A riqueza de espécies de organismos no Cerrado é a maior entre as savanas do mundo, sendo superior a 7.000 espécies, com alto nível de endemismo e sendo considerado um dos 25 hotspots de conservação mundial. O presente faz uma análise da diversidade funcional com 1044 espécies da avifauna em 42 áreas do domínio do Cerrado por meio de dados extensivamente compilados da literatura. Os valores dos índices de Diversidade Funcional Total (FDt) das áreas foram altos nas áreas de transição ou muito próximas a outras formações vegetais. A análise simulou perdas das espécies fortemente vinculadas às fisionomias abertas de cerrado e daquelas consideradas sensíveis e ameaçadas. A primeira simulação causou um forte declínio nos índices de FDt de todas as áreas (média de 33% de perda). Já a eliminação das espécies consideradas sensíveis e ameaçadas resultou em uma perda média menor de 6%. Uma randomização foi realizada para cada simulação. Os valores de FDt foram menores em 43% das áreas na simulação de perda de áreas abertas e em 0% das áreas na simulação de perda de espécies sensíveis e ameaçadas. Simultâneamente foi realizado um estudo sobre o \"turnover\" de espécies entre as comunidades. Os resultados obtidos foram de 12% de perda média da similaridade das áreas quando espécies aquáticas e florestais foram removidas das comunidades, corroborando a sugestão de CAVALCANTI (1999) quanto à influência destas na renovação das comunidades de aves de cerrado. Este estudo evidencia a necessidade de se manter a qualidade dos recursos disponibilizados pelo ecossistema onde as espécies estão inseridas, ressaltando a importância da preservação das áreas abertas para as comunidades de aves de Cerrado. Além disso, evidenciou a necessidade de monitorando de espécies florestais e aquáticas para preservação do intercâmbio biológico entre áreas de domínio de Cerrado. / The biodiversity in the Cerrado Region is the largest among the savannas of the world, with more than 7,000 species, presenting high levels of endemism, and being considered one of the 25 global hotspots for conservation. This study performs an analysis of Functional Diversity with 1044 bird species from 42 areas of Cerrado by an extensive data compilation from the literature. The Total Functional Diversity Index (FDt) was higher in the vegetation transition areas or close to other vegetations. Simulations of the loss of open savanna areas species and loss of bird species considered sensitive and/or endangered were conducted. The first simulation caused a large decrease in the FDt rates of all areas (33% of avarage loss). The elimination of sensitive and endangared species resulted in an average loss of 6%. A randomization was perfomed for each simulation. The resulting FDt values were minor in 43% of the areas in the simulation of open areas loss and 0% in the simulation of sensitive/endangered species loss. Simultaneously, an analysis on the turnover of species between communities was conducted. The results were an average 12% of the areas similarity loss when aquatic and forest species were removed, supporting CAVALCANTI (1999) proposition regarding the influence on the renewal of the cerrado species in the communities. This study highlights the need for maintaining the quality of the resources provided by the ecosystem where the species are found, emphasizing the importance of open areas preservation for the Cerrado communities. Furthermore, this study shows the need of monitoring forest and aquatic species to conservate the biological exchange between Cerrado domain areas.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Literature on turnover intentions revealed that various factors predict employee turnover intention. For higher education, the ongoing transformation that has been taking place has posed many challenges, one of them being the recruitment and retention of staff in academia. However, there is the notion that employees who experience sufficient support and acknowledgement from their supervisors are more likely to develop a sense of empowerment, thus helping in either creating or increasing feelings of commitment which could decrease turnover intentions.

Integrity tests have become a widely used tool in modern-day selection systems. These instruments are generally designed to predict dishonest and counterproductive attitudes/behavior. A group of participants who had quit a job without notice was found to have higher scores on an Integrity/Pessimism scale (indicating low integrity and highly pessimistic attitudes) than an involuntary turnover group of those who had been fired or laid off. Post hoc analyses also found supporting evidence in that the quit without notice group also had higher expressed exit intentions scores (indicating negative attitudes toward current occupation/industry) and shorter average tenure than the involuntary (fired and laid off) group. The potential benefits of developing a predictive Integrity/Pessimism scale are discussed.

The purpose of this study is to investigate the relationship between efficacy and teacher turnover intent in small, poor, rural schools. The researcher focuses on small, poor, rural schools in a Midwest state in the United States due to the state’s annual teacher turnover rate (16.4%) which mirrors the national rate. A sample of 730 teachers was solicited to participate in the study through their building principal with a final response of N = 220 participating. This non-experimental study explores the relationship between efficacy (independent variable) and turnover intent (dependent variable) by collecting data utilizing the online platform of Survey Monkey. The Teachers’ Sense of Efficacy Scale (TSES) (Tschannen-Moran & Woolfolk Hoy, 2001) measured the level of self-efficacy for participants in the study. Additionally, the Collective Teacher Efficacy Scale (CTES) (Tschannen-Moran & Barr, 2004) measured the level of participants’ sense of collective efficacy. The Turnover Intent Scale (TIS) (Tiplic, Brandmo, & Elstad, 2015) measured the level of turnover intent for each participant. The research questions and hypotheses were used to explore the relationship between self-efficacy and turnover intent as well as collective efficacy and turnover intent. In addition, three research questions focused the investigation on the relationship between the variables by exploring the subscales of self-efficacy: student engagement, instructional strategies, and classroom management. The mean scores for each scale show that generally participants displayed a moderately high level of efficacy and were not searching for a new job. Additionally, the results show a statistically significant relationship between participants’ sense of collective efficacy and turnover intent. The significant relationship suggests that school leaders should focus on increasing teachers’ sense of collective efficacy to help with teacher turnover.

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Voluntary turnover is an important organizational issue with costs beyond monetary losses (Morrow & McElroy, 2007). Subsequently, the detrimental effects have engendered extensive research that has led to multiple turnover models attempting to unite antecedents to maximize the variance in predicting turnover and turnover intent (Griffeth et al., 2000). However, current models have omitted important aspects of an employee’s working experience. This dissertation addresses that gap; namely, the need to incorporate relational forces at work that keep individuals at their current organizations. The study integrates social relations and the traditional turnover model (Mobley, 1977) to examine the unique and joint effects of social relations in predicting turnover intent. An empirical study of two independent samples of full-time working individuals (N = 318; N = 235) endorsed a mixed methods approach to expand the measurement of social relations by examining social network content, strength, structure, and influence. Select work personality traits, work characteristics, and turnover outcomes were assessed via an online questionnaire. The results demonstrate that expressive link defection (i.e., friends leaving the organization), instrumental normative pressure to stay (i.e., advisors wanting employees to stay), and instrumental strength (i.e., frequency of contact with advisors) predict significant variance in turnover intent beyond traditional predictors. In addition, expressive link defection and instrumental normative pressure to stay had stronger relationships with turnover intent for longer tenured employees than shorter tenured employees.

No description available.

Some bacterial taxa when stimulated by water additions will break dormancy, grow, and become dominant members of the community and contribute significant pulses of CO2 associated with the rewetting event. These pulses of activity are associated with high levels of bacterial productivity in soils. (Aanderud et al. 2011) We examined the bacterial taxa that resuscitate and become metabolically active following two forms of water stress (soil drying-rewetting and freeze-thaw cycles) and we captured and measured the CO2 emanating from those soils. Specifically, We used target metagenomics, which uses a specific gene pool within bacteria that is associated with a function of an ecological process, in this case active (16S rRNA communities) bacteria and all bacteria (16S rRNA communities) during drying-rewetting and freeze-thaw cycles. We measured an array of community dynamics (i.e., evenness, richness, diversity, relative abundance of taxa, and network analyses between taxa) as dry soils are rewetted and as frozen soils thaw multiple times in three cold desert soils. Soils from all three locations exhibited some similar bacterial taxa and gene function but were large in part their own community derived from the evolutionary history of the continent in which they reside.

Abstract Some social work leaders in the United States lack strategies to successfully reduce employee turnover, which is detrimental to the profitability of an organization. The purpose of this qualitative single case study was to explore effective strategies that social work professionals used to reduce employee turnover. The targeted population included 10 social work managers from organizations in South Carolina who experienced employee turnover and implemented successful strategies to overcome it. The conceptual framework was Herzberg's motivation-hygiene theory. Triangulation was used to increase the reliability and validity of the data. Data were collected from semistructured in-depth interviews with managers who spent at least 1 year in a managerial position at a social work agency and a review of agency documents. Three themes emerged from the data analysis: job satisfaction was key to reducing employee turnover, positive working environment, and management. Reducing employee turnover contributes to social change by providing social work leaders with valuable insight that can lead to improved organizational growth, increased profitability, and enhanced sustainability, which might promote prosperity for local families and the community.

The U.S. health care industry incurs a high level of employee turnover year over year, which results in significant costs for organizations in the sector. Specific to the field of nursing, some pharmaceutical health care managers lack effective management strategies to successfully mitigate nursing turnover intentions to reduce organizational losses. The purpose of this single case study was to explore the strategies health care managers used to mitigate nursing turnover intentions. The conceptual framework was social exchange theory. Data were collected using semistructured interviews. The targeted population included 9 managers from a pharmaceutical company in the state of New Jersey who demonstrated successful strategies for mitigating nursing turnover intentions as evidenced by meeting 3 defined inclusion criteria. Interviews were conducted, recorded, transcribed, and member checked for accuracy. Data were analyzed using Yin's 5 €step approach, that included compiling data, disassembling data, reassembling data, interpreting data, and concluding data. Three major themes were identified, which included individualization, communication, and development. Findings from this study may contribute to positive social change by providing health care managers with strategies they can use to decrease nursing turnover. Decreased nursing turnover may lead to increased nursing skills, improved patient outcomes, and a higher positive perception of care within the community, which could have a positive influence on organizational profitability and sustainability.