Relevant bibliographies by topics / Employment relations

Academic literature on the topic 'Employment relations'

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Published: 4 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Employment relations"

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Sridhar, R., and Anand Nayak. "Employment Relations." Management and Labour Studies 38, no. 4 (November 2013): 411–23. http://dx.doi.org/10.1177/0258042x13513137.

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Stackel, Leslie. "Employment relations programs." Employment Relations Today 15, no. 1 (March 1988): 72–76. http://dx.doi.org/10.1002/ert.3910150113.

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Stackel, Leslie. "Employment relations programs." Employment Relations Today 15, no. 2 (June 1988): 163–65. http://dx.doi.org/10.1002/ert.3910150213.

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Fusco, Mary Ann Castronovo. "Employment relations programs." Employment Relations Today 15, no. 3 (September 1988): 257–60. http://dx.doi.org/10.1002/ert.3910150313.

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Stackel, Leslie. "Employment relations programs." Employment Relations Today 15, no. 4 (December 1988): 351–53. http://dx.doi.org/10.1002/ert.3910150414.

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Fusco, Mary Ann Castronovo. "Employment relations programs." Employment Relations Today 16, no. 1 (September 30, 2010): 89–92. http://dx.doi.org/10.1002/ert.3910160113.

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Stackel, Leslie. "Employment relations programs." Employment Relations Today 16, no. 2 (September 17, 2010): 167–69. http://dx.doi.org/10.1002/ert.3910160213.

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Fusco, Mary Ann Castronovo. "Employment relations programs." Employment Relations Today 16, no. 3 (September 1989): 259–62. http://dx.doi.org/10.1002/ert.3910160313.

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Stackel, Leslie. "Employment relations programs." Employment Relations Today 16, no. 4 (December 1989): 355–57. http://dx.doi.org/10.1002/ert.3910160413.

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Fusco, Mary Ann Castronovo. "Employment relations programs." Employment Relations Today 17, no. 1 (March 1990): 79–82. http://dx.doi.org/10.1002/ert.3910170113.

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Dissertations / Theses on the topic "Employment relations"

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Angerhausen, Julia. "Evaluation frequency in employment relations /." Dortmund, 2007. http://opac.nebis.ch/cgi-bin/showAbstract.pl?sys=000254214.

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Gould, Anthony Morven Francis, and n/a. "Employment Relations In The Fast Food Industry." Griffith University. Griffith Business School, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20061106.114525.

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The McDonald's model of labour management has been widely adopted throughout the fast food industry. Literature that is critical of fast food labour management policy and practice often portrays employers as offering work that is low paid, unchallenging and uninteresting. However, others argue that the industry provides young workers with: a first resume entry, training opportunities, the chance to develop a career and a path into employment. This study interprets these two perspectives as reflecting either misalignment or alignment of employee/crew and employer preferences. Such an interpretation recognises that fast food work does not represent a career for many who do it but is short term or 'stop-gap' in nature. The study's research question is: to what extent does management preference for elements of work align with the preferred working arrangements of crew at McDonald's Australia? This research subjects McDonald's Australian stores to independent scrutiny. Previous research in this area has mostly used qualitative methods. Earlier studies, by and large, provide descriptive accounts of fast food employment however they often lack the rigour of an empirical investigation. The present research uses a structured survey method to obtain data from crew and managers. Results are analysed using descriptive and inferential statistics. Findings focus on three areas of labour management: industrial relations, work organisation and human resource management. Several themes relating to alignment of preferences in the fast food employment relationship are identified. These are: crew have scant knowledge of industrial relations, do not like aspects of work organisation, but respond positively to certain human resource management policies and practices; crew lack knowledge of labour management issues generally; crew work is simple and repetitive; and, many young crew seem to dislike aspects of fast food work as they get older but others, who have distinctive characteristics, appear to continue to like the McDonald's approach as they age.
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Rose, Howard John. "Social power, employment relations and organisational control." Thesis, Cardiff University, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.336072.

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Gould, Anthony Morven Francis. "Employment Relations In The Fast Food Industry." Thesis, Griffith University, 2006. http://hdl.handle.net/10072/366873.

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The McDonald's model of labour management has been widely adopted throughout the fast food industry. Literature that is critical of fast food labour management policy and practice often portrays employers as offering work that is low paid, unchallenging and uninteresting. However, others argue that the industry provides young workers with: a first resume entry, training opportunities, the chance to develop a career and a path into employment. This study interprets these two perspectives as reflecting either misalignment or alignment of employee/crew and employer preferences. Such an interpretation recognises that fast food work does not represent a career for many who do it but is short term or 'stop-gap' in nature. The study's research question is: to what extent does management preference for elements of work align with the preferred working arrangements of crew at McDonald's Australia? This research subjects McDonald's Australian stores to independent scrutiny. Previous research in this area has mostly used qualitative methods. Earlier studies, by and large, provide descriptive accounts of fast food employment however they often lack the rigour of an empirical investigation. The present research uses a structured survey method to obtain data from crew and managers. Results are analysed using descriptive and inferential statistics. Findings focus on three areas of labour management: industrial relations, work organisation and human resource management. Several themes relating to alignment of preferences in the fast food employment relationship are identified. These are: crew have scant knowledge of industrial relations, do not like aspects of work organisation, but respond positively to certain human resource management policies and practices; crew lack knowledge of labour management issues generally; crew work is simple and repetitive; and, many young crew seem to dislike aspects of fast food work as they get older but others, who have distinctive characteristics, appear to continue to like the McDonald's approach as they age.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Bhankaraully, Shabneez. "Financialisation, institutions and the implications for employment relations." Thesis, University of Birmingham, 2017. http://etheses.bham.ac.uk//id/eprint/8031/.

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Contemporary times witnessed financialisation emerging as a new form of economic development in liberal market economies (United Kingdom/United States). Consequences include a reshaping of the corporate governance and employment relations models owing to the dominance of finance capital leading to the increased prominence of shareholder value maximisation. I investigate the process of diffusion of these shareholder value practices in the form of corporate restructuring activities in Germany and France. Adopting a strategic choice perspective, I highlight that the process of diffusion of UK/US-based practices will be highly mediated for two reasons. First, the presence of important institutional differences in Germany and France, as compared to liberal market economies, enables domestic actors to better resist the diffusion of financialisation practices. Second, the governance of the firm constitutes the outcome of interactions among different firm stakeholders (employees, managers and shareholders) whose preferences are not monolithic. The implementation of corporate restructuring practices reflects the overlapping of preferences among different categories of firm stakeholders across countries and corporate restructuring practices. A Qualitative Comparative Analysis (QCA) methodology is adopted for unravelling the causally complex mechanisms leading to employee downwsizing (Germany and France) and wage reduction (France) via the use of necessary/sufficient conditions.
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Walker, Bernard L. "For Better or for Worse: Employment Relationship Problems under the Employment Relations Act 2000." Thesis, University of Canterbury. Management, 2009. http://hdl.handle.net/10092/4388.

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The existing grievance literature has tended to focus on employee decisions concerning dispute action in light of Hirschman’s (1970) ‘loyalty voice exit’ (LVE) model. The present research sought to take an alternative approach by exploring the processes associated with grievances and disputes, through following a series of cases covering both employer and employee perspectives of the same dispute. The cases involved individual-level disputes where the parties were still in an ongoing employment relationship at the time that they accessed the mediation services of the government employment agency. The research process involved observing the mediation sessions and then conducting follow-up interviews with all the individuals associated with each case, including the employer and employee, along with union advocates, legal representatives, and mediators resulting in a total of 70 interviews. The findings covered a range of areas which combined to form a new model which reframed the dispute process as a series of choices, events and stages, rather than the single-choice perspective of much existing literature. The model centres upon three core constructs. The first of these is the Dispute Type, which refers to the nature or substance of the dispute, and identifies three distinct types each of which have their own dynamics and progression, with a significant predetermining effect on the course of employment disputes. The second construct, Power, concerns the relative power of the parties, with a party’s overall power comprising of individual, organisational, and external levels. The series of dispute actions were also found to be driven by power-related dynamics, and this produces a model that both builds upon and also extends, existing models of power in the negotiation literature (Lawler, 1992; Kim et al., 2005). Finally the third construct, Interaction Type, draws on Pruitt and Kim’s (2004) dual concern model, to explore the combined interaction of the strategies and tactics utilised by each side in a dispute sequence. Extending this model into employment dispute situations, the research identifies dynamics which can lead to major escalation of disputes, precluding opportunities for resolution. The research has significant implications for organisations in their management of individual-level employee disputes, as well as for parties such unions and other representatives who are reframed as agents with the potential to increase or reduce the power of parties.
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Lai, Yanqing. "Employee relations in SMEs : an empirical approach using the Workplace Employment Relation Survey (WERS 2011)." Thesis, Kingston University, 2016. http://eprints.kingston.ac.uk/35057/.

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This thesis is a paper-based thesis. Using a large-scale matched employee-employer dataset, three empirical studies were undertaken to empirically examine: 1) the relationship between employee attitudes, human resource management practices and firm performance in SMEs; 2) the effect of the firm size on firms’ and employees’ experience during the recent financial crisis, particularly firm’s employment related responses to the economic hardship; and 3) the impact of firm size on employee’s experience of work stress during economic recession. The findings of the first study suggest a direct relationship between HRM practices and SME firm performance, but this relationship is moderated by high employee job satisfaction. The results suggest that HR policies and practices may improve small firm performance, especially within firms with low levels of commitment and satisfaction. The estimation results presented in the second study show that SMEs are more vulnerable during times of economic hardship than larger firms, but those with HR practices have shown more resilience to the downturn. There is a significant firm-size effect on the choice of specific HRM measures in response to the recession, and having HR practices increases the likelihood of the firm to adopt organizational measures. Also, the results indicate that the differences in workers’ job experience are moderated by high management formality. For the final empirical research, employees in SMEs experience lower level of overall job stress than those in large enterprise, although the effect disappears once the employee-level and firm-level characteristics are taken into consideration. Finally, the findings suggest that the association and magnitude of estimated effects of the work stressor presented in the Cooper and Marshall’s work stress model differ significantly by firm size. Overall, the thesis has made significant contribution to the employee relations in SMEs literature and provide interesting academic and policy oriented findings.
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Ioannou, Gregoris. "Labour relations in Cyprus : employment, trade unionism and class composition." Thesis, University of Warwick, 2011. http://wrap.warwick.ac.uk/47187/.

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This thesis is a study of contemporary labour relations in Cyprus and is based on seven case studies: three from the hotel, two from the banking and two from the construction industries. The case studies involved particular medium and large size firms and focused on specific workplaces but some generalisations and projections are also made concerning broader tendencies in the corresponding sectors. Labour relations are approached holistically, examining both the context and the content of labour power utilisation as well as its broader impact and significance on society as a whole. The thesis focuses on employment practices and work organisation but also includes within its analytic frame, the institutional and political factors involved, management and trade unionism. The workplace is approached as a site of power relations whereby social identities and divisions occur and authority is both established and contested. Thus labour and trade union organisation is examined at the workplace level and analysed from the workers' perspective, taking into account the experience of hierarchies and resistance, and the experience of cooperation and conflict. The study is located in a nationally specific context, situating the contemporary state of labour relations in Cyprus in the historical course of development and local particular conditions of the island. The colonial legacy, the ethnic conflict and the division of the country and the rapidity of modernisation have impacted substantially on both the industrial relations and the class structure of the society. On the other hand, international forces, trends and phenomena in the era of globalisation such as flexibility in and the deregulation of the labour market, increased capital and labour flows, neo-liberal discourses and trade union decline constitute the broader coordinates of the labour process. These facts and schemata are both examined in the light of empirical data from Cyprus and used to explore and explain issues of contemporary labour organisation and class composition. Theoretically and politically the thesis is situated within a general Marxian framework that is informed both by the conflict school of industrial relations and the tradition of class composition studies. Workers' resistance and class conflict, the means through which class is being composed, is seen not only as a political by-product of the labour process but ontologically at its centre and conceptually at its heart. Thus the thesis also includes references to and can be used in broader discussions in and of the Left and concludes with a characterisation of the challenges and the prospects of the labour and trade union movement in Cyprus.
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Sansbury, George Ernest. "The employment relationship and integrated theory /." Access full text, 2004. http://www.lib.latrobe.edu.au/thesis/public/adt-LTU20060427.125729/index.html.

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Thesis (Ph.D.) -- La Trobe University, 2004.
Research. "A thesis submitted in total fulfillment of the requirements for the degree of Doctor of Philosophy, School of Business, Faculty of Law and Management, La Trobe University". Includes bibliographical references (leaves 223-244). Also available via the World Wide Web.
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Steiner, Jochen. "Mediation of employment disputes : a legal assessment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape9/PQDD_0027/MQ50965.pdf.

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Books on the topic "Employment relations"

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Fiona, Edgar, ed. Employment relations. Dunedin, N.Z: Otago University Press, 2007.

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Gardner, Margaret, and Gill Palmer. Employment Relations. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2.

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Employment relations. 3rd ed. Harlow, England: Pearson Education, 2008.

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Parliament, Great Britain. Employment Relations Bill. London: Stationery Office, 2003.

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Great Britain. Parliament. House of Lords. Employment Relations Bill. London: Stationery Office, 2004.

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Great Britain. Parliament. House of Lords. Employment Relations Bill. London: Stationery Office, 2004.

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Great Britain. Parliament. House of Lords. Employment Relations Bill. London: Stationery Office, 2004.

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Contrepois, Sylvie, Violaine Delteil, Patrick Dieuaide, and Steve Jefferys, eds. Globalizing Employment Relations. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230306813.

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Milner, Susan. Comparative Employment Relations. London: Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-35369-6.

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Graham, Judge, and Chartered Institute of Personnel and Development, eds. Managing employment relations. 5th ed. London: Chartered Institute of Personnel and Development, 2010.

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Book chapters on the topic "Employment relations"

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Gardner, Margaret, and Gill Palmer. "Studying Employment Relations." In Employment Relations, 2–10. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_1.

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Gardner, Margaret, and Gill Palmer. "Training, Development and Careers." In Employment Relations, 255–77. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_10.

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Gardner, Margaret, and Gill Palmer. "The Organisation of Work." In Employment Relations, 278–305. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_11.

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Gardner, Margaret, and Gill Palmer. "Wage Policy." In Employment Relations, 315–46. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_12.

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Gardner, Margaret, and Gill Palmer. "Public Training Policy." In Employment Relations, 347–65. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_13.

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Gardner, Margaret, and Gill Palmer. "Equity Policies." In Employment Relations, 366–93. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_14.

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Gardner, Margaret, and Gill Palmer. "Public Sector Employment Relations in Australia." In Employment Relations, 409–30. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_15.

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Gardner, Margaret, and Gill Palmer. "Public Sector Reforms." In Employment Relations, 431–52. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_16.

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Gardner, Margaret, and Gill Palmer. "Employment Relations: The Interdependence of Industrial Relations and Human Resource Management." In Employment Relations, 464–80. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_17.

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Gardner, Margaret, and Gill Palmer. "The Arbitral Model: The Development of Industrial Relations in Australia." In Employment Relations, 19–40. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_2.

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Conference papers on the topic "Employment relations"

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Marivate, Vukosi, and Nyalleng Moorosi. "Employment relations." In WI '17: International Conference on Web Intelligence 2017. New York, NY, USA: ACM, 2017. http://dx.doi.org/10.1145/3106426.3115589.

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Ivanova, Pavlina. "PERSONAL DATA IN THE CONTEXT OF EMPLOYMENT RELATIONS." In PROTECTION OF THE PERSONAL DATA AND THE DIGITALIZATION 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/ppdd2021.116.

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For the purposes of the employment relationship under the law, employers collect, process and store a certain amount of personal data of job candidates and employees. This creates for them respective obligations and responsibilities in their capacity as controllers of personal data. The report examines the grounds for the collection and processing of personal data for the purposes of employment and sets out the necessary measures to ensure the confidentiality of personal data of staff.
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Sun, Kexin. "Legal Protection of Women’s Equal Right to Employment." In 2021 International Conference on Public Relations and Social Sciences (ICPRSS 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.211020.283.

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Ivanova, Pavlina. "THE EXTRAORDINARY ASPECTS OF LABOR RELATIONS." In THE LAW AND THE BUSINESS IN THE CONTEMPORARY SOCIETY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/lbcs2020.105.

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The unprecedented situation in 2020 put employers in a state of uncertainty and challenged them to find new forms of work, maintain employment relationships, ensure a safe working environment and working conditions, and at the same time comply with regulatory requirements. In this context, labor legislation has had to be adapted to the new circumstances in which the elements of the employment relationship have acquired "extraordinary" aspects. The purpose of this report is to review new aspects of labor relations in a pandemic environment, discussing regulatory changes, their consequences and opportunities.
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Orlova, Elena, Konstantin Krylov, and Tamara Soshnikova. "Self-employment as a Form of Realisation of the Right to Freely Chosen Employment: Problems of Legal Regulation." In IX International Scientific and Practical Conference “Current Problems of Social and Labour Relations" (ISPC-CPSLR 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220208.056.

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DENG, Yonghui, and Hou Tian Ying. "The Primarily Explored Evaluation System of the Quality of Ground-stalled Employment." In 2021 International Conference on Public Relations and Social Sciences (ICPRSS 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.211020.262.

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Huang, Qianqian, Ruiyi Sun, and Yixuan Zhang. "Reviewing the Employment Difficulties of Chinese Female College Students Majored in Humanities." In 2021 International Conference on Public Relations and Social Sciences (ICPRSS 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.211020.136.

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Aileone, Laura, and Dennis Viehland. "A health workforce classification framework for decision support in employment relations." In 2012 IEEE International Conference on Systems, Man and Cybernetics - SMC. IEEE, 2012. http://dx.doi.org/10.1109/icsmc.2012.6378005.

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Polishchuk, Elena, Natalia Stakhno, and Olga Pochupailo. "Analysis of Structural Shifts in Employment Among Crimean Youth." In IX International Scientific and Practical Conference “Current Problems of Social and Labour Relations" (ISPC-CPSLR 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220208.061.

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Kaufmane, Dace. "REMOTE EMPLOYMENT OPPORTUNITIES AT THE EXTERNAL RELATIONS DEPARTMENTS OF PUBLIC SECTOR ORGANISATIONS." In 5th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS SGEM2018. STEF92 Technology, 2018. http://dx.doi.org/10.5593/sgemsocial2018/1.5/s05.103.

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Reports on the topic "Employment relations"

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O'Leary, Christopher J., and Robert A. Straits. Intergovernmental Relations in Employment Policy: The United States Experience. W.E. Upjohn Institute, February 2000. http://dx.doi.org/10.17848/wp00-60.

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Zax, Jeffrey. Labor Relations, Wages and Nonwage Compensation in Municipal Employment. Cambridge, MA: National Bureau of Economic Research, March 1985. http://dx.doi.org/10.3386/w1582.

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Lachowska, Marta. Employment Relations and Wages: What Can We Learn from Subjective Assessments? W.E. Upjohn Institute, May 2013. http://dx.doi.org/10.17848/wp13-196.

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Moriguchi, Chiaki. The Evolution of Employment Relations in U.S. and Japanese Manufacturing Firms, 1900-1960: A Comparative Historical and Institutional Analysis. Cambridge, MA: National Bureau of Economic Research, October 2000. http://dx.doi.org/10.3386/w7939.

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Moriguchi, Chiaki. Implicit Contracts, the Great Depression, and Institutional Change: A Comparative Analysis of U.S. and Japanese Employment Relations, 1920-1940. Cambridge, MA: National Bureau of Economic Research, March 2003. http://dx.doi.org/10.3386/w9559.

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Lazonick, William, Philip Moss, and Joshua Weitz. Equality Denied: Tech and African Americans. Institute for New Economic Thinking, February 2022. http://dx.doi.org/10.36687/inetwp177.

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Thus far in reporting the findings of our project “Fifty Years After: Black Employment in the United States Under the Equal Employment Opportunity Commission,” our analysis of what has happened to African American employment over the past half century has documented the importance of manufacturing employment to the upward socioeconomic mobility of Blacks in the 1960s and 1970s and the devastating impact of rationalization—the permanent elimination of blue-collar employment—on their socioeconomic mobility in the 1980s and beyond. The upward mobility of Blacks in the earlier decades was based on the Old Economy business model (OEBM) with its characteristic “career-with-one-company” (CWOC) employment relations. At its launching in 1965, the policy approach of the Equal Employment Opportunity Commission assumed the existence of CWOC, providing corporate employees, Blacks included, with a potential path for upward socioeconomic mobility over the course of their working lives by gaining access to productive opportunities and higher pay through stable employment within companies. It was through these internal employment structures that Blacks could potentially overcome barriers to the long legacy of job and pay discrimination. In the 1960s and 1970s, the generally growing availability of unionized semiskilled jobs gave working people, including Blacks, the large measure of employment stability as well as rising wages and benefits characteristic of the lower levels of the middle class. The next stage in this process of upward socioeconomic mobility should have been—and in a nation as prosperous as the United States could have been—the entry of the offspring of the new Black blue-collar middle class into white-collar occupations requiring higher educations. Despite progress in the attainment of college degrees, however, Blacks have had very limited access to the best employment opportunities as professional, technical, and administrative personnel at U.S. technology companies. Since the 1980s, the barriers to African American upward socioeconomic mobility have occurred within the context of the marketization (the end of CWOC) and globalization (accessibility to transnational labor supplies) of high-tech employment relations in the United States. These new employment relations, which stress interfirm labor mobility instead of intrafirm employment structures in the building of careers, are characteristic of the rise of the New Economy business model (NEBM), as scrutinized in William Lazonick’s 2009 book, Sustainable Prosperity in the New Economy? Business Organization and High-Tech Employment in the United States (Upjohn Institute). In this paper, we analyze the exclusion of Blacks from STEM (science, technology, engineering, math) occupations, using EEO-1 employment data made public, voluntarily and exceptionally, for various years between 2014 and 2020 by major tech companies, including Alphabet (Google), Amazon, Apple, Cisco, Facebook (now Meta), Hewlett Packard Enterprise, HP Inc., Intel, Microsoft, PayPal, Salesforce, and Uber. These data document the vast over-representation of Asian Americans and vast under-representation of African Americans at these tech companies in recent years. The data also shine a light on the racial, ethnic, and gender composition of large masses of lower-paid labor in the United States at leading U.S. tech companies, including tens of thousands of sales workers at Apple and hundreds of thousands of laborers & helpers at Amazon. In the cases of Hewlett-Packard, IBM, and Intel, we have access to EEO-1 data from earlier decades that permit in-depth accounts of the employment transitions that characterized the demise of OEBM and the rise of NEBM. Given our findings from the EEO-1 data analysis, our paper then seeks to explain the enormous presence of Asian Americans and the glaring absence of African Americans in well-paid employment under NEBM. A cogent answer to this question requires an understanding of the institutional conditions that have determined the availability of qualified Asians and Blacks to fill these employment opportunities as well as the access of qualified people by race, ethnicity, and gender to the employment opportunities that are available. Our analysis of the racial/ethnic determinants of STEM employment focuses on a) stark differences among racial and ethnic groups in educational attainment and performance relevant to accessing STEM occupations, b) the decline in the implementation of affirmative-action legislation from the early 1980s, c) changes in U.S. immigration policy that favored the entry of well-educated Asians, especially with the passage of the Immigration Act of 1990, and d) consequent social barriers that qualified Blacks have faced relative to Asians and whites in accessing tech employment as a result of a combination of statistical discrimination against African Americans and their exclusion from effective social networks.
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Kawar, Mary. Gender and generation in household labor supply in Jordan [Arabic]. Population Council, 2000. http://dx.doi.org/10.31899/pgy2000.1002.

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This paper examines gender and age differences in the labor supply of households in Jordan, and the impact of young women’s employment on gender and generation relations. The objective of the study is to address the issues of gender and generation as factors influencing accessibility to labor markets, and to provide a broader understanding of female employment by exploring age-related factors. Empirically, the study looks at the disproportionate workforce participation of young urban single women in Amman, Jordan, and argues that this generation of working women is evidence of a new stage in the lives of Jordanian women: single employed adulthood. It looks at a specific “time” in the social and economic lives of households and individuals. Within this context, the paper constructs a profile of employment characteristics of adult household members to explore the intersecting influences of age and gender and the specific positions of young women. It then addresses how normative gender and generation hierarchies within households respond to these phenomena of young women’s work, their prolonged single status, and their expanding horizons.
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8

Kawar, Mary. Gender and generation in household labor supply in Jordan. Population Council, 2000. http://dx.doi.org/10.31899/pgy2000.1001.

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This paper examines gender and age differences in the labor supply of households in Jordan, and the impact of young women’s employment on gender and generation relations. The objective of the study is to address the issues of gender and generation as factors influencing accessibility to labor markets, and to provide a broader understanding of female employment by exploring age-related factors. Empirically, the study looks at the disproportionate workforce participation of young urban single women in Amman, Jordan, and argues that this generation of working women is evidence of a new stage in the lives of Jordanian women: single employed adulthood. It looks at a specific “time” in the social and economic lives of households and individuals. Within this context, the paper constructs a profile of employment characteristics of adult household members to explore the intersecting influences of age and gender and the specific positions of young women. It then addresses how normative gender and generation hierarchies within households respond to these phenomena of young women’s work, their prolonged single status, and their expanding horizons.
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9

CORPS OF ENGINEERS WASHINGTON DC. Civilian Personnel: Employment of Relatives. Fort Belvoir, VA: Defense Technical Information Center, September 2001. http://dx.doi.org/10.21236/ada403966.

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10

Giles Álvarez, Laura, Juan Carlos Vargas-Moreno, and Leonardo Pacheco Tenório Cavalcanti. Maps for Gaps: A Geospatial Approach to Estimating Development Gaps in Haiti. Inter-American Development Bank, December 2021. http://dx.doi.org/10.18235/0003811.

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This paper presents the results of a development gap analysis for Haiti using a geospatial approach. Gaps are calculated and characterized by means of qualitative and quantitative techniques, including macroeconomic, microeconomic, and geospatial data analyses. The analysis identifies, presents, and discusses 16 sectoral gaps. It is then expanded by overlapping the sectoral gaps to identify possible relations and spillover effects between them. The results suggest that transportation, early childhood education, and crime and insecurity gaps are the most significant in terms of the area and population affected. Results also show that 24 percent of the area of the country and 9.9 percent of Haitians are affected by nine or more overlapping gaps, particularly in the Nord-Ouest, Artibonite, and Centre departments. In terms of the links between sectors, crime and insecurity gaps tend to overlap with gaps in early childhood education and employment opportunities.
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