The purpose of this study was to evaluate the use of a novel health information technology (HIT), a large customizable interactive monitor (LCIM), implemented in a pediatric intensive care unit (PICU). Specifically, we explored nurses' perceptions of this novel HIT application and its perceived effect on family engagement. We used a qualitative research design to collect and analyze data from 55 PICU nurses in seven focus groups. A trained moderator followed a semistructured discussion guide with questions related to perceptions, attitudes, and care team interactions with the LCIM. Groups were audio-recorded, transcribed, and coded using content analysis procedure. Six major themes emerged from the nurse focus groups, which include familiarity and use routines, positive perceptions with the LCIM, negative perceptions with the LCIM, privacy, training, and suggestions for improvement. Insights into nurses' perceptions of the LCIM has the potential to improve family-centered care.

Purpose -The purpose of this paper is to examine Muslim women's decisions to wear headscarves, known as hijab, in the workplace. The decision to wear hijab may result in a stigmatized identity, so the paper also aims to examine perceived or experienced discrimination and impact on employment outcomes. Design/methodology/approach -Using qualitative methodology to capture nuances, the study was based on demographic responses and semi-structured interview questions by 79 Muslim women physicians and other healthcare professionals. Findings -The paper finds that many factors influenced their decisions, but Muslim women had a wide variety of views in terms of the hijab and adherence to Islamic precepts. Those who wear hijab reported negative experiences of intolerance and discrimination. The decision to wear hijab was subsequently associated with perceived discrimination that would limit one's employment opportunities. Practical implications -Religion is one diversity categorization that can be invisible yet still has a significant impact on workers and their engagement in the workplace. Organizations engaged in strategic diversity initiatives may need to better understand specific nuances of diversity concerning religious expression and the potential psychological toll hiding those expressions may have on workers. The paper's findings have implications for personnel selection, training, and managing interpersonal relationships in the workplace. Originality/value -Religious expression is an under-studied workplace diversity facet, especially when disclosing religion is a choice that may result in being stigmatized. There has been research on workplace treatment of Muslims and the influences of spirituality, but no research that examined the decision to wear hijab and the associated workplace consequences.

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We implemented a quality improvement project for diabetes care in a faculty-resident internal medicine practice, using the Chronic Care Model framework. We created a planned visit clinic, used a stepwise medication algorithm, and self-management support. The intervention was effective for patients with glycohemoglobin A1c levels 10 or above (P = .0075) when compared with usual care after adjusting for all significant predictors. Compliance with foot examinations increased by 72% (P < .0001) and pneumococcal vaccinations by 25% (P = .0115). We believe that the Chronic Care Model can be successfully integrated into faculty-resident practices and provides a model for further exploration into disease management education in academic settings.