Dissertations / Theses: 'Public sector employment'

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Yao, Ming-Hung. "Fiscal Decentralization and Public Sector Employment: A Cross-Country Analysis." unrestricted, 2007. http://etd.gsu.edu/theses/available/etd-07282007-171452/.

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Thesis (Ph. D.)--Georgia State University, 2007.
Title from title screen. Jorge L. Martinez-Vazquez, committee chair; Michael B. Binford, Neven T. Valev, Sally Wallace, Yongsheng Xu, committee members. Electronic text (134 p. : ill.) : digital, PDF file. Description based on contents viewed Oct. 4, 2007. Includes bibliographical references (p. 125-133).

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Alkeireidis, Ali. "Employment duration and organisational commitment in the Saudi public sector." Thesis, Kingston University, 2003. http://eprints.kingston.ac.uk/20235/.

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The purpose of this study is to investigate the nature and role of organisational commitment among public sector employees in Saudi Arabia. The aim is to develop the public sector to accommodate the rapid growth in the number of employees. This is regarded as one of the most important challenges facing both sectors (public and private). Additionally, this study attempts to identify significant influences on organisational commitment in the public sector in Saudi Arabia. The selected variables are: personal factors (gender, age, level of education, income, marital status, experience); job characteristics (autonomy, skill variety, task identity, feedback and friendship opportunities); work environment (supervision, co-workers, company identification, physical work conditions and financial rewards). The questionnaire in this study was designed to obtain respondents' views in relation to commitment. It was distributed to 900 employees in the public sector in Saudi Arabia (male and female) at all Saudi ministries. The results of this study have indicated that: 1) The five personal variables (gender, age, nationality, marital status and income) have a negative relationship with organisational commitment, while education has a positive and significant relationship with organisational commitment. Experience has a poor relationship with organisational commitment. 2) Variables related to job characteristics (skill, task identity, friendship opportunity, feedback and autonomy) have a positive relationship with organisational commitment. 3) Work environment variables (company identification, co-workers, physical work conditions and financial rewards) have a positive and significant relationship with organisational commitment but supervision has a negative relationship with organisational commitment. The possible contributing factors to these findings were analysed. This study also investigates the feasibility of improving the level of organisational commitment among public sector employees in Saudi Arabia. Finally, recommendations are provided to improve organisational commitment among public sector employees and future areas for research are suggested.

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Katsimi, Margarita. "Three essays on the size of the public sector, public debt and employment." Thesis, Birkbeck (University of London), 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.362724.

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McCaghren, Kathy L. (Kathy Lea). "The Influence of Age on Public Sector Managerial Evaluations." Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc500979/.

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As the American population ages, the issues of aging and work have gradually come to the forefront. An older and increasingly diverse workforce has raised concerns over job performance, labor costs, and alternative work demands. At the same time, evidence indicates that older workers continue to experience extensive labor market problems due to false assumptions on the part of managers about the limiting effect of age on employee performance. The public sector's ability to respond to age-related issues in the workplace has largely been ignored by both public practitioners and researchers. This study addresses the questions of whether age negatively influences public personnel decisions, and if so, whether such influences adversely affect the treatment of older workers. The results of the survey indicate that public managers are susceptible to age bias when making personnel decisions.

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Alghamedi, Ahmad. "Enhancing employment opportunities in the Saudi Arabian private sector." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10250406.

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The history of unemployment in Saudi Arabia has been a decades-long struggle, and is considered among the biggest challenges facing the Saudi Arabian government. The youth and women, unfortunately, have been the most affected groups of the high unemployment rate in Saudi Arabia. In an effort to decrease the number of unemployed, the government of Saudi Arabia introduced the Saudization program in an attempt to create jobs for Saudi job seekers. The Saudization policy was created by the government and implemented through the Ministry of Labor. The main objective of this program was to maximize efforts in decreasing labor opportunities for foreign workers, while increasing the number of opportunities for Saudis in the private sector. However, the Saudization policy was not as successful as had been anticipated. Therefore, new efforts to alter the policy were rolled out under the Nitaqat scheme in the year 2011. Despite the government’s efforts to improve the employment situation in Saudi Arabia, research indicates that progress to reduce unemployment levels during the past 5 years since Nitaqat was implemented by the Ministry of Labor have been minimal. The main purpose of this research paper was to investigate and draw practical solutions to the unemployment challenges facing Saudi Arabia. This study was based on quantitative method using 2 online surveys: (a) Ministry of Labor employees, and (b) Saudi business owners. The most important findings for this study were a need of reforming the employment policy, changing the education system, and implement and/ or edit policy to create middle-class jobs. Additionally, the study found that there was a mismatch between the market needs and educational outcomes. The study also recommended the need for creating more jobs for women. Last, the study findings called for increasing the cooperation between the private sector and Ministry of Labor to create a more effective employment policy that will generate jobs for the Saudi job seekers.

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Nicholls, Peter Leonard. "Employment restructuring in public sector broadcasting : the case of the BBC." Thesis, University of the West of England, Bristol, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.431156.

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This thesis examines the nature and impact of a set of policies formulated during the 1980s upon the labour process of television production. It locates both the nature of the reforms and the details of their impact within a broader account of the BBC which had become the special target for the government of Margaret Thatcher during the 1980s. The study reports upon the emergence and development of a particular set of work practices associated with television production within the BBC. Working within a set of ideas called 'public service broadcasting,' the workforce had relied upon a unique set of operating procedures that had survived well into the 1980s. This so-called "privileged" organisation, reliant upon a license fee for its income, became the object of intense interest when an expanding media industry was looking for additional opportunities for growth including the advertising industry. For those seeking to restructure this powerful organisation, often considered to represent many of the core values of British society, such as free speech and a liberal tradition resulting in high quality creative programmes, the challenge was to depict an organisation that was in need of modernisation. The form that modernisation took, under a government claiming to want to reduce the scale of the state, was an adoption of neo-liberalism. Instead of a heavy bureaucratic state machine, open Inarkets would allocate resources in television in the fonn of consumer choice. Policies would be devised to replace centralised bureaucracy with devolved budgets Inonitored by accurate financial information systems. This it was clailned would place the BBC within a dynamic market place where a burgeoning independent sector would supply a fresh source of creative talent and drive down costs. Such claims made for the legislation and a number of management policies which sought to reinforce these statutory reforms within the Corporation, appear not to be supported by the findings where there is strong evidence of the growth of temporary non-standard employment in place of secure full-time jobs. This has resulted in lowered commitment and motivation in the workforce. The new procedures for the production process of television Inanufacturing resulted in unforeseen inefficiencies which held the potential to increase costs. Alongside these problems, the role of the producer had been redefined to the point where informal social and political skills were required and supplemented the core creative skills which had traditionally defined this role. The introduction of market-driven reforms has redefined the nature of the television labour process. From the results of this research, it appears that a series of contradictions and unanticipated outcomes makes many of the original claims for these policies appear hollow. If this public sector broadcaster as an agency of the central state is to survive and flourish, it will have to create a role for its producers which allows for sustaining trust, open and honest cOlnmunications and creativity. The teams with which they work will need security, training and careers for sustaining motivation and ambition.

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Reimer, Suzanne. "Geographies of fragmentation : the restructuring of employment in public sector services." Thesis, University of Cambridge, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.286841.

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Gyles, Anthony F. "The growth and determinants of the United Kingdom public sector employment." Thesis, University of Leicester, 1988. http://hdl.handle.net/2381/35488.

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Understanding the true intrinsic dynamics of a complex system is a necessary requirement to an accurate understanding of the nature, characteristics and function of that system and ultimately its manipulation and control. The United Kingdom public sector is an example of a complex system. Hence, an accurate understanding of the structure, conduct and performance of the United Kingdom public sector depends on an accurate understanding of its true intrinsic dynamics. This understanding will be of benefit in the processes of management and control, policy formulation and conclusions, risk management and uncertainty in both the short and medium term. In the long term, the expectation is that there will be an array of secondary effects due to the efficient utilisation of scarce resources and so will impose a dynamic structure on the economy and provide benefits for future generations. This thesis focuses attention on the structure, conduct and performance of the U.K. public sector and considers aspects of its intrinsic dynamic nature. The peculiar nature of this dynamics is such that it will be present regardless of the colour of the Government of the day. However, the process of accurate understanding of public sector dynamics is not a simple nor indeed costless process. Further, the expectation is that the underlying dynamics is influenced in a number of ways especially by the Government of the day. For example, the Government of the day, while seeking to achieve broad macroeconomic objectives, upholding the public and national interests and constrained by its political ideology, will act as an intervention on the economy thus transforming its structure, conduct and subsequent performance, temporarily or permanently. Lastly, the problem of accurate identification is further compounded by an array of other domestic and international influences on the U.K. public sector.

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Leasher, Megan K. "DISCRIMINATION ACROSS THE SECTORS: A COMPARISON OF DISCRIMINATION TRENDS IN PRIVATE AND PUBLIC ORGANIZATIONS." Wright State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=wright1176748116.

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Hlekani, Mphakamisi Witness. "Termination of the employment contract due to ill-health in the public education sector." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020969.

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The subject of the present treatise concerns termination of employment contracts that are effected as a result of an employee’s incapacity on the grounds of ill-health or injury. Every employee has the right not to be dismissed unfairly. The Labour Relations Act, 1995 recognises three grounds on which termination of employment might be legitimate. These include the conduct of the employee, the capacity of the employee and the operational requirements of the employer’s business. However, fundamental to any contract of employment is the obligation that rests on an employee not to be absent from work without justification. The Incapacity Code and Procedure in respect of Ill-health or Injury applicable to Educators is contained in Schedule 1 to the Employment of Educators Act, 1998. In addition there are collective agreements which are the products of collective bargaining that are also applicable to all categories of employees employed in the public education sector. Notably, PSCBC Resolution 7 of 2000 forms part of the subject of our discussion. The Department of Education determined the use of independent Health-risk Managers to provide advice on the management of incapacity leave and ill-health retirement, thereby ensuring objective and impartial evaluation which are largely acceptable to employees and their labour representatives. This is the Policy and Procedure on Incapacity Leave and Ill-Health Retirement in the Public Service. The appointed Health-risk Managers make recommendations to the Head of Department who thereafter implement the recommendations and deal with issues of a case to absolute finality. More importantly, the Policy and Procedure for incapacity leave and ill-health retirement in the Public Service is issued in terms of legislation, that is, section 3(3) of the Public Service Act, 1994 and therefore is not a collective agreement. Under the circumstances, it is not always easy to determine a real dispute and an issue in dispute. Because of this uncertainty arbitrators often found that bargaining councils have no jurisdiction to entertain these disputes, while on the other hand some arbitrators opined that bargaining councils do have jurisdiction In this treatise the general principles of the employment contract, the legislative framework applicable in the public education sector in determining an application for temporary incapacity leave and ill-health retirement and procedural and substantive issues in the termination of employment contract due to ill-health are considered and explained. The legal questions around the issue of discretion exercised by the Head of Department in granting or declining applications for ill-health are also examined. The primary aim of the treatise is to provide a clear exposition of the rather complicated law relating to incapacity due to ill-health and injury in public education.

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Van, der Merwe Louisa. "The experience of affirmative action in a public organisation / Louisa van der Merwe." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1054.

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South Africa is experiencing a process of formidable and fundamental change. Public administrators as well as politicians are under tremendous pressure as heavy demands are being placed on them. These demands include coping with interventions such as Affirmative Action, Employment Equity, and the importance of managing diversity in the workplace. Despite improvements in race relations in the past twenty years, dysfunctional and ineffective behaviour still occur. This may be a reflection of the discomfort and anxiety experienced by employees in the work setting. In order to comply with legislation, organisations created opportunities for Black, Asian and Coloured males and females, White females and disabled people. This, in return, leads to perceptions of preferential hiring. The view that Affirmative Action involves preferential hiring and treatment based on group membership creates resistance to its implementation and original purpose. The reason for this resistance might be linked to the fact that people still perceive discrimination and injustice in the workplace. These perceptions seem true in public organisations even though public organisations have taken a positive stance with regard to implementing Equal Employment and Affirmative Action plans. A qualitative design with an availability sample (N = 20) of employees working in a public organisation was used. The qualitative research makes it possible to determine the subjective experience of employees in a public organisation. Semi-structured interviews based on the phenomenological method were conducted with employees working in different sections and different positions in a public organisation. Non-directive questions were asked during the interview. The tape-recording of the interview was transcribed verbatim in order to analyse the information. Content analysis was used to analyse and interpret the research data in a systematic, objective and quantitative way. A literature-control has been done to investigate relevant research in order to determine the comparativeness and uniqueness of the current research. Results indicated that Affirmative Action has been used as a tool in achieving its goal by focusing on preferential hiring. From the responses it was clear that the majority of the participants are of opinion that preferential hiring led to the appointment of incompetent candidates. It appears from the interviews that appointments are made without basing it on merit. This is against the basic principle of the public organisation of hiring and promoting employees by set standards. Due to the fact that previous disadvantaged groups are being placed in positions of which they have no experience or are not trained in, job related knowledge seems to present a problem. From the interviews it appeared that employees felt that poor customer service increased across the organisation due to the appointment of incompetent candidates. This also seems to have an effect on the workload being handled. It seems that predominantly white employees tend to be ambivalent towards Affirmative Action. Part of the reason for this ambivalence is the fear of change, especially when that change involves a radical re-thinking of past strategies. White employees, employed by the old apartheid system, feel alienated and/or marginalised in the new Affirmative Action process. White employees are also leaving organisations because they seem not to be part of the Affirmative Action process. This leads to loss of expertise occurring in organisations. Though organisations show a considerable amount of improvement on relationships between black and white, discrimination still seems to present itself through the implementation of Affirmative Action. Managing diversity is crucial for the effective management and development of people. It is important not to focus only on cultural differences but also concentrate on individual needs and perceptions. Unfortunately, it appears that South Africa is in the process of making the same mistakes as other countries in focusing on a power game and corruption. Black employees in particular, seem to be actively recruited, placed in senior positions and given the related finishing. In other words top management are using their 'power' to enforce Affirmative Action. There are also those who want to abuse the system or maybe understand the system incorrectly. Corruption coming from top management tends to make employees negative. In order to address these issues, a succession and career planning process needs to exist which is closely tied to the organisations' strategic plan. Employment Equity, as a strategic objective, is managed by the organisation, but needs the Human Resources function in a support and consultancy role. As such, it requires translation into practical objectives for departments, managers and employees. Recommendations were made for future research.
Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

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Rovira, Torres Florencia. "Public Sector Employment and Support for the Welfare State : A multilevel assessment of 15 advanced capitalist countries." Thesis, Stockholms universitet, Sociologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-78879.

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The development and longevity of the welfare state is dependent on public support. The purpose of this study is to examine the relationship between public sector employment and popular support for the welfare state in comparative perspective. Welfare state attitudes represent the micro-foundation in many theories about links between welfare state organization and interest formation and the shaping of values, norms and levels of aspiration. Most studies seeking to explain differences in welfare state support use welfare state regime labels on countries as their independent variable. However, previous empirical research on comparative welfare state attitudes has found very mixed support using the regime typology approach. The present study takes a step forward in using comparative indicators of public sector employment and social protection, instead of regime labels. In previous research the role of public sector employment for welfare state attitudes has typically been given little attention. The main hypothesis is that public service employment positively influences aggregate levels of support towards the welfare state. Based on a multilevel-regression framework and drawing on ISSP comparative data from 2006 on individual level attitudes, this study demonstrates clear empirical support for this main hypothesis.

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Wootton, Danielle. "The impact of employment regulation on human resource professionals : a study set in the public sector." Thesis, University of Birmingham, 2016. http://etheses.bham.ac.uk//id/eprint/6730/.

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The impact of employment legislation on the conduct of employment relations has been widely studied, but there has been relatively little attention to the effects on human resource professionals. The thesis investigates this issue by conducting thirty one semi-structured interviews at three public sector organisations. Three potential areas of impact are identified: The conduct of the role, notably whether it has become more legalistic; the potential to play a part in organisations’ wider strategies; and the professional status of human resource. With regard to the first, the role of the human resource professional in working practice is found to be akin to that of an organisational legal adviser, including mitigating potential risks of employee litigation. On the second, strategic decision making is found to be a problematic area in employee relations as there are too many unknowns and external influences that are beyond the control of the human resource function. Nonetheless, the strength of the function lies in sound pragmatic operational strategic practices. Finally, on the third the thesis argues that human resource professionals within the employee relations environment are organisation-based pragmatic legal advisors but that they lack the educational advantage and decision making skills required of legal professionals. Nevertheless, employment regulation has raised the expertise level needed in the profession, which in turn has elevated the human resource identity such that in future the role may move even further in the direction of formalisation and professionalisation.

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Opperman, Theo. "An analysis of the sexual orientation discrimination framework in the public sector : the case of Stellenbosch Municipality." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/2822.

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Thesis (MA (Public and Development Management))--University of Stellenbosch, 2009.
Sexual orientation (discrimination) as a part of diversity management in organisations is a controversial issue and people in management positions are not always comfortable to address issues relating to gay employees. This is evident from the lack of adequate policies and processes that exist within public organs. Ignorance and prejudice, heterosexism and homophobia, religious and moral beliefs and stigmatisation contribute to why employees discriminate against their co-workers based on sexual orientation. The following measures can be taken by the organisation in combating this phenomenon: • Writing anti-discriminatory statements. • Re-evaluating the current state of the organisational culture and whether it is supportive of gay employees disclosing their sexual orientation at work. • Developing an employee assistance programme. The success of these measures will largely depend on the capacity of the Human Resource department in making the organisation more inclusive. Therefore, the Integrated Development Plan of Stellenbosch Municipality as its organisational strategy plays a vital role in this entire process, as it cannot be separated from the Human Resource management strategy of this organisation. These initiatives will only be effective and efficient if there is commitment from top management as well as the employees to ensure a safe work environment for lesbian, gay and bisexual employees.

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Al-Ammaj, Bader H. "Administration in traditional society : the case of recruitment and selection in public sector employment in Saudi Arabia." Thesis, University of Southampton, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239419.

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Barnes, Helen, and n/a. "The work attitudes and job perceptions of Commonwealth Government Libraians : with descriptive data on Commonwealth Government librarianship as an occupation." University of Canberra. School of Information, Language and Culture Studies, 1987. http://erl.canberra.edu.au./public/adt-AUC20060607.154822.

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This study has three major purposes: to describe systematically the practice of librarianship in Australian Commonwealth Government departments and agencies from the perspective of librarians employed in that environment; to relate the characteristics of government librarianship to librarians' perceptions of and attitudes to their work; and to assess the extent to which the work of Commonwealth Government librarians needs to be redesigned to improve the level of job satisfaction they experience. A subsidiary purpose is to test the job characteristics theory of work motivation on a population of librarians. Information was gathered by a survey questionnaire on a range of variables relating to librarians and their perceptions of different aspects of their jobs. The primary instrument for gathering data on perceptions was the complete form of the Job Diagnostic Survey. The population under investigation comprised those Commonwealth Government department and agency librarians employed on a full-time, permanent basis under the Public Service Act 1922. and located in Canberra. Because the population was small but diverse, it was decided to survey the total population rather than a random or stratified sample. One hundred and eight usable responses were received which represented a response rate of 83 percent. The results of the survey were analysed using the Statistical Package for the Social Sciences. Frequency distributions and Pearson's Product-Moment Correlations were calculated to determine the percentage of respondents who selected each option and the strength of relationships between pairs of variables. The study found that Commonwealth Government department and agency librarians in Australia are highly satisfied with their work generally, and with the environment in which it is performed. None of the null hypotheses relating to Commonwealth Government librarians and job satisfaction were rejected. All but one of the null hypotheses retating to the application of the job characteristics model to Commonwealth Government librarians are rejected. The study concludes by identifying issues and areas for further research in public sector librarianship.

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Corby, Susan Ruth. "Private sector norms and public service practices : employment relations in the Civil Service and the National Health Service." Thesis, University of Greenwich, 2003. http://gala.gre.ac.uk/6137/.

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This submission for a PhD by published work looks at employment relations in the Civil Service and the National Health Service( NHS) over the last decade and in particular at management/union relations, pay determination and equal opportunities. The focus of research over this period was the extent to which private sector norms are advocated by the State impacted on public sector practices: a) in the Civil Service compared to the NHS b) in employing bodies within the Civil Service(ie executive agencies and employing bodies within the NHS (ie NHS trusts). The submission is in three parts. First, the distinctions between the private and public sectors are discussed along with the change agenda pursued by successive governments since 1979 to make the public sector more like the private sector. Second, four key debates are rehearsed: whether the state as employer is no longer a 'model' employer, whether there has been trade union renewal; whether the public sector ethos has been undermined; and whether the accession of the Labour government in 1997 was a watershed in respect of public sector employment relations. Third, the author's contributions to these debates are demonstrated.

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Oodit, Sharlaine. "A review of the collective bargaining system in the public service with specific reference to the general public service sector bargaining council (GPSSBC)." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021029.

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ollective bargaining continues to play a prominent role in shaping employment relations in South Africa, without which the individual worker is powerless and in a weaker bargaining position against his employer. Collective bargaining can be described as an interactive process that resolves disputes between the employer and employee. In South Africa the advent of democracy was accompanied by numerous interventions to level the historically uneven bargaining field. Therefore in examining the history of collective bargaining in South Africa it is necessary to reflect on the state of labour relations prior and post the 1994 democratic elections. The study provides an overview of the practices and processes of public service collective bargaining in the old and new public service. The public sector accounts for a very significant proportion of employment in all countries around the globe, South Africa is no exception. Although the state as employer is in a stronger position than its private sector counterpart, the public employee is potentially also in a stronger position than its private sector counterpart. A defining characteristic of most government activity and services is that they are the ones available to the public. This means that industrial action which disrupts such services has a very significant impact on the public, serving as a substantial leverage in collective bargaining. The bargaining councils in the public sector which ensure the effectiveness of collective bargaining are maintained, are examined to provide a comprehensive understanding of the workings of these institutions. Some of the gains and challenges are also explored to provide a holistic picture of state of collective bargaining in public service. A comparison of countries seeks to analyse and compare globally the developments of collective bargaining in public administrations. The different political systems around the world have developed various labour relations processes in the public service, an examination of the approaches and mechanisms provides alternative ways of doing things. Recommendations are made regarding the changes that need to be made, as well as matters, which need to be analysed and examined further.

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Vitsitsi, Gladys. "Barriers to women’s upward mobility in the public sector: a case study of Malawian women chief executives." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13469.

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Women representation in management positions is described as a fundamental human right and an important means of fair democratic representation. This study intended to investigate the factors determining women upward mobility and their promotion to management positions. Included as variables were traditional gender roles, access to education and lack of mentoring and role models. The study followed the qualitative approach using snowball sampling and conducting semi structured interviews with ten Controlling Officers from different ministries and department of the Malawi Public Service to find out whether the variables under investigation indeed affect women upward mobility. Empirical evidence shows that traditional gender roles e.g. being mothers affect women upward mobility. Similarly, limited access to education is another factor that limits women access to managerial positions. Lack of mentoring and role models, especially where there are already few women at the top also affects women’s upward mobility. The study recommended that Malawi government should help women get scholarships that provide for their children. Furthermore, the government should provide flexible working hours especially for mothers. Women themselves should meet for a cup of tea where they can empower each other on the most important aspects of their job as chief executives; that is delivering a speech, making presentations and forming networks.

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Albadri, Nasser Mohammed. "The influence of societal and organizational culture on employment equity : the case of the public sector in the Sultanate of Oman." Thesis, University of Manchester, 2012. https://www.research.manchester.ac.uk/portal/en/theses/the-influence-of-societal-and-organizational-culture-on-employment-equity-the-case-of-the-public-sector-in-the-sultanate-of-oman(3d6a3a51-5f86-40fe-ac54-d23366a67839).html.

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This study aims to examine the degree of influence that societal and organizational cultures, as specified by the GLOBE project, have on employment equity in the Omani public sector. Therefore, a theoretical framework has been built and developed in two main areas, which are culture and employment equity. In addition, the methodology of the study has been designed to use both quantitative and qualitative research approaches for triangulation. Quantitative data was collected from a sample of 290 Omani civil servants representing several public organizations, while qualitative data was collected in a single case study of Oman’s Royal Court Affairs (RCA) organization, 12 general managers from which were interviewed. The independent variables were dimensions of societal and organizational culture, and the dependent variables were employment equity in general, which includes seven critical success factors behind employment equity. The analysis for the quantitative data was carried out using SPSS software, while interviews were analysed manually due to the small number of participants. The results of the study confirm that societal and organizational cultures have significant influence on employment equity (EE). However, not all cultural dimensions have the same direction or degree of influence on employment equity. In fact, some of these dimensions have no significant correlation with EE. Also, the study found that there were no differences between managers’ and employees’ responses with regard to 34 cultural dimensions out of 36. The two dimensions in which the results differed between these groups were Human Orientation and Future Orientation for organizational culture value. Additionally, the results show that participants believe that there is a real need for higher EE in the Omani public sector as there were clear differences between current practices of EE and how it should be. Moreover, there were significant positive correlations between all seven critical success factors behind effective EE. This result indicates that these factors are interacting between each other in a positive way. Also, a suggested framework was developed to show how government and other organizations could positively use and benefit from the influences of cultural dimensions to enhance EE among employees. Researchers also could benefit from such a framework as well as the overall findings of this thesis by using them as a starting point for further research to fill the observed knowledge gap in this area.

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Johnsson, Linnéa, and Anna Wiman. "An analysis of the Swedish web accessibility law through two public sector websites : A comparative study on the Student Financial Aid,and the Public Employment Service." Thesis, Jönköping University, Tekniska Högskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48107.

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Purpose The purpose of this study was to investigate how well the law on accessibility is implemented, to find what implications there might be when accessing a website, and to find out how well a website needs to be adapted for it to be accessible. Method The researchers made a comparative study between the Swedish public sector desktop websites, the Student Financial Aid and the Public Employment Service. The method used was a combination of automatic and manual evaluation of the accessibility on the websites. In the Automatic Evaluation the free tool A-checker, and a color contrast tool was used to check the code from the WCAG framework 2.0 AA. In the manual evaluation the researchers conducted a heuristic evaluation based on the WCAG’s checklist, a survey with 60 participants, and user tests with 5 participants using assistive technologies such as only using the keyboard, resizing the text and disabling the CSS sheet. The tests provided an input on how the websites can be accessed with assistive technologies and what improvements could be made. Findings This research found by conducting a survey, that 43.3% were not aware of the accessibility law, and that 58.3% were not aware that they can complain to the supervisor authority if a website is not accessible. Because of the lack of knowledge, this might make it harder for companies to adapt their websites to be accessible. Further, the researchers found that since A-checker uses WCAG’s framework, it takes time to interpret what the recommendations actually mean. The other automated tool, the colour contrast tool was easy to interpret for the researchers, and the checklist from WCAG helped as a guide, even though the checklist was more time consuming. Implications The researchers were not able to find any participants with any of the disabilities which the thesis focuses on. Limitations In order to test the websites, the participants were using assistive technologies. The researchers could not get access to a screen reader, therefore the user tests were conducted by disabling the CSS sheet. In the survey, not enough participants with disabilities answered, therefore some of the results were discluded from the study. Keywords Web accessibility, Web inclusion, Web exclusion, WCAG

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Abdelsalam, Safa Musa Abdelrasoul. "Impact of gender differences and cultural values on women’s promotion prospects in the public sector of selected countries in sub-Saharan Africa." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2796.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.
This literature-based case study investigated the influence of gender differences and cultural values on women’s promotion prospects in the public sector of three sub-Saharan countries, namely: the Democratic Republic of Congo, Nigeria and Sudan and provided a framework designed to facilitate the implementation of women’s promotion prospects in the public sector. Worldwide, women employed in the public sector are stereotyped and discriminated against by being by-passed for high-level positions by men who consider themselves more capable employees. As such, women are overlooked for promotion and encounter the ‘glass ceiling’, which hampers their efforts at accomplishing their career goals. Equality in promotion will improve women’s living conditions and benefit society. While studies have been conducted on several women’s issues, none has focused on how gender differences and cultural values affect women’s promotion in sub-Saharan Africa. This gap needs to be addressed. The design of the study was qualitative as it provides insights into the phenomenon studied. The data collection method was desk research, owing to financial constraints that did not allow for travelling to collect primary data. The study found that gender discrimination exists in both society and the public sector workplaces in the Democratic Republic of Congo, Nigeria and Sudan as a consequence of multi-ethnicity, religion (Sharia law) and war in the Sudan, particularly. The effects of cultural values on promotion and employment in these countries are palpable. The process of how women are promoted to leadership in the public sector is, however, unclear. The study also revealed that in a country like Rwanda, where equal gender opportunities exist socio-economically, fast economic growth and enhanced societal living conditions have been realised. Women’s promotion and well-being is strongly related to the elimination of poverty and the enhancement of living conditions such as reduced child starvation and death. Equality and empowerment of women is now globally accepted as a core human right that needs to be sustained. In this direction, a comprehensive framework for the implementation of gender policies on women’s promotion prospects was developed.

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Bishu, Sebawit G. "Gender and Authority in the Public Sector: The Case of Local Government Chief Administrative Officers in the United States." FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3476.

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In 2016, women represented 16.6% of all Chief Administrative Officers (CAOs) in local governments across the United States. Previous studies have investigated gender disparities in managerial representation, which is explained by the glass ceiling phenomenon; however, little is known about whether the women that occupy these male dominated positions have the similar levels of responsibilities as their male counterparts. Thus, the purpose of this dissertation is to understand if gender disparities in levels of work authority manifest as a new form of the glass ceiling. Work authority in this study is operationalized as CAOs’ sanctioning authority (control over personnel operations) and decision-making authority (control over formal operations). Using a mixed methods research design, this investigation is implemented in two phases. The first phase employs Ordinary Least Square (OLS) regression to explore the relationship between CAOs’ gender and CAOs’ level of work authority as well as the relationship between CAOs’ levels of work authority and annual pay. In the second phase, using a qualitative research method, I conduct an in-depth investigation of similarities and differences in the career paths of CAOs and the factors that shape their career-related decisions. This research has five main findings. First, female CAOs do not have similar level of sanctioning authority as their male counterparts. Second, disparities in level of sanctioning authority yield economic inequality among CAOs. Third, male and female CAOs take different career paths. Last, female CAOs perform dual roles—professional and personal—whereas most male CAOs are less burdened with household responsibilities in their personal lives. Last, for female CAOs with family responsibilities, their career paths are significantly fashioned by the presence of institutional and social support networks. Findings inform policy makers and public management practices. It informs that gender-based disparities in the workforce continually manifest in new forms, creating unequal employment opportunities for men and women in the workforce. Such disparities also continue perpetuating economic inequalities among men and women in the workforce. Also, it informs public management practices of the critical impact that institutional support has on leveling the playing field women to participate in male-dominated careers.

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Senftleben-König, Charlotte. "Essays on the determinants of changing employment and wage structures." Doctoral thesis, Humboldt-Universität zu Berlin, Wirtschaftswissenschaftliche Fakultät, 2015. http://dx.doi.org/10.18452/17304.

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Diese Dissertation umfasst vier Essays, die einen Beitrag zur empirischen Literatur über die Determinanten der Veränderungen in der Beschäftigungs- und Lohnstruktur in Deutschland leisten. Im ersten Aufsatz wird der Zusammenhang zwischen technologischem Wandel und Wachstum von Beschäftigung am unteren Ende der Lohnverteilung untersucht. Eine ökonometrische Analyse zeigt, dass technologischer Wandel die Arbeitsnachfrage von routine-intensiven Berufen hin zu Berufen verschiebt, die niedrig entlohnte manuelle Tätigkeiten erfordern und sich nicht zur Substitution durch Informationstechnologien eignen. Damit trägt er zur Polarisierung der Beschäftigungsstrukturen bei. Der zweite Aufsatz untersucht die Rolle von technologischem Wandel in der Entstehung räumlicher Lohnungleichheiten. Es wird gezeigt, dass technologischer Wandel zu einem Zuwachs in der Entlohnung von nicht-routine kognitiven Tätigkeiten und zu einem Rückgang der Entlohnung für routine und nicht-routine manuelle Tätigkeiten führte und damit zur Vergrößerung der inter- und intra-regionalen Lohnungleichheit beitrug. Der dritte Aufsatz untersucht die Beschäftigungswirkung von Produktmarktderegulierung am Beispiel der Liberalisierung der Ladenschlussgesetze, wobei regionale Variation in der Gesetzgebung zur Identifikation des kausalen Effekts dient. Es wird gezeigt, dass die Beschäftigung im Einzelhandel durch die Deregulierung um etwa 19.000 vollzeitäquivalente Stellen zurückging. Dem zugrunde liegt ein signifikanter Rückgang an kleinen Unternehmen, die personalintensiver arbeiten als große Unternehmen. Im vierten Aufsatz werden die Auswirkungen von öffentlicher Beschäftigung auf die Beschäftigung im Privatsektor untersucht. Ergebnis ist, dass die Schaffung öffentlicher Beschäftigung erhebliche Verdrängungseffekte auf die Gesamtbeschäftigung im Privatsektor hat, wobei hauptsächlich der handelbare Sektor von Beschäftigungsverlusten betroffen ist.
This thesis consists of four essays that contribute to the empirical literature on the determinants of recent changes in the employment and wage structure in Germany. The first essay analyzes recent employment growth at the lower tail of the wage distribution and its relation to technological progress. An econometric analysis suggests that tech-nological progress has shifted the demand from routine intensive occupations towards low-paying service occupations that require non-routine manual tasks, which are difficult to be replaced by information technologies, thereby contributing to the polarization of the employment structure. The second essay explores the role of technological change in the evolution of spatial wage inequality. The results indicate technological change is one driver of wage inequality by increasing the compensation for non-routine cognitive tasks, and by decreasing the compensation for routine and non-routine manual tasks. The third essay exploits regional variation in the liberalization of shop-closing legislation in Germany to identify the causal impact of product market deregulation on employment outcomes in the retail sector. The results from the empirical analysis suggest that the deregulation had moderately negative effects on retail employment, leading to a loss of approximately 19,000 full-time equivalent jobs. The reason is that deregulation induced a change in the market structure by significantly decreasing the number of small retail stores which are relatively more personnel-intensive than larger formats. The fourth essay provides an empirical analysis of the impact of changes in public sector employment on employment in the private sector at the level of local labor markets. It shows that expansions in public employment can be associated with a sizeable crowding out effect on private sector employment. Moreover, the results indicate that employment losses are concentrated in the tradable sector.

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Johnson, Mathew. "Continuity, change and crowding out : the reshaping of collective bargaining in UK local government." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/continuity-change-and-crowding-out-the-reshaping-of-collective-bargaining-in-uk-local-government(553b0d62-5790-4a6a-8a5a-9980e6dae647).html.

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This thesis examines elements of continuity and change in systems of pay determination in UK local government, with a specific focus on the period of austerity since 2010. Spending cuts present significant challenges for collective bargaining through the National Joint Council (NJC), which also serves as a ‘critical case’ to test our understanding of contemporary collective bargaining and industrial relations. The research draws on 56 interviews with a total of 62 key actors from the employers’ representative organisations and trade unions at both national and local level, and eight local authority case studies. The interview data are complemented by a range of secondary qualitative and quantitative data sources. It seeks to understand the changing power relationships between employers and unions as they attempt to navigate increasingly turbulent waters, and the pragmatic trade-offs both sides are willing make over pay, terms and conditions, and working practices in pursuit of longer-term strategic goals. These issues are addressed through three levels of analysis. Firstly, building on a rich tradition of industrial relations research, the thesis shows how the national employers have repositioned the sector level collective agreement as a means to deliver cost control rather than ‘fair wages’, which the unions have so far tolerated in preference to a complete dissolution of national bargaining. Second, drawing on contingency models of pay and HRM, case study data are used to explore the mixture of managerialism and political opportunism which characterises the development and implementation of pay and reward strategies at the level of the organisation. The findings identify the continued importance of transparent job evaluation processes in determining wage structures, but also show how pay practices act as a means to signal desired behaviours from employees, and are used to reinforce local level political narratives. Finally, through a critical re-appraisal of New Public Management (NPM) reforms in local government since the 1980s, further case study data reveal the way in which employers have reorganised staffing structures to match reduced budgets, but it appears that increased levels of work intensity for a significantly depleted workforce are beginning to impact on service standards. The findings also suggest that the on-going process of restructuring serves as a means to increase managerial control of ‘the labour process’ through the efforts to standardise working practices and break down embedded departmental and professional identities. Taken together, the evidence suggests that although the formal institutions of employment relations have proved to be remarkably resilient, collective bargaining as a dynamic mode of joint regulation built on the notion of partnership has steadily been crowded out from both above and below. The meaningful content of negotiations has been squeezed by the tight financial constraints applied by central government, and in the vacuum created by stalled sector level negotiations local level pay and HRM strategies are becoming increasingly important to explain the level and distribution of wages. Perhaps as important as negotiations over pay are negotiations over working practices which fall outside the formal regulatory scope of the collective agreement, and change expectations about working time, task discretion, and job boundaries. A degree of drift across these three dimensions has resulted in an increasingly fluid adjustment of the wage-effort bargain over which the unions have a declining sphere of influence.

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Van, Der Berg-Ross Ashlene. "An assessment on managing workforce diversity in public sector organisations : the case of the Department of Local Government Western Cape (WC)." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85744.

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Thesis (MPA)--Stellenbosch University, 2013.
ENGLISH ABSTRACT: This thesis examines the perceptions of the staff of the Department of Local Government in the Western Cape (WC) regarding workforce diversity as part of diversity management. A literature review is presented and this research shows that organisations in South Africa and around the world have come a long way with regard to understanding and appreciating workforce diversity. The literature review also revealed the important facilitating role HR diversity management plays in improving the performance of organisations, as well as in creating unity amongst employees. What is also important is the fact that organisations now understand and realise the important role diversity management programmes and practices play in their own survival. Therefore various steps are available for organisations to ensure that the benefits are achieved from having diverse employees in their workplace while effectively integrating these employees into the organisation. A background on the Department of Local Government (WC) is provided, which highlights the Department’s priorities and Key Performance Areas (KPAs) as set out in its Annual Performance Plan (APP). The KPAs of the Department are dynamic and not influenced by political shifts, as in the case of municipalities. However, the priorities of the Department are similar to the strategic objectives that are embedded within the 30 municipalities. The priorities of the Department are parallel to those of the municipalities’ priorities in order to ensure that the Department and municipalities achieve their objectives together. It is therefore the Department’s responsibility to assist municipalities in achieving their strategic objectives by constantly monitoring and evaluating their level of performance. If a municipality performs badly, the Department must assist where necessary. The research findings regarding diversity management show that the employees are unaware whether a diversity management policy has ever existed or whether any training of such a nature has been conducted within the Department. Data show that limited effort has been made by the Department to develop a diversity management policy. The findings also indicate that more diversity management programmes and training are needed, in order to bring about awareness of workforce diversity and the successful management of diversity. What was also clear is that not enough diversity audits have been conducted to determine the level of diversity within the Department; and most importantly it is also illustrated that a limited number of staff is housed within the HR unit to assist the Department in creating a strong diversity environment that supports the wellbeing of the staff and the Department. Finally, the thesis provides recommendations for the Department on how to be an inclusive entity, but these recommendations can only be successful if top management and HR have the necessary ability to successfully implement the following recommendations (interventions): develop a diversity management policy to guide the Department on diversity issues; develop diversity management programmes to ensure that all staff members are briefed on all diversity issues; and create a monitoring system to ensure that the policies and programmes are updated as new entrants enter the Department. It is therefore a requirement that these interventions are placed in the Department’s Employment Equity Plan and, more importantly, form part of their Annual Performance Plan (APP). If there is commitment from HR, top management and the employees, these interventions will create a safe, friendly, and hard-working environment with good performance levels.
AFRIKAANSE OPSOMMING: Hierdie tesis ondersoek die persepsies van die personeel van die Departement Plaaslike Bestuur, Wes-Kaap, met betrekking tot werkmagdiversiteit as deel van die bestuur van diversiteit. ’n Literatuurstudie word aangebied en vanuit hierdie navorsing word getoon dat organisasies in Suid-Afrika en dwarsoor die wêreld ver gevorder het met die verstaan van en waardering vir werkmagdiversiteit. Die literatuurstudie het ook lig gewerp op die belangrike fasiliterende rol van die bestuur van diversiteit deur Menslike Hulpbronne vir die verbetering van die prestasie van organisasies, sowel as in die bewerkstelliging van ’n gevoel van eenheid tussen werknemers. Wat ook belangrik is, is dat organisasies nou die belangrike rol van diversiteit-bestuurprogramme en -praktyke verstaan en besef hoe hul eie oorlewing daardeur geraak word. Verskeie stappe kan deur organisasies onderneem word om te verseker dat dit voordelig is om ’n diverse groep werknemers in hul werkplekke te hê en hierdie werknemers doeltreffend in die organisasie te integreer. Die agtergrond van die Departement Plaaslike Bestuur (Wes-Kaap) is voorsien, met beklemtoning van die Departement se prioriteite en sleutel prestasie areas (KPA’s) soos in die Jaarlikse Prestasieplan uiteengesit; sleutel prestasie areas van die Departement is dinamies van aard en word nie, soos in die geval van munisipaliteite, deur politieke omwentelinge geraak nie. Die prioriteite van die Departement is egter soortgelyk aan die strategiese doelwitte wat in die 30 munisipaliteite vasgelê is. Die prioriteite van die Departement loop ewewydig met dié van die munisipaliteite om te verseker dat die Departement en munisipaliteite hul doelwitte saam bereik. Die Departement is dus verantwoordelik om munisipaliteite by te staan in die bereiking van hul strategiese doelwitte deur voortdurende monitering en evaluering van hul prestasievlak. Indien ’n munisipaliteit swak presteer, moet die Departement hulp verleen waar dit nodig is. Die bevindings van die navorsing oor diversiteit dui daarop dat werknemers nie van die bestaan van enige diversiteitbestuurbeleid óóit bewus was nie, óf geweet het of enige opleiding van dié aard al in die Departement aangebied is nie. Data toon die beperktheid van die Departement se pogings om ’n beleid vir die bestuur van diversiteit te ontwikkel. Die bevindings toon verder dat meer diversiteitbestuurprogramme en -opleiding benodig word om bewustheid van werkmagdiversiteit en die suksesvolle bestuur van diversiteit daar te stel. Wat ook duidelik was, is dat te min diversiteitkontrole onderneem is om die vlakke van diversiteit binne die Departement te bepaal. Die belangrikste bevinding is egter dat daar slegs ’n beperkte aantal personeellede in die Menslike Hulpbronne-eenheid is om die Departement by te staan in die skepping van ’n sterk diversiteit-omgewing wat die welstand van die personeel onderskraag. Die tesis doen voorstelle aan die hand vir die Departement oor hoe om ’n inklusiewe entiteit te wees. Hierdie voorstelle kan egter slegs suksesvol wees indien die Hoofbestuur en Menslike Hulpbronne oor die nodige vermoë beskik om die volgende aanbevelings (intervensies) te implementeer: Ontwikkel ’n beleid vir die bestuur van diversiteit om die Departement ten opsigte van diversiteit te begelei; ontwikkel diversiteitbestuurprogramme om te verseker dat alle personeellede oor diversiteit ingelig word; en skep ’n moniteringstelsel om te verseker dat die beleide en programme bygewerk word namate nuwelinge by die Departement aansluit. Dit is dus ’n vereiste dat hierdie intervensies in die Departement se diensbillikheidsplan opgeneem word en, wat nog belangriker is, deel vorm van die Jaarlikse Prestasieplan. Indien Menslike Hulpbronne, topbestuur en werknemers hulle hiertoe verbind, sal hierdie intervensies ’n veilige, vriendelike en hardwerkende omgewing met goeie prestasievlakke tot stand bring.

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Theunissen, Michelle. "Pharmacists’ perceptions of Occupational Specific Dispensation (OSD): exploratory study of career and human resource perspectives." University of the Western Cape, 2015. http://hdl.handle.net/11394/4780.

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Magister Pharmaceuticae - MPharm
Prior to 2007, South Africa’s government became concerned about the loss and inability to retain certain professionals in its employment. Health human resources were distributed in favour of the private sector and urban areas while rural areas survived on a meagre portion of health employees. In 2007, the government introduced a re-designed remuneration structure for individual skilled professions namely, Occupation Specific Dispensation (OSD), with the goal to attract and retain professionals. This study qualitatively explores the perceptions of public sector employment (PSE) by pharmacists to extract how OSD-policy may or may not be succeeding. It also investigates the opinions of pharmacists on the promotional structure of OSD and opportunity for career advancement (CA) as a possible indication of organisational commitment. Participants were recruited from four career streams in OSD’s structure, all employed in the Department of Health, Provincial Government of the Western Cape. In the first stage of data collection, one-on-one interviews were conducted with key-informants which consisted of policy specialists (n=2) and management (n=2). In the second stage, focus group interviews were conducted comprising of production and supervisory pharmacists (n=27). Sampling strategies encompassed purposive, snowball and stratified sampling to ensure saturation of data and provide comparisons between groups and sub-groups. Thematic analysis of interview transcripts was performed using inductive coding in the first stage and apriori coding in the second stage. Themes and sub-themes were “reflexed” onto Human Resource and Work Motivation Theory by engaging a three question reflexive framework to ensure consistency in the interpretation of results. Eleven major themes emerged: overlapping of salary grades; variety of positions; being a manager of professionals; envisioning promotion; pay versus responsibility; pay equity and expectancy; OSD and attraction; OSD and retention; over-time and after-hours remuneration; interpreting OSD; and using unions to negotiate policy for professionals. 41 sub-themes that emerged were positively, negatively or neutrally connected to perceptions of PSE or CA. Positive sub-themes of PSE is that OSD has “ensured that entry level positions are extremely attractive” and OSD is “attracting more junior pharmacists to management positions”. Negative sub-themes of PSE include that a “retention strategy for experienced pharmacists tends to be neglected” and “some work related factors may nullify retention strategies”. Negative or stagnant perceptions of PSE produce an image that fails to care for individual employee needs and tarnishes the image of public sector employment. Positive sub-themes of CA are that OSD now “permits individual freedom of career path choice” and OSD “has created a variety positions through a broadened post structure”. Negative subthemes of CA are that “experienced pharmacists stagnate in their career” and “supervisors have a lot more responsibilities but get paid the same as production pharmacists”. Since the perception of career mobility is related to organizational commitment and retention, negative perceptions of career advancement may result in apprehension to develop via promotion or career path change. This can lead to employee boredom, complacency or frustration of career ambitions and eventual loss of staff. Some aspects of OSD, such as overlapping of salary grades, should be addressed by policy-developers to ensure the successful accomplishment of policy goals.

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Wesolowski, Peter. "We Only Accept Online Applications: The Effect of HRIS E-Recruitment Technology on Job-Seeker Fairness Perceptions in the Canadian Federal Public Sector." Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/34321.

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Industrial-organizational psychologist Stephen S.W. Gilliland developed a model for studying job-seeker fairness perceptions in 1993 based on existing research in organizational justice. The model includes several rules which will result in job-seeker perceptions of fairness if satisfied and job-seeker perceptions of unfairness if violated. Given the prominence of this model in the literature as well as changes which have occurred in personnel selection (such as human resource information systems, or HRIS, and e-recruitment), scholars have called for a technological re-envisioning of the original model, especially the explanations/descriptions ascribed to each rule. The present study seeks to understand how HRIS e-recruitment technology impacts job-seeker fairness perceptions and in so doing update the Gilliland (1993) model using a qualitative methodology and website success measures from information systems success theory. It contributes to the literature on applicant fairness perceptions by accounting for technological change, and contributes to the field of Public Administration by studying a governmental e-recruitment portal thereby accounting for the particularities of public-sector HRM which is underrepresented in the organizational justice literature. Over the course of one (1) year, twelve (12) job-seekers participated in a series of focus group interviews where they reflected on their experiences applying for jobs in the Canadian federal civil service using the government’s e-recruitment portal. Participants completed profiles, sent applications, communicated with government personnel, and wrote internet tests, among other job-search activities, and reported on their experiences from the perspective of fairness. Results confirm the validity of all original procedural justice rules and offer insight into their application in a recruitment environment where applicants invest considerable time interacting with computerized systems. Two additional rules are also put forth including the ease with which candidates can deceive tests and privacy/trustworthiness using technology. The findings are limited insofar as data gathering took place during a time of reduced hiring activity by the employer and because participation was limited to one (1) specific geographic location.

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Santos, Anselmo Luis dos 1961. "Trabalho em pequenos negocios no Brasil : impactos da crise do final do seculo XX." [s.n.], 2006. http://repositorio.unicamp.br/jspui/handle/REPOSIP/285498.

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Orientador: Carlos Alonso Barbosa de Oliveira
Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Economia
Made available in DSpace on 2018-08-10T09:52:25Z (GMT). No. of bitstreams: 1 Santos_AnselmoLuisdos_D.pdf: 3543917 bytes, checksum: 3ada5cb583b0723d03171ee4afc71602 (MD5) Previous issue date: 2006
Resumo: Esta tese tem como objeto de estudo a evolução da ocupação e das condições de trabalho em pequenos negócios no Brasil no período 1980-2005. O conjunto dos ocupados em pequenos negócios é aqui entendido como o universo que compreende os trabalhadores assalariados - com e sem carteira de trabalho assinada - e empregadores nas micro e pequenas empresas, os trabalhadores por conta própria, os empreendedores sem empregados e os trabalhadores sem remuneração. A hipótese considerada é que esse conjunto de trabalhadores ampliou de forma expressiva sua participação na estrutura ocupacional brasileira, processo que aprofundou a precariedade das condições de trabalho neste segmento e que expressa parcela expressiva da deterioração das condições e das relações de trabalho do conjunto da estrutura ocupacional brasileira, no período analisado. O desenvolvimento do trabalho mostrou que este processo ocorreu principalmente em função das reduzidas taxas de crescimento econômico, das profundas transformações estruturais pelas quais passou a economia brasileira nos anos 90 e pelas transformações ocorridas nas estruturas social, cultural e de consumo que continuaram transformando aspectos importantes do aparelho produtivo e da estrutura ocupacional, mesmo num contexto de reduzido crescimento econômico. Confirmando a hipótese considerada, o trabalho mostrou que o maior ritmo de expansão dos ocupados neste segmento e a deterioração das condições de trabalho ocorreu de forma mais acentuada no período 1994-99, de maiores transformações estruturais na economia brasileira e que, no conjunto do período, este processo expressa principalmente uma forte expansão do trabalho assalariado, com e sem carteira de trabalho e dos trabalhadores por conta própria ? com piores condições e relações de trabalho, rendimentos mais reduzidos e menor proteção em termos de direitos trabalhistas e sociais. Por fim, o trabalho trata das limitações das políticas públicas para as MPE, assim como de novas propostas de políticas de corte liberal, destacando a impossibilidade de superação do quadro de precariedade revelado, sem considerar um processo de crescimento econômico acelerado e sustentado
Abstract: This dissertation has the occupational evolution and the labor conditions in small enterprises in Brazil in the 1980-2005 period as the study object. The occupied in small business set is understood as the universe of the wage laborers in small and micro enterprises, self-employed, the entrepreneurs without employees, and the workers without pay. The hypothesis considered here is that this set of workers has widened his participation in a very expressive manner in the Brazilian occupational structure, what has deepened the worsening of the labor conditions and labor relations of the whole Brazilian occupational structure in the period studied. The development of this dissertation shown that this process happened most of all in consequence of the low rates of economic growth, of the deep structural changes of the Brazilian economy in the nineties and of the transformations that occurred in the social, cultural and consumption structures that continually changed the productive sector and the occupational structure, even in a context of very low economic growth rates. Confirming the hereby considered hypothesis, this dissertation shown that the biggest part of the occupation expansion in this sector and the worsening of the labor conditions occurred within the period of the 1994-1999, in which happened the most important structural transformations in Brazilian economy. In the whole period, this process was expressed mostly by a strong expansion of the wage labor in the formal and informal sector and by the self-employment ? with the worst labor conditions and labor relations, lowest pay and weaker social and labor protection and rights. At the end, this dissertation deals with the public policies limits for the small and micro enterprises as well the neoliberal political proposals, underlining the impossibility of the overcoming of this situation without considering a process of sustained and accelerated economic growth
Doutorado
Teoria Economica
Doutor em Ciências Econômicas

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Moiloa, Moeti Justice. "Training as a tool for SMME development within the youth sector of the KOSH area." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52590.

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Thesis (MPA)--Stellenbosch University, 2001.
ENGLISH ABSTRACT: An effort to enhance job creation and to alleviate poverty amongst the youth as an important sector of the South African society has created a need to determine the relevance of training as a way of promoting SMME development in the KOSH area. Training is an important tool for SMME development. Based on the above analysis, the objectives of the study are to assess the relevance of training provided in relation to the economic profile and business opportunities in the KOSH area and to assess the effectiveness of training that is provided by various agencies in the KOSH area. The study also looks into the business and employment opportunities put in place to help youth participation after undergoing training. The study focuses on training as a tool for SMME development within the youth sector of the KOSH area. It mainly deals with the importance of training, which if conducted in a proper manner, should contribute to the development of SMME. While policies and institutions have been put in place to provide technical and business training skills in the KOSH area, targeting both women and youth who aspires to be entrepreneurs, there seem to be not significant expansion of the small business in order to create job opportunities. The status quo remains. Participants from these training programmes are pursuing their traditional form of business and there is little, if any, innovation and diversification in economic activities in this sector. Conclusions based on the study indicate that training should be an integral component for any SMME development strategy. Programmes promoting entrepreneurial culture should target all studying young people, and also those not enrolled at institutions of learning. The private sector seems to be playing a minimal role in the provision of training. This sector's contribution in training programmes, in a partnership with pubic institutions, is lacking. After care services to trainees is not provided for adequately. Planning for effective SMME training in the KOSH area should further take into consideration technology, social, economic, political and institutional factors which are affecting it at the moment.
AFRIKAANSE OPSOMMING: In 'n poging om werkskepping te bevorder en armoede onder die jeug te verlig, as 'n belangrike fokuspunt in die Suid-Afrikaanse gemeenskap, is dit belangrik om te bepaal wat die relevansie van opleiding is ter bevordering van SMME ontwikkeling in die KOSHgebied. Gebaseer op 'n ontleding in die verband is die oogmerke van die studie om 'n waardebepaling te doen ten opsigte van die toepaslikheid van opleiding in die KOSH-gebied, en om die doeltreffendheid van opleiding wat veskaf word deur die onderskeie agentskappe in die KOSH-gebied te evalueer. Die studie fokus op opleiding as instrument vir SMME ontwikkeling. Dit ontleed hoofsaaklik die belang en waarde van die opleiding wat, indien korrek toegepas, kan bydra tot die ontwikkeling van SMME's. Alhoewel beleid en institusionele reelings voorsiening maak vir opleiding in tegniese- en besigheidsvaardighede, en bemarking spesifiek fokus op vrouens en die jeug wat entrepreneurskap bevordering betref; blyk dit dat daar nie beduidende groei is in die skepping van werksgeleenthede nie. Die status quo word gehandhaaf; deelnemers volg hul tradisionele vorme van ondernemerskap of besigheid en daar bestaan min, indien enige vernuwende denke en diversifikasie in ekonomiese aktiwiteite. Samevattings gebaseer op die studie dui daarop dat opleiding 'n integrale element van enige SMME-ontwikkelingstrategie moet wees. Programme ter bevordering van 'n interpreneurskultuur moet gerig wees op beide jongmense in akademiese instellings en die nie-skoolgaande jeug. Vennootskapspogings deur die private- en openbare sektor, skyn te kort te skiet aan koordinering in die verskaffing van opleiding. Die privaat sektor se rol is onvoldoende en daar word nie vir 'n nasorgdiens voorsiening gemaak nie. Beplanning vir effektiewe SMME opleiding in die KOSH-gebied moet verder tegnologiese, sosiale, ekonomiese, politiese, en institusionele faktore in aanmerking neem wat dit tans beinvloed.

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Martins, Fernando Ramalho. "Entre rupturas e continuidades : um estudo sobre o processo de re-significação do emprego bancário em um banco público federal." Universidade Federal de São Carlos, 2010. https://repositorio.ufscar.br/handle/ufscar/6670.

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The object of this study is the perceptions and meanings attributed to the public bank employment by employees of a federal bank. The 1990s were a decade of dramatic changes, marked by fusions, acquisitions and privatizations of public banks, intensification of work through expressive extinctions of formal jobs, precariousness of work relations, outsourcing and wage patterns deterioration and, at the same time, profits recovering at the end of the period. Thus, this study aimed to investigate and analyze how the employees of the target bank perceive bank work after the changes produced by the 1990s restructuring process. The first step was to analyze the productive restructuring process on the sector and its implications on work and workers. The second step was to try to characterize the major facts and changes occurred in the bank during the 1990s and early 2000s, via analysis of documents available at Centro de Documentação do Sindicato dos Bancários de São Paulo (documentation department of to the bank workers union in São Paulo). Finally, semistructured interviews were carried out with two groups of workers; group one consisted of ten clerks, staff hired up to 1989, who went through the sector restructuring; group two consisted of ten bank technicians, representing the new generation of bank workers, hired after the 1998 recruitment process. We started from the hypothesis that the mode how the public bank work is perceived by bank workers was negatively affected by changes occurred in the sector in the 1990s, which impacted on the employees mode of being and acting. As a second hypothesis, we believe that such re-signification can only be understood in the light of a process of significant ideological and institutional changes inherent to the flexible capitalism. We found that, for the new generation of bank workers, the perception originated from a synchronic comparison, where the job appears as an alternative to temporary, unstable or flexible work experiences, seems to shape the perception originated from a diachronic analysis, which evinces the historical losses of bank work. Increasing individualism, bradescalização of relations, creation of castes, hierarchical seduction in a context of limited possibilities of career ascension and basic rate of pay deterioration, and reduction of trade union involvement were elements explored by the analysis, which revealed that, considering what remained and what has changed, the stability issue seems to be the central element in the perception and meaning attributed do work, for both groups of workers. Thus, a process involving disruptions and continuities characterizes the re-signification of public bank employment. The disruptions, insofar as the meaning of work is no longer supported by the combination stability-status-wage and through the attenuation of the sense of belonging to a professional category. The continuities, insofar as the stability associated to employment keeps and increases its importance against the current configuration of the world of work, as well by the return and intensification of a trend already present in the pre-restructuring, represented by the idea of temporariness of bank employment.
O presente estudo tem como objeto as percepções e significados atribuídos ao emprego bancário público por trabalhadores de um banco federal. Tendo a década de 1990 sido um período de intensas transformações, marcado por fusões, aquisições e privatizações de bancos públicos; intensificação do trabalho por meio da expressiva extinção de postos formais, precarização das relações de trabalho, terceirizações e deterioração do padrão de assalariamento; e ao mesmo tempo de recuperação dos lucros ao final do período, esta pesquisa teve como objetivo investigar e analisar como os trabalhadores do banco estudado percebem o trabalho bancário após as mudanças decorrentes do processo de reestruturação da década de 1990. O primeiro movimento da investigação foi analisar o impacto desse processo para o setor e para os trabalhadores. Num segundo momento, via análise de documentos disponíveis no Centro de Documentação do Sindicato dos Bancários de São Paulo, buscamos caracterizar os principais fatos e mudanças ocorridos no banco pesquisado durante a década de 1990 e início dos anos 2000. Por fim, realizamos entrevistas semiestruturadas com dois grupos de trabalhadores: o primeiro formado por dez Escriturários, empregados contratados até 1989 que vivenciaram a reestruturação do setor; e o segundo por dez Técnicos Bancários, representantes da nova geração de bancários, cuja contratação se deu após o concurso de 1998. Partimos da hipótese de que as transformações ocorridas no setor na década de 1990 afetaram negativamente o modo como o emprego bancário público é percebido pelos bancários, impactando nos modos de ser e agir do trabalhador. Como segunda hipótese, acreditamos que tal re-significação só pode ser compreendida à luz de um processo de significativas mudanças ideológico-institucionais inerentes ao capitalismo flexível. Assim, constatamos que para a nova geração de bancários a percepção oriunda de uma comparação sincrônica, na qual o emprego aparece como uma alternativa diante de experiências de trabalho temporário, instável ou flexível, parece amoldar a percepção advinda de uma análise diacrônica, que evidencia as perdas históricas do emprego bancário. O crescimento do individualismo, a bradescalização das relações, a criação de castas , a sedução hierárquica em um contexto de limitadas possibilidades de ascensão profissional e de deterioração da remuneração salarial de base, e a diminuição do envolvimento sindical foram elementos explorados pela análise, a qual revelou que, frente ao que permaneceu e ao que se alterou, a questão da estabilidade figura para ambos os grupos de trabalhadores como elemento central na percepção e significado atribuído ao trabalho. A re-significação do emprego bancário público se caracteriza, assim, como um processo que envolve rupturas e continuidades. As rupturas se revelam na medida em que o significado do trabalho já não mais se sustenta no tripé estabilidade-status-salário e pela atenuação do sentido de pertencimento a uma categoria. As continuidades se expressam na medida em que a estabilidade associada ao emprego mantém e amplia sua importância frente à atual configuração do mundo do trabalho, bem como pela reedição e intensificação de uma tendência já presente no pré-reestruturação representada pela ideia de provisoriedade do emprego bancário.

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Daier, André Arruda. "Decompondo os determinantes do emprego público municipal." reponame:Repositório Institucional do FGV, 2017. http://hdl.handle.net/10438/17961.

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The aim of the present work was to find determinants of (i) the quantity of job offers placed at the Brazilian public municipal sector and (ii) the respective wage level. It was considered budgetary, demographic, macroeconomic, political and labour market variables. It was found that there are relationships between the quantity of job offers and wages in the public municipal sector and municipal payroll budget, age and level of education of hired employees, age and level of education of total workforce, wage of current employees at the public municipal sector, existence of second round of reelection of the mayor, and macroeconomic variables. The ratio of men and whites to the total workforce were found to have inverse relation to the quantity of job offers, but the relationship was not found when considering the wage level. The same relationship was not found for the private level of wages, municipal population, municipal GDP per capita, and the proportion of legislators in the same party or coalition of the mayor
Este trabalho buscou encontrar os determinantes de (i) a quantidade de vagas contratadas todos os anos no contexto do setor público municipal brasileiro e (ii) o nível salarial oferecido. Foram exploradas variáveis orçamentárias, demográficas, macroeconômicas, políticas e do mercado de trabalho público e privado. Foi constatado que existe relação entre a quantidade de vagas e salários contratados no setor público municipal e o orçamento público com pessoal e folha de pagamento, idade e escolaridade dos contratados, idade e escolaridade de toda a força de trabalho do Município, salário de pessoal já contratado do setor público municipal, existência de segundo turno em reeleição, e varáveis macroeconômicas. A proporção de homens e de brancos no Município tiveram relação negativa com quantidade de vagas contratadas, mas não foi encontrada relação com salários. Não foram encontradas relações relevantes entre vagas e salários e o salário oferecido no setor privado, a população do Município, o PIB per capita do Município e proporção de vereadores de mesmo partido ou coligação do prefeito.

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Dessein, Sophie. "Des travailleuses et travailleurs associatifs au coeur de la modernisation de l'Etat : le cas du service public de l'emploi pour les chômeurs en situation de handicap." Thesis, Paris 1, 2020. http://www.theses.fr/2020PA01E052.

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Cette thèse étudie la manière dont l’État se reconfigure à travers le secteur associatif. Elle prend appui sur une étude de cas, celui du service public de l’emploi « Cap Emploi » destiné aux chômeurs en situation de handicap, créé en 2005 et déployé par des associations. Tirant partie de plusieurs méthodes (observations par monographies et par immersion dans trois Cap Emploi, entretiens, statistiques ethnographiques, travail documentaire), l’intérêt de cette thèse est d’étudier les pratiques professionnelles selon trois dimensions : l’organisation du travail, les propriétés des usagers et les caractéristiques des travailleurs. Une première partie de la thèse porte sur la « mise en gestion » progressive de ces associations dans le cadre de leur contractualisation avec l’État et à l’aune du référentiel du New public management. Une deuxième partie fait état de la difficile conciliation entre volonté de personnalisation des politiques sociales du handicap et logique gestionnaire qui sous-tend l’activité Cap Emploi. On y étudie le processus de catégorisation et de tri des chômeurs montrant un phénomène d’« éviction » et de « mise en flux » à l’égard des personnes souffrant de handicap psychique. Enfin, la troisième partie de la thèse est consacrée à l’étude de ces travailleuses et travailleurs associatifs en tant que « nouveaux visages du service public ». On y approfondie leur rapport au travail et à l’emploi, au regard d’une analyse en termes de trajectoire et de genre. On étudie notamment leur ajustement ou désajustement à la tension entre deux logiques de travail, relationnelle et gestionnaire, inhérentes au métier de conseiller lorsqu’il est exercé dans ce type de structure hybride
This thesis intends to show how the State reconfigures itself through the associative sector. It is based on the study of the public employment service “Cap Emploi” for unemployed and disabled people, created in 2005 and carried through associations. I conducted an ethnographic survey in three Cap Emploi, using several observation scales and ethnographer tools (observations, interviews, ethnographic statistics, documentary work). I studied different elements of variation in professional practices, in the light of work organization, properties of users, and properties of workers. The first part of the thesis deals with the progressive implementation of management tools imported from the private sector, in these non-profit organizations, as a result of their contractualization with the State. It shows how the “New Public Management” is carried out in this non-profit sector. A second part relates the uneasy conciliation between an effort to individualize and an effort to rationalize (following a managerial logic) social policies. It studies the unemployed ranking process according to their expected employability, and shows that the different types of sorting of the beneficiaries primarily concerns people suffering from a psychological handicap. Finally, the third part of the thesis is devoted to the study of these association workers, the “new face of public service”. It studies their position toward this kind of hybrid organization, combining an analysis in terms of trajectory and gender

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Vlachos, Jonas. "Risk matters : studies in finance, trade and politics." Doctoral thesis, Handelshögskolan i Stockholm, Samhällsekonomi (S), 2001. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-589.

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This thesis consists of four self-contained empirical essays. In the first essays "Markets for Risk and Openness to Trade: How are They Related?" (with Helena Svaleryd), we ask if there is an empirical relationship between financial development and openness to trade. Numerous theoretical papers have noted that trade policies can be used as an insurance against shocks from international markets. It follows that the development of markets for risk should reduce the incentives to rely on trade policy for insurance purposes. Feeney and Hillman (2001) explicitly demonstrate how asset-market incompleteness can affect trade policy in a model where trade policy is determined by the lobbying of interest groups. If risk can be fully diversified, special-interest groups have no incentive to lobby for protection, and free trade will prevail. Likewise, trade liberalization might increase the demand for financial services, thereby spurring the development of financial markets. Using several indicators of both openness to trade and financial development, we find an economically significant relation between the two. In particular, the relation holds when using the well known, although criticized (Rodriguez and Rodrik 1999), Sachs-Warner index, and structurally adjusted trade, as indicators of openness. For tariff levels and non-tariff barriers, the results hold only for relatively rich countries. Causality seems to be running both from openness to financial development and the other way around, depending on which indicator and methodology are used. Due to underlying technological differences, industries differ in their need for external financing (Rajan and Zingales, 1998). Since services provided by the financial sector are largely immobile across countries (Pagano et al., 2001), the pattern of specialization should be influenced by the degree of financial development. In the second essay, "Financial Markets, the Pattern of Specialization, and Comparative Advantage: Evidence from OECD Countries" (with Helena Svaleryd), we find this effect to be strong. In fact, the financial sector has an even greater impact on the pattern of specialization among OECD countries than differences in human- and physical capital. Further, the financial sector gives rise to comparative advantage in a way consistent with the Hecksher-Ohlin-Vanek model. Large and active stock markets, as well as the degree of concentration in the banking sector, produce the strongest and most consistent effects. The results also support the view that the quality accounting standards and the legal protection of creditors affect the pattern of industry specialization, while the depth of the financial system (measured by the amount of liquidity in an economy) is a source of comparative advantage. The third essay, "Who Wants Political Integration? Evidence from the Swedish EU-Membership Referendum" looks directly at the determinants of political attitudes towards regional integration and separation. More precisely, the regional voting pattern of the 1994 Swedish EU-membership referendum is analyzed. To explain this variation, an empirical investigation based on the extensive theoretical literature analyzing the determinants of regional economic and political integration is undertaken. Since enhanced possibilities of inter-regional risk sharing is one of the main gains from integration discussed in the literature (e.g Persson and Tabellini, 1996), special attention is given to this issue. The empirical results show that individuals living in labor markets exposed to a high degree of risk were more negative towards EU-membership than those living in safe ones. It is also shown that inhabitants of high-income labor markets, with a high level of schooling and small receipts of central government transfers were relatively positive towards the EU-membership. Given the restrictive regulations limiting discretionary policies within the EU, these results suggest that inhabitants of safe and rich regions voted in favor of secession from the Swedish transfer system, rather than in favor of European integration. In the final essay, "Does Labor Market Risk Increase the Size of the Public Sector? Evidence From Swedish Municipalities", I study if a high degree of private labor-market risk is related to a larger public sector in Swedish municipalities. The theoretical hypothesis is based on Rodrik (1998), who argues (and shows empirically) that countries exposed to a high degree of external risk also tend to have larger governments. The safe public sector is expanded at the expense of risky sectors and hence provides insurance against income volatility. Several problems related to data availability and comparability that apply to cross-country studies are circumvented by using data on Swedish municipalities. Further, there is no need to aggregate the public sector across different levels of governance: local risk is directly related to the size of the local public sector. The paper is not a complete parallel to Rodrik’s study, however. Several alternative insurance mechanisms that do not exist between countries are available between municipalities. For example, the central government provides insurance against individual-specific risk such as unemployment and illness, private capital markets are better integrated within than between countries, and the central government can hand out grants to municipalities. Despite these mitigating factors, local labor-market risk is found to have a substantial impact on municipal public employment. It is also found that shocks increasing the size of the public sector across all municipalities tend to generate a larger increase in risky locations. For municipal public spending and taxation the results are, however, much weaker. Hence, labor-market risk affects the labor intensity of the municipal public sector, rather than its size.

Diss. Stockholm : Handelshögskolan, 2002

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Etienne, Audrey. "Trois essais sur l'auto-sélection des salariés." Thesis, Aix-Marseille, 2018. http://www.theses.fr/2018AIXM0589.

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Dans cette thèse, nous étudions l'effet de l'auto-sélection des salariés sur l'estimation de la productivité, des différentiels de salaires et de qualité du travail entre les secteurs. Afin de prendre en compte l'auto-sélection des employés dans l'estimation des différentiels le long de la distribution des salaires, nous construisons une approche innovante composée de trois caractéristiques: (i) nous nous intéressons aux effets par quantile inconditionnel; (ii) nous incorporons des effets fixes spécifiques à chaque quantile; (iii) nous proposons une méthode de correction de l'incidental parameter bias. Cette approche permet de produire des résultats exploitables en terme de politiques publiques. Nous montrons dans un premier temps que la sélection positive dans le secteur public tend à se dégrader. Elle disparaît totalement en haut de la distribution des salaires dans la période récente, suggérant un effet négatif du gel des salaires nominaux. Dans notre deuxième article, nous mettons en évidence une sélection négative substantielle dans le secteur informel concernant les hommes et les bas salaires. Cette sélection négative apparaît à la suite de la Grande Récession, indiquant une réallocation des salariés les moins productifs vers le secteur informel. Dans le dernier article, nous montrons pour la période récente que le niveau de productivité des SCOP n'est pas significativement différent de celui des autres entreprises. Nous confirmons l'hypothèse selon laquelle les motivations non-pécunières des employés expliquent une partie importante de la productivité des SCOP dans deux des secteurs étudiés (secteur manufacturier et secteur des transports)
This PhD thesis studies the effect of workers' self-selection when estimating productivity, wages and job quality differentials between sectors. In order to account for the self-selection of employees in the estimation of differentials along the wage distribution, we develop an innovative approach comprising three features: (i) we rely on unconditional quantile effects ; (ii) we incorporate quantile-specific fixed effects; (iii) we suggest a treatment of the incidental parameter bias. This method allows to provide public policies relevant comparisons. We show first that the positive selection into public jobs tends to decline. It totally disappears among top earners in the recent period, suggesting the detrimental effect of nominal wage freeze. In the second paper, we unveil that there is a substantial negative selection into informal salary work for men on average and particularly at low wages. It arises in the wake of the Great Recession, pointing to a shakeout of less productive workers in the formal sector. In the last paper, we account for employees' non-pecuniary motives in our comparison of the productivity of labour-managed firms and other for-profits company. We confirm for the recent period and on a large scale that the SCOP total factor productivity level is not significantly different from the other firms'. We find also results that support the hypothesis that employees non-pecuniary motives accounts for a substantial part of French labour-managed firms productivity in two of the three industries studied (manufacturing and transports)

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Jao, Shu, and 饒. 恕. "A Study on suitability of public sector implementing flexible labor policy on employment of dispatchedworkers-A case of X public sector." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/c633kn.

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碩士
朝陽科技大學
保險金融管理系碩士班
98
Human Resource Issue is the key to the organization function. Recently the public sector wants to cope with the more and more complex work and maintain the high quality service; they imitate enterprise to use the atypical employment to become the atypical employment policy, and dispatched worker service is usually used to adapt to kinds of short-term and particularity project. Although it has the economic benefits and conveniency but it comes the latent questions about the right of dispatched workers and it might damage the quality of public service. We know the duty of workers’ right to compare the cost of dispatched worker and traditional contractor and we want to investigate the suitability of dispatched worker service under the atypical employment policy into ensure the dispatched worker’s rights and the quality of public service. Our research uses the qualitative investigation which it uses the literature and relative thorey review, the projects analysis and deeply interview. The research of documents is collecting the background of policy development and the viewpoint of related research to atypical employment policy and the key of the policy. The projects analysis is reflecting the government situation of using the dispatched workers and how does it feel about the dispatched workers. This part uses the miniature questionnaire survey and collects the workers’ understanding of their works. The deeply interview digs the causes behind the problems and through the Public sector officials, the representatively of dispatched organization, researchers and suggestions of the people related to this research to collect the causes then infer the solution. Here is our analysis: 1.So far we lack of the definitions for the duty of dispatched workers’ rights and the workers don’t really understand their rights and duties, they should make the law actively and need to promote to the public sector workers and managers so that they can use the dispatched worker well. 2.The human resource cost should consider the latent risk and should loose the public human resource reducing policy then sections can efficiently staffing. 3.Nowadays the dispatched policy because of consideration for profits exist the risk of damaging workers’ rights. We should better our public sector and dispatched business contract and contract reasonably to improve the problems.

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LEE, CHIA-HSUAN, and 李嘉軒. "A study of direct employment of labor human resources for the public sector." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/q32y68.

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碩士
國立政治大學
行政管理碩士學程
107
In the 1980s, neoliberalism rose suddenly in European and American societies and the craze for economic globalization had a profound impact. The political and economic climate in Taiwan also underwent big changes. The public sector imitated the private sector's management system. In order to curb the budgetary expansion of the government, our nation, by way of legislation, directly set the upper limit of personnel quota in public sectors. As a result, when those technicians and janitors-in-post will leave or retire, they will not be replaced, leading to the shortage of human resources. Public sectors then turn to outsourcing to shift its non-core business' manpower to external organizations via contractual agreement. Simultaneously, a large number of dispatched manpower has been introduced, directly overseen, managed and used by the authorities, leading to "non-standard employment" inundating the public sector. The improper use of human resources by the public sector and the inferior working conditions which have caused damage to labor rights and interests have resulted in severe criticism from labor unions. Generally speaking, it is believed that the main purpose of outsourcing operations, such as contracting or dispatching, is to help reduce personnel expenditure. However, through the analysis of transaction costs, it has been found that there is a myth about the number of actual payments in the outsourcing organizations. If the direct costs of actual payments are added to the manpower and materials invested in the outsourcing process, it may not actually be a frugal budget expenditure, not to mention the administration fees and the profits the human resource agencies could gain at the expense of the rights and benefits of the most vulnerable labor who are the biggest victims of the subcontracting system. Therefore, the public sector needs to reflect on the current outsourcing policy and determine whether the long-term employment method should be used with regard to the long-term labor needs instead of adopting methods such as contracting or dispatching that are suitable for short-term manpower needs but obviously at odds with the budgetary policy. It is necessary to explore why the janitor system is being abused, why the budgetary quota is exaggerated, and that the manpower is not under command, is not dispatched or even managed effectively. There is a relatively large degree of association between the policy, the use of specific personnel and passive management. Therefore, after the conversion of flexible manpower use to long-term employment, it is necessary to introduce a Moral Hazard Theory into the design of a long-term manpower system with a clearly prescription of the withdrawal mechanism, in order to avoid the unintended consequence of job vacancy being "held" by people with powerful background. In order to effectively manage the recommended introduction of staff system. The direct employment of the required human resources by government can not only avoid unjust practices of dispatch or contract work but also provide workers with the protection of their rights and interests, and the government can also perfectly justify their direct command, supervision and management of such long-term human resources.

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Peng, Li-Hau, and 彭麗華. "Comparison of public sector employment promotion systems: taking Taiwan and Singapore as examples." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/z773cr.

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碩士
元智大學
社會暨政策科學學系
106
The International Labour Organization (ILO) promoted labor rights as its main purpose, and in 1999 its director, Juan Somavia, introduced the concept of Decent Work. Under this concept, labor rights, employment and social security strategies are developed, and employment promotion policies are policy guarantees to help people improve their employment opportunities. Taiwan and Singapore are both Southeast Asian island countries. They have also experienced the economic crisis affecting the job market for many years. However, in different strategies and economic development directions, the gap between economic indicators and their international competitiveness in the 21st century is growing. Therefore, this study aimed at Taiwan and Singapore in the public sector employment promotion system through literature analysis, semi-structured in-depth interviews, comparative studies to understand and integrate the factors affecting the employment promotion system and their similarities and differences, and make recommendations based on the interview content. This study finds that Taiwan and Singapore have the same background: in the geographical environment, it also has the value of economic and strategic position, the multiculturalism that is mainly Chinese in the social structure, has experienced the colonial period and one partyauthoritarian politics. Although both sides have such the same cultural and social development background, they have different employment measures: different employment promotion concepts, different practices for involuntary unemployed people, different ways of cooperation in vocational training resources, the environment generated by different political orientations and their response to development strategies have resulted in different international competitiveness and economic performance. Finally, this study summarizes the interview content and makes recommendations: to implement the original meaning of public policies and the rule by law,to amend the eligiblity of employment allowance and the proportion of employers in senior and advanced age, expanding the employment system and private resources, to cultivate vocational education and citizenship in deep, use official manpower in a flexible manner and raise salary levels. I hope that through the research proposals, we can provide reference for the improvement of employment promotion measures. Promote Taiwan's employment prospects.

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Simelane, Dudu Patience. "Gender equality and equal opportunities in the work place : the case of the public sector in Swaziland." Thesis, 2011. http://hdl.handle.net/10500/4900.

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Shih, Chun-chen, and 施淳真. "The practice and institutionalizing establishment of the employment for dispatched manpower in the public sector." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/59133011686773670201.

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Rodríguez-Gustá, Ana L. "Evaluative ratings and gender the dynamics of assessing employee performance in three organizations in the Uruguay's public sector /." 2004. http://etd.nd.edu/ETD-db/theses/available/etd-07082004-100213/.

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Tang, Li-Chi, and 唐麗琦. "Dispatched Employment in the Public Sector in Taiwan－With Special Reference to the Practices in National Parks." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/41543261367257439940.

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碩士
國立臺灣大學
政治學研究所
99
Under the trend of global labor market flexibility, the government re-examines and deigns the business of effective leadership and management through commissioning administrative affairs of non-core business to private sector and agencies. Consequently, the patterns of employment flexibility in governmental organizations have gradually shifted from labor procurement to dispatched employment. The“Number of Dispatched Workers Practice for Competent Authorities Under Executive Yuan Statistics Table” released by the Central Personnel Administration, Executive Yuan on January 31st, 2010, showed that, among the 41 departments under the Executive Yuan, the total number of practice in dispatched workers was 15,514 people. Nonetheless, the preliminary survey conducted by the Council for Labor Affairs, Executive Yuan between January 4th and 20th, 2010, with regards to the implementation of “Examination of dispatched worker rights project” for 60 human resource dispatch business units of all departments in Northern, Central and Southern Taiwan, showed that as high as 85% of the companies contracting in governmental dispatched work were illegal. It is apparent that although dispatched employment enhances flexibility in employment, there are also various problems hidden. Under such trend, the organization can effectively utilize dispatched workers to achieve maximum benefits when comprehending the dispatched employment patterns of governmental agencies, discovering the issues with practice in dispatched employment, and further adopting appropriate management measures. The study conducts case study on Taiwan National Parks with purpose of establishment in preserving the special natural sceneries wild animal and historical events of the State, in addition to the uniqueness in providing civilians recreation and research purpose and its representation in having higher dispatched workers percentage than other governmental departments. The purpose of the study aims to understand the relevant concepts of dispatched employment and development of domestic and international dispatched employment, in order to further discuss the factors in the practice of dispatched employment in national parks, analyze the practice of dispatched employment in national parks and discover the influence of dispatched employment practice in national parks. The study adopts qualitative method to carry out in-depth interview with the personnel in charge of dispatched workers in the management office of national parks, the winning contractor and dispatched workers. The study also conducts interview with scholars and governmental officials on issues related to the practice of dispatched employment in governmental departments, as reference to the study. Finally the study draws conclusion as follows: 1.The reason for early practice of dispatched employment in national parks aimed to replace the cleaning staff, beach patrol and temporary workers within the applicable scope of Labor Standards Law, which was however subject to the shortage in staff or need for professional staff. 2. The selection of dispatch companies is mostly carried out in “price bidding.” 3. Intervention of dispatched workers selection from national parks and low turnover rate of dispatched workers. 4. Huge difference in payroll, labor conditions and welfare paid by national parks to dispatched workers. 5. The practice of dispatched employment has real benefits towards business promotion. 6. The development of dispatched employment is subject to limitation due to modification in Labor Standards Law.

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Jugwanth, Usha. "Rationale for the participation of low level employees in industrial action in a public sector provincial department." 2008. http://hdl.handle.net/10413/1247.

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It has been observed within the provincial department under study, that officials occupying levels 1-4 constituted approximately 70% of the population that participated in the National Public Service Strike of 2007. Higher level employees piggy-back on the efforts of low level employees, since they do not participate in industrial action, do not have any deductions made from their salaries due to the implementation of the 'no work no pay' rule, but derive benefits from the collective efforts of industrial action. This study explored the rationale for the participation of low level employees in industrial action in a Public Sector Provincial Department. The objectives of the study was to establish the psychological motivation for low level employees engaging in collective action and the types of behaviour low level employees engage in when participating in industrial action. In this study, the population constituted all level 1-4 employees that participated in the Public Service Strike of 2007. The sample included 80 subjects that were selected, using the probability simple random sampling design, from the population. The questionnaire was used as a data collection tool. Frequency distributions, percentages, chisquare distributions and graphs were used to analyse the data. Very strong response rates were received for subjects indicating that they did not participate in strike/protest action because they thought that they can have a holiday or that the supervisor will not be at work. Very strong response rates were also recorded for subjects indicating that they did not force/influence other people to participate in strike/protest action when they themselves participated in strike/protest action. Strong response rates were received for subjects indicating that they did not participate in strike/protest action because other employees of similar level as them participated in strike/protest action, they were not absent on the day of a strike/protest action because of the pressure from union officials or that they were forced by union officials not to attend work, that when they participated in strike/protest action they were notified by the union about the strike, that when they participated in strike/protest action they participated in union marches/rallies, that they participated in strike/protest action because their grievances were not attended to and that they participated in strike/protest action because they believed that they could control events by their own behaviour. Moderate response rates were recorded for subjects indicating that they participated in strike/protest because they felt that they were worse off than other employees who earn more and have greater benefits than they have, that they participated in strike/protest because they were frustrated and dissatisfied in the work place and that they participated in strike/protest action because they believed that such behaviour could impact on political processes. This study has provided greater insight into the rationale for the participation of low level employees in industrial action despite the monetary losses they suffer due to the implementation of the 'no work no pay' rule.
Thesis (M.Admin.)-University of KwaZulu-Natal, 2008.

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Hwang, Hsiu-Ya, and 黃綉雅. "The Affirmative Action for Underrepresented Sex in Employment Recruitment and Promotion in Public Sector--A Comparative Law Study." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/78m858.

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碩士
國立臺灣大學
國家發展研究所
105
The topic of this thesis is the positive actions for the underrepresented sex in employment recruitment and promotion of public sector--a comparative law study. Such measures are intended for groups who have been continually and structurally disadvantaged, in fields of employment, education etc. In order to enhance their disadvantaged situations, the legislators endorse special preferential treatment. Nevertheless, such measures would intervene the male competitor’s equal rights of services in public office and work, and therefore these measures are deemed as discrimination of sex. This thesis aimed at the public sector, and select the EU law, the German law, and the British law, in comparative law observation. This thesis intends to review constitution of Republic of China, along with the several interpretations of justices of constitutional court in Judicial Yuan and suggesting the reform of the current policy and system. The EU, by practicing the provisions of the treaties and directive, and judgments of Justice in the European Court, it accepts "positive action" in the public sector in case of "underrepresented sex", usually female, due to the reason to compensate for the disadvantaged situation constructed during the past history. The measures must be constructed to the purpose and must be proportionate, so as not to infringe upon the equal rights of other sexes. In order to balance the gender ratio in this public sector department, it establishes the requirements as the following: 1.the sex which is underrepresented must have the equal or equally valued qualification as the other sex competitor. 2.After examining an "objective assessment" and found out there is an individually particular reason or condition to the other sex competitor, although the underrepresented sex has attained the equal qualification requirement, the final decision to promote or recruitment of this very office will return to the fair competition between the two sex, known as the " saving clause". As for the German Case, in 1994, the German Federal Constitution (known as "Basic Law") was introduced in Article 3 (2):"State should dedicate to the equality between men and women in practice, and the elimination of existing discrimination". This introduction is in defined as "State-goal provision ", from which can be derived: the legislators can under certain restrictions adopt gender quota as a method to improve the disadvantaged situation of women in the workplace. The gender affirmative actions for female civil servants will intervene against the equal protection of male (competitors).Both are "constitutional interests", and therefore it constitutes the “conflict of the fundamental rights". The legislators should cautiously balance these interests at hand (Güterabwägung), and to reconcile between the two in order to attain practical concordance (die Herstellung praktischer Konkordanz), as a result, both sides can be in the "best of the realization"; positive action must have time limit (zeitlich) and distinguished by its nature (sachlich). The German federal gender affirmative action law stipulates the women priority in recruitment and promotion, women competitors should attain the same qualifications as men. Secondly, Statue must provide with "Öffnungsklauseln" in the meaning of EU "saving clause”. Thirdly, the authorities must design a "Gender Equality Plan" every four years, including establish phase goals and timeline date and have to publicize it, so that the public can supervise. The "Frauenbeauftragter" should participate in the plan-initiation, and the "Staff Committee" within the organization should also be involved. Fourthly, the selection standards and procedures, the method of how should male and female competitors be defined as same qualified, must be fair and objective. This mode of regulation is called as "regulated self-regulation "(hoheitliche regulierte Selbstregulierung), which resembles "reflexive regulation" in the British Equality Act of 2010. As for the United Kingdom of Great Britain and Northern Ireland, the "Equality Act of 2010" mainly include "non-discrimination", but there are a few provisions contains "positive actions". First, the main body of the public sector, and those entities which are entrusted to undertake "public function", must carry out the duty of "Equal Impact Assessment" or "Equality Analysis". The EIA include the internal goals and measures to achieve the gender ratio, as well as the annual report of the current figure of the gender statistic data and the recent improvement development. Secondly, in the promotion in the public sector, the law leaves the employer to decide whether or not to introduce "positive actions". However, if adopted, the employer must comply with "the equal qualification" criteria, "saving clause" and" principle of proportionality ". In R.O.C, women priority in the recruitment and promotion in public sector, is based on Additional Article 10(6) of the Constitution（憲法增修條文第10條第6項）.Justices of the Constitutional Court has introduced No.649 and 719 with regard to affirmative actions. The relevant laws regarding recruitment and promotion of civil servant service, along with "Act of Gender Equality in Employment"(性別工作平等法) at present, all lack of gender quota provisions. R.O.C has enacted "Enforcement Act of Convention on the Elimination of All Forms of Discrimination against Women"(消除對婦女一切形式歧視公約施行法). Article 4, paragraph 1 of the Convention introduces a gender-based affirmative provision, with precise wording such as the purpose of "achieving the achievement of the de facto equality of men and women" and the adoption of "temporary special measures". But the implementation of this enforcement Act, after all, cannot violate Constitution and laws. Current gender ratio policy in R.O.C, mainly is the "Gender Equality Policy Program", which encouraging that "enhancing women''s participation in opportunities and expanding their participations in politics”, and promote the "one-third gender ratio principle". This thesis argues that the promotion of the priority recruitment and promotion of women in the public sector, is based on constitution Additional Article 10 (6), and it constitutes the conflict of fundamental interests with the male competitors’ rights of equality, and the measure should be carefully tailored by the legislators. Secondly, current "Gender Equality Policy Program" does violate the principle of legality, and the requirement of " seniority "among the promotion and recruitment of female public employee should be clearly defined by the comparative law and according to the constitution of R.O.C.Last but not least, the “one-third of the gender ratio" lacks empirical basis, and therefore is a roughly formulated preliminary goal.

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BOHMER, PETER GEORGE. "THE IMPACT OF PUBLIC SECTOR EMPLOYMENT ON RACIAL INEQUALITY: 1950 TO 1984 (BLACK, AFFIRMATIVE ACTION, GOVERNMENT, UNEMPLOYMENT, LABOR)." 1985. https://scholarworks.umass.edu/dissertations/AAI8602614.

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The models of racial discrimination developed and the detailed empirical analysis of the post World War II U.S. economy are consistent with the two central hypotheses: (1) there is no dominant tendency within U.S. capitalism towards elimination of racial discrimination, and (2) until the late 1970's, public sector employment increased racial equality. Neoclassical models of racial discrimination and related empirical studies are criticized: (1) for emphasizing one aspect of racial equality, earnings, while de-emphasizing unemployment because of the difficulty of integrating it into neoclassical theory; (2) for incorrectly theorizing production as a purely technical process resulting in a one-sided emphasis on market forces for racial equality while abstracting from tendencies that reproduce inequality; and (3) for failing to analyze the distinct behavior and outcomes between the public and private sector. Blacks are more likely than whites, and increasingly so, to work in the public sector, and their proportion of private sector employment is declining. A social relations theory of production based on cooperation and conflicts among black employees, white employees and employers is constructed. The likely equilibrium is racial inequality in earnings and employment. Other results derived are that improvement in earnings by race decrease black employment, and growth of government employment or affirmative action causes black to white earnings and employment to increase. The implications of the model are consistent with actual trends. It is demonstrated that black to white earnings grew until the mid 1970's for both men and women, and have been stationary since. Further the relation between black and white unemployment has substantially worsened since 1975. Both trends are shown to be statistically significant. A cause of the deterioration in the relation between black and white unemployment rates is the stagnation of government employment. The study concludes with an analysis of present public policy. The author finds that current attacks on affirmative action and cutbacks in human services and public sector employment have halted progress towards racial equality and will increase inequality in earnings and unemployment between blacks and whites, and among blacks.

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Tokosi, Oluwagbemiga Oladele. "Work satisfaction and retention strategies of medical doctors in the South African public health sector." Thesis, 2010. http://hdl.handle.net/11394/3470.

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Magister Commercii - MCom
One of the fundamental problems facing the South African public healthcare sector is motivation and retention of the healthcare practitioners. Medical doctors in particular, tend to leave the public sector for the private sector, rural settlements for the urban settlements, the Republic of South Africa for other countries or entirely leaving the healthcare industry. This study seeks to identify the factors that contribute to work satisfaction or dissatisfaction of doctors in the South African public health sector as well as bringing forth strategies that are important in retaining medical doctors in the sector. A cross-sectional survey using self-administered pre-tested questionnaires was mailed to 1000 randomly selected medical doctors in the public health sector of South Africa to get their opinions. Appropriate statistical tools were then used to interpret the findings. A total of 135 medical doctors participated in this study. The medical doctors identified lack of participation in management as the major factor hampering work satisfaction in the public sector. Pay and workload were also identified as the other leading factors to doctors’ dissatisfaction. Significant relationships with patients were found as motivators to doctors’ satisfaction. On retaining medical doctors, the respondents indicated a great need for improvement on the current working conditions and such improvements including the recognition of doctors in the workplace as well as their promotion.Discrimination and inadequate remuneration were leading factors for doctors not willing to be retained in the public sector Medical doctors are essential to the efficient delivery of health care in South Africa and an unending conflict between them and their management imposes a great risk to the future of the South African health care. It is therefore imperative for healthcare managers to address those factors that are appearing to be obstacles to job satisfaction and at the same time capitalizing on the identified retention factors in their management strategies.

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Kuo, Hsiu-Mei, and 郭秀美. "A study of Quota System in Employment for Disabled Citizens: The Case of Public Sector in Tao Yuan County." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/58768550729679523881.

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碩士
開南大學
公共事務管理學系
98
This study treats the personnel managers in charge of disabled citizen employment in public sectors and the disabled citizens as the interviewing subjects in questionnaire; the purpose is to explore the opinions of public sectors about executing condition, willingness and implementation strategy of disabled citizen employment; besides, to discover the ideas of employed disabled citizens regarding their working situation and implementation tactic, in order to propose concrete suggestions for further improvement, thereby offering relative reference for the decision makers in governmental authorities. This research is mainly focused on questionnaire investigation, using self-produced “Survey Questionnaire of Quota System in Employment for Disabled Citizens in Public Sector in Tao Yuan County” to perform the survey: to issue 197 sheets of questionnaire and 165 sheets were returned in the section of public sectors, among them 157 sheets were valid; besides, to issue 390 sheets and 313 sheets were returned in the group of disabled citizens, among them 286 sheets were available. Such valid sheets were further analyzed by statistics approach, thus, various results were summarized as follows: 1. Section of public sectors: 1). The employing channel for such disabled citizens is mainly through “independent recruiting”, most job positions are for “temporary member”, “guard” and “regular administration”. 2) Most public sectors think that the process for such employment may cause somewhat trouble, even after the employment; their desired supports are “training course for those disabled citizens”. 3) Public sectors perceive that the working performances of disabled citizens as a whole are close to “satisfactory level”, among them, the “presence rate” exhibits the highest distinction. 4) Public sectors learn that the “working manner” and “disabled category” will affect the willingness of hiring, while the “awarding excessive bones” has no distinctive influence. 5) Most public sectors will not aggressively and actively hire the disabled citizens. 6) Most public sectors believe the tactics of such employment shall be “lift the qualification threshold”, “lower the employment ratio”, “regulation of difference payment for subsidy shall be maintained”, and “different ratios shall be applicable for different public sectors with different features”. 2. Sections of disabled citizens: 1) The ratio of disabled citizens receiving prior training courses is too low, and the adjustments of works for disabled citizens are not quite satisfactory. 2) The disabled citizens perceive that the satisfactory level toward their work is close to “satisfactory level”, among them, the “coordination with coworkers” exhibits the highest distinction. 3) The disabled citizens positively recognize that the “Act of Right Security for Disabled Citizens” can secure their working opportunities, but the relative regulations are not commonly understood. 4) Most disabled citizens believe that the strategies of such employment shall be “qualification threshold”, “employment ratio”, “progressive calculation for heavily disabled citizens”, and “specific calculation unit shall be maintained”. 5) Most disabled citizens hope that the difference subsidies shall be applied in “profession training” and “advanced education”. 6) The viewpoints between the public sectors and the disabled citizens have distinctive difference. Ultimately, the research outcomes shall be referred to the laws amendment, policy implementation of authorities, public sectors, disabled citizens, and so on.

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Li, Yi-Hui, and 李怡慧. "The Influence of Contractual Employment in the Public Sector-A Case Study of Directorate General of Highways Motor Vehicles Office." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/73658751112126123141.

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碩士
國立中正大學
政治學所
98
The issue of contractual employment is derived from the recession of the private sector in the late twentieth century. In order to make profits and cope with the pressure of global competition, a lot of enterprises adopted the strategy of flexible employment. At the same time, countries around the world were generally faced with management problems because of financial difficulties, the over-expansion of organizations, and the inefficiency of performance. With the growing maturity of democratic society, people tend to actively demand the efficient administration of the government. In recent years, government agencies around the world have gradually reduced permanent positions, and adopted other HRM approaches, such as contractual employment, dispatch (employee-leasing), and outsourcing, which are so different from lifelong employment. All of the above efforts are made to seek the flexibility of public human resources, improve the human resources structure of government organizations, enhance the capacity of the public sector to adapt to an uncertain environment, and regulate personnel costs to reduce government expenditure. Among these approaches, contractual employment is the most common one to adopt. Although the system of civil service in our country has mainly been one of lifelong employment, non-permanent employees in the public sector have been in existence for years. However, the system of contractual employment does have some problems-----its weak legal basis, the diversity of its institution, impracticable function and orientation, and unequal rights. My research aims at exploring the regulations and practices of contractual employment in the public sector. At first, we define the term “contractual employment” in the public sector of our country; meanwhile, through the theory of flexible human resources and by collecting and analyzing the experience and practices of “contractual employment” system carried out by foreign public sector, we hope to deeply understand the theory and practices of “contractual employment.” Then we explore the present situation of how our government performs the system of “contractual employment,” as well as its management problems and analyze its appropriateness. All of the above are illustrated by interviews with the managing staff in Directorate General of Highways Motor Vehicles Office, the subject of my case study. According to the literature, theories, foreign experiences and interviews, relevant suggestions proposed by this research are as follows: 1.Re-positioning the contractual employment in the public sector. 2.A reasonable maximum proportion of contractual employment. 3.Flexibility in the use of “contractual employment”system. 4.A whole and equitable system of rights and salary. 5.The combination of emphasizing “performance appraisal” and “selecting the superior, eliminating the inferior” 6.The contractual spirit of non-permanent employment should be followed.

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Squire, Marjorie. "The experiences of older women participating in the workforce a qualitative study of ten registered nurses over the age of 60 working in the Waikato's health sector /." 2008. http://adt.waikato.ac.nz/public/adt-uow20080509.145821/index.html.

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Chen, Shu-Wen, and 陳淑雯. "A Study on Manpower Application and Management of Dispatched Employment in the Taiwanese Public Sector: A Case of the Council of Indigenous Peoples." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/44798641828783120134.

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碩士
國立臺北大學
公共行政暨政策學系
100
We can find out the status of government agencies using dispatched employments from the “Number of Dispatched Workers Practice for Competent Authorities Under Executive Yuan Statistics Table”, which released by the Central Personnel Administration, Executive Yuan on January 31st, 2010. It showed that among the 41 departments (including utilities and schools) under the Executive Yuan, the total number of practice in dispatched employments was about 15,514 people. This study focuses on the highlight the status of government agencies using dispatched employments, then the depth of management levels, has been observed to send part of the employment accounts for the proportion of budget posts and consider the scope of business of the unit. After that, uses the only posts the proportion of more than 50% of the Council of Indigenous Peoples-based study of cases. In this study, through literature review and depth interviews to test each other, and then informed of the case authorities into use to send the motivation of dispatched employments, the practices of application and management, supplemented by the surface of the discussion of the legal system. In the research discovery, divided the central government agencies into two parts to discuss: 1. The government policy: Under the regular manpower downsizing trend, the volume of business like no reduction in the organizational reform. The use the posts of the various types of contractual of human constraints, resulting in gradual loss of elasticity of the manpower use. And there are issues of accountability in the contractual manpower utilization program. 2. The dispatched employment of the legal system: In the government's current use of dispatched employment, the protection of applicable law and rules for the dispatched employments is better than the average private sectors. Setting the dispatched regulations is necessity and demand, and the government should speed up the process of legislation or amendment.. The status of legislation and the use of dispatched employments in other countries can be regarded as the object of the development of legal reference. The research focuses on different aspects such as features and manpower of the government agency: 1. Agency features: Comparing the Council of Indigenous Peoples' eastablishing purpose and operation, we found that overall planning and coordination work is part of its mission, executive work also takes a large part as well. 2. Applications of dispatched employment in the Council: The reason why the Council uses dispatched employments is because its heavy loading resulted from insufficient manpower. The Council now switches the arrangement of its manpower, to fullfill regulations of reducing the amounts of dispatched employments, protecting dispatched employments rights, ensuring the link between the Council and dispatched agency...etc.

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Dissertations / Theses on the topic 'Public sector employment'

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