Resumo Introdução: Dada a multiplicidade de definições acerca do conceito de churning de recursos humanos, tomou-se como premissa, os custos associados às substituições de trabalhadores provenientes de saídas voluntárias das organizações. Tratando-se de uma temática ainda pouco explorada em Portugal, pretende-se através deste estudo expandir o quadro teórico, assim como os estudos empíricos; Objetivos; Métodos: Este estudo qualitativo visa identificar os principais precedentes do churning de recursos humanos e as medidas estratégicas aplicadas pelas organizações para o atenuar. De modo a tornar o objetivo exequível, surgiu como questão de investigação: qual a origem do churning nas organizações e quais as medidas de atenuação? Como método de recolha de dados, recorreu-se à realização de 20 entrevistas semiestruturadas a diretores de recursos humanos de vários setores de atividade, procedendo-se à sua análise através da análise de conteúdo, de forma a extrair as principais variáveis, dando enfase à elaboração de um modelo teórico e sua análise; Resultados: de forma a analisar o referido modelo, foram definidas 3 proposições às quais se procedeu à sua fundamentação, com recurso à literatura sobre a temática e à informação obtida através das entrevistas, foi possível analisar a veracidade das proposições definidas. Permitindo predizer que os precedentes de churning de recursos humanos exercem influência negativamente na ocorrência de churning de recursos humanos; as medidas de atenuação exercem influência positiva sobre o churning de recursos humanos e que as medidas de atenuação exercem influência positiva sobre os precedentes de churning de recursos humanos. Conclusões: Quanto maior for o investimento na aplicação e / ou desenvolvimento de políticas e práticas de retenção de recursos humanos, menor será a taxa de churning, logo o custo derivado das substituições de trabalhadores será reduzido.

Abstract Introduction: Given the multiplicity of definitions about the concept of human resource churning, we took as a premise, the costs associated with the replacement of workers from voluntary departures from organisations. As this is a subject that has not yet been widely explored in Portugal, this study aims to expand the theoretical framework, as well as the empirical studies; Goals; Methods: This qualitative study aims to identify the main precedents of human resource churning and the strategic measures applied by organisations to mitigate it. In order to make the objective feasible, the research question was: what is the origin of churning in organisations and what are the mitigation measures? As a data collection method, 20 semi-structured interviews were conducted with human resources directors from various sectors of activity, which were analysed through content analysis in order to extract the main variables, emphasising the development of a theoretical model and its analysis; Results: In order to analyse this model, 3 propositions were defined and proceeded to their substantiation, using the literature on the subject and the information obtained through the interviews, it was possible to analyse the veracity of the defined propositions. It was possible to predict that human resource churning precedents negatively influence the occurrence of human resource churning; that mitigation measures have a positive influence on human resource churning and that mitigation measures have a positive influence on human resource churning precedents; Conclusions: The greater the investment in the application and/or development of policies and practices of human resources retention, the lower the churning rate will be, and therefore the costs derived from the replacement of workers will be reduced.

ABSTRACT Objective. Identify and analyze the role of nursing professionals in the development and care of adolescent health in Honduras, by analyzing the curricular content of the training provided to nursing students with respect to adolescent health, and by studying policies on adolescent health. Methods. Mixed methods study, with a sequential explanatory approach, carried out from May to July 2023 through surveys of nursing schools, analysis of policy documents, a survey with nursing professionals, and a focus group. Quantitative data were analyzed using descriptive statistics and qualitative data, applying the theoretical framework of Walt and Gilson. Results. During the research, 18 documents were analyzed and seven nursing schools, 141 nurses, and 10 key actors in leadership positions participated. The results point to the need to update and disseminate the regulatory framework, ensure the necessary resources and structure to implement sustainable intersectoral programs, and train professionals. Schools are an important space for the implementation of actions; in this context, the adoption of school nursing programs could be beneficial. Nurses were identified as key figures in program implementation and should be taken into consideration when developing policies aimed at adolescents. Conclusions. Nurses participate in various stages of the policy implementation process and can make important contributions to school health at the first level of care. To this end, it is necessary to increase the capacities of nurses and nursing educators in relation to current and relevant issues in adolescent care.

RESUMEN Objetivo. Identificar y analizar el papel de los profesionales de enfermería en el desarrollo y la atención de la salud adolescente en Honduras, por medio del análisis de los contenidos de la formación de los estudiantes de enfermería y de las políticas relacionadas con la salud de los adolescentes. Métodos. Estudio de métodos mixtos, con enfoque explicativo secuencial, desarrollado de mayo a julio del 2023 por medio de encuesta con escuelas de enfermería, análisis de los documentos políticos, encuesta con profesionales de enfermería y grupo focal. Datos cuantitativos analizados mediante estadística descriptiva y datos cualitativos analizados mediante el marco teórico de Walt y Gilson. Resultados. Durante la investigación, se analizaron 18 documentos y participaron siete escuelas de enfermería, 141 enfermeras y 10 actores clave en posición de liderazgo. Los resultados apuntan a la necesidad de actualizar y difundir el marco normativo, garantizar recursos y estructura para implementar programas intersectoriales y sostenibles, y capacitar a los profesionales. La escuela representa un espacio importante para la implementación de acciones, contexto en el que la adopción de la enfermera escolar puede ser provechosa. Las enfermeras fueron identificadas como protagonistas en la aplicación de los programas y deben ser consideradas en el desarrollo de políticas dirigidas a este público. Conclusiones. Las enfermeras participan en diversas etapas del proceso de implementación de políticas y pueden hacer importantes contribuciones a la salud escolar en el primer nivel de salud. Para ello, es necesario aumentar la capacidad de las enfermeras y docentes de enfermería en temas actuales y relevantes en la atención a los adolescentes.

RESUMO Objetivo. Identificar e analisar o papel dos profissionais de enfermagem no desenvolvimento e na atenção à saúde de adolescentes em Honduras por meio de análise do conteúdo da formação dos estudantes de enfermagem em saúde de adolescentes e das políticas relacionadas aos adolescentes. Métodos. Estudo de métodos mistos, com abordagem sequencial explanatória, realizado de maio a julho de 2023 por meio de um questionário aplicado a escolas de enfermagem, análise de documentos de política, um questionário aplicado a profissionais de enfermagem e um grupo focal. Os dados quantitativos foram analisados mediante estatísticas descritivas, e os qualitativos, usando o modelo teórico de Walt e Gilson. Resultados. Durante a pesquisa, foram analisados 18 documentos. Sete escolas de enfermagem, 141 profissionais de enfermagem e 10 atores-chave em cargos de liderança participaram do estudo. Os resultados apontam para a necessidade de atualizar e divulgar o marco normativo, garantir recursos e estrutura para a implementação de programas intersetoriais e sustentáveis e capacitar os profissionais. A escola representa um espaço importante para a implementação de ações, contexto no qual a adoção da enfermagem escolar pode ser proveitosa. Os profissionais de enfermagem foram identificados como atores-chave na implementação dos programas e devem ser levados em consideração no desenvolvimento de políticas voltadas para esse público. Conclusões. Os profissionais de enfermagem estão envolvidos em vários estágios do processo de implementação de políticas e podem fazer aportes importantes para a saúde escolar no nível da atenção primária. Para isso, é necessário aumentar a capacitação dos profissionais e docentes de enfermagem em tópicos atuais e relevantes da atenção a adolescentes.

PURPOSE: The article examines the role of management accounting in managing human capital, a key intangible asset for services sectors. Considering new expectations regarding the role of management accountants and human resource professionals, the article explores the ability of the disciplines to collaborate in becoming more strategic. DESIGN/METHODOLOGY/APPROACH: The article considers literature on the evolution of the two disciplines, including archetype views on the role of management accountants, and presents case study analysis of a German information technology firm and a Dutch bank. Semi-structured interviews were conducted with senior managers from both the companies. FINDINGS/RESULTS: From the interviews, it appeared that management accountants play the role of business partner but stop short of acting as comprehensive integrator of human capital information. While both companies have innovated in measuring and valuing human capital, human resources and finance analytics teams tend to work on their own and accountants remain ad hoc advisors. PRACTICAL IMPLICATIONS: Efforts to refine the business case and value human capital fail to fully mainstream, as collaboration across departments remain loose. Innovations in soft management controls leave an impression of loose coupling between subsystems rather than comprehensively planned and integrated soft management control systems. ORIGINALITY/VALUE: The study defines complementarity between two disciplines, both seeking to account for and manage intangible assets more effectively. It concludes with lessons for researchers and practitioners on the development action-to-value pathways, improving non-financial metrics and purposefully shaping soft control systems.

ORIENTATION: South African higher education institutions (HEIs) face significant challenges in attracting and retaining younger-generation academics. This results in a critical shortage of a talented pool of scholars required for succession and the sustainability of HEIs over the longer term. RESEARCH PURPOSE: This study aimed to explore the factors affecting the retention of millennial academics in South Africa. MOTIVATION FOR THE STUDY: The retention of millennial academics is essential to the success of HEIs. Research on the factors affecting the retention of this cohort of academics is scarce despite their growing importance in sustainable HEI practice. RESEARCH APPROACH/DESIGN AND METHOD: The study adopted a cross-sectional qualitative research approach using semi-structured interviews to collect the data. The sample included 14 millennial academics representing various public HEIs in South Africa. Thematic analyses were applied to analyse the data. MAIN FINDINGS: The findings showed that five factors should be considered to retain millennial academics: career and growth opportunities, work environment, rewards, leadership and work-life balance. PRACTICAL/MANAGERIAL IMPLICATIONS: The study concluded that an integrated talent retention strategy should be developed that, at a minimum include opportunities for career development, employee growth, healthy employee-employer relationships, employee support and market-related compensation to retain millennial academics. CONTRIBUTION/VALUE-ADD: This research contributes to the limited knowledge of the factors affecting the retention of millennial academics.

ORIENTATION: Within the South African context, fairness perceptions of employment equity and affirmative action programmes are discussed at length. However, the perspectives of employees from various backgrounds on the fairness of Broad-Based Black Economic. Empowerment (BBBEE) are limited. Further to this, no psychometrically sound instruments could be identified, which can assist to assess the fairness perceptions people hold of BBBEE. RESEARCH PURPOSE: The aim of this study was to develop and validate an appropriate measurement of fairness perceptions of BBBEE within the South African context. MOTIVATION FOR THE STUDY: Minimal research effectively advances our understanding of what actual fairness perceptions people hold of BBEEE. RESEARCH APPROACH/DESIGN AND METHOD: To satisfy the aim of the study, an exploratory sequential mixed-method design was undertaken. This involved the use of semi-structured interviews, followed by a quantitative research design. MAIN FINDINGS: The exploratory factor analysis revealed that a four-factor solution comprising 31 items was both valid and reliable. PRACTICAL/MANAGERIAL IMPLICATIONS: The instrument can advance the understanding about the ways in which individuals in the workplace perceive BBBEE. In addition, it can assist to determine whether the programme is indeed effective and enables organisations to better manage those perceptions. CONTRIBUTION/VALUE-ADD: The development of a valid and reliable measure can be used by both employers and researchers for the purposes of gaining insight into the influence of BBBEE on behaviour in the South African workplace.

ORIENTATION: Women leaders face significant challenges because of the multifaceted nature of their lives. They need support to maintain a healthy work-life balance RESEARCH PURPOSE: This study aimed to explore the role of leadership coaching to support women in leadership positions with work-life balance MOTIVATION FOR THE STUDY: Leadership coaching is an effective and powerful individual support and development intervention; however, the link between coaching and work-life balance for woman leaders has not been studied sufficiently RESEARCH APPROACH/DESIGN AND METHOD: Data were collected via in-depth interviews from (n = 10) women in leadership positions who experienced at least six leadership coaching sessions in the last 18 months. An interpretative phenomenological paradigm was utilised and thematic analysis was used to analyse collected data MAIN FINDINGS: Coaching supported women leaders on four fronts: increased self-awareness, designing work-life balance strategies, coping with gender-specific challenges and highlights the importance of organisational commitment to the coaching and support processes PRACTICAL/MANAGERIAL IMPLICATIONS: Coaches should ensure that coaching programmes integrate strategies and techniques to help women leaders manage emotional, labour and domestic responsibilities. Organisations should take steps to create an inclusive workplace that actively promotes the professional development and well-being of women leaders by recognising and addressing their challenges and providing support through coaching CONTRIBUTION/VALUE-ADD: This study provides empirical evidence that leadership coaching is a viable strategy to support women leaders with work-life balance

ORIENTATION: Extreme competition among institutions of higher learning was one of the difficulties that universities of technology (UoTs) had to overcome in order to enter the higher education system. This study examined the influence of training and development on job satisfaction, loyalty and retention among academic staff at a selected university of technology RESEARCH PURPOSE: The study investigated how training and development impact job satisfaction, loyalty and retention among academics MOTIVATION FOR THE STUDY: The competitive nature of the academic sector inspired universities to strive to attract and retain talented faculty members. Training and development programmes are considered potential tools to enhance job satisfaction, loyalty and retention, but empirical evidence is needed to support this relationship RESEARCH APPROACH/DESIGN AND METHOD: This study used a quantitative research methodology with a non-probability convenience sample (n = 270) of academics within the selected university utilising self-administered structured questionnaires to collect data MAIN FINDINGS: The regression analysis revealed positive significant predictive relationships between training and development programmes and job satisfaction, loyalty and retention among academic staff PRACTICAL/MANAGERIAL IMPLICATIONS: Findings imply that universities should prioritise the development of tailored training initiatives that address the specific needs and aspirations of their academic staff. Training interventions can foster a positive work environment and enhance staff members' commitment and long-term engagement, ultimately improving the overall quality and reputation of the institution CONTRIBUTION/VALUE-ADD: The study provided evidence-based insights to inform policies related to training and development programmes for both academics and institutions of higher education administrators

ORIENTATION: The development of quality of work life (QWL) in line with the needs of employees will balance personal growth and social life in the workplace. Improving the QWL has an impact on employee efficiency and organisational productivity RESEARCH PURPOSE: This study determines how organisational justice and work-family conflict determine the QWL. We conducted a cross-sectional study. Participants were selected based on characteristics and the objective of the study MOTIVATION FOR THE STUDY: Employees' well-being and fairness in the workplace are crucial factors that can significantly impact their job satisfaction, productivity and overall organisational outcomes RESEARCH APPROACH/DESIGN AND METHOD: Data collection used questionnaires and involved 508 oil palm plantation officers. The hierarchical regression analysis was used to find out the determinant of QWL MAIN FINDINGS: We found that organisational justice and work-family conflict are predictors of QWL. Work-family conflict is associated with low levels of QWL. Interactional justice and time-based conflict was the best predictor of QWL PRACTICAL/MANAGERIAL IMPLICATIONS: The emergence of work-family conflict will reduce employee job satisfaction, and ultimately, the QWL will decrease CONTRIBUTION/VALUE-ADD: These findings could be guidelines for managing a healthy work culture that eventually leads to the organisation's success

ORIENTATION: With the world increasingly becoming a global village and many multi-national enterprises exploring African markets, the question of integrating indigenous traditions into employment relations (ER) systems and practices has become topical in the ER field RESEARCH PURPOSE: This study investigated the integration of African traditions, perspectives and indigenous wisdom in modern ER MOTIVATION FOR THE STUDY: There is a limited integration of indigenous wisdom in ER practices. The study examine how African perspectives can be further developed to align with and contribute to current and future workplace trends RESEARCH APPROACH/DESIGN AND METHOD: A qualitative research approach was adopted in this study to understand the prevailing workplace dynamics and how an Africanised ER perspective can add value to the workplace. Grounded theory was used as the primary research strategy to support the design of this study. Using semi-structured interviews, a purposive sampling method was used to collect data from 12 participants. Thematic analysis was used to analyse and make sense of the collected data MAIN FINDINGS: The findings show three themes associated with the development of Harmonious, Africanised and Modern Employment Relations (HAMER) model, namely, organisational anxiety, organisational unity and strategic leadership. The findings indicated that incorporating indigenous knowledge in ER can improve organisational harmony and relationships in the workplace. The findings also indicated that transforming traditional perspectives to embrace indigenous knowledge requires strong leadership skills and strategic thinking. Most importantly, the study identified a shortage of customised ER content as the main hindrance in the integration process PRACTICAL/MANAGERIAL IMPLICATIONS: The study proposed the adoption of the HAMER model to align current ER trends and requirements to indigenous knowledge. The model focuses on practical ways of integrating harmony and African perspectives in modern ER CONTRIBUTION/VALUE-ADD: First and foremost, the study addressed the shortage of Africanised ER content, including the infrastructure and behaviours required to achieve the integration

ORIENTATION: Coaching's expansion is driven by its impact on job performance and wellbeing through positive reinforcement and goal achievement. Working as coaches for individuals, teams, and organisations, industrial psychologists often report feeling inadequately prepared for their coaching roles RESEARCH PURPOSE: The objective of this study was to explore industrial psychologists functioning as coaches, and, their training and development needs related to coaching in the workplace MOTIVATION FOR THE STUDY: Coaching is driven by its benefits for job performance and wellbeing, highlighting a challenge where many industrial psychologists, frequently acting as coaches, feel unprepared RESEARCH APPROACH, DESIGN AND METHOD: A qualitative research approach with an interpretivism paradigm was employed in this study. The participants, industrial psychologists and interns (N = 17) were approached using snowball sampling. The data was captured with qualitative surveys and analysed using thematic analysis MAIN FINDINGS: The results showed that some participants felt confident since they experienced certainty of coaching psychology theories and the role of self-awareness in shaping their coaching methods. Some participants experienced less confidence in their coaching abilities and highlighted the need for supervision from a mentor in sound coaching practices. The participants reported a need for further development in skills such as emotional competence, and theoretical and technological knowledge and practice management PRACTICAL/MANAGERIAL IMPLICATIONS: Coaching interventions by industrial psychologists can enhance employee strengths, boosting organisational returns and promoting a triple-bottom-line CONTRIBUTION/VALUE-ADD: An industrial psychologist committed to coaching development can significantly boost both personal and organisational growth

ORIENTATION: This study is a response to the challenges faced by a rail, port and pipeline company in South Africa when managing succession planning, self-leadership and turnover intention RESEARCH PURPOSE: The study aimed to determine if succession planning was the mediating variable between self-leadership and turnover intention in a state-owned enterprise MOTIVATION FOR THE STUDY: The study's findings may assist public entities in prioritising succession planning and self-leadership development initiatives RESEARCH APPROACH/DESIGN AND METHOD: The study adopted a quantitative approach and a cross-sectional survey research design within positivism. Data were gathered using a structured existing questionnaire that was distributed and the response rate was 78.67%. The reliability of the questionnaire was 09.222 which was an indication that the internal consistency was in order. Data were analysed by using correlation and multiple regression analysis MAIN FINDINGS: The study found that self-leadership was a marginally significant predictor of turnover intention. A large proportion of the sample was drawn from respondents working in Johannesburg whose views might not correspond with those of employees from other areas PRACTICAL/MANAGERIAL IMPLICATIONS: The findings of the study offer government policymakers the opportunity to develop policies that enhance self-leadership, promote succession planning, reduce the intention to leave among employees and incentivise the process CONTRIBUTION/VALUE-ADD: The body of knowledge was expanded in the sense that succession planning was found to be the mediating variable in the relationship between self-leadership and turnover intention

ORIENTATION: Higher education institutions (HEIs) in the Global South remain complex organisations that are facing a myriad of challenges. The sector, already reeling from the logics of the imperial, colonial or apartheid and more recently, neoliberal influences, continues to struggle to adequately respond to these challenges RESEARCH PURPOSE: We used South Africa as a case study to explore and to theorise the challenges that black early career academics (ECAs) are facing as they seek to negotiate their being and belonging in a South African university MOTIVATION FOR THE STUDY: To shine a spotlight on the complex experiences of black ECAs and how they navigate their being and belonging in a public university RESEARCH APPROACH/DESIGN AND METHOD: We used a qualitative interpretivist case study to explore black ECAs' negotiation of entry and success in the university. Additionally, we relied on semi-structured interviews as the main data generation tool MAIN FINDINGS: We reveal how mentors/supervisors/line managers play a significant role in how black ECAs navigate and negotiate their entry, being and belonging in a neoliberal university. We also reveal an emergent tension between teaching and research, showing how black ECAs believe that teaching and learning is relegated to the margins at university PRACTICAL/MANAGERIAL IMPLICATIONS: Exploring black ECAs experiences in university has implications for the retention, success and transformation of the higher education sector in South Africa CONTRIBUTION/VALUE-ADD: Higher education in general and academic staff development in particular has an instrumental role to play in ensuring that black ECAs are well supported and mentored

ORIENTATION: This article emphasises the need to rethink training evaluation due to its lack of practice in South Africa RESEARCH PURPOSE: This research aimed to investigate the extent to which South African corporates engage in training evaluation MOTIVATION FOR THE STUDY: While theorists and training evaluation experts argue the importance of evaluating training, globally, training evaluation is primarily limited to collecting reaction-level data. Training evaluation is a staple in most training and human resource development textbooks and forms part of undergraduate and postgraduate curricula in the Human Resources Management domain, yet, little is published about training evaluation in South Africa and its practical relevance in modern-day corporate environments RESEARCH APPROACH/DESIGN AND METHOD: An explanatory sequential (mixed-methods) research design was utilised MAIN FINDINGS: While there is a high commitment to training among South African corporates, it is not accompanied by a commitment to training evaluation. Training evaluation is not considered a priority business practice, especially in highly demanding and complex corporate environments. Additionally, with South Africa's unique legislative frameworks, the motivation for providing training is sometimes distorted, causing a reluctance to determine training effectiveness PRACTICAL/MANAGERIAL IMPLICATIONS: The findings suggest that a substantial shift in how training evaluation is theoretically conceptualised and practically applied is necessary for South Africa CONTRIBUTION/VALUE ADD: The research indicates a need to explore creative and nuanced ways, perhaps utiliing established human resource analytics and metrics to assess the merit and worth of training

ORIENTATION: The study explored the employment experiences of contract academic staff working in universities RESEARCH PURPOSE: This study aimed to explore higher education employment practices experienced by contract academic staff. Recommendations for fair and inclusive human resource practices to address negative employee experiences was offered MOTIVATION FOR THE STUDY: Research on employment practices and non-standard employment arrangements in the South African context are scant and outdated. Consequently, it is important to shed light on the experience of contract academic staff in universities given the widespread practice of employing contract academic staff in the sector RESEARCH APPROACH/DESIGN AND METHOD: A qualitative research approach was employed. A total of 26 temporary employed contract academic staff members from 15 different departments across three institutions of higher education in South Africa participated in semi-structured interviews MAIN FINDINGS: The findings of this study highlight how contract academic staff experience being employed in universities. The themes identified were, a lack of job orientation and onboarding, last-minute contract offers, vague contract terms, lack of employment benefits, lack of rights and legal standing, limited career development and funding opportunities, unfair work demands, lack of performance feedback, and lack of human resources and organisational support PRACTICAL/MANAGERIAL IMPLICATIONS: Understanding the influence of university employment practices on contract academic staff will aid Human Resources Departments in re-evaluating policy and practice to combat the negative effects thereof. Particularly, how the employment contract process is managed, the lack of support available to staff, and the general disregard for the value that this category of staff adds to the academic offering CONTRIBUTION/VALUE-ADD: This study provides valuable insight for improving policies and practices that enhance the employment experience of contract academic staff in universities

BACKGROUND: Family medicine has trained specialist family physicians in South Africa since 2008, but not investigated their career pathways. The study aimed to determine the career pathways of newly qualified family physicians between 2008 and 2022 METHODS: A cross-sectional descriptive survey of all 186 family physicians via an electronic questionnaire RESULTS: Response rate was 44.6% (83/186). Overall, 9.6% emigrated, 10.8% were no longer practising, and 79.5% were still practising in South Africa. Of the latter, 14.5% were in the private sector, 55.4% in the public sector and 9.6% in both. Of those in the public sector, 33.7% were in specialist family physician posts, 12% in medical officer posts, 4.8% in managerial positions and 4.8% in academic positions. Issues relating to safety and security were important to those working in both sectors and relationships with colleagues in the clinical team, to those in the public sector. Overall, participants practised near or within their province of training and were not equitably distributed CONCLUSION: Only a third of graduates were in specialist family physician posts in the public sector. Attention needs to be given to retaining more graduates in such posts to achieve the goals of the national position paper. The proportion in the private sector was lower than expected. The reasons for no longer practising medicine should be further explored CONTRIBUTION: This is the first study on the career pathways of family physicians in South Africa since the new speciality was created. Understanding these pathways will assist with human resources for health planning