Low Turnover Research Articles (Page 1)

During the COVID-19 pandemic, the spread and diversity of SARS-CoV-2 was monitored non-invasively in more than 99% of Dutch households by a comprehensive wastewater-based epidemiology (WBE) programme which analysed viral RNA in wastewater samples taken at every household wastewater-treatment plant (WWTP) in the Netherlands. In this study, we analyse next-generation sequencing data generated from these wastewater samples for tracking SARS-CoV-2 lineages. We aimed to determine how well patterns of lineage abundances correspond to findings from individual surveillance, including community testing and testing at hospitals, and how WBE can be employed efficiently for future surveillance of SARS-CoV-2. Whole-genome short-read sequencing was performed on 16,631 wastewater samples collected between Apr 9, 2021, and Dec 31, 2023, at 311 WWTPs. Observed lineages were grouped and week-aggregate estimates were compared to estimates from 138,374 individual surveillance sequences generated during the same period. Furthermore, we used resampling to examine the effect of sample size and catchment type on observed lineage dynamics. WBE enabled monitoring of SARS-CoV-2 lineages even during periods of reduced circulation in the Dutch population. Wastewater lineage proportions consistently mirrored those of individual surveillance. During periods of low turnover of dominant lineages, nationally representative lineage estimates can be obtained by sequencing only 24 samples per week, whereby population density or total population size of catchment areas would have a negligible effect on country-wide aggregate lineage estimates. WBE at household WWTPs is a valuable tool for SARS-CoV-2 surveillance, whereby comparatively little sequence data can be generated to identify lineage dynamics trends in large populations, and which can be scaled up and down in response to emerging lineages of concern. As such, it provides a useful complement to existing surveillance tools, to ensure optimal insight into pathogen diversity and spread.

In the media environment where mobile internet has deeply penetrated and fragmented content consumption by the audience has become the mainstream, short dramas have achieved explosive growth thanks to their characteristic of "micro-sized content" (single episode duration ranging from 1 to 10 minutes, highly condensed narrative, and production cycle compressed to within several months). In 2024, the total online viewership exceeded 10 billion times. Their "short, simple, and fast" content production logic and multi-channel dissemination form are in stark contrast to the traditional film and long drama-based media and entertainment industry. For a long time, traditional film and television capital operations have followed a slow-paced model of "large-scale capital investment, long production and polishing period, and single copyright/box office channel recovery". This model not only has limitations such as high capital threshold and low turnover efficiency, but also faces the industry pain point of weak risk resistance. Meanwhile, the rapid development of short dramas not only strongly impacts this traditional model but also forces traditional film and television capital to actively adapt - by adjusting the investment layout of "light and heavy assets combination", optimizing the fast-paced content production process, innovating the profit mechanism of platform sharing and e-commerce linkage, and introducing data-driven precise decision-making methods to adapt to the new trend. This transformation not only injects new vitality into traditional film and television capital but also promotes the capital logic of the film and television industry to shift from "scale priority" to "efficiency priority", opening up efficient and diverse high-quality development paths for the industry in the media transformation.

Orientation: The hospitality industry is known for its high employee turnover rates, which pose challenges to organisational stability and service quality. Human resource management practices play a crucial role in shaping employees’ job satisfaction, engagement and retention. Research purpose: Using empirical data from formally employed hospitality employees, this study examined how selected human resource management practices, notably training and development, teamwork, work-life balance and compensation, impact turnover intentions with psychological capital as a mediating variable. Motivation for the study: As a result of the labour-intensive and customer-oriented focus of the hospitality industry, high employee turnover rates are a continuous concern. Research approach/design and method: A structured questionnaire was administered using QuestionPro. Participants were identified using snowball sampling. One hundred and fifty respondents who are formally employed in the hospitality industry completed the questionnaire. Main findings: The findings of this study suggest that human resource management practices significantly enhance psychological capital, leading to lower turnover intentions. Organisations that invest in employee well-being and development should foster resilience, hope, optimism and self-efficacy, reducing the likelihood of voluntary turnover. Practical/managerial implications: The value of sound human resource management practices for hospitality establishments is a main implication, and management needs to develop strategies to retain talent in an increasingly competitive labour market. Contribution/value-add: The findings support the importance of strengthening compensation and benefit structures, fostering work-life balance, and leveraging teamwork as a retention strategy for hospitality establishments.

Teacher enthusiasm, defined as the integration of positive emotional experiences—such as enjoyment in teaching—with their outward expression through observable behaviors, is widely recognized as a vital attribute of effective and high-quality instruction. Although research on teacher enthusiasm has a long tradition within educational psychology, much of it has predominantly emphasized teachers’ external manifestations during instruction, including voice, tone, facial expressions, and body movements or gestures. The present study explores the relationship between enthusiasm in teaching and teacher turnover in public secondary schools in Bushenyi – Ishaka Municipality, Uganda. Specifically, it assesses the extent to which enthusiasm in teaching relates to teacher turnover in public secondary schools in Bushenyi-Ishaka Municipality. The research design was a cross-sectional design. A mixed-approach research approach, which blends quantitative and qualitative methods within a single study, was used. The population size was 4454, and the sample size used was 367 respondents selected randomly but proportionately depending on the number of teachers and students using Sloven’s formula. The instruments used for data collection were questionnaires and interview guides. The collected quantitative data were analyzed using Pearson correlation and multiple regression analysis with the aid of SPSS software version 27.0. Qualitative data were thematically analyzed. The reliability of 0.872 was established using the Cronbach formula. Frequencies, means, and percentages were also employed. The findings revealed a strong negative correlation between teaching enthusiasm (TE) and teacher turnover (TT), with a correlation coefficient of -0.789 (p < 0.05), indicating that higher teacher enthusiasm is associated with lower turnover rates. The multiple regression analysis showed that motivation contributes significantly to teacher turnover, explaining 64.5% of the variance (R² = 0.645). The model underscores the importance of teacher enthusiasm in reducing turnover rates. Therefore, teachers who demonstrate high enthusiasm for their work are more likely to stay in their positions, leading to a reduction in teacher turnover. Given the above findings, it is recommended that educational leaders prioritize the development of supportive teaching environments. By focusing on these areas, schools can improve teacher satisfaction and retention, ultimately leading to a more stable and effective educational setting for students.

VX-150 is an orally prodrug that rapidly convert into the active metabolite (VX-150M), which is a highly selective NaV1.8 blocker. In this study, invitro permeability, protein binding, metabolic stability, and invivo pharmacokinetics in rats of VX-150M were characterized. A simple and sensitive liquid chromatography tandem mass spectrometric method was developed and validated for the determination of VX-150M in rat plasma. The analyte was extracted from plasma sample by protein precipitation and separated on a Waters ACQUITY BEH C18 column (1.7 μm, 2.1 × 50 mm) using 0.1% formic acid in water and acetonitrile as mobile phase. The MS detection was performed in positive multiple reactions monitoring (MRM) mode. The assay was validated over the range of 1-2000 ng/mL with correlation coefficient (r) > 0.995. The validation parameters including specificity, carry-over effect, accuracy and precision, matrix effect, recovery, and stability were all within the acceptable limits. The method was successively applied to investigate the pharmacokinetics of VX-150M in rats. After intravenous administration (1 mg/kg), VX-150M was eliminated from plasma with terminal half-life of 1.33 h and low clearance of 8.91 mL/min/kg. After oral administration at doses of 5, 10, 20 mg/kg, VX-150M reached the peak concentration at 0.19-0.36 h. System exposure increased linearly with increasing dose and oral bioavailability ranged from 26.67% to 36.11%. Invitro study suggested that VX-150M had a moderate permeability (6.1 × 10-6 cm/s) in Caco-2 cells, high binding to plasma protein (96.2%-97.5%), and low turn-over in human liver microsomes. These findings were meaningful for understanding the invitro-to-in vivo correlation and supporting its continued development.

Rationale, design, and methodology of a randomized controlled trial evaluating the impact of peer-enhanced care coordination on linkage to HCV care among formerly incarcerated individuals.

The COVID-19 pandemic inflicted severe disruptions on U.S. hotels and restaurants, triggering historic revenue losses, mass layoffs, and operational upheavals. This paper presents a comprehensive literature review of 54 peer-reviewed articles, industry reports, and white papers published between 2020 and 2025 to identify human resource (HR) policy dimensions that underpin organizational resilience and workforce stability in a post-pandemic environment. The review reveals four interdependent clusters of HR interventions: Agile Workforce Planning, Communication & Engagement, Well-Being & Support Systems, and Continuous Learning & Simulation. Comparative case studies illustrate how leading chains and boutique operators combining these policy levers achieved faster restaffing, lower turnover, and higher guest satisfaction. Despite these advances, gaps persist in segment-specific research (boutique vs. chain), longitudinal evaluation of policy impacts, quantitative assessment of HR technology adoption, and standardization of resilience metrics. Building on these insights, a four-pillar policy framework is proposed to guide hospitality HR leaders in embedding flexibility, support, communication, and learning into crisis management strategies. This framework offers an evidence-based blueprint for sustaining service excellence and employee loyalty in an era of ongoing uncertainty.

Chronic kidney disease (CKD) is an independent risk factor for osteoporosis. Managing bone loss in CKD patients involves both non-pharmacological and pharmacological strategies. Romosozumab, a monoclonal antibody that targets sclerostin, represents a major advancement in osteoporosis treatment. Recent studies showed that the majority of patients with early stages of CKD tend to have low bone turnover. The dual romosozumab mechanism of suppressing bone resorption and augmenting bone formation could be helpful in those patients. However, the concerns about increasing vascular calcification need to be clarified. This review explores the effects of osteoporosis on CKD patients, detailing its pathogenesis especially the role of adynamic bone disease, shedding light on Wnt pathways and their influence on bone turnover and vascular calcifications. Lastly, we provide an in-depth overview of romosozumab and its effectiveness and reported safety in treating patients with CKD and osteoporosis.

Purpose : This study aimed to examine the effects of work–life balance and job embeddedness on turnover intention among nurses who care for patients with cancer. These findings provide the foundational data for developing retention strategies in oncology nursing. Methods : A cross-sectional survey was conducted among 112 nurses with at least one year of experience caring for patients with cancer in general or tertiary hospitals; nurse managers were excluded. Data were collected through a self-administered online questionnaire and analyzed using descriptive statistics, t-tests, one-way ANOVA with Scheffé’s test, Pearson’s correlation, and multiple regression analysis. Results : Turnover intention was significantly and negatively correlated with work–life balance (r=-.39, p ＜.001) and job embeddedness (r=-.20, p =.025). Higher levels of work-life balance (β=-.38, p ＜ .001) and job embeddedness (β=-.18, p =.028) were significant predictors of lower turnover intention. The regression model was statistically significant (F=9.71, p ＜.001) and explained 17.6% of the variance in turnover intention (adjusted R2 =.176). Conclusion : Higher levels of work–life balance and job embeddedness were associated with lower turnover intention among oncology nurses. These findings highlight the importance of fostering supportive work environments and enhancing job embeddedness to reduce turnover and improve continuity of care for patients with cancer.

Fluorogenic probes that report enzyme activity are essential for studying biological functions. However, designing them for targets with low catalytic turnover and narrow substrate specificity remains a significant challenge. Here, we present a precision design framework that separates the requirements for sensitivity and selectivity by integrating molecular docking, quantum chemical modeling of fluorogenic mechanisms, and targeted fine-tuning of the probe structures. As a proof of concept, we developed A5, a fluorogenic substrate for aldehyde dehydrogenase 2 (ALDH2) that exhibits high isoform selectivity and a >240-fold signal enhancement over the standard NADH assay. A5 enables quantitative imaging of ALDH2 activity across multiple biological scales─in blood samples, live cells, and intact mouse brains─and supports the identification of small-molecule activators with therapeutic potential in an Alzheimer's disease model. This work establishes a modular strategy for creating activity-based probes tailored to challenging enzymatic targets, with broad applications in precision imaging, drug discovery, and mechanistic biochemistry.

The study constructs a theoretical framework for how the academic environment and job satisfaction affect the turnover intention of high-skilled science and technology talents (STPs), based on academic ecology theory and job satisfaction theory. Conducting a quantitative analysis based on survey data collected from 482 national-level STP recipients across 14 first-class universities, the study integrates descriptive statistics, ANOVA, OLS regression, and bias-corrected bootstrap mediation analysis to examine the relationships between these variables. Findings reveal that STPs exhibit relatively low overall turnover intention; however, significant regional disparities exist, with higher turnover intentions observed in central and western regions. Academic environment shows moderate overall positivity, with competition receiving the highest mean score. Both academic environment and job satisfaction significantly and negatively predict turnover intention. Furthermore, job satisfaction fully mediates the relationship between collaboration/democracy and turnover intention. Based on the findings, the study recommends that universities strengthen the institutional development of the academic environment to provide a favorable environment for talent development and scientific and technological innovation.

Talent retention is a critical issue in the green economy because companies act between the goals of sustainability and the stability of the workforce. The study will be targeted at defining what makes employees stick to the company in the context of the sustainability-oriented industries where job satisfaction, career development, engagement and mentorship programs are the primary determinants. The study of the correlation between the career growth opportunities, organizational alignment and turnover intention was based on mixed method research design that involved data gathering among 500 staff members working in the renewable energy, sustainable manufacturing and eco-agriculture industry. The respondents on the formal mentoring programs were found to have responded with an increase of 21.1 in job satisfaction and a significant drop in the turnover rates, which shows that the career development program and mentorship are highly effective in employee retention. Moreover, sectoral draw depicts that the area with the lowest turnover (6%), is renewable energy, whereas eco-agriculture works on the most turnover (12%), which faces a lack of career advancement opportunities. Another factor is engagement because the turnover of top performers (those whose engagement levels exceed 85) is less than 3% and the fact that the impact of continued commitment to the work place is associated with retention in the long term. The research observes that career development, development of leaders and well-organized mentoring should be given priority by green economy organizations in ensuring that they end up with a stable and engaged workforce. The longitudinal retention patterns and the effects of the new digital transformation on sustainable talent management is worthy of further research. By bridging these gaps, organizations will be able to develop more efficient workforce strategies which will be sustainable in the long-term as we transition to a greener economy.

Abstract A number of research studies have found that ride-hailing services like Uber and Lyft have increased the total amount of driving within metropolitan areas. In this study, we examined how the rollout of Uber across the Boston region affected auto use and ownership by analyzing vehicle level data, in contrast to previous research which has relied mostly on aggregate travel measures, questionnaires, or stated-preference surveys. Using vehicle registration and inspection data including odometer readings, we tracked changes to the daily vehicle miles traveled (VMT) of 1.7 million vehicles in the Boston region over five years as Uber launched there. We applied fixed-effects panel regression methods controlling for a number of factors, using a panel of vehicles as well as a separate panel of Census tracts to enable analysis of auto ownership per capita and vehicle turnover. Our methods account for secular increases in VMT that occurred during Uber’s launch, and for changes occurring in both VMT and vehicle ownership over time. In contrast to studies finding a strong association between ride-hailing and increased VMT, we found that Uber availability was not statistically related to changes in VMT or auto ownership in the cities of Boston and Cambridge, and outside those core cities was related to a minor 0.6 percent VMT increase, and to very slightly lower rates of vehicle turnover and ownership. The much smaller effects we find using these improved data and methods suggest a need for continued evaluation of the impacts of ride-hailing companies on U.S. cities.

Abstract Background and Aims MicroRNAs (miRNAs) are key epigenetic regulators of bone homeostasis that may be involved in the pathophysiology of CKD-mineral and bone disorder (CKD-MBD). Treatment of CKD-MBD remains hampered by a lack of validated non-invasive diagnostic tools, as well as an incomplete understanding of the pathophysiology involved. This pilot study aims to identify miRNAs of potential diagnostic and mechanistic relevance by assessing their differential expression in bone biopsies from CKD patients with low, normal, or high bone turnover. Method We analyzed tetracycline double-labeled iliac crest bone biopsies from 24 male patients with end-stage CKD. Patients were classified into low, normal, or high bone turnover by histomorphometric evaluation. An additional bone biopsy sample was stored in Allprotect for molecular diagnostics. Bone and bone marrow separation and RNA extraction was performed as per reported protocol (de Loor, Smout et al. 2022). Expression levels of 760 miRNAs were measured using quantitative reverse-transcription PCR with TaqMan array Human microRNA cards A V2 and B V3 (Thermofisher Scientific; detection limit: 35 Cq). miRNAs with detectable expression in fewer than 50% of samples were excluded. Data were mean-centered, transformed using the 2^-ΔΔCt method, and quantile normalized. Differential expression analysis was conducted by comparing low turnover to normal and to non-low turnover, and high turnover to normal and to non-high turnover. miRNAs were considered to be differentially expressed if significant (P < 0.05) in at least two of these four comparisons. Results Out of 760 analyzed miRNAs, a total of 534 were considered informative. We identified 21 miRNAs that were negatively and 18 miRNAs that were positively associated with bone turnover (Figure 1). Among the most differentially expressed miRNAs, several were described in osteogenic pathways, suggesting functional relevance (Figure 2). Of these miRNAs, altered expression of miR-181a-2, miR-30a-3p, miR-24-2-5p, miR-29a have previously been described in the setting of osteoporosis. Conclusion This pilot study identifies differentially expressed miRNAs in bone biopsies from CKD patients with varying bone turnover states. Given their known roles in bone homeostasis, these miRNAs warrant further investigation to clarify their involvement in CKD-MBD pathophysiology. Future studies should evaluate their potential as circulating biomarkers to improve non-invasive bone turnover assessment in CKD.

Human Resource Management (HRM) practices are essential drivers of organizational success, directly influencing employee outcomes such as engagement, job satisfaction, and overall organizational performance. As organizations increasingly recognize the strategic importance of HRM practices, it becomes vital to understand their impact on employees. Well-structured HRM practices such as workforce planning, recruitment, training, performance appraisal, and compensation have been shown to enhance employee engagement, satisfaction, and productivity (Aguinis, 2019). Effective HRM practices create a positive work environment, leading to higher morale, improved performance, and lower turnover rates (Armstrong & Taylor, 2020). Employee engagement, in particular, is a key factor in driving productivity and retention. Previous studies suggest that HRM practices such as transparent recruitment processes, skill development opportunities, and fair performance appraisals significantly contribute to higher levels of engagement (Kahn, 1990; Saks, 2006). For instance, workforce planning that clearly defines job roles helps align employees’ personal goals with organizational objectives, enhancing engagement (Becker & Huselid, 2006). Similarly, fair recruitment practices ensure that the best candidates are selected, which not only improves employee satisfaction but also strengthens organizational performance (Chuang, Chen, & Chou, 2015).

Abstract Background and Aims As we have previously shown, inorganic phosphate (Pi) retention and reduced bone formation occur concurrently with myocardial remodeling in a mild CKD-MBD model. This prompts further investigation into the molecular basis of the identified bone and cardiac abnormalities in mild CKD. Pi has been found to have a number of tissue-specific effects. The perception of Pi by cells suggested to be maintained by receptors or “sensors”, particularly Pi transporters. Pi transporters PiT1/PiT2 widely represented in tissues, both have been detected in bone and cardiomyocytes. Extracellular Pi may alter their expression and the activity of the downstream ERK pathway in vitro. In bone cells, Pi transporters and ERK pathway are involved to matrix mineralization and cell fate. There is a lack of data on PiT1/2 in cardiac pathology. And to our knowledge, the physiological significance of these mechanisms in vivo, have not been studied until recently. Method We induced mild CKD-MBD by 3/4 nephrectomy (Nx) in adult male SHRs with a four-month exposure. Sham operated Wistar rats and SHRs (SO) were controls. Animals were fed standard chow, containing 0.6% Pi. We measured creatinine clearance, proteinuria, renal interstitial fibrosis area, systolic blood pressure, myocardial mass index, serum levels of Pi (sPi), calciprotein particles (CPPs), intact PTH and FGF23. Phosphorus concentration (per dry tissue weight) in bone, myocardium and kidney were measured using inductively coupled plasma atomic emission spectroscopy (ICP-AES). Histomorphometry studies were used to address bone static parameters (Toluidine Blue & Fast Green, TRAP, Masson's, H&E) and myocardial remodeling (Masson's, H&E, von Kossa stain). Expressions of PiT1 (Slc20a1), PiT2 (Slc20a2), phospho-ERK1/2 (Mapk1, Mapk3) were evaluated by PCR-RT, WB, IHC with quantitative morphometry, IF with confocal microscopy (Zeiss LSM 710). Results Having chronic kidney injury comparable to human CKD G2, Nx rats exhibited features of lower bone turnover: reduced osteoblast and osteocytes numbers (P = 0.009, P = 0.044), eroded perimeter (P = 0.008) (Fig. 1). Serum Pi, CPPs and P content in the myocardium were higher in the Nx group vs SO (P = 0.001, P = 0.023, P = 0.041), without significant differences in Pi excretion, P content in the kidney and bone (P > 0.11), serum PTH and FGF23 levels (P > 0.48). In CKD-MBD, relative expression of Slc20a1 and Mapk1 were lower (P < 0.021) concurrently with a reduction in PiT1 and phospho-ERK1/2 IHC staining in bone morrow and endosteal cells of trabecular bone (Fig. 1). Myocardial P accumulation and obvious histological lesions (cardiomyocyte hypertrophy, interstitial and perivascular fibrosis) in CKD-MBD, were associated with higher myocardial expressions of Slc20a2 and Mapk3 genes (P = 0.013, P = 0.046), PiT2 protein (WB: P = 0.041; IF and IHC: P < 0.009) and phosphorylated ERK1/2 (WB: P = 0.033; IF and IHC: P < 0.011; Fig. 1). The levels of myocardial Slc20a2 and PiT2, Mapk3 and phospho-ERK1/2 were directly related to Pi retention parameters (Fig. 2). Conclusion Myocardial remodeling in mild CKD-MBD is associated with phosphorus accumulation and up-regulation of Pit2/ERK signaling, likely as a consequence of lower bone turnover and bone Pi uptake (Fig. 1).

Abstract Background and Aims Peritoneal protein loss (PPL) through peritoneal effluent is a well-established complication of peritoneal dialysis (PD) and has been linked with malnutrition and mortality. However, the perspective is changing. The association of PPL with malnutrition and sarcopenia has been refuted in recent studies. Moreover, recently, fluid overload and venous congestion have been associated with PPL uncovering the importance of hydrostatic convection in protein transport. The aim of this study was to explore the relation of PPL with fluid overload, sarcopenia and nutritional markers in prevalent PD patients. Method We performed a single-center cross-sectional study that included all PD patients of our unit submitted to a modified peritoneal equilibration test (PET) during the year 2024. Demographic and clinical data were collected from clinical records. Biochemical data, evaluation of sarcopenia and bioelectrical impedance assessment (BIA) were evaluated at the same time as PET. PPL was measured in a 24h dialysate effluent collection and the PET’s dialysate effluent (4 h). NTproBNP, CA 125 and extracellular water excess in BIA were used as fluid overload markers, and albumin, total proteins, handgrip strength, ultrasound evaluation of rectus femoris and BIA parameters as nutritional and sarcopenia markers. Statistical analyses were done in SPSS. Univariable analysis were performed with linear regression model and a p value ≤ 0.05 was considered significant. Results Our study included 61 patients, 39 (64%) male, with a mean age of 59 ± 13 years, and 20 (33%) were diabetic. Cause of renal failure was diabetes in 15 patients (24.6%), ADPKD in 7 (11.5%), hypertension in 6 (9.8%), IgA nephropathy in 5 (8.2%) and cardiorenal syndrome in 4 (6.5%), other causes were less frequent. Most patients (73%) were on continuous ambulatory peritoneal dialysis (CAPD). Median PPL was 0.081g/dL (0.055–0.099) in the 24h dialysate and 0.046 g/dL (0.039–0.063) in the 4 h dialysate. Regarding fluid overload, median NTproBNP was 1260 pg/mL (517–3702), median CA125 was 13 U/mL (9–23) and mean extracellular water excess was 1.5 L ± 1.6. Average handgrip strength was 28 and 26kg, right and left arm, respectively, with a mean rectus femoris muscle thickness of 13.7 mm ± 4.4. Remaining data, including PET parameters, are detailed in Table 1. Univariable analysis showed a positive association between 4h PPL and NTproBNP (P = 0.001), extracellular water excess (P = 0.018) and lean tissue mass (LTM) (P = 0.006). A negative association was found between 4h PPL and fat mass in BIA (P = 0.015). Albumin, total proteins, handgrip strength, muscle thickness and other BIA parameters did not correlate with PPL. Conclusion Our study coincides with recent data reinforcing an absence of causality and relationship between PPL sarcopenia and malnutrition markers. A positive correlation between LTM and 4 h PPL might be justified by a higher metabolic rate and more significant protein turnover in patients with more lean tissue mass. The same rationale explains a negative association between fat mass and 4 h PPL, as these patients tend to have lower protein turnover. On the other hand, a fluid overload status appears to play a role in PPL as evidenced by a significant relationship between 4 h PPL and NTproBNP and extracellular water excess.

Purpose This paper aims to quantify political pressure imposed by Chinese prefectural governments and investigate whether and how it affects state-owned enterprises' (SOEs) performance. We aim to enrich the current literature on governmental factors that influence micro-entities by innovatively introducing a new measure of political pressure. Design/methodology/approach We employ a prefecture-level sample of listed non-financial firms in China to estimate a regression model. Robustness tests are conducted using alternative measures of key variables. This paper employs an instrumental-variable approach and a regression discontinuity design technique to reduce the endogeneity concern. Findings This paper supports the hypothesis of “grabbing hands” effect of governmental intervention by revealing a negative link between gross domestic product (GDP) target pressure and SOE profitability. Under high political pressure, SOEs tend to take more risks, amass debt and increase capital expenditure with lower turnover. This effect is more pronounced when GDP is vital for official assessment, especially for large manufacturing firms with higher government ownership or those directly supervised by local governments. Greater completion of the GDP target intensifies the impact on SOEs. Originality/value This study sheds light on the importance of political pressure as a key determinant of firm performance, documenting the differential effects of political forces on performance between SOEs and non-SOEs. It also enhances the understanding of firm behavior within the context of corporate-politics in China.

This study examined the relationship between job satisfaction and faculty retention among full-time faculty members of Initao College. Using a mixed-methods case study design, the research combined quantitative survey analysis with qualitative insights from open-ended responses. The quantitative component measured three major dimensions of job satisfaction—compensation and benefits, professional growth and development, and work environment and support—and their relationship to faculty retention. Statistical analyses, including Spearman rho correlation, revealed a significant positive correlation (p < 0.05) between all job satisfaction dimensions and faculty retention, confirming that higher job satisfaction leads to stronger commitment and lower turnover. In contrast, marital status and years of service showed no significant effect on retention (p > 0.05), suggesting that demographic factors are less influential than workplace conditions. Qualitative findings supported these results. Faculty members cited collegial relationships, student motivation, and career stability as primary reasons for staying, while toxic management, inadequate resources, career stagnation, and lack of recognition were key drivers of turnover intentions. These insights reveal that retention at Initao College is primarily influenced by both intrinsic motivators (such as teaching fulfillment) and extrinsic factors (such as compensation and institutional support). Overall, the study concludes that enhancing job satisfaction is critical to retaining qualified and motivated faculty members. It recommends that Initao College focus on improving compensation systems, expanding professional development opportunities, and fostering a healthy, communicative, and supportive work environment. Strengthening these areas will not only increase retention but also contribute to the long-term sustainability and academic excellence of the institution.

Abstract We explored in this study how business analytics can be used to learn about and enhance the participation of Generation Z workers in modern organizations. Generation Z, also known as digital natives, are entering the global workforce with unique attributes developed from the constant exposure to technology, sociality, and fast-paced work environments. In contrast to previous generations, they show greater demands for flexibility in the workplace, autonomy, purposeful work, and technology-facilitated collaboration. As firms struggle to keep young workers, Gen Z engagement is both an academic imperative and a management need to study. The research is underpinned by work engagement theories, namely Kahn's engagement theory and the Job Demands–Resources (JD-R) model, supplemented with social exchange theory to account for mutual relations between employees and firms. By combining these frameworks with digital workplace phenomena, the research investigates how prevailing psychological constructs such as Vigor, dedication, and absorption need to be re-framed to accommodate technology-mediated behaviors. We used a mixed-methods strategy incorporating quantitative and qualitative data. Quantitative data was captured using structured surveys and digital traces from 450 Gen Z staff in five industries: technology, services, manufacturing, healthcare, and finance. Qualitative data was captured using semi-structured interviews and focus groups. Statistical methods, such as Structural Equation Modelling (SEM), were used to determine predictors of engagement, while thematic interview data analysis placed numerical trends into context. Our results indicated that Gen Z engagement functions through a dual-pathway model: one pathway centered on classic engagement drivers like significant work, career advancement opportunities, and leadership support, and the second pathway based on digital integration factors such as technology usage, virtual teams, and real-time feedback mechanisms. Hybrid work arrangements proved to be the optimum arrangement, with autonomy balanced against organizational connectedness. The more highly engaged employees had tangible business results, such as lower turnover intentions, enhanced performance, and greater innovation levels. The importance of this research is its theoretical contribution to the literature on employee engagement, its practical application to HR managers, and its contextual realization in the Indian and global workforce. It stresses the need for merging business analytics with engagement tactics to satisfy Gen Z expectations while providing sustainable organizational value. Keywords Generation Z work engagement; HR business analytics; Digital natives in the workplace;Flexibility in the workplace; Career development metrics; Perceived meaningful work; Recognition and feedback systems.