Chen Yan

We conducted an updated survey in 2024 to assess the evolving perceptions of academic misconduct among Chinese biomedical researchers, following previous nationwide surveys in 2010 and 2015. Using a consistent 10-item questionnaire, 1,000 researchers participated in an online cross-sectional study. Responses from the 2024 survey were systematically compared with those obtained in 2010 and 2015 to identify temporal trends. Compared with the earlier surveys, more participants in 2024 believed that academic misconduct was less severe (60.2% vs. 45.1%) and perceived greater engagement from both governmental (56.8% vs. 29.0%) and institutional (58.3% vs. 35.9%) levels in addressing research misconduct. Similarly, a larger proportion of respondents in 2024 considered governmental (60.9% vs. 29.7%) and institutional (59.8% vs. 34.9%) punishment to be sufficient. The estimated prevalence of misconduct in published articles declined from 40.0% to 35.1% (P < 0.001). Authorship misconduct and plagiarism remained the most commonly cited violations. Furthermore, attribution of misconduct shifted from systemic explanations (54.2% vs. 72.1%) toward personal factors (12.1% vs. 5.5%). Social media emerged as the main information source regarding research integrity, while direct exposure to misconduct decreased substantially (20.8% vs. 43.9%). Overall, the 2024 data suggest a positive shift in perceptions of research integrity among Chinese biomedical researchers over the past decade, potentially reflecting broader changes in the research-integrity environment over time. Nevertheless, persistent concerns remain regarding institutional enforcement, authorship practices, and the adequacy of ethics education. These findings underscore the importance of sustained, multi-level interventions to further enhance the culture of research integrity within China’s biomedical research community.

At present, our philosophy is in recession and that its intrinsic fundamental reason is that our philosophy can not fully perform their duties. Philosophy should be rooted in real life, the ultimate concern, providing people with real life beyond the ideal world. Overcome the current crisis of philosophy, not only must "return to the" Marxist philosophy to restore the true spirit of the founder, but also to "New" to open a new situation of Marxist philosophy. Research is carried out from the social philosophy in general grasp the changes in Chinese society, so our philosophy is rooted in the reality of the real lives, to find out up to the ultimate ideal of specific approaches, which renewed its youth.

Contemporary Chinese film and television drama image of women has gone through half a century of evolution, from the initial meet the political demands of the times the "ideal women" into women's consciousness gradually awakening after the "female ideal" of the suitors, and in social development, popularity of television and other communication technologies, and gradually "degradation" to meet the expectations of male aesthetic and psychological expectations of a new class of "ideal woman." This social progress simultaneously with the image of women's "reactionary" worthy of further study. Written and directed exclusively by women, even women in the audience for the creation of female-friendly TV shows and movies, but also to some extent with the patriarchal discourse in the mainstream image of women compromise. And create healthy and full of contemporary image of women, must recognize the sound image of men and women should both "double" of personality traits. There are several profound changes of the woman images in Chinese movies and TV dramas. At the beginning, it was the "Ideal Woman of New China" which was fit to the political ideological time. Later, it was changed to the image that the women sought to independent position. Then, it was the new image that the woman returned to the traditional figure conforming to the man's demand after the TV dissemination. To some degree, even the female playwrights are yielded to the male's ideal female figures in the movies and TV dramas that they wrote for the female audiences. It is necessary to know that both male and female perfect figures should be with two sexual distinctions.

GraphicalPatients with early- to middle-stage PD were enrolled for C-Gait assessment and traditional walking ability assessments. The correlation of C-Gait assessment and traditional walking tests were studied. Two models were established based on C-Gait assessment and traditional walking tests to explore the value of C-Gait assessment in predicting freezing of gait.ObjectiveEfficient methods for assessing walking adaptability in individuals with Parkinson’s disease are urgently needed. Therefore, this study aimed to assess C-Gait for detecting freezing of gait in patients with early- to middle-stage PD.MethodPeople with PD diagnosis were recruited from April 2019 to November 2019 in Beijing Rehabilitation Hospital. The participants performed six items of walking adaptability on an instrumented treadmill augmented with visual targets and obstacles. The patient’s walking adaptability was evaluated by C-Gait assessment and traditional walking tests, and FOG-related indexes were collected as outcome measures. Two discriminant models were established by stepwise discriminant analysis; area under the receiver operating characteristic curve was used to validate the models.ResultIn total, 53 patients were included in this study. Most C-Gait assessment items had no or low correlations with traditional walking tests. The obstacle avoidance and speed of adaptation items could lead to FOG with high sensitivity. In addition, the C-Gait assessment model had slightly better discrimination of freezers from non-freezers compared with traditional walking test models ; specifically, obstacle avoidance and speed of adaptation have uniquely discriminant potential.ConclusionC-gait assessment could provide additional value to the traditional walking tests for PD. Gait adaptability assessment, as measured by C-Gait, may be able to help identify freezers in a PD population.

It is shown that the usual procedures of obtaining the macroscopic Maxwell equations from the microscopic Maxwell-Lorentz equations by performing averages contain an arbitrary choice of gauge. By a suitable different choice of the gauge the so-obtained Maxwell equations can be cast back to the form of the starting Maxwell-Lorentz equations. Therefore one cannot consider the Maxwell equations to be obtainable from the Maxwell-Lorentz equations by simply performing averages. The implication of this result is that besides the electromagnetic fields produced by the moving electric charges, as given by the Maxwell-Lorentz equations, there may be some other agents that cannot be identified as some kind of motion of the electric charges and that participate in the production of the electromagnetic fields

Employee innovation is the cornerstone of the organization, and the motivation for employee innovative behavior largely depends on the leadership style of the leader. With the economic development of society, the traditional authoritative style of leadership can no longer adapt to the psychological characteristics of employees, who use new-era work concepts, techniques, and social rules (hereafter, new generation workers). Inclusive leadership is based on the concept of “fully inclusive and equitable” in traditional Chinese culture, and it can adapt to the independent needs of new generation employees. At present, the research on the relationship between the traditional leadership style and employee innovative behavior is relatively extensive, but there is little research on the relationship between inclusive leadership style and employee innovative behavior, and this needs further exploration. This paper takes new generation employees as the sample and uses psychological capital as an intermediary variable to explore the influence of inclusive leadership style on the innovative behaviors of new generation employees. We found that inclusive leadership is significantly and positively related to new generation employees’ innovative behaviors. Theoretical and practical implications are discussed.

Career sustainability is a well-researched issue in academics and other sectors. Technology advancements and COVID-19 have jeopardized career sustainability. Numerous studies have explored the influence of individual characteristics on career sustainability, but few have focused on leadership. In addition, cultural factors must be considered because leadership is rooted in culture. In particular, inclusive leadership reflects traditional Chinese culture. Therefore, based on self-determination social exchange theories, we analyzed the effects of inclusive leadership on career sustainability as well as the roles of thriving at work and supervisor developmental feedback in career sustainability. In total, 363 samples were collected from China. The results revealed that inclusive leadership improves career sustainability through SDF and thriving at work. Theoretically, our study fills the research gap and establishes a mechanism and theoretical framework for inclusive leadership and career sustainability. Practically, we offer guidance for enterprises to cultivate inclusive leadership and improve career sustainability.