Employee turnover is a complex problem with many intertwining contributors. In general newly hired employees at an organization have a higher risk of injury. However, few studies have explored occupational injury as a predictor of employment duration. In this study we hypothesized that employees who sustained an injury during the early stages of employment were prone to higher turnover rates. All employees hired from 2012-2016 were identified using a large Midwestern manufacturing facilities human resources database (n=3765). Corresponding occupational injury information from the same time period was extracted from the onsite occupational health center. Employment duration was the dependent variable which was dichotomized as (i) working < 60 days or (ii) working ≥60 days. The 60-day threshold was based on the employer’s internal estimation of the duration of employment required to recover training costs. The primary independent variable was a first-time visit to the occupational health center within the first 60 days of employment, categorized as (i) no visit, (ii) a visit within 1-20 days, or (iii) a visit within 21-60 days. A secondary independent variable incorporated the nature of injury, classified as repetitive strain, acute sprain/strain, or other occupational injury types. Covariates included demographics (e.g., age, gender, and race/ethnicity), shift placement (e.g. first, second, third), and nature of assigned job (e.g., assembly, fabrication, maintenance). Incidence rates of first-time visits were calculated (i) across the full study period and (ii) for a reduced period that included only the first 60 days of employment. Logistic regression was used to estimate adjusted associations between the primary/secondary independent variables and the dependent variable. Of the 3765 employees, 1184 (31.5%) worked less than 60 days. About two-thirds were male, about half were white/Caucasian, and the overall mean age was 33.8±10.8 years. Between 2012 and 2016, 1105 first-time visits to the occupational health center were recorded for all new hires with an overall incidence rate (IR) of 47/100 person-years (PY). The IR for repetitive strain was 18/100PY. Of the 1105 first-time visits, 408 occurred within the first 60 days of employment with an overall IR of 85/100PY and an IR for repetitive strain of 36/100PY. Employees who visited the occupational health center in the first 20 days of employment were more likely to terminate prior to the 60-day threshold (adjusted odds ratio: 1.7; 95% confidence interval: 1.3-2.4). Elevated associations were seen for all nature of injury categories which occurred within 20 days when compared to non-injured employees. Overall, the results suggest that experiencing an occupational injury (in particular, a repetitive strain injury) within the first 20 days of employment is associated with termination before 60 days. Our results may not be generalizable to all manufacturing enterprises, and we do not make a distinction between voluntary and involuntary termination. However, the results indicate that employers should examine policies and practices to minimize the burden of injury among new employees and reduce turnover. In the case of the study facility, an extended or modified work hardening program could maximize new employees’ adaptation to the physical demands of manufacturing work.

Many colleges have devoted institutional resources to retention initiatives, particularly those targeting students who have been placed on academic probation, but assessment of academic enhancement courses for students on academic probation has generally been limited to correlational studies in which the entire intervention serves as the independent variable. This study, guided by that of Kivlighan et al. (2018), applied knowledge of therapeutic factors related to positive outcomes in group psychotherapy to academic enhancement seminars in order to determine whether the same factors might also be associated with positive outcomes, as measured by semester grade point average (GPA) and participants’ reported college self-efficacy and perception of the college environment. Ratings of therapeutic factors from 145 first-year college students enrolled in 11 sections of an academic enhancement seminar were modeled as predictors of change in participants’ grade-point average (GPA), college self-efficacy, and perception of the college environment. We did not find an association between any of the therapeutic factors and the outcome variables. The intraclass correlation (ICC) coefficient (ρ) for post-intervention semester GPA was 0.09 (p = .021), meaning 9% of the variance in adjusted post-intervention GPA was accounted for by a student’s course section. Further research is needed to understand differences in sections that contributed to this.

At a local community college in Texas, student retention remained a concern as enrollment was increasing while online student retention was decreasing. The purpose of this study was to examine student retention in online courses at the college. The conceptual framework that guided the project study was Tinto’s integration model, which provided insight as to why students choose to leave or continue their educational journey. The overarching question that guided the study queried the factors influencing students’ decisions to take online courses at the higher education level. A qualitative case study was used to capture information on 10 students regarding their perceptions of online learning and retention issues within the programs. Interviews were used to collect the data, along with research notes from each 40 minute interview. All information was transcribed and member checked, the data and research notes were uploaded in Nvivo 11. Once analyzed the following themes emerged, personal, academic, and institutional. The results also revealed that student participation and belonging are key indicators of student performance online and seem to be the most significant reason for failure or withdrawal from online courses. To address the reasons, a professional development plan was developed for the local community college to increase student, faculty, and staff awareness, interaction, and to assist in creating a welcoming, learning, and supportive environment. The implications for social change include presenting the professional development to the local community college to increase student retention and success rates for online courses by understanding the student population and their needs to be successful, resulting in an increase for graduation.

Organisations are continuously re-engineering human resource strategy in order to attract, motivate and retain the best possible talent possible. This is a continuous process because strategies are quickly copied and replicated within industries. Share schemes have been used over a long period of time to attract, motivate and retain employees. The dawn of democracy in South Africa has seen the introduction of broad based black economic empowerment share schemes in a number of organisations. Organisations implemented these share schemes not only to improve BEE score rating but to motivate and retain employee.This research studies the impact that B-BBBEE share schemes have had on employee motivation and retention at a South African organisation. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

There is empirical data that illustrate that entrepreneurial activity and economic growth have a positive correlation. This study discusses the importance of corporate entrepreneurs in organisations, and the need to retain them in the organisation to continue leveraging on their skills.Previous research on staff retention focussed mainly on the environment, rewards, and role ambiguity. This study goes further by using previous corporate entrepreneurship models to test for staff retention.A quantitative approach was taken, using a questionnaire that tested corporate entrepreneurs. The Questionnaire had organisational factors (independent variables) on corporate entrepreneurship and the dependent variable. The population consisted of 150 corporate entrepreneurs from a South African company which has branches in South Africa, Korea, China and Japan.The results indicated that the autonomy and organisational boundaries has the highest impact with regards to corporate entrepreneurs staying with the organisation. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

The aim of this diploma thesis is detailed characterization of new diol-based column, i.e. Torus DIOL designed for supercritical fluid chromatography, in hydrophilic interaction liquid chromatography. This stationary phase contains diol ligands bonded on BEH ("bridged ethylene hybrid") particles. The BEH sorbent is more stable at high pH, pressure and temperature than conventional silica sorbents. Five fluorinated pesticides were successfully separated on Torus DIOL column. Retention mechanism and effect of different parameters were tested by analysis of small polar compounds (nucleobases, uridine and its derivatives, acidic, neutral and basic compounds). Both partitioning of analytes between an aqueous layer deposited on the surface of the stationary phase and the mobile phase and adsorption of analytes on the stationary phase participate in the retention mechanism. Effect of the mobile phase aqueous part pH was investigated with the following buffering solutions: formic acid (pH = 2.1), 10mM ammonium acetate (pH = 4.7 and pH = 9.5). Obtained results showed that aqueous part pH significantly affects retention of acidic compounds according to their pKA values. Retention of all tested analytes on Torus DIOL column slightly increased with increasing ionic strength of mobile phase. The retention...

<p>This study examined job satisfaction factors and teacher demographics in relation to a teacher’s likelihood of returning to an urban teaching setting the following school year. The researcher specifically examined factors relating to teachers’ job satisfaction, utilizing Paul Spector’s Job Satisfaction Survey (1999). Four hundred fifty-nine Indiana urban schoolteachers whose districts are members of Indiana Urban School Association (IUSA) participated in this study. Participants’ demographic and job satisfaction data was analyzed by point biserial correlations and binary logistic regressions. A significant correlation was found between the total JSS score and teachers’ decision to return teaching in urban school setting. Additionally, an increased number of years of teaching, promotion, and nature of work were associated with an increased likelihood of returning to teach. In contrast, an increase in age was associated with a reduced probability of teaching or returning by 0.746. An increase in the number of teaching years was related to an increased probability of returning to teaching by 3.204. There is an increased chance of returning to teaching by 4.066 as promotion increases. A reduced probability of returning to teaching by .313 was correlated with relationships with colleagues. Finally, increasing levels of nature of work was associated with an increased likelihood or returning to work by 3.103. Based on the findings from this study, the researcher concluded administrators in urban school settings should focus on factors that will enhance teacher experience and overall job satisfaction to discourage attrition. </p>

Alguna vez y por diferentes motivos la palabra “millennials” ha sido escuchada y leída en distintos ámbitos, ya sean personales, profesionales o académicos. Los miembros de esta generación destacan por su adaptación al cambio, su alta autoestima, su familiaridad con la tecnología y su aporte con nuevas ideas sobre una determinada actividad. Esta generación representa actualmente la cuarta parte de la población peruana, lo que equivale a ocho millones de habitantes, los cuales tienen intereses muy particulares en relación al trabajo, a la calidad de vida y a su desarrollo personal. Su capacidad de relacionamiento es distinta a la de otras generaciones, están pendientes de las últimas tendencias de comunicación; la conectividad es parte de su ser, es la generación de la rapidez, del aquí y ahora. Sin embargo, el estar siempre conociendo nuevas tecnologías y nuevos procesos hace que los millennials no se sientan cómodos en una organización que no los rete, sobre todo cuando ya llevan laborando más de dos o tres años. Ante ello, la rotación laboral es un problema que todas las organizaciones a nivel mundial deben enfrentar, más aún, las empresas nacionales, donde la mayoría de sus colaboradores son representados por esta generación. Estas empresas deben preguntarse cuál o cuáles son los motivos por el que este personal rota de trabajo en trabajo, no sin antes reconocer en su organización al verdadero millennial para saber el tipo de liderazgo que deben aplicar los jefes para tenerlos y retenerlos dentro de sus equipos. El tiempo para la generación millennial vale mucho, en gran medida porque han crecido viendo a sus padres y abuelos dedicándole la mayor parte de su vida al trabajo, sus familias han vivido para trabajar y esta generación busca cambiar este concepto, en base al equilibrio entre el trabajo y su calidad de vida. El presente trabajo de investigación buscará mediante investigaciones, encuestas, entrevistas, tablas, teorías y cuadros estadísticos conocer cuáles son las razones principales por las que este grupo tiende a cambiar de empresa en el corto plazo y qué acciones deben tomar las organizaciones para retenerlos. / Abstrac: Once and for different reasons the word millennials have been heard and read in different fields, whether personal, professional or academic. The members of this generation stand out for their adaptation to change, their high self-esteem, their familiarity with technology and their contribution with new ideas about a particular activity. This generation currently represents a quarter of the Peruvian population, which is equivalent to eight million inhabitants, who have very particular interests in relation to work, quality of life and personal development. Their relationship capacity is different from that of other generations, they are pending the latest communication trends; Connectivity is part of your being, it is the generation of speed, from the here and now. However, being always aware of new technologies and new processes mean that millennials do not feel comfortable in an organization that does not challenge them especially when they have been working for more than two or three years. Given this, labor turnover is a problem that all organizations worldwide must face, even more, large companies, where most of their employees are represented by this generation. These companies must ask themselves what or what are the reasons why this staff rotates from work to work, but not before recognizing in their organization the true millennial to know the type of leadership that the bosses must apply to have them and retain them within their team. The time for the millennial generation is worth a lot, largely because they have grown up watching their parents and grandparents dedicating most of their lives to work, their families have lived to work and this generation seeks to change this concept, based on the balance between Work and its quality of life. This research work will search through research, surveys, interviews, tables, theories and statistical tables to know what are the main reasons why this group tends to change companies in the short term and what actions organizations should take to retain them. / Trabajo de investigación

No description available.

At the Quillen College of Medicine, first year medical students are taught how to perform the female pelvic exam as part of the “Introduction to Physical Exam” course. Our previous research has found that students feel more confident and report a higher level of perceived transferability to live patients when learning the pelvic exam on soft-embalmed donors in comparison to low-fidelity mannequins. Our goal in this project was to incorporate soft-embalmed donors into the curriculum of first year medical students, making this teaching method available to all students, and objectively assess their skills as well as their retention. During the “Introduction to Physical Exam” course, high fidelity soft embalmed donors were available for students to practice the female pelvic exam with instruction from attending physicians. After learning exam techniques, all 67 students were given a survey to assess their confidence, perceived transferability, and preference for either soft embalmed donors or mannequins. They were also invited back the following week to assess their short term retention and ability to accurately perform the pelvic exam, with the option of using communication skills learned elsewhere in the ETSU curriculum. Thirteen students returned for this follow-up session and completed surveys to reassess their experience. We plan to follow this cohort of students throughout their medical school career to assess long term retention. All return participants felt they retained the pelvic exam knowledge learned the week prior, with 61.54% agreeing, and 38.46% strongly agreeing. Most felt prepared to now do a pelvic exam on a live patient (53.85% agreed, 38.46% strongly agreed). Students also reported that feedback on their communication and procedural skills was beneficial to the learning process. The use of high fidelity soft embalmed donors in medical education provides students with a realistic model to learn and become confident in performing pelvic exams. We have seen that this education model helps them retain their knowledge on pelvic exam technique. We look forward to following this cohort of students to see if this retention of knowledge persists into their third year of medical school.