Retention Of Workers Research Articles

A Study on Training and Development Employee Welfare Seshasayee Paper & Boards Ltd in Erode

The research purpose is to determine the study of the employee welfare important of employees. Employees play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisation have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisation do not bother about the employees benefit, but expect efficient and high performance from them, it is a mere waste. So there is utmost need for the employee's welfare in any type of organisation. Organizations have to provide welfare facilities to their employees to keep their motivation levels high. A comparative study was undertaken to know the satisfaction level of the employees on the enforceability of various welfare measures in both the public and private sector organizations. The study also throws light on impact of welfare measures on the employees' performance. review of various literature that relates to the major variables involved in the research work especially employees productivity. The purpose of employee benefits is to increase the economic security of staff members, and in doing so, improve worker retention across the organization. As such, it is one component of reward management.

A Study on Employees Welfare Measures, Bescal Steels Industries Pvt Ltd., George Town, Chennai

Employees play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisation have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisations do not bother about the employees benefit, but expect efficient and high performance from them, it is a mere waste. So there is utmost need for the employee's welfare in any type of organisation. Organizations have to provide welfare facilities to their employees to keep their motivation levels high. A comparative study was undertaken to know the satisfaction level of the employees on the enforceability of various welfare measures in both the public and private sector organizations. The study also throws light on impact of welfare measures on the employees' performance. Review of various literature that relates to the major variables involved in the research work especially employees productivity. The purpose of employee benefits is to increase the economic security of staff members, and in doing so, improve worker retention across the organization. As such, it is one component of reward management.

Diversity, Economic Characteristics, and Retention of Early Learning and Child Care Workers in Canada

ABSTRACT Given Canada’s increasingly diverse population, a better understanding of the representation of different groups among Canadian workers and their economic characteristics is needed. This study analyzes the diversity, economic characteristics, and retention of workers in Canada’s early learning and child care (ELCC) sector. Using census data, diversity characteristics (e.g. sex, visible minority status such as race and ethnicity, language, and activity limitations) were compared between ELCC and non-ELCC workers. The study also examines whether ELCC workers’ economic characteristics, such as self-employment rate, full-time work status, employment income, and poverty rates, varied by diversity groups. It then investigates whether diversity characteristics were associated with workers’ retention in ELCC occupations. Findings showed an over-representation of women, visible minorities, and non-native speakers of Canadian official languages in the ELCC workforce. Generally, non-White ELCC workers were more likely than their White counterparts to be paid employees, work full-time, and earn less than $40,000 annually. Variations in ELCC workers’ economic characteristics and retention rates were also found across visible minority groups. Findings from this study provide greater insight into the representation and retention of different groups within ELCC occupations, which can contribute to higher quality early learning and child care for Canada’s multicultural population.

The challenges of managing patients with cancer in the workplace: Needs, opportunities and perspectives of occupational physicians.

Cancer is a global major public health problem since it is a leading cause of death, accounting for nearly 10 million deaths in 2020 worldwide and the most recent epidemiological data suggested that its global impact is growing significantly. In this context, cancer survivors have to live for a long time often in a condition of disability due to the long-term consequences, both physical and psychological. These difficulties can seriously impair their working ability, limiting the employability. In this context, the occupational physician plays a key role in the implementation and enforcement of measures to support the workers affected by cancer, to address issues such as the information on health promotion, the analysis of work capacity and the management of disability at work and also promoting a timely and effective return to work and preserving their employability. Therefore, the aim of this study was to gather useful information to support the occupational physicians in the management of workers affected by cancer, through a survey on 157 Italian occupational physicians. Based on the interviewees' opinions, the most useful occupational safety and health professionals in terms of job retention and preservation of workers affected by cancer are the employers and the occupational physicians themselves, whose role is crucial in identifying and applying the most effective reasonable accommodations that should be provided to the workers affected by cancer. The provision of these accommodations take place on the occasion of mandatory health surveillance medical examination to which the worker affected by cancer is subjected when he returns to work. Results on training and information needs showed that the management of the workers affected by cancer is essentially centered on an appropriate fitness for work judgment and on the correct performance of health surveillance. However, an effective and successful management model should be based on a multidisciplinary and integrated approach that, from the earliest stages of the disease, involves the occupational physicians and employers.

Registered nurses' psychological capital: A scoping review.

The aim was to examine the extent and scope of empirical research concerning registered nurses' psychological capital. In a time of global nursing shortage, identifying variables that could positively contribute to the retention of the nursing workforce is essential. Prior research has shown that psychological capital correlates positively with employees' better performance and well-being. A scoping review. A systematic literature search was conducted in the following databases: PubMed, CINAHL, PsycINFO, Web of Science and Scopus covering the period from 1 January 2005 to 7 May 2023. The JBI methodological guidance for scoping reviews was followed. The results were summarized narratively. A total of 111 studies reported in 114 peer-reviewed articles were included. Studies were carried out across 20 countries, with the majority from China (45), Australia (nine), Pakistan (nine), Canada (eight), South Korea (eight) and the United States (eight). A positive correlation was found between registered nurses' psychological capital and desirable work-related outcomes, such as work engagement, commitment and retention intention. A comprehensive overview of research evidence suggests that psychological capital is associated with many positive work-related outcomes and might therefore be a valuable resource for reducing nurse turnover.

A hybrid model of implementing a smart production factory within the Industry 4.0 framework

PurposeThis study aims to introduce the model of implementation to run the smart production factories. The study also aims to investigate the Industry 4.0 technologies as enablers to deal with challenges in the way of implementation.Design/methodology/approachThis contribution benefits from two teams of experts to evaluate the challenges and technologies of Industry 4.0. The Hanlon method is applied to evaluate, rank and prioritise the challenges which are initially scored by experts’ Team 1. Then, the adjacency matrix among enablers and challenges is extracted through the opinions of experts’ Team 2. The study also uses fuzzy cognitive map (FCM) to evaluate the real weights of technologies and challenges, rank and prioritise subsequently.FindingsA total of 8 challenging obstacles and 24 key technologies have been evaluated. The findings reveals that recruit and retention of experienced managers, undefined return on investment and recruit and retention of multi-skilled workers are the most serious challenges in the way of implementing smart production factories. Furthermore, big data, IT-based management and Internet of Things are the top-ranked key enablers to face the challenges.Originality/valueTo the best of the authors’ knowledge, this study is one of the pioneering studies that uses Hanlon method to evaluate industrial challenges. Integrating Hanlon method and FCM leads to a comprehensive model of evaluation and ranking which is another novelty of this contribution. Although many research studies have been released to implement the smart factories, practical model of implementation for production factories is identified as a literature gap.

Retention and Turnover of Social Workers in China: Experimental Evidence from Beijing

ABSTRACT Purpose The aim of this study was to identify the critical factors that influenced the turnover and retention of social workers and to propose strategies for enhancing professional social work teams. Method A discrete-choice experiment (DCE) method was employed to approach to assess social workers’ preferences regarding both income-related and non-income-related factors affecting their willingness to remain or leave their positions. Results Both income-related and non-income-related measures significantly affected social workers’ the willingness to retain in their roles. Specifically, increasing the base salary had a stronger effect compared to performance pay. Among the non-income factors, providing career development opportunities had the strongest effect, followed by improving management, while honors had the weakest effect. Furthermore, it was observed that the effects of these improvements varied depending on the social workers’ backgrounds and the types of social work clubs they were associated with. For instance, promoting career development was found to be more effective in well-developed clubs, while income incentives appeared to be more impactful in less developed clubs. Discussion and Conclusion The study highlighted the importance of both income-related measures and non-income factors in addressing the issue of turnover and promoting stability within professional social work teams. Additionally, the observed heterogeneity in the effects of these improvements emphasized the need for tailored retention strategies that consider the diverse backgrounds of social workers and the specific organizational contexts they operate in.

Retaining Healthcare Workers: A Systematic Review of Strategies for Sustaining Power in the Workplace

The shortage of healthcare workers is a growing concern. The COVID-19 pandemic and retirement wave have accelerated turnover rates. This systematic review aimed to identify and analyse the existing interventions for job retention of healthcare workers, in terms of nurses and physicians, in a hospital setting. A comprehensive search was conducted within three electronic databases, guided by the preferred reporting items for systematic review and meta-analyses (PRISMA) and synthesis without meta-analysis (SWiM) guidelines, this resulted in 55 records that met the inclusion criteria. The intervention outcomes are categorized into substantial themes: onboarding, transition program to a different unit, stress coping, social support, extra staffing, coping with the demands of patient care, work relationships, development opportunities and department resources, job environment, work organization, recruitment approach, and technological innovations. Considering the literature, onboarding programs and mentoring for nurses and physicians are recommended. Additionally, other interventions described in this review could positively affect the retention of nurses and physicians. When selecting an intervention for implementation, managers and human resources should consider the intervention that matches the determinant of intention to leave of their healthcare workers and the hospital’s mission, vision, and values. Sharing the success stories of implemented interventions may benefit healthcare organizations.

Between the dockyard and the deep blue sea—Retention and personnel economics in the Royal Navy

This paper tackles various issues in personnel economics using the career profiles of British naval officers during the late 19th and early 20th centuries. Specifically we ask how pay, promotions, positions, and peers affect worker retention. Random variation in task assignments and job promotions allows us to explore factors that causally impact retention of personnel. We develop a number of key insights: (i) increases in pay raises retention; (ii) promotions influence retention more than money alone; (iii) many experiences in the Navy involve “firm-specific” human capital; (iv) modern/technical positions can threaten retention; and (v) job exits can be contagious. These results collectively indicate that rigid but technologically progressive organizations may face higher losses of human capital. Unless they enhance promotion opportunities and reorganize certain tasks, skilled personnel will leave.

Mental Health Effects on Job Retention in Indonesia

This study examines the effect of mental health proxied by depression on job retention. The primary independent variable is the change in depression scores in 2007 and 2014. It discovers the number of individuals whose depression scores remained, decreased, and increased. The dependent variable was being employed or unemployed in 2014. The data used in this study are from the Indonesia Life Family Survey (IFLS). The method used is logistic regression. The test results from 9675 observations showed that individuals who experienced symptoms of depression in the previous period decreased their work retention by 5.55%. Both men and women in this study showed significant results. This study confirms the long-term effect of depressive disorders on job retention.

Uncovering the link between well-being and factory performance among workers in China: a longitudinal study

PurposeCompanies are concerned about the well-being of workers in their supply chains, but conventional audits fail to uncover critical problems. Yet, if the happy worker – productive worker thesis is correct, it would benefit factories in fast-developing countries, particularly China which is key to many global supply chains, to ensure the well-being of their workers. The authors set out to better understand the relationship between well-being and performance in four Chinese factories.Design/methodology/approachOver 12-months the authors collected digital diaries from 466 workers in four factories, and monthly data about the performance of their factories. The authors used this data to gain insights into the well-being of workers in these factories; to design experimental interventions to improve this; and to consider any effects these had on factory performance.FindingsThe experiments showed that training interventions to improve workers' well-being through their work relationships and individual skills improved not just a factory's general worker well-being, but also some aspects of its performance and worker retention. Thus, it brought benefits not only for the workers but also for the factory owners and their client companies.Originality/valueWhile there is a significant body of research investigating the happy worker – productive worker thesis, this was not conducted in Chinese factories. The authors’ work demonstrates that in this and similar environments, workers' eudaimonic well-being is more important than might be assumed, and that in this context there is a relationship between well-being and performance which can be practically addressed.

Influence of the birthing room design on midwives' job satisfaction – A cross-sectional online survey embedded in the ‘Be-Up’ study

BackgroundJob satisfaction is an important factor influencing work performance, personal well-being, commitment and retention. The working environment influences job satisfaction. The design of the birthing room could influence the practice of midwives and their satisfaction. This study investigates whether the alternative design of the birthing room implemented in the randomized controlled trial ‘Be-Up’ (Birth environment-Upright position) has an impact on job satisfaction of midwives. MethodA cross-sectional survey using an online questionnaire with 50 items addressing job satisfaction and birth room design was performed. The sample (n = 312) consists of midwives whose obstetric units participated in the Be-Up study and, as comparison group, midwives working in non-study obstetric units. These two independent groups were compared using t-tests; correlations and impacts were examined. ResultsThe results of the T-tests revealed statistically significant higher global job satisfaction and higher satisfaction with team support of midwives in the Be-Up room. However, midwives working in customary birthing rooms were more satisfied with the design of the room. The most important predictors of job satisfaction were team factors and understaffing in both groups. ConclusionReasons for diminished satisfaction with the working environment in the Be-Up study may be assumed in uncertainties about emergency management in a new and unfamiliar environment. Furthermore the impact of a single redesigned room within a customary obstetric unit on job satisfaction seems small, as the room is embedded in the ward and hospital environment. More comprehensive concepts on the potential of the work environment influencing midwives’ job satisfaction are needed.

Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates.

As the workforce ages, organizations are increasing their efforts to retain retirement-eligible workers to avoid human capital shortages and preserve knowledge reservoirs. Nevertheless, the potential factors and underlying mechanisms relating to the retention of retirement-eligible workers have rarely been examined. The current research investigates how retirement-eligible workers may be retained by the organization through human capital development activities. Specifically, we draw upon the motivated choice framework to investigate the joint implications of individual (i.e., individual growth need) and organizational factors (i.e., climate for developing older workers and age-inclusive climate) for retirement-eligible workers' training participation and thereby retention. We tested our hypotheses with two samples in the Netherlands. Study 1 utilized the two-wave, multilevel survey data (2015-2018) from the Netherlands Interdisciplinary Demographic Institute Pension Panel Study (N = 3,200 older workers from 409 organizations). We found that individual growth need and climate for developing older workers had positive associations with training participation, which in turn was positively related to older workers' decision to stay (vs. retire) despite retirement eligibility. In addition, age-inclusive climate amplified the positive relationship between individual growth need and training participation. Study 2 utilized the two-wave Longitudinal Internet studies for the Social Sciences panel data (N = 301 older workers). We replicated result patterns from Study 1 and found that person-organization fit and needs-supplies fit mediated the relationship between training participation and retirement-eligible workers' intention to stay. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Community aged care in Australia: the need for innovative programmes to boost workforce capacity

Across Western nations, ‘ageing in place’ policies rely on having a sufficient and skilled aged care workforce. In Australia, due to the impact of successive policy reforms, this workforce including the sector that provides community-based services has declined in number and skills. At the same time the need to upskill and sustain this workforce has intensified as the frailty and health needs of consumers have increased. This paper reports on an integrative literature review undertaken during 2021 to describe workforce needs and peer reviewed reports of programs instituted in aged care settings that aimed to address these needs. The review sought to examine programs implemented in both long-term and community care settings and to draw from these elements that may be utilised in future program design across the sector. It focussed primarily on workforce deficits in the community aged care sector and on the capacity of rurally-based services to meet and respond to growing consumer demand. The findings emphasise current workforce deficits while they also reveal a paucity of peer-reviewed reports of implemented programs across the sector as a whole. Nevertheless, the few programs examined in this review provide examples of the capacity and willingness of workers and providers to trial measures that aim to increase the recruitment, retention, skill and job-satisfaction of direct care workers. We propose that the key elements of the programs identified in this paper provide the foundation for the development of strategically designed programs that address particular workforce needs such as those shaped by rural contexts.

Rehabilitation Medicine as Supportive Care for Work Retention among Cancer Survivors

Rehabilitation Medicine as Supportive Care for Work Retention among Cancer Survivors

Using Community-Based Participatory Research to Conduct a Collaborative Needs Assessment of Mental Health Service Users: Identifying Research Questions and Building Academic-Community Trust.

Attempts to meaningfully engage people with serious mental illnesses (SMI) as allies in conducting research have often failed because researchers tend to decide on the research topic without including community members. Academic researchers can avoid this pitfall by collaborating with community members to conduct a needs assessment to identify relevant research topics and build trust. Here, we report on the results of a psychosocial needs assessment for adult mental health service users in Massachusetts conducted by an academic-peer research team. The project was initiated as part of an academic mental health center's efforts to conduct community-based participatory research (CBPR) with a group of people with SMI. People with SMI were hired and trained to co-lead research projects and the development of the listening group guide, and they conducted 18 listening groups with 159 adults with mental health conditions. The data were transcribed, and rapid analysis employing qualitative and matrix classification methods was used to identify service need themes. Six themes emerged from qualitative analysis: reduce community and provider stigma, improve access to services, focus on the whole person, include peers in recovery care, have respectful and understanding clinicians, and recruit diverse staff. The policy and practice implications of these findings include creating a stronger culture of innovation within provider organizations, developing specific plans for improving recruitment and retention of peer workers and a multicultural workforce, enhancing training and supervision in cultural humility, communicating respectfully with clients, and including peers in quality improvement activities.

How effective are organizational-level interventions in improving the psychosocial work environment, health, and retention of workers? A systematic overview of systematic reviews.

This study aimed to systematically review the effectiveness of organizational-level interventions in improving the psychosocial work environment and workers' health and retention. We conducted an overview of systematic reviews on organizational-level interventions published between 2000 and 2020. We systematically searched academic databases, screened reference lists, and contacted experts, yielding 27 736 records. Of the 76 eligible reviews, 24 of weak quality were excluded, yielding 52 reviews of moderate (N=32) or strong (N=20) quality, covering 957 primary studies. We assessed quality of evidence based on quality of review, consistency of results, and proportion of controlled studies. Of the 52 reviews, 30 studied a specific intervention approach and 22 specific outcomes. Regarding intervention approaches, we found strong quality of evidence for interventions focusing on "changes in working time arrangements" and moderate quality of evidence for "influence on work tasks or work organization", "health care approach changes", and "improvements of the psychosocial work environment". Regarding outcomes, we found strong quality of evidence for interventions about "burnout" and moderate quality evidence for "various health and wellbeing outcomes". For all other types of interventions, quality of evidence was either low or inconclusive, including interventions on retention. This overview of reviews identified strong or moderate quality of evidence for the effectiveness of organizational-level interventions for four specific intervention approaches and two health outcomes. This suggests that the work environment and the health of employees can be improved by certain organizational-level interventions. We need more research, especially about implementation and context, to improve the evidence.

Drivers of retention of the HIV workforce transitioned from PEPFAR support to the Uganda government payroll

BackgroundHealth worker (HW) retention in the public health sector in Uganda is an enduring health system constraint. Although previous studies have examined the retention of in-service HWs, there is little research focusing on donor-recruited HWs. The objective of this study was to explore drivers of retention of the HIV workforce transitioned from PEPFAR support to the Uganda government payroll between 2015 and 2017.MethodsWe conducted ten focus group discussions with HWs (n = 87) transitioned from PEPFAR support to the public sector payroll in 10 purposively selected districts across Uganda. In-depth interviews were conducted with national-level stakeholders (n = 17), district health and personnel officers (n = 15) and facility in-charges (n = 22). Data were analyzed by a hybrid approach of inductive and deductive thematic development based on the analytical framework by Schaefer and Moos regarding individual-level and organizational-context drivers.ResultsAt the individual level, job security in the public sector was the most compelling driver of health worker retention. Community embeddedness of HWs in the study districts, opportunities for professional development and career growth and the ability to secure salary loans due to ‘permanent and pensionable’ terms of employment and the opportunity to work in ‘home districts’, where they could serve their ‘kinsmen’ were identified as enablers. HWs with prior private sector backgrounds perceived public facilities as offering more desirable challenging professional work. Organizational context enablers identified include perceptions that public facilities had relaxed supervision regimes and more flexible work environments. Work environment barriers to long-term retention include frequent stock-out of essential commodities, heavy workloads, low pay and scarcity of rental accommodation, particularly in rural Northern Uganda. Compared to mid-cadres (such as nurses and midwives), higher calibre cadres, such as physicians, pharmacists and laboratory technologists, expressed a higher affinity for seeking alternative employment in the private sector in the immediate future.ConclusionsOverall, job security was the most compelling driver of retention in public service for the health workforce transitioned from PEPFAR support to the Uganda government payroll. Monetary and non-monetary policy strategies are needed to enhance the retention of upper cadre HWs, particularly physicians, pharmacists and laboratory technologists in rural districts of Uganda.

Integrating eye care in low-income and middle-income settings: a scoping review

ObjectivesIntegrated people-centred eye care has been recommended as a strategic framework for reducing global vision impairment and blindness. The extent to which eye care has integrated with other services has...

Turnover intention among healthcare workers in Ethiopia: a systematic review and meta-analysis

ObjectiveTo determine the pooled prevalence of turnover intention among healthcare workers in Ethiopia.DesignA systematic review and meta-analysis was conducted in accordance with the Preferred Reporting Items for Systematic Reviews and...