No abstract available.
Skin*

Low back pain patients an controls of shipyard workers were surveyed between June 1995 and september 1995 to identify risk factors of industrial low back pain. The patients were 17 male workers who had got medical treatment for over 3 days because of industrial back pain controls were 51 male workers who had not have musculoskeletal disorder for one year before the survey. By univariate analysis, the workers who did overtime work 4 times or more for the last 2 weeks showed odds ratio of 3.67 on low back pain with the workers who did less overtime work. Carrying heavy materials was also associated with the low back pain and the odds ratio increased with the increase of carrying weight. work space and work posture were not associated with the low back pain significantly. The welder had higher odds ratio than the other workers on low back pain. The duration of employment and job satisfaction did not affect the risk of low back pain. Multiple logistic regression analysis showed that frequency of overtime work for the last 2 weeks and carrying heavy materials among the risk factors were associated significantly with the low back pain. We found that important risk factors of low back pain of shipyard workers are work intensity factors such as overtime work and carrying heavy weight.
Back Pain ; Employment ; Humans ; Job Satisfaction ; Logistic Models ; Low Back Pain* ; Male ; Odds Ratio ; Posture ; Risk Factors*

Necleolar organizer regions(NORs) ARE LOOPS OF DNA which transcribe to ribosomal RNA by RNA polymerase I. Since NOR-associated proteins are argyrophilic, silver staining method has been used for demonstration of AgNORs. The numbers and/or configurations of NORs may reflect the activities of cells in hyperplastic and neoplastic conditions. To evaluated the applicability of AgNORs in the diagnosis of hepatocellular carcinoma, the author had performed silver staining on the routinely processed, formalin-fixed, paraffin-embedded sections of 14 cases of normal liver(control), 23 cirrhotic liver, and 21 hepatocellular carcinoma. The results are summarized as follows: 1) The mean number of AgNORs per nucleus(mAgNOR) of normal liver, cirrhotic liver and hepatocellular carcinoma was 1.45+/-0.07, 2.53+/-0.38 and 5.52+/-1.63, respectively. The difference of mAgNOR between normal and cirrhotic liver, and between cirrhotic liver and hepatocellular carcinoma was statistically significant, respectively(p<0.01). 2) The percentage of nuclei showing five or more AgNORs per nucleus(pAgNOR) was 0.07% in normal liver, 7.59% in cirrhotic liver, and 60.49% in hepatocellular carcinoma. 3) AgNORs in hepatocellular carcinoma were large, pleomorphic and irregularly clumped, in addition to increase of mAgNOR and high pAgNOR. In conclusion, the increase of mAgNOR, high pAgNOR and large, irregular AgNORs are regarded as an additional helpful finding for the histopathological diagnosis of hepatocellular carcinoma.
Carcinoma, Hepatocellular

No abstract available.
Cadherins* ; Carcinogenesis* ; Urinary Bladder*

No abstract available.
Humans ; Rehabilitation* ; Rural Population* ; Stroke*

Purpose: This study aimed to identify the key factors in nursing workforce management for pandemic response in general hospitals and long-term care hospitals and to analyze the relative importance of these factors. Methods: A validity test was conducted with experts to select four categories and 30 key factors related to nursing workforce management for pandemic response. Surveys were collected from 25 nursing managers in general hospitals and 21 nursing managers in long-term care hospitals, and the relative importance of the key factors was analyzed using the analytic hierarchy process method. Results: Differences were found between the two groups in the relative importance of nursing workforce management for pandemic response. Specifically, the highest-ranking category was “workforce recruitment and redeployment” for general hospitals, but “workforce support and protection” for long-term care hospitals. The most important factor regarding nursing workforce management was the “nurse-to-patient ratio” for both general and long-term care hospitals. Conclusion General and long-term care hospitals need to establish nursing workforce management strategies to effectively respond to pandemics with appropriate consideration of the relative importance and prioritization of key factors based on hospital characteristics.

Purpose: This study aimed to identify the key factors in nursing workforce management for pandemic response in general hospitals and long-term care hospitals and to analyze the relative importance of these factors. Methods: A validity test was conducted with experts to select four categories and 30 key factors related to nursing workforce management for pandemic response. Surveys were collected from 25 nursing managers in general hospitals and 21 nursing managers in long-term care hospitals, and the relative importance of the key factors was analyzed using the analytic hierarchy process method. Results: Differences were found between the two groups in the relative importance of nursing workforce management for pandemic response. Specifically, the highest-ranking category was “workforce recruitment and redeployment” for general hospitals, but “workforce support and protection” for long-term care hospitals. The most important factor regarding nursing workforce management was the “nurse-to-patient ratio” for both general and long-term care hospitals. Conclusion General and long-term care hospitals need to establish nursing workforce management strategies to effectively respond to pandemics with appropriate consideration of the relative importance and prioritization of key factors based on hospital characteristics.

Purpose: This study aimed to identify the key factors in nursing workforce management for pandemic response in general hospitals and long-term care hospitals and to analyze the relative importance of these factors. Methods: A validity test was conducted with experts to select four categories and 30 key factors related to nursing workforce management for pandemic response. Surveys were collected from 25 nursing managers in general hospitals and 21 nursing managers in long-term care hospitals, and the relative importance of the key factors was analyzed using the analytic hierarchy process method. Results: Differences were found between the two groups in the relative importance of nursing workforce management for pandemic response. Specifically, the highest-ranking category was “workforce recruitment and redeployment” for general hospitals, but “workforce support and protection” for long-term care hospitals. The most important factor regarding nursing workforce management was the “nurse-to-patient ratio” for both general and long-term care hospitals. Conclusion General and long-term care hospitals need to establish nursing workforce management strategies to effectively respond to pandemics with appropriate consideration of the relative importance and prioritization of key factors based on hospital characteristics.

Purpose: This study aimed to identify the key factors in nursing workforce management for pandemic response in general hospitals and long-term care hospitals and to analyze the relative importance of these factors. Methods: A validity test was conducted with experts to select four categories and 30 key factors related to nursing workforce management for pandemic response. Surveys were collected from 25 nursing managers in general hospitals and 21 nursing managers in long-term care hospitals, and the relative importance of the key factors was analyzed using the analytic hierarchy process method. Results: Differences were found between the two groups in the relative importance of nursing workforce management for pandemic response. Specifically, the highest-ranking category was “workforce recruitment and redeployment” for general hospitals, but “workforce support and protection” for long-term care hospitals. The most important factor regarding nursing workforce management was the “nurse-to-patient ratio” for both general and long-term care hospitals. Conclusion General and long-term care hospitals need to establish nursing workforce management strategies to effectively respond to pandemics with appropriate consideration of the relative importance and prioritization of key factors based on hospital characteristics.