Journal articles: 'Posmom'

1

Bernard, Yves A., and Peter M. W. Gill. "Posmom: The Unobserved Observable." Journal of Physical Chemistry Letters 1, no. 8 (March 29, 2010): 1254–58. http://dx.doi.org/10.1021/jz100216d.

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2

Liu, Q. H., L. Qin, X. L. Huang, D. Y. Zhang, and D. M. Xun. "Distribution of x ⋅ p for quantum states on a circle." International Journal of Geometric Methods in Modern Physics 12, no. 07 (July 10, 2015): 1550078. http://dx.doi.org/10.1142/s0219887815500784.

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We first give the proper definition of the particle's position-momentum dot product, the so-called posmomx ⋅ p, to quantum states on a circular circle, in which the momentum turns out to be the geometric one that is recently intensively studied. Second, we carry out the posmom distributions for eigenstates of the free motion on the circle, i.e. [Formula: see text], (m = 0, ±1, ±2, …). The results are not only potentially experimentally testable, but also reflect a fact that the embedding of the circle S1 in two-dimensional flat space R2 is physically reasonable.

3

Sah, Birendra Kumar, Chen Ming Min, Wang Xiao Yan, Yang Qiu Meng, Li Chen, Xiang Ming, Chen Jun, Yan Min, and Zhu Zheng Gang. "Risk adjusted auditing of postop complications in gastric cancer patients by POSSUM." International Journal of Surgery 6, no. 4 (August 2008): 311–16. http://dx.doi.org/10.1016/j.ijsu.2008.05.001.

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4

Joković, Sandra, Divna Kekuš, Mile Despotović, Jelena Pavlović, and Natalija Hadživuković. "Satisfaction with the work of nurses." Sestrinska rec 21, no. 76 (2018): 20–24. http://dx.doi.org/10.5937/sestrec1876020j.

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5

Lornell, Kip, Vaughan Webb, Greg Killmaster, Elizabeth Barrett, and William Ferris. "Possum, Oh, Possum." Journal of American Folklore 100, no. 395 (January 1987): 90. http://dx.doi.org/10.2307/539996.

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6

Ćurčić, Mihailo, and Ivica Matejić. "Knowledge management as a determinant of job satisfaction." Trendovi u poslovanju 9, no. 2 (2021): 64–74. http://dx.doi.org/10.5937/trendpos2102069c.

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The development of technics, technology, communication and traffic has contributed to all organizations having the same or similar material resources that they use in the process of work. The difference between organizations is reflected in human resources, ie., employees. Employees are not enough to outperform the competition. Establishing a leadership position over competitors requires employees who possess knowledge, abilities and skills that are critical to the success of the organization. For this reason, more and more organizations are focusing on identifying, training and retaining employees with "critical knowledge". For the success of the organization in this regard, it is necessary to have a developed knowledge management system in the work environment. The aim of the research in this paper is to identify the interdependence of elements that determine the processes of knowledge management and job satisfaction. The empirical research was conducted in 2021 in the organizational units of the Ministry of Defense of the Republic of Serbia on a sample of 58 respondents, using the survey method. The results of the research show that there is an interdependence between the observed parameters, and their interpretation is presented in the paper itself.

7

Ilić-Koderman, Đurđijana. "Organizational commitment of employees as a result of job satisfaction." Trendovi u poslovanju 9, no. 1 (2021): 16–24. http://dx.doi.org/10.5937/trendpos2101017i.

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In modern business conditions, human resources are the most valuable resource that enables the realization and maintenance of the competitive advantage of the organization. Given this statement, it is not surprising why in recent decades in professional and academic circles there is a growing interest in researching issues of how to improve, retain and motivate employees to invest their maximum efforts in achieving organizational goals. As companies are both capital and labor intensive, it is easy to come to the conclusion that depending on the degree of motivation and commitment of employees to the realization of organizational goals, the realization of the above-mentioned imperative also depends on it. In other words, the degree to which employees identify with their organization depends on how motivated they will be to achieve its goals and to participate in improving its efficiency. This means that organizational commitment is becoming one of the key determinants of the success of 21st century organizations. Generally speaking, job satisfaction is an attitude that manifests in the workplace as individual behavior of the employee and can have an impact on the organization and organizational behavior. Job satisfaction encourages employees to increase performance and commitment to the organization, while reducing absenteeism and increasing interest in the profession, and it is of immeasurable importance to pay attention to the cause-and-effect relationship of job satisfaction and organizational commitment.

8

Maškarin, Helga. "SATISFACTION WITH THE EMPLOYEES' JOB IN THE CROATIAN HOTEL INDUSTRY." Tourism and hospitality management 11, no. 1 (May 2005): 193–206. http://dx.doi.org/10.20867/thm.11.1.12.

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Mjerenje zadovoljstva zaposlenika poslom pomaže managerima u donošenju na informacijama baziranih odluka u području upravljanja ljudskim potencijalima, ali i poduzeća sveukupno. Mjerenje osim toga doprinosi razumijevanju načina na koji se zadovoljstvo poslom uklapa u sveukupnu sliku motivacije za rad i rezultata rada. U ovom su radu prezentirani rezultati istraživanja zadovoljstva zaposlenika poslom u hrvatskoj hotelskoj industriji.

9

Rodić, Sanja. "ZADOVOLJSTVO POSLOM I APSENTIZAM ZAPOSLENIH." Zbornik radova Fakulteta tehničkih nauka u Novom Sadu 35, no. 02 (January 24, 2020): 300–303. http://dx.doi.org/10.24867/06gi02rodic.

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Ovaj rad se bavi istraživanjem zadovoljstva poslom zaposlenih kompanije AD Podunavlje Bačka Palanka, kao i stepenom prisustva apsentizma u kompaniji. Predmet rada su stavovi zaposlenh kompanije AD Podunavlje o različitim aspektima posla. Cilj istraživanja je utvrditi stepen zadovoljstva zaposlenih, broj odsustva i povezanost ova dva faktora. Rezultati istraživanja mogu da daju doprinos poboljšanju zadovoljstva zaposlenih, ali i poboljšanju rada kompanije.

10

Došenović, Dragana, and Branka Zolak-Poljašević. "The impact of human resource management activities on job satisfaction." Anali Ekonomskog fakulteta u Subotici 57, no. 45 (2021): 117–31. http://dx.doi.org/10.5937/aneksub2145117d.

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Although there are numerous and various factors that can affect job satisfaction, human resource management has been identified as one of the most important causes of job satisfaction. For this reason, this paper analyses the impact of human resource management and its activities on job satisfaction in various organizations in the Republic of Srpska, with the main goal to investigate and determine the existence and nature of the relationship between human resource management activities, as an independent variable, and job satisfaction, as a dependent variable. In order to analyse the observed relationship, an empirical research was conducted on a sample of 738 employees from 283 organizations from the Republic of Srpska. The research was conducted using a specially created survey questionnaire, and the reliability of the created instrument was calculated using the Cronbach's Alpha coefficient. Based on the results of the research, which were obtained by correlation analysis, the basic hypothesis was confirmed, which proved that human resource management activities have a statistically significant effect on job satisfaction. Also, all additional hypotheses, claiming that individual human resources management activities (recruitment and selection, training, development and rewarding) have a positive effect on job satisfaction, were confirmed.

11

Macuka, Ivana, Irena Burić, and Ivana Batur. "Emotional Determinants of Exhaustion and Job Satisfaction of Elementary School Teachers." Drustvena istrazivanja 26, no. 2 (June 30, 2017): 227–48. http://dx.doi.org/10.5559/di.26.2.05.

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12

Milošević-Gačević, Marijana. "A review of job satisfaction surveys in health care." Srpski medicinski casopis Lekarske komore 3, no. 3 (2022): 362–73. http://dx.doi.org/10.5937/smclk3-38222.

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The healthcare sector is one of the sectors in the EU economy with significant employment potential, which is driven by the growing demand for healthcare. Job satisfaction contributes to the improvement of the quality of service, in every profession, and it is especially important in the field of work of professionals whose service should contribute to better and more efficient health care, and therefore it has been an important research topic for a number of years. The health care sector is facing many challenges. Therefore, providing a sufficient number of well-qualified and motivated staff will be a particular problem in countries facing a marked increase in the demand for health care. It is estimated that the shortage of health workforce will reach 12.9 million health workers by 2035. The health sector of the Republic of Serbia is facing similar challenges, but it also has its own specificities, conditioned by the historical, socio-economic, cultural, and political development of the country. This paper analyses the available literature on job satisfaction, factors influencing satisfaction, and challenges for improving job satisfaction in the health sector.

13

Janjić, Ivana, and Đurđijana Ilić. "Satisfaction by the certain subjective success in career." Trendovi u poslovanju 7, no. 1 (2019): 49–60. http://dx.doi.org/10.5937/trendpos1901049j.

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14

Gmiterek, Henryk. "Lublin sejmik instruction for the Sejm delegates in 1581." Res Historica 38 (July 24, 2015): 215. http://dx.doi.org/10.17951/rh.2014.0.215.

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15

Smith, R. T. "Possum." English Journal 80, no. 5 (September 1991): 92. http://dx.doi.org/10.2307/818281.

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16

Cinquemani, Emily. "Possum." Colorado Review 47, no. 2 (2020): 77–78. http://dx.doi.org/10.1353/col.2020.0059.

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17

Condon, Karen. "Possum." Iowa Review 20, no. 3 (October 1990): 127–35. http://dx.doi.org/10.17077/0021-065x.3951.

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18

McGann, Brad. "Possum." Short Film Studies 6, no. 1 (April 1, 2016): 5–8. http://dx.doi.org/10.1386/sfs.6.1.5_7.

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19

Harrington, Janice N. "Possum." Prairie Schooner 78, no. 3 (2004): 39–44. http://dx.doi.org/10.1353/psg.2004.0121.

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20

Donnai, D. "Possum." Archives of Disease in Childhood 66, no. 7 (July 1, 1991): 909. http://dx.doi.org/10.1136/adc.66.7.909.

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21

Lončar, Bojana. "ISTRAŽIVANJE ZADOVOLJSTVA POSLOM I MOTIVACIJE ZAPOSLENIH." Zbornik radova Fakulteta tehničkih nauka u Novom Sadu 34, no. 05 (April 14, 2019): 814–17. http://dx.doi.org/10.24867/02gi04loncar.

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22

Simić, Jana. "UTICAJ KARAKTERISTIKA LIČNOSTI NA ZADOVOLJSTVO POSLOM." Zbornik radova Fakulteta tehničkih nauka u Novom Sadu 36, no. 10 (October 7, 2021): 1763–66. http://dx.doi.org/10.24867/14gi15simic.

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Osnovni cilj istraživanja jeste da se utvrdi postojanje uticaja karakteristika ličnosti na generalno zadovoljstvo poslom, Navedena povezanost se ispitivala kod muškaraca i kod žena sa razlikama u starosnoj dobi (uzrast ispitanika je od 25 do 60 godina), a uzorak je brojao 95 ispitanika. Ovo istraživanje je sprovedeno u bankarskom sektoru. U ovom istraživanju korištena su dva upitnika: Spektorova skala za merenje zadovoljstva poslom za varijablu zadovoljstvo poslom i instrument Inventar Velikih pet za ispitivanje dimenzija ličnosti. Dobijene informacije su obrađene u statističkom programu SPSS. Analizom rezultata upitnika, utvrđeno je postojanje uticaja kod pojedinih dimenzija ličnosti među kojima je dominantna prijatnost, ali i slabost uticaja određenih dimenzija ličnosti među kojima su neuroticizam i otvorenost ka novim iskustvima. Pored toga, potvrđeni su i elementi uticaja starosti na zadovoljstvo poslom, a potvrđena je i pretpostavka da polne razlike nemaju veliki uticaj na zadovoljstvo poslom.

23

Mali, Predrag, Bogdan Kuzmanović, Siniša Mitić, Edit Terek-Stojanović, and Milan Nikolić. "The effects of organizational culture on job satisfaction and financial performance." Journal of Engineering Management and Competitiveness 12, no. 1 (2022): 44–56. http://dx.doi.org/10.5937/jemc2201044m.

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The paper examines the effects of organizational culture on employee job satisfaction and financial performance. The research was carried out in organizations in Serbia. 220 employees participated in the research. The dimensions of organizational culture have statistically significant, strong, and positive correlations with the dimensions of job satisfaction and items of financial performance. The exception is the dimension of organizational culture OC3-Power Distance, which has mostly negative correlations. The strongest influences are exerted by the dimensions of Collectivism within the group, Performance Orientation, Humane Orientation, and Assertiveness. The dimensions of organizational culture have stronger predictive effects on the dimensions of job satisfaction than on the items of financial performance. Thus, organizational culture has a greater impact on individual performance, social relations, personal feelings, and satisfaction of employees, while financial performance is also influenced by numerous external factors, such as the state of the industry, the strength, and performance of the competition, consumer needs, and requirements.

24

Maškarin, Helga. "MEASURING THE IMPACT OF EMPLOYEE JOB SATISFACTION IN THE BUSINESS RESULTS OF THE HOTEL." Tourism and hospitality management 11, no. 1 (May 2005): 313–24. http://dx.doi.org/10.20867/thm.11.1.20.

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Ovim se istraživanjem podupire jedna opće prihvaćenih „istina” kako je povezanost zadovoljstva zaposlenika poslom i rezultata poslovanja osobito jasna i izražena u uslužnoj industriji, te je istraživanje provedeno na primjeru hotelske industrije. Ljudi su centralni resurs efektivnog poslovanja hotelske industrije kao izrazito radno-intenzivne industrije.

25

Mihajlov, Snežana, Nenad Mihajlov, and Goran Perić. "Gender differences in job satisfaction among employees in Serbia." Ekonomski pogledi 23, no. 1 (2021): 91–111. http://dx.doi.org/10.5937/ekopogl2101091m.

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In this paper, a research was conducted on gender differences in job satisfaction among employees in Serbia. Starting from the paradox that women are more satisfied with work despite the more unequal position on the labor market, it was determined that there are no significant gender differences. A quantitative research study was conducted through the structure of online surveys using a technical random sample. If we can talk about the complete neutrality of job satisfaction, it has been shown that women are satisfied with how much they perceive the support of managers through open and constructive communication. Men are satisfied with their work if the organization provides conditions for adequate evaluation of their agreement on the creation of organizational acts (autonomy in work and promotional opportunities), or if their needs for self-realization and self-realization are met.

26

Bojičić, Radica, Marko Pavlović, and Biljana Stojanović-Višić. "Zadovoljstvo poslom u EU, Rusiji i Srbiji - komparativna analiza." Vojno delo 70, no. 4 (2018): 354–69. http://dx.doi.org/10.5937/vojdelo1807354b.

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27

Milanović, Vesna. "Some important aspects of the relationship between communication satisfaction and job satisfaction." Marketing 49, no. 3 (2018): 221–32. http://dx.doi.org/10.5937/markt1803221m.

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28

Manić, Aleksandar, Saška Manić, Srđan Novaković, and Darjan Karabašević. "Job Satisfaction of employees in the municipal police (militia) of the Republic of Serbia." Oditor 8, no. 3 (2022): 1–41. http://dx.doi.org/10.5937/oditor2203001m.

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The research was designed as a cross-sectional study in two time periods (2014 and 2019) on a selected sample in 12 cities of the Republic of Serbia. It aims to find out about the level of job satisfaction of employees in the municipal police (Official Gazette of the RS, No. 51/2009) - militia (Official Gazette of the RS, No. 49/2019). In order to obtain valid results from the respondents, the measurement of the degree of satisfaction was carried out by means of an anonymous standardized questionnaire for measuring job satisfaction - Job Satisfaction Survey (JSS). The collected data were processed by Descriptive statistical analysis (Macura, Kovacevic, 2018), determined is medium value, relationships and connections with categorical by division on the subscales and total scales For pleasure by work: dissatisfied, ambivalent and satisfied. T test of independent samples performed is a comparison of mean values on the job satisfaction scale and all its subscales. Standard multiple regression analysis of certain is mutual and influence and statistics the significance of the set variables on Employee Job Satisfaction. The results showed a statistically significant influence between the subscales on the job satisfaction scale, where the greatest influence on employee dissatisfaction in 2014 was the salary, promotion, benefits, rewards and the very nature of the job. The greatest influence on employee ambivalence was satisfaction with work procedures and satisfaction with communications in 2014, while in 2019 the greatest influence on employee ambivalence was satisfaction with co-workers, rewards, the very nature of work and communication.

29

Prytherch, Whiteley, Higgins, Weaver, Prout, and Powell. "POSSUM and Portsmouth POSSUM for predicting mortality." British Journal of Surgery 85, no. 9 (September 1998): 1217–20. http://dx.doi.org/10.1046/j.1365-2168.1998.00840.x.

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30

Anonymous. "Postor Abstracts." Journal of Pediatric Ophthalmology & Strabismus 29, no. 4 (July 1992): 258–60. http://dx.doi.org/10.3928/0191-3913-19920701-19.

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31

Galvin, Jean. "Keeping Possum." Elderly Care 6, no. 2 (March 1994): 30–31. http://dx.doi.org/10.7748/eldc.6.2.30.s16.

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32

Dove, Rita. "Roast Possum." Callaloo, no. 26 (1986): 41. http://dx.doi.org/10.2307/2931033.

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33

FREETH, ELIZABETH A. "POSTOP PROCEDURE." Nursing 17, no. 1 (January 1987): 6. http://dx.doi.org/10.1097/00152193-198701000-00005.

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34

Loden, Rachel. "Dear Possum." Iowa Review 33, no. 3 (December 2003): 140. http://dx.doi.org/10.17077/0021-065x.5761.

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35

Dove, Rita. "Roast Possum." Callaloo 24, no. 3 (2001): 728–29. http://dx.doi.org/10.1353/cal.2001.0131.

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36

&NA;. "POSTOP EQUIPMENT." AJN, American Journal of Nursing 88, no. 8 (August 1988): 1125. http://dx.doi.org/10.1097/00000446-198808000-00019.

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37

Dayan, Colin. "Possum Hunting." Qui Parle 26, no. 1 (January 1, 2017): 143–53. http://dx.doi.org/10.1215/10418385-3822403.

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38

Law, W. L., C. M. Lam, and Y. M. Lee. "Evaluation of outcome of laparoscopic colorectal resection with POSSUM, Portsmouth POSSUM and colorectal POSSUM." British Journal of Surgery 93, no. 1 (2005): 94–99. http://dx.doi.org/10.1002/bjs.5183.

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39

Muhić, Edin, Darije Plančak, Vlatka Lajnert, and Asja Muhić. "Predictors of Job Satisfaction in Dental Professionals of the Bosnia and Herzegovina Federation." Acta Stomatologica Croatica 50, no. 3 (September 15, 2016): 222–29. http://dx.doi.org/10.15644/asc50/3/4.

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40

Grujičić, Maja. "Work motivation and job satisfaction of healthcare professionals in the Vojvodina, Serbia." Zdravstvena zastita 49, no. 1 (2020): 25–38. http://dx.doi.org/10.5937/zz2001025g.

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41

Milana, Elias. "Impact of job satisfaction on public service quality: Evidence from Syria." Serbian Journal of Management 13, no. 2 (2018): 233–50. http://dx.doi.org/10.5937/sjm13-14734.

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42

Vapa-Tankosić, Jelena, and Snežana Lekić. "The impact of strategic planning process on job satisfaction in public enterprises." Ekonomija: teorija i praksa 11, no. 1 (2018): 1–18. http://dx.doi.org/10.5937/etp1801001v.

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43

Petrović, Nikola, Edit Terek, Dragana Sajfert, Zoran Jovanović, and Tamara Petković. "Job satisfaction and relations with the leader on an example of a domestic company." Journal of Engineering Management and Competitiveness 9, no. 2 (2019): 113–23. http://dx.doi.org/10.5937/jemc1902113p.

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44

Kavalić, Mila. "LOKUS KONTROLE U FUNKCIJI UNAPREĐENJA ZADOVOLJSTVA POSLOM." Zbornik radova Fakulteta tehničkih nauka u Novom Sadu 36, no. 02 (February 1, 2021): 327–30. http://dx.doi.org/10.24867/11gi12kavalic.

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U ovom radu prikazani su rezultati istraživanja koje je usmereno na analizi lokusa kontrole u funkciji unapređenja zadovoljstva poslom. Predmet istraživanja predstavljen je kroz prisustvo zadovoljstva poslom, definisanjem prisutnosti određenog tipa lokusa kontrole zaposlenih i kroz statističku povezanost lokusa kontrole i zadovoljstva poslom. Uzorak je obuhvatao 202 ispitanika. Metoda obrade podataka vršila se putem analiza varijanse (Anova). Za potrebe istraživanja korišćen je upitnik o zadovoljstvu poslom koji se sastoji od 9 dimenzija (Paul Spector), označen kao zavisna varijabla i skala za određivanje lokusa kontrole (Julian Rotter) definisana kao nezavisna promenjiva varijabla.

45

Žujić, Nataša, and Dragana Šarac. "UTICAJ ZADOVOLJSTVA ZAPOSLENIH POSLOM NA ZADOVOLJSTVO KORISNIKA." Zbornik radova Fakulteta tehničkih nauka u Novom Sadu 34, no. 04 (March 19, 2019): 669–72. http://dx.doi.org/10.24867/02ds06zujic.

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U ovom radu izvršeno je istraživanje zadovoljstva zaposlenih u Pošti 21101 Novi Sad, kao i njihov uticaj na zadovoljstvo korisnika. Kako bi se ocenio nivo zadovoljstva, anketirane su obe strane. Dobijeni rezultati pokazuju u kojoj meri su ispitanici zadovoljni odnosno nezadovoljni određenim faktorima, što olakšava Pošti u daljem unapređenju svog rada, kao i na koji način da motiviše zaposlene. Na osnovu izvršenog istraživanja dati su predlozi za poboljšanje rada i motivaciju zaposlenih u vidu Postbenefit kartica i angažovanjem studenata.

46

Stevović, Gorčin. "GREŠKE U RADU KAO POKAZATELJI ZADOVOLJSTVA POSLOM." Zbornik radova Fakulteta tehničkih nauka u Novom Sadu 35, no. 05 (April 19, 2020): 822–25. http://dx.doi.org/10.24867/07gi03stevovic.

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Ovaj rad bavi se istraživanjem grešaka koje nastaju u radu kao i zadovoljstva poslom koje je prisutno kod zaposlenih kompanije Tehnika MB DOO u Srbobranu. Predmet rada su stavovi zaposlenh kompanije Tehnika MB DOO o različitim aspektima posla koji se tiču zadovoljstva i njihovo gledanje na učestalost pojave grešaka i rešavanje istih. Cilj istraživanja je utvrditi stepen pojave grešaka na radu, načine postupanja u situacijama kada one nastanu, prisutnost zadovoljstva zaposlenih, i na kraju povezanost samih grešaka sa zadovoljstvom na poslu. Rezultati istraživanja mogu da daju doprinos u poboljšanju zadovoljstva zaposlenih, ali i da pomognu kompaniji da u budućnosti bolje reaguje na greške koje nastanu.

47

Ivanović, Miroljub, and Uglješa Ivanović. "Osobine ličnosti trenera kao prediktori zadovoljstva poslom." Sportlogia 6, no. 2 (December 1, 2010): 1–8. http://dx.doi.org/10.5550/sgia.s1002001.

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48

Čukavac, Olivera. "ORGANIZACIONA KULTURA KAO PREDIKTOR ZA ZADOVOLJSTVO POSLOM." Zbornik radova Fakulteta tehničkih nauka u Novom Sadu 35, no. 08 (July 30, 2020): 1422–25. http://dx.doi.org/10.24867/08gi12cukavac.

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Abstract:

Ovaj rad se bavi utvrđivanjem prediktorskog efekta organizacione kulture na zadovoljstvo poslom zaposlenih u kompanijia X. Istraživanje je sprovedeno na uzorku od 91 zaposlenog, prema sociodemografskim varijablama: pol, starost, obrazovanje, sektor, ukupan radni staž i radni staž u kompaniji X. Kvantitativni podaci prikupljani su pomoću Spektorovog upitnika o zadovoljstvu poslom (JSS, 1985) i Parekovog upitnika za ispitivanje organizacione kulture (Pareek, 1994). Rezultati su pokazali da postoji statistički značajna povezanost između organizacione kulture i zadovoljstva poslom i njihovih dimenzija, kao i da sektor u kome zaposleni rade diferencira razlike dimenzijama oganizacione kulture i zadovoljstva poslom.

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Le Manach, Yannick, Gary Collins, Reitze Rodseth, Christine Le Bihan-Benjamin, Bruce Biccard, Bruno Riou, P. J. Devereaux, and Paul Landais. "Preoperative Score to Predict Postoperative Mortality (POSPOM)." Anesthesiology 124, no. 3 (March 1, 2016): 570–79. http://dx.doi.org/10.1097/aln.0000000000000972.

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Abstract Background An accurate risk score able to predict in-hospital mortality in patients undergoing surgery may improve both risk communication and clinical decision making. The aim of the study was to develop and validate a surgical risk score based solely on preoperative information, for predicting in-hospital mortality. Methods From January 1, 2010, to December 31, 2010, data related to all surgeries requiring anesthesia were collected from all centers (single hospital or hospitals group) in France performing more than 500 operations in the year on patients aged 18 yr or older (n = 5,507,834). International Statistical Classification of Diseases, 10th revision codes were used to summarize the medical history of patients. From these data, the authors developed a risk score by examining 29 preoperative factors (age, comorbidities, and surgery type) in 2,717,902 patients, and then validated the risk score in a separate cohort of 2,789,932 patients. Results In the derivation cohort, there were 12,786 in-hospital deaths (0.47%; 95% CI, 0.46 to 0.48%), whereas in the validation cohort there were 14,933 in-hospital deaths (0.54%; 95% CI, 0.53 to 0.55%). Seventeen predictors were identified and included in the PreOperative Score to predict PostOperative Mortality (POSPOM). POSPOM showed good calibration and excellent discrimination for in-hospital mortality, with a c-statistic of 0.944 (95% CI, 0.943 to 0.945) in the development cohort and 0.929 (95% CI, 0.928 to 0.931) in the validation cohort. Conclusion The authors have developed and validated POSPOM, a simple risk score for the prediction of in-hospital mortality in surgical patients.

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Gunturi, Surya Ramachandra Varma, Venu Madhav Thumma, RA Sastry, and N. Bheerappa. "Evaluation of POSSUM and P-POSSUM in pancreatic surgery." International Journal of Surgery Science 3, no. 3 (July 1, 2019): 98–104. http://dx.doi.org/10.33545/surgery.2019.v3.i3b.227.

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Journal articles on the topic 'Posmom'

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