M. Tech. (Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology. / The face of South African (SA) universities’ academic environment has changed over the past decade, primarily propelled by transformation issues, new policies and practices, which also required academics to have certain skills and attributes. Recruiting and retaining key academics in the public higher education (HE) are not once-off events; they are ongoing processes that involve analysing the needs, culture and practices of the organisation and identifying individuals whose skills and personalities better meet those organisational needs. Given the rapid restructuring and transformation of SA public HE, recruiting and retaining of essential talent has been a huge challenge experienced by higher education institutions (HEIs). Research relating to how HEIs could better attract and retain key talent has, however, been scarce; as such, this study aims to fill the existing gap in the literature. Against this background, this study aimed at exploring the influence of person-environment fit (PEF), person-organisation fit (POF) and person-job fit (PJF) on career satisfaction (CS) and the influence of CS on intention to leave (ITL) among university academics. Embedded within a positivist paradigm, the study followed a quantitative research approach. A structured questionnaire was used to measure study constructs. In addition to the soliciting information on the demographic variables, respondents were requested to complete five different measuring scales, namely the general environment fit scale (GEFS), organisational culture profile (OCP), the knowledge, skills and ability profile (KSAP), the career satisfaction scale (CSS) and the intention to leave scale (ITLS). A total of 550 questionnaires were distributed to the identified sample of university academics and from that distribution only 202 questionnaires were used for data analysis. Descriptive statistics techniques as well as correlation and regression analysis were used to evaluate academics’ perceptions and relationships between study constructs. Findings revealed the existence of strong positive associations between the three fit constructs and CS and a negative association between CS and ITL. The findings also propose that the HEI could use fit dimensions to increase the level of academics’ CS and reduce their proclivity to leave the HEI. Academics’ CS can be enhanced by the implementation of a career advancement policy that will ensure that academics are provided with fair and equal training and development opportunities and are promoted based on their individual performances. To constantly reduce the propensity to leave the institution, the HEI could continuously satisfy career goals of academics through the provision of career progression opportunities.

Background Open source is largely accepted as an important innovation driver in the technology industry. Even though inclusion and diversity is beneficial for the success of technology projects (including open source software projects), many statistics are pointing out that diversity in open source is even worse than in the technology sector in general. The unequal representation of minorities (in this limited scope study represented by women) has negative effects on the innovation potential of many tech-related companies and is a major cause of corporate companies’ concerns. To attract more women and increase their retention in open source software projects and communities, the understanding of reasons behind the decisions on why they leave/defect an open source project can be is essential for the development of the effective retention strategies in OSS.  Objective Based on the extensive literature review conducted by Trinkenreich, et al. (2021), only a few studies make a theoretical connection to why women leave (or avoid) open source software projects. This study aimed to explore the challenges faced by women in open source that may predict (or influence) their intention to leave/defect an open source software project/community. Thus, the following research question was formulated: What are the specific challenges faced by women in OS that may predict (or influence) their intention to leave an OSS project/community? Methodology The initial in-depth literature review discovered a list of socio-cultural challenges faced by women when contributing to open source projects. Trinkenreich, et al. (2021) have grouped these challenges conceptually as follows: (1) Lack of peer parity; (2) Non-inclusive communication; (3) Toxic culture; (4)  Impostor syndrome; (5) Community reception issues; (6) Stereotyping; (7) Work-life balance issues, (8) Gender-identified contributions. Additionally, one of the authors of this study found an existing dataset on the state of diversity, equity, and inclusion in open source as of 2021. The survey ‘2021 Diversity, Equity, and Inclusion in Open Source’ was developed and distributed by the Linux Foundation. The data for this survey was gathered in 2021 from 2,350 individuals, particularly, from the Foundation’s subscribers and community members, on questions about their sense of inclusion and belongingness in OS communities. The authors of this study made the initial mapping of the questions from the Linux Foundation survey against challenge-clustering developed by Trinkenreich, et al. (2021). This helped to isolate the following groups of challenges for this study: (1) Non-Inclusive Communication & Community Reception Issues; (2) Toxic Culture; and (3) Gender-Identified Contributions & Stereotyping, that are likely to contribute to women leaving/defecting an OSS project/community. Altogether, this helped to formulate two hypotheses: null  (H0) and alternative  (HA) which highlight the relationships between different variables in the dataset. The hypotheses were tested using multiple regression analysis. To test the hypotheses and answer the research question, the authors of this study did not design the survey questions themselves but rather observed them directly through the questions of the Linux Foundation survey. In the context of this study (viz., a small-scale applied research project) capitalizing on the secondary data made sense as explained further in the study. A multiple regression was carried out to explore whether any of the challenges (e.g., lack of response to or rejection of contributions or questions; experience of conflict or interpersonal tension between you and another contributor; experience of written or spoken language that made a women feel unwelcome; experience of threats of violence, stalking; experience of unsolicited sexual advances or comments; experience of stereotyping based on perceived demographic characteristics; experience of impersonation or malicious publication of personal information; experience of background-based harassment) could significantly predict (or influence) women’s intention to leave/defect an open source software project/community. Results The results of multiple regression analysis reject the null hypothesis. The following predictors (i.e., independent variables): Q17_04_violence_stalking_experience, Q17_06_stereotyping_experience, and Q18_background_based_harassment are statistically significant and thus contribute to the regression models because their statistical significance (i.e., the p-value) is less than 0.05. Based on the findings of the study, the challenges that may predict (or influence) women’s intention to leave/defect an open source software project/community can be formulated as follows: o   For the sample ‘North America (Unites States, Canada, Mexico)’   §  [Model 1] experience of threats of violence, stalking directed at women in the context of an open source project  §  [Model 2] experience of threats of violence, stalking and of harassment connected to their background directed at women in the context of an open source project    o   For the sample ‘Europe’   §  [Model 1] experience of stereotyping based on perceived demographic characteristics directed at women in the context of an open source project  §  [Model 2] experience of stereotyping based on perceived demographic characteristics and threats of violence, stalking directed at women in the context of an open source project  Conclusions Women’s intention to leave/defect an OSS project/community can be explained by the following prediction models (i.e., regression equations): o   For the sample ‘North America (Unites States, Canada, Mexico)’   §  [Model 1]  Y = 0.892 – (0.413 * Q17_04_violence_stalking_experience) §  [Model 2]  Y = 0.991 – (0.328 * Q17_04_violence_stalking_experience) – (0.228 * Q18_background_based_harassment)   o   For the sample ‘Europe’   §  [Model 1]  Y = 0.938 – (0.345 * Q17_06_stereotyping_experience) §  [Model 2]  Y = 0.953 – (0.285 * Q17_06_stereotyping_experience) – (0.242 * Q17_04_violence_stalking_experience)   The results of the study also indicate that the models were a significant predictor of women’s intention to leave/defect an OSS project/community: o   For the sample ‘North America (Unites States, Canada, Mexico)’   §  [Model 1]  F(1,134) = 31.671, p = <0.001 §  [Model 2]  F(2,133) = 20.342, p = <0.001   o   For the sample ‘Europe’   §  [Model 1]  F(1,104) = 19.874, p = <0.001 §  [Model 2]  F(2,103) = 13.118, p = <0.001 Contribution to theory and practice Academic value: The findings of this study extend the knowledge about specific challenges faced by women in OS that may predict (or influence) their intention to leave an OSS project/community. Insights for adopting ‘Innovation by All’ workplace culture: The findings of this study provide OSS projects/communities with insights into the hindrances and determinants associated with women’s participation in OS. These insights, in their turn, can be valuable to understand and be aware of when an OSS team/community aims to adopt an ‘Innovation by All’ workplace culture and by doing so  - attain greater team productivity, more innovative and more revolutionary ideas, greater agility, and higher rates of ideas’ implementation, decision-making, and innovation. Internal analysis: The results of this study can be used to inform OSS teams/communities about the most critical aspects they need to address in order to attract more and retain existing female talent. Thus, the findings of this study can serve as an internal analysis for an OSS team/ community to take further actions on including and diversifying their project teams and ensuring that all members stay and keep on contributing to OSS projects. Recommendations for future research The following research proposals are suggested: (1) An extensive quantitative study amongst female contributors of various OSS projects/communities and a comparative analysis of these communities based on different parameters. (2) A replication of this study that examines/explores the specific challenges faced by the representatives of other minority groups in OS that may predict (or influence) their intention to leave an OSS project/community. (3) A comparative study (e.g., women versus men; women versus binary/no-gender participants; and so on) about challenges faced by them in OS that may predict (or influence) the intention to leave an OSS project/community.

Problématique: Dans les dernières années plusieurs études ont exposé les défis auxquels font face des infirmières praticiennes spécialisées en première ligne (IPSPL) dans leur pratique quotidienne. Le manque d’autonomie, l’étendue de pratique limitée et le manque de collaboration dans les équipes de soins sont des facteurs qui sont principalement ressortis de ces études. Les IPSPL aux Québec n’y font pas exception. En effet, leur déploiement a aussi été difficile pour certaines. Ces difficultés rencontrées peuvent inciter les IPSPL à quitter leur travail. Connaître les facteurs influençant l’intention de quitter des IPSPL pourrait donc permettre de maintenir ces professionnelles indispensables dans les milieux de soins. But: Identifier les facteurs qui influencent l’intention de quitter des IPSPL travaillant dans le réseau public de santé québécois. Méthode: La présente étude est une analyse secondaire de données collectées à l’aide d’un questionnaire auto-administré d’une durée approximative de 45 minutes entre mars et avril 2017. L’échantillon de cette étude est composé des 222 IPSPL qui y ont participé. Les facteurs influençant l’intention de quitter mesurés sont : la reconnaissance au travail, les conditions de l’environnement de travail, la relation et le soutien du gestionnaire, le soutien de l’organisation et les pratiques organisationnelles, la relation avec les collègues de travail, les caractéristiques personnelles de l’infirmière et les facteurs externes. Des analyses descriptives, bivariées et une analyse de régression multiple ont été utilisées afin de répondre au but de l’étude. Résultats: 23% des IPSPL pensent quitter leur établissement de soins d’ici les trois prochaines années (n=199), 2% pensent quitter la profession (n=198) et 10% pensent quitter le réseau public au profit d’une organisation privée (n=196). Ces résultats étant comparables à ceux obtenus dans une étude publiée en 2011 où 27,2% des infirmières praticiennes spécialisées (IPS) pensaient quitter leur emploi et où 5,5% d’entre-elles pensaient quitter la profession infirmière (n= 254). Les facteurs associés à l’intention de quitter des IPSPL sont : la diminution du salaire comparativement au salaire net avant d’être IPS et l’absence de flexibilité dans les horaires comparativement à la présence de flexibilité dans les horaires. Aussi, la diminution de la collaboration avec les autres professionnels de la santé et les médecins a été associée avec l’augmentation de l’intention de quitter. Conclusion: Ces nouvelles connaissances pourront aider les gestionnaires dans l’élaboration de stratégies de rétention afin de maintenir les IPSPL en poste. / Problematic: In recent years, several studies have outlined the obstacles faced by nurse practitioners (NP) in primary care in their daily practice. The lack of autonomy, the limited scope of practice and the lack of collaboration in care teams are factors that are highlighted in the studies as challenges faced by these nurses. Nurse practitioners in primary care in Quebec are no exception and their deployment has also been difficult for some. These obstacles can give to the NP the intention to leave their work and knowing the factors influencing this intention could therefore help to maintain these indispensable professionals in the health care system. Aim: Identify the factors that influence the intention to leave of NP in primary care working in the Quebec public health care system. Methods: This study is a secondary analysis of data collected between March and April 2017 using a self-administered questionnaire that lasts approximately 45 minutes. The sample for this study is composed of the 222 NP in primary care who participated. The factors influencing the intention to leave measured are: work rewards, condition of work environment, relationship and support from manager, organizational support and practices, relationships with co-workers, nurse characteristics and external factors. Descriptive, bivariate and multiple regression analyzes were used to meet the aim of the study. Findings: 23% of NP in primary care plan to leave their current establishment within the next three years (n=199), 2% thinks about leaving their profession (n=198) and 10% are thinking about leaving the public health care system in favor of a private organization (n=196). These results are comparable to those obtained by a study published in 2011 where 27.2% of nurse practitioners were thinking about leaving their jobs and 5.5% of them were thinking about leaving the nursing profession (n=254). The factors associated with the intent to leave of the NP in primary care are: the decrease of their salary compared to the net salary before being NP and the lack of flexibility in the work schedules compared to the possibility of having flexibles schedules. Also, the decrease of collaboration with others health professionals and doctors is associated with an increase in the intention to leave. Conclusion: These new informations could assist managers in the development of retention strategies to maintain primary care NP in workplace.