Background Long non-coding RNA (LncRNA) play roles in different diseases, LncRNA is differentially expressed in diffuse large B cell lines with varying degrees of resistance to rituximab. Methods In the GEO database (GSE159852), we found that CHROMR (cholesterol induced regulator of metabolism RNA) may be differentially expressed in different rituximab-resistant diffuse large B lymphoma cell lines. We also verified the expression level in cell lines and verified the role of CHROMR in acquiring cell drug resistance through various biological function experiments. We predict that there may be a potential regulatory mechanism for CHROMR and validated it. Results We found that CHROMR was differentially expressed in different rituximab-resistant cell lines. When the rituximab-sensitive cell line SU_DHL_4 was stimulated by rituximab, flow experiments demonstrated that overexpression of CHROMR could reduce the level of cell apoptosis and the proportion of arrested cells in the G2/M phase of the cell cycle. cck8 experiments demonstrated that overexpression of CHROMR increased cell proliferation. Western Blot (WB) experiments confirmed that overexpression of CHROMR reduced the expression of apoptosis-related proteins. Dual-luciferase and recovery experiments suggested that CHROMR acted through the CHROMR/hsa-miR-1299/CNNM1 pathway. Conclusions lncRNA CHROMR promotes the expression of the CNNM1 gene by adsorbing hsa-miR-1299 to obtain drug resistance in diffuse large B lymphoma cells.

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The study aimed to examine the effect of ethical leadership on employees' ethical work behavior. Furthermore, this study examined the mediating role of organizational commitment in the relationship between ethical leadership and employees' ethical work behavior. This study was conducted in a public-sector educational organization, and 500 questionnaires were distributed among targeted employees. Out of these, 400 valid responses were received from individuals working in the education sector in China. The findings showed a positive and significant impact of ethical leadership on employees' ethical work behavior. We found that organizational commitment also significantly mediates the relationship between ethical leadership and employees' ethical work behavior. The practical implications of the current study are useful for all organizations in the public sector. As ethical leadership is positively related to employees' work behavior, we recommend that organizations should develop and conduct such training programs to promote ethical work behavior. Leaders with a strong sense of ethics should be hired to encourage ethical work behavior within the organization. Furthermore, organizations can conduct management training programs, seminars, and workshops to encourage such behavior. Ethical behavior can be encouraged among employees by making it a clear requirement of their jobs. To achieve positive results, top management and leadership must educate employees on the value and importance of ethical behavior in the workplace.

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