Chromatin organization changes during aging, accompanied by alterations in higher-order chromosome architecture, contributing to the acquisition of senescent cell-specific functions. Recent studies have revealed that chromatin states and their regulatory mechanisms vary between individual cells. However, analyses of higher-order chromosome structure have been performed mostly at the population level. Therefore, approaches capable of directly quantifying such alterations at the single-cell level are required. Here, we applied persistent homology (PH), a topological data analysis framework, to quantify spatial features of γH2AX foci and DAPI-stained chromatin in single-cell fluorescence images. Using a model of pathological senescence induced by impaired acetylation-dependent histone H2AX exchange, we extracted topological features followed by machine learning analysis. Unsupervised analysis revealed spatial patterns associated with pathological senescence in both γH2AX and DAPI signals. Notably, classifications derived from γH2AX foci showed correspondence with those from DAPI-based chromatin organization, suggesting that local DNA damage patterns reflect global chromatin structure. Supervised models further distinguished normal and pathological senescent cells, with DAPI-derived features highlighting the contribution of nuclear intensity gradients. These findings demonstrate that PH enables quantitative characterization of nuclear architecture at the single-cell level and provides a framework for dissecting chromatin reorganization during cell state transitions.

Grassroots organisations (GOs) often emerge spontaneously in disaster contexts to fill gaps left by formal authorities, changing their structures and functions to meet evolving community needs. While prior research documents these transformations, it offers limited insight into why they occur and what they mean for disaster recovery. Social capital (SC) is critical for collective action, but its role in shaping grassroots organisational change remains underexplored. This study, examining community-based GOs in Taiwan following Typhoon Morakot in 2009, investigates how SC influences organisational change. Using a comparative case study design, it finds that bonding SC within communities was most closely associated with whether change was sustained. Alignment between the initiatives of GOs and community priorities mediated bonding SC, sustaining trust, reciprocity, and legitimacy. Bridging and linking SC supported access to resources and external legitimacy, but they were not sufficient on their own when local support weakened. Theoretically, the study clarifies how SC subtypes interact with organisational change and helps interpret what such changes signify. Practically, it underscores the importance of responsive community engagement while strategically leveraging bridging and linking SC in post-disaster recovery.

This scoping review aimed to map the characteristics of outcomes arising from Community Health Development and Capacity Building in Community Health (CHD/CCH) conducted by public health-related nursing professionals and to identify the types of evidence that inform public health research and practice. Following Joanna Briggs Institute methodology and Preferred Reporting Items for Systematic reviews and Meta-Analyses Extension for Scoping Reviews (PRISMA-ScR) guidelines, we systematically searched PubMed, CINAHL, Web of Science Core Collection, and the Cochrane Library. Eligibility was based on the Population-Concept-Context framework: (a) community-dwelling individuals and communities, (b) CHD/CCH activities involving collaborative engagement with residents and stakeholders, and (c) nursing professionals engaged in public health practice. Quantitative, qualitative, mixed-methods studies, and gray literature were included without restrictions on language or publication year. Outcomes were synthesized according to follow-up period (short, mid, long term) and ecological level (micro, meso, macro). Thirty studies published between 1990 and 2024 were included. Of them, 14 used qualitative designs, 13 mixed methods, and 3 quantitative methodologies. Short-term evaluations primarily reported individual and organizational changes, whereas mid- and long-term studies demonstrated more complex, multilevel outcomes such as policy development, strengthened community networks, and enhancements to health and social service systems. Across ecological levels, 14 domains of community capacity were identified. Public health-related nursing practice contributes to multilayered community capacity building through CHD/CCH. However, gaps remain in quantitative evaluation and standardized outcome measures, underscoring the need for methodological advancement to reinforce the evidence base for community development in public health nursing.

Enhanced cortical connectivity during passive robotic-assisted gait training in individuals with spinal cord injury: An EEG study.

Dietary behaviors established during early adulthood are important for long-term health and may influence the risk of non-communicable diseases later in life. University students living away from home are a vulnerable group, as the transition to independent living is often accompanied by economic constraints, changes in meal organization, and suboptimal dietary habits. This study examined diet quality among Italian university students living away from home using an integrated approach. A cross-sectional online survey was conducted among 1973 university students. Dietary behaviors were assessed using three indices: Quality and Completeness of Diet (QCA), Organization and Regularity of Meals (ORA), and Practical and Economic Difficulties (DPE). Associations with monthly food and housing budgets were examined using descriptive analyses, multivariable linear regression, and exploratory cluster analysis. A gradient was observed between monthly food budget and dietary quality, with higher QCA scores in higher food budget categories. In contrast, housing-related expenditures were not associated with QCA but were linked to poorer meal organization and greater perceived difficulties. In multivariable analysis, both ORA and DPE were independently associated with dietary quality. Cluster analysis identified three distinct profiles characterized by different combinations of diet quality, meal organization, and economic and organizational constraints. Diet quality among university students living away from home reflects the combined and partially independent effects of economic resources, meal organization, and organizational constraints. These findings highlight early-life determinants of dietary behaviors with potential implications for future health and support integrated preventive strategies for young adults.

Introduction The increase in workplace accidents and the growing complexity of work environments have highlighted the need for more sustainable and adaptive occupational health and safety (OHS) management systems. Traditional approaches often fail to fully capture the variability of workers’ responses and the multifactorial nature of occupational risks. Methods To address these challenges, an alternative methodology for the development of a human-centered risk management tool (HURMAT) is proposed. This methodology integrates the core principles of conventional OHS frameworks with a more in-depth, worker-centered evaluation of functional capacity. It is structured across different levels of a traditional OHS approach, allowing flexible implementation without requiring full deployment if detailed analysis is not needed. The approach incorporates occupational psychophysiology and considers work-related risk factors, enabling the diagnosis and management of fatigue. Results The HURMAT methodology enables a more comprehensive characterization of tasks by integrating workers’ physiological characteristics and assessing physical, cardiovascular, and psychosocial loads. This approach supports a more detailed understanding of risk exposure and worker responses, improving the identification and management of occupational hazards. Discussion HURMAT contributes to the modernization of OHS practices by promoting safer and more adaptive work environments. It underscores the need for a paradigm shift in how occupational risks are conceptualized and managed, emphasizing personalization, data-driven decision-making, and the recognition of individual differences. These elements represent fundamental pillars for fostering healthier, more inclusive workplaces, particularly in the context of ongoing organizational change.

Transformations within cystic fibrosis model of care in the era of CFTR modulators: a Scoping Review.

Lewis acid catalysis plays a central role in controlling the reactivity and selectivity of pericyclic reactions by polarizing the reacting fragments and stabilizing the corresponding transition states. In this work, the endo reaction pathway is examined in the absence of catalysis and in the presence of the Lewis acids BF3 and AlCl3 to clarify how differences in Lewis acidity translate into changes in transition-state structure and electronic organization. Emphasis is placed on identifying the origin of catalytic enhancement and stereochemical effects through a combined topological and spectroscopic analysis of the transition states, providing a consistent mechanistic picture based on electron density redistribution and noncovalent interactions. All stationary points were located using density functional theory, and transition states were confirmed by frequency and intrinsic reaction coordinate calculations. Infrared spectra were obtained directly from harmonic frequency analyses and used to assess changes in carbonyl activation upon Lewis acid coordination. The electronic structure of the transition states was further analyzed using the quantum theory of atoms in molecules (QTAIM) to characterize bond critical points associated with forming bonds and Lewis acid-substrate interactions. Noncovalent interaction (NCI) analysis, combining reduced density gradient scatter plots and real‑space isosurfaces, was employed to visualize and compare weak stabilizing interactions across uncatalyzed and catalyzed systems. Together, these complementary methods provide a unified description of transition‑state polarization and catalytic effects.

In an era marked by volatility, digital disruption, demographic change, and continuous organisational transformation, the ability of firms to compete increasingly depends on the quality of their human capability. While leadership scholarship has long recognised the importance of higher-order cognition, human resource management has given comparatively less explicit attention to thinking competence as a strategic capability that can be cultivated through talent systems, learning architectures, performance processes, and organisational culture. This paper argues that expert, critical, strategic, and systems thinking should be understood not merely as desirable individual traits, but as strategic human resource capabilities that enable organisations to attract, develop, deploy, and renew talent in ways that support sustained adaptability and performance. Drawing on the resource-based view, dynamic capabilities theory, organisational learning, and leadership research, the paper develops a framework for embedding thinking capability within HR strategy and practice. The paper shows how higher-order thinking can be advanced through recruitment and selection, leadership development, succession planning, performance management, employee voice, diversity and inclusion, and HR (Human Resource) information systems. In doing so, it repositions HR not as an administrative support function, but as a central architect of organisational adaptability, change readiness, and long-term capability development. The paper contributes to strategic HRM (Human Resource Management) by conceptualising thinking competence as a developable and institutionalisable dimension of workforce and leadership capability, with implications for talent management, organisational resilience, and competitive advantage.

The transition from seed to seedling involves major changes in nuclear organization and gene expression, yet the extent to which this developmental transition requires chromatin reprogramming remains largely unexplored. Here, we report that Arabidopsis dry seed embryos accumulate the histone variant H2B.8, which contributes to higher-order chromatin organization by forming spatial clusters that structure the 3D nuclear space. H2B.8 predominantly assembles into heterotypic nucleosomes, is enriched at euchromatic transposons and lowly expressed genes and, during imbibition, modulates the transcriptional activation of a subset of these genes. Water uptake triggers a decrease in H2B.8 transcripts and the eviction of the H2B.8 variant from chromatin, in a process that operates independently of DNA replication but requires de novo transcription. Histone eviction is not restricted to H2B.8, as imbibition also induces turnover of the H3.3 histone variant and therefore initiates a replication-independent chromatin reprogramming process. These findings highlight a fundamental mechanism of epigenetic regulation during early plant development.

Purpose Organizational agility requires ongoing change management, but the constant flux is not well accepted by all company members, which can lead to tensions. Specifically, for non-agile mindsets, “change” may be problematic; consequently, it might also be “change management.” This study explores how the dynamics between opposing agile and non-agile mindsets impact organizational change management and encourages discussion on how to manage the tensions between these mindsets to support ambidexterity and facilitate change adoption. Design/methodology/approach Based on a sample of 1,871 knowledge workers, divided into subsamples of agile (N = 932) and non-agile mindset professionals (N = 939), four structural equation models (SEMs) were developed to examine, step by step, how internal dynamics evolve when facilitated by an agile culture. Additionally, each step is analyzed from the perspectives of agile and non-agile professionals. Findings This study finds that professionals with an agile mindset see themselves as key to change management, and that non-agile colleagues view them similarly. Non-agile think they contribute positively, but agile colleagues see them as non-contributing. Perceptions of agile and non-agile mindsets are mutually exclusive, hindering collaboration. An agile culture benefits both, especially those with agile mindsets, potentially mitigating tensions. Originality/value This study contributes to the theory of organizational ambidexterity by providing empirical evidence that enhancing collaboration between mutually exclusive agile and non-agile mindsets, reflecting exploitative (non-agile mindset) and exploratory (agile-mindset) approaches, improves change management, which can foster organizational ambidexterity and support long-term success.

This study aims to systematically examine and synthesize the theoretical foundations underlying contemporary coaching practices by integrating psychological, pedagogical, and managerial perspectives. Using a systematic literature review guided by the PRISMA framework, this study analyzed 44 national and international peer-reviewed journal articles published between 2020 and 2025. Data were selected through transparent inclusion and exclusion criteria and analyzed using thematic analysis to identify dominant theories and integrative patterns in coaching research. The findings reveal that psychological theories such as Self-Determination Theory, Psychological Safety, Positive Psychology, Cognitive-Behavioral approaches, and Transformative Learning emphasize intrinsic motivation, trust, and reflective change. Pedagogical frameworks, including Andragogy, Dialogic and Inclusive Pedagogy, and Technology-Enhanced Learning, highlight experiential, learner-centered, and culturally responsive coaching processes. From a managerial perspective, Systems Theory, Managerial Coaching, Organizational Change, Innovation Management, and Sustainable Leadership position coaching as a strategic mechanism for performance improvement and organizational sustainability. The synthesis proposes an Interdisciplinary Coaching Model grounded in evidence-based coaching, integrating motivation, learning, and organizational alignment. This study contributes theoretically by consolidating cross-disciplinary coaching frameworks and practically by offering a coherent foundation for designing adaptive, culturally sensitive, and sustainable coaching interventions. Keywords: change management, interdisciplinary coaching, PRISMA, positive psychology, systematic literature review

The Partnership for Undergraduate Life Sciences (PULSE) arose from a series of meetings hosted by HHMI, NSF, and NIH. Forty current and former department chairs, across all institution types of higher education, were asked to identify practical strategies for transforming undergraduate life sciences education. Distinct from other STEM reform efforts, PULSE focused on the academic department as the key unit of sustainable change, targeting entire teaching-and-learning systems rather than isolated practices. Central to PULSE’s approach is a coordinated strategy built on three programs: the Ambassadors Program, the Recognition Program, and Regional Networks. Together, these programs foster cultural and organizational change at the departmental level. Colleges and universities can use any or all of these programs to address their distinctive path towards departmental change. What began as a time-limited initiative evolved into a self-sustaining organizational change network – PULSE. Its growth was the result of intentional organizational design, built on the principles of sociocracy (https://www.sociocracyforall.org/), notably for providing a structure and set of practices to promote inclusive decision-making. PULSE’s success is rooted in strong relationships, leadership development, and a commitment to equity and excellence. PULSE programs work to instill leadership as a collective practice embedded within departments, empowering faculty as change agents. Despite challenges such as the COVID-19 pandemic and shifting educational landscapes, PULSE has remained resilient through adaptability and generational renewal.

Interactions linking the heart to changes in brain organization offer insights into how central and peripheral systems jointly contribute to affective processing. Conventional approaches to brain-heart interaction, which rely primarily on EEG rhythms and heart rate variability, fail to capture the heartbeat-resolved dynamics that characterize the bidirectional interaction between cortical and cardiac activity. We apply convergent cross mapping, a nonlinear causality framework, to 32-channel EEG and single-lead ECG signals recorded during validated virtual reality videos designed to elicit positive or negative affect. By modeling heartbeat-evoked potentials and full cardiac waveforms as evolving dynamical systems, we observed pronounced directional asymmetry in emotion-related brain-heart interactions: descending coupling patterns were stronger, more sustained, and spatially focused than ascending effects. Positive and negative emotional conditions were associated with differential bidirectional coupling patterns, with preferential enhancement of descending cortical-to-cardiac interactions. Spatially, modulation was left-lateralized, with a concentration in frontal and central electrodes. These findings advance embodied models of affect by demonstrating that such interactions are both directionally asymmetric and hemispherically organized, positioning cardiac dynamics as an actively involved component of emotion-related brain-heart coordination.

It is well known that healthcare workers experience poor outcomes associated with workplace stress and secondary trauma from on-the-job events. In order to respond, healthcare systems must evolve. Yet it is unknown how trauma-informed approaches (TIAs) may effectively address system-level factors within healthcare settings. The aim of this study was to: (1) map out the existing knowledge about TIAs integrated within healthcare organizations and (2) map out the reported health impact of TIA integration on healthcare workers. A scoping review was conducted using Fink's five-step approach for systematic reviews, with scoping review modifications based on Joanna Briggs Institute guidelines. A total of 6,162 participants from 17 articles published between 2018 and 2024 were included in the retained sample. Key findings indicate: (1) TIA support for healthcare workers is insufficient, necessitating systemic organizational change led by effective leadership, and; (2) TIA integration may protect healthcare workers from trauma and burnout, fostering resilience and well-being. TIAs within healthcare were associated with well-being among healthcare workers. Leadership plays an integral role in establishing trauma-informed organizational climates. Further work must be conducted with a large sample of healthcare workers to explore the perceived impact of trauma-informed system-level efforts aimed at promoting hospital staff's well-being.

Morphine self-administration is associated with cerebellar remodeling, altered cerebello-cerebral connectivity, and changes in navigational organization in male Wistar rats.

The full-scale invasion of Ukraine by the Russian Federation in 2022 led to a significant reduction in the availability of medical services in Ukraine due to the disruption of healthcare facilities. It included the destruction of facilities restrictions on operations in life-threatening situations and a lack of electricity, water and heating. Staff shortages were also a factor, due to the death or forced migration of medical workers. The war has disrupted vital public health processes, including vaccination programmes, sanitation measures, and epidemiological surveillance. It has also negatively impacted the physical and mental health of the population, resulting in an increased premature and avoidable mortality. In the post-war period, Ukraine will inevitably face the consequences of damaged infrastructure and depleted resources. Drawing on the experience of other countries will therefore be essential for rebuilding the healthcare system and shaping effective demographic policies. Therefore, the experience of the countries of the former Yugoslavia, which underwent a series of armed conflicts between 1991 and 2001 is relevant for Ukraine. This article aims to summarise the conclusions of scientific publications on specific programmes and reforms implemented in the healthcare systems in countries of the former Yugoslavia were that affected by armed conflict at the end of the 20th century. It also aims to identify common reasons for the greater or lesser effectiveness of healthcare system reforms in these countries, and to seek and formulate applicable experiences for Ukraine. This study employed a systematic search of the PubMed and Web of Science bibliographic databases, as well as Google Scholar, to identify academic publications based on criteria relating to the study’s objectives and the comprehensiveness of the reform analysis. A content analysis of the legal frameworks of countries in the former Yugoslavia was also conducted. It has been found that successful healthcare reforms shared several features: compulsory health insurance, a focus on primary healthcare strengthening, and targeted national programmes for preventing and treating non-communicable diseases. Slovenia’s experience has demonstrated that transitioning to social insurance, improving primary care, and implementing consistent policies on non-communicable diseases can reduce mortality long-term. It has been shown that in countries where reforms have not yielded the expected results, they were characterised by chronic underfunding, inefficient resource allocation, a lack of substantial organisational change, the persistence of informal payments, and the emigration and displacement of medical staff. High mortality rates from avoidable causes suggest a combination of inadequate investment and poor communication with the population regarding prevention and timely access to care. Frequent changes in leadership in the healthcare sector, alongside political instability, have created additional obstacles to strategic development. Based on an analysis of the experience of post-war healthcare reforms in the countries of the former Yugoslavia, the following recommendations can be proposed for Ukraine: the fastest possible restoration of universal healthcare coverage with an emphasis on primary care; effective cooperation between the central government, local authorities and domestic professional associations in the process of rebuilding the healthcare system; timely and reasoned initiation of requests for assistance from international donors, and the rational use of this assistance; organisation of effective physical and psychological rehabilitation measures; development and implementation of public awareness campaigns on health issues and personal responsibility for own health.

Cellulose nanocrystals (CNCs) are promising sustainable nanomaterials, yet their application in biointerfaces is often limited by fixed surface chemistries and limited insight into their concentration-dependent behavior. Here, we report a green and scalable strategy for CNC surface reprogramming using an oxalic acid-choline chloride deep eutectic solvent (ChCl-OAD DES), enabling controlled substitution of sulfate groups with carboxyl functionalities under mild conditions. The resulting carboxylated CNCs (CNC-COOH) preserve crystallinity and morphology while achieving tunable surface charge densities (up to ∼0.19 mequiv g-1) and improved thermal stability. We systematically investigate two distinct concentration regimes: dilute dispersions below 0.4 wt %, where CNC-COOH behaves as stable colloids, and concentrated systems at 2 wt %, where percolated hydrogel networks are formed. This transition is governed by hydrogen bonding and ionic screening, leading to pronounced changes in nanoscale organization and viscoelastic behavior. In biologically relevant media, CNC-COOH forms soft, elastic hydrogels (G' ≈ 102 Pa) capable of supporting three-dimensional (3D) cell encapsulation. Importantly, cytocompatibility is strongly dependent on material state. In the colloidal regime (<0.4 wt %), CNC-COOH exhibits negligible cytotoxicity toward 3T3-L1 fibroblasts and weak to mild cytotoxic effects toward HT-29 epithelial cells. In contrast, hydrogel networks (2 wt %) promote high cell viability (>85-100%) and enable 3D cellular organization. Protein adsorption appears to be limited at the surface of the CNC-COOH hydrogel, as indicated by BSA studies, suggesting that ionic strength-mediated interactions play an important role in network formation under cell culture conditions. These findings establish direct correlations among sustainable surface modification, concentration-dependent assembly, and biological response, providing design principles for CNC-based nanomaterials in biointerfaces, 3D cell culture, and nanomedicine.

The rapid digitalisation of healthcare services has introduced new safety risks related to patient confidentiality, the reliability of digital tools, and their integration into clinical workflows. While digital health adoption is emphasised in national and international policy, guidance on embedding Digital Clinical Safety (DCS) principles in large organisations is limited. The Health New Zealand - Te Whatu Ora (Health NZ) Data and Digital team have developed the first DCS Framework for New Zealand, but mechanisms to support its organisational adoption have not yet been established. This article describes the methodological design of a DCS training programme and identifies pre-implementation considerations for integrating DCS principles into organisational practice. A qualitative exploratory study was conducted within Health NZ using purposive sampling and semi-structured interviews with seven stakeholders involved in digital health, clinical informatics, and organisational learning. A structured options assessment was undertaken prior to the interviews to compare potential organisational approaches for implementing DCS capability. Stakeholder feedback on these options, together with interview findings, informed an integrated assessment of programme feasibility and design. Findings from the stakeholder interviews indicated that there is limited shared understanding of DCS across clinical and digital teams, strong support for DCS training that is accessible and relevant to everyday practice, and variable compliance with current mandatory training offered at Health NZ. The options assessment identified a comprehensive, modular training programme as the most suitable option for embedding DCS principles within Health NZ policies and practices. This study presents a structured methodology informed by the DCS Framework for designing DCS training within a national health system. Findings highlight that training can serve as a key mechanism for organisational change, promoting shared understanding, engagement, and consistent adoption of safe digital practices. This approach provides transferable insights into embedding DCS practices within a complex health system to support safe, resilient, and equitable digital healthcare delivery.

This study investigates the role of complementary clusters of human resource management (HRM) practices in explaining the persistent productivity variations across English NHS hospitals. While prior research has highlighted the importance of individual HRM practices, their impact is often indeterminate. A critical gap remains in the systematic analysis of complementarity, non-linearity, and the interdependencies between these practices. To address this gap, we draw on complementarity theory to propose and test a novel framework. This framework posits that hospital performance is shaped by three distinct effects: indeterminacy, where isolated practices have an inconsistent impact; non-linearity, where practices are effective only above a certain intensity threshold; and complementarity, where synergies between practices amplify their collective impact. We use this framework to explain the significant productivity dispersion observed across hospitals. Using panel data from English NHS hospitals, we employ machine learning techniques to identify distinct HRM clusters and test their significance using correlated random effects models. Our findings confirm that individual HRM practices often have no significant effect until their intensity surpasses a critical threshold. Crucially, we identify several distinct complementary clusters involving incentives, workplace flexibility, training, team quality, and job design. High-performing hospitals are distinguished by their adoption of these synergistic bundles-such as combining job design, team quality, and incentives-whereas persistent low performance is linked to the adoption of incomplete clusters. For instance, workplace flexibility or training only boosts productivity when supported by an effective incentive system, underscoring the powerful non-linear and interdependent effects at play. This study advances the HRM and healthcare management literature by systematically demonstrating the non-linear and complementary nature of HRM practices and by introducing data-driven methods for their analysis. The key implication for policymakers and hospital administrators is the need to prioritise bundles of complementary practices and holistic organisational change over isolated, piecemeal initiatives.