Epiphyseal Fusion of Iliac Crests in Male and Female Adolescents: An Age Estimation Criterion

Background: Determination of age depends upon physical examination, dental assessment, and skeletal evaluation. The radiological examination of bone for appearance and fusion of ossification centers helps in the assessment of skeletal maturity as the process occurs in a particular sequence which is almost constant for that particular bone. Objectives: The objective of this study was to determine the age of fusion of iliac crest by radiological examination of subjects of age bracket 17-25 years coming to Shalamar Hospital Lahore Methods: In this cross-sectional study, radiological examinations (Digital X-Rays) were performed to evaluate the fusion of Iliac Crest in 200 subjects of both genders of 17 – 25 years. Data analysis was done using SPSS Version 23. Conclusions were drawn and compared with available results of previous work done in this field. Results: Out of 200 subjects, there were 132 males (66 %) and 68 females (34%). The mean ± SD age of both genders was 20.41± 2.55. There were 93 cases (70.45%) of complete fusion among males, showing 100 % union in the age groups of 21-25 years, while 40 cases (58.83%) of complete union among females were observed during 20-25 year of age groups. The mean ± SD age of complete union for males was 20.67± 2.61 years and for females 19.90 ± 2.38 years, with a significant p value of <0.05. Similarly, a statistically significant difference was observed among people of different socio-economic statuses. No difference was observed among different ethnic groups. Conclusions: The fusion of the iliac crest is not affected by ethnicity. Factors like diet and nutrition directly affect bone growth and hence bone age. More studies should be conducted across the country to formulate a standard in setting up a uniform criterion for assessing the age of adolescents

Relationship Between Workplace Mistreatment and On-Job Behavior Psychological Capital As Moderator

Workplace mistreatment is a workplace stressor which has adverse effect on work outcomes. Due to its inimical consequences, an ample of research has been conducted during last few years to cope mistreatment at workplace. This study investigates the moderating role of psychological capital on the relationship between workplace mistreatment (workplace incivility, abusive supervision, workplace mobbing) and on-job behaviors (job performance, organizational citizenship behavior towards organization, organizational citizenship behavior towards individuals and counterproductive work behavior towards organization, counterproductive behavior towards individuals). Multisource data was collected through questionnaires from faculty members serving in universities in Pakistan. The data for independent variables i.e. workplace mistreatment and moderating variable i.e. psychological capital was collected from 408 faculty members in first step, the data for on-job behaviors (job performance, organizational citizenship behavior towards organization, organization citizenship behavior towards individuals) was collected from their supervisors and data for (counterproductive work behavior towards organization, counterproductive behavior towards individuals) was collected from their peers. The results of the study revealed that workplace mistreatment (workplace incivility, abusive supervision, workplace mobbing) has significant relationship with and job performance, organizational citizenship behavior towards organization, organizational citizenship behavior towards individuals. The results also revealed that psychological capital moderates the relationship between workplace mistreatment (workplace incivility, abusive supervision, workplace mobbing) and job performance, organizational citizenship xvi behavior towards organization, organizational citizenship behavior towards individuals. However, in case of counterproductive work behavior towards organization, counterproductive behavior towards individuals, diverse results are revealed. Guidelines and recommendations are provided to Higher Education Commission, Pakistan and university management to tackle workplace mistreatment in the universities in Pakistan. Future research directions are discussed