Succession planning in nursing education.

BACKGROUND: Succession planning in nursing is a new concept with limited evidence found in nursing education. PURPOSE: The purpose of this study was to provide a comprehensive summary of the descriptions of succession planning, as self-reported by administrators over an academic nursing division. METHODS: A qualitative descriptive methodology was utilized to obtain descriptions of succession planning from participants having personal experience with succession planning. FINDINGS: The categories discovered in the data included strategies for succession planning implementation, advantages of succession planning, and obstacles to succession planning. DISCUSSION: Succession planning can provide growth plans, leadership development, and mentoring programs allowing for positive relationships that cultivate, inspire, and assist faculty to develop the necessary skills to be successful in a leadership role. Succession planning requires adequate financial and human resources to develop potential leaders to meet the future needs of an organization, and ultimately, nursing education.

Succession Planning in Nursing Academia: A Scoping Review.

Purpose The purpose of this scoping review was to examine the range of literature about succession planning in nursing education. Background Succession planning establishes leadership continuity and inherent knowledge within an institution and nursing education. Most of the literature on succession in nursing is focused in the healthcare setting with limited information of succession planning in nursing education discovered. Method Arksey and O'Malley's (2005) framework was used to guide this review. Results Emergent categories in the charted literature representing succession planning in nursing education included discouraging factors to assuming a leadership role, encouraging factors to assuming a leadership role, and strategies for successful succession planning. Conclusion There are many factors that discourage and encourage a faculty member when pursuing a leadership position. Developing and implementing a successful succession plan that includes the development of leadership abilities and traits could foster the development of future leaders in nursing education.

Increasing Signal-to-Noise Ratio in Gas Chromatography - Electroantennography Using a Deans Switch Effluent Chopper.

Gas-chromatography-electroantennographic detection (GC-EAD) is a technique used in the identification of volatile organic compounds (VOCs), such as pheromones and plant host odors, which are physiologically relevant to insects. Although pheromones often elicit large EAD responses, other behaviorally relevant odors may elicit responses that are difficult to discern from noise. Lock-in amplification has long been used to reduce noise in a wide range of applications. Its utility when incorporated with GC-EAD was demonstrated previosuly by chopping (or pulsing) effluent-laden air that flowed over an insect antenna. This method had the disadvantage that it stimulated noise-inducing mechanoreceptors and, in some cases, disturbed the electrochemical interfaces in a preparation, limiting its performance. Here, the chopping function necessary for lock-in amplification was implemented directly on the GC effluent using a simple Deans switch. The technique was applied to excised antennae from female Heliothis virescens responding to phenethyl alcohol, a common VOC emitted by plants. Phenethyl alcohol was always visible and quantifiable on the flame ionization detector (FID) chromatogram, allowing the timing and amount of stimulus delivered to the antennal preparation to be measured. In our new chopper EAG configuration, the antennal preparation was shielded from air currents in the room, further reducing noise. A dose-response model in combination with a Markov-chain monte-carlo (MCMC) method for Bayesian inference was used to estimate and compare performance in terms of error rates involved in the detection of insect responses to GC peaks visible on an FID detector. Our experiments showed that the predicted single-trial phenethyl alcohol detection limit on female H. virescens antennae (at a 5.0% expected error rate) was 140,330 pg using traditional EAG recording methods, compared to 2.6-6.3 pg (5th to the 95th percentile) using Deans switch-enabled lock-in amplification, corresponding to a 10.4-12.7 dB increase in signal-to-noise ratio.

Academic nursing administrators' workplace satisfaction and intent to stay.

BACKGROUND: In nursing education, the academic administrator is critical given the multitude of challenges associated with program delivery (e.g., shortages of faculty, strict and changing regulations for program accreditation, and the sheer demand for more nurses). Unfortunately, with the focus on recruiting and retaining new novice faculty to teach students, academic nursing administrators have been overlooked in recent studies. PURPOSE: As such, this study aims to explore the workplace satisfaction and intent to stay of academic nursing administrators by considering their relation to a variety of demographic and work related variables. METHODS: A secondary data source was used from the Collaborative on Academic Careers in Higher Education (COACHE). One-way Analysis of Variance (ANOVA) with post hoc Fisher's Least Significant Difference tests and t-tests were used in the analysis. DISCUSSION/CONCLUSION: Results indicate that several modifiable work factors positively relate to both job satisfaction and intent to stay.

Women deans' perceptions of the gender gap in American medical deanships.

BACKGROUND: : Women account for 16% of deans of American medical schools. To investigate this gender gap, female deans were interviewed about the barriers facing women advancing toward deanships. METHODS: The author conducted semi-structured interviews with eight women deans. Interviews were analyzed using provisional coding and sub coding techniques. RESULTS: Four main themes emerged during the interviews: (1) the role of relationships in personal and career development, (2) leadership challenges, (3) barriers between women and leadership advancement, and (4) recommendations for improvement. Recommendations included allocating resources, mentorship, career flexibility, faculty development, updating the criteria for deanships, and restructuring search committees. DISCUSSION: The barriers identified by the deans are similar to those found in previous studies on female faculty and department chairs, suggesting limited improvement in gender equity progress.

Construction of a cryogen-free thermal desorption gas chromatographic system with off-the-shelf components for monitoring ambient volatile organic compounds.

An automated gas chromatographic system aimed at performing unattended measurements of ambient volatile organic compounds was configured and tested. By exploiting various off-the-shelf components, the thermal desorption unit was easily assembled and can be connected with any existing commercial gas chromatograph in the laboratory to minimize cost. The performance of the complete thermal desorption gas chromatographic system was assessed by analyzing a standard mixture containing 56 target nonmethane hydrocarbons from C2 -C12 at sub-ppb levels. Particular attention was given to the enrichment efficiency of the C2 compounds, such as ethane (b.p. = -88.6°C) and ethylene (b.p. = -104.2°C), due to their extremely high volatilities. Quality assurance was performed in terms of the linearity, precision and limits of detection of the target compounds. To further validate the system, field measurements of target compounds in ambient air were compared with those of a commercial total hydrocarbon analyzer and a carbon monoxide analyzer. Highly coherent results from the three instruments were observed during a two-month period of synchronized measurements. Moreover, the phenomenon of opposite diurnal variations between the biogenic isoprene and anthropogenic species was exploited to help support the field applicability of the thermal desorption gas chromatographic method.

A multidimensional gas chromatography method for the analysis of hydrogen sulfide in crude oil and crude oil headspace.

Two-dimensional heart-cutting gas chromatography is used to analyze dissolved hydrogen sulfide in crude samples. Liquid samples are separated first on an HP-PONA column, and the light sulfur gases are heart-cut to a GasPro column, where hydrogen sulfide is separated from other light sulfur gases and detected with a sulfur chemiluminescence detector. Heart-cutting is accomplished with the use of a Deans switch. Backflushing the columns after hydrogen sulfide detection eliminates any problems caused by high-boiling hydrocarbons in the samples. Dissolved hydrogen sulfide is quantified in 14 crude oil samples, and the results are shown in this work. The method is also applicable to the analysis of headspace hydrogen sulfide over crude oil samples. Gas hydrogen sulfide measurements are compared to liquid hydrogen sulfide measurements for the same sample set. The chromatographic system design is discussed, and chromatograms of representative gas and liquid measurements are shown.

The Status of Students, Faculty, and Leadership Diversities in US Pharmacy Schools/Colleges.

OBJECTIVE: The purpose of this research is to address knowledge gaps on diversity in the United States (US) population, pharmacy students, faculty, and school/college leadership. METHOD: The population data were collected from the US Census Bureau. The pharmacy student and faculty data were collected from the American Association of Colleges of Pharmacy enrollment and faculty profiles to compute Diversity Indices (DIs). To delve further into observed DI values, different ratios were calculated by dividing the total number of people in a racial/ethnic group of a particular category (eg, students) by the total number of people in the same racial/ethnic group in a different category (eg, faculty). Two factors (ratios among racial groups and changes in ratios over time) ANOVA without replication was conducted using Excel. RESULTS: The students are the most diverse category (average DI = 69%), followed by the US population (average DI = 58%), faculty diversity (average DI = 54%), assistant/associate dean (average DI = 42%) and dean (average DI = 31%). The ratio analyses among student, faculty, and leadership categories reveal a disproportionately high representation of White individuals in faculty and leadership roles when compared to other racial groups, resulting in low DI values in these categories. CONCLUSION: A significant ratio difference was found among various racial groups each year. However, there was no significant change observed in ratios over time. The academic community must develop hiring practices that increase the DI values among faculty and leadership categories to reduce the gap and promote student success.

[Determination of individual components in finished motor gasoline by dual-channel three-column gas chromatography].

A method based on a dual-channel gas chromatograph equipped with three columns and three detectors was established for the determination of individual components in finished motor gasoline. The gasoline samples were separately introduced into the two injection ports of the chromatograph using two autosamplers. The components of the sample introduced into the first injection port (channel 1) were separated on a nonpolar PONA column (50 m×0.20 mm×0.5 µm) for gasoline analysis and detected by an flame ionization detector (FID). The components of the sample introduced into the second injection port (channel 2) were separated on another PONA column. Oxygenates (e.g., ethers and alcohols), other unconventional and prohibited additives that would co-elute with the hydrocarbons (e.g., methylal, dimethyl carbonate, sec-butyl acetate, and anilines), and some difficult-to-separate hydrocarbon pairs (e.g., 2,3,3-trimethylpentane and toluene) eluted from the PONA column and entered a DM-624 column (30 m×0.25 mm×1.4 µm) to achieve further separation according to the switch timetable using the Deans switch procedure and detected by an FID. The peak of 3-methylpentane, a common component in gasoline samples, also entered the DM-624 column by the Deans switch procedure for calculation purposes. The peak areas of target components on the PONA column in channel 1 were calculated using the peak areas on the DM-624 column as well as those of 3-methylpentane on both the DM-624 and PONA columns in channel 1 with a calibration factor between the two channels. The peak areas of co-eluted components were obtained by subtracting the calculated peak areas of the target components from those of the co-eluted peaks. The mass percentages of the individual components were calculated according to the normalization method using all peak areas on the PONA column in channel 1 with relative response factors. The mass percentages of the oxygenates, anilines, and individual hydrocarbons were determined, and the group-type distribution was calculated according to the carbon number. Separation and quantitation interferences between the additives and hydrocarbons were eliminated using this procedure. Twenty oxygenates and unconventional additives, each with a mass percentage of approximately 3%, were added to a real motor gasoline-92 sample and analyzed using the proposed method. The recoveries of the target components were between 90.1% and 118.2% with relative standard deviations (RSDs) between 0.2% and 5.1% (n=6). The analysis of a real ethanol-gasoline sample showed that the RSDs of contents of most components was less than 3% (n=6). Because the heart-cut of peaks using Deans switch technique requires the precise repeatability of retention times, the retention-time repeatability of components on the PONA column in channel 2 was investigated over an extended period of time after thousands of runs of real-sample analysis. The retention times of the same component in several randomly selected motor gasoline-92 samples varied from 0.01 to 0.03 min, indicating that the proper timetable for the Deans switch remained stable for two years. The precise repeatability of retention times was achieved owing to the high precision of the electric pneumatic control of the chromatograph and the stability of the column used. Real finished motor gasoline samples with different octane numbers (gasoline-92, gasoline-95, and ethanol gasoline-95) were analyzed using the developed method, and the results acquired were consistent with those of standard methods (GB/T 30519-2016, NB/SH/T 0663-2014, and SH/T 0693-2000). If some unconventional additives (such as methylal) were added to gasoline samples, the contents of these unconventional additives could also be detected, which means one run of the proposed method could provide results corresponding to three or four runs of different standard methods. The acquisition of information on the individual components of finished motor gasoline will assist in research on precise gasoline blending.

Leadership qualities faculty desire in academic leaders: An international Delphi study.

BACKGROUND: The global nursing workforce is confounded by shortages of nurses, faculty, and academic nursing leaders. Nursing academic leaders influence faculty recruitment and retention influencing the enrollment pipeline to fill nurse workforce capacity. OBJECTIVE: To identify leadership qualities nursing faculty prefer in nursing academic leaders globally. DESIGN: A multi-country exploratory design employed a three-round Delphi process including Demographic Data and open-ended questions. SETTING: An online Qualtrics survey was emailed to schools of nursing selected from seven global regions: United States (North America), Mexico (Latin America/ Caribbean), South Africa (Africa), Saudi Arabia (Middle East), Korea (Asia), Sweden (Europe), and Australia (Oceania). PARTICIPANTS: A convenience sample of faculty members employed in schools of nursing in the seven countries. METHOD: A 43-item Qualtrics survey developed from literature review of leadership qualities of nursing academic leaders was distributed to nursing faculty who participated in three Delphi rounds using descriptive statistics to analyze each round. Open-ended questions were analyzed using qualitative descriptive analysis. RESULTS: In Round 1, 54 faculty rated the 43 leadership qualities using a Likert Scale, identified the top 10, and added additional qualities not in the list. In Round 2, 26 of the original participants rated the resulting 29 leadership qualities. In Round 3, 16 of the original participants ranked their top 8 leadership qualities: mutual trust and respect; clear communication; creating a cohesive culture; assuring diversity, equity, and inclusivity; integrity; developing effective team structure; effective decision-making; and leading by example. In Round 3 participants rated nurses' preparedness for academic leadership. Open-ended questions identified 1) Strategies to prepare nurses for academic leadership roles and 2) Essential characteristics for effective academic leaders. CONCLUSION: Developing key leadership skills can increase the leadership capacity of nursing academic leaders, enhancing work environments, faculty recruitment and retention, helping mitigate a global challenge.

From crisis management to multi-level interinstitutional partnerships: Development of the southeastern conference deans nursing coalition.

The Southeastern Conference (SEC) Nursing Dean's Coalition is a purposeful alliance organized to collaboratively address several challenges that arose during the COVID-19 pandemic. Over the last three years, this strategic team of academic leaders has evolved from a crisis response team to a multidimensional support team, leveraging both individual and collective strengths, to provide several benefits to the dean members, as well as other SEC nursing faculty members, students, and institutions. Participation has grown from the original 12 deans to engage a broader team of associate deans and nurse leaders in faculty development, research, service, and diversity, equity, and inclusion. This article describes the origin, evolution, and outcomes of this coalition to date, as well as visions for the future.

Determination of the volatiles from tobacco by capillary gas chromatography with atomic emission detection and mass spectrometry.

A new gas chromatograph-atomic emission detector (GC-AED) coupled with Deans switching technique for analyzing volatiles from tobaccos were developed. The detector operating parameters (reagent gas pressure and make-up gas flow rate) were optimized. The detection limits for the elements carbon (193 nm), hydrogen (486 nm) and oxygen (171 nm) ranged 0.05-0.2, 0.05-0.3 and 1-11 ng, respectively, depending on the compound. The sensitivity and linearity for the elements carbon (193 nm), hydrogen (486 nm) and oxygen (171 nm) decreased in the order O>H>C. Calibration curves were obtained by plotting peak area versus concentration, and the correlation coefficients relating to linearity were at least 0.9359. Elemental response factors measured on these channels, relative to the carbon 193-nm channel, were hydrogen, 0.38-0.48 (mean %RSD=5.64), and oxygen, 0.085-0.128 (mean %RSD=14.9). The evaluation was also done for the new technique and for an established GC-MS technique for the same real samples. The results of GC-AED and GC-MS showed that there was a relatively good agreement between the two sets of data.

Women CEO Deans of US Schools and Colleges of Pharmacy.

Objective. Seventy-four women served as chief executive officer (CEO) deans of US schools and colleges of pharmacy from January 1988-December 2020. This study examined the characteristics of those women with the objective of providing information useful for preparing future women deans.Methods. Public domain resources were accessed to obtain information about women pharmacy CEO deans, including names of institution(s) where individuals had served or were serving, dates of service, academic background, whether they were a founding dean, and whether they had served or were serving in other academic higher education positions. Descriptive statistics (means, medians, standard deviations, and percentages) were used for data comparisons (quantitative research). Finally, three early women CEO deans provided perspectives about their deanships (qualitative research).Results. The median length of service was six years for women in office as of December 31, 2020, and eight years for women who had completed deanships. The percentage of deans holding a Doctor of Philosophy (PhD) declined to 32.4%, while there was a concurrent rise in deans having a Doctor of Pharmacy (PharmD) degree (58.8%); 79.4% of deans in office and 77% of all women deans had a professional pharmacy degree (BSPharm, PharmD, or both). Women had served or were currently serving as CEO deans at a wide variety of pharmacy schools. The percentage of schools with women deans has declined in recent years to 24%.Conclusion. Recommendations are put forward to prepare future women deans including increased mentoring and creation of an advanced leadership program aimed at potential deans.

Filling a void: An examination of academic nursing administrators' perceptions of organizational support.

INTRODUCTION: Organizational support from executive administration can inhibit or foster success in a nursing program and impacts academic nursing administrators' effectiveness and longevity. Academic nursing administrators have expressed concerns about a lack of support and dissatisfaction with the role, therefore choosing to retire early or leave the position. PURPOSE: This study investigated academic nursing administrators' perceptions of organizational support and examined if differences existed among graduate, baccalaureate, and associate degree nursing program administrators. METHODS: A quantitative, cross-sectional survey was utilized to examine 502 academic nursing administrators' perceptions of organizational support using a 10-item instrument measuring perceived organizational support. Data were analyzed using descriptive and inferential statistics. RESULTS: Academic nursing administrators' perceived their organization to be modestly supportive with a mean of 5.2 (SD = 1.32) on a 1-7 scale (n = 502). Additionally, perceptions of organizational support did not vary by program type, suggesting academic nursing administrators had similar levels of perceived organizational support among all types of programs. CONCLUSIONS/IMPLICATIONS FOR PRACTICE: Organizational support is of paramount importance to the success, satisfaction, and longevity of academic nursing administrators. This study adds to the literature specific to perceived organizational support among academic nursing administrators and provides opportunities for future research.

A profile of dental school deans, 2021.

OBJECTIVE: In 2021, US dental school deans were surveyed to update and expand ADEA deans' profiles developed in 2002 and 2014. METHODS: The American Dental Education Association (ADEA) and the Academy for Advancing Leadership (AAL) collaborated on an updated version of the 2014 dental deans' profile survey. On July 1, 2021, the research project was approved as exempt from IRB oversight. The survey was distributed in electronic format on July 31, 2021, to the deans of the 70 US dental schools, including 3 schools that had not yet held their first year of classes. A total of 60 responses were considered. RESULTS: Administration/management activities continue to consume deans' time the most, followed by fundraising. Managing personnel issues and financial/budget issues, including fundraising, represent the top aspects of the position deans must master and the greatest challenges they face and expect to face for the next 5 years. Deans found these same issues the most surprising aspects of their position, reporting a low level of preparedness to meet those challenges. Most deans advocated for additional leadership programs to supplement the current training received through ADEA and AAL. CONCLUSION: In recent years, gradual changes have occurred in the dental deans' profile, with more women and underrepresented groups assuming this leadership role and the average and median ages of deans increasing. Substantial turnover occurred among deans in recent years; when the 2014 survey was conducted, one respondent was an interim/acting dean. By comparison, seven reported their deanship status as interim/acting in 2021.

Simple and simultaneous quantification of cyanide, ethanol, and 1-propanol in blood by headspace GC-MS/NPD with Deans switch dual detector system.

Cyanide is a powerful and rapidly acting poison. In Japan, cyanide poisoning is rare, and regular cyanide testing can be costly and time consuming. In contrast, alcohol analysis is routinely performed in most forensic laboratories. In this study, we attempted to develop a method for the simultaneous quantification of cyanide and alcohols in blood using headspace gas chromatography (HS-GC). As nitrogen-phosphorus detection (NPD) is more sensitive to hydrogen cyanide than mass spectrometry (MS), a Deans switch was used to switch the detectors during a single run. The separation provided by three analytical columns, PoraBOND Q, CP-Sil 5 CB, and HP-INNOWax, was investigated, and PoraBOND Q was selected. The use of HS-GC-MS/NPD with a Deans switch enabled the simple and simultaneous quantification of cyanide, ethanol, and 1-propanol. Eighteen other volatile compounds were detected in the SIM/scan mode of the MS.

Qualitative Screening of Volatile Thiols in Wine by Selective Silver Ion Solid-Phase Extraction with Heart-Cutting Multidimensional Gas Chromatography Mass Spectrometry/Olfactometry.

The chemical analysis of odorous volatile thiols is intrinsically challenging. Substantial progress has been made in quantitative analysis of targeted thiols at ultra-trace concentrations (ng/L), but lesser analytical attention has been given to the qualitative screening of unknown thiols. This work presents a solid-phase extraction (SPE) method using a silver ion (Ag+)-based sorbent to isolate volatile thiols from red wine. This proposed Ag+ SPE method was effective (recovery: 87-101% for four non-furan thiols and 35-49% for two furan thiols), simple, safe, and greatly reduced artifacts, testifying to its suitability as the sample preparation protocol for a qualitative screening experiment. Separation and detection were conducted using heart-cutting multidimensional gas chromatography coupled to mass spectrometry/olfactometry (H/C MDGC-MS/O). Key parameters including H/C width, main host oven temperature, and cryogenic trapping temperature were investigated for optimal instrument performance. The developed Ag+ SPE H/C MDGC-MS/O strategy was readily applicable for qualitative screening of odorous volatile thiols in wine, as demonstrated by two case studies.

How the coronavirus disease 2019 pandemic changed medical education and deans' perspectives in Korean medical schools.

PURPOSE: This study explored how the Korean Medical Colleges responded to the coronavirus disease 2019 (COVID-19) pandemic and the medical deans' perspectives on what and how these adaptions influence the present and the future of medical education. METHODS: An email survey combining short and open-ended questions was distributed to all 40 Korean school deans in May 2020. Thirty-seven deans out of 40 medical schools in Korea (92.5%) participated. RESULTS: Most lectures moved online but students' assessments were delayed and later held onsite. Clinical rotations continued except for an average of 3-week suspension during the first COVID-19 wave. The deans' remarks on the positive influences far outweighed the negative impact of COVID-19 on medical education. Although technological adaptations caused initial hardship, the experience gained through the use of various online learning systems led to attitudinal changes on the importance of adopting new technology and a tailored and student centric curriculum in medical education. CONCLUSION: The deans' perspective changes has shown the possibility of the deans' generation aligning more closely with the current Generation Z medical students. They projected further innovations in teaching and learning methods, especially applying flipped learning and highlighted the need to invest in faculty development so medical educators can be equipped and competent in diverse ICT (information and communications technology) learning platforms. Also, the need for advance preparations in medical education for future similar public health crises were stressed. Unprecedented changes brought by COVID-19 positively impacted Korean medical education in parts and the Korean deans envisioned further innovations using the experiences gained during this crisis.

Techniques and application in comprehensive multidimensional gas chromatography - mass spectrometry.

In contrast to the well-known comprehensive two-dimensional gas chromatography (GC×GC) method, it is possible to define comprehensive multidimensional gas chromatography. 'Comprehensiveness' relates to analysis of the whole sample. Two-dimensional and multidimensional here refer to the use of at least two separation stages for analysis, however comprehensive 2DGC now appears to be reserved for the GC×GC method. This may be differentiated from comprehensive MDGC (CMDGC) simply by the analysis time assigned to the second (2D) column, although there does not appear to be a specific definition that relates to this analysis time parameter. A number of different implementation protocols for comprehensive MDGC are described here, that may involve either a single, or multiple, injection(s). In all cases, independent retention must be achieved on each dimension to ensure the probability of enhanced separation. An original application of a crude oil sample is presented to illustrate development of the MDGC approach that incorporates two Deans switches (DS) and a cryogenic trapping approach, performed using a sequential heart-cut (H/C) event method incremented by 0.5 min for each injection; a total of 40 injections is used to analyse the total sample. The higher peak capacity and consequently greater resolution on the long 2D column is illustrated, compared with that expected for conventional GC×GC, with tentative identification in order to classify chemical classes. Incorporating an approach to acquiring retention indices may be implemented, although its utility for petroleum hydrocarbons is limited. Structured groupings of different chemical classes, as exemplified by mono and diaromatics for the crude oil sample, were noted.

Should Dental Schools Consider Term Limits for Deans? Two Viewpoints.

This Point/Counterpoint article examines the idea of instituting term limits for dental school deans. Viewpoint 1 supports the use of term limits for dental school deans. According to evidence presented in this viewpoint, setting term limits for deans would foster new leadership development and utilization of skills, increase accountability and effectiveness, and promote diversity. Viewpoint 2 opposes the use of term limits for dental school deans. This viewpoint provides evidence about a steep learning curve for new deans, the need for leadership stability, potential loss of networking relationships, and the high cost of recruiting new deans.