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Objective:To analyze the clinical value of relative expression of peroxisome proliferators-activated receptors mRNA (PPAR mRNA) and protein in placental tissues of pregnant women with gestational diabetes mellitus (GDM) .Methods:52 pregnant women (the study group) with GDM who were admitted to our hospital from Jan. 2019 to Nov. 2020 and 50 normal pregnant women (the control group) who underwent physical examination and gave birth during the same period were selected. Serum samples were collected to detect the islet cell function. Placental tissue samples of the two groups of pregnant women were collected after delivery to measure the content of PPARγmRNA and protein in placental tissues and adipose tissues. The correlations between PPARγ in placental, adipose tissues of GDM pregnant women with islet cell function were analyzed.Results:The HOMA-IR level of the study group was higher than that of the control group [ (3.45±1.06) % vs (1.40±0.43) %], and the HOMA-β level [ (126.59±23.59) % vs (153.12±27.34) %] was lower than that of the control group ( P<0.05). The PPARγ mRNA [ (1.65±0.21) vs (0.93±0.16) ] and PPARγ protein content [ (1.89±0.51) vs (1.02±0.23) ] of placenta tissue in the study group were higher than those in the control group ( P<0.05), the PPARγmRNA [ (0.49±0.12) vs (1.15±0.26) ] and PPARγ protein content [ (0.43±0.11) % vs (0.96±0.22) %] in adipose tissue were lower than those of the control group ( P<0.05). Adipose tissue PPARγ mRNA and PPARγ protein were negatively correlated with HOMA-IR ( r=-0.45, -0.33), and positively correlated with HOMA-β ( r=0.47, 0.43) ( P<0.05) ; placental tissue PPARγ mRNA and PPARγ protein were positively correlated with HOMA-IR ( r=0.40, 0.37), and negatively correlated with HOMA-β ( r=-0.44, -0.35) ( P<0.05) . Conclusion:The levels of PPARγ mRNA and PPARγ protein are low expressed in adipose tissue of GDM patients, and highly expressed in placental tissues, and PPARγ expression is significantly correlated with HOMA-IR and HOMA-β, which can provide new clinical treatment for GDM Target and direction.
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Objective@#To investigate effects of personal innovation behaviors, self-efficacy and colleague solidarity of nurses on career success, and to provide the basis for career planning and management of clinical nurses.@*Methods@#A total of 441 registered nurses from eight grade three and first-class hospitals in Tianjin were measured with personal innovation behaviors scale, self-efficacy scale, colleague solidarity of nurses' scale and career success scale.@*Results@#The total score of personal innovation behavior was (21.58±4.81). The total score of self-efficacy was (27.68±6.53). The total score of colleague solidarity of nurses was (95.12±9.42). The total score of career success was (35.75±9.27). The personal innovation behaviors, self-efficacy, colleague solidarity of nurses career success and each dimension showed positive correlation(r=0.115-0.915, P<0.05). Multiple linear regression analysis showed that innovation behaviors, self-efficacy and academic solidarity entered career success regression equation(β=0.090-0.554, P<0.05), and explained 49.7% of the total variation.Path analysis model showed innovative behavior, self-efficacy and colleague solidarity of nurses were positively predictive of career success, and the path coefficients were 0.62, 0.18 and 0.12.Hierarchical regression analysis showed both self-efficacy and colleague solidarity of nurses played mediating roles between innovative behavior and career success(β=0.207-0.104, P<0.05).@*Conclusion@#Hospital managers should take measures to improve nurses' innovative behavior, self-efficacy and colleague solidarity of nurses to promote their career success.
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Objective To investigate status quo of handover evaluation of nurses and analysis the related factors. Methods Study was administered to 505 nurses, using Handover Evaluation Scale, Perceived Organizational Support Scale, General Self-Efficacy Scale, Maslach Burnout Inventory and Nurse′s Work Pressure Sources Scale. Results The handover evaluation of nurses was in a high level (6.35±0.74)points,quality of information(6.39±0.89)points,interaction and support(6.23±0.88)points, efficiency (6.43 ± 0.69) points. Education background were influence factors of handover evaluation (F=31.97-53.65, P<0.01). Handover evaluation, organizational support and self-efficacy were positive correlation(r=0.263, 0.139, P<0.01). Handover evaluation, burnout and work pressure were negative correlation (r=-0.270,-0.257, P<0.01). Conclusions Nursing administrators should take effective measures to improve nurses′organizational support and self-efficacy level,decrease burnout and burnout for enhancing nurses′handover evaluation.
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Hypoxic-ischemic encephalopathy (HIE) is the main reason of causing neonatal death and poor prognosis of the nervous system.The treatment of HIE has gone into the era of therapeutic hypothermia,the early,continuous,specification amplitude integrated electroencephalography(aEEG) monitoring for therapeutic hypothermia to screen appropriate cases,assess early the severity of HIE,provide early nerve protection treatment and evaluate the therapeutic efficiency,early intervention and improve the prognosis of the long-term HIE.This paper review the application of aEEG in the therapeutic hypothermia of HIE.
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Neonatal intrahepatic cholestasis caused by citrin deficiency (NICCD) is an autosomal recessive disease caused by SLC25A13 gene mutations, and is characterized by delayed jaundice clearance, liver dysfunction, and elevated aminoacidemia. The confirmed diagnosis depends on gene analysis. Citrin deficiency is one of the important causes of neonatal intrahepatic cholestasis in China. Recently more and more researches about NICCD were reported. The paper summarized the epidemiology, pathogenesis, clinical characteristics, and progresses in diagnosis and treatment of NICCD.
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Objective To investigate the influence of work-family support,self-efficacy and psychological safety climate on nurses' career growth,and to establish a model of this influence.Methods Totally 382 registered nurses were recruited from four third level and grade A hospitals in Tianjin.They were investigated with Career Growth Scale (CGS),Work-Family Support Scale (WFSS),General Self-Efficacy Scale (GSES) and Psychological Safety Climate (PSC).Results The total effect of work-family support on nurses career growth was 0.562 with the 95％ confidence interval at 0.502-0.641;Indirect effect was 0.121 with the 95％ confidence interval at 0.065-0.207,both of the effects were statistically significant.The effect of work-family support-psychological security atmosphere-self-efficacy and career growth path accounted for 45.1％ of the total indirect effect with 95％ confidence interval at 0.197-0.201;the effect of work-family support-self-efficacy and career growth path accounted for 54.9％ of the total indirect effect with 95％ confidence interval at 0.066-0.068,the intermediary effect were established.Conclusions This study established a structural equation model connecting work-family support,self-efficacy,psychological security atmosphere,career growth and enucleate their internal connection.The administrators of nurses should provide nurses with support on both work and life,and help nurse with their career growth through increases of self-efficacy and psychological safety climate.
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Objective We aim to objectively evaluate the influence of six-character formula on patients with stable chronic obstructive pulmonary disease (COPD).Methods The randomized controlled trials (RCTs) which investigated the influence of six-character formula on patients with COPD were electronically searched in the databases such as China National Knowledge Infrastructure (CNKI),Chinese Science Technology Periodical Databases (VIP),Wanfang Data,PubMed,The Cochrane Library (Issue 6,2014) and ELSEVIER.According to the inclusion and exclusion criteria,the references was screened,the data were extracted and the methodological quality of the included articles was assessed.Then,Meta-analy-sis was performed using RevMan 5.3 software.Results A total of 10 studies involved,578 patients were included.The result of Meta-analysis showed that compared with the control group,six-character formula significantly improved six-minute walk distance,forced expiratory volume in a second (FEV1) and FEV1 predicted value,reduced the score of activity limitation and the impact of the disease in St George's respiratory questionnaire (SGRQ).the value of MD and 95％CI were 22.62 (10.49-34.75),0.10 (0.01-0.18),3.08 (0.18-5.97),8.69 (4.09-13.83),7.60 (2.34-12.85).However,there was no statistical difference in the score of symptom.Conclusions Six-character formula plays a significant role in the treatment of stable COPD.However,more studies in large scale and high quality are needed to verify the result.
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Objective To evaluate the effort of family support and work support on nurses' career growth.Methods Work-family support scale and career growth scale were used to investigate a total of 457 registered nurses from five tertiary first-class hospitals in Tianjin city.Results The total score of career growth was (2.47± 0.50),and the level of nurses' career is in the medium range.The total score of family support was (5.16±0.94) and work support was (4.07±0.99).Both work support and family support showed positively influence nurses' career growth directly,and family support could be a mediating variable between work support and career.Conclusion Work support can accelerate nurse career growth,and work support also can promote career growth by increase family support.Both the organization and the leaders should pay attention to provide more support to the nurses,and care about their work and life as to improve the speed of nurses' career growth.
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Objective To investigate the retention level and its influencing factors for male nurses,and explore effective strategies to increase retention level of male nurses.Methods A sample of 610 male nurses from many hospitals in Tianjin were investigated with the self-designed demographic questionnaire,Retention Scale and Perceived Organization Support.The results underwent analysis.Results Male nurses' retention score was (20.71±4.00) points.Single factor analysis found that marriage,age,number of children,time engaged in nursing work,the working years in present position,the purpose of the work had statistically significant influence on retention scores of the male nurses.Multiple linear regression analysis showed that marriage,professional and technical titles,the purpose of work,work support and value identification were the predictive effect on the degree of the retention.Conclusions The retention of male nurses in Tianjin was in the medium level.Hospitals and all relevant departments should take effective measures,improve the professional sense of worth of the male nurses and job satisfaction,in order to enhance the man nurses' retention rate,promote the sustainable development of the nursing team construction.
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Objective To explore the relationship among psychological satety climate,proactive personality and self-efficacy.Methods Psychological safety climate scale,proactive personality scale,and self-efficacy scale were used to investigate a total of 228 registered nurses from two tertiary hospitals of Tianjin City from October to December,2013.Results The average points of nurses psychological safety climate was (3.05±0.53),average points of proactive personality was (2.70±0.48),average points of self-efficacy was (2.74±0.45),all were in the medium level.Both psychological safety climate and proactive personality could positively influence nursing self-efficacy directly(r=0349～0.472,P ＜ 0.01),and psychological safety climate could also indirectly influence nursing self-efficacy through the mediation of proactive personality (3 decreased from 0.472 to 0.352,P ＜ 0.01).Conclusions Hospi-tal should make concerted efforts to improve psychological safety climate and proactive personality so as to in-crease nurses' self-efficacy.
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Objective To investigate the level and influencing factors of nurses' professional growth,in order to provide evidence for promoting the satisfaction degree of nurses with their career and reducing nursing turnover rate.Methods A random sample of 526 clinical nurses from 6 third-level and firstclass hospitals in Tianjin were investigated with Career Growth Scale.Resalts The score of chnical nurses' professional growth averages was (2.44±0.53) points.Single factor analysis found that working purpose,the work-ing years and sex affected the total score of career growth and the score of each dimension statistically.Multiple linear regression analysis showed that working purpose was the greatest impact on the degree of the career growth score among influencing factors,followed by the working years and sex.Conclusions Nurses' professional growth is on the average level.All relevant departments should strengthen the construction of professional nurse,improve the promotion and salary system to strengthen the nurses' career growth,in order to enhance the nurse's career satisfaction,reduce the nurse turnover rate.
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This article made a summary on the study progress of compound Danshen drop pills resisting activation and aggregation of blood platelet. From the pharmacological point of view, the author explored the possible mechanisms of how compound Danshen drop pills resist the activation and aggregation of blood platelets and drew a conclusion, which is Danshen drop pills exert the function by multiple positions, levels and targets.