Employee retention is a critical concern for organizations in today’s dynamic labor market. This paper introduces a novel framework, integrating “absolute potential of the employee” and “risk associated with leaving the employee”, to address this challenge. Findings from the study suggest that this framework can effectively assist organizations in strategizing retention techniques. The research methodology employed an exploratory research design and collected data from 576 employees across various sectors. The results indicate significant implications for organizational risk assessment and employee retention strategies.

The study focused on investigating the effects of varying levels of HA (HA₁ = 0, HA₂ = 25, HA₃ = 50, HA₄ = 75, and HA₅ = 100) on Red Dragon, Red Prince, and Red Meat varieties of red radish. This analysis aimed to unravel the relationship between different levels of HA and their impact on the growth and productivity of red radish genotypes. The findings revealed that the Red Prince genotype attained the utmost plant height of 24.00 cm, an average of 7.50 leaves per plant, a leaf area of 23.11 cm², a canopy cover of 26.76%, a leaf chlorophyll content of 54.60%, a leaf fresh weight of 41.16 g, a leaf dry weight of 8.20 g, a root length measuring 9.73 cm, a root diameter of 3.19 mm, a root fresh weight of 27.60 g, a root dry weight of 6.75 g, and a remarkable total yield of 17.93 tons per hectare. The implications of this study are poised to benefit farmers within the Dera Ismail Khan Region, specifically in the plain areas of Pakistan, by promoting the cultivation of the Red Prince variety.

Introduction: Growth, yield and quality of okra (Abelmoschus esculentus (L.) Moench) are related to fertilizer application, being nitrogen (N) the most outstanding, due to its direct relationship with photosynthesis and vegetative growth of the plant. Objective: The objective was to evaluate the agronomic and productivity characteristics of okra as a function of N dose. Materials and methods: The study was conducted at the experimental area of Campus Gurupi, the Universidad Federal de Tocantins (UFT), Brazil, in two planting periods (autumn/winter and spring/summer). The experimental design used was randomized block design (RBD) with six treatments (50, 100, 150, 150, 200 and 250 kg N ha^-1) and four replications. Urea was used as a source of N. The characteristics evaluated were: productivity, average fruit mass, height and plant chlorophyll index. Results: Productivity and plant height were superior in the fall/winter crop. Mean fruit mass and chlorophyll index were not influenced by planting time. For productivity, a linear response was obtained with increasing dose up to the limit of the N dose used (250 kg ha^-1), with a mean value higher than 14 t of fruit. Mean mass and plant height responded linearly to increasing N dose. Nitrogen affected the chlorophyll index, with maximum values of 45.96 and 47.19, observed in the two evaluation periods. Conclusion: Planting time and N content in the soil interacted with plant height, being favorable in the period without precipitation. N influenced all the characteristics, demonstrating the importance of nitrogen fertilization in the development of okra plants.

Dust is one of the atmospheric pollutants that have adverse environmental effects and consequences. Dust fall contains particles of 100 microns or even smaller ones, which fall from the atmosphere onto the earth surface. The aim of this study is to determine the concentration of lead in dust fall samples in order to study the pollution level of this element in Zahedan, Sistan and Baluchistan Province, Iran. Therefore, sampling was carried out using 30 marble dust collectors (MDCO) for 3 months in the spring of 2015 to investigate the quantitative variation and spatial analysis of lead content in dust fall. These dust collectors were placed at 30 stations on the building roofs with a height of approximately 1.5 meters across the city. According to the results, the mean lead concentration in the spring was 90.16 mg/kg. In addition, the zoning map of lead content shows that the lowest level of lead was measured at Imam Khomeini station while the highest amount of lead appeared in Mostafa Khomeini station.

Drawing on the theoretical framework of Job Demands-Resources (JD-R), our study aims to consider how workplace antecedents of perceived quiet firing (also known as involuntary attrition), perceived co-worker support, and experience (tenure at an organization) may influence quiet quitting behavior. Data were collected via questionnaire responses from 209 workers in India who had graduated from university within the last 7 years. The findings show that (1) perceived quiet firing is positively associated with quiet quitting; (2) perceived co-worker support is negatively associated with quiet quitting; (3) experience moderates the positive association between perceived quiet firing and quiet quitting in such a way that the relationship is weaker as one’s tenure at an organization increases; and (4) experience does not moderate the negative association between perceived co-worker support and quiet quitting. The study’s contributions come from understanding how the interplay of demands (i.e., perceived quiet firing) and resources (i.e., perceived co-worker support and experience) determine quiet quitting behaviors in the workplace. Additionally, the temporal dimension of experience facilitates the acquisition of organizational-specific knowledge and resources. In contrast, perceptions of co-worker support appear specific to a given point in time. Policy implications come from providing guidance to organizations on how to reduce quiet quitting behaviors by ensuring that the resources available to employees exceed the demands placed on them.