The thermodynamic dissociation constants of four diastereoisomeric pairs of 1 : 2-disubstituted succinic acids have been measured (in water at 25") by a combination of conductometric and potentiometric procedures. The results do not confirm the apparent trend which could be observed in the earlier classical data, viz., that the meso-acid is consistently weaker than the racemic acid.

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We conducted a survey-based study on the meaning of work of some 1500 mid-level professional employees in private and public organizations in eight countries. Using the country clustering described in the GLOBE series of studies and the theoretical framework of the Meaning of Work study, five hypotheses were tested. The study found support for the universal valuation of work and family as major life domains and the relative importance of leisure, religion, and community involvement. Work centrality was related in differentiated ways to performance orientation, assertiveness, and humane orientation indices. Extrinsic and intrinsic work goals differed and were related to country clustering. The report concludes with implications for the theory and practice of human resource development and offers suggestions for further research.Few topics over the past thirty years have captured as much attention in the broader social science literature and the popular business press as the changing nature of work, with its effects on countries, organizations, families, and individuals giving rise to a broad literature on new careers and new work. Far from presenting a uniform picture of the effects of changing work provisions, the literature points to highly differentiated and complex sets of responses and assessments of the value of work in the new economy (for example, Baldry et al. 2007;Cooper and Burke 2002;Hall 2004;Volti 2008;Wrzesniewski 2001). While much of this research has focused on changes in objective provisions of work, the concern of human resource management is with the coherent and strategic management of individuals, groups, and other subsets of employees. Thus a deeper understanding of how individuals experience work and its changing nature is essential in a rapidly globalizing economy. The focus on the subjective meaning of work can provide insight into the construction of work as subjectively experienced and offers information about how individuals make sense of, negotiate, and navigate the new work environment.Despite its central role in guiding behavior at work, empirical cross-cultural HR research on the topic is underdeveloped. To help advance understanding and explore implications for research and practice, a group of researchers from countries around the world convened in late 2007 to plan and implement a multi-country empirical study focused on the core question of similarities and differences in subjective understanding of work in a diverse set of cultures, countries, and economies around the world. The population was defined broadly as mid-level professional level employees, such as managers, engineers, accountants, and human resource professionals, employed in medium and large public and private organizations in their respective countries, and working full-time in diverse sectors and industries. The choice of this volunteer population was determined by accessibility, but more importantly by their role as current or future leaders in their organizations. Mid-level managers and professionals with comp...

Purpose -The purpose of this paper is to report the results of an empirical study of the meaning of working, individual level work outcomes, and job and career satisfaction, among professional level employees in business organizations in Russia, Poland, and Germany. Design/methodology/approach -The theoretical framework for the study was based on the work by England and colleagues. The sample (n ¼ 638) included professional level employees in the medium and large manufacturing and service organizations in the three countries. Correlations, discriminant function analysis, and multiple regressions were used to answer research questions regarding the relationship between the study variables and to determine country differences. Findings -Results indicate different patterns and levels of work centrality, desired work outcomes, work role identification, and job and career satisfaction among the three countries. A significant difference was found between work values in Russia, on the one hand, and Germany and Poland, on the other. Gender differences in meaning of work patterns were found among Russian respondents. Job and career satisfaction was related to different combinations of demographic and work meaning variables. Practical implications -For human resource development (HRD) and training and development (T&D) professionals working in multinational companies and/or with customers/suppliers in these three countries, the findings imply the need to take into account the similarities and differences in individual meaning of working variables when designing and implementing organization development and training interventions. Originality/value -Despite the central role of working for individuals and the central role of the work values construct for the professional fields of training and HRD, research on meaning of working has been sparse in the academic literature. Thus, the study can contribute to a fuller understanding of experience of work and its implications for the theory and practice of training and human resource development.

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