This study examined the transverse relationship between the maxilla and mandible in children with mixed dentition. The study focused on the primary second molar and the permanent first molar in relation to the anteroposterior skeletal patterns using cone-beam computed tomography (CBCT). A total of 102 patients from the Pediatric Dentistry Department at Pusan Dental Hospital were classified into three skeletal groups (Class I, Ⅱ, Ⅲ) based on the ANB angle (angle formed by A-point-nasion-B-point). CBCT scans were analyzed to assess the transverse dimensions of basal bone and dento-alveolar measurements. The results showed that Class Ⅲ patients exhibited a significantly narrower maxillary basal bone compared with Class I and Ⅱ patients. The mandibular basal width was not significantly different between the classes. For primary second molars, Class Ⅲ patients showed significantly narrower maxillary alveolar bone width at the root bifurcation level (51.7 ± 2.5 mm, p < 0.05) compared with Class I and II patients. For permanent first molars, the maxillary occlusal fossa distance was smallest in Class II (45.4 ± 2.4 mm, p < 0.05), and was significantly different from Class I and Class Ⅲ. Maxillary first molar inclination was more lingually inclined in Class Ⅱ patients (99.0 ± 4.2°, p < 0.05) compared with Class Ⅲ patients, whereas Class Ⅲ patients exhibited more buccal inclination. This study highlights the correlation between transverse discrepancies and anteroposterior skeletal classifications, with Class Ⅲ showing a narrower maxillary base and Class Ⅱ patients presenting greater lingual compensation. These findings may aid pediatric dentists in diagnosing transverse relationships in mixed dentition.

This study examined the transverse relationship between the maxilla and mandible in children with mixed dentition. The study focused on the primary second molar and the permanent first molar in relation to the anteroposterior skeletal patterns using cone-beam computed tomography (CBCT). A total of 102 patients from the Pediatric Dentistry Department at Pusan Dental Hospital were classified into three skeletal groups (Class I, Ⅱ, Ⅲ) based on the ANB angle (angle formed by A-point-nasion-B-point). CBCT scans were analyzed to assess the transverse dimensions of basal bone and dento-alveolar measurements. The results showed that Class Ⅲ patients exhibited a significantly narrower maxillary basal bone compared with Class I and Ⅱ patients. The mandibular basal width was not significantly different between the classes. For primary second molars, Class Ⅲ patients showed significantly narrower maxillary alveolar bone width at the root bifurcation level (51.7 ± 2.5 mm, p < 0.05) compared with Class I and II patients. For permanent first molars, the maxillary occlusal fossa distance was smallest in Class II (45.4 ± 2.4 mm, p < 0.05), and was significantly different from Class I and Class Ⅲ. Maxillary first molar inclination was more lingually inclined in Class Ⅱ patients (99.0 ± 4.2°, p < 0.05) compared with Class Ⅲ patients, whereas Class Ⅲ patients exhibited more buccal inclination. This study highlights the correlation between transverse discrepancies and anteroposterior skeletal classifications, with Class Ⅲ showing a narrower maxillary base and Class Ⅱ patients presenting greater lingual compensation. These findings may aid pediatric dentists in diagnosing transverse relationships in mixed dentition.

This study examined the transverse relationship between the maxilla and mandible in children with mixed dentition. The study focused on the primary second molar and the permanent first molar in relation to the anteroposterior skeletal patterns using cone-beam computed tomography (CBCT). A total of 102 patients from the Pediatric Dentistry Department at Pusan Dental Hospital were classified into three skeletal groups (Class I, Ⅱ, Ⅲ) based on the ANB angle (angle formed by A-point-nasion-B-point). CBCT scans were analyzed to assess the transverse dimensions of basal bone and dento-alveolar measurements. The results showed that Class Ⅲ patients exhibited a significantly narrower maxillary basal bone compared with Class I and Ⅱ patients. The mandibular basal width was not significantly different between the classes. For primary second molars, Class Ⅲ patients showed significantly narrower maxillary alveolar bone width at the root bifurcation level (51.7 ± 2.5 mm, p < 0.05) compared with Class I and II patients. For permanent first molars, the maxillary occlusal fossa distance was smallest in Class II (45.4 ± 2.4 mm, p < 0.05), and was significantly different from Class I and Class Ⅲ. Maxillary first molar inclination was more lingually inclined in Class Ⅱ patients (99.0 ± 4.2°, p < 0.05) compared with Class Ⅲ patients, whereas Class Ⅲ patients exhibited more buccal inclination. This study highlights the correlation between transverse discrepancies and anteroposterior skeletal classifications, with Class Ⅲ showing a narrower maxillary base and Class Ⅱ patients presenting greater lingual compensation. These findings may aid pediatric dentists in diagnosing transverse relationships in mixed dentition.

Purpose: This study aimed to examine the mediating effects of clinical nurses’ job crafting on organizational effectiveness based on the job demands-resources model proposed by Bakker and Demerouti (2017). Methods: The participants consisted of 393 nurses working in nursing units of a tertiary general hospital located in Cheongju region. The data, collected using questionnaire from August 9 to August 20, 2021, were analyzed using SPSS 23.0 and AMOS 27.0. Results: The goodness-of-fit (GoF) test results on the modified model (χ 2 = 2.7, GFI = .94, SRMR = .03, RMSEA = .06, NFI = .92, CFI = .94, TLI = .92, AGFI = .90), indicated that the GoF index satisfied the recommended level. Regarding the effects of each variable on organizational effectiveness, job crafting showed statistically significant direct (β = .48, p < .001), indirect (β = .23, p < .001), and total effects (β = .71, p < .001). Burnout showed statistically significant direct effect (β = - .17, p < .001).Work engagement showed statistically significant direct (β = .41, p < .001) and total effects (β = .41, p < .001). The factors explaining organizational effectiveness were job crafting, burnout, and work engagement, which had an explanatory power of 76.7%. Conclusion Nurses’ job crafting is an important mediating factor for enhancing the organizational effectiveness of nursing organizations. Hospitals should develop job-crafting success cases and related education and training programs as a strategy for enhancing the job crafting of nurses and, consequently organizational effectiveness.

The purpose of this study was to measure bone age using an artificial intelligence program based on the Greulich-Pyle (GP) method to find out the bone age corresponding to each stage of cervical vertebral maturation (CVM) and the middle phalanx of the third finger (MP3). This study was conducted on 3,118 patients who visited pediatric dentistry at Kyung Hee University Dental Hospital and Pusan National University Dental Hospital from 2013 to 2021. The CVM stage was divided into 5 stages according to the classification by Baccetti, and the MP3 stage was divided into 5 stages according to the methods of Hägg and Taranger. Based on the GP method, bone age was evaluated using an artificial intelligence program. The pubertal growth spurt in the CVM stage was CVM II and III. The mean bone age in CVM II was 11.00 ± 1.81 years for males and 10.00 ± 1.49 years for females, and in CVM III, 13.00 ± 1.46 years for males and 12.00 ± 1.44 years for females (p < 0.0001). The pubertal growth spurt in the MP3 stage was MP3 - G stage. The bone age at the MP3 - G stage was 13.14 ± 1.07 years for males and 11.40 ± 1.09 years for females (p < 0.0001). Bone age evaluation using artificial intelligence is worth using in clinical practice, and it is expected that a faster and more accurate diagnosis will be possible.

Purpose: To examine the characteristics, core variables, and their correlations in articles published in the Journal of Korean Academy of Nursing Administration (JKANA) from 2012-2021 and suggest future directions for nursing management research. Methods: A total of 506 articles were analyzed according to study design, participants and setting, statistical methods, keywords, and core concepts and variables. Results: Quantitative research accounted for 73.5%, and most participants were staff nurses (66.8%) and nursing students (9.1%). Furthermore, 318 studies (62.8%) conducted surveys, and settings were mainly acute hospitals(81.5%) and nursing schools (9.7%). Statistical methods for data analysis included independent t-test (81.2%), one-way ANOVA (77.2%), Pearson correlation coefficients (77.2%), post-hoc testing (74.3%), and linear regression(65.9%). Among 2,058 keywords, the most frequent were “nurses” (49.2%), “job satisfaction” (10.7%), and “personnel turnover” (9.1%). The most frequently core concepts were job satisfaction (10.5%), turnover intention(9.5%), organizational commitment (8.5%), and job stress (7.5%). The most frequently variables with significant correlations were turnover intention, work environment, job satisfaction, job stress, burnout, and emotional labor. Conclusion Most JKANA studies examined nursing-related outcomes and performance. Future research should examine the effects of nursing practice and policy on patient outcomes.

Purpose: This study aimed to identify the mediating effects of self-leadership and resilience on the relationship between preceptors’ clinical teaching behavior and field adaptation of new graduate nurses. Methods: Data were collected from 184 new graduate nurses working at two advanced general hospitals. The research model was designed based on PROCESS macro (model 6) proposed by Hayes and analyzed using SPSS 26.0 program. Results: The results showed a positive correlation between preceptors’ clinical teaching behavior and self-leadership, resilience, and field adaptation. Preceptors’ clinical teaching behavior (β=.18, p<.001) and resilience (β=.14, p=.030) had a direct effect on the field adaptation of new graduate nurses. Self-leadership and resilience had a serial double mediating effect. Preceptors’ clinical teaching behavior had a significant effect on the field adaptation of new graduate nurses through self-leadership and resilience. Conclusion To improve the field adaptation of new graduate nurses, the government should expand the current education support project to provide sufficient manpower.Moreover, medical institutions and nursing organizations should develop and apply programs to strengthen preceptor’s clinical teaching behavior.

Purpose: This study investigated the effects of nursing unit managers' authentic, transformational, and transactional leadership styles on positive psychological capital and turnover intention in advanced beginner-stage nurses (ABNs). Methods: The study included 157 nurses with clinical experience ranging form more than one year to less than 3 years in three general hospitals. Data analysis was conducted using the SPSS/WINdows software version 26.0. Results: Authentic, transformational, and transactional leadership styles of nursing unit managers increased the positive psychological capital of ABNs, thereby lowering their turnover intention. Additionally, the turnover intention of ABNs was negatively correlated with the authentic, transformational, and transactional leadership styles of a nursing unit manager and positive psychological capital. Positive psychological capital showed a mediating effect in the relationship between authentic, transformational, and transactional leadership styles of nursing unit manager and turnover intention of ABNs. Conclusion To reduce ABNs turnover, medical institutions and nursing organizations should focus on enhancing nursing unit managers’ transformational and authentic leadership styles. Moreover, as transactional leadership has been found to decrease the turnover intention among ABNs, nursing unit managers should carefully consider their responsibilities and resources allocation to provide conditional compensation support to nurses.

Purpose: This study aimed to identify the mediating effects of career motivation and job-esteem and the effect of the nursing work environment on intention to stay among hospital nurses. Methods: Data were collected from 289 nurses working at an advanced general hospital. The research model design was based on the PROCESS macro proposed by Hayes and analyzed using SPSS 24.0 program. Results: The results showed a positive correlation between intention to stay and nursing work environment (r = .19, p = .001), career motivation (r = .34, p < .001), and job-esteem (r = .37, p < .001). Nursing work environment (B = 0.34 [.09~.59]) and job-esteem (B = 0.27 [.04~.49]) had a direct effect on intention to stay. There was a two-mediator sereal mediation effect of career motivation and job-esteem. The nursing work environment showed a significant effect on the intention to stay among hospital nurses through career motivation and job-esteem. Conclusion In order to increase the retention rate of hospital nurses, it is suggested that government and medical institutions provide multifaceted support that can increase nurses’ motivation for career development and recognition of the nursing profession through improvement of the nursing work environment.

Purpose: This study aimed to identify the effects of preceptors' teaching behavior, resilience, and organizational socialization on new graduate nurses' intention to stay. Methods: Data were collected from 167 new graduate nurses working at a university hospital for a period of three months to one year and analyzed using SPSS 24.0, PROCESS Macro ver. 3.5. Results: The results show that preceptors' teaching behavior, resilience, and organizational socialization had strong correlations with new graduate nurses' intention to stay. Preceptors' teaching behavior directly affected new graduate nurses' resilience and intention to stay. However, the results showed that preceptors' teaching behavior did not affect organizational socialization. Resilience directly affected organizational socialization and intention to stay, and had a simple mediation effect between preceptors' teaching behavior and intention to stay.Moreover, resilience and organizational socialization were found to be significant mediators between preceptors' teaching behavior and intention to stay. Conclusion The results suggest that preceptors' teaching behavior is a key factor that strengthens new graduate nurses' intention to stay, as it promotes successful organizational socialization by improving their resilience and helping them overcome transition shock.