Purpose: Silicone tube intubation is the most common method for treatment of nasolacrimal drainage disorder or repair of lacerated canaliculus. However, some cases are prolapsed earlier than expected, subsequently affecting the success rate of silicone tube intubation. The author introduced a successful reposition of the prolapsed silicone tube. Methods: This study is a retrospective case series of 11 patients who were treated with reposition of prolapsed silicone tube using hole and lacrimal probe method. In all cases, the tubes were prolapsed within 2 months after the first surgery due to careless rubbing of the medial canthus by the patient. In all 11 cases, the development of a biofilm on tube was not observed at the time when the tube was prolapsed. All patients underwent immediate reposition of prolapsed tube without local anesthesia in the outpatient operating room on the day they visited. Results: In all 11 cases, the prolapsed silicone tube was repositioned without any complications using this hole and lacrimal probe method. At 6-month follow-up examination, all patients presented with a well-positioned silicone tube up to the day of extubation without replacing it with a new silicone tube. Conclusions This hole and lacrimal probe method is effective for the repositioning of prolapsed silicone tube after bicanalicular intubation of lacrimal system. This procedure includes easy performance in a short time and without local anesthesia in the outpatient operating room.

Purpose: Silicone tube intubation is the most common method for treatment of nasolacrimal drainage disorder or repair of lacerated canaliculus. However, some cases are prolapsed earlier than expected, subsequently affecting the success rate of silicone tube intubation. The author introduced a successful reposition of the prolapsed silicone tube. Methods: This study is a retrospective case series of 11 patients who were treated with reposition of prolapsed silicone tube using hole and lacrimal probe method. In all cases, the tubes were prolapsed within 2 months after the first surgery due to careless rubbing of the medial canthus by the patient. In all 11 cases, the development of a biofilm on tube was not observed at the time when the tube was prolapsed. All patients underwent immediate reposition of prolapsed tube without local anesthesia in the outpatient operating room on the day they visited. Results: In all 11 cases, the prolapsed silicone tube was repositioned without any complications using this hole and lacrimal probe method. At 6-month follow-up examination, all patients presented with a well-positioned silicone tube up to the day of extubation without replacing it with a new silicone tube. Conclusions This hole and lacrimal probe method is effective for the repositioning of prolapsed silicone tube after bicanalicular intubation of lacrimal system. This procedure includes easy performance in a short time and without local anesthesia in the outpatient operating room.

A granular cell tumor (GCT) is an uncommon mesenchymal lesion that rarely occurs in the colon and the rectum. We describe the case of 51-year-old man with a 2-cm-sized rectal GCT 10 cm above the anal verge that was incidentally detected after a screening colonoscopy. Preoperative radiologic studies demonstrated a suspicious submucosal rectal mass with mesorectal fat infiltration, but without circumferential resection margin threatening, extramural vessel invasion, and regional lymph-node enlargement. The tumor was resected by using a transanal endoscopic operation (TEO) without immediate postoperative complications. The final pathology revealed that the tumor consisted of a GCT that had invaded the subserosa with clear margins. It had no other risk factors for malignancy according to Fanburg-Smith criteria. We systematically reviewed the English literature by using PubMed and Google Scholar. This report may be the first documented case in the literature to describe a TEO for a GCT that had invaded the subserosa in the rectum.
Colon ; Colonoscopy ; Gastrointestinal Tract ; Granular Cell Tumor* ; Humans ; Mass Screening ; Middle Aged ; Pathology ; Postoperative Complications ; Rectum* ; Risk Factors

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

PURPOSE: The purpose of this study is to evaluate the clinical and radiologic results of plate fixation in the Vancouver B1 and C periprosthetic femoral fracture (PFF). MATERIALS AND METHODS: Twenty patients who had sustained a Vancouver type B1 and C periprosthetic fracture after hip arthroplasty (years 2002-2012) were identified. The mean age was 66.0 years (range, 43-85 years) and the mean follow-up duration of the group was 38 months (range, 12-102 months). The dynamic compression plate (DCP) group included 12 patients and the locking compression plate (LCP) group included eight patients. Harris hip score (HHS) and walking ability, knee joint range of motion (ROM) were compared before injury and last follow-up. Fracture union rate and period were compared. RESULTS: The mean HHS score was 90.7 (64-96). There was no statistical difference between the two groups. At the last follow-up, knee joint ROM was 103.3degrees (105degrees-140degrees) in the DCP group and 118.4degrees (110degrees-140degrees) in the LCP group, showing good results in the LCP group (p=0.043). No significant difference in the fracture union rate and union periods was observed between the two groups. CONCLUSION: A better result for the postoperative knee flexion exercise capacity was observed in the LCP group. Use of LCP plate fixation is a good option in management of Vancouver classification B1 and C PFF.
Arthroplasty ; Arthroplasty, Replacement, Hip ; Classification ; Femoral Fractures ; Follow-Up Studies ; Hip ; Humans ; Knee ; Knee Joint ; Periprosthetic Fractures* ; Range of Motion, Articular ; Walking

Symptoms of compressive cervical myelopathy classically include spasticity and weakness, predominantly involving the lower extremities. Sensory abnormalities are reportedly common in the upper extremities, but are often vague or misleading. The sensory findings are usually localized 2-3 spinal segments below the actual spinal cord compression. In our current series, 3 patients presented with progressive symptoms of weakness and hyperreflexia involving the lower extremities without upper extremity symptoms and with a distant thoracic sensory level ranging from T10 to T12. All 3 patients were eventually found to have a cervical herniated intervertebral disc. The direct physical effects of compression and vascular compromise in the central cervical cord compression may be responsible for the reported abnormality at a distinct thoracic sensory level. Failure to diagnose cervical myelopathy because of the presence of a thoracic sensory level can delay appropriate treatment or lead to incorrect therapy.
Humans ; Intervertebral Disc* ; Lower Extremity ; Muscle Spasticity ; Reflex, Abnormal ; Spinal Cord Compression ; Spinal Cord Diseases ; Upper Extremity