Incentives for promoting climate change adaptation technologies in agriculture: an evolutionary game approach.

Climate change adaptation technologies (CCATs) have become increasingly important for farmers as they face the challenges of climate change and natural disasters. Despite this, many rural areas still rely on traditional agricultural techniques. To promote the adoption of CCATs in agriculture, it is necessary to explore the incentives and conditions for the effectiveness of the policy. We develop an evolutionary game model to analyze the behavior of local governments and farmers in promoting CCATs. Our findings indicate that, under certain conditions, the promotion of CCATs can achieve equilibrium. The incentive for farmers to adopt CCATs increases within a certain range when local governments provide risk subsidies and cost sharing. When subsidies are too high, however, local governments may choose not to promote CCATs, which reduces the incentives for farmers to adopt them. Publicity is also an important factor in promoting CCATs. Our study provides insight into the development of policies aimed at promoting CCATs in agriculture.

Relationship between psychological ownership of the nursing profession and turnover intention: A correlational survey among Taiwanese nurses.

AIMS: The aim of this study is to examine the relationship between psychological ownership of the nursing profession and turnover intention. BACKGROUND: There is a severe shortage of nurses worldwide. Research is needed to understand how nurses' intention to leave hospitals and the nursing profession can be alleviated. METHODS: This study adopted a cross-sectional design and a survey method. Proportionate random sampling was used to ensure sample representativeness. This study surveyed 430 registered nurses in a medical centre in Taiwan between December 2021 and January 2022. We used Turnover Scale and Self-Efficacy Scale and developed Having a Place Scale. RESULTS: Psychological ownership comprises three dimensions: self-efficacy, nurse identity and 'having a place' in the nursing profession. This research is the first to examine how these three dimensions of psychological ownership of the nursing profession are related to the intention to leave a hospital or the nursing profession. Self-efficacy and 'having a place' are negatively related to nurses' intention to leave a hospital (r = -.23 and -.31, p < .001). Nurse identity is negatively related to nurses' intention to leave the nursing profession (r = -.38, p < .001). Intention to leave a hospital is positively related to nurses' intention to leave the profession (r = .76, p < .001). CONCLUSION: The findings provide novel insights for retaining nurses. Nurse managers could use strategies such as including nurses in making workplace decisions and encouraging them to personalize their workspace. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers can enhance nurses' self-efficacy and sense of 'having a place' to retain nurses in hospitals, while enhancing nurse identity to retain nurses in the profession.