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This study aims to synthesize new cyclodiphosph(V)azane derivatives, 2,2,4,4-tetrachloro-1,3-di-[o-nitriyl]-2,4-di-[N-(pyrimidin-2-yl)benzenesulfonamide]-1,3,2,4- diazadiphosphetidine(H2L) ligand and their Fe(III) and Ag(I) metal complexes as insecticides for protective coatings.

The substitutes of cyclodiphosph(V)azane sulfonomide and their Fe(III), Ag(I) metal complexes were prepared and confirmed by a combination of elemental analyses, mass spectra, conductivity measurement-vis, FTIR, 1H,13C-NMR TGA, XRD and Docking investigation of the ligand and some complexes to verify their drug ability. The prepared compounds have been incorporated with a polyurethane (PU) coating formula. Gloss, scratch resistance, flexibility and adhesion are some of the coating attributes investigated; mechanical capabilities include impact resistance and shore hardness and physicochemical properties such as chemical resistance of coated PU samples are also investigated.

The results of the experiments revealed that all PU coatings based on the prepared compounds had good scratch resistance which varied from >1.8 to >2.2 kg. Gloss value varied from 85 to 95 and impact resistance from 1.4 to 2.0 (J), whereas the authors noticed that there was no effect of the prepared compounds in the flexibility and adhesion test. These PU coatings have excellent chemical resistance except the alkali resistance. Insecticide activities of the prepared compounds are promising for resistance to these insects. It was noticed that, metal complex > incorporated PU with Fe (III) metal complex > incorporated PU with ligand.

Insecticide paints based on cyclodiphosph(V)azane sulfonamide and their Fe(III), Ag(I) metal complexes as insecticide agents are novel.

The purpose of this paper is to assess and monitor a sample of heavy metals, namely lead, cadmium and copper, in water treatment plants at Greater Cairo, Egypt, to assess the efficiency of water treatment plants for metals removal and to monitor lead concentrations in the distribution system.

Water samples were collected from two water treatment plants. In addition, randomly flushed tap water samples from different districts at Greater Cairo were analyzed for lead concentration. Other water quality parameters also were monitored in water samples.

The study indicated that for water treatment plant intake, the mean concentrations were 4.44, 0.38 and 5.54μg/l for lead, cadmium and copper respectively. However, the final effluent shows that the mean concentrations of lead, cadmium and copper were 2.0, 0.15 and 2.78μg/l respectively. The drinking water mean metals concentrations were below World Health Organization drinking water guidelines and the Egyptian drinking water standards. The results revealed that water‐treatment plants have a high efficiency for metals removal where lead, cadmium and copper concentrations were reduced by 54.9, 60.5 and 49.8 per cent respectively. On the other hand, as expected, the water treatment plant sludge showed high accumulation with metals in concentrations decreased in the following order Fe > Mn > Zn > Cu > Cr > Ni > Pb > Cd. The mean lead concentration was 9.5μg/l in tap water samples.

Water treatment plants have a high efficiency for metals removal; water treatment plant sludge contains high concentrations of metals and should be treated before discharge; lead contamination from the distribution system is well established and lead concentration in homes in studied areas were higher than concentrations in plant effluent.

This paper aims to report on the synthesis and characterisation of new flame retardants and anticorrosive additives based on Schiff’s base compounds, which were added physically to organic coating.

Flame retardants are incorporated into polymeric materials either as additives or as reactive materials. Additive-type flame retardants are widely used by incorporating into polymeric materials by physical means. In this research, Schiff’s base (azomethine) compounds are added physically to alkyd paint as flame-retardant additives. Elemental analysis, infrared spectroscopy and proton nuclear magnetic resonance spectroscopy were used to characterise the structure of the prepared Schiff’s base compounds. Thermal gravimetric analysis was used to evaluate their thermal stability. Experimental coatings were manufactured on a laboratory scale, and then applied by brush on wood and steel panels.

Results of an oxygen index value indicated that alkyd paints containing Schiff’s base compounds as additives exhibit very good flame-retardant effects. Also the physical, mechanical and corrosion resistance properties were studied to evaluate the drawbacks of the additives. The additives did not affect the flexibility of the paint formula. The gloss and the impact strength were decreased by the additives, but the hardness, adhesion and corrosion resistance were significantly improved by these additives.

Alkyd resins are the most extensively used synthetic polymers in the coating industry. Nitrogen compounds are a small but rapidly growing group of flame retardants which are in the focus of public interest concerning environment-friendly flame retardants. So, the focus of this study is on Schiff’s base compounds as flame retardants and anticorrosive additives for alkyd resins to assess their applicability.

Schiff’s base compounds can be used as new additives in paint formulations to improve the flame-retardant and corrosion properties.

In recent years, there has been considerable interest in the nitrogen-based family of materials because they not only have a wide range of thermal and chemical stabilities, but can also provide improved thermal and flame-retardant properties to polymers. The present paper reports on the synthesis and characterisation of Schiff’s base compounds and their performance in alkyd resin coatings.

This article reconsiders the cross‐national determinants of female labour force participation in Islamic settings. It explores a neopatriarchal perspective using in dicators of the role of the government and the political role of women. The study shows that government plays a significant role in determining female employment. Islamic ideology as a cultural variable also contributes significantly to the model. Thus, the results indicate that Islamic ideology per se is not the only factor determining female labour force participation; the political atmosphere and economic development also contribute. In main stream sociology, Muslim countries have usually been classified as outliers on gender relations and demographic factors. These countries generally have lower‐than‐average levels of female labour force participation (FLFP) and higher‐than‐average levels of fertility and mortality relative to non‐Muslim nations at the same level of economic development (Weeks, 1988). For example, in 1995, female employment in Islamic countries was 21.7% while other Muslim and non‐Muslim developing countries, it was 38.1% (World Bank World Tables, 1999). The popular press and much of the academic literature interpret Islam as the “secluder” and “excluder” of women which, in turn, inhibits women’s integration into the formal labour force. What is missing from the analysis is the role of the state in those societies as the main employer and investor. In many Islamic societies, the patriarchal system has never been weakened but rather modernised into a system referred to in this study as the neopatriachal state (Moghadam, 1992; Sharabi, 1988). Neopatriarchy will be defined in this article as traditional patriarchy, especially embedded in religion, which gets appropriated by the state to reinforce its rule. In the following section the meaning of each of these factors and how they affect female employment opportunities is explored.

The purpose of this paper is to examine the impact of social and economic changes, particularly the transition from a collectivistic to an individualistic society, on the meaning of work (MOW) in Israel.

A questionnaire probing the MOW domains (economic orientation, intrinsic orientation, interpersonal relations, entitlement and obligation norms and job satisfaction) was conducted on a representative sample of the Israeli labor force in 1981 (n=973) and 2006 (n=898).

A comparison between the results of the 1981 and 2006 surveys shows a significant increase in economic and intrinsic orientation, and a significant decrease in interpersonal relations orientation, job satisfaction and obligation and entitlement norms. Work centrality remained stable. The demographic factors, especially education, have some impact on the MOW domains.

The transformation of work values reflects the changes in employees’ expectations and needs. Therefore, organizations are compelled to find new material and non-material reward systems and methods to maintain employee commitment, motivation and satisfaction. Various implications for organizations and management are discussed.

This cross-sectional study explores how the combination of economic and social changes is reflected in employees’ job satisfaction and other work values. Furthermore, the study examines the impact of the main demographic factors on the MOW and offers suggestions to gain employees loyalty and commitment based on all the findings.

This study seeks to find out if chronic exposure via drinking water to high doses of a mixture of metals found as contaminants in tap and bottled water sources can alter the systemic physiology of residents.

A case control study was designed, 18 subjects drinking mainly tap water as main group (group I) and 15 subjects drinking exclusively bottled water as control group (group II) for a minimum of two years. Cadmium, lead, chromium and iron concentrations in drinking tap and bottled water samples were measured. The effect potential of the same metals were evaluated by assessing liver and kidney functions and haemoglobin levels for the studied subjects.

Iron concentration was found to be significantly higher in drinking tap water samples compared to bottled. Chromium, lead and iron were significantly higher in blood samples of group I subjects compared to the control group. Blood creatinine levels were positively correlated with that of chromium and cadmium of group I; and chromium levels of group II. Urea levels was positively correlated with lead levels of group I. Haemoglobin was positively correlated with iron blood levels of group I and negatively with lead levels of group II. No appreciable changes were found in the blood clinical markers of the liver functions of either group.

This study gives a concise idea about the higher level of some heavy metals in tap water compared to bottled and how heavy metal contaminants in drinking water may affect kidney function and haemoglobin level of consumers.

Women's participation in the workforce and in managerial positions, which has led to greater diversity, reconstructs professional perceptions and preferences. The purpose of this research is to examine “Work Outcome Preferences” among men and women according to organizational status and the impact of other demographic factors.

The Meaning of Work (MOW) questionnaire was filled by 1,161 men and women employees in organizations: 744 workers, 256 junior managers and 161 middle managers. To examine the hypotheses, authors conducted an analysis of variance (ANOVA) test and a linear regression analysis for women and men.

The gender differences regarding work outcomes preferences decreases with career promotion. Further, the higher the organizational status, the higher the need for interesting and satisfying work among both men and women. Among women, the higher the organizational status, the higher the need for status and prestige and for serving society and the lower the need for interpersonal contacts and income.

Better understanding of the preferred outcomes among women and men in the three organizational statuses and the impact of promotion and varied demographic variables can help in the planning of material and non-material reward systems and methods suitable to the different sub-groups.

As far as authors know, there is not a single study focusing on the differences between narrow career stages such as workers, junior and middle managers according to gender regarding work values/work outcome preferences.

Over the course of time, more and more women have been joining the labor force, achieving meaningful roles and managerial positions. The purpose of this paper is to examine contemporary meaning of work (MOW) among men and women in different organizational statuses and the impact of other demographic factors on the MOW dimensions.

Out of 1,201 participants that filled out the MOW questioner, 908 were employed in organizations as middle managers (118 men and 67 women) or junior managers (120 men and 97 women) and workers (208 men and 298 women).

No differences were found between men and women middle managers regarding MOW dimensions. It was found that the higher the organizational status, the higher the work centrality and intrinsic orientation and the lower the economic orientation, among both men and women. Regression analysis reveals that demographic variables have a low impact on the MOW dimensions and hardly explain the differences among men and women.

The understanding of contemporary MOW similarities and differences among men and women according to organizational status and the impact of varied demographic variables on those differences can influence the way organizations consider men’s and women’s (both managers and workers) needs in their working life, with implications for their satisfaction and productivity.

While there are various studies about gender differences regarding work values and the MOW, not a single study focusing on the differences in the MOW between managers and workers according to gender was found.

The purpose of this paper is to examine life domains centrality (work, family, leisure, community and religion) among workers, junior managers and middle managers, both men and women and the impact of demographic factors on those life domains.

The “Meaning of Work” questionnaire was conducted on 1,201 participants of whom 928, 453 men and 475 women, were employed in organizations in middle managerial, junior managerial and worker positions.

The findings indicate that work centrality increases while religion centrality decreases with higher organizational status among men and women. The centrality of family is higher among women than among men in the three organizational levels. However, in the new millennium, for the first time in Israel, no traditional gender differences were found in work centrality among employees in the three organizational levels.

Human resource professionals have to take into consideration the increasing work centrality among working women at all organizational levels and focus on decreasing work-family/life conflict, especially among women managers. This can be achieved by implementing flexible hours, working from home, work-life balance programs, and management by objectives systems.

This study, which compares middle managers, junior managers, and workers according to gender, reveals how they balance the five life domains as well as the strategies women managers use to cope with work/non-work conflict.