潤滑剤には, 界面活性剤と本質的に変わらない働きをもつものがある。本稿では, まず摩擦, 摩擦面の表面損傷, 潤滑などを対象とするトライボロジーと, いろいろな潤滑剤を簡単に紹介したのち, 物質・状態による摩擦係数の大幅な違い, 摩擦を低減する二種類の潤滑形態について述べ, 境界潤滑のメカニズム, 境界潤滑の潤滑剤として, 界面活性剤と本質的に変わらない作用をする油性剤の働きについて説明している。

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Microsurgery is very useful for direct operation of intracranial aneurysms due to its good illumination and magnification.
Our experience of 126 cases of direct microsurgical operations of intracranial aneurysms show that the operative mortality was 2.7% (3 deaths in 110 cases) in cases operated on later than the 8th day from the last subarachnoid hemorrhage (SAH) and that the mortality, however, was much higher in the earlier stage 37.5%-6 deaths in 16 cases). In the acute stage, the operative results were not always depending on the conditions (grades) of patients. 4 out of these 6 operative deaths die due to postoperative vasospasm and these cases were operated on just between the 4th and the 8th day from the last SAH. Examined 80 carotid angiograms which were performed on the cases of aneurysms within 3 weeks from last SAH and found that vasospasm of natural course appeared frequently after 6th day from the last SAH and were found earlier than 5th day from SAH. And therefore, patients died from postoperative vasospasm were probably disposed to vasospasm if any stimuli were given to them. On the other hand, cases operated on between 1st and 3rd day, all showed good results.
Microsurgery solved many technical difficulties in handling intracranial aneurysms and therefore, timing of operations aneurysm is now very important. If patients are in good conditions, operation are indicated as soon as possible. However, if patients are admitted between the 4th and 8th day from the last SAH, we think we had better postpone the operation after the 8th day. We try to prevent rebleeding by administration of Trasylol in this period.
Technical details of operations in the acute stage was also discussed.

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目的：プラダー・ウィリー症候群のある児の乳児期に焦点を当て、母親の育児の体験やその中での心の動きを明らかにし、そこから本疾患における乳児期の看護支援について考察する。

方法：プラダー・ウィリー症候群の家族会を通じて面接調査を依頼し、承諾の得られた母親17名を対象にインタビューを実施した。インタビューで得られた内容をKrippendorffの内容分析の手法で分析した。

結果および考察：乳児期における母親の思いとして《育児の困難さを実感》、《わが子の障害を知った衝撃》、《情報不足からくる困難》、《医療への満足》、《医療への要望》、《前向きに捉える》、《育児意欲の高まり》、《将来を案じる》、《大変さを理解されにくい》、《障害受容における苦悩》、《家族への感謝》、《遺伝ではない安堵》の12 のカテゴリが生成された。《育児の困難さを実感》に類する内容が最も多く語られ、筋緊張低下とそれに伴う哺乳障害に対する育児の困難さが伺えた。看護職者は、退院後に家庭でも十分な哺乳量を確保できるように、母親と家族に対して具体的な授乳方法の指導を行う必要がある。本疾患は、生後数か月経過した頃から筋緊張低下や哺乳障害等の症状が徐々に改善する特徴がある。母親は出来事を《前向きに捉え》、わが子を可愛いと思うなど《育児意欲の高まり》が見られた。看護職者は、遺伝に関する知識や疾患の特性を十分に理解し、リハビリや療育の専門職とともに児の発達を促す支援を提供しながら、家族の児に対する愛情や育児意欲を引き出すように関わることが重要である。

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The expansion of COVID-19 pandemic has cast aspersions on the traditional view of work styles. The practice of remote working displaces office work to home and the third place, helping people save commuting time and restore the balance between work and life. This new style of work hasn’t been achieved without the advanced and matured digital technologies, such as mobile devices and cloud computing/networking. Below the surface, the changes in industrial structure go underway, sifting from the pursuit of physical and financial resources to the accumulation of intangible assets created by human. Intangible economy exerts a large influence on corporate strategies and human resource (HR) practices. During and after pandemic, organizations must face the double-bind policy for HR; increasing corporate-specific investment and maintaining mobility of human capital across organizations, simultaneously. Then, this paper reviews the literature of industrial and organizational psychology for the purposes of capturing the current scientific knowledge in the field and of assisting HR practitioners working in the digital and intangible economic environment. Particularly, the paper focuses on the three important topics: 1) selection and screening, 2) performance appraisal, and 3) human resource development. Regarding the selection research, impacts of HR Tech, selection via social networking services (SNS), pros and cons of web interviews, overview of interview contents, impression management in employment interviews, and the effects of gamification and simulation on selection are scrutinized. The reviews regarding key concepts of performance appraisal, new perspective of outcome distribution, and incongruence of subjective and objective ratings will follow. Finally, the paper looks at the research in training effectiveness, experiential learning, and error training as the marked topics in HR development.

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