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Biomedical subjects

C M Freund

Publications and source records attributed to C M Freund.

16 recordsLinked to original sources
PubMed2000

Messenger RNAs located in myelin sheath assembly sites.

The targeting of mRNAs to specific subcellular locations is believed to facilitate the rapid and selective incorporation of their protein products into complexes that may include membrane organelles. In oligodendrocytes, mRNAs that encode myelin basic protein (MBP) and select myelin-associated oligodendrocytic basic proteins (MOBPs) locate in myelin sheath assembly sites (MSAS). To identify additional mRNAs located in MSAS, we used a combination of subcellular fractionation and suppression subtractive hybridization. More than 50% of the 1,080 cDNAs that were analyzed were derived from MBP or MOBP mRNAs, confirming that the method selected mRNAs enriched in MSAS. Of 90 other cDNAs identified, most represent one or more mRNAs enriched in rat brain myelin. Five cDNAs, which encode known proteins, were characterized for mRNA size(s), enrichment in myelin, and tissue and developmental expression patterns. Two of these, peptidylarginine deiminase and ferritin heavy chain, have recognized roles in myelination. The corresponding mRNAs were of different sizes than the previously identified mRNA, and they had tissue and development expression patterns that were indistinguishable from those of MBP mRNA. Three other cDNAs recognize mRNAs whose proteins (SH3p13, KIF1A, and dynein light intermediate chain) are involved in membrane biogenesis. Although enriched in myelin, the tissue and developmental distribution patterns of these mRNAs differed from those of MBP mRNA. Six other cDNAs, which did not share significant sequence homology to known mRNAs, were also examined. The corresponding mRNAs were highly enriched in myelin, and four had tissue and developmental distribution patterns indistinguishable from those of MBP mRNA. These studies demonstrate that MSAS contain a diverse population of mRNAs, whose locally synthesized proteins are placed to contribute to myelin sheath assembly and maintenance. Characterization of these mRNAs and proteins will help provide a comprehensive picture of myelin sheath assembly.

Animals↗
PubMed1999

Myelin-associated oligodendrocytic basic protein mRNAs reside at different subcellular locations.

The mRNAs for two myelin proteins, myelin basic protein (MBP) and myelin-associated oligodendrocytic basic protein (MOBP)-81A, are uniquely located at sites where myelin sheaths are assembled. Here, we use subcellular fractionation to show that four MOBP mRNAs, like MBP mRNA, are located at sites of myelin sheath assembly, and that three other MOBP mRNAs are located in oligodendrocyte soma. The MOBP-81 protein is found in myelin and in another subcellular fraction, whereas other myelin proteins, including MBP, 2',3'-cyclic nucleotide 3'-phosphodiesterase, and myelin-associated glycoprotein, are largely restricted to myelin. Different MBP mRNAs are generated by alternative splicing. All of them contain an RNA transport sequence (RTS) that directs them to sites in oligodendrocytes, where myelin sheaths are assembled. Consequently, all are enriched in myelin. After fractionation, four MOBP mRNAs, MOBP-71, MOBP-81A, MOBP-99, and MOBP-169 (identified in this study), are enriched in myelin. These mRNAs contain a common exon, exon 8b, which has a nucleotide sequence that is similar to MBP mRNA RTS. This sequence likely directs these mRNAs to sites of myelin sheath assembly. Three other MOBP mRNAs, MOBP-69, MOBP-81B, and MOBP-170, lack this exon. Their subcellular distribution indicates that they are largely retained in oligodendrocyte soma. We conclude that the distribution of MOBPs in oligodendrocytes is strongly influenced by alternative splicing of the corresponding mRNAs.

2',3'-Cyclic-Nucleotide Phosphodiesterases↗
PubMed1991

Nurses employed in nonnursing fields. Is nursing losing its best and brightest?

Any solution to the imbalance between nurse supply and demand must incorporate at least three related strategies: recruitment of students, redesign of the staff nurse's role, and implementation of known retention promoters. The authors discuss a retention study and examine the characteristics of and disincentives for nurses who have chosen to leave nursing in pursuit of another career. This examination demonstrates how retention is intricately tied to redesign of the staff nurse role and how retention initiatives and staff nurse role redesign may serve to enhance recruitment into the profession.

Adult↗
PubMed1988

Decision-making styles: managerial application of the MBTI and type theory.

Applying type theory is a relatively inexpensive way for managers to increase effectiveness by emphasizing the qualitative issues in organizations. The author describes managerial and organizational uses of C.G. Jung's theory of psychological type, as operationalized in the Myers-Briggs Type Indicator (MBTI). The MBTI is useful not only in identifying individual preferences, but also in developing effective managerial and working terms. Knowledge of one's own type and the type of others can help managers motivate others, maximize human resources, persuade others, and gain cooperation. An article in the January 1989 issue of JONA discusses the author's use of the MBTI to assess decision-making styles and the compatibility of hospital chief nursing officers and executive officers.

Administrative Personnel↗
PubMed1985

The tenure of directors of nursing.

Director of nursing (DON) tenure is often a question of debate, with some believing that there is rapid turnover among DONs. A survey of university and university-affiliated hospitals was conducted to assess turnover among DONs and the reasons they leave their positions. Over a 10-year period, hospitals averaged 2.5 DONs per hospital. The majority of hospitals (57%) had one to two DONs and 19% had four or more DONs during this 10-year period. Fifty percent of the current DONs have been in their positions for 5 or more years. Termination and requested resignation were cited most frequently as the reasons past DONs left their positions (40%). In spite of the high termination rate, both DONs and chief executive officers (CEOs) feel that they work effectively together.

Administrative Personnel↗
PubMed1985

Director of nursing effectiveness. DON and CEO perspectives and implications for education.

As part of a study, directors of nursing (DONs) and chief executive officers (CEOs) were asked what makes an effective nurse executive and were questioned about their educational and experiential backgrounds. More than four-fifths of the DONs and four-fifths of the CEOs said that effective DONs need knowledge about general and fiscal management and about nursing and the health-care field. The second most frequently mentioned factor was human management skill. DONs tended to view their positions as more political than did CEOs. DON and CEO perspectives on what makes DONs effective have implications for educational programs preparing nurse administrators.

Administrative Personnel↗
PubMedDate not supplied

Faculty work load standards: assuring teaching, service, and scholarship.

The author describes a method used to develop a faculty work load standard that accounts for all aspects of the faculty role, i.e., teaching, research, or scholarly activity, and service. The standard was developed for a school of nursing faculty of 85 in a major research university. The method is described in detail because most of the current literature does not include a full description of the methods used to determine work load standards, making replication and adaptation nearly impossible.

Faculty, Nursing↗
PubMedDate not supplied

The dialectic of freedom and accountability: balancing faculty work load.

A work load standard for faculty assignments was developed and described in the previous article by Freund. In this article, the authors discuss use of the standard for distributing the work of the school while allowing time for service activity and faculty scholarship. While allocating responsibility according to a formula is a rational approach to work load assignment and evaluation, it raises a number of issues which the authors discuss in relation to individual freedom and organizational accountability.

Employee Performance Appraisal↗
PubMedDate not supplied

CEO succession and its relationship to CNO tenure.

Executive turnover and termination are complex organizational issues. In this study, Chief Executive Officer (CEO) succession and its relationship to Chief Nursing Officer (CNO) termination was explored; 12.2% of newly appointed CEOs terminated their CNO counterparts within 1 year of their appointment. Although some CNO terminations are related to CEO succession, complex organizational factors such as organizational context, contingencies, uncertainties, and life-cycle must be explored to fully understand the phenomena of CNO and CEO tenure and turnover.

Administrative Personnel↗
PubMedDate not supplied

Outplacement service for the nurse executive.

Outplacement service (OPS) is a human resource service provided by organizations to terminated executives. In addition to assisting organizations with the mechanics of the termination process, OPS helps terminated executives cope with the trauma of job loss and find new employment. Given the frequent involvement of nurse executives in termination decisions and the risk of termination inherent in their own positions, nurse executives have a vested interest in OPS policies and programs.

Administrative Personnel↗