Job Retention Research Articles

Preliminary Study on the Relationship Between Organizational Climate, Leadership Style, and Job Satisfaction in the Context of Nurse Practitioners

Job satisfaction in nurse practitioners is influenced by the level of autonomy and empowerment they perceive within their practice environment. Little in-depth research has been done to explore the relationship among organizational climate, leadership style, and job satisfaction in the context of nurse practitioners. This study was developed to explore the relationship among organizational climate, leadership style, and job satisfaction in nurse practitioners with the goal of enhancing their job satisfaction. A cross-sectional correlational approach and snowball sampling method were employed to recruit 400 qualified nurse practitioners to complete an online survey. This survey was a structured questionnaire consisting of the Practice Organizational Climate Scale, Leadership Style Scale, and Job Satisfaction Scale. Statistical analyses used included the independent t test, one-way ANOVA, Pearson's correlation, and multiple linear regression analysis. Most of the participants were 31 to 50 years old. A significant and positive correlation was identified among overall organizational climate, leadership style, and job satisfaction. In terms of organizational climate components, only professional visibility was not found to significantly correlate with job satisfaction. Transformational leadership, servant leadership, independent work, and relationships with support and management departments collectively explained nearly 72.4% of overall job satisfaction. The findings demonstrate job satisfaction in nurse practitioners to be significantly influenced by organizational climate and leadership style. Thus, fostering a positive organizational climate and enhancing transformational and servant leadership styles may be expected to improve job satisfaction in this group substantively. Therefore, it is recommended healthcare institutions focus on improving the organizational climate, providing more autonomy and support, and enhancing leadership training for supervisors with the goal of increasing overall job satisfaction and retention rates among nurse practitioners.

Examining Teacher Retention through the Lens of Job Satisfaction and Commitment in a Philippine Private School

This research explored the relationship between teachers’ school commitment, job satisfaction, and their retention in a private school in Cebu, Philippines during the school year 2023–2024. One hundred and seventeen (117) teachers were selected using random sampling and completed a four-part survey questionnaire assessing their profile, school commitment, job satisfaction, and retention. The statistical measurements used to analyze the data were frequency count, percentage, weighted mean, standard deviation, and Pearson product-moment correlation coefficient. Data reveal that the respondents had a very high degree of school commitment and job satisfaction. Moreover, working conditions had a very high degree of influence on respondents’ retention, while compensation, administrative support, and professional growth had a high degree of influence. Furthermore, school commitment is significantly related to teacher job satisfaction and retention, while job satisfaction is significantly related to teacher retention. These findings suggest that enhancing teachers’ commitment and job satisfaction may be strategic in improving their retention. Therefore, school administrators must promote a positive working environment to foster school commitment, job satisfaction, and retention.

Retracted: Where are they now? Career Trajectories of Geriatricians after being awarded Certificate of Successful Completion of Training in Geriatric Medicine

Abstract Background A Certificate of Successful Completion of Specialist Training (CSCST) is awarded on completion of Higher Specialist Training (HST) in Geriatric Medicine. A yearly list of doctors completing training and being awarded CSCST is published by the Royal College of Physicians of Ireland since 2018. In this observational study we examined the current professional status of Geriatricians who recently completed the HST program in Geriatric Medicine and were awarded CSCST. Methods We reviewed the current status of Geriatricians awarded CSCST since 2018 and cross referenced with the medical council register to examine what proportion are currently working as Geriatricians in Ireland. We examined what was the primary university of graduation and time from graduation to being awarded CSCST. Results CSCST was awarded to 46 doctors from 2018 to 2023 inclusive. 67% (n = 31) were female. The median number of years from entry on the medical council to being awarded CSCST was 11 years (IQR 10 – 11, range 9-21). 96% (n = 44) of geriatricians completed their primary medical degree in Ireland. University College Cork was the University from which most Geriatricians had graduated (32% of Irish graduates). 87% (n = 40) of Geriatricians are currently on the specialist register for Geriatric medicine in Ireland. Of the six not currently on the specialist register, two are undertaking research in Ireland, two are completing international fellowships, one doctor is working as a consultant in Australia, and one doctor is on maternity leave. Conclusion There is a high rate of retention of graduates of the Geriatric medicine HST program. Most graduates of the program went to an Irish medical school with a median time of 11 years from primary degree qualification to CSCST. To build on this we plan to complete a wider study examining individual factors that influence job satisfaction and retention of Geriatricians.

Job Satisfaction of Career Service Providers in Qatar

Job satisfaction has a great influence on the performance of organizations. It enhances the employees’ engagement and commitment towards their organization. Therefore, this research focuses on the job satisfaction of career service providers (CSPs) in Qatar. This field played a crucial role in facilitating successful career outcomes for individuals. This study mainly focuses on salary, job facilities, job security, work environment, administrative discretion, and community appreciation to assess the level of job satisfaction in career service providers. A quantitative research approach was used to collect data from 300 career service providers in Qatar. A structured questionnaire was designed and SPSS used to analyze the data statistically. The findings suggest that Qatari employees generally express high satisfaction with human resource practices, skill development, and overall well-being. However, the research identifies areas such as professional development opportunities, workplace culture, and cultural nuances that require more in-depth exploration. The study concludes by emphasizing the need to develop contextually relevant strategies for improving job satisfaction, retention, and career progression for CSPs in Qatar. The findings of the study inform organizational development and human resource practices to enhance the overall effectiveness of career services in the unique cultural context of Qatar.

Profiles of Preservice Biology Teachers’ Generic and Subject-Specific Career Choice Motives: Making a Social Contribution, Wanting to Teach, or Still Undecided

ABSTRACT Preservice teachers’ career choice motives consist of individual interests, orientations, or reasons that guide the decision to become teachers. Teachers’ career choice motives can impact teaching and job retention. Most studies on preservice teachers’ career choice motives use closed-ended instruments to assess generic career choice motives and conduct their analyses with variable-centered approaches. In contrast, this study administered open-ended questions in a sample of 298 preservice teachers, asking about both their generic and their subject-specific career choice motives. Furthermore, a latent class analysis was used to identify the different profiles of career choice motives. The findings suggest that, depending on the profile, preservice teachers may be motivated by making a social contribution, by wanting to teach, or they may still be undecided about their future career. The findings are discussed based on the existing literature and recommendations for teacher education and research on preservice teachers’ career choice motives are given.

AI-driven digital business ecosystems: a study of Haier's EMCs

PurposeThere is a knowledge gap regarding the determinants of open innovation processes and outcomes in a joint value creation context, as well as what role artificial intelligence (AI) and data management play in facilitating open innovation processes. One strategy to better understand joint value creation through open innovation, supported by AI and data management, is to conduct studies on the digital business ecosystem (DBE). The purpose of this paper is to improve our current knowledge of this urgent issue in contemporary management through the lens of an ecosystem-based theory by conducting an empirical study on two DBEs (called ecosystem micro-communities (EMCs)), developed by Haier, as well as multiple literature reviews on the key concepts “Haier EMC” and “digital business ecosystem”.Design/methodology/approachBy building on multiple literature reviews and empirical data from a multi-year and ongoing research program driven by Haier, this study examines Haier’s EMC model for AI-driven DBEs. Secondary data were collected through iterative literature reviews on DBEs, the EMC concept and the two selected EMC cases. The empirical data were collected through a qualitative study of two Haier EMCs in China.FindingsHaier's ecosystem micro-community concept represents a radical shift towards a more flexible, responsive and innovative cross-industry organizational structure, offering valuable lessons for business leaders and scholars. Haier’s ecosystem micro-community model, part of their RenDanHeYi philosophy and here viewed as a DBE, is a pioneering management concept that not only redefines the management of the firm and the traditional corporate structure, but also the traditional view on innovation management, business strategy, human resource management and marketing (customer centricity). The concept has therefore an important and big impact on traditional management. For scholars, the gap in understanding innovation processes in open business ecosystems is addressed by the concept. However, the concept also opens new areas for academic research, particularly in innovation management, business strategy, human resource management and marketing. The concepts further encourage more interdisciplinary research.Research limitations/implicationsThe DBE is a relatively new research area that will need more research. While the EMC model is promising as an effective version of a DBE, its effectiveness across different industries and organizational cultures needs to be explored further. Future research should investigate its applicability and impact in diverse business environments. To understand the EMC’s long-term impact, longitudinal studies are needed. These should focus on the sustained competitive advantages, potential market disruptions and the evolution of customer value propositions over time. Finally, considering increasing concerns about data privacy and security, future research should also explore how DBEs solve the issue of data protection and IP while promoting open innovation and value sharing.Practical implicationsFor managers and practitioners, the EMC concept could inspire leaders to learn how to foster innovation by creating smaller, autonomous teams that can respond quickly to market changes in the form of a DBE. The concepts exemplify how value creation and capture could be enhanced for any company and even could be a new strategy in the company’s digital transformation and repositioning into a more competitive, high-end player on the market. The concept also emphasizes employee empowerment and ownership, which can lead to higher job satisfaction and retention rates. The concept can further improve companies’ adaptability and resilience by decentralizing decision-making. Finally, the micro-communities allow businesses to be more customer-centric, developing products and services that better meet specific customer needs.Social implicationsThe social implications could be positive, as complex social problems commonly need an ecosystem approach to develop and deliver impactful solutions. In addition, Haier’s ecosystem micro-community model seems inherently scalable and culturally adaptable.Originality/valueHaier’s EMC model is well-known in the research literature and is a novel approach to DBEs, which has been proven successful and replicable in different countries and industries. Providing insights from multiple literature reviews and two unique Haier EMC cases will contribute to a better understanding of highly effective data- and AI-driven business ecosystems, as well as of determinants of open innovation processes and outcomes in a joint value creation context, as well as what role AI and data management play in facilitating open innovation processes.

Explainability of artificial neural network in predicting career fulfilment among medical doctors in developing nations: Applicability and implications

BackgroundCareer fulfilment among medical doctors is crucial for job satisfaction, retention, and healthcare quality, especially in developing nations with challenging healthcare systems. Traditional career guidance methods struggle to address the complexities of career fulfilment. While recent advancements in machine learning, particularly Artificial Neural Network (ANN) models, offer promising solutions for personalized career predictions, their applicability, interpretability, and impact remain challenging. MethodThis study explores the applicability, explainability, and implications of ANN models in predicting career fulfillment among medical doctors in developing nations, considering socio-economic, psychological, and professional factors. Box plots visualized data distribution, while Heatmaps assessed data intensity and relationships. Matthew's correlation coefficient and Taylor's chart were used to evaluate model performance. Input feature contributions to ANN predictions were analyzed using permutation importance, SHAP, LIME, and Williams plots. The model was tested on a dataset tailored to medical professionals in Nigeria and China, with evaluation metrics including Mean Absolute Error, Mean Squared Error, Root Mean Squared Error, and R2 Score. ResultsThe ANN model demonstrates strong predictive accuracy, capturing relationships between input factors and outcomes. For Chinese doctors, it achieved an MSE of 0.0004 and R2 of 0.9994, while for Nigerian doctors, it recorded an MSE of 0.0003 and R2 of 0.9998. Key factors for Chinese doctors' satisfaction were IF1 and IF2, while EF1 and EF3 were crucial in preventing dissatisfaction. For Nigerian doctors, IF2 and IF3 drove satisfaction, while EF1 and EF4 were significant in avoiding dissatisfaction. ConclusionThe results highlights the ANN model's effectiveness in predicting career fulfillment among medical doctors in developing nations, offering a valuable tool for career guidance, policymaking, and improving job satisfaction, retention, and healthcare quality.

Exploring the influence of Thai private universities human resource management practices on employee retention and performance

The article examines employees' perceptions regarding human resource management practices in Thai private universities. It also analyses the effects of these practices on employee job satisfaction, quality service performance and retention within the context of Thai private universities. The study employed a cross-sectional survey research approach to ensure the inclusion of a representative sample from small and medium sized private universities within the population under investigation. The study includes 12,318 employees of the 38 Thai private universities: 6,458 from small sized private universities and 5,860 from medium size private universities. 20 private universities comprised of 14 (70%) small sized and 6 (30%) will form the sample of the study. From this sample distribution, 91 (72.8) academic staff from 14 small sized private universities and 34 (27.2%) from medium sized private universities making 125 academic staff and 20 HR managers as the sample size of the investigation. The study utilized a maximum variation deliberate (MVD) sampling method for the selection of 125 academic staff and 20 HR managers. Closed-ended questionnaires and semi-structured questionnaires were employed for the purpose of data collection. The validity of the instrument was assessed by a panel of experts to establish content validity, utilizing Lawshe's template with a ratio of 0.99. Furthermore, the homogeneity of the instrument was determined using Cronbach Alpha resulting in a reliability index of .81. The data was collected primarily via an online survey. The data underwent analysis utilizing frequency counts and percentages, chi-square at a significance level of p.05. This was done to ascertain the statistical significance of HRMP on employee retention and performance. The findings demonstrate a conspicuous and uniform association between employee responses across the institutions under scrutiny, underscoring a statistically significant connection between human resource management practices and job satisfaction, quality service performance and retention of employees. Therefore, it is essential to acknowledge that the implementation of HRM practices holds significant importance for small and medium private universities. This is primarily due to its ability to effectively address the expenses incurred from employee turnover, which can arise because of insufficient job satisfaction leading to poor job performance and retention.

Workplace violence against junior doctors in Iraq: implications for job satisfaction and retention

IntroductionHealth workers worldwide report being exposed to workplace violence, but those in conflict settings (or post-conflict settings) are especially targeted, as political conflict shifts societal norms. Iraq has suffered war and conflict for decades. A 2013 study of 567 Iraqi-trained physicians found nearly 2/3 had emigrated to mostly English-speaking countries; further, half of those remaining wished to leave Iraq. While prior studies have examined the phenomenon of violence against health workers in Iraq, no qualitative study has characterized Iraqi front line junior doctors’ experiences of workplace violence within a workplace violence causal framework, to inform an educational and policy response.MethodsWe consented and interviewed 73 junior physicians at six teaching hospitals across Central Iraq between December 2021, and January 2022. We analyzed 22 of the 73 conversations, after rejecting 29 because they were terminated prematurely when doctors were called away for patient care, and 22 others where doctors indicated they had no experience with workplace violence. (Our goal was to understand these interactions, not to quantify them).ResultsThe physicians we interviewed had been practicing an average 3 years since graduating from medical school (ranging from 6 months to 7 years). Interviewees represented eight hospital departments, with most coming from internal medicine and surgery. Within a socio-ecological framework, we identified two primary individual-level factors prompting patient-associated violence: patients and their families don’t understand triage (and resent being pushed to the side when doctors focus on more serious cases), and junior doctors (by definition) are young and inexperienced. At the family level, doctors reported patient relatives often demonstrate their devotion to the patient by acting out. At the hospital level, institutions are operating in an environment of scarcity, which generates high emotions as patients compete for attention, supplies and space. At a societal level, doctors reported family attacks persist because perpetrators face no real legal consequences. In addition to causes of violence, there are consequences. Doctors who are targets of violence reported experiencing mental health problems, including depression and loss of self-esteem, and reported thoughts of leaving their positions and even their country. Doctors also expressed regret for choosing a career in medicine.ConclusionYoung, inexperienced junior doctors in Iraq are bearing the brunt of patient frustrations with the scarcity of resources in the health system. Hospitals would likely improve the job satisfaction of junior physicians, and their longevity in the health system, by attending to this problem.

Unveiling the Link between Stress Levels and Job Performance among Women in Nepal Banking Sector

The banking sector in Nepal heavily relies on the contributions of female employees. However, concerns regarding the impact of stress levels on their job performance have emerged, given the industry's high-pressure nature and cultural dynamics. This study aims to explore the relationship between stress levels and productivity, efficiency, job satisfaction, and retention rates among female banking professionals in Nepal. A comprehensive investigation was conducted using a Likert scale questionnaire distributed among female employees at Nepal Bank I. The questionnaire assessed various dimensions of job performance, including interpersonal, job, and organizational performance. Spearman correlation analysis and regression techniques were employed to analyze the data and test hypotheses regarding the influence of stress factors on job performance. The study revealed moderate to strong positive correlations between stress factors (job burnout, occupational stress, and psychological stress) and different dimensions of job performance. All nine hypotheses proposed in the study were confirmed, indicating a significant impact of stress on job performance. Regression analysis further supported these findings, highlighting the positive influence of psychological and occupational stresses on organizational and interpersonal performance. The findings underscore the importance of addressing stress factors in the workplace to enhance the well-being and effectiveness of female banking professionals in Nepal. By implementing organizational support and gender-sensitive policies, institutions can create a conducive work environment, leading to increased job satisfaction, productivity, and retention rates among female employees. This study contributes to the existing literature by providing empirical evidence of the relationship between stress levels and job performance specifically among female employees in the banking sector of Nepal. The confirmation of hypotheses and the identification of positive correlations between stress factors and job performance dimensions offer valuable insights for practitioners and policymakers aiming to promote the well-being and effectiveness of female professionals in the industry.

Aligning hard skills demands between Brazilian universities and the labor market: A conceptual model for bridging the gap

Unemployment is a global issue that impacts millions of people. Some studies identify the lack of hard skills as a significant barrier to entering or re-entering the labor market. It can also hinder job retention and limit opportunities for promotions and salary increases. Taking this scenario into consideration, this article proposes a strategy to address unemployment caused by the lack of hard skills, specifically targeting higher education students. This paper proposes a conceptual model designed for future implementation, which integrates university educational programs with the hard skills demanded by job openings in Brazil. To achieve this goal, a systematic literature review was performed, leading to the development and description of the conceptual model. The theoretical findings highlight the originality of this study, with the conceptual model serving as a preliminary step toward better aligning university programs with labor market needs through more targeted planning of higher education offerings.

Inclusive Excellence: A Roadmap to Cultivating Belonging for Faculty of Color in Physical Therapy Education.

Cultivating a sense of belonging among faculty of color decreases feelings of isolation and marginalization, translating to increased job satisfaction and retention. This roadmap for cultivating a sense of belonging for faculty of color highlights the following critical strategies: (1) adopting inclusive leadership practices, (2) understanding professional and personal identities, (3) mitigating cultural taxation, (4) minimizing microaggressions and racism, (5) providing mentorship, and (6) prioritizing acculturation over assimilation. By following this roadmap, physical therapy programs can work toward cultivating a greater sense of belonging for faculty of color, enabling them to thrive in their roles and feel valued and respected as integral members of the academic community.

Outcomes of pediatric-focused advanced practice provider fellowship programs: An integrative review.

An increased demand for pediatric-focused advanced practice providers (APPs) exists to address the health care needs of children with medical complexity. Postlicensure advanced practice fellowship programs have been developed to help improve novice provider transition to practice, reducing attrition. The objectives of this integrative review are to (1) identify outcome measurements of pediatric-focused advanced practice fellowship programs and (2) evaluate the outcome measures to guide future implications for practice. A systematic integrative literature review was conducted in accordance with the Preferred Reporting Items for Systemic Reviews and Meta-Analyses. PubMed, CINAHL, Embase, and Google Scholar were searched in August and September 2022. Articles met inclusion criteria if they included new graduate APPs, reported the intervention of a pediatric fellowship program, and shared outcome measurements. Studies were excluded if they did not directly report on fellowship program outcome measures. Thirteen studies met inclusion criteria and were summarized and appraised for quality using the Johns Hopkins Evidence-Based Practice Model. Four themes from the literature included the favorable impact of advanced practice fellowship programs on (a) job satisfaction, (b) retention, (c) clinical and professional performance, and (d) financial outcomes. Variable strategies were used to measure outcomes across programs. Postlicensure pediatric-focused advanced practice fellowship programs seem to improve retention and job satisfaction, increase provider confidence, and bring a favorable return on investment for the organization. Future work should include investment in developing validated, standardized assessment tools to support future development of these programs in the pediatric population.

675: Young radiation oncology professionals’ perspective on job satisfaction, recruitment and retention

675: Young radiation oncology professionals’ perspective on job satisfaction, recruitment and retention

Elevating workforce stability: augmented reality and artificial intelligence solutions for overcoming employee turnover challenges in hospitality and tourism

PurposeThe aim of this article is to produce alternative solution suggestions at a conceptual level, by utilizing technologies in the field of Augmented Reality (AR) and Artificial Intelligence (AI), to address the increasing personnel shortages encountered in the tourism and hospitality industry. The discussion is based on a review of the literature.Design/methodology/approachThis article presents a qualitative study investigating the impact of Artificial Intelligence (AI) and Augmented Reality (AR) technologies on the workforce turnover rate in the tourism and hospitality industry in general.FindingsAlthough Artificial Intelligence (AI) and Augmented Reality (AR) technologies have both positive and negative aspects for the hospitality and tourism industry and its employees, these technologies can be used to reduce the factors that cause employee turnover. In particular, it leads to improvements in job satisfaction, job commitment and career opportunities of sector employees, reduction of job stress, and selection and retention of the right employees.Originality/valueThis study examines the factors that tourism sector employees encounter in the sector and that cause the workforce turnover rate to increase, and emphasizes the importance of the possible benefits of the use of Artificial Intelligence (AI) and Augmented Reality (AR) technologies in reducing these factors that cause the workforce turnover rate.

Disability, recruitment and job retention: Identifying barriers and facilitators from the employers' point of view.

Despite increased public awareness of the professional, integration of people with disabilities, they encounter more difficulties than their non-disabled counterparts in accessing employment. The aim of this study was to gain a better understanding of the barriers and facilitators to hiring and retaining people with disabilities from the perspective of employers in the private and public sector in France. This was a qualitative study using semi-structured interviews with forty-two employers from public structures or private companies. The Consolidated Criteria for Reporting Qualitative Research was used as a guideline to secure accurate and complete reporting of the study. Among barriers we found that 1. Stereotypes persist about disability, still associated with lower productivity and dangerous behaviour; 2. Disabilities were associated with costs that were considered too high; 3. Disabilities management was seen as an administrative burden. 4. The bumps of inclusion. We also highlighted facilitators such as 1. A public sector is a more favourable environment 2. Employer's personal motivation to hire people with disabilities; 3. The support by Job Coaches was seen as a powerful facilitator. The decision to hire people with disabilities depends on many personal, societal and organisational factors. This study has contributed to a better understanding of their interrelationships and could be useful in developing more effective strategies for the inclusion of people with disabilities.

"I haven't really gone through things like this": Young long-term care workers' experiences of working during the COVID-19 pandemic.

Long-term care (LTC) facilities were hard hit by the COVID-19 pandemic in Canada. Using life course theory concepts, we looked for conditions that led to worker moral distress -i.e. pain or anguish over not being able to take right action - and how life stage may influence experiences. To illuminate the experiences of adults under the age of 30 who stepped into, and/or persevered in, working in LTC during the pandemic, recognizing that this emerging workforce represents the future of LTC in Canada. This secondary analysis uses interview data from a sub-sample of 16 young workers between 18 and 29 years of age who had been working in Canadian LTC facilities for between 8 months and 7 years. Young workers expressed feeling guilt about mourning the loss of socially significant milestones as these milestones paled by comparison to the loss of life and consequences of resident isolation they witnessed at work. To manage feelings of moral distress, young workers attempted to maintain high standards of care for LTC residents and engaged in self-care activities. For some workers, this was insufficient and leaving the field of LTC was their strategy to respond to their mental health needs. The life stage of young LTC workers influenced their experiences of working during the COVID-19 pandemic. Interventions are needed to support young workers' wellbeing and job retention.

Job Satisfaction & Retention Considerations Among School-Based OTs

Abstract Date Presented 03/23/24 This research examines job satisfaction and retention of school-based OT providers in hopes of improving these factors. Ensuring equitable benefits, opportunities, and supports for providers would help foster improved retention of school OTs. Primary Author and Speaker: Salma Bachelani Contributing Authors: Madison Guerra, Anna Fung

The Relationship between Key Factors and Gen Z Employee Retention in Indonesian FMCG Start-Ups

This study investigates the factors relationship between turnover intention and employee retention of Generation Z employees in the workplace, using a combination of qualitative and quantitative research methods. Data were collected through interviews and surveys, followed by a comprehensive analysis employing descriptive statistics, and multiple linear regression. The qualitative findings highlight significant financial needs, high expectations of career advancement, and the adverse impact of long working hours on job satisfaction and retention. Quantitative analysis identifies financial opportunities, comprehensive employee benefits, and a sense of being financially rewarded as major factors contributing to economic security and retention. Work-life balance and an open, collaborative company culture, characterized by effective communication and teamwork, also play critical roles in enhancing job satisfaction and loyalty among Gen Z employees. The study reveals that financial factors, work-life balance, and organizational culture significantly impact retention rates. Furthermore, it emphasizes the interconnectedness of these variables, noting how unmet financial needs and unrealistic career expectations can lead to job dissatisfaction and increased turnover. The research concludes with recommendations for longitudinal studies, comparative research, and intersectional studies to further understand the evolving and diverse needs of Gen Z employees. Implementing robust career development programs and addressing financial needs are crucial strategies for start-ups aiming to retain young talent in the long term.

Continuing Professional Development (CPD) Impact to Clinical and Nursing Practice: A systematic literature review

Introduction and aims: Professionalism is an obligation for nurses in carrying out nursing care in hospitals and this is obtained from continuing professional development (CPD). The aim of this research is to review the benefits of CPD in nursing practice. Material and methods: This paper is a literature review using several databases, namely Scopus, PubMed, Science Direct. Articles were searched with the keywords /MeSh “[Continuing Professional Development]” OR “[CPD] AND “[Nursing]”AND [Professional]. Result: Based on the search results, 9 articles were found with mixed methods n=2, qualitative n= 2 and quantitative n=5. Conclusion: CPD impacts nurses' knowledge, skills, job retention, patient safety and quality of care.