In this study, the displacement finite element method was employed to evaluate the load-displacement response and estimate the ultimate pullout capacity of anchor plates. A detailed comparison was conducted between conventional and non-conventional shaped single-plate and multi-plate horizontal anchors. The analysis focused on Square and plus-shaped anchors, examining the influence of anchor geometry, embedment depth, plate thickness, tie rod diameter, soil relative density, and spacing between plates on their pullout performance. The results indicated that pullout capacity increases with greater relative density, plate thickness, and embedment depth but decreases with larger tie rod diameters. Square anchors demonstrated 15–40% higher pullout capacities than plus-shaped anchors due to their larger contact area. Multi-plate configurations significantly improved pullout resistance compared to single plates, with critical plate spacing optimizing performance: 1.5b for Square anchors and 1b for plus-shaped anchors. For dense sand, plus-shaped multi-plate anchors exhibited comparable pullout capacities to Square single-plate anchors despite a 25% reduction in anchor area. At an embedment depth of 15 m, Square triple-plate anchors achieved a pullout capacity of 360.6 MPa, while plus-shaped anchors reached 256.8 MPa. Stress distribution analysis revealed localized failure patterns above the anchors, with higher stress concentrations near the plates. These findings highlighted the effectiveness of multi-plate configurations and optimized geometries in improving anchor performance, offering practical solutions for geotechnical applications requiring high pullout resistance in sandy soils. Overall, plus-shaped double-plate and triple-plate anchors can effectively replace Square-shaped single-plate anchors.

Background: The aim of our study is to report the clinical and radiological outcomes of a series of prospectively enrolled patients who have had double-row transosseous equivalent rotator cuff repairs, where all-suture anchors were used as medial-row anchors, with a minimum follow-up of 1 year. Methods: Twenty-two consecutive patients underwent arthroscopic transosseous equivalent double-row rotator cuff repair using all-suture anchors as medial-row anchors. Oxford Shoulder Score, Constant Score and Visual Analogue Scale pain score, together with shoulder range of motion, were used preoperatively and at 3 months, 6 months and final follow-up. Radiological evaluation was performed with magnetic resonance imaging at one-year post surgery to assess the structural integrity of the repair and the rate of cyst formation in greater tuberosity. Results: The patient mean age was 61 years (range 46-75). Minimum follow-up was 1 year, and the mean final follow-up was 15 months (range 12-24). Healing failure in our patients was less than 5% (1/22 patients). There were significant improvements in shoulder function outcome scores at final follow-up. The Constant and Oxford scores were 78 and 44 at final follow-up respectively. There were similar magnitudes of improvement in range of motion (combined abduction and rotation), pain score and supraspinatus strength at final follow up. The improvements in outcome scores were already statistically significant at 3 months (P<. 001). Using Kim’ s classification for cyst formation on T2-weighted MRI images, we observed no fluid or minimal fluid collection in 85% of the patients (17/22 patients). There were no correlations between the grade of bone changes and the clinical outcomes. Conclusion: It is safe to use all-suture anchors as medial-row anchors when performing double-row anchor transosseous equivalent rotator cuff repairs. The purported advantages of all-suture anchors may outweigh their perceived disadvantages in rotator cuff repair surgery.

The research purpose was to examine the relationship between the career anchors and performance of school administrator. The study was correlational and the sample size was calculated using the Cochrane formula based on which 133 people using stratified random sampling method were selected from among all school administrators in elementary, middle and high schools in Sanandaj in the school year 2012-2013. The research tools included Schein career anchors questionnaire and a researcher-made questionnaire of the administrator performance. Pearson correlation coefficient and path analysis by SPSS and Amos were used to analyze the data. The results revealed a significant positive relationship between the career anchors (technical/ functional competence, managerial competence, autonomy/independence, security/ stability, entrepreneurial creativity and pure challenges) and the performance of administrator. However, path analysis indicated that anchors autonomy/ independence, security/ stability and entrepreneurial creativity influence performance of administrator.

Introduction: Career anchor identifies job-related values and capabilities. Eight career anchors are: Functional-Technical, General Managerial, Autonomy & Independence, Security & Stability, Creativity & innovation, Serve & Dedication, Pure Challenge, and Lifestyle anchor. Each person has a special career anchor. Knowing the career anchors of employees is important both for the individuals themselves and for the managers of the organization. Adapting the career anchor to the nurse's work leads to improved work outcomes. Methods: This is a correlational study. Data collection tools included background characteristics, job satisfaction and job anchors questionnaire which consisted of eight anchors of Functional-Technical, General Managerial, Autonomy & Independence, Security & Stability, Creativity & innovation, Serve & Dedication, Pure Challenge, and Lifestyle. After obtaining the ethical approve, the link of electronic questionnaires was provided to all nurses working in the hospitals of East Azerbaijan University of Medical Sciences (about 4000 nurses). Inclusion criteria were having at least a bachelor's degree and employment as a clinical nurse and exclusion criteria were not completing more than 10% of the items by the respondents. Data were analyzed in SPSS 16 by descriptive, analytical and regression tests. Results: Data from 470 nurses were analyzed. The mean and standard deviation of the participants' age and work experience were 35. 97±, 7. 29 and 12. 16±, 6. 90, respectively. According to the results, the most dominant career anchors were the anchors of lifestyle, serve & dedication, and security and stability, respectively. The lowest scores were related to the Creativity & innovation anchor and the General Managerial anchor. The job satisfaction score was also in the middle range (12. 99±, 14. 46 from the range of 15 to 75). Job satisfaction scores were also moderate. After adjusting the confounders, the relationship between job satisfaction score and anchors of lifestyle, general management, functionaltechnical and autonomy & independence was significant. Conclusions: According to the findings, adjusting work shifts and stabilizing employment positions are recommended to increase job satisfaction and align the career anchor with the nursing job.

The load displacement relationship of shallow rigid strip anchors embedded in sands and subjected to uplift pressures has been examined by using the finite element method. The soil medium is modeled as a linear elastic-perfect plastic material following Mohr-Coulomb failure criterion and an associated flow rule. The computed load displacement response is presented in non-dimensional form. The ultimate failure load is expressed in the form of non-dimensional uplift factor Fg, the variation of which is plotted as a function of soil friction angle (f) and the embedment ratio (l) of the anchor. The magnitudes of Fg, as well as the displacements of anchor at failure are found to increase with the increases in the values of the anchor embedment ratio and the angle of shearing resistance of soils. In all the cases, it was seen that even at complete collapse, the soil mass lying just vertically above the anchor remains more or less non plastic. The failure of the anchor occurs on account of the development of a thin curved plastic shear zone emerging from the bottom of the anchor and then extending up to the ground surface.

Background and objective: anchors of the progressive pathway are inspirational factors of work which are the cause of the existence of a strong sense that make the job relaxing, interesting and exciting. The purpose of this study was to present a process model of job anchors for employees of the Tehran General Education Department. Method: This was a qualitative study using purposive sampling and semi-structured interviews with 15 experts from the General Department. Continuous comparative method was used for data analysis in Strauss and Corbin's grounded theory approach during three stages of open, axial and selective coding. In order to further validate the results of this qualitative research that was conducted after extracting the main concepts and sub-categories, the Delphi method was used to perform the necessary adjustments. Findings: The job anchors of the General Department staff have the dimensions, technical-functional competence, managerial competence, security, creativity, independence, self-sacrifice, self-sacrifice, sheer challenge and style. Also, causal conditions, contextual factors, strategies, confounding conditions, and outcomes of job anchors were extracted using the foundation data theory method. Results: If the organization focuses on its employees' job anchors based on the factors influenced in this model, it will be a civilized organization in which organizational hope and human resource sustainability can be achieved and employees attain personal growth.

Granular Pile Anchor (GPA) considers one of the solution foundation techniques, designed to mitigate the lifting of the sole resulting from expansive soils. This study work is to investigate the uplift movement response of GPA in expansive soil and evaluation performance in this soil. The effects of several parameters, such as length (L) of GPA and diameter (D), the thickness (H) of expansive clay layer and the existence sandy soil layer are investigated. The results evidenced the effectiveness and ability of GPA to reduce the lifting movement of the expansive soil and presented that the lifting movement can be decreased with rising length to some extent and the GPA diameter. The lifting movement of GPA-Foundation System is controlled by 3 separate variables, these are L/H and L/D ratios and diameter. The lifting movement can be decreased by up to (47%) if GPA is embedded in layer of expansive soil at L/H = 1, and by 83% if GPA is in expansive soil and extensive sandy soil is embedded at L/H = 1.4 with the similar GPA diameter and foundation.

The main purpose of this study was to study the relation between quality of work life and four career anchors among the personnel of Isfahan’s iron foundry organization. The descriptive correlation method was used in this research. The population was all the personnel of iron foundry organization in Isfahan including 1200 managers, experts and staffs of the organization which 400 personnel were selected as the sample by cluster sampling method. The research instruments were two questionnaires made by the researcher. The quality of work life questionnaire was devised based on Richard Walton model and had 48 items; the career anchors questionnaire was devised based on Edgar Shine model and had 40 items including four anchors: exploring, establishing, maintaining, and retiring. These two questionnaires utilized a Li kert-type 5 point scale. The validity of the questionnaire was confirmed by the experts and Cronbach’s alpha internal consistency reliability estimate for quality of work life was 0.79 and for career anchors was 0.89. The research data were analyzed using Pearson correlation coefficient, one– way ANOVA, and step by step regression. Findings showed that social dependence; social integrity in work organization, obeying the law in organization, and life general atmosphere has a significant difference among eight factors of quality of work life. In other word, social dependence, social integrity in work organization, obeying the law in organization, and life general atmosphere had effect on the four career anchors while the other factors have no significant effect on the four career anchors. Moreover, it could be mentioned that the quality of work life in any career anchors of the personnel of iron foundry organization was at the average level.