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The destruction of periodontal tissue is a crucial problem faced by oral diseases, such as periodontitis and tooth avulsion. However, regenerating periodontal tissue is a huge clinical challenge because of the structural complexity and the poor self-healing capability of periodontal tissue. Tissue engineering has led to advances in periodontal regeneration, however, the source of exogenous seed cells is still a major obstacle. With the improvement of in situ tissue engineering and the exploration of stem cell niches, the homing of endogenous stem cells may bring promising treatment strategies in the future. In recent years, the applications of endogenous cell homing have been widely reported in clinical tissue repair, periodontal regeneration, and cell therapy prospects. Stimulating strategies have also been widely studied, such as the combination of cytokines and chemokines, and the implantation of tissue-engineered scaffolds. In the future, more research needs to be done to improve the efficiency of endogenous cell homing and expand the range of clinical applications.

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Employee innovation is the key to enhancing the core competitiveness of an enterprise, and leadership style plays an important role in stimulating employees' innovative behavior. This study explores the impact of unique ambidextrous leadership in the Chinese context, authoritarian-benevolent leadership, on employees' innovative behavior from the perspective of employees' psychological perception, based on research data from 430 employees of companies with direct leaders. Based on the configuration theory, using the fuzzy set qualitative comparative analysis method, the configuration analysis was carried out by taking authoritarian-benevolent ambidextrous leadership and employees' psychological perception as the influencing factors and obtained five configurations of high-level employees' innovative behavior. The results show that the combination of individualized care, understanding, and forgiving of benevolent leadership and Shang-yan of authoritarian leadership can effectively stimulate employees' innovative behavior. Juan-Chiuan leadership is not conducive to employees' innovative behavior. Employees' high psychological safety and low uncertainty are important conditions for promoting employee innovation. In this study, the four dimensions of authoritarian-benevolent leadership and the psychological perceptions of employees are discussed in combination, and the paths of motivating employees to innovate actively are obtained. It is hoped that it can provide certain ideas for leaders to promote employee innovation.