Dissertations / Theses on the topic 'Employment relationships'
To see the other types of publications on this topic, follow the link: Employment relationships.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Employment relationships.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Sappey, Jennifer Robyn, and n/a. "Flexible Delivery in Australian Higher Education and its Implications for the Organisation of Academic Work." Griffith University. Griffith Business School, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070228.110927.
Full textAbstract:
This doctoral research explores the implications for the employment relationship of the intersection between employment relations and customer relations. The context for the research is Australian higher education - specifically those university workplaces which are strongly market focused and where resourcing is inadequate to meet customer expectations. Traditionally, serving one's customer has meant providing goods or services (as requested by the customer) and doing so with courtesy (as defined by social custom). The customer was clearly outside the traditional employment relationship between employer and employee, although a focus of its output. However, in the context of post-Fordist production systems and post-modern values including the rise of consumption, there has occurred an intersection of product and labour markets which has led to changes to the employment relationship and the labour process. The thesis answers the questions: In higher education, does the student-as-customer have significant influence on the organisation of work? If so, does this constitute a reconfigured model of the employment relationship? The rationale for re-examining the employment relationship in the context of changing consumption patterns lies in the search for more extensive explanations of factors which influence the labour process with the suggestion that consumption is of increasing relevance for industrial relations theory and practice (see for example Heery 1993; Frenkel, Korczynski, Shire and Tam 1999a). The growth of a culture of consumption and changing consumption patterns are symptomatic of change which is central to the Australian economy as a whole and to higher education in particular (Usher, Bryant and Johnson 1997; Scott 1995a). In this context the doctoral research explores the social relations involved in the process of Australian higher education as a service encounter. It examines the implications for the organisation of work in particular, and the traditional bipartite employment relationship in general (between employer and employee although it is noted that the state has a peripheral role), of the student's newly constructed status of customer. The research focus is on flexible delivery which is seen as a key strategic response by higher education institutions to meet their perceptions of their customers' needs and wants. Flexible delivery is a pedagogy, a marketing tool and a form of work organisation and is a fertile domain within which to seek the intersection of employment relations and customer relations. In keeping with the labour process ethnographic tradition, this research employs Burawoy's (1991) methodology of Extended Case Method. This doctoral research raises critical issues related to the incongruence between current Australian national research ethics regimes and long established ethnographic methods employing participant observation. The practical consequences of the national research ethics regime for empirical research are explored in the concluding chapter. The data identifies that university managements' preoccupation with customer relations has undermined the traditional employment relationship between employing institution and academic. While the academic employee in the service encounter is engaged in the primary relationship of the bipartite employment relationship, management's incorporation of the student-customer into formal organisational processes which may lead to control over the organisation of work, potentially brings into being a tripartite employment relationship between employee/employer/customer. In such a model, customer relations is no longer merely the output of the employment relationship but a process within it, with customers acting as management's agents of control. This thesis introduces the concept of the customer as partial-employer. The thesis findings challenge the current management paradigm of customer focus as a 'win-win' situation. In Australian higher education customer focused strategies have emerged from managerial assumptions about student-customer needs and wants, specifically those of flexibility and value-for-money. The unintended consequence of these assumptions on the academic labour process has been a significant shift in the balance of power between academic educator and student at the level of the service encounter, with the subjugation of traditional academic authority to the power of the consumer in what has become a market relationship.
2
Sappey, Jennifer Robyn. "Flexible Delivery in Australian Higher Education and its Implications for the Organisation of Academic Work." Thesis, Griffith University, 2006. http://hdl.handle.net/10072/365506.
Full textAbstract:
This doctoral research explores the implications for the employment relationship of the intersection between employment relations and customer relations. The context for the research is Australian higher education - specifically those university workplaces which are strongly market focused and where resourcing is inadequate to meet customer expectations. Traditionally, serving one's customer has meant providing goods or services (as requested by the customer) and doing so with courtesy (as defined by social custom). The customer was clearly outside the traditional employment relationship between employer and employee, although a focus of its output. However, in the context of post-Fordist production systems and post-modern values including the rise of consumption, there has occurred an intersection of product and labour markets which has led to changes to the employment relationship and the labour process. The thesis answers the questions: In higher education, does the student-as-customer have significant influence on the organisation of work? If so, does this constitute a reconfigured model of the employment relationship? The rationale for re-examining the employment relationship in the context of changing consumption patterns lies in the search for more extensive explanations of factors which influence the labour process with the suggestion that consumption is of increasing relevance for industrial relations theory and practice (see for example Heery 1993; Frenkel, Korczynski, Shire and Tam 1999a). The growth of a culture of consumption and changing consumption patterns are symptomatic of change which is central to the Australian economy as a whole and to higher education in particular (Usher, Bryant and Johnson 1997; Scott 1995a). In this context the doctoral research explores the social relations involved in the process of Australian higher education as a service encounter. It examines the implications for the organisation of work in particular, and the traditional bipartite employment relationship in general (between employer and employee although it is noted that the state has a peripheral role), of the student's newly constructed status of customer. The research focus is on flexible delivery which is seen as a key strategic response by higher education institutions to meet their perceptions of their customers' needs and wants. Flexible delivery is a pedagogy, a marketing tool and a form of work organisation and is a fertile domain within which to seek the intersection of employment relations and customer relations. In keeping with the labour process ethnographic tradition, this research employs Burawoy's (1991) methodology of Extended Case Method. This doctoral research raises critical issues related to the incongruence between current Australian national research ethics regimes and long established ethnographic methods employing participant observation. The practical consequences of the national research ethics regime for empirical research are explored in the concluding chapter. The data identifies that university managements' preoccupation with customer relations has undermined the traditional employment relationship between employing institution and academic. While the academic employee in the service encounter is engaged in the primary relationship of the bipartite employment relationship, management's incorporation of the student-customer into formal organisational processes which may lead to control over the organisation of work, potentially brings into being a tripartite employment relationship between employee/employer/customer. In such a model, customer relations is no longer merely the output of the employment relationship but a process within it, with customers acting as management's agents of control. This thesis introduces the concept of the customer as partial-employer. The thesis findings challenge the current management paradigm of customer focus as a 'win-win' situation. In Australian higher education customer focused strategies have emerged from managerial assumptions about student-customer needs and wants, specifically those of flexibility and value-for-money. The unintended consequence of these assumptions on the academic labour process has been a significant shift in the balance of power between academic educator and student at the level of the service encounter, with the subjugation of traditional academic authority to the power of the consumer in what has become a market relationship.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
Full Text
3
Nelson, Christine B. "When older mothers work : adult children's perceptions of maternal employment effects Christine B. Nelson." PDXScholar, 1990. https://pdxscholar.library.pdx.edu/open_access_etds/4110.
Full textAbstract:
The effects of maternal employment on the young child have been examined for over 50 years. This research focuses on perceived maternal employment effects at a later point in the family life cycle: when mother is older and children are grown. Thirty-two poverty level women aged 56-83 (M=66.4 years) and their adult sons (n=l 6) and daughters (n= 16) were independently interviewed. All of the older women were paid workers or "stipended volunteers" who were employed part time (20 hours a week) in child care, clerical, or other service jobs. They had a variety of work histories; all were widowed or divorced.
4
Peterson, Samuel. "Spatial and Temporal Employment Relationships: Southern California as a Case Study." Scholarship @ Claremont, 2018. http://scholarship.claremont.edu/cmc_theses/1813.
Full textAbstract:
Southern California is the largest U.S. metropolitan area geographically, and demonstrates complex spatial relationships between county labor markets. This paper is interested in investigating the employment dependencies between the core city of Los Angeles its respective commuting sheds, such as San Bernardino and Riverside counties. Using time series data that includes labor demand shocks from the Great Recession, this analysis implements a vector autoregressive model to dissect the relationship between urban and suburban employment changes. The work finds a strong lagging-leading relationship between counties that varies by business cycle phase, and provides policy implications from this relationship.
5
Bosma-Donovan, Elizabeth. "Compassionate economics, local employment trading systems (LETS) towards alternative economic relationships." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0017/MQ45863.pdf.
Full text
6
Archer, Sarah. "Employer perspectives on domestic employment relationships in post-apartheid South Africa." Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/7697.
Full textAbstract:
Includes bibliographical references.This dissertation investigates the relationships between domestic workers and employers, as reported by employers, concentrating on food provision as a central dimension. It applies anthropological and sociological approaches that include 10 focus group discussions, 171 completed questionnaires (open- and closed-answer questions) and 10 home observation sessions. The employer sample group is almost exclusively white, middle class, female, English-speaking, tertiary educated residents of Cape Town, South Africa. The research starts from the premise that domestic employment Is an illuminating sphere for analysing the intersection between race, class and gender at the present time in South Africa. It argues that, through an examination of the domestic worker employment relationship, particularly when viewed through the lens of food provision, It becomes possible to judge the extent to which these relationships have changed since the end of apartheid. The research shows that, while a proportion of individual relationships have changed in positive ways, many remain determined by the habituated norms and codes of apartheid-era employment. The study found that the relationship is characterised by contradictions in the attitudes and behaviour of employers, exacerbated by ambiguous communication and employer discomfort and feelings of guilt about past, and present, inequalities. Employer unease and discomfort were particularly evident in the company of peers and in relation to the question of employer responsibility towards workers. The study also found that age and income influenced employer attitudes.
7
Singh, Jyothsna A. "Customer expectations of employee emotional labour in service relationships." Thesis, University of Gloucestershire, 2017. http://eprints.glos.ac.uk/5715/.
Full textAbstract:
Emotional labor has been defined by Hochschild (1983) as “the management of feeling to create a publicly observable facial and bodily display” (p. 7, 1983). Many jobs contain an emotional component that goes beyond the normal burden on feelings caused by work and thus require “emotional labor”. Hochschild (1983) distinguished between two approaches available to the emotional laborer - surface acting and deep acting. This thesis examines the relationships between employee emotional labour (Hochschild, 1983), customer perceived interaction quality and customer intention to continue the private banking service relationships. It also tests the mediating effects of customer expectations of emotional labour on the relationship between employee emotional labour and customer perceived interaction quality. Dyadic data was generated from customer-relationship manager pairs involved in private banking service relationships. Key findings demonstrate that employee deep acting relates positively with customer perceived interaction quality; however, employee surface acting does not relate negatively. At a more specific level, the greater the customer expectations of deep acting - the more positive the relationship between employee deep acting and customer perceived interaction quality and the more negative the relationship between employee surface acting and customer perceived interaction quality. The lower the customer expectations of surface acting, the more positive the relationship between employee deep acting and customer perceived interaction quality. Higher levels of customer perceived interaction quality then relate positively to the customer intention to continue the service relationship. This work helps simultaneously explore the flow of emotional labour from employees to customers and helps understand the service relationship holistically. Findings establish the importance of emotional labour and how it influences customers’ perception of their interactions. This knowledge is useful in building sustainable and fruitful service relationships for the benefit of the customers, employees and organizations.
8
Hunter, Larry W. (Larry Wayne). "Building employment relationships : the case of the Massachusetts long-term care industry." Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/11915.
Full text
9
Margie, Darren. "Curriculum, transition and employment of individuals with disabilities: Interconnections, relationships and perspectives." Scholarly Commons, 2016. https://scholarlycommons.pacific.edu/uop_etds/6.
Full textAbstract:
This study examines the connection between curriculum, transition, and employment for individuals with moderate to severe disabilities. Employment for individuals with moderate to severe disabilities remains historically low. Results pointed to a need for increased coherence among transition planning, secondary school curriculum foci, and employers. Many factors influence successful post school employment outcomes for individuals with disabilities. These factors include expectations of the individual and family, individual adaptive behaviors, skill level and lack of knowledge by potential employers of individuals with disabilities. This study sought to understand the following questions: a) in what ways are curricular approaches, transition services, and employer requirements for individuals with moderate to severe intellectual disabilities interconnected? b) What factors affect employment for individuals with moderate to severe disabilities? c) In what ways do curricular approaches and transition services impact post school outcomes for individuals with moderate to severe ID? Connecting curriculum and transition directly to the needs of employers is imperative in understanding the effects both have on post school employment outcomes for individuals with disabilities.
10
Suzan, Zelda. "The Relationships Among Job Satisfaction, Length of Employment, and Mentoring of Nursing Faculty." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2060.
Full textAbstract:
The shortage of faculty in nursing education programs has been well documented by the National League for Nursing. Job satisfaction is important in retaining nurse educators, and one New York nursing program was interested in examining the potential impact of mentoring on satisfaction. The purpose of this quantitative study was to examine job satisfaction, measured by the Job Descriptive Index/Job in General scale (JDI/JIG), between nurse faculty participants in formal mentoring programs compared to participants receiving an informal type of mentoring. In addition, the length of employment was examined as a possible factor in predicting job satisfaction. The theoretical framework for the study included Knowles's theory of adult learning, Maslow's theory on motivation, and Erikson's theory of psychosocial development. Forty-nine nursing faculty completed a survey with 2 components including a faculty questionnaire and the JDI/JIG scale. Logistic regression was used to assess whether formal mentoring programs or length of employment were predictive of job satisfaction. Scores on the 6 component parts of the JDI/JIG determined job satisfaction. Neither length of employment nor formal mentoring programs were predictive of job satisfaction. Recommendations included continued research on job satisfaction with larger samples of nurse faculty. These findings will promote positive social change by informing discussions at the local site on ways to improve job satisfaction amongst nursing faculty, which could reduce the nursing faculty shortage at the local site.
11
Creaby-Attwood, Nick. "Rewarding relationships : a study of the interaction of employment relationships and employee rewards systems in two unionised private sector organisations." Thesis, Northumbria University, 2010. http://nrl.northumbria.ac.uk/4415/.
Full textAbstract:
This study investigates the interactions between the employment relationship and the employee rewards system. There is an implied and broadly accepted connection between these aspects of organisational life, yet the connection has not been clearly developed within either the employment relations or employee rewards literature. Employment relations research commonly prioritises certain features: organisational context; parties’ ideologies; processes concerning the interaction of the parties; and outcomes of the relationship. This study attempts to be located in this tradition: it regards rewards as an outcome of the employment relationship. However, whilst many studies of this type have tended to emphasise the interaction of isolated features, this study attempts to theorise the nature of the interactions between the reward outcomes and the other features of the relationship in a holistic manner. The study begins from an ontologically realist view of the employment relationship and employee rewards; however, it also acknowledges that these social facts are interpreted by parties, and that these interpretations are significant. The study adopts many of the features of mainstream employment relations research, reflected in a pluralist theoretical perspective. A predominantly inductive, multi-method, case study research strategy is utilised, focussing upon two unionised, private sector, manufacturing organisations. Data is collected from the parties to the employment relationship using research instruments derived from two primary conceptual models: Walton & McKersie’s (1965) behavioural bargaining framework, and Gomez-Mejia and Balkin’s (1992) algorithmic-experiential model of rewards. Analysis of this data indicates substantial commonality between the cases and suggests a complex set of interactions between the features of the employment relationship and employee reward outcomes. Key findings indicate the importance of understanding parties’ reward preferences as they provide insight regarding: the formulation of parties’ ideologies; the effectiveness of processes; and the interpretation of reward outcomes.
12
Al, shaibani Salha. "The changing anature of employment relationships and its challenge for health and safety law." Thesis, University of South Wales, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.581440.
Full textAbstract:
The thesis explores the challenges faced by health and safety law in the UK as a consequence of the continuous changes in the employment relationship. This primarily covers the growth of the different forms of non-standard work. Health and safety law developed through a number of socio-economic changes in the UK. It has moved from only covering particular areas and particular classes of workers in the nineteenth century to wider areas of occupational health and safety and to include more of those at work. The thesis sets out the issues surrounding non-standard work arrangements and how they might affect the application of health and safety law. Key case-law is examined and the legal changes in the area of health and safety carefully analysed. Research has been carried out by others concerning the reasons for and extent of the changing nature of work as an indicator of the changes that took place in the labour market in general; but the research in this thesis concentrates on how the application of health and safety law is challenged by such changes. The central hypothesis of the thesis is that non-standard work by its very nature might put those who are employed under its various types at more risk than their counterpart standard workers. This hypothesis is developed and explored through the field-work. The field-work took the form of a postal questionnaire to workers in the UK in geographical areas selected for their differing characteristics together with some semi structured interviews which sought to introduce a qualitative data element to the quantitative data in order to enrich and elaborate upon the findings of the questionnaire. Analysis of the completed and returned questionnaires revealed that in today's workplace the nature of risk has changed, with an increase in the psychological risk related to work. Both groups of standard and nonstandard workers suffered from stress-related illness. This illustrates the complexity of the concept of vulnerability and how that might challenge the application of health and safety law and affect its efficacy. A I IV number of unexpected issues surfaced through the field-work, such as that working in the different types of non-standard work were effectively invohmtary for some of those who chose to work this way. The main reason for their decisions was to be able to provide for the family income as well as to have more control over work and the ability to combine work with other responsibilities including domestic duties. Despite the relatively low number of non-standard workers who participated in the postal questionnaire, it seems that they are in a better position than was hypothesized at the outset, before the field-work took place. Analysis of the semi-structured interviews revealed that interviewees had considerable knowledge and awareness about their employer's general duties in terms of risk assessment and safety training in addition to other significant aspects. This applies to both standard and non-standard workers, which indicates the important improvement in the management of occupational health and safety. However, a serious issue was common to most of those who suffered accident and/or ill-health from both groups of standard of non-standard workers: not reporting their experiences to their employers. In addition, many of those workers did not seek legal advice following their accident and/or ill-health because of fear and uncertainty about their employers' reaction. The thesis concludes with some reflections on the effectiveness or otherwise of health and safety legislation.
13
Al, Shaibani Salha. "The changing nature of employment relationships and its challenge for health and safety law." Thesis, University of South Wales, 2012. https://pure.southwales.ac.uk/en/studentthesis/the-changing-nature-of-employment-relationships-and-its-challenge-for-health-and-safety-law(96bce387-40b5-44f7-a7b9-bf8d387cbff0).html.
Full textAbstract:
The thesis explores the challenges faced by health and safety law in the UK as a consequence of the continuous changes in the employment relationship. This primarily covers the growth of the different forms of non-standard work. Health and safety law developed through a number of socio-economic changes in the UK. It has moved from only covering particular areas and particular classes of workers in the nineteenth century to wider areas of occupational health and safety and to include more of those at work. The thesis sets out the issues surrounding non-standard work arrangements and how they might affect the application of health and safety law. Key case-law is examined and the legal changes in the area of health and safety carefully analysed. Research has been carried out by others concerning the reasons for and extent of the changing nature of work as an indicator of the changes that took place in the labour market in general; but the research in this thesis concentrates on how the application of health and safety law is challenged by such changes. The central hypothesis of the thesis is that non-standard work by its very nature might put those who are employed under its various types at more risk than their counterpart standard workers. This hypothesis is developed and explored through the field-work. The field-work took the form of a postal questionnaire to workers in the UK in geographical areas selected for their differing characteristics together with some semi structured interviews which sought to introduce a qualitative data element to the quantitative data in order to enrich and elaborate upon the findings of the questionnaire. Analysis of the completed and returned questionnaires revealed that in today's workplace the nature of risk has changed, with an increase in the psychological risk related to work. Both groups of standard and nonstandard workers suffered from stress-related illness. This illustrates the complexity of the concept of vulnerability and how that might challenge the application of health and safety law and affect its efficacy. A number of unexpected issues surfaced through the field-work, such as that working in the different types of non-standard work were effectively involuntary for some of those who chose to work this way. The main reason for their decisions was to be able to provide for the family income as well as to have more control over work and the ability to combine work with other responsibilities including domestic duties. Despite the relatively low number of non-standard workers who participated in the postal questionnaire, it seems that they are in a better position than was hypothesized at the outset, before the field-work took place. Analysis of the semi-structured interviews revealed that interviewees had considerable knowledge and awareness about their employer's general duties in terms of risk assessment and safety training in addition to other significant aspects. This applies to both standard and non-standard workers, which indicates the important improvement in the management of occupational health and safety. However, a serious issue was common to most of those who suffered accident and/or ill-health from both groups of standard of non-standard workers: not reporting their experiences to their employers. In addition, many of those workers did not seek legal advice following their accident and/or ill-health because of fear and uncertainty about their employers' reaction. The thesis concludes with some reflections on the effectiveness or otherwise of health and safety legislation.
14
Shimoji, Makoto. "Essays in game theory and application : extensive form rationalizability, and demotion in employment relationships /." Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 1999. http://wwwlib.umi.com/cr/ucsd/fullcit?p9949689.
Full text
15
Roy, Brittany J. "STUDENT EMPLOYMENT IN ORGANIZATIONS AND THE RELATIONSHIPS AMONG COMMITMENT LEVELS, TURNOVER INTENTIONS, AND ABSENTEEISM." CSUSB ScholarWorks, 2014. https://scholarworks.lib.csusb.edu/etd/30.
Full textAbstract:
To date, research that examines individuals who work and go to school generally aims to examine the effects of doing so on their academic performance. Little literature is available that examines the effects that these dual roles can have on the organization (e.g., lower levels of commitment and higher rates of absenteeism and turnover). Understanding such effects can assist organizations in managing their employees and developing programs tailored to them, such as career counseling. A literature review is presented which examines both the constructs of the multiple forms of commitment, absenteeism, and turnover, and the research currently available on student workers. A study was conducted which examined the differences in levels of commitment, absenteeism, and turnover intentions in employees who attend school as compared to employees who do not. It was hypothesized that student workers and participants enrolled in school would differ in their commitment levels, absenteeism rates, and turnover intentions. The sample consisted of 364 participants. In this sample, 314 participants were currently enrolled in college-level classes, where 169 of the participants were categorized as students who worked, and 85 participants were categorized as workers who studied. Results suggest that employees of an organization who are not enrolled in school are likely to have higher levels of affective commitment, lower turnover intentions, and are likely to miss work more frequently. Additionally, it was found that students who work have lower overall organizational commitment and higher academic commitment compared to workers who study. Implications and directions for future research are discussed.
16
Bidwell, Matthew James 1974. "What do firm boundaries do? : employment relationships and transaction governance in internal and outsourced IT projects." Thesis, Massachusetts Institute of Technology, 2004. http://hdl.handle.net/1721.1/28604.
Full textAbstract:
Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, 2004.Includes bibliographical references (p. 218-228).
Firm boundaries have been the subject of much scholarly interest in recent years, as firms increasingly hire external, "contingent" workers and outsource previously core activities. However, little empirical research has directly studied what happens differently inside the firm's boundaries, versus across them. In my dissertation I study what firm boundaries do at two different levels of analysis: the individual employment relationship; and the overall transaction. Specifically, I carry out a detailed comparison of the use of regular employees, independent consultants and outsourced vendors on Information Technology (IT) projects within a large financial services institution. This comparison draws on a project survey, extensive interviews and observation, and analysis of contracts and accounting data. The first piece of empirical work examines how independent consultants, who are outside the firm's internal labor market, are treated differently from regular employees. My findings challenge theories that argue that Human Resource (HR) practices play an important role in how workers are managed. Instead, managers view and treat consultants and employees very similarly. Furthermore, consultants were laid off at a similar rate to employees during a recession. Based on these findings, I argue that scholars should pay less attention to HR practices in understanding workers' relationship with their employers. Instead, I highlight how the knowledge that workers acquire through their work and the way that employment decisions are taken within the firm play a central role in shaping workers' employment relationships. A second section compares the governance of internal projects with projects performed by an outsourced vendor. I find that the structure
(cont.) of the organization imposes greater limitations on how managers can contract with one another within the firm compared to between firms. I also find that, contrary to much of the theorizing about firm boundaries, managers were able to exercise extensive authority over external projects. The final section of the dissertation draws on this fieldwork to compare three theoretical perspectives on firm boundaries, based on employment relationships, transaction governance and asset ownership. I argue that formally integrating employment into the theory of the firm would improve our understanding of what firm boundaries do.
by Matthew James Bidwell.
Ph.D.
17
Arnott, Barroquillo Ashley D. "The role of the family in vocational recovery of individuals with psychiatric disabilities and criminal histories." CardinalScholar 1.0, 2010. http://liblink.bsu.edu/uhtbin/catkey/1562865.
Full text
18
DeLuca, Haylee. "The Developmental Competence of Young Adult Adoptees." Kent State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=kent153132579637419.
Full text
19
Leisure, Whitlatch Alissa A. "The Impact of Cult Membership on Career Development and Employment." View abstract, 2009. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:3371488.
Full text
20
Gauthier, Walter. "La rémunération du travail salarié." Thesis, Bordeaux, 2016. http://www.theses.fr/2016BORD0189/document.
Full textAbstract:
Les liens qui unissent rémunération et travail semblent, de prime abord, d’une évidente simplicité. Pour autant, la spécificité de la créance de rémunération et la sophistication des nouvelles formes de rétribution complexifient fortement ces rapports. Partant de ce constat, il est nécessaire de s’intéresser aux interactions qu’entretiennent ces deux notions. La rémunération est avant tout une catégorie juridique dont la définition varie suivant la règle à appliquer. Les multiples finalités assignées aux normes venant encadrer la rémunération font du travail un critère inopportun de définition car trop restrictif. La nécessité de repenser les critères de définition de la rémunération s’avère donc indispensable. La rémunération est également la contrepartie de l’obligation principale du salarié. La manière d’appréhender les interactions entre le travail convenu et la rémunération conditionne, dès lors, l’étendue du droit à rémunération du salarié. La contrepartie de la rémunération est majoritairement la contrepartie d’une immobilisation temporelle de l’activité du salarié au service d’un employeur. Contrepartie de la mise à disposition de la force de travail du salarié, la détermination du montant de la rémunération devrait également être liée à ce facteur temporel. Il s’avère que l’évolution des modes de rémunération et de l’organisation du temps de travail contredit ce postulat de départ. Le montant de la rémunération devient, par conséquent, bien plus dépendant de la performance du salarié ou des résultats économiques de l’entreprise que du temps passé à se tenir à la disposition de l’employeurThe links between remuneration and work seem, at first glance, of an obvious simplicity. However, the specificity of the pay debt and the development of new kind of remuneration complicate strongly these reports. Starting from this observation, it is necessary to focus on the interactions between these two concepts. First of all, remuneration is a legal category and its definition varies according to the rule to apply. The multiple objectives assigned to law remuneration make work a wrong criterion of definition because to restrictive. The need to rethink the definition of remuneration criteria is therefore essential. Remuneration is also the compensation of the main obligation of the employee. Therefore, the way to understand the interactions between the agreed work and pay determines the extent of the right to employee's compensation. The compensation of remuneration is mainly the consideration of the temporal fixed asset of the employee in the service of an employer. Determining the amount of compensation should also be linked to this temporal coefficient. But, changing patterns of pay and the new rule’s organization of working time contradicts this premise. Nowadays, the amount of remuneration becomes more dependent on the performance of the employee or on the economic results of the company that the time spent on hold at the disposal of the employer
21
Currant, Natasha Emma. "Work Relationships and Organisational Commitment of Nurses: An Analysis of Policy-Practice Differences." Thesis, Griffith University, 2011. http://hdl.handle.net/10072/366309.
Full textAbstract:
For several decades, one of the major issues facing Australia’s health sector has been a shortage of nurses; a trend also evidenced across many other Organisation for Economic Co-operation and Development (OECD) countries. Without a suitably sized nursing workforce, a society’s ability to care for the population is diminished, and will continue so unless this trend is reversed. One of the factors contributing to this shortage is the poor retention of currently employed nurses, which results from, in part, a high proportion of nurses lacking commitment to their organisations. For public sector hospitals, the largest employer of nurses in Australia, this lack of organisational commitment is a continuing concern that impacts upon the ability of health organisations to provide care to patients.
This thesis examines the factors that impact upon nurses’ commitment to their organisations. A theoretical framework, Social Capital Theory (SCT), was used as a lens through which to view the behaviour of nurses. The reason for this choice of theory is that SCT is used to examine the relationships in the workplace by exploring their quality, structure, and the context in which they operate. This research uses the SCT framework to interpret how relationships impact upon nurse outcomes, including their level of role ambiguity, the extent to which they perceive that they are empowered in their work, and most importantly, their organisational commitment. Of particular interest to this study is the difference between these organisational practices and the organisation’s espoused policies, to identify gaps and areas for improvement.
The research used a sequential mixed methods approach. Four methods of data collection were used comprising surveys, focus groups, interviews, and document analyses, so as to examine the relevant issues from a variety of viewpoints and triangulate data. Respondents comprised nurses working in two public sector hospitals located in Australia. The data includes 167 surveys, 12 focus groups and 17 interviews. Analysis of the quantitative data involved using regression analysis and
path analysis, while the qualitative data were analysed using manifest and latent content analysis.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
Full Text
22
Scott, Heather. "Shattered work lives, older workers, the breakdown of traditional employment relationships, and the new corporate culture of uncertainty." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0001/MQ45511.pdf.
Full text
23
Mitchell, Ariel Encalade. "The Role Balance Experience of Black Female Counselor Education Doctoral Students Maintaining Full-Time Employment and Significant Relationships." ScholarWorks@UNO, 2014. http://scholarworks.uno.edu/td/1933.
Full textAbstract:
This qualitative phenomenological research study explored the role balance experience of five Black female counselor education doctoral students who were balancing education, full-time employment, and significant relationships. Purposeful and snowball sampling were used to elicit participants who met these criteria: enrolled as a full-time doctoral student, employed full-time (30 or more hours weekly), and involved in a self-defined significant relationship.
The participants in this study individually provided insight into their respective perceived role balance experiences of balancing education, work, and significant relationships. The primary research question for the study was: “What is the role balance experience of Black female counselor education doctoral students maintaining full-time employment and significant relationships?” A review of the literature examining the roles of Black women in U.S. society, Black women and significant relationships, and Black women in higher education provided the foundation for the study. Semi-structured interviews were conducted in person and via Face time to collect data. Interviews were recorded and transcribed by a third party provider. The transcription and initial analysis was sent to each respective participant for member checking and a follow-up interview was scheduled to address any participant concerns or questions. The data were open coded and then clustered into themes. A cross-case analysis was completed and themes were merged into superordinate themes. Superordinate themes were used to answer the primary research question.
Three superordinate themes emerged: past influences present, struggle to have it all, and how to balance. Implications for counselor education programs and students are presented along with recommendations for future research. Personal reflections of the researcher were provided.
24
Hemsen, Paul [Verfasser]. "Rating-based compensation systems: a commitment tool to promote employment relationships between crowdworking platforms and crowdworkers / Paul Hemsen." Paderborn : Universitätsbibliothek, 2021. http://d-nb.info/1236630068/34.
Full text
25
Grupp, Catherine Anne. "Alcohol involvement, employment, relationships and psychiatric status among women one-year following gender specific treatment for substance dependence /." Thesis, Connect to this title online; UW restricted, 2000. http://hdl.handle.net/1773/7353.
Full text
26
Agelasto, Michael Alexander. "Social relationships and job procurement by graduates : case study of a Chinese university /." Thesis, Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20263788.
Full text
27
Klomp, Peter John, and n/a. "Consistencies, inconsistencies and anomalies in Australian Federal, State and Territory legislation governing employer- employee relationships, in particular the employee-contractor distinction, with a proposed solution." University of Canberra. Law, 2006. http://erl.canberra.edu.au./public/adt-AUC20061129.123811.
Full textAbstract:
This thesis is concerned with the nature of employment-type relationships that currently
exist in Australia, with specific regard to the meaning of the terms 'employer,'
'employee,' and the 'employer-employee relationship', and the extent to which the
employee-independent contractor dichotomy is respected.
This thesis seeks to show how current legislation at federal, state and territory level is
largely inconsistent in defining key terms; to explain why this is problematic; and to
propose a workable solution.
An examination is made of the common law as it currently stands, followed by an
investigation of federal, state and territory revenue, superannuation, workers'
compensation and employment laws that govern or affect employer-employee and
principal-contractor relationships.
The thesis recognises that there currently exists no comprehensive solution to the
problems plaguing the employee-contractor dichotomy, and an all encompassing
solution is proposed. The solution presented moves away from the traditional common
law approach, rejects a statutory definitional approach, and instead adopts the principles
of the Torrens Title system to land ownership in Australia.
Following this proposed solution, alternate models and arguments are compared and
contrasted.
28
Bill, Sue. "An Analysis of the Employment Relationships in a Subsidiary of a French Multinational Company using the Concept of the Psychological Contract." Thesis, Ulster University, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.486956.
Full textAbstract:
This primarily qualitative, in-depth, rich, longitudinal case study drawn from a position of embedded participant observation seeks to understand the nature of employment elationships in a subsidiary ofa French multinational company using the concept of the psychological contract. Underpinned by two quantitative employee surveys, this research is complex and two-dimensional, seeking to explore the Montupet case study company from French multinational parent down to N. Ireland host country subsidiary, whilst simultaneously analysing French influences, including the cadre hierarchy (Gordon, 1996) and external factors such as being a multinational and French industrial relations. Guest and Conway's (1998) model of the psychological contract is used as an exploratory vehicle, whilst Perlmutter's (1969) MNC model is used to analyse the hybrid Montupet Sa, with the study culminating in an original contribution to the field of study with a model developed by the researcher, influenced by Belanger and Giles (2001) MNC writings, that seeks to explain the links between characteristics of multinational companies, parent companies, host country subsidiaries, and the psychological contract,by examining factors at a macro, mezzo, and micro level. Key 1 findings include: French management styles differ to those found in Northern Ireland; the Montupet Group is not typically French; 'hybrid' influences occur in the subsidiary with some traditionally French, but predominantly atypically French influences being seen, and that Montupet UK Ltd. has adapted to many host country norms. The overall analysis shows a predominantly positive psychological contract, albeit some apparent anomalies arise within the results. The researcher explores these findings and seeks to explain them through the model developed, highlighting in the conclusion that Montupet's company philosophy, CPE, probably plays a significant role in shaping the employment relationships being experienced.
29
Rowland-Tophia, Elaine. "A study of illicit drug use, family relationships, and employment of patients of faith-based and contingency management substance abuse treatment programs." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2007. http://digitalcommons.auctr.edu/dissertations/2094.
Full textAbstract:
This study compares illicit drug use, family relationships, and employment among substance abusers participating in treatment at The Atlanta Union Mission, a faith-based treatment program and Alliance Recovery Center, a contingency management treatment program. One hundred forty-nine (149) survey participants were selected for the study, utilizing non-probability convenience sampling. The survey participants were composed of both men and women in treatment for at least three months. The survey questionnaire was comprised of seventeen questions and a four point Likert scale. The findings of the study indicated a significant difference in the continuous use of illicit drug use for contingency management treatment and faith-based treatment programs. The process of most contingency management programs is to support participants in sustaining from one illicit drug at a time and 38% of the respondents indicated that they used multiple substances. This could account for the 15.6% responses at the contingency management treatment program who indicated an occasional use of illicit drugs. In the areas of family relationships and employments, both programs outcomes indicated a positive effect on program participants.
30
Carter, Catherine S. (Catherine Shriver). "The Relationship Between One Aspect of Morality of Young Children and Parental Attitudes Toward Child-Rearing, Gender, Employment Status and Socio-Economic Status." Thesis, North Texas State University, 1986. https://digital.library.unt.edu/ark:/67531/metadc332443/.
Full textAbstract:
This study examined the relationship between the resistance to temptation of three-, four-, and five-year-old children and parental attitudes toward child-rearing. Other variables explored included gender of the children, employment status of mothers, and socio-economic status of families. Fifty-two three-, four-, and five-year-old children from two centers were tested to determine their levels of resistance to temptation as measured by Grinder's Bean Bag Instrument. Parental attitudes toward child-rearing were measured by Schaefer and Bell's Parental Attitude Research Instrument (PARI). To determine the difference between the resistance to temptation scores and socio-economic status, gender, and employment status of mothers, Jt tests were employed. No significant differences were found with regard to these variables. Factor analysis of the PARI resulted in three primary factors: Hostility-Rejection, Authoritarian- Control, and Democratic-Attitude. To determine the difference between the Hostility-Rejection scores, Authoritarian-Control scores, and Democratic-Attitude scores of the mothers and socio-economic status, _t tests were employed. There were no significant differences between mothers of a lower socio-economic level and their Hostility- Rejection and Democratic-Attitude scores. However, mothers of a lower/upper socio-economic level showed significantly higher levels of Authoritarian-Control than mothers of an upper socio-economic level. To determine the difference between the Hostility-Rejection scores, Authoritarian- Control scores, and Democratic-Attitude scores of the mothers and employment status of the mothers, t_ tests were employed. No significant differences were found regarding these variables. To determine the relationship between the Hostility-Rejection scores, Authoritarian-Control scores, and Democratic-Attitude scores of the mothers and resistance to temptation scores of the children, a Pearson Product Moment Correlation Coefficient was employed. Results indicated that there was no significant relationship between the Hostility-Rejection scores and the Authoritarian-Control scores of the mothers and the resistance to temptation score of the children. A significant relationship was found between the Democratic-Attitude scores of the mothers and the resistance to temptation score of the children.
31
Gonçalves, Lilian. "Aposentadoria por invalidez: análise crítica de seus efeitos no contrato de trabalho." Universidade de São Paulo, 2012. http://www.teses.usp.br/teses/disponiveis/2/2138/tde-18022013-112553/.
Full textAbstract:
A problemática concernente aos efeitos da aposentadoria por invalidez no contrato de trabalho constitui tema de extrema importância prática e científica, de grande aplicabilidade no Direito do Trabalho, repercutindo diretamente nas relações daí decorrentes, cuja análise demanda investigar o regramento jurídico pátrio, voltado especificamente à sua interpretação sistemática e teleológica. Do ponto de vista legal trabalhista, toda a celeuma decorre da previsão contida no artigo 475 da Consolidação das Leis do Trabalho, que estabelece que o empregado aposentado por invalidez terá o seu contrato de trabalho suspenso durante o prazo fixado pelas leis da Previdência Social para a efetivação do benefício. À luz do Direito Previdenciário, a aposentadoria por invalidez nunca é definitiva, pois o trabalhador pode recuperar sua capacidade laborativa em razão dos inquestionáveis e crescentes avanços da medicina, inovações terapêuticas e tecnológicas, bem como do sucesso das técnicas de reabilitação profissional, podendo ser cancelada a qualquer momento. Desse modo, defende-se majoritariamente que, em face da transitoriedade do benefício, o contrato de trabalho estaria suspenso indefinidamente. No entanto, é preciso sopesar, com racionalidade e clareza, os efeitos perversos advindos dessa concepção tradicional, do ponto de vista da relação triangular envolvida empregado aposentado, empregador e empregado substituto contratado no lugar do aposentado para, em uma visão crítica e contemporânea, aferir se há real equilíbrio entre os princípios da segurança jurídica, da dignidade da pessoa humana, do valor social do trabalho e da livre iniciativa privada. Por outro lado, revela-se imprescindível perquirir se a interpretação tradicional e simplista, relativa à suspensão eterna do contrato de trabalho, de fato, encontra supedâneo na legislação previdenciária em vigor, na medida em que há disposição expressa, assegurando o direito ao retorno à função tão somente em caso de recuperação total da incapacidade ocorrida dentro do prazo de cinco anos. Para as demais hipóteses (recuperação parcial, recuperação para trabalho diverso do habitualmente exercido e recuperação posterior ao interregno de cinco anos), não há previsão de retorno à função, mas exclusivamente a redução gradual do pagamento do benefício, com vistas à recolocação do trabalhador no mercado de trabalho. Desse modo, em última análise, é imperioso estudar se o parâmetro protetivo que se propaga e hodiernamente se aplica, de forma majoritária no âmbito brasileiro, realmente possui espeque na lei pertinente e se atende à finalidade para o qual é dirigido, além de buscar uma solução inovadora, justa e digna, eliminando ou, pelo menos, minimizando os conflitos trabalhistas acerca da temática.The effects of disability retirement on employment relationships present problems of both a practical and legal nature, and call for a systematic and logical interpretation of the rules of labor and employment law. The problems stem from article 475 of the Consolidation of Labor Laws, which provides that an employee who retires due to disability will have his or her employment contract suspended for the period of time fixed under social security laws for the disability retirement benefit to become effective. Under social security law, disability retirement is never permanent, since the constant advances in medical science, new therapies and technologies, and occupational rehabilitation techniques can allow disabled workers to recover their capacity to work, with the result that their disability benefit will be cancelled. Consequently, a majority of Brazils labor law scholars and courts take the position that the suspension of the disabled workers employment contract is indefinite, in view of the impermanent nature of the disability retirement benefit. This traditional interpretation, however, has undesirable effects on the triangular relationship created by a disability retirement: the retired employee, the employer, and the employee hired to replace the disabled worker. A critical examination of these deleterious effects is necessary to determine if the traditional interpretation of the law establishes, in todays society, a fair balance among the principles of legal certainty, the dignity of the human person, the social value of work, and private enterprise. There is also the question of whether the traditional, simplistic, view that disability retirement brings about an eternal suspension of the retirees employment contract is supported by the social security legislation. The legislation expressly provides that disabled retirees are entitled to return to their employment only if they recover completely from their disability within five years. In all other cases (partial recovery, or rehabilitation for a type of work other than the work performed prior to the disability), the legislation does not guarantee a return to the retirees former employment, but instead provides for a gradual reduction in the disability benefit to encourage the worker to return to the active workforce. This study investigates the question of whether the protectionist interpretation of the law that currently prevails in Brazil is effectively supported by the legislation and serves the interests of both society and the individual, and searches for a new, fairer solution that could eliminate, or at least minimize, the conflicts and disputes caused by disability retirement.
32
Hussein, Ali Abdirizak, and Vivian Amondi Odhiambo. "Wellbeing among women post immigration in to Sweden : A study of factors contributing to wellbeing of women immigrants in a mid-sized Swedish city." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och kriminologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-33206.
Full textAbstract:
The aim of this study was to examine how immigrant women in middle-sized community municipalities in the middle of Sweden describe factors of importance for their wellbeing. Five semi-structured interviews were conducted with the women and different themes were identified from the data collected using thematic analysis. The themes included family and relationships, Employment and economy, language, education, culture, and spirituality. These themes describe the factors of importance in the wellbeing of the immigrant women. To analyze the data, we applied the PERMA framework as our basic concept, because it describes the five important factors of the wellbeing and happiness that is reflected in our results. The results describe personal, social conditions and the community factors that positively affected the wellbeing of the immigrant women and helped them achieve a life of fulfilment, meaning and happiness. The result from this study showed that family, employment, economic stability, language, education, culture, and spirituality were important factors that contributed to immigrant women’s wellbeing.
33
Weinberg, Molly C. "The Quest For Power In Desperate Housewives: Ideal Femininity Through The Body, Emotion, and Employment." Bowling Green State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1395604282.
Full text
34
Grimfors, Charlotta, and Victoria Båveryd. ""Make it or break it" : En kvalitativ studie med entreprenörer och anställda; Det sociala kapitalet och tillit inom sociala relationer." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-29191.
Full textAbstract:
The aim of this essay is to study social capital among entrepreneurs and employees and see how trust in social relations manifests itself in each working group. This is based on two theoretical concepts: social capital and trust. The essay focuses primarily on the social capital but will also affect trust in social relations. In the essay analysis questions is answered about how entrepreneurs and employees' social capital manifests itself and how trust in social relations is expressed in each working group. The general results of the essay are the following: Social capital for employees and contractors manifests itself in different ways, even if they have not proven to be any different in how much support they have from colleagues or other related parties. It has also been shown that contractors and employees utilize their social capital in various ways. Those surveyed employees and entrepreneurs trust towards social relations have also shown differ. This has been reflected in how they perceive hierarchical systems in the workplace, in the great extent they can be themselves and trust their colleagues. This is basely proved in that they possess different forms of employment, and thus has a different chance to influence who they work with.
35
Kaschak, Stacia Mather. "Improving Postsecondary Success for Students with Emotional Disturbances: The Experiences and Relationships of Student-Level and Transition Programming Variables on Postsecondary Education and Postschool Employment Outcomes." Kent State University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=kent16266082976477.
Full text
36
Rausch, Larry M. "Factors contributing to exits from the superintendenency in Indiana." Virtual Press, 2001. http://liblink.bsu.edu/uhtbin/catkey/1213147.
Full textAbstract:
This study provides a demographic profile of former Indiana superintendents who exited during or immediately after the 1997-98 and 1998-99 school years. Exits were defined as leaving the position without returning within two years. The population consisted of 29 individuals, 23 of whom participated in telephone interviews in September and October of 2000. Data concerning the exits of the remaining six individuals were obtained from officials in the districts where the exits occurred. The study also examined perceptions regarding exits and conditions that may have prevented them.The population was predominately male (only one female); the mean age was 58 (none below the age of 50); and 616/6 reported having earned a doctorate. Most (45%) had been employed in districts with enrollments between 2001 and 5000 pupils, while 21% had been employed in large enrollment districts (>5000 students). Immediately after exiting the superintendency, just over 78% started receiving retirement benefits under the state program. Approximately three-fourths of the population (regardless of retirement status) continued to work after exiting, with 70% of this group reporting part-time employment. Among those who continued to work after leaving the superintendency, approximately 53% reported working in education or in an education related field.Reasons for the exits were mixed. The most common were conflict with the school board (27%), other full-time employment (17%), tired of the position (17%), wanted to retire (14%), thought it was time to leave (10%), and personal or spouse illness (10%). Just over 45% reported that nothing could have prevented their exit. The data does not support that the crisis in filling superintendent positions is caused by exits.Findings revealed a much lower exit rate in Indiana than in other states where similar studies were conducted. There was no evidence of mid career exits (before the age of 50) and less than 30% of the superintendent turnover in the state was actual exits. The study includes recommendations for additional research.Department of Educational Leadership
37
Prisinzano, Richard Paul. "Employment relationships over time: retention and promotion." Thesis, 2004. http://hdl.handle.net/2152/3523.
Full text
38
Fontinha, Rita. "Human resource management in triangular employment relationships." Doctoral thesis, 2013. http://hdl.handle.net/10451/7592.
Full textAbstract:
Tese de doutoramento (co-tutela), Psicologia (Psicologia dos Recursos Humanos do Trabalho e das Organizações), Katholieke Universiteit Leuven, Universidade de Lisboa, 2013This dissertation concerns the triangular employment relationships of agency workers and outsourced workers. In particular, the aim was to investigate the relationship between employees’ perceptions and attributions of human resource management (HRM) practices and their dual affective organisational commitment, i.e., their commitment towards both the agency/outsourcer and the client organisation. We developed three empirical studies. In the first study, we found that commitmentfocused HRM attributions are positively and control-focused HRM attributions are negatively related to the two foci of affective commitment among a sample of outsourced IT workers. Affective commitment to the outsourcer mediates the relationships between HRM attributions and affective commitment to the client organisation. In the second study, we used a longitudinal design and contrasted the employment relationships of temporary and permanent agency workers. We found that a permanent contract with an agency is negatively related to employees’ HRM perceptions, to their psychological contract fulfilment and ultimately to their affective commitment to the client organisation. A permanent contract with the agency is not perceived as an inducement, since it decreases the chances of a direct contract with the client. In our third study, we contrasted temporary agency workers and outsourced workers from the manufacturing sector. We found that for temporary agency workers, affective commitment to the client mediated the relationship between commitment-focused HRM and performance. For outsourced workers, affective commitment to the contractor mediated this relationship, reflecting the different salience in organisational roles. Overall, our results provide evidence on the heterogeneity of the contingent workforce, regarding contractual arrangements (permanent vs. temporary agency workers) and externalization strategies (temporary agency work vs. outsourcing). Although some previous management theories claim that contingent employees are more expendable, our results also hint at the relevant role of HRM practices as antecedents of favourable employee attitudes and behaviours.
Fundação para a Ciência e a Tecnologia (FCT, SFRH/BD/47633/2008)
39
Taylor, Mary Sullivan. "A transaction costs analysis of Japanese employment relationships." 1989. http://catalog.hathitrust.org/api/volumes/oclc/29199923.html.
Full text
40
Reda, Barbara. "Hiring practices and employment relationships within the small business." Thesis, 2007. http://spectrum.library.concordia.ca/975776/1/MR40984.pdf.
Full textAbstract:
This research studies the effects of personality on hiring practices and the relationships between employers and their employees within a small business context. In particular, we examine the small business owner's personality, and how it influences the type and number of recruitment and selection methods used in the hiring process. In addition, we propose that the selection methods used influences the relationship that forms between employers and their employees. These relationships create expectations of what employees feel is owed to them by their organization. Any violation of these perceived expectations may lead to a decrease in employee commitment and firm performance. Participants in the study were owners and employees of small businesses within the food industry. Owners and employees were surveyed using questionnaires which were distributed and collected at a later date. The thirty-one owner participants answered questions which would measure the big five factors of personality of the owners using existing scales and their hiring practices using a tailor made measure. The ninety-six employee participants answered questions which would measure employee commitment, psychological contracts and psychological contract breach. The results indicate that personality affects the types of methods used for recruitment, but not for selection. In addition, it was found that the type of selection methods used influenced the type of relationships developed between employers and employees. The results suggested that perceptions of violation in the relationships between owners and employees were less prevalent when owners used recruitment methods with a less social interactional component in it. In addition, it would seem that owners who are too high in extraversion actually reported lower net profits
41
Chou, Ching-chih, and 周靜芝. "Human Resource Management Practices, Employment Relationships, and Employees'' Knowledge Sharing." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/93471160347631464692.
Full textAbstract:
碩士義守大學
管理研究所碩士班
94
In this study we have tried to reclassify knowledge according to its social value and economic value. This paper is intended to be an investigation into how human resource management practices influence employees’ behavior that shares socially valuable knowledge or economically valuable knowledge, and their intention to share socially valuable knowledge or economically valuable knowledge. Furthermore, we intend to find the relationships between the four employment relationship types and employees’ behavior that shares socially valuable knowledge or economically valuable knowledge, and their intention to share socially valuable knowledge or economically valuable knowledge. A paired survey design was used for this study. Data was collected by self-administrated questionnaire. The anonymous questionnaires were divided into supervisor and employee questionnaires that were filled out separately by the supervisors and their subordinates. This study utilized seven-point Likert scale questionnaires and SPSS to test the hypotheses. After statistical analysis, the results of the study were summarized as follows: 1. The provision of economic incentives is positively associated with employees’ behavior that shares socially valuable knowledge or economically valuable knowledge and their intention to share socially valuable knowledge or economically valuable knowledge. 2. Long–term investment in human capital is positively associated with employees’ behavior that shares socially valuable knowledge or economically valuable knowledge and their intention to share socially valuable knowledge or economically valuable knowledge. 3. Under a balanced contract, employees demonstrate the greatest intention to share economically valuable knowledge, second highest under a relational contract, third highest under a transitional contract, and those under a transactional contract demonstrate the lowest level. According to the conclusion, this thesis proposes some theoretical and practical implications and suggestions for future research.
42
Chia-Chi, Chang, and 張佳琪. "Exploring the Relationships of Contemporary Career Orientations and Atypical Employment Willingness." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/26636553535120578985.
Full textAbstract:
碩士國立聯合大學
管理碩士學位學程
102
This study was based on the Theory of Reasoned Action (TRA) to explore the relationships between new types of contemporary career orientation and atypical employment willingness. Survey research strategy was used to conduct this research, and online survey and personal distribution of data collection, 455 valid questionnaires returned. According to the PLS results, students’ boundaryless career orientation has a negative influence on their attitude toward atypical employment, but protean career orientation has a positive influence on their atypical employment. Employees’ psychological mobility and self-value have a positive influence on their attitude toward atypical employment; atypical employment attitude and subjective norm will influence students’ and employees’ behavioral intention to be engaged in atypical employment. Moreover, the results indicated that employees’ self-directed and values were higher than students’; students had a higher willingness to be temporary workers and work abroad than employees’; employees, who had been engaged in atypical employment, have a better psychological mobility, attitude toward atypical employment and behavioral intention than individuals who have never engaged in atypical employment. In addition, individuals who had been engaged in atypical employment have a higher willingness to be contracted workers, dispatched workers and work abroad. Typical employees have a higher physical mobility and a better behavior of engaging in atypical employment. Furthermore, students’ years in school will influence seniority their career orientation. Employees’ gender, age, work seniority, marital status and education background will partially influence career orientation and behavioral intention to be engaged in atypical employment.
43
Chang, Yi-Chuan, and 張藝專. "The Cooperational Relationships Between Supported Employment Service Workers and Enterprise Employers." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/58656899867178499228.
Full textAbstract:
碩士靜宜大學
社會工作與兒童少年福利學系
105
Supported employment is one of the main means to promote employment of individuals with disabilities. To help individuals with disabilities obtain jobs and adapt to the workplaces, the supported employment service workers have to work with enterprise employers and provide them the needed services. The cooperative relationships between the supported employment service workers and the employers not only influence the employment opportunities of individuals with disabilities, but also affect their job stability. Thus, the main purpose of this research was about the cooperational relationships between the supported employment service workers and the enterprise employers. In order to probe into the process of building up cooperative relationships, this study used qualitative research method with in-depth interviews. Three supported employment service workers were recruited for interviews. Through their recommendation three enterprise employers whom the interviewees had worked with joined the research. The result findings were as follow. 1. The stages of relationship-building. The stages were categorized to three different phases. At the initial stage, the service workers tried to link up with potential employers for exploring any possible employment opportunities for the disabled. The intermediate stage was followed when the service workers tried to connect the disabled and the employers through job interviews. At the final phase, the service workers closed the cases as the individuals with disabilities worked stably. 2. Two models of cooperational relationship were named as instrumental orientation model and affective orientation model. 3. The difficulties that the service workers and enterprise employers encountered were the insufficient communication, unrealistic expectation toward one another, and insufficient service time.
44
Malebye, Cynthia Dithato. "The right to strike in respect of employment relationships and collective bargaining." Diss., 2014. http://hdl.handle.net/2263/43163.
Full textAbstract:
South Africa has in recent years seen employees embarking on strike actions from
different employment sectors. This impacts adversely on inter alia the economy,
investor confidence and the high rate of unemployment. As will be pointed out in the
research, BMW took a decision in 2013 to stop production into South Africa as a
result of the labour unrest that caused them to lose 13000 cars in production and to
miss supply targets. The strike in the construction industry in August to September
2012, cost employers an estimated R2.7 billion in lost revenue.
The research is aimed at establishing the cause of the unrest that is affecting South
Africa. The strike action should be the ultimate weapon when negotiations between
the employer and employees have failed. Parties to the employment relationship are
encouraged through the LRA and the Constitution to engage in collective bargaining.
Mechanisms such as organisational rights, bargaining forums, freedom of
association, no duty to bargain are aimed at achieving orderly collective bargaining.
Despite the current labour laws in place, which in my view are not onerous,
negotiations still fail. Could it be that the trade unions are desperate to gain and
maintain popularity and as a consequence present the employer with unreasonable
demands? Could it be that collective bargaining process needs to be revisited?
Educating trade union leaders should be considered as one of the factors in arriving
at a solution.
Some employers are considering alternatives rather than increasing their labour
force. With the high unemployment rate, this is a worrying reality and a solution is
urgently required.Dissertation (LLM)--University of Pretoria, 2014.
lk2014
Mercantile Law
LLM
Unrestricted
45
Lambey, Linda. "Mental models of employment and the psychological contracts of Indonesian academics: an exploratory study." Thesis, 2015. http://hdl.handle.net/1959.13/1300077.
Full textAbstract:
Research Doctorate - Doctor of Philosophy (PhD)This study explored the mental models of employment and the psychological contracts of Indonesian academics. The objectives of this study were to explore the mental models of employment and the psychological contracts, explore the contents of the psychological contracts including the nature of it, with whom it is held and the impact organisational change and the Indonesian context.This study applies a qualitative exploratory approach as the most appropriate methodology that acknowledges context and the “actors” perception of the research phenomena of interest. It consists of in-depth semi-structured face-to-face individual interviews, drawings and their descriptions, as well as the analyses of documents and field notes. The data were collected from academic staff located at three selected public and three private universities in Manado city, the capital city of North Sulawesi province in Indonesia. The study concluded that academics’ mental models of employment and the psychological contracts were shaped by experience and longevity, cultural values, religion and education. The study also highlighted academics’ employment and psychological contracts were significantly impacted by government legislation i.e. Pancasila and the work duties outlined in Main Tasks and Functions or ‘Tugas Pokok dan Fungsi’ (TUPOKSI). There was a belief in long-term employment from which numerous expectations emerge about the nature of the relationship between superior and subordinate. In terms of the nature of psychological contracts, it was found that the elements of psychological contracts of Indonesian are interrelated and interdependent. Transactional outcomes are anticipated from seemingly relational contracts. This study provided new insights into mental models and psychological contracts field of research. Not only does this study strongly support the extant notion that mental models are socially established through experience, religion, socialisation, culture and educational, but it also reveals that formal regulation in Indonesia has a considerable impact on thought process about ‘how things works’. In terms of psychological contracts field, this study found that relational elements of the psychological contracts are leveraged to achieve transactional outcomes. In addition, this study identifies that there should be an individual to establish reciprocal relationship, with whom academics consider best positioned to fulfil the content of their psychological contracts and consider the supervisor as the university’s representative. The findings of the study are beneficial in terms of the lessons learned for managerial practices. They provide useful knowledge and understanding of the sufficient reciprocity in academics’ employment relationships to increase their productivity and commitment which may improve Indonesian universities’ performances as a stated goal of the Indonesian government.
46
Chen, Yao-Tung, and 陳耀童. "Employment relationships between international staff and organization from the employees'' career development." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/26448668486920502193.
Full textAbstract:
碩士國立中山大學
高階經營碩士班
92
First of all, the study is aimed at individual career plans being affected by various factors. Among which, we would like to research the relations and interactions between environment factors, such as organization conditions, and individual career development. Owing to keen market competition, a large number of businesses have to dispatch some employees abroad to achieve global stronghold strategy and economic arrangement. Also in Taiwan within ten years, there are more and more business employees being sent to Mainland China on a mission. They are in the main charge of operating the overseas subsidiary; therefore, they need to get used to the local customs and lifestyle as soon as possible. In the meantime, the support of the organization plays quite an important role. According to employee relations, organization and individual factors combining different cultural backgrounds, cross-cultural adaptation and self-anticipation, we design a questionnaire classified by ages and positions and even exercise actual case studies to come to the conclusion of the study. We find that the more the employees recognize their company’s development and arrangement, the more successful and smoother interaction between them and their organization would exist. As well, the high-level employees could better realize what parts they must play and do their utmost to accomplish any challenge even though they might be not well-prepared in advance. To sum up, those international staff not only take such opportunity as a kind of ability training and international outlook extension, but also believe that the favorable conditions offered by the parent company will greatly lower their insecurity on the career development and promote the positive employee relations.
47
Chen, Hui Chin, and 陳惠卿. "Relationships between employment status and quality of life of liver transplant recipients." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/26952301238033371291.
Full textAbstract:
碩士長庚大學
護理學系
99
Liver transplantation is one of the treatment choices for patients with end-stage liver disease. Employment status and quality of life are important aspects of the evaluation of patients’ social function after liver transplantation. The purpose of this study is to explore employment status, quality of life and associated factors among patients who have received liver transplantation. A cross-sectional study design is used with data collected by self-administered questionnaires including “Symptoms distress”, “Beck Depression Inventory (BDI)”, “Medical Outcomes Study Short Form 36 (MOSSF-36)” and “The employment status survey.” From July 2010 to September 2010, 111 adult liver transplant recipients (above 18 years old, in stable condition) were recruited by purposive sampling from the Liver Transplantation OPD in a medical center located in northern Taiwan. Data is managed by SPSS version 17.0; descriptive statistics, logistic regression, independent t-test, Pearson correlation, chi-square test were performed for data analysis. Results: Fifty-nine of 111 patients resumed employment after liver transplantation, mostly in full time and management jobs. Thus, more than half of the patients did not return to work after liver transplantation. The primary cause of unemployment was retirement related to illness and transplantation. Depression and self-appraisal of working ability (mean 66.9) are significant factors affecting employment after liver transplantation. Patients had SF-36 scores ranging from 62.39 to 86.89. The “Body pain” score was the best and the “Role-physical” was poorest among the 8 subscales of quality of life. Factors influencing quality of life include year of transplantation, depression, self-appraisal of working ability, symptoms of distress, insurance, gender and work status after transplantation. These results serve as a reference for future studies and clinical care. Based on these results, we recommend that medical providers should regularly appraise patients’ emotional status, complications and symptoms of distress. Medical or nursing consultation may also be obtained as necessary.
48
McDonald, Frank, H.-J. Tüselmann, J. Gammelgaard, C. Dörrenbächer, and A. Stephan. "The impact of autonomy and organisational relationships on subsidiary employment of skilled labour." 2007. http://hdl.handle.net/10454/2596.
Full textAbstract:
The paper develops a conceptual model on relationship between the strategic development of subsidiaries, in developed economies, and the development of higher valued operations that leads to increased employment of skilled labour. A concept of effective autonomy is developed in the paper. Effective autonomy is conceived as the ability of the subsidiary to implement and finance its desired increase in skilled labour. The interrelated effects between effective autonomy and intra and inter organisational relationships and employment of skilled labour are found to be uncertain because effective autonomy can be supportive of the development of intra and inter organisational relationships that requires a higher proportion of skilled labour, but effective autonomy can lead to deterioration in intra-organisational relationships thereby leading to a more peripheral role played by the subsidiary thus lowering the need for skilled employment. The conceptual model is based on changes in effective autonomy and intra and inter organisational relationships and is therefore set in the context of the evolution of the development of subsidiaries.
49
Lin, Chao-Yin, and 林昭吟. "A study on strategy of employment flexibility and the response from workers － Using professionals under different employment relationships as an example." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/33223512415296987533.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
92
Professional workers are the core value contributors to an enterprise in today’s highly competitive environment of knowledge economy. Under the pressure of global competition, employment flexibility is an unavoidable trend. Contract workers with professional background have been growing rapidly in recent years, and it has been regarded as a competitive strategy to integrate corporate resources to enhance business performance. While more and more enterprises are adopting flexibility strategies as well as utilizing different types of contingent employment to replace traditional long-term employment, the other existing employees not only have to face the changes of employment relationships, but also have to get used to cope with lots of contract-based professionals working in the organization. The purpose of this research is to understand different cognition, attitude and behaviors from the professionals under different employment relationships, as well as the way they interact, while the organization is adopting the human resource strategy of numerical flexibility. The information was collected and analyzed based on qualitative research method and used the professional workers as sampling, including one regular employee and one contractor for every comparative pair. There are total twenty-four professionals from four leading global high-tech companies were interviewed. The result shows that both the regular and contract-based professionals recognized the employment flexibility strategy negatively, and believed that it’s mainly for reducing employment cost only, which might reflected the short-term benefit, but would cause the negative impact on the organization’s performance in the long run. The implementations of differentiated treatments to different employment models caused disagreement from the workers who had expected their employers to provide a fair working environment, sufficient human capital investment and stable career development in the organization. The findings are, a respecting and open-minded organizational culture, a fair workplace, proper contingent employment proportion, and supportive management are the key factors to facilitate the positive interaction among professionals under different employment relationships. Moreover, professional workers have higher motivation and take into account the importance of personal performance, therefore, regular employee will invest personal resources to solve problems from interacting with contract professionals in order to achieve tasks. Meanwhile, the contract professionals are affected by occupational commitment as well as their intention to extend employment contract in the future. Employment status does not influence their performance, however, reduction of unfair treatments regarding human resource practices will motivate their willingness on organizational citizenship behavior and performance improvement.
50
Chou, Yueh-Tsen, and 周玥岑. "A study of relationships between work values and work-family conflict of employment specialists." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/78384738150474558901.
Full textAbstract:
碩士國立彰化師範大學
復健諮商研究所
98
The main purpose of this research was to examine the relationship between work values and work-family conflict of employment specialists who were related in disability employment service. The survey data were collected from 257 employment specialists in Taiwan. Data were analyzed by descriptive statistics, t-test, one-way ANOVA and multiple regression. The research results showed that: 1. Employment specialists paid most attention in social interaction of work values; 2. Employment specialists felt more work interference with family than family interference with work; 3.Some orientations of work values had significant differences within gender, age, education degree, marital status and tenure; 4. The bring up number of family had significant difference in family interference with work; 5. Two orientations of work values could predict work-family conflict. Social interaction could negative predict work-family conflict. Recreation, health care and traffic could positive predict work-family conflict.