Balancing Compensation Research Articles

Functional Outcome and Balance Compensation in Patients with Unilateral Vestibular Schwannoma After Surgical Treatment-Short- and Medium-Term Observation.

Objective: The aim was to evaluate vestibular function in patients with unilateral vestibular schwannoma before and in the short and medium term after surgical treatment to analyze vestibular compensation. The identification of the prognostic factors determining incomplete and slower balance recovery was assessed. Methods: Forty-five patients with unilateral vestibular schwannoma treated surgically through the middle cranial fossa and translabyrinthine approach were enrolled in this study. The data were collected in the period between April 2022 and August 2023. The clinical data, vestibular tests (video head impulse test, sensory organization test) and the dizziness handicap inventory (DHI) before and after surgery were evaluated. Results: One month after surgery, a temporary deterioration in the DHI results occurred (DHI total score before surgery 24.36 vs. one month after surgery 31.64); however, a significant increase was found only by analyzing the functional subscale (p = 0.0395) for the DHI functional, emotional and physical subscale results; in addition, the total score before and three months after the surgery did not differ significantly. No statistically significant differences between the preoperative sensory organization test and the test one month after the surgery were found, while a significant improvement in the vestibular parameters was observed three months after the surgery compared to the preoperative results (C5 0.0306, C6 0.0002, VEST 0.0294, COMP 0.0023). A negative correlation was found between the DHI total score and C5 (-0.3198, -0.3266), C6 (-0.3448, -0.46379), VEST (-0.3100, -0.3252) and COMP (-0.4018, -0.4854) one and three months after the surgery, respectively. A significant deterioration was found between the LSC gain results on the tumor side (p < 0.001) and on the healthy side before the surgery vs. one month afterwards (p = 0.0079) and before the surgery vs. three months afterwards (p = 0.0419). The middle cranial fossa or translabyrinthine approach had no influence on the postoperative results. Conclusions: In the postoperative period, vestibular compensation occurs spontaneously. The results show that the functional level deteriorates one month after surgery but then improves significantly three months after the surgery, which confirms that compensation occurs gradually. The DHI functional subscale results before surgery and three months afterwards did not differ significantly, which demonstrates that functional recovery after vestibular denervation should take place within that time. In the present study, no predictive factors for unsatisfactory functional postoperative outcomes were found.

Organizational Culture and Employee Turnover at Dahabshiil Bank in Mogadishu, Somalia

The main objective of this study was to establish organizational culture and employee turnover at Dahabshiil Bank in Mogadishu, Somalia. This study conduct at Dahabshiil Bank in Mogadishu, Somalia. This study started February 2021 and finished August 2024. Methods: The study aimed to analyze the organizational culture and employee turnover of Dahabshiil Bank in Mogadishu, Somalia. A total of 200 employees were included, with a sample size of 133. A quantitative research design was chosen for efficiency and cost-effectiveness. Data was collected through a structured questionnaire tool, and quality control measures included validity and reliability. The study involved random and purposive sampling, and all responses were checked for accuracy. The data analysis involved quantitative data analysis and descriptive evaluation. Result: The survey data on organizational values revealed a diverse range of perceptions among respondents. A significant portion expressed dissatisfaction with the clarity of communication about organizational values, while nearly half agreed that they receive clear communication. Employees' self-assessment of their role in promoting a respect-oriented culture revealed diverse perspectives. The influence of organizational values on employees' decisions to stay at work revealed a wide range of perspectives. Recognition by the bank for observing organizational core values revealed a diverse range of experiences and sentiments. The performance appraisal system showed mixed opinions, with 28.1% strongly disagreeing and 17.3% disagreeing. The study shows a negative perception of employee participation in innovation, with a majority disagreeing (85.7%). The impact of Dahabshiil Bank's innovation orientation on employees' commitment to the bank was varying, with 58.6% disagreeing and 30.0% positive, suggesting that the bank's innovation focus influences their decision to stay. Recommendation: The bank should enhance its organizational values through strategies like improved communication, leadership involvement, employee engagement, and feedback mechanisms. To foster a diverse workforce, the bank should reassess its core values. Effective communication is crucial, and leaders should promote the organization's values. To retain employees, tailored retention strategies should consider career progression, compensation, and work-life balance. The recruitment process should be streamlined, and career progression pathways should be established. Lastly, fostering innovation requires increased resources, support, and recognition for employees who contribute to it.

Determinants of employee turnover intentions from Malaysia’s manufacturing sector in north region of Malaysia

This study addresses the critical issue of employee turnover intention within Malaysia’s manufacturing sector, focusing on the semiconductor industry, a pivotal component of the inclusive economy growth. The research aims to unveil the determinants of employee turnover intentions through a comprehensive analysis encompassing compensation, career development, work-life balance, and leadership style. Utilizing Herzberg’s Two-Factor Theory as a theoretical framework, the study hypothesizes that motivators (e.g., career development, recognition) and hygiene factors (e.g., compensation, working conditions) significantly influence employees’ intentions to leave. The quantitative research methodology employs a descriptive correlation design to investigate the relationships between the specified variables and turnover intention. Data was collected from executives and managers in northern Malaysia’s semiconductor industry, revealing that compensation, rewards, and work-life balance are significant predictors of turnover intention. At the same time, career development and transformational leadership style show no substantial impact. The findings suggest that manufacturing firms must reevaluate their compensation strategies, foster a conducive work-life balance, and consider a diverse workforce’s evolving needs and expectations to mitigate turnover rates. This study contributes to academic discourse by filling gaps in current literature and offers practical implications for industry stakeholders aiming to enhance employee retention and organizational competitiveness.

Fundamental vector soliton dynamics governed by Kerr and Raman nonlinearities in optical fiber

Abstract This work analyzes numerically the propagation of a fundamental vector soliton in presence of a Raman soliton self-polarization shift (RSSPS) effect driven by the self- and cross-frequency shift that are induced by the stimulated Raman scattering (SRS), which is modeled by two coupled nonlinear Schrödinger equations in a circular polarization basis. Particularly, the propagation of the fundamental vector soliton, as a sech-squared temporal pulse profile, is also governed by a compensation balance between dispersion and Kerr effect. In this analysis, the numerical approach for solving the propagation problem is studied in detail. Additionally, for a better understanding of the vector soliton dynamics, the pulse propagation governed by linear and nonlinear effects, considering their individual contributions as well as their simultaneous interplay, are studied by spectrograms, which represent the temporal-spectral distribution of the pulse profile. As a result, the fundamental vector soliton, which maintains its temporal envelope over propagation, validates a temporal walk-off along propagation that is consistent with a redshifted spectral evolution; at the same time, the polarization evolution is correlated with this pulse dynamics.

Test Study on Water and Salt Transport in Soil Transition Layer under Water Storage Irrigation Based on Big Data Technology and its Mechanism

At present, it is necessary to vigorously transform saline-alkali wasteland, dry land and coastal tidal flat to realize the balance of cultivated land occupation and compensation. In this paper, the experiment and mechanism of water and salt transport in soil transition layer under water storage irrigation are studied by combining big data technology. Moreover, based on the basic principle of water and salt balance, the numerical model of water and salt transport in vadose zone of study area under brackish water irrigation is constructed on the basis of existing data. The model is a set of numerical models for simulating water transport, heat transport, solute transport and root water uptake in one-dimensional variable saturated media. The model analysis shows that soil water and salt transport is a complex natural phenomenon under the joint action of a large number of natural factors and human factors. In addition, this paper uses normal test analysis to find out whether the salt content of each soil layer conforms to the normal distribution, and combines with big data technology to perform mechanism analysis and verify the effectiveness of this method.

Simulation of Defoliation Effects on Relay Strip Intercropping Soybean: Elucidating Foliar Shedding and Leaf-to-Nodule Growth Plasticity.

Extensive foliar shedding in monoculture soybeans post-anthesis negatively impacts yield, whereas relay strip intercropping prolongs leaf area duration, enhancing productivity. However, little is known about the causes of leaf shedding in monoculture and its impact on physiological functions and plasticity of source and sink organs, we conducted a 4-year field experiment and leaf-removal simulations in relay intercropped soybeans. Results revealed that monoculture soybeans experienced severe self-shading and defoliation, while relay intercropping maintained better light conditions, supporting higher leaf area, nodule numbers, and carbon allocation. Increasing leaf removal initially increased leaf area but eventually reduced it. Extensive leaf-removal reduced Rubisco and sucrose phosphate synthase (SPS) activity, as well as sucrose, malate, ATP, and energy charge (EC) in nodules, revealing a trade-off between leaf growth and nodule development. Moderate leaf-removal (L30), however, balanced compensation and consumption, increasing total non-structural carbohydrates (TNC) in roots and N and ureide in leaves and pods. Network analysis showed that L30 improved the synergies of functional traits in leaves and nodules, ultimately benefiting overall plant growth and nutrient accumulation in pods. This study elucidates a mechanism of foliar shedding and highlights how relay strip intercropping optimizes source-sink coordination to enhance photosynthesis and nitrogen fixation.

Analysis of Factor Affecting Employee Satisfaction in Modern Corporate Sector for Employee Retention

Data Type: Primary data collected via structured questionnaire. Survey Factors: Work environment, compensation, career growth, leadership, recognition, and work-life balance. Methodology: Descriptive research with a sample size of 100 respondents. Objective: To identify key factors that influence employee satisfaction and its impact on retention in the modern corporate sector. Data Collection Tool: Google Forms administered survey. Focus: Investigating how satisfaction drivers affect employee retention strategies in modern organizations

Advanced Practice Providers in Cellular Therapy: Survey Results from the ASTCT APP Special Interest Group Exploring Clinical Roles, Compensation, and Job Satisfaction

BackgroundAdvanced practice providers (APPs), which include physician assistants/associates and advanced practice nurses, are critical members of the transplant and cellular therapy (TCT) care team. Despite broad utilization in transplant centers, there is little published literature on the clinical roles and responsibilities, staffing models, compensation structure, and job satisfaction of TCT APPs. This study represents the results of a national survey administered by the APP Special Interest Group to better characterize the TCT APP workforce. ObjectiveTo characterize the TCT APP workforce by investigating clinical roles and responsibilities, compensation and institutional support, and job satisfaction. MethodsA 25-item web-based survey addressing four domains (transplant center data, APP roles and responsibilities, compensation and institutional support, and job satisfaction). Surveys were sent to participants through a chain-referral sampling method. Data were analyzed using descriptive statistics and multinomial logistic regression. ResultsA total of 198 responses were analyzed, representing 64 transplant centers of varying size from 29 states. APPs report working in inpatient and outpatient settings and performing a broad array of TCT-associated procedures including bone marrow biopsy (78%), lumbar puncture (43.2%), intrathecal chemotherapy (47.0%), and cellular infusions (45.9%). Median salary of respondents was $110,000-$119,000 and was significantly associated with geographic location of transplant center and years of experience. A minority of respondents reported no funding (4.2%) or time (9.8%) supporting continuing education. A majority of APPs (55.1%) do not feel they are appropriately paid. A majority (54.3%) did not feel that their center supported a good work-life balance. Nearly 35.4% of respondents did not feel valued in their role. ConclusionsThis survey represents the first to characterize the TCT APP workforce in the United States. APPs are highly integrated into the TCT care team and can serve as means to improve patient access to TCT therapies given a worsening physician shortage. However, the lack of satisfaction with compensation and work-life balance could represent barriers to recruitment and retention of TCT APPs and warrant future studies to better characterize.

The Gains and Losses of Cultivated Land Requisition–Compensation Balance: Analysis of the Spatiotemporal Trade-Offs and Synergies in Ecosystem Services Using Hubei Province as a Case Study

The cultivated land requisition–compensation balance (CLRCB) policy is an important policy implemented by China to address the reduction in cultivated land and ensure food security. Although this policy has alleviated the loss of cultivated land quantity, it has had complex and diverse impacts on ecosystem services. Taking Hubei Province as the study area, this research explores the impact of the implementation of the CLRCB on ecosystem services and simulates the changes in ecosystem services in the study area in 2030 and the impact of CLRCB on the interactions among various services. The results show the following: (1) from 2000 to 2020, Hubei Province achieved a balance in the quantity of cultivated land through excessive compensation but failed to reach the goals of balancing cultivated land yield and productivity. (2) During the requisition–compensation process, habitat quality decreased by 501,862, and carbon storage lost 1.3 × 107 t, indicating negative ecological impacts; soil conservation services increased by 184.2 × 106 t, and water production increased by 21.29.3 × 108 m3. Within the cultivated land requisition–compensation area, habitat quality and carbon storage, as well as soil conservation and water production, exhibited synergistic relationships, while the remaining pairs of ecosystem services showed trade-off relationships. (3) The simulation of ecosystem services in 2030 indicates that soil conservation and water production are highest under the natural development scenario, while habitat quality and carbon storage are highest under the ecological protection scenario, both of which are superior to the urban development scenario. Under the natural development scenario, the trade-off and synergistic relationships among various ecosystem services in the cultivated land requisition–compensation area remain unchanged, while these relationships change significantly under the other two scenarios. This study emphasizes that future CLRCB should not only focus on maintaining the quantity of cultivated land but also consider the comprehensive benefits of ecosystem services, in order to achieve sustainable land-use management and ecological conservation.

A 132–170 GHz high-gain driving amplifier utilizing asymmetric broadside coupled line in 40-nm CMOS

This paper presents a driving amplifier (DA) utilizing the proposed asymmetric broadside coupled line. In contrast to conventional coupled line, the balun devised with proposed asymmetric coupled line and enhanced wideband balance compensation technique is utilized, thereby achieving wideband impedance matching and mitigating insertion loss. Additionally, the utilization of the lossy over-neutralization technique substantially enhances the power gain of amplifiers operating in the upper millimeter-wave band (150 GHz–300 GHz). The DA is fabricated utilizing a 40-nm CMOS process without aluminum layers. The fabricated amplifier demonstrates a compact total area of 0.135 mm2 (0.031 λ2), with a core area of 0.027 mm2 (0.0061 λ2). It achieves a high gain of 19.4 dB, high power of 11.05 dBm, and high power-added efficiency (PAE) of 11.05% at 160 GHz. Moreover, both the 3-dB power gain bandwidth and the 3-dB saturated power bandwidth extend from 132 GHz to 170 GHz, covering a bandwidth of 38 GHz. This configuration underscores the robust performance of the DA in the upper millimeter-wave band.

The Influence of Compensation and Work-Life Balance on Intention to Stay of Aramex Indonesia Employee

Intention to stay in an organization is influenced by various factors, one of which is flexibility in working hour arrangements that can improve work-life balance, productivity, engagement, and organizational attractiveness for potential talents. This study aims to explain the effect of compensation and work-life balance on employee intention to stay at Aramex Indonesia. This type of research is descriptive quantitative. The population in this study were all employees of Aramex Indonesia using non-probability sampling method saturated sampling technique. The results showed that the multiple regression model equation. Managerial Implications The findings of this study reveal that compensation and work-life balance significantly influence the intention to stay among Aramex Indonesia employees. These insights suggest that management should prioritize competitive compensation packages and policies that support work-life balance to retain talent. Offering flexible working arrangements and ensuring that employees feel adequately rewarded for their contributions can enhance job satisfaction and loyalty, thereby reducing turnover rates. Implementing these strategies can help Aramex Indonesia maintain a stable and motivated workforce, ultimately contributing to the company's long-term success and operational efficiency.

Analysis of the Impact on Compensation Satisfaction, Overcommitment, and Sleep Quality as Mediating Factor Against Mental Health Condition of Construction Worker in Indonesia

This study investigates the relationship between compensation satisfaction, overcommitment, and sleep quality as mediating variable on the mental health of construction workers in Indonesia. The research utilizes a quantitative approach with data collected from 182 respondents through surveys conducted using a cross-sectional method. The questionnaire utilized Likert scales to measure compensation satisfaction, overcommitment, sleep quality, and mental health. The collected data were analyzed using SPSS software for descriptive analysis and multiple linear regression. The findings reveal that compensation satisfaction positively impacts mental health, while overcommitment has a negative effect, contributing to mental health deterioration. Additionally, sleep quality is found to play a mediating role, mitigating the adverse effects of overcommitment on mental health. The study highlights the significance of fair compensation and work-life balance in improving the mental health of construction workers. These insights are essential for developing management policies aimed at enhancing employee well-being in the construction sector. The research contributes to understanding the complex interplay between compensation, work stress, and mental

PENGARUH KOMPENSASI DAN WORKLIFE BALANCE TERHADAP KINERJA KARYAWAN

The aim of this research is to test and explain (1) the influence of compensation on employee performance, (2) the influence of work-life balance on employee performance and (3) the influence of compensation and work-life balance on employee performance for Bobong City street sweepers. This type of research uses quantitative descriptive. The population of this research is all street sweepers in Bobong City. The population in this study was 39 people. This research uses a survey approach. Data collection was carried out using a questionnaire. The research results show that compensation has a positive and significant effect on employee performance and work-life balance has a positive and significant effect on employee performance. Furthermore, compensation and work-life balance simultaneously have a positive and significant effect on employee performance. Thus, it can be concluded that changes in increasing compensation and work-life balance which are reflected through benefits and involvement contribute positively simultaneously to increasing employee performance as measured through the aspects of quality, timeliness, effectiveness and independence.

Pengaruh kompensasi dan self efficacy serta work life balance terhadap job satisfaction

Job satisfaction among employees is important because high job satisfaction will result in a positive attitude toward workers, which will have an impact on improving company performance. Job satisfaction is not an independent aspect; however, there are several factors that influence both the external aspect (in the form of compensation, the internal aspect in the form of self-efficacy, and the employee’s relationship with work in the form of work-life balance. This study aims to determine the effects of compensation, self-efficacy, and work-life balance on the job satisfaction of PT employees. Delami Brand Kharisma Busana in Surabaya. This research method uses a quantitative approach with a sample of all PT employees. Delami Brands Kharisma Busana in Surabaya collected primary data using a Likert scale questionnaire. The variables used were compensation (X1), self-efficacy (X2), work–life balance (X3), and job satisfaction (Y). The data analysis was performed using multiple linear regression with SPSS version 25 software. The results indicate that there is a positive and significant effect of the compensation variable (X1), self-efficacy (X2), and work-life balance (X3) on the job satisfaction of employees at PT. Delami Brands Kharisma Busana is from Surabaya; thus, the coefficient of determination obtained was 51.2% of the independent variables used in this study. Keywords: Compensation, self efficacy, work life balance, job satisfaction.

The Importance Of Communication, Leader Member Exchange (LMX), Work Environment On Job Satisfaction Of State Civil Apparatus Purwakarta District, Cilegon City

This research aims to find out whether communication, Leader Member Exchange, and Work Environment influence job satisfaction of the State Civil Apparatus in Purwakarta District, Cilegon City. This research was conducted using quantitative research methods. The sample selection technique taken was the Slovin method with an error rate of 10%. Respondents came from Purwakarta District, Cilegon City with a total of 62 respondents. Data was collected using a questionnaire distributed directly to respondents, and analyzed using SPSS version 25. The statistical methods used were normality test, multicollinearity test, heteroscedasticity test, multiple linear regression analysis, hypothesis test, coefficient of determination test. The research results show that there is a significant influence between communication, Leader Member Exchange (LMX), work environment on job satisfaction partially, and there is a significant influence on communication, leader members exchange and work environment simultaneously on job satisfaction. The limitations of this research are also influenced by factors from other variables outside the research model such as compensation and work life balance, work motivation and others. It is hoped that future research will discuss beyond these variables and different locations.

Spatiotemporal Distribution and Driving Mechanisms of Cropland Long-Term Stability in China from 1990 to 2018

Long-term stability is crucial in cropland for maintaining stable agricultural production and ensuring national food security. However, relatively few studies have been conducted on the long-term stability of cropland at the national level. This study assessed the long-term stability of cropland in China from 1990 to 2018 using a fine-resolution land use dataset. The experimental results indicated that the average area of unstable cropland in China from 1990 to 2018 amounted to 2.08 × 106 km2, 47.31% of the total. The Qinghai–Tibet Plateau exhibited the highest average proportion of unstable cropland at 65.9%, followed by the northern arid and semiarid region, Southern China, and the Yunnan–Guizhou Plateau. The quantity of unstable cropland in China initially declined before increasing, reaching a final growth rate of 5.09%. Furthermore, this study explored the relevant driving factors of cropland’s long-term stability from both natural factors and human activities based on artificial neural networks. The relative importance of distance to vegetation reached a value of 0.30, indicating that it had the most significant influence on the long-term stability of cropland, followed by relief amplitude and soil type. This phenomenon may be attributed to the inadequate execution of the Grain for Green Policy and the requisition–compensation balance of cropland policy, along with the depletion of young and middle-aged laborers due to urban migration from rural areas. Local governments should focus on addressing the unsustainable exploitation of sloped land in rural mountainous or hilly regions while preventing urban developers from appropriating fertile cropland to compensate for less fertile areas.

Functional Level and Dynamic Posturography Results Two Years after Vestibular Neurectomy in Patients with Severe Meniere's Disease.

Objectives: The aim of this study was to evaluate the functional outcomes and balance compensation in patients with severe Meniere's disease after vestibular neurectomy. Methods: Pre- and postoperative results were analyzed in twenty patients with unilateral Meniere's disease before and two years after vestibular neurectomy. Clinical evaluation was performed using a subjective grading scale proposed by the American Academy of Otolaryngology-Head and Neck Surgery and the Dizziness Handicap Inventory. Sensory organization test results were analyzed to assess the balance system before and after the surgery. Results: All patients reported a complete resolution of vertigo attacks after the vestibular neurectomy; 95% of patients reported functional level improvement according to a scale proposed by the American Academy of Otolaryngology-Head and Neck Surgery, and the average score decreased from 4.5 to 1.6. Clinical improvement, evaluated with the Dizziness Handicap Inventory, was present in all patients, with the average result decreasing from 81.7 to 16.4. Analyzing both grading systems, differences between pre- and postoperative results were statistically significant. No statistically significant differences were found between the sensory organization test results before and after vestibular neurectomy. Significant correlations were found between a patient's age and postoperative results of the Dizziness Handicap Inventory and posturography. Conclusions: Vestibular neurectomy is an effective vertigo treatment in patients with severe Meniere's disease with no clinical improvement despite conservative treatment. It results in subjective physical, functional, and emotional improvement, enabling patients to return to daily activities and work. An appropriate qualification of patients and comprehensive preoperative evaluation are essential to obtaining satisfactory clinical outcomes.

How Psychological Capital Impacts Career Growth of University Students? The Role of Academic Major Choice

This study aimed to investigate whether and how university students with high psychological capital (PsyCap) experience more career growth. Based on self-determination theory, we examined the mediating role of self-concordance in choosing majors and the moderating role of career values in this relationship. Results from a two-wave lagged study of 705 Chinese university students over one year provided support for our model. We found that students’ PsyCap upon university entrance was positively related to their career growth one year later through the mediating role of self-concordance in choosing majors; extrinsic career values (external compensation and work-life balance values) mitigated the positive effect of self-concordance in choosing majors on career growth, as well as the indirect effect. We contribute by identifying PsyCap as an antecedent of career growth of university students and by revealing its influence mechanisms in a career choice scenario. Practical implications of the study are also discussed.

Performance Analysis of Gaussian Apodized Fiber Bragg Grating (GA-FBG) Dispersion Compensator for a Long Haul Optical Fiber Link

This examination gives a complete analysis of the GA-FBG, a generally involved grating for dispersion compensation across a 150 kilometer optical link, from each point. The essential objective of this study is to distinguish how long the GA-FBG can work as an independent dissemination reimbursement gadget and how well it acts in various compensation settings. In this review, the GA-FBG is utilized as an option in contrast to the exorbitant Dispersion-Reimbursing Fiber inside the association to give a more safe optical link. The investigation delves into three specific compensation methods and studies the GA-FBG grating boundaries in light of the relative abundance of real imperatives associated with a Fiber Bragg Grating (FBG) in the design phase. Using a Piece Blunder Rate analyzer to examine the streamlined links' exhibition highlights allows us to evaluate their productivity. Results show that the GA-FBG exhibits a common dispersion compensation adequacy when the link's channel boundaries are tuned. Using gearbox over distances easily exceeding 500 km, the balanced compensation strategy delivers a remarkable Q-factor respect. Utilizing OptiSystem programming, we validate the proposed system's functional viability. The results of our study indicate that the GA-FBG is capable of efficiently counteracting dispersion, leading to an optical link that is both more economical and effective, with significant potential for extended transmission ranges.

Assessment the Job Satisfaction and Intention to Quit the Job among Staff Nurses

Background: The nursing profession is essential to the healthcare system, primarily focused on patient care and health restoration. Recent studies have highlighted a global shortage of nurses and the consequential impact on healthcare delivery. Job satisfaction and retention are crucial in addressing these shortages, yet little is known about the current state of these factors among nurses in teaching hospitals. Objective: This study aimed to assess job satisfaction and the intention to quit among nurses in a teaching hospital to identify key factors that could help improve retention rates and job satisfaction. Methods: A descriptive cross-sectional survey was conducted over a six-month period at a teaching hospital. The study involved 138 nurses, including registered nurses, diploma nurses, and graduate nurses. Data were collected using a validated questionnaire, focusing on demographic variables, job satisfaction, and turnover intentions. The sample size was calculated using Sullivan's formula, and the analysis was performed using SPSS version 25. Descriptive statistics were employed, and the normality of data distribution was verified. Results: The study found varying degrees of job satisfaction among nurses. Only 30.4% of participants were satisfied with their compensation, and 52.1% doubted their career choice. About 50% were actively looking for better job opportunities. A significant 60.1% reported that working hours negatively impacted their social life, and 70.3% experienced a lack of support from management. Additionally, only 51.0% of nurses found communication from management to be clear. Conclusion: The low level of job satisfaction and high intention to quit among nurses at the teaching hospital indicate urgent needs for improvement in compensation, management support, and work-life balance. Strategies to enhance communication and support from management could potentially increase job satisfaction and reduce turnover intentions.