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This paper aims at examining the potentiality of using Hibiscus sabdariffa L. calyces’ (Hs) aqueous extract to remove soot stains from the surface of fire-damaged silver gelatin prints. It further studies the cleaning efficiency and impact of both a contact method and a noncontact method with argon dielectric barrier discharge plasma (DBD Ar. plasma) on the different properties of silver gelatin prints. Accordingly, it prompts using economic, eco-friendly materials and methods in the photograph conservation field.

To achieve the aims of this paper, four silver gelatin prints were stained with soot and treated with the Hs aqueous extract as a contact method and DBD Ar. plasma combined with the aqueous extract as a noncontact method. The assessment was carried out using digital microscopy, atomic force microscopy and spectrophotometer to study the efficiency of the tested treatments and their impact on the surface of the photographs. Fourier transform infrared was used to monitor the state of the binder after cleaning. Furthermore, the pH and the mechanical properties were measured.

The contact method resulted in lower concentrations of Hs extract that efficiently cleaned the surface without causing any stains or damage to the treated photographs. The noncontact method (plasma with an aqueous extract) proved to be less effective in cleaning and made the binder more susceptible to deterioration.

This paper reveals the success of Hs aqueous extract in cleaning soot on vulnerable photographs' surfaces.

The purpose of this study is to investigate the influence of leadership behavior, organizational commitment, organizational support and subjective career success on organizational readiness for change in the healthcare organizations. The authors want to determine if nurses who had higher levels of organizational commitment, organizational support and subjective career success relationships were more open and prepared for change.

Cross-sectional, descriptive-correlational survey design was conducted using self-reported questionnaires to collect data from registered nurses.

The subjective career success was the strongest predictors (β = 0.36, p < 0.001) followed by leadership behavior (β = –0.19, p = 0.03) and participants’ age (β = −0.13, p = 0.049).

This study highlights the influence of leadership behavior, organizational commitment, organizational support and subjective career success on the organizational readiness for change in healthcare organizations. Therefore, this study forms baseline data for future local and national studies. Moreover, it will strengthen the research findings if future research includes a qualitative approach that explores other healthcare professionals regarding readiness for organizational change.

This study provides information to policymakers and healthcare leaders who seek to improve management and leadership skills and respond to organizational change efforts.

It is important to know the extent to which healthcare professionals, especially nurses, understand how the influence of organizational support and organizational commitment on organizational readiness for change, as well as why specific leadership behavior and subjective career success, is important in implementing the change.

This study examined the nurses’ readiness for change in hospitals. Organizational readiness for change could occur in situations where nurses can exert extra efforts at work because of leaders’ behaviors and the relationship between nurses and the institution.