Rozprawy doktorskie na temat „Age discrimination in employment”
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Weiss, Elizabeth Marie. "Age Discrimination in personnel decisions : a reexamination and extension". Thesis, Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/31017.
Pełny tekst źródłaJenkins, Andrew Kevin. "Perceptions of age discrimination in hotel employment". Thesis, University of Strathclyde, 2008. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21693.
Pełny tekst źródłaOswick, Clifford. "An analysis of age discrimination in employment". Thesis, King's College London (University of London), 1998. https://kclpure.kcl.ac.uk/portal/en/theses/an-analysis-of-age-discrimination-in-employment(fc1f3b13-9e90-4ec8-a2ab-d5bd75b08bfe).html.
Pełny tekst źródłaBeystehner, Kim M. "A study of age discrimination in job hiring /". View online, 1985. http://repository.eiu.edu/theses/docs/32211130497773.pdf.
Pełny tekst źródłaOosthuizen, Tania. "Discrimination based on age in labour law". Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19484.
Pełny tekst źródłaArrowsmith, James. "Older worker employment : managerial attitudes and organisational practice". Thesis, Manchester Metropolitan University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309884.
Pełny tekst źródłaIrving, L. D. "Challenging ageism in employment : an analysis of the implementation of age discrimination legislation in England and Wales". Thesis, Coventry University, 2012. http://curve.coventry.ac.uk/open/items/ffc88163-6994-4400-bead-121298f52bd1/1.
Pełny tekst źródłaThompson, David Martin Ogilvie. "Unfair discrimination and dismissal based on age". Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1287.
Pełny tekst źródłaMalinen, Sanna. "Implicit and explicit attitudes towards older workers : their predictive utility and the role of attitude malleability : a thesis submitted in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Psychology in the University of canterbury /". Thesis, University of Canterbury. Psychology, 2009. http://hdl.handle.net/10092/2849.
Pełny tekst źródłaMcCaghren, 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/.
Pełny tekst źródłaMcVittie, Christopher D. "The 'age' of diversity and equal opportunities in employment : new discrimination against older workers?" Thesis, University of Edinburgh, 2001. http://hdl.handle.net/1842/23116.
Pełny tekst źródłaRieger, Marius Henry Arnold. "Fairness of termination of employment due to old age". Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/31635.
Pełny tekst źródła- (i) attempt to bring the impact of the Social Assistance Amendment Act, Act number 6 of 2008, to the attention of South African employers, employees and the State; (ii) highlight the need for employer’s to tread carefully when dealing with aspects which may easily be deemed to be automatically unfair; (iii) clarify the murky waters between fair dismissals and automatically unfair dismissals; (iv) present the cases “walking the tightrope” to provide more clarity and insight into the reasoning of Commissioners and Judges; (v) elaborate on the compulsory referral of automatically unfair dismissals to the Labour Court; (vi) Analyse the relevant Constitutional clauses and consequences of contravention thereof; (vii) Point out all relevant aspects of the Prevention of Unfair Discrimination Act, Act number 4 of 2000; (viii) Shine a spotlight on the expanding realm of Social Security and the impacts thereof on this topic of discussion and ‘visa versa’; (ix) Attempt to provide answers to the self-posed question of whether or not the gap between unfair and automatically unfair dismissals should be broadened or narrowed, and; (x) take a brief, critical look into the cost effectiveness and accessibility of employees to our tribunals and Courts to satisfy employees that their rights are indeed easily enforceable.
Dissertation (LLM)--University of Pretoria, 2012.
Mercantile Law
unrestricted
Gringart, Eyal. "The role of stereotypes in age discrimination in hiring: Evaluation and intervention". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2003. https://ro.ecu.edu.au/theses/1506.
Pełny tekst źródłaLandkammer, Kathleen Chase. "The influence of job stereotype and age comparison on personnel decisions affecting older workers". CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/777.
Pełny tekst źródłaBrady, Grant. "Integrating Work Ability into the Organizational Science Literature: Advancing Theory and Developing the Nomological Network". PDXScholar, 2019. https://pdxscholar.library.pdx.edu/open_access_etds/5012.
Pełny tekst źródłaNewby, John C. "The effect of candidate age, candidate experience, and administrative level in the teacher selection process". Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/917820.
Pełny tekst źródłaDepartment of Educational Leadership
Small, Walton L. "The effects of age, gender and type of school on the evaluation of hypothetical candidates for the principalship". Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941572.
Pełny tekst źródłaTeh, Eng Choo Elaine. "Intergenerational tension in the workplace: A multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations". Thesis, Teh, Eng Choo Elaine (2002) Intergenerational tension in the workplace: A multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations. PhD thesis, Murdoch University, 2002. https://researchrepository.murdoch.edu.au/id/eprint/341/.
Pełny tekst źródłaTeh, Eng Choo Elaine. "Intergenerational tension in the workplace : a multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations /". Teh, Eng Choo Elaine (2002) Intergenerational tension in the workplace: a multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations. PhD thesis, Murdoch University, 2002. http://researchrepository.murdoch.edu.au/341/.
Pełny tekst źródłaBuck, Trevor. "Age discrimination in employment : a comparative study of the law in the United States and the United Kingdom". Thesis, Lancaster University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.504243.
Pełny tekst źródłaO'Connor, Michael P. "The impact of the 1986 amendments to the Age discrimination in employment act on schools of public health /". Access Digital Full Text version, 1991. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11169631.
Pełny tekst źródłaTypescript; issued also on microfilm. Sponsor: Richard Anderson. Dissertation Committee: Thomas A. Leemon. Includes bibliographical references: (leaves 124-128).
Blackham, Alysia Paige. "Extending working life for older workers : an empirical legal analysis of age discrimination laws in the UK". Thesis, University of Cambridge, 2015. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.709060.
Pełny tekst źródłaLuo, Dazun. "The effects of age, ethnic name and grade point average on screening decisions in teacher selection". Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/955084.
Pełny tekst źródłaDepartment of Educational Leadership
Lewen, Lisa Joy. "Understanding the role of age, work context, and task demands on managers' attitudes". Diss., Available online, Georgia Institute of Technology, 2007, 2007. http://etd.gatech.edu/theses/available/etd-05142007-202900/.
Pełny tekst źródłaMichele Ingram Mobley, Committee Member ; Sara J. Czaja, Committee Member ; Ruth Kanfer, Committee Member ; Arthur D. Fisk, Committee Member ; Wendy A. Rogers, Committee Chair.
Trinkle, Daniel. "Comparative Views on Age Discrimination Within Appellate Court Decisions: Utilizing Werner and Bolino’s Framework". Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/honors/609.
Pełny tekst źródłaLoi, Lui Ping. "Why older adults seek employment: An examination of the differing motivations among subgroups". CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2012.
Pełny tekst źródłaTwumasi, Ricardo. "Working late : exploring the new dynamics of later life working in light of changes in age related legislation, policy and practice". Thesis, Loughborough University, 2015. https://dspace.lboro.ac.uk/2134/21765.
Pełny tekst źródłaTuck, Robin Liane. "An examination of the perceptions held towards older workers: A comparison of information technology and non information technology companies". CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2410.
Pełny tekst źródłaNeves, Juçara Pereira da Costa. "Diversidade organizacional e envelhecimento humano: um estudo com profissionais de 40 ou mais anos de idade". Pontifícia Universidade Católica de São Paulo, 2017. https://tede2.pucsp.br/handle/handle/20482.
Pełny tekst źródłaMade available in DSpace on 2017-10-06T12:49:33Z (GMT). No. of bitstreams: 1 Juçara Pereira da Costa Neves.pdf: 1847952 bytes, checksum: d72563f886f832d014805a6283b78144 (MD5) Previous issue date: 2017-09-21
Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES
This research addresses issues related to prejudice and discrimination of people aged 40 or over in the work context and the challenges faced by these individuals at the time and a possible professional relocation at that stage of human life. For this, a bibliographical research was conducted on issues related to human aging, global longevity and longevity in Brazil, organizational diversity, people management, work, labor market, individual, social psychology and ethics. A quantitative-descriptive research was also performed with data obtained through an online questionnaire, answered by 56 professionals aged 40 years or over. First, the statistical analysis was based on the presentation and description of the frequency diagrams corresponding to the data collected for the various questions formulated. As a complementary study, the chi-square test of independence was applied in order to verify the existence or not of association between certain variables. The data revealed that professionals aged 40 and over perceived the existence of prejudice and age discrimination in the work context, as well as several challenges faced during the professional relocation process after 40 years of age. This research aims to contribute to discussions and new studies focused on this topic. In addition, this study aims to assist professionals in the area of social Psychology, human resources and/or people management, promoting information and reflection on the subject, in order to work for social inclusion in companies of people with that age group
Esta pesquisa aborda questões relacionadas ao preconceito e discriminação de pessoas com 40 ou mais anos de idade no contexto de trabalho e os desafios enfrentados por esses indivíduos no momento e uma possível recolocação profissional nessa fase da vida do ser humano. Para isso, realizou-se uma pesquisa bibliográfica sobre questões ligadas ao envelhecimento humano, à longevidade global e longevidade no Brasil, à diversidade organizacional, à gestão de pessoas, ao trabalho, mercado de trabalho, indivíduo, psicologia social e ética. Foi realizada também uma pesquisa quantitativa-descritiva com dados obtidos através de questionário on-line, respondido por 56 profissionais com 40 ou mais anos de idade. Primeiramente, a análise estatística baseou-se na apresentação e descrição dos diagramas de frequências correspondentes aos dados coletados para as várias questões formuladas. Como estudo complementar, aplicou-se o Teste Qui-Quadrado de independência com o objetivo de se verificar a existência ou não de associação entre determinadas variáveis. Os dados revelaram que os profissionais de 40 ou mais anos de idade percebem a existência de preconceito e discriminação etária no contexto de trabalho, assim como vários desafios enfrentados durante o processo de recolocação profissional após os 40 anos de idade. A pesquisa em questão pretende contribuir para discussões e novos estudos voltados para este tema. Além disso, este estudo pretende auxiliar os profissionais da área de psicologia social, recursos humanos e/ou gestão de pessoas, promovendo informação e reflexão sobre o tema, com o intuito de trabalharem a inclusão social nas empresas de pessoas com a referida faixa etária
Šubrtová, Tereza. "Stárnutí a politika zaměstnanosti v České republice v letech 2000-2012". Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-198994.
Pełny tekst źródłaBerousková, Lucie. "Analýza trhu práce starších osob v České republice v letech 2000-2012". Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-165464.
Pełny tekst źródłaСырчин, А. Е., i A. E. Syrchin. "Последствия повышения пенсионного возраста для рынка труда: угроза возрастной дискриминации : магистерская диссертация". Master's thesis, б. и, 2020. http://hdl.handle.net/10995/94052.
Pełny tekst źródłaThe master's thesis is devoted to the problem of age discrimination in the labor sector, which has become even more relevant with the increase in the retirement age in Russia. The current situation related to measures to counteract the spread of coronovirus in Russia also threatens to increase the manifestations of ageism. Objective: to assess the impact of raising the retirement age on the prevalence of age discrimination in the labor market and to develop recommendations for countering age discrimination in the labor market in the Sverdlovsk region in connection with the consequences caused by the increase in the retirement age. The research methodology is based on a combination of quantitative and qualitative methods for gathering the necessary information, ensuring the consideration of the problem both from the position of employees (mass questionnaire survey of the population) and from the point of view of the employer (methods: content analysis of job ads in the Sverdlovsk region and in-depth interviews with employers). The study analyzes the socio-economic consequences of raising the retirement age for the labor market; identifies the main problems of extreme age groups in the labor market, assesses the scale of age discrimination in the labor sphere; identifies the best ways to overcome the identified problems. The work resulted in the development of a number of recommendations to counteract age discrimination in the labor market in the Sverdlovsk region.
Georgiou, Jonathan. "Exploring the benefits of attracting, recruiting and retaining mature age employees up to and beyond the traditional age of retirement: Perspectives from Western Australia". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2015. https://ro.ecu.edu.au/theses/1632.
Pełny tekst źródłaGixana-Khambule, Bulelwa Judith. "Unfair discrimination in employment". Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/359.
Pełny tekst źródłaCoyle, Stephen James. "AIDS and employment discrimination". Thesis, George Washington University, 1987. http://hdl.handle.net/10945/22188.
Pełny tekst źródłaRouth, Robert 1943. "Aviation in discrimination [i.e. Discrimination in aviation]". Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=33365.
Pełny tekst źródłaThis study questions the position taken by such institutions as the International Civil Aviation Organization, the Federal Aviation Administration and the Joint Aviation Authorities. Where possible, an attempt has been made to show good leadership on the part of these institutions as well as indicate where good leadership was partially or completely missing. The role the courts have played or failed to play over the years in determining the issues of discrimination in aviation has also been included in the study. Case law is used as extensively as possible to trace the positions taken by plaintiffs and defendants in attempting to change what they perceived as discriminatory or unfair law.
The text also includes legislation that addresses issues of discrimination passed by various legislative bodies as well as the efforts of individual organizations, such as the Professional Pilots Federation, the International Federation of Air Line Pilots Associations and others, to end discriminatory practices in aviation.
Hervey, Tamara K. "Justifications for sex discrimination in employment /". London : Butterworths, 1993. http://catalogue.bnf.fr/ark:/12148/cb37498343x.
Pełny tekst źródłaMartinsson, Jonas. "Age discrimination at Swedish Universities". Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96305.
Pełny tekst źródłaLoyson, Madeleine. "Substantive equality and proof of employment discrimination". Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1059.
Pełny tekst źródłaRazé, Laetitia. "L'âge en droit social : étude en droit européen, français et allemand". Thesis, Rennes 1, 2013. http://www.theses.fr/2013REN1G025/document.
Pełny tekst źródłaDealing with longer life expectancy and demographic deficit is currently a huge challenge for the social system of European member states. To face this challenge, it is necessary for legislators to develop a dedicated protection policy for the young people in a business relationship context and, at the same time, to redefine age limits policy especially in business relationship termination situation.. The presented study focuses on the factuality of the « age » concept. Based on cultural history, confirmed by the legislator analysis of the physiological aging, « age » criterion is closely linked to general principles in E.U. legislation like, for example, the human dignity and the equal treatment. However, the « age » criterion still remains ambivalent which is underlined by the non-discrimination principle. This ambiguity is emphasized in business relationships which leads to the influence of the « age » in an ending working life situation. This intergenerational pact support, which influence the proceed of the pension liquidation, is currently experiencing a revival beyond E.U. member state boundaries. A converging point is achieved in old-age treatment which leads to new solidarity development schemes inside companies (like for example the company occupational scheme). An important objective is to promote the pursuance of a professional activity in order to retire later (increasing in the statutory retirement age, increment or reduce of the retirement pension, restriction of derogations, proscription of business relationship breaches if they are based on age, …) and to redefine the connection between age and business relationships (combined work and retirement, phased retirement, …). By this way, legislators promote a human longevity based age treatment in Europe
Voges, Sarah M. (Arisa). "Discrimination in the workplace". Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52238.
Pełny tekst źródłaSome digitised pages may appear cut off due to the condition of the original hard copy
ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace.
AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.
Goosey, Stuart. "A pluralist theory of age discrimination". Thesis, Queen Mary, University of London, 2017. http://qmro.qmul.ac.uk/xmlui/handle/123456789/31795.
Pełny tekst źródłaBrand, Hugo. "Unfair discrimination in recruitment practices". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021197.
Pełny tekst źródłaCarlsson, Magnus. "Essays on discrimination in hiring /". Växjö : Växjö University Press, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-5864.
Pełny tekst źródłaBamberry, Larissa. "Globalisation, gender and teachers' employment". Connect to full text, 2005. http://hdl.handle.net/2123/1956.
Pełny tekst źródłaTitle from title screen (viewed 10th October, 2007). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the School of Policy and Practice, Faculty of Education and Social Work, University of Sydney. Degree awarded 2006; thesis submitted 2005. Includes bibliographical references. Also issued in print.
Melancon, Andree-Anne. "Discrimination in the age of drone warfare". Thesis, University of Sheffield, 2018. http://etheses.whiterose.ac.uk/21172/.
Pełny tekst źródłaButler, Mark. "Age discrimination : does life really begin at 40? : a comparative study of age discrimination legislation in the European Union". Thesis, University of Manchester, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.508905.
Pełny tekst źródłaBrodin, Emma Victoria. "Sex discrimination in employment within the Church of England". Thesis, University of Huddersfield, 1997. http://eprints.hud.ac.uk/id/eprint/4753/.
Pełny tekst źródłaWoodhams, Carol Anne Cruttenden. "Disability, equality and employment - on whose terms?" Thesis, Manchester Metropolitan University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.284865.
Pełny tekst źródłaTelles, Edward E., i Edward Murguia. "Phenotypic Discrimination and Income Differences Among Mexican Americans". University of Arizona, Mexican American Studies and Research Center, 1988. http://hdl.handle.net/10150/218633.
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