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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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Houseworth, James, Sandra L. Pettingell, Julie E. D. Kramme, Renáta Tichá, and Amy S. Hewitt. "Predictors of Annual and Early Separations Among Direct Support Professionals: National Core Indicators Staff Stability Survey." Intellectual and Developmental Disabilities 58, no. 3 (June 1, 2020): 192–207. http://dx.doi.org/10.1352/1934-9556-58.3.192.
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Abstract Direct support professionals (DSPs) provide a broad range of supports in a variety of settings to people with intellectual and developmental disabilities (IDD) that enables people to live, work, and participate in their communities. Despite the crucial importance in ensuring supports for community participation of people with IDD, high rates of annual turnover among DSPs in organizations that employ them have been documented for decades. This study utilizes National Core Indicators Staff Stability data from 2016 to examine the impact of organizational- and state-level factors related to DSP turnover, including annual DSP turnover and the percentage of DSPs who left their positions after less than 6 months. At the organizational level, a higher turnover rate in the last 12 months was significantly related to lower DSP wages and to not offering health insurance. At the state level, a higher turnover rate in the last 12 months was significantly related to a lower percentage of people living in individualized settings and lower per capita Medicaid spending. For early turnover at the organizational level, a higher percent of leavers within 6 months of tenure was significantly related to not offering paid time off and health insurance, higher vacancy rates, higher proportion of part-time DSPs, and lower overall staff sizes.
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Redding, Christopher, and Gary T. Henry. "New Evidence on the Frequency of Teacher Turnover: Accounting for Within-Year Turnover." Educational Researcher 47, no. 9 (December 2018): 577–93. http://dx.doi.org/10.3102/0013189x18814450.
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Teacher turnover occurs during and at the end of the school year, although documentation of within-year turnover currently rests on anecdotal evidence. On average, over 4.6% of teachers turn over during the school year, which amounts to 25% of total annual turnover. Teachers transfer within districts at higher rates at the beginning of the school year and leave teaching at higher rates at the beginning of the spring semester. Higher performing teachers are less likely to turn over during the school year and less likely to turn over within the year than at the end of the year. Teach for America corps members are much less likely and teachers from out of state much more likely to turn over during the school year than traditionally prepared teachers.
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Bench, G., B. M. Clark, N. F. Mangelson, L. L. St Clair, L. B. Rees, P. G. Grant, and J. R. Southon. "Use of 14C/C Ratios to Provide Insights into the Magnitude of Carbon Turnover in the Crustose Saxicolous Lichen Caloplaca Trachyphylla." Lichenologist 34, no. 2 (March 2002): 169–79. http://dx.doi.org/10.1006/lich.2002.0377.
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Abstract14C/C ratios in samples from radial transects across individual thalli of Caloplaca trachyphylla collected at two sites were measured and the results used to investigate whether 14C/C data might provide some insight into the magnitude of carbon turnover in this lichen species. The 14C/C data suggest that significant internal recycling/translocation of carbon is unlikely in the sampled thalli. However, converting the 14C/C data for the larger intact thalli sampled at each site to calendar years, using the atmospheric ⊃14C record, does not yield constant or even monotonically varying growth rates. Since crustose lichen growth rates are constant or decrease with thallus size, and since the 14C/C data from these larger thalli show a relatively small spread in 14C/C data values compared to the Northern Hemisphere atmospheric ⊃14C record over the past 50 years, the 14C/C data suggest that carbon turnover may be occurring. Carbon turnover was modelled starting with the atmospheric ⊃14C record. Turnover was incorporated so that for each year in the record a constant percentage of the total carbon was lost annually and replaced by new photosynthetically fixed carbon with a 14C/C ratio equal to that of the contemporary atmosphere. The 14C/C data from the radial samples were then converted to a calendar year using the model record. Constant annual carbon turnover values of 0, 0·5, 1, 1·5, 2, 2·5, 3, 3·5, 4, 4·5, 5, 5·5, 6, 7, 8, 9, 10, 15, 20, 25 and 50% were modelled. Carbon turnover values between 3 and 6% created ⊃14C model records that when applied to 14C/C data from the thalli produced constant radial growth rates that were: (1) identical for all lichens at a given site, and (2) independent of lichen size at a given site. The 14C/C data further indicate that annual carbon turnover in this species of lichen is <10%, independent of the nature of thallus radial growth. The data and modelling suggest that carbon turnover might provide a simple explanation for the 14C/C data from the thalli and might explain the discrepancies between the standard atmospheric ⊃14C record and the 14C/C ratios observed in C. trachyphylla.
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Singh, Archana. "Detailed Literature Review: Antecedents Affecting the Flight Risk or Turnover Intention of Professionals." Ushus - Journal of Business Management 17, no. 2 (April 1, 2018): 41–68. http://dx.doi.org/10.12725/ujbm.43.4.
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Employee turnover has attracted significant research worldwide because of the high cost it entails. These costs include recruitment, selection, training, adjustment time, possible product, and/or service quality problems which often exceed hundred percent of the annual salary for the position being filled. Understanding the factors that influence the turnover gives organisations the opportunity to reduce selection and training costs, increase employee morale and customer satisfaction and enhance organisational productivity. This paper traces the work done by researchers in understanding the flight risk or Turnover Intention behaviour of professionals and thus helps understand and curtail turnover thereby curtail costs for organisations.
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Mekonnen, Medhanie, Roger Mayer, and Wen-Wen Chien. "A Study on Factors Influencing Mutual Fund Portfolio Performance." International Journal of Corporate Finance and Accounting 5, no. 2 (July 2018): 1–11. http://dx.doi.org/10.4018/ijcfa.2018070101.
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Mutual fund portfolio managers do not always meet performance expectations, resulting in loss of capital reserves. Out of 3,612 U.S. based open-ended mutual funds, the risk-adjusted performance of 2,890 (80%) failed to meet the S&P 500 performance between the year 2006 to 2016. Grounded in Markowitz's modern portfolio theory, this correlational study examined the relationship between mutual fund class type, portfolio turnover, fund longevity, management turnover, and annual fund risk-adjusted performance. Archival data were collected from 88 U.S. based equity mutual funds companies. The results of the multiple regression analysis indicated the model as a whole was able to significantly predict annual fund risk-adjusted performance for the 5-year period ending 2016, F (4, 83) = 3.581, p = .010, R2 = .147. In the final model, mutual fund class type and portfolio turnover were statistically significant with mutual fund class type (ß= .249, t = 2.302, p = .024) accounting for a higher contribution to the model than portfolio turnover (ß = .238, t = 2.312, p = .023).
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Bartle, John, Sebastian Dellepiane Avellaneda, and Anthony McGann. "Policy accommodation versus electoral turnover: policy representation in Britain, 1945–2015." Journal of Public Policy 39, no. 2 (April 22, 2018): 235–65. http://dx.doi.org/10.1017/s0143814x18000090.
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AbstractDoes public policy in the United Kingdom respond to changes in public preferences? If so, is this the result of the government changing its policy to reflect preferences (“policy accommodation”) or the result of governments that pursue unpopular policies being replaced at elections by governments more in line with the public (“electoral turnover”)? We explore these questions by estimating annual aggregate public preferences (“the policy mood”) using responses to 287 questions administered 2,087 times and annual policy using budgetary data (“nonmilitary government expenditure”) for the whole of the postwar period. We find that mood moves in the opposite direction to policy and variations in mood are associated with variations in annual vote intentions. Policy is responsive to party control but not directly responsive to mood. Shifts in mood eventually lead to a change in government and thus policy, but this process may be very slow if the public has doubts about the competence of the opposition.
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Singh, Ajay K., and Bhim Jyoti. "Factors Affecting Firm’s Annual Turnover in Selected Manufacturing Industries of India." Business Perspective Review 2, no. 3 (November 25, 2020): 33–59. http://dx.doi.org/10.38157/business-perspective-review.v2i3.206.
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Purpose: This study makes a comparison of the manufacturing sector and its determinants for India and selected Asian countries. It examines the factors affecting the annual turnover of randomly selected 154 firms in seven different industries of the Indian manufacturing sector.
Methods: In this study, the firm’s annual turnover is used as a dependent variable. Labor productivity, age, investment on plant & machinery, annual expenditure on marketing, total employees, production technology up-gradation, shortage of skilled workers, skills to improve the process, use of hi-tech tool and technique in production activities, technology transfer abilities, in-house R&D expertise, quality certification, foreign collaboration, waste management capabilities and building capacity of firms are used as independent variables. Regression coefficients of explanatory variables are assessed using linear, log-linear, and non-linear regression models.
Results: The study concluded that the firm's annual turnover has a significant association with technological development related variables, labor productivity, age, technology transfer abilities, in-house R&D expertise, quality certification, and waste management practices of firms.
Implications: It suggests that Indian policymakers need to adopt a strong IPRs, education, and S&T policy in research institutions. India needs to increase R&D expenditure and researchers in research institutions. Research institutions should collaborate with the existing industries to discover more technologies and innovations for the manufacturing sector. All research organizations must set up technology transfer offices to increase technology transfer and commercialization. Furthermore, India needs to set up hi-tech firms to face global challenges.
Originality: It uses primary data of 154 firms which are collected from seven different industries across Indian states. Thus, the study substantially contributes to the existing literature.
Limitations: This study considers seven different industries that have high diversity in socio-economic, science & technological and IPRs related activities, technology transfer, commercialization of technology, and association with research institutions. Therefore, this study cannot provide policy suggestions for a specific industry.
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Budi, Saksono. "ANALISIS PENGARUH PERPUTARAN KAS, PERPUTARAN PERSEDIAAN, PERPUTARAN PIUTANG TERHADAP TINGKAT LABA SERTA DAMPAKNYA TERHADAP HARGA SAHAM (Studi Terhadap Perusahaan Otomotif pada Malaysia Exchange Stock Tahun 2011-2016)." KEBERLANJUTAN 4, no. 2 (October 8, 2019): 1098. http://dx.doi.org/10.32493/keberlanjutan.v4i2.y2019.p1098-1117.
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AbstractThis study aims to analyze the effect of cash turnover, inventory turnover, receivable turnover to profit rate and its impact on stock prices at automotive companies listed on the Malaysia Stock Exchange. The population in this study finished 10 registered compananies on the Malaysian ExchangeStock period 2011-2016. In this research obtained finished 5 (five) companies determined as sample, companies that were used as samples taken using purposive sampling method,. Statistical testimg is done using regression test of panel data of random effect Eviews 9.0 model. this research method uses descriptivequantitative by doing the activity of collecting secondary data from company annual report. Cash turnover, inventory turnover, receivable turnover as independent variable, and net profit as moderating variable. While stock price is measured by Change of stock price. The results showed that simultaneously, variable cash turnover, inventory turnover and receivable turnover significantly affect the level of earnings. Partially, inventory turnover and receivable turnover have a positive and significant influence to profit rate but cash turnover variable has negative and significant influence to profit rate. While the level of profit has a positive and significant effect on stock prices.
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Bogenschutz, Matthew, Derek Nord, and Amy Hewitt. "Competency-Based Training and Worker Turnover in Community Supports for People With IDD: Results From a Group Randomized Controlled Study." Intellectual and Developmental Disabilities 53, no. 3 (June 1, 2015): 182–95. http://dx.doi.org/10.1352/1934-9556-53.3.182.
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Abstract Turnover among direct support professionals (DSPs) in community support settings for individuals with intellectual and developmental disabilities (IDD) has been regarded as a challenge since tracking of this workforce began in the 1980s. This study utilized a group randomized controlled design to test the effects of a competency-based training intervention for DSPs on site-level turnover rates over a one year period. Results suggested that, compared with the control group, sites receiving the training intervention experienced a significant decrease in annual turnover, when multiple factors were controlled. Implications, including the importance of considering quality training as a long term organizational investment and intervention to reduce turnover, are discussed.
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Wang, Chao, Benjamin Z. Houlton, Dongwei Liu, Jianfeng Hou, Weixin Cheng, and Edith Bai. "Stable isotopic constraints on global soil organic carbon turnover." Biogeosciences 15, no. 4 (February 20, 2018): 987–95. http://dx.doi.org/10.5194/bg-15-987-2018.
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Abstract. Carbon dioxide release during soil organic carbon (SOC) turnover is a pivotal component of atmospheric CO2 concentrations and global climate change. However, reliably measuring SOC turnover rates on large spatial and temporal scales remains challenging. Here we use a natural carbon isotope approach, defined as beta (β), which was quantified from the δ13C of vegetation and soil reported in the literature (176 separate soil profiles), to examine large-scale controls of climate, soil physical properties and nutrients over patterns of SOC turnover across terrestrial biomes worldwide. We report a significant relationship between β and calculated soil C turnover rates (k), which were estimated by dividing soil heterotrophic respiration rates by SOC pools. ln( − β) exhibits a significant linear relationship with mean annual temperature, but a more complex polynomial relationship with mean annual precipitation, implying strong-feedbacks of SOC turnover to climate changes. Soil nitrogen (N) and clay content correlate strongly and positively with ln( − β), revealing the additional influence of nutrients and physical soil properties on SOC decomposition rates. Furthermore, a strong (R2 = 0.76; p < 0.001) linear relationship between ln( − β) and estimates of litter and root decomposition rates suggests similar controls over rates of organic matter decay among the generalized soil C stocks. Overall, these findings demonstrate the utility of soil δ13C for independently benchmarking global models of soil C turnover and thereby improving predictions of multiple global change influences over terrestrial C-climate feedback.
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Wenz, Yuan Hua. "Life history and production of Hyalella azteca (Crustacea: Amphipoda) in a hypereutrophic prairie pond in southern Alberta." Canadian Journal of Zoology 70, no. 7 (July 1, 1992): 1417–24. http://dx.doi.org/10.1139/z92-198.
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The life history and production of the amphipod Hyalella azteca were studied over an 18-month period in a hypereutrophic prairie pond in southern Alberta, Canada. The population reproduced once a year, with breeding commencing in June and continuing until August. Population density was highest in June. The mortality rate of the adult population increased with the onset of reproduction, and remained high until the end of winter. The population density was lowest during winter and early spring (January to May). Biomass (B) fluctuated in a similar manner to population density, but the peak biomass occurred in August and September. Annual production (P) was 23.12 g∙m−2 (dry weight), estimated by the size-frequency method. The corresponding annual turnover ratio (P/B) was 5.68. The unusually high annual production and turnover ratio are attributed to the high density and large adult size of this population.
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Ongaki, Jacob M. "Do Fund Size, Style and Rating Explain Performance?" Asia-Pacific Management Accounting Journal 16, no. 2 (August 31, 2021): 1–26. http://dx.doi.org/10.24191/apmaj.v16i2-01.
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The purpose of this quantitative investigation was to examine whether performance (1-Year, 3-Year, and 5-Year annual returns) differences exist among fund categories by size and style (large-cap growth, large-cap blend, mid-cap growth, and small-cap growth) and fund ratings (5-Star and 4-Star) controlling covariate variables (standard deviation, turnover rate, and top-10 holding) of the United States equity MFs. Morningstar Inc. provided an insightful measure of fund performance annual returns and fund efficacy ratings. The study utilized the Analysis of Covariance and Multivariate Analysis of Covariance methods. The investigation revealed that the large-cap growth fund category produced superior annual returns than other fund families. The five-star-rated funds performed better than the four-star-rated funds. Turnover and top-10 percentage asset holdings had a statistically significant effect on fund annual performance. Investors and asset managers should consider the fund style, size, fund ratings for making short-term, medium, and long-term financial investment decisions. Keywords: mutual fund, fund style, fund size, fund ratings, market return
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Lindrianasari, Lindrianasari. "Big-five personality as a moderating variable in the relationship of CEO's perception and the compensation received toward CEO's desire to leave the company voluntarily." Journal of Economics, Business & Accountancy Ventura 18, no. 2 (August 28, 2015): 213. http://dx.doi.org/10.14414/jebav.v18i2.449.
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The study aims to obtain empirical evidence for the effect of personality on the impact of compensation received by CEO in Indonesia toward CEO voluntary turnover. This study uses two sources of data, primary and secondary. The research population consists of all president directors (as a proxy of the CEOs) of companies listed on the Indonesia Stock Exchange. The data on CEO turnover were collected manually by tracing the names of the Director stated on the company's annual report. To determine whether CEO turnover was involuntary or coercive, this research examined the growth of the company in which the CEO turnover occurred after the CEO had served a minimum of three consecutive years. Test result on the relationship between com-pensation and turnover indicates that compensation is not strong enough to explain voluntary CEO turnover. Only the control variables included in the model (earnings, returns and ROA) can explain statistically the relationship between compensation and turnover. The result of these two tests (hypothesis one and two) indicates that com-pensation is not strong enough to explain voluntary turnover.
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Yulianto, Prafidhya Dwi, and Lilik Ambarwati. "PENGARUH MANAJEMEN MODAL KERJA TERHADAP PROFITABILITAS PADA CONSUMER GOODS SECTOR." Kajian Bisnis Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha 29, no. 1 (January 25, 2021): 43–56. http://dx.doi.org/10.32477/jkb.v29i1.237.
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The purpose of this research is to know the influence of Working CapitalManagement on Profitabilty in Consumers Goods listed on the Bursa EfekIndonesia (BEI) aims to analyze the influence of woring capital in the from of:Cash Turnover, Account Receivable Turnover, and Inventory Turnover toProfitability (Return On Asset) at Consumers Goods Sector. This research methoduses multiple linear regression analysys with the help of SPSS 23.00 softwarewhich is used to see the inflyence between the independent variables in the fromCash Turnover, Account Recevaible Turnover, and Inventory Turnover to ReturnOn Asset (ROA)). The sample of this research is 31 consumer goods sector in2015-2018, so there are 124 annual report obtained through purposive sampling,then analyzed using multiple linear regression methods. The result showed thadbased on the F test, the independent variable had an effect on the ROA, it isindicated of 6.765 and significance of 0.000, overall the independent variable wasable to eaplain the effect 59,60%. While based on the partial t test, shows that thevariable Cash Turnover, Account Recevaible Turnover, and Inventory Turnoverhas a positive and siginificant effect on Profitability.
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Robinson, George R., and James F. Quinn. "Extinction, turnover and species diversity in an experimentally fragmented California annual grassland." Oecologia 76, no. 1 (June 1988): 71–82. http://dx.doi.org/10.1007/bf00379603.
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Martins, Nico, and Hester Nienaber. "The Value Of Item Response Theory In Invariance Testing." Journal of Applied Business Research (JABR) 32, no. 6 (November 10, 2016): 1843. http://dx.doi.org/10.19030/jabr.v32i6.9836.
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The goal of the current study was to assess the Employee Engagement Instrument (EEI) from an item response theory (IRT) perspective, with a specific focus on measurement invariance for annual turnover. The sample comprised 4 099 respondents from all business sectors in South Africa. This article describes the logic and procedures used to test for factorial invariance across groups in the context of construct validation. The procedures included testing for configural and metric invariance in the framework of multiple-group confirmatory factor analysis (CFA).The results confirmed the factor analytic structure of the model fit for some of the individual scales of the EEI. The measurement invariance of the EEI as a function of annual turnover was confirmed. However, the results indicated that the EEI needs to be refined for future research.
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Hossain, Gazi, and Monowar Mahmood. "Employee Turnover in the Garment Industry in Bangladesh: An Organization-level Perspective." South Asian Journal of Human Resources Management 5, no. 2 (September 6, 2018): 129–49. http://dx.doi.org/10.1177/2322093718791368.
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The main objective of this study is to identify the root causes of employee turnover in the garment industry in Bangladesh. The study employed a combination of case study and documentary research methods. Data and information were collected from eight garment factories through in-depth interviews, reviewing relevant documents, information extracting from annual reports and meetings minutes. The findings reveal wage rates, wage payment methods, training and development, career opportunities and occupational health and safety (OHS) as the main factors leading to high employee turnover in garment factories in Bangladesh. This study further explores the reasons for the variation in employee turnover rates among different garment factories. The findings advocate for a holistic approach adopting “multiple human resource practices” as a bundle to reduce employee turnover in the garment industry. Based on its empirical findings, this study provides recommendations that both corporate managers and government policy makers can follow to reduce employee turnover in the garment industry in Bangladesh.
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Azizah, Nur, Reny Fitriana Kaban, and Puji Hadiyati. "Pengaruh Omzet Usaha dan Nilai Jaminan Terhadap Kelancaran Pengembalian Pembiayaan Murabahah pada UMKM di BMT (The Effect of Turnover and Collateral Value on The Smooth Repayment of Murabahah Financing for MSME Customers)." Perisai : Islamic Banking and Finance Journal 4, no. 2 (October 4, 2020): 126–38. http://dx.doi.org/10.21070/perisai.v4i2.902.
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This study aims to determine the effect of turnover and collateral value on the smooth repayment of murabahah financing for MSME customers at BMT At-Taqwa Kemanggisan. This study uses quantitative methods with primary obtained data by interviews with BMT and secondary obtained data from annual report of BMT debtors. The research method used purposive sampling with sample of 286 debtors and the data is processed by STATA application version 14.2. The results show that the variables of turnover and collateral value simultaneously effect the smooth repayment of murabahah financing with a significance value of 0.0000. Meanwhile with the partial test only the turnover variable has effect on the smooth repayment of murabaha financing with significance value 0.023.
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Skelton, Angie R., Deborah Nattress, and Rocky J. Dwyer. "Predicting manufacturing employee turnover intentions." Journal of Economics, Finance and Administrative Science 25, no. 49 (May 16, 2019): 101–17. http://dx.doi.org/10.1108/jefas-07-2018-0069.
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Purpose Employee turnover expenses can cost businesses more than 100 per cent of a single employee’s annual wages and negatively affection an organization’s production and profits. High employee turnover also could affect community tax collections, social programs and physical and mental health issues. Therefore, understanding contributors to higher employee turnover remains essential for organizational managers from both a corporate and societal standpoint. This paper aims to provide an analysis of how job satisfaction and job embeddedness could predict employee turnover intent. Design/methodology/approach A randomly selected survey which consisted of Andrews and Withey’s (1976) job satisfaction questionnaire, a global job embeddedness scale (Crossley et al., 2007) and a three-item turnover intent questionnaire derived from a survey created by Mobley et al. (1978) using a Likert-type measurement to survey randomly selected individuals used within manufacturing plants located in the Southeastern USA. Findings The results of the multiple regression analysis showed a significant relationship between job satisfaction, job embeddedness and turnover intent; and that satisfied and committed employees are less likely to plan to leave their employment. Originality/value Limited current information is available on how job satisfaction and job embeddedness predict turnover intentions in US Southeast manufacturing. This study includes information that shows the importance of job satisfaction and job embeddedness on retaining employees in this region and industry. Given the importance of employee retention on corporate productivity, morale and profits along with the ability to improve the organization’s positive contribution to society, it is important for managers to understand these factors and their effect on employee turnover intent.
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Renaud, Stéphane, and Lucie Morin. "The impact of training on firm outcomes: longitudinal evidence from Canada." International Journal of Manpower 41, no. 2 (November 7, 2019): 117–31. http://dx.doi.org/10.1108/ijm-05-2018-0169.
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Purpose The purpose of this paper is to examine the impact of three training indicators, namely offer, participation and cost, on three firm outcomes, namely voluntary turnover, firm performance and profit. Design/methodology/approach The empirical analysis is carried out using firm-level data sourced from a Canadian national data set. In total, data from 5,237 for-profits firms with ten employees or more were analyzed longitudinally over eight years. Results were generated by XTREG fixed effect longitudinal analyses between the three variables of training, voluntary turnover, firm performance and profit. Findings Training offer, operationalized as the number of different formal training programs offered annually by an employer, significantly decreases voluntary turnover while it significantly increases performance and profit. Training participation, operationalized as the percentage of employees receiving training per year, has a significant positive impact on voluntary turnover. Training cost, operationalized as the annual cost of training per employee, has no impact on the three firm outcomes. Practical implications Among the various human resource practices a firm can use to strengthen its human capital, training can have a significant impact of its own. Investing in a diversified training offer brings value to a firm by decreasing employee voluntary turnover while increasing firm performance and profit. Originality/value This research contributes to the strategic impact of organizational training, demonstrating the impact of training on key organizational outcomes over time. Further, this paper contributes to the empirical literature by making a distinction between voluntary and involuntary turnover. Last, even though this study does not entirely addresses the problem of possible reverse causality, using longitudinal objective data, this study addresses several limits of past research at the macro-level of analysis.
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Shagaida, N. "The Market of Lands for Agricultural Purposes: The Practice of Constraints." Voprosy Ekonomiki, no. 6 (June 20, 2005): 119–28. http://dx.doi.org/10.32609/0042-8736-2005-6-119-128.
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The study presents the analysis of ways of formation of land utilization of agricultural organizations, private and subsidiary farms, examines the size and procedure for land payments, intensity of annual land turnover based on the query held in 3 Russian regions. The study shows that low demand and insufficient competition for the land for agricultural purposes, lack of market information, administrative and organizational barriers are the main constraints on land turnover. The attempt is made to measure transaction costs concerned with registration of rights of land ownership.
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Hawthorne-Spears, Nina, and Mary Shepherd. "Bedside clinicians retain nurses through turnover analysis and best practices." Journal of Nursing Education and Practice 9, no. 12 (August 21, 2019): 27. http://dx.doi.org/10.5430/jnep.v9n12p27.
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The nursing shortage is projected to grow to well over 500,000 by 2020. Health care organizations are faced with increasing vacancies, mandating that strategic initiatives be developed to address the imperative of retaining their registered nurses (RNs). The implications for reducing RN turnover include improved safety and quality outcomes for patients. RN turnover also has financial implications. The average annual hospital cost of RN turnover is between $5.2 and $8.1 million dollars. Houston Methodist Hospital in the Texas Medical Center is a large, 1,200-bed metropolitan facility that employs over 3,000 nurses. By using shared governance to engage bedside clinicians and the ADKAR change model, nurse leaders were able to reduce organizational RN turnover from 16.39% to 10.57%, outperforming the national average and the American Nurses Credentialing Center’s benchmark for Magnet facilities with greater than or equal to 700 beds. This article will discuss the role of nurse leaders in creating a culture of retention, methods that were implemented at Houston Methodist Hospital to engage and empower beside clinicians to assume a lead role in reducing RN turnover, and the best practices discovered and implemented by bedside clinicians to improve RN turnover.
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Chhabra, Bindu. "Impact of Core-self Evaluation and Job Satisfaction on Turnover Intentions: a Study of Indian Retail Sector." Organizations and Markets in Emerging Economies 9, no. 2 (December 31, 2018): 292–310. http://dx.doi.org/10.15388/omee.2018.10.00015.
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Attrition is the major problem in the Indian Retail Industry which experienced the attrition rate of 19.4% in FY 2016 according to KPMG Annual Compensation Trends Survey 2017-18. The focus of these organizations is to reduce turnover by focusing on the underlying factors leading to turnover intentions and actual turnover. The present study was conducted to explore the effect of job satisfaction and core self-evaluation on turnover intentions. The purpose of the study was also to see if core self-evaluation (CSE) moderates the relationship between job satisfaction and turnover intentions. The study was conducted using structured questionnaires for measuring the above-mentioned variables. The sample of the study was 347 salespersons from various retail organizations working in Delhi and NCR. Hierarchical multiple regression showed that both job satisfaction and CSE were negatively related to turnover intentions. Also, CSE was found to moderate the relationship between job satisfaction and turnover intentions such that the relationship was stronger for the employees with low core self-evaluation. The present study has important implications for policy makers in the retail sector. Managers should use strategies to increase job satisfaction in order to curb high attrition in this sector. They must be aware of the moderating role played by personality attributes in the relationship between job satisfaction and turnover intentions.
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Baber, Hasnan. "Service Quality Perception of Customers – a Study of Toyota Motors in India." Organizations and Markets in Emerging Economies 9, no. 2 (December 31, 2018): 311–23. http://dx.doi.org/10.15388/omee.2018.10.00016.
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Attrition is the major problem in the Indian Retail Industry which experienced the attrition rate of 19.4% in FY 2016 according to KPMG Annual Compensation Trends Survey 2017-18. The focus of these organizations is to reduce turnover by focusing on the underlying factors leading to turnover intentions and actual turnover. The present study was conducted to explore the effect of job satisfaction and core self-evaluation on turnover intentions. The purpose of the study was also to see if core self-evaluation (CSE) moderates the relationship between job satisfaction and turnover intentions. The study was conducted using structured questionnaires for measuring the above-mentioned variables. The sample of the study was 347 salespersons from various retail organizations working in Delhi and NCR. Hierarchical multiple regression showed that both job satisfaction and CSE were negatively related to turnover intentions. Also, CSE was found to moderate the relationship between job satisfaction and turnover intentions such that the relationship was stronger for the employees with low core self-evaluation. The present study has important implications for policy makers in the retail sector. Managers should use strategies to increase job satisfaction in order to curb high attrition in this sector. They must be aware of the moderating role played by personality attributes in the relationship between job satisfaction and turnover intentions.
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Thumma, Chandrabai. "Impact of Annual Increment on Employee Turnover vis-à-vis Levels of Management." Asian Journal of Research in Social Sciences and Humanities 7, no. 5 (2017): 360. http://dx.doi.org/10.5958/2249-7315.2017.00322.7.
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Githiru, M., and L. Lens. "Annual Survival and Turnover Rates of an Afrotropical Robin in a Fragmented Forest." Biodiversity and Conservation 15, no. 10 (June 3, 2006): 3315–27. http://dx.doi.org/10.1007/s10531-005-1213-6.
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Wendsche, Johannes, Winfried Hacker, and Jürgen Wegge. "Understaffing and registered nurses’ turnover: The moderating role of regular rest breaks." German Journal of Human Resource Management: Zeitschrift für Personalforschung 31, no. 3 (February 2, 2017): 238–59. http://dx.doi.org/10.1177/2397002216683880.
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Current demographic and occupational changes call for new interventions to promote staff retention, especially in nursing where understaffing promotes turnover by increasing workload and strain. Based on previous research examining recovery at work, we investigated whether well-designed rest breaks can function as a resource that buffers adverse consequences of understaffing in nursing. We used a cross-sectional, multi-method study design and assessed understaffing of registered nurses, their regularity of rest breaks, and their annual turnover behaviour in 80 German geriatric nursing teams. As expected, understaffing positively predicted turnover only in work conditions with irregular rest breaks. Hence, implementing regularly scheduled rest breaks can be considered as an effective intervention for improving retention of nurses even in a situation of understaffing.
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Boe, Erling E., Lynne H. Cook, and Robert J. Sunderland. "Teacher Turnover: Examining Exit Attrition, Teaching Area Transfer, and School Migration." Exceptional Children 75, no. 1 (October 2008): 7–31. http://dx.doi.org/10.1177/001440290807500101.
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The purposes of this research were to quantify trends in three components of teacher turnover and to investigate claims of excessive teacher turnover as the predominant source of teacher shortages. Attrition and teaching area transfer rates were comparable in special and general education and increased substantially from 1991–1992 to 2000–2001. School migration was stable over years, but higher in special than general education. Although annual turnover was high and increased to 1 in 4 teachers (25.6%) by 2000–2001, teacher attrition was lower than in other occupations. Evidence suggests that retention is unlikely to increase without dramatic improvements in the organization, management, and funding of public schools. Until then, an increased supply of qualified teachers is needed to reduce teacher shortages.
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Fierro, Angelo, Flora Angela Rutigliano, Anna De Marco, Simona Castaldi, and Amalia Virzo De Santo. "Post-fire stimulation of soil biogenic emission of CO2 in a sandy soil of a Mediterranean shrubland." International Journal of Wildland Fire 16, no. 5 (2007): 573. http://dx.doi.org/10.1071/wf06114.
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Fire is a frequent perturbation in Mediterranean-type ecosystems, altering soil organic matter turnover. In a Mediterranean shrubland subjected to experimental fire, soil CO2 emissions were measured over an annual cycle in burned and unburned sites using static chambers. Some chemical–physical parameters affecting soil C turnover (soil nitrogen and organic carbon content, pH, soil temperature and water content) and some microbial indicators of soil C turnover, i.e. soil potential respiration, microbial carbon, metabolic quotient and coefficient of endogenous mineralisation, were also measured. A high spatial variability of CO2 effluxes was detected in control as well as in burned plots, with 8.9 and 16.6% respectively of ‘hot spots’ of gas emission; the ‘hot spots’ contributed 33% to the whole annual soil CO2 emission in control plots and 54.1% in the burned plots. No relationship between temperature and CO2 effluxes was found. In contrast, the data showed that soil water availability is the main climatic factor affecting field CO2 effluxes in the burned plots. Laboratory measurements under 55% of water-holding capacity showed a stimulating action of fire on soil organic matter mineralisation as indicated by coefficient of endogenous mineralisation, microbial carbon and metabolic quotient values. We concluded that fire could decrease the efficiency of soil microflora at conserving C.
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Maftukhah, Anni. "The Performance of Sharia Equity Fund Investment Manager." Jurnal Iqtisaduna 1, no. 1 (September 21, 2020): 81. http://dx.doi.org/10.24252/iqtisaduna.v1i1.16056.
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Sharia mutual funds are fund raising activities from investors to be managed by investment managers with sharia-based management, namely by not investing funds in companies whose types and scope of business are not in accordance with Islamic sharia. This study was conducted to determine the effect of turnover ratio, expenses ratio, fund size, managerial tenure, and fund selection skills on the performance of sharia mutual fund investment managers in Indonesia. The data used in this study are monthly Net Asset Value, BI rate, IHSG, annual turnover data, annual expenses ratio data, and prospectus of 9 sharia stock mutual funds from December 2014 to December 2018. Samples were taken based on the purposive sampling method during this research. The measurement of the performance of sharia equity fund investment managers uses the Sharpe Ratio method. The method used is multiple linear regression analysis and classic assumption tests using descriptive statistical tests, multicollinearity tests, and heteroscedasticity tests using EVIEWS 10 statistical software. The results of this study indicate that turnover ratio, fund size, fund selection skills significantly influence performance Islamic mutual fund investment manager. While expenses and managerial tenure ratios do not significantly influence the performance of investment managers in Islamic mutual funds.
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Borofsky, Gerald L., Joan Wagner, and Suzanne Turner. "Sustained Reductions in Turnover and Accidents Associated with the Ongoing Use of a Preemployment Screening Inventory: Results of a Three-Year Longitudinal Study." Psychological Reports 77, no. 1 (August 1995): 195–204. http://dx.doi.org/10.2466/pr0.1995.77.1.195.
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This study, conducted in a resort hotel with approximately 3,800 employees, examined the rates of turnover and work-related accidents over a 3-yr. period. For both turnover and accidents, measures were obtained for a baseline year during which a preemployment inventory was added to the hotel's selection process. Measures of these variables were also obtained for each of the two following years. Analysis indicated that the annual rates of turnover and accidents for each of these following years were lower than for the baseline year. Results were compared with those from a similarly designed study previously conducted in a different hotel setting. When taken together, these studies support the hypothesis that ongoing use of a criterion-keyed preemployment screening inventory is associated with sustained reductions in turnover and workplace accidents. The effects on workplace accidents appear to be additively enhanced when inventory use is combined with a comprehensive program of risk management.
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Murifal, Badar. "ASPEK PAJAK PENGHASILAN FINAL PADA SEKTOR USAHA MIKRO KECIL DAN MENENGAH (STUDI KASUS PT PCT TANGERANG)." Moneter - Jurnal Akuntansi dan Keuangan 6, no. 1 (April 1, 2019): 23–28. http://dx.doi.org/10.31294/moneter.v6i1.4790.
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AbstractIndonesia cut the final income tax rate for small and medium-sized enterprises by half, to 0.5 percent of their annual sales, in a move to help businesses manage their cash flow and expansion. While the current arrangement only demands simple accounting, small and medium-sized enterprises say it also means they have to pay income tax when they are at loss, which disrupts their cash flow(Jakarta Globes, 2018). The Government has shown its strong support for the development of small and medium enterprises (SMEs). After improving the tax facility for venture capital companies who invest in SMEs, the Government has now issued Government Regulation (GR) No.23/2018 (GR-23) which stipulates a new “final tax”rate for SMEs. GR-23 will enter into force on 1 July 2018 and revokes GR No.46/2013 regarding final tax on taxpayers within a certain turnover. The final tax regime, introduced in GR-46, is applicable for taxpay ers with annual gross turnover of not more than IDR 4.8 billion (approximately USD 340 thousand), excluding the following income: a.fees from the delivery of certain freelance services by individuals; b. overseas income which has been taxed in the source country; c. income also subject to final tax; and d. non - taxable income. The threshold of IDR 4.8 billion per annum is based on the previous years’ activity, including gross turnover sourced from branches. If during a fiscal year the gross turnover exceeds IDR 4.8 billion, the taxpayer remains subject to final tax for the current year but must adopt the “ normal tax ” rate (Article 17 or Article 31E Income Tax) for the following year. While the provisions on gross turnover generally remain unchanged, GR – 23 now reduces the final tax rate to 0.5% from the previous 1%.Key words : Final Income Tax , Micro, Small and Medium Enterprises.
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Torn, M. S., M. Kleber, E. S. Zavaleta, B. Zhu, C. B. Field, and S. E. Trumbore. "A dual isotope approach to isolate soil carbon pools of different turnover times." Biogeosciences 10, no. 12 (December 10, 2013): 8067–81. http://dx.doi.org/10.5194/bg-10-8067-2013.
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Abstract. Soils are globally significant sources and sinks of atmospheric CO2. Increasing the resolution of soil carbon turnover estimates is important for predicting the response of soil carbon cycling to environmental change. We show that soil carbon turnover times can be more finely resolved using a dual isotope label like the one provided by elevated CO2 experiments that use fossil CO2. We modeled each soil physical fraction as two pools with different turnover times using the atmospheric 14C bomb spike in combination with the label in 14C and 13C provided by an elevated CO2 experiment in a California annual grassland. In sandstone and serpentine soils, the light fraction carbon was 21–54% fast cycling with 2–9 yr turnover, and 36–79% slow cycling with turnover slower than 100 yr. This validates model treatment of the light fraction as active and intermediate cycling carbon. The dense, mineral-associated fraction also had a very dynamic component, consisting of ∼7% fast-cycling carbon and ∼93% very slow cycling carbon. Similarly, half the microbial biomass carbon in the sandstone soil was more than 5 yr old, and 40% of the carbon respired by microbes had been fixed more than 5 yr ago. Resolving each density fraction into two pools revealed that only a small component of total soil carbon is responsible for most CO2 efflux from these soils. In the sandstone soil, 11% of soil carbon contributes more than 90% of the annual CO2 efflux. The fact that soil physical fractions, designed to isolate organic material of roughly homogeneous physico-chemical state, contain material of dramatically different turnover times is consistent with recent observations of rapid isotope incorporation into seemingly stable fractions and with emerging evidence for hot spots or micro-site variation of decomposition within the soil matrix. Predictions of soil carbon storage using a turnover time estimated with the assumption of a single pool per density fraction would greatly overestimate the near-term response to changes in productivity or decomposition rates. Therefore, these results suggest a slower initial change in soil carbon storage due to environmental change than has been assumed by simpler (one-pool) mass balance calculations.
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Torn, M. S., M. Kleber, E. S. Zavaleta, B. Zhu, C. B. Field, and S. E. Trumbore. "A dual isotope approach to isolate carbon pools of different turnover times." Biogeosciences Discussions 10, no. 6 (June 24, 2013): 10189–227. http://dx.doi.org/10.5194/bgd-10-10189-2013.
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Abstract. Soils are globally significant sources and sinks of atmospheric CO2. Increasing the resolution of soil carbon turnover estimates is important for predicting the response of soil carbon cycling to environmental change. We show that soil carbon turnover times can be more finely resolved using a dual isotope label like the one provided by elevated CO2 experiments that use fossil CO2. We modeled each physical soil fraction as two pools with different turnover times, using the atmospheric 14C bomb spike in combination with the label in 14C and 13C provided by an elevated CO2 experiment in a California annual grassland. In sandstone and serpentine soils, the light-fraction carbon was 20–40% fast cycling with 2–10 yr turnover and 60–80% slow cycling with turnover slower than 100 yr. This validates model treatment of the light fraction as active and intermediate cycling carbon. The dense, mineral–associated fraction also had a very dynamic component, consisting of 5–10% fast cycling carbon and 90–95% very slow cycling carbon. Similarly, half the microbial biomass carbon in the sandstone soil was more than five years old, and 40% of the carbon respired by microbes had been fixed more than five years ago. Resolving each density fraction into two pools revealed that only a small component of total soil carbon is responsible for most CO2 efflux from these soils. In the sandstone soil, 8–11% of soil carbon contributes more than 85% of the annual CO2 efflux. The fact that soil physical fractions, designed to isolate organic material of roughly homogeneous physico-chemical state, contain material of dramatically different turnover times is consistent with recent observations of rapid isotope incorporation into seemingly stable fractions, and with emerging evidence for hot spots of decomposition within the soil matrix. Predictions of soil response using a turnover time estimated with the assumption of a single pool per fraction would greatly overestimate near-term response to changes in productivity or decomposition rates. Therefore, these results suggest more rapid, but more limited, potential for change in soil carbon storage due to environmental change than has been assumed by more simple mass-balance calculations.
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Lozanova, Lyudmila, Miglena Zhiyanski, Elena Vanguelova, Svetla Doncheva, Martin P. Marinov, and Stela Lazarova. "Dynamics and Vertical Distribution of Roots in European Beech Forests and Douglas Fir Plantations in Bulgaria." Forests 10, no. 12 (December 9, 2019): 1123. http://dx.doi.org/10.3390/f10121123.
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Identifying patterns in roots spatial distribution and dynamics, and quantifying the root stocks, annual production and turnover rates at species level is essential for understanding plant ecological responses to local environmental factors and climate change. We studied selected root traits in four different stands, two European beech (Fagus sylvatica L.) forests and two Douglas fir (Pseudotsuga menziezii Mirb. Franco) plantations. Root system vertical distribution and dynamics were studied using sequential coring method and characterised into three root diameter size classes (0–2, 2–5 and 5–10 mm) sampled at three different soil depths (0–15, 15–30, 30–45 cm). Root annual production and turnover rates were analysed and quantified using Decision Matrix and Maximum-Minimum estimation approaches. The overall root mass (<10 mm diameter up to 0–45 cm soil depth) was higher in the beech forests than in the Douglas fir plantations. Some root traits, e.g., the overall root mass, the fine (0–2 mm) and small (2–5 mm) roots mass, differed significantly between the sampling plots rather than between the forest types. The root system revealed a tree species specific vertical distribution pattern. More than half of the fine and small roots biomass of the Douglas fir stands were allocated in the uppermost soil layer and decreased significantly with depths, while in the beech forests the biomass was more uniformly distributed and decreased gradually with increasing soil depth. Although both tree species belong to two different plant functional types and the stands were situated in two distantly located regions with different climatic and soil characteristics, we revealed similar trends in the root biomass and necromass dynamics, and close values for the annual production and turnover rates. The mean turnover rates for all studied stands obtained by sequential coring and Decision Matrix were 1.11 yr−1 and 0.76 yr−1 based on mean and maximum biomass data, respectively. They were similar to the averaged values suggested for Central and Northern European forests but higher compared to those reported from Southern Europe.
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Das, Naba. "A COMPARATIVE STUDY OF DISTRICT INDUSTRIES CENTRE LISTED ENTREPRENEURS OF ASSAM WITH SPECIAL REFERENCE TO JORHAT DISTRICT." International Journal of Engineering Technologies and Management Research 5, no. 3 (February 15, 2020): 241–50. http://dx.doi.org/10.29121/ijetmr.v5.i3.2018.197.
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This study aims to examine the trend of assorted DIC registered business enterprise in Jorhat district of Assam. Data of six financial year i.e. 2010-11 to 2015-16 are taken into consideration to measures the various aspects which are related to entrepreneurial growth and employment generation. By comprising four objectives, this study attempts to focus on various areas such as engagement of male and female entrepreneurs in manufacturing and service sector, share of various of agro and non-agro based enterprises, employment generation scenario and impact of investment in plant and machinery in annual turnover. In the study it was found that in the initial three years share of male entrepreneurs was more and from the financial year 2014-15 to 2015-16, share of female entrepreneurs increased drastically. The weightage of non-agro based business is much higher than agro-based business and ratio of annual turnover to investment in plant and machinery marginal except in the year 2012-13 which was 17:1.
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Marchant, R. "Estimates of annual production for some aquatic insects from the La Trobe River, Victoria." Marine and Freshwater Research 37, no. 2 (1986): 113. http://dx.doi.org/10.1071/mf9860113.
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Annual production was estimated by the size-frequency method for Ephemeroptera (Tasmanocoenis tonnoiri, two species of Baetis, Atalonella spp., Atulophlebioides sp.), Plecoptera (Leptoperla spp.) and Trichoptera (Ecnomus sp.) at four sites on the lowland section of the La Trobe River. Annual production (P) of individual ephemeropteran species (or genera) varied from 0.02 to 0.7 g m-2 while total annual production of this order at two sites was 0.7-1 . 5 g m-. Annual production of Leptoperla spp. was 0.03 g m-2 at one site while Ecnomus sp, averaged 2 g m-2 at two sites. Estimates of annual production were subject to an error of at least t 50%. Annual turnover ratios (P/B; B is mean biomass) varied from 9 to 19 and were three to four times higher than published values for similar-sized macroinvertebrates in the temperate zone (generally < 15°C mean annual habitat temperature). This probably resulted from the higher average temperatures (17-18°C) at most sites.
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Parisi, Rosa, Yiu-Shing Lau, Peter Bower, Kath Checkland, Jill Rubery, Matt Sutton, Sally J. Giles, Aneez Esmail, Sharon Spooner, and Evangelos Kontopantelis. "Rates of turnover among general practitioners: a retrospective study of all English general practices between 2007 and 2019." BMJ Open 11, no. 8 (August 2021): e049827. http://dx.doi.org/10.1136/bmjopen-2021-049827.
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ObjectiveTo quantify general practitioners’ (GPs’) turnover in England between 2007 and 2019, describe trends over time, regional differences and associations with social deprivation or other practice characteristics.DesignA retrospective study of annual cross-sectional data.SettingAll general practices in England (8085 in 2007, 6598 in 2019).MethodsWe calculated turnover rates, defined as the proportion of GPs leaving a practice. Rates and their median, 25th and 75th percentiles were calculated by year and region. The proportion of practices with persistent high turnover (>10%) over consecutive years were also calculated. A negative binomial regression model assessed the association between turnover and social deprivation or other practice characteristics.ResultsTurnover rates increased over time. The 75th percentile in 2009 was 11%, but increased to 14% in 2019. The highest turnover rate was observed in 2013–2014, corresponding to the 75th percentile of 18.2%. Over time, regions experienced increases in turnover rates, although it varied across English regions. The proportion of practices with high (10% to 40%) turnover within a year almost doubled from 14% in 2009 to 27% in 2019. A rise in the number of practices with persistent high turnover (>10%) for at least three consecutive years was also observed, from 2.7% (2.3%–3.1%) in 2007 to 6.3% (5.7%–6.9%) in 2017. The statistical analyses revealed that practice-area deprivation was moderately associated with turnover rate, with practices in the most deprived area having higher turnover rates compared with practices in the least deprived areas (incidence rate ratios 1.09; 95% CI 1.06 to 1.13).ConclusionsGP turnover has increased in the last decade nationally, with regional variability. Greater attention to GP turnover is needed, in the most deprived areas in particular, where GPs often need to deal with more complex health needs. There is a large cost associated with GP turnover and practices with very high persistent turnover need to be further researched, and the causes behind this identified, to allow support strategies and policies to be developed.
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Cossard, Guillaume G., Melissa A. Toups, and John R. Pannell. "Sexual dimorphism and rapid turnover in gene expression in pre-reproductive seedlings of a dioecious herb." Annals of Botany 123, no. 7 (October 4, 2018): 1119–31. http://dx.doi.org/10.1093/aob/mcy183.
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Abstract Background and Aims Sexual dimorphism in morphology, physiology or life history traits is common in dioecious plants at reproductive maturity, but it is typically inconspicuous or absent in juveniles. Although plants of different sexes probably begin to diverge in gene expression both before their reproduction commences and before dimorphism becomes readily apparent, to our knowledge transcriptome-wide differential gene expression has yet to be demonstrated for any angiosperm species. Methods The present study documents differences in gene expression in both above- and below-ground tissues of early pre-reproductive individuals of the wind-pollinated dioecious annual herb, Mercurialis annua, which otherwise shows clear sexual dimorphism only at the adult stage. Key Results Whereas males and females differed in their gene expression at the first leaf stage, sex-biased gene expression peaked just prior to, and after, flowering, as might be expected if sexual dimorphism is partly a response to differential costs of reproduction. Sex-biased genes were over-represented among putative sex-linked genes in M. annua but showed no evidence for more rapid evolution than unbiased genes. Conclusions Sex-biased gene expression in M. annua occurs as early as the first whorl of leaves is produced, is highly dynamic during plant development and varies substantially between vegetative tissues
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Buesing, Nanna, and Mark O. Gessner. "Benthic Bacterial and Fungal Productivity and Carbon Turnover in a Freshwater Marsh." Applied and Environmental Microbiology 72, no. 1 (January 2006): 596–605. http://dx.doi.org/10.1128/aem.72.1.596-605.2006.
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ABSTRACT Heterotrophic bacteria and fungi are widely recognized as crucial mediators of carbon, nutrient, and energy flow in ecosystems, yet information on their total annual production in benthic habitats is lacking. To assess the significance of annual microbial production in a structurally complex system, we measured production rates of bacteria and fungi over an annual cycle in four aerobic habitats of a littoral freshwater marsh. Production rates of fungi in plant litter were substantial (0.2 to 2.4 mg C g−1 C) but were clearly outweighed by those of bacteria (2.6 to 18.8 mg C g−1 C) throughout the year. This indicates that bacteria represent the most actively growing microorganisms on marsh plant litter in submerged conditions, a finding that contrasts strikingly with results from both standing dead shoots of marsh plants and submerged plant litter decaying in streams. Concomitant measurements of microbial respiration (1.5 to 15.3 mg C-CO2 g−1 of plant litter C day−1) point to high microbial growth efficiencies on the plant litter, averaging 45.5%. The submerged plant litter layer together with the thin aerobic sediment layer underneath (average depth of 5 mm) contributed the bulk of microbial production per square meter of marsh surface (99%), whereas bacterial production in the marsh water column and epiphytic biofilms was negligible. The magnitude of the combined production in these compartments (∼1,490 g C m−2 year−1) highlights the importance of carbon flows through microbial biomass, to the extent that even massive primary productivity of the marsh plants (603 g C m−2 year−1) and subsidiary carbon sources (∼330 g C m−2 year−1) were insufficient to meet the microbial carbon demand. These findings suggest that littoral freshwater marshes are genuine hot spots of aerobic microbial carbon transformations, which may act as net organic carbon importers from adjacent systems and, in turn, emit large amounts of CO2 (here, ∼870 g C m−2 year−1) into the atmosphere.