No abstract available.
Sarcoma*

No abstract available.
Chungcheongbuk-do* ; Leptospira interrogans* ; Leptospira*

No abstract available.
Clonorchiasis* ; Clonorchis sinensis

Spondylometaphyseal dysplasia (SMD) is an extremely rare, which affects the spine and metaphy-ses of the tubular bones on terms of enchondrogenesis. Children who had Kozlowski dwarfism, type of SMD are not recognized until they reach school age since they have normal clinical feature, weight and size in early childhood. Authors experienced a typical case of Kozlowski type of SMD in a 10 years old male who had i) generalized platyspondyly with anterior tapering of vertebrae ii) generalized metaphyseal dysplasia iii) minimal changes in the carpal and tarsal bones. This case is to be reported with review of references.
Child ; Dwarfism ; Humans ; Male ; Spine ; Tarsal Bones

Purpose: This study aimed to identify the effects of resilience and nursing managers’ empowering leadership on turnover intention among new nurses, as well as the mediating role of transition shock. Methods: This was a descriptive, cross-sectional study. Data were collected from 167 new nurses working in tertiary hospitals in Korea between July 1st and July 13, 2022. The relationships among the variables were analyzed using Pearson’s correlation coefficients, and the factors affecting turnover intention were identified using PROCESS macro analysis. Results: Resilience (direct effect=-0.02, p=.781) and nursing managers’ empowering leadership (direct effect=-0.00, p=.992) did not directly affect new nurses’ turnover intention. Transition shock had mediating role in the relationship between resilience and turnover intention (indirect effect=-0.12, 95% Boot confidence interval=-0.23~-0.04) and between nursing managers’ empowering leadership and turnover intention (indirect effect=-0.14, 95% Boot confidence interval=-0.23~-0.06). Conclusion Resilience and nursing managers’ empowering leadership indirectly influence turnover intention through transition shock among new nurses. To reduce turnover intention among new nurses, programs for preventing or mitigating their transition shock should be provided. In addition, improving the resilience of new nurses and nursing managers’ empowering leadership may contribute to reducing turnover intention among new nurses by mitigating their transition shock.

Purpose: This study aimed to identify the effects of resilience and nursing managers’ empowering leadership on turnover intention among new nurses, as well as the mediating role of transition shock. Methods: This was a descriptive, cross-sectional study. Data were collected from 167 new nurses working in tertiary hospitals in Korea between July 1st and July 13, 2022. The relationships among the variables were analyzed using Pearson’s correlation coefficients, and the factors affecting turnover intention were identified using PROCESS macro analysis. Results: Resilience (direct effect=-0.02, p=.781) and nursing managers’ empowering leadership (direct effect=-0.00, p=.992) did not directly affect new nurses’ turnover intention. Transition shock had mediating role in the relationship between resilience and turnover intention (indirect effect=-0.12, 95% Boot confidence interval=-0.23~-0.04) and between nursing managers’ empowering leadership and turnover intention (indirect effect=-0.14, 95% Boot confidence interval=-0.23~-0.06). Conclusion Resilience and nursing managers’ empowering leadership indirectly influence turnover intention through transition shock among new nurses. To reduce turnover intention among new nurses, programs for preventing or mitigating their transition shock should be provided. In addition, improving the resilience of new nurses and nursing managers’ empowering leadership may contribute to reducing turnover intention among new nurses by mitigating their transition shock.

Purpose: This study aimed to identify the effects of resilience and nursing managers’ empowering leadership on turnover intention among new nurses, as well as the mediating role of transition shock. Methods: This was a descriptive, cross-sectional study. Data were collected from 167 new nurses working in tertiary hospitals in Korea between July 1st and July 13, 2022. The relationships among the variables were analyzed using Pearson’s correlation coefficients, and the factors affecting turnover intention were identified using PROCESS macro analysis. Results: Resilience (direct effect=-0.02, p=.781) and nursing managers’ empowering leadership (direct effect=-0.00, p=.992) did not directly affect new nurses’ turnover intention. Transition shock had mediating role in the relationship between resilience and turnover intention (indirect effect=-0.12, 95% Boot confidence interval=-0.23~-0.04) and between nursing managers’ empowering leadership and turnover intention (indirect effect=-0.14, 95% Boot confidence interval=-0.23~-0.06). Conclusion Resilience and nursing managers’ empowering leadership indirectly influence turnover intention through transition shock among new nurses. To reduce turnover intention among new nurses, programs for preventing or mitigating their transition shock should be provided. In addition, improving the resilience of new nurses and nursing managers’ empowering leadership may contribute to reducing turnover intention among new nurses by mitigating their transition shock.

Purpose: This study aimed to identify the effects of resilience and nursing managers’ empowering leadership on turnover intention among new nurses, as well as the mediating role of transition shock. Methods: This was a descriptive, cross-sectional study. Data were collected from 167 new nurses working in tertiary hospitals in Korea between July 1st and July 13, 2022. The relationships among the variables were analyzed using Pearson’s correlation coefficients, and the factors affecting turnover intention were identified using PROCESS macro analysis. Results: Resilience (direct effect=-0.02, p=.781) and nursing managers’ empowering leadership (direct effect=-0.00, p=.992) did not directly affect new nurses’ turnover intention. Transition shock had mediating role in the relationship between resilience and turnover intention (indirect effect=-0.12, 95% Boot confidence interval=-0.23~-0.04) and between nursing managers’ empowering leadership and turnover intention (indirect effect=-0.14, 95% Boot confidence interval=-0.23~-0.06). Conclusion Resilience and nursing managers’ empowering leadership indirectly influence turnover intention through transition shock among new nurses. To reduce turnover intention among new nurses, programs for preventing or mitigating their transition shock should be provided. In addition, improving the resilience of new nurses and nursing managers’ empowering leadership may contribute to reducing turnover intention among new nurses by mitigating their transition shock.

BACKGROUND AND OBJECTIVES: Laminins are extracellular matrix proteins localized mainly in basement membranes. Currently there are at least ten different laminin chains and 11 heterotrimetric laminin variants. Laminin-5 is a heterotrimeric basement membrane molecule (alpha3beta3gamma2). It serves as an important adhesion protein for epithelial cells and it also plays an important role in cell migration during tumor invasion and tissue remodeling. This study was designed to investigate the relationship between laminin-5 expression and clinicopathologic variables in oral cavity and oropharynx squamous cell carcinomas using immunohistochemistry. MATERIALS AND METHOD: The expression of the laminin-5 around tumor cells was determined in 32 oral cavity and oropharyngeal carcinomas by immunohistochmical staining with antibody against laminin-5gamma2 chain. RESULTS: Statistical analysis showed that the frequency of laminin-5gamma2 chain expression was correlated with the lymph node metastasis (p<0.05). The poor differentiation of tumor cells, the large tumor size, advanced overall stage and the deep tumor invasion showed high expression of laminin-5, although it was not significant statistically. CONCLUSION: These results suggest that overexpression of laminin-5 in oral cavity and oropharyngeal squamous cell carcinoma might be a biomarker that can predict cervical lymph node metastasis.
Basement Membrane ; Carcinoma, Squamous Cell* ; Cell Movement ; Epithelial Cells ; Extracellular Matrix Proteins ; Immunohistochemistry ; Laminin ; Lymph Nodes ; Mouth* ; Neoplasm Metastasis ; Oropharynx

Objectives: Gastric dysplasia is primarily treated using endoscopic resection. Although argon plasma coagulation (APC) is an alternative treatment for older patients or those with bleeding tendencies, studies have reported a higher rate of local recurrence after APC than after endoscopic resection. Using pathological examinations, this study aimed to investigate the incidence and associated causative factors of residual dysplasia following APC. Methods: This prospective study recruited patients with low-grade gastric dysplasia from March 2020 to February 2021 and conducted follow-up examinations for 15 months after enrollment of the last patient. The patients were randomly assigned to undergo APC at an output power setting of 45, 60, or 80 W. Results: Residual lesions were found in 13 of 68 patients (19.1%) during the 24-h follow-up endoscopy and biopsy. The Ki-67 index, a marker of cellular proliferation, was significantly associated with the presence of residual lesions. The presence of residual dysplasia at the three-month follow-up was associated with the presence of residual lesions at the 24-h follow-up and a positive Ki-67 index. Only three of the 13 patients with residual lesions 24 h after APC demonstrated residual lesions at the three-month follow up. No post-procedural complications were observed. Conclusions Residual dysplasia may persist even after APC and cause local recurrence. If Ki-67-positive cells are detected in the remnant tissue following APC, additional interventions should be considered.