SWIPE: a bolometric polarimeter for the Large-Scale Polarization Explorer

The balloon-borne LSPE mission is optimized to measure the linear polarization of the Cosmic Microwave Background at large angular scales. The Short Wavelength Instrument for the Polarization Explorer (SWIPE) is composed of 3 arrays of multi-mode bolometers cooled at 0.3K, with optical components and filters cryogenically cooled below 4K to reduce the background on the detectors. Polarimetry is achieved by means of large rotating half-wave plates and wire-grid polarizers in front of the arrays. The polarization modulator is the first component of the optical chain, reducing significantly the effect of instrumental polarization. In SWIPE we trade angular resolution for sensitivity. The diameter of the entrance pupil of the refractive telescope is 45 cm, while the field optics is optimized to collect tens of modes for each detector, thus boosting the absorbed power. This approach results in a FWHM resolution of 1.8, 1.5, 1.2 degrees at 95, 145, 245 GHz respectively. The expected performance of the three channels is limited by photon noise, resulting in a final sensitivity around 0.1-0.2 uK per beam, for a 13 days survey covering 25% of the sky.Comment: In press. Copyright 2012 Society of Photo-Optical Instrumentation Engineers. One print or electronic copy may be made for personal use only. Systematic reproduction and distribution, duplication of any material in this paper for a fee or for commercial purposes, or modification of the content of the paper are prohibite

Coherent correlation imaging for resolving fluctuating states of matter

Fluctuations and stochastic transitions are ubiquitous in nanometre-scale systems, especially in the presence of disorder. However, their direct observation has so far been impeded by a seemingly fundamental, signal-limited compromise between spatial and temporal resolution. Here we develop coherent correlation imaging (CCI) to overcome this dilemma. Our method begins by classifying recorded camera frames in Fourier space. Contrast and spatial resolution emerge by averaging selectively over same-state frames. Temporal resolution down to the acquisition time of a single frame arises independently from an exceptionally low misclassification rate, which we achieve by combining a correlation-based similarity metric1,2 with a modified, iterative hierarchical clustering algorithm3,4. We apply CCI to study previously inaccessible magnetic fluctuations in a highly degenerate magnetic stripe domain state with nanometre-scale resolution. We uncover an intricate network of transitions between more than 30 discrete states. Our spatiotemporal data enable us to reconstruct the pinning energy landscape and to thereby explain the dynamics observed on a microscopic level. CCI massively expands the potential of emerging high-coherence X-ray sources and paves the way for addressing large fundamental questions such as the contribution of pinning5–8 and topology9–12 in phase transitions and the role of spin and charge order fluctuations in high-temperature superconductivity13,14

Effects of Anacetrapib in Patients with Atherosclerotic Vascular Disease

BACKGROUND: Patients with atherosclerotic vascular disease remain at high risk for cardiovascular events despite effective statin-based treatment of low-density lipoprotein (LDL) cholesterol levels. The inhibition of cholesteryl ester transfer protein (CETP) by anacetrapib reduces LDL cholesterol levels and increases high-density lipoprotein (HDL) cholesterol levels. However, trials of other CETP inhibitors have shown neutral or adverse effects on cardiovascular outcomes. METHODS: We conducted a randomized, double-blind, placebo-controlled trial involving 30,449 adults with atherosclerotic vascular disease who were receiving intensive atorvastatin therapy and who had a mean LDL cholesterol level of 61 mg per deciliter (1.58 mmol per liter), a mean non-HDL cholesterol level of 92 mg per deciliter (2.38 mmol per liter), and a mean HDL cholesterol level of 40 mg per deciliter (1.03 mmol per liter). The patients were assigned to receive either 100 mg of anacetrapib once daily (15,225 patients) or matching placebo (15,224 patients). The primary outcome was the first major coronary event, a composite of coronary death, myocardial infarction, or coronary revascularization. RESULTS: During the median follow-up period of 4.1 years, the primary outcome occurred in significantly fewer patients in the anacetrapib group than in the placebo group (1640 of 15,225 patients [10.8%] vs. 1803 of 15,224 patients [11.8%]; rate ratio, 0.91; 95% confidence interval, 0.85 to 0.97; P=0.004). The relative difference in risk was similar across multiple prespecified subgroups. At the trial midpoint, the mean level of HDL cholesterol was higher by 43 mg per deciliter (1.12 mmol per liter) in the anacetrapib group than in the placebo group (a relative difference of 104%), and the mean level of non-HDL cholesterol was lower by 17 mg per deciliter (0.44 mmol per liter), a relative difference of -18%. There were no significant between-group differences in the risk of death, cancer, or other serious adverse events. CONCLUSIONS: Among patients with atherosclerotic vascular disease who were receiving intensive statin therapy, the use of anacetrapib resulted in a lower incidence of major coronary events than the use of placebo. (Funded by Merck and others; Current Controlled Trials number, ISRCTN48678192 ; ClinicalTrials.gov number, NCT01252953 ; and EudraCT number, 2010-023467-18 .)

Moving-horizon state estimation for nonlinear systems using neural networks

Abstract\u2014In recent results, a moving-horizon state estimation problem has been addressed for a class of nonlinear discrete-time systems with bounded noises acting on the system and measurement equations. For the resulting estimator, suboptimal solutions can be addressed for which a certain error is allowed in the minimization of the cost function. Building on such results, in this paper the use of nonlinear parameterized functions is studied to obtain suitable state estimators with guaranteed performance. Thanks to the off-line optimization of the parameters, the estimates can be generated on line almost instantly. A new technique based on the approximation of the cost value (and not of its argument) is proposed and the properties of such a scheme are studied. Simulation results are presented to show the effectiveness of the proposed approach in comparison with the extended Kalman filter

socializzazione organizzativa nei primi tre anni di professione infermieristica: strategie per ridurre l'intenzione di turnover

Introduzione. L'intenzione di turnover nei primi anni di professione infermieristica è un fenomeno rilevante che determina instabilití  organizzativa e genera costi tangibili e intangibili per le organizzazioni sanitarie: costi di selezione e reclutamento, impegno dei team nell'inserimento del neo-assunto e possibilití  di garantire stabilití  nel reparto al fine di erogare l'assistenza in modo efficiente e sicuro. La socializzazione organizzativa è il principale determinante delle dinamiche di intenzione di turnover nei primi anni di professione infermieristica. Obiettivi. Questo studio vuole identificare i fattori di socializzazione organizzativa che possono ridurre l'intenzione di turnover nei primi tre anni di professione infermieristica. Metodi. Sono stati coinvolti 101 infermieri nei primi tre anni di professione, suddivisi per tipologia contrattuale (a tempo determinato e indeterminato) e per anno di ingresso nella professione. Sono stati utilizzati la Organizational Socialization Inventory, per rilevare i fattori del processo di inserimento, e quattro item per l'intenzione di turnover. Risultati. L'intenzione di turnover è del 23% al primo anno e supera il 26% dal secondo anno di professione. Il processo di inserimento spiega il 26% della varianza dell'intenzione di turnover e raggiunge il 36% negli infermieri assunti a tempo indeterminato. Tuttavia, mentre chi ha un contratto a tempo determinato privilegia l'acquisizione delle competenze necessarie a svolgere il proprio lavoro, coloro che hanno un contratto a tempo indeterminato sono più sensibili alle prospettive di crescita professionale e all'integrazione nel reparto, in relazione all'intenzione di turnover. Conclusioni. L'intenzione di turnover è rilevante nei primi tre anni di professione. In base al tipo di contratto, sono necessarie strategie diverse nella gestione dell'inserimento lavorativo al fine di migliorarne la stabilití  nell'organizzazione.Parole chiave: inserimento lavorativo, turnover, infermieri, neo-laureati, socializzazione organizzativa abstractIntroduction. In the first years of nursing profession, new-graduate nurses' turnover intention is a relevant issue due to both the tangible and intangible costs it generates to health care organizations, such as selection and recruitment costs, ward team burden in the onboarding process and the possibility to enhance ward team stability in order to provide an effective and safe nusing care. Organizational socialization is the main factor involved in these dynamics of turnover intention in the first years of nursing profession. Aims. This study aims to identify the main factors involved in the organizational socialization process to reduce turnover intention in the first 3 years of nursing profession. Methods. 101 new-graduate nurses have been enrolled within the first three years of nursing profes-sion. They have been stratified looking at tenure and years in nursing. Organizational Socialization Inventory scale has been used to assess the onboarding process and 4 items to assess turnover intention. Results. Turnover intention is of 23% in the first year in nursing, and it's over the 26% starting from the second year. The onboarding process explains over the 26% of the variance in turnover intention, and over the 36% in the sub-sample with a stable tenure. Unstable tenured nurses prefer to acquire those competences useful to perform their work, while stable tenure nurses aim to search for professional growth opportunities and integration in the ward-team, in order to reduce turnover intention. Conclusions. Turnover intention is relevant in the first three years of nursing profession. According to the different tenure, different strategies are necessary to plan an effective onboarding process and enhance nursing retention. Key words: onboarding, turnover, nurses, new graduate, organizational socialization

La socializzazione organizzativa nei primi tre anni di professione infermieristica: strategie per ridurre l'intenzione di turnover

Introduzione. L'intenzione di turnover nei primi anni di professione infermieristica \ue8 un fenomeno rilevante chedetermina instabilit\ue0 organizzativa e genera costi tangibili e intangibili per le organizzazioni sanitarie: costi di selezionee reclutamento, impegno dei team nell\u2019inserimento del neo-assunto e possibilit\ue0 di garantire stabilit\ue0 nelreparto al fine di erogare l\u2019assistenza in modo efficiente e sicuro. La socializzazione organizzativa \ue8 il principaledeterminante delle dinamiche di intenzione di turnover nei primi anni di professione infermieristica.Obiettivi. Questo studio vuole identificare i fattori di socializzazione organizzativa che possono ridurre l'intenzione di turnover nei primi tre anni di professione infermieristica. Metodi. Sono stati coinvolti 101 infermieri nei primi tre anni di professione, suddivisi per tipologia contrattuale (a tempo determinato e indeterminato) e per anno di ingresso nella professione. Sono stati utilizzati la Organizational Socialization Inventory, per rilevare i fattori del processo di inserimento, e quattro item per l\u2019intenzione di turnover. Risultati. L\u2019intenzione di turnover \ue8 del 23% al primo anno e supera il 26% dal secondo anno di professione. Il processo di inserimento spiega il 26% della varianza dell\u2019intenzione di turnover e raggiunge il 36% negli infermieri assunti a tempo indeterminato. Tuttavia, mentre chi ha un contratto a tempo determinato privilegia l\u2019acquisizione delle competenze necessarie a svolgere il proprio lavoro, coloro che hanno un contratto a tempo indeterminato sono pi\uf9 sensibili alle prospettive di crescita professionale e all\u2019integrazione nel reparto, in relazione all\u2019intenzione di turnover. Conclusioni. L\u2019intenzione di turnover \ue8 un rilevante nei primi tre anni di professione. In base al tipo di contratto, sono necessarie strategie diverse nella gestione dell\u2019inserimento lavorativo al fine di migliorarne la stabilit\ue0 nell\u2019organizzazione. Parole chiave: inserimento lavorativo, turnover, infermieri, neo-laureati, socializzazione organizzativ

Newcomer nurses' organisational socialisation and turnover intention during the first 2 years of employment

Aim: The aim of this study was to determine which organisational socialisation contents affect turnover intention in newcomer nurses within their first 2 years of employment. Background: Strategies to decrease turnover are a priority for improving organisational stability, reducing costs and enhancing effective nursing care. Materials and methods: A cross-sectional design was employed, and standardised scales were used. The sample was divided into three groups: 0-6, 7-12 and 13-24 months of employment. Regression analyses were performed. Results: A total of 156 Italian nurses participated in this study. In the 0-6 months group (model 1), the main factors that decreased turnover intention were competence acquisition (\u3b2 = -0.42, P < 0.01) and comprehension of organisational rules (\u3b2 = -0.38, P < 0.01). In the 7-12 months group (model 2), workgroup integration was relevant (\u3b2 = -0.33, P = 0.02) and in the second year (model 3), the main factor was opportunities for professional development (\u3b2 = -0.30, P = 0.05). Conclusions: Newcomer nurses were sensitive to different organisational socialisation contents over time. This result supports planning different on-boarding strategies to enhance organisational socialisation success and to improve nurse retention. Implications for nursing management: Useful strategies to improve retention include enhancing task mastery and workgroup integration at the ward level and a professional development plan at the organisational level