Dissertations / Theses on the topic 'Industrial sociology'
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 'Industrial sociology.'
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.
Danieli, Addolorata. "Gender and industrial relations." Thesis, University of Bristol, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.261356.
Full textKim, Byeng Dae. "Industrial relations in Japan, 1897-1985." Diss., The University of Arizona, 1994. http://hdl.handle.net/10150/187006.
Full textPereira, Marcela Andresa Semeghini. "A vida de todos os dias : tempo disponível e tempo de trabalho dos professores da área de humanidades da Unesp /." Marília, 2018. http://hdl.handle.net/11449/157508.
Full textBanca: Anderson Deo
Banca: Fábio Kazuo Ocada
Banca: Henrique Amorim
Banca: Sávio Cavalcanti
Resumo: Esta pesquisa investigou uma dimensão da precarização do trabalho docente na UNESP: a redução do tempo disponível a tempo de trabalho. Para isso, perpassamos o início da universidade no Brasil até os dias atuais, sublinhando a herança da ideologia neoliberal como a expansão do ensino público, de maneira desordenada, e a privatização. Fizemos a análise histórica e crítica do tempo de trabalho e tempo disponível, além da explanação sobre o modo de organização gerencial do trabalho e a reestruturação produtiva que, juntamente com a ideologia neoliberal, redesenharam a atividade intelectual e, em especial, a docente, principalmente no que se refere a cobrança por resultados que sejam visíveis e quantificados. Verificou-se que a restrição de tempo disponível do docente gera a precarização do trabalho e, danos a sua saúde física e mental; além de adentrar no seu tempo que deveria ser não apropriado. O objetivo da pesquisa foi averiguar a articulação entre tempo de trabalho e tempo disponível e o modo de organização do tempo dos professores da Área de Humanidades da UNESP. Analisou-se a forma de ser do trabalho, o cotidiano do docente na Área de Humanidades e as condições salariais, inovações tecnológicas, organização do trabalho e modos de gestão do trabalho docente nos últimos 12 anos, visto que no ano de 2003 iniciou o processo da terceira expansão desta Universidade. Os impactos das condições objetivas do trabalho docente sobre a utilização do tempo de trabalho e do tempo dispon... (Resumo completo, clicar acesso eletrônico abaixo)
Abstract: This research investigated a dimension of the precariousness of teaching work in UNESP: the reduction of the time available to working time. In order to do so, we have crossed the beginning of the university in Brazil to the present day, underlining the legacy of neoliberal ideology such as the expansion of public education, in a disorderly way, and privatization. We did the historical and critical analysis of working time and available time, as well as an explanation of the way in which work was organized and the productive restructuring that, together with the neoliberal ideology, redesigned the intellectual activity, especially the teacher, mainly as regards the collection by results that are visible and quantified. It was found that the restriction of the available time of the teacher generates the precariousness of the work and, damages to his physical and mental health; as well as enter into your time which should be inappropriate. The objective of the research was to ascertain the articulation between working time and available time and the way of organizing the time of the professors of the Humanities Area of UNESP. It was analyzed the way of being of the work, the daily life of the teacher in the Humanities Area and the salary conditions, technological innovations, work organization and modes of management of teaching work in the last 12 years, since in 2003 the process began of the third expansion of this University. The impacts of the objective conditions of the te... (Complete abstract click electronic access below)
Doutor
Tucker, Willard Ross. "The Industrial Uncanny." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1250549784.
Full textGitahy, Leda. "A new paradigm of industrial organization : The diffusion of technological and managerial innovations in the Brazilian industry." Doctoral thesis, Uppsala University, Department of Sociology, 2000. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-491.
Full textBased on the concepts of techno-economic paradigm, network and production chain, the main purpose of this dissertation is to analyse the diffusion of technological and managerial innovations in the Brazilian industry during the 1980s and the 1990s. It consists of a summary and six selected papers. Empirical studies were conducted at different moments of the re-structuring process and at different points of the production chain. The samples cover large leading firms as well as small second and third-tier suppliers in the automotive and footwear industries. They throw light on the process of diffusion and establishment of a new paradigm of industrial organization, mostly in conflict with the Taylorist/Fordist.
Ideas, methods and management techniques were largely adopted and imitated from the so-called "Japanese model", but the diffusion of the new paradigm in Brazil is also the result of adapting and modifying this model by trial and error. At the firm level, the adoption of these innovations entails a highly complex process of social change, reversing norms and models of behaviour hitherto dominant. They modify the daily practices at work, and the division of labour within and between companies, as well as between companies and other institutions, such as those within the educational system. These transformations are studied by distinguishing competition, management, and technological patterns.
The results show that, under the conditions of a an extremely large domestic market, the re-structuring of the Brazilian industry occurs in a context characterized by crisis, economic instability, recession and unemployment as well as by political re-democratization and growing influence of the labour movement. The diffusion of the new paradigm of efficiency together with the increasing globalization of the economy and the ongoing abandonment of import substitution, transformed the organization of work and inter-firms relations, changing the volume, structure, and location of employment as well as the content and hierarchy of skills.
He, Jian. "Differential migrations in a post-industrial state: Ohio, 1980-1990 /." The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487850665559903.
Full textSedumedi, Boitshoko Kaelo. "Organisational and industrial practice in the steel industry : a sociology of science study." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50053.
Full textENGLISH ABSTRACT: The study investigated the nature of a steel production process in South Africa. The Iron and Steel Corporation of South Africa (Iscor) was analysed within various theoretical approaches within the sociology of science and technology. Iscor follows the production processes that are based on a particular paradigm practiced throughout the world by steel-making organisations. The study aims to unlock this paradigm by using specific theoretical (ANT, SCOT and SSR) and disciplinary (MOT) approaches. Each approach provides a unique analytical dimension to the study: the influence of various human and non-human actors, the influence of social pressures, the historical evolution of the current practices and the management of risk. The study explores how Iscor adheres to mainstream scientific work. Hence there is a focus on endogeneous approaches - "processes of technological change and their outcomes are part of what has to be explained and understood" (Rip et ai, 1995). It is also noted that the technologies are derived from practical experiences and processes of scientific research. There is an ongoing attempt to formulate an understanding between technical and social content of steel-making processes because automated plant machinery continue to replace manual labour. Finally, the study investigates how dominant steel-making technologies within lscor's Vanderbijlpark (VP) and Saldanah Bay (SB) plants have evolved to achieve a position of stability.
AFRIKAANSE OPSOMMING: Die studie het oorsake van die staal produksie proses in Suid Afrika geondersoek. Die Yster en Staal Korperasie van Suid Afrika (Yskor) was geanaliseer binne die verskillende teoretiese benaderings in die sosiologie van wetenskap en tegnologie. Yskor volg 'n produksie wat gebaseer is op 'n spesifieke paradigm wat deur alle staal vervaardigde organisasie wereld wyd gepraktiseer word. Die studie beoog om hierdie paradigm te ontbloot, deur spesifieke teoretiese (ANT, SCOT and SSR) en disiplinere (MOT) benaderings te gebruik. Elk van hierdie benaderings sal 'n unieke analiese demensie voortbring aan die studie: die invloed van verskillende menslike en nie-menslike aspekte, die invloed van sosiale druk, die geskiedkundige evolusie van die huidige praktyke en die bestuur van risikos. Die studie ondersoek hoe Yskor riglyne volg in die wetenskaplike veld. AI te mits is daar 'n mikpunt op endogeniese benadering - "tegnologiese prosese verandering en die resultate wat deel vorm van hoe die proses verduidelik word en verstandbaar moet wees" (Rip et al, 1995). Dis is dus duidelik dat die tegnologie verkry word deur praktiese ondervinding en wetenskappe navorsing prosese. Daar is voortdurend pogings om die verwantskap tussen tegniese en die sosiale inhoud van die staal vervaardigings prosese te formuleer, deurdat auto-matiese mashienerie all deurgans oorneem van werkers. Laastens die studie ondersoek hoe die dominante staal vervaardigde tegnologie binne in Yskor Vanderbijlpark (VP) en Saldanha Baai (SB) verander het om 'n stabiele stands poort te verkry.
Downey, Liam Christopher Francis. "Environmental inequality: Race, income, and industrial pollution in Detroit." Diss., The University of Arizona, 2000. http://hdl.handle.net/10150/284144.
Full textButler, Jill. "To conduct an investigation into absenteeism in Cape Town organisations." Master's thesis, University of Cape Town, 1994. http://hdl.handle.net/11427/13826.
Full textThis dissertation describes the investigation into absenteeism in Cape Town manufacturing industries which the writer conducted in 1992. It presents the main findings from this investigation as well as a series of recommendations regarding the recording and reduction of absenteeism in industry. The investigation was undertaken to investigate: the nature and extent of absenteeism in the Cape Town area, the main causes or variables associated with the problem of absenteeism, and to establish what industries were doing to combat the problem. The writer used a convenience sample of twenty manufacturing industries in the Cape Town region. The study involved identifying the amount and nature of absenteeism by quantitative analysis of attendance records.
Brown, Mercy. "The diaspora option : a viable solution for the brain drain?" Master's thesis, University of Cape Town, 1999. http://hdl.handle.net/11427/9050.
Full textThe phenomenon of skills mobility has become quite a topical issue, not just in South Africa, but worldwide. The reason for this is that in today's knowledge and skills-based economy the loss of highly qualified human resources is a critical issue for any country and especially for developing countries. Strategies have been implemented during the last three decades to counteract the brain drain, but these have not been very successful. A new and promising strategy is now emerging, this is referred to as the "diaspora option". The diaspora option seeks to mobilize highly skilled expatriates of a country to contribute to the social and economic advancement of their country of origin by finding ways of setting up links and connections between these highly skilled expatriates and the country of origin The distinguishing feature of the diaspora option is that expatriates don't have to return to the country of origin, they can stay in the host country, but contribute their skills and knowledge to their home country from wherever they are in the world. The diaspora option is quite a recent phenomenon and no systematic research has been done on the number of countries that have actually gone the diaspora route. The aim of this project was to identify and study the experiences of countries that have set up scientific/intellectual diaspora networks and to assess the success of the diaspora option. Through systematic and rigorous searches on the Internet 35 networks were identified. However, because not all of them could strictly be classified as scientific/intellectual diaspora networks, only twelve networks were chosen for analysis. After careful investigation of the information available on these networks, it is concluded that the diaspora option, although not without potential pitfalls, is indeed a viable solution to the brain drain.
Chilwan, Seraj. "The formalisation of informal trade in Cape Town : a case study of Greenmarket Square." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/11868.
Full textIncludes bibliographical references (p. 75-76).
This research report explores whether the rules, regulations and policies set by the City have formalised informal trade at Greenmarket Square. The sample included 14 informal traders from Greenmarket Square, a former "illegal" trader, three formal business owners and three City of Cape Town officials. Semi-structured interviews and the creation and implementation of the Informal/Formal Continuum were the tools used to obtain the necessary data for analysis. The findings suggest that the informal traders at Greenmarket Square are formalised, to some extent, by the City's rules, regulations and policies, but that some traders have been formalised more than others.
Talbut, Carol-Jane. "Workforce control and manipulation : a case study of the social relations of power in the canning industry in Ashton." Master's thesis, University of Cape Town, 1998. http://hdl.handle.net/11427/13879.
Full textThis thesis is a case study of the social relations of power within the canning industry in Ashton. The project had three main aims: 1) to document the physical situation at the two canning factories in Ashton, in order to profile the basic composition of the workforce, aspects of the labour process and working and employment conditions; 2) to examine the processes and mechanisms of control and then 3) to use the first two aims as a basis to take stock of what this control means in terms of workers lives: i.e. examining the lived experience of 'control'. I adopted a primarily qualitatively focused approach and used a combination of interviews and group discussions to elicit the information necessary to inform these aims. The results showed how in the logic of capitalist development, pre-existing social divisions are exploited. The interaction of these pre-existing social divisions within the structure of the workforce, combined with deliberate control mechanisms serves to divide, atomise and thereby control the workforce. I found the workers to be divided by gender and race, these divisions are intensified by differences between whether workers have seasonal or permanent employment and where they live. These divisions, aggravated by differences, are then combined with the deliberate use of piecework, the assembly line and the factories recruitment system. Workers experienced most of these control mechanisms as normal and natural and are mostly thankful to have work.
Vlok, Etienne Doyle. "An assessment of a quick response case study in an apparel textile pipeline in the Western Cape." Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/14375.
Full textThe aim of this thesis was to establish whether South African companies implementing Quick Response in an apparel textile pipeline moved towards flexible specialisation and post-Fordism or a neo-Fordist method of production. I also determined whether these companies implemented Quick Response according to the theory or to suit their environment. Manufacturing 6 Fordism or mass production became the most important manufacturing system in the early 20th century. When it was in crisis a new era, post-Fordism, was born. The change in manufacturing in post-Fordism was labelled flexible specialisation. It utilises new technology and flexible ways of organising work to help companies become more competitive. However, some people believed the new era was not new, but rather a modification of Fordism. They called this modified system neoFordism, consisting of both Fordist and post-Fordist features. The clothing and textile industries South Africa's textile and clothing industries are faced with increased competition due to the country's re-entry into the world economy and the subsequent drop in tariffs. One way for textile and clothing companies to compete is by developing a Quick Response approach - a type of flexible specialisation. It could help these companies fight cheaper imports as it cuts lead times and allows companies to use their local proximity to deliver the right products at the right time. Methodology using qualitative research methods I attempted to describe Quick Response in this pipeline by finding out what it is, what its features are, how it is implemented and what its effects are. I combined descriptive and explanatory elements in my study. I used semi-structured interviews with open-ended questions to interview workers, middle and upper management of the companies in the pipeline. I also used nonparticipant observation by attending meetings these companies held. Quick Response or not? The system that this pipeline implemented has some of the main trademarks of Quick Response. The companies improved their relationships, shared some information, cut the lead times, and relied on sales figures to determine production. All of this resulted in an increase in sales, Quick Response's ultimate goal. However, this system lacked many features of Quick Response such as worker involvement, full information sharing, Pareto improving measures to ensure no company is worse off than before, and cutting lead times constantly. Despite this I still believe this system could be classified as Quick Response as it was mainly about cutting lead times and this pipeline did that in a small way. Post- or neo-Fordism? Although these companies introduced elements of Quick Response, Fordist production features were still evident. These include manufacturing with long runs, just-in-case or safety stock, power differentials, mistrust, managerial prerogative, and large wage gaps. It is clear that Quick Response as described in the theory is a type of flexible specialisation, which is the change in manufacturing in the post-Fordist era. However, the version used in this pipeline contained many elements of Fordist production combined with post-Fordist methods. So the conclusion is that the companies who implemented Quick Response moved towards a neo-Fordist method of production. Only when they import Quick Response as an integrated package might their methods be described as post-Fordist.
Hartman, Nadia. "The impact of computerisation on clerical work in the finance sector : case studies of two large life assurance companies in the Western Cape, 1955-1985." Master's thesis, University of Cape Town, 1986. http://hdl.handle.net/11427/15842.
Full textJawoodeen, Ekhshaan Ismail. "Institutions supporting small and medium enterprises in the Western Cape : entrepreneurial perceptions of the SBDC." Master's thesis, University of Cape Town, 1996. http://hdl.handle.net/11427/9236.
Full textThe object of the thesis is to explore the perceptions of small business people mainly from the Athlone area regarding the SBDC and other similar support organisations. The survey targeted mainly coloured and Indian firms. African businesses face constraints different from those run by Indian and coloureds in the Western Cape. The study targeted a defined group of businesses and its particular limitations. This complexity requires sensitivity that recognises differences among disadvantaged firms. It also investigated the provision of training, marketing and financial functions of the Small Business Development Corporation, addressing: the activities involved in the provision of services, the policy formulation process within the institution with regard to the service function, and the environment within which the institution operates. Finally the thesis analysed the post 1994 government policy on SMEs and activities since the Presidents Conference on Small Business. The study focused on three support functions, training, marketing and financial services offered to black entrepreneurs. The study looks at the SBDC as support provider of services to the construction, service and manufacturing sectors in the Western Cape.
Moos, Chris. "A sociology of rankings : a longitudinal examination of the Financial Times MBA rankings." Thesis, London School of Economics and Political Science (University of London), 2015. http://etheses.lse.ac.uk/3256/.
Full textPina, Ana Maria Bezerra. "Transformações no trabalho de gerentes em empresas de linha branca : um estudo comparativo internacional." [s.n.], 2009. http://repositorio.unicamp.br/jspui/handle/REPOSIP/286839.
Full textTese (doutorado) - Universidade Estadual de Campinas, Instituto de Geociencias
Made available in DSpace on 2018-08-14T09:10:23Z (GMT). No. of bitstreams: 1 Pina_AnaMariaBezerra_D.pdf: 1369525 bytes, checksum: a67a6ce4eea10f639a699f753d16cab1 (MD5) Previous issue date: 2009
Resumo: Esta tese analisa, a partir de uma perspectiva comparativa, as implicações da globalização e da reestruturação produtiva, associada às transformações tecnológicas e organizacionais, para o trabalho dos gerentes em oito fábricas de eletrodomésticos de linha branca, localizadas em cinco países: Brasil, Turquia, China, Coréia do Sul e Taiwan. Trata-se de verificar em que medida esses processos de mudança, nas últimas décadas, têm tido rebatimentos importantes no interior das fábricas, alterando significantemente as condições de trabalho dos gerentes, a exemplo do que vivenciam outras categorias de empregados assalariados. Este estudo argumenta que os gerentes vivenciam uma situação peculiar, sendo considerados atores-chave para a introdução de inovações no contexto de reestruturação das empresas e, ao mesmo tempo, alvos desses processos, uma vez que não deixam de ser fortemente afetados por essas transformações. A perspectiva comparativa adotada permitiu observar semelhanças entre as fábricas estudadas, tais como: redução de postos gerenciais, aumento da parte variável do salário e intensificação da carga de trabalho dos gerentes. As diferenças se destacaram, especialmente, na percepção dos gerentes sobre suas condições de trabalho e na utilização de contratos temporários de trabalho pelas empresas estudadas. Em todos os locais de trabalho pesquisados os gerentes vivenciavam, por um lado, o aumento das exigências profissionais e, por outro, a redução de garantias no emprego. Os procedimentos metodológicos adotados para a elaboração deste estudo compreenderam pesquisa bibliográfica, pesquisa de campo e visitas às fábricas em todos os países mencionados. Dessa maneira, procurou-se empreender uma análise das mudanças no setor de linha branca que estivesse calcada na observação dos locais de trabalho e nas percepções dos sujeitos envolvidos.
Abstract: This thesis analyzes, from a comparative perspective, the consequences of globalization and productive restructuring, associated with technological and organizational changes, to the labor of managers in eight white goods companies located in five countries: Brazil, Turkey, China, South Korea and Taiwan. This thesis is concerned with verifying to which extent, in recent decades, these change processes have had significant effects inside the factories, modifying the work conditions of managers, the same way it has been affecting other categories of salaried employees. The study argues that the managers are facing a peculiar situation: they are considered central actors in the introduction of innovations in restructuring companies' contexts and, also, they are targets of these processes, being strongly affected by these transformations. The comparative perspective adopted in this research enabled the observation of similarities among the factories studied, such as: a reduction of managerial posts, an increase of the variable part of salary and an intensification of the workload of managers. The differences appeared, especially, in the managers' perceptions about their own work conditions and in the use of temporary employment contracts by the companies studied. In all workplaces studied, the managers experienced, on the one hand, the increase of job requirements and, on the other hand, the reduction of employment guarantees. The methodological procedures to the realization of this study included bibliographical research, fieldwork and visits to factories in all the countries mentioned. Thus, the intention was to elaborate an analysis of the changes in the white goods sector based on the observation of the workplace and the frame of reference of individuals involved.
Doutorado
Politica Cientifica e Tecnologica
Doutor em Política Científica e Tecnológica
Helms, Gesa. "Towards safe city centres? : remaking the spaces of an old-industrial city." Thesis, University of Glasgow, 2003. http://theses.gla.ac.uk/2484/.
Full textFosshage, Erik. "The effect of job performance aids on quality assurance." Thesis, Purdue University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1564868.
Full textJob performance aids (JPAs) have been studied for many decades in a variety of disciplines and for many different types of tasks, yet this is the first known research experiment using JPAs in a quality assurance (QA) context. The objective of this thesis was to assess whether a JPA has an effect on the performance of a QA observer performing the concurrent dual verification technique for a basic assembly task. The JPA used in this study was a simple checklist, and the design borrows heavily from prior research on task analysis and other human factors principles. The assembly task and QA construct of concurrent dual verification are consistent with those of a high consequence manufacturing environment. Results showed that the JPA had only a limited effect on QA performance in the context of this experiment. However, there were three important and unexpected findings that may draw interest from a variety of practitioners. First, a novel testing methodology sensitive enough to measure the effects of a JPA on performance was created. Second, the discovery that there are different probabilities of detection for different types of error in a QA context may be the most far-reaching results. Third, these results highlight the limitations of concurrent dual verification as a control against defects. It is hoped that both the methodology and results of this study are an effective baseline from which to launch future research activities.
Hussin, Zaliha Hj. "The welfare of new industrial workers in Malaysia, with particular reference to social security." Thesis, University of York, 1997. http://etheses.whiterose.ac.uk/10847/.
Full textDuncan, Patrick L. "Perceived servant-leadership attributes, union commitment, and union member participation| A quantitative analysis." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3684039.
Full textThis study represented an initial effort to systematically examine the effects of the perception of servant-leadership attributes in union leaders on the commitment and participation levels of union members. Using Barbuto and Wheeler's (2006) Servant Leadership Questionnaire, and Gordon, Philpot, Burt, Thompson and Spiller's (1980) Commitment to the Union Scale, 535 members of a U.S.-based, national healthcare union rated their union leaders on servant-leadership attributes, and answered a series of questions designed to assess their level of union commitment. Additionally, demographic and participation information was collected. A combination of descriptive statistics, and Baron and Kenny's (1986) mediation methodology was used to determine the relationship between servant-leadership attributes, union commitment attributes, and an overall participation score. Demographic information was used to determine generalizability. The results of this study indicate that each attribute of servant-leadership showed a relationship with overall union member participation and with each attribute of union commitment. The only instance in which an attribute of union commitment consistently mediated the relationship between servant-leadership and overall union member participation was union loyalty. While the respondents in this study reported lower scores on those attributes of servant-leadership and union commitment that emphasize the personal over the collective, this does not negate the statistical significance of the impact on servant-leadership on union commitment. The results of this study confirms that, in the case of the sponsoring organization, servant-leadership is a viable leadership paradigm with the potential to increase both commitment to the union-as-organization, as well as increasing overall union member participation.
Hoppe, Ingo. "Industry / Community Relationships in Critical Industrial Developments." Thesis, Griffith University, 2006. http://hdl.handle.net/10072/365988.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Australian School of Environmental Studies
Full Text
Cramer, Helen. "Engendering homelessness : an ethnographic study of homeless practices in a post-industrial city." Thesis, University of Glasgow, 2002. http://theses.gla.ac.uk/1581/.
Full textDelaney, Raymond M. Jr. "A qualitative descriptive case study explaining professional development in community corrections." Thesis, University of Phoenix, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3583284.
Full textThis study presents the specific problem surrounding the lack of empirical research for improving engagement and ongoing supervision between criminal justice practitioners and offenders. The purpose of this qualitative descriptive single-case study dissertation aimed to investigate job roles and social contact for improvement of engagement with special needs federal offenders in community corrections. This study used a descriptive framework comprised of, education, training, and leadership and management as a special interest. Face-to-face semi-structured interviews used a purposeful and snowball approach. The participants were 10 criminal justice practitioners, five Case Managers and five United States Probation Officers that provide transitional services to the federal offenders with special needs. Three themes emerged based on the participant’s perceptions and experiences regarding job roles and social contacts with offenders. The themes were as follows: (a) managing offenders and professionalism, (b) influence of education and training, and (c) setting the tone and culture of the organization. The research discovered that a professional rapport is essential for engaging offenders. This study discovered the ramifications of communicating expectations of transitioning into society and its impact on recidivism. Further implications for leadership to consider based on this study is a need for a comprehensive approach for how to properly mange offenders with special needs. Recommendations for seeking appropriate means for offering professional development opportunities for all practitioners in community corrections is proposed to correctional leaders.
Williams, Timothy M. Sr. "Transformational Leadership Influence on Rapid Organizational Change in Procter and Gamble Global Manufacturing Operation." Thesis, Walden University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3624749.
Full textMost companies lack the ability to implement organizational change; over 70% of Organization Change Initiatives (OCIs) fail. This inability has negative economic and survival implications for companies. OCIs must be effective and rapid to match the high pace of change in the business environment. Transformational leadership (TL) has been linked to successful OCIs through its positive influence on employee commitment and reduced resistance to change, yet little research has been done to identify its association with OCI implementation speed. This study tested TL and change theory and their association with change implementation. It sought to determine if a relationship exists between TL behavior and OCI implementation time. Archival survey and change data from 98 domestic and international manufacturing plants were used to examine relationships between employees' perceptions of leadership communication and trustworthiness and the speed of change. Hierarchical linear regression was used to determine if these behaviors could predict the change speed of an OCI. The study confirmed the association between effective leadership communication and employee trust in leadership, but it found no significant relationship between TL behavior and the speed of change. This finding is inconsistent with the majority of TL literature; however, companies may still benefit from exploring the potential of the study's theoretical concepts to help them improve the speed of organizational change. The limitations of the study were also noted as a potential contributor to the lack of significant findings, and recommendations are offered to reduce validity risk for similar studies in the future.
Smith, Matthew S. "Employment affect of working adults with developmental disabilities." Thesis, California State University, Long Beach, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1526955.
Full textThe unemployment rate for people with developmental disabilities is almost 7 times higher than the current national unemployment statistics. Research indicates that the majority of those with developmental disabilities do wish to work and moreover, have many skills and talents that organizations can benefit from. This paper aims to use common industrial and organizational psychological measures in a unique population--developmentally disabled adults. Specifically, the present study examines the job satisfaction, affective commitment, and turnover intentions of adults with developmental disabilities from the Harbor Regional Center and Regional Center of Orange in Southern California. This is the first research h that examines affective feelings about employment in the developmentally disabled population in Los Angeles and Orange counties. Results from the study show that adults with developmental disabilities had higher than expected job satisfaction and affective commitment towards their job. They also had lower turnover intentions than expected.
Swindell, James Richard Jr. "Transformational leadership, perceived support, organizational commitment, and union citizenship behavior| The effect of cultural diversity." Thesis, Indiana Institute of Technology, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3646233.
Full textA substantial body of scholarly literature exists demonstrating the elevation of positive citizenship behavior in the presence of transformational leaders. A smaller but no less significant amount of research has suggested that union citizenship behavior, a specific form of organizational citizenship behavior, is elevated in the presence of transformational leadership and enhances member commitment and perceptions of support. Utilizing an international sample comprised of unionized airline pilots, this study sought to explore the relationship between transformational leadership, discretionary citizenship behaviors, perceived organizational support, organizational commitment, and the effect stated cultural affinity has on these factors. The results of this study indicate that while a transformational leadership style may incidentally elevate follower commitment and perceived support, it was not found to be a positive predictor of union citizenship behavior. Further, the results suggest that organizational commitment and perceived support are more positively related to perceptions of leadership than leadership style itself. Therefore, union members may engage in constructive union citizenship behaviors irrespective of leadership style, provided commitment and positive perceptions of leader and organizational support exist. The results of this research also demonstrated that cultural affinity did not greatly influence perceptions of leadership or levels of perceived support, organizational commitment, or engagement in union citizenship behaviors.
Keywords: Transformational leadership, perceived support, organizational commitment, union citizenship behavior, culture
Naumann, Samantha. "Pets in the Workplace| The Impact of Pet-Friendly Policies on Employee Stress and the Mediating Role of Perceived Organizational Support." Thesis, Southern Illinois University at Edwardsville, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1589076.
Full textThis study investigated whether pet-friendly workplace policies, specifically dog-friendly policies, serve as a buffer against stress, as well as impact perceived organizational support (POS). Using a mediational questionnaire design, this study examined whether the availability of a pet-friendly policy was significantly related to employee occupational stress levels and employee POS, with POS mediating the relationship between a pet-friendly policy and stress. One-hundred eighty-eight full-time employees recruited via crowdsourced and snowball sampling methods completed an online survey, including several measures of workplace attitudes. Results supported all hypotheses, revealing that the presence of a pet-friendly policy was significantly related to lower stress, and POS fully mediated this relationship. Significant interactions were also found, indicating that this effect was stronger for dog owners than for employees without dogs. Ultimately, these findings provide support for the affordance of a pet-friendly policy in organizations, when appropriate.
Campbell, Bonnie. "Value orientation and unemployment| A multiple case study of eight unemployed participants." Thesis, Saybrook Graduate School and Research Center, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3611476.
Full textThe relationship between income and happiness is often found to be positive, though modest. Materialistic (or extrinsic) values are associated with decreased happiness for many people. Researchers have not clearly identified how these values impact happiness or other measures of well-being. Further, materialistic and extrinsic values have been found to decrease with age. However, researchers have not explored how these values change over time. In the U.S., the primary pathway for meeting financial and extrinsic goals is through paid employment. Therefore, the response to unemployment may reveal ways that extrinsic values impact happiness, as well as how extrinsic values may shift through life experiences. Using in-depth interviews, this research examined how an adult age population in a diverse, metropolitan area experience unemployment and whether participants' reported shifts in values and goals during a period of unemployment. Participants were currently unemployed, had been unemployed at least 6 months, had been in the workforce at least 5 years, continuously worked during the 5 years before layoff, and were planning to return to work. Interviews included questions about values and goals included in the brief Aspiration Index. The interviews were processed using a multiple case study approach, where thematic analysis was used to identify major themes as well as themes that are less common but reveal further information about values and development. Participants ranged in age from 28 to 64 years old. Time unemployed ranged from 10 months to 5 years of unemployment. Participants each had completed some college courses, and three had master's degrees. Participants did identify changes in values measured by the Aspiration Index. There were 72 possible instances of change, and participants stated their values had changed in 33 instances. Participants believed those values may change back in only 8 instances, indicating that participants experienced shifts in values, which they perceived likely to be permanent changes. The change process involved shifting behaviors due to situational constraints, and identifying advantages to the new behaviors. Previous goal attainment reduced some participants' interest in extrinsic goals.
Foreman, Mark E. "Predicting Future Risk of Liability in Police Officer Candidates Using M-PULSE Inventory(TM)." Thesis, Alliant International University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3612238.
Full textThe Matrix Predictive Uniform Law Enforcement Inventory (M-PULSE ™) is a self-report, actuarial instrument used to predict job performance and liability risk, as well as assist law enforcement agencies in selecting qualified candidates. This study examined whether there is a statistically significant difference between two clusters of candidates' Empirical Scales scores as they relate to applicants' mean scale score differences on the M-Pulse™ liability scales. This study was conducted in an effort to confirm predictive and ecological validity and used archived data from a proprietary database retained by MHS, Inc. This data consisted of 1,000 randomly selected individuals from a normalized database of 5,000 individuals who had previously completed the M-PULSE ™ and were subsequently hired by a law enforcement agency. A series of independent-samples t-tests were conducted to compare each of the M-Pulse ™ liability scales scores of law enforcement applicants in each cluster. Post hoc Bonferroni correction resulted in &agr; ≤ .003. Statistically significant differences were found in Potential for Resignation when comparing scores for Cluster 1 (M = 49.49, SD = 9.85) and Cluster 2 (M = 51.85, SD = 10.97); t(998) = -3.545, p < .003; d = .226 and in Potential for Termination: Cluster 1 (M = 49.05, SD = 9.48) and Cluster 2 ( M = 52.14, SD = 10.57); t(998) = -4.833, p < .003; d = .308. This study suggests the M-PULSE ™ can tease out candidates who show a propensity to prematurely resign or be terminated. Predicting foreseeable liability risks helps law enforcement agencies manage ecological issues that affect officers.
Galleta, John Andrew F. "From injustice to retaliation| The mediating role of identity threat." Thesis, California State University, Long Beach, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1526911.
Full textEmployees' retaliatory behaviors in relation to perceptions of injustice have recently become a subject of interest. Findings have established that perceptions of injustice increase ones' propensity to engage in retaliation. The present study extends prior work by examining identity threat as a mediator and organizational retaliatory behaviors (ORBs) towards three distinct targets (i.e., organization, leader, and work group members). In contrast to previous studies, data are to be analyzed using Structural Equation Modeling (SEM) as it allows greater insight and can determine whether retaliation is greater for certain targets over others. Responses collected from 220 individuals are used. Results from the present study may demonstrate that certain parties in an organization (i.e., group members) have a higher likelihood of being targets of retaliatory behaviors in comparison to others (i.e., the organization and group leader). Moreover, insight into the underlying mechanisms driving retaliation after experiencing injustice may be afforded.
Manderson, Cameron Carlton-Gregory. "Life stress, work stress, and job performance| Does conscientiousness make a difference?" Thesis, California State University, Long Beach, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1567953.
Full textAs organizations become increasingly complex, research into the sources and effects of employee stress is increasingly warranted. The present study examined the relationship between personal life stress, work stress, and job performance. In addition, the role of conscientiousness as a possible moderating variable was analyzed. Several studies regarding the relationship between stress and work performance were reviewed. In the present study, participants completed measures of life stress, job stress, and personality. Supervisors rated the job performance of participants. A significant relationship was found between personal life stress and job stress such that each type of stress was higher when the other was present. Neither personal life stress nor job stress were related to job performance. Conscientiousness was not found to moderate the stress-job performance relationships. Implications of the study and future directions are explored.
Hafner, Julee H. "A Conceptualization of Unlearning in Organizational Employees." Thesis, The Chicago School of Professional Psychology, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3639829.
Full textPreviously, a worker one set of skills for an occupational lifetime. In today's environment, the need for constant skill changes have created difficulties for individuals who must unlearn, store and use knowledge in new processes to update the old. Today's workers must keep pace with changes to maintain competency. The amount of wasted time, additional energy and resources required continues to increase when actions are not updated through unlearning. Confusion regarding unlearning remains a persistent problem because a clear definition does not exist. This study: 1) investigated and collected descriptive unlearning characteristics; 2) proposed a theory to define unlearning. Study results: Ninety-three interviews with 31 participants were conducted. The participants' responses were categorized into unlearning experiences and perceptions. One Hundred-Seven participant quotations referred to Experimentation in unlearning of their Windows-based system or application. Experimentation was divided into Subcategories: 1) Unstructured Experimentation, 2) Structured Experimentation, and, 3) Resource-Based Experimentation. Employee perceptions were identified as category with subcategories of Incompetence and Competence. The third category, factors, suggests participant unlearn with, availability of support, time constraints and opportunities for experimentation. This definition was proposed: Unlearning is the process of using experimentation and available resources to promote the disuse of previous actions. Additionally, to propose a new theory of the unlearning process, the force-field theory was used as a basis for this new unlearning theory. From the study results, organizations can develop effective employees to maintain a competitive advantage.
Jike, Victor Teddy. "Us and them syndrome : social determinants of worker attitudes in Nigerian urban employment sectors." Thesis, University of Bath, 1987. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376273.
Full textAl-Asmari, Mushabab Gharamah. "Socio-cultural economic factors influencing Saudi nationals' involvement in the industrial and vocational sectors in Saudi Arabia." Thesis, University of Hull, 2001. http://hydra.hull.ac.uk/resources/hull:5404.
Full textLima, Ivan Oliveira 1985. "Conjuntos habitacionais e segregação socioespacial : o Distrito Industrial de Campinas (DIC)." [s.n.], 2013. http://repositorio.unicamp.br/jspui/handle/REPOSIP/287741.
Full textDissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Geociências
Made available in DSpace on 2018-08-24T11:56:28Z (GMT). No. of bitstreams: 1 Lima_IvanOliveira_M.pdf: 5639166 bytes, checksum: 7fa5ba360bf9ef2274608e7bb7c69ac5 (MD5) Previous issue date: 2013
Resumo: A presente pesquisa analisa um setor da porção sudoeste da cidade de Campinas, popularmente conhecida como "região do DIC (Distrito Industrial de Campinas)". Tal localidade teve seu crescimento estimulado pelo poder público municipal a partir da década de 1970, com o surgimento do PPDI (Plano Municipal de Desenvolvimento Integrado) e criação do distrito industrial do município. Tais estratégias não foram suficientes para completar com sucesso os planos da administração municipal. Em meio a dívidas e a crise do sistema capitalista capital da década de 1970, fora incentivada a ocupação da localidade pelos conjuntos habitacionais da COHAB, que acabaram servindo de vetor para o aumento da densidade populacional da região, incentivando o surgimento de vários bairros no entorno. Durante todos estes processos, os poderes do capital e do Estado se aliaram de tal maneira, que deu origem a uma das áreas mais segregadas de Campinas, com infraestrutura precária e elevada concentração populacional. A produção deste espaço é aqui comparada à noção de habitat debatida por Lefebvre, e fora concebida como máquina de morar, que nega a população que ali reside o direito a cidade. Através de análise bibliográfica e empírica, constatamos como a conquista deste direito está longe do cotidiano dos cidadãos que ali residem, e o quanto a produção do espaço urbano está direcionado ao valor de troca e a taxa de lucro que a cidade pode proporcionar aos detentores do proprietários do solo urbano e do capital, estando sempre distante de atender aos que ali vivem
Abstract: This research analyzes a sector of the southwest region of Campinas city, which is widely known as "DIC region (Industrial District of Campinas)". This region had its growth stimulated by strategies of the municipal government since the 1970s, with the emergence of PPDI (Preliminary Plan of Integrated Development) and the creation of the industrial district of the city. Those strategies were not enough to successfully accomplish the plans of the public administration. In a scenario marked by municipal debts and the international crises of the capitalism system in the 1970s, the public administration promoted the occupation of locality by social housing of COHAB, which contributed for the increase of the population concentration of the region, stimulating the establishment and growth of many neighborhoods around it. During all these processes, the municipal and state administration joined forces in such way that gave rise to the most segregated areas of Campinas, with a precarious infrastructure and a high population densification. The production of this space can be compared to the notion of habitat debated by Lefebvre, and was conceived as a housing machine, which neglects the region inhabitants the right to the city. Based on a literature and empirical analysis, we verified that the region inhabitants are still far from being able to achieve this right. We also verified how the development of the urban space is influenced by the exchange value and the profit rate that the city can give to owners of urban soil and of the financial capital. As a result, this development is very far from attending the demands and needs of the inhabitants of the region
Mestrado
Análise Ambiental e Dinâmica Territorial
Mestre em Geografia
Mandarino, Peter. "Employment across generations: Italian men in Toronto." Thesis, University of Ottawa (Canada), 2009. http://hdl.handle.net/10393/28154.
Full textMatthews, Todd Lee. "THE SPATIAL DISTRIBUTION OF INDUSTRIAL PRODUCTION AND TOXIC RELEASES IN THE UNITED STATES." MSSTATE, 2008. http://sun.library.msstate.edu/ETD-db/theses/available/etd-03202008-143425/.
Full textRolison, Mary Day. "How human service workers maintain a positive perspective in their work| A narrative analysis." Thesis, California Institute of Integral Studies, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3559729.
Full textHuman service workers have a history of working with our neediest populations, and their work often entails long hours, challenging situations, and limited resources. When the focus of the work is on human strengths and positive approaches, more positive results emerge. In order to determine the process of how human services workers maintain a positive perspective in their work, 15 human service workers from a diverse spectrum were interviewed. A narrative analysis was applied to elicit the participants' insights, revealing common themes and strategies. The findings indicated that having a fundamental belief in human potential, seeing the client's positive attributes, and having inherent capacities of caring were fundamental. Participants believed their work was meaningful and made a difference, and that they were a part of something bigger. They felt empathy and compassion toward clients, and generally believed that their temperament and upbringing also influenced their capacity to maintain a positive perspective. Aside from their beliefs, workers depended on receiving support from like-minded people, colleagues, and others in their environment. They utilized self-care, self-monitoring techniques, and demonstrated self-awareness and a mature capacity to adapt to the unexpected. They were able to apply their learning from past experiences in support of the services they offer to others.
Evans, Roy F. "Industrial maintenance data collection and application developing an information strategy for an industrial site /." Access electronically, 2008. http://ro.uow.edu.au/theses/92.
Full textWilkins-Laflamme, Sarah. "Towards religious polarisation in post-industrial societies? : mutations and effects of religious commitment in North America, Europe and Oceania." Thesis, University of Oxford, 2014. http://ora.ox.ac.uk/objects/uuid:e117b1e0-9fc2-4289-b75a-0877e6cedd79.
Full textVerbeck, Cédric. "La confiance dans les regroupements industriels : le cas des télécommunications au Vietnam." Thesis, Lyon 2, 2012. http://www.theses.fr/2012LYO20082.
Full textThis thesis examines the social construction of trust in industrial clusters of telecommunications in Vietnam. In the framework of an increasing international competition, the stake of this thesis is to understand how social relationships are organised within clusters. In this thesis, we will analyse the concept of trust, as a sociological issue, to grasp the meaning given by actors to this concept. Industrial clusters enable us to observe various cooperation and competition situations in which economic and social exchanges are concentrated. This study of the Vietnamese case is an opportunity to better comprehend “actors rational” located at the crossroads of many changes on different analytical scales. Local, national or international rules have been evolving and interacting since 1986 when the country began an opening policy (đổi mới) to international relationships. Trust is often regarded as a way to minimise the uncertainty resulting from this socio-economic context of high competitiveness. We have carried out this sociological study to shed a new light on the different strategies of the actors in order to establish a situation in which they feel they can “trust”. As a result, we have identified three ideal-types of fame, involvement and adjustment, with a view to demonstrate the different forms and meanings implied in the concept of trust
Ellis-Woroch, Barbara. "A statistical examination of the relationship between workplace anger and hatred." Thesis, Capella University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3565740.
Full textThe purpose of this quantitative, survey-based study was to investigate the relationship between anger and hatred in an effort to learn more about how to understand and curb the problem of workplace violence. In particular, perfectionism was examined as a possible mediator of the relationship between anger and hatred. The study was conducted on a sample of 1,192 people. The statistical techniques of correlation, partial correlation, linear regression, and principal components analysis (PCA) were used to examine the relationship between variables in the study. The following conclusions were reached: (a) The correlation between hatred and anger was significant (p < .001) but weak (R = .298), and these values changed slightly (R=.221) when controlling for the influence of perfectionism; (b) PCA revealed hatred and anger to be highly distinct from each other; (c) PCA revealed that the sub-scales of anger and hatred were sensitive to differences in how anger and hatred are felt and expressed; (d) the relationship between anger and motivation was not significant (p = < .001); (e) the relationship between hatred and motivation was not significant (p = < .001); (f) anger and hatred were not multicollinear in their association with motivation; and (f) for younger subjects, anger was a weaker predictor of hatred, while for older subjects anger was a stronger predictor of hatred. Based on these findings, the main conclusion of the study is that existing theories that associate anger and hatred might require revision based on further analysis of the differences between anger and hatred
Bartley, Timothy William. "Certifying forests and factories: The emergence of private systems for regulating labor and environmental conditions." Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280343.
Full textCullen, David O'Donald 1951. "A New Way of Statecraft: The Career of Elton Mayo and the Development of the Social Sciences in America, 1920-1940." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc332855/.
Full textSantos, Pitanga Tatiana. "La institucionalización de la solidaridad: el caso Mondragón." Doctoral thesis, Universitat de Barcelona, 2016. http://hdl.handle.net/10803/387428.
Full textThis investigation centers on the institutionalization of the solidarity that is given in the cooperative experience of the Corporation Mondragón and it took as aims to analyze the process that allowed such institutionalization in the group, the impact of the democratic management of the group in this institutionalized solidarity and how this one contributes to his managerial success. Result, this thesis offers scientific evidences that demonstrate that the economic success can be joined to values as the solidarity and the democracy. This way there is stated that thanks to the links of confidence and mutual commitment between the cooperatives of the group Mondragón, guaranteed by the solidarity become institutionalized to slant of mechanisms of inter-cooperation, these can work out reinforced of situations of crisis since the partners can decide rationally on the best strategy to continuing. By his time this rationality is based on the cooperation and not on the maximization of the individual benefit. The partners choose to cooperate, using the mechanisms of solidarity to solve his problems of a collective way. This way, the managerial decisions are orientated to the good of the group, corresponding to the interests of the partners and workers of the cooperatives.
Tourangeau, Stéphanie. "Les discours sur l'équité salariale au Québec: Enjeux politique et théorique." Thesis, University of Ottawa (Canada), 2005. http://hdl.handle.net/10393/27060.
Full textGratton, Sébastien. "Participation et pouvoir au sein des organisations." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/MQ58458.pdf.
Full textZhang, Ye. "The sociological analysis of globalization and labour market outcomes reconsidered." Thesis, McGill University, 2010. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=95165.
Full textLes sociologues sont intéressés par l'examen des relations entre mondialisation et une série de résultats sur le marché du travail, incluant les inégalités salariales. Les approches communes incluent l'étude de l'impact de la mondialisation sur l'état providence, et les effets de la concurrence des importations et de l'investissement étranger direct (IÉD). La présente thèse examine les effets de l'exportation, de la propriété étrangère (entrées d'IÉD), et de la sous-traitance en portant une attention particulière sur l'exportation sur i) la productivité en milieu de travail; ii) le salaire et les avantages sociaux; iii) la demande de compétences et la paye des employés avec différents niveaux de compétence; et iv) la formation fournie par l'employeur. Alors que les écrits sociologiques ont largement attaqué le concept de productivité ou l'ont tout simplement ignoré, la présente thèse s'attarde à la signification de la productivité et les enjeux liés à sa mesure. On y met en relief le lien entre productivité et salaire basé sur la théorie du capital humain, et soutient qu'une étape nécessaire dans la compréhension des relations entre mondialisation et inégalité des gains est de s'attarder à la relation entre mondialisation et productivité. Les quatre articles démontrent que i) l'exportation et la propriété étrangère ont des effets positifs marqués sur la productivité; ii) la paye est fortement reliée à la productivité, et des expositions prolongées aux marchés internationaux et à la propriété étrangère sont associées à une plus grande rémunération; iii) les employés hautement qualifiés se retrouvent surtout dans des milieux de travail exposés aux marchés internationaux, et sont mieux payés que des employés aussi qualifiés qui travaillent dans des milieux de travail non exposés aux marchés internationaux; iv) les milieux de travail impliqués dans l'exportation fournissent plus de form
Ding, Jiaheng. "The role of guanxi in urban China's self-employment sector : a qualitative case study." HKBU Institutional Repository, 2013. http://repository.hkbu.edu.hk/etd_ra/1491.
Full text