Exploring influential factors in Chinese engineering professors' industrial experience: A big data and CV analysis approach.

There is a long-standing criticism in academic circles about the inadequacy of engineering industrial experience for professors in Chinese research universities, but there is a lack of analysis of the manifestations and root causes of the problem. The research aims to contribute meaningful insights into the factors influencing the industrial experience of engineering professors in Chinese research universities, facilitating informed policymaking and fostering collaborative efforts between academia and industry. This paper examines Chinese engineering professors' industrial experience using big data mining, computing, modeling, and image rendering. The data was collected from the publicly available CVs from the websites of various Chinese universities which contains data on colleges and universities across China and analyzed engineering professors' professional trajectories and industrial experience using the method of resume analysis. A nonlinear logistic regression model is fitted to determine the impact of multiple independent variables on the probability of engineering industrial experience among professors, with logit transformation and maximum likelihood estimation. The results show that a low percentage of engineering university professors in Chinese research universities have had industry employment after obtaining their Ph.D. degrees. The regression model indicates that gender, level of inbreeding, overseas study experience, university level, and birth age significantly affect the engineering experience of professors. This study proposes several policy recommendations based on comparative analysis and its research. The study's findings are critical for policymakers to create policies that promote industrial partnerships as a fundamental aspect of the professional development of engineering faculty and for further research in the field.

Difficulty resuming driving in acute acquired brain injury: Retrospective observational study using discriminant analysis.

OBJECTIVES: We hypothesized that neuropsychological testing and history of falls would be associated with difficulty resume driving after acute acquired brain injury (ABI). This study aimed to analyze ABI facing difficulties in resuming driving in the acute phase. METHODS: We retrospectively analyzed 63 patients receiving assistance in driving-resumption after ABI. Patients were categorized into two groups: driving-resumption-possible and driving-resumption-difficult. Discriminant analysis delineated characteristics of patients experiencing driving-resumption difficulty. Additionally, significant predictors were analyzed using ROC curves. RESULTS: 42 patients were able to resume driving, and 21 experienced difficulties in driving resumption. Factors predicting difficulty returning to driving were age, history of falls, TMT Part B, and ROCF. Furthermore, cut-off values for each were 72 years, 148 seconds for TMT Part B, and 29.5 points for ROCF. CONCLUSIONS: Patients with advanced age, history of falls, delayed TMT Part B, and poor ROCF outcomes may face challenges in resuming driving after ABI. These factors may serve as a valuable metric to assess driving resumption difficulties after ABI.

Perfil e impacto dos bolsistas de produtividade em pesquisa do CNPq da Faculdade de Medicina da UFMG / Profile and impact of CNPq research productivity fellows at the Faculty of Medicine of UFMG

INTRODUÇÃO: Os programas de iniciação científica e pós-graduação são um instrumento essencial na formação de recursos humanos e na perpetuação da produção científica nacional. O papel dos professores pesquisadores no adequado desenvolvimento científico dos estudantes de graduação e pós-graduação tem sido continuamente reafirmado em diversas pesquisas sobre a qualidade do ensino superior brasileiro, apesar da contínua desvalorização das universidades públicas no país. Avaliar a carreira e o perfil dos bolsistas de produtividade em pesquisa pode fornecer elementos em relação ao impacto desses profissionais no ensino, na pesquisa e na internacionalização das universidades. OBJETIVO: Caracterizar o perfil profissional e a produção científica dos bolsistas do Programa de Produtividade em Pesquisa da Faculdade de Medicina da Universidade Federal de Minas Gerais. MÉTODOS: Estudo descritivo baseado na análise de dados públicos disponíveis na Plataforma Lattes. Os bolsistas de produtividade em pesquisa foram apurados com base nos resultados dos editais de 2013, 2016 e 2019. RESULTADOS: A análise das variáveis evidenciou diminuição do número de docentes bolsistas da instituição, que passou de 34 para 29. Observamos um número significativamente maior de projetos financiados por profissionais do sexo masculino quando comparados às pesquisadoras (p=0,03) e uma forte correlação entre os anos de doutorado e o número de doutores orientados que atualmente se dedicam à pesquisa. CONCLUSÃO: Professores pesquisadores exercem impacto direto na formação de recursos humanos qualificados e na formação de recursos humanos qualificados e na internacionalização das universidades públicas.

INTRODUCTION: Mentoring through scientific initiation and post-graduate programs are an essential instrument on the formation of human resources and the perpetuation of national scientific production. The role of research professors in the proper scientific development of graduate and post-graduate medical students has been continuously reaffirmed in several surveys on the quality of Brazilian superior education, despite the continuous desvalorization of higher education in the country. Determine the career and profile of research productivity fellows could measure the impact of these professionals in teaching, researching and internationalization of our university. OBJECTIVE: To characterize the professional profile and scientific production of the Productivity in Research Program fellows from the Faculty of Medicine of the Federal University of Minas Gerais. METHODS: This descriptive study is based on the analysis of public data available at Lattes Platform. Research productivity fellows were determined based on the results of the 2013, 2016 and 2019 calls for tenders. RESULTS: Analysis of the variables showed a decrease in the number of professors with scholarships at the institution, which went from 34 to 29. We observed a significantly higher number of funded projects of male professionals when compared to female researchers (p=0.03) and a strong correlation between years of doctorate degree and the number of mentored doctors currently dedicating to research. CONCLUSION: Experient research professors exert direct impact on the formation of qualified human resources and the internationalization of the federal university.

2022 Recommendations of the AFU Lithiasis Committee: Summary of indications.

The spontaneous elimination rate of ureteral stones decreases with their size, but also in function of their location. The objectives of stone surveillance are to detect the occurrence of a complication (e.g., fever, clinical tolerance) and to verify the potential stone migration/elimination. The use of urological procedures and the choice of technique are based on many different factors. Kidney stone surveillance is proposed mainly to people with low risk of progression or complications (size<4mm and/or lower calyx location and non-infection stone). Surveillance may be extended to patients with larger stones, in function of the clinical context and comorbidities. Conversely, a urological procedure may also be proposed to patients with stones<4mm for professional (e.g., soldier, pilot, expatriate) or social reasons or if travelling is planned. The choice of technique is based on the stone composition (if already known) and density, the advantages and limitations of each technique, and also the clinical context, while trying to choose the least invasive procedure for a stone-free objective. METHODOLOGY: These recommendations were developed using two methods: the Clinical Practice Recommendations method (CPR) and the ADAPTE method, depending on whether the question was considered in the European Association of Urology (EAU) recommendations (https://uroweb.org/guidelines/urolithiasis) [EAU 2022] and their adaptability to the French context. This chapter is based on the references used in the chapters on the different techniques (extracorporeal shock wave therapy, ureteroscopy, percutaneous nephrolithotomy, medical expulsive therapy, postural therapy, chemolysis by alkalinization) as well as the American Urological Association (AUA) and EAU recommendations.

What is a Curriculum Vitae and Why Do You Need One?

While all nurses likely have a resume, most do not have a Curriculum Vitae or CV. CVs are used to provide a complete picture of your professional history. Resumes are crafted to highlight a candidate's fitness for a particular position. In contrast, a CV is a complete record of one's professional career and accomplishments. A CV is a comprehensive document that, along with your education and job history, is a record of all your professional achievements and activities.

As práticas corporais de aventura no currículo dos cursos de licenciatura em Educação Física nas instituições de ensino superior públicas do Brasil / Adventure sports in the curriculum of degree courses in Physical Education in public higher education institutions in Brazil

O presente trabalho teve como objetivo analisar a disciplina de Práticas Corporais de Aventura (PCAs) nos cursos de licenciatura em Educação Física (EF) das Instituições de Ensino Superior (IES) Públicas do Brasil. A pesquisa se caracteriza como quantitativa. Os dados coletados foram analisados através de estatística descritiva simples. O procedimento de coletas se deu através da consulta ao site http://emec.mec.gov.br, regulamentado pela Portaria Normativa nº 21, de 21/12/2017. Esse site é uma base de dados oficial dos cursos e IES. Os documentos que não estavam disponíveis nos sites da IES foram consultados através de e-mail e telefone das coordenações de cursos ou dos professores da disciplina. A pesquisa constatou que a disciplina está se consolidando no currículo das Licenciaturas em EF, visto que está presente em todas as regiões do país. Os cursos que ofertam as disciplinas de PCAs, na maioria dos casos, ofertam como obrigatórias e com carga horária acima de 40h/a.

This research aimed to analyze the discipline Adventure Sports in the degree courses in Physical Education (PE) of Public Higher Education Institutions in Brazil. The research is characterized as quantitative. The collected data were analyzed using simpledescriptive statistics. The collection procedure was carried out by consulting the website http://emec.mec.gov.br. Regulated by Normative Ordinance No. 21, of 12/21/2017, this site is an official database of courses and Higher Education Institutions. Documents that were not available on the websites of the IES were consulted via e-mail and telephone from the course coordinators or professors of the discipline. The research found that the discipline is consolidating in the curriculum of Undergraduate degrees in PE, as it is present in all regions of the country. The courses that offer the disciplines adventure sports, in most cases, offer them as mandatory and with a workload above 40h/a.

So Much Life in Such a Short Time: An Exploration of Children's Obituaries.

As childhood death is considered nonnormative and outside of the life course, children may be memorialized differently than adults who have had an opportunity for fuller lives. As obituaries are cultural artifacts used to provide public documentation of personal legacies, this study sought to determine how children obituaries differ from traditional obituaries of those who have lived full lives. I content analyzed 63 children's obituaries to determine how they differ in intention and use of linguistic devices from what we know about traditional obituaries. Several key themes emerged in the obituary content - passions, religion and faith, children's role as siblings, their effect on those around them, and messages written directly to the deceased children. These children's obituaries read as tributes to the children's lives, rather than as resumes as traditional obituaries often do.

Performance Evaluation of Complex Equipment Considering Resume Information.

It is of great significance to obtain the performance state of complex equipment to protect equipment and maintain its normal operation. The majority of the performance evaluation methods are based on test data, but resume information is not considered. With its wide applicability and completeness, the resume information can be used in the comprehensive evaluation of equipment in various non-testing situations. By incorporating resume information into the performance evaluation of complex equipment, the flexible use of test data and resume information can result in a more comprehensive and accurate evaluation. Therefore, this paper focuses on the evaluation method of complex equipment performance based on evidential reasoning (ER) considering resume information. In order to unify the test data and resume information in the same framework, a novel method is proposed to transform them into the ER-based performance evaluation. On this basis, according to the index types, different reliability calculation methods are put forward, with one being based on the first-order fitting coefficient of variation, and the other being based on average time to failure; the index weight is analyzed based on the method of expert weight construction. Then, the transformed information with reliability and weight are fused by the ER rule. Finally, a performance evaluation case of a certain inertial measurement unit (IMU) is conducted to verify the effectiveness of the proposed method.

Management or technology? Firms' embeddedness in dual talent flow networks and their innovation performance.

This paper examines the complex relationship between different types of talent flow networks and firms' innovation. Based on the social network theory and human capital theory, we divide the talent flow networks into "management talent flow networks" and "technical talent flow networks". The paper then investigates the potential interacting effect and matching effect between the two types of networks when they influence the innovation of firms. The empirical results, which draw from LinkedIn (China) resume data show that: (1) in both management talent flow networks and technical talent flow networks, higher degree of centrality and larger structural hole indexes can enhance firms' innovation performance; (2) there is significant interacting effect between management talent flow networks and technical talent flow networks in their influence on firms' innovation. That is, the interaction between firms' centrality in management talent flow networks and technical talent flow networks, and the interaction between firms' structural hole indexes in the two networks can both enhance their innovation performance; (3) there is also noteworthy matching effect between the two network types. That is, firms with balanced degree centrality (high-high, or low-low) and balanced structural hole indexes (high-high, or low-low) in management talent flow networks and technical talent flow networks exhibit better innovation performance than those with imbalanced degree centrality (high-low, or low-high) and structural hole indexes (high-low, or low-high) in the two networks. This paper contributes to the classification research on talent flow networks, and deepens our understanding of the complex influencing mechanism between talent flow networks and firms' innovation. Moreover, it provides managerial implications for firms to improve innovation performance via talent flow management.

A Tailored Occupational Therapist-Led Vocational Intervention for People With Stroke: Protocol for a Pilot Randomized Controlled Trial.

BACKGROUND: Resuming work after stroke is a common goal of working-age adults, yet there are few vocational rehabilitation programs designed to address the unique challenges faced following stroke. The Work intervention was developed to address these gaps. OBJECTIVE: This paper presents a protocol that outlines the steps that will be undertaken to pilot both the intervention and trial processes for the Work trial. METHODS: The Work trial is a 2-arm, prospective, randomized, blinded-assessor study with intention-to-treat analysis. A total of 54 adults of working age who have experienced a stroke <4 months prior will be randomized 1:1 to either (1) an experimental group who will receive a 12-week early vocational intervention (Work intervention) plus usual clinical rehabilitation or (2) a control group who will receive only their usual clinical rehabilitation. RESULTS: Outcomes include study and intervention feasibility and intervention benefit. In addition to evaluating the feasibility of delivering vocational intervention early after stroke, benefit will be assessed by measuring rates of vocational participation and quality-of-life improvements at the 3- and 6-month follow-ups. Process evaluation using data collected during the study, as well as postintervention individual interviews with participants and surveys with trial therapists, will complement quantitative data. CONCLUSIONS: The results of the trial will provide details on the feasibility of delivering the Work intervention embedded within the clinical rehabilitation context and inform future trial processes. Pilot data will enable a future definitive trial to determine the clinical effectiveness of vocational rehabilitation when delivered in the early subacute phase of stroke recovery. TRIAL REGISTRATION: Australian New Zealand Clinical Trials Registry ACTRN12619001164189; https://www.anzctr.org.au/Trial/Registration/TrialReview.aspx?id=378112&isReview=true. INTERNATIONAL REGISTERED REPORT IDENTIFIER (IRRID): DERR1-10.2196/40548.

Should I Trust the Artificial Intelligence to Recruit? Recruiters' Perceptions and Behavior When Faced With Algorithm-Based Recommendation Systems During Resume Screening.

Resume screening assisted by decision support systems that incorporate artificial intelligence is currently undergoing a strong development in many organizations, raising technical, managerial, legal, and ethical issues. The purpose of the present paper is to better understand the reactions of recruiters when they are offered algorithm-based recommendations during resume screening. Two polarized attitudes have been identified in the literature on users' reactions to algorithm-based recommendations: algorithm aversion, which reflects a general distrust and preference for human recommendations; and automation bias, which corresponds to an overconfidence in the decisions or recommendations made by algorithmic decision support systems (ADSS). Drawing on results obtained in the field of automated decision support areas, we make the general hypothesis that recruiters trust human experts more than ADSS, because they distrust algorithms for subjective decisions such as recruitment. An experiment on resume screening was conducted on a sample of professionals (N = 694) involved in the screening of job applications. They were asked to study a job offer, then evaluate two fictitious resumes in a 2 × 2 factorial design with manipulation of the type of recommendation (no recommendation/algorithmic recommendation/human expert recommendation) and of the consistency of the recommendations (consistent vs. inconsistent recommendation). Our results support the general hypothesis of preference for human recommendations: recruiters exhibit a higher level of trust toward human expert recommendations compared with algorithmic recommendations. However, we also found that recommendation's consistence has a differential and unexpected impact on decisions: in the presence of an inconsistent algorithmic recommendation, recruiters favored the unsuitable over the suitable resume. Our results also show that specific personality traits (extraversion, neuroticism, and self-confidence) are associated with a differential use of algorithmic recommendations. Implications for research and HR policies are finally discussed.

Talent Flow Network, the Life Cycle of Firms, and Their Innovations.

This paper explores how talent flow network and the firm life cycle affect the innovative performances of firms. We first established an interorganizational talent flow network with the occupational mobility data available from the public resumes on LinkedIn China. Thereafter, this information was combined with the financial data of China's listed companies to develop a unique dataset for the time period between 2000 and 2015. The empirical results indicate the following: (1) The breadth and depth of firms' embedding in the talent flow network positively impact their innovative performances; (2) Younger firms' innovations are mostly promoted by the breadth of network embedding, but this positive effect weakens as firms increase in age; (3) Mature firms' innovations are primarily driven by the depth of network embedding, and this positive effect strengthens as firms increase in age. This paper enriches and deepens the studies of talent flow networks, and it provides practical implications for innovation management based on talent flow for various types of firms at different development stages.

Prevention and Control of COVID-19 after Resuming General Hospital Functions.

During the COVID-19 pandemic, many general hospitals have been transformed into designated infectious disease care facilities, where a large number of patients with COVID-19 infections have been treated and discharged. With declines in the number of hospitalizations, a major question for our healthcare systems, especially for these designated facilities, is how to safely resume hospital function after these patients have been discharged. Here, we take a designated COVID-19-care facility in Wuhan, China, as an example to share our experience in resuming hospital function while ensuring the safety of patients and medical workers. After more than 1200 patients with COVID-19 infections were discharged in late March, 2020, our hospital resumed function by setting up a three-level hospital infection management system with four grades of risk of exposure. Moreover, we also took measures to ensure the safety of medical personnel in different departments including clinics, wards, and operation rooms. After all patients with COVID-19 infections were discharged, during the five months of regular function from April to September in 2020, no positive cases have been found among more than 40,000 people in our hospital, including hospital staff and patients.

How Does the Chinese Government Select and Funding High-Level Talents? An Empirical Study Based on the Resumes of Talents.

Based on the textual data of the resumes of 499 high-level talents, this study attempts to explore the factors affecting the selection and funding of high-level talents in western China. From the empirical analysis, we found that (1) the western Chinese government tends to favor the young and native talents, with a high initial academic degree (the degree obtained before working) and final academic degree (the highest degree obtained); (2) the talents with more experience, higher education, national talent titles, and participation in national projects are more likely to receive higher levels of funding; (3) it is easier for talents in universities and research institutes to be entitled as high-level talents and to gain funding than those in enterprises; and (4) talents in the fields of medicine, agronomy, and basic sciences are more likely to be entitled as high-level talents than those in other professional fields.

The Paradigm Shift of Ophthalmology in the COVID-19 Era.

OBJECTIVE: To describe how a fixed regimen of intravitreal injections (IVI) was helpful to continue activity during the COVID-19 outbreak and lockdown and to address basic conditions to resume activity. METHODS: A fixed regimen of IVI was conceived to significantly reduce the number of visits while keeping a number of injections related to the best outcomes. We retrospectively collected data of surgeries performed in 2019 and in the first seven months of 2020 and from OCTs in the first semester of 2020. RESULTS: IVI per month, from January to July 2020, were 304, 291, 256, 204, 276, 297 and 322, respectively. Phacoemulsification surgeries in the same period were 397, 408, 171, 0, 304, 391 and 389. Posterior vitrectomies were 23, 21, 17, 10, 21, 28 and 25. Laser sessions were 44, 26, 33, 17, 23 and 33, respectively. OCTs dropped from a mean of 25.7 per day in the first half of March 2020 to 5.8 per day in the second half of March. A mean of 6.5 OCTs per day was made in April, rising to 19.1 in May and 39.5 in June. CONCLUSION: It was possible to keep the ophthalmological activity during the pandemic outbreak due to the existence of a pre-scheduled fixed regimen for IVI and to the availability of personal protective equipment. The air-borne nature of the peril we are facing addresses the need to evaluate the physical conditions of health facilities, including ventilation, size of waiting and consult rooms and the need to avoid elevators.

Employment Discrimination against Indigenous Peoples in the United States: Evidence from a Field Experiment.

We conducted an audit study - a resume correspondence experiment - to measure discrimination in hiring faced by Indigenous Peoples in the United States (Native Americans, Alaska Natives, and Native Hawaiians). We sent employers 13,516 realistic resumes of Indigenous or white applications for common jobs in 11 cities. We signalled Indigenous status in one of four different ways. Interview offer rates do not differ by race, which holds after an extensive battery of robustness checks. We discuss multiple concerns such as the saliency of signals, selection of cities and occupations, and labour market tightness that could affect the results of our audit study and those of others. We also conduct decompositions of wages, unemployment rates, unemployment durations, and employment durations to explore if discrimination might exist in contexts outside our experiment. We conclude by highlighting the essential tests and considerations that are important for future audit studies, regardless of if they find discrimination or not.

Mental Health and Work Attitudes among People Resuming Work during the COVID-19 Pandemic: A Cross-Sectional Study in China.

The unprecedented outbreak of the Coronavirus Disease 2019 (COVID-19) caused an economic downturn and increased the unemployment rate in China. In this context, employees face health and social economic stressors. To assess their mental health (i.e., anxiety, depression, insomnia and somatization) and work attitudes (i.e., work engagement, job satisfaction and turnover intention) as well as the associated factors, we conducted a cross-sectional study among people who resumed work after the Spring Festival holiday during the COVID-19 pandemic. The results show that the prevalence of anxiety, depression, insomnia and somatization among these people was 12.7%, 13.5%, 20.7% and 6.6%, respectively. The major risk factor for mental health was worrying about unemployment, and the main protective factors were psychological strengths (i.e., resilience and optimism). Regarding work attitudes, the percentage of people who felt more satisfied with their job (43.8%) was larger than that of those who felt less satisfied (26.9%), while the percentage of people who thought about quitting their job more frequently (15.7%) was smaller than that of those who considered it less frequently (63.2%). However, work engagement was lower than usual. Similar to the factors associated with mental health, the major risk factor for work attitudes was also worrying about unemployment, and the main protective factors were resilience and optimism. In addition, the nature of the organization, job status, age, position and income changes were also related to these work attitudes. Our findings shed light on the need for organization administrators to be aware of the status of and factors associated with employees' mental health and work attitudes during the COVID-19 pandemic. Policies or interventions could be developed based on our findings.

Resuming peritoneal dialysis after catheter removal due to complicated peritonitis.

BACKGROUND: Causes of non-resuming peritoneal dialysis (PD) after complicated peritonitis requiring peritoneal catheter (PC) removal remain poorly studied. METHODS: We reviewed all peritonitis episodes in our center between 1997 and 2017. Patients who restarted PD after PC removal (Group 1) were compared to those who did not (Group 2), identifying the causes. RESULTS: Of 284 peritonitis episodes, PC was removed in 48 patients (16.9%). In 18 (37.5%) patients PC was reinserted, and PD successfully resumed in all, with a median duration of PD afterwards of 14.1 months. In other 30 (62.5%) reinsertion of PC was not attempted. Causes of non-reinsertion were: transfer to hemodialysis 76.6% (n = 23), death 16.7% (n = 5) and transplantation 6.7% (n = 2). Hemodialysis switch was due to non-medical reasons in 47.8% (n = 11) including fear of peritonitis, family decision and social dependence. Group 1 was younger (p = 0.041), with lower Charlson index (p = 0.045) and higher men proportion (p = 0.049). Group 1 had a better patient survival than group 2 (survival at 24 months: 67% and 53%, respectively; log-rank test p: 0.01). There were no differences in survival between groups when adjusted for significant basal characteristics. CONCLUSIONS: Resuming PD after severe peritonitis requiring PC removal is feasible but a high proportion of patients do not restart PD for non-medical reasons, usually older patients with higher Charlson index. A properly structured interview would be a useful tool that could improve return to technique in these patients.

[Pharmacogenetics for patient care in France: A discipline that evolves!] / La pharmacogénétique au service du soin en France : une discipline qui évolue !

Pharmacogenetics, which concepts are known for a long time, is entering a new period at least as far as its practical applications for patients are concerned. In recent years there have been more and more initiatives to promote widespread dissemination, and health authorities are increasingly incorporating these concepts into drug labels. In France, the national network of pharmacogenetics (RNPGx) works to promote these activities, both with health actors (biologists, clinicians) and health authorities. This article reviews the current situation in France and the milestones of the year 2018. It highlights recent advances in this field, in terms of currently recommended analyses, sharing of information or technological developments, and the prospects for future developments in the near future from targeted pharmacogenetics to eventually preemptive approaches.

The project vita: A dynamic knowledge management tool.

A project vita is a comprehensive index of factual information about a project's activities and achievements. Like an individual's professional curriculum vita or resume, it serves as evidence of past performance and capacity for future endeavors. This article situates the project vita as a knowledge management tool for use by large-scale research and development projects or coalitions. In such complex endeavors, the variety and scope of the knowledge generated can quickly outpace project staff attempts to collect, classify, disseminate, and support the effective use of the constant stream of information being produced. We describe how to develop a project vita and utilize it to support several essential project functions, including communication, evaluation, management, and as a portal to products.