Articoli di riviste sul tema "621.381 0285"

Abstract The effect of friction stir processing (FSP) on the formability of DP600 steel was experimentally investigated and the basic relationships between biaxial deformation behavior and FSP-induced evolutions in microstructural and mechanical properties were established. FSP formed a microstructure that consists of lath martensite with increased volume fraction compared to as-received (AR) microstructure that mainly consisted of well-distributed fine martensite particles in a ferrite matrix. Consequently, AR yield strength (301 MPa) and ultimate tensile strength (621 MPa) increased to about 811 and 1054 MPa, respectively. This strength enhancement achieved accompanied by adequate uniform elongation and elongation to failure values of 6.3 and 13.0%, respectively. Under biaxial loading conditions, good strain hardenability of the AR DP600 steel brought about a large membrane stretching regime leading to high punch force for biaxial flow. After FSP, both punch displacements within the membrane stretching regime decreased due to the increased volume fraction of lath martensite leading to higher cracking tendency. In result, cup depth and peak punch force of FSPed DP600 decreased from 8.7 mm and 33.2 kN to 7.1 mm and 28.1 kN, respectively. The obtained results simply indicate that FSP can be employed to enhance the strength of dual-phase steels with a reasonable level of formability.

ObjectiveTo assess temporal clinical and budget impacts of changes in atrial fibrillation (AF)-related prescribing in England.MethodsData on AF prevalence, AF-related stroke incidence and prescribing for all National Health Service general practices, hospitals and registered patients with hospitalised AF-related stroke in England were obtained from national databases. Stroke care costs were based on published data. We compared changes in oral anticoagulation prescribing (warfarin or direct oral anticoagulants (DOACs)), incidence of hospitalised AF-related stroke, and associated overall and per-patient costs in the periods January 2011–June 2014 and July 2014–December 2017.ResultsBetween 2011–2014 and 2014–2017, recipients of oral anticoagulation for AF increased by 86.5% from 1 381 170 to 2 575 669. The number of patients prescribed warfarin grew by 16.1% from 1 313 544 to 1 525 674 and those taking DOACs by 1452.7% from 67 626 to 1 049 995. Prescribed items increased by 5.9% for warfarin (95% CI 2.9% to 8.9%) but by 2004.8% for DOACs (95% CI 1848.8% to 2160.7%). Oral anticoagulation prescription cost rose overall by 781.2%, from £87 313 310 to £769 444 028, (£733,466,204 with warfarin monitoring) and per patient by 50.7%, from £293 to £442, giving an incremental cost of £149. Nevertheless, as AF-related stroke incidence fell by 11.3% (95% CI −11.5% to −11.1%) from 86 467 in 2011–2014 to 76 730 in 2014–2017 with adjustment for AF prevalence, the overall per-patient cost reduced from £1129 to £840, giving an incremental per-patient saving of £289.ConclusionsDespite nearly one million additional DOAC prescriptions and substantial associated spending in the latter part of this study, the decline in AF-related stroke led to incremental savings at the national level.

Job satisfaction among employees is a crucial issue in an organization and employer plays a vital role to fulfill their needs. Keeping job satisfaction high among workers can be of tremendous benefit to any organization, as happy employees will be more likely to produce work effectively. It has been assumed that personality traits can play an important role in people's dealing with the environmental issues such as work situations. By assuming this effectiveness, the main aim of this essay is to study the relationship between personality traits and job satisfaction. Explaining job satisfaction by using personality traits can enlighten weather job satisfaction depends only on type of organization or on some personality traits. In this regard, present study has investigated the relationship between job satisfaction and personality traits among Iran Khodro Company expert staff. To do so personality characteristics were measured by NEO-PI-R scale and job satisfaction was measured by Job Descriptive Index (JDI scale) that filled by experts of “Iran Khodro” company (111 men and women). Pearson correlation used to analyze the data. Results show that, neuroticism/emotional stability was associated with low job satisfaction (r = −0/713, P < 0/01). Also conscientiousness (r = 0/620) and agreeableness (r = 0/476) was significantly correlated with job satisfaction (P < 0/01). But the relationship between extraversion (r = −0/025) and openness to experience (r = 0/061) with job satisfaction was not significant. In addition, the results of this study emphasis on the effective role of age (r = −0/301) and job background (r = −0/330) on job satisfaction. But relationship between sexuality (r = 0/183) and marriage (r = 0/125) with job satisfaction was not significant.Disclosure of interestThe authors have not supplied their declaration of competing interest.

ABSTRAK Penelitian ini bertujuan untuk mengeksplorasi bagaimana pengalaman donasi para donatur milenial muslim, dengan fokus utama untuk mengetahui rasionalitas donatur konsumen yang mendasari pengalaman donasi. Metode Interpretative Phenomenological Analysis (IPA) dilakukan untuk menggambarkan dinamika milenial muslim dalam memulai berdonasi, mengembangkan niat, dan mengidentifikasi alternatif penyaluran donasi. Sepuluh peserta dipilih dari Semarang, Jawa Tengah, Indonesia, menggunakan purposive-sampling dengan kriteria dan persyaratan yang telah ditentukan untuk memilih partisipan. Data wawancara dianalisis dengan menggunakan teknik deskriptif kualitatif tipe naratif. Hasil penelitian menunjukkan bahwa altruisme dan spiritualitas mendorong pemberian sumbangan. Donatur tidak mengharapkan adanya timbal balik dari penerima, pemahaman ini kemudian dimaknai sebagai altruisme. Dari perspektif agama, donasi merupakan bentuk ketaatan kepada Tuhan dengan menjalankan apa yang diperintahkan dan hanya mengharapkan balasan-Nya. Semua partisipan adalah pemeluk agama Islam, sehingga motivasi berdasarkan nilai-nilai spiritual hanya terbatas pada keyakinan satu agama dan secara umum tidak dapat mewakili banyak keyakinan. Temuan selanjutnya, ada transformasi donasi dari donasi langsung, ke lembaga donor dan yang terbaru melalui teknologi digital yang bisa menjadi fokus penelitian di masa depan. Kata Kunci: Altruisme, Perilaku Donasi, Donatur Milenial, Interpretative Phenomenology Analysis. ABSTRACT This study explores the donation experience of Muslim millennial donors, with the main focus on discovering the consumer donor rationality underlying donation experience. The Interpretative Phenomenological Analysis (IPA) method was conducted to depict the dynamics of Muslim millennials in starting a money donation, developing intention, and identifying the alternative distribution for donations. Ten participants were chosen from Semarang, Central Java, Indonesia, using purposive sampling with predetermined criteria and requirements for selecting participants. The interview data were then analyzed using a narrative type of descriptive qualitative technique. The research results show that altruism and spirituality encourage donation-making. Donors do not expect any reciprocity from the recipient; this understanding is interpreted as altruism. From a religious perspective, this is a form of the donor's obedience to God by carrying out what was ordered and only expecting the reward. All participants are adherents of Islam, so motivation based on spiritual values only focuses on the beliefs of one religion and cannot generally represent many beliefs. Further findings show a transformation of donations from direct donations to donor agencies and, most recently, through digital technology, focusing on future research. Keywords: Altruism, Donation Behavior, Millennial Donor, Interpretative Phenomenology Analysis. REFERENCES Anik, L., Aknin, L. B., Norton, M. I., & Dunn, E. W. (2009). Feeling good about giving: The benefits (and costs) of self-interested charitable behavior. Harvard Business School Marketing Unit Working Paper, 10-012. http://dx.doi.org/10.2139/ssrn.1444831 Aufa S, F. N. (2018). Faktor-faktor yang mempengaruhi keputusan donatur dalam menyalurkan infaq via social networking site (SNS) (Studi pada masyarakat kota Malang). Jurnal Ilmiah Mahasiswa FEB Universitas Brawijaya, 7(1), 1-11. Bjalkebring, P., Västfjäll, D., Dickert, S., & Slovic, P. (2016). Greater emotional gain from giving in older adults: Age-related positivity bias in charitable giving. 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Human value and atitudes towards money. Society, Integration, Education, 7, 174-183. http://dx.doi.org/10.17l770/sie2018vol7.3433 Neumayr, M., & Handy, F. (2017). Charitable giving: What influences donors’ choice among different causes? Voluntas: International Journal of Voluntary and Nonprofit Organizations, 30, 783-799. https://doi.org/10.1007/s11266-017-9843-3 Opoku, R.A. (2013). Examining the motivational factors behind charitable giving among young people in a prominent Islamic country. International Journal of Nonprofit and Voluntary Sector Marketing, 18(3), 172-186. https://doi.org/10.1002/nvsm.1457 Otto, P. E., & Bolle, F. (2011). Multiple facets of altruism and their influence on blood donation. Jurnal Sosio-Economics, 40(5), 558-563. https://doi.org/10.1016/j.socec.2011.04.010 Saksa, J. (2015). An investigation of research on altruism in recent literature of the three sectors: Public, private, and non-profit. Honors Projects, 556, 1-27. Retrieved from https://scholarworks.gvsu.edu/ honorsprojects/556 Shabbir, H., Palihawadana, D., & Thwaites, D. (2007). Determining the antecedents and consequences of donor-perceived relationship quality: A dimensional qualitative research approach. Psychology and Marketing, 24(3), 271-293. https://doi.org/10.1002/mar.20161 Smith, R. W., Faro, D., & Burson, K. A. (2013). More for the many: The influence of entitavity on charitable giving. Journal of Consumer Research, 39(5), 961-976. https://doi.org/ 10.1086/666470 Stebbins, E., & Hartman, R. L. (2013). Charity brand personality: Can smaller charitable organizations leverage their brand's personality to influence giving. International Journal of Nonprofit and Voluntary Sector Marketing, 18(3), 203-215. https://doi.org/ 10.1002/nvsm.1468 Teah, M., Lwin, M., & Cheah, I. (2014). Moderating role of religious beliefs on attitudes towards charities and motivation to donate. Asia Pacific Journal of Marketing and Logistics, 26(5), 738-760. https://doi.org/10.1108/APJML-09-2014-0141 Weng, Q., & He, H. (2019). Geographic distance, income and charitable giving: Evidence from China. The Singapore Economic Review, 64(5), 1145-1169. https://doi.org/10.1142/ S0217590818500212 Wiepking, P., & James III, R. N. (2013). Why are the oldest old less generous? Explanations for the unexpected age-related drop in charitable giving. Ageing and Society, 33, 486-510. https://doi.org/10.1017/S0144686X12000062 Yardley, L. (2007). Demonstrating validity in qualitative psychology. InJ. A. Smith (Eds.), Qualitative psychology: A practical guide to research methods (pp. 235-251). London: Sage.

Abstract Abstract 2652 Poster Board II-628 Background: Secondary acute myeloid leukemia (sAML) following a myelodysplastic syndrome (mdsAML) or deriving as therapy-related AML (tAML) is regarded as an entity with a poor prognosis and patients are normally treated as high risk AML. However due to progress in elucidating the impact of molecular and cytogenetic markers and therefore combining biological and clinical data for prognosis and treatment outcome the aim of this analysis was to provide a prognostic scoring system for this entity by including clinical and laboratory data from patients being treated in the prospective AML96 trial of the DSIL study group. Patients and methods: A total of 318 patients with sAML (mdsAML = 239 and tAML = 79) were treated within the AML96 trial with a median follow-up for patients alive of 5.66 years (95% CI 4.426 – 6.895). All patients received double induction chemotherapy. Consolidation therapy contained high-dose cytosine arabinoside and for patients ' 60 years of age the option of autologous or allogeneic hematopoietic stem cell transplantation (HSCT) according to donor availability. Prognostic factors for survival were analyzed in the whole group of sAML patients in a multivariate Cox regression model for overall survival (OS) stratified by treatment groups (chemo-consolidation vs. allogeneic HSCT). Model selection was performed by backward selection applying the Likelihood-Ratio-Test. Results: Complete remission (CR) rate for all patients was 30.8% (n = 96). CR rate was lower in patients with mdsAML compared to patients with tAML (25.9% vs. 44.3%, p=.003). Patients with mdsAML were older and had a higher percentage of CD34+ blasts at diagnosis but to a lower extend aberrant karyotypes than patients with tAML. OS and disease free survival (DFS) at three years for all patients was 15.8% and 20.6%, respectively. While disease status (mdsAML vs. tAML) had no independent influence on survival, the dichotomized prognostic factors platelet count in the peripheral blood at diagnosis [HR = 0.535 (95% CI .415 – .689), p=<.000] as well as the NPM1 mutational status in the bone marrow at diagnosis [HR = 0.572 (95% CI .351 – .933), p=.025] were detected as independent predictors for overall survival. By combining these two variables, a prognostic model for OS with two risk groups for patients with sAML could be established with the low risk group being NPM1 positive or having platelets of >50 Gpt/l at diagnosis and the high risk group being NPM1 negative and having platelets of '50 Gpt/l at diagnosis. Three year OS for patients who received chemo-consolidation in the low risk group was 19.9% [95% CI = .128 - .270] and for patients in the high risk group 5.1% [95% CI = .014 - .088], p<.001. For patients who underwent allogeneic HSCT in first CR belonging to the low risk group the three year OS was 53.8% [95% CI = .346 - .730] and for patients in the high risk group 15.4% [95% CI = .000 - .35], p<.001. Conclusions: For patients with sAML we provide a new prognostic model for risk stratification: 1) NPM1+ or Platelets >50 Gpt/l defining a low risk group and 2) NPM1- and Platelets ' 50 Gpt/l defining a high risk group. Disclosures: No relevant conflicts of interest to declare.

During October 2009, the occurrence of a disease on soybean (Glycine max) was observed in several fields in Boluo County and Zengcheng City, Guangdong Province. Top leaves of infected plants initially turned yellow and plants eventually were defoliated, while stems and roots became black and rotted. The stem lesions sometimes extended 10 to 15 cm upward from the soil surface. Orange-to-brown spherical fruiting bodies, which were very similar with those of the soybean red crown rot pathogen, scattered or congregated on the stem lesions. Plants with symptoms were sampled from fields. Fruiting bodies were excised from diseased tissues. Microscopic examination revealed that they were perithecia, globose to pyriform, ostiolate with a short neck, and measured 160 to 298 × 151 to 235 μm. Under gentle pressure, asci and ascospores were exuded from these perithecia. Asci were eight spored, narrowly cylindrical to clavate, thin walled, with a short stalk, and measured 58 to 124 μm long and 8 to 15 μm in diameter. Ascospores were uniseriately arranged, globose to ellipsoid, thick walled, one celled, hyaline to pale, and measured 14 to 17 × 8 to 12 μm. Isolation was made from stem tissues at the edge of disease lesions on potato dextrose agar (PDA) amended with streptomycin sulfate and incubated at 25°C. Mycelia were white and floccose. Conidia were cylindrical to oblong-ellipsoidal, hyaline, one celled, and measured 6 to 22 × 2 to 5 μm, aggregating in a slimy mass on the apex of the conidiogenous cell. Abundant orange-to-brown spherical perithecia were produced on the colony. Ascospores had walls with a rugose ornamentation that could be clearly seen under a scanning electron microscope. The fungus was identified as Neocosmospora vasinfecta var. vasinfecta (anamorph Acremonium sp.) (1). The internal transcribed spacer (ITS) region of rDNA of two isolates were amplified with universal primers ITS1/ITS4 and sequenced (GenBank Accession No. JF705861 and JF705862), and comparisons with GenBank accessions showed 99% similarity with N. vasinfecta strain Pec070 (Accession No. FJ940902) and strain NRRL22497 (Accession No. AY381142). Pathogenicity tests were conducted. Five, 3-week-old seedlings of soybean cv. Huaxia No. 3 planted in plastic pots (20 cm in diameter) were wounded with a needle at the base of the stem below the soil line and near the root system, and then inoculated by drenching the soil with a conidial suspension (105 per ml). Control plants were inoculated with sterile water. There were six replicates for each treatment. The treated plants were incubated at 25 ± 2°C in a greenhouse. All inoculated plants exhibited symptoms of leaf yellowing and black rot of stems and roots 3 weeks after inoculation. N. vasinfecta var. vasinfecta was reisolated from the diseased plants. All control plants remained healthy. To our knowledge, this is the first observation of Neocosmospora stem rot of soybean in China. The pathogen could pose a threat to soybean, which is a major crop in China. This disease has been previously reported in the United States though the anamorph of the pathogen has either not been identified or has been identified as a Cylindrocarpon sp. (2,4). This fungus is also associated with human infections (3). References: (1) P. F. Cannon and D. L. Hawksworth. Trans. Br. Mycol. Soc. 82:673, 1984. (2) F. A. Gray et al. Plant Dis. 64:321, 1980. (3) P. Manikandan et al. Med. Mycol. 46:279, 2008. (4) D. V. Phillips. Phytopathology 62:612, 1972.

European hazelnut (Corylus avellana L.) is an emerging crop for export, mainly in southern Chile. Stem cankers and dieback of twigs on six-year-old European hazelnut cultivar Barcelona were observed during the 2012 growing season on plantations in Panguipulli (39° 38′ 37.12″ S and 72° 20′ 10.87″ W), Region de Los Rios, Chile. The incidence has been variable according to the place of plantation; it was estimated at approximately 15%. Cankers were characterized by brownish-gray and brown to reddish discoloration of the vascular stem system. Hazelnut plants between 1 and 3 years old developed stem basal canker, especially at conditions of high humidity and overpopulation of weeds; at critical conditions, the affected plants generally die. Small pieces of cankered stems, selected from 10 European hazelnuts, were surface sterilized in 0.5% sodium hypochlorite for 2 min and rinsed twice in sterile distilled water prior to incubation in a humid chamber for 7 days (25 ± 2°C) to stimulate production of reproductive bodies. Black sub-epidermal perithecia with unitunicate, cylindrical-clavate, 8-spored asci (n = 20) were obtained. Ascospores were septated, hyaline, multigutulate, and slightly constricted at the septum, the average measurements were (n = 20) 13.4 ± 0.6 μm × 3.9 ± 0.2 μm. The ascospores were transferred to potato dextrose agar (PDA) and incubated for 6 days at 25°C in the dark, then hyphal tips were transferred to fresh PDA and obtained a mycelia with white, cottony, and sparse colonies. Pycnidia and smooth, unicellular, hyaline, and biguttulate alpha conidia of 6.1 to 7.2 μm × 2.8 to 3.1 μm (n = 40) were observed. Beta conidia were not observed in culture media. Mature pycnidia were also detected on hazelnut shells remaining on the soil from the previous season. The identification of the species (isolate IMI-501237) was confirmed at CABI, United Kingdom, using an internal transcribed spacer (ITS), rDNA, BLASTn analysis of the 524-bp fragment, and showed 100% identity with Diaporthe australafricana Crous & J.M. van Niekerk (accessions KC343039, KC343038). These molecular and morphological characteristics were similar that reported from Vitis vinifera (2) and Chilean blueberry (3). The sequence obtained was deposited in GenBank (Accession No. JX316218.1). A pathogenicity test was conducted with isolate IMI-501237 on four 1-year-old plants from the hazelnut cultivar Barcelona. Plants were maintained in individual bags in greenhouse conditions (14/10 h dark/light, 20°C; 70% relative humidity). Prior to inoculation, plant tissues were surface disinfected with 2% sodium hypochlorite and rinsed with sterile distilled water. Each plant was inoculated at fresh wound sites on three stems and three vegetative buds on twigs. The inoculum consisted of an agar plug with mycelia (5 mm) from the edge of an actively growing colony cultured on PDA for 6 days. Each inoculation was covered with moistened cotton and sealed with Parafilm; a control plant was inoculated in the same way with agar only. After 30 days, necrotic lesions and discolored vascular tissue were only observed on inoculated stems and twigs. Symptomatic tissues were removed and incubated on PDA. D. australafricana was consistently recovered from these tissues, satisfying Koch's postulates. The control plant showed no symptoms of the disease. D. australafricana were previously reported on Vitis vinifera in Australia and South Africa (2,4), and Vaccinium corymbosum in Chile (1,3). To our knowledge, this is the first report of Diaporthe australafricana on Corylus avellana cultivar Barcelona in worldwide. References: (1) K. Elfar et al. Plant Dis. 97:1042, 2013. (2) R. Gomes et al. Persoonia 31:1, 2013. (3) B. Latorre et al. Plant Dis. 96:5, 2012. (4) J. M. van Niekerk et al. Australas. Plant Pathol. 34:27, 2005.

Room-temperature single-crystal X-ray studies are recorded for 2- and 4-nitrophenoxide salts of silver(I) and thallium(I), M(2-np) and Tl(4-np) (anhydrous), and Ag(4-np).H2O. Ag(2-np) is monoclinic, P21/c, a 9·012(4), b 5·743(5), c 12·594(5) Å, β 104·34(4)°, Z = 4; conventional R on |F| was 0·042 for No 1378 independent ‘observed’ (I > 3σ(I)) reflections. Tl(2-np) is monoclinic, C2/c, a 27·250(3), b 3·712(1), c 15·147(3) Å, β 114·41(1)°, Z = 8, R 0·025 for No 1346. Ag(4-np).H2O is monoclinic, P21/a, a 5·613(6), b 13·191(7), c 9·844(5) Å, β 92·50(6)°, Z = 4, R 0 ·033 for No 622. Tl(4-np) is tetragonal, I 41/a, a 18·037(8), c 8·979(8) Å, Z = 16, R 0·043 for No 924. An acid salt of the latter, Tl(4-np).(4-npH)3, triclinic, P-1, a 11·861(8), b 11·45(1), c 11· 423(1) Å, α 114·00(6), β 109·78(5), γ 96·87(7)°, Z = 2, R 0·042 for No 3814, is isomorphous with its rubidium analogue. These comprise a novel array of structures: although the structures of the silver(I) complexes are two-dimensional sheets with familiar head-tail connecting ligands, a strong silver-aromatic carbon interaction is found in Ag(2-np) (Ag–C 2·496(5) Å). Tl(2-np) and Tl(4-np) both present unusual forms related to the stair-polymer and cubane adducts found in 1 : 1 coinage metal(I)/halide-unidentate nitrogen base adducts; Tl(2-np) is a double-stranded stair-polymer array, with the phenoxide oxygen atoms incorporated in the stair and the nitro oxygen atoms linking successive thallium atoms. The structure of Tl(4-np) is based on a tetranuclear cubane motif of -4 symmetry, [Tl(O-phenoxide)]4, these being linked into a three-dimensional network by further Tl · · · O-nitro interactions from adjacent units. The structure of silver(I) picrate monohydrate, isomorphous with its sodium counterpart, is also recorded: monoclinic, C 2/m, a 12·818(7), b 20·208(8), c 3· 741(1) Å, β 88·25(3)°, Z = 4, R 0·047 for No 1042, void of any significant Ag · · · C contacts.

Abstract Background: The RS assay is a validated prognosticator/predictor of chemotherapy (CT) benefit in ER+ HER2-negative early-stage breast cancer (BC). It is offered to pts irrespective of BRCA1/2 status. We compared RS results, single-gene expression and gene group scores, between pts with germline BRCA1/2 mutations and the general BC pt population undergoing RS testing. Treatments/outcomes in the mBRCA1/2 cohort were also examined. Methods: This real-life retrospective cohort study included consecutive ER+ HER2-negative mBRCA1/2 female carriers BC pts who had RS testing in 2004-2015. RS and gene expression data were compared to a previously described commercial use database (DB) (J Surg Oncol. 2020;122:611). Chi-square test and 1-sample t-test were used to compare RS distribution and single gene/gene group scores, respectively, between the cohort and the DB. Independent sample t-test was used to compare gene expression/gene group scores across pt subgroups within the mBRCA1/2 cohort. Fisher’s test/logistic regression were used to identify variables associated with distant recurrence in the mBRCA1/2 cohort. Results: The analysis included 81 pts in the mBRCA1/2 cohort and 799,986 BC samples in the DB. Age at diagnosis was younger in the mBRCA1/2 pts vs the DB (median [IQR], 56 [47-61.5] vs 60 [51-67] yrs; P&lt;.001). In mBRCA1 and mBRCA2 pts (32 and 48 pts, respectively; for 1 pt, the BRCA gene involved was unknown), RS distribution shifted towards the high RS category when compared to the DB (Table). Comparing single-gene expression and gene group scores in mBRCA1 pts vs the DB, revealed statistically significant differences in 12 of the 16 cancer genes in the RS assay, and in 2 gene group scores, all in a direction contributing to higher RS results. Similar analysis with mBRCA2 pts, revealed significant differences in expression of 10 genes and 3 gene group scores, all in a direction contributing to higher RS results. The only statistically significant difference in gene expression between the mBRCA1 and mBRCA2 pts was in the ESR (higher in mBRCA2 pts; P=.0407) and MYBL2 gene (higher in mBRCA1 pts; P=.0365) (Table). Of the 32 mBRCA1 pts, 18 (56%) received CT (RS 0-25, 1/14 [7%]; RS 26-100, 17/18 [94%]; treatment information was unavailable for 1 pt). Of the 48 mBRCA2 pts, 19 (40%) received CT (RS 0-25, 5/27 [19%]; RS 26-100, 14/21 [67%]). With a median (IQR) follow up of 8.2 (5.6-9.7) yrs from diagnosis, 9 pts had distant recurrence (1 mBRCA1 pt, 8 mBRCA2 pts). Their median RS result was 25 (range, 16-41), and 4 received adjuvant CT. No statistically significant differences were observed between these 9 pts and the 72 non-recurring pts in terms of pt/disease characteristics and CT treatment. A trend towards significance was observed with respect to the BRCA gene involved (recurrence rate of 3.1% in mBRCA1 pts vs 16.7% in mBRCA2 pts, P=.078). A statistically significant association was found between the proliferation and invasion gene group scores and the odds of having distant recurrence (proliferation group score: odds ratio [OR], 23.60 [95% CI, 1.4-397], P=.0281; invasion group score: OR, 5.1 [95% CI, 1.1-23], P=.0339). The ER and HER2 gene groups scores were not associated with distant recurrence. Conclusions: Both mBRCA1 and mBRCA2 carriers are characterized by higher RS results that stem from a distinct gene expression profile of most genes in the RS assay. Single Gene Expression and Gene Group Scores vs the Commercial Use DB Citation Format: Rinat Yerushalmi, Adi Pomerantz, Ron Lewin, Shani Paluch-Shimon, Lior Soussan-Gutman, Frederick Baehner, Hillary Voet, Avital Bareket-Samish, Inbal Kedar, Yael Goldberg, Tamar Peretz-Yablonski, Luna Kadouri. ER+ HER2-negative mBRCA1/2 carriers breast cancer patients (n=81): Clinical outcomes and molecular characterization via the 21-gene Breast Recurrence Score (RS) test vs the general RS-tested population (799,986 samples) [abstract]. In: Proceedings of the 2022 San Antonio Breast Cancer Symposium; 2022 Dec 6-10; San Antonio, TX. Philadelphia (PA): AACR; Cancer Res 2023;83(5 Suppl):Abstract nr P3-05-59.

Parents play an important role in the development of their children. This research reflects the role of parents in developing children. Through four stages of identification, screening, eligibility, and acceptable results, this method uses a systematic literature review using the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-analyses) method. The findings from the fourteen articles examined show that parenting skills play an important role in a child's growth and development from birth to death. The determining factor in the development of physical, motoric, moral, language, social-emotional, and life skills aspects is the role of both parents as important teachers for children from birth to adulthood. Parents can also use a variety of parenting strategies and skills, many of which they have learned throughout their lives and passed on to their children, to help their children grow. 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This research aims to determine the effect of self-esteem, career adaptability on employee performance with perceived organizational support as a mediating variable. The population of this research is employees of PT. Bank Sumut Syariah KC Padangsidimpuan City. The sample size was 30 people taken based on non-probability sampling. The questionnaire is a data collection tool used in this research, while the type is quantitative research. The data analysis technique uses path analysis with the SPSS Version 22 program. The findings of this research are 1) self-esteem has a positive and significant effect on perceived organizational support. 2) career adaptability has a positive and significant effect on perceived organizational support. 3) self-esteem has a positive and significant effect on performance. 4) career adaptability has a positive and significant effect on performance. 5) perceived organizational support has a positive and significant effect on performance. 6) self-esteem does not have a positive and significant effect on employee performance through perceived organizational support. 7) self-esteem does not have a positive and significant effect on performance through perceived organizational support at PT. Bank Sumut Syariah KC Padangsidimpuan. Keywords: Self esteem, career adaptability, perceived organizational support, performance, Bank Sumut Syariah ABSTRAK Penelitian ini bertujuan untuk mengetahui pengaruh self-esteem, adaptabilitas karir terhadap kinerja karyawan dengan perceived organizational support sebagai variabel mediasi. Populasi penelitian ini adalah karyawan PT. Bank Sumut Syariah KC Kota Padangsidimpuan. Adapun jumlah sampelnya 30 orang yang diambil berdasarkan non probability sampling. Angket merupakan alat pengumpul data yang digunakan pada penelitian ini sedangkan jenisnya merupakan penelitian kuantitatif. Teknik analisa data menggunakan analisis jalur dengan program SPSS Versi 22. Temuan penelitian ini adalah 1) self esteem berpengaruh positif dan signifikan terhadap perceived organizational support. 2) adaptabilitas karir berpengaruh positif dan signifikan terhadap perceived organizational support. 3) self esteem berpengaruh positif terhadap dan signifikan terhadap kinerja. 4) adaptabilitas karir berpengaruh positif dan signifikan terhadap kinerja. 5) perceived organizational support berpengaruh positif dan signifikan terhadap kinerja 6) self esteem tidak berpengaruh positif dan signifikan terhadap kinerja karyawan malalui perceived organizational support. 7) self esteem tidak berpengaruh positif dan signifikan terhadap kinerja melalui perceived organizational support pada PT. Bank Sumut Syariah KC Kota Padangsidimpuan. Kata kunci : Self esteem, adaptabilitas karir, perceived organizational support, kinerja, Bank Sumut Syariah. PENDAHULUAN Sumber daya manusia (SDM) merupakan kemampuan setiap manusia yang ditentukan oleh daya pikir dan kekuatan fisiknya (Wibowo, 2020). satu-satunya sumber daya yang memiliki akal, perasaan, keinginan, keterampilan, pengetahuan, dorongan, kekuasaan, dan pekerjaan. Hal ini mendukung tujuan perusahaan yang ingin dicapai. Di era modern ini, persaingan antar perusahaan semakin ketat untuk merebut pangsa pasar. Potensi dari sumber daya manusia yang ada dalam sebuah perusahaan haruslah dapat dikelola dengan baik, sehingga memberikan hasil yang maksimal sesuai dengan tujuan yang diinginkan perusahaan. Apabila sumber daya manusia yang dimiliki sesuai dengan ekspektasi, tentu saja perusahaan semakin dekat dengan tujuan mereka. Oleh karena itu, sangat perlu dilakukan evaluasi karyawan yang baik dan membentuk hubungan kerjasama yang baikantara karyawan dengan atasan. Kinerja menurut Kamus Besar Bahasa Indonesia (KBBI) adalah sesuatu yang dicapai, prestasi yang diperlihatkan, kemampuan kerja. Kinerja begitu penting untuk dikembangkan karena kinerja dapat dijadikan sebagai tolak ukur penilaian terhadap prestasi individual sesuai dengan moral maupun etika (Nitisemito A. S., 2019). Kinerja individual semakin tinggi atau rendah dapat disebabkan oleh beberapa faktor pendukung seperti rendah tingginya self-esteem, adaptabilitas karir terhadap kinerjanya, serta dukungan dari organisasi (perceived organizationalsupport). Mc.Clelland yang mengelompokkan kebutuhan manusia yang dapat memotivasi ia dalam bekerja adalah kebutuhan akan prestasi, kebutuhan afiliasi, dan kebutuhan akan kekuatan. Sementara itu Claude membagi kebutuhan menjadi kebutuhan akan upah yang layak, kesempatan untuk maju, pengakuan sebagai individu, keamanan kerja, tempat kerja yang baik, penerimaan oleh kelompok, perlakuan yang wajar, dan pengakuan atas prestasi. Dalam wawancara dan oberservasi yang penulis lakukan terhadap karyawan Bank Sumut, masih terdapat beberapa karyawan yang masih ragu akan kemampuan diri sendiri untuk menggambarkan keyakinan atas dirinya untuk pekerjaan yang dihadapi dan untuk bersaing menjadi yang terbaik, secara tidak langsung karyawan masih tidak puas terhadap kinerja kinerja yang dihasilkan saat ini (Soraya,2022). Dapat disimpulkan bahwa kebutuhan akan penghargaan (esteem) atau pengakuan sebagai individu merupakan salah satu kebutuhan yang sangat penting dalam memotivasi untuk meningkatkan kinerja, karena semua orang memerlukan pengakuan akan penghargaan (esteem) terhadap dirinya. Self-esteem juga memiliki peranan penting dalam kehidupan individu. Seseorang yang punya self-esteem yang tinggi akan menjadi produktif serta berhasil dengan baik terhadap pekerjaan yang dilakukan. Mereka tidak akan berpura-pura menjadi lebih unggul dari orang lain, tidak berusaha untukmenaungi perasaan negatif mereka karena dia merasa produktif. Mengetahui dirinya jika ia mampu, disayangi dan peduli dengan dirinya maupun terhadap orang lain yang dapat membuatnya merasa nyaman serta terlihat baik dalam menjalani rutinitasnya yang akan mempengaruhi kinerjanya. Karyawan yang memiliki self-esteem yang rendah akan menahan diri untuk berinteraksi dengan orang lain karena kurang percaya diri terhadap perilaku sosial yang mereka miliki. Dan pastinya akan membuat kinerja karyawan tidak memiliki perubahan yang signifikan dan terkesan mampet tanpa adanya kemajuan. Diharapkan pihak Bank Sumut Kantor Cabang Padang sidimpuan dapat lebih memperhatikan self-esteem para karyawannya agar visi dan misi serta tujuan perusahaan sesuai yang ditargerkan. Dalam suatu organisasi, instansi ataupun perusahaan terdapat karyawan yang bervariasi, baik dari segi usia, jenis kelamin (gender), tingkat pendidikan dan status keluarga. Kemampuan berpengalaman atau menyesuaikan diri dengan lingkungan kerja suatukeharusan yang harus dimiliki oleh individu. Dalam perusahaan, adaptabiltas karir tentulah bukan pekerjaan yang sederhana, apalagi jika perusahaan tersebut memiliki banyak karyawan dengan jumlah besar dengan berbagai latar belakang budaya, usia, dan pendidikan yang berbeda (Rakhmawati, 2017). Pada PT. Bank Sumut Syariah KC Kota Padangsidempuan terdapat beragam perbedaan antara karyawan baik dari segi usia, pendidikan, maupun dari segi pangkat dan jabatan. Karyawan merupakan salah satu asset dari setiap perusahaan, dimana ketika kinerja karyawan meningkat, maka akan meningkatkan produktivitas terhadap perusahaan dan begitu pula sebaliknya, ketika kinerja karyawan menurun, maka aka menurunkan produktivitas perusahaan tersebut. Setiap karyawan pasti menginginkan peningkatan kedudukan pangkat dan jabatan (jenjang karir) didalam suatu perusahaan, ketika mendapatkan promosi untuk kenaikan jabatan tentunya merupakan penghargaan terhadap kinerja yang telah individu lakukan. Dalam memasuki perkembangan karir dibutuhkan suatu proses adaptabilitas karir yang dipergunakan untung menunjang suatu kinerja. Penting disini ialah kesiapan seseorang untuk mengatasi tugas tugas yang ada dan suatu peran untuk berpartisipasi dalam lingkup kerja, penyesuaian terhadap perubahan yang akan terjadi pada lingkungan pekerjaan. Seseorang yang sukses dalam mengatasi transisi tersebut maka akan dapat mengembangkankinerja nyajuga,kinerjamerupakanhal yangberkaitandenganadaptabilitas karir. Kinerja adalah hasil kerja secara kualitas dan kuantitas yang dicapai oleh seorang karyawan dalam melaksanakan tugasnya sesuai tanggung jawab yang diberikan kepadanya. Karyawan mengharapkan adanya lingkungan kerja yang nyaman, yang bisa memanjakan karyawan dalam bekerja. Kemudian jika lingkungan tidak sehat dan nyaman akan menurunkan tingkat produktivitas maupun moral karyawan sehingga mempengaruhi tujuan perusahaan. Kinerja pegawai yang tinggi sangatlah diharapkan oleh perusahaan, semakin banyak karyawan yang memiliki kinerja tinggi, maka produktivitas perusahaan secara menyeluruh akan dapat bertahan dalam persaingan global. Setiap karyawan dituntut untuk mampu menyelesaikan tugas dan tanggung jawabnya secara efektif dan efisien. Menurut Eisenberger et al dalam (Febrianti, 2019) Perceived Organizational Support (POS) akan dipengaruhi oleh berbagai aspek cara perlakuan organisasi untuk karyawannya yang akan mempengaruhi interprestasi karyawan akan motif organisasi yang akan mendasari perlakuan tersebut, menandakan bahwa karyawan berharap untuk mendapat dukungan organisasi dalam berbagai macam situasi. Menurut Ketua Pembina Yayasan Lembaga Konsumen Indonesia (YLKI), Zumrotin K. Soesilo, menilai tingkat stres karyawan jasa keuangan perbankan cukup tinggi. (Adiwijaya, 2014) Hal ini berkaitan ketika karyawan mendapat tuntutan untuk terus meningkatkan kinerja mereka pada bidang pekerjaan mereka untuk mencapai tujuan dari perusahaan. Adaptasi karir berhubungan langsung dengan fleksibilitas, daya saing dan pengembangan perusahaan atau organisasi. Begitu juga dengan self-esteem dimana mengacu pada tinggi rendahnya kemampuan pada diri seorang individu. METODEPENELITIAN Metode penelitian merupakan serangkaian kegiatan dalam mencari kebenaran suatu studi penelitian, yangdiawali dengan suatu pemikiran yangmembentuk rumusan masalah sehingga menimbulkan hipotesis awal, dengan dibantu dan persepsi penelitian terdahulu (Sahir, 2021). Penelitian ini menggunakan jenis penelitian kausalitas yang ingin menganalisis pengaruh variabel self-esteem dan adaptabilitas karir terhadap variabel terikat kinerja karyawan melalui variabel mediasi yaitu perceived organizational support dengan menggunakan pendekatan kuantitatif, dimana jenis pendekatan ini adalah penelitian yang berfokus terhadap bagian pengukuran dengan objektif pada peristiwa sosialnya. Dalam melaksanakan pengukuran tersebut, masing-masing peristiwa atau kejadian dijabarkan dalam berbagai bagian permasalahan, variabel serta indikator. (Rahmani,2016). HASIL DAN PEMBAHASAN Uji Validitas Hasil Uji Validitas Self-esteem (X1) Pernyataan rhitung rtabel 5% Keterangan X1.1 0,541 0,3494 Valid X1.2 0,519 0,3494 Valid X1.3 0,530 0,3494 Valid X1.4 0,785 0,3494 Valid Sumber : Hasil data kuesioner yang diolah dengan SPSS versi 22 Berdasarkan tabel tersbut hasil uji validitas harapan Self-esteem diatas, menunjukkan bahwa setiap item pernyataan memiliki nilai rhitung yang lebih besar dari nilai rtabel. Maka dinyatakan setiap item pernyataan dari variabel self esteem adalah valid dan layak digunakan sebagai alat untuk mengukur objek yang diteliti. Hasil Uji Validitas Adaptabilitas Karir (X2) Pernyataan rhitung rtabel 5% Keterangan X1.1 0,775 0,3494 Valid X2.2 0,824 0,3494 Valid X3.3 0,704 0,3494 Valid X4.4 0,755 0,3494 Valid Sumber : Hasil data kuesioner yang diolah dengan SPSS versi 22 Berdasarkan tabel tersebut hasil uji validitas Adaptabilitas Karir diatas, menunjukkan bahwa setiap item pernyataan memiliki nilai rhitung yang lebih besar dari nilai rtabel. Maka dinyatakan setiap item pernyataan dari variabel adaptabilitas karir adalah valid dan layak digunakan sebagai alat untuk mengukur objek yang diteliti. Hasil Uji Validitas Kinerja (Y) Pernyataan rhitung rtabel 5% Keterangan Y1 0,483 0,3494 Valid Y2 0,518 0,3494 Valid Y3 0,742 0,3494 Valid Y4 0,436 0,3494 Valid Sumber : Hasil data kuesioner yang diolah dengan SPSS versi 22 Berdasarkan tabel tersebut hasil uji validitas Kinerja diatas, menunjukkan bahwa setiap item pernyataan memiliki nilai rhitung yang lebih besar dari nilai rtabel. Maka dinyatakan setiap item pernyataan dari variabel Kinerja adalah valid dan layak digunakan sebagai alat untuk mengukur objek yang diteliti. Hasil Uji Validitas Perceived Organizational Support (Z) Pernyataan rhitung rtabel 5% Keterangan Z1 0,644 0,3494 Valid Z2 0,648 0,3494 Valid Z3 0,744 0,3494 Valid Z4 0,533 0,3494 Valid Sumber : Hasil data kuisioner yang diolah dengan SPSS versi 22 Berdasarkan tabel tersebut hasil uji validitas Perceived Organizational Supportdiatas, menunjukkan bahwa setiap item pernyataan memiliki nilai rhitung yang lebih besar dari nilai rtabel. Maka dinyatakan setiap item pernyataan dari variabel Perceived Organizational Support adalah valid dan layak digunakan sebagai alat untuk mengukur objek yang diteliti. Uji Realibilitas. Hasil Uji Reliabilitas Variabel Cronbach’s Alpha Koefisien Alpha Keterangan Self esteem 0,708 0,60 Reliabel Adaptabilitas Karir 0,745 0,60 Reliabel Kinerja 0,682 0,60 Reliabel Perceived Organizational Support 0,734 0,60 Reliabel Sumber : Hasil data kuesioner yang diolah dengan SPSS versi 22 Berdasarkan tabel tersebut hasil uji reabilitas diatas menunjukkan bahwa semua data reliabel. Uji Asumsi Klasik Uji Normalitas Hasil pengujian normalitas data dapat dilihat dalam tabel berikut : Hasil Uji Normalitas Persamaan Substruktur Pertama One-Sample Kolmogorov-Smirnov Test Unstandardized Residual N 30 Normal Parametersa,b Mean .0000000 Std. Deviation 1.68623897 Most Extreme Differences Absolute .093 Positive .072 Negative -.093 Test Statistic .093 Asymp. Sig. (2-tailed) .200c,d a. Test distribution is Normal. b. Calculated from data. c. Lilliefors Significance Correction. d. This is a lower bound of the true significance. Hasil data kuesioner yang diolah dengan SPSS versi 22 Berdasarkan tabel tersebut hasil uji normalitas diatas dapat dilihat bahwa antara variabel independen dan variabel dependen dalam penelitian ini dinyatakan memiliki distribusi normal. Hasil Uji Normalitas Persamaan Substruktur Pertama Hasil data kuesioner yang diolah dengan SPSS versi 22 Pada gambar tersebut diatas merupakan hasil uji normalitas dengan metode probability plot. Dari gambar hasil uji normalitas diatas dapat dilihat bahwa titik menyebar di sekitar garis diagonal dan mengikuti arah garis diagonal. Dari ciri-ciri tersebut maka dapat dinyatakan bahwa model regresi tersebut berdistribusi normal. Hasil Uji Normalitas Persamaan Substruktur Kedua One-Sample Kolmogorov-Smirnov Test Unstandardized Residual N 30 Normal Parametersa,b Mean .0000000 Std. Deviation 1.73531352 Most Extreme Differences Absolute .121 Positive .121 Negative -.094 Test Statistic .121 Asymp. Sig. (2-tailed) .200c,d a. Test distribution is Normal. b. Calculated from data. c. Lilliefors Significance Correction. d. This is a lower bound of the true significance. Hasil data kuesioner yang diolah dengan SPSS versi 22 Berdasarkan tabel tersebut hasil uji normalitas diatas dapat dilihat bahwa antara variabel independen dan variabel dependen dalam penelitian ini dinyatakan memiliki distribusi normal. Hasil Uji Normalitas Persamaan Substruktur Kedua Hasil data kuesioner yang diolah dengan SPSS versi 22 Pada gambar tersebut diatas merupakan hasil uji normalitas dengan metode probability plot. Dari gambar hasil uji normalitas diatas dapat dilihat bahwa titik menyebar di sekitar garis diagonal dan mengikuti arah garis diagonal. Dari ciri-ciri tersebut maka dapat dinyatakan bahwa model regresi tersebut berdistribusi normal. Uji Multikolinieritas Hasil Uji Multikolinieritas Persamaan Substruktur Pertama Coefficientsa Model Collinearity Statistics Tolerance VIF 1 (Constant) Self esteem .881 1.135 Adaptabilitas Karir .881 1.135 a. Dependent Variable: Perceived Organizational Support Hasil data kuesioner yang diolah dengan SPSS versi 22 Hasil uji multikolinieritas untuk persamaan substruktur pertama mempunyai nilai VIF sebesar 1,135 < 10 dan nilai tolerance 0,881 > 0,10. Sehingga dapat disimpulkan bahwa persamaan pertama ini tidak terjadi gejala multikolinieritas. Uji multikilieritas untuk substruktur kedua bisa dilihat pada tabel berikut : Hasil Uji Multikolinieritas Persamaan Substruktur Kedua Coefficientsa Model Collinearity Statistics Tolerance VIF 1 (Constant) Self esteem .866 1.154 Adaptabilitas Karir .789 1.267 Perceived Organizational Support .843 1.187 a. Dependent Variable: Kinerja Hasil data kuesioner yang diolah dengan SPSS versi 22 Hasil uji multikolinieritas untuk substruktur kedua mempunyai nilai VIF untuk self esteem sebesar 1,154 < 10 dan nilai tolerance 0,866 > 0,10, untuk adaptabilitas karir nilai VIF 1,267 < 10 dan nilai tolerance 0,789 > 0,10, untuk perceived organizational support nilai VIF 1,187 < 10 dan nilai tolerance 0,843 > 10, sehingga dapat disimpulkan bahwa persamaan kedua ini terbebas gejala multikolieritas. Uji Heterokedastisitas Uji heterokedasititas bertujuan untuk menguji apakah dalam model regresi terjadi ketidaksamaan variance dari residual suatu pengamatan ke pengamatan yang lain. Uji Heterokedastisitas Persamaan Substruktur Pertama Penelitian ini menggunakan uji heterokedastisitas dengan diagram pancar (scatter plot) dengan menggunakan alat bantu SPSS. Uji diagram pancar menghasilkan gambar berikut : Hasil Uji Heterokedastisitas Substruktur Pertama Hasil data kuesioner yang diolah dengan SPSS versi 22 Gambar diatas merupakan hasil uji heterokedasitas dengan metode Scatterplot. Dari gambar hasil uji heterokedasitas diatas dapat dilihat bahwa titik – titik menyebar diatas dan dibawah, titik – titik juga tidak mengumpul saja dan penyebaran titik – titik data terlihat tidak membentuk pola. Dari ciri – ciri itu maka dapat disimpulkan bahwa tidak terjadi heteroskedastisitas. Hasil Uji Heterokedastisitas Substruktur Pertama Coefficientsa Model Unstandardized Coefficients Standardized Coefficients T Sig. B Std. Error Beta 1 (Constant) -1.001 1.125 -.890 .381 Self esteem .137 .077 .337 1.777 .087 Adaptabilitas Karir .028 .058 .093 .491 .627 a. Dependent Variable: Abs_res1 Sumber : Hasil data kuesioner yang diolah dengan SPSS versi 22 Berdasarkan tabel hasil uji heterokedasitas diatas dapat dilihat bahwa semua variabel tidak terjadi heteroskedastisitas karena setiap variabel memiliki nilai signifikan lebih dari 0,05 sebagai berikut : Variabel Self esteem memiliki nilai signifikan 0,087 > 0,05. Variabel adaptabilitas karir memiliki nilai signifikan 0,627 > 0,05 Uji Heterokedastisitas Persamaan Substruktur Kedua Penelitian ini menggunakan uji heterokedastisitas dengan diagram pancar (scatter plot) dengan menggunakan alat bantu SPSS. Uji diagram pancar menghasilkan gambar berikut : Hasil Uji Heterokedastisitas Substruktur Kedua Sumber : Hasil data kuesioner yang diolah dengan SPSS versi 22 Gambar diatas merupakan hasil uji heterokedasitas dengan metode Scatterplot. Dari gambar hasil uji heterokedasitas diatas dapat dilihat bahwa titik – titik menyebar diatas dan dibawah, titik – titik juga tidak mengumpul saja dan penyebaran titik – titik data terlihat tidak membentuk pola. Dari ciri – ciri itu maka dapat disimpulkan bahwa tidak terjadi heteroskedastisitas. Hasil Uji Heterokedastisitas Substruktur Kedua Coefficientsa Model Unstandardized Coefficients Standardized Coefficients t Sig. B Std. Error Beta 1 (Constant) 2.125 1.659 1.281 .211 Self esteem .141 .084 .301 1.686 .104 Adaptabilitas Karir -.192 .066 -.549 -2.931 .107 Perceived Organizational Support -.004 .116 -.007 -.037 .971 a. Dependent Variable: Abs_res2 Sumber : Hasil data kuesioner yang diolah dengan SPSS versi 22 Berdasarkan tabel hasil uji heterokedasitas diatas dapat dilihat bahwa semua variabel tidak terjadi heteroskedastisitas karena setiap variabel memiliki nilai signifikan lebih dari 0,05 sebagai berikut : Variabel Self esteem memiliki nilai signifikan 0,104> 0,05. Variabel adaptabilitas karir memiliki nilai signifikan 0,107> 0,05 Variabel Perceived Organizational Support memiliki nilai signifikan 0,971 > 0,05 Uji Hipotesis Analisis jalur merupakan perluasan dari analisis regresi berganda, atau dengan kata lain analisis jalur adalah penggunaan analisis regresi untuk menaksir hubungan kausalitas antar variabel yang telah ditetapkan sebelumnya berdsarkan teori. Analisis Jalur Persamaan Substuktur Pertama Persamaan Substuktur Pertama dalam model penelitian ini adalah untuk mengetahui dan menganalisis pengaruh secara positif dan signifikan Self esteem Uji F (Uji Serempak) Hasil Uji F (Serempak ANOVAa Model Sum of Squares df Mean Square F Sig. 1 Regression 17.872 3 5.957 335.828 .000b Residual 87.328 26 3.359 Total 105.200 29 a. Dependent Variable: Perceived Organizational Support b. Predictors: (Constant), ,Adaptabilitas Karir, Self esteem Sumber : Hasil data kuesioner yang diolah dengan SPSS versi 22 Hasil uji F pada tabel tersebut menunjukkan bahwa nilai F hitung substruktur pertama ialah sebesar 335,828 dengan nilai signifikan yaitu 0,000. Kemudian diperoleh Ftabel = 3,340. Nilai probabilitas 0,000 lebih kecil dari 0,05 sehingga hipotesis diterima. Dilihat dari nilai Fhitung (335,828) > Ftabel 3,340. Berarti self esteem (X1) dan Adaptabilitas Karir (X2) berpengaruh secara serempak terhadap Perceived Organizational Support (Z). Uji t (Uji Parsial Uji t substruktur pertama pada tabel berikut Hasil Uji t (Uji Parsial) Coefficientsa Model Unstandardized Coefficients Standardized Coefficients T Sig. B Std. Error Beta 1 (Constant) 9.780 2.011 4.863 .000 Self esteem .094 .138 .128 2.681 .001 Adaptabilitas Karir .183 .103 .334 1.774 .000 a. Dependent Variable: Perceived Organizational Support Sumber : Hasil data kuesioner yang diolah dengan SPSS versi 22 Hasil uji t pada tabel tersebut untuk substruktur pertama Self Esteem Hipotesis yang akan diuji adalah hipotesis pertama yang menyatakan self esteem berpengaruh positif dan signifikan terhadap perceived organizational support pada PT. Bank Sumut Syariah KC Kota Padangsidempuan. Hasil uji t menunjukkan nilai sig sebesar 0,001 lebih kecil dari 0,05. Jika dilihat dari nilai thitung sebesar 2,681 sedangkan nilai ttabel sebesar 1.701. nilai thitung> ttabel . sehingga berdasarkan nilai signifikan dan nilai t hitung hipotesis self esteem berpengaruh terhadap signifikan terhadap perceived organizational support diterima. Besarnya pengaruh self esteem (X1) terhadap perceived organizational support (Z) dapat diketahui dengan besar koefisien 0,128. Hasil ini menunjukkan bahwa jika semakin baik self esteem yang dimiliki karyawan maka hubungan dengan PT. Bank Sumut Syariah KC Kota Padangsidempuan berjalan lancar. Adaptabilitas karir Hipotesis yang akan diuji adalah hipotesis kedua yang menyatakan adaptabilitas karir berpengaruh positif dan signifikan terhadap perceived organizational support pada PT. Bank Sumut Syariah KC Kota Padangsidempuan. Hasil uji t menunjukkan nilai sig sebesar 0,000 lebih kecil dari 0,05. Jika dilihat dari nilai t diperoleh nilai t hitung sebesar 1,774 sedangkan nilai tabel sebesar 1.701. nilai thitung> ttabel sehingga berdasarkan nilai signifikan dan nilai t hitung hipotesis adaptabilitas karir berpengaruh terhadap signifikan perceived organizational support diterima. Besarnya adaptabilitas karir (X2) terhadap perceived organizational support (Z) dapat diketahui dengan besar koefisien 0,103. Nilai ini menunjukkan setiap kenaikan adaptabilitas karir akan menyebabkan kenaikan perceived organizational support sebesar 0,103 satuan. Hasil ini menunjukkan bahwa karyawan mampu memikirkan karir nya secara matang sebab bekerja di PT. Bank Sumut Syariah memberikan berupa reward kepada karyawan nya sehingga hasilnya signifikan. Koefisien determinasi (R Square) Nilai koefisien determinasi pada substruktur pertama dapat dilihat pada tabel berikut Nilai koefisien Determinasi (R2) Model Summary Model R R Square Adjusted R Square Std. Error of the Estimate 1 .924a .854 .851 3,388 a. Predictors: (Constant), Adaptabilitas Karir, Self esteem Nilai koefisien determinasi yang sudah disesuaikan adalah nilai adjusted R Square sebesar 0,854 pada substruktur pertama yang berarti bahwa 84,4% variabel perceived organizational support (Z) dapat dijelaskan oleh variabel Self esteem (X1) dan Adaptabilitas karir (X2). Sedangkan sisanya sebesar 14,6% dipengaruhi oleh faktor lain yang tidak diteliti dalam penelitian ini. Analisis jalur persamaan substuktur kedua Hasil Uji F (Serempak) Persamaan Substruktur Kedua ANOVAa Model Sum of Squares df Mean Square F Sig. 1 Regression 17.872 3 11.957 4.774 .003b Residual 87.328 26 3.359 Total 105.200 29 a. Dependent Variable: Kinerja b. Predictors: (Constant), Perceived Organizational Support, Self esteem, Adaptabilitas Karir Hasil uji F pada tabel tersebut menunjukkan bahwa nilai F hitung substruktur pertama ialah sebesar 335,828 dengan nilai signifikan yaitu 0,000. Kemudian diperoleh Ftabel = 2,975. Nilai probabilitas 0,003 lebih kecil dari 0,05 sehingga hipotesis diterima. Dilihat dari nilai Fhitung (4.774) > Ftabel 2,975. Hipotesis self esteem, adaptabilitas karir dan perceived organizational support berpengaruh secara serempak terhadap Kinerja karyawan. 2) Uji t (Uji Parsial) Uji t (Uji Parsial) substruktur kedua pada tabel berikut : Hasil uji T (Uji Parsial) Substruktur Kedua Coefficientsa Model Unstandardized Coefficients Standardized Coefficients T Sig. B Std. Error Beta 1 (Constant) 8.624 2.889 .986 .006 Self esteem .079 .146 .103 5.938 .003 Adaptabilitas Karir .128 .114 .226 3.121 .038 Perceived Organizational Support .221 .202 .213 6.094 .000 a. Dependent Variable: Kinerja Self esteem Uji t untuk melihat pengaruh variabel independen terhadap dependen secara parsial. Hipotesis yang akan diuji adalah hipotesis ketiga yang menyatakan self esteem berpengaruh positif dan signifikan terhadap kinerja karyawan PT. Bank Sumut Syariah KC Kota Padangsidempuan. Hasil uji t menuhnjukkan nilai sig sebesar 0,003 < 0,05. Jika dilihat dari nilai t diperoleh nilai t hitung sebesar 5,938 sedangkan nilai t tabel sebesar 1,706. thitung> ttabel sehingga berdasarkan nilai signifikan dan nilai t hitung hipotesis yang menyatakan self esteem berpengaruh terhadap signifikan perceived organizational support diterima. Besarnya pengaruh self esteem terhadap Kinerja (Y) dapat diketahui dengan besar koefisien 0,103. Nilai ini menunjukkan setiap tingginya self esteem seseorang maka akan meningkat nya kinerja sebesar 0,103 satuan. Hasil ini menunjukkan bahwa semakin tinggi self esteem karyawan maka akan meningkatkan kinerja nya terhadap perusahaan, yaitu PT. Bank Sumut Syariah KC Kota Padangsidempuan. Adaptabilitas karir Hipotesis yang akan diuji adalah hipotesis yang keempat menyatakan adaptabilitas karir berpengaruh positif dan signifikan terhadap kinerja karyawan pada PT. Bank Sumut Syariah KC Kota Padangsidempuan. Hasil uji t menunjukka nilai sig sebesar 0,038 lebih kecil dari 0,05. Jika dilihat dari nilai t diperoleh nilai t hitung sebesar 3,121 sedangkan nilai tabel sebesar 0,103. Nilai . thitung> ttabel sehingga berdasarkan nilai signifikan dan nilai t hitung hipotesis yang menyatakan adaptabilitas karir berpengaruh terhadap kinerja karyawan diterima. Besarnya pengaruh adaptabilitas karir (X2) terhadap kinerja (Y) dapat diketahui dengan besar koefisien 0,226. Nilai ini menunjukkan setiap kenaikan adaptabilitas karir akan menyebabkan kenaikan kinerja sebesar 0,226 satuan. Hasil ini menunjukkan bahwa jika karir masa depan yang diberikan oleh PT. Bank Sumut Syariah KC Kota Padangsidempuan meningkatkan kinerja. Perceived Organizational Support Hipotesis yang akan diuji adalah hipotesis kelima yang menyatakan perceived organizational support berpengaruh positif dan signifikan terhadap kinerja karyawan di PT. Bank SUMUT Syariah KC Kota Padangsidempuan. Hasil uji t menunjukkan nilai sig sebesar 0,000 lebih kecil dari 0,05. Jika dilihat dari nilai t yang diperoleh nilai t hitung sebesar 6,094 sedangkan nilai tabel sebesar 0,103. Nilai thitung> ttabel sehingga berdasarkan nilai signifikan dan nilai t hitung hipotesis yang menyatakan perceived organizational support berpengaruh dan signiifikan terhadap kinerja karyawan diterima. Besarnya pengaruh perceived organizational support (Z) terhadap Kinerja (Y) dapat diketahui dengan besar koefisien 0,213. Nilai ini menunjukkan setiap kenaikan perceived organizational support akan menyebabkan kenaikan pada Kinerja sebesar 0,213 satuan. Hasil ini menunjukkan bahwa jika semakin baik perceived organizational support yang diberikan oleh PT Bank Sumut Syariah KC Kota Padangsidempuan maka Kinerja karyawan akan semakin tinggi dengan signifikan. Koefisien determinasi (R Square) Hasil Uji Koefisien Determinasi (R2) Model Summary Model R R Square Adjusted R Square Std. Error of the Estimate 1 .912a .970 .974 1.832 a. Predictors: (Constant), Perceived Organizational Support, Self esteem, Adaptabilitas Karir Nilai koefisien determinasi yang suda disesuaikan (adjusted R Square) berdasarkan tabel diatas sebesar 0,912 yang berarti bahwa 91,2% variabel Kinerja (Y) dapat dijelaskan oleh variabel Self esteem (X), adaptabilitas karir (X2) dan Perceived Organizational support (Z). sedangkan sisanya 1,8% dijelaskan oleh sebab sebab lain diluar mdel atau variabel yang digunakan. Pengaruh Tidak Langsung (Indirect Effect) Pada penelitian ini terdapat pengaruh tidak langsung variabel independen terhadap dependen terdiri dari : Pengaruh self esteem terhadap kinerja karyawan melalui perceived organizational support Hipotesis yang akan diuji adalah hipotesis keenam yaitu self esteem berpengaruh positif dan signifikan terhadap kinerja karyawan melalui perceived organizational support pada PT. Bank Sumut Syariah KC Kota Padangsidempuan. Berdasarkan hasil pengujian koefisien jalur pada persamaan pertama dan kedua menunjukkan pengaruh self esteem terhadap kinerja karyawan melalui perceived organizational support, dimana pengaruh tersebut ditunjukkan hasil perkalian antara pengaruh self esteem yaitu 0,128 x 0,213 = 0,027264. Hasil ini menunjukkan bahwa pengaruh self esteem terhadap kinerja karyawan melalui perceived organizational support mempunyai pengaruh lebih kecil jika dibandingkan dengan pengaruh lansgung antara self esteem terhadap kinerja yaitu sebesar 0,103. Jika nilai sig < 0,05 maka hipotesis diterima dan jika nilai sig > 0,05 maka hipotesis ditolak. Hasil penelitian hipotesis besarnya pengaruh tidak lansgung didapat hasil perkalian koefisien (p1 x p5), dimana besarnya nilai koefisien (p1 = 0,128) dengan tingkat signifikn 0,000 < 0,005 dan besarnya nilai koefisien (p5 = 0,213) dengan tingkat signifikan 0,002 < 0,005 jadi besarnya pengaruh tidak langsung adalah 0,128 x 0,213 = 0,027264 namun koefisien pengaruh langsung self esteem terhadap kinerja lebih kecil(0,103). Kesimpulan yang diperoleh self esteem berpengaruh positif dan signifikan terhadap kinerja melalui perceived organizational support maka hipotesis ditolak. Pengaruh adaptabilitas karir terhadap kinerja melalui perceived organizational support Hipotesis yang akan diuji adalah hipotesis ketujuh yaitu adaptabilitas karir berpengaruh positif dan signifikan terhadap kinerja karyawan melalui perceived organizational support pada PT. Bank Sumut Syariah KC Kota Padangsidempuan. Berdasarkan hasil pengujian koefisien jalur pada persamaan pertama dan kedua menunjukkan pengaruh self esteem terhadap kinerja karyawan melalui perceived organizational support, dimana pengaruh tersebut ditunjukkan hasil perkalian antara pengaruh self esteem yaitu 0,334 x 0,213 = 0,071142. Hasil ini menunjukkan bahwa pengaruh adaptabilitas karir terhadap kinerja karyawan melalui perceived organizational support mempunyai pengaruh lebih kecil jika dibandingkan dengan pengaruh lansgung antara adaptabilitas karir terhadap kinerja yaitu sebesar 0,226. Pengaruh langsung dan tidak langsung variabel independen terhadap variabel dependen dapat dilihat pada gambar berikut 0,103 0,128 e1 = 0,3820 0,334 Pembahasan hasil penelitian Pengaruh Langsung (Dirrect Effect) Pengaruh Self esteem (X1)terhadap Kinerja (Y) pada karyawan Bank Sumut Syariah KC Kota Padangsidempuan Berdasarkan hasil penelitian ini, dapat diketahui bahwa self esteem berpengaruh positif dan signifikan terhadap kinerja karyawanPT. Bank Sumut Syariah KC Kota Padangsidempuan. Berdasarkan hasil path analysis Dimana self esteemmemiliki dengan tingkat signifikan 0,000< 0,05. Dengan demikian dapat diambil kesimpulan jika seseorang yang merasa dirinya begitu berharga dan berarti cenderung untuk melakukan yang terbaik dalam setiap tugas dan tanggung jawabnya baik sebagai anggota atau individual. Hasil penelitian ini sesuai dengan hasil penelitian yang dilakukan oleh (Widyasturi & Robert, 2020) menyatakan self esteem berpengaruh positif dan signifikan terhadap kinerja karyawan. Self esteem adalah penghargaan akan dirinya sendiri. Penilaian ini bisa positif maupun negative. Karyawan yang bisa menilai dirinya secara positif maka akan kepercayaan dan kemampuan dirinya meningkat, berani memutuskan sebuah perhitungan dengan cermat, dan sebaliknya jika karyawan yang memiliki self esteem rendah akan menimbulkan kecemasan dan keraguan akan dirinya yang justru menghambat atau penurunan kinerja. Dalam hal ini, karyawan yang memiliki self esteem tinggi, maka kinerja nya akan meningkat. Pengaruh Adaptabilitas Karir (X2) Terhadap Kinerja (Y) Pada PT. Bank Sumut Syariah KC Kota Padangsidempuan. Berdasarkan hasil penelitian ini, dapat diketahui bahwaadaptabilitas karir beerpengaruh positif dan signifikan terhadap kinerja karyawan PT. Bank Sumut Syariah KC Kota Padangsidempuan. Berdasarkan hasil path analysis adaptabilitas karir memiliki dengan tingkat signifikan 0,0132 < 0,05. Dengan demikian semakin tinggi adaptabilitas karir maka kinerja karyawan juga semakin meningkat. Hal ini dikarenakan tingkat pekerjaan telah memenuhi harapan setiap karyawan nya. Temuan tersebut didukung dengan hasil kuisioner yang memperlihatkan tingkat optimis karyawan untuk masa depan mereka karena beranggapan pemimpin akan melakukan peningkatan secara adil berdasarkan potensi dan kinerja karyawan tersebut, meningkatkan karir untuk menunjang masa depan sangat penting maka dari itu bimbingan serta memberikan reward dari perusahaan itu perlu. Karyawan selalu memahami dan mengenali dirinya mengenai passion yang akan menunjang karir yang telah disusun secara disiplin dan bertanggung jawab. Sehingga proses selama ini mampu memberikan hasil yang baik. Penelitian ini didukung oleh (Dewi Lestari, 2021) adaptabilitas karir memiliki efek positif dan signifikan terhadap kinerja karyawan. Pengaruh self esteem (X1) terhadap Perceived Organizational Support (Z) Berdasarkan hasil penelitian ini, dapat diketahui bahwaself esteem beerpengaruh positif dan signifikan terhadap Perceived Organizational Support . Berdasarkan hasil path analysis self esteem memiliki dengan tingkat signifikan 0,000 < 0,05. Dengan demikian karyawan yang menilai diri mereka sebagai individu yang penting dan berharga akan membuat karyawan merasa perusahaan menyatu dalam kehidupannya. Hal ini tentunya akan membuat karyawan untuk tetap tinggal bekerja dan bergabung dengan perusahaan. Dalam penelitian yang dilakukan oleh (Dwitasari et al, 2018) sebanyak 200 orang memiliki nilai yang cenderung tinggi pada aspek perceived organizational support. Nilai tersebut menunjukkan bahwa banyak subjek yang merasakan adanya dukungan dari perusahaan. Dan dari penelitian penulis adanya tunjangan yang diberikan atasan dan anggapan karyawan bahwa mereka mampu melakukan suatu pekerjaan dengan baik, membuat karyawan akan bekerja secara maksimal untuk mendapatkan hasil yang memuaskan, merasa mampu bekerja sama dengan rekan kerja dan atasan, dan berperan aktif dalam suatu pekerjaan atau tugas. Pengaruh adaptabilitas karir (X2) terhadap Perceived Organizational Support (Z) Berdasarkan hasil penelitian ini, dapat diketahui bahwaadaptabilitas karir beerpengaruh positif dan signifikan terhadap Perceived Organizational Support. Berdasarkan hasil path analysis adaptabilitas karir memiliki dengan tingkat signifikan 0,033 < 0,05. Dengan demikian bisa ditarik kesimpula

AbstractThe influence of sulfur species on the current efficiency and carbon consumption in the aluminum electrolysis was investigated. Prebaked and graphite anodes with varying levels of sulfur were used. It was found that increasing the sulfur content in the anodes decreases the current efficiency and increases the carbon consumption of both types of anodes. The current efficiency decreased by 1.3 pct and the carbon consumption rose by 6.1 pct per 1 wt pct S in the prebaked anodes. The addition of sodium sulfate to the electrolyte during electrolysis with graphite anodes led to a decrease in current efficiency from 0.9 to 1.0 pct per 1 wt pct S, and to an increase in carbon consumption from 3.1 to 7.0 pct per 1 wt pct S. Electrolyte analysis showed the presence of sulfates, sulfides and polysulfides. Some link between sulfur content in the anodes and sulfur content in the electrolyte and outgoing gases was found. A comparison of the polarized and non-polarized conditions showed that the electrolysis increases the sulfur depletion from the cell and promotes the formation of soluble sulfides. Reactions of sulfur participation in redox processes have also been proposed.

Abstract Background Takotsubo syndrome is a stress-induced disease that makes up 2–3% of acute coronary syndrome cases. However, its onset mechanism remains unclear. Although females are overwhelmingly affected, males end up having more cardiac complications. Case presentation We examined the differences in stress responses in the myocardium between sexes in patients with takotsubo syndrome. We biopsied samples from an over 70-year-old Japanese male and an over 80-year-old Japanese female. Tissues from the left ventricle apex in the acute phase and the apical ballooning-type were examined using histopathology and deoxyribonucleic acid (DNA) microarray analysis. Our data showed that left ventricular ejection fractions were 38% and 56%, and peak creatinine kinase concentrations during hospitalization were 629 U/L and 361 U/L, for the male and female patient, respectively. The pulmonary capillary wedge pressure was 26 mmHg and 11 mmHg for the male and female patient, respectively. Negative T did not return to normal in the male subject after 6 months. Histopathology results indicated that contraction band necrosis and lymphocyte infiltration were more common in the male subject. Conclusions We noticed that possible differences may exist between male and female patients using pathological examination and some DNA analyses. In particular, it may help treat acute severity in males. We will elucidate the mechanism of takotsubo syndrome development by increasing the number of samples to support the reliability of the data in the future.

AbstractElevated triglyceride glucose (TyG) index is associated with an increased risk of cardiovascular disease. The current study aimed to investigate whether the TyG index was correlated with renal function decline in patients with hypertension. Han Chinese participants with essential hypertension were included. The TyG index was calculated as ln[fasting triglycerides (mg/dL) * fasting glucose (mg/dL)/2]. Renal function decline was defined as >25% decline in estimated glomerular filtration rate (eGFR). The Cox proportional hazard regression model was used to examine the independent effect of the TyG index on renal events. In total, 548 Han Chinese hypertensive participants with a mean age of 62.1 ± 14.3 years were eligible for enrollment. During a mean follow‐up period of 4.7 ± 3.1 years, 97 patients suffered from >25% decline in eGFR. When compared to those without eGFR decline, patients with eGFR decline had higher fasting triglyceride levels (P = .056), fasting glucose levels (P = .014), and TyG indexes (P = .014). The Cox proportional hazard regression model revealed that the TyG index (hazard ratio [HR] = 1.490; 95% confidence interval [CI] = 1.016–2.185, P = .041), office systolic blood pressure (HR = 1.013; 95% CI = 1.000–1.026, P = .047), diabetes mellitus (HR = 1.797, 95% CI = 1.026–3.147, P = .040), and baseline eGFR (HR = 1.015; 95% CI = 1.002–1.028, P = .025) were associated with renal events. In conclusions, an elevated TyG index is independently associated with an increased risk of eGFR decline in hypertensive patients.

Abstract Background Perinatal events which result in compromised oxygen delivery to the fetus can lead to Birth Asphyxia (BA). While the incidence, risk factors and outcomes of BA have been characterized, less is known in low resource settings. Aim To determine the incidence of Birth Asphyxia (BA) in Nepal and to evaluate associated risk factors and outcomes of this condition. Methods A nested observational study was conducted in 12 hospitals of Nepal for a period of 14 months. Babies diagnosed as BA at ≥37 weeks of gestation were identified and demographics were reviewed. Data were analyzed using binary logistic regression followed by multiple logistic regression analysis. Results The incidence of BA in this study was 6 per 1000 term livebirths and was higher among women 35 years and above. Predictors for BA were instrumented vaginal delivery (aOR:4.4, 95% CI, 3.1–6.1), fetal distress in labour (aOR:1.9, 95% CI, 1.0–3.6), malposition (aOR:1.8, 95% CI, 1.0–3.0), birth weight less than 2500 g (aOR:2.0, 95% CI, 1.3–2.9), gestational age ≥ 42 weeks (aOR:2.0, 95% CI, 1.3–3.3) and male gender (aOR:1.6, 95% CI, 1.2–2.0). The risk of pre-discharge mortality was 43 times higher in babies with BA (aOR:42.6, 95% CI, 32.2–56.3). Conclusion The incidence of Birth asphyxia in Nepal higher than in more resourced setting. A range of obstetric and neonatal risk factors are associated with BA with an associated high risk of pre-discharge mortality. Interventions to improve management and decrease rates of BA could have marked impact on outcomes in low resource settings.

ObjectivesTo evaluate the evolution of the burden of aortic stenosis (AS) by sex in the province of Quebec from 2006–2007 to 2018–2019 and compare the percentage of mortality between people who underwent aortic valve intervention and those who did not.MethodsPersons aged ≥20 years were identified from the Quebec Integrated Chronic Disease Surveillance System using International Classification of Diseases and intervention codes in the hospital files.ResultsIn 2018, the crude prevalence and incidence of AS were 0.89% (99% CI 0.89 to 0.90) (n=59 025) and 1.39 per 1000 (1.35 to 1.43) (n=9105), respectively. Age-standardised prevalence and incidence of AS diagnosis increased between 2006 and 2018 from 0.67% (0.66 to 0.68) to 0.75% (0.74 to 0.76) and from 0.91 per 1000 (0.88 to 0.95) to 1.20 per 1000 (1.17 to 1.23), respectively. Among incident AS, the age-standardised percentage of valve interventions increased from 11.7% (10.9 to 12.6) to 14.5% (13.9 to 15.3). This increase was only observed in men. The 30-day mortality was stable among patients with incident AS treated conservatively, from 6.9% (6.5 to 7.4) to 7.3% (6.9 to 7.6), and decreased from 7.6% (6.1 to 9.3) to 3.8% (3.1 to 4.7) among operated patients with incident AS. This decrease was only observed in women. However, from 2010, the age-adjusted mortality among prevalent AS tended to be higher in women.ConclusionsIn the province of Quebec, age-standardised prevalence and incidence of AS diagnosis increased between 2006 and 2018. Among incident AS, there was an increase in valve intervention in men and a decrease in 30-day mortality in women who underwent valve intervention. Overall and age-standardised mortality remained higher in women.

Abstract Background and Aims The mortality box score (mBox) is a validated risk prediction score developed by the Paris Transplant Group (NCT03474003), aimed at predicting mortality after kidney transplantation (KT) using data available at the time of surgery. However, its applicability using data routinely collected in institutions' electronic health records (EHRs), enabling automatic computation, needs to be investigated. Method We assessed the mBox's prediction performance in two EHR-based multicenter cohorts of adult kidney transplant recipients (KTRs) transplanted between 2017 and 2021 from: 1) the Greater Paris University Hospitals (AP-HP); and 2) the University of California San Francisco's Hospitals (UCSF). These cohorts were built using solely structured data, routinely collected in the institutions' EHRs. The mBox's discriminative ability to predict death at 3 years following KT was assessed by computing the AUC. Adequation between predicted and observed risk of death was assessed with calibration. Results Out of 10 367, 191 and 5 885 623 patients, we identified 2 560 and 2 028 consecutive KTRs meeting the inclusion criteria in the AP-HP and UCSF cohorts, respectively. In the AP-HP cohort, 344 (13.4%) patients died, during a median follow-up of 3.1 years (interquartile range [IQR]: 1.8 to 4.1). In the UCSF cohort, 150 (7.4%) patients died, during a median follow-up of 2.7 years (IQR: 1.2 to 4.1). The mBox's AUC to predict death within 3 years following KT was 0.780 (95% confidence interval [CI]: 0.752 to 0.801) in the AP-HP cohort and 0.720 (95% CI: 0.672 to 0.768) in the UCSF cohort. Visual examination of the calibration curves showed that the mBox accurately estimated the actual risk of death in the UCSF cohort, and tended to underestimate the actual risk of death in the AP-HP cohort. Conclusion In this real-world international study, performed on 4 588 kidney transplant recipients, relying solely on data routinely collected in institutions' electronic health records, we demonstrate a fair accuracy of the mBox risk prediction score in predicting patient death following transplantation.

Antirrhinum majus L. is a medicinal and ornamental herb commonly grown in China. In October 2022, A. majus plants were observed stunted in growth with yellowish leaves and containing a large number of galls on roots in a field in Nanning, Guangxi, China (N22°47′23.35″, E108°23′4.26). Ten samples were collected randomly from rhizosphere soil and roots of A. majus. Second-stage juveniles (J2) were isolated from fresh soil with a Baermann funnel, and a mean of 36 ± 2.9 per 500 cm3 of soil was recorded. Gall roots were dissected using a microscope, where 2+ 0.42 males per sample were recovered. The species was determined to be Meloidogyne enterolobii based on morphological characteristics, including the female perineal pattern, and DNA studies. Female perineal patterns and morphometric data were similar to the original description of M. enterolobii Yang and Eisenback 1983 from Enterolobium contortisilquum (Vell.) Morong in China (Yang and Eisenback 1983). The measurements of males (n = 10) included body length, 1600.7 ± 55.32 (1421.3 to 1924.3) µm; body diameter = 41.3 ± 0.80 (37.8 to 45.4) µm, stylt length = 20.5 ± 0.40 (19.1 to 22.2) µm, spicules length = 30.0 ± 0.47 (28.2 to 32.0) µm and DGO = 4.5 ± 0.3 (3.8 to 5.2) µm. Measurements of J2 (n = 20) included body length, 441.9 ± 5.42 (403.2 to 493.3) µm; body diameter = 16.6 ± 0.30 (14.4 to 8.7) µm, a = 26.8 ± 0.54 (21.9 to 31.2), c = 8.7 ± 0.27 (6.4 to 10.8), stylet length = 12.6 ± 0.17 (11.2 to 14.3) µm, DGO = 3.8 ± 0.10 (2.9 to 4.8) µm, tail length = 51.6 ± 1.27 (42.3 to 63.1) µm and hyaline tail terminus length = 11.7 ± 0.15 (10.2 to 13.1) µm. These morphological characteristics are similar to the original description of M. enterolobii (Yang and Eisenback 1983). Pathogenicity tests were conducted on A. majus ‘Taxiti’ plants directly germinated from seeds in a 10.5-cm-diameter pot filled with 600 ml of sterilized peat moss/sand (1:1, v/v) soil in the glasshouse. After 1 week, fifteen plants were inoculated with 500 J2/pot (nematode culture collected from the original field) and five uninoculated plants served as a control. After 45 days, aboveground parts of all inoculated plants showed symptoms similar to those observed in the field. No symptoms were observed on control plants. The RF value of the inoculated plants was determined by the method of Belair and Benoit (1996) 60 days after inoculation, and the average was 14.65. J2 were used in this test and sequenced on 28S rRNA-D2/D3, ITS, COII -16SrRNA 3 region and confirmed to be M. enterolobii. Species identification was confirmed by using polymerase chain reaction primers D2A/D3B (De Ley et al. 1999), F194/5368r (Ferris et al. 1993), C2F3/1108 (Powers and Harris, 1993). The sequences obtained GenBank accession numbers OP897743 (COII), OP876758 (rRNA) and OP876759 (ITS) were 100% similar to other M. enterolobii populations from China (MN269947), (MN648519) and (MT406251). M. enterolobii is a highly pathogenic species and has been reported in vegetables, ornamental plants, guava (Psidium guajava L.), and weeds in China, Africa and America (Brito et al. 2004; Xu et al. 2004; Yang and Eisenback 1983). The medicinal plant Gardenia jasminoides J. Ellis was also infected by M. enterolobii in China (Lu et al. 2019). Of concern is its ability to develop on crop genotypes carrying RKN resistance genes in tobacco (Nicotiana tabacum L.), tomato (Solanum lycopersicum L.), soybean (Glycine max (L.) Merr.), potato (Solanum tuberosum L.), cowpea (Vigna unguiculata (L.) Walp.), sweetpotato (Ipomoea batatas (L.) Lam.), and cotton (Gossypium hirsutum L.). Consequently, this species was added to the European and Mediterranean Plant Protection Organization A2 Alert List in 2010. This is the first natural infection report of M. enterolobii in Guangxi, China on the medicinal and ornamental herb A. majus. Acknowledgments This research was funded by the National Natural Science Foundation of China (31860492), Natural Science Foundation of Guangxi (2020GXNSFAA297076), and Guangxi Academy of Agricultural Sciences Fund, China (2021YT062, 2021JM14, 2021ZX24). References: Azevedo de Oliveira, S., et al. 2018. PLoS One 13:e0192397. Belair, G., and Benoit, D. L. 1996. J. Nematol. 28:643. Brito, J. A., et al. 2004. J. Nematol. 36:324. De Ley, P., et al. 1999. Nematol. 1:591-612. Ferris, V. R., et al. 1993. Fundam. Appl. Nematol. 16:177-184. Lu, X. H., et al. 2019. Plant Dis. 103:1434. Powers, T. O. and Harris, T. S. 1993. J. Nematol. 25:1-6 Vrain, T. C., et al. 1992. Fundam. Appl. Nematol. 15:563. Yang, B. and Eisenback, J. D. 1983. J. Nematol. 15:381.

This study identifies A10398G alteration of mitochondrial ND3 gene in plasma exosome of 29 non-small cell lung cancer (NSCLC) patients, 31 controls and 13 pairs of tumor tissue and adjacent tissue of NSCLC patients, thereby assessing the relationship between this alteration in plasma exosome and tissue as well as the pathological characteristics of NSCLC patients. Using the PCR-RFLP method, the homoplasmy and heteroplasmy of A10398G were initially identified in mitochondrial DNA from both exosomes and lung tissues. The rate of variant 10398G in plasma exosome was 62.1% in the NSCLC group and 61.3% in the control group. However, there was no statistically significant difference in A10398G between the patient and control groups. The alteration of A10398G in plasma exosome and in tissue correlated with each other (correlation coefficient 0.69; p = 0.009). However, this alteration was not related to age, gender, smoking, alcohol drinks status, tumor size, histological stage and TNM stage. 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