Uber die Synthese von XeFa

Vergleichen wir di e Ergebnisse unserer Synthese von XeF,1 1 mit den anderen unabhangigen Resultaten ub er dieselbe Xe-Verbindung2,a,4 (die im allgemeinen gut iibereinstimmen), so finden wir doch Unterschiede, die unsere Vermutung, d a.ss s ich bei unseren Bedingungen der Synthese noch hohere Xe-Fluoride bilden, bestatigen. Wahrend namlich das Verhalt nis F: Xe in d en P raparaten uber die die amer ikanischen Authoren berichteten , zwischen 5,76 und 6 ,0 variiert, ist das Verha l tnis in unseren Praparaten 5,8 bis 6,4

Uber die Synthese von XeF6

Claassen und Mitarb.1 berlichten iiber die Syinthese von XeF4 , R. Hoppe und Mifarb.2 iiber die Synthese von XeF2 • Wir haiben die Synthese VO!!l XeF43 reproduzii.ert und koomten bei der massenspektrometrischen Analyse des Produktes schwache Andeutungen fiir die .Ainwesenheit hoherer Fluoride feststellen

On the Synthesis of and Magnetic Measurements on Xenon Tetrafluoride

Recently the synthesis of XeF4 was reported from the Argonne Nationlll Laborato·ry, and some of its physical properties were given1• In order to obtalin further information on this extraordinarily interesting compound XeF4 was prepared in our laboratory. Siince the details of the synthesis were not available the direct fluorination was performed under pressure at 400°C. The basic .idea was to obtain the maximum possible amount of the product in a small v.ol\u27l.lllle. The p.roduct was identified by mass spectroscopic analysis2 • The X-ray pattern was taken and the magnetic susceptibility was also measured. At present the NMR spectra are al!so under investigatioiil

A study of self-efficacy in job-related context

The article stems from an attempt to transfer the Bandura's social cognitive theory into organisational praxis. Beliefs of self-efficacy, which is defined as people's judgments of their capabilities to organize and execute courses of action required to attain designated types of performances, are constructed from 4 principal sources of information: enactive mastery experiences; vicarious experiences that alter efficacy beliefs through transmission of competencies and comparison with the attainment of others; verbal persuasion and allied types of social influences that one possesses certain capabilities; and physiological and affective states from which people partly judge their capableness, strength, and vulnerability to dysfunction. The study of self-efficacy in job-related context involved 295 employees from 3companies belonging to the same business group. Self-efficacy was assed using Schwarzer's scale, while rating scales were used for assessing the 4 principal sources of influence upon it. First, differences between companies regarding demographic characteristics of the employees, job characteristics and self-efficacy were analyzed. Dependence of employee's self-efficacy on his/her age, gender, education, work experience, employment status, job type and the four principal influence sources was tested using a regression model. Finally, we identified typical employee profiles with respect to the studied factors. We hope that our study will help human-resources specialists design appropriate interventions for developing a resilient sense of self-efficacy in the employees