scholarly journals Elevada Rotatividade de Carteiras e o Desempenho dos Fundos de Investimento em Ações

2014 ◽  
Vol 12 (4) ◽  
pp. 469
Author(s):  
Pedro Luiz Albertin Bono Milan ◽  
William Eid Junior
Keyword(s):  
Portfolio Management ◽  
Turnover Rate ◽  
Turnover Rates ◽  
High Turnover ◽  
Investment Funds ◽  
Market Portfolio ◽  
Active Portfolio Management ◽  
The Impact ◽  
Portfolio Return ◽  
Shed Light

The active portfolio management aims to outperformance a market portfolio return, however, there is a great discussion among academics and practitioners about the real possibilities to outperformance the market portfolio return by an actively portfolio management. This paper shed light on Brazilian market, pursuing the impact of a high portfolio turnover rate in the performance of equity mutual investment funds. The study evidence high turnover rates negatively affecting the performance of the funds. Furthermore, the performance fee and the size effect are important aspects to acces better performance.

scholarly journals Does Tailor Different Educational Programs for Different Groups Might Improve Acceptance by Nursing Staff?

2020 ◽  
Author(s):  
Li-Hua Chiao ◽  
Chiu-Feng Wu ◽  
I-Shiang Tzeng ◽  
An-Na Teng ◽  
Ru-Wen Liao ◽  
...  
Keyword(s):  
Nursing Staff ◽  
Medical Humanities ◽  
Pearson Correlation ◽  
Educational Programs ◽  
Turnover Rates ◽  
High Turnover ◽  
Humanities Education ◽  
Self Actualization ◽  
Highly Correlated ◽  
The Impact

Abstract Background: Long-term shortages in the nursing workforce and high turnover rates are common in Taiwan medical industry. Little research has investigated the psychological factors associated with retention of nursing staff. However, in practice, religious hospitals often provide education in medicine or the medical humanities to enhance psychological satisfaction. The objective of this study was to explore factors influencing nursing staff’s retention with their work across different levels of demand. A further objective was to investigate whether medical humanities educations were associated with the retention of nursing staff. Methods: This study used self-administrated questionnaires to survey nurses working in northern areas of Taiwan. The questionnaire design was based on the six levels of Maslow's hierarchy of needs. Participation was voluntary and participants signed informed consent documents. Self-administrated questionnaires were administered by contacting a total of 759 participants; 729 questionnaires were returned (response rate 96.04 %). A logistic regression analysis was used to estimate the impact of seniority of nursing work on nurses reported intention to stay after adjusting for nurse characteristics (gender and age).Results: In the Pearson correlation analysis, nurses’ willingness to stay was moderately correlated with “physical needs”, “safety needs”, “love and belonging needs”, and “esteem needs” (r=0.559, P<0.001; r=0.533, P<0.001; r=0.393, P<0.001; r=0.476, P<0.001, respectively). Furthermore, nurses’ willingness to stay was highly correlated with “self-actualization needs”, “behind self-actualization needs” and “medical humanities education relevant” (r=0.707, P<0.001; r=0.728, P<0.001; r=0.678, P<0.001, respectively). We found that the odds ratio (OR) of retention of nursing staff who worked within 1 year (OR=4.511, P=0.002) and 1-3 years (OR=3.248, P=0.003) was significantly higher referred to those who worked 5-10 years.Conclusions: With regard to medical humanities education, we recommend adjusting the training as the compulsory activities under the official programs are inadequate and adjusting the required hours of medical humanities education. Tailoring different educational programs for different groups (especially for the groups of nurses who have worked 3-5 years and 5-10 years in the case study hospital) might improve acceptance by nursing staff.

scholarly journals Diatoms diversify and turn over faster in freshwater than marine environments

2018 ◽  
Author(s):  
Teofil Nakov ◽  
Jeremy Michael Beaulieu ◽  
Andrew James Alverson
Keyword(s):  
Turnover Rate ◽  
Turnover Rates ◽  
High Turnover ◽  
Diversification Rates ◽  
Extinction Rates ◽  
State Dependent ◽  
Freshwater Diatoms ◽  
Marine Realm ◽  
Turn Over ◽  
Freshwater Environments

AbstractMany clades that span the marine-freshwater boundary are disproportionately more diverse in the younger, shorter-lived, and scarcer freshwater environments than they are in the marine realm. This disparity is thought to be related to differences in diversification rates between marine and freshwater lineages. However, marine and freshwaters are not ecologically homogeneous, so the study of diversification across the salinity divide should also account for other potentially interacting variables. In diatoms, freshwater and substrate-associated (benthic) lineages are several-fold more diverse than their marine and suspended (planktonic) counterparts. These imbalances provide an excellent system to understand whether these variables interact with diversification. Using multistate hidden-state speciation and extinction models we found that freshwater lineages diversify faster than marine lineages regardless of whether they inhabit the plankton or the benthos. Freshwater lineages also had higher turnover rates (speciation + extinction), suggesting that habitat transitions impact speciation and extinction rates jointly. The plankton-benthos contrast was also consistent with state-dependent diversification, but with modest differences in diversification and turnover rates. Asymmetric, and bidirectional transitions rejected hypotheses about the plankton and freshwaters as absorbing, inescapable habitats. Our results further suggest that the high turnover rate of freshwater diatoms is related to high turnover of freshwater systems themselves.

scholarly journals Finding “Health” and “Meaning” in Texas-Sized Turnover: Application of Seminal Management Principles for Administration and Research in U.S. Public Child Welfare Agencies

2017 ◽  
Vol 17 (2) ◽  
pp. 116-133 ◽  
Author(s):  
Nicole Willis ◽  
Nancy Chavkin ◽  
Patrick Leung
Keyword(s):  
Child Welfare ◽  
Organizational Outcomes ◽  
The United States ◽  
Turnover Rates ◽  
High Turnover ◽  
Child Welfare Agencies ◽  
Public Child Welfare ◽  
Child Welfare Organizations ◽  
The Impact ◽  
Welfare Agencies

Public child welfare agencies in the United States have struggled with high turnover rates, especially among caseworkers. Research has explored turnover in terms of negative organizational outcomes, and efforts have been developed to reduce overall turnover rates. However, there has been little change in turnover rates in the last 30 years. The public child welfare system is inclined to higher turnover due to the unique nature of the work. Efforts to reduce the overall turnover rate fail to recognize the heterogeneity and healthy aspects of turnover unique to public child welfare organizations, which present challenges for both practice and research. By critically questioning how turnover is socially constructed, measured, and addressed, and integrating seminal management principles, a more meaningful metric can be developed. These challenges are explored, and recommendations are proposed for administration and research that include reconstructing and applying a new perspective on turnover to inform and evaluate initiatives that can reduce the impact of dysfunctional turnover within public child welfare organizations.

scholarly journals Quantifying the impact of weak, strong, and super ties in scientific careers

2015 ◽  
Vol 112 (34) ◽  
pp. E4671-E4680 ◽  
Author(s):  
Alexander Michael Petersen
Keyword(s):  
Early Career ◽  
Turnover Rates ◽  
High Turnover ◽  
Frequency Distributions ◽  
Regression Methods ◽  
New Class ◽  
Career Strategies ◽  
Creative Partnership ◽  
The Impact ◽  
Group Experience

Scientists are frequently faced with the important decision to start or terminate a creative partnership. This process can be influenced by strategic motivations, as early career researchers are pursuers, whereas senior researchers are typically attractors, of new collaborative opportunities. Focusing on the longitudinal aspects of scientific collaboration, we analyzed 473 collaboration profiles using an egocentric perspective that accounts for researcher-specific characteristics and provides insight into a range of topics, from career achievement and sustainability to team dynamics and efficiency. From more than 166,000 collaboration records, we quantify the frequency distributions of collaboration duration and tie strength, showing that collaboration networks are dominated by weak ties characterized by high turnover rates. We use analytic extreme value thresholds to identify a new class of indispensable super ties, the strongest of which commonly exhibit >50% publication overlap with the central scientist. The prevalence of super ties suggests that they arise from career strategies based upon cost, risk, and reward sharing and complementary skill matching. We then use a combination of descriptive and panel regression methods to compare the subset of publications coauthored with a super tie to the subset without one, controlling for pertinent features such as career age, prestige, team size, and prior group experience. We find that super ties contribute to above-average productivity and a 17% citation increase per publication, thus identifying these partnerships—the analog of life partners—as a major factor in science career development.

scholarly journals The consequences of executive turnover

2011 ◽  
Vol 16 (6) ◽  
pp. 503-514 ◽  
Author(s):  
Christine Duffield ◽  
Michael Roche ◽  
Nicole Blay ◽  
Debra Thoms ◽  
Helen Stasa
Keyword(s):  
Health Service ◽  
High Rate ◽  
Executive Turnover ◽  
Negative Consequences ◽  
Turnover Rates ◽  
High Turnover ◽  
Advancement Opportunities ◽  
Staff Members ◽  
Challenges And Opportunities ◽  
The Impact

The high rate of executive turnover in the healthcare industry is a major issue for health service organisations and their staff both in Australia and internationally. In the course of planning a research project examining nurse turnover at the clinical level within three Australian States/Territories, the researchers became aware of frequent executive turnover at all levels (State Department of Health, Area Health Service, hospital). Over a period of approximately 2 years there were 41 executives occupying 18 different positions, highlighting the scope of this issue in Australia. Few studies have examined the causes and consequences of this phenomenon in depth. Factors such as age, gender, education, lack of career advancement opportunities and remuneration have all been identified in the literature as important contributors to executive turnover. High turnover rates have been found to be associated with a number of negative consequences, including organisational instability, high financial costs, loss of human capital and adverse effects on staff morale and patient care. While the use of ‘acting’ roles may assist in filling executive positions on a temporary basis, consequences for the rest of the organisation are associated with their extended use. Steps which health services planners may take to attempt to minimise executive turnover include providing staff members with appropriate challenges and opportunities for growth and ensuring that a clear succession plan is in place to minimise the impact for the organisation and its staff.

scholarly journals Rates of turnover among general practitioners: a retrospective study of all English general practices between 2007 and 2019

BMJ Open ◽  
2021 ◽  
Vol 11 (8) ◽  
pp. e049827
Author(s):  
Rosa Parisi ◽  
Yiu-Shing Lau ◽  
Peter Bower ◽  
Kath Checkland ◽  
Jill Rubery ◽  
...  
Keyword(s):  
Retrospective Study ◽  
General Practitioners ◽  
Turnover Rate ◽  
Social Deprivation ◽  
Turnover Rates ◽  
High Turnover ◽  
Practice Characteristics ◽  
General Practices ◽  
Over Time ◽  
Deprived Areas

ObjectiveTo quantify general practitioners’ (GPs’) turnover in England between 2007 and 2019, describe trends over time, regional differences and associations with social deprivation or other practice characteristics.DesignA retrospective study of annual cross-sectional data.SettingAll general practices in England (8085 in 2007, 6598 in 2019).MethodsWe calculated turnover rates, defined as the proportion of GPs leaving a practice. Rates and their median, 25th and 75th percentiles were calculated by year and region. The proportion of practices with persistent high turnover (>10%) over consecutive years were also calculated. A negative binomial regression model assessed the association between turnover and social deprivation or other practice characteristics.ResultsTurnover rates increased over time. The 75th percentile in 2009 was 11%, but increased to 14% in 2019. The highest turnover rate was observed in 2013–2014, corresponding to the 75th percentile of 18.2%. Over time, regions experienced increases in turnover rates, although it varied across English regions. The proportion of practices with high (10% to 40%) turnover within a year almost doubled from 14% in 2009 to 27% in 2019. A rise in the number of practices with persistent high turnover (>10%) for at least three consecutive years was also observed, from 2.7% (2.3%–3.1%) in 2007 to 6.3% (5.7%–6.9%) in 2017. The statistical analyses revealed that practice-area deprivation was moderately associated with turnover rate, with practices in the most deprived area having higher turnover rates compared with practices in the least deprived areas (incidence rate ratios 1.09; 95% CI 1.06 to 1.13).ConclusionsGP turnover has increased in the last decade nationally, with regional variability. Greater attention to GP turnover is needed, in the most deprived areas in particular, where GPs often need to deal with more complex health needs. There is a large cost associated with GP turnover and practices with very high persistent turnover need to be further researched, and the causes behind this identified, to allow support strategies and policies to be developed.

scholarly journals Efek Kepuasan Kerja Dalam Mempengaruhi Komitmen Organisasi Karyawan

2021 ◽  
Vol 9 (4) ◽  
pp. 811
Author(s):  
Diny Atrizka ◽  
Emily Andriki ◽  
Melisa Melisa ◽  
Natasya Natasya
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Quantitative Methodology ◽  
Turnover Rates ◽  
High Turnover ◽  
Pearson Product Moment Correlation ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship ◽  
A Company

Karyawan sebagai sumber daya satu-satunya yang memiliki pengetahuan, kreativitas, dan logika, menjadikan karyawan sebagai sumber daya yang memiliki peran utama dalam menjalankan suatu perusahaan serta mengelola organisasi tersebut agar dapat mencapai tujuan-tujuannya. Sayangnya, di masa ini jika dihitung secara kuantitas maka karyawan dengan tingkat komitmen organisasi yang rendah masih banyak. Hal ini dapat mengakibatkan berbagai kerugian terhadap perusahaan seperti kurangnya motivasi kerja, sering absen serta tingkat turnover yang tinggi. Salah satu faktor yang dapat memberi pengaruh atau influence terhadap tingkat komitmen organisasi adalah dengan meningkatkan kepuasan kerja karyawan. Untuk membuktikan sendiri korelasi antara kedua variabel tersebut, penelitian ini mengandalkan data yang didapatkan dari 102 karyawan PT. Leomas Anugerah Bersaudara dengan metodologi kuantitatif. Penelitian ini bertekad untuk mengetahui hubungan dan sebesar apakah dampak dari kepuasan kerja dalam mempengaruhi komitmen organisasi. Data yang didapatkan dari skala, kemudian dites dengan memanfaatkan korelasi Pearson Product Moment yang dibarengi dengan bantuan dari IBM SPSS Statistics 23 sebagai akomodasi pengujian hipotesis dimana hasil membuktikan terdapat korelasi yang positif antara kepuasan kerja terhadap komitmen organisasi. Employees as the only resources equipped with knowledge, creativity, and logic, make employees had a major role in running a company and managing the organization in ordered to achieve its goals. Unfortunately, many employees had low organizational commitment. This could result in various losses to the company such as lack of motivation, absent and high turnover rates. There were several factors that could affect organizational commitment, one of which was by increasing employee job satisfaction. To attest the correlation between the two variables, this study relied on data obtained from 102 employees of PT. Leomas Anugerah Bersaudara with quantitative methodology. This study was determined to prove the relationship and how big the impact of job satisfaction in influencing organizational commitment. The data acquired from the scale, then tested using the Pearson Product Moment correlation accompanied by assistance from IBM SPSS Statistics 23 as an accommodation for hypothesis testing where the results prove that there was a positive correlation between job satisfaction and organizational commitment.

scholarly journals Factors Influencing Technology Adoption in a Louisiana Aquaculture System

1994 ◽  
Vol 26 (1) ◽  
pp. 264-274 ◽  
Author(s):  
Rex H. Caffey ◽  
Richard F. Kazmierczak
Keyword(s):  
Turnover Rate ◽  
Multinomial Logit Model ◽  
Full Time ◽  
Geographic Isolation ◽  
Education Programs ◽  
High Turnover ◽  
Aquaculture System ◽  
Flow Through ◽  
Adoption Decisions ◽  
The Impact

AbstractA multinomial logit model was estimated and used to analyze the impact of various producer characteristics on the adoption of flow-through and recirculating technology in soft-shelled crab production. Because of the industry's geographic isolation and high turnover rate, data was collected by personal interviews in 1991. The results suggest that increased adoption might be fostered by targeting education programs towards full time, family operated businesses in non-traditional production regions. However, development of effective education programs may be hindered by the lack of a significant relationship between producer adoption decisions and the information provided by university or extension personnel.

scholarly journals Exploring Factors Influencing Retention of Nurses in a Religious Hospital in Taiwan: A Cross-Sectional Quantitative Study

2020 ◽  
Author(s):  
Li-Hua Chiao ◽  
Chiu-Feng Wu ◽  
I-Shiang Tzeng ◽  
An-Na Teng ◽  
Ru-Wen Liao ◽  
...  
Keyword(s):  
Nursing Staff ◽  
Medical Humanities ◽  
Pearson Correlation ◽  
Turnover Rates ◽  
High Turnover ◽  
Cross Sectional ◽  
Humanities Education ◽  
Factors Influencing ◽  
Self Actualization ◽  
The Impact

Abstract Background: Long-term shortages in the nursing workforce and high turnover rates are common in Taiwan medical industry. Little research has investigated the psychological factors associated with retention of nursing staff. However, in practice, religious hospitals often provide education in medicine or the medical humanities to enhance psychological satisfaction. The objective of this study was to explore factors influencing nursing staff’s retention with their work across different levels of demand. A further objective was to investigate whether medical humanities educations were associated with the retention of nursing staff. Methods: This study used self-administrated questionnaires to survey nurses working in northern areas of Taiwan. The questionnaire design was based on the six levels of Maslow's hierarchy of needs. Participation was voluntary and participants signed informed consent documents. Self-administrated questionnaires were administered by contacting a total of 759 participants; 729 questionnaires were returned (response rate 96.04%). A logistic regression analysis was used to estimate the impact of seniority of nursing work on nurses reported intention to stay after adjusting for nurse characteristics (gender and age).Results: In the Pearson correlation analysis, nurses’ willingness to stay was moderately correlated with “physical needs”, “safety needs”, “love and belonging needs”, and “esteem needs” (r=0.559, P<0.001; r=0.533, P<0.001; r=0.393, P<0.001; r=0.476, P<0.001, respectively). Furthermore, nurses’ willingness to stay was highly correlated with “self-actualization needs”, “behind self-actualization needs” and “medical humanities education relevant” (r=0.707, P<0.001; r=0.728, P<0.001; r=0.678, P<0.001, respectively). We found that the odds ratio (OR) of retention of nursing staff who worked within 1 year (OR=4.511, P=0.002) and 1-3 years (OR=3.248, P=0.003) was significantly higher referred to those who worked 5-10 years.Conclusions: With regard to medical humanities education, we recommend adjusting the training as the compulsory activities under the official programs are inadequate and adjusting the required hours of medical humanities education. Tailoring different educational programs for different groups (especially for the groups of nurses who have worked 3-5 years and 5-10 years in the case study hospital) might improve acceptance by nursing staff.

Sign in / Sign up

Export Citation Format

Share Document