Relevant bibliographies by topics / Annual turnover

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  2. Dissertations / Theses
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  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Annual turnover'

Author: Grafiati
Published: 4 June 2021
Last updated: 8 February 2022

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Journal articles on the topic "Annual turnover"

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Stadler, Dora J., Halah Ibrahim, Debalina Dutta, Joseph Cofrancesco, and Sophia Archuleta. "Program Director Retention and Attrition Rates in International Graduate Medical Education." Journal of Graduate Medical Education 12, no. 5 (October 1, 2020): 624–27. http://dx.doi.org/10.4300/jgme-d-20-00014.1.

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ABSTRACT Background Program directors (PDs) are integral to the education of the next generation of physicians. Yet, administrative burdens, substantial patient care responsibilities, and lack of protected time for teaching may contribute to work-life imbalance and physician burnout, leading to high rates of attrition. Data on international residency program leadership turnover are lacking. Objective This study aimed to quantify PD turnover in Accreditation Council for Graduate Medical Education-International (ACGME-I) accredited programs in Singapore, United Arab Emirates (UAE), and Qatar, and to compare to US PD attrition rates. Methods Data on PD turnover in international programs was extracted from the ACGME-I Accreditation Data System for academic years 2010–2011 through 2018–2019 for Singapore and 2013–2014 through 2018–2019 for UAE and Qatar. Rates of PD turnover were calculated by country and by ACGME-I medical-, surgical-, and hospital-based specialty groupings and compared using χ2 test. Annual US PD turnover data was extracted from the ACGME's Data Resource Book. Results Seventy programs met inclusion criteria. International PD attrition was high, with 56 programs (80%) changing PDs since program inception, and 16 programs (29%) having 2 or more PD turnovers. There was no significant difference between PD turnover rates in hospital (83%), medical (79%), or surgical (78%) specialties. International PD attrition rates varied from 7% to 20% annually and were comparable to PD turnover in US programs (range 12%–15%). Conclusions High PD turnover rates in newly accredited international residency programs were noted, although annual attrition rates were comparable to US residency programs.
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Lloyd, H. G., B. Jensen, J. L. Haaften, F. J. J. Niewold, A. Wandeler, K. Bögel, and A. A. Arata. "Annual Turnover of Fox Populations in Europe*." Zentralblatt für Veterinärmedizin Reihe B 23, no. 7 (May 13, 2010): 580–89. http://dx.doi.org/10.1111/j.1439-0450.1976.tb00696.x.

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Zhao, Yuejen, Deborah J. Russell, Steven Guthridge, Mark Ramjan, Michael P. Jones, John S. Humphreys, and John Wakerman. "Cost impact of high staff turnover on primary care in remote Australia." Australian Health Review 43, no. 6 (2019): 689. http://dx.doi.org/10.1071/ah17262.

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Objectives The aim of this study was to estimate the costs of providing primary care and quantify the cost impact of high staff turnover in Northern Territory (NT) remote communities. Methods This cost impact assessment used administrative data from NT Department of Health datasets, including the government accounting system and personnel information and payroll systems between 2004 and 2015, and the primary care information system from 2007 to 2015. Data related to 54 government-managed clinics providing primary care for approximately 27200 Aboriginal and non-Aboriginal people. Main outcome measures were average costs per consultation and per capita, cost differentials by clinic, year and levels of staff turnover. Linear regression and dominance analysis were used to assess the effect of staff turnover on primary care costs, after adjusting for remoteness and weighting analysis by service population. Both current and constant prices were used. Results On average, in constant prices, there was a nearly 10% annual increase in remote clinic expenditure between 2004 and 2015 and an almost 15% annual increase in consultation numbers since 2007. In real terms, the average costs per consultation decreased markedly from A$273 in 2007 to A$197 in 2015, a figure still well above the Medicare bulk-billing rate. The cost differentials between clinics were proportional to staff turnover and remoteness (both P<0.001). A 10% higher annual turnover rate pertains to an A$6.12 increase in costs per consultation. Conclusions High staff turnover exacerbates the already high costs of providing primary care in remote areas, costing approximately A$50 extra per consultation. This equates to an extra A$400000 per clinic per year on average, or A$21million annually for the NT government. Over time, sustained investments in developing a more stable primary care workforce should not only improve primary care in remote areas, but also reduce the costs of excessive turnover and overall service delivery costs. What is known about the topic? Population size and geographical remoteness are important cost drivers in remote clinics, whereas elsewhere in Australia the high use of short-term staff to fill positions has been identified as a major contributor to higher nurse turnover costs and to overall health service costs. Nursing staff expenditure accounts for a large proportion (46%) of total expenditure in NT remote health services, whereas expenditure on Aboriginal Health Practitioners (AHPs) comprises only 6%. Annual nurse turnover rates in remote NT clinics average approximately 150%, whereas levels of 40% in other contexts are considered high. What does this paper add? Annual expenditure for NT remote clinics has increased, on average, by 10% per annum between 2004 and 2015, but small declines in real expenditure have been observed from a maximum in 2012. Expenditure on nursing staff comprises 40% of overall expenditure in remote clinics, whereas expenditure on AHPs comprises less than 5%. The cost impact of every 10% increase in remote nurse and AHP annual turnover has been quantified as an extra A$6.12 per primary care consultation, which equates, on average, to an extra A$400000 per remote clinic, and an extra A$21million overall for the NT Department of Health each year. The average real expenditure per primary care consultation has decreased from A$273 in 2007 to A$197 in 2015, representing a statistically significant linear trend reduction of A$7.71 per consultation annually. What are the implications for practitioners (and other decision-makers)? Adjusting policy settings away from the high use of short-term staff to investment in appropriate training ‘pipelines’ for the remote primary care workforce may, in the medium and longer term, result in reduced turnover of resident staff and associated cost savings. Targeted recruitment and retention strategies that ensure individual primary care workers are an optimal fit with the remote communities in which they work, together with improved professional and personal support for staff residing in remote communities, may also help reduce turnover, improve workforce stability and lead to stronger therapeutic relationships and better health outcomes.
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Redding, Christopher, and Gary T. Henry. "Leaving School Early: An Examination of Novice Teachers’ Within- and End-of-Year Turnover." American Educational Research Journal 56, no. 1 (August 12, 2018): 204–36. http://dx.doi.org/10.3102/0002831218790542.

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Most prior research measures teacher turnover as an annual event, but teachers actually leave their positions throughout the school year. We use data from North Carolina to measure teacher turnover monthly throughout the entire year and conduct an analysis of their persistence to examine the differences in early career teacher turnover. Annually, 6% of early career teachers turn over during the school year. Teachers trained in traditional, university-based programs are most likely to move schools, and alternate entry and out-of-state prepared teachers are more likely to leave teaching, both during and at the end of the school year. We discuss the implications within-year turnover has on creating disruptive learning environments, particularly in underserved schools.
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Chaison, Gary N., and Joseph B. Rose. "An Analysis of Annual Turnover Rates for Canadian Union Presidents." Relations industrielles 32, no. 4 (April 12, 2005): 547–64. http://dx.doi.org/10.7202/028822ar.

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This paper re-examines the common views that presidential turnover occurs infrequently, is often the result of political forces and provides an adequate measure of union democracy. Moreover, the authors try to determine to what extent environmental factors influence annual presidential turnover rates among Canadian national unions.
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Dörr, Helmut, and K. O. Münnich. "Annual Variations of the 14C Content of Soil CO2." Radiocarbon 28, no. 2A (1986): 338–45. http://dx.doi.org/10.1017/s0033822200007438.

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A 6-year and a 2-year record of 14C measurements of soil CO2 in two soils are presented and discussed. The annual 14C variation of soil CO2 is controlled by the seasonally varying contribution of root respiration and of microbial decomposition of organic matter producing soil CO2. The Δ14C soil CO2 difference between summer and winter is ca 50‰ in a soil where turnover of organic matter is fast (τ = 2.5a) and ca 100‰ in a soil of slow turnover (τ = 60a). A simple model describing the movement and turnover of organic matter is derived, giving the depth distributions of organic carbon and of 14C. The model needs a subdivision of the carbon reservoir into at least two reservoirs with residence times of τ1 = la and τ2 = 100a, respectively, and with a vertical transfer velocity in the order of 0.6mm/a.
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Arnott, Shelley E., Norman D. Yan, John J. Magnuson, and Thomas M. Frost. "Interannual variability and species turnover of crustacean zooplankton in Shield lakes." Canadian Journal of Fisheries and Aquatic Sciences 56, no. 1 (January 1, 1999): 162–72. http://dx.doi.org/10.1139/f98-152.

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We estimated apparent species turnover rates and richness of the zooplankton annually over a 12-year period in eight lakes in south-central Ontario. Although species richness varied little among years (CV = 13%), apparent species turnover rates averaged 16%/year. This apparent turnover varied among years and was influenced by census interval, the number of censuses, the occurrence of rare species, and lake pH. However, Monte Carlo simulations indicated that turnover attributable to sampling error was high. That is, despite high apparent turnover rates, we cannot be certain whether interannual changes in community composition result from immigration and extinction of species because sampling error could largely account for all apparent turnover. Regardless of the source of apparent turnover (sampling or immigrations and extinctions), high turnover rates imply that zooplankton biodiversity can be underestimated in short-term studies because we detect a different assemblage of species every year. Only one third of the total species pool for each lake was detected every year. Annual data underestimated long-term species pools by 33-50%.
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Muukkonen, P., and A. Lehtonen. "Needle and branch biomass turnover rates of Norway spruce (Picea abies)." Canadian Journal of Forest Research 34, no. 12 (December 1, 2004): 2517–27. http://dx.doi.org/10.1139/x04-133.

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Turnover rates of needle and branch biomass, number of needle cohorts, and needle-shed dynamics were modelled for Norway spruce (Picea abies (L.) Karst.) in southern Finland. Biomass turnover rates, vertical distribution, and biomass of the branches were modelled simultaneously. The rate of needle turnover was determined from needle-shed dynamics. The potential litterfall of branches was modelled by combining the vertical distribution of branch biomass and the annual change in height of the crown base. The mean annual turnover rates for needle and branch biomass are 0.10 and 0.0125, respectively. At the age of 5.5 years, 50% of the needles in the needle cohort have been shed. In addition, at the age of 12 years, all needles of the needle cohort have been shed. Turnover of branch biomass was dependent on stand density and tree size. The modelled rates of biomass turnover agreed with measurements of needle and branch litterfall. Many process- or inventory-based models use a single turnover rate for branch litterfall based on literature, and some of the models are fully ignoring the litterfall of branches. Species-specific turnover rates or dynamic litterfall models should be applied when carbon flows in forest stands are modelled.
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Kennedy, Katherine A., Robert Applebaum, and John R. Bowblis. "Facility-Level Factors Associated With CNA Turnover and Retention: Lessons for the Long-Term Services Industry." Gerontologist 60, no. 8 (July 29, 2020): 1436–44. http://dx.doi.org/10.1093/geront/gnaa098.

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Abstract Background and Objectives Certified nursing assistant (CNA) turnover and retention are critical aspects of facilities’ ability to provide cost-effective, high-quality person-centered care. Previous studies and industry practice often treat turnover and retention as similar concepts, assuming that low turnover and high retention are synonymous. The study addressed the question of whether turnover and retention rates differ and if so, what those differences mean for nursing home practice, policy, and research. Research Design and Methods This study examines facility-level factors associated with CNA retention and turnover rates using 2015 data from the Ohio Biennial Survey of Long-Term Care Facilities, Ohio Medicaid Cost Reports, Certification and Survey Provider Enhanced Report, and the Area Health Resource File. Using bivariate tests and regression analysis, we compare rates and the factors associated with retention and turnover. Results The mean facility annual retention rate was 64% and the mean annual turnover rate was 55%. As expected, there was a statistically significant and negative correlation between the rates (r = −0.26). However, some facilities had both high retention and high turnover and some had low rates for both measures. Not all the variables that are associated with turnover are also associated with retention. Discussion and Implications CNA retention is not simply the absence of CNA turnover. Given the differences, nursing homes may need to use strategies and policies designed to target a particular stability measure.
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Relys, Vygandas, Seppo Koponen, and Dalius Dapkus. "ANNUAL DIFFERENCES AND SPECIES TURNOVER IN PEAT BOG SPIDER COMMUNITIES." Journal of Arachnology 30, no. 2 (August 2002): 416–24. http://dx.doi.org/10.1636/0161-8202(2002)030[0416:adasti]2.0.co;2.

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Dissertations / Theses on the topic "Annual turnover"

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Huttunen, K. L. (Kaisa-Leena). "Biodiversity through time:coherence, stability and species turnover in boreal stream communities." Doctoral thesis, Oulun yliopisto, 2016. http://urn.fi/urn:isbn:9789526211602.

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Abstract Describing how and why species composition of ecological communities varies across spatial and temporal scales is a primary objective for ecological research. A key challenge is to distinguish changes in community composition resulting from external factors from the natural background variability. In this thesis I aimed to study: 1) the level of temporal variation in community composition of stream macroinvertebrates, 2) the role of different environmental factors to temporal variability, 3) the effect of temporal variability on bioassessment outcomes, and 4) comparability of different approaches to study community variability through time. A majority of the studied macroinvertebrate communities showed lower level of inter-annual variation, i.e. temporal turnover, than expected by chance. The observation of high community stability was further supported by the low level of inter-annual variation in taxonomic completeness (quotient of observed and expected number of species, O/E). Despite the low absolute variation in O/E, ecological status assessments varied annually. Thus the use of one year data may bias management decisions. Macroinvertebrate communities experienced similar dynamics across several spatial extents, from riffles within a stream to streams among regions, suggesting that large-scale extrinsic factors are the major driver of community dynamics. Especially climatically exceptional years may have a strong imprint on community variability. However, at the within-stream scale, coherence was lower than expected, indicating that community dynamics may be driven by different processes at different spatial extents. Stream macroinvertebrate community dynamics were strongly related to in-stream vegetation, temporal variability decreasing with increasing macrophyte cover. Importantly, the effect of in-stream vegetation on temporal turnover of macroinvertebrate communities was masked by the stochastic effect of habitat connectivity, suggesting that unless stochastic effects are controlled for, the role of deterministic processes may be obscured, thus affecting our ability to understand and predict community changes through time. In addition, different approaches to study temporal variability may disagree on estimates for the level of temporal turnover and factors explaining it – a fact that should be taken into account when planning and comparing studies
Tiivistelmä Yksi ekologisen tutkimuksen keskeisistä tavoitteista on kuvata, miten ja miksi eliöyhteisöjen koostumus muuttuu paikasta ja ajankohdasta toiseen. On tärkeää pystyä erottamaan erilaisten ulkoisten tekijöiden aiheuttamat muutokset luonnollisesta taustavaihtelusta. Väitöskirjani tavoitteena oli selvittää 1) miten paljon virtavesien pohjaeläinyhteisöissä tapahtuu ajallista vaihtelua 2) mitkä ympäristötekijät vaikuttavat yhteisöjen ajalliseen vaihteluun 3) miten ajallinen vaihtelu vaikuttaa ympäristön tilan arviointiin ja 4) kuinka vertailukelpoisia ovat eri lähestymistavat ajallista vaihtelua tutkittaessa. Valtaosa tutkituista pohjaeläinyhteisöistä vaihteli vuosien välillä vähemmän kuin olisi sattumalta odotettavissa osoittaen varsin suurta ajallista pysyvyyttä. Käsitystä yhteisöjen pysyvyydestä tuki myös vähäinen vuosittainen vaihtelu ekologista tilaa kuvaavassa taksonomisessa eheydessä (=havaitun ja odotetun lajiston suhde O/E). Huolimatta näennäisen pienestä vaihtelusta O/E suhteessa paikkakohtaiset tilaluokka-arviot saattoivat vaihtua vuodesta toiseen. Yhden vuoden aineistoon perustuvat tilan arvioinnit voivat siis johtaa virheellisiin johtopäätöksiin. Pohjaeläinyhteisöjen ajallinen vaihtelu oli samankaltaista eri mittakaavoilla niin peräkkäisten koskipaikkojen kuin eri alueilla sijaitsevien purojen välillä. Suuren mittakaavan ympäristötekijät näyttävät siis säätelevän eliöyhteisöjen ajallista vaihtelua. Erityisesti ilmastotekijöiltään poikkeukselliset vuodet säätelevät eliöyhteisöjä, ja niiden vaikutus voi näkyä vielä useiden vuosien kuluttua. Vaihtelun samankaltaisuus peräkkäisten koskipaikkojen välillä oli kuitenkin odotettua pienempää. Yhteisöjä voivat siis säädellä osittain eri tekijät eri mittakaavoilla. Tutkittujen pohjaeläinyhteisöjen ajallisen vaihtelun voimakkuus liittyi erityisesti vesikasvillisuuden määrään: vaihtelu väheni kasvillisuuden lisääntyessä. Kasvillisuuden määrän vaikutus peittyi kuitenkin satunnaisten tekijöiden alle. Jos satunnaisia tekijöitä ei huomioida, deterministiset syy-seuraussuhteet voivat jäädä huomaamatta heikentäen mahdollisuuksiamme ymmärtää ja ennustaa eliöyhteisöjen vaihtelua. Lisäksi eri lähestymistavat ajallista vaihtelua tutkittaessa voivat johtaa erilaisiin arvioihin vaihtelun suuruudesta ja siihen vaikuttavista tekijöistä, mikä tulisi ottaa huomioon tutkimuksia suunnitellessa ja niiden tuloksia vertailtaessa
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Shao, Lin Han. "The Influence of Environmental, Organizational and Managerial Factors on Export Decisions and Export Performance." Electronic Thesis or Diss., Bordeaux, 2020. http://www.theses.fr/2020BORD0156.

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La question de la performance des entreprises à l'exportation est une composante importante de l’ensemble des questions de recherche possibles tenant à l’exportation. Les facteurs associés au succès à l'exportation sont nombreux et complexes, comme ceux du pays, de l'entreprise, de la gestion, du niveau culturel, etc. ; ils gravitent autour de trois grands axes que sont les facteurs organisationnels, environnementaux et de gestion (Leonidou et al. 2002). La présente recherche vise à déterminer comment les performances à l'exportation sont affectées par les facteurs environnementaux, organisationnels et managériaux, en particulier la distance psychique et culturelle, la gestion des relations, les voyages d'affaires internationaux, les capacités financières des entreprises et les capacités complémentaires. Car la manière dont les entreprises peuvent exporter avec succès vers des pays lointains n'est encore pas totalement comprise (Lages et al., 2009). Le fonctionnement des relations avec les pays lointains reste étonnamment sous-examiné (Griffith & Dimitrova, 2014), en particulier la distance psychique - la mesure dans laquelle les normes et les valeurs de deux pays diffèrent en raison de leurs caractéristiques nationales distinctes (Ford,1984, p. 102), lorsqu'il s'agit de l'interaction potentielle entre la distance commerciale et culturelle et les facteurs managériaux. L'autre observation est que le commerce international dépend progressivement de la transmission d'informations complexes par le biais de la communication (Cristea, 2011). Les performances des entreprises varient parce qu'elles utilisent leurs ressources de différentes manières (Shuleska et al. (2016). Les voyages d'affaires internationaux jouent un rôle très important dans les affaires d'exportation, en particulier pour le commerce du vin, car les responsables des exportations pratiquent des voyages d'affaires internationaux rituels pour rencontrer les clients potentiels à l'étranger, organiser des dégustations de vin, participer à des foires internationales du vin. Néanmoins, jusqu'à présent, nous savons très peu de choses sur l'impact de ces voyages sur les performances à l'exportation. La thèse est donc organisée comme suit: nous avons d'abord réalisé une étude bibliométrique en analysant 1344 publications de 1900 à 2019. Deuxièmement, nous avons fait un travail empirique en étudiant l'effet d'interaction de deux formes de distance psychique (commerciale et culturelle) sur la gestion des relations à l'exportation. Plus précisément, cette recherche examine le rôle modérateur de la distance culturelle dans l'effet de la distance commerciale sur différentes dimensions de la gestion des relations et des performances financières à l'exportation. Cette recherche s'appuie sur un échantillon de 174 cadres français à l'exportation à qui il a été demandé de donner leur avis sur leur relation avec leur homologue chinois dans le commerce du vin, et sur leurs performances en la matière. Troisièmement, un autre travail empirique examine l'impact des voyages d'affaires internationaux sur les performances à l'exportation en se fondant sur la théorie resource-based view (RBV) et en intégrant les facteurs organisationnels (chiffre d'affaires annuel) et le management stratégique (capacité complémentaire) dans l'analyse des exportations françaises de vin. L'étude bibliométrique et deux études empiriques révèlent des résultats significatifs et apportent de nouvelles et importantes implications théoriques et managériales
Export performance is an important research part of export study. Extensive empirical research has been carried out to identify and study the determinant factors of successful export performance. The factors associated with the three major axes of organizational, environmental, and managerial factors in the work of (Leonidou et al. 2002). The research aims to find how export performance is affected by environmental, organizational, managerial factors, especially, the psychic business distance and cultural distance, relationship management, international business travel, firms’ financial capabilities and complementary capabilities, specially, psychic distance – the extent to which the norms and values of two countries differ (Ford,1984, p. 102), when it comes to the potential interplay between business distance and cultural distance with managerial factors. The other observation is that international business depends gradually on transmitting complex information through vis-à-vis communication (Cristea, 2011). Companies vary in their performance because they use their resources in different ways (Shuleska et al. 2016). International business travel plays very important role in export business, especially for wine business, as the export managers practice ritual international business travel to meet the overseas prospective customers, organize wine tasting, participate in international wine fairs. Nevertheless, up to now, we have known very little about the impact of such travel on export performance.Hence, the thesis is organized as follows.First, we present a bibliometric study by analyzing 1344 publications from 1900 to 2019. Second, we examine the interacting effect of the two forms of psychic distance (business and cultural) on export relationship management. Specifically, this research examines the moderating role of cultural distance in the effect of business distance on different dimensions of relationship management and financial export performance. This research builds on a sample of 174 French export executives who were asked to rate their views of their relationship with their Chinese business counterpart in the wine trade,and their related performance. Third, we examine the impact of international business travel on export performance by integrating organizational factors (annual turnover) and strategic management (complementary capability) into the analysis with equally 174 French wine exporting firms.The systematic bibliometric study and two empirical studies reveal meaningful results which shed light on the export literature study and provides numerous contributions on the theoretical, methodological, and managerial levels related to export performance
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Guðmundsdóttir, Sunna, and Emeli Kammerland. "Assessing Staff Turnover: A View from Hotel Workers in Reykjavík : Causes and Impacts." Thesis, Högskolan Dalarna, Turismvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:du-28315.

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Staff turnover is an endemic issue in the hospitality industry, worldwide. Voluntary staff turnover has been the focus of many studies in the past decades and many researchers have constantly intended to connect a number of variables to it. This study deals with a human perspective of staff turnover and the aim was to add to the understanding of staff turnover within the hospitality industry. This was achieved by conducting in-depth interviews with hotel workers in three and four-star hotels in Reykjavík, Iceland. The causes and impacts of the turnover was examined with qualitative method. Investigation of the factors influencing employees’ intention to leave their current organization and the impact staff turnover causes to the remaining staff was carried out. The results revealed that professional advancement is a critical predictor for the employees to leave, along with factors such as work content, personal reasons, organizational factors and the nature of the tourism industry. Furthermore, the impact staff turnover causes on the staff are factors such as social connections, increased responsibilities and time and energy consumption.
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Gabriel, Doreen. "Plant communities in organic and conventional agriculture comparing local, landscape and regional effects /." Doctoral thesis, [S.l.] : [s.n.], 2006. http://webdoc.sub.gwdg.de/diss/2006/gabriel.

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Coban, Esra, Emma Torstensson, and Emelie Rylander. "En enkätstudie om användningen av digitala lösningar bland tillverkande industrier i Sverige." Thesis, Högskolan i Gävle, Industriell ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32911.

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In today's industry sector, it has become increasingly common for manufacturers to use digital systems to support their services. Companies that do not respond to this development risk being threatened as competitors can offer more responsive and customized offers. The purpose of this study is to investigate the use of digital solutions among manufacturing industries in Sweden. The study also aims to investigate whether there is any link between the utilization of digital solutions and the total turnover in year 2017. The German research institute Franunhofer ISI has carried out a survey of manufacturing industries in Europe. This survey is called EMS and stands for European Manufacturing Survey. The study is based on the answers from manufacturing industries in Sweden and is the empirical data in the study. To answer the study's questions, the SPSS program was used. SPSS is a digital computer program that analyzes statistics. Two ANOVA tests were conducted to see whether there is a link between the level of use of digital solutions and the total turnover of businesses in year 2017. In the second test the utilization of digital solutions and type of manufacturing industry were compared. A test for pairs of observations is also carried out to see if there is a link between the different solutions. The result indicated that IT systems for controlling/planning production (as part of business systems or separate systems) are the most widely used digital solution among all manufacturing industries in Sweden. It appeared that there are three digital solutions that link the total turnover of industries in year 2017 and the level of use of digital solutions.
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Hägele, Franziska Anna [Verfasser], Anja [Akademischer Betreuer] Bosy-Westphal, and Gerald [Gutachter] Rimbach. "Impact of meal frequency and energy turnover on the regulation of energy intake / Franziska Anna Hägele ; Gutachter: Gerald Rimbach ; Betreuer: Anja Bosy-Westphal." Kiel : Universitätsbibliothek Kiel, 2019. http://d-nb.info/1202979971/34.

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Hägele, Franziska [Verfasser], Anja [Akademischer Betreuer] Bosy-Westphal, and Gerald [Gutachter] Rimbach. "Impact of meal frequency and energy turnover on the regulation of energy intake / Franziska Anna Hägele ; Gutachter: Gerald Rimbach ; Betreuer: Anja Bosy-Westphal." Kiel : Universitätsbibliothek Kiel, 2019. http://d-nb.info/1202979971/34.

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Johansson, Evelina, and Emma Johansson. ""Den som får, den ger" : En kvalitativ fallstudie om faktorer som påverkar organisationers retention." Thesis, Högskolan i Halmstad, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-37559.

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Det har skett en förändring både på arbetsmarknaden och arbetsplatsen. Det som förändrats är förväntningarna på arbetet och på dess innehåll. Syftet med studien är att undersöka varför så många medarbetare väljer att lämna en avdelning i en organisation vars personalomsättning annars är låg. Resultatet ska kunna användas som ett underlag för att organisationer ska kunna höja sin retention och behålla befintliga samt framtida medarbetare på avdelningen. Denna studie är begränsad till en särskild avdelning och är utformad som en kvalitativ fallstudie med en abduktiv ansats. Åtta semistrukturerade intervjuer har genomförts till största delen ur ett arbetstagarperspektiv men även med två arbetsgivarrepresentanter. Intervjuerna visade att avsikten att lämna avdelningen oftast beror på flera faktorer i kombination med varandra. Om de lämnar vid ett tidigare skede kan bero på att förväntningar inte uppfylls. Bristen på möjlighet till karriärutveckling gör att medarbetare lämnar avdelningen om de vill utvecklas. Det har funnits en känsla av att bli orättvist behandlad samt en brist på egenkontroll när de anställda möter en högre arbetsbelastning. Faktorerna ovan i kombination med brist på stöd ökar den anställdas avsikt att lämna.
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Jagler, Theodor, and Fredrik Hovstadius. "Får upprätthållandet av det psykologiska kontraktet dig att stanna kvar i organisationen? : En kvalitativ studie om hur kompetensutveckling och karriärmöjligheter bidrar till behållandet av personal inom organisationer." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177683.

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Inom ramen för denna studie undersöks hur organisationer kan behålla personal med hjälp av kompetensutveckling och karriärmöjligheter i samverkan med det psykologiska kontraktet. Vid implementerandet av kvalitativa intervjuer ämnar undersökningen att bidra till ökad kunskap om hur organisationer kan arbeta för att behålla medarbetare. Med hjälp av sex intervjupersoner som alla arbetar inom en specifik organisation har empiri insamlats för att undersöka problemområdet. Resultatet visar bland annat att kompetensutveckling och karriärmöjligheter uppfattades som centrala aspekter för att medarbetare ska stanna kvar inom sin organisation. Därutöver visade resultatet även vikten av att som organisation sätta rätt förväntningar till sina medarbetare för att inte riskera att de slutar inom organisationen.
Within the framework of this study, it was investigated how organizations can retain their staff with the help of competence development and career opportunities to maintain the psychological contract with the employees. When implementing the qualitative interviews, the interview guide aimed to contribute to an increased understanding of how organizations work to retain their competent employees. With the help of six interviews, empirical data has been collected to investigate the problem and research area. The results that have been discovered include that competence development and career opportunities were perceived as central parts for employees to remain within their organization. In addition, the results also showed the importance of setting the right expectations for their employees as an organization, since that could reduce the risk of the employee’s intention to leave the organization.
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Yang, Sih-Wei, and 楊思暐. "Hairdressers’ Annual Turnover Prediction by Using Support Vector Machines." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/3x6bpp.

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碩士
國立臺中科技大學
資訊工程系碩士班
104
In this paper we employ Support Vector Machines (SVM) to predict the annual turnover of hairdressers. Given the education level, experience year, age, gender, and some other attributes of a hairdresser, the annual turnover of the hairdresser can be predicted. To validate the prediction model, real data collected from a famous hair design company in Taiwan are used. These data included the profile of 51 hairdressers and their turnovers during 2014 to 2015. Results from this paper show that SVM can predict the turnover of a hairdresser accurately. In addition, the classification is done and its result shows a high accurate rate.
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Books on the topic "Annual turnover"

1

Selley, Matthew D. Annual hours as a tool to reduce labour turnover: A case study. Manchester: UMIST, 1998.

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New Jersey. Legislature. Joint Committee on the Public Schools. Committee meeting of Joint Committee on the Public Schools: Annual report on the state-operated school districts of Jersey City and Paterson. Trenton, N.J: The Committee, 1994.

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New Jersey. Legislature. Joint Committee on the Public Schools. Committee meeting of Joint Committee on the Public Schools: Barry Zubrow, Chairman, and Scott Weiner, Chief Executive Officer, of the Schools Development Authority will present the authority's annual report : [December 20, 2007, Trenton, New Jersey]. Trenton, N.J: New Jersey Office of Legislative Services, Public Information Office, Hearing Unit, 2007.

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Book chapters on the topic "Annual turnover"

1

DeConinck, James B., and C. Dean Stilwell. "Turnover Intentions of Marketing Managers." In Proceedings of the 1994 Academy of Marketing Science (AMS) Annual Conference, 201–4. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-13162-7_52.

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Hafer, John, Ronald Downey, and Nancy Zeigler. "The Job Involvement/Organizational Commitment Interaction Effect on Salespersons’ Turnover." In Proceedings of the 1992 Academy of Marketing Science (AMS) Annual Conference, 325–29. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-13248-8_67.

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Sager, Jeffrey K., and Ajay Menon. "An Assessment of the Role of Intentions in Turnover of Salespeople." In Proceedings of the 1991 Academy of Marketing Science (AMS) Annual Conference, 333–37. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-17049-7_68.

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Ramaseshan, B. "Effects of Realistic Job Information and Interviewer Affect on Retail Employee Turnover." In Proceedings of the 1994 Academy of Marketing Science (AMS) Annual Conference, 181. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-13162-7_46.

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Herndon, Neil C. "Perceived Corporate Ethicalness and Salesforce Turnover: a New Rationale for More Ethical Corporate Behavior." In Proceedings of the 1992 Academy of Marketing Science (AMS) Annual Conference, 330–35. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-13248-8_68.

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Hilton, Claire. "Personnel: Staffing the Asylums and Serving the Colours." In Civilian Lunatic Asylums During the First World War, 117–46. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54871-1_4.

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Abstract A vast staff served the asylums: doctors, nurses, attendants, artisans, clergy, kitchen and laundry workers, and other who maintained buildings, farm, gardens and cemetery. Ward work was particularly demanding, with long hours, and poor conditions of employment. A regimented and punitive culture and distrust between management and lower ranks of staff, contributed to “a general feeling of insecurity” among them. They had high rates of sickness and a high turnover, sometimes over 75 per cent annually, resulting in an inexperienced workforce. The asylum leadership contributed to creating a dysfunctional system in which the patients, whom the asylum was meant to serve, were far from central to it.
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Seth, AK, DC Gajzer, P. Suwandhi, Y. Feng, S. Kato, C. Romero, R. Patel, Z. Rosenwaks, L. Poretsky, and D. Seto-Young. "Thiazolidinediones (TZDs) Inhibit Bone Turnover." In The Endocrine Society's 92nd Annual Meeting, June 19–22, 2010 - San Diego, P2–184—P2–184. Endocrine Society, 2010. http://dx.doi.org/10.1210/endo-meetings.2010.part2.p4.p2-184.

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"16. The Annual Turnover of Social Capital (The Schemas of Reproduction)." In Time in Marx, 207–16. BRILL, 2014. http://dx.doi.org/10.1163/9789004256262_020.

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Chun, TH, M. Inoue, K. Sato-Kusubata, H. Morisaki, I. Yamanaka, Y. Miyamoto, T. Okamura, and SJ Weiss. "Genetic Link of Obesity to Adipogenic Collagen Turnover in Mice and Humans." In The Endocrine Society's 92nd Annual Meeting, June 19–22, 2010 - San Diego, OR13–4—OR13–4. Endocrine Society, 2010. http://dx.doi.org/10.1210/endo-meetings.2010.part2.or.or13-4.

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Odia, J. O. "The Determinants and Financial Statement Effects of IFRS Adoption in Nigeria." In Advances in Finance, Accounting, and Economics, 319–41. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9876-5.ch016.

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The chapter examines the determinants and financial statement effect s of IFRS adoption in Nigeria. It also investigate into the impact of effect of the adoption of IFRS on accounting figures and ratios in the financial statements of 50 companies quoted in the Nigerian Stock Exchange. The determinants considered include firm's characteristics (firm size, operating cash flow, leverage, turnover, growth in turnover, profitability, liquidity and earnings quality) and corporate governance variables (board size, board independence and audit type). The data were obtained from the annual reports of companies listed in the Nigerian Stock Exchange between 2011 and 2013 and was analyzed using the ordinary least square (OLS) and logistic regression which were used to test for determinants of IFRS adoption while the independent t-test was used to examine the financial statement effects. With regard to the determinants, the empirical result indicates only profitability and earnings quality have significant but negative association with IFRS adoption. Moreover, IFRS adoption has significant effect on the return on equity.
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Conference papers on the topic "Annual turnover"

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Eryatna, Ertia Nursanti, Nurafni Eltivia, and Kuni Utami Handayawati. "The Effect of Cash Turnover, Receivable Turnover, and Inventory Turnover Towards Profitability of Consumer Goods Companies in Indonesia." In 2nd Annual Management, Business and Economic Conference (AMBEC 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210717.039.

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Bottomley, Peter. "Turnover Management At Esso C.L.P.P. I & II." In Annual Technical Meeting. Petroleum Society of Canada, 1986. http://dx.doi.org/10.2118/86-37-65.

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Parlasca, Peter, and Bogdan Marola. "Official Indices on Housing: Prices and Turnover." In 25th Annual European Real Estate Society Conference. European Real Estate Society, 2018. http://dx.doi.org/10.15396/eres2018_38.

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Wu, Chiming, and Ke Shan Hsu. "Announcement returns of CEO Turnover Taiwan evidences." In Annual International Conference on Accounting and Finance. Global Science & Technology Forum (GSTF), 2015. http://dx.doi.org/10.5176/2251-1997_af15.72.

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Francke, Marc. "The Price-Turnover Relationship in European Housing Markets." In 22nd Annual European Real Estate Society Conference. European Real Estate Society, 2015. http://dx.doi.org/10.15396/eres2015_295.

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Spiegel, Olav. "How employee turnover impacts social capital and performance of companies." In the 50th annual conference. New York, New York, USA: ACM Press, 2012. http://dx.doi.org/10.1145/2214091.2214120.

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Pater, Liana, Şerban Miclea, and Monica Izvercian. "Statistical testing of the association between annual turnover and marketing activities in SMEs using χ2." In INTERNATIONAL CONFERENCE OF NUMERICAL ANALYSIS AND APPLIED MATHEMATICS 2015 (ICNAAM 2015). Author(s), 2016. http://dx.doi.org/10.1063/1.4952129.

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Guillermo CARVAJAL, ALEGRIA, Eleonore Bettacchioli, Alain Saraux, Divi Cornec, Valerie Devauchelle-Pensec, and Yves Renaudineau. "FRI0504 TOCILIZUMAB CONTROLS BONE TURNOVER IN EARLY POLYMYALGIA RHEUMATICA." In Annual European Congress of Rheumatology, EULAR 2019, Madrid, 12–15 June 2019. BMJ Publishing Group Ltd and European League Against Rheumatism, 2019. http://dx.doi.org/10.1136/annrheumdis-2019-eular.4539.

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Aslanyan, Natal'ya, and Yuliya Vinichenko. "Liability for wrongful introduction of objects in a civil turnover." In VIII Annual scientific readings in memoriam of Professor S.N. Bratus. Infra-M Academic Publishing House, 2013. http://dx.doi.org/10.12737/1034.

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Mourmant, Gaetan. "A necessary clarification of the unfolding model of voluntary turnover." In the special interest group on management information system's 47th annual conference. New York, New York, USA: ACM Press, 2009. http://dx.doi.org/10.1145/1542130.1542159.

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Reports on the topic "Annual turnover"

1

Meagher, R. B. Soybean ribulose bisphosphate carboxylase small subunit: Mechanisms and determinants of RNA turnover. Annual progress report. Office of Scientific and Technical Information (OSTI), December 1993. http://dx.doi.org/10.2172/10175947.

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McFarlane, Karis J. 2nd Annual Report: Tropical Forest Response To A Drier Future: Turnover Times Of Soil Organic Matter, Roots, Respired CO2, And CH4 Across Moisture Gradients In Time And Space. Office of Scientific and Technical Information (OSTI), June 2018. http://dx.doi.org/10.2172/1466169.

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McFarlane, Karis J. Terrestrial Ecosystem Science 2017 ECRP Annual Report: Tropical Forest Response to a Drier Future: Turnover Times of Soil Organic Matter, Roots, Respired CO2, and CH4 Across Moisture Gradients in Time and Space. Office of Scientific and Technical Information (OSTI), May 2017. http://dx.doi.org/10.2172/1363856.

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