PENGARUH PRESTASI KERJA DAN PROMOSI JABATAN TERHADAP KEPUASAN KERJA KARYAWAN PADA PT. BANK MANDIRI TBK KANTOR CABANG BANDAR LAMPUNG

This study aims to determine how much influence of job performance and promotion of office to job satisfaction employees at PT. Bank Mandiri Branch of Bandar Lampung, The population in this study was taken randomly from all employees of PT. Bank Mandiri Branch Office Bandar Lampung. The sample was determined by using slovin formula and obtained as many as 98 respondents. In the process of data collection, used the way interviews, questionnaires, and documentation. The research analyzes used validity analysis, reliability analysis and regression analysis using SPSS version 13 computer program. Based on the results of research known the effect on employee job satisfaction. The significant result proves that Job achievement and promotion positively influence partially and simultaneously to employee job satisfaction, where work performance becomes the most influential variable in this research. Keywords: Job performance, Job Promotion, and Job Satisfactio

Bis(3-methyl­pyridinium) tetra­(chlorido/bromido)cuprate(II)

The structure of the title salt, (C6H8N)2[CuCl3.4Br0.6], consists of two 3-methyl­pyridinium cations and a distorted tetra­hedral [CuCl3.4Br0.6]2− dianion. Substitutional disorder with Br is exhibited for three of the Cl atoms of the anion, giving a mixed chloride/bromide cuprate(II) anion. In the crystal, inter­molecular N—H⋯Cl hydrogen bonds link two cations to one anion, forming a three-ion aggregate. These are connected into a supra­molecular chain along the b axis via π–π inter­actions between the pyridinium rings [centroid–centroid distance = 3.743 (3) Å]

Trends in trigonal prismatic Ln-[1]ferrocenophane complexes and discovery of a Ho 3+

Lanthanide metallocenophanes are an intriguing class of organometallic complexes that feature rare six-coordinate trigonal prismatic coordination environments of 4f elements with close intramolecular proximity to transition metal ions. Herein, we present a systematic study of the structural and magnetic properties of the ferrocenophanes, [LnFc(3)(THF)(2)Li-2](-), of the late trivalent lanthanide ions (Ln = Gd (1), Ho (2), Er (3), Tm (4), Yb (5), Lu (6)). One major structural trend within this class of complexes is the increasing diferrocenyl (Fc(2-)) average twist angle with decreasing ionic radius (r(ion)) of the central Ln ion, resulting in the largest average Fc(2-) twist angles for the Lu3+ compound 6. Such high sensitivity of the twist angle to changes in r(ion) is unique to the here presented ferrocenophane complexes and likely due to the large trigonal plane separation enforced by the ligand (>3.2 angstrom). This geometry also allows the non-Kramers ion Ho3+ to exhibit slow magnetic relaxation in the absence of applied dc fields, rendering compound 2 a rare example of a Ho-based single-molecule magnet (SMM) with barriers to magnetization reversal (U) of 110-131 cm(-1). In contrast, compounds featuring Ln ions with prolate electron density (3-5) don't show slow magnetization dynamics under the same conditions. The observed trends in magnetic properties of 2-5 are supported by state-of-the-art ab initio calculations. Finally, the magneto-structural relationship of the trigonal prismatic Ho-[1]ferrocenophane motif was further investigated by axial ligand (THF in 2) exchange to yield [HoFc(3)(THF*)(2)Li-2](-) (2-THF*) and [HoFc(3)(py)(2)Li-2](-) (2-py) motifs. We find that larger average Fc(2-) twist angles (in 2-THF* and 2-py as compared to in 2) result in faster magnetic relaxation times at a given temperature

Use of benchmarks in predicting earnings management?

This study conducts multiple approaches to identify whether earnings benchmarks are an indicator for earnings management within the Australian market. We investigate firms reporting small positive earnings and small positive earnings changes, referred to as benchmark beaters. Accrual quality models, earnings distributions and earnings persistence measures are applied to identify whether benchmark beating firms are manipulating earnings. Our findings suggest that the small positive earnings benchmark attracts earnings managers. However, we do not identify any evidence to indicate that the positive earnings change benchmark is a signal for earnings management