Dissertations / Theses: 'Full employment'

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Wiemeyer, Marguerite Ruth. "Factors Influencing Interns' Conversion to Full-Time Employment." Thesis, The University of Arizona, 2014. http://hdl.handle.net/10150/322085.

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Klausinger, Hansjörg. "The stability of full employment. A reconstruction of chapter 19-Keynesianism." Inst. für Volkswirtschaftstheorie und -politik, WU Vienna University of Economics and Business, 1999. http://epub.wu.ac.at/552/1/document.pdf.

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In the vein of chapter 19 of Keynes's "General Theory" the following study investigates the dynamic properties of the traditional Keynesian model of the neoclassical synthesis. The dynamics (stability vs. instability, monotonic vs. oscillatory adjustment) is examined - in the absence of active stabilisation policy, that is assuming, in particular, monetary policy to follow Friedman's constant money growth-rule - by appending a wage Phillips curve (with inflationary expectations) and adaptive expectations (with rational expectations as a limiting case) to the static model. Furthermore two regimes are distinguished: on the one hand the "flexible-interest-rate-regime" where the nominal interest rate is free to move and on the other hand the "zero-interest-rate-regime" (similar to the Keynesian "liquidity trap") where the non-negativity restriction on the nominal interest rate becomes binding. Some of the conclusions are (i) that although possibly stable within the flexible-interest-regime the system as a whole might exhibit "corridor stability", (ii) that wage flexibility can be (and that the inclusion of inflationary expectations into the Phillips curve certainly is) destabilising, and (iii) that increasing the rate of steady-state inflation makes it "more probable" that full-employment equilibrium is stable. (author's abstract)
Series: Department of Economics Working Paper Series

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Oliver, Damian. "Undergraduate Student Employment and its Effect on Graduates’ Attitudes toward Work, Employment and Trade Unions." Thesis, Griffith University, 2007. http://hdl.handle.net/10072/365970.

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In the labour market for young Australians, two connected trends have occurred simultaneously. The proportion of young people completing post-secondary qualifications, including graduating from university, has increased. The student labour market, comprising mostly low-skill, casual jobs in the service sector, has expanded. Having been given the label ‘Generation Y’, the cohort of young people currently leaving full-time education for full-time employment have been stereotyped by press and popular literature as less committed to work and employment at the same time as possessing unrealistically high expectations of work, as individualistic and uninterested in trade unions. The thesis considers whether there is a connection between the two trends by examining the research question, how does student employment affect university graduates’ attitudes toward work, employment and trade unions. Studies of student employment have demonstrated a relationship between the intensity, duration, and quality of student employment and students’ work values, attitudes toward the distribution of economic rewards, and attitudes toward trade unions. The thesis addresses three gaps in the current literature. First, the thesis investigates university student employment. Second, the thesis uses Australian subjects. Third, the thesis adopts a longitudinal research design, assessing the impact of student employment after the transition to graduate employment. The thesis uses a mixed methods approach. A survey was conducted of 1200 undergraduates approaching the end of their studies. Eighteen months later, a follow-up survey retained 541 for a panel study. In addition, twelve biographical case studies provided qualitative data to supplement the survey results. The results showed that student employment was associated with graduate employment outcomes, graduates’ expectations of job quality and job regulation, graduate work beliefs, and graduate attitudes toward trade unions but not graduates’ work centrality. The intensity of student employment has a small, positive effect on the importance graduates place on their jobs. The incidence and quality of student employment increased students’ expectations of graduate job quality. The incidence, relevance, and type of agreement of student employment affected students’ expectations of graduate job regulation. The intensity of student employment had a negative effect on graduates’ work beliefs. The quality of student employment had a positive effect on graduates’ work beliefs. The duration of student employment decreased graduates’ trust in management. Positive experiences of union membership during student employment and working under a union agreement during student employment significantly increased graduates’ level of support for trade unions. In addition, the intensity and quality of student employment indirectly influenced graduates’ attitudes toward trade unions as graduates’ work beliefs were very highly negatively related to graduates’ attitudes toward trade unions. Student employment also provided a pathway to graduate employment for some respondents, indirectly affecting graduates’ attitudes. The impact of student employment depended in large part on the nature of the destination labour market. Within the sample, occupational, company, and peripheral labour markets were identified. Respondents used student employment to supplement institutional pathways to graduate employment or create their own individualised pathway. Structuration theory explains how student employment was a space to exercise agency, albeit bounded by structural barriers, such as the area of study, the economic and social policy context of the transition, the timing of other life-course transitions, and respondents’ relationships with parents and partners. This was significant because the quality and status of graduate employment had a direct influence on graduates’ attitudes toward work, employment and trade unions. The concept of biographical meaning, drawn from life-course analysis, is used to show that graduates’ attitudes toward work, employment and trade unions are affected by the quality and intensity of student employment and the relationship between student employment and graduate employment. The quality of student employment directly increases graduates’ expectations of job quality and their work beliefs and negatively affects their attitudes toward trade unions, but has no effect on graduates’ work centrality or job involvement. The relationship is strengthened where student employment has led to graduate employment.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Department of Employment Relations
Griffith Business School
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Lynch, William. "Connecting term-time-employment and full-time-study : depicting the student experience." Thesis, Lancaster University, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.524738.

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Bluml, Joel. "On-Campus Employment and Retention of First-Time, Full-Time College Students." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6973.

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Retention of 1st-year students is a challenge facing higher education and remains relevant for all stakeholders. Low persistence negatively affects individual students, institutions, and society as a whole. Nationally, a significant number of students have reported working while in college, particularly 1st-generation, low socioeconomic status (SES), and racial and ethnic minority students, those same groups who are at higher risk of experiencing low retention rates. Guided by Tinto's interactionalist model of student departure, binary logistic regression analyses of archival data were used in this retrospective prediction study. The focus was to determine how on-campus employment (OCE), 1st-generation, low-SES, and racial and ethnic minority student status were related to retention to the 2nd year for 1,582 first-time full-time students who entered a 4 year institution in the fall semesters of 2013 to 2015. Students who worked on campus during their 1st year of college were nearly twice as likely to be retained as those students who did not work on campus. Although living on campus was found to be a significant predictor of retention for students who did not work on campus during their 1st year in college, it was not a significant predictor of retention for students who did work on campus. Based on the findings, a white paper was developed, recommending that student employment practices on campus be modified such that 1st-year students, especially those who may not be living on campus, be made more aware of OCE opportunities. Creating a better understanding of the role OCE plays in student retention has positive social change implications for students, faculty members, staff members, and administrators needing to make informed decisions that increase student retention.

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Kaboub, Fadhel Forstater Mathew. "A roadmap to full employment and price stability in developing countries the case of Tunisia /." Diss., UMK access, 2006.

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Thesis (Ph. D.)--Dept. of Economics and Social Science Consortium. University of Missouri--Kansas City, 2006.
"A dissertation in economics and social science consortium." Advisor: Mathew Forstater. Typescript. Vita. Title from "catalog record" of the print edition Description based on contents viewed Oct. 31, 2007. Includes bibliographical references (leaves 223-241). Online version of the print edition.

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Galeotti, Andrea. "Three essays on disequilibrium dynamics and the evolution of macroeconomics in the '50s and '60s." Doctoral thesis, Università di Siena, 2021. http://hdl.handle.net/11365/1143816.

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The work reappraises an extremely relevant debate in economic theory, as the current state of the dominant theory in its Neo-Walrasian reformulation; especially, its incapability to offer a proper discussion of disequilibrium dynamics. The candidate does so by critically examining some of the contributions that, since the middle of the last century, allowed the consolidation of this version of the theory, as the works of Clower (1965, 1969) and Patinkin ([1956] 1965). Furthermore, through an exam of one of the most influential marginalist authors of the XX century, such as J.R. Hicks, the work also contributes to clarifying the conditions that allowed the marginalist theory in its traditional version (long-period version) to study the working of real economies.

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Bailey, Caprice L. "Full-time Employment Ads in TESOL: Identifying What Employers Seek in Potential Hires." BYU ScholarsArchive, 2011. https://scholarsarchive.byu.edu/etd/2665.

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Within the professional field of TESOL (Teaching English to Speakers of Other Languages), it is not unusual for highly qualified instructors to teach several part-time jobs in order to support themselves. Despite advocacy efforts carried out by the international TESOL organization, finding rewarding full-time employment in the United States can be very challenging. In addition, with the current state of the economy and high unemployment, TESOL professionals like others in various fields are seeking stable employment. Although this research will not solve the lack of full-time jobs, the intention is to help job seekers better prepare themselves for today's job market by knowing the skills, knowledge, and personal characteristics that employers are looking for in potential hires. To identify this information, a 12-month review was conducted of three well-established employment websites in an effort to capture advertisements seeking to hire TESOL professionals full-time for ESL related positions in the U.S. A total of 169 job advertisements were collected and reviewed to identify the skills, knowledge, and personal characteristics employers were seeking in qualified individuals. Data from the advertisements were organized into a 42-category coding scheme in an effort to delineate the skills, knowledge, and job characteristics mentioned previously. In addition, a second coding scheme containing 12 categories was created for analyzing the personal characteristics listed in the advertisements Results from this data revealed that employers seek applicants who have knowledge and experience in curriculum development, teacher education, and program administration. Top skills include written and oral communication and basic computer skills. With regards to personal characteristics, employers are most interested in individuals possessing strong interpersonal and teamwork skills. In addition to these skills and qualifications, the data provide important insights concerning the distribution of jobs by job type, degree, institution type, and salary across five regions of the United States.

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Loughlin, Catherine A. "Toward a model of healthy work for full-time, part-time and contract employment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0010/NQ31939.pdf.

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Coffman, Patrick N. "Capabilities assessment and employment recommendations for Full Motion Video Optical Navigation Exploitation (FMV-ONE)." Thesis, Monterey, California: Naval Postgraduate School, 2015. http://hdl.handle.net/10945/45827.

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Approved for public release; distribution is unlimited
The Marine Corps has a capability gap in its inability to exploit full motion video in real time. Currently, Marines are unable to rectify, orthorectify, and georectify live video streams, which would allow for real-time geolocation coordinate extraction. MITRE Corporation’s Full Motion Video Optical Navigation Exploitation (FMV-ONE) is a platform agnostic software solution capable of processing Motion Imagery Standards Board-compliant video streams. Using structure from motion theory, video is processed through computer vision-informed algorithms, and users are able to generate precision coordinates without the need for Controlled Image Base (CIB) or Digital Point Positioning Database (DPPDB) references. Additional capabilities include a multi-aspect video viewer, reference imagery generation and Cursor on Target export, and live video rewind. After examining the capabilities of FMV-ONE, I believe that the Marine Corps’ planned implementation within the geospatial intelligence community leaves the true potential of the software untapped. The underlying mathematical engine has capability expansion potential that can provide benefits across the functional areas of the Marine Corps, most importantly, to operations, fires, and aviation support. FMV-ONE’s toolsets need to be expanded, and the software needs to be fielded to additional communities beyond the intelligence enterprise.

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Young, Sammy G. "Part- and Full-Time Re-Employment Probabilities Over Unemployment Duration and the Business Cycle." Thesis, Harvard University, 2015. http://nrs.harvard.edu/urn-3:HUL.InstRepos:17417582.

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This paper considers how the probabilities of transitioning from joblessness to part- versus full-time work change with the duration of joblessness and labor market conditions. Using 1996-2013 Survey of Income and Program Participation data, I estimate these transition probabilities using a Cox proportional hazard model. I find that as the duration of jobless spells increases, the monthly probability of transitioning to full-time employment declines faster than for part-time employment. Additionally, a one percentage point increase in the national unemployment rate is associated with a ten percent decrease in the probability of transitioning to full-time work but unrelated for part-time work. Consequently, the share of individuals transitioning from joblessness to part-time work increases with the duration of joblessness and with increasing labor market slack. Additional evidence suggests these increases are due to behavioral changes rather than unobserved heterogeneity. Finally, compared to their previous employment, individuals who transition from unemployment to part-time work also experience decreases in real hourly wages, private health-care coverage, and occupational skill level. These results provide motivation for considering non-wage aspects of job quality when studying re-employment from joblessness.
Applied Mathematics

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Alrasheedy, Abdulelah. "Monetary Policies for Full Employment and Price Stability in Saudi Arabia| An Endogenous Money Approach." Thesis, University of Missouri - Kansas City, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10280216.

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Despite being a relatively young and prosperous country, Saudi Arabia has recently suffered from substantial rises in unemployment. This dissertation thus examines the root causes for the rise in unemployment and limited monetary policies in Saudi Arabia. It then attempts to provide feasible solutions for these problems. It includes an explanation of the Saudi economic structure and its features. It additionally investigates the historically-rooted causes of unemployment issues in the nation. The dissertation explains the high economic and social costs of unemployment and also calculates the empirical relationship between unemployment and loss in Gross Domestic Product (GDP) utilizing Okun’s law and applying recently-developed panel econometrics techniques; additional details about the social costs of unemployment are also explained. Knowledge of money’s effect on unemployment in Saudi Arabia is currently limited and thus the dissertation explores the ability and affordability of implementing a comprehensive solution to persistently high rates of unemployment. This is done through examining whether or not the nation experiences endogenous money processes wherein loans create deposits and deposits create reserves. In addition to exploring potential methods of achieving full employment and the expected benefits of these methods, the study explained the unique features of the Saudi economy that make said methods particularly easy to facilitate. In essence, this study revealed the possibility for the nation to achieve full employment using statistical evidence and the endogenous money supply hypothesis. The primary goal of the dissertation is to develop an approach to achieve full employment ultimately resulting in significant economic benefits for the society as a whole. It employs the endogenous money approach to offer policy solutions for unemployment in Saudi Arabia through transforming the economy into a Knowledge-based economy (KBE). KBE’s pillars are all present in Saudi Arabia save for innovation which could easily be improved because of the high numbers of educated individuals among the unemployed. Thus, this approach could benefit the nation with no foreseeable risks of harm threatened or seen from previous attempts at solutions from Saudi policy-makers.

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Leck, Joanne. "Employment equity programs in Canada's federal jurisdiction." Thesis, McGill University, 1991. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=70313.

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Since the introduction of the Employment Equity Act in 1986, organizations in Canada's federal jurisdiction have been required to adopt Employment Equity Programs (EEPs) designed to increase the presence of four traditionally under-represented groups: women, aboriginal peoples, disabled persons, and visible minorities. This dissertation reports the results of a study that identifies the type of EEPs organizations subject to the Act have adopted, examines the impact that EEPs have had on hiring and promotion, and identifies what makes an EEP effective. Results suggest that organizations that adopt EEPs that are more formalized, more comprehensive, and better supported are more likely to hire and promote a representative number of designated group members (especially non-minority women and members of visible minorities). Implications for practitioners and policy makers are discussed.

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Jenkins, Andrew Kevin. "Perceptions of age discrimination in hotel employment." Thesis, University of Strathclyde, 2008. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21693.

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Age discrimination is regarded by many individuals and organizations to be a problem. Indeed, the UK government has stated that it is "bad for the individual, bad for business and bad for the economy". However, relatively little research has been undertaken into age discrimination. To address this lack of research, this thesis investigates age discrimination in the workplace with a focus on hotel employment in Ireland and the UK. The study reports on evidence from a survey regarding managers' perceptions of older workers and from thirty three interviews with older employees and HR managers in the UK and Ireland. Despite the paucity of research and literature concerning age discrimination in hotel employment, there is a wide range of research and literature regarding age discrimination in the workplace and organisational employment policies and practices. In terms of workplace equality, four major types of social justice are examined: relative deprivation, distributive justice, procedural justice and retributive justice. Furthermore, liberal, radical and managing diversity approaches to equality are investigated and theories to ageing analysed. Human resource management policies and practices, especially in relation to the hospitality industry, are examined as these may perpetuate and legitimise age discrimination. The main findings from this thesis suggest that major differences exist in the age diversity of a hotel's workforce with older workers being under-represented in certain properties. Moreover, a number of organizational employment policies and practices were found to potentially disadvantage older workers and HR managers in the UK and Ireland possessed a poor knowledge of workplace equality initiatives. The varied experiences of older employees themselves highlight the heterogeneous nature of this group. The majority of older workers stated that, with some reservations, they felt they were treated fairly by management but a lack of IT skills, in particular, limited development opportunities for older workers.

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Battaglia, Stefano. "Dynamics of trust in the employment relationship." Thesis, University of Strathclyde, 2017. http://digitool.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=28756.

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Trust is a topic that has long been of interest to organisational scholars. Over the past two decades, numerous studies have scrutinized the antecedents, processes, and outcomes of trust within organisations (i.e. intra-organisational trust) sharpening our understanding of its complexity and describing all the benefits that trust can confer. However, most intra-organisational trust researchers have arguably developed an over-optimistic vision on the possibilities of building trust relationships. This seems in fact to clash with the outcomes of recent surveys and employee engagement measures, which have recorded a significant trust deficit with levels of trust at historic low within Western organisations. Within the literature, such declining levels of trust are often considered as the consequence of deficits in people management skills and practices, while failing to acknowledge the existence of wider structural issues within the employment relationship. This thesis argues that, in order to better understand the current declining levels of trust, trust researchers need to take a sociological and critical turn and move beyond the micro-foundations and the psychological reductionism characterizing most of the intra-organisational trust literature. It proposes a multi-level study, which captures the essence of how micro- and macro-levels forces simultaneously influence the development of trust at both the interpersonal and the organisational level. To bridge the micro-macro gap, specific attention has been given to the role of the Human Resource function, which sits at the heart of the employment relationship. The findings demonstrate that the development of intra-organizational trust is influenced by the specificities of the job role, by interpersonal dynamics, as well as by numerous other organizational factors. They also reveal a fractured and dysfunctional situation for Human Resource professionals. Paradoxically, despite being normatively committed to trust-building models of employment relations, HR staff are instead largely not trusted as they find themselves squeezed between their conflicting roles of ‘strategic partner’ and ‘employee champion’. The thesis provides new evidence to the recent crisis of trust faced by the Human Resource profession, as well as it demonstrates that trust is inherently context-dependent and that trust relationships are inevitably embedded in the structural context of the employment relationship.

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Baxter, Hazel. "The employment relationship of new labour migration." Thesis, University of Strathclyde, 2013. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=18943.

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The current wave of Central and Eastern European (CEE) migrants to the United Kingdom, or New Labour Migration (NLM), has been described as: 'one of the most important social and economic phenomena shaping the UK today. This movement of people has dramatically changed the scale, composition and characteristics of immigration to the UK' (Pollard et al. 2008: 7). CEE nationals play an important role in the British economy as they have filled many low to semi-skilled occupations, which the British population were unwilling to do. Moreover, new migrant workers undertake 'dirty, hard work' (de Lima and Wright, 2009: 395) and are valued by employers for their general attitude, work ethic and positive orientations to work (Dench et al, 2006; LSC, 2007; Mathews and Ruhs, 2007). It is against this backdrop that the thesis examines the employment relationship of NLM. The first section begins by explaining the rationale for the focus on the employment relationship of NLM. The research objectives, which shall guide the thesis, are then examined. Following this, the next section discusses the general methodological approach that shall be utilised in order to meet these objectives. The final section provides an outline of the structure of the thesis.

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Reumann, Andreas, and Friedrich Thießen. "Why are employment figures in airport studies too high?" Universitätsbibliothek Chemnitz, 2014. http://nbn-resolving.de/urn:nbn:de:bsz:ch1-qucosa-153384.

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Luftverkehrsprognosen stellen ein wichtiges Instrument dar, die Luftverkehrsinfrastruktur zu beeinflussen. Hinter vielen der Projekte, die von Luftverkehrsprognosen begleitet werden, stehen Interessen. Dies gilt insbesondere für Ausbauvorhaben von Flughäfen, die von eindeutigen Zielen und Wünschen getragen werden. Die Gutachter, die im Rahmen solcher Ausbauvorhaben tätig werden, sind der Gefahr ausgesetzt, beeinflusste Prognosen zu erstellen. Die Art und Intensität dieser Beeinflussung sowie die Methodik dieser Analysen sind Gegenstand dieses Aufsatzes. Zunächst wurden neuere Ergebnisse der OECD und EU erarbeitet und denen der Flughafenstudien gegenübergestellt. Nachfolgend wurde die Intensität der Beeinflussung auf Grundlage einer eigenen Untersuchung analysiert. Dabei wurden politische Entscheidungsträger im Rhein-Main-Gebiet nach Ihrer Verwendung von Studien und deren Ergebnisse befragt. Die Impact Study, als häufigste Forschungsmethodik, wurde in ihre Bestandteile zerlegt und mit der Full Cost-Benefit-Analyse, welche die durch die FAA empfohlene Methode ist, verglichen. Grundsätzlich sind solche Gutachten meist externe Analysen aus privatwirtschaftlicher Hand, die einerseits im Auftrag von regionalen Entscheidungsträgern, aber andererseits auch im Auftrag von Flughafen- und Fluggesellschaften angefertigt wurden. Die Unabhängigkeit der Prognosen ist damit gefährdet. Auf Grundlage der (neutralen) OECD- und EU-Ergebnisse zeigte sich, dass etwaige regionale Wirtschaftsimpulse und damit einhergehendes Beschäftigungswachstum durch erhöhten Flugverkehr nicht zu finden sind. Die kritische Analyse von „bezahlten Studien“ ist demnach von Bedeutung. Die Mehrzahl der politischen Amts- und Entscheidungsträger in Deutschland trifft allerdings Entscheidungen auf Basis keiner oder ausschließlich nicht-neutraler, bezahlter Auftragsstudien. Historisch betrachtet ist dies kein Novum. Bereits in den 60er Jahren kann man solche Studien und Entscheidungen nachweisen. Bezüglich des Forschungsdesign zeigte sich, dass Impact-Studien kaum für zur Beurteilung des Luftverkehrs geeignet sind. Sie beziehen die relevanten Effekte nur teilweise in ihre Berechnungen ein. Es wurde eine Reihe von systematischen Fehlern identifiziert. Die FAA-Richtlinien in den USA für methodisch korrekte Studien greifen nur wenig. Für weitere Forschung sehen wir die wichtige Aufgabe, die Methodik der Full Cost-Benefit-Analyse für die Prognose möglicher Effekte zur Anwendung zu bringen
Aviation traffic forecasts and airport analyses are important instruments which influence decisions on aviation related infrastructure. Behind many of such infrastructure projects, which are supported by forecast analyses, one finds political interests. This is especially the case for aviation projects, such as infrastructure enlargement projects of airports, which are motivated by distinct goals and desires. Referees who act within this framework are exposed to the risk of producing biased results. The form and degree of intensity of such influence and manipulation, as well as the methodology of such forecast analyses, are the subject of this working paper. To begin with, newer research results by the OECD and the EU have been formulated and further compared to results of studies commissioned by airport operators. Subsequently, the degree of intensity of such influence has been analysed on the basis of our own research. A survey was thereby produced, investigating the application of neutral and non-neutral studies in the decision-making processes of the public administration in the Rhein-Main-area. Impact studies, which are currently the most used method, have been segmented and compared with studies using full cost-benefit-analysis, the recommended method by the FAA. With regard to these results, it can be argued that most forecast analyses are produced by private consultancies, by order of public entities but also by order of airport operators. The independence of such research and its results is therefore endangered. Recent OECD and EU research results have shown that eventual effects, such as regional economic stimulus and employment growth, are absent. Thus, care in the application of study results in this field is necessary. However, the majority of policy makers (in Germany) unfortunately base their decisions mostly on non-neutral studies. Historically seen, this is not a novelty. Regarding the research design, impact studies are hardly suitable for airport studies. Further, it can be shown that impact studies incorporate mostly only non-negative items in their cash flow calculations, compared to full cost-benefit-analyses which incorporate all relevant items. A number of systematic flaws are further identified. The regulation-guidelines by the FAA, which demand to incorporate all items, have had little impact on the research design of airport studies in the US so far. The promotion and fostering of full cost-benefit-analyses is necessary to lift the quality of airport studies

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Quinn, Paul Gregory. "Becoming Someone Different| A Grounded Theory Study of How Nurses Integrate Pregnancy and Full Time Employment." Thesis, City University of New York, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3589774.

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In the United States, 40% of the contemporary nursing workforce is comprised of women of childbearing age, 65% of whom are employed full-time. Hence, the likelihood of pregnancy occurring for this population at some point in their employment is high. A holistic exploration of how nurses integrate pregnancy and full-time employment has been lacking. The purpose of this research was to explore how primiparous nurses managed pregnancy and full-time employment. Using a grounded theory approach, nurses who were pregnant and delivered their first baby, while employed full-time on 12-hour work shifts, provided a firsthand account of how they incorporated pregnancy with employment.

Nurses, as social actors, experience many interactions in their workplace environment. The basic social process, becoming someone different , emerged to explain those interactions and allowed a substantive grounded theory to be developed. From that exploration, the researcher will present the basic social process, becoming someone different, and the four core categories that arose from the analysis: 1) looking different, feeling different – to explain how the physical and emotional changes of pregnancy result in nurses looking and feeling differently about themselves as nurses; 2) expectations while expecting – where the nurse, with previous experiences and ideas about what is expected of her and what she expects from others, changes how she sees herself, based upon her interactions in the workplace with her peers and coworkers; 3) connecting differently – explains how the nurse, while pregnant, develops new relationships and interactions with the people in her environment, specifically her peers, coworkers and patients, and 4) transitioning labor – where, despite challenges from interactions within the workplace from coworkers or tasks, the participant nurses began to focus on their eventual maternity leave and working as long as possible up to the time of delivery in order to prolong that maternity leave.

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Schwarzer, Johannes A. [Verfasser], and Harald [Akademischer Betreuer] Hagemann. "Price stability versus full employment : the Phillips curve dilemma reconsidered / Johannes A. Schwarzer. Betreuer: Harald Hagemann." Hohenheim : Kommunikations-, Informations- und Medienzentrum der Universität Hohenheim, 2016. http://d-nb.info/1103572466/34.

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Stack, Niamh. "The benefits and costs of part-time employment for full-time school students: A psychological investigation." Thesis, University of the West of Scotland, 2004. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.748543.

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Chabursky, Lubomyr. "A critical examination of the Employment Equity Act /." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=60698.

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The Employment Equity Act obliges employers to undertake affirmative action to combat employment discrimination. On October 31st, 1991, a Parliamentary Committee was appointed to review the EEA and make recommendations for its improvement. This thesis assesses the EEA within the historical context of discrimination remedies. The thesis argues that the solution to systemic discrimination in employment cannot consist merely of measures that increase the representation of minorities in the workplace. Rather, the solution must also include measures designed to change traditional attitudes and stereotypes about the employment of minority groups, whether these attitudes take the from of prejudice, paternalism, or inhibitions. A change in attitudes among employers will also help to eliminate apparently neutral employment policies and practices that nevertheless have an adverse effect on the opportunities of women and minorities. The EEA incorporates aspects of all three strategies in a hands-off approach that invites employers to become equal partners in the quest to overcome discrimination in the work place.

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Ghannoum, Michel Jamil. "Impact of employment decentralization on metropolitan road networks." Thesis, McGill University, 1993. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=41368.

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Socio-economic changes and employment decentralization in North America have transformed the traditional centrally-oriented travel pattern into a more complex many-to-many type, resulting in increased traffic congestion.
This research quantifies the impact of activity decentralization on road infrastructure requirements by super district and facility type.
The Supply Demand Linkage Model or 'SDLM', for a case study, relates the independent variable demand in passenger trips to the dependent variable the mean of traffic density in vehicles per kilometre. It is an aggregate travel demand model developed using a quasi experimental approach. This is accomplished through: (1) Extensive cross sectional analyses. (2) Calibration and validation of a travel demand model (EMME/2) requiring a large data base. (3) Variations in trip demand are implemented, using EMME/2, and the corresponding traffic densities are computed by super district and facility type. (4) Multivariate analyses relating supply-demand measures were implemented and produced the SDLM models which replace the trip assignment stage of travel demand models and compliments UTMS models at the sketch planning level. (5) Sensitivity analysis testing SDLM reliability against the EMME/2. (6) Application of the SDLM models through forecasting scenarios of employment and population to obtain the "Impact of employment decentralization in metropolitan road networks".
The multivariate analyses showed that variations in demand could explain 99.61% of the variations in traffic density at a 95% confidence level. And the sensitivity analyses demonstrated that the SDLM results are within 5% of actual values. The SDLM models may not be transportable but the established procedure is expected to be transportable.
The impact analyses has quantified the changes in travel pattern resulting from activity dispersion. This simplified procedure, transforms the SDLM models into a powerful tool.

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Chillas, Shiona. "The changing nature of graduate work and employment." Thesis, University of Strathclyde, 2010. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=12813.

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Laaser, Knut. "The moral economy of work and employment in banks." Thesis, University of Strathclyde, 2013. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=23187.

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Considering the backdrop of volatile markets, the endurance of economic recession, and intensified radical economic and workplace restructuring, it is ever more important to understand how contemporary and past employment relationships enable or constrain people's flourishing. The aim of this research study is to capture the dynamic relationship between the organisation and nature of bank work and workers' moral economy between the late 1970s and 2000s. The research is underpinned by a novel, holistic, theoretical framework that brings together moral economy and labour process approaches. The moral economy is at the heart of the framework and is informed by three key thinkers: Karl Polanyi and E. P. Thompson, who capture the ubiquitous tension between a stable, moral and human society and the economic practices of liberalised markets, and by Andrew Sayer's consideration of lay morality. The moral economy and labour process framework provides insightful analysis of how and why the m aterial reality of economic practices and the organisation of work are experienced, mediated and re-shaped by different groups of actors. By utilising a realist and deeply qualitative approach, the research is informed by thirty-nine work oral history interviews with different generations of bank workers. It examines the radical transformation of the organisation of work and its moral economy in clearing banks between the late 1970s and 2000s. Thereby, the thesis offers a critical analysis of the bureaucratic and paternalistic principles that guided bank work until the late 1980s but also provides insights into the dynamics of social connection between workers and people's attachment to the occupation. These findings are set in contrast to the organisation of work in the 1990s and 2000s and their disconnection from the moral economy of the past. It is suggested that bank work has been radically re-structured and is dominated by a marketized labour process that instrumentalises human engagement and social relations that, in turn, fosters disconnection and individualisation. Nevertheless, the thesis suggests that even under poor working conditions social and moral dimensions of humanity persist and enable workers to humanise the labour process.

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Hill, Ronald. "A study of the employment relationship between full-time lecturers and their further education college corporation employers." Thesis, University of Leeds, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.424321.

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Jarvis, Valerie. "The occupational distribution of women : choice or segregation?" Thesis, McGill University, 1993. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=68106.

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Despite dramatic increases in female participation rates, a notable and persistent feature of the Canadian labour market is the highly unequal distribution of men and women across occupations. The focus of the current paper is how to explain the observed occupational distribution of women across occupations. In particular, we assess the evidence put forward in support of the standard view within the economics profession--the human-capital notion of 'occupational choice'--and compare its explanatory power with a non-competitive approach to women's labour market opportunities, based on the notion of a labour market characterised by job rationing.
While occupational decision-making remains ill-understood, there are several reasons for believing that the subject will become more noteworthy in coming decades, not least the rumblings of the 'comparable-worth' lobby. Our investigation points to a lack of economic research in this important area, both at the aggregate level and the level of individual occupations, and suggests that greater attention should be paid not simply to empirical validation of existing theories of occupational decision-making, but also that more detailed scrutiny might be given to the few results which are available. We argue that 'discrimination' is still a powerful force within the labour market, and that women's sudden access to non-traditional occupations owes far more to shortages of men in individual markets than is typically acknowledged.

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Deller, Joanne Elizabeth. "The impact of employment : the blossoming of politically motivated women?" Thesis, McGill University, 1989. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=74347.

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Since women's entry into the workforce has constituted such a tremendous social change, its political consequences deserve further study. This investigation uses the 1977 Quality of Life Survey to assess the political impact of both objective and subjective features of women's work on political involvement.
Results demonstrate that mere employment fails to politicize women, but either higher salaries or professional positions can act as political catalysts. In addition, jobs that are perceived to be "good", or that possess a number of positive qualities, may also be politically beneficial. Manual labor, on the other hand, actually discourages political involvement, and unions are not politically helpful.
More research should be conducted into the family context which contributes to the "double burden" of working women (the dual set of responsibilities shouldered by women--at home and on the job). Furthermore, the still limited political and employment opportunities realistically available to women merit greater scholarly attention.

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Roberts, Hazel. "Construction of motherhood and the impact thereof on the lives of married mothers in full time paid employment." Thesis, University of the Western Cape, 2008. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_4367_1273096214.

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The study aimed to examine how motherhood is constructed by married working mothers and the impact thereof on their working lives. This qualitative study explored the individual experiences of 7 working married mothers with preschool aged children who reside in the Western Cape, South Africa. Individual semi-structured interviews were
onducted and analysed using thematic analysis. The study was situated within a social constructionist theoretical framework which holds that it is through our interactions with others that we create, maintain and verify our ideas and perceptions of the world. The literature revealed that despite the advances made by women in society, the notion that women are still the primary nurturers and care-givers is still in existence. This view is largely dictated by the social and cultural expectations in society and further perpetuated by images portrayed in the media. The results of this study revealed that the social and cultural context of the participants holds a view of motherhood that is gendered, comprises ideals of a caring, nurturing and ever-giving mother and links motherhood to womanhood and the female identity.

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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.

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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.

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Moorcroft, Karen. "Equity among male and female engineers." Thesis, McGill University, 1996. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=26695.

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The following research used data from the SSE to determine whether socialization or discrimination can explain the lower status of female engineers, compared to men. It was learned that female engineers with children are as committed to their careers as childless female engineers. Moreover, there is no difference in income or job status between these two groups. There is also no significant difference in income between male and female engineers when controlling for employment status, degree, job status and experience. However, female engineers are not found in management positions as often as their male colleagues, even after controlling for experience. This lower job status, in turn, affects the women's incomes. A reason for the lower status of female engineers is likely due to engineering being very male-dominated. No such difference in job status exists in the field of computer science, where the proportion of women is much higher.

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Griffin, Naomi N. "Labor reallocation, productivity and output volatility in Japan." College Park, Md. : University of Maryland, 2005. http://hdl.handle.net/1903/2711.

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Nyman, Natalie, and Wicktorin Sofia Zetterkvist. "Var kommer drivkraften ifrån? : En kvalitativ studie om hur arbetsmotivation grundar sig hos konsulter." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-40972.

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Background: Motivation creates meaning in both big and small things. Previous studies have shown that the field of motivation is important as it affects the skills individuals develop, which jobs and careers individuals take on and also how individuals allocate resources such as attention, effort and time. Motivation is essential for both individual well-being and organizational success. In an increasingly globalized world, companies can become more competitive by hiring consultants and reports have shown that the consulting sector is expanding. Purpose and issue: The purpose with this study is to examine how work motivation is founded in consultants and also if there are any factors that differs between full time employed and part time employed consultants. Method: This study is a qualitative case study. Eight semi structured interviews, where the respondents have been answering questions related to work motivation, have been made. The collected empirical data has then been analyzed using a theory synthesis and previous research. Conclusion: The result in this case study has shown that fellowship and relationships, own growth, responsibility, rewards and goals are important elements in motivation. It is, however, a bit problematic to make a general conclusion out of these results because they contain different perceptions, reasonings and opinions among the respondents.

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Wolderufael, Yemane. "Sources of industrial growth, trade and employment : the case of Taiwan." Thesis, University of Strathclyde, 1989. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21991.

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The experience of many developing countries suggests that fast economic growth was not accompanied by the alleviation of abject poverty or by the creation of a proportional increase in gainful employment. Because of the wide disparity between the growth of output and the growth in employment some are questioning the wisdom of the past practice of treating growth per se as a central objective of economic policy. Instead of concentrating on growth alone, they are advocating that growth has to be sacrificed for a better distribution and a wider provision of gainful employment. Others see no apparent conflict between output growth on the one hand and distribution and employment on the other. To them, growth is a necessary condition for better distribution and employment. Instead of arresting development (growth) at its early stages for distributional purposes, they believe, by and large, that growth should proceed unabated and distributional issues should not be directly addressed at the possible expense of growth until and unless the national-cake is big enough to warrant, in their opinion, a high enough priority for equity considerations. In this view, to be excessively concerned now about distribution of income and deliberate creation of employment by direct governmental action is to redistribute poverty and not material well being.

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Morel, Sylvie. "Penurie d'emploi et discrimination à l'endroit des femmes sur le marche du travail." Thesis, McGill University, 1987. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61272.

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This thesis analyses the relation between the phenomenon of job scarcity and discrimination against women in the labour market. Job scarcity, that is the inadequate quantity of available jobs relative to the number of persons able to hold them, which is a chronic problem, has played an important role in the development of discrimination. The hypothesis of the thesis is that a positive relation exists between discrimination against women and job scarcity: as employment opportunities deteriorate discrimination intensifies.
The thesis verifies the discriminatory effects of job scarcity by examining the process of job allocation in the economy. An historical study covering the end of the last century to the crisis of the 1930's is the vehicle used to examine the employment rationing mechanisms that consolidated discriminatory practices.

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Valcan, Naomi. "The influence of human capital factors, individual factors and study characteristics on graduates’ full-time employment and perceived overqualification." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2020. https://ro.ecu.edu.au/theses/2286.

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This thesis is about the extent to which human capital factors, individual factors and study characteristics influence employment outcomes and perceived overqualification among Australian university graduates. Using Graduate Outcomes Survey data, the study finds certain aspects of human capital (quality of courses, mode of study) and individual factors (gender, international/domestic student status) contribute significantly to graduates’ full-time employment while other factors (skills developed at university, socio-economic status and age) do not. Similarly, adaptive skills, part-time employment experience, SES, and age contribute significantly to graduates’ perceived overqualification. Its main contribution is the development of a more nuanced explanation of graduate employability

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Siaroff, Alan. "Employment patterns and policies : a comparative analysis of OECD nations, 1973-1983." Thesis, McGill University, 1985. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=65919.

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Wang, Tzu-Hui Clara. "Organisational citizenship behaviour : exploring enablers within organisational culture from an employment perspective." Thesis, University of Strathclyde, 2015. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=24857.

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In order to cope with unexpected service challenges, it is probably inevitable that frontline employees need to exercise extra-role behaviour during service encounters. According to Organ (2006), such extra-role behaviour is described as Organisational Citizenship Behaviour (OCB). Baum (2006) and Cheung (2006) suggest that the nature of organizational culture can foster and encourage this notion of Organizational Citizenship Behaviour (OCB) within a company. However, it has been argued that organisational culture studies still remain limited in service operations (e.g. Chen et al., 2012). The case organisation for this qualitative study is of one of Fortune magazine's list of the 100 Best Companies to Work For, ranking 91 in 2014, and from an employment perspective, is used to shed light on the unique culture that underlines the execution of extra-role behaviour and how organisational culture can impact upon OCB. Frontline employees were selected from Room Divisions of three hotels located in England and the Republic of Ireland. Semi-structured interviews were employed as the research method and template analysis (King, 2014) was adopted for the process of data analysis. From a qualitative perspective, the contribution of this thesis is an attempt to uncover factors embedded within organisational culture in order to contribute in an understanding of frontline staff's OCB. Extending previous research that studied the relationship between organisational culture and employee performance (e.g. Ro and Chen, 2011), this research argues that organisational culture plays a key role influencing frontline employee performance with a focus on managerial empowerment, organisational politics, and trust. Extending Cheung et al.'s (2012) research in terms of managerial empowerment and employee productivity, the present study suggests that managerial empowerment has an impact upon OCB. This research suggests that OCB can be fostered and developed in a positive and open political work environment. Cheung et al. (2012) argue that trust is seen as a key factor enabling managerial empowerment. Extending Cheung et al.'s (2012) argument, the present study supports the argument that trust is a key consideration in fostering OCB. Finally, this study addresses the implementations of managerial approaches in developing and fostering frontline employee OCB in the upscale hotel sector.

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Loring, Jane A. "Changing employment contracts, changing psychological contracts and the effects on organisational commitment." Curtin University of Technology, School of Psychology, 2003. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=14208.

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Changing workplace conditions have resulted in psychological contracts becoming more transactionally oriented. The current study addresses the question of how the `new' psychological contract affects organisational commitment. In particular, it seeks to analyse the relationship between the form of the psychological contract (relational/transactional) and type of organisational commitment (affective, continuance, normative).Data were collected from 210 randomly selected participants using the Psychological Contract Scale (PCS), and the Measure of Affective, Continuance and Normative Commitment Scale (MACNCS). The Career Commitment Scale (CCS) and the Positive and Negative Affect Schedule (PANAS) were administered and information gathered regarding overall job satisfaction, age, gender, contract type, position held, industry sector and length of employment.The major findings from this study is that there are positive relationships between relational psychological contracts and affective commitment (â = .653, p < .05), continuance commitment (â = .222, p < .05) and normative commitment (â = .476, p <.001), and a negative relationship between transactional psychological contracts and affective commitment (â =148, p < .05), after controlling for various background and employment characteristics. This research increases the understanding of how employees commit to an organisation during times of unstable and changing employment conditions.

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Norton, Judith Ann 1947. "A phenomenological exploration of the motivational factors underlying the career transitions of midlife career women /." Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84536.

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This research project explores the motivations of women's voluntary career transitions at midlife. Participants for this study consisted of 14 women who at the time of their transition were between 40 and 51 years of age. All women had maintained an active career throughout their adult life and were either negotiating or had already experienced a career transition. This voluntary transition was initiated for reasons other than an upward mobility within the same occupation. The data were analysed and reported using the six step phenomenological approach described by Moustakas (1994). Themes important to transition that emerged from the data were: self-actualization, generativity, authenticity, self-care, timing, and the changing role of work.

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Seabrooke, Lana. "What re-entry means to women : a case study of documents from a transition-to-work program." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=56914.

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This case study examines the meanings and perceptions of women with regard to their experience in a transition-to-work program. A qualitative methodology was used to analyse 123 personal documents written between the years 1986 and 1991 by women at or near the end of an intensive bridging program. Analysis of the data revealed that, if provided with a supportive learning environment, women can make significant progress not only towards identifying their goals but in self-development. The study highlights the value of such programs as vehicles for personal and social change. The results of this study also demonstrate the need for continued support for transition programs and an acknowledgement of the untapped capabilities of women.

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Gagné, Esther. "Expériences de membres de communautés culturelles en milieu de travail : étude de cas d'une entreprise." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=26270.

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This research is an exploration of the experiences of visible minorities employed by a bank promoting employment equity since 1990. This study is based on a qualitative methodology. To collect the data, twenty-six members of the organization--eighteen visible minorities, four French Canadian and four managers--were interviewed. The analysis of the collected data showed a wide range of experiences within the sample. The promotion issue is the most important. Many respondants want promotions within the organisation and find that their progression is slow. Some respondants acknowledged that their supervisors were prejudiced against them as visible minorities, which they thought could slow down their career prospects. Overall, eleven out of the eighteen visible minorities interviewed believe that their special status has an impact on their experience at the bank. The subtle character of the disadvantage perceived by respondants should be the object of further research.

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Routh, Robert 1943. "Aviation in discrimination [i.e. Discrimination in aviation]." Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=33365.

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This study questions the effects that discrimination has had on aviation and what changes, if any, can be expected in the near future. The central theme of the study is discrimination, specifically racial discrimination, sex discrimination and age discrimination. Of particular importance is the discriminatory role that various government agencies have played in labeling a person unfit to serve as a pilot simply because that person happens to be a woman, black or has reached a certain chronological age.
This study questions the position taken by such institutions as the International Civil Aviation Organization, the Federal Aviation Administration and the Joint Aviation Authorities. Where possible, an attempt has been made to show good leadership on the part of these institutions as well as indicate where good leadership was partially or completely missing. The role the courts have played or failed to play over the years in determining the issues of discrimination in aviation has also been included in the study. Case law is used as extensively as possible to trace the positions taken by plaintiffs and defendants in attempting to change what they perceived as discriminatory or unfair law.
The text also includes legislation that addresses issues of discrimination passed by various legislative bodies as well as the efforts of individual organizations, such as the Professional Pilots Federation, the International Federation of Air Line Pilots Associations and others, to end discriminatory practices in aviation.

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Thomsen, Stephan Lothar. "Evaluating the employment effects of job creation schemes in Germany." Heidelberg : [Mannheim] : Physica-Verlag ; ZEW, Zentrum für Europäische Wirtschaftsforschung, 2007. http://dx.doi.org/10.1007/978-3-7908-1950-2.

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Mathbor, Golam Mohammed. "Dynamics and prospects of non-farm employment in the coastal regions of Bangladesh." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=22711.

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The coast of Bangladesh, comprising the complex delta of the Ganges-Brahmaputra-Meghna river system has immense resources for development. In the concept of present development efforts, this zone is among the most neglected in Bangladesh. It is very often affected by natural calamities and the situation is further aggravated by some man-made hazards, which cause heavy casualties in human lives, cattle, in reducing the size of the coastal areas and in severe damage of properties worth billions of dollars. This thesis envisages looking into the particular issue of non-farm employment. This is more important in an economy in which the land-person ratio is continuously on the decrease and dissemination of intensive crop culture has limitations. This study is exploratory in nature and uses both quantitative and qualitative methods, employing survey interviews for 80 households, 20 key informant interviews and a case study on an organization in order to assess the dynamics and prospects of non-farm employment in the coastal regions of Bangladesh. Findings of the study indicate that practically all of the non-farm field of the entire coastal belt is not yet a government priority. As such, there is need for some persuasive work in formulating some policies to develop sustainable harvests from the abundant maritime resources of the area. This will create provision for non-farm employment as well as producing a vast quantity of exportable commodities for the national well-being. It is expected that it will benefit the people of the area in particular and the entire country in general.

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Lai, Pei-Chun. "Workplace flexibility and labour supply chains in hospitality : the role of employment agencies." Thesis, University of Strathclyde, 2005. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21558.

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This thesis is about labour flexibility in the hospitality sector. This study investigates issues regarding the labour supply chain in the hotel sector through the integration of underpinning literature, in areas such as labour flexibility, supply chain management (SCM), and just-in-time management (JIT). It seeks to explore the phenomenon in the context of the supply of workers to client hotels by employment agencies, thereby testing the notion of the development of effective labour supply chains in the hotel sector. Constant fluctuation between demand and supply makes the hotel sector, a labour-intensive industry, that is in need of labour flexibility. According to Walsh (1991, p. 113), labour can be purchased almost on an "as needed" or "just-in-time" basis. This argument extends the potential for considering labour as part of the commodities which are exchanged within the production line or the supply chain. Through the evidence collected from both hotels and their partner employment agencies by using semi-structured in-depth interviews for data collection, a tendency to use agency staff in the hotel sector was found. Hotels use agencies in order to gain labour flexibility, cost-effectiveness, ease of dismissal, a good quality workforce and outsourcing prevention, as well as some relatively involuntary motivations in using agency services, such as "no-recruitment" company policies and recruitment difficulties. A pull system is adopted in this labour supply chain, that is, clients (e. g. hotels) "pull" demand as and when needed, instead of suppliers (e. g. agencies) "push" their supply to purchasers. A number of issues emerged in the study which demonstrate the existence of the labour supply chain and identify several approaches to make the chain run smoothly. However, the research itself has some limitations in its application, such as the lack of inputs from agency labour, a focus on hotel housekeeping operations, and sampling techniques. Notwithstanding these research limitations, the findings serve the main objective set for the study and confirm that employment agencies can form an effective labour solution to the hotel sector. This study is not intended to be generalisable to the whole population, but attempts to apply a theory (e. g., a hotel labour supply chain) within the context of the hotel sector.

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Lee, Jae-Song. "TESOL Employment Ads in China and South Korea: Personal Characteristics, Knowledge, and Skills Identified in Full-Time Ads Posted for International Instructors." BYU ScholarsArchive, 2014. https://scholarsarchive.byu.edu/etd/5519.

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The purpose of this master's project was to investigate the types of personal characteristics, knowledge, and skills TESOL employers are seeking in foreign job candidates in today's biggest EFL job markets, specifically in China and South Korea. First, the literature review introduces the enormous development of the EFL job market in these two countries and some challenges these two countries faced in their attempt to hire foreign EFL teachers. A total of 303 job advertisements were gathered from two Internet sources (Dave's ESL Café and TESOL.org) that met all the established criteria for choosing a reliable data source during a 12-month period and analyzed in order to determine the personal characteristics, knowledge, and skills listed by TESOL employers in these two Asian countries. The results indicate that 92% of the ads required international applicants to be native speakers of English. Key skills needed in both countries included communication skills, computer skills, a high level of English language proficiency, and writing skills. The majority of the full-time positions sought instructors with experience in materials development, curriculum development, or assessment. In terms of personal characteristics, employers want applicants to be enthusiastic, energetic, dedicated, and interested in young learners ranging in age from kindergarten to high school level. These findings have important implications for those TESOL graduates preparing themselves to obtain full-time jobs in China and South Korea.

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Mkosi, Ntombizanele Gloria. "Managing a full-time school within a correctional services environment." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/36791.

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The objective of this study was to investigate and analyse the educators’ experience in managing a full-time school within a Correctional Services environment. Provision of education in the South African Department of Correctional Services is in terms of Section 29 (1) of the Constitution of the Republic of South Africa (Act No.108 of 1996) which stipulates that “everyone has a right (a) to basic education, and (b) to further education, which the state, through reasonable measures, must make progressively available and accessible.” “This constitutional imperative for schooling is not a right that is curtailed by incarceration” (DCS, 2005:137). The researcher used qualitative research inquiry. This is a case study of the educators’ experience in managing a full-time school within a Correctional Services environment. To obtain an in-depth understanding and gain more insight on the research topic, this study focused on one full- time school within the South African Department of Correctional Services. Literature reveals that “correctional centres are bureaucratic institutions that are characterised by a number of factors that can potentially encourage or impede education programme success” (Sanford &Foster, 2006:604). The environment makes learning difficult as there are frequent lockdowns, headcounts and hearings that disrupt the consistency of classes and interrupt the education process (Schirmer, 2008:29). Few learners attend classes and whilst in class they are not really listening, instead, they would be sleeping and unproductive. In most cases, learners would be present because they were forced to be in the education programme (Wright, 2004:198). In this study, the researcher used semi-structured one on one interviews, and document analysis as data collection strategies. Purposeful sampling was utilized to select respondents. A total of six respondents who are full-time educators employed by the Department of Correctional Services were interviewed. The study reveals that managing a full-time school within a Correctional Services environment seems to be challenging because education is not respected and not prioritized. This finding appears to be consistent with literature which reveals that the uniqueness of correctional centre culture with a correctional centre management characterized by a focus on security measures such as lockdowns and head counts constraints the possibilities of learning (Watts, 2010:57). Based on the findings in this study, the researcher recommends that educator development should be prioritized within the Department of Correctional Services and school management should be informed about learners that are released from the correctional centre. This study concludes that managing a full-time school within a Correctional Services environment is challenging due to Correctional Services environment being not conducive for teaching and learning and inadequate resources.
Dissertation (MEd)--University of Pretoria, 2013.
gm2014
Education Management and Policy Studies
unrestricted

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48

Raine, Emily Elizabeth. "Baristi and the one best way : organizational structures of employment in specialty coffee chains." Thesis, McGill University, 2005. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=83200.

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This study identifies several points of convergence between specialty cafe chain labourers and the organizations that employ them. Cafe chains are premised upon their consistent reproduction of experience in numerous locations, so organizations must put multiple systems of control into place to ensure their homogeneity across the chain. Foremost among these are Fordism and Taylorism, two systems that emphasize rational and efficient routines made up of highly segmented and de-skilled tasks, so that each step in the productive process is done the "one best way." Because employees' friendly service is part of the experience that cafes attempt to reproduce across the chain, the social behaviours of workers are subjected to training and management supervision. The workers, and particularly those workers engaged in "barista" labour, are foregrounded in the cafes' corporate literature, and organizational relations with employees are often used by the companies in marketing and promotional materials. In particular, barista employees are advertised as models of satisfied workers, which discursively situates the companies that employ them as enlightened employers.

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49

Joseph, Maryann. "Depression in patients under investigation for occupational asthma: clinical, immune, behavioral, and employment aspects." Thesis, McGill University, 2012. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=107664.

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Asthma and depression are highly prevalent and often co-occurring conditions with substantial personal, social, and economic impact worldwide. Little is known about psychological factors in occupational asthma (OA), a type of asthma caused by exposure to workplace substances. Individuals under medical investigation for OA face distressing respiratory symptoms and uncertain occupational implications. Although preliminary evidence indicates a high rate of depression among patients under investigation for OA (UIOA), the impact of depression on patient health and well-being is unclear. The current dissertation examines whether major depressive disorder (MDD) and depressive symptomatology contribute to the burden of illness in people UIOA. Two original research studies were conducted, considering multiple clinical and functional aspects: respiratory symptom burden, physiological indices including lung function and immune alterations, health behaviors, and employment. Study 1 examined the cross-sectional relationships between depression and respiratory symptom burden in a sample of 220 patients currently being evaluated for OA. Participants underwent a socio-demographic, medical, and psychiatric interview, and completed a battery of questionnaires on the day of their asthma clinic visit. Hospital medical chart reviews were conducted to obtain physiological, diagnostic, and prescription information. Results showed that MDD and higher depressive symptoms were associated with worse control of respiratory symptoms, worse quality of life related to respiratory symptoms, and an increased percentage of eosinophils in sputum. Depressive symptoms were also associated with an increased percentage of neutrophils and a decreased percentage of lymphocytes in blood. MDD was associated with smoking.Extending this work, Study 2 examined longitudinal associations between baseline MDD and depressive symptoms with future respiratory and occupational outcomes in 131 patients who were re-contacted approximately 18 months after their initial evaluation for OA in Study 1. Participants again underwent a socio-demographic, medical, and psychiatric interview, and completed a battery of questionnaires. Results indicated that patients with MDD and those who report more depressive symptoms during evaluation for OA tend to have more poorly controlled respiratory symptoms at follow-up relative to other patients. Over time, measures of baseline depression were also associated with deteriorating quality of life related to respiratory symptoms, failure to return to work, and increasing on-the-job limitations. Overall, findings suggest that MDD and depressive symptoms play a significant role in the health and well-being of people UIOA. The present research adds to the growing chronic illness literature demonstrating the adverse effects of depression on health and employment. Implications and directions for future research are discussed.
L'asthme et la dépression sont deux maladies répandues et souvent comorbides ayant d'importantes conséquences au niveau personnel, social et économique à travers le monde. Nous avons peu de connaissances sur les aspects psychologiques de l'asthme professionnel (AP), c'est-à-dire l'asthme découlant d'une exposition à des substances trouvées en milieu de travail. Les personnes sous investigation médicale pour l'AP font face à des symptômes respiratoires incommodants ainsi qu'à l'insécurité de leur emploi. Même si le taux de dépression est élevé chez les personnes sous investigation médicale pour l'AP, l'impact réel de la dépression sur la santé et le bien-être de cette population n'est pas clair. Cette thèse étudie de quelle façon le trouble de dépression majeur (TDM) et les symptômes dépressifs augmentent le fardeau de la maladie pour les personnes sous investigation pour l'AP. Les deux études présentées ont tenu compte de plusieurs aspects fonctionnels et cliniques reliés à l'AP, incluant: les troubles respiratoires, les comportements reliés à la santé, l'emploi, ainsi que plusieurs indices physiologiques, incluant la fonction pulmonaire et les altérations immunitaires.La première étude a analysé la relation entre la dépression et l'incidence des symptômes respiratoires dans un échantillon de 220 personnes sous investigation médicale pour l'AP. Des données socio-démographiques, médicales et psychiatriques ont été recueillies grâce à une entrevue clinique et une batterie de questionnaires lors de la visite des participants à la clinique d'AP de l'hôpital. Les dossiers médicaux ont également été consultés pour obtenir des informations au niveau de la physiologie, du diagnostic et de la médication. Les résultats ont démontré que le TDM et un niveau de symptômes dépressifs plus élevé sont associés avec un moins bon contrôle des symptômes respiratoires, une moins bonne qualité de vie en lien avec les symptômes respiratoires et un pourcentage plus élevé d'éosinophiles en expectoration. Les symptômes dépressifs sont aussi associés à un pourcentage plus élevé de neutrophiles et à un pourcentage moins élevé de lymphocytes sanguins. Le TDM est aussi associé avec le tabagisme. La deuxième étude a examiné comment le TDM et les symptômes dépressifs à l'évaluation initiale étaient longitudinalement associés avec les symptômes respiratoires et l'emploi chez 131 des patients rejoints pour un suivi environ 18 mois après leur participation dans la première étude. Les participants ont de nouveau complété une entrevue et des questionnaires similaires à ceux de la première étude. Les résultats de la deuxième étude indiquent que, comparés aux autres participants, les personnes qui souffrent d'un TDM et ceux qui ont plus de symptômes dépressifs au moment d'être évalués pour l'AP tendent à avoir un moins bon contrôle sur leurs symptômes respiratoires au moment du suivi. Avec le temps, les indices de dépressions à l'évaluation initiale sont également associés avec une détérioration au niveau de la qualité de vie en lien avec les symptômes respiratoires, un taux plus faible de retour au travail et des limitations plus élevées au travail. En somme, les résultats de ces deux études suggèrent que le TDM et les symptômes dépressifs jouent un rôle significatif dans la santé et le bien-être des patients sous investigation médicale pour l'AP. Cette thèse s'ajoute aux recherches sur d'autres maladies chroniques démontrant que la dépression a des effets néfastes sur la santé et l'emploi. Les implications des résultats présentés sont discutées, et de futures directions de recherche sont proposées.

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50

Ingram, David Edward. "The effect of child protection employment on the children of the employees : an exploratory study." Thesis, McGill University, 2002. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=78183.

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An exploratory study was conducted to examine the effects of parental child protection employment on the children of the employees. Semi-structured interviews were conducted of eight children, who had one parent employed in a child protection agency in Eastern Ontario. The analysis of the interviews demonstrated perceived impacts on identified areas of the participants' lives: family transactions within the community; internal family functioning; and the impact on the individual participant. The interview results were also examined along four variables: gender of the child protection worker parent; gender of the participant; age of the participant; and position held by the child protection worker parent. Of these, only the gender of the child protection worker parent appeared to have a differing trend between groups. Further research is suggested to generalize these results beyond the participants in the study.

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Dissertations / Theses on the topic 'Full employment'

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