Dissertations / Theses on the topic 'Employment context'
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Luckman, Peter Craig. "Restraint of trade in the employment context." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/842.
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Clauses in restraint of trade agreements concluded between an employer and an employee often present difficult legal issues to deal with. This complexity is due to the fact that a court, in deciding whether to enforce a restraint provision, has to strike a balance between two equal but competing policy considerations, namely, the sanctity of the contract and the freedom of movement of people in a market economy. In striving to balance the sanctity of contract with the right of freedom to trade, it is necessary to decide which of these two policy considerations should take precedence by having regard to the public interest served by them in the particular circumstances. In the watershed case of Magna Alloys and Research(SA)(Pty) Ltd v Ellis, the Appellate Division decided the sanctity of contract had greater precedent in South African law and that undertakings in restraint of trade were prima facie valid and enforceable, unless the party seeking to avoid its obligations could show that the restraint of trade was contrary to public interest. The second consideration, namely that a person should be free to engage in useful economic activity and to contribute to the welfare of society, tempers the sanctity of contract considerations. Accordingly, the courts have struck down any unreasonable restriction on the freedom to trade where it was regarded as contrary to public interest. In considering the reasonableness and therefore the acceptability of restraint of trade provisions from a public policy perspective, the following five questions need consideration: Is there a legitimate interest of the employer that deserves protection at the termination of the employment agreement? If so, is that legitimate interest being prejudiced by the employee? If the legitimate interest is being prejudiced, does the interest of the employer weigh up, both qualitatively and quantitatively against the interest of the employee not to be economically inactive and unproductive? Is there another facet of public policy having nothing to do with the relationship between the parties but requires that the restraint should either be enforced or rejected? Is the ambit of the restraint of trade in respect of nature, area and duration justifiably necessary to protect the interests of the employer? In enforcing a restraint, the court will consider all the facts of the matter as at the time that the party is seeking to enforce the restraint. If a court finds that the right of the party to be economically active and productive surpasses the interest of the party attempting to enforce the restraint, the court will hold that such restraint is unreasonable and unenforceable. Consideration of the enforceability of restraints is often found to be challenging in view of the answers to the above stated five questions often remaining of a factual nature and subjective, i.e. the view and perceptions of the presiding officer play an important role. A further complexity is the limited early effect which the Constitution of the Republic of South Africa had on dispute resolution pertaining to restraints of trade in the employment context and the prospects of imminent changes to the pre-Constitutional era locus classicus of Magna Alloys and Research (SA)(Pty) Ltd v Ellis.
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Simon, Frances H. "Prison work in the context of social exclusion." Thesis, Brunel University, 1999. http://bura.brunel.ac.uk/handle/2438/6511.
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Social exclusion is a multi-dimensional concept, but for most people an important component of social inclusion is work, meaning paid employment. The harshest form of social exclusion is imprisonment. Yet prisoners are required to work, which raises the question of the relationship between prison work and social exclusion or inclusion. Historically the purposes of prison work have been shifting and various, and in recent decades have been the subject of confusion and ambivalence. Empirical research on prison work in the 1990s suggests that underlying the confusion is the tension between opposing pressures: for social inclusion and social exclusion. In some respects prison work resembles normal work, and some prisoners receive training leading to qualifications which should help them get employment on release. Yet in other respects the prison's requirements to keep the workers captive and to maintain the system prevent inmates' work and training from being a socially inclusive experience. Other matters, like the funding of prisoners' training, reinforce a sense that prisons are separate from the rest of society. Efforts by the Prison Service since the Woolf Report to make prison regimes aid inmates' rehabilitation, i.e. their eventual social inclusion, have been hamstrung by the reappearance of three constraints which dogged progress in former years: an increasing prison population, preoccupation with security, and lack of money. These have arisen from public and political pressure for the social exclusion of offenders. Since 1997 the Labour government has initiated wide policies to promote a more inclusive society, has shown interest in restorative justice, and has given prisons more money for constructive regimes. Yet Labour has also endorsed measures which perpetuate offenders' social exclusion, like the Crime (Sentences) Act and the proposal to allow employers to demand criminal record certificates from all job applicants. Thus the conflict between pressures for social inclusion and social exclusion continues, and the tension is well illustrated by the issues surrounding prison work.
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Vignoli, Daniele, Anna Matysiak, and Marta Styrc. "The positive impact of women's employment on divorce: Context, selection, or anticipation?" Max Planck Institute for Demographic Research, 2018. http://epub.wu.ac.at/6218/1/38%2D37.pdf.
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BACKGROUND: Empirical findings regarding the impact of women's employment on divorce are mixed.
One explanation is that the effects are moderated by the country context. Another is that previous studies have failed to account for unobserved factors that introduce bias into the estimated effects. Studies also rarely consider possible anticipatory employment behavior on the part of women who are thinking of divorce.
OBJECTIVE: The aim of this study is to deepen our understanding of the nexus between women's employment and divorce in a comparative perspective.
METHODS: We adopt an analytical strategy that allows us to account for selection and anticipation mechanisms. Namely, we estimate marital disruption and employment jointly, and
monitor the timing of divorce after employment entry. This approach is implemented using micro-level data for Germany, Hungary, Italy, and Poland.
RESULTS: We find that women's employment facilitates marital disruption in Italy and Poland, but not in Germany and Hungary. We also show that selection effects play out differently in different contexts. Finally, we notice traces of anticipatory behavior in Italy.
CONTRIBUTION: We conclude that women's employment is less likely to be linked to divorce in countries with easier access to divorce and in countries with more generous financial support for families and single mothers, which in turn makes women less reliant on the market. With this study we hope to encourage future researchers to consider the
potentially distorting effects of selection and anticipation strategies in (comparative) divorce research.
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Motiejūnaitė, Akvilė. "Female employment, gender roles, and attitudes : The Baltic countries in a broader context." Doctoral thesis, Stockholms universitet, Sociologiska institutionen, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-7340.
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This thesis consists of four constituent studies exploring several common themes: female participation in employment, normative assumptions regarding the proper roles of males and females, and social change. The underlying focus is gendered division of work, which is explored through the concept of family models. These models are conceptualized with reference to the interrelationships between female employment, availability of care services outside the family, and sharing of care work within the family. The empirical analysis is mostly based on the Baltic countries, but also includes Germany, Sweden, and Russia. By examining the variation between the countries, the research aims to highlight some common issues regarding the gendered division of work, issues that bridge the East/West divide. The data come from three sources: 1) available national descriptive statistics, 2) surveys, namely, the International Social Survey Programme (ISSP) ‘Family and Changing Gender Roles’ modules and the European Values Survey (EVS), and 3) nineteen problem-centred interviews with women who experienced hardships in the Lithuanian labour market. The analyzed time period starts with the collapse of socialism. The studies call into question the assumption that strong support for the traditional ‘male breadwinner/female carer’ family model in post-socialist societies contributed to the exclusion of women from the labour market. Comparing male and female employment indicators revealed no general pattern of female exclusion from the labour market. Moreover, gender-role attitudes are neither uniform nor traditional in the studied societies. The most valid generalization would be that there is a trend towards less traditional attitudes over time, more precisely, towards greater acceptance of women’s working roles. Summarizing the current situation regarding the gendered division of work, with reference to policies, practices, and attitudes, reveals the presence of ‘adult worker’ family models in Eastern Europe.
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Motiejūnaitė, Akvilė. "Female employment, gender roles, and attitudes : the Baltic countries in a broader context /." Stockholm : Acta Universitatis Stockholmiensis : Södertörns högskola : eddy.se, Södertörns Högskola Library [distributör], 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-7340.
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Li, Xisi. "Examining employment relations in the ethnic Chinese restaurant sector within the UK context." Thesis, University of Sheffield, 2017. http://etheses.whiterose.ac.uk/20130/.
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Deverell, Sally. "The relationship between personality and coping in a pre-employment emergency service organisation context /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18871.pdf.
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Mabe, Reabetswe. "The transition from formal employment to entrepreneurship, in the context of a sudden change." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79604.
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The study presents itself during a period where the South African economy is
shrinking, coupled with high unemployment rates, which are expected to further
increase due to the economic downgrade to junk status, and is exacerbated by the
coronavirus pandemic. Corporate organisations therefore find themselves
challenged and unable to retain their human capital resources, and therefore current
employees are at risk of job loss.
It is understood that entrepreneurship has a beneficial effect on unemployment, and
further enables a positive economic growth. The purpose of the study is therefore to
understand how individuals transition from formal employment into entrepreneurship,
after experiencing a sudden change that is brought on by a shrinking economy. The
theory that is explored in this study is learned entrepreneurship.
The research methodology followed was a qualitative research method, using semistructured
interviews, on participants who have transitioned from formal employment
to entrepreneurship. The findings of the study indicated the possible skills and
capabilities required for such a transition and how challenges encountered can be
overcome. The study concluded with a proposed conceptual model on transitioning
from formal employment to entrepreneurship after going through a sudden change
in a shrinking economy.Mini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Wadsworth, Thomas P. "Employment, crime, and context : a multi-level analysis of the relationship between work and crime /." Thesis, Connect to this title online; UW restricted, 2001. http://hdl.handle.net/1773/8872.
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Gregg, Justin L. "The Effects of Impression Management and Interview Context on Applicant Perceptions of Organizational Justice." Xavier University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396352926.
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Watts, Jennifer Mary. "The institutional context for temporary staffing : a European cross-national comparative approach." Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/the-institutional-context-for-temporary-staffing-a-european-crossnational-comparative-approach(894fb34b-64ab-4649-89d3-7010894f15e6).html.
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Since the early 1990s the temporary staffing industry experienced rapid growth in many areas of Europe, although the extent and rate of this growth varied across the continent. The existing literature on labour market intermediaries and the temporary staffing industry fail to adequately address the importance of national institutional arrangements. This thesis addresses the research lacuna by providing a comparative study of temporary staffing industries in three different political-economic contexts: the United Kingdom, Germany and the Czech Republic. This contributes to a greater understanding of the role of the temporary staffing industry in each country, how it is structured, and the key institutions involved. These three case studies profile the size and characteristics of each temporary staffing industry but also discuss the key institutions present in each case, and the relationships which drive or restrict its change. This thesis includes analysis of both quantitative and qualitative data to provide a detailed picture of each national temporary staffing industry. The research reveals three nationally distinctive formations of the temporary staffing industry within the context of the European Union. While the UK has the largest temporary staffing industry in Europe, it remains highly fragmented. With an established presence in many sectors of the labour market the industry seeks to increase its presence in professional occupations, and its collaboration with public employment services. While the temporary staffing industry in Germany has experienced significant growth since 2003, resistance remains from the trade unions against the use of temporary agency work, and the state remains greatly involved in determining working conditions. The presence of collective bargaining between the trade unions and trade associations remains a key relationship in this system. The temporary staffing industry in the Czech Republic is still in the early stages of growth and as such regulations are still being formulated, and agencies are still establishing branch networks in an environment where a large number of informal agencies are already present. While temporary staffing agencies and trade associations remain active in pursuing growth for the temporary staffing industry, the extent to which these changes took place varied between countries. This thesis argues the form of each national temporary staffing industry is a reflection of the complex historical, and contemporary, national institutional arrangements, and as such, its form and role varies.
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Baker, Rachel A. "The school to work transition of at-risk youth : putting employment and training programs into context." Thesis, Massachusetts Institute of Technology, 1993. http://hdl.handle.net/1721.1/64519.
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Magnér, Johan. "Rural-Urban Migration in the Context of Babati Town, Tanzania : Causes and Effects on Poor Peoples' Quality of Life." Thesis, Södertörns högskola, Institutionen för livsvetenskaper, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-20089.
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The objective of this research is to study peoples’ reasons for rural-urban migration in the Babati district of Tanzania and the outcomes of such a migration on the migrants’ quality of life in Babati town. This qualitative study is based on semi-structured interviews and secondary sources. The interviews were performed with poor people in urban Babati town and two villages in rural Babati district. In the last thirty years the population of Babati town has increased more than threefold. The causes of rural-urban migration to Babati town are to be found in economical, social and cultural factors. The economic predominate, with the search for employment mentioned by all the migrants in the study. The migrants in Babati town emphasized adequate housing as a very important factor for a good life in town. This need was in many cases not fulfilled. Many were also still lacking social services and could not afford to buy basic necessities. The greatest asset for the people who have moved to Babati town was the diverse market of employment. The benefits of living in Babati town seem to outnumber the problems for most of the urban migrants. For the villagers of Mutuka the greatest asset was good natural conditions for agriculture and lifestock. In Magugu a great advantage was trade, the affordability of houses, food and necessary things. Due to differences of the dynamics of the two villages the people of Mutuka were more eager to move to Babati town than the inhabitants of Magugu. Small harvests and an insufficient market for farming products were great concerns as well as lack of social services.
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Lehloesa, Thembinkosi L. "South Africa's growth, employment and redistribution strategy in the context of structural adjustment programmes in the South." Thesis, Rhodes University, 2000. http://hdl.handle.net/10962/d1003004.
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This study is a contribution to the ongoing debate concerning the future of South Africa’s macro-economic policy known as the Growth, Employment and Redistribution (GEAR) strategy. The study attempts to draw parallels between the GEAR macro-economic policy framework and structural adjustment programmes in the South. By making use of this comparison, the study argues that the outcome of the GEAR will be no different from structural adjustment programmes in that it will fail to reduce poverty and cause government to meet the basic needs of the people. These conclusions are drawn from the fact that the GEAR policy is premised on the faith that the market is capable of redistributing income and wealth, and providing people with their basic needs.
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Sebardt, Gabriella. "Redundancy and the Swedish model : Swedish collective agreements on employment security in a national and international context /." Uppsala : Iustus, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-775.
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Dahan-Tanauji, Samuel David. "Social and employment policy learning in the context of the Euro crisis : from coordinated to disciplinary learning." Thesis, University of Cambridge, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.648558.
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McGuigan, Courtney. "Generation and career concern: their impact on perceptions of employability and job insecurity in a changing employment context." Thesis, University of Canterbury. Psychology, 2010. http://hdl.handle.net/10092/3759.
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The individual differences literature has suggested that age, generation and career stage are related to a range of individual and organisational outcomes. In an employment context that is becoming increasingly characterised by instability, job insecurity, and responsibility for one’s career, individual perceptions of employability and job insecurity are important concepts to explore. However, age, career stage and generation differences in perceptions of employability and job insecurity have received modest attention. The main aim of this study was to explore the relationships between age, generational identity and career stage and the impact that these factors had on perceptions of employability and job insecurity. Aside from the main focus of the present research, this study also aimed to develop a measure of generational identity, as previous research relied on generational measures derived from age that limited the inferences that could be drawn from such research. However, this measure needed more development in order to be used in the main study. Five hundred and nine participants from a range of organisations participated in the main study, completing an online questionnaire containing measures of career stage, perceptions of employability and perceptions of job insecurity. As expected, measures of age generation and career stage were interrelated, providing support for the empirical literature and highlighting the importance of longitudinal research designs in age research. In line with the literature, low perceptions of employability were related to increased perceptions of job insecurity. In particular, Baby Boomers were found to have higher perceptions of job insecurity, as a result of lower perceptions of employability. Generations X and Y were found to have higher perceptions of job insecurity through higher levels of overall career concern. This paper provides support for the relationship between perceptions of employability and job insecurity in the changing employment context. It offers a platform for further empirical research regarding generation differences at work, and further exploration of the concepts of career stage and concern with ones career. Practical implications and directions for further research are discussed.
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Young, Doug. "Caring within constraint : employment relations in voluntary sector social care in the context of personalisation, marketization and austerity." Thesis, University of Strathclyde, 2018. http://digitool.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=30650.
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This thesis examines the impact of personalisation, marketization and austerity on voluntary sector social care employment relations in post-recession Scotland. The prevalence of short-term funding contracts characterised by strict and often confining performance criteria has resulted in the emergence of a 'contract culture' whereby funders effectively determine service provision. This quasi-market approach to procurement often manifests itself in a pronounced deterioration in terms and conditions of employment, and an intensification of work. Personalisation is premised on the notion of empowering service users, which many studies have found increases their satisfaction and wellbeing. However, due to its dual imperative of increasing quality and reducing cost, personalisation can serve to significantly intensify work. In this sense, the demands of austerity and personalisation converge, and create a compound pressure on the voluntary sector employment relationship. In consequence, this research examines firstly, the implications of austerity and personalisation on voluntary sector employment policies; secondly, the impact of subsequent changes to employment policies within voluntary sector organisations on the attitudes of employees; and finally, whether or not these changes in attitudes create tensions between employees and management. At an empirical level, this research provides analysis of four comprehensive case studies, comprised of fifty-five interviews overall and a benchmarking survey of each, situated in the under-researched context of voluntary sector social care in Scotland. This is of pressing importance, given that the UK voluntary sector has grown considerably in recent years (NCVO, 2017), and in light of a growing and aging UK population (ONS, 2017), looks set to continue to do so. This research makes a conceptual contribution to knowledge via a unique conceptual framework, based on the sociology of service work and the psychological contract, as an instrument through which to better understand how personalisation and austerity affect the employment relationship. In doing so, it provides the scope to identify specific issues affecting the workforce, how they respond to them, and what this means for employers, and the sector at large.
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Smith, Robin Harold. "Labour, management and political change : a study of employment codes in the context of South African industrial relations." Thesis, University of York, 1989. http://etheses.whiterose.ac.uk/9805/.
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Niesel, Christoph Ryo. "Older workers' adaptation to information technologies in the workplace: A study in the context of non-standard employment." Thesis, Queensland University of Technology, 2021. https://eprints.qut.edu.au/212786/1/Christoph_Niesel_Thesis.pdf.
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Growing diversification of working arrangements, greater labour decentralisation and increasing reliance on often changing workplace information technologies (ITs) are turning many older workers to Non-Standard Employment (NSE). This study therefore sought to explore the motivations for participation in and IT adaptation behaviours of older workers in NSE. Using qualitative methods, and an Expectancy-Value-Cost theoretical perspective, factors pertaining to the NSE context were found to drive specific adaptation expectancies, values and costs, which led to problem-focused and emotion-focused strategies for older workers dealing with IT adaptation. Meanwhile, financial stability, flexibility, continued activity, socialisation, and maintaining self-identity were motivators for NSE participation.
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Kleps, Christopher. "Equal Law, Unequal Process:How Context and Judges Shape Equal Opportunity Decision-Making in the Courts." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1503073597694633.
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Madikizela, Kolosa. "An analysis of the factors influencing the choices of careers in construction by South African women." Thesis, [S.l. : s.n.], 2008. http://dk.cput.ac.za/cgi/viewcontent.cgi?article=1069&context=td_cput.
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Southcombe, Amie. "A Proposed Model of Individual-Organisation Congruence in a Knowledge-Intensive Context." Thesis, Griffith University, 2009. http://hdl.handle.net/10072/365507.
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The purpose of this research is to develop a new model of individual-organisation congruence, which incorporates a unique set of constructs that have not been used to operationalise congruence in a knowledge-intensive context. More specifically, this research investigates the relationships between learning style, learning climate congruence, current and preferred learning climate congruence (subjective congruence), perceived congruence and the self-efficacy and affective commitment of employees in a knowledge-intensive context, while taking into consideration various demographic attributes. In addition, this research aims to generate hypotheses for future researchers to examine. Although, various content dimensions have been used to operationalise individual-organisation congruence, learning style and learning climate have not been used to operationalise individual-organisation congruence in a knowledge-intensive context. However, there are distinct implications in the learning style literature with regard to the importance of achieving congruence between learning style and various elements in the learning environment. Furthermore, although individual-organisation congruence has been operationalised in a diverse range of contexts, few researchers have specifically targeted employees in a knowledge-intensive context. Additionally, empirical research on individual-organisation congruence indicates that even in a diverse range of contexts, using various content dimensions, congruence is significantly related to positive employee attitudes, such as job satisfaction, organisational commitment, turnover intentions and job performance. Such positive outcomes are key issues for organisations in a knowledge-intensive context where their competitive advantage lies in the knowledge and skills of their employees. The proposed model, developed from this thesis, used two types of employee attitudes that are particularly relevant in a knowledge-intensive context. First, self-efficacy relates to the confidence and competence to perform a given task. Employee competence is viewed as the most significant dimension in a knowledge-intensive context. Second, affective commitment, the extent to which employees want to remain with the organisation, is also particularly important for organisations operating in a knowledge-intensive context. For example, employees are their most valuable resource, and their replacement can be very costly for the organisation, particularly for those in high levels of employment. Various demographic attributes were also included in the proposed model, as the investigation of demographic attributes is crucial to gaining an understanding of individual differences, as well as the likely high level of demographic diversity that exists amongst employees in a knowledge-intensive context. The paradigm of this research is postpositivism. The strategy of inquiry for this research is quantitative, involving a non-experimental design for the survey research. The research survey investigated the relationships between the six constructs used in the proposed model. A non-probability sample of 900 academics from a large Australian university was selected to represent the population of employees in a knowledge-intensive context. Five major conclusions were found from the study. First, learning styles were related to certain learning climates. Second, the subjective congruence between learning styles and learning climate was related to the self-efficacy and the affective commitment of academics. Third, the subjective congruence between the current and preferred learning climate factor was related to academics' affective commitment. Fourth, perceived congruence was related to the self-efficacy and affective commitment of academics. Finally, certain relationships were discovered between demographic attributes, congruence and employee attitudes. The most convincing results were the relationship between the subjective congruence between learning styles and learning climate, and academic's intention to stay with the university, and the relationship between affective commitment and academics' promotional occurrences. Overall, this study confirmed the importance of understanding the interplay between the individual and the organisation in order to enhance the competence and commitment of employees in a knowledge-intensive context.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Department of Management
Griffith Business School
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Almadi, Sejla. "The naturally occuring Pygmalion effect in the context of the CCE program : a new perspective." Thesis, Bordeaux, 2018. http://www.theses.fr/2018BORD0196.
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L'effet de Pygmalion au travail est intégré dans les cadres conceptuels des prophéties autoréalisatrices et des styles de leadership dans le domaine du comportement organisationnel. Son actualité se caractérise par un effet d’espérance interpersonnelle, son importance étant d’avoir un impact exceptionnel sur l’amélioration du leadership et la performance professionnelle des employés. Cependant, les préoccupations éthiques, phénoménales et méthodologiques de ses expériences ont soulevé des critiques. En réponse à cela, la thèse a proposé une nouvelle perspective à mettre en œuvre basée sur les trois dimensions du naturel (comportement, mise en place, traitement) et a émis l'hypothèse de l'occurrence naturelle de l’effet Pygmalion au travail. Par conséquent, la thèse visait à voir le test de la réalité, si et comment il est réalisé dans le contexte choisi du Programme d'Emploi de la Communauté culturelle. Il a appliqué une conception séquentielle exploratoire avec deux collectes de données: observation des participants (n = 25-130), questionnaires organisationnels (n = 1146-1155). L'analyse reposait sur des stratégies de quantification et de validité et prenait des statistiques descriptives et inférentielles. Les résultats ont contribué aux aspects théoriques et méthodologiques des recherches sur les effets de Pygmalion et de Galatea, à la question du contexte naturel et au programme étudiéThe Pygmalion effect at work is embedded into the conceptual frameworks of self-fulfilling prophecies and leadership styles within the field of Organisational Behaviour. Its actuality lays in operating as an interpersonal expectancy effect, its significance lays in having an outstanding impact on leadership improvement and follower job performance. However, the ethical, phenomenal and methodological concerns of its experiments raised arguments. As a response to these, the dissertation proposed a new perspective to be implemented based on the three dimensions of naturalness (behaviour, setting, treatment) and hypothesized the naturally occurring Pygmalion effect at work. Therefore, the thesis aimed to see the test of reality, if and how it is realized in the chosen context of the Cultural Community Employment Program. It applied an exploratory sequential design with two data collections: participant observation (n=25-130), organisational questionnaires (n=1146-1155). The analysis was based on quantification and validity strategies, it took descriptive and inferential statistics. The findings contributed to the theoretical and methodological aspects of Pygmalion and Galatea effect researches, the issue of the natural context and the investigated program
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Domingos, Joao Mateus. "Privatisation as a tenet of GEAR and its socio-economic impact on the poor in the Western Cape with specific reference to the township of Khayelitsha." [S.l. : s.n.], 2007. http://dk.cput.ac.za/cgi/viewcontent.cgi?article=1086&context=td_cput&preview_mode=1&z=1263559683.
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Powell, Jennifer. "The relationship between racial attitudes and context on simulated hiring decisions for White vs. Hispanic applicants." Honors in the Major Thesis, University of Central Florida, 1999. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/89.
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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.Bachelors
Arts and Sciences
Psychology
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Irvine, Annie Louise. "Mental health and employment : context, concepts and complexity : a substantive and methodological contribution to knowledge, grounded in a common data set." Thesis, University of York, 2015. http://etheses.whiterose.ac.uk/11786/.
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This integrative chapter presents a synopsis of selected work completed during my time as a Research Fellow in the Social Policy Research Unit (SPRU) at the University of York. The doctoral submission is formed of two linked strands of published work: a substantive strand based on commissioned research on the interplay of mental health and employment; and a methodological strand which arose from the substantive work and investigated the effects of interview mode on researcher-participant interactions in qualitative research interviews. The substantive strand of work comprises the reports of two commissioned research projects which examined employment transitions and job retention in the context of mental ill health, and a number of ensuing publications. The initial studies contributed to government understanding at a time when mental health and employment was high on the agenda, whilst the ensuing academic articles added to conceptual understandings of the complexities, contingencies and contextual dependencies surrounding how individuals and those around them manage mental ill health in the workplace. The methodological component offers one of few robust, systematic comparisons of telephone and face-to-face interview modes in qualitative social research. The study applied the method of Conversation Analysis to research interview data in a novel way and, through a varied range of publications, has informed scholarly discussions about the conduct of qualitative research interviews in academic and applied contexts. The chapter also considers policy and research implications arising from this body of work and details the associated scholarly activities undertaken which have contributed to the impact of the research. In sum, this submission aims to demonstrate how my work has made an original contribution to substantive and methodological knowledge, alongside evidence of the acquisition and application of the range of skills and attributes expected of a doctoral level candidate.
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Ip, Kin Ting. "Experiences of immigrant entrepreneurs in the context of the Swedish society." Thesis, Linköpings universitet, Institutionen för kultur och samhälle, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-166665.
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Immigrant entrepreneurs are seen in many societies in present days, no exception for a country like Sweden with a significant number of foreign-born populations. This thesis gets in touch with current immigrant entrepreneurs in the country to obtain first-hand experiences in the entrepreneurial process. The thesis explores the factors affecting these immigrant entrepreneurs in business establishment from the first-person point of view. Employing the mixed embeddedness approach in analysis, the thesis investigates the interactions between the immigrant entrepreneurs and the environment. Every part of the society and individual characteristics could impact the decision made by immigrant entrepreneurs regarding business establishment. The establishment of business is a result of contributions from many different elements surrounding the immigrant entrepreneur. This thesis represents some of the many actual experiences in the Swedish society. There is still an extensive field left to explore and many diversified experiences to be discovered.
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Lewen, Lisa Joy. "Understanding the role of age, work context, and task demands on managers' attitudes." Diss., Available online, Georgia Institute of Technology, 2007, 2007. http://etd.gatech.edu/theses/available/etd-05142007-202900/.
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Thesis (Ph. D.)--Psychology, Georgia Institute of Technology, 2008.Michele Ingram Mobley, Committee Member ; Sara J. Czaja, Committee Member ; Ruth Kanfer, Committee Member ; Arthur D. Fisk, Committee Member ; Wendy A. Rogers, Committee Chair.
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Kono, Hideki. "Ba in the American context : an exploration of Japanese in U.S. workplaces." Scholarly Commons, 2009. https://scholarlycommons.pacific.edu/uop_etds/739.
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This study investigated the influences of the Japanese sense of ba on their patterns of perceiving the working environment and work-related human~relations in the U.S. social context. Ba in this study refers to the frame of relationships that is shared among the individuals in a certain specific situation.
The goals of this heuristic qualitative study are: (I) to investigate whether Japanese working in the U.S. retain a sense of ba, (2) to examine how the sense of ba affects their perception of the problems that they face in dealing with work-related matters and relationships with their American colleagues, supervisors, and customers, and (3) to investigate whether and how ba functions as a facilitating factor in establishing collaborative relationships between Americans and Japanese in the workplace.
To pursue these study goals, I conducted in-depth interviews with twelve Japanese working in the U.S. The interviews were conducted in the form of focused interview and the obtained data were analyzed in reference to the characteristics of ba stated in the literature review.
The results indicated that the subjects retained and exercised their sense of ba in the - U.S. workplace context. The subjects' narratives also suggested that relationship building between Americans and Japanese based on the ba-principle was possible.
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Yun, Chong. "The role of corporate social responsibility in corporate governance in the context of employment : a comparative study of the United Kingdom and China." Thesis, University of Glasgow, 2014. http://theses.gla.ac.uk/5851/.
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The purpose of this thesis is to study the role of corporate social responsibility (hereinafter ‘CSR’) in corporate governance in the context of employment. This is done through a comparative study of the United Kingdom (hereinafter ‘UK’) and China in which it is determined whether Chinese companies can adopt UK companies’ CSR practices in employment. The thesis begins with an overview of the theory of corporate governance and the necessity of CSR in corporate governance. The different models and principles of corporate governance and CSR, and how the main corporate organs operate in corporate governance and apply CSR in decision-making to meet stakeholders’ needs are introduced. The study then demonstrates the rationale behind the emergence of CSR, the legal impact of CSR on stakeholders and the global application of CSR initiatives, especially the techniques and mechanisms adopted in the UK and China. The research specifically presents CSR practices in employment in the UK and China against a theoretical background. This comparative study is mainly dependent on companies’ information disclosure, since all data were collected from their official CSR reports. The quality of the information disclosure is assured through effective monitoring as stated in the various reports. The implication of the comparative research on the information disclosure collected demonstrates the difference in CSR implementation in employment between UK and Chinese companies. The thesis analyses the possibility of adopting UK CSR practice in employment in Chinese companies in terms of the economic, social and political barriers to, and current situation of, CSR in China. As China has opened up the global market, overseas companies have invested in the Chinese market. This comparative study of CSR implementation in the context of employment in the UK and China, and the analysis of the current status of Chinese CSR practices also provide foreign enterprises experience to relate their CSR policies in corporate governance to Chinese context.
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Riley, Sarah C. E. "Male constructions of the changes in gender relations in the context of anti-discriminatory legislation and changes in the pattern of female employment." Thesis, Glasgow Caledonian University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263010.
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Dawson, Daphne C. E. "From legitimate peripheral participation to full participation? : investigating the career paths of mature physiotherapy students in a context of changing NHS employment opportunities." Thesis, Manchester Metropolitan University, 2013. http://e-space.mmu.ac.uk/315694/.
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This research investigates the experiences of 18 mature career-changing physiotherapists over the first three years of belonging to their new profession, employing and critiquing Lave and Wenger’s (1991) theory of community of practice in so doing. Such newcomers to a profession bring with them social and cultural capital which can impact upon the new workplace and their progress within it, as might their biographies, atypical for their chosen profession. Very little has been written about the effect of importing people experienced in another occupation into a profession. This leaves an empirical and theoretical gap to be explored regarding both the effect on the individuals and on the practice of the communities they join. No-one has considered what might be involved in what amounts to identity re-construction in the new career, and what impact the employment context (possibly unstable or fluctuating) might have on the process. Annual semi-structured interviews were chosen as the appropriate mode of generating data from the main respondents, augmented by single interviews with six physiotherapy managers and four established clinicians to provide additional necessary context. The recorded transcripts were analysed using brief interviewee narratives, pro formas and reflective questions. It was found that previous experience, including upbringing and habitus, were particularly influential in these newcomers’ progress, and individuals may be beginning to self-manage their careers, a practice which questions and adds to Lave and Wenger’s (1991) theory of legitimate peripheral participation. Other elements that contradicted community of practice theory included the fact that it was with patients and their carers that social interaction leading to learning occurred most, and it was often to this client group that practitioners felt loyalty and a sense of belonging, rather than to any community of fellow practitioners. Also solo workers are often isolated from the newcomer and cannot pass on their learning as Lave and Wenger (1991) suggest. Full participation was found to be difficult to define, equating with proficiency rather than expertise. The thesis as a whole gives some indication of the way in which a profession’s traditions may be changing with respect to widening participation and the problems of a context of fractured and uncertain employment.
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Ayhan, H. sinem. "A Multi-pronged Approach To Labor Market Flexibility: A Survey On The Turkish Context." Master's thesis, METU, 2008. http://etd.lib.metu.edu.tr/upload/2/12609513/index.pdf.
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Turkish labor market has been experiencing low employment performance over the last two decades. This pessimistic picture has become more striking after the crisis in 2001. While output growth has presented a rapid recovery, unemployment could not record such an improvement and has remained around 10 % since then. This fact has introduced a new phenomenon to Turkey called &ldquojobless growth&rdquo
. As a solution to the bottlenecks in the labor market, the concept of &ldquo
flexibility&rdquo
has been more frequently pronounced by policy makers and academicians at both national and international level. In the light of flexibility-based arguments, this thesis takes an impulse from the basic assertion of the neoclassical theory that it is the labor market rigidities that are mainly responsible for high unemployment/low employment performance. Accordingly, the aim of the thesis is to analyze labor market flexibility with a particular focus on the Turkish context. The discussions conducted throughout the thesis are based on the question
whether Turkish labor market actually includes such considerable rigidities constituting impediment for employment creation, as suggested by neoclassical arguments. The thesis starts with a review of main characteristics of the labor market in terms of demographic trends, labor force participation, employment and unemployment. Secondly, labor market flexibility is analyzed through two main indicators: labor cost flexibility and production function flexibility
and these two indicators are divided into six sub indicators. The flexibility indicators covered by the thesis are investigated individually, without an aim of aggregating them into a single indicator. The research involves quantitative findings based on available data and a qualitative survey with reference to related legislation.
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Sydhagen, Kristine. "Facets of human resource development on building female capacity in the African context : the case of Gqebera Township, Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/614.
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An empirical study of HRD, women, HIV and AIDS, and sustainable community development has been undertaken. Women make up approximately half of the population in the world. Taking this into account, there are many places where women do not have the same opportunities as their male counterparts. This is also true for most of Africa. Many people in Africa are deprived of basic education and often the majority of these are women. Even though the situation has improved for many girls and women in many areas, there is still a great deal that needs to be done in order to ensure equal opportunities for everyone within the labor market and society. In order to achieve this, it can be argued that sustainable development and sound human resource (HRD) policy implementation and strategies must be employed. HIV and AIDS damage society just as it does the human body: it begins by killing those parts responsible for building society: the women and breadwinners who sustain and look after the community as a whole. In this proposal, an outline of the structure of the dissertation will be given. The outline of four articles will be presented, as will the uniqueness and the similarities of the articles. For the purpose of this dissertation; different methodological research techniques will be employed according to the themes of the different articles in addition to the desired purpose of the research being conducted. Regarding the data collection, qualitative research will be used in the expectation of uncovering issues relating to women and HRD in Gqebera Township, Port Elizabeth, South Africa. The need for skills development and training in Sub-Saharan Africa is increasing in an area where unstable economies and high unemployment create challenges on many levels. Sub-Saharan Africa is faced with great poverty, skills migration, and HIV and AIDS, which are depleting the region of skilled workers in their prime working years. The region is facing numerous challenges in the development of skills and the ability to make use of the available human resources. It can be argued that the Sub-Saharan African region needs to increase the skilled labor pool and to develop communities. Perhaps most importantly, there is an urgent need for the region to face the impact of globalization on its own terms. This involves the fusion of African philosophy and management styles with the traditional Western theories with HRD strategies and policies that will be suitable for the developing economies in the region. Women in Africa face many difficult and complex situations in society, including difficulties entering the labor market. HIV and AIDS is a major challenge for South Africa and it brings people in the region much grief, sorrow and confusion as the rate of prevalence continues to rise. This article explores the social aspects of the HIV and AIDS pandemic in the communities and in the labor market and the extent to which women are affected on an individual, community and labor market level. HRD in relations to HIV and AIDS is examined in order to get an understanding of the role that HRD should play in the deprived South African communities that struggle to find resources to battle the social consequences of HIV and AIDS. An examination of feminist theory and HRD in Africa indicates the need to incorporate African feminism in the cause of advancing HRD theory. Because they are subject to multiple levels of discrimination, and because there are no country-specific policies to ensure their advancement, African women need to be protected from the patriarchal domination that prevails in the majority of African countries. Despite higher female involvement in African economies, they are denied opportunities and equal rights. If the development goals of Africa are to be achieved, HRD theory needs to incorporate both Western and African feminist theory, specifically related to gender inequalities that women experience in the realm of work. The level women’s understanding of sustainable development in Gqebera Township, South Africa is explored. Further the challenges and opportunities for sustainable HRD in the Sub-Saharan region is examined. Sub-Saharan African is facing numerous challenges including poverty, inequality, HIV and AIDS and high unemployment. All these factors are important to consider when planning HRD policies and strategies in the region. Sustainable development is a worldwide aim and on the agenda of many countries; especially the developing and least developed, the countries on the African continent. The conditions under and the degree to which women in Sub-Saharan Africa have been participating in the development process in the past have often not enabled them to fully develop their capacity in order to take part in the work towards sustainable development.
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Prince, Barbara F. "Sexual Minorities and Social Context: An Examination of Union Formation, Labor Market Outcomes, and Coming Out." Bowling Green State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1530121583412651.
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Kamalak, Ihsan. "Continuity And Change In European Social Democracy: Reasserting Its Viability Within The Context Of Globalization." Phd thesis, METU, 2006. http://etd.lib.metu.edu.tr/upload/3/12607126/index.pdf.
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The arguments concerning the unviability of Social Democracy at the beginning of new century within the context of globalization, and the accusations for its shift towards the New Right/Neo-Liberalism in the case of the Third Way has been criticized in a historico-critical way in this thesis. It is claimed that the insufficiency of these arguments arises from their analysis of Social Democracy merely through policies, or party politics, which have displayed great variety in the evolution of Social Democracy. Their shortage also stems from misunderstandings concerning Social Democracy before 1980, such as that it was against the market economy, that it was a working class ideology, and that it neglected the individual. Against the arguments of unviability and the accusations directed to Social Democracy, the thesis will assert that the theorization of Social Democracy should be based on its principles, such as democracy, progressiveness (movement) and social justice. By focusing on social democratic conception of social justice, this thesis defends that there is continuity within the tradition of Social Democracy, even in the face of globalization and in its encounters with the developments after 1980.
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Rastogi, Sonya. "Indian Muslim women's education and employment in the context of modernization, religious discrimination and disadvantage, and the rise of Hindu fundamentalism and Muslim identity politics." College Park, Md. : University of Maryland, 2007. http://hdl.handle.net/1903/6861.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2007.Thesis research directed by: Sociology. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Fiala, Elisa. "A critical analysis of the implementation of the right to work and employment in the national context of Germany and Portugal. Implications for Social Policy." Doctoral thesis, Instituto Superior de Ciências Sociais e Políticas, 2019. http://hdl.handle.net/10400.5/17795.
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Tese de Doutoramento em Política SocialEm todo o mundo, as pessoas com deficiência enfrentam situações de desvantagem em todos os domínios da vida. Entre estas, incluem-se maiores níveis de pobreza, piores indicadores de saúde, níveis educacionais mais baixos, menor probabilidade de participação no trabalho e no emprego, remunerações menos elevadas, piores condições laborais e oportunidades mais reduzidas de progressão na carreira (World Health Organization 2011). Como consequência desta posição social de desvantagem, as pessoas com deficiência constituem um grupo-alvo importante para a política social. Em muitos países, as políticas da deficiência abrangem áreas tão diversificadas como a saúde, segurança social, educação e emprego. Em geral, as políticas da deficiência dizem respeito à criação e implementação de leis, prorrogativas e proibições, acções estatais e estratégias de taxação que respondem a problemas e necessidades das pessoas com deficiência e das suas famílias (Pinto and Fiala 2015). Até aos anos 1970, o modelo médico da deficiência era o paradigma na base das políticas da deficiência. A preocupação central destas políticas era a prevenção, cura ou eliminação da deficiência e, sempre que tal não fosse possível, a assimilação do corpo e da mente das pessoas com deficiência às normas e estruturas dominantes. A responsabilidade do Estado, nesta abordagem, consiste no desenvolvimento e implementação de leis, políticas e práticas que promovem a segregação e reabilitação das pessoas com deficiência (Rioux and Fraser 2006; Tremain 2006). Desde a emergência do modelo social da deficiência, nos anos 1970, as políticas da deficiência têm sido crescentemente informadas por uma abordagem de direitos humanos. A responsabilidade do Estado e, por inerência, as abordagens políticas, alteram-se quando são guiadas por um entendimento sociopolítico da deficiência. Nesta abordagem, já não é a pessoas com deficiência que tem que ser curada, reabilitada ou assimilada em normas e estruturas hegemónicas, mas são estas que têm que se transformar para acomodar as necessidades das pessoas com deficiência. O direito das pessoas com deficiência a um acesso e cidadania igualitários torna-se um dos principais objectivos políticos. Nos últimos anos, as abordagens de “workfare”, que determinam quem tem acesso a um estatuto de cidadania, tornaram-se predominantes nas políticas da deficiência a nível supranacional e nacional (Abberley 2002). Em muitos países, os benefícios tradicionalmente atribuídos a pessoas com deficiência foram restringidos ou eliminados e a participação em medidas de “workfare” – a participação económica das pessoas com deficiência – tornou-se um pré-requisito para acesso a apoios sociais (Morris 2011; Soldatic and Chapman 2010; Owen and Harris 2012; Soldatic and Meekosha 2012; Bussemaker 2005a). Um dos principais objectivos destes desenvolvimentos políticos é reduzir o “peso significativo” que os benefícios sociais, incluindo as prestações por deficiência, colocam nas finanças públicas (OECD 2010, 12), mas também são o reflexo da importância que o trabalho e o emprego assumem nas sociedades contemporâneas. De facto, a ligação entre a identidade e o estatuto ocupacional, apesar de não ser necessariamente uma experiência universal, tornou-se particularmente dominante nos Estados de bem-estar Ocidentais, em que a participação no mercado de trabalho representa um marco importante de valorização da identidade social (Beck 2001b; Galer 2012; Abberley 2002). Como consequência, aspectos que tendem a ser encarados como positivos, como os efeitos da ocupação e participação laboral sobre o bem-estar individual, raramente são problematizados, tanto na literatura genérica de Política Social, como na literatura sobre deficiência. Os decisores políticos afirmam, pelo contrário, que o emprego e estatuto ocupacional são elementos centrais para a participação plena dos cidadãos na vida económica, social e cultural. O direito ao trabalho é, assim, essencial para a realização de outros direitos humanos e forma uma dimensão inseparável e inerente da dignidade humana. O trabalho deve providenciar uma base de sustento para a pessoa e para a sua família e, quando livremente escolhido e aceite, pode contribuir para o desenvolvimento pessoal e reconhecimento social dentro da comunidade (United Nations 2012b; OECD 2010). O presente estudo visa reflectir criticamente sobre a implementação do direito ao trabalho e emprego, tal como consagrado na Convenção das Nações Unidas sobre os Direitos das Pessoas com Deficiência, em Portugal e na Alemanha. Estes dois países divergem em diversos pontos: Portugal, por exemplo, é habitualmente classificado como um Estado de bem-estar do Sul da Europa, em que a família é o locus primário de solidariedade e apoio social (Karamessini 2007; Ferrera 1996). Em contraste, a Alemanha, geralmente classificada entre os Estados de bem-estar conservadores (Esping-Andersen 1990), apresenta um nível elevado de proteção social e um sistema de benefícios generoso. Adicionalmente, ambos os países têm abordagens diferenciadas no que se refere à participação das pessoas com deficiência no mercado de trabalho. No entanto, Portugal e a Alemanha integram a União Europeia e foram afectados por legislação supranacional, como a Directiva Europeia relativa à Igualdade no Emprego ou a Estratégia Europeia para a Deficiência 2010-2020 ou, de forma ainda mais proeminente, pela Convenção sobre os Direitos das Pessoas com Deficiência (CDPD), que ambos os países assinaram e ratificaram. O objectivo do presente estudo é identificar como as diferenças e semelhanças entre estes dois países afectam as realidades das pessoas com deficiência. Para este efeito, é necessária uma estratégia de pesquisa dual, que integre tanto a análise de leis e políticas (o nível dos sistemas), como a monitorização de experiências individuais. • Como foi o direito ao trabalho e emprego (CDPD) traduzido nas leis, políticas e programas nacionais, no contexto alemão e português? • Como é que as pessoas com deficiência, na Alemanha e em Portugal, experienciam, na prática, a efectivação do direito ao trabalho e emprego? • O que se pode aprender, a partir dos casos alemão e português, que permita informar desenvolvimentos políticos futuros nesta área, ajudando a avançar o direito ao trabalho das pessoas com deficiência na Alemanha, em Portugal e noutros contextos? Enquanto as duas primeiras questões visam produzir conhecimento sobre a situação nos dois países, a terceira questão de investigação dirige-se à dimensão comparativa do estudo, procurando identificar boas práticas que possam influenciar desenvolvimentos políticos em ambos os países. Enquadrando-se no âmbito da teoria crítica, este estudo inclui tanto uma análise crítica das molduras legislativas, documentos políticos e estudos de avaliação de políticas, como uma avaliação crítica da situação de facto. Para recolher informação sobre a eficácia das leis, políticas e práticas existentes, foram conduzidas 38 entrevistas semiestruturadas aprofundadas com pessoas com deficiência residindo na Alemanha e em Portugal. Os resultados deste estudo indicam que alterações legislativas recentes, em ambos os países, fortaleceram uma abordagem da deficiência à luz de um modelo de direitos humanos – pelo menos, ao nível formal. Não obstante, o direito ao trabalho e ao emprego carece ainda de implementação plena. A análise crítica revela que a exclusão e discriminação com base na deficiência, no mercado de trabalho, é ainda generalizada. Enquanto na Alemanha o emprego apoiado aumenta o risco de a pessoa se sentir excluída ou de experienciar condições de trabalho pouco dignas, também possibilita uma resposta alternativa ao emprego, numa escala elevada, que não se regista em Portugal. Em Portugal, as pessoas com deficiência apresentam maior risco de desemprego e, devido à insuficiência de medidas de apoio, designadamente medidas de emprego de longa duração, as redes familiares e outras redes de apoio, são chamadas a compensar este défice, incluindo financeiramente. A análise comparativa sistémica apontou ainda que a interseccionalidade da deficiência com outros factores interfere com os resultados das políticas e medidas existentes. Enquanto a posição de desvantagem das participantes do sexo feminino parece ser um fenómeno transnacional, regista-se uma diferenciação binacional quando a idade dos participantes é tomada em consideração. Em suma, enquanto o sistema alemão providencia os melhores níveis de proteção para os cidadãos mais velhos com deficiência que ainda se encontram a trabalhar, as medidas portuguesas focam-se prioritariamente no acesso ao trabalho e emprego e, consequentemente, são mais benéficas para jovens com deficiência em busca de trabalho. Em ambos os países, no entanto, as pessoas com deficiências intelectuais ou psicossociais encontram-se na situação de maior desvantagem. Pesem embora as lacunas e obstáculos evidenciados, a análise revelou oportunidades de aprendizagem bilateral. As recomendações apontadas pelos participantes e a avaliação crítica das leis e políticas em vigor constitui uma fonte valiosa de apoio ao desenvolvimento de políticas futuras na área do emprego. Globalmente, a tese conclui que políticas sociais que apoiem a inclusão das pessoas com deficiência no trabalho e emprego criam estruturas económicas e sociais mais justas e igualitárias, não apenas para as pessoas com deficiência, mas para todos.
The present study critically reflects on the implementation of the right to work and employment as enshrined in the UN Convention on the Rights of Persons with Disabilities in Portugal and Germany and frames it within the wider scope of Social Policy. Including the narratives of disabled people themselves, the results of this study indicate that recent legislative changes in both countries strengthen a human rights approach to disability. However, the right to work and employment still lacks full implementation. The critical analysis reveals that exclusion from and discrimination in the labour market on the ground of disability is still widespread. Despite persisting gaps and obstacles, the analysis shows that there is scope for binational learning and presents recommendations for future policy development.
N/A
40
Jamodien, Tariq Ishmail. "Towards addressing the challenges of black managers within the context of transforming South African organisation." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/15054.
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Thesis (MBA)--University of Stellenbosch, 2009.ENGLISH ABSTRACT: The phenomenon of transformation was originally conceived, in a South African context, as a political strategy driven by socio-political force with the objective of fostering change based on principles of enhancing human dignity and promoting equality in all aspects of society. The workplace was one of the areas that first experienced the consequences of transformation, encouraged mainly through legislation such as the Employment Equity Act (No. 55 of 1998). The manner in which affirmative action measures may be implemented is determined by the Employment Equity Act (No. 55 of 1998), which aims to ensure that the legacies of apartheid in the South African workplace are redressed. In this regard, employment equity will, over time, be achieved by promoting equal opportunity and fair treatment through the elimination of unfair discrimination and through the implementation of affirmative action measures to advance Black people, women and people with disabilities. Regardless of legislative imperatives, South Africa has failed quite markedly to realise the promotion of greater equality between all South Africans in the workplace. Black South Africans and women are still seriously under-represented in top and senior management posts. The key findings of the 2007/8 Employment Equity Report prepared by the Commission for Employment Equity for the National Department of Labour showed low representation of Blacks at top level management, senior management, and professionally qualified and middle management levels, as compared to their white counterparts. The challenges for organisations to transform are multi-faceted and include skills shortages, homogeneous organisational cultures, a lack of commitment and a failure to incorporate proper human resource strategies. Organisations require a commitment by all members, particularly the leaders, to examine the norms, customs, values and practices which militate against establishing a culture of valuing diversity. A holistic approach that changes organisational systems, practices and policies as well as the individual attitudes and values needed to create a valuing diversity culture should propel an organisation towards true transformation.
AFRIKAANSE OPSOMMING: Die verskynsel van transformasie is oorspronklik in die Suid-Afrikaanse konteks ontwikkel as 'n politieke strategie aangedryf deur sosiopolitieke kragte en met die doel om verandering te bevorder, gebaseer op die beginsels van die verbetering van menswaardigheid en die ondersteuning van gelykheid in alle aspekte van die samelewing. Die werkplek was een van die areas waar die gevolge van transformasie eerste ondervind is, hoofsaaklik bevorder deur wetgewing soos die Wet op Gelyke Indiensneming (No. 55 van 1998). Die wyse waarop maatreels vir regstellende aksie geimplementeer mag word, word deur die Wet op Gelyke Indiensneming (No. 55 van 1998) bepaal. Hierdie wet het ten doel om te verseker dat die erfenis van apartheid in die Suid-Afrikaanse werkplek reggestel word. In hierdie opsig sal gelyke indiensneming mettertyd bewerkstellig word deur gelyke geleenthede en billike behandeling aan te moedig deur die uitskakeling van onbillike diskriminasie en deur die implementering van regstellende-aksiemaatreels om swart mense, vroue en gestremde mense te bevorder. Ongeag van wetgewing het Suid-Afrika in hoe mate misluk in die daarstelling van groter gelykheid tussen alle Suid-Afrikaners in die werkplek. Swart Suid-Afrikaners en vroue is steeds ernstig onderverteenwoordig in top- en senior bestuursposte. Die sleutelbevindings van die 2007/8 Verslag oor Gelyke Indiensneming voorberei deur die Kommissie vir Gelyke Indiensneming vir die Nasionale Departement van Arbeid, het aangetoon dat swartes in vergelyking met hul wit ewekniee swak verteenwoordig is op die vlak van topbestuur, senior bestuur, professioneel gekwalifiseerdes en middelbestuur. Die uitdagings vir organisasies om te transformeer het vele fasette en sluit in 'n tekort aan vaardighede, homogene organisasiekulture, 'n gebrek aan toewyding en 'n gebrek aan die toepassing van behoorlike strategiee vir menslike hulpbronne. Organisasies vereis toewyding van alle lede, veral die leiers, om die norme, gewoontes, waardes en praktyke te ondersoek wat in stryd is met 'n kultuur waarin waarde geheg word aan diversiteit. 'n Holistiese benadering wat organisasiestelsels, -praktyke en -beleid verander, asook die individuele houdings en waardes wat nodig is om 'n kultuur te skep wat waarde heg aan diversiteit, behoort 'n organisasie op die pad te plaas na ware transformasie.
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Banelienė, Rūta. "Efficiency of state economic policy in the context of integration processes in the European Union." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2013~D_20131015_160116-10308.
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The investigation of state economic policy in the context of integration processes in the EU is becoming more important, particularly as regards ground-taking and preventing possible negative effects for the separate EU countries. It is also clear that there is a lack of adequate theoretical models and solutions for responding to modern challenges, which would allow to evaluate complexly the efficiency of state economic policy of the EU countries in different phases of preparation, grounding, and implementation. Therefore this doctoral dissertation is devoted to the efficiency of state economic policy in the context of integration processes in the EU. The research is focussed on a theoretical study and identification of the factors of efficiency of state economic policy, as well as the identification of potential measures of performance of state economic policy of EU countries in the context of integration processes in the EU; it provides for a macrosimulation model, allowing to evaluate the impact of the identified factors on the efficiency of state economic policy of the EU countries, it also evaluates the impact of the identified factors on the efficiency of state economic policy in selected for research EU countries and offers recommendations regarding the directions of the implementation of state economic policy for increased efficiency of state economic policy of EU countries in the long term perspective.Vis svarbesni tampa valstybės ekonominės politikos tyrimai integracinių procesų ES kontekste, ypač siekiant pagrįsti ir neleisti pažeisti atskirų ES šalių interesus. Taip pat akivaizdu, kad šiuo metu stokojama šiuolaikiniams iššūkiams adekvačių teorinių modelių ir sprendimų, skirtų kompleksiškai vertinti ES šalių valstybės ekonominės politikos efektyvumą įvairiose šios politikos rengimo, pagrindimo ir įgyvendinimo stadijose. Todėl ši daktaro disertacija skirta valstybės ekonominės politikos efektyvumui integracinių procesų ES kontekste. Tyrimo metu atlikus teorinę studiją identifikuoti valstybės ekonominės politikos efektyvumo veiksniai, identifikuotos ES šalių galimos valstybės ekonominės politikos vykdymo priemonės integracinių procesų ES kontekste, sukurtas makrosimuliacinis modelis, leidžiantis įvertinti identifikuotų veiksnių poveikį ES šalių valstybės ekonominės politikos efektyvumui, įvertintas identifikuotų veiksnių poveikis tyrimui atrinktų ES šalių valstybės ekonominės politikos efektyvumui bei pasiūlytos valstybės ekonominės politikos vykdymo kryptys ES šalių valstybės ekonominės politikos efektyvumui ilgalaikėje perspektyvoje padidinti.
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Porthé, Victoria. "La precariedad laboral en inmigrantes en España y su relación con la salud: una aproximación cualitativa." Doctoral thesis, Universitat Pompeu Fabra, 2009. http://hdl.handle.net/10803/7155.
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El denominado proceso de "globalización" ha propiciado nuevos patrones de desarrollo en las relaciones económicas a nivel mundial, que no sólo se han traducido en una nueva organización del trabajo y cambios generales en la producción sino que, a su vez, han modificado las relaciones de poder entre el capital y el trabajo. Como consecuencia de esta profunda reorganización social y económica, la denominada "flexibilización" laboral se ha convertido en una de las características dominantes del mercado laboral que ha tenido diversos efectos negativos para los trabajadores en cuanto a su estabilidad, seguridad laboral, y pérdida de poder. En este contexto, surge la precariedad laboral que ha comportado profundos cambios en el empleo, transformando las relaciones de reproducción social y de las relaciones en el ámbito de la producción, acrecentando la vulnerabilidad de los trabajadores. Al mismo tiempo, la emergencia de la precariedad laboral ha coincidido históricamente con el aumento de los flujos migratorios de carácter principalmente económico.La precariedad laboral no afecta de la misma manera al conjunto de la fuerza de trabajo sino que perjudica especialmente a ciertos grupos vulnerables, entre los que se encuentran los inmigrantes. Así, la precariedad está estrechamente relacionada con los ejes de la desigualdad, que permiten explicar cómo las desigualdades sociales se traducen en distintos niveles de salud. No obstante, existe escasa evidencia que permita entender, con la profundidad suficiente, la relación entre los factores estructurales que configuran la precariedad laboral y su relación con la salud de los trabajadores. Aún menor es la evidencia disponible que analice específicamente la situación de los trabajadores inmigrantes. Esta tesis se propone conocer las características y dimensiones de la precariedad laboral específicas de los trabajadores inmigrantes y analizar su relación con la salud y bienestar de los mismos. Para conseguirlo, propone una metodología cualitativa, con dos orientaciones en el análisis. En una primera parte, el método de análisis utilizado fue la inducción analítica, a partir del marco teórico desarrollado por Amable (2006) sobre la precariedad laboral en asalariados españoles.
La segunda parte del análisis es descriptiva e interpretativa siguiendo el método de la teoría fundamentada, utilizado para describir la relación de la precariedad con la salud y bienestar percibidos por los informantes. Los trabajadores inmigrantes caracterizan la precariedad laboral describiendo la elevada inestabilidad del empleo, escaso poder para negociar las condiciones de empleo, indefensión y una intensificación de la carga de trabajo. Perciben también, que sus ingresos son insuficientes para cubrir sus necesidades y que poseen escasos beneficios sociales que limitan su capacidad de ejercer derechos. Los trabajadores en situación irregular, comparten las características descritas de la precariedad, aunque perciben mayor indefensión y peores condiciones laborales. En la relación de la precariedad laboral con la salud, los informantes describieron no sólo problemas sobre su salud general (musculoesqueléticos, problemas alimentación, etc.) sino también problemas como la insatisfacción laboral, estrés, factores psicosociales, malas condiciones de vida y también hábitos poco saludables, como consumo de alcohol y medicamentos.
A partir de este estudio hemos observado que la principal diferencia entre el colectivo de trabajadores españoles y el de inmigrantes reside en la extensión de la precariedad laboral. Entre los inmigrantes, la precariedad se presenta en niveles muy altos o incluso extremos, que exceden el ámbito laboral e incluyen aspectos de precariedad social, relacionados a sus condiciones de vida, marginación y exclusión. En el caso de los trabajadores en situación irregular necesariamente entran en la precariedad lo que los ubica como un colectivo muy vulnerable.
Finalmente, si se considera que el trabajo es uno de los principales mecanismos de inserción en la sociedad, los inmigrantes que se hallan en situación de precariedad laboral podrían quedar expuestos a una inserción social igualmente precaria. Desde la perspectiva de Salud Pública es necesario considerar que aún y cuando la situación de la inmigración represente un impacto pequeño sobre la salud de los trabajadores, la magnitud de la inmigración a nivel mundial es muy elevada, por lo que el potencial impacto que ésta podría tener sobre la salud global de la población podría ser enorme.
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Marais, Christel. "Lived realities of domestic workers within the South African labour legislative context : a qualitative study / Christel Marais." Thesis, North West University, 2014. http://hdl.handle.net/10394/13232.
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Globally the domestic worker sector is characterised by a sense of “voicelessness”—an esoteric silence fuelled by a dire need to survive. South Africa is heralded as a global ambassador for the rights of these women. Significant sectoral reforms in recent years regulate the transactional element of this employment relationship through stipulated minimum wages and employment standards. The relational element of this engagement, however, remains underexplored. A decade of global scholarship detailing the hardships that characterise this sector has helped to uncover the plight of domestic workers. The study provided the participants with an opportunity to express their experiences and feelings, and the documented findings will hopefully stimulate more scholarly debate on this issue. It is hoped that the study will engender more sensitivity towards the needs of this vulnerable group of workers and promote positive employment relations within the South African labour market. The study describes the lived realities of domestic workers within the South African labour legislative context through five separate but interrelated journal articles. Article 1 provides a detailed “plan of action” that documents the initial considerations and rationale for the study. Guided by existing scholarly discourse, the research questions are highlighted and the proposed research design is presented. Issues related to trustworthiness are debated. This article constitutes the research proposal that was submitted during the initial phase of this research journey. Article 2 presents a transparent account of the methodological considerations that guided the co-construction of meaning within the South African domestic worker sector. Situated within the interpretivist paradigm, with phenomenology as theoretical underpinning, purposive respondent-driven self-sampling resulted in the recruitment of 20 female participants. All of them can be described as domestic workers in terms of Sectoral Determination 7. The pilot study indicated the value of using metaphors while exploring tentative topics. An interview guide facilitated the exploration of key concepts during our engagement. Rich, dense descriptive verbatim accounts of participants’ lived realities confirmed data saturation. In-depth interviews were transcribed and analysed through an inductive process of data reduction. Emanating themes confirmed that the South African domestic workers sector is far from being voiceless if we are only willing to listen. Making these voices heard constitutes a progressive step in future efforts to empower this neglected sector of the labour market. In article 3 a life-cycle approach is used to explore participants’ lived experiences of their work-life cycle. Each individual progresses through these various phases which are contextualised as a transitional process as a result of their unique circumstances and personal trajectory. Findings confirmed the existence of an institutionalised culture of engagement within the sector perpetuated from one generation to the next. Attempts to exit the sector are unsuccessful due in part to their limited formal education and skills repertoire. The article concludes with the notion that domestic workers are trapped within a never-ending cycle of sectoral engagement, and the possibility of exiting the sector remains “but a dream” for many. Article 4 focusses on the reciprocal interpersonal relatedness that often develops due to the prolonged engagement within the individualised sectoral employment context. Characterised by caring and connectedness, this mutually dignified treatment not only signals but also enhances human flourishing. Participants’ accounts of relational reciprocity are indicative of the enactment of cardinal Ubuntu principles within the employment context. The need for actions that surpass the “letter of the law” in order to enhance flourishing within the South African domestic worker sector is advocated. Article 5 explores the role that legislative awareness fulfils in the everyday lives of domestic workers. Findings indicated that empowerment was an unknown construct for all participants. The participants had little or no confidence in engaging their employers on employment issues; this was due in part to their limited legislative awareness. Domestic workers should thus take ownership of their own empowerment efforts. This will sanction
their right to assert their expectations of employment standards with confidence and make use of the judicial system to bring about compliant action. The article concluded with the notion that legislative awareness can result in empowered actions though informed employee voices.PhD (Labour Relations Management), North-West University, Vaal Triangle Campus, 2014
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Grunow, Daniela. "Convergence, persistence and diversity in male and female careers - does context matter in an era of globalization? : a comparison of gendered employment mobility patterns in West Germany and Denmark /." Opladen Farmington Hills Ed. Recherche, 2006. http://deposit.ddb.de/cgi-bin/dokserv?id=2827841&prov=M&dok_var=1&dok_ext=htm.
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Adams, Samantha Pedro. "Examining graduate applicant intentions to apply to an organisation : the theory of planned behaviour in the South African context." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80375.
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Thesis (MComm)--Stellenbosch University, 2013.The fiercely competitive nature of South Africa’s skilled labour market has necessitated a degree of awareness, from employers and researchers alike, of factors that potentially attract skilled graduates. Drawing on the Theory of Planned Behaviour (TPB) (Ajzen, 1991) the present study explored the formation of intentions towards job pursuit activities (i.e., submitting an application form) of the South African graduate. The proposed model of applicant intention that was tested in the present study is based on salient beliefs — an applicant’s attitude towards behaviour, subjective norm and perceived behavioural control — that determine the development and strength of intentions to apply for a job. The study was conducted in two phases using a mixed method approach. The first phase employed a qualitative design on a sample (N = 32) of students in order to elicit salient beliefs associated with applying to a chosen organisation. Next, we conducted interviews, administered open-ended questionnaires and conducted content analysis to identify applicants’ salient behavioural beliefs about applying. The second phase of the study employed a quantitative design to test the hypotheses that behavioural beliefs (attitudinal beliefs, normative beliefs and control beliefs) would influence intention to apply. We administered belief-based measures to a convenience sample (N = 854) of students from a tertiary institution in the Western Cape. Confirmatory Factor Analysis (CFA) of the measurement and structural models found that the hypothesised models fit the data reasonably well and significant relationships between perceived behavioural control and intention to apply were confirmed. Latent variable correlation analysis showed that all three behavioural beliefs (attitude towards behaviour, subjective norm and perceived behavioural control) were significantly related to intention to apply, but only normative and control beliefs showed significant path coefficients when all the beliefs were considered jointly in the structural model. Following the confirmatory factor analysis, we further explored socio-demographic group differences in the levels of, and relationship between, behavioural beliefs and intention to apply to an organisation. The results showed that perceived behavioural control had a significant relationship with intention to apply. The study makes three important contributions to the literature. First, TPB can be a useful framework to explain graduate applicant’s intention to apply. Second, the significant role of perceived behavioural control and subjective norm in the formation of graduate applicant intentions was highlighted. Third, the diagnostic utility of the TPB framework for applicant intentions was established. Finally, the results suggest there might be group differences in behavioural beliefs and intention to apply – a finding that calls for more research on graduate applicant decision-making in the South African context.
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Forrester, Trina K. "Intimate Partner Violence Predictors in an International Context: An Analysis of the International Violence against Women Survey." Thèse, Université d'Ottawa / University of Ottawa, 2011. http://hdl.handle.net/10393/19915.
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Using the International Violence Against Women Survey (IVAWS), this paper identifies factors contributing to women’s individual risk of being victimized by their current intimate partner. Additionally, this analysis examines the overlap of physical and sexual violence within intimate relationships. Past research into IPV has identified a numerous predictor variables. Adapting nine such variables (controlling behaviours, male heavy drinking, female only income, female past marriage, female past IPV, respondents’ age, relationship duration, relationship status and violence outside the home) to the IVAWS dataset, a framework identifying risk patterns for physical and sexual violence was developed. The results identify a number of variables that performed as expected and increased a women’s risk of being a victim of IPV; however, some variables decreased women’s risk and therefore acted as protective factors. These findings suggest that IPV at the country level is more complex and requires additional research to fully explain the variation observed.
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Hood, Lillian. "Attributions about individuals with disabilities in employment contexts." View electronic thesis (PDF), 2009. http://dl.uncw.edu/etd/2009-1/rp/hoodl/lillianhood.pdf.
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Stafford, Benjamin Arthur. "Recruiter consensus in judging applicant résumé content." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1243361579.
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Liu, Ziming. "Understanding the Land Cooperative Program in China: Determinants and Impact." Doctoral thesis, Humboldt-Universität zu Berlin, 2017. http://dx.doi.org/10.18452/18581.
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Diese Doktorarbeit trägt durch eine Analyse der chinesischen Landgenossenschaften zum Verständnis von Politik und Prozessen im Ko-Management natürlicher Ressourcen bei. Im Mittelpunkt dieser Arbeit steht die Frage wie der lokale Kontext und Haushaltscharakteristika mit der Implementierung von Landgenossenschaften interagieren. Ich adressiere diese Frage in drei empirischen Forschungsartikeln. Im ersten Artikel untersuchen ich die Wirkung verschiedener lokaler Kontextvariablen in verschiedenen Dörfern auf den Anteil der Landflächen, der von einer Landgenossenschaft verwaltet wird. Es wird gezeigt, wenn lokale Eliten, wie Regierungsbeamte, Dorfkader oder gebildete Menschen, Genossenschaftsvorsitzende sind, ist der Anteil von Land, der an die Genossenschaft übertragen wird, deutlich größer. Im zweiten Artikel wenden ich uns der Haushaltsebene zu und untersuchen Bestimmungsfaktoren der Mitgliedschaft in einer Genossenschaft und die Auswirkungen der Mitgliedschaft auf die Allokation der verfügbaren Arbeitskraft. Ich stelle keinen allgemeinen Effekt von Genossenschaftsmitgliedschaft auf die Wahrscheinlichkeit der außerlandwirtschaftlichen Berufstätigkeit des Haushaltsvorstandes fest. Im dritten Artikel analysieren ich, wir den Zusammenhang zwischen Partizipation in Entscheidungsprozessen und Haushaltseinkommen aus Landgenossenschaften. Ich zeige, wohlhabendere Mitglieder und solche mit Mitgliedschaft in der kommunistischen Partei haben eine höhere Wahrscheinlichkeit an Entscheidungsprozessen teilzunehmen. Genossenschaftsmitglieder weniger von ihrer Mitgliedschaft profitieren, wenn sie nicht in Entscheidungsprozesse involviert sind. Zusammenfassend zeigt diese Dissertation, dass der lokale Kontext einen Unterschied in der Implementierung von Landgenossenschaften macht. Um die Genossenschaften zu fördern sollten politische Entscheidungsträger die Heterogenität der lokalen Bevölkerung.This thesis contributes to the understanding of politics and processes in the co-management of natural resources through an analysis of Chinese land cooperatives. The focus of this work is the question of how local context and household characteristics interact with the implementation of land cooperatives. I address this question in three empirical research articles. In the first article, I examine the effect of different local context variables in different villages on the share of land area managed by a rural cooperative. It is shown that when local elites, such as government officials, village cadres or educated people, are co-operative chairmen, the proportion of land transferred to the cooperative is significantly larger. In the second article, I turn to the household level and examine determinants of membership in a cooperative and the impact of membership on the allocation of available labor. I do not state any general effect of cooperative membership on the probability of the head of household's non-agricultural employment. In the third article, I analyze the connection between participation in decision-making and household income from land cooperatives. I show that wealthier members and members of the Communist Party are more likely to participate in decision-making. Cooperative members benefit less from their membership if they are not involved in decision-making. In summary, this dissertation shows that the local context makes a difference in the implementation of land cooperatives. To encourage cooperatives, policy makers should consider the heterogeneity of the local population.
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Heighway, Michael. "The Content Validation of an Employment Selection Process for Vehicle Mechanics." TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/150.
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The current study is a significant portion of a content validation study conducted to evaluate new selection tools developed by an organization. In it I assessed the content validity of a structured interview through the following steps: conducting a literature review to establish best practices, reviewing the data gathering process, conducting data analyses, recommending item weights, evaluating the validity of the interview, suggesting standardized materials, creating a plan for training for interview use, and ensuring documentation is kept as required by law.
The data were collected internally by the organization and were provided for analyses. Analyses included one-way ANOVAs, and the calculation of r*wg for the Subject Matter Expert (SME) importance ratings. Results indicated that the SME ratings exhibited acceptable interrater agreement and that all competencies were important. Therefore, the interview based on these ratings has acceptable content validity. Recommendations were provided to the organization regarding possible alternatives and the impact that the decisions made would have on the resulting validity.