Reduction In Turnover Research Articles

Purpose This study examines the impact of motivational tools on organizational commitment by using the Fuzzy Cognitive Mapping (FCM) method, which is a modeling method for complex decision-making. As a result, this study aims to provide managers with an evidence-based decision-support model for employee retention and enhancing organizational commitment. By revealing the causal relationships between motivational factors that affect organizational commitment and their relative weights of importance, the research analyzes the extent of the direct and indirect impacts created by various motivational tools. Consequently, businesses can strategically direct their resources to create the highest impact, significantly reduce employee turnover rates and achieve long-term workforce stability. Design/methodology/approach Using an FCM approach, the study models the causal relationships between motivational factors and organizational commitment. Expert judgments were incorporated to create a hierarchical structure of motivational attributes, which were analyzed through iterative simulations. Findings The study shows that “career and promotion opportunities” and “authority and responsibility” play the most significant roles in shaping organizational commitment. These are closely followed by “Income” and “Job Quality,” which are equally important. The findings highlight that employee motivation is a complex and interconnected concept, requiring a well-rounded approach rather than focusing on just one factor to drive improvement. Practical implications Businesses should strengthen organizational commitment by creating career paths that clarify progression criteria and timelines, encouraging decision-making authority within employees' areas of expertise, ensuring that roles become more diverse and meaningful through job enrichment programs, and supporting these efforts by offering competitive compensation and benefits packages. Originality/value This research is adopted to elucidate the dynamics of motivation and organizational commitment by employing FCM method to elucidate the dynamics of motivation and organizational commitment. In contrast to classical motivation theories, FCM has enabled the empirical modeling of the bidirectional, dynamic, and complex interactions between motivational factors, revealing that job security–traditionally considered a “hygiene factor”–plays a systemic role in amplifying other factors. The resulting causal map provides managers with a concrete, visual, and evidence-based decision support system for prioritizing resource allocation and intervention strategies.

ABSTRACT Employee burnout has become a significant challenge in today’s dynamic workplace environment. This paper presents a theoretical and design-based approach for predicting employee burnout using machine learning techniques. The study emphasizes data-driven decision- making in human resource management by analyzing parameters such as workload, job satisfaction, working hours, and organizational support. Various algorithms like Logistic Regression, Random Forest, and Support Vector Machines are proposed for building predictive models. The objective is to design a system that can help organizations identify burnout-prone employees early, thereby reducing turnover rates and improving overall productivity. The paper highlights the potential of artificial intelligence in supporting employee mental health and well-being initiatives. Key Words: employee burnout, machine learning, HR analytics, prediction, stress detection, workforce well- being.

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.

Purpose – The purpose of the article is to examine the peculiarities of forming a motivation system in the construction industry of Ukraine as an element of enterprises’ personnel security and to develop a mechanism for its improvement and further advancement. Design/methodology/approach – The authors applied the method of literature review to substantiate the importance of establishing a motivation system in Ukraine’s construction industry as a component of enterprises’ personnel security, as well as to confirm the relevance of the chosen research topic. Based on the literature review, the authors provide interpretations of the conceptual framework, in particular, the definitions of “personnel motivation system” and “personnel security” as elements of the research subject. The functional role of the motivation system in the construction sector is emphasized (stimulating labor productivity growth, preventing staff turnover, retaining qualified specialists, and reducing shadow employment). It is determined that the development of an effective incentive system in the construction industry should not be a fragmentary initiative of individual enterprises but a systematic, comprehensive, and purposeful process that integrates industry-specific features, strategic objectives of organizations, current trends in the domestic labor market, and security factors. Findings – The article analyzes the dynamics of the average number of full-time employees in the domestic construction sector for the period 2017–2022. When assessing these dynamics (i.e., changes in the quantitative composition of the construction workforce), it is important to emphasize the significance of this indicator for evaluating the state and development of the industry. This indicator is sensitive to both internal economic factors (such as demand for construction works, investment levels in the sector, and state programs) and external ones (including military actions, the macroeconomic situation, and European integration processes). The article further details the interrelated stages and structural components of the motivation process in construction and systematizes innovative solutions for forming a motivation system for employees in the sector. Practical implications – The results of this study are relevant to the management systems of construction enterprises, since personnel motivation in the domestic construction sector requires radical renewal and reform, implying the integration of digital, social, and behavioral instruments. Only through a comprehensive and personalized approach can a stable and secure human resource potential be ensured, which is essential for rebuilding Ukraine’s infrastructure in the post-war period. Expected results – The implementation of the proposed mechanism is anticipated to lead to the following outcomes: reduction of staff turnover, retention of key specialists (enhancement of personnel security); improvement of professional training of employees; development of a stable workforce loyal to the enterprise and its owners; and an increase in the competitiveness of both enterprises and the industry as a whole.

One of the key hallmarks of aging is the breakdown of proteostasis-the finely tuned balance of protein synthesis, folding, trafficking, and degradation that maintains proteome integrity and cellular function. In this study, we employed 15N metabolic labeling to assess protein turnover in young and aged mice. Among the proteins examined,cystatin C exhibited the largest age-related reduction in turnover, alongside decreases in other proteins involved in neuroprotection, structural stability, and neurotransmission, including transthyretin, proteolipid protein 1, and the astrocytic glutamate transporter SLC1A3. Reduced proteostatic capacity is likely to increase neuronal susceptibility to proteotoxic stress, protein aggregation, and excitotoxic injury. Immunohistochemical analysis revealed a punctate accumulation of cystatin C in cortical layer IV, a region particularly vulnerable to age-related pathology. Moreover, gene expression profiling showed region-specific upregulation of inflammatory markers (Cd11b, Fcgr1, and Cr3), suggesting enhanced degradation of brain structures through phagocytic activity. Together, these findings demonstrate that aging disrupts proteostasis in a protein- and region-specific manner, withcystatin C emerging as a central mediator linking impaired clearance to neuroinflammation and cortical vulnerability. Interventions aimed at enhancing autophagy, proteasome function, or chaperone activity may represent promising strategies to counteract proteostasis collapse and mitigate neurodegeneration in the aging brain.

With the acceleration of digital transformation and intensified workplace competition, work stress has become a core factor affecting employee well-being and organizational performance. A 2023 World Health Organization (WHO) report indicates that approximately 35% of workers worldwide experience psychological problems such as anxiety and burnout due to chronic work stress. As a key psychological capacity for coping with stress, the cultivation and improvement of employee resilience has become a research focus in organizational management and occupational health. Based on literature research and theoretical analysis, this paper systematically explores multiple pathways to enhance employee resilience, incorporating classic frameworks such as resource conservation theory and psychological capital theory. Research indicates that enhancing employee resilience requires more than a single-dimensional intervention; rather, it requires a coordinated system of "individual empowerment, organizational support, and social protection": At the individual level, emotional management, cognitive restructuring, and health management skills must be strengthened; at the organizational level, flexibility systems, mental health support, and a positive culture must be improved; and at the societal level, a solid external foundation must be established through policy regulations, cultural guidance, and public services. This article's findings can provide practical references for companies to optimize human resource management and reduce employee turnover. They also offer theoretical insights for subsequent research in the field of occupational mental health, ultimately contributing to a mutually beneficial relationship between employee personal development and organizational sustainability.

This study aims to determine the role of human resource management in reducing the turnover rate of construction project workers. This study uses a qualitative approach with descriptive methods. Informants were selected purposively, consisting of HR managers, project supervisors, and field workers. Data were collected through in-depth interviews, observations, and documentation studies. Data analysis was carried out through the stages of data reduction, data presentation, and conclusion drawing and verification. The results of this study indicate that human resource (HRM) management has a significant role in reducing turnover rates in construction projects through strategies such as implementing a competency-based recruitment system, continuous training and development, providing fair and competitive compensation, creating a positive and supportive work environment, and clear and transparent retention policies. This can be a strategic step in increasing worker satisfaction and loyalty, as well as retaining experienced workers in the long term.

Abstract Background and Aims Secondary hyperparathyroidism (sHPT) is a frequent complication in haemodialysis patients and is associated with all-cause mortality, cardiovascular morbidity and mortality, and bone fractures. Clinical trials have demonstrated the efficacy of etelcalcitide in treating sHPT; however, concerns about hypocalcemia remain, underscoring the need for more real-world data to guide clinical practice. This study provides a real-world perspective on the role of etelcalcitide in optimising metabolic outcomes and symptom management in patients with sHPT and mid-range serum parathyroid hormone (PTH) levels receiving haemodialysis at Northwick Park Hospital dialysis unit in London. Method A retrospective review was conducted of adult haemodialysis patients with sHPT receiving etelcalcitide between December 2023 and December 2024. All patients were either unsuitable for or declined parathyroidectomy. Dose and duration of etelcalcitide, changes in laboratory parameters, and adverse events were recorded. The primary outcome was the change in serum PTH levels at the end of data collection compared with baseline pre-treatment levels. Results 49 patients were included in the study. The median duration on renal replacement therapy was 5.0 years (interquartile range, IQR 3–9), and the median duration on etelcalcitide was 1.0 years (IQR 0.9–2.0). Patients were either calcimimetic naïve (73.5%) or switched from oral cinacalcet (26.5%). 47 patients (95.9%) had pre-treatment serum PTH levels less than 300 pmol/L. The median starting dose of etelcalcitide was 7.5 mg per week and was titrated as required in increments of 2.5–5 mg. The median percentage reduction in serum PTH from pre-treatment levels to December 2024 was 73.4% (IQR 36.9–85.9), from a median of 130.0 pmol/L (IQR 95.6–180.0) to 38.3 pmol/L (IQR 17.2–77.8). Linear regression analysis revealed no significant difference when stratified by duration on etelcalcitide (p = 0.13), initial etelcalcitide dose (p = 0.90), prior calcimimetic use (p = 0.14), or baseline PTH levels (p = 0.28). Of the 29 patients who had been on etelcalcitide for more than 1 year, 26 achieved greater than 30% reduction in PTH levels from baseline. 14 patients who had been on etelcalcitide for more than 2 years achieved a median reduction of 47.2% (IQR 24.9–68.8) in alkaline phosphatase (ALP) levels, from a median ALP of 223.0 IU/L (IQR 152.0–396.0) to 115.0 IU/L (IQR 89.5–148.5). While 17 patients (34.9%) developed hypocalcemia of less than 2 mmol/L, none were reported as symptomatic. 10 patients (20.4%) had interruptions to etelcalcitide administration due to hypocalcemia or over-suppression of PTH levels. Conclusion Etelcalcitide is an effective and safe option to improve biochemical parameters of sHPT in our dialysis population. Although hypocalcemia was common, close monitoring with prompt corrective intervention i.e. increase in calcium supplementation or active vitamin D, or dose reduction and discontinuation of etelcalcitide where necessary, ensured that this did not cause significant morbidity. Our results indicate that etelcalcitide is effective for patients with mid-range PTH levels of less than 300 pmol/L. The improvement in ALP levels suggests a reduction in bone turnover after treatment with etelcalcitide. Further study is needed to evaluate whether this translates to longer-term improvement in mortality, morbidity, and patient-reported outcomes in sHPT.

The present study is concerned with the critical challenges confronting Ukrainian small and medium-sized enterprises (SMEs) in personnel management in the context of economic instability and wartime conditions. Conventional human resources instruments, such as interviews and the evaluation of résumés, have been shown to be deficient in accurately assessing candidates' behavioural, cognitive and emotional compatibility. This has resulted in elevated levels of employee turnover and protracted periods of vacant positions being filled. In order to address the aforementioned shortcomings, the article proposes a novel integrated human resources (HR) management approach that combines Thomas International psychometric testing (namely, Personal Profile Analysis (PPA), General Intelligence Assessment (GIA), High Potential Trait Indicator (HPTI), and Trait Emotional Intelligence Questionnaire (TEIQue)) with the principle-oriented framework of PMBOK® 7 and advanced AI-driven analytics. A thorough analysis of openly published Western case studies, including those from Everything Office, Johnsons Workwear, and Ice River Springs, reveals significant outcomes: up to a 50% reduction in employee turnover, a 30% decrease in vacancy time-to-fill, and an 18–22% increase in team productivity following the implementation of this three-component model. Utilising these findings, the study proposes an adaptive HR model customised for crisis environments. This model personalises motivational strategies based on employees' behavioural, cognitive and emotional profiles, accelerates onboarding processes, and enhances organisational resilience in unpredictable conditions. The scientific novelty of the present study lies in the synthesis of psychometrics, project management principles, and artificial intelligence into a cohesive HR management system, offering quantitative diagnostics of employee engagement and stress resilience. This is of particular relevance for Ukrainian businesses during wartime and post-crisis recovery. Practical recommendations are provided for the phased integration of psychometric testing, PMBOK-aligned HR processes, and AI-driven monitoring into Ukrainian SMEs, with the objective of optimising recruitment, retention, and employee development. These include the establishment of ethical testing protocols, the benchmarking of job roles, and the implementation of quarterly AI analytics to predict turnover risks. The implementation of these measures is intended to foster sustainable business operations in challenging contexts.

This research investigates how artificial intelligence (AI) applications influence employee retention and turnover reduction at the University of Baghdad, against the backdrop of the persistent challenges Iraqi universities face in maintaining a stable workforce. Adopting a quantitative descriptive–analytical design, the study developed a structured questionnaire with fifty (50) items, grouped into three dimensions: organizational culture, artificial intelligence, and employee turnover. The survey was distributed to a randomly selected sample of 150 administrative and technical employees from the humanities and administrative faculties of the University of Baghdad, yielding 146 valid responses for statistical analysis. The results demonstrate that AI plays a significant role in strengthening retention strategies and lowering turnover rates. More precisely, AI technology reduced employees' intention to leave, decision-support technology contributed to decreasing job dissatisfaction, and intelligent automation helped achieve relative job stability. In general, the evidence confirmed a direct impact of AI—measured as an independent variable—on turnover dimensions, highlighting strategic importance in embracing such technology into human resource practices in higher education. The study concludes by recommending more investment in AI-based systems within universities, along with structuring efforts to build a constructive organizational culture and training sessions for raising employees' awareness regarding the benefits of AI, improving workforce stability, and enhancing institutional performance.

With the intensifying competition in the integrated circuit (IC) industry, the high turnover rate of integrated circuit engineers has become a prominent issue affecting the technological continuity of high-precision, specialized, and innovative enterprises. As a representative of such enterprises, JL Technology has faced challenges to its R&D efficiency due to talent loss in recent years. This study takes this enterprise as a case to explore feasible paths to reduce turnover rates through optimizing training and career development systems. The research designs a method combining learning maps and talent maps, utilizes a competency model to clarify the direction for engineers’ skill improvement, implements talent classification management using a nine-grid model, and achieves personalized training through Individual Development Plans (IDPs). Analysis of the enterprise’s historical data reveals that the main reasons for turnover are unclear career development paths and insufficient resources for skill improvement. After pilot implementation, the turnover rate in core departments decreased by 12%, and employee satisfaction with training increased by 24%. The results indicate that matching systematic talent reviews with dynamic learning resources can effectively enhance engineers’ sense of belonging. This study provides a set of highly operational management tools for small and medium-sized high-precision, specialized, and innovative technology enterprises, verifies their applicability in such enterprises, and offers replicable experiences for similar enterprises to optimize their talent strategies [1].

This research examined the effect of compensation strategies on employees’ performance in commercial banks in Calabar, with emphasis on performance incentive programmes, recognition reward systems, and work-life balance frameworks. The study was prompted by the observed decline in employee performance within the Nigerian banking sector, often driven by poor compensation practices, unrealistic performance targets, high turnover rates, and workplace stress. The specific objectives were to determine the effect of performance incentive programmes, recognition reward systems, and work-life balance frameworks on employees’ performance. Primary data were obtained from 246 customer-facing employees of First Bank Nigeria Limited in Calabar through a structured questionnaire. A census sampling technique was employed to include the entire target population, ensuring complete representation. Data were analysed using descriptive statistics, while multiple regression analysis was employed to test the study’s hypotheses. Findings revealed that performance incentive programmes, recognition reward systems, and work-life balance frameworks each had significant positive effects on employees’ performance. The study concluded that well-structured and employee-centered compensation strategies are crucial in enhancing productivity, motivation, and organisational commitment while reducing turnover rates. Guided by these findings, the study recommended that commercial banks should expand their performance incentive programmes with tiered rewards, strengthen recognition reward systems through transparent and frequent acknowledgments, and enhance work-life balance frameworks by introducing flexible work arrangements and wellness support initiatives. These measures are expected to improve job satisfaction, boost performance, and promote long-term operational efficiency in the banking sector.

Colorectal cancer (CRC) is a leading cause of cancer-related deaths and obesity is a known risk factor for its development and poor prognosis. Adipose tissue (AT) actively contributes to CRC progression and cachexia. Here, we investigated molecular crosstalk between tumor cells and different visceral AT depots (normal, intra- and peri-tumoral), focusing on metabolic and (epi)genetic alterations. Using WGS analysis, we explored VAT role in CRC progression, demonstrating how its proximity to the tumor impacts metabolic and phenotypic changes. Intra-VAT (within 5 cm of lesion), closest to the tumor, underwent significant metabolic remodeling, characterized by upregulation of markers of the white-brown AT transition (UCP-1, TMEM26), lipid metabolism (PON3) and a reduction in adipocyte turnover (Pref-1, adiponectin). Peri-VAT (within 15 cm) and HVAT (over 15 cm) exhibited progressively fewer alterations, suggesting a gradient effect of tumor on surrounding AT. Intra-VAT displayed increased fibrosis (TGF-β, collagen) and cachexia-related markers (IL-8), and mutations in key oncogenes (KRAS, HLA, MET), highlighting a direct interaction between tumor cells and AT driving CRC progression. Mutations in genes such as KRAS, HLA, and PIK3CA were shared between CRC and its Intra-VAT, indicating potential biomarkers for tumor progression and immune evasion. miRNA analysis revealed upregulation of miR-21 and miR-92a in Intra-VAT, with circulating miR-92a correlating with increased body fat and decreased lean mass in CRC patients, suggesting their involvement in both local metabolic remodeling and systemic changes. Altered PON3 DNA methylation patterns were also observed, correlating with metabolic parameters. Our findings underscore AT’s critical role in the CRC microenvironment as an active player in CRC progression and cachexia. Metabolic and genetic alterations decreased in VAT with increasing distance from the tumor. Intra-VAT may serve as a critical therapeutic target and biomarker for CRC progression, impacting surgical and postoperative strategies. Future studies should focus on targeting tumor-adipose crosstalk to improve treatment outcomes, including experimental validation of the identified genetic alterations and investigation of their functional roles in tumor progression and immune evasion.

This study investigated the impact of labour shortages on nurses’ retention in general hospitals in Akwa Ibom State. The objective of the study was to examine the impact of excessive workload and turnover rate on nurses’ retention in the general hospitals in the state. A survey research design was adopted, and data were collected using a structured questionnaire administered to a sample of 183 nurses, drawn from a population of 349 across ten (10) general hospitals in Akwa Ibom State. The sample size was determined using Krejcie and Morgan (1970) technique. The data collected were analysed using descriptive statistics and Ordinary Least Square (OLS) regression techniques. The findings revealed that excessive workload has a negative and significant relationship with nurses’ retention; and turnover rate has a negative and significant impact on nurses’ retention in general hospitals in Akwa Ibom State. Thus, concluded that labour shortages have significantly adverse impact on the retention of nurses in general hospitals in Akwa Ibom State. Based on findings,it is recommended that the government of Akwa Ibom state employ more nurses into the public health system to reduce excessive workload and enhance retention. Furthermore, general hospitals in the state should implement target employee retention strategies such as offering competitive compensation, improving working conditions, and providing professional development opportunities to effectively reduce turnover rate and strengthened nurse retention.

The high turnover rate of healthcare workers can impact the smoothness and stability of hospital services. This study aims to determine the relationship between the dimensions of workload time load, mental effect load, and psychological stress load with turnover intention in healthcare workers at Pinna Hospital Bekasi in 2025. The study used a quantitative method with a cross-sectional study design, involving 92 respondents selected through total sampling. Data were collected through questionnaires and analyzed univariately and bivariately using the Spearman test. The results showed a significant relationship between workload and turnover intention (p = 0.049), as well as a significant relationship in each workload dimension with turnover intention. Only the psychological stress load dimension had a significant relationship with turnover intention (p = 0.001). Meanwhile, the time load dimension (p = 0.303) and mental effect load (p = 0.394) did not show a significant relationship. The higher the workload, especially psychological stress, the greater the tendency of healthcare workers to intend to change jobs. The results of the bivariate test on the workload variable indicate a positive and significant relationship between workload and turnover intention, a relationship that illustrates that the heavier the workload perceived by healthcare workers, the higher their intention to move or leave their jobs, although the strength of the relationship is relatively weak. Therefore, hospital management is expected to review the work system and pay attention to staff welfare to reduce turnover rates.

An important feature of higher education is the mentorship of junior faculty by senior faculty. Addressing the vital role mentorship plays in an academic institution's survival promotes more opportunities and positive learning experiences. Research shows that mentorship programs for faculty have numerous benefits. Dr. Dessell and others found in their literature review that formal mentoring programs have been associated with faculty member job satisfaction, commitment, reductions in turnover, and productivity. Conversely, faculty mentorship at Historically Black Colleges and Universities (HBCUs) provides emerging research on the importance of recruiting, retaining, and promoting faculty within HBCUs. However, there are benefits of mentorship including professional development, peer mentoring, and psychosocial support. For instance, through their mentors, junior faculty can better become acquainted with the unique needs and strengths of the student body and be introduced to faculty and student resources and protocols. Therefore, this article will present some of the benefits of mentorship as well as the specific issues and aspects of mentorship in HBCUs.

Effective management of ball possession and minimizing turnovers are widely acknowledged as critical deter- minants of performance in elite-level basketball. This study aimed to analyze turnovers in NCAA Division I men’s basketball games, focusing on their frequency and typology in relation to game outcome, player position, type of offensive play, game half, and timing of occurrence. A total of 951 turnovers were analyzed across 45 official NCAA Division I games, using SportScout v.3.2 for video coding software, and SPSS v.29 for statistical analysis. The most frequent type of turnovers was bad passes (41.4%), followed by ball-handling errors (28.3%) and offensive fouls (13.8%). Winning teams committed fewer turnovers overall (47.2%) compared to losing teams (52.8%), particu- larly in passing-related errors. Guards accounted for the highest proportion of total turnovers (52.6%), especially during set offense situations (81.8%). Pivots exhibited a higher frequency of offensive fouls. Despite variations in turnover type and frequency across playing positions and offensive contexts, logistic regression analysis indicat- ed that turnover frequency and type did not significantly predict game outcomes at the p<0.05 level. These find- ings suggest that while turnovers serve as a key performance indicator, they do not act in isolation. Instead, they are shaped by a complex interplay of tactical and situational variables within the game environment. Training should emphasize decision-making under high-pressure conditions, enhanced recognition of game patterns, and situational awareness to reduce turnover rates throughout elite-level competitions.

Diabetes has been linked to a reduction in bone turnover due to osteocyte apoptosis, decreasing rates of bone apposition by osteoblasts and bone resorption by osteoclasts to differing extents [1]. The combined effect of this disruption to mechanoregulation of bone architecture may lead both to a reduction in bone mineral density (BMD) and increased bone porosity due to thinning of cortical and trabecular bone, and to the retention of fatigued bone with reduced mechanical properties due to the accumulation of microcracks, compromising the structural integrity of affected joints. As well as directly influencing bone turnover, diabetes induced neuropathy is believed to alter muscle and joint contact forces acting on bone due to altered movement patterns and a reduction in proprioception.The presented study adapts a novel finite element modelling approach to predicting bone microarchitecture and bone adaptation in which trabecular bone is represented using beam elements and cortical bone is represented using shell elements [2] to assess the effect on joint integrity of altering bone mechanotransduction (through altering the target strain and strain range that bone adapts to); rates of bone apposition and resorption; and altered loading. The developed structural models allow joints and whole bones to be modelled at a level of refinement approaching that of micro-CT, providing an improved representation in comparison to CT derived continuum models which are not capable of fully representing the microarchitecture of bone. The developed models also allow for an assessment of altered fracture risk following bone adaptation [4].The developed models suggest an increased response to a change in bone mechanotransduction in comparison to a change in loading, with trabecular and cortical thinning occurring with an increase in the mechanical stimulus required for mechanoregulation. This may be due to the exponential relationship between apparent and tissue level bone stiffness. The findings suggest that while exercise regimes play a role in maintaining bone health with a diagnosis of diabetes, this is likely due to a greater extent to the role of exercise in diabetes control, maintaining a healthy mechanotransduction response, than to exercise in directly maintaining muscle and joint contact forces. However, altered loading, including erratic loading due to a reduction in proprioception because of neuropathy, may still be a risk factor for developing osteoarthritis.

This study examines organizational resilience, cultural transformation, and employee turnover at Pertamina during the COVID-19 pandemic. The objective of the study is to explore how organizational resilience strategies and cultural change can influence employee turnover rates. This study uses a library method by analyzing literature related to organizational resilience, corporate culture, and employee turnover. Data collected comes from books, journals, and related research reports. The results show that adaptive organizational resilience and effective cultural transformation can reduce employee turnover, increase retention, and ensure operational continuity amidst the crisis. This research provides important insights for future organizational management.

Turnover is a persistent issue within organizations. Its impact can have both direct and indirect effects on the company. A high rate of turnover intention can lead to instability in the organizational structure, which may subsequently decrease the effectiveness and efficiency of the company’s operations. This study examines the roles of job satisfaction and job stress in mediating the relationship between perceived organizational support and turnover intention. The research employs a quantitative approach using a cross-sectional study design. The characteristic population for this study consists of oil palm harvester employees at PT XY, and a saturated sampling technique was utilized, resulting in a total sample of 145 oil palm harvesters. The instruments employed in the study include the perceived organizational support scale, job satisfaction scale, job stress scale, and turnover intention scale. The findings indicate that job stress partially mediates the relationship between perceived organizational support and turnover intention (β=-0.348, p<0.01) among harvesting employees. Meanwhile, job satisfaction does not mediate this relationship (β=-0.058, p>0.01) for the harvester employees at PT XY. These findings provide practical insights for human resource strategies aimed at reducing employee turnover, particularly in labor-intensive plantation sectors.