In the present work, biologically important esters, hydrazides, thiocarbamates, 1,2,4-triazole-3-thiones and Schiff bases have been prepared and characterized by FT-IR, 1H and 13C NMR spectroscopy and SXRD analysis. The prepared derivatives were evaluated for their inhibitory potential against carbonic anhydrase II. Furthermore, to check the cytotoxicity, these derivatives were tested against human breast adenocarcinoma. The experimental results were validated by molecular docking and dynamic simulations of the potent compounds in the active pockets of enzymes. Important binding relations of potent compounds with the important residues in the dynamic sites of the carbonic anhydrase enzyme were disclosed. Moreover, the supramolecular assembly of the 4bs2 compound was analyzed by density functional theory (DFT) calculations. These studies rendered a more clear understanding for the demonstration of novel molecular mechanisms involved in the CA II inhibition by the synthesized compound. The single crystal data for the compounds 2d, 2bs1 and 2bs2 showed that they did not have any π-π or C-H…π interactions while the compound 4bs2 has C-H... π and C-Cl... π interactions that play a vital role. In another study, different types of coordination polymers containing two-dimensional isostructural monometallic structures, metal hexacyanometalates and metal pentacyanometalates were synthesized and characterized. A novel synthetic method to improve the surface concentration of cyanide-based systems involving a pentacyanoferrate containing polymer as a precursor has been adopted. Given the improvement of electrocatalytic activity obtained with the aforementioned system, herein, electrocatalytic activities of a new series of cobalt pentacyanoferrate, Co3[Fe(CN)5L]2, L = pyridine (py), 4-pyridinecarbonitrile (4PC), imidazole (imid), hexamethylenetetramine (HMT),) have been studied in detail to explore the consequence of a N-donor ligand to the structure and, thus, to the electrocatalytic performance. Chronoamperometry studies showed that the said systems exhibit a catalytic current density of 1 mA.cm-2 at overpotentials (η) ranging between 470 – 525 mV, which is lower than that of the previously studied cobalt hexacyanoferrates. Detailed electrochemical analysis including long-term electrolysis has been presented in the current study to evaluate the performances of the catalysts.
The Immensely Merciful to all, The Infinitely Compassionate to everyone.
24:01 This is a Surah that WE have sent down, and made its Injunctions mandatory to be applied in matters of ethics, mannerism, and morality, and WE have sent down Clear Messages in it so that you may contemplate and enact.
24:02 The adulterous and fornicator female and the adulterous and fornicator male, where both are equally guilty of engaging in an extramarital relationship, flog each one of them a hundred lashes. And let no compassion, pity, or sympathy for both of them keep you away from executing the command of Allah’s Religion, if you truly believe in Allah – the One and Only God of everyone, and the Last Hour. And ensure that a group of believers witness their punishment.
24:03 After the punishment has been executed the adulterous or fornicator male will not marry anyone but an adulterous or fornicator female, or a polytheist female. And the adulterous or fornicator female will only marry an adulterous or fornicator male, or a polytheist male. But marrying someone guilty of adultery or fornication is forbidden for the believers.
24:04 And those who falsely accuse a chaste/respectable lady of an extramarital affair on circumstantial evidence but then do not bring four eye witnesses in support of their accusation, then flog them eighty lashes, and never accept their testimony ever again. And those - they are the ones who have overstepped the limits.
24:05 Exceptions are those who later repent and reform themselves, for sure, Allah is All-Forgiving, All-Compassionate.
The Holy Qur’ᾱn is the Last book of Allᾱh and a great miracle of the Holy Prophet (SAW) the like of which could not be produced by any of all times. The Language of the Qur’ᾱn is Arabic known for its brevity and eloquence. The reality of the Arabic Language can be summoned by acquaintance with “Tadhīīl” and eloquence. Neology is a part of eloquence and communication is a component of neology, encompassing many discernments and points of wisdom. The same is corroborated in galore in poetry along with Qur’ᾱn and Hadîth. This illustrates the text and defines the aim and purpose. The purpose aimed at embraces eneomism and eulogy, didactics and exhortations and felicitations. The dictionary and literary meaning of “Tadhīīl”, types of “Tadhīīl” and use of places has been stated. The examples of Qur’ᾱn, prose and poem have also been given, Where the word “Tadhīīl” has been used.
Commitment to change is considered to be one of most important factors for the successful implementation of change initiatives (Herscovitch & Meyer, 2002). The purpose of the present research was to identify stressors and facilitators that could potentially have a bearing on employees’ commitment to change as well as factors that could mitigate the negative effects of these stressors on commitment to change. The relationship between commitment to change and related behavior is also a focus of the present thesis. A secondary purpose of the present research was also to validate the Herscovitch-Meyer (2002) three component (affective, continuance and normative) model of commitment to change in Pakistan. Survey data were collected from four large Pakistani public sector organizations where organizational restructuring had been initiated, in order to cross validate the research model across multiple samples. The rate of response varied, depending upon the level of support and access provided to the researcher by the respective organizations for data collection. The response rate was 43%, 21%, 28% and 60% for Organization 1, 2, 3, and 4 respectively. For the purpose of data analysis, exploratory and confirmatory factor analysis techniques were employed for validation of the Herscovitch-Meyer (2002) three component model of commitment to change. For testing hypotheses relating to the effect of stressors and facilitators on commitment to change, and for studying the effect of commitment to change dimensions on change related behavior, hierarchical multiple regression technique was used. Moderated multiple regression was used to test the effect of moderators on the relationship between stressors and commitment to change. iHierarchical multiple regression technique was also used to determine the relationship between commitment to change and change related behavior. The results provided support for the three component model despite some issues with the normative commitment to change scale. Job insecurity and role stressors were seen to be potent stressors having a negative relationship with affective and normative commitment to change and a positive relationship with continuance commitment to change. As expected, change related communication, employability and trust found support as facilitators of affective and normative commitment to change while their relationship with continuance commitment to change was observed to be negative. These facilitators were also seen to play a moderating role-albeit with limited support in present samples- in attenuating the negative relationship between stressors and affective/normative commitment to change and the positive relationship between stressors and continuance commitment to change. The present study is important for commitment research as it is an effort towards the identification of factors which may have a bearing upon the employees’ attitude towards commitment to change. For managers, the present study has important implications in terms of creating an organizational climate which minimizes stress and uncertainties. This positive environment can be made possible by ensuring an exchange of communication between decision makers and employees, provision of opportunities for employee development and allowing trust to develop between employer and employees which will have a positive impact on employee commitment to change. The results of the present study provide support for the generalizability of the Herscovitch-Meyer (2002) three component model of commitment to change in Pakistan. iiThere were however some issues concerning the reliability of normative commitment to change items due to which the analyses were performed after the removal of two items. Future research may be conducted on the construct employing cultural based items more suited to the Pakistani context. Future research may also explore the antecedents and consequences of commitment to change, taking stock of the limitations of the present study.