Allergic contact dermatitis from aroma oils has long been recognized and with increasing frequency. Contact dermatitis of the allergic type of fragrances used for aromatherapy has been reported rarely, and only in patients exposed due to their occupation. We report herein a case of allergic contact dermatitis to aroma oils in an aroma therapist. A 25-year-old woman, an aroma therapist, had been treated with topical steroids under the impression of contact dermatitis. She had had pruritic erythematous maculopapules on the arms extending to the hands for the previous 6 months. Patch tests showed strong reactions to aroma oils(3% fennel and 3% juniper). The skin lesions were cleared after she stopped her job. However, re-exposure to aroma oils caused eczematous lesions repeatedly at the sites previously involved. We predict that increasing popularity of aromatherapy will lead to increasing number of patients developing allergic contact dermatitis from aroma oils. This has to be taken into consideration when testing patients with suspected contact dermatitis.
Adult ; Arm ; Aromatherapy ; Dermatitis, Allergic Contact* ; Dermatitis, Contact ; Female ; Foeniculum ; Hand ; Humans ; Oils ; Patch Tests ; Skin ; Steroids

PURPOSE: The purpose of this study was to examine the prevalence of workplace violence toward newly licensed nurses and the relationship between workplace violence and job outcomes. METHODS: An online survey was conducted of newly licensed registered nurses who had obtained their license in 2012 or 2013 in South Korea and had been working for 5-12 months after first being employed. The sample consisted of 312 nurses working in hospitals or clinics. The Copenhagen Psychosocial Questionnaire II was used to measure violence and nurse job outcomes. Multiple linear and logistic regression analyses were conducted to examine the relationship between violence and job outcomes. RESULTS: Verbal abuse was most prevalent (59.6%), followed by threats of violence (36.9%), physical violence (27.6%), bullying (25.6%), and sexual harassment (22.4%). Approximately three quarters of the nurses had experienced at least one type of violence. The main perpetrators were patients and nurse colleagues, although the distribution of perpetrators varied depending on the type of violence. Bullying had a significant relationship with all four job outcomes (job satisfaction, burnout, commitment to the workplace, and intent to leave), while verbal abuse was associated with all job outcomes except for intent to leave. Violence perpetrated by nurse colleagues had a significant relationship with all four job outcomes, while violence by physicians had a significant inverse relationship with job satisfaction. CONCLUSIONS: Workplace violence is experienced by a high percentage of newly licensed nurses, and is associated with their job outcomes.
Bullying/statistics & numerical data ; Burnout, Professional/epidemiology/psychology ; Female ; Humans ; Job Satisfaction ; Longitudinal Studies ; Male ; Nurses/psychology/*statistics & numerical data ; Nursing Staff, Hospital/psychology/*statistics & numerical data ; Prevalence ; Republic of Korea/epidemiology ; Sexual Harassment/psychology/statistics & numerical data ; Workplace Violence/*statistics & numerical data ; Young Adult

Angiolymphoid hyperplasia with eosinophilia(ALHE) is a benign angiomatous neoplasm which usually arises from skin, blood vessel, soft tissue, heart and rarely from bone. The authors experienced a case of ALHE which involved the distal femur of 35-years old male and treated by marginal excision and autogenous cancellous bone graft with plate fixation.
Angiolymphoid Hyperplasia with Eosinophilia ; Blood Vessels ; Femur ; Heart ; Humans ; Hyperplasia ; Male ; Skin ; Transplants

Purpose: The purpose of this study was to explore male nurses’ experiences of workplace gender discrimination and sexual harassment in South Korea. Methods: Phenomenological qualitative methodology exploring male nurses’ experiences was employed to collect data, and thematic analysis of the data was conducted. Research subjects were recruited by convenience and snowball sampling. Ten male nurses participated in individual in-depth interviews via mobile phone. Data were collected from June 15 to July 24, 2020. Results: (Findings)Two themes were extracted that described male nurses’ experiences of workplace gender discrimination and sexual harassment. In the first theme, “facing gender discrimination from various dimensions,” nurses’ thoughts and feelings regarding gender discrimination from various sources were expressed. The second theme, “experiencing sexual harassment at work as a man,” presented experiences of sexual harassment as a male nurse and difficulties in being recognized as a victim. Conclusion Gender discrimination and sexual harassment experienced by male nurses stem from a wide range of socio-cultural factors, ranging from individuals to organizations, and institutions. Therefore, this problem requires a correspondingly broad approach for improvement, such as making efforts to avoid classifying certain roles according to gender, developing new standards considering the specific experiences of men as victims of sexual discrimination and sexual harassment, and continuing training to increase social sensitivity and interest in the harm suffered by minorities in society.

Purpose: : This study examined the effects of work environment and organizational culture on tertiary hospital nurses’ turnover intention.
Methods: : A cross-sectional design was used, with a convenience sample of 371 hospital nurses from 16 units of three tertiary hospitals in South Korea. Data were collected through a self-report survey conducted during September and October 2016. Data were analyzed using the chi-square test, Fisher’s exact test, independent t-test, and binary logistic regression analysis.
Results: : A total of 43.7% of the participants were identified as having turnover intention within 1 year. Factors related to turnover intention among hospital nurses were age, marital status, and total clinical career. Furthermore, a relationship-oriented organizational culture showed a negative association with turnover intention.
Conclusion : These findings suggest it is important to provide appropriate motivational programs and incentives for nurses according to their clinical career to decrease turnover intention. Moreover, establishing a relationship-oriented organizational culture will also help to reduce the turnover intention of tertiary hospital nurses.

PURPOSE: Most of recent MR imagings of cerebral cortex activation have been performed by using high field magnet above 2-T or echo-planar imaging technique. We report our experience on imaging of cerebral cortex activation with a widely available standard 1.5-T MR. MATERIALS AND METHODS: Series of gradient-echo images (TR/TE/flip angle :80/60/40 degrees64 x 128 matrix) were acquired alternatively during the periods of rest and task in five normal volunteers. Finger movement (n=10 ;5 right, 5 left) and flashing photic stimulation (n=l) were used as a motor task and a visual task to activate the motor cortex and visual cortex, respectively. Activation images were obtained by subtracting sum of rest images from that of task images. Changes of signal intensity were analyzed over the periods of rest and task. RESULTS: Activation images were obtained in all cases. Changes of signal intensity between rest and task periods were 6.5-14.6%(mean, 10.5%) in the motor cortex and 4.2% in the visual cortex. CONCLUSION: Functional imaging of cerebral cortex activation could be performed with a widely available 1.5-T MR. Widespread applications of this technique to basic and clinical neuroscience are expected.
Cerebral Cortex* ; Echo-Planar Imaging ; Fingers ; Healthy Volunteers ; Motor Cortex ; Neurosciences ; Photic Stimulation ; Visual Cortex

BACKGROUND: Microalbuminuria in type 2 diabetes is a predictor of development of clinical nephropathy and cardiovascular disease. But, it has been reported that reduced glomerular filtration rate (GFR) may occur in some normoalbuminuric diabetic patients. The aim of this study was to identify whether decreased GFR without microalbuminuria is to predict diabetic vascular complications. METHODS: Between January 1998 and February 2001, 73 patients with type 2 diabetes who visited Yeungnam university medical center were divided into 5 groups according to initial GFR ranges: group 1 (GFR < 30 mL/min), group 2 (30 < or = GFR < 60 mL/min), group 3 (60 < or = GFR < 90 mL/min), group 4 (90 < or = GFR < 125 mL/min), group 5 (125 mL/min < or = GFR). They were examined for microvascular and macrovascular complications initially and after 4 years. RESULTS: Decreased GFR had a negative correlation with age (r = -0.472, P = 0.001). Decreased GFR without microalbuminuria had a significant correlation with development of diabetic nephropathy (P = 0.016) after 4 years. There were no significant correlation with the prevalence of diabetic retinopathy, peripheral neuropathy, and macrovacular disease. But, our study showed that coronary artery disease had an increasing tendency with decreased GFR without statistical significance (P = 0.085). CONCLUSIONS: Our data suggest that reduced GFR, independent of albuminuria, may be an important predictor of diabetic nephropathy and coronary artery disease to some extent. So we recommend that not only the microalbuminuria, but also the decrease in GFR should be evaluated at the follow-up of patients with type 2 diabetes.
Academic Medical Centers ; Albuminuria ; Cardiovascular Diseases ; Coronary Artery Disease ; Diabetic Nephropathies ; Diabetic Retinopathy ; Follow-Up Studies ; Glomerular Filtration Rate ; Humans ; Peripheral Nervous System Diseases ; Prevalence

Purpose: This study was conducted to explore male nurses’ experiences of gender discrimination at the workplace using qualitative research methods. Methods: Participants responded to a survey using an online link, and were asked to describe their overall experiences by responding to the question “Please freely describe your experiences of workplace gender discrimination”. The qualitative data collected from 118 participants were analyzed using Krippendorff’s technique. Data collection was caried out from June 11, 2019, to August 3, 2020. Results: Eleven themes and 24 subthemes were extracted from a total of 277 meaningful statements. Male nurses’experiences of workplace gender discrimination, reasons of gender discrimination, and improvement strategies were presented through the key themes. Conclusion Male nurses experienced workplace gender discrimination from patients, colleagues, and institutions. Furthermore, strategies to improve gender stereotypes and to emphasize the strengths of male nurses are necessary in order to increase the number of male nurses in the female-dominant nursing field and to reduce job turnover. These strategies will help expand the social role of nurses as professionals and improve the work environment and benefits for all nurses.

Electrocardiographic findings in 18 cases of hypertrophic obstructive cardiomyopathy(HOCM) were compared with those in 20 hypertensives with disproportinate septal hypertrophy(DSH) and in 20 normal controls. In conventional 12 leads electrocardiograms, abmormal Q waves were seen only in 6 cases of HOCM and none in the remadinder. The R waves were tallest in leads V4 in 6 cases(33%) of HOCM, 3(15%) hypertensives with DSH, and 4(20%) of the controls. The correlations of the QRS voltages with echocardiographically measured left ventricular dimension, interventricular septal thickness and left ventricular mass were significant in the hypertensives with DST and normal controls, but insignificant in patients with HOCM. We conclude that these electrocardiographic differences in patients with HOCM from the others would be caused by uneven distribution of hypertrophied muscle mass in the left ventricule and/or by the altered depolarization in hypertrophied cardiac muscles.
Cardiomyopathy, Hypertrophic* ; Electrocardiography* ; Humans ; Hypertension* ; Myocardium

OBJECTIVE: The authors report a result of application of cervical hollow cage(RABEA(TM)) without bone graft to the patients of one-level cervical spondylosis or acute cervical disc herniation to fill and stabilize a vacant space following anterior decompression. METHODS: Twenty-one patients from May 1999 to April 2001 had been taken procedure with cervical hollow cage system following anterior decompression and there had been no additional bone graft or screw fixation or fusion. Pain relief and clinical outcome were evaluated, and the intervertebral disc height and segmental angle for radiological assessment were examined. All patient were followed up for 12 months at least. RESULTS: The result was excellent in 14 cases(66.7%), good in 6 cases(28.6%) and poor in 1 case(4.8%). In the lateral projection, the mean of preoperative disc height and segmental angle were significantly improved after surgery and maintained during follow-up periods. No abnormal displacement were recorded at dynamic flexion and extension lateral X-ray and no cage rotation or retropulsion was noted in follow-up periods. Three patients(14.3%) was observed to subside of disc height on the postoperative periods and only one of their patients was dissatisfied with surgery. CONCLUSION: Cervical hollow cage is simple to perform and reduces the operation time. Besides clinical improvement, it improves mechanical stability and radiological profile as the physiologic level. The cervical hollow cage might be an alternative to traditional cervical interbody fusion with bone graft.
Decompression ; Follow-Up Studies ; Humans ; Intervertebral Disc ; Postoperative Period ; Spondylosis ; Transplants*