Increase In Turnover Research Articles

Decentralizing the School: The Necessity of Teacher Involvement in School Management

The role of school management is to ensure that the school is run in efficient and orderly ways, providing an ideal education environment for teachers and students. Effective school management can substantially promote teacher professional development whereas flawed school management undermines the teacher’s job satisfaction and identification with the teaching career, leading to increased turnover rates (Stockard & Lehman, 2004; Tang, 2024). Also, the leadership style of the school is closely related to the students’ quality of learning, making a significant difference to their interest, motivation, and outcomes (Robinson & Gray, 2019; Yu et al., 2021). Therefore, developing legitimate school management patterns is of vital significance for educational quality enhancement.

Does biasedness starts with HR? - Analysis and outcomes and suggestions for transparent practices

HR research has shown that HR practitioners are influenced by different biases in their decision making. But do they know they are biased? This study looks at blind spots. These findings contribute to behavioural research in HR and practical tips to address workplace bias, whether deliberate or not Recognising and addressing biases is key to a fair and inclusive work environment across the globe whether international, national or local to identify common biases and their impact on the organisation and employees as well as ways to mitigate the unfair outcome.Cultural stereotypes, personal biases and institutionalised practices that unintentionally favour some groups over others are the main sources of HR bias. Gender, race, age and socio-economic status can for example determine who gets hired, evaluated for performance or promoted by employers. Without diversity considerations the result is uniform teams that stifle creativity as marginalisation excludes certain perspectives from consideration through exclusionary means.The impact of HR bias goes beyond individual employees to the organisation as a whole. Biased HR practices can erode trust in management, reduce employee engagement and increase turnover rates. This in turn can harm the organisation’s reputation making it less attractive to top talent and potentially lead to legal challenges. Biased decision making can also result in suboptimal talent management where the most qualified candidates are overlooked and the organisation’s overall performance is compromised.To address HR bias you need a 3 prong approach, bias awareness training, standardised and transparent HR processes and a culture of inclusion. Organisations need to actively work to identify and mitigate biases in their HR practices to be fair, equitable and utilise human capital optimally.

Analisis Gambaran Durasi Kerja dan Masa Kerja dengan Kelelahan Kerja pada Driver Perusahaan Distributor Gas di Gresik

Fatigue can be caused by personal stress factors. Based on observations and interviews, it is known that 5 drivers at the Gas Distributor Company in Gresik experienced work fatigue. The drivers complained that working hours that exceeded capacity limits and the pressure to continue making deliveries caused fatigue and increased turnover rates in the company. This study aims to analyze the description of work duration and work period with work fatigue in drivers of the Gas Distributor Company in Gresik. This study uses a quantitative descriptive method. The number of samples in this study was determined by a total sampling of 30 drivers. The method of obtaining research data was carried out by filling out a questionnaire. Based on the results of the analysis of the description of work period with work fatigue, 21 people with a work period of ≥5 years were obtained 5 people had high work fatigue and 4 people had very high work fatigue and 21 people <5 years were obtained 20 people had high work fatigue and 1 person had very high work fatigue. Analysis of the description of work duration with work fatigue showed that 6 people who worked <8 hours were obtained 3 people had high work fatigue and 3 people had very high work fatigue. Then from 24 people who worked ≥8 hours, 22 people had high work fatigue and 2 people had very high work fatigue. Based on the results of the work period analysis, most drivers worked <5 years as many as 20 drivers and in the results of the work duration analysis, most drivers worked ≥8 hours as many as 22 drivers.

External Recruitment and Staff Retention Dilemma at Dar es Salaam University College of Education, Tanzania

This paper describes the scenario of external recruitment and staff retention dilemma at Dar es Salaam University College of Education (DUCE) as experienced between 2021 and 2023. In a similar period, a newly appointed Principal of the College, immediately started to analyze the issue with intention to sort it out by conveying regular meetings with the Head of Departments and senior staff. The case investigated the root causes behind the increased turnover rates among academic staff at DUCE, specifically the case explored the effectiveness of the institution's recruitment policy, weighing the advantages and disadvantages of hiring from external sources versus promoting employees internally. Using the Resource-Based View (RBV) and Equity Theory as guiding frameworks, the study examined the implications of both recruitment strategies on employee morale, satisfaction, and the institution's overall credibility. The business case adopted analytical approach in order to present the event or situation of external recruitment and staff retention dilemma in the College as well as the actions and decisions which were implemented against the problem. The qualitative data were collected by this business case through discussion with the protagonists and analyzed using qualitative methods of explanation and discussions. The research employed a decision-making case design and qualitative approach, involving interviews with 5 key administrative members at DUCE, documentation was used in reviewing the secondary information such as turnover rates statistics and recruitment policy. Findings indicate that external recruitment, while beneficial for bringing in top talent and enhancing the institution's credibility, has demoralized internal staff, leading to higher turnover rates. Conversely, internal promotions enhance employee satisfaction and commitment but may not always meet the qualifications required for senior positions. The study concludes that a dual recruitment strategy, which balances internal promotions to boost morale and external hiring for specialized expertise, could be an effective solution to address the turnover dilemma. Recommendations include developing a robust internal control system, investing in staff capacity building, and aligning recruitment practices with government policies to ensure the institution's long-term sustainability and growth. In view of this, the business case proposes that the management need to strike the balance between the external recruitment objectives and the internal staff promotion procedures while keeping the employee retention system in place.

Relationship between moral resilience and secondary traumatic stress among ICU nurses: A cross-sectional study.

Since the outbreak of COVID-19, researchers worldwide have focused more on the issue of secondary traumatic stress (STS) experienced by nurses. This stress has an adverse effect on the health of nurses and the quality of nursing care, potentially undermining the stability of the nursing team and hindering the ability to meet the growing demand for nursing services. The impact of the COVID-19 pandemic, and the rise in global demand for ICU nursing, has placed a significant strain on ICU nurses, severely damaging their mental and physical health. Notably, ICU nurses also face high levels of moral distress, and moral resilience can effectively alleviate this distress and improve the quality of care. This study aimed to examine the levels of moral resilience and STS among ICU nurses, to explore their relationship and identify the factors influencing STS. This cross-sectional study involved 229 ICU nurses from two tertiary hospitals in Xi'an, China, who participated between November and December 2023. The data were collected through email using anonymous electronic questionnaires, encompassing a self-designed demographic- and work-life-related characteristic questionnaire; the Rushton Moral Resilience Scale; and the Secondary Traumatic Stress Scale. Descriptive statistics, t-tests, analysis of variance and hierarchical regression analysis were performed to analyse the data. The findings of the study indicated that ICU nurses' moral resilience and STS scores were at an intermediate level. Hierarchical regression analysis indicated that STS was negatively correlated with the subscales of the Rushton Moral Resilience Scale, specifically moral adversity coping (β, -0.156; 95% CI, -1.241 to -0.039) and relational integrity (β, -0.245; 95% CI, -1.453 to -0.388), which are significant predictors of STS. Additionally, good sleep quality (β, -.396; 95% CI, -14.948 to -7.117) and seeking psychological counselling because of work difficulties (β, .107; 95% CI, 0.237-9.624) emerged as significant predictors of STS among ICU nurses, with the model's explanation of the variance in STS increasing to 45.5%, △R2 = .167, F = 16.482 (p < .001). This study found that ICU nurses have moderate levels of moral resilience and STS, which are negatively correlated. This suggests that improving the moral resilience of ICU nurses may help reduce their STS levels. The study revealed that ICU nurses' moral resilience and secondary traumatic stress levels were at a moderate level, indicative of the need to take measures to enhance their moral resilience and reduce their secondary traumatic stress, as their presence not only affects the health of ICU nurses but also diminishes the quality of care and increases turnover rates.

Increasing Turnover Rate among Emirati Employees in Private Sector in Ras Al Khaima

Purpose: This study is aiming to examine the factors that contribute to the increasing rate of Emirati employees leaving their jobs in Ras Al Khaima private sector. It will demonstrate how these factors affect employees and result in their decision to leave their jobs. Additionally, which factor has the most impact on their intentions to resign will be identified. Moreover, what Human Resource Management do in response to that issue in order to strengthen their organization's position in the business market. According to the findings, this paper will attempt to introduce and propose some recommendations on how Human Resource Management can attract Emirati people to work in Ras Al Khaima private sector. Methodology: To handle this problem, the research will depend on the based-literature review methodology. The study relied on literature review to infer the factors that contribute to the increasing turnover rate among Emirati employees in Ras Al Khaima private sector. A comprehensive review of relevant academic and empirical literature was conducted to find out these factors. Findings: The main finding of the study is the positive relationship between job satisfaction and salary, rewards, benefits &amp; compensation, as well as flexible work practices and career development opportunities. Job satisfaction decreases the employee intention to quit their jobs. Additionally, shorter working hours which is needed to achieve work-life balance is related positively to employee retention and decreases turnover rate among employees. The paper also concluded that organizational support, fairness perception, and work-family culture are critical variables in employee retention. Unique Contribution to Theory, Practice and Policy: The study will provide new insights that would incorporate different views on employee turnover relevant to the Emirati context particularly in the private sector of Ras Al Khaimah. It will offer some recommendations that will enable policymakers to develop measures that can help reduce turnover rates among Emirati employees. It will also help in improving the HR practices according to the awareness of the socio-cultural and economic characteristics that affect the Emirati workers. Additionally, the policy recommendations may inform the creation of laws and measures that could enhance the employment status and satisfaction of Emirati employees in the private sector. The paper recommends creating strategic Emiratization initiatives, enhancing work environment through focusing on cultural values, engaging HR managers in setting UAE-specific HRM models that account for cultural and organizational peculiarities.

HOW ORGANIZATIONAL CLIMATE AFFECTS THE JOB SATISFACTION

Employee job satisfaction is crucial for organizational success and productivity. The organizational climate, comprising factors such as leadership styles, communication patterns, and organizational culture, plays a significant role in shaping employee perceptions and experiences within the workplace. This thesis explores the relationship between organizational climate and job satisfaction, aiming to provide insights into how organizational factors impact employee satisfaction levels. Through a comprehensive review of existing literature and empirical research, this study examines the various dimensions of organizational climate and their influence on job satisfaction. The research methodology involves surveys and interviews conducted within diverse organizational settings to gather data on employees' perceptions of the organizational climate and their levels of job satisfaction. The findings reveal a strong correlation between positive organizational climates characterized by open communication, supportive leadership, opportunities for growth and development, and high levels of job satisfaction among employees. Conversely, negative organizational climates marked by ineffective communication, autocratic leadership, and a lack of recognition and reward systems are associated with lower levels of job satisfaction and increased turnover rates. Furthermore, this thesis investigates the mediating role of factors such as employee engagement, organizational commitment, and perceived fairness in the relationship between organizational climate and job satisfaction. Understanding these underlying mechanisms can provide organizations with actionable insights to enhance employee satisfaction and foster a positive work environment. Organizational climate plays a pivotal role in shaping employees' perceptions, attitudes, and overall job satisfaction within an organization. This master's thesis aims to delve into the intricate relationship between organizational climate and job satisfaction, focusing on understanding how various dimensions of organizational climate influence employees' satisfaction levels. The research methodology employed in this study involves a mixed-methods approach, utilizing both quantitative surveys and qualitative interviews to gather comprehensive data.

Enhancing employee’s job satisfaction in Vietnam: Exploring the impact of organizational commitment, supervisor emotional support and training

Job satisfaction is an important factor in promoting an employee’s well-being, productivity, and organizational success. Generally, when job satisfaction is high, employees experience greater emotions of fulfillment, motivation, and engagement. This can result in increased productivity, improved performance, and a decrease in employee turnover rates. Low job satisfaction, on the other hand, can result in tension, exhaustion, and a diminished sense of accomplishment and job security. It can also have negative effects on a person's physical and mental health and lead to decreased productivity, increased absenteeism, and increased turnover rates. Therefore, it is interesting to study some factors behind job satisfaction, especially in the context of a developing country. In particular, this study examines the roles of organizational commitment, supervisory emotional support, and training in job satisfaction. Furthermore, this research also investigates the moderating impact of training on the organizational commitment-job satisfaction relationship. The research collected data on office employees in Vietnam from December 2022 to January 2023. The quantitative analysis was conducted using SPSS and AMOS software. The findings reveal that organizational commitment, supervisory emotional support, and training have positive influences on job satisfaction. Additionally, training has a positive moderating role in the organizational commitment -job satisfaction nexus. The practical implications emphasize that organizations should create a supportive work environment and encourage emotional support from managers. Moreover, companies should prioritize training opportunities for staff members to improve their work satisfaction.

Effects of governmental support on clinical nurse educators in South Korea: A repeated cross-sectional study.

To assess the effectiveness of the Clinical Nurse Educator Support Project and offer valuable insights for supporting nursing education. Allocating clinical nursing educators is crucial for supporting novice nurses' transition into the clinical setting and improving their performance. In 2019, the Ministry of Health and Welfare in South Korea implemented the Clinical Nurse Educator Support Project, which involves governmental financial support for the employment of clinical nurse educators. This study employed a repeated cross-sectional design to assess the project outcomes. Following the framework of the Kirkpatrick Evaluation Model, secondary data from annual self-program evaluation reports were analyzed to assess program satisfaction, clinical adaptation, and turnover rates of novice nurses. The "Strengthening the Reporting of Observational Studies in Epidemiology checklist" guided the reporting of the study. The project played a pivotal role in enhancing the quality of nursing education. Novice nurses' program satisfaction and clinical adaptation consistently remained high or exhibited an increase. The project led to a decrease in turnover rate among novice nurses, while the coronavirus 2019 pandemic resulted in increased turnover rates due to limited clinical practice opportunities for nursing students. Government support for clinical nurse educators has positively impacted the institutionalization of nursing education. The pressing need is to prioritize not only the enhancement of nursing education quality and the improvement of nurses' working conditions but also the development of healthcare policies and programs to effectively respond to unforeseen challenges and crises. Government and healthcare institutions must collaborate to strengthen clinical education, crucial for novice nurses' clinical adaptation. Prioritizing the improvement of nursing education quality and nurses' working conditions is essential. Continuous research and evaluation of the Clinical Nurse Educator Support Project is imperative to assess its impact and make necessary adjustments.

Procedural sedation of adult patients in the emergency department: a best practice implementation project.

The emergency department is a fast-paced and complex health care setting, where critical care is provided to patients of all ages. However, various environmental factors, such as high patient volumes, overburdened staff, and frequent nurse turnover, can hinder the use of evidence-based practices during procedural sedation. Proper patient monitoring is essential to prevent adverse events during procedural sedation. The goal of this implementation project was to enhance compliance with best practices for patient monitoring during procedural sedation in the emergency department. The project used the JBI Model of Evidence-Based Healthcare and JBI's Getting Research into Practice (GRiP) tool for implementing evidence-based monitoring practices for adult patients during procedural sedation in the emergency department. A baseline audit was conducted to assess current practice against evidence-based recommendations, followed by the implementation of strategies to improve compliance with best practices. The project concluded with a follow-up audit to determine any improvement in practice. The baseline audit revealed 81% overall compliance with evidence-based practice. Three barriers were identified, namely, lack of staff education, increased turnover rate of nurses, and the need for nurses to be mobile during procedural sedation. Strategies were implemented to improve compliance with evidence-based practice. The follow-up audit showed an overall improvement of 95% after project implementation. The project improved best practices for patient monitoring during procedural sedation in the emergency department. However, more work remains to be done to ensure the sustainability of the best practices, including monitoring of end-tidal capnography and vital sign assessment.

The impact of artificial intelligence technology on the management of front-line employees in manufacturing enterprises: The proposal of a theoretical model

Artificial intelligence technology has greatly changed production process equipment and technological systems. The changes in production technology systems and environments will inevitably affect people's psychological behavior, thereby affecting employee performance. This article found that artificial intelligence technology has the effects of interpersonal isolation, skill deprivation, innovation opportunity deprivation, and sense of achievement deprivation on frontline employees in manufacturing enterprises, leading to a sense of powerlessness and fatigue among frontline employees, resulting in a decrease in employee satisfaction, an increase in turnover rate, and an increase in insecurity. To address the impact of artificial intelligence technology on frontline employees, traditional human resource management models should be changed, employee care should be strengthened, team activities should be emphasized, life situations should be created, and diverse skills should be developed.

An Investigation into the Retention of Talent in the Nigeria Banking Sector

This study aims to investigate talent retention in the Nigeria Banking Sector using Wema Bank Plc. as a case study. To achieve this aim, the primary source of data was employed to collect data from respondents. Specifically, semi-structured interviews were conducted to gather data from nine (9) employees at Wema Bank. Data retrieved were analysed using thematic analysis. Findings from the semi-structured interview showed that factors such as poor remuneration, non-flexibility in work arrangements, poor performance management process, increased workload, and increased stress levels are responsible for the increased rate of talent turnover in Nigeria Banks. In addition, it was discovered that the increased turnover rate caused by the identified factors had been the cause of poor service delivery of banks, especially in areas such as Internet banking and mobile applications. Furthermore, employee resistance to change, non-commitment of the management team, and budget constraints were identified as challenges causing a hindrance to the implementation of some of the talent retention strategies created by Wema Bank. Thus, based on the findings from the semi-structured interview, training and educating talent, ensuring timely promotion, pay increase in such a way that offers more than competitors within and outside the banking industry, rewarding and recognising talent, implementing flexible work arrangements, and ensuring cross border recruitment, have been found suitable for improving talent retention in Nigerian Banks. Furthermore, the study recommended implementing flexible work arrangement policies and practices to help reduce workload and stress and ensure a healthy work-life balance.

Impact of Psychological Conditions on Employee Engagement: Study Based on Regional Branches of ABC Insurance Company at Matale District

The concept of employee engagement has become increasingly important in the literature. Despite increased interest, there is still a scarcity of studies on employee engagement. Alternatively, employees in the insurance industry are required to work under tough conditions and in high-pressure scenarios. Past three-year records of ABC insurance company recorded significant increase in turnover rates and disengaged employees. The purpose of the current research was to study the impact of psychological conditions on employee engagement at regional branches of ABC insurance company at Matale district. In this study, psychological meaningfulness, safety, and availability were examined as dimensions of psychological conditions. Quantitative research methods were employed, and data were collected through a questionnaire. The sample size of 103 employees from three branches of ABC Insurance companies in the Matale district and the researcher utilized the simple random sampling technique. Data analysis was performed using SPSS 23.0 Package and MS Excel. Based on the findings of the study, a significant positive relationship was found between psychological conditions and employee engagement, indicating that psychological conditions had a significant impact on employee engagement with the greatest effect observed in the dimension of meaningfulness. Consequently, managers should take all three predicting psychological conditions into account and use a systematic approach. Accordingly, leading roles organizations should focus on job design to fulfil the work tasks of importance and values.

A high-fat diet increases hepatic mitochondrial turnover through restricted acetylation in a NAFLD mouse model.

Lysine acetylation of proteins has emerged as a key posttranslational modification (PTM) that regulates mitochondrial metabolism. Acetylation may regulate energy metabolism by inhibiting and affecting the stability of metabolic enzymes and oxidative phosphorylation (OxPhos) subunits. Although protein turnover can be easily measured, due to the low abundance of modified proteins, it has been difficult to evaluate the effect of acetylation on the stability of proteins in vivo. We applied 2H2O-metabolic labeling coupled with immunoaffinity and high-resolution mass spectrometry method to measure the stability of acetylated proteins in mouse liver based on their turnover rates. As a proof-of-concept, we assessed the consequence of high-fat diet (HFD)-induced altered acetylation in protein turnover in LDL receptor-deficient (LDLR-/-) mice susceptible to diet-induced nonalcoholic fatty liver disease (NAFLD). HFD feeding for 12 wk led to steatosis, the early stage of NAFLD. A significant reduction in acetylation of hepatic proteins was observed in NAFLD mice, based on immunoblot analysis and label-free quantification with mass spectrometry. Compared with control mice on a normal diet, NAFLD mice had overall increased turnover rates of hepatic proteins, including mitochondrial metabolic enzymes (0.159 ± 0.079 vs. 0.132 ± 0.068 day-1), suggesting their reduced stability. Also, acetylated proteins had slower turnover rates (increased stability) than native proteins in both groups (0.096 ± 0.056 vs. 0.170 ± 0.059 day-1 in control, and 0.111 ± 0.050 vs. 0.208 ± 0.074 day-1 in NAFLD). Furthermore, association analysis revealed a relationship between the HFD-induced decrease in acetylation and increased turnover rates for hepatic proteins in NAFLD mice. These changes were associated with increased expressions of the hepatic mitochondrial transcriptional factor (TFAM) and complex II subunit without any changes to other OxPhos proteins, suggesting that enhanced mitochondrial biogenesis prevented restricted acetylation-mediated depletion of mitochondrial proteins. We conclude that decreased acetylation of mitochondrial proteins may contribute to adaptive improved hepatic mitochondrial function in the early stages of NAFLD.NEW & NOTEWORTHY This is the first method to quantify acetylome dynamics in vivo. This method revealed acetylation-mediated altered hepatic mitochondrial protein turnover in response to a high-fat diet in a mouse model of NAFLD.

724 How Nursing Turnover Rates Effected a Series of Pediatric Mock Codes

Abstract Introduction Pediatric mock codes (PMC) were first introduced to the Burn Trauma ICU (BTICU) in Fall 2020. The goal of the PMCs were to increase efficiency in a code situation and to increase nursing confidence. However, due to the unique timing of initiation, this hospital also chose to look at how turnover rates affected the outcomes of the PMCs. The time period chosen was during the COVID crisis and the unit had an increasing number of nurses leaving for contract positions. Methods The PMCs created were specifically designed to replicate the pediatric population the team cares for. A different PMC scenario was presented every six months for a total of four mock codes. The nurses completed the PMCs with a team approach, with each team consisting of two to six nurses. During the mock code, the nurse educator kept track of time, monitored role assignments and completion of major tasks, and ensured pre and post surveys were completed. The pre and post surveys evaluated the nurse’s self-confidence, biggest concern regarding a pediatric code, and if they had previously participated in a PMC. Results Over the period of two years, 82 participants were captured. However, these were not unique individuals, as some nurses participated in all four mock codes. It was expected that each time the mock code was completed, the number of nurses who had participated in PMC would increase. However, as time progressed, the rate of previous participation actually decreased. Instead of improving on time to compressions or medication administration time, the times stayed the same over the two-year time frame. When evaluating the comments on the survey, the staff concerns also did not change over time. Medication administration remained the number one concern across all four mock codes. Even though the PMC did not improve skills, 100% of those who participated expressed an increase in confidence level. Conclusions Nursing units depend on novice nurses gaining knowledge and skills and progressing into the expert nurses on the unit. However, the loss of permanent staff and the hiring of new nurses has had an impact on this cycle. The unit lost many of its expert nurses before the new nurses had time to advance. This can be directly seen in the turnover rate and the previous participation in the PMC. Essentially this halted the unit as a whole from growing their skill set in the pediatric population. However, as the nursing market stabilizes, there are future plans to continue to evaluate the PMC skills and outcomes. Applicability of Research to Practice As nursing turnover rates increase, patient complications and outcomes should also be evaluated to see if a correlation is present.

How surface acting affects turnover intention among family doctors in rural China: the mediating role of emotional exhaustion and the moderating role of occupational commitment

BackgroundFamily doctors in rural China are the main force for primary health care, but the workforce has not been well stabilized in recent years. Surface acting is an emotional labor strategy with a disparity between inner feelings and emotional displays, provoking negative effects such as emotional exhaustion, occupational commitment reduction, and, consequently, increasing turnover rate. With the Conservation of Resources theory, this study explores how the surface acting of rural family doctors affects turnover intention through emotional exhaustion and investigates what role occupational commitment plays in this relationship.MethodsWith a valid response rate of 93.89%, 953 valid data were collected by an anonymous self-administered questionnaire survey in December 2021 in Shandong Province, China. Cronbach’s Alpha and confirmatory factor analysis (CFA) were used to estimate reliability and construct validity, respectively. The PROCESS macro in SPSS was performed to analyze the mediating and moderated mediation effects of surface acting, emotional exhaustion, occupational commitment, and turnover intention.ResultsReliability and validity indicated that the measurement instruments were acceptable. Surface acting had a direct positive effect on turnover intention (β = 0.481, 95% CI [0.420, 0.543]). Emotional exhaustion partially mediated the effect of surface acting on turnover intention (indirect effect: 0.214, 95% CI [0.175, 0.256]). Occupational commitment moderated the effect of emotional exhaustion on turnover intention (β = − 0.065, 95% CI [− 0.111, − 0.019]), and moderated the indirect effect of surface acting on turnover intention via emotional exhaustion (index of moderated mediation: − 0.035).ConclusionsEmotional exhaustion partially mediates the relationship between surface acting and turnover intention among family doctors in rural China, and occupational commitment moderates the direct effect of emotional exhaustion on turnover intention and further moderates the mediating effect. Policymakers should pay more attention to the effects of emotional labor and emotional resource depletion on the stability of rural health human resources.

Attentes du personnel infirmier de la relève envers l’employeur pour favoriser l’engagement professionnel : un premier jalon pour la conception d’interventions organisationnelles au Québec (Canada)

Introduction: Poor work conditions jeopardize the quality of nursing jobs and increase turnover and attrition rates, especially for early career nurses and licensed practical nurses. Understanding perspectives of the nursing staff on work engagement is essential to develop innovative and responsive organizational interventions.&#x0D; &#x0D; Objectives: 1- Define the expectations of early career nursing staff with respect to their workplace in order to support work engagement 2- Identify priority actions to support work engagement at organizational level.&#x0D; &#x0D; Methods: A mixed-methods research design based on a conceptual mapping approach was used. Early career nurses and licensed practical nurses (N=14) working in a semi-urban integrated health and social services center in Quebec (Canada) were asked the following question: “What can the workplace do to promote work engagement?” Multidimensional scaling and cluster analysis were used to organize the 49 statements provided by the nursing staff. At the same time, participants prioritized actions by rating the “importance” and “probability of a successful implementation” of each statement.&#x0D; &#x0D; Results: Nursing staffs’ expectations toward their workplace in order to support work engagement were: attractive working conditions, positive leadership, safe working conditions, professional development opportunities, and personalized career path. More specifically, the priority actions identified were: showing respect, providing a healthy environment and avoiding transfer to unwanted departments.&#x0D; &#x0D; Discussion and conclusion: The results suggest several actions to promote work engagement of early career nursing staff working in semi-urban settings in Quebec, including providing human and material resources, implementing a positive organizational culture, and exercising benevolent leadership.

Anti-violence measures developed by ILO and WHO: Analysis of the prevalence of workplace violence and the effects of implementation in a general hospital in China.

Workplace violence (WPV) not only affects workers' physical and mental health but also increases turnover rates and social costs. There are no studies that have consistently followed the prevalence of WPV and the effectiveness of anti-violence measures in cross-sectional studies of the same hospital. The main aim of this study was to understand the prevalence of WPV among medical staff in a hospital in China and the effectiveness of implemented anti-violence measures. A cross-sectional survey, which was conducted by using a questionnaire developed by the International Labor Organization and the World Health Organization, was administered in a tertiary hospital in China in 2022 to investigate the occurrence of violence in the past year. Valid data were collected from 1,195 respondents via cell phone. WPV was compared between this survey and a baseline survey conducted at the same hospital in 2017 using the same questionnaire. The relationship between years and gender and occupation was explored using the Cochran-Armitage trend test. Descriptive statistics and chi-square tests were used to respond to the effects of the anti-violence interventions. After the implementation of anti-violence measures, the prevalence of WPV decreased from 48.47 in 2017 to 33.95% in 2021. The recognition of safety measures increased from 80.16 in 2017 to 87.70% in 2021(P < 0.001), improvement of the work environment increased from 56.57 in 2017 to 65.10% in 2021(P < 0.001), restricted of public access increased from 34.36 in 2017 to 55.60% in 2021(P < 0.001), the patient protocols increased from 37.42 in 2017 to 38.40% in 2021, patient screening increased from 32.11 in 2017 to 41.90% in 2021(P < 0.001), and strict restrictions on workplace cash activities from 29.65% in 2017 to 36.00% in 2021(P < 0.05). The percentage of health workers who felt that anti-violence measures were not at all helpful to their current work decreased from 2017 to 2021. The prevalence of workplace violence has decreased, recognition of interventions has increased, and the proportion of interventions that are perceived by HWs as not helpful at all has decreased. This study demonstrates that the 12 anti-violence measures recommended by the International Labor Organization are applicable in China. Based on this, hospitals should focus on the improvement of the intervention effect of the following measures to further prevent violence.

Maximum Impact of Ionic Strength on Acid-Catalyzed Reaction Rates Induced by a Zeolite Microporous Environment.

The intracrystalline ionic environment in microporous zeolite can remarkably modify the excess chemical potential of adsorbed reactants and transition states, thereby influencing the catalytic turnover rates. However, a limit of the rate enhancement for aqueous-phase dehydration of alcohols appears to exist for zeolites with high ionic strength. The origin of such limitation has been hypothesized to be caused by the spatial constraints in the pores via, e.g., size exclusion effects. It is demonstrated here that the increase in turnover rate as well as the formation of a maximum and the rate drop are intrinsic consequences of the increasingly dense ionic environment in zeolite. The molecularly sized confines of zeolite create a unique ionic environment that monotonically favors the formation of alcohol-hydronium ion complexes in the micropores. The zeolite microporous environment determines the kinetics of catalytic steps and tailors the impact of ionic strength on catalytic rates.

Maximum Impact of Ionic Strength on Acid‐Catalyzed Reaction Rates Induced by a Zeolite Microporous Environment

AbstractThe intracrystalline ionic environment in microporous zeolite can remarkably modify the excess chemical potential of adsorbed reactants and transition states, thereby influencing the catalytic turnover rates. However, a limit of the rate enhancement for aqueous‐phase dehydration of alcohols appears to exist for zeolites with high ionic strength. The origin of such limitation has been hypothesized to be caused by the spatial constraints in the pores via, e.g., size exclusion effects. It is demonstrated here that the increase in turnover rate as well as the formation of a maximum and the rate drop are intrinsic consequences of the increasingly dense ionic environment in zeolite. The molecularly sized confines of zeolite create a unique ionic environment that monotonically favors the formation of alcohol‐hydronium ion complexes in the micropores. The zeolite microporous environment determines the kinetics of catalytic steps and tailors the impact of ionic strength on catalytic rates.