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Introduction: There are over 43,000 occupational therapists across the United Kingdom, with mental health occupational therapists being acknowledged as a main workforce of OT services. However, staff shortages are occurring, and urgent action is needed to retain this important workforce. Methods: The systematic literature search was conducted in the CINAHL, PsycINFO and Scopus databases to identify research literature published since 2008. Due to the heterogeneity of the included studies, a narrative synthesis was utilized. Results: A total of 20 studies (21 papers) were included in the review. Five thematic factors – well-being at work, organizational work environment factors, job resources, supervision and staffing, along with various subtheme factors emerged from the synthesis. The findings suggest that retaining mental health occupational therapists is a complex issue, affected by many factors. The study emphasizes the triangular relationship among three aspects of well-being (job satisfaction, professional identity and burnout) at work and introduces the concept of a 'Retention Ecosystem'. This illustrates how subtheme factors interconnect and influence the retention of mental health occupational therapists. Conclusion: The retention of mental health occupational therapists is revealed to be a multifaceted challenge. There is a need for developing more targeted, meaningful and holistic strategies for retaining the current mental health occupational therapist workforce. [ABSTRACT FROM AUTHOR]

Delivering simulation across a health system can engage the entire workforce by moving beyond traditional educational delivery and focusing on broader organizational needs specific to a particular organization. The commonly known use of simulation as a form of life support education has progressed to include fully immersive simulation experiences focusing on team-based communication, leadership, fellowship, and clinical care. It continues beyond this point with the inclusion of patient safety strategies, root cause analysis investigation, leadership, and management training, and recently, it has included environments that catalyze innovation in complex healthcare systems. The focus on pure fiscal elements of simulation-based approaches does not give a health system the accurate nontangible benefits simulation can provide, and importantly, acknowledging that each location has differing needs is essential when considering what investment should be made and where. A small community hospital will have vastly different needs from specialty hospitals that deliver specialist care. It must also be understood that every simulation center, to some extent, will always be unique, as it should. The commonly quoted statement "when you have seen one simulation center, you have seen one simulation center" really does reflect the reality of this established and rapidly growing specialty. In this article, we reflect on the traditional use of simulation and discuss some wider uses that may engage a wider audience and, importantly, provide a greater return on investment for your facility, making the case for investment more reasonable and impactful to each part of a busy health system. [ABSTRACT FROM AUTHOR]

In the face of ever-evolving shifts in health care, the demand for advanced practice providers (APPs), including nurse practitioners and physician assistants, continues to grow as the nation faces provider shortages and increased patient complexity. Because of different educational backgrounds and previous professional experience, there is a gap in readiness for practice following completion of academic programs, leading to high rates of turnover and financial implications for health care institutions. The creation of APP fellowship programs is a strategy many health institutions implement to provide enhanced support for new graduate APPs. These programs offer fully licensed and credentialed nurse practitioners and physician assistants additional experience within medical specialty areas. The establishment and operational cost associated with an APP fellowship program is a significant barrier health systems face. This article discusses how Saint Luke's Health System developed an APP fellowship program to address these barriers. The model addresses specific fellow needs and has contributed to improved employee retention rates, increased clinical competency, and overall provider satisfaction within Saint Luke's Health System. The evolution of the model, successes, barriers, and opportunities for future program growth are discussed within this article. [ABSTRACT FROM AUTHOR]

Paramedics play a pivotal role in delivering emergency medical care, contributing to excellence in the prehospital environment and ensuring a seamless continuum of healthcare. Achieving this objective is subject to various factors. This review aims to explore, the relationship between paramedic personality profiles and key factors including stress, burnout and employment retention or attrition. The JBI approach was used to perform a scoping review. Key words including paramedic* , ambulance* , personalit* , retention OR attrition and burnout OR stress were inserted into the search engines OVID, CINAHL Plus, Scopus, Web of Science Core Collection, Psychology ProQuest, and Nursing ProQuest. Titles and abstracts of 226 results were screened and inclusion and exclusion criteria applied. Full texts of the remaining 18 results were screened to inform the results. Three themes emerged relevant to the objective including the correlation of neuroticism with stress and burnout, personality types and mental illness with the ability to cope during stressful situations and finally resilience and burnout with the intention to quit. Further research should be completed into specific personality characteristics, including neuroticism, perfectionism, and excitability to facilitate the development of strategies aimed at improving the health and wellbeing of paramedics and EMT workers internationally. [ABSTRACT FROM AUTHOR]

Participatory design initiatives help promote more voice on the work floor—if the social dynamics are encouraging. Interest in understanding employee voice is rising due to being linked to employee satisfaction and retention, as well as greater organisational success. Forty-four interviews were conducted with nurses, care providers, and support service providers inquiring about their moments of influence and team dynamics in two design workshops. Participants shared moments influencing safety, describing a sense of cohesion, inclusion, or collaboration; as well as moments influencing effectiveness, linked to the workshop process, their expertise, or project impact. While these themes were common across the three job roles, how they framed the moments differed. This study provides insights into how different contributions and varying perceptions of valuable impact coexist. As such, this increases our understanding of how to achieve more genuine participation. [ABSTRACT FROM AUTHOR]

• There is an anticipated surge in demand for nursing home staff over the next decades. • In the past few years nursing homes face alarming turnover rates, exacerbated by the COVID-19 pandemic. • The study explores the attitudes and preferences of nursing home staff toward non-monetary benefits and perks to better understand the impact on employee retention in the nursing home setting. • Study participants indicated preferences for perks with monetary benefit, such as PTO for good work or gift cards. • These preliminary findings offer insights into how to increase nursing home employee retention using non-monetary incentives. There is an anticipated surge in demand for nursing home staff associated with the doubling of Americans aged 65 and older by 2060. Nursing homes face alarming turnover rates, exacerbated by the COVID-19 pandemic. This study explores the attitudes and preferences of nursing home staff toward non-monetary perks to better understand perks' impact on employee retention. This cross-sectional survey study, conducted in a 115-bed nursing home in Pittsburgh area, assessed employee preferences toward non-monetary workplace incentives. Descriptive statistics were used to analyze multiple choice questions and thematic analysis was used to assess open-ended questions. A total of 59 employees completed the survey. Participants indicated preferences for perks with monetary benefit, such as extra PTO for good work, gift cards, and classes. Thematic analysis revealed preferences for incentives such as equitable treatment. These preliminary findings offer insights on increasing nursing home employee retention using non-monetary incentives. [ABSTRACT FROM AUTHOR]

Transition into practice is plagued by personal, work, and patient-related stress leading to burnout and turnover of newly licensed nurses. Leaders must recognize transition shock and moral distress and act immediately. Nursing professional development practitioners at a healthcare organization in Illinois developed the "Flight Risk" Program to recognize, address, and escalate turnover risks as a leadership team. This resulted in retaining 47% of identified "flight risks" and contributed over $3.9 million in cost avoidance. [ABSTRACT FROM AUTHOR]

The retention of experienced nurses is a challenge for healthcare organizations in the current employment landscape. One retention tactic is to aid in their professional development. This article describes a program "Best Fit for Nurse Advancement" that provides dedicated time, resources, and support to explore career advancement pathways by breaking organizational progressional barriers. Results have shown retention within the organization, career role advancement, and positive program feedback. [ABSTRACT FROM AUTHOR]

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Nurse retention remains a pivotal issue, necessitating urgent strategies aimed at the recruitment and retention of highly qualified nurses. However, there is limited knowledge regarding the influence of nurses' personal and professional values, along with work environment, on predicting intent to leave an organization. Utilizing a secondary analysis approach, this study employed logistic regression to predict intent to leave among registered nurses (n = 671) using results from the Short Schwartz's Value Survey, the Nurses Professional Values Scale-3, and the Practice Environment Scale of the Nursing Work Index. Regression analysis indicates that the work environment including "Participation in Hospital Affairs" (B = -.665, odds ratio = .514), "Nurse Manager Ability, Leadership, and Support" (B = -.448, odds ratio = .639), and "Staffing and Resource Adequacy" (B = -.589, odds ratio = .555) are significant predictors of nurses' intentions to leave. Establishing and maintaining supportive work environments is essential for retention, highlighting the importance of effective leadership. [ABSTRACT FROM AUTHOR]

The United States health care system is facing an unprecedented nursing shortage, increasing complexity of care, and fewer experienced nurse mentors. These factors contribute to a cycle of burnout, turnover, decreased quality and safety, and a worsening financial bottom line. Improving these contributing factors depends on our ability to mitigate the structural causes of burnout and turnover. The clinical nurse specialist role is essential to improving the work environment, advancing evidence-based nursing practice, reducing turnover, and stabilizing the bottom line. [ABSTRACT FROM AUTHOR]

Schools of nursing are struggling to prepare registered nurses to practice in today's complex healthcare settings. Nurse residency programs are a good solution to support the transition to practice. Nursing education leaders must be informed of the nursing quality and safety outcomes of nurse residency programs. This literature review provides insight and evaluation of the evidence related to the impact of nurse residency programs with substantial evidence of nurse outcomes and minimal patient outcomes. [ABSTRACT FROM AUTHOR]

Nursing professional development practitioners are faced with meeting the onboarding needs of internationally educated nurses (IENs) recruited to work in the United States. The purpose of this secondary data analysis study was to assess differences between demographic characteristics, orientation, and onboarding variables and IEN's length of orientation and retention to a healthcare system. A significant difference in the length of orientation by unit assigned, degree type, and retention were discovered. [ABSTRACT FROM AUTHOR]

Retaining mid-career nurses is a priority to address the nursing shortage exacerbated by COVID-19.Nurses aremore likely to stay if they feel valued. This scoping review revealed a variety of intrapersonal, interpersonal, and external factors that influence how mid-career nurses feel valued. Nursing professional development practitioners can influence satisfaction and retention by implementing mentoring and professional development programs for nurses andmanagers. More research is needed to understand the impact of themidcareer nurse-nurse manager relationship. [ABSTRACT FROM AUTHOR]

Introduction: In May 2022, the American Council of Academic Physical Therapy announced a "nationwide shortage of faculty" in entry-level Doctor of Physical Therapy (DPT) programs across the country. As the number of physical therapist education programs continue to grow, concerns with faculty shortages increase. Review of literature: Research on reasons faculty stay in entry-level DPT programs is limited. With a nation-wide shortage of faculty and the continued growth of DPT programs across the country, more investigation into faculty retention is warranted. Subjects: Two hundred forty-four participants responded to the quantitative survey. Ten program directors (PD) and 10 faculty members (FM) completed a qualitative interview through Zoom. Methods: This mixed-methods design included a quantitative survey across 264 accredited DPT programs followed by 20 qualitative online interviews. Multiple regression was completed for the data analysis, and a phenomenological approach was used to explore perceptions of job satisfaction and organizational commitment on intent to stay. Results: Two hundred thirty-six subjects (mean age = 50.04 ± 9.54 years; males = 63, females = 173; PD = 55, FM = 180) were included in the analysis. The multiple regression model significantly predicted intent to stay for all participants, F(9,211) = 12.43, P < .001; adj R² = .32. Commitment to the organization was the greatest predictor of intent to stay, β = 0.61, t(0.622) = 5.05, P < .01. Three themes with 6 subthemes emerged from the qualitative analysis, the impact of leadership, making a commitment, and the Covid crisis. Conclusion and discussion: Encouraging leadership to focus on structural factors such as striving to establish FMs as part of the departmental team, allowing autonomy and flexibility in the teaching role, building transparency and openness with communication, and focusing on realistic and equitable workloads could potentially increase intent to stay for faculty in entry-level DPT programs. [ABSTRACT FROM AUTHOR]

The article outlines her vision for enhancing the National Association of Teachers of Singing (NATS) in the 21st century, focusing on making the organization more inclusive and adaptive to current trends. Topics include fostering diversity in leadership, integrating technological advancements, and evolving to support various musical genres beyond classical traditions.

There is increased reliance on newly licensed nurses to fill open healthcare positions. Nurse residency programs (NRPs) provide the training, mentorship, and support newly licensed nurses require to successfully transition to professional practice. Research suggests that NRPs improve nurse retention, clinical outcomes, and organizational outcomes. Sufficient NRP full-time equivalents are needed to ensure adequate support and program management. This article describes how a Colorado hospital system secured additional NRP Coordinator full-time equivalent using a six-step process. [ABSTRACT FROM AUTHOR]

With increasing demands for unlicensed assistive personnel, strategies for optimizing recruitment and retention are paramount. The purpose of this quality improvement project was to increase the recruitment and retention of unlicensed assistive personnel in a nonprofit healthcare organization. Initiatives included expanding academic affiliations enhancing pipeline, developing a tailored onboarding program, and introducing a clinical ladder. Results indicate increases in numbers of academic affiliations and hiring, with unlicensed assistive personnel turnover rates below national averages. [ABSTRACT FROM AUTHOR]

This research aimed to examine the impact of organizational culture on employee retention, providing insights to enhance long-term engagement and satisfaction. A mixed-methods approach was used, beginning with a comprehensive literature review of organizational culture and employee retention. Surveys were conducted with a representative sample of employees across different sectors in Kosovo. The data were analyzed using regression and correlation techniques to identify quantitative relationships between organizational culture and retention. The findings reveal that organizational culture plays a significant role in employee retention. Specifically, cultures focused on employee well-being, career development, and transparency are positively associated with higher retention rates. Employees are more likely to stay with organizations that align with their values, offer support, and create a transparent working environment. Conversely, toxic cultures marked by negativity and poor leadership are linked to higher turnover. The study underscores the importance of fostering a positive, inclusive culture that prioritizes employee growth. Kosovar businesses should invest in employee development, training, and continuous feedback to build a productive environment that supports retention. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has had a profound impact on Aotearoa (New Zealand), with whānau Māori (Māori families) particularly hard hit. In order to meet the challenges posed by COVID-19, the Whānau Ora Commissioning Agency (https://whanauora.nz) used a kaupapa Māori (Māori way of doing) approach to workforce development. This involved applying core Māori values like whanaungatanga (relationship building) and manaakitanga (care and respect) to mobilise, develop and sustain the workforce. Using a kaupapa Māori approach also ensured that the workforce had the necessary skills and knowledge to be effective in their roles, and that they were able to work in a way to successfully meet the challenges posed by COVID-19. Two case studies are provided as examples of how this was achieved in practice. The challenges, opportunities and lessons learned from implementing a kaupapa Māori approach to workforce development during the COVID-19 pandemic are then discussed, along with the implications of using such an approach for workforce development more broadly. To conclude, suggestions are made for how this kaupapa Māori approach could be supported in the future. [ABSTRACT FROM AUTHOR]

Exposing new nurses to theoretical teaching strategies that help them to navigate the ethical challenges in clinical practice is essential for retention and long-term job satisfaction. This article explores the rationale for teaching ethics content in nurse residency programs and ways to navigate ethical decision-making in the clinical setting. Examples of evidence-informed teaching strategies that enhance knowledge retention and reduce the gap between ethical theory and practice are included. [ABSTRACT FROM AUTHOR]

A large public nursing data set was used to determine whether orientation and/or preceptor programs impact job satisfaction among registered nurses in Maine and Massachusetts. There was no association between orientation and preceptor programs and satisfaction, nor evidence that new nurse status modified the relationship. There is a need for evaluation of orientation and preceptor programs' structure and effectiveness, and innovation is needed in promoting job satisfaction, thereby increasing nurse retention. [ABSTRACT FROM AUTHOR]

Disabilities or being of vulnerable populations does not serve to restrict societal contribution. Three themes will be addressed regarding an individual with disabilities or of a vulnerable population: human resource knowledge, skills, and abilities for job hiring or retention; input of specific knowledge for the emergency management community; and accentuating personal experience. [ABSTRACT FROM AUTHOR]

Objective: The purpose of this article is to highlight evidence specific to the neonatal nurse practitioner (NNP) workforce related to successful mentoring programs. Specifically, the authors of this article explored recent evidence of mentorship to improve job satisfaction and retention of the NNP workforce. Background: NNPs are valuable members of neonatal healthcare team. Because of the aging NNP workforce, methods to recruit, train, mentor, develop, and retain new NNPs are imperative. Methods: Using a quality appraisal tool from the PRISMA extension for scoping reviews, articles were identified through electronic database searches using search terms related to mentoring, nurse practitioners, recruitment, and retention. Studies published in English between 2013 and 2023 were included. Peer-reviewed quantitative and qualitative articles were synthesized and critically appraised by 4 reviewers. Results: The authors identified 46 articles with a focus on mentoring in nursing of which 12 articles include mentoring for nurse practitioners. Research indicates that mentoring relationships are valuable in many healthcare roles and professions. Evidence is limited indicating the impact of mentoring in the highly specialized role of the NNP. Conclusion: Mentoring is an invaluable component of professional nursing and counters incivility while advancing competency, job satisfaction, and retention. Additional research is needed regarding NNP-specific mentoring programs. [ABSTRACT FROM AUTHOR]

Background: Despite increases in nursing faculty diversity, representation is lacking in positions of higher faculty rank. Challenges for minority faculty include decreased awareness of promotion standards, less mentoring, and increased stress from being the sole representative of their respective underrepresented population. Methods: The purpose of this study was to determine the racial, ethnic, and gender composition of neonatal nurse practitioner (NNP) faculty in the United States. A nonexperimental survey was sent to all accredited NNP programs to describe demographics of NNP faculty in the United State. Results: Of the 128 survey participants, 84% selfidentified as White. Forty-eight of the participants ranked Professor or Associate professor wereWhite. In contrast, all other races only had 8 respondents who were of the higher faculty ranks. There were only 2 male participants; one identified as full professor and one as associate professor. Conclusion: Limitations of this project included a small sample size leading to an inability to determine statistical significance. Previous evidence supports decreased diversity in higher faculty rank in other healthcare providers and the results of this study add to that body of literature. Barriers to increased diversification need to be rectified to ensure health equity to all patients. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the study was to investigate the relationship between state regulation of the midwifery workforce, practice environment, and burnout. Background: Burnout threatens the US midwifery workforce, with over 40% of certified nurse-midwives meeting criteria. Burnout can lead to poorer physical and mental health and withdrawal from the workforce. Burnout in midwives has been associated with lack of control and autonomy. In the United States, midwives' autonomy is restricted through state-level regulation that limits scope of practice and professional independence. Methods: A mixed-methods study was conducted using an explanatory sequential approach. Quantitative and qualitative data were collected by online surveys and analyzed in a 2-stage process, followed by data integration. Results: State regulation was not found to be independently associated with burnout (n = 248; P = .250); however, mediation analysis showed a significant association between state regulation, practice environment, and burnout. Qualitative analysis mirrored the importance of practice environment and expanded on its features. Conclusion: For midwives, unrestrictive practice regulation may not translate to burnout prevention without supportive practice environments. Implications for practice and research: Interventions should focus on promoting job flexibility, realistic demands, and professional values.While midwives' commitment to patients and the profession can help bolster the workforce, it can also amplify negative experiences of the practice environment. [ABSTRACT FROM AUTHOR]

This article explores leader practices for rebuilding health system nursing culture by leveraging feedback from clinical nurses and applying Social Identity Theory (SIT) and inclusivity frameworks. An enriched nursing culture is the foundation of quality patient care, and as healthcare systems evolve, it becomes increasingly essential to foster a cohesive and inclusive environment in every aspect of employment practices. Social Identity Theory, which emphasizes how individuals define their self-concept through group affiliations, offers a lens to understand the interplay of identity, values, and behavior within nursing teams. Inclusivity practices are pivotal in creating a welcoming and diverse health care workplace. By employing these approaches, health care systems can rebuild and strengthen their nursing culture, improving retention, onboarding, job satisfaction, teamwork, and enhancing the quality of care provided to patients. This article delves into practical strategies and application of SIT and inclusivity practices to restructure and revitalize nursing culture, emphasizing the positive impact on health care outcomes. An exemplar demonstrating the impact of the voice of the clinician in program development highlights the application of SIT and inclusivity to create culture. It concludes with leader practices for rebuilding nursing culture to include contingent labor as part of the care team. [ABSTRACT FROM AUTHOR]

The nursing shortage that is upon us is the result of a confluence of factors, some simple and some complex. Legacy solutions are not working. Recovery from the current situation involves examining and reshaping the nursing work environment. Creative and innovative solutions are being developed and tested. The call for addressing the work environment is surfacing in the literature, yet methods for doing so in an orderly, progressive manner have been elusive. To solve complex problems, structure helps lead to clear thinking. This work presents a conceptual framework for nurse retention derived from concept analysis of initiatives with empirical outcomes for intent to stay, intent to leave, turnover, and retention. It layers in 2 simple theorists and presents an intuitive, understandable model to guide strategic planning and decision making. The Framework has been used for several applications, one of which is a unit-based action planning method that is systematic, cyclic, and uses data relevant to specific unit culture. Improvements occurred in retention and engagement metrics, work effectiveness scores, and cost. Nurse managers extol the process's simplicity and ease of use, and the role the Framework plays in shaping the way they think about nurse retention. [ABSTRACT FROM AUTHOR]

Despite the demand for sales talent in professional and intercollegiate athletics, entry-level sport sales positions continue to experience a high rate of turnover (Popp et al., 2017). While previous literature has discussed employee retention, job satisfaction, and job turnover among sport industry professionals (Pierce et al, 2014; Popp et al, 2022; Popp et al., 2019), emotional labor is one aspect of the service interaction that has not been considered. Therefore, the concept of emotional labor and the role emotion regulation strategies play in various organizational behavior outcomes of ticket sales employees was examined. Athletics ticket sales representatives from different levels of sport were interviewed and open coding was utilized to analyze the results. Similar to other customer-service contexts, the findings indicate athletics ticket sales representatives engage in emotional labor by monitoring their emotions to achieve organizational goals. Specifically, the following themes were discovered and discussed: 1) emotional expectations of the job, 2) explicit altering of emotions, 3) presence of contrasting emotions, 4) emotional exhaustion, and 5) unique emotions required in selling sport. [ABSTRACT FROM AUTHOR]

Professional development specialists have been met with the challenge of engaging and retaining new graduate nurses in a postpandemic learning environment. Utilizing the idea of brain-based learning, one educator restructured their facility's nurse residency program and created the "Let's Get LOUD" talk series to increase learner satisfaction, engagement, and first-year retention among novice nurses. [ABSTRACT FROM AUTHOR]

The article describes the symbiotic relationship between educational programs and clinical settings. Topics discussed include challenges in procuring clinical settings, benefits of clinical education that benefit educational programs, students, and clinical settings, and important attributes when developing a relationship.

Retention of nurses in medical departments is complicated due to the high and stressful workload. The aim of this study was therefore to describe registered nurses' perceptions of essential factors influencing their desire to stay in their position in a university hospital medical department. A rapid qualitative research methodology was followed. Data collection, consisting of qualitative interviews with 22 registered nurses during December 2022 and January 2023, and analysis, was guided by the Rigorous and Accelerated Data Reduction (RADaR) technique. The COREQ guidelines were used for reporting this study. The findings showed how the registered nurses collectively expressed collegial unity, flexible working hours, opportunities for development and training, the patient category and the managers' importance as the five essential factors important for them to stay in their position. The study recommends that future research on retention has a point of departure in the local context and culture of the hospital wards. [ABSTRACT FROM AUTHOR]

THIS STUDY EXAMINED THE RELATIONSHIP BETWEEN EMPLOYEE RETENTION AND ORGANIZATIONAL COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN OYO STATE. THE SPECIFIC OBJECTIVES WERE TO INVESTIGATE THE INFLUENCE OF EMPLOYEE RETENTION ON VARIOUS DIMENSIONS OF ORGANIZATIONAL COMMITMENT, NAMELY AFFECTIVE, CONTINUANCE, AND NORMATIVE COMMITMENT. THE STUDY EMPLOYED A SURVEY RESEARCH DESIGN WITH A SAMPLE SIZE OF 283 EMPLOYEES FROM COCA-COLA NIGERIA LTD. DATA WERE COLLECTED THROUGH A STRUCTURED QUESTIONNAIRE, AND BOTH DESCRIPTIVE AND INFERENTIAL STATISTICS WERE USED FOR DATA ANALYSIS. THE QUESTIONNAIRE WAS USED FOR DATA COLLECTION IN THE STUDY. THE FINDINGS REVEALED THERE WAS A SIGNIFICANT INFLUENCE OF EMPLOYEE RETENTION ON ORGANIZATIONAL COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN [T (148) =10.28, P<.05]; THERE WAS A SIGNIFICANT INFLUENCE OF EMPLOYEE RETENTION ON AFFECTIVE COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN [T (148) =3.14, P<.05]; THERE WAS A SIGNIFICANT INFLUENCE OF EMPLOYEE RETENTION ON NORMATIVE COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN [T (148) =2.15, P<.05]; THERE WAS A SIGNIFICANT INFLUENCE OF WORK-LIFE BALANCE (I.E. A DIMENSION OF EMPLOYEE RETENTION) ON ORGANIZATIONAL COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN [T (148) =4.34, P<.05]; THERE WAS A SIGNIFICANT INFLUENCE OF APPRECIATION AND SIMULATION (I.E. A DIMENSION OF EMPLOYEE RETENTION) ON ORGANIZATIONAL COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN [T (148) =2.67, P<.05]. THE STUDY CONCLUDED THAT EMPLOYEES’ RETENTION HAD A SIGNIFICANT INFLUENCE ON ORGANIZATIONAL COMMITMENT IN COCA-COLA NIGERIA LTD, OYO STATE, IBADAN. BASED ON THIS,, IT WAS RECOMMENDED THAT COCA-COLA NIGERIA LTD SHOULD STRENGTHEN ITS EMPLOYEE RETENTION STRATEGIES THIS STUDY EXAMINED THE RELATIONSHIP BETWEEN EMPLOYEE RETENTION AND ORGANIZATIONAL COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN OYO STATE. THE SPECIFIC OBJECTIVES WERE TO INVESTIGATE THE INFLUENCE OF EMPLOYEE RETENTION ON VARIOUS DIMENSIONS OF ORGANIZATIONAL COMMITMENT, NAMELY AFFECTIVE, CONTINUANCE, AND NORMATIVE COMMITMENT. THE STUDY EMPLOYED A SURVEY RESEARCH DESIGN WITH A SAMPLE SIZE OF 283 EMPLOYEES FROM COCA-COLA NIGERIA LTD. DATA WERE COLLECTED THROUGH A STRUCTURED QUESTIONNAIRE, AND BOTH DESCRIPTIVE AND INFERENTIAL STATISTICS WERE USED FOR DATA ANALYSIS. THE QUESTIONNAIRE WAS USED FOR DATA COLLECTION IN THE STUDY. THE FINDINGS REVEALED THERE WAS A SIGNIFICANT INFLUENCE OF EMPLOYEE RETENTION ON ORGANIZATIONAL COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN [T (148) =10.28, P<.05]; THERE WAS A SIGNIFICANT INFLUENCE OF EMPLOYEE RETENTION ON AFFECTIVE COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN [T (148) =3.14, P<.05]; THERE WAS A SIGNIFICANT INFLUENCE OF EMPLOYEE RETENTION ON NORMATIVE COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN [T (148) =2.15, P<.05]; THERE WAS A SIGNIFICANT INFLUENCE OF WORK-LIFE BALANCE (I.E. A DIMENSION OF EMPLOYEE RETENTION) ON ORGANIZATIONAL COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN [T (148) =4.34, P<.05]; THERE WAS A SIGNIFICANT INFLUENCE OF APPRECIATION AND SIMULATION (I.E. A DIMENSION OF EMPLOYEE RETENTION) ON ORGANIZATIONAL COMMITMENT IN COCA-COLA NIGERIA LTD, IBADAN [T (148) =2.67, P<.05]. THE STUDY CONCLUDED THAT EMPLOYEES’ RETENTION HAD A SIGNIFICANT INFLUENCE ON ORGANIZATIONAL COMMITMENT IN COCA-COLA NIGERIA LTD, OYO STATE, IBADAN. BASED ON THIS,, IT WAS RECOMMENDED THAT COCA-COLA NIGERIA LTD SHOULD STRENGTHEN ITS EMPLOYEE RETENTION STRATEGIES. [ABSTRACT FROM AUTHOR]

Key Takeaways: The water industry needs updated job descriptions, not just for positions requiring digital expertise but to cultivate a digital workforce that expects to learn new skills over time. Novel technologies such as digital twins, drones, and virtual reality training require new job classifications for digital workers in the water sector, now and in the future. To meet water workforce challenges like employee retention and retirements, accurate job announcements can help utilities fill vacancies faster and maintain a professionally agile staff. [ABSTRACT FROM AUTHOR]

Purpose- This study examines the subjective dimension of career success in the dynamic global tourism industry, specifically the relationship between Career Commitment (CC) and Subjective Career Success (SCS). It uses a serial mediation framework with self-efficacy (SE) and career resilience (CR) as mediators and focuses on tourism professionals. Research methodology - We developed a theoretical serial mediation model to investigate this relationship. We conducted regression analysis using SPSS version 25 and AMOS (the Process Macro model 6) to test our proposed hypotheses. A total of 357 employees from various tourism-related organizations participated in this research. Findings - Employees who invested in their careers reported higher satisfaction with SCS in their working lives. Independently and consecutively, SE and CR influenced the association between CC and SCS. Research implications and Originality - The implications of this research extend to individuals and tourism organizations. For individuals, it provides a deeper understanding of how CC, SE and CR interact to manage the complexities of the tourism industry and promote professional success. For organizations, it highlights the importance of promoting CC through effective career development initiatives that can lead to a competent and motivated workforce, which ultimately increases employee engagement and retention. [ABSTRACT FROM AUTHOR]

New graduate nurses often lack professional confidence to voice safety concerns. An evidence review was conducted to determine how participating in a mentorship program impacts the development of assertive communication during the first year of practice. Evidence indicates that providing a supportive environment, with physical and emotional access to mentors, should be used to increase new graduate nurses' self-perceived ability and willingness to voice safety concerns. [ABSTRACT FROM AUTHOR]

Managers and human resource professionals must possess the requisite abilities of generational awareness to effectively match the distinct attributes exhibited by various age cohorts within the overarching objectives of the firm. Organizational leaders must understand the four major age groups that constitute the workforce: the Traditional Generation, the Baby Boomers, Generation X, Generation Y, also known as the Millennials, and Generation Z. A recent study conducted by McKenzie reveals that several factors, namely financial incentives, career advancement opportunities, flexibility in the workplace, and a sense of purpose at work, have a significant impact on employee retention (The Gen Z Equation, 2023). Schroth (2019) suggests that providing appropriate onboarding procedures would result in increased productivity among the Gen Z cohort in the workplace. This study's primary focus examines Gen Z's preferences for leadership styles, perceptions regarding organizational culture, and how these affect Gen Z's learning approaches. The findings are utilized to generate recommendations and strategies for effectively preparing Generation Z for the workforce by implementing strategic orientation and onboarding practices. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to identify the mediating effects of career motivation and job-esteem and the effect of the nursing work environment on intention to stay among hospital nurses. Methods: Data were collected from 289 nurses working at an advanced general hospital. The research model design was based on the PROCESS macro proposed by Hayes and analyzed using SPSS 24.0 program. Results: The results showed a positive correlation between intention to stay and nursing work environment (r = .19, p = .001), career motivation (r = .34, p < .001), and job-esteem (r = .37, p < .001). Nursing work environment (B = 0.34 [.09-.59]) and job-esteem (B = 0.27 [.04-.49]) had a direct effect on intention to stay. There was a two-mediator sereal mediation effect of career motivation and job-esteem. The nursing work environment showed a significant effect on the intention to stay among hospital nurses through career motivation and job-esteem. Conclusion: In order to increase the retention rate of hospital nurses, it is suggested that government and medical institutions provide multifaceted support that can increase nurses' motivation for career development and recognition of the nursing profession through improvement of the nursing work environment. [ABSTRACT FROM AUTHOR]

The article emphasizes the importance of developing soft skills, such as emotional intelligence (EI) and effective communication, alongside traditional hard skills in preparing future healthcare leaders for unprecedented challenges. Topics include the necessity of soft competencies in navigating complex healthcare environments, strategies for fostering EI among health management students, and the critical role of effective communication in enhancing team dynamics and patient care outcomes.

The changing landscape of nursing and increasing number of nurses leaving the profession calls for a reexamination of career pathways. Professional mentors and faculty play a pivotal role in advising nursing students and new nurses. By sharing lessons learned from an undergraduate nursing student after interviewing 21 nurses working in nontraditional roles, the article highlights the importance of embracing the diverse professional goals and strengths of each nurse as a retention strategy. [ABSTRACT FROM AUTHOR]

Nursing education focuses on nursing theory and the ability to perform tasks. There is a lack of education related to prioritization of nursing tasks. Therefore, new nurses transitioning into their roles sometimes struggle and, as a result, leave their units or, often enough, our facility. We developed a Professional Success Program that includes cognitive prioritization exercises and simulation scenarios to assist these nurses. After utilizing the program, our facility has seen an increase in nurse retention. [ABSTRACT FROM AUTHOR]

Background: The impact of aggressive and violent behaviors directed toward staff in psychiatric facilities has layers of implications tied to recruitment and retention, cost, quality and safety. Local Problem: Increased patient aggressive behaviors contributed to staff dissatisfaction and high turnover rates, triggering an analysis of current aggression management approaches. Methods: The Plan-Do-Study-Act quality improvement method was used for this project. Interventions: The Dynamic Appraisal of Situational Aggression (DASA) risk assessment tool was implemented. Results: Daily aggression risk identification increased by 69%, and aggressive incidents toward staff and patients decreased by 64% and 28%, respectively, when the tool was completed more consistently. Surveys revealed acceptance of the tool by nurses. Conclusions: Quality improvement statistical tools supported evidence-based strategies. A risk for aggression assessment laid the foundations for implementing strategies for reducing aggression and violence. [ABSTRACT FROM AUTHOR]