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The main objective of this study was to analyze the perception of the influence of various weather conditions on patients with rheumatic pathology. A group of 394 patients, aged between 39 and 87 years and diagnosed with degenerative rheumatic diseases, were interviewed individually by using a questionnaire created specifically for this study. Further on, to assess the relationship between pain intensity and weather conditions, a frequency analysis based on Pearson’s correlation matrix was employed. The most important results are as follows: the great majority of the participants (more than 75%) believe that their rheumatic pain is definitely or to a great extent influenced by different weather conditions; most of the patients reported intensification of their pain with weather worsening, especially when cloudiness and humidity suddenly increase (83.8% and 82.0%, respectively), air temperature suddenly decreases (81.5%), and in fog or rain conditions (81.2%). In our research, alongside simple meteorological variables, we established that complex weather variables such as atmospheric fronts, in particular, the cold ones and winter anticyclonic conditions, greatly intensify the rheumatic pain, whereas summer anticyclonic conditions usually lead to a decrease in pain severity. In terms of relationships between pain intensity and weather conditions, we found the strongest correlations (ranging between 0.725 and 0.830) when temperature, relative humidity, and cloudiness are constantly high.

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Abstract:The aim of the present study was to investigate the current organizational culture in one large Romanian university, using the Competing Values Framework (CVF). Specifically, we aimed to identify the current overall culture profile and the cultural dominant dimensions at the level of the education and research units. The data was provided by 898 participants, coming from 96 teaching and research units, using a paper-and-pencil form of the ipsative Organizational Culture Assessment Instrument, Part 1. The data was analysed at the level of the organizational units. The results indicated that the overall culture profile of the analysed units comprises a combination of the four cultures, with the predominance of the values of bureaucratic and human relations/clan cultures. This profile was not fully invariant across the six dimensions of the organizational culture: (1). dominant characteristics; (2). organizational leadership; (3). management of employees; (4). organizational glue; (5). strategic emphases, and (6). success criteria. The predominance of the values of bureaucratic and human relations/clan cultures is confirmed in three of the six cultural dimension profiles, namely, the organizational leadership, strategic emphases, and success criteria.