• Allergy, Asthma & Immunology Research
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• 제10권6호
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• pp.628-647
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• 2018

Purpose: Obesity is associated with metabolic dysregulation, but the underlying metabolic signatures involving clinical and inflammatory profiles of obese asthma are largely unexplored. We aimed at identifying the metabolic signatures of obese asthma. Methods: Eligible subjects with obese (n = 11) and lean (n = 22) asthma underwent body composition and clinical assessment, sputum induction, and blood sampling. Sputum supernatant was assessed for interleukin $(IL)-1{\beta}$, -4, -5, -6, -13, and tumor necrosis factor $(TNF)-{\alpha}$, and serum was detected for leptin, adiponectin and C-reactive protein. Untargeted gas chromatography time-of-flight mass spectrometry (GC-TOF-MS)-based metabolic profiles in sputum, serum and peripheral blood monocular cells (PBMCs) were analyzed by orthogonal projections to latent structures-discriminate analysis (OPLS-DA) and pathway topology enrichment analysis. The differential metabolites were further validated by correlation analysis with body composition, and clinical and inflammatory profiles. Results: Body composition, asthma control, and the levels of $IL-1{\beta}$, -4, -13, leptin and adiponectin in obese asthmatics were significantly different from those in lean asthmatics. OPLS-DA analysis revealed 28 differential metabolites that distinguished obese from lean asthmatic subjects. The validation analysis identified 18 potential metabolic signatures (11 in sputum, 4 in serum and 2 in PBMCs) of obese asthmatics. Pathway topology enrichment analysis revealed that cyanoamino acid metabolism, caffeine metabolism, alanine, aspartate and glutamate metabolism, phenylalanine, tyrosine and tryptophan biosynthesis, pentose phosphate pathway in sputum, and glyoxylate and dicarboxylate metabolism, glycerolipid metabolism and pentose phosphate pathway in serum are suggested to be significant pathways related to obese asthma. Conclusions: GC-TOF-MS-based metabolomics indicates obese asthma is characterized by a metabolic profile different from lean asthma. The potential metabolic signatures indicated novel immune-metabolic mechanisms in obese asthma with providing more phenotypic and therapeutic implications, which needs further replication and validation.

• 한국병원경영학회지
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• 제20권2호
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• pp.82-87
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• 2015

As recruitment environment of hospitals has changed, employment opportunity for graduates of the hospital management majors has been reduced in larger hospitals. So, it is necessary to reestablish the status of an academic discipline to foster the professional managers of healthcare organizations. For this, curriculum contents and teaching methods might be improved. Although we need individual efforts of the society members for educational improvement, there is a need for organization and leadership of the society.

• 보건의료산업학회지
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• 제7권4호
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• pp.233-241
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• 2013

The purpose of this study is to investigate factors affecting workers' knowledge sharing on knowledge sharing and innovation behavior in general hospitals. This study is based on factors of knowledge sharing such as incentives, reciprocal benefits, behavioral control, and subjective norm, CEO's support, rewards system, IT system, and trust. Data were assessed using 148 workers who work in 3 hospitals in Seoul, Kyunggi, Chunkcheong-do. Data were collected with self-administered questionnaires from April 1 to 31 in 2013 and analyzed SPSS 18 and SEM(structural equation modeling). The results of the study were as follows. First, knowledge sharing intention as well as innovation behavior was statistically significant in behavioral control and IT system. Second, knowledge sharing intention turned out to be positive effect for innovation behavior. This study identified a couple of factors affecting workers' knowledge sharing on knowledge sharing intention and innovation behavior. The the implications of these factors are discussed and areas for developing hospital's knowledge management strategies are fostered and knowledge sharing intention and innovation behavior.

• Current Optics and Photonics
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• 제2권6호
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• pp.499-507
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• 2018

For the spatiotemporally aligned observation of photothrombosis induction and transient variations of in vivo brain stroke, we developed a novel photothrombosis inducing system compatible to a magnetic resonance imaging (MRI) system using nonmagnetic stereotaxic equipment. From the spatial point of view, the system provides a more reliable level of reproducibility of the photothrombosis in each brain. From the temporal point of view, from T1- and T2-weighted in vivo MR (magnetic resonance) images, the transient variations such as incidence, location, and size of the thrombosis are measured quantitatively. In addition, the final variation is observed in the ex vivo brain by TTC (Triphenyltetrazolium chloride) staining based on histological assay and utilized for the verification of the MR images. From the experimental result of the rat brain, the proposed system shows more reliable characteristics for transient variations of brain strokes.

• Tuberculosis and Respiratory Diseases
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• 제85권3호
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• pp.279-282
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• 2022

• Asian Pacific Journal of Cancer Prevention
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• 제16권9호
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• pp.3703-3708
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• 2015

Background: The neutrophil-to-lymphocyte ratio (NLR) is a strong predictor of mortality in patients with colorectal, lung, gastric cancer, pancreatic and metastatic renal cell carcinoma. We here evaluated whether preoperative NLR is an independent prognostic factor for non-metastatic renal cell carcinoma (RCC). Materials and Methods: Data from 327 patients who underwent curative or palliative nephrectomy were evaluated retrospectively. In preoperative blood routine examination, neutrophils and lymphocytes were obtained. The predictive value of NLR for non-metastatic RCC was analyzed. Results: The NLR of 327 patients was $2.72{\pm}2.25$. NLR <1.7 and NLR ${\geq}1.7$ were classified as low and high NLR groups, respectively. Chi-square test showed that the preoperative NLR was significantly correlated with the tumor size (P=0.025), but not with the histological subtype (P=0.095)and the pT stage (P=0.283). Overall survival (OS) and disease-free survival (DFS) were assessed using the Kaplan-Meier method. Effects of NLR on OS (P=0.007) and DFS (P=0.011) were significant. To evaluate the independent prognostic significance of NLR, multivariate COX regression models were applied and identified increased NLR as an independent prognostic factor for OS (P=0.015), and DFS (P=0.019). Conclusions: Regarding patient survival, an increased NLR represented an independent risk factor, which might reflect a higher risk for severe cardiovascular and other comorbidities. An elevated blood NLR may be a biomarker of poor OS and DFS in patients with non-metastatic RCC.

• 한국직업건강간호학회지
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• 제33권1호
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• pp.26-35
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• 2024

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.

• 한국병원경영학회지
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• 제21권4호
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• pp.23-44
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• 2016

We conducted this research for the purpose of examining the effects of organizational culture on service quality and customer satisfaction in the military hospital organizations in Korea. The research samples were collected from employees in 12 military hospitals belonged to the Armed Forces Command. For the analysis we used SPSS 18.0 and AMOS 20.0 program for conducting reliability tests, confirmatory factor analysis, and structural equation model analysis in order to find the relationship between the variables analyzed. The result of this study shows that the military hospitals in Korea have strong relationship-oriented culture, but weak hierarchy-oriented culture. Among the three groups of military hospitals, innovation-oriented culture and relationship-oriented culture were the strongest in the executive agency hospital group, task-oriented culture was the strongest in the group of the he frontline hospitals and hierarchy-oriented culture was the strongest in the group of the rear area hospitals. It was found that the executive agency hospitals have the strongest service quality and customer satisfaction among the hospital groups analyzed. This research also found that relationship-oriented culture and innovation-oriented culture have a direct positive(+) effect on service quality; hierarchy oriented culture has a direct negative(-) effect on service quality; task oriented culture has a direct positive(+) effect on customer satisfaction, and service quality mediated between organizational culture and customer satisfaction. The findings from this study suggests that implementing the dynamic strategies for organizational culture with focus on service qualities is needed given that customer satisfaction in the military hospitals is highly affected by service quality.

• 보건의료산업학회지
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• 제8권3호
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• pp.75-87
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• 2014

The purpose of this study was to identify job satisfaction and organizational commitment depends on their organizational cultures. A survey, including the Organizational Culture Scale, Job Satisfaction Scale and Organizational Commitment Scale, was administered to 276 nurses working at 4 small to medium sized hospitals in B city. The dominant organizational culture of nursing organization was relation-oriented culture. The mean score of job satisfaction and organizational commitment was 2.68 and 4.25 respectively. Job satisfaction and organizational commitment were positively correlated with innovation-oriented, task-oriented and relation-oriented culture. Organizational commitment was negatively correlated with rank-oriented culture. Innovation-oriented, clinical career, relation-oriented and rank-oriented culture were variables influencing on job satisfaction and innovation-oriented and rank-oriented culture were major variables influencing organizational commitment. In conclusion, innovation-oriented and rank-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the innovation-oriented culture and to reducing the rank-oriented culture.

• 간호행정학회지
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• 제20권2호
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• pp.206-214
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• 2014

Purpose: In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self- leadership, and empowerment. Methods: Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program. Results: Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture. Conclusion: Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.