scholarly journals Causes and Analysis of the High Turnover Rate of Counselors in Private Higher Vocational and Technical Colleges in China

2021 ◽  
Vol 6 (4) ◽  
pp. 78
Author(s):  
Zhang Ruixue
Keyword(s):  
Turnover Rate ◽  
Technical Colleges ◽  
High Turnover

FAKTOR PERSONAL YANG BERHUBUNGAN DENGAN KOMITMEN ORGANISASI PERAWAT RSUD EMBUNG FATIMAH BATAM

2020 ◽  
Vol 5 (3) ◽  
pp. 875
Author(s):  
Asfri Sri Rahmadeni
Keyword(s):  
Organizational Commitment ◽  
Turnover Rate ◽  
Sampling Technique ◽  
Hospital Nurses ◽  
Test Results ◽  
Personal Factors ◽  
High Turnover ◽  
Chi Square ◽  
Cross Sectional ◽  
Chi Square Test

<p class="Normal1"><em>Commitment is the attitude or behavior of likes or dislikes shown by someone against the organization at work. Indonesia is recorded as a nurse who has a low organizational commitment (76%) so it harms services. This phenomenon in the hospital can be seen from the indicator of the high turnover rate of nurses which reaches 30.9% which exceeds the standard &lt;5%. Many factors affect organizational commitment. The purpose of this study was to analyze the Personal Factors Associated with Organizational Commitment of Hospital Nurses. This study is a cross-sectional analytic study and purposive sampling technique with a sample of 59 nurses. Chi-Square test results obtained personal factors that have a relationship with organizational commitment Nurse Hospital is age with p = 0,000 and education with p = 0,000, personal factors not related to organizational commitment are gender p = 1,053 and years of service with p = 1,147. Hospitals should conduct research/surveys on Organizational Commitment periodically as an evaluation material in the context of the organization's development and development in the future</em>.</p>

scholarly journals Consultant staffing in UK congenital cardiac services: a 10-year survey of leavers and joiners

Open Heart ◽  
2021 ◽  
Vol 8 (2) ◽  
pp. e001723
Author(s):  
David Steven Crossland ◽  
Richard Ferguson ◽  
Alan Magee ◽  
Petra Jenkins ◽  
Frances A Bulock ◽  
...  
Keyword(s):  
Turnover Rate ◽  
Adult Congenital Heart Disease ◽  
Staff Retention ◽  
High Turnover ◽  
National Review ◽  
Adult Congenital ◽  
Level 1 ◽  
The Uk ◽  
Cardiac Surgeons ◽  
Work Abroad

ObjectivesTo report the numbers of consultant congenital cardiac surgeons and cardiologists who have joined and left UK practice over the last 10 years and explore the reasons for leaving.MethodsRetrospective observational questionnaire study completed between 11 June 2019 and 1 July 2020 by UK level 1 congenital cardiac centres of 10-year consultant staff movement and reasons suggested for leaving UK practice.ResultsAt survey completion there were 218 (202 whole time equivalent (WTE)) consultant cardiologists and surgeons working within level 1 centres made up of 39 (38 WTE) surgeons, 137 (128.5 WTE) paediatric cardiologists, 42 (35.5 WTE) adult congenital heart disease (ACHD) cardiologists. 161 (74%) consultants joined in the last 10 years of whom 103 (64%) were UK trained. There were 91 leavers giving a staff turnover rate 42% (surgeons 56%, paediatric cardiologists 42%, ACHD cardiologists 29%). Of those, leaving 43% moved to work abroad (surgeons 55%, paediatric cardiologists 40%, ACHD cardiologists 67%). Among the 65 reported reasons for leaving 16 were financial, 9 for work life balance, 6 to working conditions within the National Health Service (NHS) and 12 related to the profession in the UK including six specifically highlighting the national review process.ConclusionsThere has been a high turnover rate of consultant staff within UK congenital cardiac services over the last 10 years with almost half of those leaving moving to work overseas. Financial reasons and pressures relating to working in the NHS or the specialty in the UK were commonly reported themes for leaving. This has major implications for future planning and staff retention within this specialised service.

How Frequent are Transfers of District and Block-Level Officers ?

1986 ◽  
Vol 11 (3) ◽  
pp. 215-224
Author(s):  
Girja Sharan ◽  
S. Narayanan
Keyword(s):  
Turnover Rate ◽  
Development Work ◽  
High Turnover ◽  
Minimum Duration ◽  
Duration Of Stay ◽  
Block Level

Development work is a team effort. The continued presence of the same team thus can be expected to be more fruitful. A high turnover rate of officials at district and lower levels is considered detrimental to development. This has been recognized and reflected in the setting up of norms of minimum duration of stay for various categories of officers dealing with development. But what is the reality on the ground? In this article, Girja Sharan and S Narayanan look into the frequency of transfers of officials over decades in two districts of Rajasthan and quantify the data, concluding that it is statistically certain that no team of Collector, Sub-Divisional Officer, Tehsildar, and Block Development Officer, initially appointed, would work for even a period of two years. Chances are just one in five that the team would last one for year!

scholarly journals Mitigating Effect of Psychological Capital on Employees’ Withdrawal Behavior in the Presence of Job Attitudes: Evidence From Five-Star Hotels in Malaysia

2021 ◽  
Vol 12 ◽  
Author(s):  
Zhen Yan ◽  
Zuraina D. Mansor ◽  
Wei C. Choo ◽  
Abdul R. Abdullah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Psychological Capital ◽  
Job Attitudes ◽  
The Other ◽  
Equation Modeling ◽  
High Turnover ◽  
Other Hand

High turnover rate is one of the striking features of the hotel industry and one of the most significant challenges. High turnover rate causes substantial costs for recruitment, selection and training in hotels, on the other hand, it also leads to negative consequences such as the decline of organizational performance and service quality. Thus, it is necessary to search for the root causes of turnover and put forward solutions. This study was designed to examine the impact of psychological capital (PsyCap), organizational commitment (OC), and job satisfaction (JS) on turnover intention among hotel employees. Additionally, it aimed to test the mediating roles of job satisfaction (JS) and organizational commitment (OC). The data were obtained from 228 hotel customer-contact employees with a time lag of two weeks in three waves in Kuala Lumpur based on convenience sampling. A series of structural equation modeling analyses were utilized to investigate hypothesized relationships. The results reveal that there exists a significant and negative impact of PsyCap on employees’ turnover intention and this correlation is partially mediated through two job attitudes. That is to say, to retain hotel talents, five-star hotel management should take proper measures to help employees obtain and maintain positive psychological resources such as PsyCap, on the other hand, how to cultivate positive job attitudes and strengthen their sense of identification and belonging for their organizations is supposed to be more focused on.

Judicial Professional Associations: Fostering Judicial Reform Through Civil Society Development

2009 ◽  
Vol 33 (1) ◽  
pp. 48-62 ◽  
Author(s):  
Milica Golubovic
Keyword(s):  
Civil Society ◽  
Turnover Rate ◽  
Legal Education ◽  
Professional Associations ◽  
Judicial Reform ◽  
High Turnover ◽  
Administrative Capacity ◽  
History Of ◽  
Bar Association ◽  
Copy And Paste

AbstractThis article documents the history of judicial professional associations (the Judges' Association of Serbia, Prosecutors' Association of Serbia, and Magistrates' Association of Serbia) in Serbia from their early development in the mid-1990s through the present day. With a close focus on the associations' relationship with USAID implementing partner American Bar Association/Central Europe and Eurasian Law Initiative (ABA/CEELI), the article identifies the challenges to establishing sustainable judicial professional associations. These challenges include a lack of secure funding, low organizational and administrative capacity, a high turnover rate of volunteers and employees, reliance on foreign-generated 'copy-and-paste' activities that do not take local needs into account, and uneasy relationships with the local and central governments. Successes of the fledgling judicial professional associations are also noted, including the implementation of continuing legal education (CLE) seminars.

Turnover Rate and Speculative Bubble: Empirical Study on A-H Share of Dual-Listed Companies

2012 ◽  
Vol 457-458 ◽  
pp. 810-814
Author(s):  
Yang Zhang ◽  
Wei Bai
Keyword(s):  
Empirical Study ◽  
Turnover Rate ◽  
Listed Companies ◽  
High Turnover ◽  
Speculative Bubble ◽  
True Meaning ◽  
A Share ◽  
H Share

In existing researches on the spread of A-H share dual-listed companies, turnover rate is generally regarded as a proxy for liquidity, which ignores the speculative meaning of turnover. In fact, high turnover rate often reflects strong speculative characteristics of investors in A share market. In this paper the true meaning of turnover rate is considered that it’s unreasonable to use turnover rate as a proxy for liquidity. The turnover rate of dual-listed companies is not reflected as liquidity but speculation in A share market. And the meaning of turnover rate of dual-listed companies is not clear in H share market.

High turnover rate of free phospholipids in soil confirms the classic hypothesis of PLFA methodology

2019 ◽  
Vol 135 ◽  
pp. 323-330 ◽  
Author(s):  
Yingying Zhang ◽  
Ningguo Zheng ◽  
Juan Wang ◽  
Huaiying Yao ◽  
Qiongfen Qiu ◽  
...  
Keyword(s):  
Turnover Rate ◽  
High Turnover

Productivity of coyotes (Canis latrans) from southern Québec

1984 ◽  
Vol 62 (11) ◽  
pp. 2240-2243 ◽  
Author(s):  
Yves Jean ◽  
Jean-Marie Bergeron
Keyword(s):  
Litter Size ◽  
Age Structure ◽  
North American ◽  
Turnover Rate ◽  
Canis Latrans ◽  
Corpora Lutea ◽  
High Turnover ◽  
Large Litter ◽  
The Mean ◽  
Eastern Townships

A sample of coyotes harvested in the Eastern Townships of southern Québec indicate that 84% of the sample comprised females under 3 years old. The examination of mature follicles, corpora lutea and corpora albicantia, indicated that the ovulation rates ranged from 6.6 to 8.0, and the mean ovulation frequency was of 57%. The mean litter size was estimated at 7.1 with 46% of the females producing pups. The mean population productivity was of 316 pups per 100 females annually, concurring with rates found in other North American populations. Results suggest that a strong harvesting pressure could be at the origin of the large litter size, of the age structure that favors young animals, as well as the high turnover rate in the population.

scholarly journals Master curve of boosted diffusion for 10 catalytic enzymes

2020 ◽  
Vol 117 (47) ◽  
pp. 29435-29441
Author(s):  
Ah-Young Jee ◽  
Tsvi Tlusty ◽  
Steve Granick
Keyword(s):  
Diffusion Coefficient ◽  
Molecular Motors ◽  
Master Curve ◽  
Turnover Rate ◽  
Gibbs Free Energy Change ◽  
High Turnover ◽  
Enhanced Diffusion ◽  
Catalytically Active ◽  
Instrumental Resolution ◽  
Slow Turnover

Molecular agitation more rapid than thermal Brownian motion is reported for cellular environments, motor proteins, synthetic molecular motors, enzymes, and common chemical reactions, yet that chemical activity coupled to molecular motion contrasts with generations of accumulated knowledge about diffusion at equilibrium. To test the limits of this idea, a critical testbed is the mobility of catalytically active enzymes. Sentiment is divided about the reality of enhanced enzyme diffusion, with evidence for and against. Here a master curve shows that the enzyme diffusion coefficient increases in proportion to the energy release rate—the product of Michaelis-Menten reaction rate and Gibbs free energy change (ΔG)—with a highly satisfactory correlation coefficient of 0.97. For 10 catalytic enzymes (urease, acetylcholinesterase, seven enzymes from the glucose cascade cycle, and one other), our measurements span from a roughly 40% enhanced diffusion coefficient at a high turnover rate and negativeΔGto no enhancement at a slow turnover rate and positiveΔG. Moreover, two independent measures of mobility show consistency, provided that one avoids undesirable fluorescence photophysics. The master curve presented here quantifies the limits of both ideas, that enzymes display enhanced diffusion and that they do not within instrumental resolution, and has possible implications for understanding enzyme mobility in cellular environments. The striking linear dependence of ΔGfor the exergonic enzymes (ΔG<0), together with the vanishing effect for endergonic enzyme (ΔG>0), are consistent with a physical picture in which the mechanism boosting the diffusion is an active one, utilizing the available work from the chemical reaction.

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