Retention Practices Research Articles

Developing knowledge protective capacity through retention practices in South African state-owned companies

Developing knowledge protective capacity through retention practices in South African state-owned companies

Impact of residue retention and nutrient management on carbon sequestration, soil biological properties, and yield in multi-ratoon sugarcane

Sequestration of carbon (C) in arable cropping systems is considered one of the potential climate change mitigation strategies. In this context, assessing the potential of sugarcane cropping systems should be a priority, as it leaves substantial amounts of recyclable residues essential for maintaining soil organic carbon (SOC), improving soil health, and strengthening overall resources. We evaluated the impacts of residue retention and nutrient management practices on SOC and its pools, storage, soil biology, and yield in a multi-ratooning sugarcane system. A field experiment was conducted in the split-plot design with residue burning (RB) and residue retention (RR) as the main plot treatments and three nutrient management practices, that is, 25% of the recommended dose of fertilizers (RDF, i.e., 300:150:150 kg of N, P2O5, and K2O kg ha−1, respectively) as basal + 75% through fertigation (N1); 50% of RDF as basal + 50% through fertigation (N2); and 75% of RDF as basal + 25% through fertigation (N3) as subplot treatments in ratoon sugarcane. Soil samples were collected initially and after 6 years of multi-ratooning (one plant and four ratoon crops) from a soil depth of 0–30 cm. The results indicated that RR plots had 21% higher total SOC with 42, 47, 17, and 13% higher very labile, labile, less labile, and non-labile C pools, respectively, than RB plots (P < 0.05). RR also had a higher lability and recalcitrant index than RB. Of the total SOC stock, the contribution of passive pools was higher (72–75%) than active pools. Significantly higher dehydrogenase activity (DHA) (86%), alkaline phosphatase activity (APA) (16%), and ß-glucosidase activity (BGA) (22%) were observed in RR plots as compared to RB plots, whereas for nutrient management practices, it followed the order of N2 > N3> N1. Microbial counts also followed the same trend as that of enzyme activities. Residue retention practices reported higher C sequestration (0.68 Mg C ha−1 yr−1), carbon retention efficiency (37%), and yield (38%) with a potential to reduce GHG emissions by 2.72 Mg CO2 ha−1 yr−1 as compared to traditional practices. Residue retention and 50–75% RDF as basal is recommended for higher soil C retention and soil biology for sustained sugarcane productivity.

Initiatives supporting student retention in early childhood teacher education qualifications

This paper describes a case study using quantitative and qualitative approaches to investigate student engagement and retention within an online early childhood teacher education program at a regional Australian university. Two key interventions, the identification and support of disengaged students and the Embedded Tutors Program are described and examined. Initial findings on these retention initiatives, developed to support Early Childhood Education undergraduates studying in the online environment, are presented. Additionally, discussion of the findings through the theory of practice architectures highlights the practices and institutional arrangements that create the conditions to support student retention. This study is significant in planning for Early Childhood Education workforce quality and supply. It may offer guidance to institutions for their retention practices with early childhood teacher undergraduates studying in the online environment.

Tele‐Dementia in Africa: Setting roadmap for implementation

AbstractBackgroundAlzheimer’s disease and dementia related disorder incidence and prevalence continue to increase in Africa due to changing ageing demographics. Despite this rise, overall quality and quantity of available evidence to inform best practices in recruitment, retention and inclusion of underrepresented population in ADRD research is very low. Africa needs creative innovations to bridge the dementia care gap and telemedicine offers a unique opportunity for prompt diagnosis, follow up and care supportMethodThis was an observational study of remote video assessment of persons living with Dementia and their caregivers. Mobile phone and web‐based applications for virtual consultation and health information management system were built to engage patients with various clinical conditions across multiple specialties. The assessment and follow up were done between September 2020 and December 2022.Cognitive assessment tools were administered via telemedicine platform for screening and post diagnostic management due to the COVID‐19 lock downResultA total of 50 patients with Dementia and their caregivers attending Neurology clinic at the Geriatric centre UCH were engaged on the platform for clinical follow up. Mean(+SD) age of was 74.0(+7.2) year and 56% were females, 82.8% had some form of formal education, 67.2% married and 97.9 lived with other persons. Over 31.9% participants had at least one comorbidity. 93% of the participants expressed satisfaction with video conferencing platform. 87% retention rate on follow up on the platform,13% of drop out rate due to technical fault and poor internet connectionConclusionwe believe implementation of telemedicine will improve recruitment and retention of persons living with dementia and it offers a promising dementia management strategy for Africa

Tele‐Dementia in Africa: Setting roadmap for implementation

AbstractBackgroundAlzheimer’s disease and dementia related disorder incidence and prevalence continue to increase in Africa due to changing ageing demographics. Despite this rise, overall quality and quantity of available evidence to inform best practices in recruitment, retention and inclusion of underrepresented population in ADRD research is very low. Africa needs creative innovations to bridge the dementia care gap and telemedicine offers a unique opportunity for prompt diagnosis, follow up and care supportMethodThis was an observational study of remote video assessment of persons living with Dementia and their caregivers. Mobile phone and web‐based applications for virtual consultation and health information management system were built to engage patients with various clinical conditions across multiple specialties. The assessment and follow up were done between September 2020 and December 2022.Cognitive assessment tools were administered via telemedicine platform for screening and post diagnostic management due to the COVID‐19 lock downResultA total of 50 patients with Dementia and their caregivers attending Neurology clinic at the Geriatric centre UCH were engaged on the platform for clinical follow up. Mean(+SD) age of was 74.0(+7.2) year and 56% were females, 82.8% had some form of formal education, 67.2% married and 97.9 lived with other persons. Over 31.9% participants had at least one comorbidity. 93% of the participants expressed satisfaction with video conferencing platform. 87% retention rate on follow up on the platform,13% of drop out rate due to technical fault and poor internet connectionConclusionwe believe implementation of telemedicine will improve recruitment and retention of persons living with dementia and it offers a promising dementia management strategy for Africa

Managing an ageing workforce: workplace retention practices and early labour market exit

This study addresses a critical gap in our understanding of how the employer and workplace context influences the working career of older employees. Leveraging linked employer–employee data, this study examines the impact of workplace retention practices on an early labour market exit for employees aged fifty-five to sixty-four in Denmark. The findings reveal that, for those eligible for early retirement, work environment adaptation, re-employment of retired employees, and positive views of older employees’ productivity significantly contribute to avoiding early retirement. However, these workplace retention practices do not influence unemployment, emphasizing their effectiveness in postponing early retirement rather than mitigating job loss. Moreover, the analysis shows that employees with managerial roles and high skill levels benefit more from workplace retention practices in terms of avoiding both early retirement and unemployment. This finding highlights the employer’s key role in shaping inequalities in an ageing workforce by selectively providing opportunities to extend working lives.

A knowledge retention strategy for professional nurses in South Africa

This paper explores the existing knowledge retention strategies for professional nurses at Philadelphia hospital, in South Africa, located in one of the previously disadvantaged district municipalities in the country and it develops a strategy for retaining nurses. Design/Methodology/Approach: The study adopted a qualitative research approach and a case-study design. Semi-structured interviews were used to solicit in-depth understanding of the current knowledge retention practices. Out of the 90 professional nurses at Philadelphia hospital, 20 were purposively interviewed to a point of saturation. Data was analysed thematically. Findings: A knowledge retention strategy was developed. It calls for a knowledge retention policy; awareness training programmes; reward systems for effectively encouraging professional nurses to participate in knowledge retention practices; programmes for recovering lost knowledge and conducting knowledge audits. The strategy contributes to the existing body of knowledge-on-knowledge retention in the health care sector. The article is part of the findings from the authors master's dissertation. Conclusion: The loss of critical nursing knowledge remains a challenge in South Africa and to the rest of the globe, as highly skilled and experienced nurses migrate from place to place in search of greener pastures, hence this has affected patient care. Although the country has engaged in several efforts such as educating and training nurses, its knowledge retention strategies have not been prioritised in the country. Limitations: This paper focuses on knowledge retention practices in the nursing profession, which is only one part of the health sector in the former disadvantaged province. It is a qualitative study performed in one out of the nine provinces in South Africa. There is a dire need for a quantitative study, which will explore knowledge retention amongst nurses in the country and the health sector as a whole

Preceptors and the New Neonatal Nurse Practitioner Educational World.

The need for neonatal nurse practitioner (NNP) preceptors has never been greater. Precepting is a professional responsibility with both rewards and challenges. The recent pandemic has brought about new challenges, not the least of which is burnout from clinical, learner, and environmental demands. A new educational model from the American Association of Colleges of Nursing and the National Task Force outlines educational and preceptor requirements aimed at improving the advanced practice educational experience for students and preceptors. Available research provides evidence of what preceptors value and how to develop best practices with academic institutions to advocate for their students. This article will discuss new nursing educational models and the role of the NNP preceptor and analyze current best practices in preceptor recruitment and retention while discussing national trends impacting personal and professional NNP practices.

The Impact of Employee Retention Strategies on Fast-Moving Consumer Goods Manufacturers in India: An Analysis using AMO Model and ANOVA

Employee retention is crucial for companies in many industries, including FMCG. This study examines how employee retention methods affect work satisfaction and their complexity. This study uses the AMO model (abilities, motivation, and opportunity) to analyze employee retention and satisfaction. ANOVA is also used to assess the importance of different factors in employee retention. The study found five categories of factors: incidental, hygienic, secondary, primary, and vital. Incidental factors include employee participation, open communication, and continual training. Hygiene Factors include work-life balance, welfare, and incentives. Secondary variables can drive people, including rewards, teamwork, leadership, and positive work culture. A pleasant work environment, continuous performance feedback, and public recognition of accomplishments encourage employees. Competitive salary, career progression, job security, and promotion are crucial factors. The data shows that Secondary Motivational and Hygiene Factors affect employee retention the most. Rewards, teamwork, communication, and work-life balance are considerations. Incidental and Quintessential Factors also help retain employees, although Primary Motivational Factors do less. The study also explores how organization size affects employee retention. Large companies retain workers better than mid-sized ones. This may be because larger companies have more resources and better retention practices. Finally, this study shows the intricate relationship between employee motivation, satisfaction, and retention. It emphasizes the necessity of addressing cleanliness and primary and secondary motivators to encourage and satisfy employees. The findings can help FMCG and other companies improve staff retention.

THE STRATEGY IN RETAINING GENERATION Z EMPLOYEES OF PT. BANK RAKYAT INDONESIA (PERSERO) TBK, BRANCH MANADO

Generation Z, the newest in the workplace shows different characteristics from the previous generation. Where, there is still lack of information regarding to retain Generation Z, makes it difficult to determining the most effective retention strategy for this generation. This study aims to analyze the retention strategy used by PT. Bank Rakyat Indonesia (Persero) Tbk, Branch Manado in retaining Generation Z employees in the workplace, assessed based on the company low turnover rate indicating the success of the strategy and retention practices implemented. This study used a qualitative method with a purposive sampling technique. This sample uses 3 Management and 5 Generation Z employees as the informants. Data collection was carried out by using in-depth interviews, observation, documentation and secondary data or triangulation were also conducted and act as validity test to complete this study. From the findings, there are 5 strategies used, such as: 1). Organizational Culture, 2). Technology Digital 3). Employer Branding, 4). Development, 5). Remuneration & Benefits as strategies and practices used to retain Generation Z employees in the workplace. The results obtained show that all succeed in motivating and determining Generation Z employees’ decision to retain at PT. Bank Rakyat Indonesia (Persero) Tbk, Branch Manado. Keywords: human resource management, strategy in retaining generation z employees

Rancangan Manajemen Talenta Guru Pada Lembaga Pendidikan Anak Langit

The present study explores the implementation of talent management at Anak Langit Educational Institution, aiming to design a comprehensive talent management framework tailored to the organization's unique needs. The research uses a qualitative approach to identify talent criteria, assess selection methods, and examine on-boarding, development, and retention practices. The findings reveal that Anak Langit demonstrates a strong commitment to shaping a 'rabbani' generation through structured talent management practices. The institution actively engages in recruitment using various methods, including social media promotion and campus relations. Talent development primarily consists of workshops and training programs, with opportunities for individual skill enhancement. Performance evaluation extends beyond job performance to personal development and interpersonal skills. In talent retention efforts, Anak Langit provides informal appreciation, support, and work-life balance programs. However, the study suggests opportunities for further development, such as the creation of detailed talent management guidelines for transparency and effectiveness. The comprehensive talent management framework proposed includes specific talent criteria, a Talent Development Center, Key Performance Indicators (KPIs) implementation, and flexible individual development plans, ensuring a structured, flexible, and individual-focused approach.

The Effect of Human Resource Management Practices on Employee Retention in Private Universities in Lebanon

Objective: Employee retention is a real challenge and a crucial component that affects the organization's success and sustainability. The major purpose of this study is to examine the human resource management strategies that influence employee retention in private institutions in Lebanon. Methodology: The research employed a quantitative approach using a survey to collect data from a sample of 487 employees, and data was analyzed using the SPSS software. Findings: According to the research, employee empowerment, appraisals, wages and incentives, and training and development, all have a major influence on retaining employees at higher education institutions in Lebanon. Implications: The significance of such practices in establishing a healthy work environment, enhancing job satisfaction, and lowering turnover rates is emphasized in the study. Furthermore, the strong correlation among the variables highlights the value of prioritizing human resources practices for higher employee retention in the competitive educational environment in Lebanon. Orginality/Value: Thus, private universities in Lebanon can enhance employee retention by conducting strengthened training and development, enhancing performance appraisals, offering competitive compensation and benefits, and empowering their employees.

Continued challenges in pediatric anesthesia during COVID-19 in 2022: An international survey from the pediatric anesthesia COVID-19 collaborative.

This international survey explored the ongoing impact of COVID-19 on pediatric anesthesiology. It assessed COVID-19's impact on the practice of pediatric anesthesiology, staffing, job satisfaction, and retention at the beginning of 2022 and addressed what should be done to ameliorate COVID-19's impact and what initiatives hospitals had implemented. This survey focused on five major domains: equipment/medication, vaccination/testing, staffing, burnout, and economic repercussions. Pilot testing for questionnaire clarity was conducted by members of the Pediatric Anesthesia COVID-19 Collaborative. The survey was administered by e-mail to a representative of the 72 collaborative centers. Respondents were instructed to answer based on their institution's practice from February through April of 2022. Descriptive statistics with 95% confidence intervals are reported. Seventy of seventy-two institutions participated in this survey (97% response rate). Fifty-nine (84%) were from the United States, and 11 (16%) included other countries. The majority experienced equipment (68%) and medication (60%) shortages. Many institutions reported staffing shortages in nursing (37%), perioperative staff (27%), and attending anesthesiologists (11%). Sixty-two institutions (89%) indicated burnout was a frequent topic of conversation among pediatric anesthesiologists. Forty-three institutions (61%) reported anesthesiologists leaving current practice and 37 (53%) early retirement. Twenty-eight institutions (40%) canceled elective cases. The major suggestions for improving job retention included improving financial compensation (76%), decreasing clinical time (67%), and increasing flexibility in scheduled clinical time (66%). Only a minority of institutions had implemented the following initiatives: improving financial compensation (19%), increased access to mental health/counseling services (30%), and assistance with child or elder care (7%). At the time of the survey, 34% of institutions had not made any changes. Our study found that COVID-19 has continued to impact pediatric anesthesiology. There are major discrepancies between what anesthesiologists believe are important for job satisfaction and faculty retention compared to implemented initiatives. Data from this survey provide insight for institutions and departments for addressing these challenges.

Organizational Justice and Employee Retention: A Theoretical Framework for Malaysian and Indonesian Higher Learning Institutions

Employee retention has emerged as a pressing concern within knowledge-based organizations due to the non-substitutability of individual abilities and their substantial influence on organizational achievements. Therefore, the retention of proficient staff is a crucial strategic approach, particularly for Malaysian and Indonesian Higher Learning Institutions (HLIs). Thus, this study seeks to understand the antecedents that could influence HLIs’ workforce retention. To achieve the objective, a content analysis approach is used to discover potential antecedents of fairness that affect HLIs’ workforce retention. The Organizational Justice Theory is then employed as the theoretical foundation to examine and synthesize the antecedents. Three antecedents are addressed during the examination and discussion: distributive justice, procedural justice, and interactional justice. Through this, three organizational justice propositions are offered, and the framework developed in this conceptual study highlights the retention practices and instigators. This study's conceptual nature provides preliminary insights into the employees’ retention experience in the Malaysian and Indonesian HLI context. This study contributes to the body of knowledge by illuminating the antecedents that promote employee retention, resulting in a practical framework that can be used by the HLIs to formulate strategies and policies to reduce the financial and business risk due to the high employee attrition rate. Subsequently, achieving the United Nations Sustainable Development Goals of good health and well-being (Goal 3) and quality education (Goal 4).

Effects of Different Tillage and Residue Retention Measures on Silage Maize Yield and Quality and Soil Phosphorus in Karst Areas

Soil phosphorus (P) limitation in karst areas has severely constrained soil quality and land productivity. To enhance silage maize yield and quality and alleviate and/or balance the low phosphorus availability in the karst areas of China, the experiment investigated the effects of different tillage and residue retention practices on silage maize yield and quality and soil phosphorus in this region. The treatment set included: conventional tillage (CT), conventional tillage and root stubble retention (CTH), conventional tillage and mulch (CTM), conventional tillage and crushing and incorporation of hairy vetch by tillage (CTR), no tillage (NT), no tillage and root stubble retention (NTH), no tillage and mulch (NTM), and no tillage and living mulch (NTLM). The results showed that CTM, NTM, CTR, and NTLM significantly increased the height and LAI of silage maize compared with the CT, NT, and NTH treatments. CTM, CTR, and NTM significantly enhanced maize yield. Compared with conventional tillage, not tilling had a more pronounced improvement in silage quality, whereas residue retention hardly affected corn quality. In addition, although not tilling does not significantly increase acid phosphatase activity, it appeared to be advantageous in increasing soil microbial phosphorus and available phosphorus content when combined with cover crop measures. Ultimately, we concluded that NTM and NTLM are beneficial for silage maize yield and quality and soil phosphorus content in karst areas and verified the advantages of combining no tillage and residue retention practices for silage maize production and soil phosphorus improvement in the karst areas of China.

Who should retain the service tips? Tips retention practices and the British customers’ returning intention to the same Indian restaurants

PurposeService tip is an optional gift that is given by the customers to the waiters (or any other service staffs) for their services. Although the service tips are given to the waiters or service staffs, many restaurant owners or managements take away such gifts from the service staffs. This paper aims to identify the relationship between tips retention practice (TRP) and returning intention (RI) of the British customers to the same Indian restaurants for dining once they know that such tips are retained by the owners not by the service staffs. TRP was further divided into positive TRP (service staffs retaining the tips) and negative TRP (owners or management retaining the tips). The study further used a moderating variable (Female Customers’ Role) to test the moderating effect on the direct relationship.Design/methodology/approachThe author purposively selected 1,223 British diners who take dining services at different Indian restaurants and used a structured survey instrument to collect primary data from those selected respondents. The author used SPSS 25 for descriptive statistics and a covariance-based structural equation modeling through AMOS 25.FindingsBased on survey responses and proper statistical analysis, it was revealed that a positive TRP has a significant positive relationship with positive RI, whereas a negative TRP also has a significant positive relationship with negative RI. The results further disclosed that such a relationship can be strengthened by the Female Customers’ Role, that is, female diners are particularly reluctant in returning to those Indian restaurants where they experience a negative TRP.Originality/valueThis is one of the few empirical research attempts that have tried to reveal the dining customers’ intention toward TRPs. The author expects that the study results will contribute to upcoming investigations focusing on TRPs and policies. The author further anticipates that the study findings will guide the Indian restaurant managements in shaping their TRPs and policies.

Addressing missed visits to improve retention of young South African women in clinical trials

In clinical trials, a vital protocol requirement for participants is adherence to scheduled visits. A substantial number of missed visits and the resultant missing data could affect generalisability of the findings and undermine the scientific conclusions. We aimed to investigate the extent of and reasons for missed visits in the Evidence for Contraceptive Options and HIV Outcomes (ECHO) trial in order to optimise recruitment and retention practices. Despite being a multi-country study, we investigated missed visits only at Setshaba Research Centre in Soshanguve, Tshwane, South Africa. Of 810 participants enrolled at Setshaba Research Centre, 94 (11.6%) participants missed visits and 231 missed visits were recorded. Of the 94 participants who missed visits, 53 (56.4%) missed at least two visits; 37 (39.4%) missed three or more visits, and of these, 32 (86.5%) missed at least two visits for the same reason. Overall, the main reasons for missed visits were: participant had to work (60; 26.0%), unable to contact participant (60; 26.0%), participant relocated (32; 13.9%), and participant travelled out of area (23; 10%). The large proportion of participants who missed two or more visits indicates that participants who miss a single visit are likely to miss even more, often for the same reason. Site staff need to be vigilant to detect any trends in missed visits early and innovative in developing personalised strategies to minimise missed visits and retain participants until completion of their scheduled visits. Significance: Despite trial site staff developing strategies to minimise missed visits, they will not be able to anticipate all scenarios. Participants’ work commitments, loss of contact with participants, and participants’ travel/relocation to distant areas were the main reasons for missing visits, and site staff need to consider the potential for these to arise during the course of the study when assessing potential participants at enrolment and at each follow-up visit. Case report forms designed for multi-country studies should be adapted to reflect the most likely reasons for missed visits for the local situation, so that trends in missed visits can be identified and addressed early.

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.