Retention Practices Research Articles

Understanding and Addressing Bias in Grading: Progress at Washington University School of Medicine.

In 2020, the authors published work examining disparities in clerkship grading and found students who identify as White were more likely to receive honors grades compared with students from races/ethnicities traditionally underrepresented in medicine. Through a quality improvement approach, the authors identified the following 6 areas where improvements could mitigate grading disparities and, therefore, put processes in place to: ensure equitable access to examination preparation resources, change student assessment, develop medical student curriculum interventions, improve the learning environment, change house staff and faculty recruitment and retention practices, and provide ongoing program evaluation and continuous quality improvement processes to monitor for success. While the authors cannot yet be sure that they have achieved their goal of promoting equity in grading, they believe this evidence-based, multipronged intervention is a clear step in the right direction and encourage other schools to consider a similar approach to tackling this critically important problem at their own institutions.

An Exploration into the University Quality Assurance Practices for Maintaining the Students'™ Retention

This qualitative study was a follow-up study of a quantitative study that was conducted to investigate the impact of quality assurance practices on university students' satisfaction and retention. The sample has been selected purposively from the already selected sample for the quantitative study. The sample consisted of six respondents who have extensive experience in the higher education sector more specifically in the quality enhancement department/cell. An interview protocol was developed focusing on research questions to collect their responses of them regarding the "exploration of the role of the Quality Assurance practices in students' retention and satisfaction". The conversations commenced with the introduction of the interviewees and the researcher and followed by opening questions transitioning to key questions. It was reflected by the participants' responses that there is a strong role of quality assurance practices in attaining students' satisfaction and retention.

Community-Based Participatory Research: Insights, Challenges, and Successes From the Perspectives of Frontline Recruiters and Investigators

Employment of community-based participatory research (CBPR) strategies has helped address limitations of traditional research approaches, but we still do not have a full understanding of how study teams successfully conduct research with populations who experience health disparities. To gain insights into the unique successes and challenges of research teams conducting National Institutes of Health (NIH) funded community-engaged research studies, we conducted an online survey with 120 investigators identified through NIH RePORTER and 106 members of the academic study team (research staff) who assisted with recruitment. We examined descriptive statistics and used Chi-square analysis to compare responses between investigators and staff. Most studies targeted low-income, racial/ethnic minority populations and reported high recruitment and retention rates. The most common collaborators were community-based organizations, and the most common study purpose was to evaluate an intervention. There was generally consensus between investigators and staff about effective recruitment and retention strategies, barriers, and facilitators. However, there were also some critical differences, including perceptions about community partner roles and the value of staff input into study design and methods. After the presentation of our key findings, we share best practices for successful recruitment and retention in health disparities research using CBPR approaches.

Study on Factors Affecting Employee Turnover in Banking and Automotive Sector of Pakistan

This research is based on a study to investigate the impact of various factors affecting employee turnover in Pakistan's banking and automotive sector. A comprehensive literature review has been performed based on various hypotheses developed. Further, a survey strategy has been adopted to collect quantitative data. To test the hypothesis number of statistical methods have been implemented using SmartPLS. Both measurement and structural models have been developed for detailed analysis of variables affecting employee turnover. Results obtained from various analyses have also been discussed. Hence, this study examines the effect of employee engagement, job satisfaction, job insecurity, and work overload mediated through job stress and performance management on the intentions of an employee switching their job role. This study will not only assist in improving the effectiveness of retention strategies but also give updates about future retention strategies by analyzing the data collected and its results. The discovery of this study would encourage the uplifting of retention practices in other sectors as well.

Reframing talent acquisition, retention practices for organisational commitment in Malaysian SMEs: A managerial perspective

This paper explores whether employee commitment to the organisation is influenced by talent acquisition and retention practices. How do SMEs retain talent and encourage commitment and job embedding when their very existence is in doubt? The talk these days is about layoffs, terminations, reduced pay, no-pay leave and redeployment; how will SMEs fare in this scenario? This qualitative study includes in-depth interviews conducted using a social constructivism approach in order to gain a better understanding of the world in which we live and work. Individual meanings are formed not entirely within the individual, but through interaction with others, the social, where meaning is given. The template analysis method is used to analyse the interviews, which include specific themes. The findings point to a misalignment between talent acquisition, talent retention practices and organisational commitment. There has been no clear development in terms of how both can complement each other. As a result, the dimensions of person-organisation and person-job fit serve as a link between talent acquisition, retention and commitment. This contributes to higher levels of employee commitment, job embeddedness and an internal culture that may influence employee retention decisions. At the interpersonal level, SME owners must understand, nurture and motivate their talent. As an effective employee retention tool, monetary incentives play only a minor role. Talent retention is based on implementing a structured talent acquisition practice that includes a highly targeted cost-effective hiring plan. Talent acquisition includes fit dimensions that demonstrate a nuanced perception of individualised consideration, such as flexible work, belonging, career growth and interpersonal relationships.

Impact of ‘Moonlighting’ on Employee Retention and Talent Acquisition practices in HR

Impact of ‘Moonlighting’ on Employee Retention and Talent Acquisition practices in HR

Human Resources Management Practices in Enhancing Knowledge Retention in the Registrar’s Department at NUST, Zimbabwe

Rationale of Study – The study's goal was to determine how the Registrar's Department at the National University of Science and Technology might improve knowledge retention by applying human resources management procedures. (NUST). NUST is losing critical knowledge through retirement, dismissals, resignation, and other attrition methods, affecting efficient and effective business operations at NUST.Methodology – The study adopted a qualitative research approach and used a case study design, utilizing interpretivism as its paradigm. The data was gathered through face-to-face interviews. Interview subjects were chosen through purposeful sampling. The information collected was examined and presented thematically.Findings – The findings revealed that the Registrar‘s Department is operating without a knowledge management policy and knowledge strategies to capture critical knowledge from its employees and, as such, is losing essential knowledge when staff members leave through resignations and deaths, among other reasons. It also emerged that senior-level executives' support does not provide adequate funding to encourage knowledge retention. The study concluded that formalized coaching and mentoring, incentives, succession planning, and a lack of retention methods were all considered obstacles to knowledge transfer and retention within the organization.Implications – The study contributes to the need for the Human Resources Department at NUST to adopt strategies to retain the knowledge of experts and adopt a knowledge management policy that will guide and enable systematic knowledge management processes.Originality – This is a unique empirical study in a Zimbabwean university

Fine mapping of a Fusarium crown rot resistant locus on chromosome arm 6HL in barley by exploiting near isogenic lines, transcriptome profiling, and a large near isogenic line-derived population

Key messageThis study reported validation and fine mapping of a Fusarium crown rot resistant locus on chromosome arm 6HL in barley using near isogenic lines, transcriptome sequences, and a large near isogenic line-derived population.Fusarium crown rot (FCR), caused by Fusarium pseudograminearum, is a chronic and serious disease affecting cereal production in semi-arid regions globally. The increasing prevalence of this disease in recent years is attributed to the widespread adoption of minimum tillage and stubble retention practices. In the study reported here, we generated eight pairs of near isogenic lines (NILs) targeting a putative QTL (Qcrs.caf-6H) conferring FCR resistance in barley. Assessing the NILs confirmed the large effect of this locus. Aimed to develop markers that can be reliably used in incorporating this resistant allele into breeding programs and identify candidate genes, transcriptomic analyses were conducted against three of the NIL pairs and a large NIL-derived population consisting of 1085 F7 recombinant inbred lines generated. By analyzing the transcriptomic data and the fine mapping population, Qcrs.caf-6H was delineated into an interval of 0.9 cM covering a physical distance of ~ 547 kb. Six markers co-segregating with this locus were developed. Based on differential gene expression and SNP variations between the two isolines among the three NIL pairs, candidate genes underlying the resistance at this locus were detected. These results would improve the efficiency of incorporating the targeted locus into barley breeding programs and facilitate the cloning of causal gene(s) responsible for the resistance.

Beyond the Institution: An Informal Partnership Endeavored Toward Understanding and Addressing Black Teacher Recruitment and Retention.

Black teachers (BTs) are significantly underrepresented in the US teaching profession, yet there is still little focus on how to best hire, support, and retain them. This collaborative autoethnography documents our work in an urban characteristic school district and university in the southeastern US and how we leveraged our interpersonal and professional experiences with local educational and academic institutions to better understand the challenges associated with creating sustainable and systemic pathway and retention practices that prioritize BTs. We focus on the role of data and research in better understanding the localized experiences of BTs, share our vision for the Southeastern Black Teacher Network through an informal partnership, and offer recommendations for supporting BTs.

The Politics of Rights Retention

This article presents a commentary on the recent resurgence of interest in the practice of rights retention in scholarly publishing. Led in part by the evolving European policy landscape, rights retention seeks to ensure immediate access to accepted manuscripts uploaded to repositories. The article identifies a trajectory in the development of rights retention from something that publishers could previously ignore to a practice they are now forced to confront. Despite being couched in the neoliberal logic of market-centric policymaking, I argue that rights retention represents a more combative approach to publisher power by institutions and funders that could yield significant benefits for a more equitable system of open access publishing.

Knowledge Retention Practices and Performance of Public Research Institutions in Kenya

In the dynamically changing environment, knowledge is becoming the most important resource for organisational performance, surpassing other resources such as land and capital. Therefore, retaining organizational knowledge is the key characteristic of sustainable improvement in organisational performance. On the contrary, publicly funded research institutions in Kenya lose experts’ knowledge from retiring employees. Knowledge management in publicly funded research institutions in Kenya seems to be a major challenge contributing to poor service delivery and gaps in work performance. Therefore, based on the Human Capital theory, this study sought to fill the gap by establishing the influence of knowledge retention practices on the performance of publicly funded research institutions in Kenya. The study used stratified random approaches to sample 135 respondents out of 6,799 employees in Kenya's 12 publicly funded research institutions. Both qualitative and quantitative primary and secondary data were collected to achieve the study objectives. While qualitative data was analysed through thematic methods, quantitative data were analysed using both descriptive statistics (mean scores, percentages and standard deviation) and inferential statistics (Multiple Regression Analysis) through the Statistical Package for Social Sciences (SPSS) version 24. It was established that adopting knowledge retention practices such as succession planning, use of retirees, mentoring and coaching are associated with a significant positive influence on the performance of publicly funded research institutions in Kenya. Based on the findings, the study recommends the management of public research firms provide regular training and mentoring programs to employees to help them retain knowledge and improve their skills. The organizations can also conduct exit interviews with departing employees as a useful way to capture their knowledge and insights before they leave the organization. This information can then be used to improve knowledge retention and prevent the loss of critical knowledge.  Keywords: Knowledge Retention Practices, Performance of Public Research Institutions, Kenya &nbsp

The Heart of the Matter: A Path to Building Diversity in Pediatric Cardiology.

Our essay discusses the impact of underrepresentation in medical training, with a focus on pediatric cardiology. We use the perspective of a physician who is underrepresented in medicine (URiM), andhas chosen to pursue a career in pediatric cardiology, to initiate an analysis of the current path toward pediatric cardiology and the factors in undergraduate and graduate medical education which could currently be optimized to improve diversity in training. We argue that a lack of diversity among physicians leads to worse patient outcomes, and we describe steps to improve representation in the field. In order to improve representation in pediatric cardiology, we must reflect upon our current practices and implement systemic changes within cardiology training program recruitment and retention practices. These changes should include continuous mentorship of URiM trainees interested in cardiology and prioritization of research that investigates social determinants of health which may disproportionally affect minority patients.

Re-expatriation inclinations among skilled female self-initiated repatriates in Asia's rapidly emerging markets

PurposeIntegrating identity theory and role theory, this study examines the re-expatriation inclinations of highly-skilled professional female self-initiated repatriates (SIRs) in an Asian rapidly emerging market (REM) and the reasons underlying these inclinations.Design/methodology/approachThe authors conducted a survey on a sample of highly-skilled professional female SIRs in Vietnam (N = 248). Structural equation modelling was used to evaluate the model.FindingsThe study found that female SIRs' career identity, family identity and social identity have a significant influence on their inclinations to re-expatriate. Attitude towards re-expatriation fully mediates the influence of family identity and career identity on re-expatriation inclinations.Research limitations/implicationsThis research was limited to female SIRs in one REM, namely Vietnam, and may lack generalisability in countries and contexts.Originality/valueBy delineating the identity-related factors that contribute to skilled female SIRs' inclinations to re-expatriate and recognising gender as a complex, multifaceted social construct, the authors broaden the way expatriation is conceptualised and isolate factors that can inform practices for recruitment and retention of this important sub-set of international talent.

Promoting District-Level Culturally Responsive Practices

Purpose: For culturally responsive practices (CRPs) in schools to be successful, educational leaders must look outside of the school and consider school, district, and system-level policies and practices that influence the sustainability of culturally responsive classrooms. The purpose of our study was to conduct a comparative case study and explore how four district leaders promoted CRPs throughout each of their districts. Research Design: Situated in the Midwest, we used a comparative case study to explore the approaches of four Black women school district leaders. Data included a focus group interview with the leaders; four individual, follow-up interviews; and artifacts or documents provided by the leaders. The data collected was analyzed using the Culturally Responsive School Leadership analytical framework. Results and Discussion: Findings discuss school district leadership's responsibility to promote CRPs; district leaders’ ability to foster trusting relationships with educators; and district-wide efforts to engage in purposeful teacher retention practices. A discussion and conclusion include implications considering how district leadership can influence the implementation of CRPs in schools and classrooms.

A Study on Employee Satisfaction with Selection and Retention Practices in the Education Sector

An attempt has been made by a management college to understand the opinions and attitudes of the various kinds of employees in the education sector through the study project "Employee selection." in the direction of the institution's hiring of new employees. In this time of personnel shortages and rising service demands in the educational sector, it is crucial to investigate aspects that influence how employees focus their attention. However, the focus of this inquiry was only one school of a fast growing private college that grants degrees in health sciences, and all of the respondents were lecturers at that site. This analysis exposed the College's poor retention policies across all of the identified retention criteria, including pay and benefits, employee engagement, performance management, retention metrics, and career development. This necessitated a thorough assessment and revision of numerous administrative practises that were apparently focused on people management. The heterogeneous workforce population uncovered by the study's demographic findings further revealed the need for effective retention strategies that would result in higher job satisfaction and work performance. Using well-designed surveys with closed-ended questions, the data was gathered. This survey was International Journal of Scientific Research in Engineering and Management (IJSREM) Volume: 07 Issue: 03 | March - 2023 Impact Factor: 7.185 ISSN: 2582-3930 © 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM17932 | Page 2 carried out within institutes of higher learning. The research methodology selected for this study is descriptive in nature. In order for the organization to effectively expand and advance, the recruitment and selection processes are viewed as essential. Making ensuring the proper individuals are chosen and placed in the appropriate positions at the appropriate times is crucial for the effective implementation of various organizational tasks and activities. Additionally, the candidates must have the necessary skills, knowledge, and competences. The key areas taken into account in this study article are the characteristics of recruitment and selection, the method of recruitment and selection, the sources of recruitment, and the guidelines for recruitment and selection. KEY WORDS- Candidates, effectiveness, administration, planning, recruitment, selection, and so forth.

An Assessment of Talent Management and Talent Engagement Strategies for Indian Industries - Orientations Revisited In COVID-19 Crisis

New approaches and methods would redefine the global corporate and economies as the pandemic has struck the world. India has been under lock down for the last four months is still pondering its ways and means to handle this challenge effectively. With profits plummeting and businesses in chaos, the entire business community has to rise to the occasion to face this mammoth problem. This research attempts to study the challenges and issues that are hampering effective talent management for talent retention during this pandemic. The solution lies in effective coordination with employer and employee with talent management and retention practices. This study is quantitative and empirical while being exploratory and conclusive. The study intends to explore the dimensions of talent management and talent retention practices for Indian Inc. In this study, stratified random sampling was done, and 100 employees, who work in Indian corporate from various states was, administered a questionnaire. The collected data were analyzed using SPSS, correlation, regression, and confirmatory factor analysis. It was found that family and family priorities occupy the employee’s mind during these COVID-19 times. The organizational policies and frameworks must orient so that the employee’s health and safety are the top priorities. The modified work environment, work culture, and priorities would help in employee retention. An empirical framework is also provided for Indian enterprises on talent management and retention after the COVID-19 pandemic.

The Influence of Customer Retention Practices on Performance of Micro and Small Agro-processing Enterprises in Tanzania

Customer retention practices are considered as derivers to accelerate firm performance in highly competitive business environment. However, scanty literature exists on agro-processing MSEs in developing economies. This study was carried out in Dar es Salaam, Arusha and Morogoro regions to examine the relationship between customer retention practices and performance of agroprocessing micro and small enterprises (MSEs). The study employed quantitative research approach and a cross-sectional research design. Proportionate stratified sampling was used to select a sample of 302 MSEs. A self-administered questionnaire was used to collect data from these firms. Structural Equation Modelling (SEM) was used to analyse the relationship between customer retention practices and firm performance. Firm performance was found to be positive and significantly influenced by assessment to customers, analysis of competitors, response to customer needs, inter-functional coordination practices and employees behavioural practices. Business-supplier relational practices posited positive relationship with the firm performance. The findings suggest that customer retention practices are influential determinants of the performance. This implies that owner-managers of agro-processing MSEs who wish to improve the performance of their firms should put emphasis on understanding the needs of their customers, analyse the actions and behaviours of competitors, appropriately coordinate internal functions of their firms and manage employees behaviours towards customers to ensure sufficient response to needs of the customers, and they should maintain positive relationship with the suppliers of raw materials. Likewise, practitioners and policy makers should appreciate the role of customer retention practices when designing policies, trainings and support services for MSEs.

Attracting, Recruiting, and Retaining Medical Workforce: A Case Study in a Remote Province of Indonesia.

Indonesia, one of the Asia Pacific low-and middle-income countries (LMICs), has suffered from a chronic medical workforce shortage. However, there are limited published studies describing the approaches implemented by the Indonesian government regarding the recruitment and retention of the medical workforce. This case study aimed to understand the current practices for recruitment and retention of the medical workforce in Indonesian rural and remote provinces. We conducted a case study of the Maluku Province of Indonesia with a document analysis and key informant interviews with officials responsible for medical workforce recruitment and retention. We used the World Health Organization's (WHO) guidelines as an analytical matrix to examine the recruitment and retention practices under the four domains of (i) educational, (ii) regulatory, (iii) financial, and (iv) professional and personal development and classified them into either University/Medical School level or Government/Non-government level. Our findings suggest that Indonesia implemented most of the WHO-recommended medical workforce recruitment and retention strategies. However, implementation is still problematic; hence, the aim of establishing an adequate, sustainable medical workforce has not been reached. Nationwide government intervention in educational aspects is important to magnify the impact of regional medical school initiatives. Relevant programmes must be re-evaluated and re-enforced concerning significance, comprehensiveness, and effectiveness for a sustainable rural and remote medical workforce.

Enhancing donor acquisition and retention in blood banks via AI-powered decision support framework

Blood banks play a critical role in ensuring a steady supply of safe blood for medical procedures. However, donor recruitment and retention pose significant challenges to the sustainability of blood banks. This study proposes an AIenabled decision-support system to optimize donor recruitment and retention strategies in blood banks. The system leverages machine learning algorithms to analyze historical donor data, demographic information, and external factors to predict donor behavior and identify potential strategies for improving recruitment and retention. By incorporating AI into decision-making processes, blood banks can make data-driven decisions, enhance the efficiency of donor management, and allocate resources effectively. This paper presents the methodology used to develop the AIenabled system and discusses its potential benefits and implications for blood bank operations. Experimental results demonstrate the effectiveness of the system in identifying successful recruitment and retention strategies. Overall, the research offers valuable insights into the application of AI in blood bank management, ultimately leading to more sustainable and efficient donor recruitment and retention practices.

The The Influence of Peer-Led Health Education Intervention on Medication Adherence Practices Among Youths Living with HIV In Nigeria

Medication adherence and antiretroviral therapy retention are required for successful durable, virologic suppression and treatment outcomes among youths. The use of peer-led health education in increasing medication adherence and antiretroviral therapy retention has been advocated. Therefore, this study investigated the effect of peer education on medication adherence and antiretroviral-therapy retention practices among Youth Living with HIV in Niger state, Nigeria. The study was a quasi-experimental design in two selected hospitals. One hospital was assigned to a one-hour peer-led health education session for six weeks, and the 2nd served as the control group. Data were collected at baseline, immediate post-intervention, and at the sixth-week follow-up. Data were analyzed using descriptive and inferential statistics at a 0.05 level of significance. Majority of respondents practice Islam and are within the ages of 20-24 years (control: 100%, 89%; intervention: 83%, 73%), from the Hausa Ethnic group (control: 62%; intervention: 56%). Majority of respondents in the control group have Islamic education (50%) and Secondary education (50%), while the majority of those in the intervention group have primary education (35%), secondary (29%), tertiary (19%) and Islamic (17%) respectively. Medication adherence and ART retention was higher in the intervention group (27%, 16%) compared with the control (17%, 9%). A significant association between knowledge and perception due to peer education on medication adherence was found (24%, 80%) in the intervention group and (11%, 36%) in the control group. Subsequently, the 6th week follow-up sustained findings from the intervention period on medication adherence and ART retention (27%, 16%) in the intervention group compared with control group (17%, 9%). Similarly, knowledge and perception follow-up post intervention was sustained (24%, 80%) in the intervention group and (11%, 36%) in the control group. Interventions leveraging peer-led health education enhanced HIV medication adherence and antiretroviral therapy retention practices among youths. Thus, we recommend scale-up of the structured peer-led curriculum and integration into the health systems to improve health outcomes among HIV positive youths, achieve epidemic control and accelerate progress for the UNAIDS 95:95:95 goals.