Estructura de las comunidades de briófitos en los complejos de páramos de Boyacá-Colombia / Structure of bryophyte communities in the paramo complexes of Boyacá-Colombia

Introducción: Los páramos de Boyacá cubren el 18.3 % de la superficie de Colombia, y son diversos en flora y fauna, además, registran una alta variabilidad climática, topográfica y de hábitats, que permite que estos ecosistemas sean centros de diversidad en el Neotrópico, y por tanto albergan una alta diversidad de briófitos. Objetivo: Analizar la estructura y composición de las comunidades de briófitos de los complejos de páramos de Boyacá. Métodos: a partir de información de literatura, bases de datos y revisión de herbarios, se evaluó la composición florística y la completitud de muestreo para los complejos de páramos y sustratos. Resultados: Se encontraron 5 132 ejemplares, con 343 especies de musgos que fue el grupo más diverso, 256 hepáticas y dos antocerotes. El análisis de completitud de muestreo es representativo en un 98 %. Además, encontramos que la preferencia de sustratos es el terrícola con 409 especies y el cortícola con 341. La diversidad alfa del orden 0D mostró que Tota-Bijagual-Mamapacha (TBM) es el complejo más diverso con 368 especies, y Pisba (124) el menos diverso; el índice 1D mostró que el complejo (TBM) presentó 178 especies consideradas comunes, y la dominancia de especies (2D) fue mayor en el complejo Iguaque-Merchán con 119 taxa dominantes y en menor número Guantiva-La Rusia (105) y TBM (102). Conclusiones: El análisis de la diversidad beta mostró que el 62 % de la disimilitud en la composición de especies entre los complejos se debe al recambio de especies, igualmente sucede con la divergencia por sustratos que es del 51 %. Los briófitos en los páramos de Boyacá representan el 36.05 % de la diversidad colombiana, y el 2.96 % a nivel mundial.

Introduction: The Boyacá paramos cover 18.3 % of the Colombian surface, and are diverse in flora and fauna, moreover, have a high temperature, topography, and habitats, which allow these ecosystems to be centers of diversity in the Neotropics, and therefore they harbor a high diversity of bryophytes. Objectives: Analyze the structure and composition of the bryophyte communities of the paramos in the Boyacá complexes. Methods: Using literature, databases and herbariums records, the floristic composition, and the completeness of the sampling for the paramo and substrate complexes was evaluated. Results: We analyzed 5 132 specimens, with 343 species of mosses being the most diverse group, 256 liverworts and two hornworts. The sampling completeness analysis is 98 % representative. In addition, we found that the preference of substrates is terrestrial with 409 species and corticolous with 341. Alpha diversity of order 0D showed that Tota-Bijagual-Mamapacha (TBM) is the most diverse complex with 368 species, and Pisba (124) the least diverse; the 1D index showed that the complex (TBM) presented 178 species considered common, and the dominance of species (2D) was higher in the Iguaque-Merchán Complex with 119 dominant taxa and Guantiva-La Russia (105) and TBM (105) to a lesser number. (102). Conclusions: the analysis of beta diversity showed that 62 % of the dissimilarity in the composition of species between the complexes is due to the species turnover, the same happens with the divergence by substrates that is 51 %. Bryophytes in the Boyacá paramos represent 36.05 % of Colombian diversity, and 2.96 % worldwide.

Determinants of Job Satisfaction among Nurses from Chilean Hospitals / Determinantes de satisfacción laboral entre enfermeras de hospitales chilenos / Determinantes da satisfação profissional entre enfermeiros de hospitais chilenos

To measure, at the national scope, the satisfaction of Chilean nurses working in hospitals, and establish personal and institutional determinants associated with satisfaction. Methods. Cross-sectional multicenter study, carried out in 40 public and private high-complexity hospitals in Chile. A self-administered survey was conducted with 1,632 clinical nurses from medical-surgical units. The variables of interest studied were: job satisfaction, personal determinants (sex, age, and postgraduate training), institutional organizational determinants (assignments and work environment, measured through the Practice Environment Scale of the Nursing Work Index), and institutional structural determinants. Data analysis applied hierarchical logistic regression models, with three blocks of determinants, following nested models design. Results. The study showed that 21% of the nurses is very satisfied with their job. Training opportunities and professional growth are Vol. 41 No 3, September ­ December 2023ISSNp: 0120-5307 • ISSNe: 2216-0280 Invest Educ Enferm. 2023; 41(3): e04Determinants of Job Satisfaction amongNurses from Chilean Hospitalsspecific work aspects with which there is a lower percentage of nurses satisfied (10% and 11.2%, respectively). Among the personal factors, male sex and age are associated positively with satisfaction (p<0.05). Among the institutional organizational factors, a good work environment was associated with greater satisfaction (p<0.001); the number of patients per nurse was associated marginally with satisfaction (p<0.05). The structural factors of hospitals were not associated with satisfaction. Conclusion. A low proportion of nurses working in the high-complexity hospitals studied are satisfied with their job. Planning of strategies must be prioritized, leading to improving the retention of nurses, reducing the number of patients per nurse, and promoting good work environments in hospitals

Realizar una medición de alcance nacional de la satisfacción de las enfermeras chilenas que trabajan en hospitales para establecer qué determinantes personales e institucionales están asociados a ella. Métodos. Estudio multicéntrico de corte transversal, realizado en 40 hospitales públicos y privados de alta complejidad en Chile. 1632 enfermeras clínicas de unidades médico-quirúrgicas diligenciaron una encuesta. Las variables de interés estudiadas fueron: satisfacción laboral, determinantes personales (sexo, edad y formación de postítulo), determinantes institucionales-organizacionales (dotaciones y ambiente laboral, medidos mediante el Practice Environment Scale of the Nursing Work Index) y determinantes institucionales estructurales. Para el análisis de los datos se aplicaron modelos de regresión logística jerárquica, con tres bloques de determinantes, con el diseño de modelos anidados. Resultados. El 21% de las enfermeras estaba muy satisfecha con su trabajo. Las oportunidades de formación y de crecimiento profesional son los aspectos específicos del trabajo con los que hay menor porcentaje de enfermeras satisfechas (10% y 11.2%, respectivamente). Entre los factores personales, el sexo masculino y la edad se asocian positivamente a la satisfacción (p<0.05). Entre los factores institucionales organizacionales, un ambiente laboral bueno se asoció a mayor satisfacción (p<0.001); el número de pacientes por enfermera se asoció marginalmente a la satisfacción (p<0.05). Los factores estructurales de los hospitales no se relacionaron a la satisfacción. Conclusión. Una baja proporción de enfermeras Invest Educ Enferm. 2023; 41(3): e04Marta Simonetti • Leyla Sáezque trabaja en los hospitales de alta complejidad estudiados están satisfechas con su trabajo. Debe priorizarse la planificación de estrategias conducentes a mejorar la retención de las enfermeras, reducir el número de pacientes por enfermera y fomentar los buenos ambientes de trabajo en los hospitales.

Realizar uma medição nacional da satisfação dos enfermeiros chilenos que trabalham em hospitais e estabelecer quais determinantes pessoais e institucionais estão associados à satisfação. Métodos. Estudo transversal multicêntrico, realizado em 40 hospitais públicos e privados de alta complexidade no Chile. 1632 enfermeiros clínicos de unidades médico-cirúrgicas responderam à pesquisa. As variáveis de interesse estudadas foram: satisfação no trabalho, determinantes pessoais (sexo, idade e formação de pós-graduação), determinantes institucionais organizacionais (pessoal e ambiente de trabalho, mensurados por meio da Escala de Ambiente de Prática do Índice de Trabalho em Enfermagem) e determinantes institucionais estruturais. Para análise dos dados foram aplicados modelos de regressão logística hierárquica, com três blocos de determinantes, seguindo desenho de modelos aninhados. Resultados. 21% dos enfermeiros estavam muito satisfeitos com o seu trabalho. As oportunidades de formação e crescimento profissional são os aspectos específicos da função com os quais existe menor percentagem de enfermeiros satisfeitos (10% e 11.2%, respectivamente). Entre os fatores pessoais, o sexo masculino e a idade estão positivamente associados à satisfação (p<0.05). Dentre os fatores institucionais organizacionais, um bom ambiente de trabalho esteve associado à maior satisfação (p<0.001); O número de pacientes por enfermeiro esteve marginalmente associado à satisfação (p<0.05). Os fatores estruturais hospitalares não estiveram relacionados à satisfação. Conclusão. Uma baixa proporção de enfermeiros que atuam nos hospitais de alta complexidade estudados estão satisfeitos com seu trabalho. Deve ser dada prioridade ao planeamento de estratégias para melhorar a retenção de enfermeiros, reduzir o número de pacientes por enfermeiro e promover bons ambientes de trabalho nos hospitais

Development of job characteristics questionnaire for railway employees and test on its reliability and validity / 四川精神卫生

BackgroundThe mental health of employees in railway enterprises is related to the safety and stability of railway transportation. As an important factor affecting occupational mental health， job characteristics have attracted the attention of researchers. However， there exists a lack of job characteristic scales with occupational specificity in current researches relevant to the railway industry. ObjectiveTo develop a job characteristics questionnaire oriented to railway employees that takes both Job Demands-Resources Model （JD-R） and Chinese actual conditions into essential consideration， so as provide guidance for the research on the mental health of railway employees. MethodsPurposive and theoretical samplings were used to select 77 employees across 9 railway units as research objects， and interview method was used to conduct qualitative research in order to determine the structural dimensions and items of the questionnaire. The 612 subjects randomly selected from the railway maintenance system went through the preliminary test， then exploratory factor analysis and confirmatory factor analysis were employed to test the questionnaire. After forming a formal questionnaire on the job characteristics of railway employees， it is extended to the other four main industry systems of railway enterprises， responsible for locomotive maintenance， vehicle depot， signal and communication maintenance， and power supply respectively， to verify the stability and effectiveness. Results①Exploratory factor analysis showed that the questionnaire included two factors， job demands and job resources， with a total of 14 items. The factor loading of each item ranged from 0.761 to 0.916， and the two factors accounted for 71.02% of the total variance. The results of confirmatory factor analysis indicated good fitting of the two-factor model （χ2/df=3.310， RMSEA=0.087， GFI=0.892， CFI=0.932， NFI=0.905， IFI=0.932）. ② Confirmatory factor analysis was carried out in four extended samples of locomotive maintenance， vehicle depot， signal and communication maintenance， and power supply， and each result indicated a satisfactory model fit（χ2/df=2.678， 4.741， 4.868， 3.502， RMSEA=0.109， 0.096， 0.093， 0.084，GFI=0.832， 0.878， 0.894， 0.904，NFI=0.874， 0.935， 0.902， 0.928，IFI=0.917， 0.948， 0.920， 0.947）. ③Job demands in five sub-samples can positively predict job burnout and turnover intention （β=0.564~0.686， 0.425~0.554， P<0.01）. Job resources in five sub-samples can positively predict job performance and job satisfaction （β=0.594~0.752， 0.731~0.807， P<0.01）， and it can also negatively predict job burnout and turnover intention （β=-0.247~-0.186， -0.357~-0.175，P<0.05 or 0.01）.In sub-samples of locomotive maintenance and power supply， job demands can positively predict job performance （β=0.242，0.261， P<0.01）.In sub-samples of railway maintenance and signal and communication maintenance， job demands can negatively predict job satisfaction （β=-0.065， -0.091， P<0.01）. ConclusionThe questionnaire has good reliability and validity， and is applicable for the study of occupational mental health research on railway employees. ［Funded by Major Projects of the National Social Science Foundation of China （number， 19ZDA3580）， Scientific Research and Development Program of China Railway Chengdu Group Co.， Ltd （number， CX21099）］

Bone turnover markers, hip bone geometry parameters and metabolic syndrome in community overweight postmenopausal women / 中华内分泌代谢杂志

Objective:To explore the changes of bone turnover markers and geometric parameters of hip bone in overweight postmenopausal women with metabolic syndrome(MS), as well as the influence of MS components. To analyze the association of these factors with the risk of fracture.Methods:A total of 505 overweight postmenopausal female patients who underwent health check-up in Lianhu Community Service Center, Danyang City, Jiangsu Province from January to December 2017 were selected. According to the MS diagnostic criteria of the International Diabetes Federation(2009), the patients were divided into MS group( n=331)and non-MS group( n=174). Blood samples were collected to determine the level of procollagen type 1 N-terminal propeptide(P1NP)and carboxy-terminal cross-linked telopeptide of type 1 collagen(CTX). Bone mineral density and hip bone geometry parameters were tested with dual-energy X-ray absorptiometry and hip structural analysis software. Results:The incidence of osteoporotic fracture and hip fracture in MS group was significantly higher than that in non-MS group(21.1% vs 13.8%, 4.8% vs 1. 1%, P<0.05). However, the bone mineral density of lumbar vertebra 1-4, femoral neck, and total hip in MS group was significantly higher than that in non-MS group, which remained after adjusting for age( P<0.05), but the difference disappeared after further adjustment for body mass index( P>0.05). The P1NP, CTX, femur strength index(FSI), section modulus(SM), and cross-sectional area(CSA)of MS group were significantly lower than those of non-MS group, the buckling ration(BR)was significantly higher than that in non-MS group, and the differences were still statistically significant after adjusting for age and body mass index( P<0.05). There was no significant difference in bone mineral density of lumbar vertebra 1-4, femoral neck, total hip, P1NP, and CTX between fracture group and non-fracture group in patients with MS. But FSI, SM, cross-sectional moment of inertia(CSMI), and CSA were significantly lower, BR was significantly higher( P<0.05) and femur strength decreased in patients with fracture. Regression analysis showed that high BR was an independent risk factor for fracture risk, while high FSI, SM, CSMI, and CSA were protective factors. Multivariate linear regression analysis showed that wasit circumference, diastolic blood pressure, and fasting plasma glucose were the main MS components affecting bone mineral density, bone turnover indexes, and hip bone geometry parameters. Conclusions:Overweight postmenopausal MS patients had decreased bone turnover rate, femoral strength, and relatively poor bone quality. Hip bone geometry parameters can be used as one of the methods to assess fracture risk in MS patients. Waist circumference, diastolic blood pressure, and fasting blood glucose are the important MS components affecting bone mass and bone quality.

Comparison of serum levels of sclerostin, Dickkopf-related protein 1, and irisin in patients with type 1 and type 2 diabetes / 中华内分泌代谢杂志

Objective:Both type 1 diabetes and type 2 diabetes are associated with abnormal bone metabolism, but they have different pathogenic mechanisms. Sclerostin(SOST), Dickkopf-related protein 1(DKK-1), and irisin are newly discovered factors involved in the regulation of bone metabolism. This study aims to compare the differences in serum levels of SOST, DKK-1, and irisin between patients with type 1 diabetes and type 2 diabetes.Methods:This cross-sectional study included 101 patients with type 1 diabetes who visited the Endocrinology Department of Peking Union Medical College Hospital from 2017 to 2019, as well as 55 patients with type 2 diabetes and 59 individuals with normal glucose tolerance who were confirmed through an oral glucose tolerance test as part of the Beijing Changping Community Type 2 Diabetes Management Program from 2014 to 2015. Enzyme-linked immunosorbent assay(ELISA) was used to measure the levels of SOST, DKK-1, and irisin.Results:There were more female participants than male participants, with an average age of 49 years. The group with type 1 diabetes had a longer duration of illness( P<0.001) and higher HbA 1C levels( P<0.001) compared to the group with type 2 diabetes, and there was no statistical difference in age between the two groups. Both the type 1 diabetes and type 2 diabetes groups had lower levels of serum procollagen type 1 N-terminal propeptide(P1NP) compared to the control group [(8 579±400)pg/mL, (7 268±552)pg/mL vs(10 051±618)pg/mL, P=0.039, P=0.001]; But the β isomer of C-terminal cross-linking telopeptide of type 1 collagen(β-CTX) showed no statistical difference compared to the control group. Patients with type 1 diabetes and type 2 diabetes had higher SOST than controls [(129.7±6.8)pg/mL, (104.8±6.8)pg/mL vs(85.9±5.3)pg/mL, P<0.001, P=0.030], the differences between the type 1 diabetes group and the control group lost statistical significance after adjusting for factors such as fasting blood glucose and lipid levels. There was no significant difference in SOST between type 1 diabetes and type 2 diabetes groups. There was no significant difference in DKK-1 among three groups, but DKK-1 in type 1 diabetes group was lower or tended to be lower than that in type 2 diabetes group. Serum irisin in patients with type 1 diabetes was higher than that in controls and patients with type 2 diabetes[(16.6±0.7)ng/mL vs (9.6±0.6)ng/mL, (9.8±0.6)ng/mL, both P<0.001], but there was no significant difference in irisin level between type 2 diabetes and controls. Conclusions:Patients with both type 1 and type 2 diabetes showed inhibition of the bone formation marker P1NP, while the bone resorption marker β-CTX did not significantly change. SOST levels were elevated or showed an increasing trend in both type 1 and type 2 diabetes patients, which may be related to the inhibition of bone formation. Additionally, type 1 diabetes patients had increased levels of irisin, which may be involved in abnormal bone turnover.

Mechanism of turnover intention of junior nurses as second victims after experiencing adverse events / 中国实用护理杂志

Objective:To explore the mechanism of turnover intention of junior nurses after adverse events from three aspects: work pressure, leadership style and personal characteristics.Methods:This study was a cross-sectional survey, using the convenience sampling method, 289 nurses from Shanxi Bethune Hospital from December 2020 to March 2022 were selected as the research subjects, and the general data questionnaire, the Separation Tendency Scale, the Nurses′ Work Stressor Scale, the Service-oriented Leadership Style Scale, and the Prospective Personality Scale were used to survey them.Results:Structural equation model showed that nurses′ job stressor level positively predicted turnover intention, with a path coefficient of 0.74, P<0.01, while service-oriented leadership style and forward-looking personality negatively predicted turnover intention, with path coefficients of -0.60 and -0.37, respectively, both P<0.01. Hierarchical regression analysis showed that both service-oriented leadership style and forward-looking personality negatively moderated the promotion of job stressors on turnover intention, and the moderating effect regression coefficients were -0.146, -0.215, both P<0.01. Conclusions:Hospitals should improve the prospective personality traits of junior nurses and cultivate the service-oriented leadership style of nursing managers after adverse events, so as to reduce the turnover tendency of junior nurses as the second victim, promote the improvement of nursing quality, and stabilize nursing team development.

Effect of self-made Bushen Jiangu Decoction combined with conventional western medicine therapy on the postoperative efficacy and bone transformation markers of osteoporotic vertebral compression fracture in the elderly / 国际中医中药杂志

Objective:To investigate the effect of self-made Bushen Jiangu Decoction on bone transformation markers in elderly patients with osteoporotic vertebral compression fracture after operation, and to evaluate the clinical efficacy.Methods:Prospective cohort study. A total of 92 patients with osteoporotic vertebral compression fracture after operation in Fangshan Hospital of Beijing University of Chinese Medicine from April 2020 to December 2021 who met the inclusion criteria were divided into 2 groups by random drawing method, with 46 in each group. The control group was treated with routine western medicine after operation, and the observation group was treated with self-made Bushen Jiangu Decoction on the basis of the control group. Both groups were treated for 3 months. TCM symptom scores were performed before and after treatment, and the prognosis of the patients was evaluated with the Chinese Osteoporosis Quality of Life (COQOL), VAS scale, and the Oswestry Dysfunction Index (ODI). The levels of amino terminal propeptide (PINP), cross-linked terminal peptide β special sequence (β-CTX) and bone morphogenetic protein 6 (BMP6) of type Ⅰ procollagen were determined by contrast chromogenic method with o-benzaldehyde. The adverse reactions during treatment were recorded and the clinical efficacy was evaluated.Results:The total effective rate was 95.7% (44/46) in the observation group and 82.6% (38/46) in the control group, and there was a significant difference between the two groups ( χ 2=4.04 , P=0.044). After treatment, the scores of fracture nonunion, pain in back and loin, chilliness and lassitude, and pallor in the observation group were significantly lower than those in the control group ( t values were 4.84, 4.09, 4.87, 4.14, respectively, P<0.01). The scores of COQOL, VAS and ODI in the observation group were significantly lower than those in the control group ( t values were 6.26, 10.57 and 6.15, respectively, P<0.01). The levels of PINP [(44.93±5.86)μg/L vs. (49.76±6.02)μg/L, t=3.90] and β-CTX [(0.49±0.17) μg/L vs. (0.68±0.20) μg/L, t=4.91] in observation group were significantly lower than those in the control group after treatment ( P<0.05). The level of BMP6 [(81.23±9.14) μg/L vs. (75.14±8.25) μg/L, t=3.36] in observation group was significantly higher than that of the control group ( P<0.05). During the treatment,the incidence of adverse reactions in the observation group was 13.0% (6/46), while that in the control group was 8.7% (4/46), and there was no significant difference between the two groups ( χ 2=0.45, P=0.503). Conclusion:The self-made Bushen Jiangu Decoction combined with conventional western medicine therapy can adjust the level of bone transformation markers in elderly patients with osteoporotic vertebral compression fractures, improve the lumbar function and quality of life, and improve the clinical efficacy.

Turnover Intention and Influencing Factors of Staffs in Centers for Disease Control and Prevention in the Post-Corvid-19 Era / 中山大学学报(医学科学版)

ObjectiveTo investigate the current situation of turnover intention of staffs in Center for Disease Control and Prevention（CDC） in the post-COVID-19 era and analyze the influencing factors of turnover intention， so as to provide policy suggestions and reference basis for maintaining the stability of the team of CDC and promote the development of health industry in China. MethodsA questionnaire survey on 1，508 staffs in Shenzhen Center for Disease Control and Prevention by means of WenJuanXing electronic questionnaire from January to February 2023 was conducted .Logistic stepwise regression analysis were used to analyze the influencing factors of turnover intention. ResultsAmong the 1，508 respondents， 583 （38.66%） had resignation intention. Logistic stepwise regression analysis showed that the scores of work arrangement， salary level ，professional title promotion system， occupational will，worry about job prospects were related to the generation of turnover intention ［OR 95%CI： 0.783（0.643， 0.952）； 0.531（0.452， 0.623）； 0.738（0.614， 0.887）； 0.605（0.520， 0.703）； 0.614（0.529， 0.714）］. In addition， job title， age and education were also related to generation of turnover intention （P <0.05）. ConclusionDisease prevention and control institutions should reduce the turnover intention of staffs in CDC through reasonable work arrangement， improvement of salary， adjustment of professional title promotion system， strengthening of professional cognition and enhancing confidence of personnel in career prospects.

Occupational Burnout and Turnover Intention of Social Workers under the Context of Epidemic Prevention and Control: The Moderating Effect of Professional Self-care / 中国医学伦理学

To understand the current situation of occupational burnout, turnover intention, and professional self-care among social workers under the context of epidemic prevention and control, and the role of professional self-care in the relationship between occupational burnout and turnover intention, this study investigated 1 066 social workers in Fujian Province with Professional Self-Care Practice Scale, and the Burnout Scale. SPSS 26.0 and its PROCESS plug-in analysis were used, the results showed that the proportion of social workers with moderate and severe occupational burnout accounted for 44.22% and 29.99% respectively, the proportion with turnover intention in the past year accounted for 25.67%, and the average score of professional self-care was (22.57±5.98) points. There was a significant positive correlation between occupational burnout and turnover intention (r=0.29, P<0.01). Professional self-care of social workers was significant negatively correlated with occupational burnout (r=-0.46, P<0.01) and turnover intention (r=-0.16, P<0.01). Professional self-care played a moderating role in the relationship between occupational burnout and turnover intention (β=-0.01, P<0.05). This paper indicated that social workers had a high degree of occupational burnout and turnover intention, low level of professional self-care under the context of epidemic prevention and control, and the attention should be paid to the protective role of professional self-care.

Mediating effect of emotion regulatory self-efficacy in the relationship between musculoskeletal disorders and turnover intention among operating room nurses / 中国职业医学

Objective To explore the mediating effect of emotion regulatory self-efficacy (ERSE) in the relationship between musculoskeletal disorders and turnover intention in operating room nurses. Methods A total of 372 operating room nurses from five hospitals in Shenyang City were selected as the research subjects using covenient sampling method. The Musculoskeletal Disorders Questionnaire, Turnover Intention Scale, and Emotional Self-Regulation Efficacy Scale were used to study the prevalence of work-related musculoskeletal disorders (WMSDs), turnover intention, and ERSE among the study subjects. The Bootstrap method was used for mediation effect analysis of ERSE. Results The prevalence of WMSDs among operating room nurses was 69.9%. The scores for turnover intention and ERSE among operating room nurses were (13.6±6.3) and (34.7±16.2), respectively. ERSE played a partial mediating role in the relationship between WMSDs and turnover intention among operating room nurses, with an effect value of 0.04 and the 95% confidence interval of 0.01 to 0.08, accounting for 8.1% of the total effect. Conclusion WMSDs and ERSE directly influence turnover intention among operating room nurses. WMSDs can indirectly increase turnover intention by reducing ERSE among operating room nurses.

Study on the status of turnover intention and its influencing factors of 382 hemato-oncology nurses / 中华劳动卫生职业病杂志

Objective: To explore the status of turnover intention and its influencing factors of hemato-oncology nurses. Methods: From September to November 2021, the convenience sampling method was used to select 382 hemato-oncology nurses from 8 tertiary grade A general hospitals in Shandong Province. The general information questionnaire, the Chinese Nurses' Work Stressor Scale, the Psychological Capital Questionnaire and the Turnover Intention Questionnaire were used to investigate the general situation, occupational stress, psychological capital and turnover intention of the objects. The correlations between the turnover intention, occupational stress and psychological capital of the objects were analyze by Pearson correlation. And the multiple linear regression was used to analyze the influencing factors of turnover intention. A structural equation model was used to analyze the effect path of occupational stress and psychological capital on turnover intention. Results: The total turnover intention score of hemato-oncology nurses was (14.25±4.03), with the average item score of (2.38±0.67). The occupational stress score of hemato-oncology nurses was (71.57±14.43), and the psychological capital score was (91.96±15.29). The results of correlation analysis showed that the turnover intention of hemato-oncology nurses was positively correlated with occupational stress, and was negatively correlated with psychological capital (r=0.599, -0.489, P<0.001). Multiple linear regression analysis showed that married (β=-0.141), psychological capital (β=-0.156) and occupational stress (β=0.493) were the influencing factors of turnover intention of hemato-oncology nurses (P<0.05). The path analysis of structural equation model showed that the direct effect of occupational stress on turnover intention of hemato-oncology nurses was 0.522, and the intermediary effect of psychological capital on turnover intention was 0.143 (95%CI: 0.013-0.312, P<0.05), accounting for 21.5% of the total effect. Conclusion: The turnover intention of hemato-oncology nurses is at a high level, hospital and administrators should focus on the psychological state of unmarried nurses. By improving the psychological capital of nurses, to reduce occupational stress and turnover intention.

Compassion fatigue influences the mental health and turnover intention of nurses in the COVID-19 pandemic

Background@#Compassion fatigue is a true phenomenon experienced by overworked and exhausted nurses.@*Objective@#This study assessed frontline nurses' compassion fatigue, stress, mental health, and turnover intention during the second year of the COVID-19 outbreak.@*Methods@#Using a cross-sectional design, an online survey was administered in the first quarter of 2021 to 259 hospital nurses in the Central Philippines using standardized scales to gather the necessary data. @*Results@#Nurses were found to have moderate levels of compassion fatigue and turnover intention, high stress, and good mental health. Results revealed that compassion fatigue was associated with poor mental health (r = −5.05, p = 0.01), higher stress levels (r = 0.54, p = <0.001), and turnover intention (r = 0.27, p = <0.001). @*Conclusion@#Pandemic-related compassion fatigue in nurses increases their stress, worsens their mental health, and heightens their intentions to leave their jobs. Organizations should address compassion fatigue through a supportive work climate.

La rentabilidad del viraje en nadadoras del estilo libre

La investigación se refiere a un estudio de la rentabilidad de la acción del viraje del estilo libre en nadadoras escolares. El objetivo para la investigación se centró en evaluar las características temporales durante la acción del viraje en nadadoras de la categoría 13 y 14 años de la provincia de Sancti Spíritus. Para la recogida de la información, se utilizaron los métodos del nivel empírico: la observación científica, así como la de medición. Se utilizaron dos cámaras de videos, ubicadas en serie, y una cámara subacuática marca Sony. Para el análisis temporal, se requirió del software Kinovea, ver 0.9.3. Se aplicó el test de 15 m. para comprobar la rentabilidad del viraje. Se pudo comprobar una pobre efectividad de este elemento técnico en el estilo libre en las nadadoras evaluadas, lo que mostró, de forma generalizada, deficiencias durante la fase de impulso y se comprobó la formación de ángulos muy abiertos de las piernas que favoreció un déficit en la utilización de la potencia de las piernas durante el empuje de la pared, aspecto este que ayudó a disminuir el deslizamiento y comenzar a realizar los movimientos de salida a la superficie de forma prematura, aumentó el tiempo de forma general en la ejecución del viraje, concluyendo que para las categorías escolares es oportuno obtener ángulos entre las articulaciones de tobillos, rodillas y cadera en el rango de los 90° y 110° al momento de iniciar el impulso de la pared.

A pesquisa diz respeito a um estudo sobre a rentabilidade da ação de viragem em estilo livre em nadadores escolares. O objectivo da investigação foi centrado na avaliação das características temporárias durante a ação de viragem em nadadores de 13 e 14 anos de idade na província de Sancti Spíritus. Para a recolha de informação, foram empregues métodos empíricos: observação científica e medição. Foram instaladas duas câmaras de vídeo, colocadas em série, e uma câmara subaquática Sony. Para a análise temporal, foi utilizado o software Kinovea, ver 0.9.3. O teste de 15 m foi executado para verificar a relação custo-benefício da curva. Foi possível constatar uma baixa eficácia deste elemento técnico no estilo livre dos nadadores avaliados, que mostraram, em geral, deficiências durante a fase de impulso e a formação de ângulos de pernas muito abertos que favoreceram um défice na utilização da força das pernas durante o impulso para a parede, Este aspecto permitiu reduzir o deslizamento e começar a realizar os movimentos de saída para a superfície antecipadamente, aumentou o tempo total na execução da curva, concluindo-se que para as categorias escolares é adequado obter ângulos entre o calcanhar, o joelho e as articulações da anca na gama de 90° e 110° no momento de iniciar o impulso da parede.

The research refers to a study of the profitability of the freestyle turning action in school swimmers. The objective of the research was focused on evaluating the temporal characteristics during the action of the turn in swimmers of the 13 and 14 years old category in the province of Sancti Spíritus. For the collection of information, the empirical level methods used were: scientific observation, as well as measurement. Two video cameras, placed in series, and a Sony underwater camera were used. For the temporal analysis, the Kinovea software, ver 0.9.3, was used. The 15 m test was applied to check the profitability of the turn. It was possible to verify a poor effectiveness of this technical element in the freestyle in the swimmers evaluated, which showed, in a generalized way, deficiencies during the impulse phase and the formation of very open angles of the legs that favored a deficit in the use of the power of the legs during the wall push, This aspect helped to decrease the sliding and to begin to perform the exit movements to the surface prematurely, increased the time in general in the execution of the turn, concluding that for the school categories it is appropriate to obtain angles between the ankle, knee and hip joints in the range of 90° and 110° at the moment of initiating the wall push.

INVESTIGATING THE IMPACT OF EMPLOYEE GENDER ON FACTORS INFLUENCING RETENTION IN THE PRIVATE CORPORATE SECTOR

The purpose of this research paper is to study the Impact of Employee Gender on factors influencing Retention in the private corporate sector and what can be done in order to retain the employees in an organisation. To analyze what gender diversity challenges are faced and what are the ways to overcome it. Twenty one parameters were considered , they were social services, creativity, moral values, independence, variety, authority, ability utilization, social status, company policies and practices, Supervision- human relations, security, compensation, working conditions, advancement, supervision-technical, co-workers, responsibility, recognition, achievement, activity and general satisfaction. The population of the study consisted of 200 IT professionals (137 male, 63 female).Minnesota Satisfaction Questionnaire by Weiss et al (1967) was used as the main data collection instrument .The mean of various factors influencing retention as per the employee gender varies in different facets, out of twenty one factors, ten showed high difference in mean values of both male and female respondents and factors like security t=.021, supervision-technical t=.009 and variety t=.023. shows a significant difference.Thus the results indicated that overall, there is no significant Impact of Employee Gender on factors influencing retention in the private corporate except in these three facets. However the corporate sector is facing a talent shortage which will keep on growing .The findings of the study will be helpful in creating the right culture with competitive compensation and flexible work options for employees as well as for industries to decrease employee turnover rate.

Determinants of anticipated turnover of nurses in selected hospitals in Metro Manila

Background@#Nurses comprise the largest group of health professionals in the Philippines, and turnover remains a challenge to the workforce and healthcare system. Understanding the extent of the problem and multiple factors related to turnover rates is crucial in retaining nurses in the organization and profession. @*Objectives@#The study aimed to (1) describe and compare nurses' turnover intention, (2) identify factors for nurses' turnover intention, and (3) determine factors to promote nurses' retention in their current organization. @*Methodology@#This descriptive, cross-sectional, and correlational study was conducted through a survey that sought the participants' sociodemographic and work-related characteristics and their perceived practice environment, job satisfaction, organizational commitment, job stress, and alternative job opportunities. Additional questions were added to identify the participants' reasons for their intention to leave their current job and stay in their current organizations. @*Results@#The final sample comprised 297 nurses. Significant differences in the nurses' turnover intention scores were found across multiple demographic, personal, and work-related factors. The final multiple logistic regression model revealed that 'influence of peers to leave,' 'desire to try new things,' practice environment, and organizational commitment were significant factors in the nurses' turnover intention. Staff nurses perceived practice environment (n=246) as the primary reason to stay in their current organization while it was compensation and benefits (n=25) for nurse managers. @*Conclusion@#A collaborative approach among the sectors of a healthcare organization is needed to develop a policy framework that advocates and promotes positive practice environment, job satisfaction, career progression, and personal well-being among nurses and other healthcare workers.

Visual analysis of research progress on nurses′ turnover intentions in China / 中国实用护理杂志

Objective:To summarize the research progress of domestic nurses′ turnover intentions in the past ten years, and to provide references for related research on improving nurses′ turnover intentions.Methods:In May 2021, the documents related to nurses′ resignation intentions were retrieved in China National Knowledge Infrastructure (CNKI), Wanfang and VIP database and Citespace5.7.R5 software was used to perform keyword visualization analysis to form keyword clustering graphs and tables, emergent words, and corresponding time zones figure, the current research status and hot trends of nurses′ turnover intentions were analyzed.Results:A total of 2 029 valid documents were retrieved, the number of publications reached the highest peak in 2019. Among them, "nurse", "willingness to leave", "job satisfaction", "turnover intention" and "influencing factors" were the top 5 hot keywords and 23 emergent words were generated; research directions mainly included influencing factors and research objects and workplace related topics.Conclusions:Managers should actively play a leadership role to reduce nurses′ turnover intention through various effective intervention studies.

Path of psychological capital and burnout on turnover intention of nurses in hematopoietic stem cell transplantation ward / 中国实用护理杂志

Objective:To explore the pathway of psychological capital and burnout on turnover intention of nurses in hematopoietic stem cell transplantation ward.Methods:The cross-sectional research design involved 180 registered nurses in hematopoietic stem cell transplantation wards from 16 tertiary grade A general hospitals with hematopoietic stem cell transplantation qualifications in Shandong province in October 2020. SPSS 22.0 was used to analyze the data, and Bootstrap method was used to test the mediating effect of psychological capital between burnout and turnover intention.Results:The average scores of psychological capital, burnout and turnover intention of nurses in hematopoietic stem cell transplantation ward were (4.70 ± 0.73), (2.44 ± 0.88) and (2.32 ± 0.68), respectively. There were significant differences in turnover intention among nurses in hematopoietic stem cell transplantation ward at different ages, transplant nursing age, marital status and night shift ( F=3.04, 3.34, t=2.43, -3.12, P<0.05); psychological capital was negatively correlated with burnout and turnover intention ( r=-0.698, -0.450, P<0.01), while burnout was positively correlated with turnover intention ( r=0.512, P<0.01) ; optimism in psychological capital partially mediated the relationship between burnout and turnover intention, and the mediating effect accounted for 52.7% of the total effect. Conclusions:The turnover intention of nurses in hematopoietic stem cell transplantation ward was at a high level, and psychological capital had a certain impact on turnover intention. Administrators should formulate targeted strategies to improve psychological capital, reduce the burnout and turnover intention of nurses in hematopoietic stem cell transplantation ward, in order to form a stable and high-quality team of nursing personnel for hematopoietic stem cell transplantation, and promote the development of transplantation nursing specialty in China.

Thyrotropin receptor antibody and bone turnover markers in the patients with newly-diagnosed Graves′ disease / 中华内分泌代谢杂志

Objective:To investigate the correlation between the level of thyrotropin receptor antibody(TRAb) and bone turnover markers(BTMs) in the patients with newly-diagnosed Graves′ disease(GD).Methods:The clinical data of GD patients who were newly-diagnosed in the First Affiliated Hospital of Zhengzhou University from October 2016 to June 2021 were collected, including free triiodothyronine(FT 3), free thyroxine(FT 4), thyroid stimulating hormone, thyroid related antibodies, N-terminal procollagen of type I collagen(PINP), N-terminal osteocalcin(N-MID), β-cross-linked C-telopeptide of type I(β-CTX), blood lipid and renal function, etc. Results:There were 618 GD patients with an average age of(43.7±13.2) years(male∶female=1∶1.99). The PINP and β-CTX level in male GD patients were significantly higher than those in female(all P<0.05). Spearman correlation analysis showed that PINP, N-MID and β-CTX were positively correlated with FT 3, FT 4, TRAb, serum calcium and serum phosphorus; and negatively correlated with body mass index and low density lipoprotein cholesterol(all P<0.05). Linear regression analysis showed that TRAb was positively correlated with lg-PINP, lg-N-MID and sqrt-β-CTX in the univariate model of total GD patients( β were 0.006, 0.005, and 0.006, respectively; all P<0.001); positive correlation remained after adjusting for thyroid function(all β=0.004, all P<0.001); and for multiple confounding factors(model 3 and 4, all P<0.05). Results of univariate and adjusted thyroid function models with GD in different genders were consistent with the total patients(all P<0.05). Conclusion:TRAb is a risk factor for accelerated bone turnover in GD patients which is independent of thyroid function.

Study on the influencing factors of turnover intention of pre-hospital emergency nurses in Beijing / 中华医院管理杂志

Objective:To explore the influencing factors of turnover intention of pre-hospital emergency nurses in Beijing, and provide references for reducing the turnover rate of pre-hospital emergency nurses and stabilizing the pre-hospital emergency nursing team.Methods:Pre-hospital emergency nurses from 2 emergency centers in Beijing were selected as the survey objects, and a self-designed questionnaire was used to conduct an online survey in September 2019. The questionnaire covered such aspects as the main demographic characteristics, workload, doctor-patient relationship, professional identity, job burnout and turnover intention. Descriptive analysis was conducted for the data, while rank-sum test and Kappa consistency test were used for univariate analysis, and ordered logistic regression analysis was used for multivariate analysis.Results:A total of 340 valid questionnaires were received, among which 41.5% (141) of the nurses said that they occasionally considered quitting, 11.7% (40) said they often considered quitting, while the scoring of professional identity was (33.29±6.00), and that of job burnout was (63.70±14.90). Univariate analysis showed that age, work units, self-rated health status, professional identity, job burnout, seniority, workload, doctor-patient relationship, and pressure of title promotion were significant ( P<0.05). The results of multivariate analysis showed that job burnout, average number of car trips per shift, and self-rated health status were positively correlated with turnover intention, while professional identity was negatively correlated with turnover intention ( P<0.05). Conclusions:The turnover intention of pre-hospital emergency nurses in Beijing was found at a high level. The authorities are recommended to rationalize the scheduling system and increase the staffing of pre-hospital emergency nurses; establish the diversion policy, title promotion system and post risk special allowance for such nurses; and train medical aid workers to undertake the transfer and lifting of patients, so as to reduce the turnover intention of these nurses.

Study on the driving mechanism of the formation of doctors′ turnover intention in public hospitals based on the grounded theory / 中华医院管理杂志

Objective:To explore the driving mechanism contributing to doctors′ turnover intention in public hospitals based on the grounded theory.Methods:" Willingness or intention for doctors to quit public hospitals" was used as the theme word, and the literature was retrieved from CNKI published from January 1, 2017 to January 1, 2022. Based on the grounded theory, NVivo 11.0 software was used for a qualitative analysis of the literature. The three-level coding method of open coding, axial coding and selective coding was used to identify the main categories affecting the willingness of doctors to quit public hospitals. On this basis, the driving mechanism model was integrated. In-depth interviews with hospital managers were used to test the theoretical saturation.Results:When 31 papers were coded, four level-1 influencing factors of the formation of doctors′ turnover intention in public hospitals were summarized: career selection deviation, practice reality, perceived experience and external opportunity. Among them, perceived experience was the direct driving factor; career selection deviation was the initial driving factor, and the practice reality was the key driving factor, both of them affected the perceived experience; external opportunity was the possible driving factor.Conclusions:In order to prevent doctors from willing to leave, the following measures are expected: the hospital management should improve both its recruitment evaluation indexes and recruitment effectiveness; pay attention to doctors′ psychological capital management and cultivate positive perception; promote the reform of performance pay, emphasize fairness and value; pay attention to employee relationship management and build a supportive hospital culture.