Sex Differences with Aging in the Fatigability of Dynamic Contractions

This study determined the sex difference with aging in fatigability of the elbow flexor muscles during a dynamic fatiguing task, and explored the associated mechanisms. We compared fatigability of the elbow flexor muscles in 18 young (20.2 ± 1 years: 9 men) and 36 old adults (73.5 ± 1 years: 16 men) during and in recovery from repeated dynamic contractions (~ 60°/s) with a load equivalent to 20% of maximal voluntary isometric contraction (MVIC) torque until failure. Transcranial magnetic stimulation (TMS) was used to assess supraspinal fatigue (an increase in the superimposed twitch, SIT) and the peak rate of muscle relaxation. Time to failure was briefer for the men than the women (6.1 ± 2.1 vs. 9.7 ± 5.5 min, respectively; P = 0.02) with no difference between young and old adults (7.2 ± 2.9 vs. 8.4 ± 5.2 min, respectively, P = 0.45) and no interaction (P \u3e 0.05). The relative decline in peak relaxation rate with fatigability was similar for young and old adults (P = 0.11), but greater for men than women (P = 0.046). Supraspinal fatigue increased for all groups and was associated with the time to failure (P \u3c 0.05). Regression analysis however, indicated that the time to failure was best predicted by the peak relaxation rate (baseline values and slowing with fatigability) (r2 = 0.55). Rate-limiting contractile mechanisms (e.g. excitation–contraction coupling) were responsible for the increased fatigability of the elbow flexors of men compared with women for a dynamic fatiguing task of slow angular velocity, and this sex difference was maintained with aging. The age difference in fatigability for the dynamic task was diminished for both sexes relative to what is typically observed with isometric fatiguing contractions

Mental Health & Psychosocial Support Rapid Situational Analysis: Ukraine--Kyiv, Odessa & Lviv

The primary objectives of this rapid MHPSS situational analysis are to:understand the perceived and identified sources of psychosocial distress among community members affected by the war in Ukraine (with special focus on International Medical Corps' areas of operation);identify key needs for MHPSS services, traditional ways of coping, help-seeking behaviors and barriers to accessing support services;determine existing MHPSS actors and services, as well as gaps in services; andshare recommendations for MHPSS programming as a part of the humanitarian response, and advocate for increased investment in MHPSS activities and services in Ukraine

The Experiences of Non-Tenure-Track Faculty Members of Color with Racism in the Classroom

Using critical race theory, this qualitative study examined the ways non-tenure-track faculty members of Color (NTFOCs) experienced racism in their classroom environments. The sample consisted of 24 NTFOCs who worked at 4-year historically White colleges and universities. Findings revealed that NTFOCs experienced racism in their classrooms in three ways: negative evaluations, different treatment than White colleagues, and feeling unsafe in the classroom. While these findings are consistent with the experiences of tenure-track and tenured faculty members of Color, the implications for NTFOCs, particularly in terms of their employment, are stark. The article concludes with recommendations for how educational developers can work to foster equitable working conditions for NTFOCs

I don\u27t Have the Time! Analysing Talk of Time in Lecturers\u27 use of the VLE

This paper reports on findings from the recent extension of the VLE survey which examined VLE usage from a staff perspective. 580 staff across seven institutions responded to the survey. The survey explored staff perceptions of the VLE and the opportunities for and barriers to its effective use. Qualitative and quantitative data were analysed in order to identify the major factors influencing staff engagement with the VLE. Time (or the lack thereof) emerged as the greatest barrier to effective use of the VLE. When time was in scarce supply, staff evaluated where to spend it and prioritised accordingly. The amount of time needed to gain proficiency in all or particular elements of the VLE was cited as a barrier to its effective use. There was a perception that large tracts of time were required to attend training. This led to questions about the pedagogical value of VLE usage. Technical infrastructure and usability were also factors which prevented staff from engaging with the VLE. We discuss these factors in light of a move towards micro courses and micro-credentialling, and the growing body of scholarly evidence available to support investment of valuable time by staff in the VLE

Why franchisors recruit franchisees from the ranks of their employees

A shortage of suitable franchisees has long plagued the Australian franchise industry impacting franchisors’ capacity to grow their chains. This exploratory research identifies, defines and examines an unresearched category of franchisees that of internally recruited franchisees, who prior to their franchise recruitment were employees of the franchisor. This category has previously been ignored by the literature even though estimates of some chains place the proportion of internally recruited franchisees at over 40 per cent. Employing qualitative interviews with key franchisor decision makers this research begins to address this gap. This study investigates what factors drive franchisors to recruit franchisees from the ranks of their employees and how they perceive this impacts on the achievement of franchising’s four strategic imperatives of unit growth, system uniformity, local responsiveness and system-wide adaption. Seven drivers for the internal recruiting of franchisees were identified: company owned units, significant system hierarchy, larger unit scale, unit viability, system maturity, capital freedom and strong growth in unit numbers. A preliminary model of factors influencing the propensity of franchise systems to recruit franchisees internally is presented. This research provides the first contribution to the franchise literature on the internally recruited franchisee phenomenon. In a practical sense this study should influence the recruitment practices of franchisors

A Qualitative Method for Determining the Quality of BGA Solder Joints in a Lead-Free Process

The introduction of lead-free soldering is inevitable for the electronics industry and its use poses a number of challenges. Manufacturing processes need to be re-evaluated and any reliability issue needs to be addressed. In this study the effect of lead free solder on a reflow soldering process is investigated. Experimental design techniques were used to examine a reflow soldering process using the process parameters as experimental factors. The factors included the conveyor belt speed of the reflow oven and the preheat, soak and reflow temperatures of the temperature profile. Micro Ball Grid Array (EGA) packages were used as the test components. No standard method exists to assess the quality of EGA solder joints. Solder joint quality is normally assessed using lengthy reliability tests that measure joint strength. It is highly advantageous if a qualitative assessment method was available that could determine the joint quality. This study presents a scoring method that can be used to evaluate this solder joint quality quickly and inexpensively. EGA solder joint quality was assessed using x-ray and micro section inspection techniques. This qualitative data was scored and weighted. The weighted solder joint quality scores were statistically analysed to check for effect significance. It was found that conveyor belt speed had a statistically significant effect on the weighted score. The statistical approach was verified using residual analysis. The results of the experiment demonstrate that the scoring method is a practical way of assessing EGA solder joint quality. This paper presents a unique scoring method for assessing the joint quality of EGA packages

Analysis of data on the certificate of advanced graduate specialization program as collected by means of questionnaire

Thesis (Ed.M.)--Boston Universit

Barriers to integrating routine depression screening into community low vision rehabilitation services: a mixed methods study

Background:Undetected depression is common in people withlow vision and depression screening has beenrecommended. However, depression screening is a complex procedure for which low vision practitioners need training. Thisstudy examined the integration of routine depression screening, using two questions, and referral pathways into a nationallow vision service in Wales at 6 months following practitioner training, and identified key barriers to implementation.Methods:This pre-post single group study employed a convergent mixed methods design to collect quantitativequestionnaire and qualitative interview data on low vision practitioners’clinical practice and perceived barriers toimplementing depression screening. Forty practitioners completed questionnaires pre-, immediately post- and 6 monthspost-training and nine engaged in interviews 6 months post-training. Ordinal questionnaire scores were Rasch-transformedinto interval-level data before linear regression analyses were performed to determine the change in scores over time andthe association between perceived barriers and clinical practice. Thematic Analysis was applied to the interviews and thenarrative results merged withthe questionnaire findings.Results:Before training, only one third of practitioners (n= 15) identified depression in low vision patients, increasing toover 90% (n= 37) at 6 months post-training, with a corresponding increase in those using validated depression screeningquestions from 10% (n= 4) to 80% (n= 32). Six months post-training, practitioners reported taking significantly moreaction in response to suspected depression (difference in means = 2.77, 95% CI 1.93 to 3.61,p< 0.001) and perceived lessbarriers to addressing depression (difference in means =−0.95, 95% CI−1.32 to−0.59,p<0.001).However,thescreening questions were not used consistently. Some barriers to implementation remained, including perceived patientreluctance to discuss depression, time constraints and lack of confidence in addressing depression.Conclusions:The introduction of depression screening service guidelines and training successfully increased the numberof low vision practitioners identifying and addressing depression. However, standardized screening of all low visionattendees has not yet been achieved and several barriers remain. Healthcare services need to address these barriers whenconsidering mental health screening, and further research could focus on the process from the patients’perspective, todetermine the desire for and acceptability of screening