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The retention rate of a company has an impact on its earnings and dividend growth. Corporate management has control over this. However, lease structures in some real estate markets reduce the control of investment managers and force them to adopt full distribution policies and a passive management style. This is likely to impact the rental performance of the real estate by permitting depreciation to go uncorrected. This paper examines several European office markets across which lease structures and retention rates vary. It then compares depreciation rates across these markets. It is concluded that there is evidence of a relationship between retention and depreciation. Markets with particularly inflexible lease structures clearly exhibit low retention rates, and we can tentatively suggest higher levels of rental value depreciation. This poses interesting questions concerning the relationships between lease structures in different markets and their impact on expenditure by owners, and also concerning the impact on building depreciation and property performance. While longer and deeper datasets are necessary to establish direct linkages between lease structures and performance, this paper raises important issues for global investors.

This study explores the effect of local budget retention rate changes (RER) on total factor productivity (TFP) and its components in Vietnam.

The study employs a two-system generalized method of moments (GMM) estimator and data from 2012 to 2019 across all 63 provinces/cities of Vietnam.

The study finds that local budget retention rates significantly influence public investment, affecting scale and allocation efficiency. The reallocation of budgets between regions and from the central government to local levels incurs certain costs, often resulting in economically robust provinces experiencing reductions in their retention rates.

Recognizing the challenges of immediate structural budget changes due to cultural and historical factors, the study suggests a more gradual policy approach. It emphasizes the importance of policy predictability, as abrupt reductions in the retention rate lead to higher costs than gradual reductions, thus implementing budget policies with a clearer timeline. This study provides insight into local budget allocation regimes and their impact on productivity in transitioning countries.

First, the study provides fresh evidence of the impact of retention rate changes on TFP and its components in Vietnam. Second, the study provides insights into the mechanisms of the nexus of increased budget spending, capital efficiency and, most importantly, attaining improvement in education. We also offer further insights into inefficient budget allocation agents in Vietnam, especially in large cities, which should alert scholars to explore this topic further in the future.

Using “districts” nested within “regions”, this multi‐level analysis research aims to examine whether a climate of supervisory‐support at a “district”‐level (as measured by perceived supervisor support (PSS)), and “region”‐level unemployment rates were related to “district”‐level retention rates of blue‐collar part‐time employees (PTEs).

Blue‐collar PTE retention rates (from company records) and PSS levels (from a company‐wide survey) of a large global service provider were gathered. “Regional” unemployment rates were collected via publicly‐accessible government statistics.

The study finds that PSS levels of blue‐collar PTEs were related to retention rates. Additionally, through the nested relationship of the study, the “region”‐level unemployment rate was also related to PTE retention levels.

Limitations of the study included generalization to other companies, inability to collect demographic data, sample size and sampling issues, and concerns about the measurement of retention.

This study revealed that supervisory‐support climate was important in PTE retention. This paper gives mechanisms that managers can use to improve PSS levels of employees. Additionally, since organizations exist in environments, results show that the external environment may affect organizational outcomes, no matter what occurs internally in the organization.

This study is unique since it focused specifically on blue‐collar PTEs, a much‐needed group of people to research. The paper gave ways for managers to enhance their relationship with PTEs, thereby having special value for managers and those who study managerial development. Additionally, the study gave evidence that organizations exist in environments, and factors outside the organization may affect retention within organizations.

Hiring teachers is among principals' most critical work but what remains uncertain is the relationship between a principal's tenure in a school and the rate at which they hire teachers who will stay. Teacher retention and principal experience are key predictors of school stability. This study therefore investigates the influence of principal tenure on the retention rates of teachers they hire over time.

The authors followed 11,717 Texas principals from 1999 to 2017, and tracked the teachers they hired in each year of their tenure in a school to see if principals became more effective at hiring teachers who stay over time. The authors use regression with fixed effects and find that the longer a principal stayed in a school, the more effective they were at hiring teachers who stay to both three- and five-year benchmarks.

Principals hire significantly more teachers who persist after they have led their first school for five or more years; however, the average principal in Texas leaves a school after four years thus never realizing those gains. The authors' second main finding indicates that principals who enter an unstable school (less than 69% retention in the two years prior to the principal's arrival) and stay at least five consecutive years, can counteract prior instability.

This study provides initial evidence that principals establish a great deal of building-specific situational expertise that is not easily portable or applicable in a subsequent school placement.

Devolution of fiscal and administrative autonomy to public schools is a global phenomenon now. Various models of school autonomy have been adopted both in developing and developed countries. The purpose of this paper is to explore the impact of devolution of fiscal autonomy to public primary schools through Parent–Teacher Councils (PTCs) on retention of primary school children in the Khyber Pakhtunkhwa (KP) province, Pakistan.

Two sources of data were used to analyze the research question: Education Management Information System for the years 2006–2011 and 2007–2012, and a specially designed survey questionnaire used to compile information about PTCs from 222 public primary schools in the KP Province. Multiple linear regressions were conducted to examine whether PTC reforms are related to retention rates. An education production function approach was used to examine the effect of “inputs” (PTC reform) on “outputs” (retention).

The regression results indicate that reforms in procedural mechanisms to spend PTC budget and schools with separate classrooms for each grade level are significant in improving retention to the last grade of primary. The results also indicate that retention in all-girls’ schools tend to be significantly lower compared to all-boys’ schools.

First, the integration of data sets resulted in a small sample size, 361 schools, out of which the researcher could visit only 222 schools (10 schools per district) due to time and financial constraints. There may be a probability that with a larger sample size the author findings may look slightly different. However, this is the only current data set collected by the researcher in KP, Pakistan. Second, an ideal way of calculating retention is to track each and every child enrolled in a school over a period of five years and to calculate retention at the end of Grade 5 called true cohort model. However, due to unavailability of such kind of data, a more commonly used method, called reconstructed cohort method, is employed. In this method, data on enrollment by grade are used for six consecutive years, with an assumption that the student flow rates will remain unchanged over time and across grades.

The findings of this study provide vital policy input to the Government of Pakistan in particular and other developing countries in general. The study reveals that PTCs have critical impacts on educational outcomes, school productivity and return on public sector educational investment thus providing an impetus for further strengthening of PTC and community participation. Besides, this study offers significant implications as to how school-based management programs will lead to outcomes under resource scarcity in developing countries.

The paper has implications for the role of school leadership and community participation and for how to engender community involvement in marginalized areas where communities often do not have the time, resources or confidence to participate in their schools. Besides, community participation in parent–teacher meetings means that the school budget is spent transparently and with consensus. Hence, the chances of misuse of funds are minimized to a considerable extent, a dilemma faced by many developing countries. Finally, the collection of PTC-related data regularly especially details about budget allocated, spent and, the unutilized budget may result in better record keeping, which was found lacking during the visit.

The uniqueness and originality of this paper can be gauged from the fact that no systematic study exists with regards to the impact of school autonomy on students’ retention to the last grade of primary in KP province – a poor and conflict-ridden region in a low-income country (Pakistan). Also, the data collection from primary and secondary sources was not an easy task. However, the researcher as a civil servant has to use personal contacts to collect primary and secondary data. Hence, this study is unique and first of its kind in nature. No such research has been conducted so far by any researcher, especially in KP.

This paper aims to examine the roles of both aggregate and specific commission rates to control the sales force in relationship marketing with a customer portfolio.

Drawn on the concept of customer lifetime value and agency theory, the author calculated both specific and aggregate sales force commission rates in a relationship marketing perspective. Contrary to the prior researchers, the author assumes that, at any period, both the gross margins and retention rate of each customer are a stochastic function of the salesperson’s effort.

The results indicated that when there is symmetric information between a sales manager and salesperson, both aggregate and specific commissions can be used to monitor the sales force. Under asymmetric information, however, each type of commission rate can only be used under certain conditions. In addition, conditions in which the aggregate commission is equivalent to the specific commission for each customer were derived.

Hypothetical data were used to explain the model. It would be more appropriate to use real data to see its managerial relevance.

In the author’s knowledge, this study is the first that specifically links scholastic customer’s retention and salesperson commission rate to monitor salesperson effort in relationship marketing. It is also the first that shows in which conditions aggregate and specific commission rates are equal for a salesperson’s customer portfolio management.

To test the effects of underpricing and share retention (i.e. the proportion of shares retained by the pre‐initial‐public‐offering (IPO) owners) on IPO aftermarket liquidity.

Uses both percentage spread and turnover ratio to measure liquidity. The percentage spread is the quoted bid‐ask spread divided by the quoted midpoint and measures the trading cost relative to share price. Turnover ratio is the daily trading volume divided by the number of shares offered and measures the speed of transaction. Both non‐parametric analyses and multiple regressions are conducted to investigate the effects of underpricing and share retention on liquidity.

Results indicate that initial return is positively related to turnover ratio and negatively related to percentage spread. These relations are significant even after controlling for other factors. Also finds that the pre‐IPO owners’ retention rate is positively related to turnover ratio and negatively related to percentage spread. High retention rates attract more trades, provide quality assurance, and improve IPO aftermarket liquidity.

This paper investigates the theoretical links between underpricing and liquidity and provides direct evidence on Booth and Chua's liquidity theory. In addition, this is one of the first empirical studies to analyze the effect of share retention on aftermarket liquidity.

This paper aims is to present and discuss the personal and educational underpinnings of undergraduate and graduate students’ persistence decision, identify initiatives and strategies academic libraries are adopting which correlates positively with student retention, identify and discuss the main causes leading to attrition and present James White Library’s experience contributing to student retention efforts at Andrews University.

A bibliographic search using databases in the areas of education and library and information science was conducted to review the literature on the relationship between library use and services and university students’ retention.

The main overall factors which contribute to student retention are: user-centered philosophy; involvement and engagement; student identification and sense of belonging; academic success and achievement; and point grade average (GPA) in the context of libraries, the main factors which contribute (or correlate) to student retention are: library instruction; spaces which provide social interaction and learning; and general materials’ use.

This study does not provide results of actual in-person investigations conducted at libraries, rather, identifies presents, and discusses reported studies in the Education and Library & Information Science (LIS) literature.

A summary and structured presentation of the main issues concerning the library’s role in university student’s retention identifies the main personal, including non-academic and academic problems leading to student’s attrition, as well successful efforts and strategies which libraries are adopting to curtail this pressing problem within academic institutions. The paper can be used as general guidelines which academic library managers and library service providers can adopt to contribute to the university’s overall efforts to increase its graduation rate.

Higher education presupposes large expenditures from providers (Universities) and students. Millions of dollars are spent by both parties each year without yielding the expected results, considering that attrition levels can reach more than 40 per cent at any given university during an academic year in the USA. Also, purposeful or intentional expensive recruitment efforts and programs can be greatly curtailed by high attrition rates. However, these can be greatly diminished by successful retention strategies. Also, society is greatly benefited with the talents, skills, and services rendered by a professional with a higher education degree.

This study organizes and systematizes the many study results, ideas, and considerations concerning academic libraries and student retention which are dispersed in the literature of the field, allowing the reader and practitioner to better understand the theoretical and practical issues concerning this subject. It provides the reader with practical experiences and data which will enhance one’s decision-making process in developing retention policies and strategies at the library level.

The purpose of this paper is to investigate US lodging properties’ organizational employee‐retention initiatives and practices, and to examine the impact of those initiatives on employee turnover and retention.

Using the Directory of Hotel & Lodging Companies, a convenient sample group of 24 management companies are selected. A self‐administered mail survey instrument is developed to measure and test organizational initiatives and practices on employee turnover and retention. Using SPSS 16.0, two statistical tests are employed to test study hypotheses. Correlation analysis is used to identify the relationships between predictor and response variables. Likewise, regression analysis is used to examine the relationships between predictor and response variables hypothesizing that the effectiveness of practicing the human resource management organizational initiatives on management and non‐management retention and turnover will differ.

The findings reveal that Corporate Culture, Hiring and Promotions and Training practices influence non‐management employee retention. At the same time, Hiring and Promotion practices impact management retention, as well. Moreover, Organizational Mission, Goals and Direction, and Employee Recognition, Rewards and Compensation were found to positively reduce non‐management employee turnover.

Owing to the study methodology and the relatively low response rate, generalization of the study findings is limited. Future replication studies are recommended.

The findings will equip lodging organizations and industry professionals with the contemporary tools to proactively reduce employee turnover and for maintaining employee retention. This should have a positive impact on workforce productivity.

This study makes a major contribution to the relative influence of the practice of eight study‐defined organizational initiatives on turnover in lodging businesses.

Nurse turnover is perceived to be a major challenge for health-care administrators. The turnover is because of various factors like poor working conditions, low salaries, poor work–life balance and international opportunities. The purpose of conducting a bibliometric analysis on “Nurses’ Talent Retention” is to comprehensively analyze the trends, patterns and research contributions related to this area. By synthesizing and analyzing the existing literature, this study aims to identify key areas for nurse retention, thereby providing a foundation for further research, practical interventions and policy implications.

This research investigates talent retention practices in nursing from 1989 to 2023 by analyzing 427 documents from 213 sources sourced through Elsevier Scopus. Using the PRISMA framework, the study uses bibliometric analysis using the R studio’s biblometrix package. Key findings reveal a growing scholarly interest with an annual growth rate of 11.46%, an average document age of 7.93 years and an average citation rate of 43.26. Notably, international collaboration represents 17.56% of co-authorships, indicating the global relevance of the research. The study addresses three main research questions, including factors contributing to nurse retention in the Indian context, and implications for nurse well-being and turnover rates across different health-care contexts and countries.

The bibliometric analysis of nurse retention highlights several key findings. Magnet hospitals, accredited by the ANCC, demonstrate superior work environments, staffing levels and nurse outcomes, emphasizing the significance of nursing leadership and professionalism. The factors such as resilience, influenced by perceived competence, collaboration and coping strategies, highlight the importance of addressing psychological well-being in retention efforts. Transformational leadership and supportive work environments are associated with increased intentions for nurses to remain in their roles, suggesting the need for organizational practices fostering positive workplace cultures. Diversity management initiatives promoting inclusivity correlate with positive organizational outcomes, indicating the potential for diverse and inclusive workplaces to enhance nurse retention.

These findings provide substantial implications for health-care organizations and policymakers. Investing in nursing leadership and nurturing supportive work environments can enhance nurse satisfaction and retention. Implementing diversity management in recruitment practices can create inclusive workplaces, positively impacting nurse retention and organizational outcomes. Mandating staffing ratios may also improve nurse retention and patient care quality. Understanding the economic and organizational costs associated with nurse turnover emphasizes the need for effective retention strategies and healthy work environments.

This study contributes to the understanding of nurse retention dynamics by synthesizing findings from the literature. By highlighting the importance of nursing leadership, resilience and diversity management, it provides valuable insights for future research and practice in the field. The study also emphasizes the economic and organizational costs of nurse turnover, enhancing the urgency of implementing effective retention strategies.