Objective: To evaluate the efficacy of the left spermatic vein transposition to the great saphenous vein in treating left varicocele (VC) secondary to nutcracker syndrome (NCS). Methods: Clinical data of 8 patients treated during Feb.2020 and Feb.2023 in our hospital were retrospectively analyzed.A meticulous preoperative evaluation of the vascular status of the spermatic vein and the great saphenous vein was performed using color Doppler ultrasound.A spermatic vein-great saphenous vein shunt surgery was performed in patients who were strictly selected.The clinical symptoms and hemodynamics of renal vein were compared before and after operation. Results: The median age of patients was 23.5(18-33) years.There was a notable reduction in post-exercise scrotal and lower back pain in all patients，and the score of scrotal pain decreased to 0 in 7 patients. The median quantification of urinary protein was 352.8(54.4-687.3) mg prior to surgical intervention，which significantly diminished to 125.5(25.9-255.1) mg 6 months after operation.Notably，3 cases of preoperative positive urine occult blood tests were undetectable in the subsequent postoperative assessments.The median peak blood flow velocity at the site of stenosis in the left renal vein measured at 74.4(48.7-117.6) cm/s preoperatively，subsequently reduced to 45.1(25.5-61.2) cm/s postoperatively.During the 6-month follow-up，no recurrence of varicocele，vascular anastomotic stenosis or thrombosis were observed. Conclusion: Our research indicates that spermatic vein to great saphenous vein bypass is safe and feasible in the treatment of left varicocele secondary to nutcracker syndrome for strictly selected patients，which can effectively alleviate renal vein congestion without significant complications.

Objective:To investigate the hemodynamic changes in the ascending aorta (AAo) before and after interventricular septal myocardial resection in obstructive hypertrophic cardiomyopathy (HOCM) using cardiac magnetic resonance four-dimensional blood flow (CMR 4D Flow) technology.Methods:HOCM patients who underwent interventricular septal myocardial resection at Guangdong Provincial People′s Hospital from May 2021 to September 2022 were prospectively included. Age and gender matched healthy volunteers (control group) were included during the same period. Both the control group and HOCM patients underwent CMR examination (including cine sequence and 4D Flow sequence) before and 6 months after surgery. CMR 4D flow technology was used to evaluate changes in AAo preoperative and postoperative blood flow patterns (eddy currents, spiral flow), maximum energy loss (EL max), and average energy loss (EL avg). HOCM patients underwent laboratory tests, including N-terminal pro-brain natriuretic peptide (N-pro BNP) and high-sensitivity troponin T (hsTnT). At the same time, the correlation between postoperative energy loss in HOCM patients and the degree of improvement in laboratory biomarkers was explored. Results:A total of 15 HOCM patients and 15 healthy volunteers were included. (1) In terms of blood flow patterns, the preoperative spiral flow degree of HOCM patients was significantly higher than that of the control group ( P=0.001), but the postoperative difference was not statistically significant ( P=0.059). The degree of eddy currents in HOCM patients before and after surgery was higher than that in the control group (all P<0.05). (2) In terms of energy loss, the preoperative EL max [21.17(14.30-28.10)mW vs 10.17(7.66-13.07)mW, P<0.001] and EL avg [4.87(3.46-5.77)mW vs 2.27(2.19-2.27)mW, P=0.023] of HOCM patients were higher than those of the control group, but there was no statistically significant difference between the postoperative and control groups (all P>0.05). Compared with preoperative, the postoperative EL max [12.33(8.70-17.41)mW] and EL avg [3.10(2.25-4.40)mW] of AAo in HOCM patients were significantly reduced (mean P=0.001). (3) Correlation analysis showed that there was a positive correlation ( r=0.587, P=0.021) between the EL max of AAo and the degree of improvement in hsTNT after interventricular septum myocardial resection, but no significant correlation ( r=0.229, P=0.413) with the degree of improvement in NT-pro BNP. Conclusions:The degree of postoperative AAo blood flow disorder in HOCM patients is reduced, and EL max and EL avg are significantly reduced. The EL max of postoperative AAo is positively correlated with the degree of improvement in hsTNT, suggesting that EL max may be applicable for prognostic evaluation of patients.

Objective:To investigate the value of the virtual monoenergetic image (VMI) obtained by a new dual-layer detector spectral CT combined with metal artifact reduction algorithms(O-MAR) in reduction of different types of artifacts caused by 125I seeds implantation and in improvement of the post-operative CT image quality. Methods:This was a cross-sectional study. Thirty-five patients who underwent dual-layer detector spectral CT scanning of the chest and abdomen after 125I seeds implantation were retrospectively included at the First Affiliated Hospital of Zhengzhou University from March to September 2022. The spectral data were collected and reconstructed into conventional CT image (CI), VMI image (50-150 keV, 20 keV/level), CI+O-MAR image, and VMI+O-MAR image (50-150 keV, 20 keV/level). The artifacts′ removal effects and image quality improvement in each group were evaluated. Two slices with the strongest artifacts were selected for analysis for each patient, resulting in a total of 70 slices. Objective indicators including artifact index (AI), signal-to-noise ratio (SNR) and contrast-to-noise ratio (CNR) of soft tissue regions affected by artifacts were measured and calculated. Subjective indicators including the overcorrected artifacts and new artifacts, the different forms of artifacts, the diagnosis of artifacts, and the image quality were assessed. One-way analysis of variance was used for comparisons among multiple groups. Paired t test was used to compare the quantitative indicators between the combined O-MAR group and the non-O-MAR group. Kappa statistics was used to evaluate the consistency between observers. Results:In high/low-density artifacts (ROI H/L), the AI values in all groups showed decrease with increasing VMI keV. In artifact-affected tissue (ROI T), SNR of the CI/VMI (70-150 keV)+O-MAR group were significantly higher than those of the CI/VMI group ( P<0.05), CNR of the CI/VMI(50-150 keV)+O-MAR group were significantly higher than those of the CI/VMI group ( P<0.05). Both overcorrection and new artifacts mainly presented in VMI 50 keV and VMI 70 keV groups; Compared with VMI (50-70 keV) group, significantly less numbers of overcorrection and new artifacts were found in VMI (50-70 keV)+O-MAR group ( P<0.05); regarding the comparison of artifact types, with the VMI keV increasing, the number of a-type banded artifacts gradually decreased on images with high-density artifacts, reaching a minimum of 3 in the VMI 150 keV+O-MAR group; while the number of e-type artifacts with little or no artifacts increased, with the highest number of 23 in the VMI 150 keV+O-MAR group. The total number of high-density artifacts in each type decreased with increasing VMI keV. As VMI keV increased, the diagnostic and image quality scores of high-density artifacts in each group were significantly higher than those of low-density artifacts in the VMI+O-MAR group ( P<0.05). Conclusions:VMI combined with O-MAR can significantly improve the objective and subjective image quality of follow-up CT imaging after 125I seed implantation, enhancing lesion visibility and diagnostic confidence. Additionally, VMI+O-MAR showed more pronounced correction effect on high-density artifacts.

Objective To explore the preference of medical staff in public hospitals for various incentive factors,and to provide theoretical basis for the hospital to formulate a reasonable incentive system and stimulate the enthusiasm of medical staff.Methods Based on the discrete choice experiment,it was conducted from March 2023 to June 2023,through the method of multistage stratified random sampling,the medical staff of a general hospital,a Traditional Chinese Medical Hospital and a maternal and child health hospital in one city in the east,west,south,north and middle of Hainan Province were investigated by questionnaire,and analyzed their incentive preference and willingness to pay by using the mixed logit model.Results All the six attributes have significant influence on medical staff's incentive preference,among which,medical staff prefer to choose the incentive effect brought by the annual salary of 350 000 yuan,good working atmosphere and working intensity of 8 hours,while hospital development has little influence on incentive preference.Among the non-economic factors,when the working atmosphere changes from depression to good,they are willing to get an annual salary of 168 305.4 yuan less,while when the hospital development changes from nothing to good,they are only willing to get an annual salary of 12 433.14 yuan less.Conclusion According to the different incentive needs of medical staff,it is more helpful to formulate accurate incentive schemes and adopt economic and non-economic incentive means to stabilize the hospital talent team and improve work enthusiasm.

Objective To explore the preference of medical staff in public hospitals for various incentive factors,and to provide theoretical basis for the hospital to formulate a reasonable incentive system and stimulate the enthusiasm of medical staff.Methods Based on the discrete choice experiment,it was conducted from March 2023 to June 2023,through the method of multistage stratified random sampling,the medical staff of a general hospital,a Traditional Chinese Medical Hospital and a maternal and child health hospital in one city in the east,west,south,north and middle of Hainan Province were investigated by questionnaire,and analyzed their incentive preference and willingness to pay by using the mixed logit model.Results All the six attributes have significant influence on medical staff's incentive preference,among which,medical staff prefer to choose the incentive effect brought by the annual salary of 350 000 yuan,good working atmosphere and working intensity of 8 hours,while hospital development has little influence on incentive preference.Among the non-economic factors,when the working atmosphere changes from depression to good,they are willing to get an annual salary of 168 305.4 yuan less,while when the hospital development changes from nothing to good,they are only willing to get an annual salary of 12 433.14 yuan less.Conclusion According to the different incentive needs of medical staff,it is more helpful to formulate accurate incentive schemes and adopt economic and non-economic incentive means to stabilize the hospital talent team and improve work enthusiasm.

Objective To explore the preference of medical staff in public hospitals for various incentive factors,and to provide theoretical basis for the hospital to formulate a reasonable incentive system and stimulate the enthusiasm of medical staff.Methods Based on the discrete choice experiment,it was conducted from March 2023 to June 2023,through the method of multistage stratified random sampling,the medical staff of a general hospital,a Traditional Chinese Medical Hospital and a maternal and child health hospital in one city in the east,west,south,north and middle of Hainan Province were investigated by questionnaire,and analyzed their incentive preference and willingness to pay by using the mixed logit model.Results All the six attributes have significant influence on medical staff's incentive preference,among which,medical staff prefer to choose the incentive effect brought by the annual salary of 350 000 yuan,good working atmosphere and working intensity of 8 hours,while hospital development has little influence on incentive preference.Among the non-economic factors,when the working atmosphere changes from depression to good,they are willing to get an annual salary of 168 305.4 yuan less,while when the hospital development changes from nothing to good,they are only willing to get an annual salary of 12 433.14 yuan less.Conclusion According to the different incentive needs of medical staff,it is more helpful to formulate accurate incentive schemes and adopt economic and non-economic incentive means to stabilize the hospital talent team and improve work enthusiasm.

Objective To explore the preference of medical staff in public hospitals for various incentive factors,and to provide theoretical basis for the hospital to formulate a reasonable incentive system and stimulate the enthusiasm of medical staff.Methods Based on the discrete choice experiment,it was conducted from March 2023 to June 2023,through the method of multistage stratified random sampling,the medical staff of a general hospital,a Traditional Chinese Medical Hospital and a maternal and child health hospital in one city in the east,west,south,north and middle of Hainan Province were investigated by questionnaire,and analyzed their incentive preference and willingness to pay by using the mixed logit model.Results All the six attributes have significant influence on medical staff's incentive preference,among which,medical staff prefer to choose the incentive effect brought by the annual salary of 350 000 yuan,good working atmosphere and working intensity of 8 hours,while hospital development has little influence on incentive preference.Among the non-economic factors,when the working atmosphere changes from depression to good,they are willing to get an annual salary of 168 305.4 yuan less,while when the hospital development changes from nothing to good,they are only willing to get an annual salary of 12 433.14 yuan less.Conclusion According to the different incentive needs of medical staff,it is more helpful to formulate accurate incentive schemes and adopt economic and non-economic incentive means to stabilize the hospital talent team and improve work enthusiasm.

Objective To explore the preference of medical staff in public hospitals for various incentive factors,and to provide theoretical basis for the hospital to formulate a reasonable incentive system and stimulate the enthusiasm of medical staff.Methods Based on the discrete choice experiment,it was conducted from March 2023 to June 2023,through the method of multistage stratified random sampling,the medical staff of a general hospital,a Traditional Chinese Medical Hospital and a maternal and child health hospital in one city in the east,west,south,north and middle of Hainan Province were investigated by questionnaire,and analyzed their incentive preference and willingness to pay by using the mixed logit model.Results All the six attributes have significant influence on medical staff's incentive preference,among which,medical staff prefer to choose the incentive effect brought by the annual salary of 350 000 yuan,good working atmosphere and working intensity of 8 hours,while hospital development has little influence on incentive preference.Among the non-economic factors,when the working atmosphere changes from depression to good,they are willing to get an annual salary of 168 305.4 yuan less,while when the hospital development changes from nothing to good,they are only willing to get an annual salary of 12 433.14 yuan less.Conclusion According to the different incentive needs of medical staff,it is more helpful to formulate accurate incentive schemes and adopt economic and non-economic incentive means to stabilize the hospital talent team and improve work enthusiasm.

Objective A comprehensive evaluation of oral anticoagulants(OACs)was conducted using the A Quick Guideline for Drug Evaluation and Selection in Chinese Medical Institutions(the Second Edition),to provide a reference for drug selection and clinical medication decisions in medical institutions.Methods Evaluation evidence was collected,and the drugs included in the evaluation were quantified on four dimensions of clinical properties(efficiency and safety),pharmaceutical properties,economy and others.Results All oral anticoagulants included in the evaluation had a score of 70 or higher in the comprehensive evaluation,while warfarin had the highest overall score.Clinical properties and pharmacologic properties were identified as the core attributes for drug selection evaluation.When considering only these factors,edoxaban received the highest score.Conclusion OACs are the preferred option for patients requiring long-term anticoagulation therapy.Various OACs offer distinct clinical advantages.Utilizing the Guidelines(Second Edition)for oral anticoagulant selection and evaluation can offer visual evidence for drug selection and promote the scientific,rational,and safe use of drugs in clinical management.

Objective To explore the preference of medical staff in public hospitals for various incentive factors,and to provide theoretical basis for the hospital to formulate a reasonable incentive system and stimulate the enthusiasm of medical staff.Methods Based on the discrete choice experiment,it was conducted from March 2023 to June 2023,through the method of multistage stratified random sampling,the medical staff of a general hospital,a Traditional Chinese Medical Hospital and a maternal and child health hospital in one city in the east,west,south,north and middle of Hainan Province were investigated by questionnaire,and analyzed their incentive preference and willingness to pay by using the mixed logit model.Results All the six attributes have significant influence on medical staff's incentive preference,among which,medical staff prefer to choose the incentive effect brought by the annual salary of 350 000 yuan,good working atmosphere and working intensity of 8 hours,while hospital development has little influence on incentive preference.Among the non-economic factors,when the working atmosphere changes from depression to good,they are willing to get an annual salary of 168 305.4 yuan less,while when the hospital development changes from nothing to good,they are only willing to get an annual salary of 12 433.14 yuan less.Conclusion According to the different incentive needs of medical staff,it is more helpful to formulate accurate incentive schemes and adopt economic and non-economic incentive means to stabilize the hospital talent team and improve work enthusiasm.