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Articles by S. Kaur
Total Records ( 2 ) for S. Kaur
  S. Angra , S. Kaur , K. Singh , D. Pathania , N. Kaur , S. Sharma and H. Nayyar
  The objective of the present study was to elucidate the metabolic bases of sensitivity of soybean genotypes during seed filling to water stress that are otherwise least understood. Here, two contrasting soybean genotypes Pb1 (stress-tolerant) and Bragg (stress-sensitive) were water stressed by holding 50% of the water compared to controls for 10 days during the onset of seed filling stage (R5 stage). These genotypes were assessed for profiles of osmolytes and antioxidants during the course of water stress in the leaves. While, both the genotypes did not differ much till 4th or 6th day of stress, the differences appeared thereafter and were prominent at 10 day (last day) of stress. In general, Pb1 genotypes experienced lesser extent of stress injury and retained greater amount of water. This was associated with higher accumulation of sucrose, free amino acids, soluble proteins and proline by this genotype as compared to Bragg, which accumulated greater content of reducing sugars. The oxidative damage as lipid peroxidation was similar in both the genotypes but Bragg genotype had higher hydrogen peroxide levels. The antioxidants like ascorbic acid, catalase and ascorbate peroxidase were expressed greatly in Pb1 genotype than in Bragg genotype while superoxide dismutase activity did not differ between the two genotypes. It was indicated that Pb 1 genotype was affected to a lesser extent by water stress due to its superior capacity to generate osmolytes and antioxidants. Additionally, the seed components such as starch and proteins of the stressed plants experienced less damage in Pb1 genotype.
  W.L. Kuean , S. Kaur and E.S.K.
  This study examines the relationship between organizational commitment and an employee’s intention to leave the organization in a Malaysian situation and includes the moderating effects of decision-making participation and the employee’s work-effort on the employee-employer relationship, as well as on their job work-effort. This study has two objectives, firstly to determine the relationship between organizational commitment and intentions to leave among working adults in Malaysia. Secondly, is to investigate the moderating effect of decision-making participation and the effort needed to express an intention to leave by these same adults. This is a descriptive study based on a 300-sample size survey conducted among working adults in Malaysia. There were 189 responses received, representing a response rate of 63%. Of these, only 181 responses with no missing values were used for data analysis as the others were rejected as being incomplete. The correlation analysis results from this study confirmed previous researcher’s observations linking higher organizational commitment with lower intentions to leave the organization. The results suggest that among the three components of organizational commitment, the employee’s affective or affection commitment to the organization was the most important predictor of intentions to leave. Employees were less likely to leave when they have an emotional commitment to and identify with, their organization. Cultivating an organizational culture of shared values and involving employees in the goal setting processes would further enhance employee’s acceptance of and alignment with, stated organizational goals. This promotes greater personal organizational commitment and eventually reduces employee’s intentions to leave the organization.
 
 
 
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