We report undoped and Ni-doped TiO 2 (x Ni = 0.00, 0.50, 1.00, 1.50, 2.00 and 2.50 wt.%) thin films fabricated on glass substrates by using a combination of solid-state reaction and dip coating techniques. The structural properties are observed by X-ray diffraction (XRD), which have depicted that annealing at 650 • C results in rutile Ni-doped TiO 2 as a major phase along with a minor anatase phase. The surface morphology of the deposited thin films, as measured by scanning electron microscopy (SEM), indicates granular spherical shaped nanostructures. Room-temperature ferromagnetism (RTFM) has been illustrated by all the grown thin films, as elucidated by vibrating sample magnetometer (VSM). Although Ni content has no pronounced effect on the crystallinity that indicates a substitutional replacement of Ni in TiO 2 lattice, however, Ni content is observed to influence the ferromagnetic behavior. Therefore, the present study signifies the potential spintronic applications of Ni-doped TiO 2 diluted magnetic semiconductors, fabricated by a low-cost method, as it exhibits RTFM with nanograins at the surface.
BACKGROUND: Performance management is pivotal in determining employee outcomes. Firms may face undesired consequences in the absence of an impartial and fair performance appraisal system. Organizational justice theory predicts the negative outcomes of performance appraisal politics that the study examines in the form of mediating and outcome variables. OBJECTIVES: There is a paucity of research regarding the impact of justice/fairness perceptions on employee outcomes in the performance appraisal context. Therefore, the study examines the effect of performance appraisal politics on deviant work behavior with the mediating role of job satisfaction. METHODS: Survey data were collected from 309 employees of banks through a likert type scale questionnaire. Structural equation modeling was used to test the model. RESULTS: The results show that performance appraisal politics is positively related to deviant work behaviors. The mediating role of job satisfaction in the relationship is also substantiated. CONCLUSIONS: The findings confirm the view of organizational justice theory regarding the negative impact of performance appraisal politics. The findings also highlight the need to design effective interventions to mitigate the negative effects of such politics. The study provides fresh insight into the dynamics of the interplay between performance appraisal politics, job satisfaction and deviant work behaviors.
Objective: To determine the prevalence of A1 and A2 subgroups of blood group A in healthy blood donors of northern Pakistan. Study Design: Cross sectional study. Place and Duration of Study: Armed Forces Institute of Transfusion, Rawalpindi Pakistan, from Sep to Dec 2017. Methodology: The blood samples of donors reported during the study period at Armed Forces Institute of Transfusion were collected. ABO typing was performed and those in group A and AB were further subtyped using anti-A1 lectin and thus the individuals were labelled as A1 (and A1B) or A2 (and A2B). The serum of individuals with groups A2 and A2B was tested for anti-A1 based on the reaction with A1 red cells. Results: Out of total 4485 donors, 1116 (24.88%) were of blood group A and 422 (9.41%) individuals were of AB group. Out of 146 (13.08%) individuals among 1116 blood group A donors were of subgroup A2. While out of 422 of blood group AB, 80 (18.95%) were A2B. 21 (14.38%) out of 146 individuals of A2 blood group, had anti-A1 antibody while among 80 individuals with A2B blood group only 2 (2.50%) had anti-A1 antibody in their serum. Conclusion: Blood group A2 is quite prevalent in our population. Although anti-A1 is present in significant fraction of A2 blood group individuals, the routine testing is not needed to identify the A2 group and cross match compatibility is the only requirement as anti-A1 is rarely active at 37° C.
Black Drongo is an insectivorous bird native to Pakistan. The present study focused on its feeding preferences, behaviour, ecology and habitat relationships. The study was carried out from first week of December, 2019 to the second week of April, 2020 in the two villages of Rawalpindi named as Daultala (Location-I) and Nata Gujarmall (Location-II). Observations were made by point count method on foot using line transect method. Air (52.27%) was the most commonly used feeding substrate. Aerial feeding mode (52.27%) is preferred over plant or tree gleaning (n=58) and ground feeding (n=47). Most common perching site was man made obstacle, wire (37.72%). Thirteen indigenous tree species and two exotic trees including Eucalyptus (Eucalyptus camaldulensis) and Bottle brush (Callistemon citrinus) were used as perching site by Black Drongo throughout the study. Black Drongo remained solitary (36.36%) during feeding rituals and shared (63.63%) its intimate habitat with other birds. At Location-I and Location-II, habitat was shared with 12 and 16 bird species, respectively. The mean time of prey capturing attempt was lower at Location-I (1.93±0.17 min) than Location-II (2.16±0.16 min). The time range of prey capturing attempt was (0.1±0.16 min) to (11.5±0.17 min). Black Drongo captured prey successfully by first attempt (59.54%), maximum attempts noted were 6. After preying attempts Black Drongo came back to same perch site (67.27%); which is a representative of resource abundance.
In this study we attempted to explore the effect of authentic leadership on followers’ feedback reactions in the performance appraisal context using trust in leader as the mediating variable. We collected data from a sample of 183 employees working in the information technology sector of Pakistan using a self-administered questionnaire, employing a cross-sectional study design with convenience sampling technique. The study provided empirical evidence about the effect of authentic leadership on performance feedback reactions and the associated mediating mechanism. It drew on authentic leadership theory and investigated why such a leadership style was important in making the performance appraisal process successful and effective. As hypothesized, authentic leadership significantly predicted perceived feedback accuracy and utility (two feedback reactions in performance appraisal). Our findings confirmed that there was a significant mediating effect of trust in leaders between authentic leadership and performance feedback reactions. The inferences drawn based on the results suggested that raters’ authenticity in performance appraisal context creates a trusting situation and leads to ratees’ perception of feedback accuracy and utility.
PURPOSE: The literature of the field suggests a strong relationship between organizational justice and turnover intentions of employees; however, the applicability of this claim has never been tested across different career stages, therefore, this study attempted to examine if there were any differences in this relationship across different career stages. METHODS: The data was collected from 71 different service sector organizations from both the public and private sectors. Initially, the lists of all the employees were obtained from their respective HR departments. From the main list, three subsidiary lists were generated relating to (1) early-career level employees, (2) mid-career level employees, and (3) the top-career level employees. RESULTS: It is found that the justice-turnover intentions relationship varied across different career stages. Only distributive justice affected the turnover intentions of early-career employees. At the middle career stage, all three components of justice affected turnover intentions. None of the components of organizational justice influenced turnover intentions at the later career stage. RESEARCH LIMITATIONS/IMPLICATIONS: The current study was only focused on looking for differences in the proposed relationship across different career stages. Future researchers can consider looking for the underlying causes that make up such differences. ORIGINALITY: This study offers a better understanding of employee turnover behavior as a result of their perception of organizational justice at different career levels across diverse organizations, it attempts to contribute to exploring the interaction of different organizational stages concerning Career stage theory (CST). This study further adds new insights into the theories of organizational justice, and turnover intentions.
Introduction: Birds are an integral part of ecosystem, they are commonly found all over the world. They can be parasitized by a wide variety of endo-parasites. Objectives/Aim: The current study conducted to identify and investigate the prevalence of endo-parasites from various captive bird species at main campus of PMAS-Arid Agriculture University, Rawalpindi. Methodology: Different standardized methods were used to collect fecal pellets from each bird species in early morning in a plastic bag and transferred to the National Veterinary laboratory (NVL), Islamabad for parasitological examination, eggs, oocytes, cysts and larva of pathogens. Prevalence of endo-parasites was estimated through geometric mean at confidence interval of 95%. Results: Total 403 fecal samples were collected from 13 bird species, 10 out of 13 avian species were found infected with endoparasites. The data on percentage occurrence of infection in avian species viz; pigeons (41.9%) were the most infected with endo-parasites as compared to golden pheasant (19.3%), pea cock (16.1%), cochin hen (12.9%), ring neck pheasant (9.6%), aseel hen (6.45%), polish hen (6.4%), brown hen (3.2%), red jungle fowl (3.2%) and bentum hen (3.2%). However, all of Budgerigar parrots, ducks and guinea fowl were not infected. It was found that Eimeriasp was more prevalent and isolated from Aseel hen (38.7%) and Golden pheasant (29.03%). Trichuris spp. was also more prevalent and isolated from golden pheasant (38.7 %). and other pathogens Ascaris spp. isolated from golden pheasant (16.1%) and peafowl (6.4 %), followed by Ascaridia spp. isolated from polish hen (16.1 %). It is concluded that Pigeons were most infected bird species and Eimeria spp, (38.7 %) and Trichuris spp. (38.7 %) were the most prevalent pathogens. Conclusion: Parasitic load can be managed by providing better healthcare facilities to birds, proper cleaning of waterers, vaccination of birds, proper nutrition and management of environmental conditions.
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