Generation of Hydrogen Peroxide in Cancer Cells: Advancing Therapeutic Approaches for Cancer Treatment.

Cancer cells show altered antioxidant defense systems, dysregulated redox signaling, and increased generation of reactive oxygen species (ROS). Targeting cancer cells through ROS-mediated mechanisms has emerged as a significant therapeutic strategy due to its implications in cancer progression, survival, and resistance. Extensive research has focused on selective generation of H2O2 in cancer cells for selective cancer cell killing by employing various strategies such as metal-based prodrugs, photodynamic therapy, enzyme-based systems, nano-particle mediated approaches, chemical modulators, and combination therapies. Many of these H2O2-amplifying approaches have demonstrated promising anticancer effects and selectivity in preclinical investigations. They selectively induce cytotoxicity in cancer cells while sparing normal cells, sensitize resistant cells, and modulate the tumor microenvironment. However, challenges remain in achieving selectivity, addressing tumor heterogeneity, ensuring efficient delivery, and managing safety and toxicity. To address those issues, H2O2-generating agents have been combined with other treatments leading to optimized combination therapies. This review focuses on various chemical agents/approaches that kill cancer cells via H2O2-mediated mechanisms. Different categories of compounds that selectively generate H2O2 in cancer cells are summarized, their underlying mechanisms and function are elucidated, preclinical and clinical studies as well as recent advancements are discussed, and their prospects as targeted therapeutic agents and their therapeutic utility in combination with other treatments are explored. By understanding the potential of these compounds, researchers can pave the way for the development of effective and personalized cancer treatments.

The development and validation of multidimensional workplace compassion scale: Linking its conceptualization and measurement.

Organizational compassion is a powerful force that possesses the capability to move individuals and groups towards a common good. Research on organizational compassion or compassion in the workplace has discussed its potential to reduce individual suffering and enhance positive emotions, wellbeing, and dignity. The existing literature lacks a valid and reliable measure of workplace compassion that follows the recent conceptualization of organizational compassion. This research presents the development and validation of workplace compassion scale. The scale development process consisted of four studies with a total sample of 947 respondents. In study 1, we developed the items for the new measure, by considering the four-factor conceptualization of organizational compassion. Study 2 and 3 focuses on item purification and testing the model fit indices of the proposed scale. In study 4, we followed a time separated design to test the nomological network and discriminant validity of the workplace compassion scale. The final workplace compassion scale consists of 12 items that measure other-oriented/expressed compassion in the workplace. The scale is beneficial for providing impetus to future quantitative research in organizational compassion.

Workplace gaslighting: Conceptualization, development, and validation of a scale.

Introduction: Gaslighting is a form of abuse that has transgressed the realms of romantic relationships to the relationships at work. Despite the growing literature on abuse at work, the conceptualization and measurement of gaslighting at work have received scarce attention. The study aimed to address this existing lacuna in the literature by conceptualizing and developing a measure of gaslighting at work. Methods: By drawing upon and integrating existing works of literature on harmful leader behaviors, workplace abuse, and workplace mistreatment, the authors have conceptualized the concept of gaslighting in a new context, i.e., work settings, and delineated its dimensions and conceptual boundaries. Among three different samples (total N = 679) of employees, the study developed a new 12-item measure of gaslighting in work relationships, the Gaslighting at Work Questionnaire (GWQ). The study further tested the psychometric properties of GWQ, namely, internal consistency, face, and construct validity of GWQ. Additionally, a time-lagged study was used to validate the scale within a nomological net of conceptual relationships. Results: Exploratory and confirmatory factor analysis supported a two-dimensional structure of gaslighting at work (trivialization and affliction). The psychometric properties of GWQ were established. Finally, using a time-lagged study, the scale was validated within a nomological net of conceptual relationships by showing the relationship of gaslighting at work with role conflict and job satisfaction. Discussion: The GWQ scale offers new opportunities to understand and measure gaslighting behaviors of a supervisor toward their subordinates in the work context. It adds to the existing literature on harmful leader behaviors, workplace abuse, and mistreatment by highlighting the importance of identifying and measuring gaslighting at work.

Artificial intelligence adoption in extended HR ecosystems: enablers and barriers. An abductive case research.

Artificial intelligence (AI) has disrupted modern workplaces like never before and has induced digital workstyles. These technological advancements are generating significant interest among HR leaders to embrace AI in human resource management (HRM). Researchers and practitioners are keen to investigate the adoption of AI in HRM and the resultant human-machine collaboration. This study investigates HRM specific factors that enable and inhibit the adoption of AI in extended HR ecosystems and adopts a qualitative case research design with an abductive approach. It studies three well-known Indian companies at different stages of AI adoption in HR functions. This research investigates key enablers such as optimistic and collaborative employees, strong digital leadership, reliable HR data, specialized HR partners, and well-rounded AI ethics. The study also examines barriers to adoption: the inability to have a timely pulse check of employees' emotions, ineffective collaboration of HR employees with digital experts as well as external HR partners, and not embracing AI ethics. This study contributes to the theory by providing a model for AI adoption and proposes additions to the unified theory of acceptance and use of technology in the context of AI adoption in HR ecosystems. The study also contributes to the best-in-class industry HR practices and digital policy formulation to reimagine workplaces, promote harmonious human-AI collaboration, and make workplaces future-ready in the wake of massive digital disruptions.

Nurses' perception about Human Resource Management system and prosocial organisational behaviour: Mediating role of job efficacy.

AIMS: To examine the relationship between nurses' perception about human resource management system and prosocial organisational behaviour through job efficacy. BACKGROUND: Literature suggests that non-profit organisations are often confronted with financial constraints on one side and the expectation of delivering high-quality services on the other. Employees voluntarily engaging in service-oriented behaviours help to bridge this gap to some extent, and human resource management system plays a significant role in eliciting the requisite behaviours. In this article, the case of nurses from non-profit hospitals has been undertaken to examine the aspects of human resource management system that needs focus while promoting prosocial organisational behaviours among the nurses for ensuring better service delivery. METHOD: Cross-sectional design was employed. Data were collected from 387 nurses working in non-profit hospitals in India through questionnaires and were analysed with the help of structural equation modelling. FINDINGS: In the absence of sophisticated human resource system in non-profit hospitals, the study found that nurses' perception about human resource management system is positively related to prosocial organisational behaviours, and job efficacy partially mediates the relationship. CONCLUSION: Positive perceptions such as involvement with the job and communication as well as supervisors' support are essential human resource practices for fostering self-efficacy and, thus, improving prosocial organisational behaviour of nurses working in non-profit hospitals. IMPLICATION FOR NURSING MANAGEMENT: Non-profit hospitals should focus on nurses' participation and supervisory support, which would provide a better human touch approach to patient care and also improve service quality. The findings shed light on the nursing management of non-profit hospitals in terms of human resource management that has to be given much attention for institutionalizing prosocial organisational behaviour.

Trust, ethical climate and nurses' turnover intention.

BACKGROUND: Nursing turnover is a very serious problem, and nursing managers need to be aware of how ethical climates are associated with turnover intention. OBJECTIVES: The article explored the effects of ethical climates on nurses' turnover intention, mediated through trust in their organization. METHODS: A cross-sectional survey of 285 nurses from three Indian hospitals was conducted to test the research model. Various established Likert-type scales were used to measure ethical climates, turnover intention and trust in organization. Hierarchical regression analysis and mediation analysis were used to test the model. RESULTS: Hierarchical regression analysis and mediation analysis were used to test the model. The indirect effect of benevolent ethical climate on turnover intention through trust in organization was -0.20 with a 95% bootstrap confidence interval of lower level = -0.31 and upper level = -0.01. The indirect effect of principled ethical climate on turnover intention through trust in organization was -0.39 with a 95% bootstrap confidence interval of lower level = -0.58 and upper level = -0.17. ETHICAL CONSIDERATIONS: The study adheres to the ethical standards recommended by the American Psychological Association for conducting research with informed consent, confidentiality and privacy. CONCLUSION: Both benevolent and principled ethical climates decreased turnover intention indirectly through trust in organization. Only principled ethical climates were directly associated with turnover intention. Our results suggest that nurse managers and leaders should try and establish principled and benevolent climates in order to engender trust in organization and to reduce turnover intention.

Donning the mask: effects of emotional labour strategies on burnout and job satisfaction in community healthcare.

Emotional labour involves management of one's emotions to match the demands of their roles. This emotion display involves just expression (surface-level emotional labour) or experience in addition to expression (deep-level emotional labour) of the desired emotions. Emotional labour is required in the effective, efficient and successful healthcare service delivery. Burnout associated with emotional labour is an important factor that decides how satisfied frontline service providers with their job are. This empirical study investigates the link between surface and deep-level emotional labour, burnout and job satisfaction in women community health workers from India. Our results from the structural equation modelling of 177 accredited social health activists (ASHAs) indicate a negative relation between surface and deep-level emotional labour, clearly demarcating them as two different strategies for performance of emotional labour in community health care setting. Surface-level emotional labour is associated with higher job satisfaction, and burnout partially mediates this relation. Deep-level emotional labour is associated with lower job satisfaction; burnout fully mediates this relation. Qualitative post hoc analysis based on interviews of 10 ASHAs was done to understand the findings of the quantitative study. Surface-level emotional labour was found to be a more desirable strategy for community health care workers for the effective and efficient performance of their work roles. Our results have a significant contribution to design, redesign, and improvement of employment practices in community healthcare. This study brings forth the neglected issues of emotions and their implications for these healthcare workers in low and middle-income countries who are a vital link that delivers healthcare to weaker section of the society. The findings have relevance not merely for the individual providing this service but the beneficiary and the organization that facilitates this delivery. Interventions based on demographic, community, national and occupational factors have also been presented.