Browsing by Subject "Retention"
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Item Development, Assessment, and Outcomes of a Community-Based Model of Antiretroviral Care in Western Kenya Through a Cluster-Randomized Control Trial(Wolters Kluwer, 2021-06-01) Goodrich, Suzanne; Siika, Abraham; Mwangi, Ann; Nyambura, Monicah; Naanyu, Violet; Yiannoutsos, Constantin; Spira, Thomas; Bateganya, Moses; Toroitich-Ruto, Cathy; Otieno-Nyunya, Boaz; Wools-Kaloustian, Kara; Medicine, School of MedicineObjective: To develop and assess an alternative care model using community-based groups for people living with HIV and facilitate by lay personnel. Methods: Geographic locations in the Academic Model Providing Access to Healthcare Kitale clinic catchment were randomized to standard of care versus a community-based care group (ART Co-op). Adults stable on antiretroviral therapy and virally suppressed were eligible. Research Assistant-led ART Co-ops met in the community every 3 months. Participants were seen in the HIV clinic only if referred. CD4 count and viral load were measured in clinic at enrollment and after 12 months. Retention, viral suppression, and clinic utilization were compared between groups using χ2, Fisher exact, and Wilcoxon rank sum tests. Results: At 12 months, there were no significant differences in mean CD4 count or viral load suppression. There was a significant difference in patient retention in assigned study group between the intervention and control group (81.6% vs 98.6%; P < 0.001), with a number of intervention patients withdrawing because of stigma, relocation, pregnancy, and work conflicts. All participants, however, were retained in an HIV care program for the study duration. The median number of clinic visits was lower for the intervention group than that for the control group (0 vs 3; P < 0.001). Conclusions: Individuals retained in a community-based HIV care model had clinical outcomes equivalent to those receiving clinic-based care. This innovative model of HIV care addresses the problems of insufficient health care personnel and patient retention barriers, including time, distance, and cost to attend clinic, and has the potential for wider implementation.Item Evaluation of Machine Learning Models for Proteoform Retention and Migration Time Prediction in Top-Down Mass Spectrometry(American Chemical Society, 2022) Chen, Wenrong; McCool, Elijah N.; Sun, Liangliang; Zang, Yong; Ning, Xia; Liu, Xiaowen; BioHealth Informatics, School of Informatics and ComputingReversed-phase liquid chromatography (RPLC) and capillary zone electrophoresis (CZE) are two primary proteoform separation methods in mass spectrometry (MS)-based top-down proteomics. Proteoform retention time (RT) prediction in RPLC and migration time (MT) prediction in CZE provide additional information for accurate proteoform identification and quantification. While existing methods are mainly focused on peptide RT and MT prediction in bottom-up MS, there is still a lack of methods for proteoform RT and MT prediction in top-down MS. We systematically evaluated eight machine learning models and a transfer learning method for proteoform RT prediction and five models and the transfer learning method for proteoform MT prediction. Experimental results showed that a gated recurrent unit (GRU)-based model with transfer learning achieved a high accuracy (R = 0.978) for proteoform RT prediction and that the GRU-based model and a fully connected neural network model obtained a high accuracy of R = 0.982 and 0.981 for proteoform MT prediction, respectively.Item How 'Ya Gonna Keep 'Em Down on the Farm: The Problem of Retention(Indiana Libraries, 2008) Stanley, Mary J.The old song that was written in the wake of America's entry into World War I, "How Ya Gonna Keep 'Em Down on the Farm?", speaks to the problem of keeping good employees. Libraries spend an enormous amount of time and money in the recruitment process to attract and hire talented professionals. Many of these same talented professionals move on to another position in a short time. This article looks at ways to retain and keep these individuals.Item IEL Students Demographic and Retention Report AY 2022-2023(Indiana University, 2023-11-01) Hahn, ThomasThe Institute for Engaged Learning (IEL) at IU Indianapolis is home to multiple engaged learning opportunities in undergraduate research, leadership, and civic engagement. This report details demographics, school of enrollment, GPA, and retention figures for students who participated in IEL programs in AY 2022-2023.Item Increasing communication effectiveness per personality types in an effort to enhance student retention(2010-05-03T19:52:55Z) Barnett, Melissa G.; Goering, Elizabeth; Sandwina, Ronald M.; White-Mills, KimStudent retention is a problem that continues to plaque higher education institutions whose ultimate goal is to graduate students. The reported national student retention average in 2006 was between 58 and 71.6 percent, depending on to which statistics you refer. The importance for the academic community is that “the loss of students returning to campus for another year usually results in greater financial loss and a lower graduation rate for the institution, and might also affect the way that stakeholders, legislators, parents, and students view the institution” (Lau, 2003). In order to combat low student retention rates, many have initiated a variety of programs and strategic measures to increase students’ likelihood to complete their education. These initiatives can be found in the form of committees designated to conduct research and subsequently implement programs, colleges hiring outside consultants to assist with retention strategies, and the implementation of “student success” courses into the existing curriculum. Additional measures at the campus level may include: retention merit initiatives, student satisfaction and instructor surveys, and re-entry campaigns to target withdrawn students. According to Tinto (2002), “Most institutions, in my view, have not taken student retention seriously. They have done little to change the way they organize their activities, done little to alter the student experience, and therefore done little to address the deeper roots of student attrition”. The author faults the institutions that attempt to combat the issue by simply adding a course that is “marginal to the academic life of the institution”. While he does not directly address using personality or learning styles as a tool to combat student attrition, he states that, “Institutions that are successful in building settings that educate their students, all students, not just some, are institutions that are successful in retaining their students”. This research will provide an in depth look at existing personality type and retention data, an examination of communication incidents as reported by both “graduates” and “withdrawn” students, and recommendations for implementing personality-based communication techniques in the classroom in an effort to enhance overall student satisfaction. Considering the explosive growth of web-based distance education courses and program offerings, additional considerations will be made to address the online learning environment and its unique communicative needs. It is my assertion that both student retention and overall satisfaction can be enhanced with knowledge of existing personality and learning types of both students and teachers and a modification of the communication processes to fit students’ varying styles and communicative needs. By conducting a very basic level of research on personality types, one can find an abundance of information, each assessment claiming to be more effective than the others. Several textbooks, websites, and employer profiling systems guide users to various paper or web based tests which solicit descriptors of one’s own behavior, characteristics, and tendencies. First published in 1962, one widely recognized psychometric questionnaire used frequently in career counseling is the Myers-Briggs Type Indicator. Respondents are asked to answer 93 forced-choice questions based on their preference of two words or short statements. The results are given in the form of a four letter abbreviation, each letter representing one of their four type preferences based on four dichotomies. The four dichotomies are Extraversion vs. Introversion, Sensing vs. Intuition, Thinking vs. Feeling, and Judging vs. Perceiving. “The MBTI suggests general areas of life, or careers, in which persons are most apt to be interested, motivated, and successful” (Van, 1992, p. 20). As described by John (1990), “The five-factor model is a descriptive framework within which all the important individual differences in personality are subsumed under five global traits” (as quoted in Wolfe & Johnson, 1995, p. 178). The Five Factor Model identifies the “Big Five” personality traits of its respondents and presents them as percentile scores. Measures are comprised of either self-descriptive sentences or adjectives. The Big Five factors are as follows: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. “A personality taxonomy such as the “16-factor model developed by Cattell (1965), posits that there are 16 primary personality factors” (Lidy & Kahn, 2006, p. 124). Through extensive research on the subject, and self assessing with a variety of these tests, the model I have chosen to highlight here is the DiSC personality assessment. The tool measures personality types based on a word association that offers a number of descriptors and asks participants to select the one that is “most like” and “least like” them. The in-depth profile then provides a bar graph measure of each of the four dimensions and a “classical pattern” to the participants. The four dimensions of the assessment are as follows: D (Dominant), i (Influencer), S (Steadiness), C (Conscientiousness).Item It’s not all the same: Implemented and perceived HR practices in the volunteer context(Sage, 2021-01-25) Walk, Marlene; Scott, Charity; Littlepage, LauraBeing strategic and intentional in the management of volunteers is increasingly important to tackle volunteer retention and improve other volunteer outcomes. Drawing on strategic human resource management (SHRM), this inductive study utilizes qualitative data from interviews to explore how volunteers in a large youth organization perceive HR practices of training and recognition. Volunteer accounts are supplemented with focus group data from front-line staff to capture how HR practices are implemented. Findings indicate a disconnect between implemented and perceived HR practices in some, but not all, areas. Inconsistent and unintentional communication was the main driver for negative volunteer perceptions.Item Research reveals approaches to retain volunteers(2015-09-29) Walk, MarleneItem Retention in care and viral suppression in the PMTCT continuum at a large referral facility in western Kenya(Springer, 2022) Humphrey, John M.; Songok, Julia; Ofner, Susan; Musick, Beverly; Alera, Marsha; Kipchumba, Bett; McHenry, Megan S.; Carlucci, James G.; Park, Jun; Mwangi, Winfred; Yiannoutsos, Constantin; Bakoyannis, Giorgos; Wools-Kaloustian, Kara; Medicine, School of MedicineMedical records of pregnant and postpartum women living with HIV and their infants attending a large referral facility in Kenya from 2015 to 2019 were analyzed to identify characteristics associated with retention in care and viral suppression. Women were stratified based on the timing of HIV care enrollment: known HIV-positive (KHP; enrolled pre-pregnancy) and newly HIV-positive (NHP; enrolled during pregnancy). Associations with retention at 18 months postpartum and viral suppression (< 1000 copies/mL) were determined. Among 856 women (20% NHP), retention was 83% for KHPs and 53% for NHPs. Viral suppression was 88% for KHPs and 93% for NHPs, but 19% of women were missing viral load results. In a competing risk model, viral suppression increased by 18% for each additional year of age but was not associated with other factors. Overall, 1.9% of 698 infants with ≥ 1 HIV test result were HIV-positive. Tailored interventions are needed to promote retention and viral load testing, particularly for NHPs, in the PMTCT continuum.Item Retention, Fasting Patterns, and Weight Loss With an Intermittent Fasting App: Large-Scale, 52-Week Observational Study(JMIR Publications, 2022-10-04) Torres, Luisa; Lee, Joy L.; Park, Seho; Di Lorenzo, R. Christian; Branam, Jonathan P.; Fraser, Shelagh A.; Salisbury, Benjamin A.; Health Policy and Management, School of Public HealthBackground: Intermittent fasting (IF) is an increasingly popular approach to dietary control that focuses on the timing of eating rather than the quantity and content of caloric intake. IF practitioners typically seek to improve their weight and other health factors. Millions of practitioners have turned to purpose-built mobile apps to help them track and adhere to their fasts and monitor changes in their weight and other biometrics. Objective: This study aimed to quantify user retention, fasting patterns, and weight loss by users of 2 IF mobile apps. We also sought to describe and model starting BMI, amount of fasting, frequency of weight tracking, and other demographics as correlates of retention and weight change. Methods: We assembled height, weight, fasting, and demographic data of adult users (ages 18-100 years) of the LIFE Fasting Tracker and LIFE Extend apps from 2018 to 2020. Retention for up to 52 weeks was quantified based on recorded fasts and correlated with user demographics. Users who provided height and at least 2 readings of weight and whose first fast and weight records were contemporaneous were included in the weight loss analysis. Fasting was quantified as extended fasting hours (EFH; hours beyond 12 in a fast) averaged per day (EFH per day). Retention was modeled using a Cox proportional hazards regression. Weight loss was analyzed using linear regression. Results: A total of 792,692 users were followed for retention based on 26 million recorded fasts. Of these, 132,775 (16.7%) users were retained at 13 weeks, 54,881 (6.9%) at 26 weeks, and 16,478 (2.1%) at 52 weeks, allowing 4 consecutive weeks of inactivity. The survival analysis using Cox regression indicated that retention was positively associated with age and exercise and negatively associated with stress and smoking. Weight loss in the qualifying cohort (n=161,346) was strongly correlated with starting BMI and EFH per day, which displayed a positive interaction. Users with a BMI ≥40 kg/m2 lost 13.9% of their starting weight by 52 weeks versus a slight weight gain on average for users with starting BMI <23 kg/m2. EFH per day was an approximately linear predictor of weight loss. By week 26, users lost over 1% of their starting weight per EFH per day on average. The regression analysis using all variables was highly predictive of weight change at 26 weeks (R2=0.334) with starting BMI and EFH per day as the most significant predictors. Conclusions: IF with LIFE mobile apps appears to be a sustainable approach to weight reduction in the overweight and obese population. Healthy weight and underweight individuals do not lose much weight on average, even with extensive fasting. Users who are obese lose substantial weight over time, with more weight loss in those who fast more.Item The impact of professional role and demographic characteristics on job satisfaction and retention among healthcare professionals in a military hospital(Wiley, 2022) House, Sherita; Crandell, Jaime; Miller, Melissa; Stucky, Christopher; School of NursingBackground: Job satisfaction is significantly associated with retention. Although several factors are associated with job satisfaction and retention (pay, leadership, mentorship), the association of demographic characteristics has been understudied in the literature. Purpose: To explore whether professional role and demographic characteristics are associated with job satisfaction and intent to stay among nurses and physicians in a military medical center. Methods: We conducted a descriptive, exploratory, cross-sectional study, and collected data via surveys. We used multiple regression to evaluate study variables. Results: Two hundred and eighty-nine participants completed the survey. Professional role and demographic characteristics were not associated with job satisfaction. Professional role, race, and education were associated with intent to stay for military respondents. Physicians (β = 0.53, p = .0259) and Caucasians (β = -0.55, p = .0172) reported lower intent to stay; respondents with graduate degrees reported higher intent to stay (β = 2.47, p = .0045). Professional role and demographic characteristics were not associated with intent to stay for civilians. Conclusion: Job satisfaction and retention of nurses and physicians are critical to the quality of care. Civilian and military healthcare leaders should focus on interventions that enhance job satisfaction and retention as a strategy to improve patient and staff outcomes alike.