Low Salaries Research Articles

Factors Affecting Employee Turnover in Local Government Authorities in Tanzania: A Case of Dar es Salaam City Council

This study assessed the factors affecting employee turnover in local government authorities (LGAs) in Dar es Salaam City Council, Tanzania. Specifically, the study sought to ascertain how motivational factors affect employee turnover in the Dar es Salaam City Council, to assess how hygiene factors affect employee turnover in the Dar es Salaam City Council, and to establish mitigation strategies to reduce employee turnover in the Dar es Salaam City Council. A combination of qualitative and quantitative research methods was employed, utilizing a case study design to gain a comprehensive understanding of the phenomena. Primary data were collected through a survey method using a questionnaire and interview guide, involving 129 respondents who were randomly and purposefully selected from the Dar es Salaam City Council. The study was guided by two theoretical frameworks: the Existence, Relatedness, and Growth (ERG) Theory and the Conservation of Resources (COR) Theory. The analysis of the questionnaire data was conducted descriptively using the Statistical Package for Social Science (SPSS), with frequencies and percentages presented in tables, while the interview data were analyzed through content analysis. The findings revealed several factors contributing to employee turnover in LGAs, including low salaries and benefits, poor leadership and supervision, limited opportunities for training and development, delayed promotions and re-categorization, a shortage of working tools and infrastructure, job dissatisfaction, lack of incentives, and late or absent payments and other monetary rewards. In conclusion, the study recommends that the management of LGAs in Tanzania, particularly the Dar es Salaam City Council, develop and implement policies aimed at improving the work environment to enhance employee retention.

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.

The Longlasting Program Keluarga Harapan as Conditional Cash Transfer in Indonesia: The Existing Problems and the Policy Recommendations

Program Keluarga Harapan (PKH) is a conditional cash transfer program in Indonesia that requires beneficiaries to meet certain requirements such as school attendance and health checks. Adopted from similar models in Latin America, PKH aims to reduce short-term poverty and invest in the health and education of future generations. Since its launch in 2007, PKH has operated in various regions with different poverty and infrastructure issues. PKH faces several challenges, including mistargeting of beneficiaries and burdensome bureaucracy for the poor. To address this, improvements to the targeting system and simplification of document procedures are recommended. The program has also contributed to reducing stunting through improved nutrition and health education, although health facilities need to be improved. In the education sector, PKH has succeeded in increasing school enrollment and attendance, but has not significantly reduced child labor. In terms of livelihoods, PKH encourages beneficiaries to shift to non-agricultural jobs, although often only casual labor. This study uses descriptive and explanatory designs to describe and explain the evolution of the PKH policy from 2007. Descriptive design is used to describe policy changes that occurred during the period, while explanatory design is used to explain the factors that influence policy changes and their impact on program effectiveness. The results found that there were problems with PKH facilitators including insufficient numbers, high workloads, and low salaries, which affected their effectiveness. To improve the performance of facilitators, new recruitment, regular training, and increased salaries and working conditions are recommended.

The Environmental and Social Impacts of Fast Fashion on Youth: A Statistical Analysis

This abstract presents a concise overview of the research conducted on the impact It has gained significant popularity among young consumers due to its affordability and accessibility. However, this abstract highlights the adverse effects of fast fashion on youth in various aspects, including environmental sustainability, labor rights, and psychological well-being. The first section explores the environmental consequences of fast fashion. It discusses the excessive consumption and disposal of clothing, leading to significant resource depletion, pollution, and landfill waste. The detrimental effects of textile production, such as water pollution and greenhouse gas emissions, are also examined. Moreover, the concept of planned obsolescence and its contribution to a throwaway culture are discussed, emphasizing the need for sustainable alternatives. Fast fashion is being recognized as a prominent force in today's swiftly expanding fashion business, revolutionizing the way young people consume and engage with apparel. manufacturing and consumption of stylish, inexpensive clothing that are frequently inspired by runway trends and popular culture. While fast fashion is currently rising in popularity among young people throughout the world, its influence reaches far beyond passing fashion fads. implications of rapid fashion on teenage behavior, environment, and general well-being. Fast fashion is linked to unsustainable manufacturing and consumption practices, which cause severe environmental destruction. Fast fashion's environmental repercussions and lingering impacts on the earth, including as depletion of resources, and trash creation, can be illuminated through research. Fast fashion is based on low-cost production, which is frequently done in underdeveloped nations where workers endure terrible working conditions and low salaries. Learning about the social and economic repercussions on teenagers in these places can help improve working conditions and promote fair trade practices. In this research we will be using Statistical Package for Social Sciences (SPSS). As per the SPSS Analysis we get to know that in Reliability Statistics Cronbach’s Alpha is 0.784, Cronbach's Alpha Based on Standardized Items is 0.790 and Number of Items is 7. From the above results I conclude that in Reliability Statistics Cronbach’s Alpha is 0.784, Cronbach's Alpha Based on Standardized Items is 0.790 and Number of Items is 7.

“They are not even called by name”: Security guards in a South African psychiatric hospital

BackgroundSecurity guards (SGs) play a significant role in health care and are an integral part of many psychiatric institutions. While their main duty is to ensure service users' (SUs) and staff's safety and protect the premises, they are also called upon for other tasks, often ones for which they are not adequately trained. This study aimed to explore the roles, formal and informal tasks performed, training, working conditions and well-being of SGs working in psychiatric services. MethodsGuided interviews were conducted with n = 12 SGs and n = 18 mental healthcare providers (MHCPs) at a psychiatric hospital in the Western Cape of South Africa. All interviews were audio recorded, transcribed verbatim and analyzed using a thematic analysis approach. ResultsIn addition to ensuring safety, SGs take on numerous informal tasks, often for which they are not adequately trained and which formally fall under the purview of other MHCPs, mostly nurses, including talking with SUs about their mental health issues, dressing, showering, feeding, and administering medication. SGs also serve informally as interpreters, raising ethical concerns regarding accuracy and confidentiality. SGs lack formal training for working in psychiatric services and handling aggressive SUs, which may lead to increased violence instead of de-escalation and, in the worst case, injuries. SGs work under precarious working conditions (i.e. low salary, outsourced employment, absence of labour rights and job insecurity) and lack professional recognition, potentially leading to lower job satisfaction and increased emotional distress. ConclusionAddressing the challenges outlined in the study requires collaborative efforts between government, psychiatric institutions, private security companies, SGs and MHCPs. The establishment of clear roles, implementation of comprehensive formal training, psychosocial support and improved working conditions, particularly in-house employment, higher pay, increased employee rights and job security, are needed.

Professional development: a mixed methods study of Masters of Public Health alumni.

We examined the perceptions of the Master of Public Health (MPH) degree graduates regarding their personal competencies, job performance and professional development using a mixed method, explanatory sequential design. A cross-sectional, self-administered questionnaire of the Haifa School of Public Health alumni who graduated between 2005 and 2022 was disseminated to 849 graduates between March and June 2022, from which 127 responded (response rate: 14.90%). This was followed by 24 in-depth interviews with alumni from the same sample (conducted between November 2022 and March 2023). The sample included 74.8% of females with a mean age of 40.7 years, 35% of alumni agreed that the MPH degree helped them attain a promotion in their present position (in rank or salary), and 63.8% felt that the degree helped them improve their job performance and contribute to their current workplace. Most (80.3%) alumni reported not changing jobs after graduation. The interview themes revealed that the MPH contributed to their personal and professional lives, provided them with a holistic view of public health and health systems, and improved their in-depth scientific skills. The main reported barriers to professional development included missing core competencies, low salaries, and a lack of information regarding suitable jobs. Surprisingly, an MPH was not a requirement for some public health sector jobs. Alumni reported that the MPH degree contributed to improving many graduates' careers and satisfaction levels and to build their leadership competencies in public health. There seems to be a lack of coordination between the academic curriculum and the jobs available for alumni, hindering better alumni professional development. Regular discussions, information sharing, and curriculum refinements between MPH program leaders and health sector leaders might help address many of the concerns of MPH degree graduates.

Burnout among the non-government secondary school teachers in Bangladesh: Prevalence, causes and effects

Nowadays, psychological burnout is prevalent in all professions. The purpose of this study is to investigate the prevalence, causes, and consequences of burnout among non-government school teachers in Panchagarh. This study used an explanatory sequential mixed approach. A stratified random selection methodology was employed to pick 25 schools, and 242 teachers were chosen using a simple random sample procedure. Finally, a purposive sample technique was used to select 15 teachers. Data was acquired using a standardized questionnaire and in-depth interviews. The Maslach Burnout Inventory-Educator Survey (MBI-ES) was used to assess the prevalence of burnout. Data was analyzed by descriptive statistics and thematic analyses. The study found a high prevalence of burnout in non-government school teachers in Panchagarh, with 48.35% experiencing high emotional exhaustion, 51.24% high depersonalization, and 45.04% low personal accomplishment. Also, the study found that low salary are the most contributing factor to burnout. Furthermore, 78.6% of respondents agreed that teacher burnout has negative effects on student academic achievement. Finally, the presence of teacher burnout in education is a challenging issue, as it negatively affects every aspect of the learning and teaching process. This study has implications for policymakers to develop plans to reduce teacher burnout and enhance teachers’ overall well-being.

Factors Influencing Teachers’ Turnover from Government Secondary Schools in Makete District, Tanzania

This study investigated about factors influencing teachers’ turnover from government secondary schools in Makete District, Tanzania. The study employed the descriptive design. The design was chosen because it is the best for fact finding studies. While the number of schools in Makete district was 120, only five schools were selected through simple random sampling. The target sample included 16 participants: five heads of schools, 10 teachers and one District Education Officer. The study used interviews as source of data. The researchers used a smart phone to record participants’ responses during interview sessions and then, the responses were transcribed verbatim. The study analyzed the data according to themes. The study concludes that there are various factors that cause teachers’ turnover from Secondary schools in Makete District. Such reasons include low salary, lack of teachers’ houses, misunderstanding at work place, heavy workload, lack of support from school administration and delayed promotion. In order to curb these, challenges, the government needs to recruit more teachers to meet the requirement of teachers in government secondary schools, especially in rural areas. There is a need to build teachers’ houses in order to accommodate them in quality houses. Finally, the government needs to provide special allowances for teachers working in remote areas like Makete.

WHY TEACHERS LEAVE TEACHING: THE CASE OF PRIVATE SCHOOLS IN TURKEY

The purpose of this study is to uncover the reasons behind private school teachers leaving the profession. The research design was determined as a phenomenological method. For this purpose, we conducted interviews using a semi-structured questionnaire consisting of questions with 9 teachers who have either left the profession or intend to leave. We decided on nine participants for the study via the snowball sampling method. The data was obtained through face-to-face interviews and were analyzed using content analysis. As a result of the analysis, we revealed four main themes “profession-specific experiences”, “experiences in private educational institutions”, “opportunities”, and “recommendations”. At the end of the study, we concluded that the most significant reasons for teachers working in private educational institutions to leave the profession were the transformation of the profession, workload, and low salaries. We recommend improving the working conditions in private schools to prevent teachers from leaving the profession.

Sources of Teachers’ Occupational Stress and Effects on their Self-Efficacy

The themes in this narrative inquiry represent the sources of occupational stress and further investigate their effects on teachers' self-efficacy. Poor occupational support, low salary and job insecurity, and the role of teachers are the major sources of occupational stress. Furthermore, these stressors have negative effects on the teachers’ self-efficacy on students’ motivation and engagement, teacher preparedness and planning, and their emotional well-being. This study employed a semi-structured interview with five EFL teachers in the Rupandehi district to explore their lived experiences. Participants were selected purposively from private schools, as existing research indicated teachers in private schools faced more occupational stress than public school teachers. The findings showed that teachers’ occupational stress negatively affects their self-efficacy and professional well-being. Additionally, it exhibited that a positive organizational climate, a supportive environment, and strong relationships with students, parents, and colleagues can significantly boost a teacher's professional well-being and self-efficacy. This research recommends school administrators and stakeholders ensure that teachers have access to adequate resources and support and that their working conditions are improved to maximize teacher effectiveness and well-being.

Determinants of brain drain among physicians in Turkey: Findings from a national exploratory study.

The shortage of physicians in Turkey is a highly critical emergency. In fact, physicians' migration to developing or high-income countries, defined as brain drain, threatens the sustainability of the national healthcare system. This study explored the driving factors associated with Turkish Physicians' brain drain, including high-economic inflation, social-politics, poor-living, equity, violence, and the desire to practice medical activity abroad. A cross-sectional survey of 1,861 Turkish physicians aged 25 to 65 years old was conducted employing the Brain Drain questionnaire, the Depression Anxiety Stress Scale (DASS-21), the Patient Health Questionnaire 9 (PHQ-9), and the Fatigue Assessment Scale (FAS). Significant differences were observed among physicians staying in Turkey versus considering migration to Western countries, regarding their age, gender, marital status, educational level, occupational status, work years, hospital night shifts, income, and cigarette/nargileh smoking habits (all p ⩽ .018). The main reasons for brain drain included transport problems, harassment, low salary, malpractice, bad environment, job insecurity, workload, burnout, treating difficult patients, inadequate postgraduate systems, peer-pressure, health safety concerns, and favoritism in the workplace, as well as stress and depression caused by work overload. In fact, depression, anxiety, stress, fatigue, and burnout varied significantly among the different groups of physicians (all p ⩽ .013). Additionally, key predictors of brain drain were better job opportunities, poor hospital management (in Turkey), job-related stress, dealing with difficult patients, research deficiencies, workload, burnout, transportation issues, short consultation time, low salary, and fatigue. Among the general factors contributing to the brain drain in the Turkish Health System, we identified significant issues related to research deficiencies, compulsory working duties, poor quality of postgraduate, inadequate medical-schools, poor hospital management, and shortage of consultants. Physicians' migration is a major global public health concern, leading to substantial risks for healthcare services, especially in Turkey. Many physicians decide to migrate to work in Western countries.

" Operationalizing Jitegemea Philosophy As A Model To Sustainable Development To Retirement Plan Among The Pulpit Workers

Purpose of the Study: This study aimed to investigate the operationalization of Jitegemea Philosophy as a model for the sustainable development of retirement plans among pulpit workers. Statement of the Problem Despite the importance of retirement planning, these workers face challenges such as low salaries, irregular income, and limited access to pension schemes, leading to financial insecurity in later life. The Jitegemea (self-reliance) philosophy, rooted in principles of self-sufficiency and sustainability, offers a potential model for addressing this gap. However, there is limited research and practical application of Jitegemea as a structured retirement planning model tailored to the specific needs of pulpit workers. Addressing these challenges is crucial to ensuring the financial security and well-being of PCEA pulpit workers in retirement. Therefore, this study explores how operationalizing the Jitegemea philosophy could provide a sustainable solution for enhancing financial security and well-being for clergy during retirement. Methodology: This study employed a qualitative research approach, utilizing semi-structured interviews with PCEA pulpit workers to explore their perceptions, experiences, and challenges related to retirement planning. A purposive sampling technique was used to select participants from various PCEA churches in Nairobi. Data were analyzed thematically to identify key themes and patterns related to retirement planning among PCEA pulpit workers. Key Findings: The study revealed that while many clergy face socio-economic barriers, religious beliefs, community support, and proactive planning can foster resilience. Participants expressed mixed emotions about retirement, some feeling apprehensive and others viewing it as a period of spiritual renewal. The study highlights the need for tailored support mechanisms, including financial literacy programs, fair compensation, and expanded pension schemes. Conclusion: The study emphasizes the importance of collaborative efforts among religious institutions, policymakers, and community organizations to improve retirement planning. Recommendation: Recommendations include financial education, compensation reform, and community support to ensure better retirement preparedness. Further research is suggested to evaluate the long-term effects of these interventions on clergy retirement outcomes.

ON TOPICAL PROBLEMS OF THE MODERN SCHOOL: TEACHERS’ OPINION IN THE KOSTROMA REGION

This article presents the findings of a survey among school teachers conducted in Kostroma between April and May 2024. The objective of the study was to ascertain the level of satisfaction with their profession among teachers and to identify the most significant challenges they face in their work. The concerns expressed by the respondents could be grouped into the following categories: low income and low salaries, excessive teaching workload and a lack of free time; insufficient material and technical resources in schools in the region; and weak moral incentives for teachers. The results of the survey indicate that, in addition to financial concerns, teachers are also dissatisfied with the decline in their authority and status within society. Furthermore, the survey demonstrated that the material aspect is a significant but not a primary source of discontent among teachers. Their social status, which does not align with their qualifications, is a notable concern. It is also important that in underprivileged regions, the shortage of personnel has intensified, particularly in mathematics and the Russian language. Based on statistical data, media reports, and field observations, there seems to be a reluctance among young individuals to pursue careers in education. The teachers who participated in the survey reached a unanimous consensus on the necessity of implementing measures to enhance the material well-being of educators, upgrade the material and technical infrastructure of educational institutions, and reinstate the esteemed status of teaching professionals in society.

The specifics of academic publishing (The case study of publishing departments of Ekaterinburg universities)

The authors examine the specific publishing activities of universities and formulate the main challenges for academic publishing divisions. Within the study, eight publishing departments of Ekaterinburg universities demonstrated the following problems: decreasing circulation against the increase in the number of students; partial reversal from proprietary publishing facilities, loading of publications and e-publications into the electronic library systems, degradation of publications, unfair paper reviewing practice, decreasing funding and number of commercial projects, old age of employees of publishing departments, displacement of correctors, overloading of editors, low salaries, pandemic and sanctions consequences (increasing prices for paper and expendable materials, disruption of supplies, hardware challenges, etc.). Based on the analysis of publishers’ structure and management principles, the authors conclude on the stagnation in university publishing. However, the authors insist on some potential for preserving and improving publishing activities, and suggest optional solutions for several publishing problems.

What influences women’s participation in the private sector workforce in Oman?

PurposeWomen’s employment has been a contentious issue in the Arab world. However, in today’s changing work conditions, workplaces, and the growth in education, women have increasingly occupied higher-level roles, and their presence in diverse industries has expanded. The study takes a holistic approach to female labor force participation (FLFP) in Oman, encompassing various theories and factors influencing women’s engagement in private sector jobs.Design/methodology/approachThe research employed an exploratory design followed by a qualitative analysis based on a constructivist grounded theory approach. The study involved 170 semi-structured face-to-face interviews with women workers in Oman’s private sector. It explored work–family conflict (WFC), work–life balance (WLB), organizational and family support, and societal bias impacting female labor force participation.FindingsThe low FLFP in Oman’s private sector is a complex issue shaped by various interconnected challenges. Our qualitative analysis synthesizes a conceptual framework that highlights WFC and WLB as pivotal factors behind low FLFP, as women in the private sector face long work hours, low salaries, and high responsibilities. Our study confirms that these women receive substantial familial support in dealing with WFC but lack organizational support and family-friendly policies (FFPs).Practical implicationsAddressing the low participation of women in Oman’s private sector labor force necessitates comprehensive strategies encompassing legislative measures, cultural shifts, and organizational reforms. Implementing these strategies creates an environment where women feel empowered to participate and actively thrive in the private sector workforce.Social implicationsThis study indicates the presence of some serious social issues, such as society’s bias, lack of support for working women, and the gender gap in the private sector workforce, which has broad implications and significance for Oman. The study indicates the positive role of support women receive from their families, organizations, and Oman labor law and what could improve their participation further.Originality/valueThis study addresses the limited research on challenges encountered by women in Oman’s private-sector workforce. Our research addresses this gap by answering key questions, collecting and interpreting data, and developing a comprehensive conceptual framework. This framework aims to elucidate the factors contributing to women’s reluctance to pursue private-sector employment, considering the diverse issues they confront.

Influence path of work-family conflict on primary care physicians' resignation intention: Data from a Chinese cross-sectional survey.

Primary care physicians and their teams are the leading force in constructing primary medical services, undertaking the critical responsibility of residents' essential health, and also related to realizing the national health goal. However, primary care physicians generally have a high turnover rate due to problems such as high work pressure, low salary levels, and limited career development. Therefore, exploring primary care physicians' resignation intentions plays a vital role in promoting the construction of primary care physicians' health service system. This study explores the factors influencing the resignation intentions of primary care physicians, specifically examining the roles of work-family conflict, job satisfaction, professional identity, and emotional exhaustion. By understanding these dynamics, the research aims to inform strategies that can enhance the stability and effectiveness of primary care services, ultimately contributing to the improvement of public health infrastructure and achieving national health goals. This investigation will utilize structural equation modeling to analyze the interrelationships among the identified variables, thereby providing a comprehensive framework for addressing the high turnover rates among primary care physicians. This study uses the work-family conflict, job satisfaction, professional identity, and emotional exhaustion scales. The data comes from a cross-sectional survey in Zhejiang Province, China, in 2022. Using SPSS 27 and Mplus8.3 software to analyze 1205 primary care physicians and their team members, the selected cases all answered the relevant questions of resignation intention. The potential relationship among work-family conflict, job satisfaction, professional identity, emotional exhaustion, and family doctor resignation intention was explored by constructing structural equations. Work-family conflict can directly and positively affect primary care physicians' resignation intention (β = -0.546, p < 0.001). The results of the mediation model found that job satisfaction, professional identity, and emotional exhaustion were significantly related to work-family conflict, and primary care physicians' resignation intention has a significant mediating effect. It mainly includes six intermediary approaches: one is through the independent intermediary effect of job satisfaction; the second is through the independent intermediary effect of professional identity; the third is through the chain intermediary effect between Job satisfaction and professional identity; the fourth is through the intermediary effect of Job satisfaction and emotional exhaustion chain intermediary; fifth is through the chain intermediary of professional identity and emotional exhaustion; sixth is through the complex chain intermediary of job satisfaction, professional identity, and emotional exhaustion. Primary care physicians have a high score in resignation intention, which deserves continuous attention. Relevant department can help primary care physicians balance work and family roles, provide them with appropriate resources and rewards, as well as a good working environment and career development opportunities, to improve their job satisfaction and professional identity and reduce emotional exhaustion, thereby reducing the risk of resignation intention.

Three decades of nurses’ talent retention: a bibliometric analysis

Purpose Nurse turnover is perceived to be a major challenge for health-care administrators. The turnover is because of various factors like poor working conditions, low salaries, poor work–life balance and international opportunities. The purpose of conducting a bibliometric analysis on “Nurses’ Talent Retention” is to comprehensively analyze the trends, patterns and research contributions related to this area. By synthesizing and analyzing the existing literature, this study aims to identify key areas for nurse retention, thereby providing a foundation for further research, practical interventions and policy implications. Design/methodology/approach This research investigates talent retention practices in nursing from 1989 to 2023 by analyzing 427 documents from 213 sources sourced through Elsevier Scopus. Using the PRISMA framework, the study uses bibliometric analysis using the R studio’s biblometrix package. Key findings reveal a growing scholarly interest with an annual growth rate of 11.46%, an average document age of 7.93 years and an average citation rate of 43.26. Notably, international collaboration represents 17.56% of co-authorships, indicating the global relevance of the research. The study addresses three main research questions, including factors contributing to nurse retention in the Indian context, and implications for nurse well-being and turnover rates across different health-care contexts and countries. Findings The bibliometric analysis of nurse retention highlights several key findings. Magnet hospitals, accredited by the ANCC, demonstrate superior work environments, staffing levels and nurse outcomes, emphasizing the significance of nursing leadership and professionalism. The factors such as resilience, influenced by perceived competence, collaboration and coping strategies, highlight the importance of addressing psychological well-being in retention efforts. Transformational leadership and supportive work environments are associated with increased intentions for nurses to remain in their roles, suggesting the need for organizational practices fostering positive workplace cultures. Diversity management initiatives promoting inclusivity correlate with positive organizational outcomes, indicating the potential for diverse and inclusive workplaces to enhance nurse retention. Practical implications These findings provide substantial implications for health-care organizations and policymakers. Investing in nursing leadership and nurturing supportive work environments can enhance nurse satisfaction and retention. Implementing diversity management in recruitment practices can create inclusive workplaces, positively impacting nurse retention and organizational outcomes. Mandating staffing ratios may also improve nurse retention and patient care quality. Understanding the economic and organizational costs associated with nurse turnover emphasizes the need for effective retention strategies and healthy work environments. Originality/value This study contributes to the understanding of nurse retention dynamics by synthesizing findings from the literature. By highlighting the importance of nursing leadership, resilience and diversity management, it provides valuable insights for future research and practice in the field. The study also emphasizes the economic and organizational costs of nurse turnover, enhancing the urgency of implementing effective retention strategies.

Processing Pronouns of Address in a Job Interview in French and German

Abstract Does it matter whether applicants are addressed with formal or informal pronouns in online job interviews? This study shows that it does indeed, at least for speakers of French and German. Both French (n = 171) and German (n = 198) participants were more positive about a recruiter who addressed them with formal pronouns. The use of informal pronouns led to negative ratings of that recruiter by French participants, and to lower ratings of the recruiter, the company, and lower salary expectations by German participants. German men were found to be more sensitive than women to the use of formal pronouns, which had positive effects on their attitudes towards the job, company, and their salary expectations. Despite a general trend towards more use of informal pronouns in German workplaces, our study shows that using them in an online job interview has negative outcomes for companies. French participants react even more negatively to the use of informal pronouns, but these mainly have negative effects on their judgment of the recruiter rather than the company for which the recruiter is acting.

Anatomy education in low-resourced countries: What are challenges and effective and affordable educational strategies? A qualitative study

Purpose With limited means, resource-deprived countries must find ways to organize education to meet standards. Few reports exist about anatomical education in LLMICs. This study explores how anatomy teaching is sustained in countries with few resources and which affordable educational strategies are applied to uphold quality. Methods A mixed-methods study with anatomy teachers from public medical schools in low or lower-middle income countries (LLMICs) in Africa, Asia, Europe, and Latin-American was performed through survey via email combined with semi-structured online interview with teachers, exploring survey results at a deeper level. Results LLMICs available to be surveyed, 13 and 8 were found to respond to a written survey and oral interview invitation, face significant teaching challenges, primarily due to lack of funds. These are faculty shortages (low salaries and high student-to-teacher ratio) and inadequate infrastructure (internet, electricity, poor classroom conditions). Solutions were associated with didactic strategies (social media, e-learning, image-based learning, applied anatomy), expanding teaching capacity with less qualified and part-time faculty, student-organized education, and self-financing (teaching resources subsidized by teachers and students). Which was triking was teacher commitment despite difficult circumstances. Teachers propose better faculty management, increased anatomy staff recruitment, and collaboration with other institutions. Conclusions Anatomical education in LLMIC is forced to adapt to the socio-economic context, rather than to trends in medical education worldwide. These adaptations are supported mainly by the teachers ‘commitment.’

XÂY DỰNG HỆ THỐNG BÀI GIẢNG VÀ TÀI NGUYÊN GIÁO DỤC ĐIỆN TỬ - GIẢI PHÁP GIẢI QUYẾT TÌNH TRẠNG THIẾU GIÁO VIÊN HIỆN NAY

This is scientific research on how to overcome the current shortage of high school teachers. Population growth and economic deterioration are the main causes of reduced investment in education; Schools receive little investment in additional construction to meet the learning needs of students; Investment in teacher training has not been increased. Besides the pressure at work, teachers receive low salaries, which is also the cause of teachers quitting their jobs. If this situation persists, it will affect the quality of education and the source of high-quality technical labor in the future. To conduct this research, the authors conducted many surveys on students, parents, teachers, principals, leaders of the education industry and synthesized opinions in the media and press. The research work suggests that the most effective solution to the current teacher shortage is to build shared e-learning and e-educational resources for high school students nationwide combined with opening online classes as well as tests and exams. These studies are also the premise for digital transformation in education. Keywords: E-lectures; flipped classroom; e-textbooks; e-workbooks; e-test banks.