Decoding the research landscape of drug resistance and therapeutic approaches in head and neck cancer: a bibliometric analysis from 2000 to 2023.

Introduction: Head and neck cancer is one of the most common tumors worldwide. However, drug resistance in its treatment has become a major factor limiting the efficacy. This study aims to comprehensively understand the current status of research in this field. Methods: The study analyzes papers related to therapeutic resistance in head and neck cancer published between 2000 and 2023 in the Web of Science Core Collection To achieve the research objectives, we searched the WoSCC for research and review papers on therapeutic resistance in head and neck cancer from 2000 to 2023, screened the English literature, and analyzed the research hotspots, academic collaborations, and trends in detail using tools such as Citespace, SCImago Graphica, and VOS viewer. Results: This study summarizes 787 head and neck cancer treatment resistance publications from WoSCC. The analysis showed that China and the United States are the major contributors in this field, and Grandis Jennifer R and Yang Jai-Sing are the key scholars. Keyword analysis showed that "cisplatin resistance" is a continuing focus of attention, while "Metastasis" and "Ferroptosis" may be emerging research hotspots. Literature clustering analysis pointed out that "Ferroptosis", "Immunotherapy" and "ERK signaling" were the recent hotspots that received extensive attention and citations. Finally, we discuss the current status and challenges in drug-resistant therapies for head and neck cancer. Conclusion: This study is the first comprehensive bibliometric analysis of drug resistance in head and neck cancer. Reveals current trends and helps researchers grasp cutting-edge hotspots in the field.

Preretirement resources and postretirement life satisfaction change trajectory: Examining the mediating role of retiree experience during retirement transition phase.

Successfully adjusting to retirement represents a major challenge for many older workers. Following the temporal unfolding of retirement process (i.e., preretirement, transition, and postretirement phases), the present study draws on the resource-based dynamic model of retirement adjustment to investigate how a diverse set of preretirement personal resources (i.e., physical health, mental health, financial well-being, family support, proactive personality, and general cognitive ability) impact postretirement change trajectory of life satisfaction through the pathway of retirement transition experience (i.e., retirees' subjective experience in terms of how well they are adjusting during the transition phase of retirement immediately after the workforce exit). Using multiwave longitudinal data from 667 Chinese older workers transitioning into retirement collected with a prospective design over 2 years, we found positive effects of the levels of preretirement mental health, financial well-being, family support, proactive personality, and cognitive ability on retirement transition experience. We also found positive effects of the changes in physical health, financial well-being, and family support on retirement transition experience. Retirement transition experience, in turn, was associated with older workers' postretirement change trajectory of life satisfaction. Our findings highlight the importance of the transition phase of retirement, as well as the role of retirement transition experience during this critical phase in explaining the relationships between preretirement resources, in terms of both their levels and changes, and postretirement changes in well-being. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Designing Self-Sustainable Icephobic Layer by Introducing a Lubricating Un-Freezable Water Hydrogel from Sodium Polyacrylate on the Polyolefin Surface.

A convenient, environment-friendly, and cost-effective method to keep anti-icing for a long time was highly desirable. Slippery lubricant layers were regarded to be effective and promising for anti-icing on different surfaces, but the drought-out of lubricants and the possible detriments to the environment were inevitable. By combining super-high molecular weight sodium polyacrylate (H-PAAS) with polyolefin through a one-pot method, a self-sustainable lubricating layer with extremely low ice adhesion of un-freezable water hydrogel was achieved at subzero conditions. The lubricant hydrogel layer could auto-spread and cover the surface of polyolefin after encountering supercooled water, frost, or ice. Due to the reduction of storage modulus in the interface, the ice adhesion of the specimen surfaces was far below 20 kPa, varying from 5.13 kPa to 18.95 kPa. Furthermore, the surfaces could preserve the fairly low adhesion after icing/de-icing cycles for over 15 times and thus exhibited sustainable durability. More importantly, this method could be introducing to various polymers and is of great promise for practical applications.

Measurement invariance of the moral vitalism scale across 28 cultural groups.

Moral vitalism refers to a tendency to view good and evil as actual forces that can influence people and events. The Moral Vitalism Scale had been designed to assess moral vitalism in a brief survey form. Previous studies established the reliability and validity of the scale in US-American and Australian samples. In this study, the cross-cultural comparability of the scale was tested across 28 different cultural groups worldwide through measurement invariance tests. A series of exact invariance tests marginally supported partial metric invariance, however, an approximate invariance approach provided evidence of partial scalar invariance for a 5-item measure. The established level of measurement invariance allows for comparisons of latent means across cultures. We conclude that the brief measure of moral vitalism is invariant across 28 cultures and can be used to estimate levels of moral vitalism with the same precision across very different cultural settings.

The Psychological Consequences of the COVID-19 on Residents and Staff in Nursing Homes.

In this commentary, we overview the existing research on psychological consequences caused by COVID-19 for both residents and staff in the nursing homes. We identify loneliness and emotional anxiety as main psychological consequences for nursing home residents, whereas uncertainty, hopelessness, work overload, and role conflicts are the most salient psychological challenges for the staff in the nursing homes during the pandemic. We then summarize the existing strategies and interventions responsive to the above challenges. We suggest that this overview may help nursing home managers understand what are the key psychological challenges and how to deal with them during a crisis period. Finally, we also encourage future research to pay more attention to exploring interventions specifically designed for vulnerable older people, understanding the role of the nursing home leader team in managing emotional and ethical challenges in organizations, and developing community-wide collaboration with multiple external stakeholders.

A self-regulation perspective on how and when regulatory focus differentially relates to citizenship behaviors.

Although previous research suggests that regulatory focus matters for organizational citizenship behaviors, it is unclear how promotion and prevention focus relate to such behaviors. Integrating regulatory focus theory with theories of self-regulation, we propose a conceptual model that links trait promotion and prevention foci with specific citizenship behaviors through an emotion-related self-regulation mechanism. Using a sample of 227 nurses working in a hospital context, we observed that trait promotion focus and trait prevention focus predict helping and voice via differential effects on emotional exhaustion. Specifically, trait promotion focus had unconditional indirect effects on helping (positive) and voice (negative) through lower levels of emotional exhaustion. In contrast, trait prevention focus was positively related to voice but negatively related to helping through higher levels of emotional exhaustion. Moreover, these indirect effects of trait prevention focus were moderated by employees' reappraisal of their emotional experiences at work, such that trait prevention focus had weaker relations with helping and voice when reappraisal was higher (vs. lower). We discuss theoretical and practical implications of these findings and highlight avenues for future research. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Relationship Between Immune Parameters and Non-alcoholic Fatty Liver Disease in Obese Children.

OBJECTIVE: To investigate the relationship between immune parameters and non-alcoholic fatty liver disease (NAFLD) in obese children. DESIGN: Cross-sectional study. SETTING: Hospital-based study in Zhejiang Province, China between July to September 2015. PARTICIPANTS: A total of 117 obese children and 209 healthy non-obese children were studied as the obese and control groups. Depending on the severity of NAFLD, the obese group was divided into subgroups 1 (without NAFLD), 2 (with simple fatty liver) and 3 (with steatohepatitis). OUTCOME MEASURES: Glucose metabolism, lipid metabolism and immune parameters. RESULTS: In the obese group, body mass index (BMI), waist-and hip-circumferences, fasting insulin, Homeostasis model of assessment for insulin resistance (HOMA-IR), triglyceride, total cholesterol, low density lipoprotein cholesterol (LDL-C), apolipoprotein (Apo)B/ApoA1, alanine aminotransferase, uric acid, white blood cells, neutrophils percentage, platelet and interleukin (IL)-6 were significantly higher than those in the controls (P<0.05), while lower high density lipoprotein cholesterol and lymphocyte percentage were noted (P<0.05). IL-10 in the subgroup 3 was higher than those in the control group, subgroup 1 and 2 (P<0.05). Logistic regression analysis showed that BMI, LDL-C, HOMA-IR and IL-10 were independent factors of NAFLD (P<0.05). CONCLUSION: These results support a low-grade chronic inflammation in obese children. Moreover, obesity, dyslipidaemia and IR are risk factors while IL-10 may be a protective factor for NAFLD.

Eating your feelings? Testing a model of employees' work-related stressors, sleep quality, and unhealthy eating.

Although organizational research on health-related behaviors has become increasingly popular, little attention has been paid to unhealthy eating. Drawing on the self-regulation perspective, we conducted 2 daily diary studies to examine the relationships between work-related stressors, sleep quality, negative mood, and eating behaviors. Study 1 sampled 125 participants from 5 Chinese information technology companies and showed that when participants experienced higher levels of job demands in the morning, they consumed more types of unhealthy food and fewer types of healthy food in the evening. In addition, sleep quality from the previous night buffered the effect of morning job demands on evening unhealthy food consumption. Study 2 used data from 110 customer service employees from a Chinese telecommunications company and further demonstrated a positive association between morning customer mistreatment and evening overeating behaviors, as well as the buffering effect of sleep quality. Results from Study 2 also supported afternoon negative mood as a mediator linking morning customer mistreatment to evening overeating behaviors. Finally, our findings revealed that the buffering effect of sleep quality was channeled through employees' vigor in the morning, which subsequently weakened the effect of customer mistreatment on negative mood. (PsycINFO Database Record

Nonlinear effects of team tenure on team psychological safety climate and climate strength: Implications for average team member performance.

The teams literature suggests that team tenure improves team psychological safety climate and climate strength in a linear fashion, but the empirical findings to date have been mixed. Alternatively, theories of group formation suggest that new and longer tenured teams experience greater team psychological safety climate than moderately tenured teams. Adopting this second perspective, we used a sample of 115 research and development teams and found that team tenure had a curvilinear relationship with team psychological safety climate and climate strength. Supporting group formation theories, team psychological safety climate and climate strength were higher in new and longer tenured teams compared with moderately tenured teams. Moreover, we found a curvilinear relationship between team tenure and average team member creative performance as partially mediated by team psychological safety climate. Team psychological safety climate improved average team member task performance only when team psychological safety climate was strong. Likewise, team tenure influenced average team member task performance in a curvilinear manner via team psychological safety climate only when team psychological safety climate was strong. We discuss theoretical and practical implications and offer several directions for future research. (PsycINFO Database Record

Retirees' motivational orientations and bridge employment: Testing the moderating role of gender.

Bridge employment refers to the labor force participation after people retire from career jobs. It is becoming a prevalent phenomenon for retirees transitioning from employment to complete work withdrawal. Building on existing literature on retirement transition and older adults' work motivation, the present study examined the effects of 3 motivational orientations (i.e., status striving, communion striving, and generativity striving) in relating to retirees' bridge employment participation (i.e., bridge employment status and bridge employment work hours). This study also applied the social gender role theory to examine the effect of gender in moderating the effects of motivational orientations. Data from 507 Chinese retirees in Beijing revealed that communion striving and generativity striving were positively related to bridge employment participation. Further, gender moderated the effect of status striving such that status striving was positively related to bridge employment participation for male retirees but not for female retirees. In addition, exploratory analysis was conducted to examine the effects of the same set of motivational orientations on postretirement volunteering activities. Results showed that status striving was negatively related to volunteering after retirement. The findings are discussed in terms of their theoretical implications for the bridge employment literature and practical implications for recruiting and retaining older workers.

Work-family conflict, emotional exhaustion, and displaced aggression toward others: the moderating roles of workplace interpersonal conflict and perceived managerial family support.

Taking a resource-based self-regulation perspective, this study examined afternoon emotional exhaustion as a mediator linking the within-person relations between morning work-family conflict and later employee displaced aggression in the work and family domains. In addition, it examined resource-related contextual factors as moderators of these relations. The theoretical model was tested using daily diary data from 125 employees. Data were collected at 4 time points during each workday for 3 consecutive weeks. Multilevel modeling analysis showed that morning family-to-work conflict was positively related to afternoon emotional exhaustion, which in turn predicted displaced aggression toward supervisors and coworkers in the afternoon and displaced aggression toward family members in the evening. In addition, morning workplace interpersonal conflict exacerbated the impact of morning work-to-family conflict on afternoon emotional exhaustion, whereas perceived managerial family support alleviated the impact of morning family-to-work conflict on afternoon emotional exhaustion. These findings indicate the importance of adopting a self-regulation perspective to understand work-family conflict at work and its consequences (i.e., displaced aggression) in both work and family domains.

Do Job Demands of Chinese Manufacturing Employees Predict Positive or Negative Outcomes? A Test of Competing Hypotheses.

Karasek's job demands-control (JDC) model posits that job control can buffer against the harmful effects of demands experienced by employees. A large volume of JDC research has obtained support for the main effects of demands and control, but not the interactive effects. Recent research on the challenge-hindrance stressors framework, however, found that work stressors may not always be deleterious, suggesting alternative hypotheses about the effects of demands and control. The present study therefore examined competing hypotheses concerning the effects of job demands on occupational health outcomes. Using a sample of 316 employees in a Chinese manufacturing company, we found that, consistent with the challenge-hindrance framework, production demands were challenge stressors associated with favourable outcomes (i.e. job satisfaction and psychological well-being). In addition, results showed that the interactive role of job control depended on the nature of outcome variables. Future recommendations and implications of findings are discussed.

Self-regulation during job search: the opposing effects of employment self-efficacy and job search behavior self-efficacy.

Adopting a self-regulatory perspective, the current study examined the within-person relationships among job search cognitions, job search behaviors, and job search success (i.e., number of job offers received). Specifically, conceptualizing job search behaviors as guided by a hierarchy of means-end (i.e., job search behavior-employment) goal structure, we differentiated employment self-efficacy from job search behavior self-efficacy. Our results showed that higher levels of perceived job search progress could lead to more frequent job search behaviors through enhancing job search behavior self-efficacy. However, higher levels of perceived job search progress could also lead to less frequent job search behaviors through elevating employment self-efficacy. In addition, the relationships between perceived job search progress and efficacy beliefs were moderated by job seekers' level of internal attribution of their progress. Finally, we found that at the within-person level, frequency of job search behaviors was positively related to number of job offers received. These findings were discussed in terms of their theoretical and practical implications. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

Psychological research on retirement.

Retirement as a research topic has become increasingly prominent in the psychology literature. This article provides a review of both theoretical development and empirical findings in this literature in the past two decades. We first discuss psychological conceptualizations of retirement and empirical operationalizations of retirement status. We then review three psychological models for understanding the retirement process and associated antecedents and outcomes, including the temporal process model of retirement, the multilevel model of retirement, and the resource-based dynamic model for retirement adjustment. We next survey the empirical findings regarding how various individual attributes, job and organizational factors, family factors, and socioeconomic context are related to the retirement process. We also discuss outcomes associated with retirement in terms of retirees' financial well-being, physical well-being, and psychological well-being.

Can't get it out of my mind: employee rumination after customer mistreatment and negative mood in the next morning.

Drawing on cognitive rumination theories and conceptualizing customer service interaction as a goal attainment situation for service employees, the current study examined employee rumination about negative service encounters as an intermediate cognitive process that explains the within-person fluctuations in negative emotional reactions resulting from customer mistreatment. Multilevel analyses of 149 call-center employees' 1,189 daily surveys revealed that on days that a service employee received more (vs. less) customer mistreatment, he or she ruminated more (vs. less) at night about negative encounters with customers, which in turn led to higher (vs. lower) levels of negative mood experienced in the next morning. In addition, service rule commitment and perceived organizational support moderated the within-person effect of customer mistreatment on rumination, such that this effect was stronger among those who had higher (vs. lower) levels of service rule commitment but weaker among those who had higher (vs. lower) levels of perceived organizational support. Theoretical and practical implications of these findings are discussed.

The moderating role of attachment anxiety on social network site use intensity and social capital.

This study examined the moderating role of attachment anxiety on the relationship between intensity of social network site use and bridging, bonding, and maintained social capital. Data from 322 undergraduate Chinese students were collected. Hierarchical regression analyses showed positive relationships between online intensity of social network site use and the three types of social capital. Moreover, attachment anxiety moderated the effect of intensity of social network site use on social capital. Specifically, for students with lower attachment anxiety, the relationships between intensity of social network site use and bonding and bridging social capital were stronger than those with higher attachment anxiety. The result suggested that social network sites cannot improve highly anxiously attached individuals' social capital effectively; they may need more face-to-face communications.

Linking subordinate political skill to supervisor dependence and reward recommendations: a moderated mediation model.

In this study, we examined the relations of subordinate political skill with supervisor's dependence on the subordinate and supervisor reward recommendation, as well as mediating (interaction frequency with supervisor) and moderating (supervisor political behavior) variables of these relations. Our theoretical model was tested using data collected from employees in a company that specialized in construction management. Analyses of multisource and lagged data from 53 construction management team supervisors and 296 subordinates indicated that subordinate political skill was positively related to supervisor reward recommendation via subordinate's interaction frequency with supervisor. Although interaction frequency with a supervisor was also positively related to the supervisor's dependence on the subordinate, the indirect effect of subordinate political skill on dependence was not significant. Further, both the relationship between subordinate political skill and interaction frequency with a supervisor and the indirect relationships between subordinate political skill and supervisor reward recommendation were stronger when supervisors exhibited more political behavior.

Work-family conflict and job satisfaction: emotional intelligence as a moderator.

The negative impact of work-family conflict (WFC) on employees' well-being and job-related outcomes has attracted much research attention recently. A major gap in the literature is which factors could potentially buffer its negative effect on employees. The present study examined the moderating effect of emotional intelligence on the relationship between WFC and job satisfaction in a sample of 212 Chinese high school teachers. On the basis of conservation of resource theory, we hypothesized that emotional intelligence would weaken the negative effect of family-to-work and work-to-family interference on job satisfaction. Results suggested that WFC (work-to-family interference and family-to-work interference) was negatively related to job satisfaction and that emotional intelligence weakened the effect of WFC on job satisfaction. These findings provide implications for theories on WFC and emotional intelligence, such as conservation of resource theory. The current study also provides a test of these theories in Chinese culture to support the generalizability of theories developed in previous research. Practical implications for reducing the negative influence of WFC on employees' job satisfaction are also provided, such as the potential value of emotional intelligence for the training and development of employees in teaching professions.