Acidity constants of aromatic carboxylic acids in the S1 state

Acidity constants of excited states of aromatic carboxylic acids, derived by Wehry and Rogers have been re-determined and are interpreted in terms of an equilibrium between the neutral molecule and the cation.SCOPUS: ar.jinfo:eu-repo/semantics/publishe

Acidity constants of anthracene derivatives in singlet and triplet excited states

Acidity constants in the ground state (G) the lowest excited singlet (S1) and the lowest triplet (T1) states have been measured for four anthracene derivatives. Even when S1 and T1 are both La states, the pK of T1 is intermediate between that of G and S1 confirming the earlier generalization based on studes of naphthalene derivatives. However, the relatively large change in pK of the upper singlet, as compared with the triplet, which was characteristic of naphthalene derivatives is not found in the anthroic acids.SCOPUS: ar.jinfo:eu-repo/semantics/publishe

General discussion

SCOPUS: no.jinfo:eu-repo/semantics/publishe

General discussion

SCOPUS: no.jinfo:eu-repo/semantics/publishe

Employees' external representation of their workplace: key antecedents

Drawing on attitude theory, this study investigates the drivers of employees' expression of favorable opinions about their workplace. Despite its theoretical and managerial importance, the marketing literature largely ignores the topic. This study advances prior research by developing, and empirically testing, a conceptual framework of the relationship between workgroup support and favorable external representation of the workplace, mediated by emotional responses to this support. The present research investigates four new relationships: between workgroup support and emotional exhaustion, workgroup support and organizational commitment, workgroup support and job satisfaction, and emotional exhaustion and external representation of the workplace. Based on a sample of over 700 frontline service employees, this study finds that workgroup support affects favorable external representation of the workplace through various emotional responses (i.e., emotional exhaustion, organizational commitment and job satisfaction). In addition, the results identify employees' organizational commitment as the most important determinant of favorable external representation of the workplace, followed by job satisfaction and reduced emotional exhaustion. These results suggest that companies should develop practices that encourage workgroup support and organizational commitment to achieve favorable external representation of the workplace