The current standard treatment regimen for patients with cervical cancer consists of a combination of radiotherapy and chemotherapy. However, the serious side effects often encountered with chemotherapy drugs greatly limits the effective doses that can be delivered, and hence the treatment of cervical cancer still faces strong challenges. In this study, carbon nanodots, nanodrugs with anti-cervical cancer activity and with negligible toxicity, were prepared from the precursor herbal extract ginsenoside Rg1. The surface of the Rg1 carbon nanodots is rich in hydrophilic functional groups, resulting in good dispersion in aqueous media and high biocompatibility. In Vitro experiments show that the Rg1 carbon nanodots have significant cytostatic and pro-apoptotic effects on HeLa cells, and could inhibit their migration and invasion. Experiments in tumor-bearing nude mice show that the Rg1 carbon nanodots could significantly inhibit tumor growth. Through qPCR validation, the Rg1 carbon nanodots were shown to enhance HeLa cell apoptosis, by regulating the expression levels of Cyto c, Caspase-9, Caspase-3, Bax, and Bcl-2, induce G2/M phase arrest by regulating CDK 1 and Cyclin B1 expression, and inhibit tumor cell migration by modulating CDH1 and β-catenin. Since the precursor Rg1 is a natural herbal extract, negligible toxic side effects were observed in nude mice. The work demonstrates that Rg1 carbon nanodots can be expected to become a potential nanomedicine against human cervical cancer with negligible toxic side effects and excellent therapeutic effects.

The competitive nature of enterprises requires organizations to foster an environment that encourages employee innovation that leads to profitability and customer satisfaction. Organizational innovation is influenced by several factors with employee behaviour being one of the important factors. Employees contribute in the innovation process and thus, it is important for organizations to understand employee expectations to demonstrate innovative work behaviour in order to create and maintain an innovative work culture. In the present study, a conceptual model based on culture, reward and program, training, compensations, leadership and systems was tested to assess that impact on employee expectations leading to innovative work behaviour. The study was conducted in the context of city-state of Singapore due to its significant emphasis on promoting and nurturing employee innovation. The model was tested using empirical data collected through a survey of employees in Singapore. The results indicate that while culture, rewards and training programs have a direct relationship on employee expectations to demonstrate innovative work behaviour, when considered together, leadership and systems are significantly and positively associated with employee expectations. These factors are usually under the control of organizations and can be enhanced through systematic interventions, thereby providing practice managers an avenue to improve employee innovation behaviour. The other implications of the findings and future scope are discussed.