Dissertations / Theses on the topic 'Employer associations'

"The broad objective of this study is to explore the role that employer associations can play in delivering an active and sustainable range of OHS services to industry and the potential for greater utilisation of this network by governments in delivering significant improvements in OHS performance in Australian workplaces."
Masters

The study of employer associations in Australia has focused on the activities of state employers’ federations and peak employer organisations in the federal sphere and on the effect on those organisations of Australia’s compulsory conciliation and arbitration system. The majority of literature has continued to mainly focus on national employer associations and on their difficulties in achieving national unity due to the differing views of their State branches. Despite their historic relevance, state employer associations that were established during the colonial era have been virtually ignored. Whilst single industry associations at the state level have also had to come to terms with the demands of Australia’s dual industrial relations systems, the role of the state systems and of the state-based employer associations appear to have attracted comparatively little academic interest. The effect on employer associations of the character and status of those who direct and influence their operations has received little, if any, analysis. Leading builders who were the major contractors of their time established the Master Builders Association of NSW (MBA/NSW) during the colonial era, and those that led the association throughout the turmoil of the 1890s, a major depression and two world wars continued to be the leading builders in the State of New South Wales. Following the Second World War, the character of the MBA/NSW changed with the absorption of suburban associations that comprised small to medium-sized builders. That development was compounded by the changes in the size, height and complexity of buildings within the Central Business District of Sydney and in other centres throughout the metropolitan area. Enormous capital was required to fund construction works and large corporations were formed and the bench-mark of what constituted a major contractor was raised considerably. Those events had an enormous impact on the character and operations of the MBA/NSW. This historical thesis seeks to explain why the MBA/NSW was successfully established in 1873 after two previous attempts; and, what accounts for its subsequent survival and growth. It analyses the various challenges that faced the MBA/NSW during its first one hundred years and the effect on that association of the policies and practices of iii architects, governments, trade unions and other employer associations. It traces the 1890 establishment of the Master Builders Federation of Australia (MBFA), the oldest federal industry association in Australia, by the MBA/NSW and its sister associations from other areas of Australia and analyses the manner in which the State-based Master Builders Associations each fought to retain their individual independence and reject any attempts to cede their powers so as to convert their federation into a national centralised body. The need for quick national responses of major building companies during the 1970s was addressed through a composite organization created by the Master Builder movement and the Australian Federation of Construction Contractors due to the continued refusal of the Master Builders associations to cede their powers to MBFA. The development of the trade union movement in the building industry in New South Wales is also analysed together with reference to the history of building industry awards in this State. The study also outlines the history of MBA/NSW initiatives and policies related to tendering and industrial relations which came under increasing pressure due to legal challenges from disciplined members and to changes arising from industrial and trade practices legislation. The practice of convening tender meetings, the introduction of Builders Licensing in New South Wales and, the origins of the MBA/NSW Group Apprenticeship Scheme are each described.

Doctor of Philosophy (PhD)
The study of employer associations in Australia has focused on the activities of state employers’ federations and peak employer organisations in the federal sphere and on the effect on those organisations of Australia’s compulsory conciliation and arbitration system. The majority of literature has continued to mainly focus on national employer associations and on their difficulties in achieving national unity due to the differing views of their State branches. Despite their historic relevance, state employer associations that were established during the colonial era have been virtually ignored. Whilst single industry associations at the state level have also had to come to terms with the demands of Australia’s dual industrial relations systems, the role of the state systems and of the state-based employer associations appear to have attracted comparatively little academic interest. The effect on employer associations of the character and status of those who direct and influence their operations has received little, if any, analysis. Leading builders who were the major contractors of their time established the Master Builders Association of NSW (MBA/NSW) during the colonial era, and those that led the association throughout the turmoil of the 1890s, a major depression and two world wars continued to be the leading builders in the State of New South Wales. Following the Second World War, the character of the MBA/NSW changed with the absorption of suburban associations that comprised small to medium-sized builders. That development was compounded by the changes in the size, height and complexity of buildings within the Central Business District of Sydney and in other centres throughout the metropolitan area. Enormous capital was required to fund construction works and large corporations were formed and the bench-mark of what constituted a major contractor was raised considerably. Those events had an enormous impact on the character and operations of the MBA/NSW. This historical thesis seeks to explain why the MBA/NSW was successfully established in 1873 after two previous attempts; and, what accounts for its subsequent survival and growth. It analyses the various challenges that faced the MBA/NSW during its first one hundred years and the effect on that association of the policies and practices of iii architects, governments, trade unions and other employer associations. It traces the 1890 establishment of the Master Builders Federation of Australia (MBFA), the oldest federal industry association in Australia, by the MBA/NSW and its sister associations from other areas of Australia and analyses the manner in which the State-based Master Builders Associations each fought to retain their individual independence and reject any attempts to cede their powers so as to convert their federation into a national centralised body. The need for quick national responses of major building companies during the 1970s was addressed through a composite organization created by the Master Builder movement and the Australian Federation of Construction Contractors due to the continued refusal of the Master Builders associations to cede their powers to MBFA. The development of the trade union movement in the building industry in New South Wales is also analysed together with reference to the history of building industry awards in this State. The study also outlines the history of MBA/NSW initiatives and policies related to tendering and industrial relations which came under increasing pressure due to legal challenges from disciplined members and to changes arising from industrial and trade practices legislation. The practice of convening tender meetings, the introduction of Builders Licensing in New South Wales and, the origins of the MBA/NSW Group Apprenticeship Scheme are each described.

Notre travail se penche sur le financement de la formation professionnelle continue tel qu'il a été négocié par les partenaires sociaux dans les pays européens post-fordistes. A travers une approche des associations patronales centrée sur la distribution inégale des ressources entre grandes firmes et PME, nous montrons que l'émergence d'une gestion corporatiste (les fonds de mutualisation) peut s'interpréter comme le résultat d'alliances inter-classes entre les syndicats, les associations patronales et les PME, contre les grandes entreprises. Bien que nous mobilisions un corpus centré sur les employeurs à l’image de ce que fait l'approche en termes de Variétés du Capitalisme (VoC – Hall et Soskice, 2001), la thèse soutenue est plus proche de l’institutionnalisme historique de l'Ecole française de la Régulation. En effet, l'attention accordée à l'hétérogénéité des firmes et au rôle du politique est difficilement compatible avec l’institutionnalisme rationnel de la VoC et sa conception des associations patronales comme simples outils de coordination des firmes
Our work tackles the issue of the financing of the continuous vocational training as it has been negotiated by social partners in the post-fordist European countries. The reflection is centered on the unequal distribution of resources among the large and small firms affiliated to employer associations. It is shown that the emergence of a corporatist governance (the training funds) can be interpreted as the result of cross-class coalitions between trade unions, employer association and SMEs, against big companies. Although we mobilize a theoretical corpus centered on employers as the ‘Varieties of Capitalism’ approach does (VoC – Hall and Soskice, 2001), our dissertation is closer to the historical institutionalism of the French Régulation School. Indeed, the attention granted to the firms’ heterogeneity and to the role of politics is hardly compatible with the VoC rational institutionalism and its conception of employer organizations as mere employer coordination instruments

Due to the globalization in the world the labour market has become more competitive. This study turns to the labour market in Sweden where there has noticeably been a lack of competency regarding engineers and project leaders in the technical industry. In recent times organizations have begun working more actively with empowering their employer brand and the strategies around it, to become more attractive on the labour market. The term employer branding has therefore become more current today to attract the best talents. Employer branding is the work that saturates the whole organization towards becoming an attractive workplace where employees want to stay and potential employees want to be a part of. The aim of the study is to investigate how individuals within the engineering and project leader business think about regarding the choice of an employer. Throughout the study, several aspects have been investigated: the recruitment process and the experiences of it, what makes an employer attractive, expectations of an employer, on what basis employees are staying in an organization and thoughts around marketing. The empirical material has been analyzed with coding of the interviews together with research on employer branding. Theories such as Maslow’s hierarchy of needs and KASAM (theory of employer's needs  for  belonging)  have  been  applicated,  compared  and  discussed  to  the  result.  The empirical material is gathered by eight semi-structured interviews with a range of engineers and project leaders in different employment levels. The result of the study showed the importance of employer branding and that a strong brand and reputation affects and attracts potential employees and makes existent employers stay within the organization. The aspects that attracts engineers and project leaders are very similar but differs in a small extent regarding the size of the company and work tasks. Some central elements that attracts potential employees are opportunities for development, variation in work assignments, good reputation and the knowledge that the organization take care of their employers by offering support and well-being.

"Employers, Unite!" argues that the anti-union campaign of Progressive-Era organized employers molded in crucial ways the shape of labor relations in the United States, and that to understand the development of ideas about work, business, and labor unions, we need to understand how these employers gained and wielded political and societal power.The study concentrates on the National Association of Manufacturers (NAM), which spearheaded what it termed the "open-shop'' campaign. Focusing attention on the unions' demand for the closed or union shop, the NAM shifted the debate over labor relations from workplace conditions to the legitimacy of unions as representatives of workers, identifying not employers but union leaders as the source of injustices.At the heart of the study is an analysis of over 100 active members of the NAM, organized through a relational database constructed with the help of recently digitized materials like local histories and biographical compendia. Besides basic information like company size or demographics, the database maps information about NAM members' social and political contacts. Substantial archival materials further ground the study's analysis of the NAM's structure and influence.Research on the membership has allowed me to uncover information that focusing on the leadership would not have revealed. For example, I have found that a high percentage of active NAM members were party activists and officials, mostly in the Republican party; their positions in the party hierarchy gave them influence over political nominations and Congressional committee appointments. Active NAM members also regularly had personal contacts to politicians ranging from governors to Senators; these contacts further bolstered the Association's power, enabling it to torpedo much of labor's legislative project.The study also compares the NAM to other business organizations, especially the National Civic Federation (NCF). The NCF promoted cooperation with moderate unions, a position which the NAM frequently and vehemently criticized. Rhetorical differences, however, masked an underlying agreement among businessmen regarding the undesirability of unions. The rhetorical disjuncture between the organizations served to constrain debate on labor relations: the NAM's stridency made the NCF appear genuinely progressive and thereby undercut other, more far-reaching critiques of existing workplace relations.

Studien behandlar intern employer branding, företags interna arbete i syfte att skapa ett attraktivt arbetsgivarvarumärke. Intern employer branding innebär hur företagets ledning genom kommunikation förmedlar innehållet i arbetsgivarvarumärket till de anställda för att utveckla en arbetsstyrka som är trogen organisationens värderingar och målsättningar. Syftet med studien var att bidra till en ökad kunskap för hur medarbetares förståelse av den egna organisationens varumärke formas inom ramen för organisationens interna kommunikation.  Resultatet samlades in genom en kvalitativ metod med sex intervjuer av medarbetare från två organisationer. Vidare tolkades resultatet utifrån ett analytiskt ramverk och behandlades bland annat utefter en teoretisk utgångspunkt som berör kommunikativt lärande. Studiens resultat visade att företagen kommunicerar arbetsgivarvarumärket till medarbetarna via olika kommunikationskanaler på ett flerdimensionellt och tydligt sätt. En betydelsefull komponent för medarbetares möjlighet att skapa förståelse för ett arbetsgivarvarumärke är att arbetsgivarvarumärket genomsyrar företaget. På så vis kan medarbetarna koppla metaforer till de abstrakta innehåll som arbetsgivarvarumärket består av samt finna utrymme för reflektion kring arbetsgivarvarumärkets associationer.

The Women's National Indian Association (WNIA) organized in 1879 to advocate fair treatment of Native Americans. By manipulating the Victorian ideology of domesticity, the organization was able to send women missionaries to the reservations. Because women could only work "at home," the WNIA redefined the Indian reservation as the missionaries' home. This redefinition ideologically enabled women missionaries to engage in non-traditional work. Conversely, the WNIA believed Indians would only become "civilized" if they moved from traditional dwellings into frame houses. In addition, native houses could only become "homes" if Indian women became ardent housekeepers and converted to Christianity. Accordingly, the WNIA provided financial support to Indians who wished to build houses, and taught the domestic arts to native women and children. In so doing, and by supporting the government's allotment policy, the WNIA participated in the subjugation of Native Americans and in the westward expansion of the United States.

This thesis aims to advance knowledge about internal communication and organisational engagement. It incorporates the application of a new research instrument, the Internal Communication and Organisational Engagement Questionnaire (ICOEQ) developed by Welch (2011a). The ICOEQ investigates employee interest in different topics, helpfulness of communication methods used, ratings for senior manager and line manager communication, satisfaction with employee voice and the associations with organisational engagement. Despite the importance of internal communication, existing research methods are limited as they do not adequately distinguish between different dimensions of internal communication as established by Welch and Jackson (2007, p.184) and they fail to make an association with organisational engagement. The ICOEQ therefore provides a new research perspective for academic researchers and communication managers. The conceptual analysis builds on Welch and Jackson’s (2007, p.185) internal communication matrix. It synthesises corporate communication and employee voice into a new concept, informed employee voice, to reflect the importance of keeping employees informed and giving them a voice that is treated seriously. The empirical work adopts a critical realism approach. A cross-sectional research design was used. The ICOEQ was administered at five organisations followed by interviews and focus groups. Quantitative data analysis suggests that internal communication is more strongly correlated with emotional organisational engagement than with cognitive or behavioural organisational engagement. Ratings of senior manager communication and line manager communication and satisfaction with employee voice are positively associated with organisational engagement. Standard multiple regression analysis indicates that informed employee voice is a significant predictor of organisational engagement. Template analysis of qualitative data indicates that many senior managers are not visible or approachable and they do not listen to what employees have to say. New themes that emerge include more informal and small group communication with senior managers, a greater focus on the local context of internal corporate communication from line managers and more emphasis on listening and responding to employee voice. Possible explanations for the findings include a focus on shareholder value and the consequential neglect of employee value and the marginalisation of internal communication in academia and practice. Theoretical implications include the adoption of employee voice more fully into internal corporate communication theory, the addition of familiarity as an attribute of internal communication media and the identification of three explanatory factors for the exercise of internal ‘power over – dominance’. Above all, the thesis establishes informed employee voice as an antecedent to organisational engagement. The implications for practice include the establishment of the ICOEQ as a useful measurement tool and the requirement for communicative leadership that includes giving employees a voice that is treated seriously.

. Abstract Health reform is forcing healthcare administrators to make rapid changes. A tendency to resist change can present problems for these organizations, including the large, not-for-profit Catholic healthcare systems. In order to make positive contributions towards healthcare, it's important to recognize the nature of the organization's involvement to change. The transformational leadership style has been shown to be positively correlated with change however, the relationship among leadership styles, employees' behaviors, and motivation to change are still not well understood and require further study. Further, although Oreg's Resistance to Change (RTC) approach has been researched in direct patient care areas, RTC research in non-patient settings is lacking and necessary in delivering the full spectrum of patient care. This study focused on the relationship of transformational leadership to RTC and if the relationships leaders' have with subordinates' influence change. A customized survey that included the Multifactor Leadership Questionnaire, RTC, and Leader Member Exchange (LMX 7) was emailed to 500 random individuals of various ages and races from 3 non-patient areas. Thirty leaders and 133 raters responded. The regression analysis showed a strong correlation between transformational leadership and RTC. Additionally, each of the variables from the LMX 7 section of the survey showed associations indicating the relationship leaders develop with their subordinates and leader transformational scores were positive. This study may contribute to the awareness of RTC and utilizing transformational leadership style to move change in a positive direction for a healthcare setting.

This thesis examines the formation, development, role and behaviour of the Singapore National Employers' Federation (SNEF). Its focus is primarily the field of labour management. It addresses key issues in the role of the SNEF from its formation in 1980 to 2004, in the institutional context of Singapore's politics, economic development and industrial relations. This longitudinal study makes a substantial original contribution to understanding Singapore's leading national employers' association, and is a pioneering study of a national employers' association in East Asia. The thesis is a qualitative case-study, using fieldwork interviews, primary documents and the secondary literature as data sources. Through the critical event method, the work focuses analysis on key junctures for the SNEF's development and change during the period examined. In addition, the author employs the Sheldon and Thornthwaite (1999) model of employers' association strategy in framing the analysis of the thesis' central questions, and in examining SNEF's strategic decisions in response to changes in its external environment. By analysing how the SNEF's external roles and internal relations changed during each period, the research draws attention to the dynamic nature of this employers' association in the rapidly changing conditions marking Singapore's development. Given the central role of the People's Action Party (PAP) in Singaporean society, a central theme of this thesis is how the SNEF balances political pressures from Singapore's government-dominated corporatist system, with the needs of its diversified membership. The narrative core of the thesis identifies five distinct periods of Singaporean industrial relations - through the lens of the SNEF - reflecting larger economic developments through which the government guided the economy and society. The thesis finds that, while the SNEF is an independent and apolitical organisation, it is nevertheless deeply embedded in the Singaporean variant of corporatism. Accordingly, the SNEF's role and behaviour are inherently guided by the PAP's ideology of pragmatism and, in Singapore, sectoral interests deferred to and institutionally served national interests.

Cette recherche a pour objectif de déterminer le rôle des associations professionnelles / organisations patronales dans l’accompagnement des entrepreneurs. La méthodologie étant l’étude de cas, une approche qualitative est adoptée. Pour mettre en exergue le rôle essentiel de ces acteurs qui consiste à accompagner l’entrepreneur et son entreprise d’acquérir le suivi et le savoir-faire. Dans l’ambition de gérer l’autonomie de son entreprise sur le long terme. Cette analyse montre que ces AP/OP sont effectivement présentes, mais le point faible de ses dispositifs est pour l'instant l'accompagnement et la formation. Ainsi, participer dans l’opinion de l’assemblée générale au sein de haute instance d’état et la grande manifestation économique internationale. Cette participation entre dans le cadre du développement économique de l’environnement de la PME et sa mise à niveau par les organisations du soutien comme l’ANDI, le CNC PME, …
This research has for objective to determine the role of associations’ professionals / employers' organizations in the accompaniment of the contractors. The methodology being the case study, a qualitative approach is adopted. To highlight the essential role of these actors this consists in accompanying the contractor and his company to acquire the follow-up and the know-how. In the ambition to manage the autonomy of his company on the long term. This analysis shows that these AP / OP are effectively present, but the weak point of its devices is at the moment the accompaniment and the formation. So, participate in the opinion of the general assembly within high authority of state and the great international economic appearance. This participation enters within the framework of the economic development of the environment of the SME and its upgrade by the organizations of the support as the ANDI, the CNC SME …

The object of my investigation is Svenska Arbetsgivareföreningen (SAF) (The Swedish Employer’s Association) and the concrete questions I wish to raise are: (i) How did SAF articulate their ideal of liberty during the period 1902-1948? (ii) How did they combine this ideal with the demands of an ascetic work ethic among the workers? My ambition with this investigation has been to spread some light on how SAF, one of the market’s most important actors in Sweden during the twentieth century, has combined an alleged strong belief in personal freedom with the demands of adjustment to specific virtues and how the proclaimed freedom has, in fact, been subject to a number of conditions. It would be fair to say that the survival of a market economy depends on a broad foundation of workers that in practice are not allowed to make use of the freedom that they are proclaimed to have in theory. The workers must not only be convinced to go to work but also to work efficiently. If this were not the case, then capitalism, built on competition, would collapse. This is congruent with the conclusions made in my investigation. SAF’s proclamations of freedom were indeed a freedom for the believers; for those who could take advantage of the competition. But for those who did not believe in the system or who did not feel that they could find themselves justice in it, SAF demanded a high moral standard. As a consequence of this we are confronted with the following paradox: Freedom for the rich, morality to the poor.

Thesis (M.S.)--University of North Texas, 2001.
Includes bibliographical references (leaves 26-32). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

Mindfulness has recently gained attention within work contexts. Mindfulness training interventions (e.g., mindfulness-based stress reduction; MBSR) are commonly implemented for employees within organizations. Mindfulness has been associated with multiple employee performance, relational, and well-being outcomes. Although mindfulness has become a popular practice within organizations, empirical research falls behind and has not explored many potential research avenues. As leaders play influential roles within organizations, mindfulness may influence leader behaviors, to an extent that leader mindfulness affects employees. This study examined the relationship between supervisor mindfulness and leader-member exchange (LMX), which entails quality of mutual support, trust, and respect within supervisor-subordinate relationships. In addition, the proposed study sought to empirically support proposed theoretical frameworks by examining affective, cognitive, and behavioral mechanisms of empathic concern, perspective taking, and response flexibility, as mediators in the supervisor mindfulness-LMX relationship. Supervisor workload was also examined as a moderator to assess conditions under which the supervisor mindfulness-LMX relationship exists. A sample of 202 individuals who currently supervise employees was collected using the online survey platform, Amazon's Mechanical Turk. Two approaches towards mediation provided support for the mediating roles of empathic concern and response flexibility in the relationship between supervisor mindfulness and LMX. Theoretical and practical contributions, as well as limitations and future directions are discussed.

Avec la liberation des echanges entreprise en 1949 dans le cadre de l'organisation europeenne de cooperation economique, les contingents d'importation commencent a etre demanteles. Simultanement, les tarifs douaniers regagnent de l'importance. Mais ils sont reduits a leur tour au sein du gatt. Cette politique rompt entierement avec le dirigisme du commerce exterieur qui prevalait depuis les annees 1930. L'importance des enjeux oblige les differents acteurs economiques a prendre position. Tout en permettant une formidable expansion des echanges internationaux, la liberation des echanges force les industriels a adapter leurs structures de production et a baisser leurs prix. Les industriels ont-ils gene ou stimule les reductions tarifaires et contingentaires en europe ? en ont-ils profite pour reinstaurer leur propre action regulatrice sur les marches, a travers les cartels ? enfin, peut-on parler d'une unite du patronat en europe par rapport aux nouveaux choix de politique commerciale ? nous avons centre notre etude sur les organisations patronales ainsi que sur deux industries de transformation parmi les plus performantes : la chimie et l'automobile. Notre demarche s'articulera autour de trois parties : d'abord, une presentation des interets en jeu. Ensuite, l'interaction de ces interets lors de la liberation des echanges au sein de l'oece. Enfin, les memes interets dans le cadre plus contraignant du marche commun.

Women in the Swedish labor market have lower wage than men on average. There are multiple reasons for this gender wage differential. Among other things, processes at the organizational level have been stressed. Some researchers argue that the gender of the manager has an effect on wages and that this effect might differ for men and women. Prior studies have analyzed the potential effect of manager gender on wages, but few empirical studies have scrutinized the question. The studies that exist use the proportion of female versus male managers in the organization as a measure of the effect of manager gender on wages. This paper however offers a direct test of the association of the gender of the immediate manager with men’s and women’s wages. Specifically, two hypotheses were tested: that (i) a female manager is negatively associated with women’s wages (ii) a female manager is negatively associated with men’s wages. To address the hypotheses, the analysis provides OLS regressions (for men and women separately) using survey data from European Social Survey (ESS) 2004 and 2010. The analysis includes theoretically and empirically relevant variables clustered in block of human capital, organizational and individual level variables. The results show that men’s wages are negatively influenced by having a female manager once human capital was adjusted for. There is no evidence that women’s wages are affected by having a female manager, since the share of women in the occupation and in the firm fully explains the negative association between female manager and wages for women. For female respondents, organizational factors seem to be of greater importance for wage determination than the gender of the immediate manager.

Les créances du salarié n’ont pas la même nature que les autres créances dont l’employeur peut être débiteur. Elles ont une nature alimentaire qui justifie une protection exorbitante en cas de placement de l’employeur en procédure collective. Une garantie originale des créances salariales a été créée pour pallier l’insolvabilité de l’employeur. L’objet de cette thèse est de rechercher la nature de cette garantie et d’analyser sa dynamique. La garantie des salaires n’a pas la nature d’un privilège puisqu’elle n’est pas assise sur les biens mobiliers et immobiliers de l’entreprise, mais sur les cotisations y afférentes. Elle n’a pas non plus la nature d’une assurance sociale, car la sécurité sociale est fondée sur une logique d’universalité et recouvre des mécanismes multirisques, alors que la garantie des salaires ne bénéficie qu’aux salariés et ne couvre que le risque de non-paiement des salaires. La dynamique de cette garantie permet de montrer que son objet ne se limite pas seulement au salaire, il s’étend aux accessoires du salaire et aux dommages-intérêts notamment ceux liés à un licenciement sans cause réelle et sérieuse ou en cas d’irrégularité de procédure. L’extension du champ des créances garanties permet davantage la sauvegarde de l’entreprise que de l’emploi. Cette dynamique incite, dans une certaine mesure, à la destruction de l’emploi, car les ruptures du contrat de travail auxquelles résultent les créances garanties sont fermées dans les délais qui ne permettent pas la mise en œuvre effective des mesures de maintien de l’emploi. L’employeur est toutefois le responsable principal de l’indemnisation des salariés, car c’est lui le titulaire du pouvoir dans l’entreprise. L’AGS, association patronale, est un responsable supplétif, mais d’autres responsables alternatifs existent. Cette thèse s’achève par une évolution souhaitant la construction du droit social des entreprises en défaillance pour supprimer, sinon réduire les incohérences constatées dans la mise en mouvement de la garantie
The employer’s debt to the employee has a particular nature. As the payment is necessary for the employee’s maintenance it justifies a specific protection within the collective insolvency proceedings. A particular guarantee is offered to the employees. This PHD’s aim is to study this guarantee’s nature and its dynamic. This guarantee does not consist on a preference over others debtor in the employer’s goods seizure. It is financed by the employer’s contribution. It is neither a social security’s insurance, as it only covers employees and not the whole population. This guarantee concerns not only wages but also all other employer’s debt to the employee’s even unemployment remedies. The institution in charge of this guarantee is a back-up guarantor. The main guarantor remains the employer. This PHD plead for a new social law applicable to firms in collective insolvency proceedings in order to solve the current guarantee’s issues

Les organisations patronales constituent des acteurs collectifs peu étudiés sur le plan universitaire alors qu'ils participent à l'élaboration et la mise en oeuvre de politiques publiques. L'objet de la présente thèse est d'étudier l'action d'une organisation particulière, la Fédération Française du Bâtiment dans le système de formation professionnelle en France. À l'issue d'une présentation et d'une analyse du fonctionnement de la Fédération Française du Bâtiment et des raisons qui justifient son engagement dans ce domaine, la recherche porte sur la façon dont la Fédération participe, aux côtés des autres partenaires sociaux de la branche du bâtiment, à l'élaboration et à la mise en oeuvre de différentes politiques publiques développées à plusieurs niveaux, dans un système de formation professionnelle complexe et peu régulé clans son ensemble. Elle montre que les partenaires sociaux sont de plus en plus sollicités pour participer, au niveau territorial, à de nouvelles formes de politiques publiques qui s'inscrivent dans le cadre du dialogue social et précise les raisons qui conduisent à s'interroger sur leur capacité à assurer cette représentation et à participer à la régulation du système
The employer's organizations constitute collective actors little studied at university level while they participate in the development and implementation of public policies. The subject of this thesis is to investigate the action of a particular organization, the Federation Française du Bâtiment in the system of professional training in France. At the end an overview and analysis of the functioning of the French Federation of building and the reasons for its commitment in this area, searching on the way in which the Federation participates, along with the other social partners branch building, the development and implementation of various public policies developed at several levels, in a complex training system and little regulated as a whole. It shows that social partners are increasingly solicited to participate at the territorial level to new forms of public policy who enroll in social dialogue and specific reasons which lead to wonder about their capacity to ensure this representation and to participate in the regulatory system

Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 2004.
Includes bibliographical references (p. 109-113).
Since the 1970's the economics of the urban informal sector (UIS) has received tremendous attention in development literature. Recently, scholars have delved into the politics within which this sector is embedded. With respect to the politics of its external relationship, conventional wisdom argued that quintessential to achieving positive outcomes for the UIS poor was the practice of autonomy of groups representing-the latter from dominant social institutions such as unions of formal sector workers, political parties and the government since political processes operating through these institutions was unresponsive to the needs of the UIS poor. The objective of this research is to revisit the history of an organization that has delivered positive outcomes for the UIS poor with the ultimate objective of answering the following questions: What is the nature of relationship between the UIS poor and dominant social institutions, primarily, the government? What are the conditions, if any, under which there could be a more cooperative and complementary relationship between these actors, while ensuring positive outcomes for the UIS poor? Can these conditions be generalized or are they time, place and case specific? I analyze the case study of the Self-Employed Women's Association (SEWA) to answer these questions. SEWA is one of India's most successful voluntary organizations having its roots in the trade union movement in India and has since 1972 organized more than 300,000 UIS women workers. I analyze the above-mentioned relationships during SEWA's evolution from its birth to its growth.
(cont.) The relationships during SEWA's growth are analyzed in the context of SEWA's campaigns for credit for self-employed women and secondarily by contrasting this campaign with SEWA's campaign for minimum wages. The research concludes describing how SEWA worked closely with all three institutions and particularly with the Indian government during its birth and growth. This positive relationship is seen even in the case of contemporary SEWA-government relationships. To be sure, the nature of these relationships varies during SEWA evolution depending on contextual specificities of time, place, person, policies, etc. Also, explanatory variables underlying these relationships differ in each of the stories told. Nevertheless, two common variables explain the positive relationship between SEWA and dominant institutions. These are progressive legislation coming from the central government in India and individual actors dedicated to social reform within the government, both at central and state levels.
by Harini Venkatesh.
M.C.P.

Relatório de Estágio do Mestrado em Gestão apresentado à Faculdade de Economia
O presente relatório surge no âmbito do estágio curricular, realizado no Grupo CH – CH Academy, em Coimbra, tendo por base o entendimento acerca dos fatores que fariam uma dada organização um bom local para trabalhar. Nos últimos anos a atração de talento tem-se tornado numa fonte de vantagem competitiva, uma vez que organizações que compreendam os fatores de atratividade por parte de potenciais colaboradores, terão uma estratégica única no mercado organizacional. Assim, atualmente, as pessoas são vistas como o recurso mais importante de uma organização, utilizando-se o conceito de guerra pelo talento quando se fala de atração de talento. Como forma de atrair o melhor talento, o mercado organizacional começou a utilizar conceitos de marketing associados aos recursos humanos, adotando novas práticas em termos de recrutamento. Surge assim o conceito de Employer Brand, uma noção essencial adotada pelas empresas na atual era tecnológica em que nos encontramos. Dada a importância do tema atualmente, este relatório tem como objetivo entender de que forma é que os fatores de atratividade de uma dada organização, a Delta Cafés, afetam a intenção de candidatura a um emprego nessa mesma organização, assim como perceber quais os fatores que impactam de forma mais significativa essa intenção. Para a validar desta hipótese e o respetivo modelo, procedeu-se à recolha de dados através de um questionário online, tendo sido aplicado a uma amostra de 85 indivíduos. Os resultados permitem confirmar a hipótese colocada, em que se conclui que, considerando a Delta Cafés, os fatores que mais impactam a intenção de candidatura a um emprego nesta organização são a reputação e o conteúdo do trabalho.
The current report was carried out as part of the curricular internship held at Grupo CH – CH Academy, in Coimbra, based on the understanding of what factors would make an organization a good place to work. In the past years the talent attraction has become an important source of competitive advantage, since the organizations that understand the factors of attractiveness by potential employees, will have a unique strategy in the organizational market. So, today, people are seen as the most important resource of on organization, using the concept of the war for talent when speaking about talent attraction. As a way of attracting the best talent, the organizational market started to use marketing concepts associated with human resources, adopting new practices in terms of recruitment. Thus, the concept of Employer Brand arises, an essential notion adopted by companies in the current technological era, in which we find ourselves. Given the current importance of this subject, this report has the objective of understanding in which way the attractiveness factors of a given organisation, Delta Cafés, affect the intention to apply for a job in this said organisation, as well as understanding which factors impact this intention more significantly. In order to validate this hypothesis and the respective model, data was collected through an online questionnaire, applied to a sample of 85 individuals. The results allow confirming the hypothesis, in which it can be concluded that, considering Delta Cafés, the factors the most impact the intention to apply for a job in this organisation are reputation and working content.

Cette recherche vise à mieux comprendre la mobilisation des ressources de pouvoir, par les associations patronales, dans le but d’influencer les politiques publiques, plus précisément dans le secteur de l’aérospatiale. Dans un premier temps, cette recherche tente de répondre à notre première question de recherche qui s’attarde à l’impact de la logique de représentation sur la détermination du champ d’intervention en matière de politiques publiques. Dans un deuxième temps, notre seconde question de recherche tente de cerner comment les associations patronales utilisent leurs ressources de pouvoir dans le but d’influencer les politiques publiques. D’un angle théorique, cette recherche s’inscrit dans le courant des travaux néo-institutionnalistes. Tout d’abord, les associations patronales sont perçues comme étant des «entrepreneurs institutionnels» capables d’influencer leur environnement institutionnel (Campbell, 2004 ; Streeck et Thelen, 2005 ; Crouch, 2005). Plus précisément, nous constatons également que les employeurs et leurs associations sont en mesure de mobiliser plusieurs leviers de pouvoir pour influencer, à leur avantage, les développements politiques et économiques des sociétés capitalistes (Traxler et Huemer, 2007). D’un angle empirique, notre recherche vise trois objectifs : cerner les logiques de représentation des associations patronales; identifier quels types de ressources sont à la disposition des associations patronales; analyser comment s’exerce le lien entre les ressources de pouvoir (internes et externes) et l’influence potentielle sur les politiques publiques (commerciales et du travail). Afin de rencontrer nos objectifs de recherche, nous avons utilisé la technique de l’étude de cas. Cette méthode qualitative est l’un des meilleurs moyens pour analyser un phénomène inconnu car elle fournit des données en profondeur. Cette recherche suit les recommandations de Merriem (1998) qui propose de mener la recherche en trois grandes étapes : la préparation, la collecte des données et l’interprétation. Nous avons recueilli nos données à l’aide d’entrevues semi-dirigées, conduites à l’hiver 2012. Ces entrevues ont été menées auprès de représentants des associations patronales du secteur de l’aérospatiale. Nous avons effectué une analyse qualitative des données en fonction de notre revue de littérature et nos propositions de recherche. Dans cette perspective, nous avons utilisé la technique de l’appariement logique de Yin (1994) qui consistait à comparer nos observations avec nos propositions de recherche. Enfin, il faut mentionner que cette méthode de recherche (étude de cas) comporte une importante limite de recherche : la généralisation. Effectivement, nous pouvons difficilement généraliser les résultats de notre recherche à une autre population, considérant les nombreuses particularités du secteur de l’aérospatiale. Toutefois, cette recherche a tout de même contribué à enrichir les connaissances sur l’acteur patronal organisé au Canada.
This research aims to have a better understanding of the mobilization of power resources by employers' associations in order to influence public policy, specifically in the aerospace sector. In the first place, this research attempts to answer our first research question which concerns the impact of the logic of representation on the public policy’s intervention. Furthermore, our second research question seeks to identify power resources used by employer associations. From a theoretical perspective, this research is a part of the current neo-institutionalist work. First, employers 'associations are perceived as "institutional entrepreneurs' because they have the ability to influence their institutional environment (Campbell, 2004; Streeck and Thelen, 2005; Crouch, 2005). Specifically, we also find that employers and their associations have been able to mobilize several power levers to influence, to their advantage, the political and economic developments in capitalist societies (Traxler and Huemer, 2007). On the empirical perspective, our research has three objectives : identify employer associations’ logic of representation; identify which types of resources are available for the associations; analyze the relationship between power resources (internal and external) and the potential influence on public policies (commercial and labor law). To meet our research objectives, we used the case study as our research method. This qualitative method is one of the best way to analyze an unknown phenomenon because it provides in-depth data. This research follows the recommendations of Merriem (1998) who propose to conduct a research in three main stages: preparation, data collection and interpretation. We collected our data using semi-directed interviews conducted in the winter of 2012. These interviews were conducted with employers' associations representatives of the aerospace sector. We performed a qualitative analysis based on our review of the literature and our research proposals. In this perspective, we used the technique of patterns matching developed by Yin (1994) which consist to compare our results with our research proposals. Finally, it should be noted that this research method (case study) has an important methodological limit: generalization. Indeed, we can hardly generalize our results to another population considering the fact that there are specific aspects related to the aerospace industry. Nevertheless, this research has contributed to have a better understanding of the role of employer associations in Canada.

Fourteen years after the demise of apartheid and embrace of democracy, South Africa as a nation is still undergoing its transformation politically, socially and economically. This environmental churning has high impact on employee perceptions within the workplace, which subsequently affects retention rates. Among the challenges facing people managers in this environment is employee motivation. However, to thoroughly understand what motivates today’s diverse employee base, one needs to look further than the current landscape into historical backgrounds, to build up character models for different demographics. The study aimed to identify associations between employee motivation and employee demographics (gender, age, race and organisational level) in the South African banking industry by also taking into account South African history to understand these associations and to translate the insights gained into effective leadership. A survey questionnaire, based on ten motivation factors, was adapted from similar studies pioneered by Kovach in 1946, who conducted subsequent studies in 1987 and 1995. The questionnaire for this study was forwarded via email to South African banking employees requesting them to provide demographic data and complete a short questionnaire with two countercheck questions per motivation factor. The collected data was then analysed to identify any associations by highlighting differences in means of the responses to the motivation factors between employee demographic categories. The means were also used to rank the ten motivation factors for each demographic category. It was concluded that there were associations, particularly between generations and the motivation factors, while gender showed the least association. On the other hand, similarities were also identified. Deserving of particular mention are similarities indicative of the Ubuntu concept of African culture across all demographic categories. Recommendations for retention strategies were provided based on these conclusions.

This dissertation presents an anthropological examination of the efforts of the Self- Employed Women's Association (SEWA) in Ahmedabad, Gujarat, India, to effect social change. The study is based on fieldwork carried out in 1993 and 1994. SEWA attempts to improve the situation of economically marginal women in urban and rural Gujarat, by altering the conditions in which they labour. SEWA works from a reformist position, which allows it to (i) criticise existing development practices, (ii) influence government policies concerning the very poor and (iii) assist in the implementation of those government programmes intended to benefit the very poor. I put forth the argument that SEWA's most useful contribution to social change may lie in its efforts to reconceptualise existing relations between labour, gender and poverty. SEWA has attempted to create different, and more "positive", perceptions of the economicallymarginal women, and to bring the issues which concern them to wider public awareness. The dissertation describes SEWA's ideological and practical struggles to effect these changes. The bases of the ideology are the organisation's efforts to define its members and its purpose in the terms it finds appropriate and its insistence that development which is to benefit women must be focussed exclusively on them. The organisation's strategies include the establishment of a powerful organisation which is now linked with national and international agencies committed to improving the economic conditions of the poor. Other strategies include mounting legal challenges to unfair practices, creating employment, regularising relations between employers and employees and working to establish bonds between women of different conimunities and sub-castes, through its efforts to alter women's perceptions of themselves. A number of internal struggles between highly educated middle class activists with global worldviews and the women SEWA designates as self-employed are examined. Two of the organisation's efforts to put ideology into action, and the social factors which impeded those efforts, are described. Some of those impediments are internal to the organisation, such as conflicts between members and organisers about the purpose of the organisation, and their different roles in it. Others are external, and are situated in the domestic domains of the members' lives and in the social and economic context of the city of Ahmedabad. The fact that only women can belong to SEWA is a crucial element in the organisation's construction of a development alternative, but that fact has the paradoxical effect of isolating women conceptually from the social and familial networks in which they live and work. In the future, SEWA may have to decide whether to retain its alternative, women-focussed approach or to integrate its development activities into the wider context of economically marginal women and men.

碩士
國立東華大學
會計與財務碩士學位學程
105
Using a sample of 2,142 open market share repurchase programs initiated by firm trading on the Taiwan exchange market and GreTai security market from August 2000 to December 2015, this study applies Tobit regression to analyze the association between the employee stock option and the share repurchase completion rate. The empirical results based on the entire sample do not provide evidence supporting the significant relationship between the employee stock option and the share repurchase completion rate. This study further identifies the employee stock option held by executives or non-executives and the purpose behind share repurchases. A significant positive association between the executive stock option and the repurchase completion rate is found in firms repurchasing shares outstanding to transfer them to employees or to fund convertible securities but this association becomes insignificant if firms repurchase shares for signaling. This result is consistent with the expectation that managers favor using share repurchases as a way of substituting cash dividends with higher tax rates or countering the diluted effect of executing stock options.

博士
國立臺灣大學
會計學研究所
93
The employee stock bonus plan is a commonly adopted incentive compensation scheme in Taiwan, especially in high-tech companies. The main purposes of granting huge employee bonuses to employees are to attract and retain excellent employees, to motivate them and to improve their working attitude. Furthermore, granting firms expect this incentive scheme will improve their future firm performance. Under the current accounting practice in Taiwan, the employee bonuses are not recognized as compensation cost, which results in an overstatement of the reported earnings and induces excess distribution of employee bonuses. Since 2002, when foreign investors raised concerns about the adverse impact of this accounting treatment for the employee bonuses, it has become a hot topic in the Taiwanese stock market. The main purpose of this paper is to investigate the relationship between employee bonuses and subsequent firm performance. This study finds that the employee bonuses have a weakly significant and positive incentive effect on subsequent firm performance. However, after adjusting subsequent operating performance by considering the expenses of employee bonuses, the results no longer support the hypothesis that higher bonus ratio will create better subsequent firm performance. This means that the dilution effect of the employee bonuses is greater than its incentive effect and that this is caused by an excess distribution of employee bonuses (or excess profit sharing). In addition, the results do not support the hypothesis that the higher the percentage of the stock bonus the better the subsequent firm performance. The results suggest that managers should not distribute excess employee bonuses in order to improve corporate governance, but may adopt other effective compensation plans to motivate their employees. In addition, this paper suggests that regulatory agencies or accounting standards setting bodies have to amend the current accounting treatment to recognize the expenses of the employee bonuses. This would improve the reliability and transparency of financial reporting, and also help to generate a reasonable employee bonus plan.

The present research investigates three current debates in commitment research. In order to contribute to these debates and to provide novel insights, the present research consistently applies a differentiated multi-target approach by distinguishing between employees’ commitments to the organization and their commitments to its constituents top management, supervisors, and workgroups. In addition, it considers recent developments in the conceptual refinement of commitment and consistently aims to strongly build on established basic theoretical foundations of social psychology as well as on incorporating methodological advancements. The first study investigated the debated relationship between values and commitment. Specifically, it compared the relevance of employee values, commitment target values, and of their congruence for employee’s multiple commitments. Results indicate that targets’ values are most important for commitment, especially the targets’ people-centered values. In contrast, value congruence between targets and employees appears to play a less important role than implied in much previous research. The second study investigated the debated relationship between commitments and employees’ readiness for change. Again applying a multi-target perspective, results showed that the association was only positive when the different commitment targets were perceived to advocate changes. If the target’s change advocacy was low, the association between commitment and change readiness disappeared or even turned negative. Finally, the third study investigated the debated relationship between global commitment to the organization and specific commitments to its constituents. This research question again implied the use of a multitarget perspective and was investigated in a multi-cohort cross-lagged panel design to understand the influences between commitments. Results indicate that global commitment influences the specific commitments of low-tenured employees; however, in medium- and high-tenured employees the different commitments grow independent of each other. Taken together, the studies demonstrate that reassessing the debated associations with higher differentiation and a multi-target perspective can contribute to explaining the mixed findings in previous research. Moreover, moderations and conditions identified in the present research shed more light onto the processes that underlie commitment development and effects. Most importantly, the present research strongly encourages researchers and practitioners to consider the multiple targets of commitment and their values and goals in order to better understand and manage employee commitment.

碩士
國立臺灣海洋大學
航運管理學系
105
It is important to increase the number of factors that employees are willing to offer their expertise for the company, if business management personnel agree that “Employees are the most important asset of the company.” The purpose of the research is to explore the associations among corporate culture, job security, employee silence and find some ways to suggest the company how to motivate their employees. Questionnaires were sent to the full-time workers of different backgrounds which in the northern part of Taiwan, during the period from August 20, 2016 to September 20, 2016, we issued a total of 205 questionnaires, 205 copies were collected and 197 samples are valid, which yielded 96.09% applicable rate. The returned questionnaires were analyzed by descriptive statistics analysis, exploratory factor analysis, reliability analysis, correlation analysis and regression analysis. Major findings are as follows: 1. “Supportive and innovative culture” have a significant impact on job security. This means that when employees are in harmony, open, with family warmth or emphasis on innovation, allowing risky work environment, help to improve the sense of security of employees. 2. Job security will significantly affect the employee silence. When employees' sense of job security is higher, they will have a negative impact on acquiescent silence and defensive silence, and have a positive effect on prosocial silence. 3. “Supportive and innovative culture” have a negative impact on “acquiescent and defensive employee silence”, while innovative corporate culture has a positive impact on prosocial silence. 4. The mediating effects performance in job security on innovative culture and prosocial silence are also verified. Based on the findings of the research, some recommendations were provided for the company and future research.

碩士
淡江大學
會計學系碩士在職專班
102
This study aims to explore the immediate and mediating effects of self-efficacy, well-being and job satisfaction among employees. With questionnaire survey as research method and current employees as study objects, a total of 310 questionnaires were recovered, with 306 valid copies and the effective recovery rate of 98.71%. The date obtained was then processed by the software LISREL for structural equation modeling analysis: The study findings are summarized as follows: 1. Self-efficacy positively affects well-being 2. Self-efficacy positively affects job satisfaction 3. Well-being positively affects job satisfaction 4. Well-being partially serves as a mediator between self-efficacy and job satisfaction Based on the above results, well-being serving as a mediator between self-efficacy and job satisfaction lies in the fact that the proposed well-being scale is inclined to focus on inner feelings. In the current environment, employees should pay more attention to substantial needs in terms of well-being, like physical demands, higher salary, etc. Thus, if the “tiny but real well-being” can be achieved, the mediating effect of well-being on self-efficacy and job satisfaction may be enhanced.

碩士
逢甲大學
經營管理碩士在職專班
98
Organizational climate has been a very important cultural element in organization. Around the competitive environment, companies nowadays devote themselves to developing not only in profession techniques but also in human resources those are stable, faithful, and positive. The purpose of this study highlights: (1)gaining insight into the relationship between organizational climate dimensions and employee turnover. (2)exploring the climate reasons why employees quit their jobs. (3)exploring the relationships between organizational climate dimensions and demographic variables. This study used the survey method to conduct primary data collection by questionnaires. Basing on the past research focusing on the relationship between the climate or culture and employee turnover macro variables, this study further explores the micro dimensions of organizational climate according to practitioners’ individual response. The study sent out 384 copies of questionnaires to the research samples, 296 responded, approximately 65.1% effective response, and using SPSS 12.0 statistical soft package to do the descriptive statistics and correlation analysis.

Cette recherche s'intéresse à l'acteur patronal organisé, encore peu étudié en Amérique du Nord. Pourtant, cet acteur est fortement organisé au Québec et il exerce une influence reconnue sur les politiques publiques et les relations industrielles. Cette recherche vise à mieux comprendre la logique d’action des employeurs et les lieux où ils exercent leur influence. Plus important encore, la recherche s’interroge sur les mécanismes de diffusion utilisés par les associations patronales pour transmettre à leurs membres des orientations et des lignes directrices à adopter. Tout comme pour l’acteur syndical qui doit développer sa capacité représentative (Dufour, Hege, Levesque et Murray, 2009), nous croyons qu’il en est de même pour l’acteur patronal. Bref, cette étude cherche à comprendre comment les associations patronales vont s'assurer que leurs membres adoptent des pratiques en lien avec les positions défendues dans les institutions du marché du travail et dans la sphère des politiques publiques. Notre question de recherche est la suivante : Quels sont les mécanismes développés par les associations patronales pour diffuser leurs orientations en matière de politiques publiques et de relations du travail en vue d’influencer les pratiques locales de gestion de leurs membres? Au plan théorique, cette étude mobilise les idées développées par les approches néo-institutionnalistes pour mieux expliquer comment les acteurs vont utiliser les institutions en place pour façonner les règles dans leurs intérêts, ce qui suppose d’abord une capacité de représentation et une cohérence dans les actions entre les niveaux où se situent l’acteur. On cherche à comprendre comment les associations peuvent coordonner les actions patronales en réaction aux changements qui s’opèrent dans l’environnement institutionnel. Les associations patronales sont des entrepreneurs institutionnels (Crouch, 2005) qui sont à la recherche active d’opportunités et de leviers de pouvoir à utiliser pour maximiser leurs intérêts de leurs membres et par la même occasion, réduire les incertitudes en provenance de l’environnement (Campbell, 2004; Streeck et Thelen, 2005; Crouch, 2005). Toujours au niveau théorique, cette étude se base sur les idées avancées par la sociologie des logiques d’action. Cette approche théorique nous permet de rendre compte des niveaux sectoriel et local où s’enracinent les comportements des employeurs. Au niveau sectoriel, il existe une pluralité d’instances qui contribuent à façonner les logiques d’actions des associations patronales. La sociologie des logiques d’actions nous permet d’envisager l’association patronale comme un groupe qui dispose d’une vie qui lui est propre avec une relative autonomie de fonctionnement. La capacité d’influence de l’association serait tributaire des mécanismes de coordination de l’action utilisés pour susciter l’accord au sein du groupe. Les mécanismes de coordination de l’action devraient permettre une connexion régulière et stable entre l’association et ses membres. Cette recherche s’intéresse aux associations patronales qui ont recours à un ensemble de moyens pour diffuser les orientations privilégiées aux entreprises membres. Au plan empirique, cette recherche propose de répondre aux trois objectifs suivants : (1) mieux comprendre les formes d’organisation patronales dans les mines au Québec; (2) mieux saisir la structure et la logique d’action des associations patronales sur les politiques publiques, les relations de travail et le marché du travail et finalement (3) mieux comprendre les mécanismes développés par les associations patronales pour diffuser leurs orientations en vue d’influencer les pratiques locales de gestion de leurs membres. Pour atteindre nos objectifs de recherche, nous avons utilisé une méthodologie qualitative de recherche soit une étude de cas du secteur des mines au Québec. Cette dernière a été conduite en trois étapes : la préparation, la collecte des données et l’interprétation (Merriam, 1998). Les données de cette étude ont été recueillies à l’hiver 2012, par le biais d’entretiens semi-directifs auprès de gestionnaires d’entreprises minières et de dirigeants d’associations minières. Une analyse qualitative du contenu de ces entrevues a été effectuée en lien avec la revue de littérature et nos propositions de recherche. À cette fin, nous avons utilisé la technique de l’appariement logique de Yin (1994), ce qui nous a permis de comparer nos observations à nos propositions de recherche. Au niveau des résultats, nous avons pu constater que les associations patronales du secteur des mines au Québec, endossent davantage le rôle de porte-parole de l’industrie auprès du gouvernement que celui de développeur de services aux membres. Les actions des associations patronales s’exercent à tous les niveaux décisionnels afin d’assurer la meilleure promotion possible des intérêts des employeurs. La représentation politique représente le champ d’activité le plus important qui compose la logique d’action des associations patronales de la filière minérale québécoise. Mentionnons également que la représentation des intérêts des entreprises auprès du public et des médias est également vitale à l’action collective patronale dans un souci d’acceptabilité sociale. Les associations d’employeurs vont tenter principalement d’influencer les pratiques en relations industrielles qui permettent d’assurer une meilleure image de l’industrie et qui sont jugées prioritaires en fonction du contexte institutionnel en place. La recherche nous a permis d’observer un impact favorable et significatif à la capacité de diffusion pour cinq des sept mécanismes de diffusion faisant partie de notre modèle d’analyse. Trois de ces cinq mécanismes favorisent la capacité de diffusion descendante (transposition de la logique d’action sectorielle sur les pratiques locales des membres) et les deux autres favorisent plutôt la capacité de diffusion ascendante (transposition des enjeux locaux jugés prioritaires sur la logique d’action sectorielle). Les mécanismes qui supportent au mieux la cohésion au sein de l’association sont ceux qui impliquent une relation dynamique entre les représentants et les membres et entre les membres eux-mêmes d’où la pertinence d’une diffusion descendante et ascendante des orientations. Il est à noter qu’étant donné que cette recherche consiste en une étude de cas, des limites méthodologiques liées à la généralisation des résultats sont présentes. Il n’est pas aisé d’affirmer que les résultats de cette microanalyse soient généralisables en raison des spécificités du secteur à l’étude. En contrepartie, les analyses ont servi à l’élaboration d’un modèle qui pourra être utilisé dans des études futures.
This research focuses on employer collective action to this day little studied in North America. Yet, this actor is highly organized in Quebec and has an influence on public policies and industrial relations. This research aims to gain a better understanding on employer’s logic action and the areas where they exert their influence. Most important, the research questions the diffusion mechanisms used by employer’s organizations to transmit orientations and guidelines to adopt by their members. Like the unions who has to develop their representative capacity (Dufour, Hege, Levesque and Murray, 2009), we believe it should be the same for the employers. Notably, this research wants to understand how the employers’ organizations makes sure that their members adopt practices related to the positions defended in labor market institutions and in the area of public’s policies. Our research question is the following one: What are the mechanisms developed by employers’ organizations to diffuse their orientations about public’s policies and labor relations on the local managing practices of their members? On the theoretical plan, this research is based on ideas developed by neo-institutionalism theories for a better explanation of how the actors used the institutions in place to shape the rules to their best interests, what points to a representative capacity and coherence in the actions between the levels where the employer is present. We are looking to understand how the employers’ organizations can coordinate the employers’ actions in reaction to the transformations in the institutional environment. The employers’ organizations are institutional entrepreneurs (Crouch, 2005) who are actively researching opportunities and power leverage to use to maximize their members’ interests and by the same occasion reduce the uncertainty issued from the environment (Campbell, 2004; Streeck et Thelen, 2005; Crouch, 2005). Still on the theoretical plan, this research is based on the ideas proposed by the logic of action sociology. This theoretical approach allows us to account for local and sectorial levels where the employers’ behaviors are rooted. On sectorial level, there is a plurality of instances who contributed to shape the logic of action of employers’ organizations. The logic of action sociology considered the employer organization as a group with a distinct life and a functional autonomy. The influence capacity of the organization depends on the coordination mechanisms used to generate agreement within the group. The coordination mechanisms should allow a regular and stable connection between the organization and their members. This research is interested by the employers’ organization that uses a set of means to diffuse the privileged orientations to the enterprises members. On the empirical plan, this research targets three objectives: (1) To gain a better understanding of the employers organizations forms in the Quebec mining sector; (2) obtain a better understanding of the structure and the logic of action of the employers organizations on the public policies, labor relations and labor market and finally, (3) to attain a better understanding of the mechanisms developed by the employers organizations to diffuse their orientations on the managing local practices of their members. In order to meet our research objectives, we used a qualitative research methodology; the case study of the Quebec mining industry was used. This method was processed in three steps; the preparation, the data collection and the interpretation (Merriam, 1998). Data for this research was collected during the winter of 2012 from interviews with mining enterprises managers and mining association managers. A qualitative analysis of the interview content was made and linked to the literature review and our research propositions. To this end, we used the patterns matching Yin (1994). This allowed us to compare our observations with our research propositions. In terms of results, we found that employers' associations in the mining sector in Quebec endorse further the role of spokesman for the industry to the government rather than service developer to members. Actions of employers' association takes place at all levels of the decision making process to ensure the best possible promotion of employers interests. Political representation is the most important field of activity which composes the logic action of employers' associations in the Quebec mining sector. It is important to note also that the representation of business interests with the public and media is also vital to employers’ collective action in the interests of social acceptability. Employers' associations will mainly try to influence industrial relations practices that ensure a better image of the industry and are prioritized based on the institutional context in place. Research has allowed us to observe a positive and significant impact on the diffusion capacity for five of the seven diffusion mechanisms composing our analysis model. Three of these five mechanisms promote downward diffusion capacity (transposition of the logic of sectoral action of members on local practices) and the other two tend to favor the upward diffusion capacity (transposition of local issues judged a priority on the sectors logic action). Mechanisms that better supports cohesion within the organization are those that involve a dynamic relationship between representatives and members and between members themselves thus demonstrating the relevance of a downward and upward diffusion direction. It should be noted that since this research is a case study, there is some methodological limits specifically in the generalization of the results. It is hard to state that the results of this micro-analysis are generalized regarded to the specificities of the case study. On the other hand, the analysis helped to the elaboration of a model that can be used for future studies.

碩士
國立屏東科技大學
農企業管理系所
106
Abstract Student ID：N10550011 Total Page：93 Title of Thesis：The Study of Farmer Association Employee Job Stress, Happiness and Job Performance— Ren Wu Farmer Association for Example Name of Institute：Department of Agribusiness Management, National Pingtung University of Science and Technology Graduate date：July, 2018 Degree Conferred：Master Name of student：Chang, Pi-Fen Advisor：Dr. Lin, Yeong-Shenn The Contents of Abstract in this Thesis： Farmer association faces highly compete in credit business and agriculture translation business because of economic decline in Taiwan. Farmer association needs to strengthen management advantage constantly in order to offer best service to farmer and market. Farmer association has those advantages. The biggest amounts service spots in Taiwan and close partnership with farmer, non-benefit organization. Farmer association can keep advantages if they change management style. The main point of this study is to investigate the job stress, happiness and job performance score of farmer association. Tries to clarify the relationship of job stress, happiness and job performance. 58 respondents interviewed. The results show below. a. The questionnaire of job stress, happiness and job performance have fine reliability and validity. b. Respondents have high internal conflict feeling. Respondents have high happiness and job performance score. c. Internal conflict and happiness significantly influence job performance. d. Respondents background have no difference on job stress, happiness and job performance. The suggestions offer below. a. Studying out sustainable management goal of farmer association. b. Encouraging staff join continuous education. c. Improving staff self value. d. Building up unimpeded internal communication channel. Keywords: farmer association, job stress, happiness, job performance

博士
國立臺灣大學
農業推廣學研究所
93
The purpose of the study is to understand the attitude of the employee investing company in Farmer Association. In accordance with the research motivation and objectives, questionnaire was designed and sent to the employee of the Farmer Association in Taiwan. The empirical data was analyzed using the SPSS and AMOS statistical software packages. Conclusions drawn from the study included the implications for management practice and academic research, and recommendations were made for the public policy makers and managers of Farmer Association. Based on the theory of proposed model, the study used the structural equation modeling (SEM) technique to test and investigate the fitness between the need and the attitude in the rule of investing company of Farmer Association. Then, finding out the correlation exists in the latent variables and the key factors in the research model. The research results show that the theory of planned behavior model could be used to explain and predict the attitude propensity in investing company. It could also be used to explain and predict the management philosophy, organizational culture, performance and change in Farmer Association, and there was positive relationship between the need and the attitude in investing company of Farmer Association. Furthermore, through its respective key factors, the level of the mutually positive correlations would be affected. Based on the research findings, the possible managerial and academic implications were proposed, the solid recommendations were made to the relevant government agencies and the Farmer Association managers such that they can use the information as a reference on their evaluation and execution in investing company.

碩士
臺北醫學大學
醫務管理學研究所
102
The objective of this research consists in establishing the managers’ leadership style and how it impacts on subordinates’ job satisfaction at Shuang Ho and Armed Forces General Hospitals in Taiwan. This research was guided by the following questions: 1) What are the leadership characteristics of the managers of the two Hospitals? 2) What determines goodness and fit between a manager’s leadership style and employees’ job satisfaction? and, 3) What are the determinants of job satisfaction that have more impact on subordinates? This study was designed as a Basic Interpretive Qualitative approach which main objective was to get a better understanding about this topic through first-hand experience, truthful reporting, and quotations of actual conversations. The sample population consisted of two managers and seven employees. Interviews results showed that managers have consultative leadership style; this positive and collaborative style demonstrated to create a positive work environment for subordinates. Therefore, employees claimed to be satisfied in their work. The results also showed that subordinates generally expect to receive more autonomy and freedom to make more decisions in their job. They also value a leader who can make clear and consistent decisions while considering their opinions involved. In terms of the factors that increase subordinates’ job satisfaction. It was observed that most employees feel more satisfied when they are compensated with extra bonus and extra payment, while other employees feel that the promotion and recognition increased their personal and professional satisfaction.

碩士
國立東華大學
會計與財務碩士學位學程
99
Expensing employee bonus beginning on January 1, 2008, employee bonus from companies has been stated as expense instead of earnings distribution. It will make company’s net profit decreased and also reduced tax costs. However, the policy’s effect on effective tax rates is not known. The effective tax rate has been measured of the degree of corporate tax burden. This study defined effective tax rate as current income tax expense divided by net profit before tax. Except the traditional variables that affect the effective tax rate, in order to analysis the expensing employee bonus effect the effective tax rates after imply the expensing employee bonus, this study added deferred tax assets and deferred tax liabilities into the model. This study also analyzes the amount of dividends effect to the effective tax rates after imple the expensing employee bonus. The results found that, when corporat’s deferred income tax assets is higher, the implement of expensing employee will increase the effective tax rate.When corporat’s deferred income tax liability is higher, the implement of expensing employee will decrease the effective tax rate. Furthermore, the results found after the implement of expensing employee, when corporate has deferred income tax expense, the amount of dividends is negative with effective tax rats, but there is no significant when corporate did’t have deferred income tax expense or have deferred income tax benefits.

碩士
國立臺灣海洋大學
航運管理學系
104
Due to recent ear changes in the global economic, sustainable development become to continuation of the conditions for survival. Corporate human resources considerable investment and planning multiple revolution. Derived from all walks of life and diverse atypical employment typical state, the use of more traditional class distinctions and high human use practices, creating "poor staff" public opinion. Accustomed to the traditional employment relationship industry personnel questioned the behavior and how to make such a point of view of labor relations and agreements, let alone how to balance the interests of labor and industry profits? For this study explored solutions, identity and enhance staff is motivated behavior of the organization. But also to make people-oriented enterprises, improve the care staff to promote positive commitment of employees and improve performance as. Discussion then were employees of the organization and the perception of fairness under the status of cognition, relies instead on two cognitive peers and supervisors, affect the degree of recognition of the work and the work of positive behavior. Hoping the initiative to work, attitude and behavior of employees, and the related impact of variables, to provide organizational and personnel appointments reference to motivate staff, human resources management to play its multiplier effect. Through references found through distributive justice, procedural justice, organizational justice will have an impact on employee behavior; this study via a questionnaire to the North over thirty domestic employees as research organizations surveyed, according to study motivation through contact telephone contact with the consent of, the 300 questionnaires were returned of 273 copies, 260 valid samples, and then through the program SPSS statistical analysis, and reliability analysis, Pearson product-moment correlation analysis and hierarchical regression analysis, to verify the hypothesis put forward, the following conclusions: 1. The staff of the organization and its fair cognitive status (peer, supervisor) significantly associated with cognitive. 2. The staff on the status of cognition and behavior with recognition of the work associated with significant. 3. The staff on the status of knowledge and positive work behavior associated with significant. Keywords: organizational justice, status perception, job identification, positive attitude

碩士
中原大學
企業管理學系
87
The purpose of this study is to discuss the associations among participation management, corporate culture and labor relations climate. We propose three main hypotheses by reviewing previews literatures. In the first hypothesis, we discuss the associations between employee participation management and labor relations climate. In the second hypothesis, we discuss the associations between corporate culture and labor relations climate. In the third hypothesis, we discuss the interaction effects of the participation management and corporate culture on labor relations climate. In view of this, we use surveys to get empirical data. By statistical analysis, we conclude major results as follow: 1. There are significant correlations between the participation management and labor relations climate. This means, when the degree of participation management is high, the labor relations climate is better. 2. There are significant correlations between the corporate culture strength and labor relations climate. This means, when the strength of corporate culture is strong, the labor relations climate is better. 3. The interaction effects of the participation management and corporate culture on labor relations climate are not significant, but these effects on some factors of the labor relations climate are significant. A company adopts the participation management when corporate culture is strong, then the effects to improve labor relations climate will be more significant than when corporate culture is weak.