PURPOSE: This study was conducted to develop a self-management program using goal setting for patients after a stroke. The program was based on a theory-based Goal setting and Action Planning framework (G-AP), and the effectiveness of the program was examined. METHODS: A non-equivalent control group pretest-posttest design was used. The experimental group (n=30) received the self-management program using goal setting based on the G-AP over 7 weeks. The education was delivered individually with a specifically designed stroke workbook. The control group (n=30) received only patient information leaflets about stroke. RESULTS: There were significant differences between the two groups. Stroke knowledge, self-efficacy, and health behavior compliance were significantly higher (all p<.001), and hospital anxiety (p<.001) and depression (p<.001) were significantly lower in the experimental group compared to the control group. CONCLUSION: This self-management program using goal setting based on a G-AP was found to be useful and beneficial for patients in stroke rehabilitation settings.
Aged ; Anxiety ; Depression ; Female ; Health Behavior ; Humans ; Knowledge ; Male ; Middle Aged ; Patient Compliance ; *Program Evaluation ; Questionnaires ; *Self Care ; Self Efficacy ; Stroke/*psychology

The effects of the amount of red pepper intake per a day on the capsaicin threshold, nutrient intake, and anthropometric measurements were investigated in 100 female students of university. Three 24-hour recalls were performed to estimate usual nutrient and red pepper intake of free-living participants. The solutions containing capsaicin at concentration of 0.05, 0.1, 0.2, 0.3, 0.4, 0.5ppm used for the evaluation of hot-taste detection threshold. Subjects were asked to recognize the burning sensation after tasting 10ml of each test solution in ascending order of capsaicin concentrations. Mean intake of red pepper was 4.6 g/d and the capsaicin threshold was 0.27 ppm. The detection threshold for capsaicin was correlated with the amount of pepper intake per a day. Red pepper intake was correlated with energy, protein, lipid, carbohydrate, Iron, vitamin A, vitamin B2, niacin, and vitamin E intakes. However, it was not correlated with intake of calcium, vitamin B1, or vitamin C. The red pepper intake was negatively correlated with fat mass and waist girth and the capsaicin threshold was also negatively correlated with pulse. In conclusion, red pepper intake was associated with nutrient intake and capsaicin threshold whereas it was negatively correlated with fat mass and waist girth.
Ascorbic Acid ; Burns ; Calcium ; Capsaicin* ; Capsicum* ; Female ; Humans ; Iron ; Niacin ; Riboflavin ; Sensation ; Thiamine ; Vitamin A ; Vitamin E ; Vitamins

Purpose: The purpose of this study was to identify the effects of clinical competence and field adaptation on new nurses’ retention intention and to suggest strategies to improve their intention to stay. Methods: This study used a descriptive correlational design and was conducted from June 1 to July 20, 2023. A structured questionnaire was used, targeting new nurses with only 3 to 12 months of clinical experience. Data was collected through an online site used by nurses. The collected data were analyzed by frequency and percentage, independent t-test, ANOVA, Pearson’s correlation coefficients, and multiple linear regression. All analyses were conducted using IBM SPSS Statistics 26.0. Results: A total of 173 new nurses participated in this study. The results of multiple linear regression analysis showed that the factors influencing retention intention of new nurses were field adaptation (β=.38, p<.001), professional pride as a reason for retention (β=.24, p=.003), and current salary of 2.5 to 3.0 million won (β=-.14, p=.049). Conclusion Hospitals and nursing education organizations need educational approaches that enhance the field adaptation and professional pride of new nurses so that they can be successfully retained in the workplace.

Purpose: The purpose of this study was to identify the effects of clinical competence and field adaptation on new nurses’ retention intention and to suggest strategies to improve their intention to stay. Methods: This study used a descriptive correlational design and was conducted from June 1 to July 20, 2023. A structured questionnaire was used, targeting new nurses with only 3 to 12 months of clinical experience. Data was collected through an online site used by nurses. The collected data were analyzed by frequency and percentage, independent t-test, ANOVA, Pearson’s correlation coefficients, and multiple linear regression. All analyses were conducted using IBM SPSS Statistics 26.0. Results: A total of 173 new nurses participated in this study. The results of multiple linear regression analysis showed that the factors influencing retention intention of new nurses were field adaptation (β=.38, p<.001), professional pride as a reason for retention (β=.24, p=.003), and current salary of 2.5 to 3.0 million won (β=-.14, p=.049). Conclusion Hospitals and nursing education organizations need educational approaches that enhance the field adaptation and professional pride of new nurses so that they can be successfully retained in the workplace.

Purpose: The purpose of this study was to identify the effects of clinical competence and field adaptation on new nurses’ retention intention and to suggest strategies to improve their intention to stay. Methods: This study used a descriptive correlational design and was conducted from June 1 to July 20, 2023. A structured questionnaire was used, targeting new nurses with only 3 to 12 months of clinical experience. Data was collected through an online site used by nurses. The collected data were analyzed by frequency and percentage, independent t-test, ANOVA, Pearson’s correlation coefficients, and multiple linear regression. All analyses were conducted using IBM SPSS Statistics 26.0. Results: A total of 173 new nurses participated in this study. The results of multiple linear regression analysis showed that the factors influencing retention intention of new nurses were field adaptation (β=.38, p<.001), professional pride as a reason for retention (β=.24, p=.003), and current salary of 2.5 to 3.0 million won (β=-.14, p=.049). Conclusion Hospitals and nursing education organizations need educational approaches that enhance the field adaptation and professional pride of new nurses so that they can be successfully retained in the workplace.

Purpose: The purpose of this study was to identify the effects of clinical competence and field adaptation on new nurses’ retention intention and to suggest strategies to improve their intention to stay. Methods: This study used a descriptive correlational design and was conducted from June 1 to July 20, 2023. A structured questionnaire was used, targeting new nurses with only 3 to 12 months of clinical experience. Data was collected through an online site used by nurses. The collected data were analyzed by frequency and percentage, independent t-test, ANOVA, Pearson’s correlation coefficients, and multiple linear regression. All analyses were conducted using IBM SPSS Statistics 26.0. Results: A total of 173 new nurses participated in this study. The results of multiple linear regression analysis showed that the factors influencing retention intention of new nurses were field adaptation (β=.38, p<.001), professional pride as a reason for retention (β=.24, p=.003), and current salary of 2.5 to 3.0 million won (β=-.14, p=.049). Conclusion Hospitals and nursing education organizations need educational approaches that enhance the field adaptation and professional pride of new nurses so that they can be successfully retained in the workplace.

No abstract available.
Magnetic Resonance Imaging* ; Xanthomatosis, Cerebrotendinous*

No abstract available.
Magnetic Resonance Imaging* ; Xanthomatosis, Cerebrotendinous*

No abstract available.
Diplopia* ; Humans ; Mucocele* ; Myasthenia Gravis*

No abstract available.
Diplopia* ; Humans ; Mucocele* ; Myasthenia Gravis*