Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

The prevalence of thyroid cancer in pregnant women is unknown; however, given that thyroid cancer commonly develops in women, especially young women of childbearing age, new cases are often diagnosed during pregnancy. This recommendation summarizes the follow-up and treatment when thyroid cancer is diagnosed during pregnancy and when a woman with thyroid cancer becomes pregnant. If diagnosed in the first trimester, surgery should be postponed until after delivery, and the patient should be monitored with ultrasound. If follow-up before 24–26 weeks of gestation shows that thyroid cancer has progressed, surgery should be considered. If it has not progressed at 24–26 weeks of gestation or if papillary thyroid cancer is diagnosed after 20 weeks of pregnancy, surgery should be considered after delivery.

Differentiated thyroid cancer demonstrates a wide range of clinical presentations, from very indolent cases to those with an aggressive prognosis. Therefore, diagnosing and treating each cancer appropriately based on its risk status is important. The Korean Thyroid Association (KTA) has provided and amended the clinical guidelines for thyroid cancer management since 2007. The main changes in this revised 2024 guideline include 1) individualization of surgical extent according to pathological tests and clinical findings, 2) application of active surveillance in low-risk papillary thyroid microcarcinoma, 3) indications for minimally invasive surgery, 4) adoption of World Health Organization pathological diagnostic criteria and definition of terminology in Korean, 5) update on literature evidence of recurrence risk for initial risk stratification, 6) addition of the role of molecular testing, 7) addition of definition of initial risk stratification and targeting thyroid stimulating hormone (TSH) concentrations according to ongoing risk stratification (ORS), 8) addition of treatment of perioperative hypoparathyroidism, 9) update on systemic chemotherapy, and 10) addition of treatment for pediatric patients with thyroid cancer.

Background: The number of revision total knee arthroplasty (TKA) has been increasing. Although many studies have analyzed the causes of revision TKA in Western countries, a limited number of studies have analyzed changes in causes of or trends in revision TKA in Asia. This study analyzed and determined the frequency and causes of failures after TKA in our hospital. We also analyzed the differences and trends over the past 17 years. Methods: A total of 296 revision TKAs performed in a single institution from 2003 to 2019 were analyzed. During the 17-year study period, patients who had undergone primary TKA between 2003 and 2011 were classified into a past group, while those who had undergone primary TKA from 2012 to 2019 were classified into a recent group. A revision performed within 2 years after primary TKA was defined as early revision. Further, differences in causes of revision TKA according to the interval from primary TKA to revision TKA were determined. The causes of revision TKA were analyzed through a comprehensive analysis of patients’ medical records. Results: Overall, infection was the most common cause of failure (151/296 cases, 51.0%). Compared to the past group, the recent group had a relatively higher proportion of patients undergoing revision TKA for mechanical loosening (past group, 19.1% vs.recent group, 31.9%) and instability (11.2% vs. 13.5%) and a relatively lower proportion of patients undergoing revision TKA for infection (56.2% vs. 48.8%), polyethylene (PE) wear (9.0% vs. 2.9%), osteolysis (2.2% vs. 1.9%), and malalignment (2.2% vs. 1.0%).On comparison according to the interval from primary TKA to revision TKA, the rate of infection relatively decreased, whereas the rate of mechanical loosening and instability relatively increased in the late revision TKA compared to the early revision TKA. Conclusions Infection and aseptic loosening were the most common reasons of revision TKA in both past and recent groups.Compared to the past, revision TKA due to PE wear has decreased significantly and revision TKA due to mechanical loosening has relatively increased recently. Orthopedic surgeons need to be aware of recent trends in mechanisms of failure and should try to recognize and address the probable causes in TKA

Ataxia-telangiectasia mutated (ATM), a master kinase of the DNA damage response (DDR), phosphorylates a multitude of substrates to activate signaling pathways after DNA double-strand breaks (DSBs). ATM inhibitors have been evaluated as anticancer drugs to potentiate the cytotoxicity of DNA damage-based cancer therapy. ATM is also involved in autophagy, a conserved cellular process that maintains homeostasis by degrading unnecessary proteins and dysfunctional organelles. In this study, we report that ATM inhibitors (KU-55933 and KU-60019) provoked accumulation of autophagosomes and p62 and restrained autolysosome formation. Under autophagy-inducing conditions, the ATM inhibitors caused excessive autophagosome accumulation and cell death. This new function of ATM in autophagy was also observed in numerous cell lines. Repression of ATM expression using an siRNA inhibited autophagic flux at the autolysosome formation step and induced cell death under autophagy-inducing conditions.Taken together, our results suggest that ATM is involved in autolysosome formation and that the use of ATM inhibitors in cancer therapy may be expanded.

Background: This study was undertaken to compare the sensitivities of mice strains during tumor induction by transcription activator-like effector nucleases (TALEN)-mediated Trp53 mutant gene. Alterations of their tumorigenic phenotypes including survival rate, tumor formation and tumor spectrum, were assessed in FVB/N-Trp53 em2Hwl /Korl and C57BL/6-Trp53 em1Hwl /Korl knockout (KO) mice over 16 weeks. Results: Most of the physiological phenotypes factors were observed to be higher in FVB/N-Trp53 em2Hwl /Korl KO mice than C57BL/6-Trp53 em1Hwl /Korl KO mice, although there were significant differences in the body weight, immune organ weight, number of red blood cells, mean corpuscular volume (MCV), mean corpuscular hemoglobin (MCH), mean corpuscular hemoglobin concentration (MCHC), platelet count (PLT), total bilirubin (Bil-T) and glucose (Glu) levels in the KO mice relative to the wild type (WT) mice. Furthermore, numerous solid tumors were also observed in various regions of the surface skin of FVB/N-Trp53 em2Hwl /Korl KO mice, but were not detected in C57BL/6-Trp53 em1Hwl /Korl KO mice. The most frequently observed tumor in both the Trp53 KO mice was malignant lymphoma, while soft tissue teratomas and hemangiosarcomas were only detected in the FVB/N-Trp53 em2Hwl /Korl KO mice. Conclusions Our results indicate that the spectrum and incidence of tumors induced by the TALEN-mediated Trp53 mutant gene is greater in FVB/N-Trp53 em2Hwl /Korl KO mice than C57BL/6-Trp53 em1Hwl /Korl KO mice over 16 weeks.