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ABSTRACTIntroduction: Healthcare workers (HCWs) often experience morally challenging situations in their workplaces that may contribute to job turnover and compromised well-being. This study aimed to characterize the nature and frequency of moral stressors experienced by HCWs during the COVID-19 pandemic, examine their influence on psychosocial-spiritual factors, and capture the impact of such factors and related moral stressors on HCWs’ self-reported job attrition intentions.Methods: A sample of 1204 Canadian HCWs were included in the analysis through a web-based survey platform whereby work-related factors (e.g. years spent working as HCW, providing care to COVID-19 patients), moral distress (captured by MMD-HP), moral injury (captured by MIOS), mental health symptomatology, and job turnover due to moral distress were assessed.Results: Moral stressors with the highest reported frequency and distress ratings included patient care requirements that exceeded the capacity HCWs felt safe/comfortable managing, reported lack of resource availability, and belief that administration was not addressing issues that compromised patient care. Participants who considered leaving their jobs (44%; N = 517) demonstrated greater moral distress and injury scores. Logistic regression highlighted burnout (AOR = 1.59; p

Copyright of European Journal of Psychotraumatology is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Attrition is the departure of employees from the organization for any reason like resignation, termination, death or retirement. The main aim of this paper is to recognise the reasons, why attrition occurs in manufacturing industries in Salem District, to identify the satisfactory level of employees towards their job and working conditions and to find the ways to reduce the attrition in manufacturing industries in Salem District. In this present study, the sample size of 50 respondents were selected from manufacturing industries like textile mills, cotton mills, steel industries, automobile industries and electrical industries which are situated in Salem District. The result showed that there is a significant Difference (at 0.05 levels) amongst the different categories of experience of the respondents with the attrition factors. [ABSTRACT FROM AUTHOR]

Copyright of Al-Dananeer is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Context: Occupation or occupational setting shifts might be occurring in the athletic training profession, and differences between sexes might exist; however, little evidence exists to confirm this supposition. Objective: To evaluate trends in male and female athletic training employment patterns in terms of age and occupational setting. Design: Cross-sectional study. Setting: We requested demographic data from the National Athletic Trainers' Association (October 27, 2009) and obtained frequency totals of members by sex across the occupational life span by occupational setting. Patients or Other Participants: Our sample included 18571 athletic trainers employed in the 3 largest classifications of occupational settings within the profession: college or university, clinical, and secondary school. Main Outcome Measure(s): We calculated frequencies and percentages to determine demographic and descriptive data. We analyzed the data using an analysis of variance to identify the differences between sexes across age and setting. Results: We observed trends in occupational setting and sex across ages 22 to 67 years. We identified differences between sexes across the ages 22 to 67 years (F118569=110818.080, P<.001, r|2 = .O68) and across occupational settings (F118569= 61.908, P<.001, T|2 = .OO3), noting a marked decline in female athletic trainers in the workforce beginning around age 28 years and an increase in male athletic trainers in the secondary school setting beginning around their middle to late 40s. We observed differences at the intercept between setting and sex (F118569 = 63529.344, P<.001, r|2 = .845), which were greater when observed across the ages (F118569 = 23566787.642, P< .001,ti2 = .939). Conclusions: We identified differences between sexes across settings and ages in addition to an overall decrease in the workforce among all professionals. A marked decline in female athletic trainers occurred at age 28 years, yet the male population increased at the secondary school level, suggesting a setting shift. Burnout, fatigue, pay scale, and a misunderstanding of professional culture and job duties might influence the exodus or shift in athletic traininq. [ABSTRACT FROM AUTHOR]