Research progress on targeted therapy of breast cancer with low expression of HER2 / 国际肿瘤学杂志

Breast cancer has become the malignant tumor with the highest incidence rate among women, of which human epidermal growth factor receptor 2 (HER2) positive breast cancer accounts for about 15%-20%. With the development of anti HER2 targeted drugs, the survival and prognosis of HER2 positive breast cancer has significantly benefited. About 45%-55% of breast cancer patients have low HER2 expression, and these patients usually do not receive anti HER2 treatment. However, there is a significant difference between the biological behavior and prognosis of breast cancer with low HER2 expression and breast cancer with zero HER2 expression. It is helpful to differentiate and adopt corresponding treatment strategies to improve the prognosis of patients. At present, there have been many advances in targeted therapy of breast cancer with low HER2 expression, which provides a useful reference for precision treatment of breast cancer with low HER2 expression.

Challenge-Hindrance Stressors and Employability: The Combined Role of the Energy-Motivation Process and Organizational Investment.

Purpose: This study investigates how challenge-hindrance stressors influence employability through the energy-motivation mechanism and explores the moderating role of pay satisfaction and perceived career opportunity based on the JD-R model. Methods: Three-wave time-lagged longitudinal data of 206 employees are analyzed using latent structural equation modelling. Results: First, challenge stressors have an indirect positive effect on employability, mainly through intrinsic motivation, while hindrance stressors have an indirect negative effect on employability, mainly through emotional exhaustion. Second, perceived career opportunity strengthens the positive effect of challenge stressors on intrinsic motivation, which further promotes employability. Third, pay satisfaction alleviates the negative effect of hindrance stressors on emotional exhaustion, which, in turn, inhibits the decline in employability. Conclusion: The paper clarifies the specific mediating effects of the energy and motivation mechanisms in the association between challenge-hindrance stressors and employability and the moderating effects of pay satisfaction and perceived career opportunity, thus extending studies on the challenge-hindrance stressors to career field and filling the gap in the knowledge of the boundary conditions of the energy-motivation mechanism.

Will Job Crafters Stay or Leave? The Roles of Organizational Instrumentality and Inclusive Leadership.

Although studies have indicated the influences of job crafting on contemporary employees' working outcomes, the path from job crafting to turnover intention is still unexplored in depth. Drawing on goal facilitation theory, we delineate how job crafting relates to turnover intention through organizational instrumentality and is conditioned by inclusive leadership. We collected data from 218 employees from Chinese high-tech companies at two different time points by submitting survey questionnaires. The results indicated that employees' job crafting relates positively to their perception of organizational instrumentality and further results in decreased turnover intention. We also found that inclusive leadership not only positively moderates the path from job crafting to organizational instrumentality but also positively moderates the whole mediational relationship. Moreover, job crafting relates positively and directly to turnover intention-i.e., the more employees craft their jobs, the more likely they leave their organizations when we control the roles of organizational instrumentality and inclusive leadership. Finally, the theoretical and practical implications are also discussed.

Regulatory Focus, Boundaryless Mindset, and Creativity Among Chinese College Students: A Trait Activation Perspective.

We explored the impact of two types of regulatory focus on creativity among 330 college students in China, along with the mediating role of boundaryless mindset and moderating role of stressful life events. A three-wave survey showed that both promotion focus and prevention focus positively predicted the creativity in college students, but the positive effect of promotion focus on the creativity in college students was greater than that of prevention focus; boundaryless mindset mediated the relationship between regulatory focus and creativity; stressful life events moderated the direct effect that promotion focus has on boundaryless mindset, and it also moderated the indirect effect that promotion focus has on creativity via boundaryless mindset. These results extend the existing research on creativity and establish a new mediating mechanism and boundary conditions between regulatory focus and creativity in college students. Finally, we hope to provide a reference for innovation education.

How Can Job Crafting Be Reproduced? Examining the Trickle-Down Effect of Job Crafting from Leaders to Employees.

This study seeks to examine how and when job crafting trickles down from leaders to followers in a team context. Drawing on social learning theory, we hypothesize that team leaders' job resources mediate the relationship between team leaders' job crafting and team members' job crafting. Empowering leadership is proposed to strengthen the mediation effect, such that under a stronger (higher) empowering leadership style the relationship between team leaders' job resources and team members' job crafting is further strengthened, thereby positively influencing the overall mediated relationship. We tested our multilevel moderated mediation model with leader-subordinate paired data from 64 work teams in seven Chinese enterprises over two time periods. The results support our hypothesized mediated relationship; however, contrary to our prediction, we find that empowering leadership negatively moderates the relationship between team leaders' job resources and team members' job crafting, and weakens the mediation effect of team leaders' job resources. Theoretical and practical implications are discussed.

Aging alters Hv1-mediated microglial polarization and enhances neuroinflammation after peripheral surgery.

Perioperative neurocognitive disorders have been widely recognized as common adverse events after surgical intervention. Aging is one of the most important independent risk factors for worsened cognitive outcome, and this deterioration is linked to exacerbated microglia-mediated neuroinflammation in the aged brain. Under pathological stimulation, microglia are capable of polarizing toward proinflammatory M1 and anti-inflammatory M2 phenotypes. In the present study, we examined how aging affects microglial responses and neuroinflammation following peripheral surgery. Adult (2-3 months) and aged (18 months old) male C57/BL6 mice were subjected to tibial fracture or sham surgery. Aged mice exhibited higher level of tumor necrosis factor-α (TNF-α) and interleukin-1ß (IL-1ß) in the hippocampus. The expression of synaptic protein synaptophysin (SYP) was also markedly reduced in the aged brain after the surgery. Both adult and aged mice showed significant increases in M1 microglial polarization (CD16/32). In contrast, tibial fracture surgery induced a decreased M2 microglial polarization (CD206, Ym1/2, Arg1) in aged brain but enhanced M2 microglial polarization in adult brain. Aged mice have upregulated voltage-gated proton channel (Hv1) and nicotinamide adenine dinucleotide phosphate (NADPH) oxidase subunit expression compared with adult mice. The percentage of CD16/32-positive M1 microglia colabeling with Hv1 was higher in aged mice after tibial fracture surgery. Thus, Hv1/NADPH oxidase upregulation in the aged brain may shift the dynamic equilibrium of microglial activation toward M1 polarization and exaggerate postoperative neuroinflammatory responses after peripheral surgical intervention.

Combine Your "Will" and "Able": Career Adaptability's Influence on Performance.

Adaptivity and adaptability are two key elements representing one's "willingness" and "ability," respectively, in the career construction theory (CCT) framework. On the basis of CCT and complemented by the visual of resources in the conservation of resources theory, this study combines career issues and performance and examines the joint effect of adaptivity and adaptability on career self-management which will lead to improved performance. Using a sample of Chinese employees (N = 232), the study first examines the mediating role that career self-management plays between career adaptability and performance and then tests the moderating role of proactive personality. Results show career adaptability positively predicts performance, with this relationship partially mediated by career self-management. The positive effect of career adaptability on career self-management is stronger among those who are more proactive than less proactive. Further, the indirect effect of career adaptability on performance is stronger among proactive employees than those with lower levels of proactive personality. These findings provide implications for both theories and practices.

[Determination of Hard Rate of Alfalfa (Medicago sativa L.) Seeds with Near Infrared Spectroscopy].

Alfalfa (Medicago sativa L.) is the most commonly grown forage crop due to its better quality characteristics and high adaptability in China. However, there was 20%-80% hard seeds in alfalfa which could not be identified easily from non hard seeds which would cause the loss of seed utilization value and plant production. This experiment was designed for 121 samples of alfalfa. Seeds were collected according to different regions, harvested year and varieties. 31 samples were artificial matched as hard rates ranging from 20% to 80% to establish a model for hard seed rate by near infrared spectroscopy (NIRS) with Partial Least Square (PLS). The objective of this study was to establish a model and to estimate the efficiency of NIRS for determining hard rate of alfalfa seeds. The results showed that the correlation coefficient (R2(cal)) of calibration model was 0.981 6, root mean square error of cross validation (RMSECV) was 5.32, and the ratio of prediction to deviation (RPD) was 3.58. The forecast model in this experiment presented the satisfied precision. The proposed method using NIRS technology is feasible for identification and classification of hard seed in alfalfa. A new method, as nondestructive testing of hard seed rate, was provided to theoretical basis for fast nondestructive detection of hard seed rates in alfalfa.