Length Of Tenure Research Articles

Turnover intention and influential factors among primary healthcare workers in Guangdong province, China: a cross-sectional study

ObjectivesPrimary health workers are crucial to the healthcare system, yet China experiences a notable shortage driven by high turnover rates. This study aimed to investigate the prevalence and determinants of turnover intention among primary health workers.DesignCross-sectional study.SettingPrimary healthcare facilities across 21 cities in Guangdong province, China.ParticipantsOnline questionnaires (SurveyStar, Changsha Ranxing Science and Technology) were administered to 16 573 primary health workers in September and October 2022.Primary and secondary outcome measuresVariables measured included demographics, work-related factors, job satisfaction, emotional exhaustion and turnover intention. Comparisons of turnover intention were made across different categorical groups, and hierarchical regression analysis was used to pinpoint influencing factors.ResultsThe average turnover intention score among participants was 10.49±2.93. Notable positive correlations included those with male gender, single marital status, leadership positions and roles as public health physicians. Emotional exhaustion correlated positively (β=0.108), while job satisfaction showed a significant negative correlation (β=−0.154). Other negative influential factors were observed with tenure lengths of 6–10 years, 11–15 years and ≥16 years, as well as with senior professional titles, lower salary levels and perceptions of fair compensation.ConclusionsTurnover intention is notably prevalent among primary healthcare workers, with emotional exhaustion and job satisfaction identified as primary determinants. Salary, payment justice in compensation and tenure also significantly influence turnover intention. Based on the above analysis, a series of intervention measures can be expectedly unveiled to reduce the turnover intention of primary health workers and maintained the steady development of basic medical resources.

Understaffed and beleaguered: a national survey of chiefs of police about the post-George Floyd era

PurposeThe 2020 murder of George Floyd resulted in challenges to policing in the United States of America, but little is known about how police chiefs perceive them. At the same time, chiefs of police wield great influence over public perceptions of crime and disorder, the state of their profession, the laws and policies that govern the conduct of police officers and municipal public safety budgets. It is therefore critical to understand how police perceive the changes to their profession post-Floyd.Design/methodology/approachThis study surveyed a randomly selected national sample of 276 municipal chiefs of police. Items probed resignations, recruitment, efforts to defund departments, community support, officer morale, suspects’ likelihood of obeying lawful orders and career risks that could inhibit proactive police work. It examined associations between perceptions and Census Bureau region, length of tenure as chief, size of police department, population served and the urban or rural designation of the jurisdiction.FindingsChiefs overwhelmingly reported recruiting qualified candidates had become much harder, and the present risks of proactive police work encourage inaction. Chiefs of agencies in the Northeast perceived more challenges than those in the South. Respondents with more years of experience were less likely to perceive the current situation as dire. Approximately 13.5% reported an attempt to defund their department, 56.8% of which yielded some success. Our study suggests an increase in the number and scope of challenges perceived by chiefs of police. Results vary by region and police chief years of experience.Originality/valueThis study provides researchers and practitioners with the perspectives of chiefs about the post-Floyd era that influence their decisions, policies and initiatives.

Teacher Professionalisation and School Engagement in Chinese Vocational Colleges and Universities

The purpose of this study was to analyse the professionalism and school engagement of educators in vocational colleges and universities in China. The study classified the demographic characteristics of the respondents based on age, gender, professional experience, and specific areas of expertise. The study also assessed the respondents' professional qualities in terms of pedagogical knowledge, dedication to lifelong learning, ethical practices, and collaboration with peers. In addition, the study assessed respondents' perceptions of school engagement in a variety of areas including administrative support, technology resources, professional development, and mentorship programmes. The study used a descriptive research design involving 300 educators from 287 comprehensive higher education institutions and seven majors in Sichuan Province. The results of the study showed that the majority of the participants were between the ages of 26 and 45 years old and expressed mainly positive feedback on the training provided. The data confirmed that educators agreed on many aspects of professional behaviour, particularly in terms of teaching competence, commitment to continuous learning and peer collaboration. It is noteworthy that teachers' perceptions of professionalism were always similar regardless of length of tenure, age or subject of teaching. This consistency suggests that school engagement policies are broadly effective and do not vary across these demographic variables. Given the clear link between teacher professionalism and school engagement, vocational institutions may consider developing programmes to promote both simultaneously. In addressing both simultaneously, vocational institutions can leverage the interaction between teacher professionalism and engagement to build an academic ecosystem that benefits both teaching staff and learners. Finally, based on the research findings and analytical insights, a programme to improve school engagement and teacher professionalism in vocational education in China is proposed.

Familiarity matters: corporate philanthropy and employee workplace giving and volunteering

Employees create and enact corporate philanthropy (CP) programmes, which are a central strategy of corporate social responsibility (CSR) strategies. Employers rely on employees to donate and volunteer through the workplace. From a survey of more than 500 employees at a large corporation based in the United States, we determined that employees’ likelihood of participating in CP is affected by their length of job tenure, managerial responsibilities and work location (on- or off-site). Using structural equation modelling, we found that employee familiarity with the company’s CP programmes mediates the relationship between giving and volunteering with management positions and working on-site. Employee perception also matters. Employees who think highly of CP programmes’ community impact and workplace environment outcomes (CP ‘walk’) are more likely to give and volunteer. Conversely, perceptions of the company ‘standing out’ (CP ‘talk’) in its industry are negatively related to volunteering with the company. Findings contribute to the development of meso-level dynamics in workplace giving.

Political Dynasties in Canada

Abstract Using a unique dataset of legislators' electoral and biographical data in the Canadian provinces of Ontario, Quebec, New Brunswick, Nova Scotia and the federal parliament, this article analyses the extent to which family dynasties affected the career development of legislators since the mid-18th century. We find that the prevalence of dynasties was higher in provincial legislatures than it was in the federal parliament, that the number of dynasties in the Senate increased until the mid-20th century, and that the proportion of dynastic legislators at the subnational level was similar to the numbers seen in the United Kingdom during the early 19th century. Our results confirm the existence of a clear career benefit in terms of cabinet and senate appointments. In contrast to the American case and in line with the United Kingdom experience, we find no causal relationship between a legislator's tenure length and the presence of a dynasty.

Leadership in the digital era: Exploring the nexus between leadership styles and job satisfaction. The mediating role of perceived organizational politics in Jordanian insurance companies

The study intends to determine how leadership techniques adjusted to the trends impact employee job satisfaction, considering the mediating influence of perceived organizational politics in light of the expanding influence of digital technology and virtual work settings. The study included a solid sample of 300 workers from different parts of Jordan. The employees filled out the questionnaire anonymously. 5-point rating Likert scales were used to capture a range of viewpoints. Using the Partial Least Squares software, this study applies Structural Equation Modelling analysis to examine the relationships between job satisfaction, perceived organizational politics, and leadership styles in Jordanian insurance companies. The study focuses on all employees of insurance companies in Jordan, including people working at various administrative levels. The most common length of job tenure was between one and five years (38.67%). Initial results show a strong beneficial relationship between transformational leadership philosophies and contentment at work (β = 0. 378, t = 6.266, LL = 0.483, UL = 0.718, p < 0.001). Similarly, transformational leadership had the highest standardized effect on perceived organizational politics with a coefficient of 0.443. Furthermore, the complex processes by which leadership philosophies tangentially affect job satisfaction levels are revealed by the role of mediation of perceived organizational politics.

The allied health rural generalist pathway: a cost consequence analysis.

Rural and remote health workforces face longstanding challenges in Australia. Little is known about the economic effectiveness of workforce initiatives to increase recruitment and retention. A two-level allied health rural generalist pathway was introduced as a workforce strategy in regional local health networks (LHNs) in South Australia in 2019. This research measured the resources and outcomes of the pathway following its introduction. A multi-phase, mixed-methods study was conducted with a 3-year follow-up period (2019-2022). A cost-consequence analysis was conducted as part of this study. Resources measured included tuition, time for quarantined study, supervision and support, and program manager salary. Outcomes measured included length of tenure, turnover data, career progression, service development time, confidence and competence. Fifteen allied health professional trainees participated in the pathway between 2019 and 2022 and seven completed during this time. Trainees participated for between 3 and 42 months. The average total cost of supporting a level 1 trainee was $34,875 and level 2 was $70,469. The total return on investment within the evaluation period was $317,610 for the level 1 program and $58,680 for the level 2 program. All seven completing trainees continued to work in regional LHNs at the 6-month follow-up phase and confidence and competence to work as a rural generalist increased. This research found that the allied health rural generalist pathway has the potential to generate multiple positive outcomes for a relatively small investment and is therefore likely to be a cost-effective workforce initiative.

OBJECTIVE HOUSING SALES AND RENT PRICES IN REPRESENTATIVE HOUSEHOLD SURVEYS: IMPLICATIONS FOR WEALTH, INEQUALITY, HOUSING MARKET, AND AFFORDABILITY STATISTICS

Many economic analyses require hypothetical but realistic sales and rent prices for properties representative of the housing stock and reflecting current market conditions. To achieve this, we replace subjectively reported prices in a representative household survey in Luxembourg with objectified hedonic imputations informed by observable market data. Thus, we propose a powerful tool for assessing the health and affordability of housing markets, compiling housing‐related statistics and simulating hypothetical scenarios. This approach also enables us to test for the reliability of survey responses. When switching to objectified values, we detect shifts in the wealth distribution, large regional variation in market indicators, and striking affordability concerns: only 18 percent of Luxembourg's renters could theoretically afford to purchase their inhabited dwellings given current market conditions. Further, participants' tendency to mis‐estimate market values strongly correlates with tenure length and type, dwelling type, income, and wealth.

The Impact of Audit Quality on Earnings Management: Evidence from Listed Companies in Sri Lanka

Earnings Management (EM) is related to the manipulation of reported income through accounting practices and decisions. With the occurrence of numerous financial collapses and failures, the reliability of the audit function has been challenged, as auditors play a critical role in expressing an opinion on the financial statements. This study investigates the impact of Audit Quality on EM in Sri Lankan listed companies. This study employs Modified Jones model to examine earnings management practices through Discretionary Accruals (DA). The selected proxies of audit quality which are Length of Audit Tenure, Audit Firm Size and Auditor Independence are the independent variables. The data is collected from annual reports for the financial periods 2015 - 2020 and audit reports for the financial period 2012 - 2020 of listed companies on the Colombo Stock Exchange (CSE). This study employed descriptive statistics, correlation analysis, and multivariate analysis to analyze the data. Based on the quantitative analysis, the results demonstrated that the association between audit firm size and earnings management in Sri Lankan listed companies is negative and significant. It was found that the level of EM between companies using Big 4 auditors and those using non-Big 4 auditors is much lower. This study revealed that auditor independence and EM have a significant negative association. It was suggested that independent auditors have a greater ability to regulate and identify EM activities through company management. Further, this study exposed that there is an insignificant association between the length of audit tenure and earnings management. These findings are useful to shareholders in appointing or reappointing auditors. Furthermore, this study enables stakeholders, including regulatory bodies, to examine the presence of EM practices in listed companies of CSE.

The Good, the Not so Good, and Liz Truss: MPs’ Evaluations of Postwar Prime Ministers

AbstractThis article reports the findings from a 2023 survey that invited all MPs to evaluate the performance of postwar prime ministers from Clement Attlee to Liz Truss. It also compares MPs’ responses with those from a similar survey conducted in 2013. Among the MPs who responded in 2023, Margaret Thatcher was ranked as the most successful postwar prime minister, and Truss was ranked as the least successful. The results further suggest that prime ministers’ historical reputations among MPs are relatively sticky, closely associated with their length of tenure in 10 Downing Street, and greatly affected by party loyalties. Lastly, the rankings based on parliamentary opinion in 2023 are broadly comparable with those based on recent surveys of academic and public opinion.

Length Of Service Of Health Workers With The Ability Of Triage Hospitals In The IGD RSUD DR. H. BOB BAZAR

Triage is the process of making a decision to prioritize the need to provide actions and therapy for patients in the emergency room based on the level of emergency. Data on emergency room visits in South Lampung in 2014 were 29,877 cases. RSUD Dr. H. Bob Bazar, SKM Kalianda is the only one of the highest referral hospitals in South Lampung Regency, based on the data obtained there are still cases of unexpected events (KTD), data on improving the quality and patient safety of KTD rates ranging from 1-2%, where one of them is a misidentification of the patient. This study aims to determine the relationship between the length of service of health workers with the ability of triage hospitals in the Emergency Room of RSUD DR. H. Bob Bazar, SKM Kalianda, South Lampung in 2020.This type of quantitative research is analytic design and cross sectional approach. The population and sample were 21 nurses and midwives with a total sampling technique. The data analysis test used in this study uses the Chi-Square test.The results of the study revealed that the frequency distribution of the characteristics of respondents, aged 31-40 years were 9 respondents (42.86%), men were 13 respondents (61.90%) and DIII education were 10 respondents (47.62%). Frequency distribution of length of tenure of health workers, with the category of new tenure of 11 respondents (52.4%). Frequency distribution of the ability of triage hospitals for health workers, with the category of incapacitated as many as 8 respondents (38.1%). There is a long-term relationship of work with the ability of triage hospitals health workers. The results of the analysis were obtained (p-value 0.024 <α 0.05). OR: 15,750. It is expected that the management of RSUD Dr. H. Bob Bazar, SKM Kalianda in order to be able to carry out direct supervision related to the ability of triage hospitals for health workers, as well as providing training for health workers on duty at IGD who have not received triage hospital training.

Impact of monetary and non-monetary benefits and costs information on youth's preference for labor emigration in Nepal: A vignette experiment

What factors affect the youth's preference for labor emigration is one crucial question that needs to be answered in a remittance-dominated economy like Nepal. To address this question, how do five types of information, i.e., (i) monetary benefits, (ii) non-monetary benefits, (iii) monetary costs, (iv) non-monetary costs, and (v) employment tenure, affect preference for emigration was evaluated employing a vignette experiment with 1549 randomly selected high-school students in Kathmandu, Nepal. The information on monetary and non-monetary benefits increases the preference for labor emigration. In contrast, the information on non-monetary costs decreases the preference for labor emigration, while it is insensitive to the information on monetary costs. Lastly, the length of employment tenure does not significantly impact the preference for labor emigration. In addition, the subsample analyses reveal some clear evidence of heterogeneous effects of information across respondents' characteristics, such as gender, religion, and ethnicity.

A theoretical and empirical investigation into the effect of accreditation tenure and affiliation on distinctiveness

ABSTRACT The objective of this study is to develop knowledge on why some accredited programmes are more distinct. Accreditation and distinctiveness are both important in higher education: maintaining accreditation signals quality, while distinctiveness helps programmes meet their stakeholders’ preferences. Our application of two-stage valuation theory implies that programmes are higher on distinctiveness when they view distinctiveness as beneficial without it posing a substantial risk to their reaccreditation. We quantitatively test the implications of two-stage valuation theory through text analysis of 369 mission statements of business programmes with accreditation from the Association to Advance Collegiate Schools of Business (AACSB). We examined mission statements, because the AACSB requires that mission statements reflect programmes’ aspirations such as distinctiveness. The multisource data show an inverse U-shaped relationship between accreditation tenure and distinctiveness. The data also show that public programmes have lower distinctiveness than private programmes across lengths of accreditation tenure. This research contributes by helping to shift the discussion from whether reaccreditation helps or harms distinctiveness to how and when reaccreditation impacts distinctiveness. Further, it demonstrates that affiliation serves as a boundary condition on the effect of reaccreditation on distinctiveness.

Varieties of clientelism across political parties: new measures of patron–client relationships

AbstractRecent research on clientelism has focused on the varieties of clientelism. They suggest that clientelistic exchanges differ in terms of the expected length of iterations, whereby politicians deliver benefits to voters in exchange for political support. Using newly collected V-Party data (1,844 political parties from 165 countries, 1970–2019), we identify two prominent types of clientelism that recent studies have suggested: relational clientelism and single-shot clientelism. By demonstrating that our measures of clientelism outperform existing cross-national indices, we suggest that it is important to unpack clientelistic linkages at the party level to grasp the fine-grained differences in clientelism across parties within states. We then apply our measures to the analysis of the relationship between economic development and clientelism, one of the major topics in the clientelism study. Our analysis finds that relational clientelism persists even in relatively developed countries, whereas the effect of economic development on single-shot clientelism has a curvilinear relationship. Our applications of the new measures of clientelism also show that the gap in clientelistic practices between ruling and opposition parties varies depending on the types of clientelism, tenure lengths of incumbents, and the degree of political centralization.

EVALUATION OF QUALITY TEACHING IN MAYPANGDAN NATIONAL HIGH SCHOOL: RESPONSE TO GLOBALIZATION

Quality of teaching in Secondary Schools in Borongan City Division: Response to Globalization SY 2022-2023 on performance status of the Secondary Public Schools as input to Teaching Development Program. Out of 57 respondents were distributed into two groups namely one (1) administrator principal/school head and fifty-six (56) teachers of the quality of teaching in Maypangdan National High School, Division of Borongan City. Descriptive research was used to conduct a survey investigation, description will be used for frequencies, averages, and other statistical calculations. The respondents are very satisfactory as to how seriously important the job performance appraisals prefer more autonomy in their work instead of being closely supervised, and job-focused rather than family-focused, they want their job to be challenging. The correlation of -0.19 shows a very weak negative correlation between the two, since -0.19, is very close to zero, it is safe to say that there is almost no correlation between the two, there is no significant relationship. The results show that whatever generation the respondents are in, they agree with the Quality of Teaching in the Secondary Schools in Borongan City Division: Response to Globalization, leadership program by coaching teacher-trainees, accountability, communication, and change management. The finding shows a deep level of respect the teachers regardless of their length of tenure and years of teaching experience. Teachers are the assets of the school and they should be given enough leeway and freedom to do their jobs for more creativity, innovation, and respect for each other work. KEYWORDS: Quality teachings, Globalization, Learning Environment, Professional Development

Патрональная политика и ротация губернаторского корпуса в России (Опыт сетевого анализа)

The article is devoted to testing different approaches to explaining the turnover of the heads of the Russian regions after the return of direct gubernatorial elections. Until recently, two basic explanatory models of gubernatorial turnovers — electoral and socio-economic — were the most popular among the Russian political scientists. The influence on such turnovers of informal institutions and practices, which play a significant role in Russian politics, largely remained outside of view of researchers, and even today it is rather understudied. Therefore, the authors focus on identifying the possible role of this factor, employing network and regression analysis for this purpose. Based on the Henry Hale’s concept of patronal politics, the authors operationalize informal practices as patron-client relations, which implies unification of federal political and economic actors (patrons) and heads of regions (clients) into a patronal network, the position in which is potentially capable of influencing political stability. To measure a key indicator that reflects the weight of the head of the region in the patronal network, the authors make use of the centrality index that they calculated on the basis of their unique database, which covers all individuals who held the post of a governor from 2012 to 2021, as well as federal actors associated with them. The authors’ regression analysis of the factors that influence governors’ turnover testifies to the high explanatory power of the network model: the governor’s presence within the patronal network and his proximity to the key (central) actors of this network reduce the likelihood of resignation. At the same time, alternative explanatory models (electoral and socio-economic), as well as personal characteristics of governors (age, length of tenure, end of term at the office) retain their significance.

Judicial Independence and Impartiality: Tenure Changes at the European Court of Human Rights

Abstract Judges should be impartial and independent, judging based solely on the law. Current constitutional literature suggests an important factor in securing this may be the length of tenure. The assumption is that judges with non-renewable terms are more independent than judges with renewable terms since they do not have to worry about reappointment, but proving this assumption empirically is not straightforward. Obstacles include difficulties in comparing different courts and the fact that there is often no obvious case outcome that proves independence. This article aims to overcome these obstacles with a mixed-methods study on the European Court of Human Rights during a time when the tenure rules changed. The study goes beyond the counting of votes and analyses the arguments used in separate opinions as indicators of independence. Our main findings are that, after the introduction of non-renewable terms, judges write more opinions overall, and more of them criticize the judges’ appointing states, while fewer defend it. We also find that judges on non-renewable terms are on average more likely to write opinions addressing violations as systemic problems and to use their opinions to provide guidance for their appointing states on implementing judgments and improving human rights protection.

Linking embeddedness to physical career mobility: How Brexit affected the preference of business, economics and management academics for leaving the UK

In this study, we use embeddedness and boundaryless career perspectives to investigate the extent to which Britain's withdrawal from the European Union (‘Brexit’) led business, economics and management academics to consider emigrating. Using a representative survey of two partially overlapping groups, we find that the impact of Brexit was surprisingly broad and nuanced. In particular, individuals who were born in the UK, but had obtained citizenship of another country, and foreign-born academics who obtained UK citizenship prior to the Brexit referendum have considered leaving the country, implying a broad discontent from mobile and less embedded individuals. Surprisingly, we did not find that the reputation of the institution where participants work, or differences in levels of academic seniority, influenced whether they were considering emigrating. More productive researchers are more likely to have considered emigrating, suggesting that Brexit may lead to a ‘hollowing out’ of UK research in the long term. However, personal circumstances, such as having children, or length of tenure, also entered into scholars' intention to emigrate. The results imply that managers should act to address the potential losses, and policy makers need to support the higher education sector, to ensure its sustainable competitive performance.

Why Are There So Few Women Medical School Deans? Debunking the Myth That Shorter Tenures Drive Disparities.

Gender disparities among the senior echelons of academic medicine are striking and persistent. The role of medical school dean has been particularly immune to gender diversity, and limited prior research identified women's shorter decanal tenures as a potential driver. The authors assessed gender differences in tenure length of deanships in the current era to elucidate this finding. From October 2020 to June 2021, the authors collected information about medical school deanships that were held from January 1, 2006, to June 30, 2020. All schools were members of the Association of American Medical Colleges (AAMC). The authors collected data from online public records and augmented their findings via direct outreach to medical schools. They used time-to-event analyses before and after adjustment for interim vs permanent status of the initial appointment, school ownership (public/private), and school size to assess for gender differences in length of deanship tenure during the study period. The unit of analysis was deanships, and the primary outcome was length of deanships measured in years. Authors included data on 528 deanships. Women held 91 (17%) of these terms. Men held the majority of permanent deanships (n = 352 [85%]). A greater percentage of the deanships held by women were interim only (n = 27 [30%]) compared with men (n = 85 [20%]). In unadjusted and adjusted analyses, there were no significant gender differences in length of deanship tenures. Analysis of appointments of AAMC-member medical school deans from 2006 to 2020 revealed that women have remained in their deanships as long as their male counterparts. The myth about women deans' shorter longevity should no longer be promulgated. Academic medicine should consider novel solutions to addressing women's persistent underrepresentation in the dean role, including employing the gender proportionality principle used in the business and legal communities.

Privilege and Practice in the Ottoman Chancery c. 1600: Kırklı Gedikliler

As a measure of rationalization in the Ottoman central chancery after the Eğri campaign of 1596, forty imperial council secretaries (divan-ı hümayun katipleri) were granted permanent exemption from the campaign service required by their status as zeamet-holders. An archive register, KK 7530, lists these holders of ‘a position as one of the 40’ (kırklı gedikliler) and names 29 others who succeeded to vacancies in this group between 1598 and 1610. It is thus possible to examine over a twelve-year period such aspects as the length of tenure and the rate of turnover, the background and status of original holders and their successors, and, in some cases, the manner of appointment to this particular group of secretaries. The first part of the article is a commentary on such elements in the register, focussing mainly on the original kırklı gedikliler, but with some comment on their successors. The second part gives a full transcription of the register. KK 7530 provides insight into a little- known group of Ottoman state servants c. 1600.