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This paper presents a study on the effects of oxygen functionalities on a mesoporous and graphitized carbon support (GNP, Graphene Nanoplatelets), on the catalytic activity of Pd/GNP catalysts in hydrogenation reactions. A functionalization method in liquid phase has been employed, using different oxidants (HNO3, H2O2, KMnO4), with the aim to tune the amount and the type of introduced oxygen functionalities. Preformed Pd nanoparticles have been used as Pd‐precursor to limit differences in metal particle size and dispersion on differently functionalized carbon. The catalytic behaviour in benzaldehyde hydrogenation/hydrogenolysis to benzyl alcohol and toluene revealed that the introduction of oxygen functionalities has a generally detrimental effect. NMR relaxometry studies highlighted the weaker interaction between the carbonyl group and the functionalized Pd/GNP surface than the non–functionalized Pd/GNP demonstrating that the origin of the different catalytic activity lies on the first step of the reaction. O‐functionalities also impacted on the Pd0/Pd2+ ratio at the surface which is an established parameter correlated to the reaction rate. [ABSTRACT FROM AUTHOR]

Studies examining employee personal resources have shown many benefits for the individual and his or her organization. Because managers are positioned to engage employees personally, they are the organization's principal influence to develop subordinate personal resources. This paper develops a model of engaging relational coordination toward developing the personal resources of organizational members. Thus far, little depth of study has been dedicated to the relational coordination concept. Taken from sociology, organizational behavior, politics, and other related fields, the model is constructed to illustrate how managers might utilize the dynamics of relational coordination to facilitate employee resource gains. Specifically, it is suggested that manager activities to engage relational coordination will positively influence member relationships, organizational climate, subordinate attitudes, and interactive practices of organizational members. [ABSTRACT FROM AUTHOR]

To authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1559-1816.2010.00627.x Byline: Yongmei Liu (1), L. Melita Prati ([dagger]), Pamela L. Perrewe ([double dagger]), Robert A. Brymer (s.) Abstract: The relationships among individual differences in emotion regulation (i.e., habitual tendencies to use reappraisal vs. suppression), employee emotions at work, and job performance and satisfaction were examined with 2 samples. Results indicated that reappraisal was positively associated with positive emotions and negatively associated with negative emotions. However, different from prior research, no emotional correlates were found for suppression. Further, it was found that job satisfaction was positively associated with positive emotions and negatively associated with negative emotions. Self-rating of job performance was positively related to positive emotions, but was not significantly related to negative emotions. Author Affiliation: (*)Department of Management and Quantitative MethodsCollege of BusinessIllinois State University ([dagger])Department of ManagementCollege of BusinessEast Carolina University ([double dagger])Department of ManagementCollege of BusinessFlorida State University (s.)Dedman School of HospitalityCollege of BusinessFlorida State University Article note: (1) Yongmei Liu, Department of Management, College of Business, University of Texas at Arlington, Arlington, TX 76019. E-mail: ymeiliu@uta.edu

Organizational identity is an important cognitive variable that not only affects how one feels about his or her membership in the organization but also determines the participant's behavior within the [...]

The authors examined the moderating role of emotional intelligence in the surface acting-strain relationship. Specifically, the authors hypothesized that higher levels of emotional intelligence were associated with a weaker relationship [...]

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1559-1816.2008.00398.x Byline: Yongmei Liu (a1), L. Melita Prati (b), Pamela L. Perrewe (c), Gerald R. Ferris (c) Abstract: The study examines the effects of a subtype of personal resources (i.e., emotional resources) on emotional labor strategies. We examined 2 variables, emotional intelligence and negative affectivity, as proxies for emotional resources. Largely consistent with predictions, results indicated that individuals with a high level of emotional resources (indicated by high emotional intelligence) are more likely than others to deep act, and individuals with comparatively low emotional resources (indicated by high negative affectivity) are more likely than others to surface act. The differential effects of surface acting and deep acting on strain and job satisfaction were examined. Depressed mood was found to mediate the relationship between surface acting and job satisfaction. Author Affiliation: (a)Department of ManagementUniversity of Texas at Arlington (b)East Carolina University (c)Florida State University Article note: (1) Yongmei Liu, Department of Management, College of Business, University of Texas at Arlington, UTA P.O. Box 19467, Arlington, TX 76019. E-mail: ymeiliu@uta.edu

Byline: L. Melita Prati, Joy H. Karriker We examined the moderating role of the four emotional intelligence components on the emotional labour perceptions - burnout relationship. Several hypotheses were tested to evaluate the relationship between subject emotional labour perceptions and burnout. Specifically, we hypothesised that emotional intelligence abilities alleviated burnout related to emotional labour perceptions. The results supported some of the hypothesised relationships, and we found that some emotional intelligence abilities were effective in moderating the relationship between emotional labour perceptions and burnout. Implications, limitations, and directions for future research are discussed.

An Au/Sio2 system with most of the metal particles less than 2.0 nm in size are prepared by deposition on silica of performed gold sols derived from Au(PPh3)(sub 3)Cl. The conclusion suggest that the reaction steps involving oxygen can occur more effectively on Au sites present on larger and smoother gold particles.

In an attempt to better understand how a negative reputation may affect one's career, a series of hypotheses which offer an overview of negative personal reputation are tested, utilizing both a lab and a field study. Based upon the existing theory, these hypotheses explore negative reputation in the context of employees in organizations, suggesting that although often negative reputations are undesirable, at times individuals may be motivated to develop such reputations because they may confer benefits to one's career. [ABSTRACT FROM AUTHOR]