The purpose of this study is to create an accurate experimental database for the passive (in vitro)freedom-of-motion characteristics of the human knee joint on a subject to subject basis, suitable for the verification and enhancement of mathematical knee-joint models. Knee-joint specimens in a six degree-of-freedom motion rig are moved through flexion under several combinations of external loads, including tibial torques, axial forces and AP-forces. Euler rotation angles and translation vectors, describing the relative, spatial motions of the joint are measured using an accurate Roentgen Stereo Photogrammetric system. Conceptually the joint is considered as a two degrees-of-freedom of motion mechanism (flexion-tibial rotation), whereby the limits of internal and external tibial rotation are defined at torques of ± 3 Nm. The motion pathways along these limits are denned as the envelopes of passive knee joint motion. It is found that these envelope pathways are consistent and hardly influenced by additional axial forces up to 300 N and AP-forces of 30 N. Within the envelope of motion, however, the motion patterns are highly susceptible to small changes in the external load configuration. It is shown that the external tibial rotation during extension ('screw-home mechanism') is not an obligatory effect of the passive joint characteristics, but a direct result of the external loads. Anatomical differences notwithstanding, the inter-individual discrepancies in the motion patterns of the four specimens tested, showed to be relatively small in a qualitative sense. Quantitative differences can be explained by small differences in the alignment of the coordinate systems relative to the joint anatomy and by differences in rotatory laxity.
AbstractIn many biomechanical motion studies, kinematic parameters are estimated from position measurements on a number of landmarks. In the present investigation, dummy motion experiments are performed in order to study the error dependence of kinematic parameters on geometric factors (number of markers, isotropic vs anisotropic landmark distributions, landmark distribution size), on kinematic factors (rotation step magnitude, the presence of translational displacements, the distance of the landmarks' mean position to the rotation axis), and on anisotropically distributed measurement errors. The experimental results are compared with theoretical predictions of a previous error analysis assuming isotropic conditions for the measurement errors and for the spatial landmark distribution. In general, the experimental findings agree with the predictions of the error model. The kinematic parameters such as translations and rotations are well-determined by the model. In the helical motion description, the same applies for the finite rotation angle about and the finite shift along the helical axis. However, the direction and position of the helical axis are ill-determined. An anisotropic landmark distribution with relatively few markers located in the direction of the rotation axis will even aggravate the ill-posed nature of the finite helical axis estimation.
INTRODUCTION: The aim of this study was to determine the degree of ROM limitations of extremities, joints and planes of motion after burns and its prevalence over time.METHOD: The database of a longitudinal multicenter cohort study in the Netherlands (2011-2012) was used. From patients with acute burns involving the neck, shoulder, elbow, wrist, hip, knee and ankle joints that had surgery, ROM of 17 planes of motion was assessed by goniometry at 3, 6 weeks, 3-6-9 and 12 months after burns and at discharge.RESULTS: At 12 months after injury, 12 out of 17 planes of motion demonstrated persistent joint limitations. The five unlimited planes of motion were all of the lower extremity. The most severely limited joints at 12 months were the neck, ankle, wrist and shoulder. The lower extremity was more severely limited in the early phase of recovery whereas at 12 months the upper extremity was more severely limited.CONCLUSION: The degree of ROM limitations and prevalence varied over time between extremities, joints and planes of motion. This study showed which joints and planes of motion should be watched specifically concerning the development of scar contracture.
Cell-based production processes in bioreactors and fermenters need to be carefully monitored due to the complexity of the biological systems and the growth processes of the cells. Critical parameters are identified and monitored over time to guarantee product quality and consistency and to minimize over-processing and batch rejections. Sensors are already available for monitoring parameters such as temperature, glucose, pH, and CO2, but not yet for low-concentration substances like proteins and nucleic acids (DNA). An interesting critical parameter to monitor is host cell DNA (HCD), as it is considered an impurity in the final product (downstream process) and its concentration indicates the cell status (upstream process). The Molecular Biosensing group at the Eindhoven University of Technology and Helia Biomonitoring are developing a sensor for continuous biomarker monitoring, based on Biosensing by Particle Motion. With this consortium, we want to explore whether the sensor is suitable for the continuous measurement of HCD. Therefore, we need to set-up a joint laboratory infrastructure to develop HCD assays. Knowledge of how cells respond to environmental changes and how this is reflected in the DNA concentration profile in the cell medium needs to be explored. This KIEM study will enable us to set the first steps towards continuous HCD sensing from cell culture conditions controlling cell production processes. It eventually generates input for machine learning to be able to automate processes in bioreactors and fermenters e.g. for the production of biopharmaceuticals. The project entails collaboration with new partners and will set a strong basis for subsequent research projects leading to scientific and economic growth, and will also contribute to the human capital agenda.
In our increasingly global society, organizations face many opportunities in innovation, improved productivity and easy access to talent. At the same time, one of the greatest challenges, businesses experience nowadays, is the importance of social and/or human capital for their effectiveness and success (Backhaus and Tikoo, 2004; Mosley, 2007; Theurer et al., 2018; Tumasjan et al., 2020). High-quality employees are crucial to the competitive strength of an organization in the global economy, as these employees have a major influence on organizational reputation (Dowling at al., 2012). An important question is how, under these global circumstances, organizations and companies in the Netherlands can best be stimulated to attract and preserve social capital.Several studies have suggested the scarcity of talent and the crucial importance of gaining competitive advantage with recruitment communication to find the fit between personal and fundamental organizational characteristics and values for employees (Cable and Edwards, 2004; Bhatnagar and Srivastava, 2008; ManPower Group, 2014; European Communication Monitor (ECM), 2018). In order to become an employer of choice, organizations have to not only stand out from the crowd during the recruitment process but work on developing loyalty and a culture of trust in their relationship with employees (ECM, 2018). Employer Branding focuses on the process of promoting an organization, as the “employer of choice” to a desired target group, which an organization aims to attract and retain. This process encompasses building an identifiable and unique employer identity or, more specifically, “the promotion of a unique and attractive image” as an employer (Backhaus 2004, p. 117; Backhaus and Tikoo 2004, p. 502).One of the biggest challenges in the North of the Netherlands at the moment is the urgent need for qualified labor in the IT, energy and healthcare sectors and the excess supply of international graduates who are able to find a job in the North of the Netherlands (AWVN, 2019). Talent development, as part of the regional labor market and education policy, has been an important part of government programs and strategies in the region (VNO-NCW Noord, 2018). For instance, North Netherlands Alliance (SNN) signed a Northern Innovation Agenda for the 2014-2020 period. SNN encourages, facilitates and connects ambitions focused on the development of the Northern Netherlands. Also, the Social Economic council North Netherlands issued an advice on the labour market in the North Netherlands (SER Noord Nederland, 2017). Knowledge institutions also contribute through employability programs. Another example is the Regional Talent Agreement (Talent Akkoord) framework issued by the Groningen educational institutions, employers and employees’ organizations and regional authorities in which they jointly commit to recruiting, training, retaining and developing talent for the Northern labor market. Most of the hires with a maximum of five year of experience at companies are represented by millennials. To learn what values make an attractive brand for employees in the of the North of the Netherlands, we conducted a first study. When ranking the most important values of corporate culture which matter to young employees, they mention creative freedom, purposeful work, flexibility, work-life balance as well as personal development. Whereas attractive workplace and job security do not matter to such a degree. A positive work environment and a good relationship with colleagues are valued highly (Hein, 2019).To date, as far as we know, no other employer branding studies have been carried out for the North of the Netherlands. Further insight is needed into the role of employer branding as a powerful tool to retain talent in Northern industry in particular.The goal of this study is to provide a detailed analysis of the regional industry in the Northern Netherlands and contribute to: 1) the scientific body of knowledge about whether and how employer branding can strengthen the attractiveness of a regional industry in the labor market; 2) the application of this knowledge and insights by companies and governments in local policy development in the North of the Netherlands.
The project tries to promote social inclusion by engaging different groups of young adults in a variety of cultural activities.Cultural activities such as visiting a museum or attending a theatre show more often act as a marker of social boundaries than as an invitation for social interaction. To reverse the resulting social fragmentation, members of separate ‘bubbles’ have to share time, place, content, and experience.For cultural activities, this means bringing in as well as emotionally engaging both frequent and infrequent visitors in joint experiences. In this project we measured how frequent and infrequent young adult visitors experience cultural activities, as well as their overall post-experience evaluations. Measuring experiences of participants both inside and outside the cultural ‘bubble’ is needed to understand a) how social group membership affects emotional engagement and b) how to develop policy to promote social interaction and to broaden social inclusion amongst young people.Partners: Tilburg University, Stichting Cultuurmarketing, Theaters Tilburg en Rotterdam, Museum Groningen
