Compensation is a key component of career satisfaction and professional growth. A new compensation model was developed to provide a framework for career growth and a compensation ladder for medical physicists with clinical responsibilities in an academic radiation oncology department. The goals for the new model were: (1) create a market competitive plan to support recruitment and retention of top physics talent, (2) incentivize clinical effort, innovation, citizenship/professional service, and academic achievement, (3) provide compensation growth opportunities separate from medical school promotions, and (4) create consistent, transparent, and fair metrics applicable to all clinical physicists in the department. The model includes a base salary, and credits for board certification, clinical tier, leadership, and academic level. Further, metrics were developed to inform the clinical tier. Years of experience is not explicitly included in the model. The model was successfully implemented for clinical physicists in a relatively large academic radiation oncology department.

UNASSIGNED: Physician turnover and job instability have profound implications for healthcare systems, private facilities, and patient outcomes. High physician turnover disrupts continuity of care, impedes establishment of patient-physician relationships, and may compromise overall healthcare quality.
UNASSIGNED: This survey study explores the rate of job turnover in the field of Interventional Spine and Pain Medicine, based on a 2022 survey of physicians of the International Pain and Spine Intervention Society.
UNASSIGNED: A standardized, anonymous survey was distributed by email via Research Electronic Data Capture (REDCap) software to physician members of the International Pain and Spine Interventional Society (IPSIS).
UNASSIGNED: Our survey results indicate that interventional spine/pain physicians with initially lower starting salaries were more likely to leave their first job. We also found that those currently in a productivity-based compensation models were more likely to have left their first job.
UNASSIGNED: Of the interventional pain and spine physicians who had been in practice for at least three years, over 65% reported leaving their initial job after training.

Compensatory changes in brain connectivity keep motor symptoms mild in prodromal Parkinson\'s disease. Studying compensation in patients is hampered by the steady progression of the disease and a lack of individual baseline controls. Furthermore, combining fMRI with walking is intricate. We therefore used a seed-based metabolic connectivity analysis based on 2-deoxy-2-[18F]fluoro-D-glucose ([18F]FDG) uptake in a unilateral 6-OHDA rat model. At baseline and in the chronic phase 6-7 months after lesion, rats received an intraperitoneal injection of [18F]FDG and spent 50 min walking on a horizontal treadmill, followed by a brain PET-scan under anesthesia. High activity was found in the cerebellar anterior vermis in both conditions. At baseline, the anterior vermis showed hardly any stable connections to the rest of the brain. The (future) ipsilesional cerebellar hemisphere was not particularly active during walking but was extensively connected to many brain areas. After unilateral dopamine depletion, rats still walked normally without obvious impairments. The ipsilesional cerebellar hemisphere increased its activity, but narrowed its connections down to the vestibulocerebellum, probably aiding lateral stability. The anterior vermis established a network involving the motor cortex, hippocampus and thalamus. Adding those regions to the vermis network of (previously) automatic control of locomotion suggests that after unilateral dopamine depletion considerable conscious and cognitive effort has to be provided to achieve stable walking.

Theories of justice suggest that it serves two main purposes: punishment and restoration. Although punishment emerges early and has been well-documented, little is known about the contexts in which young children engage in restorative practices like compensation for victims. The current study investigated whether children\'s engagement in compensation and punishment (which often involve a redistribution of resources) was sensitive to characteristics of the perpetrator and victim known to shape distributive justice decisions (decisions about how resources should be distributed), such as social dominance, resource inequality, and moral character. A total of 54 children aged 3 to 7 years completed a series of moral judgment experiments. Each experiment featured interactions between a perpetrator and a victim, ending with the perpetrator stealing the victim\'s toy. In Experiment 1 (N = 44), social dominance did not affect punishment or compensation overall, but older children compensated the dominant victim (but not the subordinate victim) less than younger children. In Experiment 2 (N = 42), children compensated the poor victim more than the rich victim, but they did not punish the rich perpetrator more than the poor perpetrator. In Experiment 3 (N = 45), children compensated the victim with a good moral character more than the victim with a bad moral character, and the victim\'s moral character did not influence punishment. Altogether, these findings offer new insights into how children resort to compensation for victims as a complement to, rather than an alternative to, punishment.

Blood donation, a fundamental act of altruism, has undergone significant evolution over the centuries. Despite medical progress, the persistent challenge lies in securing an adequate supply of blood and its derivatives. This article critically examines the proposal to introduce monetary incentives for blood donation, delving into ethical, legal, and pragmatic dimensions. India\'s current framework staunchly upholds voluntary, unpaid donations. However, global practices diverge significantly. Notably, India previously permitted monetary compensation for blood donation but later prohibited it due to concerns about infection transmission. Monetary incentives offer a potential solution to address key deterrents faced by potential donors. Health anxieties, time constraints, and fear of infection often discourage voluntary donations. By providing financial motivation, we may enhance donor participation and bolster the reliability of the blood supply. While the benefits are evident, caution is essential. Implementing monetary incentives necessitates robust safeguards. Preventing the exploitation of vulnerable populations and ensuring the safety of blood products remain paramount. Striking this delicate balance requires careful consideration. By analyzing ethical, legal, and practical facets, we navigate the intricate landscape of blood supply management.

BACKGROUND: India experiences the highest snakebite burden globally, with 58 000 predicted deaths annually. The central Indian state of Madhya Pradesh is thought to have a substantial snakebite burden and provides compensation to families who can demonstrate by postmortem and hospital treatment reports that their relatives have died due to snakebite. This study represents the first report on the frequency of distribution of compensation for snakebite deaths in Madhya Pradesh.
METHODS: Statewide snakebite death compensation data from 2020-2021 and 2021-2022, provided by the Madhya Pradesh health authorities, were analysed alongside interviews with 15 families that described the events that ultimately led to their compensation claims.
RESULTS: Compensation was paid to a total of 5728 families, with a total value equating to 22 912 Lakhs (approximately US${\\$}$27.94 million). Families described commonly recognised snakebite risk factors and behaviours in the events that resulted in their relatives\' deaths.
CONCLUSIONS: The snakebite burden in Madhya Pradesh is significant, both in terms of mortality and economic expenditure of the state. Sustained investment in preventative interventions, as well as monitoring of the rate of compensation payouts due to snakebite death as a measure of intervention effectiveness, should be considered to substantially reduce snakebite incidence and mortality.

BACKGROUND: There is a growing role for patients, family members and caregivers as consultants, collaborators and partners in health system settings in Canada. However, compensation for this role is not systematized. When offered, it varies in both type (e.g., one-time honorarium, salary) and amount. Further, broad-based views of patient partners on compensation are still unknown. We aimed to describe the types and frequency of compensation patient partners have been offered and their attitudes towards compensation.
METHODS: This study uses data from the Canadian Patient Partner Study (CPPS) survey. The survey gathered the experiences and perspectives of those who self-identified as patient partners working across the Canadian health system. Three questions were about compensation, asking what types of compensation participants had been offered, if they had ever refused compensation, and whether they felt adequately compensated. The latter two questions included open-text comments in addition to menu-based and scaled response options. Basic frequencies were performed for all questions and open-text comments were analyzed through inductive qualitative content analysis.
RESULTS: A total of 603 individuals participated in the CPPS survey. Most respondents were never or rarely offered salary (81%), honorarium (64%), gift cards (80%) or material gifts (93%) while half were offered conference registration and expenses at least sometimes. A total of 129 (26%) of 499 respondents reported refusing compensation. Of 511 respondents, half felt adequately compensated always or often, and half only sometimes, rarely or never. Open-text comments revealed positive, ambivalent and negative attitudes towards compensation. Attitudes were framed by perceptions about their role, sentiments of giving back to the health system, feelings of acknowledgement, practical considerations, values of fairness and equity and accountability relationships.
CONCLUSIONS: Our findings confirm that compensation is not standardized in Canada. Half of survey respondents routinely feel inadequately compensated. Patient partners have diverse views of what constitutes adequate compensation inclusive of personal considerations such as a preference for volunteering, and broader concerns such as promoting equity in patient partnership. Organizations should attempt to ensure that compensation practices are clear, transparent and attentive to patient partners\' unique contexts.
UNASSIGNED: Two patient partners are members of the CPPS research team and have been fully engaged in all study phases from project conception to knowledge translation. They are co-authors of this manuscript. The survey was co-designed and pilot tested with patient partners and survey participants were patient partners.

BACKGROUND: The impact of intersectionality on academic radiology physician compensation is not well known.
OBJECTIVE: The aim of this study was to assess impact of intersectionality on academic radiology financial compensation, based on rank, gender and race/ethnicity in US medical schools.
METHODS: Data were collected from the AAMC Faculty Salary Survey, which collects information for full-time faculty at U.S. medical schools. Financial compensation data for radiology faculty with MD or equivalent degree in diagnostic radiology (DR) as well as interventional radiology (IR) was collected for 2023, stratified by rank, gender, and race/ethnicity.
RESULTS: The AAMC Faculty Salary Survey data for 2023 included responses for 683 IR (138 women, 545 men) and 2431 DR (862 women, 1569 men) faculty. Men had a higher median compensation than women at all ranks, for both IR and DR, except DR instructors. The gender pay gap was greater in IR faculty compared to DR faculty of the same rank. All intersectional groups among IR faculty reported a lower median compensation compared to White men of the same rank. All intersectional groups among DR faculty, except Asian Men, had a lower median compensation than White men of the same rank. Among IR faculty, Asian women assistant professors faced the greatest disparity in median compensation, down to $75 K (15%) lower than White men. Among DR faculty, Black/African American women assistant professors faced the greatest disparity on median compensation, down to $48 K (10.5%) lower than White men.
CONCLUSIONS: The study results raise important concerns about impact of intersectionality on faculty compensation in radiology which needs further study and should be addressed as part of broader drive to increase diversity, equity, and inclusion in academic radiology.

Group-based guilt (collective guilt) refers to the negative emotions experienced when group members violate moral standards and can motivate prosocial behavior. Individuals exhibiting high levels of moral disengagement are prone to engaging in unethical conduct without experience of guilt, thereby prolonging or exacerbating conflicts and hindering conflict resolution. Oxytocin is believed to play key role in shaping social cognition and behaviors associated with morality and prosociality. So, this study (N = 79) explores oxytocin\'s potential to enhance group-based guilt and compensation for victims among individuals with high moral disengagement. Employing a randomized placebo-controlled design, participants received either oxytocin or placebo before undertaking a task designed to induce group-based guilt, during which they made decisions regarding the allocation of money to victims. Results revealed that participants with high moral disengagement who received oxytocin perceived higher levels of moral responsibility, experienced increased group-based guilt, and allocated significantly more money to victims compared to those who received the placebo. These findings suggested that oxytocin holds promise as an intervention to mitigate moral disengagement and foster moral behavior in individuals predisposed to avoiding responsibility and guilt feelings.

While medical and health science librarians\' median salaries have increased over the last forty years; however, inflation-adjusted salaries are lower than in 2008. Utilizing data from the Medical Library Association\'s salary surveys from 1983 to 2023, this column explores median salary changes over time by discussing the median salary\'s performance against inflation and how the 2008 recession and the 2020 COVID-19 pandemic impacted salaries. From 2017 to 2023, the median salary increased by 18%, but after adjusting for inflation, the median salary decreased by almost 6%. The findings have serious implications for recruitment and retention in medical and health sciences librarianship.