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Akbari M, Kaveh MH, Cousins R. Women's experiences of sexual harassment in the retail clothing industry: a grounded theory study. Front Psychol 2024; 15:1374188. [PMID: 38895503 PMCID: PMC11184947 DOI: 10.3389/fpsyg.2024.1374188] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/22/2024] [Accepted: 05/13/2024] [Indexed: 06/21/2024] Open
Abstract
Introduction Sexual harassment is a significant problem in workplaces all over the world. Women's reactions to sexual harassment are influenced by various factors. The aim of the current study was to investigate how women respond sexual harassment in the retail clothing industry. Methods In-depth face-to-face interviews were conducted with 16 women aged 23-44 years (mean 29.18 years) employed for at least 3 years in clothes shops in Shiraz, Iran. A grounded theory approach was used to analysis the data and raise hypotheses. Results The main perpetrators of sexual harassment for female saleswomen were male customers. The women experienced conflict-induced stimulation (core phenomenon) when they were faced with sexual harassing behaviors (causal conditions). Such stimulation prompted three types of coping strategies: silence, avoidance, or confrontation. Intervening factors like the characteristics of the Iranian society (including family mores, state-imposed hijab regulations, patriarchal culture, educational system, and regulatory monitoring) and contextual factors (including individual and environmental factors and particularly employer expectations) were found to influence the selection of strategies used as well as their potential consequences in challenging situations. Conclusion The current study used a grounded theory approach to produce an explanatory storyline that can be tested. Sexual harassment induces conflict-induced stimulation and responses are influenced by intervening conditions, contextual factors, selected strategies, and the perceived consequences of the response. The findings of the grounded theory study suggest that there are negative consequences, particularly in terms of lack of employer support and losing one's job, shame, and family disapproval which act as barriers for female saleswomen to counteracting sexual harassment from male customers. Such an understanding can also be applied to develop educational policies to support women as well as ameliorate the prevalence of this essentially illegal problem.
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Affiliation(s)
- Maryam Akbari
- Department of Health Promotion, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
| | - Mohammad Hossein Kaveh
- Department of Health Promotion, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
| | - Rosanna Cousins
- Department of Psychology, Liverpool Hope University, Liverpool, United Kingdom
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Averill SL, Woods RW, Desoky SM, Alexandre Frigini L, Chetlen AL, Oliveira AM, Desperito E, Belfi LM. NAM National Plan for Health Workforce Well-being: Applications for Radiology. Acad Radiol 2024; 31:2097-2108. [PMID: 38042622 DOI: 10.1016/j.acra.2023.10.022] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/09/2023] [Revised: 10/08/2023] [Accepted: 10/10/2023] [Indexed: 12/04/2023]
Abstract
The National Academy of Medicine Plan for Health Workforce Well-Being identifies seven priority areas, including creating positive work environments, addressing burnout and stress, promoting transparency and equity in compensation, providing education and training to promote resilience, enhancing community and social support systems, addressing the stigma associated with seeking help for mental health and substance use disorders and fostering leadership commitment and accountability for workforce well-being. This paper will explore the National Plan for Health Workforce Well-Being, providing an overview of the seven priority areas and offering strategies for implementation in radiology.
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Affiliation(s)
- Sarah L Averill
- Associate Professor of Oncology and Radiology, Roswell Park Comprehensive Cancer Center, 665 Elm St, Buffalo, New York, USA (S.L.A.).
| | - Ryan W Woods
- Associate Professor of Radiology, University of Wisconsin School of Medicine and Public Health, Wisconsin, USA (R.W.W.)
| | - Sarah M Desoky
- Associate Professor of Diagnostic Radiology, OHSU, Portland, Oregon, USA (S.M.D.)
| | - L Alexandre Frigini
- Professor of Radiology, Baylor College of Medicine, Houston, Texas, USA (L.A.F.)
| | - Alison L Chetlen
- Professor of Radiology, Penn State Hershey Medical Center, Pennsylvania, USA (A.L.C.)
| | - Amy M Oliveira
- Associate Professor of Radiology, UMass Chan Medical School-Baystate, Musculoskeletal Radiology Division, Baystate Health System, Worcester, Massachusetts, USA (A.M.O.)
| | - Elise Desperito
- Associate Professor of Radiology, Columbia University, New York, New York, USA (E.D.)
| | - Lily M Belfi
- Associate Professor of Clinical Radiology, Director of Medical Student Education, Division of Emergency/ Musculoskeletal Radiology, Weill Cornell Medicine, New York, New York, USA (L.M.B.)
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Yi SY, Ali NS, Lee KS, Ross AB. Prevalence and Impact of Workplace Sexual Harassment Experienced by Medical Sonographers. JOURNAL OF ULTRASOUND IN MEDICINE : OFFICIAL JOURNAL OF THE AMERICAN INSTITUTE OF ULTRASOUND IN MEDICINE 2024; 43:307-314. [PMID: 37853981 DOI: 10.1002/jum.16361] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/17/2023] [Revised: 09/05/2023] [Accepted: 10/03/2023] [Indexed: 10/20/2023]
Abstract
OBJECTIVE To assess the prevalence and impact of sexual harassment among a nationwide sample of medical sonographers. METHODS A survey was distributed anonymously to a convenience sample of medical sonographers via email contacts and sonographer-specific social media pages. Data were analyzed to determine respondent demographics, the prevalence of sexual harassment in the last 2 years, the type and severity of harassment experienced, demographics of perpetrators, personal and institutional responses to such experiences, and the impact of sexual harassment on sonographer physical and mental health and job satisfaction. RESULTS Of the 220 sonographers (83% female) most (45%) were between 18 and 34 years and identified as white (81%). A total of 192 (87%) reported experiencing at least 1 incident of harassment within the last 2 years. Female respondents experienced higher harassment rates (76%) compared to males (50%, P = .02). The most common forms of harassment were verbal, including suggestive or sexist jokes (69%) and offensive sexist remarks (61%). Perpetrators were predominantly male (78%) and most commonly patients (89%) or their friends/family members (46%). The majority of respondents either ignored the harassing behavior (70%) or treated it like a joke (50%), with only a minority (12%) officially reporting incidents. Of those who reported, 44% were unsatisfied with their institution's response. Among respondents, 34% reported negative impacts of workplace sexual harassment, such as anxiety, depression, sleep loss, or adverse workplace consequences. DISCUSSION Workplace sexual harassment is a common occurrence for sonographers and often leads to negative health and career outcomes. Further institutional policies to prevent harassment and mitigate its effects are needed.
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Affiliation(s)
- Sue Y Yi
- Department of Radiology, University of Wisconsin School of Medicine and Public Health, Madison, Wisconsin, United States
| | - Naiim S Ali
- Department of Radiology, University of Vermont Medical Center, Burlington, Vermont, United States
| | - Kenneth S Lee
- Department of Radiology, University of Wisconsin School of Medicine and Public Health, Madison, Wisconsin, United States
| | - Andrew B Ross
- Department of Radiology, University of Wisconsin School of Medicine and Public Health, Madison, Wisconsin, United States
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Iv Kyrazis CB, Stein EB, Carroll EF, Crissman HP, Kirkpatrick DL, Wasnik AP, Zavaletta V, Maturen KE. Imaging Care for Transgender and Gender Diverse Patients: Best Practices and Recommendations. Radiographics 2023; 43:e220124. [PMID: 36602923 DOI: 10.1148/rg.220124] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/06/2023]
Abstract
Transgender and gender diverse (TGD) people experience health disparities, and many avoid necessary medical care because of fears of discrimination or mistreatment. Disparate care is further compounded by limited understanding of gender-affirming hormone therapy (GAHT) and gender-affirming surgery among the medical community. Specific to radiology, TGD patients report more negative imaging experiences than negative general health encounters, highlighting the need for guidance and best practices for inclusive imaging care. A patient's imaging journey provides numerous opportunities for improvement. Inclusive practice in a radiology department starts with ordering and scheduling the examination, facilitated by staff education on appropriate use of a patient's chosen name, gender identity, and pronouns. Contemporary electronic health record systems have the capacity for recording detailed sexual orientation and gender identity data, but staff must be trained to solicit and use this information. A welcoming environment can help TGD patients to feel safe during the imaging experience and may include institutional nondiscrimination policies, gender-neutral signage, and all-gender single-user dressing rooms and bathrooms. Image acquisition should be performed using trauma-informed and patient-centered care. Finally, radiologists should be aware of reporting considerations for TGD patients, such as avoiding the use of gender in reports when it is not medically relevant and using precise, respectful language for findings related to GAHT and gender-affirming surgical procedures. As a field, radiology has a range of opportunities for improving care delivery for TGD patients, and the authors summarize recommended best practices. See the invited commentary by Stowell in this issue. © RSNA, 2023 Quiz questions for this article are available in the supplemental material.
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Affiliation(s)
- Crysta B Iv Kyrazis
- From the Department of Radiology (C.B.I.K. [she/her]), E.B.S. [she/her], D.L.K. [he, him], A.P.W. [he, him], K.E.M. [she/her]) and Department of Obstetrics and Gynecology (H.P.C. [she/her], K.E.M.), University of Michigan Health System, 1500 E Medical Center Dr, B1 D502, Ann Arbor, MI 48109; Department of Radiology, Mayo Clinic, Rochester, Minn (E.F.C. [she/her]); and Department of Radiology, University of Colorado, Denver, Colo (V.Z. [they/them])
| | - Erica B Stein
- From the Department of Radiology (C.B.I.K. [she/her]), E.B.S. [she/her], D.L.K. [he, him], A.P.W. [he, him], K.E.M. [she/her]) and Department of Obstetrics and Gynecology (H.P.C. [she/her], K.E.M.), University of Michigan Health System, 1500 E Medical Center Dr, B1 D502, Ann Arbor, MI 48109; Department of Radiology, Mayo Clinic, Rochester, Minn (E.F.C. [she/her]); and Department of Radiology, University of Colorado, Denver, Colo (V.Z. [they/them])
| | - Evelyn F Carroll
- From the Department of Radiology (C.B.I.K. [she/her]), E.B.S. [she/her], D.L.K. [he, him], A.P.W. [he, him], K.E.M. [she/her]) and Department of Obstetrics and Gynecology (H.P.C. [she/her], K.E.M.), University of Michigan Health System, 1500 E Medical Center Dr, B1 D502, Ann Arbor, MI 48109; Department of Radiology, Mayo Clinic, Rochester, Minn (E.F.C. [she/her]); and Department of Radiology, University of Colorado, Denver, Colo (V.Z. [they/them])
| | - Halley P Crissman
- From the Department of Radiology (C.B.I.K. [she/her]), E.B.S. [she/her], D.L.K. [he, him], A.P.W. [he, him], K.E.M. [she/her]) and Department of Obstetrics and Gynecology (H.P.C. [she/her], K.E.M.), University of Michigan Health System, 1500 E Medical Center Dr, B1 D502, Ann Arbor, MI 48109; Department of Radiology, Mayo Clinic, Rochester, Minn (E.F.C. [she/her]); and Department of Radiology, University of Colorado, Denver, Colo (V.Z. [they/them])
| | - Daniel L Kirkpatrick
- From the Department of Radiology (C.B.I.K. [she/her]), E.B.S. [she/her], D.L.K. [he, him], A.P.W. [he, him], K.E.M. [she/her]) and Department of Obstetrics and Gynecology (H.P.C. [she/her], K.E.M.), University of Michigan Health System, 1500 E Medical Center Dr, B1 D502, Ann Arbor, MI 48109; Department of Radiology, Mayo Clinic, Rochester, Minn (E.F.C. [she/her]); and Department of Radiology, University of Colorado, Denver, Colo (V.Z. [they/them])
| | - Ashish P Wasnik
- From the Department of Radiology (C.B.I.K. [she/her]), E.B.S. [she/her], D.L.K. [he, him], A.P.W. [he, him], K.E.M. [she/her]) and Department of Obstetrics and Gynecology (H.P.C. [she/her], K.E.M.), University of Michigan Health System, 1500 E Medical Center Dr, B1 D502, Ann Arbor, MI 48109; Department of Radiology, Mayo Clinic, Rochester, Minn (E.F.C. [she/her]); and Department of Radiology, University of Colorado, Denver, Colo (V.Z. [they/them])
| | - Vaz Zavaletta
- From the Department of Radiology (C.B.I.K. [she/her]), E.B.S. [she/her], D.L.K. [he, him], A.P.W. [he, him], K.E.M. [she/her]) and Department of Obstetrics and Gynecology (H.P.C. [she/her], K.E.M.), University of Michigan Health System, 1500 E Medical Center Dr, B1 D502, Ann Arbor, MI 48109; Department of Radiology, Mayo Clinic, Rochester, Minn (E.F.C. [she/her]); and Department of Radiology, University of Colorado, Denver, Colo (V.Z. [they/them])
| | - Katherine E Maturen
- From the Department of Radiology (C.B.I.K. [she/her]), E.B.S. [she/her], D.L.K. [he, him], A.P.W. [he, him], K.E.M. [she/her]) and Department of Obstetrics and Gynecology (H.P.C. [she/her], K.E.M.), University of Michigan Health System, 1500 E Medical Center Dr, B1 D502, Ann Arbor, MI 48109; Department of Radiology, Mayo Clinic, Rochester, Minn (E.F.C. [she/her]); and Department of Radiology, University of Colorado, Denver, Colo (V.Z. [they/them])
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Pitot MA, White MA, Edney E, Mogensen MA, Solberg A, Kattapuram T, Sinha C, Kadom N. You Too? Female Radiologists' Narratives on Discrimination and Harassment. J Am Coll Radiol 2021; 19:288-303. [PMID: 34822789 DOI: 10.1016/j.jacr.2021.09.043] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/01/2021] [Revised: 09/23/2021] [Accepted: 09/25/2021] [Indexed: 11/19/2022]
Abstract
BACKGROUND There is a paucity of examples for gender discrimination and sexual harassment in radiology. This lack of knowledge can limit radiologists' ability to relate to this topic, acknowledge its importance and impact, and take actions toward improvement. MATERIALS AND METHODS We conducted a qualitative analysis using the model of thematic analysis developed by Braun and Clarke of narrative responses to a survey on the topic of #MeToo, which was distributed to a social media group of female radiologists. RESULTS In all, 575 anonymous survey responses from 3,265 social media group members were analyzed. Among these responses, the study team identified important themes with examples, including Victims and Perpetrators, Acts of Gender Discrimination, Inequalities, Sexual Harassment and Assault, and Microaggressions. CONCLUSION The narratives provide relatable examples of gender discrimination and sexual harassment in radiology. These may spark discussions that raise awareness among radiologists and result in interventions geared toward improvement.
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Affiliation(s)
- Marika A Pitot
- Mayo Clinic School of Graduate Medical Education, Rochester, Minnesota
| | - Marney A White
- Director, Online Education Social and Behavioral Sciences Track; and Director, Essential Topics in Public Health, Yale School of Public Health, New Haven, Connecticut
| | | | - Monique A Mogensen
- Neuroradiology Fellowship Program Director and Co-Chair, Radiation Safety Subcommittee, Quality and Safety Committee, University of Washington and University of Washington Medical Center, Seattle, Washington
| | | | - Taj Kattapuram
- RadKatt, La Crosse, Wisconsin; ACR, Council Steering Committee; and Wisconsin Rad Society, Board Director-at-Large
| | - Cynthia Sinha
- Aflac Cancer and Blood Disorders, Children's Healthcare of Atlanta, Aflac Cancer and Blood Disorders Center, Atlanta, Georgia; Department of Pediatric Hematology-Oncology-BMT, Emory University, Children's Healthcare of Atlanta, Atlanta, Georgia; and Editorial Board Member, Journal of Marriage and Family
| | - Nadja Kadom
- Director for Quality, Department of Radiology, Children's Healthcare of Atlanta, Atlanta, Georgia; Director for Quality Education, Department of Radiology and Imaging Sciences, Emory University, Atlanta, Georgia; and Associate Professor, Emory University Hospital, Atlanta, Georgia.
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Establishing a Women in Radiology Group: A Toolkit From the American Association for Women in Radiology. AJR Am J Roentgenol 2021; 217:1452-1460. [PMID: 34106756 DOI: 10.2214/ajr.21.25966] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
Despite increasing representation in medical schools and surgical specialties, recruitment of women into radiology has failed to exhibit commensurate growth. Furthermore, women in radiology are less likely to advance to leadership roles. A Women in Radiology (WIR) group provides a robust support system that has been shown to produce numerous benefits to the group's individual participants as well as the group's institution or practice. These benefits include development of mentorship relationships, guidance of career trajectories, improved camaraderie, increased participation in scholarly projects, and increased awareness of gender-specific issues. This article describes a recommended pathway to establishing a WIR group, with the goal of fostering sponsorship and promoting leadership, recruitment, and advancement of women in radiology. Barriers to implementation are considered, and resources to facilitate success, including a range of resources provided by the American Association for Women in Radiology, are reviewed. By implementing the provided framework, radiologists at any career stage can start a WIR group, to promote the advancement of their female colleagues.
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Meyer JA, Troutbeck R, Oliver GF, Gordon LK, Danesh-Meyer HV. Bullying, harassment and sexual discrimination among ophthalmologists in Australia and New Zealand. Clin Exp Ophthalmol 2020; 49:15-24. [PMID: 33249691 DOI: 10.1111/ceo.13886] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/08/2020] [Revised: 10/02/2020] [Accepted: 10/31/2020] [Indexed: 11/29/2022]
Abstract
BACKGROUND Discrimination, bullying and sexual harassment (DBSH) impact the psychological well-being of doctors and contribute to poor health outcomes. The Royal Australian and New Zealand College of Ophthalmologists (RANZCO) commissioned independent surveys to evaluate DBSH among members/trainees. METHODS Anonymous online surveys by Best Practice Australia were undertaken in 2015 and 2018. Cross-sectional analysis was prevalence of perceived DBSH, rates of reporting, intervention and resolution undertaken. Response rate was 50% (658/1319) in 2015 and 40% (557/1401) in 2018. In both surveys, 29% were female. This is representative of the distribution of the RANZCO members. RESULTS In a 2015 survey, 37.6% of respondents experienced DBSH, with prevalence being the highest for females (62.3%; N = 104 cf males 27.7%; N = 167) and trainees (49.2%; N = 61). In 2018, 49.2% of respondents reported DBSH with rates low for all forms of DBSH (22%-29%). Sexual harassment was reported by 12% and the least discussed or reported. Respondents strategy for taking action included draw on personal support network (25-43%), official complaints to supervisors (16-22%), human resources (2%-10%) and RANZCO (0%-6%). Reasons for not taking action included fear of impact of future career options (54.1%-60.7%), fear of victimization (35.7%-50.4%) and afraid of not being believed (31.9%-52.4%). Satisfactory resolution rates were 6% to 25%. A majority of respondents (77%) were positive about RANZCO initiatives. CONCLUSIONS DBSH is commonly reported by RANZCO members with female ophthalmologists more than two times more likely to experience any one of the four behaviours, three times more likely to experience discrimination and six times for sexual harassment. Fear of compromising personal and career progression contribute to low levels of reporting.
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Affiliation(s)
- Juliette A Meyer
- Department of Ophthalmology, University of Auckland, Auckland, New Zealand
| | - Robyn Troutbeck
- Department of Ophthalmology, Royal Victorian Eye and Ear Hospital, Melbourne, Australia
| | - Genevieve F Oliver
- Department of Ophthalmology, Canterbury District Health Board, Christchurch, New Zealand
| | - Lynn K Gordon
- Department of Ophthalmology, David Geffen School of Medicine at the University of California at Los Angeles, Los Angeles, California, USA
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Vargas EA, Brassel ST, Perumalswami CR, Johnson TRB, Jagsi R, Cortina LM, Settles IH. Incidence and Group Comparisons of Harassment Based on Gender, LGBTQ+ Identity, and Race at an Academic Medical Center. J Womens Health (Larchmt) 2020; 30:789-798. [PMID: 33216670 DOI: 10.1089/jwh.2020.8553] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/11/2022] Open
Abstract
Background: A key recommendation from the landmark National Academies report called for research examining experiences of underrepresented and/or vulnerable groups, including people of color and sexual- and gender-minority people. We examine the prevalence of gender policing harassment (GPH), heterosexist harassment (HH), and racialized sexual harassment (RSH), by gender, LGBTQ+, race, and department grouping, which has not been previously examined in academic medicine. Materials and Methods: All faculty (n = 2723), fellows, residents, and first through third year medical students (n = 1822) at the University of Michigan Medical School (UMMS) who had been working at the organization for at least 1 year were invited to complete a 20-minute online survey. We assessed harassment within the past year, perpetrated by insiders (i.e., staff, students, and faculty) and from patients and patients' families. Results: A total of 705 faculty (25.9% of the targeted sample) and 583 trainees (32.0% of the targeted sample) were in the analytic sample. Women were significantly more likely to experience GPH from both sources than men, and LGBTQ+ individuals were more likely to face HH from both sources than cisgender heterosexual participants. Underrepresented minorities, Asian/Asian American, and female participants had higher rates of RSH perpetrated by insiders. There were significant department-group differences across harassment types. Conclusions: Less-studied forms of harassment are common within academic medicine and are perpetrated from various sources. Identity-based harassment should be investigated further to gain a comprehensive understanding of its impact within academic medicine. Clinical Trial Registration Number not applicable.
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Affiliation(s)
- Emily A Vargas
- Department of Preventive Medicine, Feinberg School of Medicine, Northwestern University, Chicago, Illinois, USA
| | - Sheila T Brassel
- Department of Psychology, University of Michigan, Ann Arbor, Michigan, USA
| | - Chithra R Perumalswami
- Center for Bioethics and Social Sciences in Medicine, University of Michigan, Ann Arbor, Michigan, USA
| | - Timothy R B Johnson
- Center for Bioethics and Social Sciences in Medicine, University of Michigan, Ann Arbor, Michigan, USA.,Department of Women's Studies, University of Michigan, Ann Arbor, Michigan, USA.,Department of Obstetrics and Gynecology, Von Voigtlander Women's Hospital, Ann Arbor, Michigan, USA
| | - Reshma Jagsi
- Center for Bioethics and Social Sciences in Medicine, University of Michigan, Ann Arbor, Michigan, USA.,Department of Radiation Oncology, University of Michigan, Ann Arbor, Michigan, USA
| | - Lilia M Cortina
- Department of Psychology, University of Michigan, Ann Arbor, Michigan, USA.,Department of Women's Studies, University of Michigan, Ann Arbor, Michigan, USA
| | - Isis H Settles
- Department of Psychology, University of Michigan, Ann Arbor, Michigan, USA.,Department of Afroamerican and African Studies, University of Michigan, Ann Arbor, Michigan, USA
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Pfeifer CM. Workplace Harassment Is a Product of Institutional Culture. J Am Coll Radiol 2020; 17:564. [DOI: 10.1016/j.jacr.2020.01.013] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/23/2020] [Accepted: 01/25/2020] [Indexed: 11/26/2022]
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