Ісак Мазепа: перші кроки у великій політиці

Досліджується становлення світоглядних позицій та формування політичних поглядів І. Мазепи.Исследуется становление мировоззренческих позиций и формирование политических взглядов И. Мазепы.Formation world outlook positions and formation of political views of I. Mazepa is investigated

Identifying nurses' rewards: a qualitative categorization study in Belgium

BACKGROUND: Rewards are important in attracting, motivating and retaining the most qualified employees, and nurses are no exception to this rule. This makes the establishment of an efficient reward system for nurses a true challenge for every hospital manager. A reward does not necessarily have a financial connotation: non-financial rewards may matter too, or may even be more important. Therefore, the present study examines nurses' reward perceptions, in order to identify potential reward options. METHODS: To answer the research question "What do nurses consider a reward and how can these rewards be categorized?", 20 in-depth semi-structured interviews with nurses were conducted and analysed using discourse and content analyses. In addition, the respondents received a list of 34 rewards (derived from the literature) and were asked to indicate the extent to which they perceived each of them to be rewarding. RESULTS: Discourse analysis revealed three major reward categories: financial, non-financial and psychological, each containing different subcategories. In general, nurses more often mentioned financial rewards spontaneously in the interview, compared to non-financial and psychological rewards. The questionnaire results did not, however, indicate a significant difference in the rewarding potential of these three categories. Both the qualitative and quantitative data revealed that a number of psychological and non-financial rewards were important for nurses in addition to their monthly pay and other remunerations. In particular, appreciation for their work by others, compliments from others, presents from others and contact with patients were highly valued. Moreover, some demographical variables influenced the reward perceptions. Younger and less experienced nurses considered promotion possibilities as more rewarding than the older and more senior ones. The latter valued job security and working for a hospital with a good reputation higher than their younger and more junior colleagues. CONCLUSION: When trying to establish an efficient reward system for nurses, hospital managers should not concentrate on the financial reward possibilities alone. They also ought to consider non-financial and psychological rewards (in combination with financial rewards), since nurses value these as well and they may lead to a more personalized reward system

Genetic mechanisms of critical illness in COVID-19.

Host-mediated lung inflammation is present1, and drives mortality2, in the critical illness caused by coronavirus disease 2019 (COVID-19). Host genetic variants associated with critical illness may identify mechanistic targets for therapeutic development3. Here we report the results of the GenOMICC (Genetics Of Mortality In Critical Care) genome-wide association study in 2,244 critically ill patients with COVID-19 from 208 UK intensive care units. We have identified and replicated the following new genome-wide significant associations: on chromosome 12q24.13 (rs10735079, P = 1.65 × 10-8) in a gene cluster that encodes antiviral restriction enzyme activators (OAS1, OAS2 and OAS3); on chromosome 19p13.2 (rs74956615, P = 2.3 × 10-8) near the gene that encodes tyrosine kinase 2 (TYK2); on chromosome 19p13.3 (rs2109069, P = 3.98 ×  10-12) within the gene that encodes dipeptidyl peptidase 9 (DPP9); and on chromosome 21q22.1 (rs2236757, P = 4.99 × 10-8) in the interferon receptor gene IFNAR2. We identified potential targets for repurposing of licensed medications: using Mendelian randomization, we found evidence that low expression of IFNAR2, or high expression of TYK2, are associated with life-threatening disease; and transcriptome-wide association in lung tissue revealed that high expression of the monocyte-macrophage chemotactic receptor CCR2 is associated with severe COVID-19. Our results identify robust genetic signals relating to key host antiviral defence mechanisms and mediators of inflammatory organ damage in COVID-19. Both mechanisms may be amenable to targeted treatment with existing drugs. However, large-scale randomized clinical trials will be essential before any change to clinical practice

Demographic, clinical, and service-use characteristics related to the clinician’s recommendation to transition from child to adult mental health services

Purpose: The service configuration with distinct child and adolescent mental health services (CAMHS) and adult mental health services (AMHS) may be a barrier to continuity of care. Because of a lack of transition policy, CAMHS clinicians have to decide whether and when a young person should transition to AMHS. This study describes which characteristics are associated with the clinicians’ advice to continue treatment at AMHS. Methods: Demographic, family, clinical, treatment, and service-use characteristics of the MILESTONE cohort of 763 young people from 39 CAMHS in Europe were assessed using multi-informant and standardized assessment tools. Logistic mixed models were fitted to assess the relationship between these characteristics and clinicians’ transition recommendations. Results: Young people with higher clinician-rated severity of psychopathology scores, with self- and parent-reported need for ongoing treatment, with lower everyday functional skills and without self-reported psychotic experiences were more likely to be recommended to continue treatment. Among those who had been recommended to continue treatment, young people who used psychotropic medication, who had been in CAMHS for more than a year, and for whom appropriate AMHS were available were more likely to be recommended to continue treatment at AMHS. Young people whose parents indicated a need for ongoing treatment were more likely to be recommended to stay in CAMHS. Conclusion: Although the decision regarding continuity of treatment was mostly determined by a small set of clinical characteristics, the recommendation to continue treatment at AMHS was mostly affected by service-use related characteristics, such as the availability of appropriate services

Using emotional intelligence to identify high potential: A metacompetency perspective

Purpose – This paper aims to demonstrate the utility of using some indication of emotional intelligence (EI) to identify high potential in managers. Presupposed correspondences between the EI personal factors model (Bar-On, 1997) and Briscoe and Hall’s (1999) metacompetency model of continuous learning are elucidated. Design/methodology/approach – The study sample consisted of 51 high potentials and 51 “regular” managers, matched onto one another by managerial level, gender and age. All participants completed an online survey containing Bar-On’s Emotional Quotient Inventory (1997), Blau’s career commitment scale (1989) and a self-anchored performance item. Findings – EQ-i subscales assertiveness, independence, optimism, flexibility and social responsibility appear to be “covert” high-potential identification criteria, separating between high potentials and regular managers. Furthermore, high potentials display higher levels of job performance and, supposedly, less boundaryless career attitudes. Practical implications – Using emotional intelligence – or at least some of its subscales – in identifying high potential may well contribute to the validity of such processes. Furthermore, the importance of cultivating positive emotions at work is spelled out in relation to highpotential identification and development policies and retention management. Originality/value – In the majority of studies on high potentials, direct supervisors serve as research samples or a non-empirical, rather normative approach is taken to the matter. The empirical study presented in this paper is rather unique since it departs from the viewpoints of high-potential individuals, thus delivering added value to the study domain.status: publishe

‘Real’ high potential careers: An empirical study into the perspectives of organisations and high potentials

Purpose – This empirical study attempts to make a contribution to career theory in general, and to the literature on high-potential careers in particular, by examining the careers of real high potentials, taking place in the 21st century world of work, from the perspectives of the high potentials themselves as well as those of their organizations. Design/methodology/approach – A total of 34 interviews were conducted within 3 study samples: high potentials (N = 14), organisational representatives employed by the same organisations that provided the high-potential participants (N = 8), and organisational representatives employed by organisations that did not allow for interviewing of their high potentials (N = 12). Findings – The current study suggests that high potentials still have organisational-traditional careers. High upward mobility, low inter-organisational mobility and career self-management emerged as key features of real high-potential careers. Practical implications – Implications are spelled out with respect to the “streaming” of different types of employees in the workforce and the importance of expectations management. Originality/value of paper – Not only are the viewpoints of individuals largely absent in the literature on high-potential careers, the majority of publications on the subject matter are also non-empirical and take a rather normative stance. The interview study presented in this paper looks into the assumptions of real high-potential careers from the erspectives of the high potentials themselves as well as those of their organizations, providing empirical data which is interpretive and descriptive rather than normative.status: publishe