The Choice of Anesthetic Drugs in Outpatient Hysteroscopic Surgery: A Systematic Review and Network Meta-Analysis.

Objective: Hysteroscopy is a minimally invasive gynecologic technique that is widely practiced in outpatient procedures. The choice of anesthesia is a key factor for the surgical outcome and postoperative recovery. This study was conducted to assess the effects of different anesthetic modalities based on dexmedetomidine in outpatient hysteroscopic surgery anesthesia. Methods: We did a systematic review and network meta-analysis of outpatient hysteroscopic surgery anesthesia. We searched Pubmed, Embase, and Cochrane-Library from database inception to December 31, 2021. Duplicate literature was excluded and screened separately for initial screening at three tiers: article title, abstract, and full text before deciding whether to include in this study against the above criteria. Results after analysis of categorical variables were expressed as ORR Ratio (95% CI) and continuous variables were expressed as Mean Difference (95% CI). Data collation and analyses were performed using the gemtc package in the R language. Results: Four trials were finally included with data for 301 participants, three anesthetic drugs, and five anesthetic modalities. A fixed-effects model was used for the different anesthesia modalities without significant heterogeneity (all I2<20%) in the analysis of adverse events (AEs), the incidence of respiratory depression, operative time, and time in the post-anesthesia care unit (PACU). Remimazolam tosylate was associated with a lower incidence of AEs versus dexmedetomidine, and significant differences between dexmedetomidine and propofol were absent. Propofol and various doses of remimazolam tosylate resulted in a lower incidence of respiratory depression versus dexmedetomidine, with an absence of differences between propofol and dexmedetomidine. The operative time for different anesthetic modalities was, in descending order, dexmedetomidine < remimazolam tosylate (0.60 mg/kg/h <0.48 mg/kg/h) < propofol < remimazolam tosylate (1.00 mg/kg/h), despite the absence of intergroup differences. Propofol was associated with a longer time in PACU versus dexmedetomidine and remimazolam tosylate (1.00 mg/kg/h); those of dexmedetomidine and remimazolam tosylate (1.00 mg/kg/h) were similar. The time in PACU for different anesthetic modalities, in descending order, was dexmedetomidine < remimazolam tosylate (1.00 mg/kg/h) < propofol. Propofol was associated with a longer time in PACU versus dexmedetomidine and remimazolam tosylate. Conclusion: In outpatient hysteroscopic surgery anesthesia, dexmedetomidine was associated with a higher incidence of AEs and respiratory depression and a shorter operative time and time in PACU versus remimazolam tosylate and propofol. Remimazolam tosylate showed safety benefits with a similar duration of PACU stay versus dexmedetomidine. Therefore, the choice of anesthetic drugs in outpatient surgery requires consideration of the patient's conditions and preferences.

Positive Emotion Regulations Among English as a Foreign Language Teachers During COVID-19.

As the cores of education, teachers' emotions have a critical place in academia. However, the power of EFL (English as a foreign language) teachers' positive emotions and their regulation in online mode of instruction have been ignored by scholars. With the rapid shift of education from face-to-face to remote/electronic delivery, many challenges and emotional problems emerged among teachers and learners worldwide. This entailed the necessity of considering and planning for emotional regulation to generate positive outcomes. To provide a roadmap for this line of research, the present mini-review article presented the theoretical and empirical underpinnings of emotion regulation, its origins and definitions, as well as outcomes for second/foreign language education. The study also presents some implications for EFL teachers, teacher trainers, and avid scholars of this area of research pinpointing the current yawning gaps.

Compulsory Citizenship Behavior and Employee Creativity: Creative Self-Efficacy as a Mediator and Negative Affect as a Moderator.

Workplace stressors were identified to have critical impacts on employee creativity. However, little is known about how and when involuntary citizenship behavior [i.e., compulsory citizenship behavior (CCB)]-induced stress might exert an influence on employee creativity. To fill this knowledge gap, the present study firstly develops a moderated mediation model to investigate the CCB-employee creativity association as well as the underlying mechanism and contextual condition of this relationship. By integrating social cognitive theory such as self-efficacy theory and conservation of resources (COR) theory, we propose that CCB predicts employee creativity through the mediating role of creative self-efficacy (CSE), with the individual characteristics (i.e., personality traits) of negative affect acting as a boundary condition. Using two-wave time-lagged survey data collected from a sample of 251 frontline employees in 10 manufacturing firms in Southern China, the results show that: (a) CSE mediates the negative relationship between CCB and employee creativity; (b) negative affect moderates the relationship between CCB and CSE; (c) negative affect moderates the indirect influence of CCB on employee creativity through CSE. As the level of negative affect rises, this indirect relationship is stronger. Finally, important theoretical and managerial implications and promising avenues for future research are addressed.

How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? A Cross-Level Analysis of Organizational Innovation Climate.

The starting point of organizational innovation is employees' creative thinking and innovation behaviors at work. In addition to personality and innovation willingness, innovation behavior depends on the level of support available in an organizational environment. The data used in this study were collected from 74 R&D teams (418 employee participants) in technology companies in Taiwan, and a multi-level analysis was conducted to investigate the relationships among job stressors, creative self-efficacy, and employees' sustained innovation behavior, as well as the role of the organizational innovation climate between creative self-efficacy and employees' innovation behavior. The research findings revealed significant positive relationships between challenge stressors and employees' sustained innovation behavior, as well as significant negative relationships between hindrance stressors and employees' sustained innovation behavior, mediation effects of creative self-efficacy on job stressors and employees' sustained innovation behavior, and moderation effects of the organizational innovation climate on employees' creative self-efficacy and sustained innovation behavior. An enterprise could place some working-related stress on employees and create a rich internal innovative climate to induce innovation behavior in its members.

Nurses' negative affective states, moral disengagement, and knowledge hiding: The moderating role of ethical leadership.

AIM: This study aims to investigate the influence of nurses' negative affective states on their knowledge-hiding behaviours through moral disengagement, and especially the moderating role of ethical leadership. BACKGROUND: Researchers have paid much attention to the harmfulness of knowledge hiding, yet the mechanisms of why and how nurses' negative affective states have an impact on their knowledge-hiding behaviours are less clear. METHOD: Two different questionnaire surveys were used in two different studies. In Study 1, a research design with three stages, including 323 nurses (64.47% response rate, 51.70% male) working in a hospital in Shanghai, China, was used. Study 2 involved 317 nurses (63.40% response rate, 51.74% male) working in five hospitals in Shanghai, China. The two studies shared the same statistical method, in which hierarchical regression analyses, the Sobel test, and bootstrap estimates were used to test hypotheses. RESULTS: We found that (a) nurses' negative affective states were positively related to their knowledge-hiding behaviours; (b) moral disengagement partially mediated this relationship in Study 1, but fully mediated it in Study 2; and (c) ethical leadership mitigated the indirect relationship between negative affective states and knowledge hiding via moral disengagement. CONCLUSION: Nurses with negative affective states are more likely to activate moral disengagement as a secondary cognitive process to make personal moral rules momentarily obscure, which, in turn, leads them to hide knowledge that is requested by other members. The above relationships will depend on the levels of ethical leadership. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers should try to reduce nurses' knowledge-hiding behaviours by addressing nurses' negative affective states, decreasing nurses' moral disengagement, and performing ethical leadership behaviours.

Compulsory citizenship behavior and organizational citizenship behavior: the role of organizational identification and perceived interactional justice.

This article examines the psychological mechanism underlying the relationship between compulsory citizenship behavior (CCB) and organizational citizenship behavior (OCB) by developing a moderated mediation model. The model focuses on the mediating role of organizational identification and the moderating role of interactional justice in influencing the mediation. Using a time-lagged research design, the authors collected two waves of data from 388 supervisor-subordinate dyads in 67 teams to test the moderated mediation model. Results revealed that CCB negatively influenced OCB via impairing organizational identification. Moreover, interactional justice moderated the strength of the indirect effect of CCB on OCB (through organizational identification), such that the mediated relationship was stronger under low interactional justice than under high interactional justice.

Psychological mechanism linking abusive supervision and compulsory citizenship behavior: a moderated mediation study.

This study seeks to examine the effect of abusive supervision on the "dark side" of organizational citizenship behavior (OCB) and, specifically, compulsory citizenship behavior (CCB). The study focuses on the mediating role of psychological safety underpinning the relationship between abusive supervision and CCB, and the moderating role of Chinese traditionality in influencing the mediation. The authors tested the model with data of 434 dyads (employee-coworker pairs) in a large Chinese service company. Results indicated that psychological safety fully mediated the relationship between abusive supervision and CCB. The authors also found that Chinese traditionality moderated the strength of the mediated relationship between abusive supervision and CCB via psychological safety, such that the mediated relationship is weaker under high Chinese traditionality than under low Chinese traditionality. The article also discusses the implications, limitations, and future research directions.

Investigation on transition crystal of ordinary rutile TiO2 powder and its sonocatalytic activity.

The transition crystal TiO(2) sonocatalyst was prepared utilizing the method of ultrasonic irradiation in hydrogen peroxide solution. The sonocatalytic activity of the transition crystal TiO(2) powder was validated through the degradation of methyl orange in aqueous solution by ultrasonic irradiation. The results show that the sonocatalytic activity of the transition crystal TiO(2) powder is obviously higher than that of pure rutile and anatase TiO(2) powders as well as mixed rutile and anatase TiO(2) powders according to the proportion of corresponding transition crystal TiO(2) catalyst. The degradation ratio of methyl orange in the presence of the transition crystal TiO(2) catalyst surpasses 75% within 80 min ultrasonic irradiation, while the degradation ratios are 55.93%, 51.68% and 40.88%, respectively, for rutile, mixed and anatase TiO(2) powders.