Using Thermochemical Materials as a Heat Source for Poultry Egg Incubation

This study aims to use one thermochemical storage materials system as a heat source for poultry egg incubation. Three types of activated thermochemical storage materials (TCMs) were used as an energy storage medium. These materials are Silica gel self-indicating (blue/pink), commercial white Silica gel, and Natural Zeolite. An open thermochemical system was applied inside a poultry egg incubator. The TCMs were humidified by the vapor produced from the evaporation of the water by an ultra-sonic humidifier at atmospheric pressure. The thermal recovery process aims to release the stored energy in TCMs. Two types of poultry egg incubator used during this study. The first one was the traditional poultry incubator (electricity incubator). The traditional egg incubator dimensions were 57×66×59 cm with capacity of 125 hen egg- 76 hatching. The second one was the prototype of a thermochemical poultry egg incubator. The thermochemical poultry egg incubator contained sensors to control and measure the temperature and humidity inside the incubator. The designed incubator egg dimensions were 56x39x28.5 cm, with a capacity of 25 eggs. The total heat losses by the wall and ventilation were 9.8 and 1.5W, respectively. The heat production by 25 eggs due to metabolic activities was 3.65 W. The total energy needed for the incubation process was 36.09W. The container of storage material with dimensions of 35x35x5 cm with 3.5 kg capacity allocated inside the incubator. The container's surface is covered with aluminum sheet with 0.5 mm thickness supplied with fins. The egg tray is placed on the aluminum sheet, and the eggs were placed horizontally in the tray. The energy consumption for traditional and thermochemical incubators for 21 days was 19.25 kWh and 11.2 kWh, respectively. The energy saving by thermochemical prototype incubator was 41.8%. The percentage of hatchability for traditional and prototype incubator was 80.9% and 71.4%, respectively

Assessment of hepatic fibrosis, portal hemodynamic changes, and disease severity in patients with HCV-related liver cirrhosis after sustained virologic response to direct-acting antiviral drugs (DAAs)

Abstract Background Regression of fibrosis and improvement of portal hemodynamics after achievement of sustained viral response (SVR) in patients with chronic hepatitis C (HCV) is a subject of debate in different studies. Some studies reported improvement in the degree of fibrosis, while others did not find significant changes. Objective We aimed to evaluate changes in liver fibrosis, portal hemodynamics and clinical outcomes in patients with chronic HCV-related liver cirrhosis after the achievement of SVR with direct-acting antiviral drugs (DAAs). Patients and methods In our prospective longitudinal study, a total of 100 patients with chronic HCV infection-related liver cirrhosis were recruited, received DAAs, and completed the follow-up period. Clinical evaluation for assessment of liver disease severity using MELD and Child–Pugh class and scores were done. A noninvasive assessment of liver fibrosis using serum biomarkers (APRI index & FIB4 score) and share wave elastography (SWE) was done. Portal hemodynamic evaluation using Doppler ultrasound was done. All were done at baseline and 3 and 12 months after the end of therapy. Results A significant reduction in the degree of fibrosis was observed. Share wave elastography (SWE) readings showed 19.79% and 30.45% reduction 3 and 12 months after the end of therapy respectively (P < 0.001). Regarding the FIB4 score, the percentage of score reduction was 19.8% and 26.46% 3 and 12 months after the end of therapy, respectively (P < 0.01). APRI scores showed 22.6% and 41.09% reduction 3 and 12 months after the end of therapy respectively (P < 0.001). Significant improvement in Child–Pugh scores 3 and 12 months after the end of treatment was observed. Doppler ultrasound showed a significant increase in portal vein flow velocity, a significant decrease in time average mean velocity, and cross-section area 12 months after the end of treatment. Conclusion There was a considerable degree of reduction of liver fibrosis, improvement of portal hemodynamics, and Child–Pugh score in cirrhotic HCV patients who achieved SVR after DAAs. Trial registration ClinicalTrials.gov, ID: NCT03241823 . Registered on 08 May 2017

Influence of nurses’ perception of organizational climate and toxic leadership behaviors on intent to stay: A descriptive comparative study

Background: Nursing managers and leaders must fight to retain nurses in hospitals by constructing an inviting organizational climate that is attractive to work in, not toxic. The organizational climate is primarily affected by employees’ internal work environment and behavior. Hence, nursing managers and leaders must implement effective strategies to increase nurses intention to stay by address the organizational climate. Aim: This study was designed to assess nurses’ perception of the effects of organizational climate and toxic leadership behaviors on their intention to stay and the differences in these domains between the two hospitals studied. Methods: A descriptive comparative design was used. Data were collected in 2022 from 250 nurses working in the two largest hospitals in Assiut, an Egyptian city south of Cairo, using three self-administered questionnaires: the organizational climate questionnaire (42 items categorized into nine domains), the toxic leadership scale (30 items categorized into five domains), and the Chinese version of the intent-to-stay scale. Results: Most nurses reported their intention to stay as “normal.” The nurse participants perceived that a positive organizational climate was not present, but toxic leadership was at a low level (13.6% and 25.6%, respectively). The model of regression analysis was significant, showing that the organizational climate represented by supportive systems impacted nurses’ intention to stay in the hospitals under study. Meanwhile, toxic leadership behaviors, represented by authoritarian leadership, unpredictability in the university hospital, and self-promotion in the insurance hospital, affected nurses’ intention to stay. Conclusion: Positive organizational climate played a significant role in retaining nurses through investing in incentives and providing supportive systems. Authoritarian leadership, unpredictability, and the self-promotion of leaders' behaviors impacted the nurses and the climate negatively. Hence, we recommend investing in potential strategies to improve the nurses’ intention to stay through performance standards, increased pay and benefits, clear reward mechanisms, participation in decision making, and assessments of leaders’ behaviors. Furthermore, decision and policy makers need to establish effective, supportive systems in hospitals to retain nurses. Hence, nursing managers and leaders must rethink how they can use their leadership skills and behavior in a positive manner to promote nurse retention. Study registration: Not registere