from nationally representative samples of nurses. This study used a longitudinal panel design to obtain data from 1653 registered nurses who were recently licensed by examination for the first time. We mailed surveys to a nationally representative sample of hospital registered nurses 1 year apart. The analytic sample consisted of 1653 nurses who responded to both survey mailings in January of 2006 and 2007. Full-time employment and more sprains and strains (including back injuries) result in more turnover. Higher intent to stay and hours of voluntary overtime and more than one job for pay reduces turnover. When we omitted intent to stay from the probit model, less job satisfaction and organizational commitment led to more turnover, confirming their importance to turnover. Magnet Recognition Award(®) hospitals and several other work attributes had no effect on turnover.   Turnover problems are complex, which means that there is no one solution to decreasing turnover. Multiple points of intervention exist. One specific approach that may improve turnover rates is hospital policies that reduce strains and sprains. © 2011 The Authors. Journal of Advanced Nursing © 2011 Blackwell Publishing Ltd.

Methyl group turnover on methyl-accepting chemotaxis proteins during chemotaxis by Bacillus subtilis

International Nuclear Information System (INIS)

Thoelke, M.S.; Casper, J.M.; Ordal, G.W.

1990-01-01

The addition of attractant to Bacillus subtilis briefly exposed to radioactive methionine causes an increase of labeling of the methyl-accepting chemotaxis proteins. The addition of attractant to cells radiolabeled for longer times shows no change in the extent of methylation. Therefore, the increase in labeling for the briefly labeled cells is due to an increased turnover of methyl groups caused by attractant. All amino acids gave enhanced turnover. This turnover lasted for a prolonged time, probably spanning the period of smooth swimming caused by the attractant addition. Repellent did not affect the turnover when added alone or simultaneously with attractant. Thus, for amino acid attractants, the turnover is probably the excitatory signal, which is seen to extend long into or throughout the adaptation period, not just at the start of it

Predicting rates of isotopic turnover across the animal kingdom: a synthesis of existing data.

Science.gov (United States)

Thomas, Stephen M; Crowther, Thomas W

2015-05-01

The stable isotopes of carbon ((12)C, (13)C) and nitrogen ((14)N, (15)N) represent powerful tools in food web ecology, providing a wide range of dietary information in animal consumers. However, identifying the temporal window over which a consumer's isotopic signature reflects its diet requires an understanding of elemental incorporation, a process that varies from days to years across species and tissue types. Though theory predicts body size and temperature are likely to control incorporation rates, this has not been tested empirically across a morphologically and phylogenetically diverse range of taxa. Readily available estimates of this relationship would, however, aid in the design of stable isotope food web investigations and improve the interpretation of isotopic data collected from natural systems. Using literature-derived turnover estimates from animal species ranging in size from 1 mg to 2000 kg, we develop a predictive tool for stable isotope ecologists, allowing for estimation of incorporation rates in the structural tissues of entirely novel taxa. In keeping with metabolic scaling theory, we show that isotopic turnover rates of carbon and nitrogen in whole organisms and muscle tissue scale allometrically with body mass raised approximately to the power -0.19, an effect modulated by body temperature. This relationship did not, however, apply to incorporation rates in splanchnic tissues, which were instead dependent on the thermoregulation tactic employed by an organism, being considerably faster in endotherms than ectotherms. We believe the predictive turnover equations we provide can improve the design of experiments and interpretation of results obtained in future stable isotopic food web studies. © 2014 The Authors. Journal of Animal Ecology © 2014 British Ecological Society.

What does nurse turnover rate mean and what is the rate?

Science.gov (United States)

Kovner, Christine T; Brewer, Carol S; Fatehi, Farida; Jun, Jin

2014-01-01

Registered nurse turnover is an important indicator of the nurse job market. Despite its wide use as a measure for health-care system analysis, there is a lack of consistency in the definition of turnover. Some definitions include any nurse leaving an organization; others may include involuntary and voluntary leaving. These inconsistent definitions also result in various turnover rates. The RN Work Project is a 10-year panel study of new nurses. Data were collected from the new nurses, rather than from a specific organization. About 17.5% of new nurses leave their first job within 1 year of starting their jobs. Consistent and accurate measurement of turnover is an important step in addressing organizational work environments and policies about the nursing workforce. © The Author(s) 2014 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

The mediating role of job satisfaction between leader-member exchange and turnover intentions.

Science.gov (United States)

Han, Guohong Helen; Jekel, Marc

2011-01-01

The aim of the present study was to investigate whether job satisfaction mediates between leader-member exchange and nurse turnover intentions. Limited knowledge is available on the mediating role of job satisfaction between leader-member exchange and turnover intentions in the nursing field. This is a cross-sectional survey study. Data were collected in a US hospital. Higher leader-member exchange was associated with lower turnover intentions (β=-0.41, PLeader-member exchange was positively related to one's job satisfaction (β=0.50, Pleader-member exchange and job satisfaction were both controlled for, the link between leader-member exchange and turnover intentions was no longer significant (β=-0.12, P>0.05). Job satisfaction mediates the link between leader-member exchange and turnover intentions. The present study reinforces the significant role of managers. Nurse managers can try to cultivate a good relationship with the nurses. This can enhance nurses' job satisfaction and in turn lower their turnover intentions. © 2010 The Authors. Journal compilation © 2010 Blackwell Publishing Ltd.

Employee motivation development opportunities seeking to reduce employee turnover

OpenAIRE

Pilukienė, Laura; Kšivickaitė, Gertūda

2014-01-01

In this article, the authors analyse one of the main nowadays human resources problem – growing employee turnover. Employee motivation process is analysed as a key competitive advantage in employee retention that leads to the growth of the business company’s productivity and competitive stability. The main goal of the article is to analyse the employee motivation and employee turnover relationship and its development possibilities in Lithuania’s business sector.

Sensitivity analysis of the model for estimation of the Adriatic sea turnover time using fallout 90Sr as a radioactive tracer

International Nuclear Information System (INIS)

Franic, Z.

2005-01-01

Reliable data on the turnover time of water in the Adriatic Sea (approximately 35000 cubic kilometres) is extremely important for any risk analysis involving various economic activities, tourism, etc. Water exchange through the Strait of Otranto between the Adriatic and the Ionian seas has been the subject of a series of experimental investigations and more recently, of some numerical studies, is extensively presented by Cushman-Roisin et al. [1]. The turnover time of the Adriatic sea water can be easily calculated from the data on water fluxes through the Strait by calculating annual water mass flowing through the Strait and dividing it by the total volume of the Adriatic sea. Literature data on the Adriatic Sea water turnover time range from minimal 0.7 to maximal 5.0 years. Using a model describing the rate of change of 9 0S r activity concentrations in the Adriatic Sea water by function minimisation to long-term experimental data, the turnover time for 9 0S r in the Adriatic was calculated to be 3.3±0.4 years. The uncertainty was estimated by Monte Carlo analysis. As 9 0S r is a reliable radiotracer for seawater, this value also reflects the sea water turnover time. Sensitivity analysis of the model, applied by varying critical parameters over their nominal values, showed that ±25% uncertainty in the estimation of the Adriatic sea water activity results in approximately ±10% change in 9 0S r mean residence time. On the other hand, a larger input of 9 0S r, either by fallout or water influx from the Ionian Sea may lead to a shorter mean residence time.Direct proportionality between 9 0S r input into the Adriatic sea and its mean residence time in the sea water suggests that 3.3 years is the upper limit of the Adriatic sea water turnover time. Namely, re-suspension from sediments could affect 9 0S r activity concentrations, acting as additional input, especially in the northern, relatively shallow part of the Adriatic.(author)

An empirical note on job turnover and internal mobility of workers

OpenAIRE

Hassink, W.H.J.

1995-01-01

I find that large firms have a higher rate of job turnover in which internal mobility of workers is involved. These firms are able to reduce turnover costs, by making use of their ability to attain a higher internal mobility rate.

Emergency room nurses' pathway to turnover intention: a moderated serial mediation analysis.

Science.gov (United States)

Bruyneel, Luk; Thoelen, Tom; Adriaenssens, Jef; Sermeus, Walter

2017-04-01

The aim of this study was to explore the association between the quality of the work environment, job characteristics, demographic characteristics and a pathway of job satisfaction, emotional exhaustion and turnover intention among nurses in emergency departments and perform subgroup analyses. Turnover intention among nurses is high. Multiple causes have been described, mostly in large studies of nurses working on general wards, often without considering complementarity of conceptual models and showing scant interest in the consistency of associations across subgroups of nurses. Cross-sectional multicentre survey. Convenience sample of 294 nurses in 11 Belgian emergency departments during 2014-2015. Indirect effects in the form of mediation and serial mediation were estimated to assess the association between work environment (Magnet model), job characteristics (Job Demand Control Support model) and turnover intention via job satisfaction and emotional exhaustion. Consistency of these indirect effects across subgroups of nurses was examined using moderated mediation analysis (conditional indirect effects). Several Magnet and Job Demand Control Support dimensions were related to turnover intention, either via job dissatisfaction (mediation) or via job satisfaction and emotional exhaustion (serial mediation). In the case of social support from supervisor, these indirect effects were only significant for female nurses, among whom turnover intention was higher. Last, nurses with more years of experience were less likely to indicate turnover intention. To maximize prevention of turnover intention at emergency departments, interventions could target early career nurses, work environment and job characteristics. Female nurses in particular may also benefit from improved social support from their supervisor. © 2016 John Wiley & Sons Ltd.

Rhizosphere bacterial carbon turnover is higher in nucleic acids than membrane lipids: implications for understanding soil carbon cycling

Directory of Open Access Journals (Sweden)

Ashish A. Malik

2015-04-01

Full Text Available Using a pulse-chase 13CO2 plant labeling experiment we compared the flow of plant carbon into macromolecular fractions of root-associated soil microorganisms. Time dependent 13C dilution patterns in microbial cellular fractions were used to calculate their turnover time. The turnover times of microbial biomolecules were found to vary: microbial RNA (19 h and DNA (30 h turned over fastest followed by chloroform fumigation extraction-derived soluble cell lysis products (14 d, while phospholipid fatty acids (PLFAs had the slowest turnover (42 d. PLFA/NLFA 13C analyses suggest that both mutualistic arbuscular mycorrhizal and saprophytic fungi are dominant in initial plant carbon uptake. In contrast, high initial 13C enrichment in RNA hints at bacterial importance in initial C uptake due to the dominance of bacterial derived RNA in total extracts of soil RNA. To explain this discrepancy, we observed low renewal rate of bacterial lipids, which may therefore bias lipid fatty acid based interpretations of the role of bacteria in soil microbial food webs. Based on our findings, we question current assumptions regarding plant-microbe carbon flux and suggest that the rhizosphere bacterial contribution to plant assimilate uptake could be higher. This highlights the need for more detailed quantitative investigations with nucleic acid biomarkers to further validate these findings.

The Prevalence of Insomnia on School Principals and Superintendents in Missouri

Science.gov (United States)

Williams, Regina Johnson

2017-01-01

Chronic insomnia can lead to depression, anxiety, cognitive difficulties, workplace absenteeism, underperformance, and high employee turnover as well as medical issues such as Alzheimer's, hypertension, myocardial infarction, obesity, and diabetes. Researchers have argued that healthful sleep is the most important factor in predicting longevity…

The perceived stress and turnover intention of direct-care staff of community residential facilities

OpenAIRE

Lightle, Kevin Eugene

1990-01-01

This study examines turnover among direct-care staff of community residential facilities. Turnover is of concern as the projected rate indicated by direct-care staff is 34%. A review of personnel records project an annual turnover rate of 40%. Stress is examined for its relationship to turnover. The Maslach Burnout Inventory is used to measure the perceived stress level of staff. Results indicate direct-care staff are not stressed to the point of burnout in two of ...

Turnover of nursing employees in a Gauteng hospital group

Directory of Open Access Journals (Sweden)

Japie Greyling

2010-11-01

Research purpose: The purpose of this study was to investigate individual determinants of voluntary turnover to identify a risk-group profile. Motivation for the study: Nursing employers should have a clearer understanding of the dynamics around nurses’ turnover behaviour and embark on strategies to retain their talent. Research design, approach and method: A survey measuring voluntary turnover was conducted among 262 professional and assistant nurses in three selected hospitals in Gauteng province using the McCarthy, Tyrrell and Cronin (2002 instrument. Pearson’s chi square with Yates’s continuity correction tested the relationship among the variables presented in a contingency table, in other words the risk group and each of the individual determinants. Main findings: Discontent with salaries was the major determinant of the nurses’ resignation. Organisational causes were nursing practices, the work environment, physical-emotional costs and employment opportunities after resignation. Practical/managerial implications: Hospital management could indeed establish a good rapport with nursing staff while facilitating respectful and ethical conduct by doctors towards nursing staff. Putting into place effective labour practices and business strategies could improve job satisfaction in the workplace. Contribution/value-add: This study contributed to a greater understanding of the personal and organisational determinants of the turnover of nurses in South African hospitals.

Adeprene influence on the turnover rate of brain noradrenaline

International Nuclear Information System (INIS)

Tyutyulkova, N.I.; Gorancheva, J.I.; Ankov, V.K.

1978-01-01

The influence of Adeprene - Bulgarian antidepressant - on the content and the turnover rate of the rat brain noradrenaline was studied. The animals were injected intraperitoneally during 5 days with 20 mg/kg Adeprene. One hour after the last administration of Adeprene, Tyrosine, labelled with 14 C was injected. The animals were sacrified on the 1st, 2nd and 4th hours after the injection of 14 C-Tyrosine. The tyrosine and noradrenaline concentration were determined spectrofluorimetrically the concentration of the compounds labelled with 14 C by means of a liquid scintillator. The turnover rate constant of noradrenaline was calculated on the basis of the obtained results and the respective formula. It was established that under the influence of Adeprene, the noradrenaline concentration in the brain rises from 0,5 g/g in the control animals to 0,6 in treated mice. The turnover rate constant of noradrenaline, however, drops to 0,9 g/g/hour as compared to 0,15 g/g/hours in the controls. The determination of the turnover rate provides an idea about the intensity of utilization and synthesis of the mediator and is considered consequently as a more radiosensitive index for the neuronal activity then the total amine content. (A.B.)

Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work

Science.gov (United States)

Arnoux-Nicolas, Caroline; Sovet, Laurent; Lhotellier, Lin; Di Fabio, Annamaria; Bernaud, Jean-Luc

2016-01-01

Perceived working conditions lead to various negative outcomes for employee behaviors, including turnover intentions. Although potential mediators for these relationships were previously identified, the importance of meaning of work has not yet been investigated. This study examines the role of this psychological resource as a mediator for the relationships between perceived working conditions and turnover intentions in a sample of 336 French workers from different job contexts. Results show that adverse working conditions were positively and significantly associated with turnover intentions. Meaning of work is negatively related to both perceived working conditions and turnover intentions. Mediation analyses for meaning of work demonstrated indirect effects of several adverse working conditions on turnover intentions. The role of meaning of work as a psychological resource for employees facing adverse working conditions is discussed, especially regarding its implications for research and practice within organizational contexts. PMID:27242616

Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work.

Science.gov (United States)

Arnoux-Nicolas, Caroline; Sovet, Laurent; Lhotellier, Lin; Di Fabio, Annamaria; Bernaud, Jean-Luc

2016-01-01

Perceived working conditions lead to various negative outcomes for employee behaviors, including turnover intentions. Although potential mediators for these relationships were previously identified, the importance of meaning of work has not yet been investigated. This study examines the role of this psychological resource as a mediator for the relationships between perceived working conditions and turnover intentions in a sample of 336 French workers from different job contexts. Results show that adverse working conditions were positively and significantly associated with turnover intentions. Meaning of work is negatively related to both perceived working conditions and turnover intentions. Mediation analyses for meaning of work demonstrated indirect effects of several adverse working conditions on turnover intentions. The role of meaning of work as a psychological resource for employees facing adverse working conditions is discussed, especially regarding its implications for research and practice within organizational contexts.

Organizational turnover as endogenous precursor of industry dynamics and organizational dissolution

NARCIS (Netherlands)

Cattani, Gino; Pennings, Johannes M.; Wezel, Filippo Carlo

2002-01-01

This paper studies the effect of organizational turnover on firm survival within the Dutch accounting service industry during the period 1880-1986. We address three issues: (1) estimating the effect of organizational turnover on organizational dissolution; (2) showing the significance of propinquity

An empirical not on job turnover and internal mobility of workers

NARCIS (Netherlands)

Hassink, W.H.J.

1996-01-01

The rate of job turnover in which the internal mobility of workers is involved is higher in large firms than in small firms. Large firms are able to reduce turnover costs by using their ability to attain a higher internal mobility rate.

Gingival crevicular fluid bone turnover biomarkers: How postmenopausal women respond to orthodontic activation.

Science.gov (United States)

Smuthkochorn, Sorapan; Palomo, J Martin; Hans, Mark G; Jones, Corey S; Palomo, Leena

2017-07-01

Bone turnover associated with orthodontic tooth movement is evidenced by increased bone turnover markers in gingival crevicular fluid (GCF). Postmenopausal women have an increased concentration of serum bone turnover markers. The filtrate of this serum makes up GCF, but little is known of the bone turnover around teeth in this cohort. The objective of this investigation was to compare the GCF bone turnover markers in premenopausal vs postmenopausal women receiving orthodontic treatment at baseline and at orthodontic activation. Twenty-eight women were enrolled in the study and separated into 2 groups: premenopausal (16) and postmenopausal (12). Bone turnover was evaluated by GCF at baseline and 24 hours after orthodontic appliance activation. GCF concentrations of RANKL and OPN were measured using ELISA. Baseline and change in concentrations were compared between groups. Baseline RANKL and OPN were significantly different between the premenopausal and postmenopausal groups (P orthodontic appliance activation in both groups (P orthodontic activation was not significantly different between groups. Although postmenopausal women have a different bone turnover profile at baseline than do their premenopausal counterparts, there is no difference in their response to orthodontic activation. This confers a level of security associated with orthodontic activation. Future studies are warranted to construct biomarker curves throughout orthodontic therapy. Copyright © 2017 American Association of Orthodontists. Published by Elsevier Inc. All rights reserved.

The relationship between clinician turnover and adolescent treatment outcomes: An examination from the client perspective

Science.gov (United States)

Garner, Bryan R.; Funk, Rodney R.; Hunter, Brooke D.

2012-01-01

The turnover of substance use disorder (SUD) treatment staff has been assumed to adversely impact treatment effectiveness, yet only limited research has empirically examined this assumption. Representing an extension of prior organizational-level analyses of the impact of staff turnover on client outcomes, this study examined the impact of SUD clinician turnover on adolescent treatment outcomes using a client perspective. Multilevel regression analysis did reveal that relative to those adolescents who did not experience clinician turnover, adolescents who experienced both direct and indirect clinician turnover reported a significantly higher percentage of days using alcohol or drugs at 6-month follow-up. However, clinician turnover was not found to have significant associations (negative or positive) with the other five treatment outcomes examined (e.g., substance-related problems, involvement in illegal activity). Thus, consistent with our prior findings, the current study provides additional evidence that turnover of SUD clinicians is not necessarily associated with adverse treatment outcomes. PMID:23083980

Hypoxic cell turnover in different solid tumor lines

International Nuclear Information System (INIS)

Ljungkvist, Anna S.E.; Bussink, Johan; Kaanders, Johannes H.A.M.; Rijken, Paulus F.J.W.; Begg, Adrian C.; Raleigh, James A.; Kogel, Albert J. van der

2005-01-01

Purpose: Most solid tumors contain hypoxic cells, and the amount of tumor hypoxia has been shown to have a negative impact on the outcome of radiotherapy. The efficacy of combined modality treatments depends both on the sequence and timing of the treatments. Hypoxic cell turnover in tumors may be important for optimal scheduling of combined modality treatments, especially when hypoxic cell targeting is involved. Methods and Materials: Previously we have shown that a double bioreductive hypoxic marker assay could be used to detect changes of tumor hypoxia in relation to the tumor vasculature after carbogen and hydralazine treatments. This assay was used in the current study to establish the turnover rate of hypoxic cells in three different tumor models. The first hypoxic marker, pimonidazole, was administered at variable times before tumor harvest, and the second hypoxic marker, CCI-103F, was injected at a fixed time before harvest. Hypoxic cell turnover was defined as loss of pimonidazole (first marker) relative to CCI-103F (second marker). Results: The half-life of hypoxic cell turnover was 17 h in the murine C38 colon carcinoma line, 23 h and 49 h in the human xenograft lines MEC82 and SCCNij3, respectively. Within 24 h, loss of pimonidazole-stained areas in C38 and MEC82 occurred concurrent with the appearance of pimonidazole positive cell debris in necrotic regions. In C38 and MEC82, most of the hypoxic cells had disappeared after 48 h, whereas in SCCNij3, viable cells that had been labeled with pimonidazole were still observed after 5 days. Conclusions: The present study demonstrates that the double hypoxia marker assay can be used to study changes in both the proportion of hypoxic tumor cells and their lifespan at the same time. The present study shows that large differences in hypoxic cell turnover rates may exist among tumor lines, with half-lives ranging from 17-49 h

Protein turnover and 3-methylhistidine excretion in non-pregnant, pregnant and gestational diabetic women

International Nuclear Information System (INIS)

Fitch, W.L.; King, J.C.

1986-01-01

Protein turnover was studied in nine non-pregnant (NP) women, eight pregnant (P) and two gestational diabetic (GDM) women. Whole body protein turnover, synthesis and catabolism rates were measured using a single oral dose of 15 N-glycine followed by measurement of enrichment of urinary ammonia. Urinary 3-methylhistidine (3MH) excretion was measured for three consecutive days, including the day of the protein turnover study. Whole body protein turnover and synthesis rates did not differ between the P and NP women, although the synthesis rates tended to be higher in the P group. Gestational diabetic women appeared to have considerably higher rates of both turnover and synthesis. Pregnant women excreted significantly more urinary 3MH than did non-pregnant women. GDM women appeared to have lower 3MH excretion than the P women. Correlation between 3MH excretion and protein turnover rates was nearly significant (p = .06) in the NP women, but was poorly correlated (p = .43) in the P women, suggesting that muscles may be a less important site of whole body protein turnover in pregnancy than in the non-pregnant state

Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: an individual differences analysis.

Science.gov (United States)

De Gieter, Sara; Hofmans, Joeri; Pepermans, Roland

2011-12-01

Nurse turnover is an important contributing factor to the worldwide nursing shortage. Many studies have examined the antecedents of nurse turnover to gain a better understanding of the problem and help hospitals reduce their turnover rates. However, an important shortcoming of this research stream is its exclusive focus on explaining turnover behavior of the "average nurse", thereby disregarding individual differences between nurses and groups of nurses. To examine individual differences in the relationships between two crucial turnover antecedents - job satisfaction and organizational commitment - and nurse turnover intention. A sample of 287 nurses working for a variety of Belgian hospitals participated in the study. A survey method was used to collect quantitative data, which were analyzed through standard multiple linear regression, mixture regression models and t-tests. In the total sample of hospital nurses, both job satisfaction and organizational commitment significantly predicted nurse turnover intention. However, subsequent individual differences analyses revealed the existence of two subgroups of nurses. In the satisfaction focused group, only job satisfaction was found to predict nurse turnover intention, whereas in the satisfaction and commitment focused group both job satisfaction and organizational commitment were related to turnover intention. Furthermore, nurses in the latter group displayed stronger turnover intention, were significantly younger and had less job tenure and organizational tenure than nurses in the satisfaction focused group. The debate on the antecedents of nurse turnover still continues, as the existing models fail to fully grasp nurse turnover. The present study identifies individual differences in nurse turnover antecedents among groups of nurses as a possible reason for the absence of one comprehensive turnover model that holds for the general nursing population. Further studies are needed in order to capture the total impact

Does value congruence between nurses and supervisors effect job satisfaction and turnover?

Science.gov (United States)

Hunt, Deborah

2014-07-01

The purpose of this study was to examine the relationship of congruency of leadership support and value of patient outcomes between nurses and nurse managers and nurses' job satisfaction and turnover intent. Turnover most often has a negative effect on an organization. Leadership support and patient outcomes have been identified as important factors, but congruency has not been studied in great detail. This quantitative non-experimental study included registered nurses (92) and nurse managers (21) in five non-magnet hospitals in the United States. Value congruence on leadership support was correlated with job satisfaction: Satisfaction in Nursing Scale (SINs)-Workload Barriers (r = 0.327, Administrative Support r = 0.544 and Collegiality = 0.920, P congruence and leadership support (Leadership Practices Inventory, LPI) was negatively correlated with turnover intent (r = 0.317, P 0.05) was noted. Value congruence of leadership support is related to job satisfaction and may be a factor in turnover intent. Nurse Administrators can use these results to develop policies to address the turnover especially in the area of leadership support. © 2013 John Wiley & Sons Ltd.

The Impact of School Accountability Laws on Measures of Trust between Indiana Public School Superintendents and Teacher Union Leaders within the Forum of Mandatory Discussion

Science.gov (United States)

Downs, Philip G.

2012-01-01

This study examines the impact of the school accountability laws "No Child Left Behind" and Indiana's Public Law 221 on Superintendents' perception of their relationship with the Teachers' Union Leader in their mandatory discussion meetings. Both school accountability laws contain provisions for the Indiana's Department of Education to…

[A study of work values, professional commitment, turnover intention and related factors among clinical nurses].

Science.gov (United States)

Wang, Kuei-Ying; Chou, Chuan-Chiang; Huang, Jui-Lan

2010-02-01

The high rate of turnover in nursing positions is a global problem. There have been few studies done addressing the relationship between work values and nurse turnover intention. The purpose of this study was to explore the relationship between work values, professional commitment and turnover intention among clinical nurses. A cross-sectional survey was conducted between February 1st to March 10th, 2008 on a convenience sample of nurses, all of whom had at least a half year of work experience at one of four teaching hospitals in Taiwan. A total of 289 valid responses were received, with a response rate of 96.3%. Major findings included: (1) Nurses who were older, had more years of school, had worked more years, held specific job duties, earned a higher salary, held Buddhist beliefs, or were married with two or more children presented higher work values and professional commitment and lower turnover intention; (2) As a group, total work values and professional commitment scores corresponded negatively with turnover intention scores; (3) Significant factors affecting turnover intent in clinical nurses included professional commitment, institution characteristics, Buddhist beliefs and salary. These four variables accounted for 52.2% of the variation in turnover intention. This study indicated that nurses with higher work values and professional commitment tend to exhibit less turnover intention. It is highly recommended to develop strategies to bolster the teaching of altruistic values and professional commitment in nursing education in order to reduce turnover intent. Also, further studies on the influence of religious beliefs and organizational attributes on nurse turnover intentions are also suggested.

Effects of breeder turnover and harvest on group composition and recruitment in a social carnivore.

Science.gov (United States)

Ausband, David E; Mitchell, Michael S; Waits, Lisette P

2017-09-01

Breeder turnover can influence population growth in social carnivores through changes to group size, composition and recruitment. Studies that possess detailed group composition data that can provide insights about the effects of breeder turnover on groups have generally been conducted on species that are not subject to recurrent annual human harvest. We wanted to know how breeder turnover affects group composition and how harvest, in turn, affects breeder turnover in cooperatively breeding grey wolves (Canis lupus Linnaeus 1758). We used noninvasive genetic sampling at wolf rendezvous sites to construct pedigrees and estimate recruitment in groups of wolves before and after harvest in Idaho, USA. Turnover of breeding females increased polygamy and potential recruits per group by providing breeding opportunities for subordinates although resultant group size was unaffected 1 year after the turnover. Breeder turnover had no effect on the number of nonbreeding helpers per group. After breeding male turnover, fewer female pups were recruited in the new males' litters. Harvest had no effect on the frequency of breeder turnover. We found that breeder turnover led to shifts in the reproductive hierarchies within groups and the resulting changes to group composition were quite variable and depended on the sex of the breeder lost. We hypothesize that nonbreeding females direct help away from non-kin female pups to preserve future breeding opportunities for themselves. Breeder turnover had marked effects on the breeding opportunities of subordinates and the number and sex ratios of subsequent litters of pups. Seemingly subtle changes to groups, such as the loss of one individual, can greatly affect group composition, genetic content, and short-term population growth when the individual lost is a breeder. © 2017 The Authors. Journal of Animal Ecology © 2017 British Ecological Society.

Leadership styles of nursing home administrators and their association with staff turnover.

Science.gov (United States)

Donoghue, Christopher; Castle, Nicholas G

2009-04-01

The purpose of this study was to examine the associations between nursing home administrator (NHA) leadership style and staff turnover. We analyzed primary data from a survey of 2,900 NHAs conducted in 2005. The Online Survey Certification and Reporting database and the Area Resource File were utilized to extract organizational and local economic characteristics of the facilities. A general linear model (GLM) was used to estimate the effects of NHA leadership style, organizational characteristics, and local economic characteristics on nursing home staff turnover for registered nurses (RNs), licensed practical nurses (LPNs), and nurse's aides (NAs). The complete model estimates indicate that NHAs who are consensus managers (leaders who solicit, and act upon, the most input from their staff) are associated with the lowest turnover levels, 7% for RNs, 3% for LPNs, and 44% for NAs. Shareholder managers (leaders who neither solicit input when making a decision nor provide their staffs with relevant information for making decisions on their own) are associated with the highest turnover levels, 32% for RNs, 56% for LPNs, and 168% for NAs. The findings indicate that NHA leadership style is associated with staff turnover, even when the effects of organizational and local economic conditions are held constant. Because leadership strategies are amenable to change, the findings of this study may be used to develop policies for lowering staff turnover.

PENGARUH WORK OVERLOAD DAN WORK FAMILY CONFLICT TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH WORK EXHAUSTION

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Nurul Hidayatin Nisa

2016-01-01

Full Text Available The purpose of this research was to examine factors that determine turnover intention in medical representative at PT. APL. To be known before that medical representatives have high percentage in turnover. The research using work exhaustion as mediation to determine the relationship between works overload and work family conflict of turnover intention. Research method is quantitative approach in causal research. The analysis tools are AMOS and T-Sobel. Findings of this research are both work overload and work family conflict berpengaruh with work exhaustion and turnover intention, work exhaustion mediated work overload and work family conflict over turnover intention.

A study on the magnitude and causes of turnover among academic ...

African Journals Online (AJOL)

Considering high turnover as a sign of failure in an educational organization, the study was conducted to assess the causes of turnover among the academic staffs of Ambo University. The study focused on six plausible factors: economic, managerial, environmental, social and technological, teaching related factors and ...

Telaah Hubungan Kepuasan Kerja Dan Komitmen Organisasional Terhadap Turnover Intention

OpenAIRE

Ali Amran; Acep Rohendi

2017-01-01

ABSTRAK Karyawan merupakan elemen yang sangat penting bagi perusahaan. Karyawan sebagai sumber daya manusia adalah penggerak utama berjalannya roda perusahaan sehingga perusahaan harus menjaga kepuasan kerja dan komitmen organisasional agar karyawan tidak berkeinginan untuk berpindah ke perusahaan lain (turnover intention). Hal ini perlu dikaji pengaruh kepuasan kerja dan komitmen organisasional terhadap turnover intention sehingga dapat bermanfaat untuk mengetahui nilai penting dari kepu...

Organizational Consequences of Staff Turnover in Outpatient Substance Abuse Treatment Programs

Science.gov (United States)

Knight, Danica K.; Edwards, Jennifer R.; Flynn, Patrick M.

2014-01-01

The purpose of this study was to examine the impact of staff turnover on perceptions of organizational demands and support among staff who remained employed in substance abuse treatment programs. The sample consisted of 353 clinical staff from 63 outpatient agencies. Two scales from the Survey of Organizational Functioning (SOF) measured work-environment demands (Stress, Inadequate Staffing), and three measured supportive work relationships (Communication, Cohesion, Peer Collaboration). Results from a series of multilevel models documented that counselors working in programs that had previously experienced high staff turnover perceived higher demands and lower support within their organization, even after controlling for other potentially burdensome factors such as budget, census, and individual measures of workload. Two individual-level variables, caseload and tenure, were important determinants of work-environment demands, but were not related to supportive work relationships. Findings suggest that staff turnover increases workplace demands and decreases perceptions of support, and underscore the need to reduce stress and minimize subsequent turnover among clinical staff. PMID:22154028

The Modern Technologies to Reduce Turnover of Company Staff

OpenAIRE

Zaiko Tetiana O.; Poplavska Oksana M.

2017-01-01

The article is aimed at analyzing and substantiating the use in practice of modern technologies to reduce turnover of staff, which do not bear significant financial costs for the company. The authors have proved that non-material measures to reduce staff turnover in companies are becoming predominant nowadays. Among them as the most important are indicated: introduction of flexible schedule (mode) of work, transition to the remote form of employment, and distribution of internal shares, in pa...

Work Overload and Turnover Intention of Junior Auditors in Greater Jakarta, Indonesia

Directory of Open Access Journals (Sweden)

Andika Pradana

2015-11-01

Full Text Available This paper aims to analyze how work overload influences turnover intentions of newly hired junior auditors in public accounting offices. Job satisfaction, work related stress and work life conflicts are used as mediating variables between work overload and turnover intention. This study employed 141 auditors from several accounting firms operating in the Greater Jakarta region. The sample was selected using purposive sampling. Three mediation hypotheses were tested using Structural Equation Modeling (SEM. The results show that work overload has a significant effect on increasing turnover intention through both job satisfaction and work related stress. In comparison, work overload does not influence turnover intention through work life balance. This may be due to the nature of the respondents, in which a majority of the newly hired accountants employed in this study are unmarried.

A role for PERK in the mechanism underlying fluoride-induced bone turnover

International Nuclear Information System (INIS)

Sun, Fei; Li, Xining; Yang, Chen; Lv, Peng; Li, Guangsheng; Xu, Hui

2014-01-01

While it has been well-documented that excessive fluoride exposure caused the skeletal disease and osteoblasts played a critical role in the advanced skeletal fluorosis, the underlying mechanism that mediated these effects remain poorly understood. The present study was undertaken to examine the effect of fluoride on bone of rats and MC3T3-E1 cells in vitro. Herein we found pathological features of high bone turnover in fluoride-treated rats, which was supported by an increase of osteogenic and osteoclastogenic genes expression in different stages of fluoride exposure. The skeletal toxicity of fluoride was accompanied by activation of endoplasmic reticulum (ER) stress and subsequent unfolded protein response (UPR). A novel finding of this study was that expression of PKR-like endoplasmic reticulum kinase (PERK) was the same trend with receptor activator for nuclear factor-κ B ligand (RANKL), and NF-E2 p45-related factor 2 (Nrf2) was the same trend with Runt-related transcription factor 2 (Runx2) in bones of rats exposed to varied fluoride condition. Based on these data, we hypothesized that up-regulation of PERK probably played a role in mediating bone turnover induced by fluoride. Action of fluoride on MC3T3-E1 cells differentiation was demonstrated through analysis of alkaline phosphatase (ALP) activity and mineralized nodules formation. Meantime, an increase of binding immunoglobulin protein (BiP) expression indicated the active ER stress in cells exposed to various dose of fluoride. Blocking PERK expression using siRNA showed the obvious decrease of osteogenic and osteoclastogenic factors expression in MC3T3-E1 cells exposed to certain dose of fluoride that could positively stimulate osteoblastic viability. In conclusion these findings underscore the importance of PERK in modulating fluoride induced bone formation and bone resorption. Understanding the link between PERK and bone turnover could probe into the mechanism underlying different bone lesion of

On the controlling mechanism of the upper turnover states in the NTC regime

KAUST Repository

Ji, Weiqi

2015-12-18

Using n-butane, n-heptane and iso-octane as representative fuels exhibiting NTC (negative temperature coefficient) behavior, comprehensive computational studies with detailed mechanisms and theoretical analysis were performed to investigate the upper stationary point, denoted as turnover states, on the NTC curve near the higher temperature regime, where the ignition delay τ exhibits a local maximum. It is found that the global behavior of the turnover states exhibits distinctive thermodynamic and kinetic characteristics under different pressures, in that the ignition delay at the turnover states shows an Arrhenius dependence on the temperature T and an approximate inverse quadratic power law dependence on the pressure P. These global behaviors imply that the temperature and pressure of the turnover states are not independent and can be correlated by Arrhenius dependence, as ln P ∝ 1/T. Further theoretical analyses demonstrate that such turnover states result from the competition between the low-temperature chain branching reactions and the decomposition of the intermediate species, and therefore correspond to a critical value, α, of the ratio of OH production from low-temperature chemistry. In addition, the ignition delay at the turnover state can be well correlated by the analytical expression derived by Peters et al., with the further demonstration that the pressure dependence of the turnover ignition delay mainly result from the H2O2 decomposition reaction. Comparison of the present results with the literature experimental data of n-heptane ignition delay time shows very good agreement.

Organisational Commitment, Job Satisfaction and Turnover ...

African Journals Online (AJOL)

This study investigated organisational commitment, job satisfaction and turnover intentions among records management personnel in Ondo State Civil Service, Akure, Nigeria. Simple random sampling technique was used to draw 240 subjects from a population size of 275 records management personnel.

Reducing Operating Room Turnover Time for Robotic Surgery Using a Motor Racing Pit Stop Model.

Science.gov (United States)

Souders, Colby P; Catchpole, Ken R; Wood, Lauren N; Solnik, Jonathon M; Avenido, Raymund M; Strauss, Paul L; Eilber, Karyn S; Anger, Jennifer T

2017-08-01

Operating room (OR) turnover time, time taken between one patient leaving the OR and the next entering, is an important determinant of OR utilization, a key value metric for hospital administrators. Surgical robots have increased the complexity and number of tasks required during an OR turnover, resulting in highly variable OR turnover times. We sought to streamline the turnover process and decrease robotic OR turnover times and increase efficiency. Direct observation of 45 pre-intervention robotic OR turnovers was performed. Following a previously successful model for handoffs, we employed concepts from motor racing pit stops, including briefings, leadership, role definition, task allocation and task sequencing. Turnover task cards for staff were developed, and card assignments were distributed for each turnover. Forty-one cases were observed post-intervention. Average total OR turnover time was 99.2 min (95% CI 88.0-110.3) pre-intervention and 53.2 min (95% CI 48.0-58.5) at 3 months post-intervention. Average room ready time from when the patient exited the OR until the surgical technician was ready to receive the next patient was 42.2 min (95% CI 36.7-47.7) before the intervention, which reduced to 27.2 min at 3 months (95% CI 24.7-29.7) post-intervention (p system changes are needed to capitalize on that result. Pit stop and other high-risk industry models may inform approaches to the management of tasks and teams.

Turnover and metabolism of phosphatidylglycerol acyl moieties in E. coli

International Nuclear Information System (INIS)

Cooper, C.L.; Rock, C.O.

1987-01-01

Fatty acids synthesized in mutants (plsB) blocked in de novo phospholipid biosynthesis were preferentially transferred to phosphatidylglycerol (PtdGro). The ratio of phospholipid species labeled with 32 P and [ 3 H]acetate in the absence of glycerol-3-P acyltransferase activity indicated that [ 3 H]acetate incorporation into PtdGro was due to fatty acid turnover. The magnitude of the turnover process was difficult to estimate due to a significant contraction of the acetyl-CoA pool following the inhibition of phospholipid synthesis. A possible connection between PtdGro turnover and protein acylation was investigated in an E. coli strain containing a lipoprotein expression vector. Cells were prelabeled with [ 3 H]acetate and lipoprotein expression was induced concomitant with the addition of exogenous [ 14 C]-palmitate. [ 14 C] Palmitate was assimilated into the l-position of phosphatidylethanolamine and transferred to the amino terminus of the lipoprotein. In contrast, the ester-linked lipoprotein fatty acids and PtdGro were not enriched in carbon-14 implying a metabolic relationship between these two pools. The data suggest that turnover of PtdGro acyl moieties is related to protein acylation, but a direct link between the two processes remains to be established

Bone Turnover Status: Classification Model and Clinical Implications

Science.gov (United States)

Fisher, Alexander; Fisher, Leon; Srikusalanukul, Wichat; Smith, Paul N

2018-01-01

Aim: To develop a practical model for classification bone turnover status and evaluate its clinical usefulness. Methods: Our classification of bone turnover status is based on internationally recommended biomarkers of both bone formation (N-terminal propeptide of type1 procollagen, P1NP) and bone resorption (beta C-terminal cross-linked telopeptide of type I collagen, bCTX), using the cutoffs proposed as therapeutic targets. The relationships between turnover subtypes and clinical characteristic were assessed in1223 hospitalised orthogeriatric patients (846 women, 377 men; mean age 78.1±9.50 years): 451(36.9%) subjects with hip fracture (HF), 396(32.4%) with other non-vertebral (non-HF) fractures (HF) and 376 (30.7%) patients without fractures. Resalts: Six subtypes of bone turnover status were identified: 1 - normal turnover (P1NP>32 μg/L, bCTX≤0.250 μg/L and P1NP/bCTX>100.0[(median value]); 2- low bone formation (P1NP ≤32 μg/L), normal bone resorption (bCTX≤0.250 μg/L) and P1NP/bCTX>100.0 (subtype2A) or P1NP/bCTX0.250 μg/L) and P1NP/bCTXturnover (both markers elevated ) and P1NP/bCTX>100.0 (subtype 4A) or P1NP/bCTX75 years and hyperparathyroidism. Hypoalbuminaemia and not using osteoporotic therapy were two independent indicators common for subtypes 3, 4A and 4B; these three subtypes were associated with in-hospital mortality. Subtype 3 was associated with fractures (OR 1.7, for HF OR 2.4), age>75 years, chronic heart failure (CHF), anaemia, and history of malignancy, and predicted post-operative myocardial injury, high inflammatory response and length of hospital stay (LOS) above10 days. Subtype 4A was associated with chronic kidney disease (CKD), anaemia, history of malignancy and walking aids use and predicted LOS>20 days, but was not discriminative for fractures. Subtype 4B was associated with fractures (OR 2.1, for HF OR 2.5), age>75 years, CKD and indicated risks of myocardial injury, high inflammatory response and LOS>10 days. Conclusions: We

Relating microbial community structure to functioning in forest soil organic carbon transformation and turnover.

Science.gov (United States)

You, Yeming; Wang, Juan; Huang, Xueman; Tang, Zuoxin; Liu, Shirong; Sun, Osbert J

2014-03-01

Forest soils store vast amounts of terrestrial carbon, but we are still limited in mechanistic understanding on how soil organic carbon (SOC) stabilization or turnover is controlled by biotic and abiotic factors in forest ecosystems. We used phospholipid fatty acids (PLFAs) as biomarker to study soil microbial community structure and measured activities of five extracellular enzymes involved in the degradation of cellulose (i.e., β-1,4-glucosidase and cellobiohydrolase), chitin (i.e., β-1,4-N-acetylglucosaminidase), and lignin (i.e., phenol oxidase and peroxidase) as indicators of soil microbial functioning in carbon transformation or turnover across varying biotic and abiotic conditions in a typical temperate forest ecosystem in central China. Redundancy analysis (RDA) was performed to determine the interrelationship between individual PFLAs and biotic and abiotic site factors as well as the linkage between soil microbial structure and function. Path analysis was further conducted to examine the controls of site factors on soil microbial community structure and the regulatory pathway of changes in SOC relating to microbial community structure and function. We found that soil microbial community structure is strongly influenced by water, temperature, SOC, fine root mass, clay content, and C/N ratio in soils and that the relative abundance of Gram-negative bacteria, saprophytic fungi, and actinomycetes explained most of the variations in the specific activities of soil enzymes involved in SOC transformation or turnover. The abundance of soil bacterial communities is strongly linked with the extracellular enzymes involved in carbon transformation, whereas the abundance of saprophytic fungi is associated with activities of extracellular enzymes driving carbon oxidation. Findings in this study demonstrate the complex interactions and linkage among plant traits, microenvironment, and soil physiochemical properties in affecting SOC via microbial regulations.

Peptide Level Turnover Measurements Enable the Study of Proteoform Dynamics.

Science.gov (United States)

Zecha, Jana; Meng, Chen; Zolg, Daniel Paul; Samaras, Patroklos; Wilhelm, Mathias; Kuster, Bernhard

2018-05-01

The coordination of protein synthesis and degradation regulating protein abundance is a fundamental process in cellular homeostasis. Today, mass spectrometry-based technologies allow determination of endogenous protein turnover on a proteome-wide scale. However, standard dynamic SILAC (Stable Isotope Labeling in Cell Culture) approaches can suffer from missing data across pulse time-points limiting the accuracy of such analysis. This issue is of particular relevance when studying protein stability at the level of proteoforms because often only single peptides distinguish between different protein products of the same gene. To address this shortcoming, we evaluated the merits of combining dynamic SILAC and tandem mass tag (TMT)-labeling of ten pulse time-points in a single experiment. Although the comparison to the standard dynamic SILAC method showed a high concordance of protein turnover rates, the pulsed SILAC-TMT approach yielded more comprehensive data (6000 proteins on average) without missing values. Replicate analysis further established that the same reproducibility of turnover rate determination can be obtained for peptides and proteins facilitating proteoform resolved investigation of protein stability. We provide several examples of differentially turned over splice variants and show that post-translational modifications can affect cellular protein half-lives. For example, N-terminally processed peptides exhibited both faster and slower turnover behavior compared with other peptides of the same protein. In addition, the suspected proteolytic processing of the fusion protein FAU was substantiated by measuring vastly different stabilities of the cleavage products. Furthermore, differential peptide turnover suggested a previously unknown mechanism of activity regulation by post-translational destabilization of cathepsin D as well as the DNA helicase BLM. Finally, our comprehensive data set facilitated a detailed evaluation of the impact of protein

Constituent attachment and voluntary turnover in low-wage/low-skill service work.

Science.gov (United States)

Ellingson, Jill E; Tews, Michael J; Dachner, Alison M

2016-01-01

This paper draws on life stage theory, ethnographic research conducted in the service sector, and evidence for secondary segmentation within the low-wage/low-skill labor force to offer evidence that social bond development with coworkers can help reduce the high rate of turnover observed in low-wage/low-skill service work. Contrary to the belief that these employees will leave before social ties can develop, constituent attachment was found to be the only significant predictor of turnover in 2 samples of front-line service workers in a casual dining, national restaurant chain after controlling for other aspects of work that can create a sense of attachment to a job, and other job attitudes, such as satisfaction and commitment. However, the effect was dependent on developmental life stage. Constituent attachment reduced turnover among workers classified as emerging adults, whereas constituent attachment did little to affect turnover among nonemerging adults. Implications of the results are discussed with respect to the value of considering segmentation in future research on turnover in the service sector and the use of life stage theory for understanding the leaving behavior of workers in different stages of adulthood. (c) 2016 APA, all rights reserved).

WORK OVERLOAD AND TURNOVER INTENTION OF JUNIOR AUDITORS IN GREATER JAKARTA, INDONESIA

Directory of Open Access Journals (Sweden)

Andika Pradana

2015-11-01

Full Text Available This paper aims to analyze how work overload influences turnover intentions of newly hired junior auditors in public accounting offices. Job satisfaction, work related stress and work life conflicts are used as mediating variables between work overload and turnover intention. This study employed 141 auditors from several accounting firms operating in the Greater Jakarta region. The sample was selected using purposive sampling. Three mediation hypotheses were tested using Structural Equation Modeling (SEM. The results show that work overload has a significant effect on increas- ing turnover intention through both job satisfaction and work related stress. In comparison, work overload does not influence turnover intention through work life balance. This may be due to the nature of the respondents, in which a majority of the newly hired accountants employed in this study are unmarried.

A multistudy examination of organizational stressors, emotional labor, burnout, and turnover in sport organizations.

Science.gov (United States)

Larner, R J; Wagstaff, C R D; Thelwell, R C; Corbett, J

2017-12-01

While a growing body of research has examined the types of organizational stressors encountered by individuals and their allied responses, little is known about how such individuals manage their emotional responses to these stressors or the consequences of such behaviors. This article presents novel findings from two studies examining the moderating role that emotional labor plays in the relationship between the frequency of organizational stressor experience, burnout, turnover intentions, and actual turnover in sport. In study 1, participants (n=487) completed measures of organizational stressors (OSI-SP), emotional labor (ELS), burnout (ABQ), and turnover intentions. In study 2, a 6-month longitudinal design was used to examine measures of organizational stressors (OSI-SP), emotional labor (ELS), turnover intentions, and actual turnover. Study 1 showed that surface acting moderated the relationship between the frequency of organizational stressors and burnout in sport. Further, surface acting acted as an important mechanism through which burnout mediated the relationship between the frequency of organizational stressors and turnover intentions. Study 2 showed that surface acting moderated the relationship between the organizational stressor frequency and turnover intentions-but not actual turnover-over time. These results highlight the importance of surface acting in understanding how individuals respond to organizational stressors encountered in sport, expanding our understanding of the positive and negative responses component of the meta-model of stress, emotions, and performance. These findings also highlight potentially deleterious emotion-management behaviors that practitioners might consider when aiming to support individuals encountering organizational stressors in sport. © 2017 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

The Link between HR Attributions and Employees’ Turnover Intentions

Directory of Open Access Journals (Sweden)

Juliana Caesaria Tandung

2016-02-01

Full Text Available Human Resources Management (HRM is part of the organizational functions that contribute to the effectiveness of a firm’s performance, and brings an organization a competitive advantage through the implementation of its Human Resources (HR practices. HR practices adopted by management are perceived or attributed subjectively by individual employees, and can in turn affect the employees’ attitudes and behavior (e.g. Job satisfaction and turnover intention. The purpose of this study is to contribute to the process-based approach by investigating the effect of HR attributions on turnover intentions, with job satisfaction playing a mediating role. The analysis is on the individual level, with 454 respondents from various organizations within the Netherlands. The results show that HR attributions can affect the turnover intention, through the presence of job satisfaction. Thus, it can be said that it is important to always consider the employees’ attitudes and behavior when examining their perception of HR practices, and in predicting their intention to leave.

Relationship between ICU nurses' moral distress with burnout and anticipated turnover.

Science.gov (United States)

Shoorideh, Foroozan Atashzadeh; Ashktorab, Tahereh; Yaghmaei, Farideh; Alavi Majd, Hamid

2015-02-01

Moral distress is one of intensive care unit nurses' major problems, which may happen due to various reasons, and has several consequences. Due to various moral distress outcomes in intensive care unit nurses, and their impact on nurses' personal and professional practice, recognizing moral distress is very important. The aim of this study was to determine correlation between moral distress with burnout and anticipated turnover in intensive care unit nurses. This study is a descriptive-correlation research. A total of 159 intensive care unit nurses were selected from medical sciences universities in Iran. Data collection instruments included "demographic questionnaire," "ICU Nurses' Moral Distress Scale," "Copenhagen Burnout Inventory" and "Hinshaw and Atwood Turnover Scale." Data analysis was done by using SPSS19. Informed consent from samples and research approval was obtained from Shahid Beheshti Medical Sciences University Research Ethics Board in Tehran. The findings showed intensive care unit nurses' moral distress and anticipated turnover was high, but burnout was moderate. The results revealed that there was a positive statistical correlation between intensive care unit nurses' age, their work experience and the fraction of nurses' number to number of intensive care unit beds with their moral distress and burnout. However, there were no correlation between gender, marriage status, educational degree and work shift and moral distress. Some of the findings of this research are consistent with other studies and some of them are inconsistent. Similarly, moral distress with burnout and anticipated turnover did not have statistical correlation. However, a positive correlation was found between burnout and anticipated turnover. The results showed that increase in the recruitment of young nurses, and nursing personnel, and diminishing intensive care unit nurses' moral distress, burnout and their turnover intention are essential. © The Author(s) 2014.

The relationships between organisational citizenship behaviour, job satisfaction and turnover intention.

Science.gov (United States)

Tsai, Yafang; Wu, Shih-Wang

2010-12-01

This study aims to explore the relationships between organisational citizenship behaviour, job satisfaction and turnover intention. Because of the changing health policies landscape, Taiwan's hospital administrators are facing major cost reduction challenges. Specifically, the high turnover rate of nurses represents a hindrance and a human resource cost. This study focuses on ways of reducing the employee turnover rate through enhanced organisational citizenship behaviour and job satisfaction. A cross-sectional study. This study focuses on hospital nurses in Taiwan. Our research samples were obtained from one medical centre, three regional hospitals and seven district hospitals. Out of 300 questionnaires distributed among samples, 237 were completed and returned. Pearson's correlation was used to test for relationships among the main variables. One-way analysis of variance and Scheffé's post hoc analysis were employed to test the influence of demographic data on the main variables. The results reveal that the nurses' job satisfaction has a significantly positive correlation with organisational citizenship behaviour and a negative correlation with turnover intention. This study has proven that the turnover intention of clinical nurses is related to their organisational citizenship behaviour and job satisfaction. Hospital administrators can reduce the turnover intention by meeting nurses' needs and by promoting their organisational citizenship behaviour. Organisational citizenship behaviour involves behaviour that encourages staff to endeavour to voluntarily improve organisational performance without lobbying for compensation. Employees' job satisfaction includes satisfaction with the working environment or welfare programme in the context of human resource initiatives. Similarly, human resource protocols may serve as the starting point for promoting staff organisational citizenship behaviour. Administrators in clinical healthcare are encouraged to meet their

Organizational consequences of staff turnover in outpatient substance abuse treatment programs.

Science.gov (United States)

Knight, Danica K; Becan, Jennifer E; Flynn, Patrick M

2012-03-01

The purpose of this study was to examine the impact of staff turnover on perceptions of organizational demands and support among staff who remained employed in substance abuse treatment programs. The sample consisted of 353 clinical staff from 63 outpatient agencies. Two scales from the Survey of Organizational Functioning measured work environment demands (stress and inadequate staffing), and 3 measured supportive work relationships (communication, cohesion, and peer collaboration). Results from a series of multilevel models documented that counselors working in programs that had previously experienced high staff turnover perceived higher demands and lower support within their organization, even after controlling for other potentially burdensome factors such as budget, census, and individual measures of workload. Two individual-level variables, caseload and tenure, were important determinants of work environment demands but were not related to supportive work relationships. Findings suggest that staff turnover increases workplace demands, decreases perceptions of support, and underscores the need to reduce stress and minimize subsequent turnover among clinical staff. Copyright © 2012 Elsevier Inc. All rights reserved.

Dual pathways for ribonucleic acid turnover in WI-38 but not in I-cell human diploid fibroblasts

International Nuclear Information System (INIS)

Sameshima, M.; Liebhaber, S.A.; Schlessinger, D.

1981-01-01

The turnover rates of /sup 3/H-labeled 18S ribosomal ribonucleic acid (RNA), 28S ribsomal RNA, transfer RNA, and total cytoplasmic RNA were very similar in growing WI-38 diploid fibroblasts. The rate of turnover was at least twofold greater when cell growth stopped due to cell confluence, /sup 3/H irradiation, or treatment with 20 mM NaN/sub 3/ or 2 mM NaF. In contrast, the rate of total /sup 3/H-protein turnover was the same in growing and nongrowing cells. Both RNA and protein turnovers were accelerated at least twofold in WI-38 cells deprived of serum, and this increase in turnover was inhibited by NH/sub 4/Cl. These results are consistent with two pathways for RNA turnover, oe of them being nonlysosomal and the other being lyosome mediated (NH/sub 4/Cl sensitive), as has been suggested for protein turnover. Also consistent with the notion of two pathways for RNA turnover were findings with I-cells, which are deficient for many lysosomal enzymes, and in which all RNA turnover were nonlysosomal (NH/sub 4/Cl resistant)

Turnover, staffing, skill mix, and resident outcomes in a national sample of US nursing homes.

Science.gov (United States)

Trinkoff, Alison M; Han, Kihye; Storr, Carla L; Lerner, Nancy; Johantgen, Meg; Gartrell, Kyungsook

2013-12-01

The authors examined the relationship of staff turnover to selected nursing home quality outcomes, in the context of staffing and skill mix. Staff turnover is a serious concern in nursing homes as it has been found to adversely affect care. When employee turnover is minimized, better care quality is more likely in nursing homes. Data from the National Nursing Home Survey, a nationally representative sample of US nursing homes, were linked to Nursing Home Compare quality outcomes and analyzed using logistic regression. Nursing homes with high certified nursing assistant turnover had significantly higher odds of pressure ulcers, pain, and urinary tract infections even after controlling for staffing, skill mix, bed size, and ownership. Nurse turnover was associated with twice the odds of pressure ulcers, although this was attenuated when staffing was controlled. This study suggests turnover may be more important in explaining nursing home (NH) outcomes than staffing and skill mix and should therefore be given greater emphasis.

Transformational leadership moderates the relationship between emotional exhaustion and turnover intention among community mental health providers.

Science.gov (United States)

Green, Amy E; Miller, Elizabeth A; Aarons, Gregory A

2013-08-01

Public sector mental health care providers are at high risk for burnout and emotional exhaustion which negatively affect job performance and client satisfaction with services. Few studies have examined ways to reduce these associations, but transformational leadership may have a positive effect. We examine the relationships between transformational leadership, emotional exhaustion, and turnover intention in a sample of 388 community mental health providers. Emotional exhaustion was positively related to turnover intention, and transformational leadership was negatively related to both emotional exhaustion and turnover intention. Transformational leadership moderated the relationship between emotional exhaustion and turnover intention, indicating that having a transformational leader may buffer the effects of providers' emotional exhaustion on turnover intention. Investing in transformational leadership development for supervisors could reduce emotional exhaustion and turnover among public sector mental health providers.

Leaf and fine root carbon stocks and turnover are coupled across Arctic ecosystems.

Science.gov (United States)

Sloan, Victoria L; Fletcher, Benjamin J; Press, Malcolm C; Williams, Mathew; Phoenix, Gareth K

2013-12-01

Estimates of vegetation carbon pools and their turnover rates are central to understanding and modelling ecosystem responses to climate change and their feedbacks to climate. In the Arctic, a region containing globally important stores of soil carbon, and where the most rapid climate change is expected over the coming century, plant communities have on average sixfold more biomass below ground than above ground, but knowledge of the root carbon pool sizes and turnover rates is limited. Here, we show that across eight plant communities, there is a significant positive relationship between leaf and fine root turnover rates (r(2) = 0.68, P turnover rates of both leaf (r(2) = 0.63, P community scale. These ecological relationships not only demonstrate close links between above and below-ground plant carbon dynamics but also allow plant carbon pool sizes and their turnover rates to be predicted from the single readily quantifiable (and remotely sensed) parameter of LAI, including the possibility of estimating root data from satellites. © 2013 John Wiley & Sons Ltd.

Turnover and vacancy rates for registered nurses: do local labor market factors matter?

Science.gov (United States)

Rondeau, Kent V; Williams, Eric S; Wagar, Terry H

2008-01-01

Turnover of nursing staff is a significant issue affecting health care cost, quality, and access. In recent years, a worldwide shortage of skilled nurses has resulted in sharply higher vacancy rates for registered nurses in many health care organizations. Much research has focused on the individual, group, and organizational determinants of turnover. Labor market factors have also been suggested as important contributors to turnover and vacancy rates but have received limited attention by scholars. This study proposes and tests a conceptual model showing the relationships of organization-market fit and three local labor market factors with organizational turnover and vacancy rates. The model is tested using ordinary least squares regression with data collected from 713 Canadian hospitals and nursing homes. Results suggest that, although modest in their impact, labor market and the organization-market fit factors do make significant yet differential contributions to turnover and vacancy rates for registered nurses. Knowledge of labor market factors can substantially shape an effective campaign to recruit and retain nurses. This is particularly true for employers who are perceived to be "employers-of-choice."

A Study on the Employee Turnover Antecedents in ITES/BPO Sector

Science.gov (United States)

Sree Rekha, K. R.; Kamalanabhan, T. J.

2010-01-01

This paper aims at testing a conceptual model connecting variables of the internal and external work environment to ITES/BPO employee turnover. Based on the gaps identified from the literature that no single model explains in a comprehensive way as to why, people choose to leave and the lack of turnover studies on call centers located in India.…

Dynamic structure of stock communities: a comparative study between stock returns and turnover rates

Science.gov (United States)

Su, Li-Ling; Jiang, Xiong-Fei; Li, Sai-Ping; Zhong, Li-Xin; Ren, Fei

2017-07-01

The detection of community structure in stock market is of theoretical and practical significance for the study of financial dynamics and portfolio risk estimation. We here study the community structures in Chinese stock markets from the aspects of both price returns and turnover rates, by using a combination of the PMFG and infomap methods based on a distance matrix. An empirical study using the overall data set shows that for both returns and turnover rates the largest communities are composed of specific industrial or conceptional sectors and the correlation inside a sector is generally larger than the correlation between different sectors. However, the community structure for turnover rates is more complex than that for returns, which indicates that the interactions between stocks revealed by turnover rates may contain more information. This conclusion is further confirmed by the analysis of the changes in the dynamics of community structures over five sub-periods. Sectors like banks, real estate, health care and New Shanghai take turns to comprise a few of the largest communities in different sub-periods, and more interestingly several specific sectors appear in the communities with different rank orders for returns and turnover rates even in the same sub-period. To better understand their differences, a comparison between the evolution of the returns and turnover rates of the stocks from these sectors is conducted. We find that stock prices only had large changes around important events while turnover rates surged after each of these events relevant to specific sectors, which shows strong evidence that the turnover rates are more susceptible to exogenous shocks than returns and its measurement for community detection may contain more useful information about market structure.

The relationship between family-to-work conflict of employee and co-workers' turnover intention

Directory of Open Access Journals (Sweden)

Tavakol Sharafi

2012-01-01

Full Text Available Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work conflict (FWC experienced by the employee also affects the turnover intention of a co-worker. We predict that the employee's FWC has an effect on the co-worker's turnover intention through the crossover of positive and negative work attitudes. Using a sample of 154 co-worker dyads, we found that the employee FWC was positively related to co-worker turnover intention through the crossover of (reduced work engagement. Results show that family matters at work, affecting employee. In addition, employee's job engagement was positively related to his (her co-worker job engagement and it was negatively related co-worker turnover intention and employee's FWC was not positively related to co-worker turnover intention trough the crossover of (reduced feelings of engagement.

Reversal in the relationship between species richness and turnover in a phytoplankton community.

Science.gov (United States)

Matthews, Blake; Pomati, Francesco

2012-11-01

Negative relationships between species richness and the rate of compositional turnover are common, suggesting that diverse communities have greater stability than depauperate ones; however, the mechanistic basis for this pattern is still widely debated. Species richness and turnover can covary either because they are mechanistically linked or because they share common environmental drivers. Few empirical studies have combined long-term changes in community composition with multiple drivers of environmental change, and so little is known about how the underlying mechanisms of species coexistence interact with changes in the mean and variability of environmental conditions. Here, we use a 33 year long time series (1976-2008) of phytoplankton community composition from Lake Zurich, to examine how environmental variation influences the relationship between richness and annual turnover. We find that the relationship between richness and annual turnover reverses midway through the time series (1992-1993), leading to a hump-shaped relationship between species richness and annual turnover. Using structural equation modeling we show that annual turnover and diversity are independently associated with different drivers of environmental change. Furthermore, we find that the observed annual sequences of community assembly give rise to rates of species accumulation that are more heterogeneous through time than expected by chance, likely owing to a high proportion of species showing significant autocorrelation and to strong positive covariation in the occurrences of species.

The Relationship between Organizational Justice and Turnover Intention: A Survey on Hospital Nurses

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Mobin Sokhanvar

2016-04-01

Full Text Available Introduction: High organizational justice and its factors are associated with reduced turnover intention. Therefore, in this study, we aimed to examine the relationship between organizational justice and turnover intention among hospital nurses. Materials and Methods: This descriptive, analytical study was conducted on 135 nurses working in Labafi Nejad Hospital in Tehran, Iran, 2015. The data were collected using Beugre's (1998 questionnaire of organizational justice questionnaire. To analyze the data, Pearson’s correlation and ANOVA tests were performed using SPSS, version 20. Results: Mean organizational justice and turnover intention scores were 68.85±7.67 and 47.8±12.47, respectively. Among the different types of organizational justice, the highest mean score was pertinent to interactional justice (75.24±16.68. A significant inverse correlation was observed between turnover intention and organizational justice (r=-0.36, interactional justice (r=-0.38, and procedural justice (r=-0.36, while no association was noted between turnover intention and systemic and distributive types of justice. Furthermore, there was no link between demographic variables, organizational justice, and turnover intention. Conclusion: Considering the prominent role of organizational justice in personnel’s intention to leave their job, and given high costs of recruiting and training new staff, managers should pay especial attention to promoting justice and employees’ satisfaction and enhancing stability in their organizations by reinforcing positive attitudes in the employees.

Home nurses' turnover intentions: the impact of informal supervisory feedback and self-efficacy.

Science.gov (United States)

Van Waeyenberg, Thomas; Decramer, Adelien; Anseel, Frederik

2015-12-01

To examine how home nurses' turnover intentions are affected by the quality and frequency of supervisory feedback and by their own self-efficacy. Little is known about effective retention strategies for the growing home healthcare sector that struggles to retain an adequate workforce. While the work environment and supervisors have been found to play a key-role in nurses' turnover intentions, home nurses mostly work autonomously and apart from their supervisors. These circumstances require a customized approach and need to be understood to ensure high-quality home health care. We used a correlational, cross-sectional survey design. A convenience sample of 312 home nurses was selected from a division of a large home health care organization in Flanders, Belgium. Data were collected in 2013 using structured questionnaires and analysed using descriptive statistics, structural equation modelling and relative weight analysis. The quality of feedback was related to lower levels of turnover intentions. This relationship was fully mediated by home nurses' self-efficacy. Frequent favourable feedback was directly related to lower turnover intentions while the relationship between frequent unfavourable feedback and turnover intentions was conditional on home nurses' level of self-efficacy. This study contributes to our understanding of home nurses' turnover intentions and the role of informal supervisory feedback and home nurses' self-efficacy. © 2015 John Wiley & Sons Ltd.

Impact of work engagement on turnover intention: moderation by psychological capital in India

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Manish Gupta

2017-08-01

Full Text Available With increased number of employment opportunities in India, employers are increasingly finding it difficult to control employee turnover. Nonetheless, positive psychologists argue that one of the ways to face this challenge is by understanding the positive factors such as, work engagement and personal resources that negatively affect employees’ turnover intention. Therefore, the objective of this study is to examine the moderating role of psychological capital in the work engagement – employee turnover intention relationship. Hierarchical regression was used to analyze a sample of 228 employees working in diverse industries. The findings indicate that psychological capital moderates the relationship between work engagement and intention to turnover. The findings augment the theory of self and role by identifying moderating role of personal resources in strengthening the negative relationship between work engagement and turnover intention. Managers may take steps to enhance the employee-co-worker and employee-supervisor relationship either by promoting team related activities or by enabling their employees to work independently. Also, in order to save the cost of hiring a new candidate and losing an experienced employee, managers may create mechanisms for measuring work engagement of at least their key employees or a regular basis. This paper fulfils an identified need to study how psychological capital plays a key role in affecting the work engagement–employee turnover intention relationship in Indian context.

Linking HRM Practices and Institutional Setting to Collective Turnover: An Empirical Exploration

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Dirk Van Dierendonck

2016-12-01

Full Text Available The present study addresses the relationship between human resources management (HRM practices and employee turnover by taking into account the influence of socioeconomic environment. Data was collected at company level with an international sample of 830 companies from 12 countries (Netherlands, Belgium, United Kingdom, Brazil, Switzerland, China, France, Italy, Poland, Germany, South Africa, and Spain. A division into four bundles of human resources (HR practices is introduced: remunerative, communication, developmental, and well-being practices. The influence of the socioeconomic environment was factored in by including the institutional setting in terms of the level of coordination as a country-level variable. The results showed that collective turnover is related to both a country’s institutional determinants and to company HR practices. Remunerative HR practices may have a negative influence in terms of enhancing turnover, particularly within countries high in coordination. HR well-being practices are the most beneficial practices in terms of reducing employee turnover. Our study adds to our knowledge on the relation between HR practices and turnover from an international perspective. It complements the empirical knowledge on the effectiveness of HRM practices in a cross-national setting and supports the notion that the institutional context should be given more attention when studying HR effectiveness.

El Niño drought increased canopy turnover in Amazon forests.

Science.gov (United States)

Leitold, Veronika; Morton, Douglas C; Longo, Marcos; Dos-Santos, Maiza Nara; Keller, Michael; Scaranello, Marcos

2018-03-25

Amazon droughts, including the 2015-2016 El Niño, may reduce forest net primary productivity and increase canopy tree mortality, thereby altering both the short- and the long-term net forest carbon balance. Given the broad extent of drought impacts, inventory plots or eddy flux towers may not capture regional variability in forest response to drought. We used multi-temporal airborne Lidar data and field measurements of coarse woody debris to estimate patterns of canopy turnover and associated carbon losses in intact and fragmented forests in the central Brazilian Amazon between 2013-2014 and 2014-2016. Average annualized canopy turnover rates increased by 65% during the drought period in both intact and fragmented forests. The average size and height of turnover events was similar for both time intervals, in contrast to expectations that the 2015-2016 El Niño drought would disproportionally affect large trees. Lidar-biomass relationships between canopy turnover and field measurements of coarse woody debris were modest (R 2  ≈ 0.3), given similar coarse woody debris production and Lidar-derived changes in canopy volume from single tree and multiple branch fall events. Our findings suggest that El Niño conditions accelerated canopy turnover in central Amazon forests, increasing coarse woody debris production by 62% to 1.22 Mg C ha -1  yr -1 in drought years . No claim to original US Government works New Phytologist © 2018 New Phytologist Trust.

Intention to leave the profession: antecedents and role in nurse turnover.

Science.gov (United States)

Parry, Julianne

2008-10-01

This paper is a report of a study to examine the relationship between intention to change profession and intention to change employer among newly graduated nurses. Few studies of the worldwide nursing workforce shortage consider the contribution of changing professions to the shortage. Organizational behaviour research has identified that professional commitment and organizational commitment have an important role in organizational turnover and that professional commitment and intention to change professions may have a greater role in organizational turnover than is presently understood. A model of the relationships between affective professional commitment job satisfaction, organizational commitment, intention to change professions and organizational turnover intention was developed through review of the organizational behaviour literature and tested using path analysis. The sample was drawn from all nurses in Queensland, Australia, entering the workforce for the first time in 2005. The model was tested with a final sample size of 131 nurses in the initial period of exposure to the workplace. Affective professional commitment and organizational commitment were statistically significantly related to intention to change professions. Job satisfaction, organizational commitment and intention to change professions were statistically significantly related to intention to change employer. Turnover research in nursing should include intention to change professions as well as intention to change employer. Policies and practices that enhance the development of affective professional commitment prior to exposure to the workplace and support affective professional commitment, job satisfaction and organizational commitment in the workplace are needed to help reduce nurse turnover.

Estimates of grassland biomass and turnover time on the Tibetan Plateau

Science.gov (United States)

Xia, Jiangzhou; Ma, Minna; Liang, Tiangang; Wu, Chaoyang; Yang, Yuanhe; Zhang, Li; Zhang, Yangjian; Yuan, Wenping

2018-01-01

The grassland of the Tibetan Plateau forms a globally significant biome, which represents 6% of the world’s grasslands and 44% of China’s grasslands. However, large uncertainties remain concerning the vegetation carbon storage and turnover time in this biome. In this study, we quantified the pool size of both the aboveground and belowground biomass and turnover time of belowground biomass across the Tibetan Plateau by combining systematic measurements taken from a substantial number of surveys (i.e. 1689 sites for aboveground biomass, 174 sites for belowground biomass) with a machine learning technique (i.e. random forest, RF). Our study demonstrated that the RF model is effective tool for upscaling local biomass observations to the regional scale, and for producing continuous biomass estimates of the Tibetan Plateau. On average, the models estimated 46.57 Tg (1 Tg = 1012g) C of aboveground biomass and 363.71 Tg C of belowground biomass in the Tibetan grasslands covering an area of 1.32 × 106 km2. The turnover time of belowground biomass demonstrated large spatial heterogeneity, with a median turnover time of 4.25 years. Our results also demonstrated large differences in the biomass simulations among the major ecosystem models used for the Tibetan Plateau, largely because of inadequate model parameterization and validation. This study provides a spatially continuous measure of vegetation carbon storage and turnover time, and provides useful information for advancing ecosystem models and improving their performance.

Corporate governance mechanisms in family firms: Evidence from CEO turnovers

OpenAIRE

González, Maximiliano; Guzmán, Alexander; Pombo, Carlos; Trujillo, María Andréa

2013-01-01

Research Question/Issue: How sensitive is CEO turnover to firm performance in the context of family firms? Research Findings/Insights: Using a detailed database of mostly non-listed Colombian firms, we found that family ownership (direct and indirect through pyramidal structures) reduces the probability of CEO turnover when financial performance has been poor; however, we found that the opposite effect is true when families participate actively on the board of directors. These results hold tr...

Prediction of Employee Turnover in Organizations using Machine Learning Algorithms

OpenAIRE

Rohit Punnoose; Pankaj Ajit

2016-01-01

Employee turnover has been identified as a key issue for organizations because of its adverse impact on work place productivity and long term growth strategies. To solve this problem, organizations use machine learning techniques to predict employee turnover. Accurate predictions enable organizations to take action for retention or succession planning of employees. However, the data for this modeling problem comes from HR Information Systems (HRIS); these are typically under-funded compared t...

Liquid Crystal Gel Reduces Age Spots by Promoting Skin Turnover

OpenAIRE

Mina Musashi; Ariella Coler-Reilly; Teruaki Nagasawa; Yoshiki Kubota; Satomi Kato; Yoko Yamaguchi

2014-01-01

Studies have shown that liquid crystals structurally resembling the intercellular lipids in the stratum corneum can beneficially affect the skin when applied topically by stimulating the skin’s natural regenerative functions and accelerating epidermal turnover. In the present study, the effects of applying low concentrations of a liquid crystal gel of our own creation were evaluated using epidermal thickening in mouse skin as an assay for effective stimulation of epidermal turnover. A liquid ...

How Does Supervisor Support Influence Turnover Intent Among Frontline Hospital Workers? The Mediating Role of Affective Commitment.

Science.gov (United States)

Nichols, Helen M; Swanberg, Jennifer E; Bright, Charlotte Lyn

2016-01-01

Turnover among frontline hospital service workers can disrupt organizational effectiveness, reduce profitability, and limit the ability to provide high-quality, patient-centered care. This concern is compounded by the increasing reliance on frontline supervisors to manage this workforce, often without necessary training and support. However, research addressing the relationship between frontline supervisor support and intent to turnover among service workers and the process by which these variables are related is limited. By surveying 270 housekeeping and dietary service workers employed at 2 US hospitals, this study examined the relationship between supervisor support and turnover intent and assessed the mediating role of affective commitment between supervisor support and intent to turnover. Turnover intentions were lower for workers who reported greater levels of supervisor support and affective commitment; both supervisor support and affective commitment were significant predictors of turnover intent when tested individually. However, when controlling for affective commitment, supervisor support no longer predicted turnover intent, indicating that affective commitment fully mediated the relationship between supervisor support and intent to turnover. Implications for further research and organizational practice are discussed.

The mediating effects of job satisfaction on turnover intention for long-term care nurses in Taiwan.

Science.gov (United States)

Kuo, Huai-Ting; Lin, Kuan-Chia; Li, I-Chuan

2014-03-01

This study explores the mediating effects of job satisfaction on work stress and turnover intention among long-term care nurses in Taiwan. Healthcare institutions face a nursing shortage, and it is important to examine the factors that influence turnover intention among nurses. Excessive levels of work stress may lead to employee dissatisfaction and a significant inverse relationship between work stress and job satisfaction, including subsequent effects on turnover among nurses. However, little is known about the mediating role of job satisfaction on work stress and turnover intention among long-term care nurses. A cross-sectional survey and a correlation design were used. Multistage linear regression was used to test the mediation model. This study showed that job satisfaction significantly mediated the relationship between work stress and turnover intention. Thirty-eight percent of the variance in turnover intention explained by work stress was accounted for by the mediation pathway. The results of this study showed that higher job satisfaction significantly decreased work stress and turnover intention among long-term care nurses. This study provides nursing administrators with a resource to build a supportive environment to increase nurses' job satisfaction and to decrease their stress and turnover. © 2013 John Wiley & Sons Ltd.

The mediating effect of emotional intelligence between emotional labour, job stress, burnout and nurses' turnover intention.

Science.gov (United States)

Hong, Eunyoung; Lee, Young Sook

2016-12-01

This study was designed to construct and test the structural equation modelling on nurses' turnover intention including emotional labour, job stress, emotional intelligence and burnout in order to identify the mediating effect of emotional intelligence between those variables. Emotional labour, job stress and burnout increase turnover intention of nurses. However, emotional intelligence is negatively correlated with emotional labour and reduces job stress, burnout and turnover intention. Structural equation modelling was used to analyse the goodness of fit of the hypothetical model of nurses' turnover intention. Research data were collected via questionnaires from 4 to 22 August 2014 and analysed using SPSS version 18.0 and AMOS version 20.0. The model fit indices for the hypothetical model were suitable for recommended. Emotional intelligence has decreasing effect on turnover intention through burnout, although its direct effect on turnover intention is not significant. Emotional intelligence has mediation effect between emotional labour and burnout. This study's results suggest that increasing emotional intelligence might critically decrease nurses' turnover intention by reducing the effect of emotional labour on burnout. © 2016 John Wiley & Sons Australia, Ltd.

Effects of role stress on nurses' turnover intentions: The mediating effects of organizational commitment and burnout.

Science.gov (United States)

Han, Sang-Sook; Han, Jeong-Won; An, Young-Suk; Lim, So-Hee

2015-10-01

This paper was designed to extend the extant research regarding factors related to nurses' turnover intentions. This survey-based study was based on a path analysis designed to verify a hypothesized causal model involving nurses' role stress, organizational commitment, turnover intentions, and burnout. This study distributed 500 questionnaires to nurses in general hospitals with more than 500 beds located in Seoul, Korea, during 16-30 April 2012. Role conflict, an underlying factor in role stress, had no significant effect on role stress, but the results showed that role ambiguity reduced organizational commitment. On the other hand, role conflict and role ambiguity increased the level of burnout. Organizational commitment reduced turnover intentions, and burnout increased turnover intentions. Role conflict and role ambiguity had no direct effect on turnover intentions, but they had indirect effects on organizational commitment and burnout. To reduce nurses' turnover rate, this study recommends developing plans to improve their organizational commitment because it mediates role stress and turnover intention. © 2014 The Authors. Japan Journal of Nursing Science © 2014 Japan Academy of Nursing Science.

Further examination of predictors of turnover intention among mental health professionals.

Science.gov (United States)

Yanchus, N J; Periard, D; Osatuke, K

2017-02-01

WHAT IS KNOWN ON THE SUBJECT?: When mental health professionals leave organizations, detrimental effects on quality of patient care occur. Reasons for leaving include incivility, lack of autonomy, perceptions of unfair treatment and feeling psychologically unsafe at work. This paper sought to investigate additional reasons why mental health professionals intend to quit or to cognitively withdraw from their jobs. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE?: Past research on this topic is limited in its scope and data. Mainly fragmented evidence is available about predictors of job satisfaction and turnover intention (i.e. different mental health occupations examined in separate studies). Only two existing studies that examined broader mental health provider groups were limited by including few workforce settings, small sample sizes and insufficiently rigorous statistical analyses. We examined four occupations (mental health nurses, social workers, psychologists and psychiatrists), each represented through a large sample in multiple settings, all within one large healthcare network with complex patients. Our contribution is finding additional predictors (supervisory support, emotional exhaustion) of job satisfaction/turnover intention. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Organizations can consider using culture change initiatives to increase civility at work; this includes leadership support and role modelling of workplace behaviours. Leaders should monitor staffing levels and high workloads to pre-empt emotional exhaustion, which predicts turnover. Hiring and training supervisors should involve not only technical expertise, but also 'soft skills' necessary for creating civil and supportive work environments. Leaders and managers should use employee feedback data (e.g. organizational surveys) to learn about the workplace environments, and address areas of employees' concern. Introduction Given the global shortage of mental health professionals, high turnover

Biochemical Markers of Joint Tissue Turnover

DEFF Research Database (Denmark)

Bay-Jensen, Anne-Christine; Sondergaard, Bodil Cecilie; Christiansen, Claus

2009-01-01

available for the study of tissue turnover in each of the three compartments of the articular joint, that is the bone, the cartilage, and the synovium. Finally, we provide some perspective to future developments in biomarker discovery and discuss the potential impact such technologies could have on the drug...

An application of Six Sigma methodology to turnover intentions in health care.

Science.gov (United States)

Taner, Mehmet

2009-01-01

The purpose of this study is to show how the principles of Six Sigma can be applied to the high turnover problem of doctors in medical emergency services and paramedic backup. Six Sigma's define-measure-analyse-improve-control (DMAIC) is applied for reducing the turnover rate of doctors in an organisation operating in emergency services. Variables of the model are determined. Explanatory factor analysis, multiple regression, analysis of variance (ANOVA) and Gage R&R are employed for the analysis. Personal burnout/stress and dissatisfaction from salary were found to be the "vital few" variables. The organisation took a new approach by improving its initiatives to doctors' working conditions. Sigma level of the process is increased. New policy and process changes have been found to effectively decrease the incidence of turnover intentions. The improved process is gained, standardised and institutionalised. This study is one of the few papers in the literature that elaborates the turnover problem of doctors working in the emergency and paramedic backup services.

Special K: testing the potassium link between radioactive rubidium (86Rb) turnover and metabolic rate.

Science.gov (United States)

Tomlinson, Sean; Mathialagan, Priya D; Maloney, Shane K

2014-04-01

The measurement of (86)Rb turnover recently has been suggested as a useful method for measuring field metabolic rate in small animals. We investigated a proposed mechanism of (86)Rb turnover, its analogy to K(+), by comparing the turnover of (86)Rb in a model insect, the rhinoceros beetle Xylotrupes gideon, fed a diet of plum jam or plum jam enriched with K(+) or Rb(+). The turnover of (86)Rb in the beetles on the K(+) and the Rb(+) diets was higher than that for beetles on the jam diet (F2,311=32.4; P=1.58×10(-13)). We also exposed the beetles to different ambient temperatures to induce differences in metabolic rate ( ) while feeding them the jam and K(+) diets. was higher at higher ambient temperature (Ta) for both jam (F1,11=14.56; P=0.003) and K(+) (F1,8=15.39; P=0.004) dietary groups, and the turnover of (86)Rb was higher at higher Ta for both jam (F1,11=10.80; P=0.007) and K(+) (F1,8=12.34; P=0.008) dietary groups. There was a significant relationship between (86)Rb turnover and for both the jam (F1,11=35.00; P=1.0×10(-3)) and the K(+) (F1,8=64.33; P=4.3×10(-5)) diets, but the relationship differed between the diets (F1,19=14.07; P=0.001), with a higher (86)Rb turnover in beetles on the K(+)-enriched than on the jam diet at all Ta. We conclude that (86)Rb turnover is related to K(+) metabolism, and that this is the mechanism of the relationship between (86)Rb turnover and . Studies relating (86)Rb turnover to should maintain dietary [K] as close as possible to that of natural diets for the most accurate calibrations for free-ranging animals.

Lifetime, turnover time, and fast magnetic field regeneration in random flows

International Nuclear Information System (INIS)

Tanner, S. E. M.

2007-01-01

The fast dynamo is thought to be relevant in the regeneration of magnetic fields in astrophysics where the value of the magnetic Reynolds number (Rm) is immense. The fast dynamo picture is one in which chaotic flows provide a mechanism for the stretching of magnetic field lines. Furthermore, a cascade of energy down to small scales results in intermittent regions of a small-scale, intense magnetic field. Given this scenario it is natural to invoke the use of kinematic random flows in order to understand field regeneration mechanisms better. Here a family of random flows is used to study the effects that L, the lifetime of the cell, and τ, the turnover time of the cell, may have on magnetic field regeneration. Defining the parameter Γ=L/τ, it has been varied according to Γ>1, Γ<1, Γ∼O(1). In the kinematic regime, dynamo growth rates and Lyapunov exponents are examined at varying values of Rm. The possibility of fast dynamo action is considered. In the nonlinear regime, magnetic and kinetic energies are examined. Results indicate that there does appear to be a relationship between Γ and dynamo efficiency. In particular, the most efficient dynamos seem to operate at lower values of Γ

To leave or not to leave : When receiving interpersonal citizenship behavior influences an employee's turnover intention

NARCIS (Netherlands)

Regts, Gerdien; Molleman, Eric

Given that few studies have examined relational bases for voluntary employee turnover, the purpose of the article is to examine whether work relationships explain employee turnover intention. Adopting a social relational perspective on employee turnover, we investigated the effect of receiving

Tethered to work: A family systems approach linking mobile device use to turnover intentions.

Science.gov (United States)

Ferguson, Merideth; Carlson, Dawn; Boswell, Wendy; Whitten, Dwayne; Butts, Marcus M; Kacmar, K Michele Micki

2016-04-01

We examined the use of a mobile device for work during family time (mWork) to determine the role that it plays in employee turnover intentions. Using a sample of 344 job incumbents and their spouses, we propose a family systems model of turnover and examine 2 paths through which we expect mWork to relate to turnover intentions: the job incumbent and the spouse. From the job incumbent, we found that the job incumbent's mWork associated with greater work-to-family conflict and burnout, and lower organizational commitment. From the spouse, we found that incumbent mWork and greater work-to-family conflict associated with increased resentment by the spouse and lower spousal commitment to the job incumbent's organization. Both of these paths played a role in predicting job incumbent turnover intentions. We discuss implications and opportunities for future research on mWork for integrating work and family into employee turnover intentions. (c) 2016 APA, all rights reserved).

Pengaruh Iklim Organisasi dan Kepuasan Kerja Terhadap Intensi Turnover Guru Yayasan Hajjah Rachmah Nasution

OpenAIRE

Yunisa, Karlina

2015-01-01

Maintaining employees with qualified performance is one of the organization’s strategy for improvement. Employees are one of important asset for organization. The higher of employee’s turnover may create instability on work condition that caused organization’s ineffective and inefficient. When turnover intention become high, organizational climate and job satisfaction become important element to reduce turnover intention. This study was conducted to investigate the influence of organizational...

Toward a Theoretical Model of Employee Turnover: A Human Resource Development Perspective

Science.gov (United States)

Peterson, Shari L.

2004-01-01

This article sets forth the Organizational Model of Employee Persistence, influenced by traditional turnover models and a student attrition model. The model was developed to clarify the impact of organizational practices on employee turnover from a human resource development (HRD) perspective and provide a theoretical foundation for research on…

Provisional English Translation by the IAEA of Notification Faxes Sent by the Fukushima Daiichi NPP Site Superintendent to Off-Site Officials on 11 March 2011. Annex I of Technical Volume 3

International Nuclear Information System (INIS)

2015-01-01

This annex contains a provisional English translation of the faxes sent by the Fukushima Daiichi NPP Site Superintendent to METI, the Governor of Fukushima Prefecture and the Mayors of Okuma and Futaba on 11 March 2011

Analysis of Soil Structure Turnover with Garnet Particles and X-Ray Microtomography.

Directory of Open Access Journals (Sweden)

Steffen Schlüter

Full Text Available Matter turnover in soil is tightly linked to soil structure which governs the heterogeneous distribution of habitats, reaction sites and pathways in soil. Thereby, the temporal dynamics of soil structure alteration is deemed to be important for essential ecosystem functions of soil but very little is known about it. A major reason for this knowledge gap is the lack of methods to study soil structure turnover directly at microscopic scales. Here we devise a conceptual approach and an image processing workflow to study soil structure turnover by labeling some initial state of soil structure with small garnet particles and tracking their fate with X-ray microtomography. The particles adhere to aggregate boundaries at the beginning of the experiment but gradually change their position relative to the nearest pore as structure formation progresses and pores are destructed or newly formed. A new metric based on the contact distances between particles and pores is proposed that allows for a direct quantification of soil structure turnover rates. The methodology is tested for a case study about soil compaction of a silty loam soil during stepwise increase of bulk density (ρ = {1.1, 1.3, 1.5} g/cm3. We demonstrate that the analysis of mean contact distances provides genuinely new insights about changing diffusion pathways that cannot be inferred neither from conventional pore space attributes (porosity, mean pore size, pore connectivity nor from deformation analysis with digital image correlation. This structure labeling approach to quantify soil structure turnover provides a direct analogy to stable isotope labeling for the analysis of matter turnover and can be readily combined with each other.

Analysis of Soil Structure Turnover with Garnet Particles and X-Ray Microtomography.

Science.gov (United States)

Schlüter, Steffen; Vogel, Hans-Jörg

2016-01-01

Matter turnover in soil is tightly linked to soil structure which governs the heterogeneous distribution of habitats, reaction sites and pathways in soil. Thereby, the temporal dynamics of soil structure alteration is deemed to be important for essential ecosystem functions of soil but very little is known about it. A major reason for this knowledge gap is the lack of methods to study soil structure turnover directly at microscopic scales. Here we devise a conceptual approach and an image processing workflow to study soil structure turnover by labeling some initial state of soil structure with small garnet particles and tracking their fate with X-ray microtomography. The particles adhere to aggregate boundaries at the beginning of the experiment but gradually change their position relative to the nearest pore as structure formation progresses and pores are destructed or newly formed. A new metric based on the contact distances between particles and pores is proposed that allows for a direct quantification of soil structure turnover rates. The methodology is tested for a case study about soil compaction of a silty loam soil during stepwise increase of bulk density (ρ = {1.1, 1.3, 1.5} g/cm3). We demonstrate that the analysis of mean contact distances provides genuinely new insights about changing diffusion pathways that cannot be inferred neither from conventional pore space attributes (porosity, mean pore size, pore connectivity) nor from deformation analysis with digital image correlation. This structure labeling approach to quantify soil structure turnover provides a direct analogy to stable isotope labeling for the analysis of matter turnover and can be readily combined with each other.

Turnover intention among Italian nurses: the moderating roles of supervisor support and organizational support.

Science.gov (United States)

Galletta, Maura; Portoghese, Igor; Penna, Maria Pietronilla; Battistelli, Adalgisa; Saiani, Luisa

2011-06-01

The purpose of this study was to examine the variables that are related to person-environment fit in Italian nurses, highlighting the role of supervisor support and organizational support in the relationship between nurses' perceptions of care adequacy, job satisfaction, and turnover intention. Therefore, 1240 nurses from three hospitals completed a self-administered questionnaire. The results showed that supervisor support and organizational support act differently as moderators of the care adequacy-job satisfaction-turnover intention relationship. Finally, job satisfaction was a mediating variable between care adequacy and turnover intention. These findings have important implications for hospitals because they help to promote effective work environments and to reduce turnover intention. © 2011 Blackwell Publishing Asia Pty Ltd.

No turnover in lens lipids for the entire human lifespan.

Science.gov (United States)

Hughes, Jessica R; Levchenko, Vladimir A; Blanksby, Stephen J; Mitchell, Todd W; Williams, Alan; Truscott, Roger J W

2015-03-11

Lipids are critical to cellular function and it is generally accepted that lipid turnover is rapid and dysregulation in turnover results in disease (Dawidowicz 1987; Phillips et al., 2009; Liu et al., 2013). In this study, we present an intriguing counter-example by demonstrating that in the center of the human ocular lens, there is no lipid turnover in fiber cells during the entire human lifespan. This discovery, combined with prior demonstration of pronounced changes in the lens lipid composition over a lifetime (Hughes et al., 2012), suggests that some lipid classes break down in the body over several decades, whereas others are stable. Such substantial changes in lens cell membranes may play a role in the genesis of age-related eye disorders. Whether long-lived lipids are present in other tissues is not yet known, but this may prove to be important in understanding the development of age-related diseases.

Career Anchors of United States Air Force Information Systems Workers: A Turnover Predictor

National Research Council Canada - National Science Library

Wynne, Lee

2002-01-01

...) and the work of Schein (1987) to measure the career anchors, job satisfaction, and turnover intention of AF IS workers to determine if those whose job type and career anchor match report higher satisfaction and lower turnover...

Modelling assessment of oil sands pit lakes turn-over potential

International Nuclear Information System (INIS)

Mackenzie, I.; Vandenberg, J.; Lauzon, N.; Takyi, A.

2006-01-01

Pit lakes form when surface mining operations are discontinued and dewatering is terminated. Their use as a treatment step for oil sands surface mining reclamation waters was discussed. The goal of the End Pit Lake Subgroup of the Cumulative Environmental Management Association is to establish guidelines that will enable operators to achieve acceptable water quality for these lakes. Although both biological and physical processes affect turn-over potential, this presentation focused on the size of pit lakes, their depth, starting lake salinity concentrations, inflow rates and inflow salinity flux. These parameters where selected because of their influence on density gradients and turn-over potential. One-dimensional and two-dimensional modelling simulations were performed to examine turnover potential for a large range of pit lake configurations and conditions. The pit lake scenarios chosen for this modelling study included a wide range of changes in 3 lake sizes (1, 4 and 8 km 2 ), 3 lake depths (5, 20 and 50 m), 2 lake starting salinities (1 and 5 parts per thousand), 2 inflow rates (2 and 10 million m 3 per year), 3 starting inflow salinity concentrations (1, 2 and 4 parts per thousand) and 2 rates of influent salinity decrease (6- and 28- year half-life). Simulations showed that autumn is the governing season for determining turn-over potential. For the scenarios examined in this study, the expelling of salt from saline water upon ice formation and the effect of fresh water loading during spring melt events were not found to be significant factors governing turn-over potential. This presentation reviewed the DYRESM, CE-QUAL-W2, and RMA models used in this study. The conclusions reached by each model was also reviewed along with ongoing follow-up work

Predicting voluntary turnover in employees using demographic characteristics: A South African case study

Directory of Open Access Journals (Sweden)

Anton F. Schlechter

2016-03-01

Design: An exploratory research design was employed. Secondary quantitative data were extracted from an existing human resources database and analysed. Data obtained for 2592 employees in a general insurance company based in South Africa and Namibia formed the basis for the analysis. Logistic regression analysis was employed to predict employee turnover using various demographic characteristics available within the database. A likelihood ratio test was used to build a predictive model and the Akaike information criterion and Schwarz criterion were used to test how much value each variable added to the model and if its inclusion was warranted. The model was tested by conducting statistical tests of the significance of the coefficients. Deviance and Pearson goodness-of-fit statistics as well as the R-square test of significance were used. The overall goodness-of-fit of the model was also tested using the Hosmer and Lemeshow goodness-of-fit test. Findings: The current findings provide partial support for a predictive model explaining employee turnover. The model tested 14 demographic variables and the following five variables were found to have statistically significant predictive value: age, years of service, cost centre, performance score and the interaction between number of dependants and years of service. It is proposed that these five demographic variables be used as a model to help identify employees at risk of turnover or termed as flight risks. Practical implications: Gaining an understanding of the factors that influence employee voluntary turnover can be instrumental in sustaining workforce stability. The proposed model could help human resources professionals identify employees at risk of turnover using data that are readily available to them. This will further enable the use of targeted interventions to prevent turnover before it happens. Decreased levels of turnover will result in cost saving, enhanced talent management and greater competitive advantage.

The efficiency of a dedicated staff on operating room turnover time in hand surgery.

Science.gov (United States)

Avery, Daniel M; Matullo, Kristofer S

2014-01-01

To evaluate the effect of orthopedic and nonorthopedic operating room (OR) staff on the efficiency of turnover time in a hand surgery practice. A total of 621 sequential hand surgery cases were retrospectively reviewed. Turnover times for sequential cases were calculated and analyzed with regard to the characteristics of the OR staff being primarily orthopedic or nonorthopedic. A total of 227 turnover times were analyzed. The average turnover time with all nonorthopedic staff was 31 minutes, for having only an orthopedic surgical technician was 32 minutes, for having only an orthopedic circulator was 25 minutes, and for having both an orthopedic surgical technician and a circulator was 20 minutes. Statistical significance was seen when comparing only an orthopedic surgical technician versus both an orthopedic circulator and a surgical technician and when comparing both nonorthopedic staff versus both an orthopedic circulator and a surgical technician. OR efficiency is being increasingly evaluated for its effect on hospital revenue and OR staff costs. Reducing turnover time is one aspect of a multifaceted solution in increasing efficiency. Our study showed that, for hand surgery, orthopedic-specific staff can reduce turnover time. Economic/Decision Analysis III. Copyright © 2014 American Society for Surgery of the Hand. Published by Elsevier Inc. All rights reserved.

Work-to-family conflict as a mediator of the relationship between job satisfaction and turnover intention.

Science.gov (United States)

Chen, I-Hui; Brown, Roger; Bowers, Barbara J; Chang, Wen-Yin

2015-10-01

To investigate the mediating effect of work-to-family conflict on the relationship between job satisfaction and turnover intention among licensed nurses in long-term care settings. The considerable research on turnover in long-term care has primarily focused on the impact of job satisfaction on turnover intention. Given the well-documented high turnover rate in nursing home staffing, dissatisfaction is expected to continue. Alternatives (e.g. reduction in work-to-family conflict) for reducing turnover under the circumstance of job dissatisfaction have not been investigated extensively. A cross-sectional mailed survey. A convenience sample comprising 200 nurses from 25 private nursing homes in Central Taiwan was created. Data were collected from nurses about their level of turnover intention, job satisfaction and work-to-family conflict in 2012. A composite indicator structural equation model was used to examine the mediation model of this study. Overall, 186 nurses (93%) returned the completed questionnaires. Consistent with published research from other countries, turnover intention in our study was significantly and negatively associated with job satisfaction and significantly and positively associated with work-to-family conflict. In addition, job dissatisfaction indirectly influenced turnover intention through high work-to-family conflict. Findings from this study indicate the importance of work-to-family conflict to nurse turnover. While work setting has a strong, well-documented influence on job satisfaction, limiting job satisfaction efforts to work setting improvements may not yield the hoped-for results unless work-to-family conflict is also considered and addressed. © 2015 John Wiley & Sons Ltd.

Cdc42 controls progenitor cell differentiation and beta-catenin turnover in skin

DEFF Research Database (Denmark)

Wu, Xunwei; Quondamatteo, Fabio; Lefever, Tine

2006-01-01

for differentiation of skin progenitor cells into HF lineage and that it regulates the turnover of beta-catenin. In the absence of Cdc42, degradation of beta-catenin was increased corresponding to a decreased phosphorylation of GSK3beta at Ser 9 and an increased phosphorylation of axin, which is known to be required...... for binding of beta-catenin to the degradation machinery. Cdc42-mediated regulation of beta-catenin turnover was completely dependent on PKCzeta, which associated with Cdc42, Par6, and Par3. These data suggest that Cdc42 regulation of beta-catenin turnover is important for terminal differentiation of HF...

Turnover of galactans and other cell wall polysaccharides during development of flax plants

International Nuclear Information System (INIS)

Gorshkova, T.A.; Chemikosova, S.B.; Lozovaya, V.V.; Carpita, N.C.

1997-01-01

We investigated the synthesis and turnover of cell wall polysaccharides of the flax (Linum usitatissimum L.) plant during development of the phloem fibers. One-month-old flax plants were exposed to a 40-min pulse with 14CO2 followed by 8-h, 24-h, and 1-month periods of chase with ambient CO2, and radioactivity in cell wall sugars was determined in various plant parts. The relative radioactivity of glucose in noncellulosic polysaccharides was the highest compared with all other cell wall sugars immediately after the pulse and decreased substantially during the subsequent chase. The relative radioactivities of the other cell wall sugars changed with differing rates, indicating turnover of specific polysaccharides. Notably, after 1 month of chase there was a marked decrease in the proportional mass and total radioactivity in cell wall galactose, indicating a long-term turnover of the galactans enriched in the fiber-containing tissues. The ratio of radiolabeled xylose to arabinose also increased during the chase, indicating a turnover of arabinose-containing polymers and interconversion to xylose. The pattern of label redistribution differed between organs, indicating that the cell wall turnover processes are tissue- and cell-specific

Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to turnover relationship.

Science.gov (United States)

Nishii, Lisa H; Mayer, David M

2009-11-01

This research examines leader-member exchange (LMX) at the group level as a moderator of the relationships between demographic (i.e., race, age, gender) and tenure diversity and group turnover. Drawing primarily from LMX, social categorization, and expectation states theories, we hypothesized that through the pattern of LMX relationships that they develop with followers, group managers influence inclusion and status differentials within groups such that the positive relationship between diversity and group turnover will be weaker when the group mean on LMX is high or when group differentiation on LMX is low. Results from a sample of supermarket departments (N = 348) yielded general support for the study hypotheses. We also found evidence for a 3-way interaction involving demographic diversity, LMX mean, and LMX differentiation such that the interaction between demographic diversity and LMX differentiation was only significant when LMX mean was high. These findings highlight the important role that leaders play in influencing the relationship between diversity and turnover through the patterns of inclusion that they create in their units.

Turnover of eroded soil organic carbon after deposition in terrestrial and aquatic environments

DEFF Research Database (Denmark)

Kirkels, Frédérique; Cammeraat, Erik; Kalbitz, Karsten

cycling. However, the net effect on C fluxes between soils, inland waters and atmosphere remains uncertain. In this study, we determined SOC turnover in terrestrial and aquatic environments and indentified its major controls. A European gradient of agricultural sites was sampled, spanning a wide range...... soil properties (e.g. texture, aggregation, etc.), SOC quantity and quality. In a 16-week incubation experiment, SOC turnover was determined for conditions reflecting downslope soils or inland waters. Moreover, we studied the impact of labile C inputs (‘priming’) on SOC stability using 13C labeled...... cellulose. Physical and chemical soil properties and SOC molecular composition were assessed as potential controls on C turnover. SOC deposition in aquatic environments resulted in upto 3.5 times higher C turnover than deposition on downslope soils. Labile C inputs enlarged total CO2 emissions...

Sprifermin (rhFGF18) modulates extracellular matrix turnover in cartilage explants ex vivo

DEFF Research Database (Denmark)

Reker, Ditte; Kjelgaard-Petersen, Cecilie Freja; Siebuhr, Anne Sofie

2017-01-01

(ECM) production. To gain further insight into the process of sprifermin in the cartilage tissue, this study aimed at investigating the ECM turnover of articular cartilage explants in a longitudinal manner. Methods: Bovine full-depth articular cartilage explants were stimulated with sprifermin...... by immuno-histochemical detection of proliferating cell nuclear antigen. ECM turnover was quantified by biomarker ELISAs; ProC2 reflecting type II collagen formation, CS846 reflecting aggrecan formation, active MMP9, C2M and AGNx2 reflecting matrix metalloproteinase activity, and AGNx1 reflecting......, active MMP9 was slightly decreased, and AGNx1 was slightly increased. Over the course of treatment, the temporal order of ECM turnover responses was AGNx1, then ProC2, followed by CS846 and MMP9. Pro-inflammatory activation of the explants diminished the ECM turnover responses otherwise observed under...

Timescales of carbon turnover in soils with mixed crystalline mineralogies

Science.gov (United States)

Khomo, Lesego; Trumbore, Susan; Bern, Carleton R.; Chadwick, Oliver A.

2017-01-01

Organic matter-mineral associations stabilize much of the carbon (C) stored globally in soils. Metastable short-range-order (SRO) minerals such as allophane and ferrihydrite provide one mechanism for long-term stabilization of organic matter in young soil. However, in soils with few SRO minerals and a predominance of crystalline aluminosilicate or Fe (and Al) oxyhydroxide, C turnover should be governed by chemisorption with those minerals. Here, we correlate mineral composition from soils containing small amounts of SRO minerals with mean turnover time (TT) of C estimated from radiocarbon (14C) in bulk soil, free light fraction and mineral-associated organic matter. We varied the mineral amount and composition by sampling ancient soils formed on different lithologies in arid to subhumid climates in Kruger National Park (KNP), South Africa. Mineral contents in bulk soils were assessed using chemical extractions to quantify Fe oxyhydroxides and SRO minerals. Because of our interest in the role of silicate clay mineralogy, particularly smectite (2 : 1) and kaolinite (1 : 1), we separately quantified the mineralogy of the clay-sized fraction using X-ray diffraction (XRD) and measured 14C on the same fraction. Density separation demonstrated that mineral associated C accounted for 40-70 % of bulk soil organic C in A and B1 horizons for granite, nephelinite and arid-zone gabbro soils, and > 80 % in other soils. Organic matter strongly associated with the isolated clay-sized fraction represented only 9-47 % of the bulk soil C. The mean TT of C strongly associated with the clay-sized fraction increased with the amount of smectite (2 : 1 clays); in samples with > 40 % smectite it averaged 1020 ± 460 years. The C not strongly associated with clay-sized minerals, including a combination of low-density C, the C associated with minerals of sizes between 2 µm and 2 cm (including Fe oxyhydroxides as coatings), and C removed from clay-sized material by 2 % hydrogen peroxide had

Organizational politics, nurses' stress, burnout levels, turnover intention and job satisfaction.

Science.gov (United States)

Labrague, L J; McEnroe-Petitte, D M; Gloe, D; Tsaras, K; Arteche, D L; Maldia, F

2017-03-01

This is a research report examining the influence of organizational politics perceptions on nurses' work outcomes (job satisfaction, work stress, job burnout and turnover intention). Organizational politics is a phenomenon common in almost all institutions and is linked with undesirable consequences in employees. Despite the plethora of research around the world on this topic, studies describing organizational politics in nursing remain underexplored. A cross-sectional research design was utilized in this study. One hundred sixty-six (166) nurses participated. Five standardized tools were used: the Job Satisfaction Index, the Job Stress Scale, the Burnout Measure Scale, the Turnover Intention Inventory Scale and the Perception of Organizational Politics Scale. Nurses employed both in private and government-owned hospitals perceived moderate levels of organizational politics. Positive correlations were identified between perceived organizational politics and job stress, turnover intention and job burnout. Negative correlations were found between perceived organizational politics and job satisfaction. Perceptions of workplace politics in Filipino nurses were lower when compared to findings in other international studies. A strong link was found between organizational politics perceptions and the four job outcomes (stress and burnout levels, turnover intention and job satisfaction). Use of a self-reporting questionnaire and exclusion of nurses from other provinces. Perceived organizational politics predicted nurses' stress and burnout levels, turnover intention and job satisfaction. The findings of this study may provide a valuable perspective of this organizational issue and could assist policymakers and nurse administrators in formulating interventions that could minimize the effect of workplace politics. © 2016 International Council of Nurses.

Simultaneous determination of glucose turnover, alanine turnover, and gluconeogenesis in human using a double stable-isotope-labeled tracer infusion and gas chromatography-mass spectrometry analysis

International Nuclear Information System (INIS)

Martineau, A.; Lecavalier, L.; Falardeau, P.; Chiasson, J.L.

1985-01-01

We have developed and validated a new method to measure simultaneously glucose turnover, alanine turnover, and gluconeogenesis in human, in steady and non-steady states, using a double stable-isotope-labeled tracer infusion and GC-MS analysis. The method is based on the concomitant infusion and dilution of D-[2,3,4,6,6-2H5]glucose and L-[1,2,3-13C3]alanine. The choice of the tracers was done on the basis of a minimal overlap between the ions of interest and those arising from natural isotopic abundances. Alanine was chosen as the gluconeogenic substrate because it is the major gluconeogenic amino acid extracted by the liver and, with lactate, constitutes the bulk of the gluconeogenic precursors. The method was validated by comparing the results obtained during simultaneous infusion of trace amounts of both stable isotope labeled compounds with the radioactive tracers (D-[3-3H]glucose and L-[1,2,3-14C3]alanine) in a normal and a diabetic subject; the radiolabeled tracers were used as the accepted reference procedure. A slight overestimation of glucose turnover (7.3 versus 6.8 in normal and 10.8 versus 9.2 mumol/kg min in diabetic subject) was noticed when the stable isotope-labeled tracers were used. For the basal turnover rate of alanine, similar values were obtained with both methods (6.2 mumol/kg min). For gluconeogenesis, higher values were observed in the basal state with the stable isotopes (0.42 versus 0.21 mumol/kg min); however, these differences disappeared in the postprandial period after the ingestion of a mixed meal. Despite those minor differences, the overall correlation with the reference method was excellent for glucose turnover (r = 0.87) and gluconeogenesis (r = 0.86)

A Theoretical Framework for Turnover Intention of Air Force Enlisted Information Systems Personnel

Science.gov (United States)

2003-03-25

removal of poor performers, advancement opportunities for talented replacements, and decreases in pre-turnover withdrawal behaviors such as absenteeism ...in Employee Turnover Intentions and Its Determinants Among Telecommuters and Non- Telecommuters ,” Journal of Management Information Systems, 16: 147

[Pharmaceutical logistic in turnover of pharmaceutical products of Azerbaijan].

Science.gov (United States)

Dzhalilova, K I

2009-11-01

Development of pharmaceutical logistic system model promotes optimal strategy for pharmaceutical functioning. The goal of such systems is organization of pharmaceutical product's turnover in required quantity and assortment, at preset time and place, at a highest possible degree of consumption readiness with minimal expenses and qualitative service. Organization of the optimal turnover chain in the region is offered to start from approximate classification of medicaments by logistic characteristics. Supplier selection was performed by evaluation of timeliness of delivery, quality of delivered products (according to the minimum acceptable level of quality) and time-keeping of time spending for orders delivery.

A structural equation model of turnover for a longitudinal survey among early career registered nurses.

Science.gov (United States)

Brewer, Carol S; Chao, Ying-Yu; Colder, Craig R; Kovner, Christine T; Chacko, Thomas P

2015-11-01

Key predictors of early career nurses' turnover are job satisfaction, organizational commitment, job search, intent to stay, and shock (back injuries) based on the literature review and our previous research. Existing research has often omitted one of these key predictors. The purpose of this study in a sample of early career nurses was to compare predictors of turnover to nurses' actual turnover at two time points in their careers. A multi-state longitudinal panel survey of early career nurses was used to compare a turnover model across two time periods. The sample has been surveyed five times. The sample was selected using a two-stage sample of registered nurses nested in 51 metropolitan areas and nine non-metropolitan, rural areas in 34 states and the District of Columbia. The associations between key predictors of turnover were tested using structural equation modeling and data from the earliest and latest panels in our study. We used predictors from the respondents who replied to the Wave-1 survey in 2006 and their turnover status from Wave 2 in 2007 (N=2386). We compared these results to the remaining respondents' predictors from Wave 4 in 2011 and their turnover status in Wave 5 in 2013 (N=1073). We tested and found no effect for missingness from Wave 1-5 and little evidence of attrition bias. Strong support was found for the relationships hypothesized among job satisfaction, organizational commitment, intent to stay, and turnover, with some support for shock and search in the Wave 1-2 sample. However, for Wave 4-5 sample (n=1073), none of the paths through search were significant, nor was the path from shock to turnover. Nurses in the second analysis who had matured longer in their career did not have a significant response to search or shock (back injuries), which may indicate how easily experienced registered nurses find new jobs and/or accommodation to jobs requiring significant physicality. Nurse turnover is a major concern for healthcare organizations

Measuring quality indicators in the operating room: cleaning and turnover time.

Science.gov (United States)

Jericó, Marli de Carvalho; Perroca, Márcia Galan; da Penha, Vivian Colombo

2011-01-01

This exploratory-descriptive study was carried out in the Surgical Center Unit of a university hospital aiming to measure time spent with concurrent cleaning performed by the cleaning service and turnover time and also investigated potential associations between cleaning time and the surgery's magnitude and specialty, period of the day and the room's size. The sample consisted of 101 surgeries, computing cleaning time and 60 surgeries, computing turnover time. The Kaplan-Meier method was used to analyze time and Pearson's correlation to study potential correlations. The time spent in concurrent cleaning was 7.1 minutes and turnover time was 35.6 minutes. No association between cleaning time and the other variables was found. These findings can support nurses in the efficient use of resources thereby speeding up the work process in the operating room.

Increased turnover of dopamine in caudate nucleus of detoxified alcoholic patients

DEFF Research Database (Denmark)

Kumakura, Yoshitaka; Gjedde, Albert; Caprioli, Daniele

2013-01-01

ventral striatum. We conclude that craving is most pronounced in the individuals with relatively rapid dopamine turnover in the left ventral striatum. The blood-brain clearance rate (K), corrected for subsequent loss of radiolabeled molecules from brain, was completely normal throughout the brain...... of the alcoholics, in whom the volume of distribution (V(d)) was found to be significantly lower in the left caudate nucleus. The magnitude of Vd in the left caudate head was reduced by 43% relative to the 16 controls, consistent with a 58% increase of k(loss). We interpret the findings as indicating that a trait...... for rapid dopamine turnover in the ventral striatum subserves craving and reward-dependence, leading to an acquired state of increased dopamine turnover in the dorsal striatum of detoxified alcoholic patients....

Quality of working life: an antecedent to employee turnover intention.

Science.gov (United States)

Mosadeghrad, Ali Mohammad

2013-06-01

The purpose of this study was to measure the level of quality of work life (QWL) among hospital employees in Iran. Additionally, it aimed to identify the factors that are critical to employees' QWL. It also aimed to test a theoretical model of the relationship between employees' QWL and their intention to leave the organization. A survey study was conducted based on a sample of 608 hospital employees using a validated questionnaire. Face, content and construct validity were conducted on the survey instrument. Hospital employees reported low QWL. Employees were least satisfied with pay, benefits, job promotion, and management support. The most important predictor of QWL was management support, followed by job proud, job security and job stress. An inverse relationship was found between employees QWL and their turnover intention. This study empirically examined the relationships between employees' QWL and their turnover intention. Managers can take appropriate actions to improve employees' QWL and subsequently reduce employees' turnover.

Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction.

Directory of Open Access Journals (Sweden)

Margherita Zito

Full Text Available Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand, and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center.The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects.Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover.This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction.

Science.gov (United States)

Zito, Margherita; Emanuel, Federica; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

2018-01-01

Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center. The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction

Science.gov (United States)

Zito, Margherita; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

2018-01-01

Background Turnover intentions refer to employees’ intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors’ support, in the perception of job satisfaction and turnover intentions among an Italian call center. Method The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. Conclusion This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance. PMID:29401507

Mitogenic stimuli and phosphatidylinositol (PI) turnover in cultured 3T3 fibroblasts

International Nuclear Information System (INIS)

Kohler, C.; Petersen, R.

1986-01-01

The hydrolysis of PI and polyphosphoinositides by phopholipase C is an early and rapid response to cell activation by a variety of neurotransmitters, hormones, growth factors and pharmacological agonists. The authors have examined the role of PI turnover and the generation of second messengers (diacylglycerol and inositol trisphosphate) in the mitogenic response of cultured Balb/c and Swiss 3T3 cells to polypeptide growth factors. Cells were prelabelled with 3 H inositol for 18-20 hours, washed and suspended in Herpes + Li + buffer, and stimulated with platelet-derived growth factor (PDGF), vasopressin, insulin, and other growth factors. PI turnover was measured as the increase in total inositol phosphate (IP) production. IP1, IP2, and IP3 were characterized by sequential elution from a Dowex column. Partially purified PDGF produced a 2-4 fold stimulation of total IP production. This was seen as early as 30 seconds after stimulation and increased for up to 1-2 hours. Balb/c cells were more sensitive than Swiss cells to the mitogenic and PI effects of PDGF. Other mitogenic stimuli had differential effects on PI turnover. Vasopressin (4-400 ng/ml) markedly stimulated PI turnover (3-6 fold) in Swiss, but not Balb/c cells. Insulin (100 ng/ml - 10 μg/ml) increased total IP to a greater degree in Balb/c cells. Epidermal growth factor (10 ng/ml - 10 μg/ml) had no effect on PI turnover and fibroblast growth factor (10 ng/ml - 10 μg/ml) only stimulated at the higher concentrations in Swiss cells. Thrombin (1U/ml - 10 U/ml) produced a 1.5 - 2 fold stimulation in Balb/c cells. Thus, various polypeptide growth factors have differential effects on PI turnover depending on their mitogenic potential and the effector cell type

[Organizational socialization in the first three years of nursing profession: strategies to decrease turnover intention].

Science.gov (United States)

Tomietto, Marco; Rappogliosi, Cristina Maria; Sartori, Riccardo; Battistelli, Adalgisa

2014-01-01

In the first years of nursing profession, new-graduate nurses' turnover intention is a relevant issue due to both the tangible and intangible costs it generates to health care organizations, such as selection and recruitment costs, ward team burden in the onboarding process and the possibility to enhance ward team stability in order to provide an effective and safe nusing care. Organizational socialization is the main factor involved in these dynamics of turnover intention in the first years of nursing profession. This study aims to identify the main factors involved in the organizational socialization process to reduce turnover intention in the first 3 years of nursing profession. 101 new-graduate nurses have been enrolled within the first three years of nursing profession. They have been stratified looking at tenure and years in nursing. Organizational Socialization Inventory scale has been used to assess the onboarding process and 4 items to assess turnover intention. Turnover intention is of 23% in the first year in nursing, and it's over the 26% starting from the second year. The onboarding process explains over the 26% of the variance in turnover intention, and over the 36% in the sub-sample with a stable tenure. Unstable tenured nurses prefer to acquire those competences useful to perform their work, while stable tenure nurses aim to search for professional growth opportunities and integration in the ward-team, in order to reduce turnover intention. Turnover intention is relevant in the first three years of nursing profession. According to the different tenure, different strategies are necessary to plan an effective onboarding process and enhance nursing retention.

Retaining the nursing workforce: factors contributing to the reduction of nurses' turnover intention in Japan.

Science.gov (United States)

Takase, Miyuki; Teraoka, Sachiko; Yabase, Kousuke

2016-01-01

The aim of this study was to investigate the effects of psychological contract fulfilment, perceived advancement opportunities and age on reducing the turnover intention of nurses in Japan. The factors that contribute to and mitigate the intentions of nurses to leave their organisations need to be investigated to understand the determinants of nurse turnover better. However, there is a paucity of studies identifying these mitigating factors. Potential participants were 1337 registered nurses and midwives, of whom 766 participated in the study (a return rate of 57%). The data were analysed using a moderated regression analysis. Fulfilment of the psychological contract and perceived advancement opportunities independently and jointly contributed to a reduction in nurses' turnover intentions. The results also showed that nurses' ages were negatively correlated with their turnover intentions. Fulfilment of the psychological contract and advancement opportunities are important for reducing nurses' turnover intentions, especially among younger nurses. Clear guidelines/evaluations of contributions made by nurses and their organisations are needed to enhance the experience of nurses in terms of psychological contract fulfilment. Moreover, a structured advancement support system needs to be implemented to reduce nurses' turnover intentions. © 2014 John Wiley & Sons Ltd.

[Nurses and doctors turnover: an impasse in the implementation of the Family Health Strategy].

Science.gov (United States)

Medeiros, Cássia Regina Gotler; Junqueira, Alvaro Gustavo Wagner; Schwingel, Glademir; Carreno, Ioná; Jungles, Lúcia Adriana Pereira; Saldanha, Olinda Maria de Fátima Lechmann

2010-06-01

The research analyzed the causes for turnover rate of doctors and nurses in family health strategy teams with at least two years of implementation on March 2006 in Vale do Taquari, Rio Grande do Sul State. It is a quantitative and qualitative study identifying 31 teams in 25 towns, and the turnover rate was established by year from 1999 to 2005 by professional category. There was no turnover for doctors and nurses in 1999 and 2000. Doctor turnover was 5.9% in 2002; 32.1% in 2003; 25.8% in 2004; and 64.5% in 2005. Regarding nurses, it was 27.7% in 2001; 47% in 2002; 17.8% in 2003; 41.9% in 2004; and 22.6% in 2005. The analysis of semi-structured interviews with 7 doctors and 7 nurses appointed as main causes for turnover: poor work links, fragmented education, authoritarian way of managing, no links with the community, and poor work conditions. Thus, it is necessary to make changes regarding labor links, work conditions, and education for health workers and managers, seeking for the integrality in health practices.

Norepinephrine turnover in brown adipose tissue is stimulated by a single meal

International Nuclear Information System (INIS)

Glick, Z.; Raum, W.J.

1986-01-01

A single meal stimulates brown adipose tissue (BAT) thermogenesis in rats. In the present study the role of norepinephrine in this thermogenic response was assessed from the rate of its turnover in BAT after a single test meal. For comparison, norepinephrine turnover was determined in the heart and spleen. A total of 48 male Wistar rats (200 g) were trained to eat during two feeding sessions per day. On the experimental day, one group (n = 24) was meal deprived and the other (n = 24) was given a low-protein high-carbohydrate test meal for 2 h. The synthesis inhibition method with α-methyl-p-tyrosine was employed to determine norepinephrine turnover from its concentration at four hourly time points after the meal. Tissue concentrations of norepinephrine were determined by radioimmunoassay. Norepinephrine concentration and turnover rate were increased more than threefold in BAT of the meal-fed compared with the meal-deprived rats. Neither were significantly altered by the meal in the heart or spleen. The data suggest that norepinephrine mediates a portion of the thermic effect of meals that originate in BAT

The Effect of Tuition Reimbursement on Turnover: A Case Study Analysis

OpenAIRE

Colleen N. Flaherty

2007-01-01

Tuition reimbursement programs provide financial assistance for direct costs of education and are a type of general skills training program commonly offered by employers in the United States. Standard human capital theory argues that investment in firm-specific skills reduces turnover, while investment in general skills training could result in increased turnover. However, firms cite increased retention as a motivation for offering tuition reimbursement programs. This rationale for offering t...

Impact of euthanasia rates, euthanasia practices, and human resource practices on employee turnover in animal shelters.

Science.gov (United States)

Rogelberg, Steven G; Reeve, Charlie L; Spitzmüller, Christiane; DiGiacomo, Natalie; Clark, Olga L; Teeter, Lisa; Walker, Alan G; Starling, Paula G; Carter, Nathan T

2007-03-01

To examine the effects of euthanasia rates, euthanasia practices, and human resource practices on the turnover rate among employees with euthanasia responsibilities at animal shelters. Cross-sectional original study. 36 shelters across the United States that employed at least 5 full-time employees and performed euthanasia on site. By mail, 1 survey was sent to each shelter. Surveys were completed by a senior member of management and were returned by mail. Questions assessed characteristics (eg, euthanasia rates) and practices of the animal shelter, along with employee turnover rates. By use of correlation coefficients and stepwise regression analyses, key predictors of turnover rates among employees with euthanasia responsibilities were investigated. Employee turnover rates were positively related to euthanasia rate. Practices that were associated with decreased turnover rates included provision of a designated euthanasia room, exclusion of other live animals from vicinity during euthanasia, and removal of euthanized animals from a room prior to entry of another animal to be euthanized. Making decisions regarding euthanasia of animals on the basis of factors other than behavior and health reasons was related to increased personnel turnover. With regard to human resources practices, shelters that used a systematic personnel selection procedure (eg, standardized testing) had comparatively lower employee turnover. Data obtained may suggest several specific avenues that can be pursued to mitigate turnover among employees with euthanasia responsibilities at animal shelters and animal control or veterinary medical organizations.

Relationships between compassion fatigue, burnout, and turnover intention in Korean hospital nurses.

Science.gov (United States)

Sung, Kiwol; Seo, Youngsook; Kim, Jee Hee

2012-12-01

This study aimed to identify relationships between compassion fatigue, burnout, and turnover intention in Korean hospital nurses. In total, 142 hospital nurses were surveyed as part of data collection. Data related to compassion fatigue, burnout, and turnover intention were collected using a questionnaire between May 2011 and September 2011. The data analysis was performed using PASW 19.0 program, which included one-way ANOVA, independent t-tests, Pearson's correlation coefficient, and hierarchical regression analysis. This study detected a positive correlation between compassion fatigue and burnout(r=.37, pturnover intention(r=.55, pturnover intention among Korean hospital nurses. The results indicate that it is necessary to reduce compassion fatigue, and turnover intention among Korean hospital nurses.

Buckwheat seedling flavonoids do not undergo rapid turnover

International Nuclear Information System (INIS)

Margna, U.; Vainjaerv, T.

1981-01-01

Pulse-labelling with exogenous [1- 14 C]-L-phenylalanine showed that of all flavonoids of buckwheat seedling cotyledons only anthocyanins underwent a slow turnover (not more than 6-8 per cent a day) whilst the major flavonoids, rutin and four C-glycosylflavones, remained metabolically stable within at least 7 days. From excised hypocotyls pulse-labelled flavonoids (anthocyanins and rutin) began to disappear gradually beginning with the second day of incubation. As hypocotyls, however, during prolonged incubation soon began to autolyse a considerable part of that loss was obviously due to abnormal shifts in cell metabolic activities with a possibility that some microbial process was also involved. In hypocotyls of intact seedlings pulse-labelled rutin, similar to rutin in cotyledons, showed no signs of turnover. (author)

Job satisfaction, burnout and turnover intention in occupational therapists working in mental health.

Science.gov (United States)

Scanlan, Justin Newton; Still, Megan

2013-10-01

Employee wellbeing is an important issue for mental health services. Poor employee wellbeing (i.e., high levels of burnout or low job satisfaction) is associated with poorer consumer outcomes and higher staff turnover. This study set out to examine factors related to job satisfaction, turnover intention and burnout in a group of occupational therapists in mental health. Thirty-four occupational therapists (response rate approximately 60%) in a metropolitan public mental health service participated in a whole-of-service workforce survey. The survey included measures of job satisfaction, turnover intention, burnout, job hindrances, job challenges and job resources and questions about positive and negative aspects of positions and factors that attracted employees to their current position. Burnout was associated with lower job satisfaction and higher turnover intention. Higher job satisfaction was associated with rewards (remuneration and recognition) as well as cognitively challenging work. The variables most significantly associated with poorer wellbeing (higher turnover intention and burnout) were recipient contact demands (perception that contact with service users or families was demanding), and feelings of stress or fatigue. This study provides a detailed analysis of factors associated with job satisfaction, turnover intention and burnout in a group of occupational therapists working in mental health. To promote workforce wellbeing and enhanced retention, interventions to minimise burnout should be implemented and evaluated. These strategies should focus on enhancing job resources such as supervisor support, feedback and participation in decision making as well as building the personal resilience of occupational therapists working in mental health. © 2013 Occupational Therapy Australia.

Prostate Cancer Metastases to Bone: Role of High Bone Turnover Induced by Androgen Deprivation

National Research Council Canada - National Science Library

Padalecki, Susan

2002-01-01

.... Treatment with androgen deprivation therapy leads to an increase in bone turnover as indicated by the loss of bone mineral density and the increase in markers of bone turnover in patients on treatment...

Thiamine content and turnover rates of some rat nervous regions, using labeled thiamine as a tracer

International Nuclear Information System (INIS)

Rindi, G.; Patrini, C.; Comincioli, V.; Reggiani, C.

1980-01-01

The content of total thiamine radioactivity in some nervous structures and liver of the rat was determined in a steady state condition, using [thiazole-2- 14 C]thiamine as a tracer. The contents were analyzed by a mamillary type compartmental model which enabled the authors to calculate the influx and efflux fractional rate constants, turnover times, turnover rates and relative accuracy. The results show in general a good agreement between turnover rate values and brain regional sensitivity to thiamine deficiency, the most vunerable areas to thiamine depletion being those with the highest turnover rates. (Auth.)

Amplified plant turnover in response to climate change forecast by Late Quaternary records

DEFF Research Database (Denmark)

Nogues, David Bravo; Veloz, S.; Holt, Benjamin George

2016-01-01

calibrated against taxa-climate relationships for the past 21,000 years. We find that incorporating long-term data into niche-based models increases the magnitude of projected future changes for plant abundances and community turnover. The larger projected changes in abundances and community turnover...

Employee Characteristics as Predictors of Turnover among Female Clerical Employees in Two Organizations

Science.gov (United States)

Mowday, Richard T.; And Others

1978-01-01

Female clerical employees (N=314) in two regional offices of a large insurance company were administered Jackson's Personality Research Form. Turnover data were collected up to eight months following administration of the questionnaire. Relationships were found between employee characteristics and turnover in both samples. (Author)

Short-Term Effects of Midseason Coach Turnover on Team Performance in Soccer

Science.gov (United States)

Balduck, Anne-Line; Buelens, Marc; Philippaerts, Renaat

2010-01-01

The present study addressed the issue of short-term performance effects of midseason coach turnover in soccer. The goal of this study was to examine this effect on subsequent short-term team performance. The purposes of this study were to (a) examine whether midseason coach turnover improved results in the short term, and (b) examine how team…

Organisational culture of hospitals to predict turnover intentions of professional nurses

Directory of Open Access Journals (Sweden)

E Jacobs

2008-11-01

Full Text Available The objective of this study was to determine if organisational culture predicts turnover intentions of professional nurses. A predictive model with organisational culture and various proposed mediating variables, namely knowledge sharing, organisational commitment, organisational citisenship behaviour and job satisfaction, as well as various demographic variables was developed to determine turnover intentions through applying General Linear Modelling. A correlational design with questionnaires was used. A sample of professional nurses (N = 530 in private and provincial hospitals was obtained. The results indicate that organisational culture has a significantly negative correlation with turnover intentions. Organisational culture also interacted with job satisfaction, knowledge sharing, and the white professional nurses’ category to decrease turnover intentions and with Organisational Citisen Behaviours to increase turnover intentions in a final predictive model. It is therefore recommended that nursing employers seriously embark on strategies to improve the organisational culture to retain their talent. Opsomming Die doel van die studie was om te bepaal of organisasie-kultuur arbeidsomset-voornemens van professionele verpleegkundiges voorspel. ‘n Voorspellingsmodel met organisasiekultuur en verskeie voorgestelde tussenkomende veranderlikes, naamlik kennisdeling, organisasieverbintenis, organisasie-burgerskapsgedrag en werkstevredenheid, asook verskeie demografiese veranderlikes was ontwikkel deur Algemene Liniêre Modellering. ’n Korrelasie-ontwerp met behulp van vraelyste is gebruik. ‘n Steekproef van professionele verpleegkundiges (N = 530 in private en provinsiale hospitale is verkry. Die resultate toon dat organisasie-kultuur betekenisvol negatief korrelleer met arbeidsomsetvoornemens. Organisasiekultuur het ook in interaksie met werkstevredenheid en kennisdeling, asook die kategorie blanke verpleegkundiges in ‘n finale model

The use of the exit interview to reduce turnover amongst healthcare professionals.

Science.gov (United States)

Flint, Anndrea; Webster, Joan

2011-01-19

Exit interviews are widely used in healthcare organisations to identify reasons for staff attrition, yet their usefulness in limiting turnover is unclear. To determine the effectiveness of various exit interview strategies in decreasing turnover rates amongst healthcare professionals. We used a comprehensive search strategy including an electronic search of the following databases: DARE, CENTRAL, MEDLINE, EMBASE, CINAHL, PsycINFO, ERIC (search date: 7 September 2010) and EPOC Specialised Register (search date: 30 September 2009). We also screened the reference lists of included studies and relevant reviews. Randomised controlled trials, controlled clinical trials, controlled before and after studies and interrupted time series studies comparing turnover rates between healthcare professionals who had undergone one form of exit interview with another form of exit interview or with no interview. Two review authors independently assessed trial quality and extracted data. The search identified 1560 citations of which we considered 19 potentially relevant. The two authors independently reviewed the abstracts of these studies and retrieved the full texts of eight studies. We excluded all eight following independent assessment. They were either interviews, commentaries on how to do an exit interview or descriptive studies about reasons for leaving. We found no trials that matched our inclusion criteria. Evidence about the effectiveness of exit interviews to reduce turnover is currently not available. However, exit interviews may provide useful information about the work environment which, in turn, may be useful in the development of interventions to reduce turnover.

Fatty acid uptake and turnover rate in the ischemic before and after bypass surgery

International Nuclear Information System (INIS)

Freundlieb, C.; Hoeck, A.; Vyska, K.; Erbel, R.; Feinendegen, L.E.

1982-01-01

17-123-Iodo-heptadecanoic acid (IHA) turnover in myocardium signals myocardial metabolism of free fatty acids. Thus, it appeared promising to examine the influence of cardiovascular surgery on coronary perfusion and on the metabolic state of the ischemic myocardium by use of IHA. The data show that IHA uptake and elimination are two separate parameters which may be changed in the ischemic heart. The two parameters do not necessarily change in parallel. In ischemic heart disease at rest a normal IHA accumulation pattern may be associated with altered regional IHA turnover rates. On the other hand also accumulation defects without changes in IHA turnover rate were observed. Although the relationship between IHA uptake and turnover is not yet sufficiently understood that statements about the indication and prognosis of bypass surgery can be derived

The right friends in the right places: Understanding network structure as a predictor of voluntary turnover.

Science.gov (United States)

Ballinger, Gary A; Cross, Rob; Holtom, Brooks C

2016-04-01

Research examining the relationship between social networks and employee retention has focused almost exclusively on the number of direct links and generally found that having more ties decreases the likelihood of turnover. The present research moves beyond simple measures of network centrality to investigate the relationship between 2 additional, and theoretically distinct, facets of social capital and voluntary turnover. In 2 organizations, we found consistent evidence of a negative relationship between reputation, as measured by relationships with highly sought-out others (incoming eigenvector centrality) and voluntary turnover. Further, we found that the negative relationship between brokerage (structural holes) and turnover is significant, but only for higher-level employees. The theoretical and practical implications of expanding the suite of social capital measures to understand voluntary turnover are discussed. (c) 2016 APA, all rights reserved).

Loss of job-related right to healthcare associated with employment turnover: challenges for the Mexican health system.

Science.gov (United States)

Guerra, Germán; Gutiérrez-Calderón, Emilio; Salgado de Snyder, Nelly; Borja-Aburto, Víctor Hugo; Martínez-Valle, Adolfo; González-Block, Miguel Ángel

2018-06-15

The Mexican health system segments access and right to healthcare according to worker position in the labour market. In this contribution we analyse how access and continuity of healthcare gets interrupted by employment turnover in the labour market, including its formal and informal sectors, as experienced by affiliates to the Mexican Institute of Social Security (IMSS) at national level, and of workers with type 2 diabetes (T2DM) in Mexico City. Using data from the National Employment and Occupation Survey, 2014, and from IMSS electronic medical records for workers in Mexico City, we estimated annual employment turnover rates to measure the loss of healthcare access due to labour market dynamics. We fitted a binary logistic regression model to analyse the association between sociodemographic variables and employment turnover. Lastly we analysed job-related access to health care in relation to employment turnover events. At national level, 38.3% of IMSS affiliates experienced employment turnover at least once, thus losing the right to access to healthcare. The turnover rate for T2DM patients was 22.5%. Employment turnover was more frequent at ages 20-39 (38.6% national level; 28% T2DM) and among the elderly (62.4% national level; 26% T2DM). At the national level, higher educational levels (upper-middle, OR = 0.761; upper, OR = 0.835) and income (5 minimum wages or more, OR = 0.726) were associated with lower turnover. Being single and younger were associated with higher turnover (OR = 1.413). T2DM patients aged 40-59 (OR = 0.655) and with 5 minimum wages or more (OR = 0.401) experienced less turnover. Being a T2DM male patient increased the risk of experiencing turnover (OR = 1.166). Up to 89% of workers losing IMSS affiliation and moving on to other jobs failed to gain job-related access to health services. Only 9% gained access to the federal workers social security institute (ISSSTE). Turnover across labour market sectors is

Electronic alerts and clinician turnover: the influence of user acceptance.

Science.gov (United States)

Hysong, Sylvia J; Spitzmuller, Christiane; Espadas, Donna; Sittig, Dean F; Singh, Hardeep

2014-11-01

Use of certain components of electronic health records (EHRs), such as EHR-based alerting systems (EASs), might reduce provider satisfaction, a strong precursor to turnover. We examined the impact of factors likely to influence providers' acceptance of an alerting system, designed to facilitate electronic communication in outpatient settings, on provider satisfaction, intentions to quit, and turnover. We conducted a cross-sectional Web-based survey of EAS-related practices from a nationwide sample of primary care providers (PCPs) practicing at Department of Veterans Affairs (VA) medical facilities. Of 5001 invited VA PCPs, 2590 completed the survey. We relied on Venkatesh's Unified Theory of Acceptance and Use of Technology to create survey measures of 4 factors likely to impact user acceptance of EAS: supportive norms, monitoring/ feedback, training, and providers' perceptions of the value (PPOV) of EASs to provider effectiveness. Facility-level PCP turnover was measured via the VA's Service Support Center Human Resources Cube. Hypotheses were tested using structural equation modeling. After accounting for intercorrelations among predictors, monitoring/feedback regarding EASs significantly predicted intention to quit (b = 0.30, P < .01), and PPOV of EASs predicted both overall provider satisfaction (b = 0.58, P < .01) and facility-level provider turnover levels (b = -0.19, P < .05), all without relying on any intervening mechanisms. Design, implementation, and use of EASs might impact provider satisfaction and retention. Institutions should consider strategies to help providers perceive greater value in these clinical tools.

When the Going Gets Tough: Direct, Buffering and Indirect Effects of Social Support on Turnover Intention

Science.gov (United States)

Pomaki, Georgia; DeLongis, Anita; Frey, Daniela; Short, Kathy; Woehrle, Trish

2010-01-01

We examined the role of social support in turnover intention among new teachers. First, we tested and found evidence for a direct negative relationship between social support and turnover intention. Second, we tested the social support buffer hypothesis, and found that teachers with higher social support had lower turnover intention in the face of…

Mobility-Related Teacher Turnover and the Unequal Distribution of Experienced Teachers in Turkey

Science.gov (United States)

Özoglu, Murat

2015-01-01

This study investigates the issue of mobility-related teacher turnover in Turkey through both quantitative and qualitative methods. The quantitative findings derived from descriptive and correlational analyses of countrywide teacher-assignment and transfer data indicate that a high rate of mobility-related turnover is observed in the…

Plasma Protein Turnover Rates in Rats Using Stable Isotope Labeling, Global Proteomics, and Activity-Based Protein Profiling

Energy Technology Data Exchange (ETDEWEB)

Smith, Jordan N.; Tyrrell, Kimberly J.; Hansen, Joshua R.; Thomas, Dennis G.; Murphree, Taylor A.; Shukla, Anil K.; Luders, Teresa; Madden, James M.; Li, Yunying; Wright, Aaron T.; Piehowski, Paul D.

2017-12-06

Protein turnover is important for general health on cellular and organism scales providing a strategy to replace old, damaged, or dysfunctional proteins. Protein turnover also informs of biomarker kinetics, as a better understanding of synthesis and degradation of proteins increases the clinical utility of biomarkers. Here, turnover rates of plasma proteins in rats were measured in vivo using a pulse-chase stable isotope labeling experiment. During the pulse, rats (n=5) were fed 13C6-labeled lysine (“heavy”) feed for 23 days to label proteins. During the chase, feed was changed to an unlabeled equivalent feed (“light”), and blood was repeatedly sampled from rats over 10 time points for 28 days. Plasma samples were digested with trypsin, and analyzed with liquid chromatography-tandem mass spectrometry (LC-MS/MS). MaxQuant was used to identify peptides and proteins, and quantify heavy:light lysine ratios. A system of ordinary differential equations was used to calculate protein turnover rates. Using this approach, 273 proteins were identified, and turnover rates were quantified for 157 plasma proteins with half-lives ranging 0.3-103 days. For the ~70 most abundant proteins, variability in turnover rates among rats was low (median coefficient of variation: 0.09). Activity-based protein profiling was applied to pooled plasma samples to enrich serine hydrolases using a fluorophosphonate (FP2) activity-based probe. This enrichment resulted in turnover rates for an additional 17 proteins. This study is the first to measure global plasma protein turnover rates in rats in vivo, measure variability of protein turnover rates in any animal model, and utilize activity-based protein profiling for enhancing measurements of targeted, low-abundant proteins, such as those commonly used as biomarkers. Measured protein turnover rates will be important for understanding of the role of protein turnover in cellular and organism health as well as increasing the utility of protein

Part of the job: the role of physical work conditions in the nurse turnover process.

Science.gov (United States)

Vardaman, James M; Cornell, Paul T; Allen, David G; Gondo, Maria B; Muslin, Ivan S; Mobley, Robin N; Brock, Meagan E; Sigmon, Tracy L

2014-01-01

Retention of nursing staff remains an important issue for health care managers. Turnover research has focused primarily on motivational and social factors as keys to retention, whereas the role of the physical work conditions has received considerably less attention. However, work design theory suggests that physical work conditions may be an important factor in fostering retention among nursing staff. The aim of this study was to integrate work design theory with turnover process models to explore the influence of perceptions of physical work conditions on the development of turnover intentions among nursing staff. Drawing on two samples of registered nurses working in cancer units in metropolitan hospitals in the southeastern United States, this study explores the impact of perceptions of physical work conditions on turnover intentions using ordinary least squares regression. Hypotheses are tested in Study 1 and replicated in Study 2. A measure of perceptions of physical work conditions is also developed and validated using exploratory (Study 1) and confirmatory (Study 2) factor analyses. Perceptions of physical work conditions explain variance in turnover intentions above than that explained by motivational and social factors. Specifically, employee perceptions of noisy work conditions are found to significantly increase turnover intentions, whereas perceptions that work conditions facilitate tasks were found to significantly reduce turnover intentions. Perceptions of temperature and health hazard did not show significant effects. Results suggest that health care managers and scholars should re-examine the role of physical work conditions in the turnover process. Investments in upgrades that facilitate tasks may foster retention better than investments that simply improve employee comfort. Negative perceptions of work conditions may have no impact if they are considered a normal "part of the job," although negative perceptions of conditions that are viewed as

COMPANIES’FINANCIAL STATUS AND THE BUSINESS TURNOVER ON EMERGENT MARKETS: THE ROMANIAN CASE

Directory of Open Access Journals (Sweden)

Stefea Petru

2013-07-01

Full Text Available The aim of this study is to test for the relevance of some financial ratios as descriptors of companies’ financial status in explaining the evolutions of their business turnover. We are considering a data sample of 36 companies quoted on the Romanian capital market for a time span between 2007 and 2010.The predictive capacity of some significant financial ratios for the companies’ business turnover is analyzed and a methodology for the evaluation of their financial status based on these ratios is advanced. We found that the predictive capacity of some relevant financial ratios for the dynamic of some quoted companies’ turnovers is non-uniform across the two conventional sectors in which we have grouped these companies according to their field of activity. Based on these results, an synthetic indicator of the companies’ financial status is constructed at the level of each individual sector and the non-linear correlation between this indicator and the business turnover is tested.

Higher molecular weight dissolved organic nitrogen turnover as affected by soil management history

DEFF Research Database (Denmark)

Lønne Enggrob, Kirsten

of different management histories on the turnover of high Mw DON. Further, we distinguished between several classes of high Mw DON, i.e., 1-10 kDa and >10 kDa. 3. Materials and methods With the use of micro-lysimeters, the turnover of triple-labeled (15N, 14C and 13C) high Mw DON was studied in a sandy soil......High molecular weight dissolved organic nitrogen turnover as affected by soil management history *Kirsten Lønne Enggrob,1 Lars Elsgaard,1 and Jim Rasmussen1 1Aarhus University, Dept. of Agroecology, Foulum, Denmark 1. Introduction Dissolved organic nitrogen (DON) play an important role in soil N...... are presented for 14CO2 evolution during 14 days of incubation. 4. Results and conclusion Results showed that the turnover rate of high Mw DON was dependent on both the Mw size of DON and on the soil liming history. Evidence showing where in the DON Mw sizes the bottleneck lies will be presented....

Serum biomarker profile associated with high bone turnover and BMD in postmenopausal women.

Science.gov (United States)

Bhattacharyya, Sudeepa; Siegel, Eric R; Achenbach, Sara J; Khosla, Sundeep; Suva, Larry J

2008-07-01

Early diagnosis of the onset of osteoporosis is key to the delivery of effective therapy. Biochemical markers of bone turnover provide a means of evaluating skeletal dynamics that complements static measurements of BMD by DXA. Conventional clinical measurements of bone turnover, primarily the estimation of collagen and its breakdown products in the blood or urine, lack both sensitivity and specificity as a reliable diagnostic tool. As a result, improved tests are needed to augment the use of BMD measurements as the principle diagnostic modality. In this study, the serum proteome of 58 postmenopausal women with high or low/normal bone turnover (training set) was analyzed by surface enhanced laser-desorption/ionization time-of-flight mass spectrometry, and a diagnostic fingerprint was identified using a variety of statistical and machine learning tools. The diagnostic fingerprint was validated in a separate distinct test set, consisting of serum samples from an additional 59 postmenopausal women obtained from the same Mayo cohort, with a gap of 2 yr. Specific protein peaks that discriminate between postmenopausal patients with high or low/normal bone turnover were identified and validated. Multiple supervised learning approaches were able to classify the level of bone turnover in the training set with 80% sensitivity and 100% specificity. In addition, the individual protein peaks were also significantly correlated with BMD measurements in these patients. Four of the major discriminatory peaks in the diagnostic profile were identified as fragments of interalpha-trypsin-inhibitor heavy chain H4 precursor (ITIH4), a plasma kallikrein-sensitive glycoprotein that is a component of the host response system. These data suggest that these serum protein fragments are the serum-borne reflection of the increased osteoclast activity, leading to the increased bone turnover that is associated with decreasing BMD and presumably an increased risk of fracture. In conjunction with the

The employee retention triad in health care: Exploring relationships amongst organisational justice, affective commitment and turnover intention.

Science.gov (United States)

Perreira, Tyrone A; Berta, Whitney; Herbert, Monique

2018-04-01

To increase understanding of the relationships between organisational justice, affective commitment and turnover intention in health care. Turnover in health care is a serious concern, as it contributes to the global nursing shortage and is associated with declines in quality of care, patient safety and patient outcomes. Turnover also impacts care teams and is associated with decreased staff cohesion and morale. A survey was developed and administered to frontline nurses working in the Province of Ontario, Canada. The data were used to test a hypothetical model developed from a review of the literature. The relationships amongst the three constructs were evaluated using structural equation modelling and mediation analysis. The hypothesised model was generally supported, although we were limited to considerations of interpersonal justice, affective commitment to one's organisation and turnover intention. Interpersonal justice is associated with affective commitment to one's organisation, which is negatively associated with turnover intention. Interpersonal justice was also found to be directly and negatively associated with turnover intention. Affective commitment to one's organisation was also found to mediate the relationship between interpersonal justice and turnover intention. The examination of relationships within the "employee retention triad" in a single, comprehensive model is novel and provides new information regarding relational complexity and insights into what healthcare leaders can do to retain employees. Reducing turnover may help to decrease some of the stressors related to turnover for clinical staff remaining at the organisation such as constant onboarding and orientation of new hires, working with less experienced staff and increased workload due to decreased staffing. © 2018 John Wiley & Sons Ltd.

Rationale for the evaluation of trabecular bone turnover

International Nuclear Information System (INIS)

Kimmel, D.B.; Jee, W.S.S.

1976-01-01

A procedure for the morphometric evaluation of trabecular bone is identified. Its scrupulous use allows total identification of bone formation and resorption rates, items necessary for the direct histologic analysis of bone turnover

Seasonal species interactions minimize the impact of species turnover on the likelihood of community persistence.

Science.gov (United States)

Saavedra, Serguei; Rohr, Rudolf P; Fortuna, Miguel A; Selva, Nuria; Bascompte, Jordi

2016-04-01

Many of the observed species interactions embedded in ecological communities are not permanent, but are characterized by temporal changes that are observed along with abiotic and biotic variations. While work has been done describing and quantifying these changes, little is known about their consequences for species coexistence. Here, we investigate the extent to which changes of species composition impact the likelihood of persistence of the predator-prey community in the highly seasonal Białowieza Primeval Forest (northeast Poland), and the extent to which seasonal changes of species interactions (predator diet) modulate the expected impact. This likelihood is estimated extending recent developments on the study of structural stability in ecological communities. We find that the observed species turnover strongly varies the likelihood of community persistence between summer and winter. Importantly, we demonstrate that the observed seasonal interaction changes minimize the variation in the likelihood of persistence associated with species turnover across the year. We find that these community dynamics can be explained as the coupling of individual species to their environment by minimizing both the variation in persistence conditions and the interaction changes between seasons. Our results provide a homeostatic explanation for seasonal species interactions and suggest that monitoring the association of interactions changes with the level of variation in community dynamics can provide a good indicator of the response of species to environmental pressures.

Dynamic Effects of Teacher Turnover on the Quality of Instruction. Working Paper 170

Science.gov (United States)

Hanushek, Eric A.; Rivkin, Steven G.; Schiman, Jeffrey C.

2016-01-01

It is widely believed that teacher turnover adversely affects the quality of instruction in urban schools serving predominantly disadvantaged children, and a growing body of research investigates various components of turnover effects. The evidence at first seems contradictory, as the quality of instruction appears to decline following turnover…

An Exploration of Turnover Experience of IT Professionals in the District of Columbia

Science.gov (United States)

Edeh, George

2016-01-01

Turnover among information technology professionals costs organization in revenues. According to Computer Economics (2008), the cost of replacing one information technology employee is $50,000. Reports from the United States Department of Commerce and Office of Technology Policy showed that turnover rate in Information Technology has exceeded 20%…

Does Gender Diversity in the Workplace Affect Job Satisfaction and Turnover Intentions?

DEFF Research Database (Denmark)

Madsen, Mikkel Bo; Nielsen, Vibeke Lehmann

2017-01-01

containing replies from 2,818 employees from 13 different occupations in the Danish public sector. The sample is stratified according to gender and contains equal shares of women and men in each occupation, thus providing good opportunities to estimate the importance of gender diversity for both women...... suggest that turnover intentions may not be an unambiguous indicator of organizational dissatisfaction or lack of well-being (as it is often tacitly taken to be). In some contexts, turnover intentions may be an expression of positive career orientations. Intentions to find another job may express an urge...... to move on, develop, obtain better pay, and so on. An occupational variable may be decisive in capturing the relevant context for determining the meaning of turnover intentions...

Impact of resilience and job involvement on turnover intention of new graduate nurses using structural equation modeling.

Science.gov (United States)

Yu, Mi; Lee, Haeyoung

2018-03-06

Nurses' turnover intention is not just a result of their maladjustment to the field; it is an organizational issue. This study aimed to construct a structural model to verify the effects of new graduate nurses' work environment satisfaction, emotional labor, and burnout on their turnover intention, with consideration of resilience and job involvement, and to test the adequacy of the developed model. A cross-sectional study and a structural equation modelling approach were used. A nationwide survey was conducted of 371 new nurses who were working in hospitals for ≤18 months between July and October, 2014. The final model accounted for 40% of the variance in turnover intention. Emotional labor and burnout had a significant positive direct effect and an indirect effect on nurses' turnover intention. Resilience had a positive direct effect on job involvement. Job involvement had a negative direct effect on turnover intention. Resilience and job involvement mediated the effect of work environment satisfaction, emotional labor, and burnout on turnover intention. It is important to strengthen new graduate nurses' resilience in order to increase their job involvement and to reduce their turnover intention. © 2018 Japan Academy of Nursing Science.

The Soft Underbelly of System Change: The Role of Leadership and Organizational Climate in Turnover during Statewide Behavioral Health Reform.

Science.gov (United States)

Aarons, Gregory A; Sommerfeld, David H; Willging, Cathleen E

2011-01-01

This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizational climate, turnover intentions, turnover, and reform-related financial stress ("low" versus "high") experienced by the agencies. Analyses revealed that positive leadership was related to a stronger empowering climate in both high and low stress agencies. However, the association between more positive leadership and lower demoralizing climate was evident only in high stress agencies. For both types of agencies empowering climate was negatively associated with turnover intentions, and demoralizing climate was associated with stronger turnover intentions. Turnover intentions were positively associated with voluntary turnover. Results suggest that strong leadership is particularly important in times of system and organizational change and may reduce poor climate associated with turnover intentions and turnover. Leadership and organizational context should be addressed to retain staff during these periods of systemic change.

Report: Remedial Project Manager Turnover at Superfund Sites

Science.gov (United States)

Report #2001-M-000015, June 15, 2001. We determined that EPA Region III did not have formal procedures in place to mitigate continuity problems caused by turnover of EPA personnel in the Superfund program.

Platelet turnover in stable coronary artery disease - influence of thrombopoietin and low-grade inflammation.

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Sanne Bøjet Larsen

Full Text Available BACKGROUND: Newly formed platelets are associated with increased aggregation and adverse outcomes in patients with coronary artery disease (CAD. The mechanisms involved in the regulation of platelet turnover in patients with CAD are largely unknown. AIM: To investigate associations between platelet turnover parameters, thrombopoietin and markers of low-grade inflammation in patients with stable CAD. Furthermore, to explore the relationship between platelet turnover parameters and type 2 diabetes, prior myocardial infarction, smoking, age, gender and renal insufficiency. METHODS: We studied 581 stable CAD patients. Platelet turnover parameters (immature platelet fraction, immature platelet count, mean platelet volume, platelet distribution width and platelet large cell-ratio were determined using automated flow cytometry (Sysmex XE-2100. Furthermore, we measured thrombopoietin and evaluated low-grade inflammation by measurement of high-sensitive CRP and interleukin-6. RESULTS: We found strong associations between the immature platelet fraction, immature platelet count, mean platelet volume, platelet distribution width and platelet large cell ratio (r = 0.61-0.99, p<0.0001. Thrombopoietin levels were inversely related to all of the platelet turnover parameters (r = -0.17--0.25, p<0.0001. Moreover, thrombopoietin levels were significantly increased in patients with diabetes (p = 0.03 and in smokers (p = 0.003. Low-grade inflammation evaluated by high-sensitive CRP correlated significantly, yet weakly, with immature platelet count (r = 0.10, p = 0.03 and thrombopoietin (r = 0.16, p<0.001. Also interleukin-6 correlated with thrombopoietin (r = 0.10, p = 0.02. CONCLUSION: In stable CAD patients, thrombopoietin was inversely associated with platelet turnover parameters. Furthermore, thrombopoietin levels were increased in patients with diabetes and in smokers. However, low-grade inflammation did not seem to have a

Exploring factors influencing voluntary turnover intent of Generation X public servants: A South African case

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Hester Nienaber