Hiding in plain view: the potential for commonly used drugs to reduce breast cancer mortality

Many medications have been developed for one purpose but then are found to have other clinical activities. There is tremendous interest in whether non-cancer medications may potentially have effects on breast cancer survival. In this review article, we have presented and evaluated the evidence for several commonly used over-the-counter and prescription medications - including aspirin (and other non-steroidal anti-inflammatory drugs), beta-blockers, angiotensin-converting enzyme inhibitors, statins, digoxin, and metformin - that have been evaluated among breast cancer survivors in prospective studies. Substantial scientific evidence supports the hypothesis that some of these common and relatively safe drugs may reduce breast cancer mortality among those with the disease by an amount that rivals the mortality reduction gained by currently used therapies. In particular, the evidence is strongest for aspirin (approximately 50% reduction), statins (approximately 25% reduction), and metformin (approximately 50% reduction). As these drugs are generic and inexpensive, there is little incentive for the pharmaceutical industry to fund the randomized trials that would show their effectiveness definitively. We advocate that confirmation of these findings in randomized trials be considered a high research priority, as the potential impact on human lives saved could be immense

Nurses and midwives in north Australia: a survey of their long-term conditions and how they manage them

Background/Aims: Although nurses and midwives are ageing, are in short supply, and they comprise the largest proportion of the health workforce, very little is known about how they manage any personal long-term conditions. This study aimed to identify the types and impacts of reported long-term conditions, and to identify strategies used to self-manage these conditions. Methods: A cross-sectional survey design was used. All nurses and midwives employed by the Health Service were sent a paper-based questionnaire, comprising six sections; 665 (30.9%) completed surveys were returned. The questionnaires were anonymous, and took no more than 25 minutes to complete; less if the nurse/midwife reported no long-term conditions. Results: Approximately two-thirds (n=401) reported having at least one long-term condition; musculoskeletal conditions were most frequently identified. More experienced nurses/midwives reported having more than one long-term condition. More than one quarter (n=107) identified conditions relating to mental health and wellbeing. Respondents were more likely to use personal than workplace-related strategies for managing their long-term conditions. Conclusion: Although this is a non-representative sample, it is evident that nurses and midwives struggle with their own long-term conditions. The lower uptake of employer-provided strategies needs to be examined to minimise the loss of nurses and midwives from the workforce. This study has informed a similar study being undertaken with doctors and health practitioners in the Health Service; a larger cohort study involving nurses and midwives across metropolitan, rural and remote areas is recommended

Distinct mechanisms of Drosophila CRYPTOCHROME-mediated light-evoked membrane depolarization and in vivo clock resetting.

Drosophila CRYPTOCHROME (dCRY) mediates electrophysiological depolarization and circadian clock resetting in response to blue or ultraviolet (UV) light. These light-evoked biological responses operate at different timescales and possibly through different mechanisms. Whether electron transfer down a conserved chain of tryptophan residues underlies biological responses following dCRY light activation has been controversial. To examine these issues in in vivo and in ex vivo whole-brain preparations, we generated transgenic flies expressing tryptophan mutant dCRYs in the conserved electron transfer chain and then measured neuronal electrophysiological phototransduction and behavioral responses to light. Electrophysiological-evoked potential analysis shows that dCRY mediates UV and blue-light-evoked depolarizations that are long lasting, persisting for nearly a minute. Surprisingly, dCRY appears to mediate red-light-evoked depolarization in wild-type flies, absent in both cry-null flies, and following acute treatment with the flavin-specific inhibitor diphenyleneiodonium in wild-type flies. This suggests a previously unsuspected functional signaling role for a neutral semiquinone flavin state (FADH•) for dCRY. The W420 tryptophan residue located closest to the FAD-dCRY interaction site is critical for blue- and UV-light-evoked electrophysiological responses, while other tryptophan residues within electron transfer distance to W420 do not appear to be required for light-evoked electrophysiological responses. Mutation of the dCRY tryptophan residue W342, more distant from the FAD interaction site, mimics the cry-null behavioral light response to constant light exposure. These data indicate that light-evoked dCRY electrical depolarization and clock resetting are mediated by distinct mechanisms

Nursing Practice Council : literature review, implementation, and evaluation plan

The purpose of this paper is to outline an implementation and evaluation plan for the establishment of a Nursing Practice Council (NPC) for the public health and registered nurses in a small rural health unit in southern Ontario. A NPC is a formal, employer-supported structure, consisting of a representative group of front line nurses, and its purpose is to enhance the practice and work environment for nurses by providing access to peer support and creating a forum for discussion and decision making regarding nursing practice issues. The resulting enhanced nursing practice environment may lead to benefits to the patient through improved care and benefits for the organization such as improved nurse recruitment and retention. In this paper, a health promotion program planning and evaluation framework will be utilized to plan, implement and evaluate a NPC for the Haldimand Norfolk Health Unit (HNHU), located in southern Ontario. As the NPC is not a true health promotion program per se, the evaluation framework for its development and implementation has been modified to suit this project. By using this modified framework, a step by step plan can be developed, which will facilitate the identification of enabling factors and barriers as well as provide information for the implementation evaluation strategies throughout the process. Consequently, timely corrections to the process can be made during implementation which will in turn assist the project to succeed. The evaluation will seek to identify the benefits to the nurses and the organization. In this paper, information is provided on a review of current literature regarding the status of public health nursing in Ontario and the concepts and models related to NPCs (section 2); the goal of the paper (section 3); an overview of the project (section 4); the project implementation plan (section 5); the proposed evaluation framework (section 6); and the implications for public health practice and policy (section 7)

Teacher Efficacy in Implementing Social and Emotional Learning: A Convergent Mixed Methods Study

The purpose of this study was to describe teachers’ perceived self-efficacy and related experiences in implementing a state-mandated Social and Emotional Learning (SEL) program during a global pandemic. Program implementation was initiated at the start of the 2020-2021 school year, in response to the COVID-19 pandemic and subsequent extended school closures. Research questions included: 1) How do teachers perceive their sense of efficacy in implementing Social and Emotional Learning during a global pandemic? and 2) What are the experiences of teachers implementing Social and Emotional Learning during a global pandemic? Participants included nine middle school teachers who taught daily SEL lessons to their students. This study employed convergent mixed methods, where data were collected from a quantitative survey, semi-structured interviews, and classroom observations. Data analysis and triangulation were conducted to reach the following conclusions: Despite feeling stressed and anxious about returning to the new school year, teachers felt an above average sense of efficacy with teaching SEL. Teachers felt least able to influence the ongoing design of the program. They also agreed that more comprehensive training was needed when the program was introduced. An action plan contained the following next steps: comprehensive teacher training, expansion of the SEL curriculum, increased classroom observations, opportunities for teachers and students to provide ongoing feedback, and considerations for implementation of a similar SEL program for teachers

Panel: ICT-enabled global work - Past, present, and future

In spite of the economic downturn, demographic factors are expected to continue to produce a labour shortage particularly in the Information and Communications Technology (ICT) sector. In Canada, the sector has signaled that critical skills shortages exist in certain areas although the extent of these shortages is the subject of much debate. While economists have suggested that by the year 2011, all labor force growth in Canada will come from immigration, research has shown that immigrants often face barriers to full employment. Similarly, women are under-represented in ICT and face a range of barriers to employment and advancement. Increasingly, both government and industry have asserted that more effective “management of diversity” could help alleviate the skills shortage. To date, research has focused on barriers to entering the workplace but less has focused career satisfaction even though there is evidence to suggest that these may have significant impact on employee retention and productivity. The role of demographic factors is complex. For example, in Canada, while all immigrants are not visible minorities and all visible minorities are not immigrants; recent immigrants are more likely to be visible minorities. In addition, the intersection of variables, such as gender and visible minority status, complicates the analysis. Our study examines demographic factors affecting career satisfaction among 7110 managers with a minimum of 10 years experience in nine large Canadian companies in the Information Communications and Technology Sector. We found that the gap between visible minorities and white/Caucasian respondents in perceptions of career satisfaction and factors affecting it, to be larger than the gap in perceptions of male and female respondents. More work is needed to address these issues if the ICT Sector is to effectively deal with the skills shortage

Career Satisfaction: A Look behind the Races

Previous studies have largely focused on the career success of white employees (Heslin, 2005). Using recent survey data, this paper examines the career satisfaction levels of white/Caucasian and visible minority managerial, professional and executive employees in the information and communications technology [ICT] and financial services sectors in corporate Canada. Given that the demographic makeup of organizations in Canada is drastically changing with the aging population and the increasing participation of visible minorities in the labour force, it is crucial for managers and organizations to understand their employees’ level of career satisfaction. Studies have found that employees who are more satisfied with their careers are more engaged and thus are more likely to actively contribute to the organization’s success (Peluchette, 1993; Harter, Schmidt and Hayes, 2002). Findings from this paper showed that the average career satisfaction scores were lower for visible minority employees than for white/Caucasian employees. In addition, variations were found between white/Caucasian employees and Chinese, South Asian and Black visible minority employees. While Black employees were 13.0% less satisfied than white/Caucasian employees, Chinese employees were only 8.3% less satisfied than their white/Caucasian counterparts, and the difference between South Asian and white/Caucasian employees was found to be insignificant. Decomposition analyses show that over 58% to 82% of the difference in career of satisfaction scores, depending on the ethnic group, can be accounted for by factors included in this paper. Of the unexplained portion, most of the differences in career satisfaction between white/Caucasian and minority groups are attributable to higher returns to white/Caucasian employees’ human capital and demographic characteristics.Des études antérieures sur le thème cité en titre ont mis largement l’accent sur le succès à l’égard de la carrière chez les employés de race blanche (Heslin, 2005). Utilisant les données d’une récente enquête, la présente étude examine les niveaux de satisfaction à l’égard de la carrière d’employés blancs (type caucasien) et en provenance des minorités visibles dans des emplois de niveau managérial, professionnel et exécutif dans les secteurs de l’information et des communications (TIC) et des services financiers corporatifs canadiens. Étant donné l’évolution dramatique du visage démographique dans les organisations au Canada attribuable au vieillissement de la population et à l’accroissement de la présence de personnes en provenance des minorités visibles dans la main-d’oeuvre, il est crucial pour les dirigeants et les organisations de mieux comprendre le niveau de satisfaction à l’égard de la carrière de leurs employés.Des études ont montré que les employés qui sont davantage satisfaits de leur carrière sont davantage engagés dans leur organisation et sont ainsi davantage susceptibles de contribuer au succès de celle-ci (Peluchette, 1993; Harter, Schmidt et Hayes, 2002). Les résultats de notre étude indiquent que les scores moyens en matière de satisfaction à l’égard de la carrière se révèlent plus faibles chez les employés des minorités visibles que chez les employés de race blanche. De plus, des différences sont observées entre employés blancs et ceux d’origines chinoise, sud-asiatique et de race noire. Alors que les employés de race noire affichent une satisfaction de 13 % moindre que ceux de race blanche, ceux d’origine chinoise sont seulement 8,3 % moins satisfaits que les employés de race blanche tandis que l’écart entre employés sud-asiatiques et ceux de race blanche n’est pas significatif sur le plan statistique.Des analyses de décomposition montrent que de 58 % à 82 % des différences dans les scores de satisfaction à l’égard de la carrière, selon le groupe ethnique, peuvent être attribuables à des facteurs pris en compte dans l’étude. Pour ce qui est de la portion non expliquée, la plupart des différences dans la satisfaction à l’égard de la carrière entre employés blancs et ceux provenant des minorités visibles, sont attribuables aux rendements supérieurs affichés par les employés de race blanche en matière de capital humain et à des caractéristiques démographiques.Estudios previos se han focalizado ampliamente en el éxito profesional de empleados blancos (Heslin, 2005). Usando datos recientes de encuesta, este documento examina los niveles de satisfacción profesional de directivos, profesionales y ejecutivos blancos/caucasianos y de proveniencia de minorías visibles, empleados en el sector de Tecnología de la información y de comunicaciones (TIC) y del sector de servicios financieros de una corporación canadiense. Dado que la conformación demográfica de las organizaciones en Canadá está cambiando drásticamente con el envejecimiento de la población y la participación creciente de las minorías visibles en la fuerza laboral, es crucial para los directivos y organizaciones comprender el nivel de satisfacción profesional de sus empleados. Diversos estudios han establecido que los empleados que son más satisfechos con sus carreras son más implicados y son entonces más susceptibles de contribuir activamente al éxito de la organización (Peluchette, 1993; Harter, Schmidt y Hayes, 2002). Los resultados de este documento mostraron que los puntajes promedio de satisfacción profesional fueron más bajos por los empleados de minorías visibles comparativamente con los empleados blancos/caucasianos. Además, se establecieron variaciones entre empleados blancos/caucasianos y empleados de minorías visibles chinos, sud-asiáticos y negros. Mientras los empleados negros fueron 13% menos satisfechos que los empleados blancos/caucasianos, los empleados chinos fueron solo 8,3% menos satisfechos que su contraparte blanca/caucasiana, y la diferencia entre empleados sud-asiáticos y empleados blancos/caucasianos fue no significativa. Los análisis de descomposición muestran que entre 58 a 82% de la diferencia de puntajes de satisfacción profesional que depende del grupo étnico, pueden ser explicados por los factores incluidos en este documento. Por la porción inexplicada, la mayoría de diferencias de satisfacción profesional entre blancos/caucasianos y grupos minoritarios son atribuibles a los beneficios más elevados reportados por el capital humano de los empleados blancos/caucasianos y a las características demográficas

Visible Minority Work Experiences in Canadian IT/ICT Sectors

Corporate leaders have joined industry associations and government in maintaining that supporting diversity is an important part of the solution to the skills shortage in the Information and Communications Technology Sector (ICT). Considerable research and discussion has focused on the plight of minority groups in Canada and the gap between their potential and their experience in the workforce generally, and in the ICT sector. Less attention has been focused on the gaps between visible minority groups and gender. Our study makes an important contribution by examining workplace perceptions of more than 6783 managers with a minimum of 10 years experience in nine large Canadian companies in the ICT Sector. The principal conclusions of the paper are that there is a significant gap between the workplace perceptions of visible minorities and white/Caucasians, and to a lesser degree, men and women employees in the ICT sector

Nurses\u27 Involvement in HIV Policy Formulation in Nigerian Health Care System

Background of study: Nigerian national policy on HIV stresses the need for the adoption of multi-sectoral and multi-disciplinary approach in policy formulation, with the health sector taking the lead. This calls for collaboration among the various stakeholders including nurses in policy development initiatives to ensure that diverse health care needs and disciplinary perspectives are captured in HIV health policies. Purpose: This paper will present the findings of a recent study which examined nurse’s involvement in policy development in the context of mother-to-child transmission (MTCT) of HIV in Nigeria. Methodology: A qualitative case study design under the guiding tenets of critical social and power theories. The research is a single case study of one state with embedded units. Thirty nurse-leaders from the various embedded units were recruited through purposive and snowball sampling technique. Semi-structured in-depth interviews and document reviews were used for data collection. Focus group discussions were used as a form of member-checking and also to generate data. Data was analysed using thematic analysis. Results: This paper focuses on the major themes that emerged from the study as well as highlight specific interplay of power dynamics in the health care system which hinders nurse’s involvement in policy formulation. Conclusion: The paper concludes with some of the lessons learnt in the study and proffer suggestions for effective integration of nurses into policy arena. It suggests the need for a broad-based educational curriculum which will incorporate strategies to build nurses capacity for leadership and policy development in nursing training schools