Unilateral Versus Bilateral Endoscopic Resection of Olfactory Neuroblastoma: Pooled Analysis From Prospective and Retrospective Multicenter Data.

Background: Olfactory neuroblastoma (ONB) is a rare sinonasal malignancy primarily treated with surgery. For tumors arising from the olfactory area, traditional treatment involves transcribriform resection of the anterior cranial fossa. Surgery can be performed with unilateral or bilateral resection depending on extent of involvement; however, there are currently no studies comparing outcomes between the two.

What Is the Prevalence of Hip Abductor Pathology in Patients Undergoing Total Hip Arthroplasty?

Background: Total hip arthroplasty (THA) is generally considered a successful operation for patients with advanced hip arthritis. Hip abductor pathology can lead to diminished outcomes. The prevalence of hip abductor pathology in patients undergoing THA is not well described.

Cumulative blood pressure load and cognitive decline in older adults: An observational analysis of two large cohorts.

Introduction: Cumulative blood pressure metrics may provide greater precision for measuring temporal risk exposure, especially in later life where data are mixed regarding associations of high blood pressure (BP) on cognitive function. We examined the relationship between greater cumulative exposure to high BP in later life and several domains of cognitive function.

Methods: Individual cognitive assessment scores and BP measurements in older adults (age ≥70 years) at baseline and over approximately 8 years of follow-up were available in the population-based Canadian Victoria Longitudinal Study (VLS) and Swedish Gothenburg H70 Birth Cohort Studies (H70).

Does communicating measurable diversity goals attract or repel historically marginalized job applicants? Evidence from the lab and field.

Many organizations struggle to attract a demographically diverse workforce. How does adding a measurable goal to a public diversity commitment-for example, "We care about diversity" versus "We care about diversity and plan to hire at least one woman or racial minority for every White man we hire"-impact application rates from women and racial minorities? Extant psychological theory offers competing predictions about how historically marginalized applicants might respond to such goals. On one hand, measurable diversity goals may raise belongingness concerns among marginalized group members who are uncomfortable with being recruited and hired based on their demographics.