Gewebeexpression von Pyrrolin-5-Carboxylat-Reductase: Ein durch Proteomics detektierter potentieller Tumormarker für das kolorektale Karzinom

Durch Proteomics-Untersuchungen an 23 Kolonkarzinomresektaten wurde das Enzym Pyrrolin-5-Carboxylat-Reductase, welches den letzten Schritt in der Prolinsynthese katalysiert, als potentieller Marker für das kolorektale Karzinom identifiziert. Der daraufhin hergestellte Antikörper wurde zum immunhistochemischen Nachweis des Enzyms in Kolonkarzinomgeweben, aber auch in adenomatösen Vorläuferläsionen und extraintestinalen Tumoren verwandt. Der Nachweis des Enzyms gelang mithilfe des Antikörpers, war jedoch nicht spezifisch für das kolorektale Karzinom. Grundsätzlich fand sich in den dysplastischen und neoplastischen Geweben eine stärkere Expression als im Normalgewebe desselben Organs, verbunden mit einem höheren immunhistochemischen Anfärbungsgrad. Ein diagnostischer Nutzen für die Behandlung des kolorektlaen Karzinoms konnte somit nicht nachgewiesen werden

Gewebeexpression von Pyrrolin-5-Carboxylat-Reductase: Ein durch Proteomics detektierter potentieller Tumormarker für das kolorektale Karzinom

Durch Proteomics-Untersuchungen an 23 Kolonkarzinomresektaten wurde das Enzym Pyrrolin-5-Carboxylat-Reductase, welches den letzten Schritt in der Prolinsynthese katalysiert, als potentieller Marker für das kolorektale Karzinom identifiziert. Der daraufhin hergestellte Antikörper wurde zum immunhistochemischen Nachweis des Enzyms in Kolonkarzinomgeweben, aber auch in adenomatösen Vorläuferläsionen und extraintestinalen Tumoren verwandt. Der Nachweis des Enzyms gelang mithilfe des Antikörpers, war jedoch nicht spezifisch für das kolorektale Karzinom. Grundsätzlich fand sich in den dysplastischen und neoplastischen Geweben eine stärkere Expression als im Normalgewebe desselben Organs, verbunden mit einem höheren immunhistochemischen Anfärbungsgrad. Ein diagnostischer Nutzen für die Behandlung des kolorektlaen Karzinoms konnte somit nicht nachgewiesen werden

The impact of preferences for clinical and managerial leadership roles on the willingness to apply for a medical leadership position : analysis of gender differences among a sample of German senior physicians

Background: The hybrid role (clinical and managerial leadership tasks) of physicians in medical leadership positions (MLPs) is a driver of the attractiveness of these positions. The increasing feminization of the medical profession makes gender-related preferences for hybrid roles relevant. Purpose: The current study uses the (EPL) career aspirations framework to analyze the (gender-related) effects that efficacy beliefs, motivations, and preferences for clinical leadership and managerial leadership have on the willingness of chief physicians to apply for an MLP. Methodology: A survey of senior physicians in German university hospitals yielded a sample size of N?=?496. The resulting data were analyzed using a structural equation modeling approach. Findings: The results confirm the low preference for MLPs among senior physicians, which is mainly affected by preferences for managerial leadership tasks. Female senior physicians perceive the position of an MLP to be less attractive than their male counterparts do, and female physicians’ willingness to apply for an MLP is concurrently driven by their preferences for clinical leadership and managerial leadership tasks. Practical implications: Mentoring programs could boost female senior physicians’ preparedness for MLPs. Further, flexibility in fulfilling managerial leadership tasks could be promoted to make MLPs more attractive to women

Der Arzt möchte Arzt bleiben

Aktuelle Studie unter Oberärzten an deutschen Universitätskliniken zu Karriereabsichten

Physicians as jacks of all trades? : preferences of senior physicians for accepting management responsibilities in German university hospitals

A growing shortage of physicians in leadership positions in hospitals has been attributed to physicians’ reluctance to take on management responsibility. To remedy the situation and make the position of chief physician appear more attractive, hospital executives require a deeper understanding of physicians’ job preferences as well as the relationship between their skills and motivations and their intention concerning a medical/leadership career. This study applies the EPL (Entrepreneurship, Professional, and Leadership) Career Aspiration Framework in the context of the career preferences of senior physicians in German hospitals. The model was adapted and validated using data from an online survey disseminated to senior physicians at German university hospitals. The findings confirm that senior physicians have a much stronger preference for a professional rather than a leadership career. Further, it was shown that skill efficacy has a positive influence, both directly, and through motivation also indirectly, on physicians’ career intentions. It is suggested that the attractiveness of senior physician positions could be increased by improving the leadership training offered to medical students and young physicians, reviewing formal and informal incentive schemes, and, finally, by freeing top physicians from leadership tasks as much as possible

Preferences of senior physicians for management responsibilities in German university hospitals

A growing shortage of physicians in leadership positions in hospitals has been attributed to physicians’ reluctance to take on management responsibility. To remedy the situation and make the position of chief physician appear more attractive, hospital executives require a deeper understanding of physicians’ job preferences as well as the relationship between their skills and motivations and their intention concerning a medical/leadership career. This study applies the EPL (Entrepreneurship, Professional, and Leadership) Career Aspiration Framework in the context of the career preferences of senior physicians in German hospitals. The model was adapted and validated using data from an online survey disseminated to senior physicians at German university hospitals. The findings confirm that senior physicians have a much stronger preference for a professional rather than a leadership career. Further, it was shown that skill efficacy has a positive influence, both directly, and through motivation also indirectly, on physicians’ career intentions. It is suggested that the attractiveness of senior physician positions could be increased by improving the leadership training offered to medical students and young physicians, reviewing formal and informal incentive schemes, and, finally, by freeing top physicians from leadership tasks as much as possible