Charge-Symmetry Violation in Pion Scattering from Three-Body Nuclei

We discuss the experimental and theoretical status of charge-symmetry violation (CSV) in the elastic scattering of pi+ and pi- on 3H and 3He. Analysis of the experimental data for the ratios r1, r2, and R at Tpi = 142, 180, 220, and 256 MeV provides evidence for the presence of CSV. We describe pion scattering from the three-nucleon system in terms of single- and double-scattering amplitudes. External and internal Coulomb interactions as well as the Delta-mass splitting are taken into account as sources of CSV. Reasonable agreement between our theoretical calculations and the experimental data is obtained for Tpi = 180, 220, and 256 MeV. For these energies, it is found that the Delta-mass splitting and the internal Coulomb interaction are the most important contributions for CSV in the three-nucleon system. The CSV effects are rather sensitive to the choice of pion-nuclear scattering mechanisms, but at the same time, our theoretical predictions are much less sensitive to the choice of the nuclear wave function. It is found, however, that data for r2 and R at Tpi = 142 MeV do not agree with the predictions of our model, which may indicate that there are additional mechanisms for CSV which are important only at lower energies.Comment: 26 pages of RevTeX, 16 postscript figure

Linking Distributive and Procedural Justice to Employee Engagement Through Social Exchange: A Field Study in India

Research linking justice perceptions to employee outcomes has referred to social exchange as its central theoretical premise. We tested a conceptual model linking distributive and procedural justice to employee engagement through social exchange mediators, namely, perceived organizational support and psychological contract, among 238 managers and executives from manufacturing and service sector firms in India. Findings suggest that perceived organizational support mediated the relationship between distributive justice and employee engagement, and both perceived organizational support and psychological contract mediated the relationship between procedural justice and employee engagement. Theoretical and practical implications with respect to organizational functions are discussed

Organizational Justice and Employee Work Attitudes: The Federal Case

Organizational scientists have claimed that organizational justice is an essential requirement for effective organizational management. Perceived justice in the organization is predicted to influence employees’ attitudes toward their job and workplace significantly. This study explores how perceived organizational justice is related to employees’ work-related attitudes including job satisfaction, trust toward their supervisors and management, and intention to leave their agency. It also examines how gender differences affect these relationships. This study uses the 2005 Merit System Protection Board Survey to measure three types of organizational justice—distributive, procedural, and interpersonal—and tests the relationships using hierarchical regressions. The results indicate that higher levels of three types of organizational justice are positively related to job satisfaction and trust in supervisor and management, whereas they are negatively associated with turnover intentions of employees. Distributive justice is the one most strongly associated with job satisfaction, trust in management, and turnover intention of employees among three attributes of organizational justice. Women show higher levels of trust in management than men when they perceive procedural justice, whereas men show higher levels of trust than women when they perceive distributive and interpersonal justice