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The nursing profession is facing a potentially devastating shortage of nurses by the year 2020. Contributing to the shortage is the retirement of experienced nurses who are over the age of 45, and an aging baby boomer population. The loss will place a considerable strain on the overloaded health systems. As a result, it is important to identify successful strategies for addressing the problem of experienced nurse retention. Therefore, the purpose of this project was to conduct a systematic review of literature to answer the question of what retention strategies have been used to prevent the loss of the experienced nurse who is approaching retirement age. The systematic review, guided by Benner's theory of novice to expert and Kanter's empowerment theory, included quantitative, qualitative and mixed methods studies published between 2007 and 2017. Studies published in the United States and Canada were 8studies selected for detailed review, were graded using the Joanna Briggs Institute grading criteria. The themes identified in this study included five key indicators: nurse autonomy and empowerment (75%), stress and burnout (62%), workplace engagement (68%), leadership commitment (56%), and training/career development action plans (56%). The key indicators may provide the basis for recommendations for managers and leaders in promoting experienced nurse retention in their work settings. Positive social change is possible when management takes into consideration the value of the key indicators above in experienced nurse retention efforts. By retaining experienced nurses, the nursing profession can promote positive patient outcomes and a mentoring plan for nurses approaching retirement age.

La presente investigación presenta un análisis destacado de las acciones de retención en bodegas relacionadas con la intención de compra. En las bodegas hacen uso de acciones para aumentar la intención de compra pero los bodegueros no saben que están haciendo uso de ellas o no están bien informados, por ende no les queda claro cómo influyen en la compra. No se valoran mucho las estrategias de retención que podrían realizar las bodegas para influir de mayor manera en la compra. En el siguiente estudio se verán las acciones más importantes de las bodegas y qué relación tienen con la intención de compra. Este estudio sirve para que las bodegas pueda darse cuenta de que acciones son las más relevantes. La siguiente investigación será de tipo mixto, ya que empieza con la recolección de información de la realidad de los participantes, la cual permitirá afinar los instrumentos para la medición cuantitativa. En ese enfoque, se intenta encontrar regularidades y relaciones además de poder ver si se aprueba la hipótesis y por consiguiente explicar el fenómeno de las tiendas de conveniencia, ya que las variables se asocian: las estrategias de plaza y la calidad impactan en la preferencia de compra de los clientes. De manera que se podrá conocer de qué manera impactan una en la otra, lo cual identifica la correlación. Asimismo, es descriptivo, ya que se va a definir los datos empíricos que vamos a recoger. Con el propósito de responder a través de este trabajo las preguntas iniciales y herramientas cualitativas se obtiene conclusiones en base a los hallazgos. Dentro de los resultados cualitativos encontramos cuatro acciones muy importantes utilizadas por bodegas: La confianza del vendedor con sus clientes, el tiempo de entrega del delivery, el fiado, el contacto con los productos y el costo del delivery. Se encontró al igual que los resultados cuantitativos, que existe una relación con la intención de compra en cada una de las acciones. Se evidencio que la relación es débil y media. / The present investigation presents an outstanding analysis of retention actions in warehouses related to the purchase intention. In the wineries they make use of actions to increase the intention of purchase but the winemakers do not know that they are making use of them or are not well informed, therefore it is not clear to them how they influence the purchase. The retention strategies that wineries could carry out to influence the purchase in a greater way are not valued much. In the following study you will see the most important actions of the wineries and how they relate to the purchase intention. This study serves to allow wineries to realize which actions are the most relevant. The following investigation will be of mixed type, since it begins with the collection of information on the reality of the participants, which will allow refining the instruments for quantitative measurement. In this approach, we try to find regularities and relationships in addition to being able to see if the hypothesis is approved and therefore explain the phenomenon of convenience stores, since the variables are associated: the strategies of place and quality impact on the preference of Customer purchase. So you can know how they impact one on the other, which identifies the correlation. It is also descriptive, since the empirical data that we are going to collect will be defined. With the purpose of answering through this work the initial questions and qualitative tools, conclusions are obtained based on the findings. Among the qualitative results we find four very important actions used by wineries: The trust of the seller with their customers, the delivery time of the delivery, the trust, the contact with the products and the cost of delivery. It was found, like the quantitative results, that there is a relationship with the intention to purchase in each of the shares. It was evident that the relationship is weak and medium. / Trabajo de investigación

Oil and gas industry business leaders who fail to implement adequate talent retention strategies experience reduced profits and sustainability challenges. During the first 2 years following downsizing, 67% of organizations using excuse-based downsizing reflected reduced sales and profitability, and 11% of such organizations experienced financial losses. The purpose of this multiple case study was to explore the strategies that successful Calgary medium size oil and gas businesses implemented to retain talented employees after downsizing. The population for the study included business leaders of 3 medium oil and gas businesses in Calgary, Canada, who had successfully implemented talented employee retention strategies. Data were collected from interviews with the leaders and from artifacts such as the company websites and social media pages. Inductive analysis was guided by the transformational leadership theory and human capital theory, and trustworthiness of interpretations was bolstered by member checking. Five themes emerged: transformational leadership, training survivors, establishing trust, rewarding and recognizing surviving employees, and competing for survivor employees with other industries. The application of the findings from this study could contribute to positive social change by providing insights for medium oil and gas business leaders on the strategy implementation for talent retention that increases workplace stability and employees supporting their families as well as contributing positively to their communities.

Concerns about turnover of highly qualified science teachers have pervaded education stakeholder discussions for several years. Yet little is known about where are we in retaining high science teachers in Texas public schools. The three empirical studies included in this dissertation used mixed research methods to explore data collected by the Policy Research Initiative in Science Education (PRISE) Research Group during the 2007-2010 school years. The first study examined mobility patterns and hiring patterns of high school science teachers after two school years. I used descriptive statistical analyses to investigate relationships between teacher-level variables (i.e., teacher type, age, ethnicity, and gender) and school-level variables (i.e., school size and minority student enrollment proportion) with respect to movement out and into Texas schools. Findings revealed variations in mobility patterns of science teachers, based on size and minority student enrollment proportion of the schools in which they worked. Hiring patterns revealed that schools typically hired young, novice White female teachers regardless of school size or minority student enrollment proportion. The second study explored the relationships between schools’ retention strategies and retention challenges with schools’ science teacher retention rates, respectively. I used multiple regression and descriptive statistical analyses to investigate the relationships between study variables. While regression models predicting science teacher retention were not remarkable, descriptive statistical analyses revealed notable relationships between several school-level variables and school retention status. The third study investigated relationships among three variables: school retention strategies, science teacher job satisfaction, and science teacher mobility. Multilevel analyses were used to investigate relationships between two-level variables. Findings revealed no relationships of significance between school retention strategies or teacher job satisfaction with teacher mobility. However, interactions between predictor variables indicated that satisfied science teachers were more likely to remain at schools that expressed and showed appreciation for teachers than to leave the profession. Findings from these studies were used to make state-, district-, and school-level policy recommendations for high school science teachers that included: (a) tailoring recruitment and retention supports to meet the needs of underrepresented teacher populations leading science classrooms, (b) recognizing schools that successfully retain science teachers, and (c) providing professional development for high school principals to assist with the design of strategic plans to improve job satisfaction and retention of teachers.

Thesis (M. A. (Information Studies) -- University of Limpopo, 2021 / Knowledge retention involves capturing knowledge in an organisation, so that it can be used later, after the employees left the organisation either due to retirement, resignations, or death. The organisation has invested time and money in harnessing knowledge of individual employees and when they leave, the organisation is at risk of losing its investment. The aim of this study was to examine Knowledge retention strategies at NIOH. The study investigated the extent to which organisational knowledge was managed, knowledge retention strategies, philosophies and motivation of knowledge retention strategies and effectiveness of knowledge retention strategies at NIOH. Exploratory research design and quantitative research approach were used to conduct this study. The target population of the study were doctors, medical scientist, technicians and technologies at NIOH. Purposive sampling was used to select the respondents of this study. Data was collected through a questionnaire and analysed using Microsoft excel 2016. The results of the study revealed that NIOH is able to retain its organisational knowledge. The study further revealed that knowledge retention strategies used by NIOH include ICT and staff meetings. The findings further revealed that there was little or no reward system to encourage knowledge retention. The study recommends that the organisation implement and strengthen the rewards system to successfully encourage knowledge retention amongst employees. It is further recommended that the organisation develop Knowledge management section to ensure that all the processes of knowledge management are well coordinated

Organizational leaders face obstacles stemming from the lack of employee retention. An ineffective retention strategy can result in the loss of employees and the loss of institutional knowledge. Lack of appropriate retention strategies can negatively impact the reputation of the organization and ultimately affect the financial standing of an organization. Grounded by Herzberg's 2-factor theory, the purpose of this multiple case study was to explore strategies small retail business managers in Trinidad used to retain employees. I collected data through face-to-face semistructured interviews with 5 small business managers and a review of company documents. Data were analyzed using methodological triangulation, thematic analysis, and Hutchinson, Johnston, and Breckon's analytic techniques to identify patterns and themes. Member checking was completed to ensure accuracy and credibility. Five themes emerged from the data: frequent communication improved employee retention, employee engagement motivated employees, compensation considered effective retention strategy, employee recognition enhanced job satisfaction, and advancement decreased job dissatisfaction. The findings from this study may contribute to positive social change by increasing awareness of effective retention strategies. Potential insight into effective retention strategies can benefit leaders and provide stability for employees. Improvement in retention strategies can lead to stabilized employment for employees and their families thus keeping the replacement costs at a minimum and increasing organizational performance.

Employees who choose to leave employment cause significant challenges for organizations. Compounded challenges exist when employee retention strategies are not effective, affecting job satisfaction and personnel replacement costs as the organization continues to lose qualified and valuable staff. This single case study, built on a psychological contract theory framework, was focused on effective employee retention strategies to reduce voluntary turnover in a for-profit, higher education institution located in the Midwestern United States. The population consisted of 12 employees, 6 Student Success employees and 6 Student Success managers, who shared their unique perspectives. Methodological triangulation was achieved through semistructured interviews with the 12 participants, review of the institution's archival data, and examination of the institution's mission statement. The data analysis process consisted of a manual and systematic coding procedure for the 3 sources of inquiry. Three strategies emerged in the findings: relationship management, work environment, and career development. Moreover, participants agreed that the employee-employer relationship was critically important to job satisfaction and developing effective retention strategies. The study has implications for positive social change, in that higher educational institutions may apply the findings to create a more enjoyable work environment and retain happier employees, thereby promoting financial, economic, and social improvements for communities.

Firms lose strategic business opportunities to create sustainable growth because leaders do not establish talent pipelines. The purpose of this multiple case study was to explore strategies used by the leaders of Saudi firms to develop talent pipelines. The conceptual framework for this study was the resource-based view. The overarching question that guided this study explored strategies business leaders in small and medium-sized enterprises in Saudi Arabia used to establish talent pipelines to create sustainable growth. Data were collected from semistructured interviews with 8 business leaders of 4 firms operating in western Saudi Arabia and a review of company documents. The business leaders had successful experience and knowledge in talent and performance management. Data were analyzed using inductive and deductive content analysis. The results revealed 4 strategies business leaders in small and medium-sized enterprises in Saudi Arabia used: hiring the right people, establishing a performance management system, differentiating employees based on performance, and implementing employee retention strategies. The implications of this study for positive social change include reducing unemployment rates among Saudi nationals, growing Saudi workers' capabilities, and increasing Saudi families' standard of living.

Fifty percent of childcare employees leave their jobs by the close of their 5th year of experience. The purpose of this exploratory single case study was to explore what retention strategies some childcare center directors use to retain their employees in the Columbus, Ohio metropolitan area. The research population consisted of 5 childcare center directors who successfully implemented retention strategies in 5 different childcare centers. The conceptual framework for this study was the Herzberg, Mausner, and Snyderman motivation-hygiene theory. Data were collected via semistructured interviews with the directors and from centers-handbooks and strategic plans. Coding, word frequency, and thematic analysis were conducted, and member checking was employed to bolster the trustworthiness of interpretations. Three main themes emerged: the importance of employee compensation, communication and culture, and education and training to retain childcare center employees. Understanding the strategies to retain employees may help childcare center directors reduce the turnover and ensure stability for employees in that industry. The implications for positive social change include lower unemployment rates and a more stable childcare labor market.