Objective:To compare the differential regulatory effects of corticotropin releasing hormone(CRH)neu-rons in periaqueductal gray(PAG)and medial preoptic area(MPA)downstream of paraventricular nucleus(PVN)in mediating stress-related abnormal behaviors.Methods:The anterograde labeled virus AAV2/9-hSyn-DIO-hChR2-EYFP and AAV2/9-mCrh-SV40 NLS-Cre was injected into the PVN brain region of mouse,and the projection distribution of PVN axons in the PAG and MPA brain regions was observed after statistical analysis of its projection distribution through Image J.The optogenetic inhibitory virus mixture of AAV2/9-DIO-stGtACR2-EGFP and AAV2/9-mCrh-SV40 NLS-Cre targeting CRH neurons was injected into the PAG and MPA brain regions receiving the corresponding PVN projection,respectively,and the CRH neurons in the PAG and MPA brain regions were inhibited by optogenetic blue light 460 nm to observe the anxiety-related behaviors of mice under acute restraint stress.Results:Densely distributed CRHergic PVN axon terminals were observed in PAG and MPA brain regions.Optogenetic inhibition of CRH neurons in the PAG region of acute stress mice showed no significant change in social preference behavior.The eating latency decreased in the novelty-suppressed feeding test,and the escape latency increased under visual fear stimulation.Optogenetic inhibi-tion of CRH neurons in the MPA brain region showed no significant change in social preference,significantly decreased eating latency in the novelty-suppressed feeding test,and no significant change in escape latency under visual fear stim-ulation.Conclusion:CRH neurons in PAG and MPA brain regions downstream of PVN have differential regulation in a-cute stress-related anxiety behavior,but no difference in social behavior regulation,which provides theoretical support and basis for in-depth exploration of stress-related brain regions and cellular mechanisms.

Objective:To compare the differential regulatory effects of corticotropin releasing hormone(CRH)neu-rons in periaqueductal gray(PAG)and medial preoptic area(MPA)downstream of paraventricular nucleus(PVN)in mediating stress-related abnormal behaviors.Methods:The anterograde labeled virus AAV2/9-hSyn-DIO-hChR2-EYFP and AAV2/9-mCrh-SV40 NLS-Cre was injected into the PVN brain region of mouse,and the projection distribution of PVN axons in the PAG and MPA brain regions was observed after statistical analysis of its projection distribution through Image J.The optogenetic inhibitory virus mixture of AAV2/9-DIO-stGtACR2-EGFP and AAV2/9-mCrh-SV40 NLS-Cre targeting CRH neurons was injected into the PAG and MPA brain regions receiving the corresponding PVN projection,respectively,and the CRH neurons in the PAG and MPA brain regions were inhibited by optogenetic blue light 460 nm to observe the anxiety-related behaviors of mice under acute restraint stress.Results:Densely distributed CRHergic PVN axon terminals were observed in PAG and MPA brain regions.Optogenetic inhibition of CRH neurons in the PAG region of acute stress mice showed no significant change in social preference behavior.The eating latency decreased in the novelty-suppressed feeding test,and the escape latency increased under visual fear stimulation.Optogenetic inhibi-tion of CRH neurons in the MPA brain region showed no significant change in social preference,significantly decreased eating latency in the novelty-suppressed feeding test,and no significant change in escape latency under visual fear stim-ulation.Conclusion:CRH neurons in PAG and MPA brain regions downstream of PVN have differential regulation in a-cute stress-related anxiety behavior,but no difference in social behavior regulation,which provides theoretical support and basis for in-depth exploration of stress-related brain regions and cellular mechanisms.

Objective To investigate the influence of inclusive leadership on organizational performance of nurses and to test the mediating role of empowerment behavior. Methods From November to December 2016, 293 nurses from 2 public hospitals in Harbin were investigated with Inclusive Leadership Scale, Empowerment Behavior Scale and Team Performance Scale. A total of 293 questionnaires were distributed and 251 questionnaires were effectively recovered. Descriptive statistics, Pearson correlation analysis and multiple linear hierarchical regression analysis were performed to analyze and process data. Results The Score of Inclusive Leadership Scale, Empowerment Behavior Scale and Team Performance Scale was (5.28±1.184), (5.25±1.216) and (5.71±1.233) respectively. Inclusive leadership had a positive correlation with empowerment behavior and organizational performance of nurses (r=0.742,0.605;P＜0.05). In addition, there was a positive correlation between empowerment behavior and organizational performance of nursing staff (r=0.615,P＜0.05). Multivariate linear hierarchical regression analysis showed that inclusive leadership had a positive predictive effect on empowerment behavior and organizational performance, and empowerment behavior of nurses partially mediated between them. Conclusions Inclusive leadership can enhance subordinate nurses' high level of empowerment awareness, thereby directly or indirectly improving nursing organization performance.

Objective To explore the effects of inclusive leadership on affective commitment of nurses and to test the mediating effect of leader-member exchange. Methods From November 2016 to December 2016, we investigated 293 nurses from two Class Ⅲ Grade A governmental hospitals of Harbin with the Inclusive Leadership Scale, Leader-member Exchange Scale and Affective Commitment Scale. Pearson correlation analysis and multiple hierarchical linear regression analysis were used to test the correlations and mediating effect among the variables. A total of 293 questionnaires were sent out and 251 valid questionnaires retained finally. Results Among 251 nurses, the scores of inclusive leadership scale, leader-member exchange scale and affective commitment scale were (5.283±1.184), (5.216±1.139) and (4.902±1.061) respectively. Pearson correlation analysis showed that inclusive leadership had positive correlations with the leader-member exchange (r=0.771,P＜ 0.01) and affective commitment (r=0.537,P＜ 0.01);leader-member exchange had a positive correlation with affective commitment (r=0.543,P＜ 0.01). Multiple hierarchical linear regression analysis indicated that inclusive leadership had positive effects on leader-member exchange and affective commitment of nurses;leader-member exchange played a partial mediating role between them. Conclusions As a whole, the inclusiveness of nursing managers on nurses is in the upper level and the leader-member exchange of nurses has a high level. Inclusive leadership has positive correlations with the leader-member exchange and affective commitment of nurses. Nursing managers should lead nurses to contribute their wisdoms with the manner of inclusive leadership so as to provide the high quality of nursing service.