Notes

MOF-derived self-assembled ZnO/Co3O4 nanocomposite clusters since high-performance anodes for lithium-ion electric batteries.
29-9.89). Participants who recognized a deep bite problem had significantly lower esthetic tolerance to deep bite compared with participants who did not recognize a deep bite (OR, 0.17; 95% CI, 0.06-0.45). None of the other eight chosen factors significantly affected the tolerance level of AOB (P > .05).

Participants with a deep bite or those who did not recognize a deep bite had significantly higher esthetic tolerance of deep bite than those without or those who recognized the problem (P < .05).
Participants with a deep bite or those who did not recognize a deep bite had significantly higher esthetic tolerance of deep bite than those without or those who recognized the problem (P less then .05).
This review is intended to provide an update on the logistics, technique, and outcomes associated with normothermic regional perfusion (NRP), as well as provide a discussion of the associated ethical issues.

There has been renewed interest in utilizing NRP to increase quality and availability of organs from donation after circulatory death (DCD) donors. Our institution has increasing experience with thoraco-abdominal NRP (TA-NRP) in controlled DCD donors (cDCD), whereas abdominal NRP (A-NRP) has been used with success in both cDCD and uncontrolled DCD (uDCD). There is increasing evidence that NRP can be conducted in a practical and cost-efficient manner, and that the organ yield may be of better quality than standard direct procurement and perfusion (DPP).

NRP is increasingly successful and will likely prove to be a superior method for cDCD recovery. However, before TA-NRP can be widely accepted the ethical debate surrounding this technique must be settled.

http//links.lww.com/COOT/A11.
http//links.lww.com/COOT/A11.Pentazole as one typical extreme explosive has been applied in the synthesis of a metal pentazole complex under extremely-high pressure and low temperature. In order to evaluate the stabilities and detonation performances of pentazole complexes in possible applications, we predict four pentazole derivate molecules and crystals (dipentazole, octaazapentalene, azidopentazole and tripentazolamine) based on DFT and Monte-Carlo methods, wherein both crystalline octaazapentalene and tripentazolamine display remarkable dynamic stabilities and excellent denotation properties. To understand the relationship between the structures and gradually increased pressure, all the predicted crystal structures are studied under gradually increased pressure from ambient pressure to 200 Gpa. 6-pentadecylsalicylic Acid In response to extremely high pressures, the stability of the energetic crystals is dominated by molecular compressibility under limit states, where the bond cleavage results in structural dissociation under high pressure. However, low molecular planarization energy generally corresponds to a pressure-induced phase transition of pentazolate crystals.This column highlights 5 key categories in which nurse practitioners continually strive for excellence practice, education, advocacy, research, and leadership, also known as "PEARL."
The aim of this study was to analyze the perceptions of core team members implementing patient-centered medical home (PCMH) within the Veterans Health Administration regarding delegation of work.

Significant overlap exists in the performance of work tasks among PCMH team members (primary care providers, RNs, clinical associates, clerks), and scant literature exists on appropriate delegation within PCMH teams.

This study conducted used a quantitative and qualitative analysis of 4254 respondents to a 2018 survey.

Primary care providers rely heavily on team members, and nurses report being relied upon at high levels. Lack of role clarity and a perceived need for a team leader were concerns voiced by participants.

Findings indicated a need for clear guidance on roles and responsibilities within the team. Patient-centered medical home team members need information about the scope of practice of each professional group to allow providers to function at the top of their scope of practice and ensure effective delegation.
Findings indicated a need for clear guidance on roles and responsibilities within the team. Patient-centered medical home team members need information about the scope of practice of each professional group to allow providers to function at the top of their scope of practice and ensure effective delegation.In New Jersey, a statewide nurse residency program was implemented using an apprenticeship model. The pandemic created disruption to registered nurse residency programs. This included rapid restructuring of program delivery to online methods and a need to adapt curricula to reflect changing practice and guidelines. As a result of the pandemic, new graduates had educational gaps and nurse leaders experienced staffing shortages. First year program outcomes demonstrated a 90% retention of new graduates and financial benefits for organizations participating in the statewide nurse residency program.
This article discusses the development and psychometric testing of the Nursing Leadership Competency Assessment (LCA).

Several leadership assessments are available for purchase, which are aligned with professional organizations. A competency-based leadership assessment is needed to identify the developmental needs of nurse leaders. Competent and confident nurse managers are critical to ensure positive relationships between nurse managers and clinical nurses.

A multimethod approach was used to develop and test psychometric properties of the LCA. Items were drawn from 8 sources identifying nurse leader competencies.

The 76-item assessment had a Cronbach's α of 0.99. Confirmatory factor analysis supported 6 hypothesized factors (domains) leading self, people, organizations, change, innovation, and globally. Subscale reliabilities ranged from α = 0.87 to α = 0.98.

The LCA has demonstrated utility in assessing nurse leader competencies and guiding the development of educational opportunities in targeted content areas for specific leadership roles.
The LCA has demonstrated utility in assessing nurse leader competencies and guiding the development of educational opportunities in targeted content areas for specific leadership roles.Nurses at this Magnet®-recognized, National Cancer Institute-designated comprehensive cancer center restructured an existing clinical ladder program based on Benner's model and implemented an evidence-based progressive career development program for staff nurses. The revised program defines structured performance expectations and requirements for promotion and role maintenance, which encourage individual engagement and accountability. This article describes the creation and implementation of the clinical advancement program as well as outcomes of the 1st 10 years of the program.
The aim of this study was to describe leaders' experiences of remote leadership during the 1st year of the COVID-19 pandemic.

The COVID-19 pandemic accelerated remote work. However, there is little research on the experience of remote leadership in the healthcare setting.

Data were collected using focus group interviews and analyzed by thematic analysis.

A total of 8 leaders from a psychiatric care setting participated. The following themes were identified increased work efficiency, work well-being, lack of organizational support, the need to be present, and the desire for a hybrid leadership model for the future.

Remote leadership includes both benefits and challenges for healthcare leaders and organizations. Leaders in this study emphasized the need to be present for the clinical personnel and proposed a hybrid leadership model. To succeed in combining remote and face-to-face work and leadership in a new model, organizations need to provide clear guidelines and training for remote work and leadership.
Remote leadership includes both benefits and challenges for healthcare leaders and organizations. Leaders in this study emphasized the need to be present for the clinical personnel and proposed a hybrid leadership model. To succeed in combining remote and face-to-face work and leadership in a new model, organizations need to provide clear guidelines and training for remote work and leadership.
The aims of this study were to explore the experience of retirement-age nurses and identify decision-making factors and innovations to enhance retention.

A national shortage of nurses has created challenges to preserving quality patient care and level of nursing competency and managing turnover costs.

A qualitative study using focus groups was conducted of nurses 55 years or older who were working or recently retired. Data were audiotaped and transcribed verbatim, with content analysis used to code in an iterative process until consensus was reached.

The tension of balancing the love of patient care within a changing healthcare system was described. Patient acuity, competing roles, and the centrality of computers were stressors and integrally related. Flexibility in work schedules and new practice models were important to retirement decision making for work-life balance and retention.

Passion for patient care dominated decisions to continue working. Innovations in practice models and scheduling offer opportunities to enhance the retention of experienced nurses.
Passion for patient care dominated decisions to continue working. Innovations in practice models and scheduling offer opportunities to enhance the retention of experienced nurses.Professional nurses are leaving their current positions in acute care hospitals and, in some cases, the profession in greater numbers than ever. Nurse leaders must understand factors surrounding nurses' intent to leave to develop strategies to mitigate this phenomenon and retain nurses. This review of the literature seeks to synthesize studies on nurses' intent to leave. Themes include job satisfaction, resources and staffing impacting workloads, leadership, and burnout.A fall prevention agreement was developed in a cardiac progressive care unit to engage patients and families on admission as partners in fall prevention. The postimplementation of the fall prevention agreement showed significant decreases in falls on this unit.In this column, 2 recognized healthcare leaders discuss the stresses experienced by nurses in today's workforce and offer suggestions for the use of technology in improving nurse engagement as well as the quality of patient care.Certification of nursing staff has been associated with improved patient outcomes; however, time, cost, and test anxiety are barriers to achieving it. Readiness tests can reduce test anxiety related to certification examinations. A readiness test helps nurses prepare by providing a simulated experience that matches the actual testing environment and identifying knowledge gaps. These tests can be added to other steps nurse leaders can take to encourage certification and support staff professional development.Leadership competencies represent the knowledge, skills, and abilities associated with effective leadership. This fall, the American Organization for Nursing Leadership published its core nursing leadership competencies that are intended to be measurable and translatable across the care continuum and throughout all levels of nursing leadership. In this column, the authors discuss these updated competencies and the relevance to practice, academia, and industry.
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