Дисертації: "Employed labour"

1

Randall, Jennifer M. "Home as a place of work." N.p, 1995. http://oro.open.ac.uk/18913.

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2

Ng, Yuen-ming Amy, and 吳婉明. "The labour unions of social workers employed by the subvented organizations in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31266186.

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3

Ng, Yuen-ming Amy. "The labour unions of social workers employed by the subvented organizations in Hong Kong /." [Hong Kong] : University of Hong Kong, 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13788061.

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4

Höljer, Henrik. "Begreppen arbetstagare, uppdragstagare samt self-employed och betydelsen för den svenska byggsektorn." Thesis, Växjö University, School of Management and Economics, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-5020.

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5

Serfontein, Erika Mariane. "Educators employed by school governing bodies : what are their labour rights and obligations? / Erika Mariane Joubert-Serfontein." Thesis, North-West University, 2005. http://hdl.handle.net/10394/2448.

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6

Silubonde, Tikwiza Rayleen. "Migrants access to the labour market and ethnic niching: case study of Zimbabweans employed in the Cape Town restaurant industry." Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/6826.

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This research used a qualitative method of enquiry to examine observations and theoretical claims made about the ability of migrants to secure employment. These claims indicated that migrants of the same ethnic groups are able to enter into the job market of their countries of residence, to the extent that they become concentrated in specific industries. The ethnic niche theory, the segmented labour theory and social network theories were taken as the point of departure. These theories were further broken down into four key factors that were believed to be integral to understanding how migrants gain entry and consolidate themselves in different industries. The key factors identified were job search methods, social and family networks, recruitment/employer practices and migrants characteristics. A case study approach focusing on interviews with employees, managers and owner in the Cape Town was used to examine how the different factors contribute to the process of how migrants secure employment. Face to face Interviews were conducted with five male respondents, and comprised open-ended questions. Questions covered the migrants, personal and educational background, migration and employment history, social activities and residential location. The findings confirmed network theory claims that Migrants have been able to use the social capital gained from their social and family networks, to benefit from job related information and access to jobs through referrals and vouching. It was also found that as argued by the segmented labour theory, jobs are differentiated into different sectors, and migrants are more likely to secure employment in the secondary sector. Moreover, as suggested by the ethnic niche theory, migrants did become concentrated in specific sectors as a result of networks and the use of methods such as referral hiring. An important finding that emerged was that while social and family networks play a major role in the creation and maintaining of ethnic niches, there are other contributing factors. Significantly, the structural and institutional context in the host country also plays a major role in the insertion of migrants into specific industries. This goes further than segmented labour theory analysis, which stops at how jobs are differentiated in the market, to acknowledge the role played by the context of the specific industry, the state of the local labour market and the immigration legislation. It was found that it is beneficial to use theory in conjunction with the case context and immigrant characteristics. Thus a multidimensional approach focusing on job search methods, social and family networks, recruitment/employer practices and migrants characteristics is required to understand migrants, access to employment.

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7

Mughogho, Atusaye Kajera. "Training by the unemployed and employed prior to the implementation of the NSDS : evidence from the Mesebetsi labour force survey 1999 - 2000." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5733.

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Includes bibliographical references (leaves 124-129).
This study is an investigation into the training by the unemployed and employed in the South African labour market prior to the implementation of the National Skills Development Strategy (NSDS) in 2001. The study uses the Mesebetsi Labour Force Survey 1999-2000 to conduct the investigation. This investigation was prompted by the pervasive nature of unemployment in the labour market. This research will set the benchmark for future research that aims to establish the impact of the NSDS on the labour market through the use of household surveys. However. the fact that recent household datasets do not contain as rich information on training will complicate analysis that aims to compare findings and such a task may require a second round of the Mesebetsi Survey. Four probit models are developed to determine the probabilities of training for the economically active population as a whole. the unemployed and the employed respectively. Both the third and fourth probits determine the probability of training for the employed. However. the difference between the fourth model and the others is the fact that it determines the probability of employer funded training while the other three probits determine the probabilities of training regardless of the source of funding.

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8

Hussein, Hiba. "Insights from a new division of the self-employed : analysis of characteristics, earnings returns and labour market transitions using the BHPS and UKHLS." Thesis, University of Westminster, 2018. https://westminsterresearch.westminster.ac.uk/item/q9475/insights-from-a-new-division-of-the-self-employed-analysis-of-characteristics-earnings-returns-and-labour-market-transitions-using-the-bhps-and-ukhls.

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This thesis examines self-employed individuals in the UK labour market, creating a new division that differentiates those who sustain by self-employment from those who move between self-employment and employee jobs. The thesis begins with an exploration of the characteristics of the different self-employed groups, compared to employees; then estimates earnings returns to human capital accumulation for the different groups; and scrutinises labour market transitions before and after the 2008 financial crisis, to see if the recession impacted behaviours. The analysis begins by establishing the criteria for partition between the self-employed, based on observation of the labour market behaviours of workers in our sample. We use an amalgamated dataset, the British Household Panel Survey, from the years 1991 till 2008, and its successor the United Kingdom Longitudinal Study, from years 2010 till 2014, following the same respondents in the UK for 23 years. We identify three categories of workers: those who we consider as ‘sustaining’ in self-employment; those who ‘dabble’ in self-employment [switching between self-employment and employee jobs] and those who are employees. The first empirical chapter sets out the criteria for the categorisation of individuals into sustained and dabbled self-employed and employees and describes the motivation for this additional distinction – not least the fact that most labour market studies consider ‘employees’ and ‘the self-employed’ as separate and distinct categories of worker. In this first chapter, we compare the characteristics of individuals in our two categories of self-employed with those of employees in our sample, using a Multinomial Logit Model. The analysis lends support to our categorisation of the two sets of self-employed workers. The sustained self-employed have characteristics that we more traditionally associate with the self-employed, for instance they are older, more male-oriented, non-white, non-UK born, and non-English native speakers. In contrast, those who we consider as dabbling in self-employment exhibit a unique set of attributes that place them in a distinct position when compared to both the sustaining self-employed and employees. They are found to be more advantaged than the wage earners, with respect to their observed socio-economic characteristics; not from ethnic minority groups, more male-oriented, UK nationals, native English speakers, middle-aged group of workers with good health status, reporting higher degrees of achievement and working in higher skilled industries. Also, they are more skilled than the sustained self-employed, with respect to their qualifications and skill levels, but are not well embedded in self-employment like the latter group. Sustainers are better off with respect to their home ownership, report higher work satisfaction, have fewer working partners, with a higher percentage of previously self-employed parents. What we expected to find was that dabblers were a disadvantaged group, pushed into self-employment because they cannot have access to paid employment, but what we found was that their movement between forms of self-employed and employee jobs seems to reflect a labour market ‘power’ of sorts and not a deficiency. They can move between forms of employment depending on the returns they perceive and are pulled rather than pushed. Hence, this does not fit with our original expectations and does not align with the disadvantage theory on which we base the formulation of our hypotheses. This implies that we have a sequential of highly professional and advantaged portfolio workers possibly making the best out of self-employment and paid employment jobs as they arise. The second empirical chapter estimates the returns to formal education for the ‘amalgamated’ group of self-employed and paid employees, without considering any heterogeneity within or among this group of workers in our data. We then estimate the returns for our categorisation and compare the results. We use the Log-Mincerian function to estimate the earnings returns for our workers, and the Ordinary Least Square model, Random Effect model, Fixed Effect model and Instrumental Variable techniques to interpret the results, and to deal with the potential endogeneity of education. We also employ the Heckman selection model to account for non-random selection into employment. The results from the [preferred] Fixed Effect model indicate that the returns for additional years of education are lower for the dabbled self-employed in comparison to paid employees. Similar findings are also shown when using credentials, although in both cases dabblers report a higher number of years of education and higher levels of educational attainments than paid workers. This validates with our own hypothesis, where we argue that dabblers are not able to enjoy higher returns to their human capital accumulation than paid employees, because they are unable to secure or ensure long term paid employment. Hence their lower returns to formal education might be explained by their oscillating pattern between paid employment and self-employment. Another possible explanation is that their agile way of working does not help us truly capture their earnings returns and for that reason the aggregate returns are shown to be lower. Moving towards the sustained self-employed, we could not find any robust evidence about higher returns in comparison to the dabbled self-employed and the always employed, although the estimates found lead towards this direction but do not hold any significant values. Hence, we could not validate our own hypothesis, based on the extension of the personal control theory, where we argue that sustainers should enjoy higher returns than dabblers because they have more planning advantages, continue longer in self-employment and are more established than dabblers. Also, sustainers should enjoy higher returns than paid employees because they are not bound by organisational rules since they are their own boss, they have more control over their own work and better use of their personal human capital. Furthermore, we could not detect any differences in the earnings returns between the general/amalgamated group of self-employed and paid employees, whereas our categorisation showed that the two subgroups of self-employed are different from each other and from paid workers, with respect to their observed socio-economic and demographic characteristics and their earnings returns. Although our results do not show any differences in the returns of the sustained self-employed, the returns for our dabblers seem to be lower, even though they are on average more advantaged. Hence, at the very least, we have found a group of workers not previously identified in studies that seem to suffer from some form of labour market disadvantage, when we consider their returns to education and account for the selectivity in occupational choice and endogenous problems of education. By doing so, we have contributed to new micro-econometric evidence on the heterogeneity of earnings returns to education for the self-employed in the UK labour market and offered a new comparable type of heterogeneity in the labour market that can be looked through in other studies and established in other countries. The third and last empirical chapter of this study looks at the transitions of workers in our sample, prior to and after the economic downturn and impact of the 2008 financial crisis on the behaviour of our division groups. This chapter explores the short and long-term trends in self-employment in the UK labour market, the changes in the nature of jobs and the demand and supply of workers in the market, the growth in self-employment in the UK labour market following the recession and the policies adapted as a response to the crisis. The aim is to find out if the transition behaviour of our workers helps us explain the overall changes in growth in self-employment that occurred in recent years within the UK labour market.

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9

Cousin, Justine. "Extra-European Seamen employed by British Imperial Shipping Companies (1860-1960)." Thesis, Sorbonne université, 2018. http://www.theses.fr/2018SORUL135.

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Cette thèse étudie les marins non-européens travaillant sur les navires à vapeur des compagnies maritimes britanniques desservant l’empire de la Grande-Bretagne, à partir d’archives métropolitaines et coloniales, mais aussi de témoignages oraux. Ces sources sont étudiées avec une approche d’histoire impériale, maritime, sociale et du travail. Les marins extra-européens viennent des Caraïbes, du sous-continent indien, de la péninsule arabique, d’Afrique de l’Est et de l’Ouest. Ils occupent des postes peu ou pas qualifiés dans les trois départements du bord, justifiés par des caractéristiques pseudo-scientifiques établissant une hiérarchie des origines. Leur recrutement est justifié leur faible coût salarial et de leurs horaires de travail étendus en comparaison de leurs collègues britanniques. Les postes de commandement étant réservés aux Blancs, les marins de couleur sont confinés à un rôle de subordonnés. Ces derniers subissent une ségrégation touchant leur logement et leur avitaillement, mais aussi leurs uniformes, contribuant à les mettre à part sur les navires à vapeur. Le recrutement des marins extra-européens se développe massivement à partir de 1849 avant de connaitre des restrictions à partir de 1905 et surtout de l’entre-deux-guerres. Certains s’installent dans les quartiers portuaires dans des environnement multi-ethniques, souvent dégradés et à l’écart du reste de la ville. Ils restent alors dans des pensions qui servent d’entre-deux culturel ou bien sont pris en charge par les missionnaires locaux. Certains s’installent dans leur propre logement et établissent des relations avec les femmes blanches, ce qui suscite périodiquement l’hostilité des hommes locaux
This dissertation studies extra-European seamen who worked on steamships of the British shipping companies throughout the British Empire, by using metropolitan and colonial archives as well as oral history testimonies. These sources are studied with an imperial, maritime, labour and social history approaches. Extra-European seamen came from the Caribbean, the Indian subcontinent, the Arabian peninsula, Eastern and Western Africa. They were hired for unskilled or low-skilled positions in the three shipboard departments, based on pseudoscientific characteristics which created racial hierarchies. They were chosen over their British counterparts, as they cost less and worked more hours aboard. Tbey were subordinated to white officers, as non-white seamen could not get a senior position. Their accommodation and food rations both reflected work division and racial segregation, as they had specific and lower living quarters and food. They were also set apart with their dedicated uniforms. Extra-European seamen are massively recruited from 1849 onwards until further restrictions from 1905 and the interwar years especially. Some of them settled in interracial dockside areas, which were often run-down, overpopulated and physically segregated from the rest of the city. They may stay in boarding-houses that acted as buffers between native and metropolitan cultures or be taken in charge by the local missionaries. Some of them settled in their own houses and began interracial relationships with local white women, which periocally arouse hostility from the local white men

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10

Cottle, Eleanor. "Nineteenth-century rural labour in Canterbury : rural apprenticeship or rural proletariat? : an assessment of the social mobility of the workers employed at Mt. Peel Station from 1856-1893." Thesis, University of Canterbury. Department of History, 2001. http://hdl.handle.net/10092/4235.

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This thesis focuses on a group of men who, in the last half of the nineteenth century, were employed at Mt. Peel Station in South Canterbury. While some held 'skilled' positions as shepherds, shearers, or contract workers, the majority were unskilled, employed as labourers, general hands, or general servants. As a study of the social mobility of these workers, this thesis will attempt to find out to what extent they' got on.' The value of a study such as this becomes apparent when it is found that there are two opposing theories on the structure of nineteenth-century New Zealand society. One theory is that nineteenth-century New Zealand was a relatively class-free country where good opportunities for upward mobility made it possible for wage-earners to eventually buy enough land to be largely self-sufficient and free of a total reliance on wage-labour; a country where rural labour was part of an overall rural apprenticeship. The other theory is that the opportunities for mobility were lacking and rural labourers remained largely landless and reliant on wage labour for subsistence; a country where the rural labourer was part of a distinct rural working class or rural proletariat. In order to find which theory is closest to reality information is needed on both urban and rural areas. While a lot of work has been done on social mobility in urban New Zealand, both of a qualitative and quantitative nature, rural New Zealand has largely been ignored, especially in terms of quantitative studies. This thesis aims to provide both qualitative and quantitative evidence of the social mobility experienced by this group of rural labourers and thus offer support to one of the theories of social structure in New Zealand. In the process, the various mechanisms and factors which affected social mobility will be examined.

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11

EscaÌria, ViÌtor Manuel AÌlvares. "Analysis of labour market adjustment using matched employer-employee data for Portugal." Thesis, University of York, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.423772.

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12

Escária, Vítor Manuel Álvares. "Analysis of labour market adjustment using matched employer-employee data for Portugal." Doctoral thesis, University of York Department of Economics and Related Studies, 2003. http://hdl.handle.net/10400.5/4501.

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PhD degree at the University of York Department of Economics and Related Studies
In this thesis' I analyse how the labour market adjusts in Portugal. I do so using a unique matched employer-employee dataset built during this work in order to evaluate several aspects of that adjustment process. The thesis is mostly empirical despite taking inspiration from the rele¬vant theoretical literature oh labour market adjustment, such as search and matching models of the labour market, or models of segmented or dual labour markets. The use of a matched employer-employee data set with information on workers and their employers enables the analysis of some more specific aspects of the adjustment in the labour markets such as the analysis of flow rates for different types of workers or the identification of the existence of segregation against some type of workers. The different chapters of the thesis constitute progressive steps of the analysis. Each chapter tries to go a bit deeper into the adjustment process exploring more specific aspects of that process: starting with the analysis of job flow rates; moving into the analysis of flow rates for different types of workers; to the analysis of workers affected by employment adjustment decisions of the business units; and to the analysis of individual separations. It finishes with an analysis of the role of business demography on employment creation at regional level.

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13

Roussel, Magali. "L’évaluation professionnelle des salariés." Thesis, Paris 10, 2016. http://www.theses.fr/2016PA100136.

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L’évaluation des qualités professionnelles est un dispositif récent dans l’entreprise. D’abord simple pratique gestionnaire, l’évaluation professionnelle des salariés a été juridiquement consacré comme un pouvoir de l’employeur. Cette reconnaissance a en premier lieu été celle d’un instrument de rationalisation de la décision de l’employeur. Cette vision de l’évaluation l’inscrit alors dans le processus de décision de l’employeur. A ce titre, elle constitue un élément d’extériorisation de ce processus et, partant, un instrument de justification des décisions patronales. En qualité d’instrument, l’évaluation participe également à l’exercice du pouvoir de l’employeur sur l’activité du salarié. En second lieu, la consécration juridique de l’évaluation devient progressivement celle de l’évaluation comme action. Replaçant la personne au cœur du dispositif d’évaluation, tend ainsi à reconnaître les incidences de l’acte en lui-même sur l’exercice de la prestation de travail mais surtout sur la personne du salarié. Se dessine alors un droit de l’évaluation au service de l’action patronale mais également un droit de l’évaluation comme action
The evaluation of professional qualities is a recently added process within firms. After years of having simply been a managing practice, the evaluation in workplaces of employees has now been judicially ascertained as lying within the authority of the employer. This acknowledgement was originally employed as an instrument for rationalizing the decisions made by employers. Thus, this conception of an evaluation, enshrines it within the employer’s decision-making process. As a matter of fact, it constitutes an element of exteriorization of this process, and, so to speak, an instrument of justification for decisions made by employers. Because of its intrinsic quality as an instrument, the evaluating process comes within the field of the very exercise of the employer’s power upon his/her employees. Secondly, the fact that the evaluating process has now been given legal grounding has turned it into a potent action towards the employees with all due possible consequences attached to it. Placing the individual at the core of the evaluating process aims at acknowledging the consequences of the action per se on the achievements of employees in the workplace, but also, on the employee as a person. Thus, we are now faced with a legislation pertaining to the evaluation process designed to accommodate the employer’s actions, but also, with other legislation attempting to define the evaluating process as an action in itself

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14

Barcus, Sydney Anne Guarnaccia Charles Anthony. "The impact of training and learning on three employee retention factors job satisfaction, commitment and turnover intent in technical professionals /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9797.

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15

Benedetto, Gary. "Using linked employer-employee data to understand labor markets and improve data products." College Park, Md. : University of Maryland, 2007. http://hdl.handle.net/1903/7311.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2007.
Thesis research directed by: Economics. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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16

Moran, Marcus. "Joint-Employer Classification| NLRB Polarization in the Administration of Contingent Employee Labor Rights." Thesis, State University of New York Empire State College, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10607958.

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The National Labor Relations Act sets forth limited definitions of what it means to be an employer and an employee in the twentieth-century industrial economy, and bestows on the National Labor Relations Board the authority to classify employees and employers. The past half-century has witnessed the growth of triangular staffing arrangements such as franchises, independent contractors, temporary help services firms, and a service sector in which many contingent workers may not qualify as employees, leaving them unprotected by the Act. By examining Board decisions addressing joint-employer and independent contractor status since 1960, this paper has identified increased polarization—the tendency of Democratic and Republican Board members to vote in opposing, and often politicized directions—in Board decisions classifying employers and employees. The findings suggest that in determining worker eligibility for protection under the Act, the Board is more polarized than at any point in 50 years.

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17

Strydom, Masunet. "The status of employees employed by temporary employment services." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13680.

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The traditional employer-employee relationship came under an increased threat the past two decades with employers finding the option of utilising the services of Labour Brokers more attractive. Various reasons existed for this tendency amongst employers to opt for the use of Labour Brokers, some of these reasons being valid but mostly some reasons being born out of fear for the unknown labour law duties and obligations that were proposed to be placed on employers post 1994. In the absence of an action plan between the role players in the labour fraternity pathing the way traditional employer-employee relationships could be salvage, employers resorted to the appointment of Labour Brokers and Government on their part retaliated by considering either the total ban of Labour Brokers or the regulation of the profession to such an extent that same became largely unattractive and problematic. The non-addressing of problems and fears faced with by employers post 1994 resulted in an opportunity waisted to narrow the gap between employers and employees with the fight over work force power being the more important factor taken into consideration. This treatise will explore the options that faced the roll players post 1994 in the labour market, the reason for choices made and the effect same has had since on the labour market. The problematic amendments made to Section 198 of the Labour Relations Act in an attempt to iron out the wrinkles poor choices made by the stake holders over the regulations of Labour Brokers, will be discussed. The ripple effect the amendments to Section 198 of the Labour Relations Act had on other pieces of South African legislation will be considered and the uncertainty and confusion it has created discussed. Specific attention needs to be drawn to the intention of the legislature as to which party, the Labour Broker or employer, will be responsible for the ramifications of the wrong doings of an employee. Also, which party will be responsible to the employee to fulfil its labour rights as granted in the Constitution of South Africa. Unleashing reaction to the regulations of Temporary Employment Services does not seem to be a problem, the problem arises where the regulations proposed did not unleashed the desired reaction and roll players finding themselves frustrated and with having no alternative as to turn the Courts to solve the largely self-inflicted conundrum. The courts are left with the task of clarifying the legislature’s true intension in amending section 198 of the Labour Relations Act, which impact the writer with all due respect do not think the legislature even appreciated when the amendments were drafted. Currently, there is dividing views on the future of Labour Brokers per se in South Africa and the interpretation concerning Section 198 of the Labour Relations Act, as amended. The focus of this treatise is to highlight the different interpretations given to these amendments this far and highlight that if it is in fact the wish of stake holders in the Labour fraternity that Labour Brokers should continue to exist, clarification is needed by our Constitution Court on certain vital issues and as discussed in this treatise.

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18

Nong, Makwena Victor. "Factors influencing the redeployment of public secondary school educators in the Northern Province." Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-03302005-093438.

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19

Mbwaalala, Ndemufayo Regto. "Can labour law succeed in reconciling the rights and interests of labour broker employees and employers in South Africa and Namibia?" Thesis, University of the Western Cape, 2013. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9779_1380724825.

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The ever increasing regional and global trade competition has manifested itself in a growing number of non-standard forms of employment including the increasing use of "
temporary employment services"
(or &ldquo
labour brokers&rdquo
as commonly referred to). Labour brokers enter into employment relationships as third parties with client companies to supply employees through a commercial contract. These labour services usually fall outside the regular twoparty contract of employment defined under existing labour laws and thus the employees are not covered by that law. Labour brokers have been labelled as &ldquo
the re-emergence of new apartheid strategy&rdquo
and &ldquo
modern slavery&rdquo
by some quarters in labour sectors of Namibia and South Africa. Trade unions, particularly, have led the most vocal resistance against labour brokers in both countries. They argue that, like previous apartheid contract labour systems, labour brokers today erode standards for decent working conditions and weaken union representations in the workplace. Thus unions have repeatedly sent strong calls to lawmakers to amend existing labour laws and &bdquo
forever put labour broking in its grave where it belongâ1. On the other hand, employers have argued that recent forces of globalisation demand flexible employment strategies and banning labour brokers will make it more difficult for local businesses compete profitably globally via flexible short term employments and can lead to losses of many job opportunities.2 It is against this background that I will argue that current labour laws should be amended to define and regulate labour brokers more closely and compel them to recognise workers rights and conditions as equal as those of standard employees. But first, I will highlight some socio-economic indicators influencing the labour markets in South Africa and Namibia, including the history of workerâs rights under the contract labour systems in both countries. Second, I will look at some of the expressed exploitive conditions resulting from the use of labour brokers and also look at some reasons why businesses engage labour brokers. Thereafter I will point out some of the reasons why trade unions have called for a total ban on labour brokers. I will then discuss the difficulty of banning labour brokers, including the constitutional challenge in the landmark case of African Personnel Services v Government of the Republic of Namibia3. Lastly i will expand on the ruling by the Namibian Supreme Court of Appeal (NSA) recommending a regulatory approach in line with the International Labour Organisationâs (ILO) conventions on third-party employments.

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20

Jewoola, Olatubosun Emmanuel. "Employer/employee perceptions of performance appraisal and organizational outcomes| A case study approach." Thesis, University of Phoenix, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3648298.

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There is a limited knowledge on the meanings, experiences, and perceptions of organizational members regarding performance appraisal and how the various experiences and perceptions are perceived to bear on organizational outcomes. With this qualitative study, I explored the experiences and perceptions of organizational personnel regarding performance appraisal systems and how these are perceived to bear on work outcomes. Using case study as research design, a detailed analysis of semi-structured interview involving organizational personnel (leaders, managers, and frontline employees) who lived in northeastern New York, and working in various disciplines and professions was conducted and recorded. NVivo software was used in generating the major thematic links and invariant constituents of the study. Results of the study revealed five significant themes: (a) essential descriptions of performance appraisal, (b) perceived rewards of performance appraisal, (c) differences and similarities of performance appraisal systems across different organizations, (d) perceived association of performance appraisal systems and work outcomes, and (e) recommended changes in performance appraisal systems. Employees who have positive experiences with the system associate performance appraisal with something equally beneficial to employees’ improvement and the operational performance of the organization. These employees reported experiences of motivation, loyalty, commitment, and productivity as they received their feedback. The study identified human resource development activities that could further achieve the real and genuine objectives of performance appraisal system.

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21

Hulden, Vilja. "Employers, Unite! Organized Employer Reactions to the Labor Union Challenge in the Progressive Era." Diss., The University of Arizona, 2011. http://hdl.handle.net/10150/203492.

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"Employers, Unite!" argues that the anti-union campaign of Progressive-Era organized employers molded in crucial ways the shape of labor relations in the United States, and that to understand the development of ideas about work, business, and labor unions, we need to understand how these employers gained and wielded political and societal power.The study concentrates on the National Association of Manufacturers (NAM), which spearheaded what it termed the "open-shop'' campaign. Focusing attention on the unions' demand for the closed or union shop, the NAM shifted the debate over labor relations from workplace conditions to the legitimacy of unions as representatives of workers, identifying not employers but union leaders as the source of injustices.At the heart of the study is an analysis of over 100 active members of the NAM, organized through a relational database constructed with the help of recently digitized materials like local histories and biographical compendia. Besides basic information like company size or demographics, the database maps information about NAM members' social and political contacts. Substantial archival materials further ground the study's analysis of the NAM's structure and influence.Research on the membership has allowed me to uncover information that focusing on the leadership would not have revealed. For example, I have found that a high percentage of active NAM members were party activists and officials, mostly in the Republican party; their positions in the party hierarchy gave them influence over political nominations and Congressional committee appointments. Active NAM members also regularly had personal contacts to politicians ranging from governors to Senators; these contacts further bolstered the Association's power, enabling it to torpedo much of labor's legislative project.The study also compares the NAM to other business organizations, especially the National Civic Federation (NCF). The NCF promoted cooperation with moderate unions, a position which the NAM frequently and vehemently criticized. Rhetorical differences, however, masked an underlying agreement among businessmen regarding the undesirability of unions. The rhetorical disjuncture between the organizations served to constrain debate on labor relations: the NAM's stridency made the NCF appear genuinely progressive and thereby undercut other, more far-reaching critiques of existing workplace relations.

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22

Gardner, Jonathan. "An analysis of the determinants of pay and well-being using employer-employee data." Thesis, University of Warwick, 2001. http://wrap.warwick.ac.uk/56229/.

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This thesis studies the determinants of pay and well-being. The first three chapters use new British employer-employee data to study the determinants of pay. Chapters three and four are also interested in the determinants of job satisfaction, whilst chapters five and six analyse factors that shape reported well-being. Chapter two tests whether firms share product market rents with their employees. After controlling for worker and firm fixed effects, we observe evidence in support of rent-sharing upon weekly earnings, but no robust positive effect upon hourly pay. The third chapter analyses the observed positive relationship between employer size and wages. It designs a test as to whether this relationship reflects a compensating differential. This is not found to offer a good explanation as to why wages are greater in large establishments. Instead, correlates of worker skill and person fixed effects are most successful in explaining the plant size-wage differential. There has been very little research on racial differences in job satisfaction levels. Chapter 4 examines the relationship between race, pay and well-being. Workplaces that employ more ethnic minority employees are associated with lower levels of job satisfaction, for both white and non-white workers. Non-white employees are paid less than otherwise similar white employees, and are less satisfied with their pay even when pay is held constant. One of the most fundamental ideas in economics is that money makes people happy. Chapter 5 constructs a test. In the spirit of a natural experiment, it shows individuals who receive windfalls have higher mental well-being in the following year. It calculates the size of the effect. The final chapter studies the well-being of British public sector workers in the 1990s. Relative to private sector employees, stress levels and job satisfaction within the public sector are shown to have significantly worsened over the decade.

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23

Lin, Chieh. "Skilled labour, employee ownership, and firm risk." Thesis, University of Leeds, 2017. http://etheses.whiterose.ac.uk/19635/.

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Employing highly qualified and skilled workers is crucial for firms in the knowledge economy, as they compete in an increasingly complex and turbulent business environment. Whilst substantial research has focused on the potential benefits of investment in skilled labour, little attention has been given to its downside. This thesis examines one important aspect, namely increases in the firm’s equity risk. The quality of human capital in individual firms is generally unobservable. To bypass this, a labour skill index is constructed using industry-level data, representing the degree to which firms in a given industry rely on skilled labour. The index is calculated annually from 1990 to 2014 across a wide range of industries, and is the main test variable throughout the empirical chapters. The major findings of this thesis are as follows. First, firms located in more highly skilled industries are perceived by investors as having more volatile fundamentals, reflected in greater idiosyncratic return volatility. The relationship is moderated by the presence of broad-based employee ownership, highlighting the latter’s risk management implications. Second, with respect to the level of broad-based employee ownership, it displays an inverted U-shaped relationship with the labour skill index. The positive relationship between the two is reversed only for firms at the top end of the skill spectrum. Third, firms that rely more heavily on skilled labour incur a higher implied cost of equity. This is attributed to increased operating leverage which amplifies firms’ exposure to systematic risk. Summarising, this thesis provides evidence that reliance on skilled labour exacerbates both idiosyncratic and systematic components of the firm’s equity risk. In addition, this thesis corroborates broad-based employee ownership as a form of employee governance, and shows that its presence mitigates firm-specific return volatility associated with investment in skilled labour.

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24

Morrell, Kevin. "Modelling employee turnover." Thesis, Loughborough University, 2002. https://dspace.lboro.ac.uk/2134/6794.

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This thesis reports the first independent test of an influential model of employee turnover (Lee, Mitchell, Holtom, McDaniel and Hill 1999). The context for this test is the case of nurse turnover in the National Health Service (NHS). There have been many hundreds of turnover studies in the last fifty years, and many ways of understanding the turnover phenomenon. The thesis organises this literature, by selectively analysing and discussing the more influential of these studies. This selective, critical review allows for the model tested here to be placed in a theoretical and historical context. A critique of the model signalled the need for theoretical development prior to operationalisation. However, the relative paucity of empirical evidence in support of the model suggested that replicating the basic findings of the authors would also be desirable. Accordingly, the case for a critical test was clear, and an outline of the role of this type of replication facilitated this. The research involved eight NHS trusts, in three regions. In total, 352 full-time nurse leavers participated. Data relating to their decision to leave was collected via an eight page survey, which comprised both closed and open items. Analysis and interpretation of these data challenge the current formulation of the model tested, as well as contributing to the understanding of employee turnover and nursing turnover. Note: The term model is defined here as 'conceptual framework'.

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25

Crouse, Chantell Belinda. "The rights of employees following a transfer of an undertaking in terms of section 197 of the Labour Relation Act in an outsourcing context." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1015060.

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The protection that employees enjoy under our common law in the transfer of a business of its employer is very little. Common law only concerns itself with the lawfulness of a contract of employment. Common law is, however, now also experiencing the effect of the Constitution which provides for fair labour practices. Proper legislation was enacted to afford employees proper protection against dismissals resulting out of a transfer of a business by the employer as a going concern. Such a dismissal would be automatically unfair in terms of section 187(1)(g) of the LRA. The protection that employees enjoy is governed by section 197 of the LRA. This section provides that the new employer is placed in the “shoes” of the old employer. It also further states that the new employer could be held accountable for the unlawful actions of the old employer against an employee prior to the transfer taking place. Section 197 of the LRA, however, does not apply to all transfers of businesses. There are some key concepts that are of importance to determine its applicability. Such concepts include whether there was a transfer of a business or a part of the business and whether it was transferred as a going concern. The words “transfer” and “business” are defined in section 197(1)(a) and (1)(b) of the LRA. However, the words “going concern” are not defined and one would have to scrutinise case law for guidance in considering whether the transfer was done as a going concern. A leading case is that of Schutte Powerplus Performance (Pty) Ltd.1 In this case the court held that one must consider the substance of the agreement in determining whether the business was transferred as a going concern. It further held that the lists of factors that one should have regard to are not exhaustive. Section 197 of the LRA also applies to employees whose services have been outsourced. Outsourcing of services occurs where an employer discontinues a service or activity that is in most cases not part of the main business of the employer, and contract an outside contractor to take over that service or activity. This matter was given clarity in the case of SA Municipal Workers Union v Rand Airport Management Company (Pty) Ltd.2 The court came to the conclusion that section 197 could apply to outsourcing, provided it passes the test of “transfer” as well as the test of what constitutes a “business or service”. Outsourcing to labour brokers is, however, not covered by section 197 of the LRA. The matter was given consideration by the Labour Court in CEPPWAWU v Print Tech (Pty) Ltd.3 Another question is whether second-generation outsourcing is covered by section 197 of the LRA. Second Generation Outsourcing occurs when an employer put the outsourced service out to tender upon the outsource contract coming to an end and a new entity is awarded the outsourcing opportunity following the original outsource entity being unsuccessful in its bid to secure the contract for an additional term.

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26

Barnardt, Gerard Louis. "Electronic communication in the workplace : employer vs employee legal rights." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/49942.

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Thesis (LLM)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: The monitoring of electronic communication is likely to face all employers sooner or later. The rapid advancement in technology aimed at helping to monitor electronic communication, makes it easier than ever before for employers to monitor the electronic communications of their employees. There are important questions to consider when dealing with the topic of monitoring electronic communication. Examples include "mayan employer legally monitor electronic communications?" and "how does monitoring affect the employee's right to privacy?" This thesis is an attempt to answer these and other related questions by analysing, inter alia, South African legislation, the Constitution and case law, as well as comparing the law as it applies in the United Kingdom and the United States of America. The analysis and conclusion offered in this thesis aim to provide theoretical consideration to academics and practical application for employers that are faced with the reality of monitoring electronic communications.
AFRIKAANSE OPSOMMING: Alle werkgewers sal waarskynlik die een of ander tyd met die monitering van elektroniese kommunikasie gekonfronteer word. Die snelle voortuitgang in tegnologie wat daarop gemik is om te help met die monitering van elektroniese kommunikasie, maak dit vir werkgewers makliker as ooit tevore om sodanige kommunikasies van hulle werknemers te monitor. Daar is egter belangrike vrae wat oorweeg moet word wanneer die onderwerp van monitering van elektroniese kommunikasie ter sprake kom. Voorbeelde hiervan is "mag 'n werknemer regtens elektroniese kommunikasies monitor?" en "hoe raak monitering die werknemer se reg tot privaatheid?" Hierdie tesis is 'n poging om hierdie en ander verwante vrae te beantwoord deur die ontleding van, onder andere, Suid-Afrikaanse wetgewing, die Grondwet en die reg soos deur hofuitsprake ontwikkel, sowel as vergelyking van die reg soos wat dit van toepassing is in die Verenigde Koninkryk en die Verenigde State van Amerika. Die ontleding en gevolgtrekking wat in hierdie tesis aangebied word, is gemik op die verskaffing van teoretiese oorweging aan akademici en praktiese toepassing vir werkgewers wat met die realiteit van die monitering van elektroniese kommunikasies gekonfronteer word.

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27

Bailey, Rochelle-lee. "Unfree Labour?: Ni-Vanuatu Workers in New Zealand's Recognised Seasonal Employer Scheme." Thesis, University of Canterbury. School of Social and Political Sciences, 2009. http://hdl.handle.net/10092/2957.

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Industry growth and the reduction of available seasonal labour in New Zealand’s horticulture and viticulture industries led to a collaboration with the government in 2005, and the formation of a seasonal labour strategy for the future, the Recognised Seasonal Employer Scheme (RSE) was launched in 2007. The objectives of this policy were twofold: to fill labour gaps of the horticulture and viticulture industries and to promote economic development in Pacific Island states by prioritising workers from the region. Different actors have different aims, and different measure for success. In order for this scheme to be successful for the New Zealand government it needs to meet theses policy objectives of supplying reliable labour to the industries, and increasing economic development in the Pacific. For Pacific island states success depends on the continuity of the scheme, and the remittances that workers will send home to aid economic development. For the industries success comes from having a dependable and controllable labour force. Success for the workers in the scheme relies on them making as much money as possible during the season to meet their goals of financing family and community needs. In order to achieve these various successes workers are made unfree. Unfreedom means that the workers have no freedom in the labour market and are restricted to working for the grower stipulated in the employment contract. Conditions of employment contracts, visa regulations and informal pressures to be ‘good’ men both at work and in free time from the Vanuatu government, men’s home communities and industry participants all work to limit the men’s freedom, which is entrenched largely through threats of being sent home or blacklisted from the scheme. Workers are aware of the mechanisms used to control them and they do resist some of the conditions imposed, but only in a limited way that will not see them excluded from the scheme. Using the anthropological approach of participation observation this research was undertaken in the first season of the RSE scheme 2007/2008, where I lived and worked with 22 ni-Vanuatu migrant workers in Central Otago to gain knowledge of how, they and others in the industry experienced the RSE scheme.

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28

Stevens, Nancy S. "Job security for lay employees when the diocese designates itself an at will employer." Theological Research Exchange Network (TREN), 2005. http://www.tren.com.

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29

Bessa, Ioulia. "Flexible work arrangements in Greece : theoretical perspectives and evidence from employers and employees." Thesis, City University London, 2012. http://openaccess.city.ac.uk/2948/.

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The thesis examines Flexible Work Arrangements (FWAs) in the Greek labour market and theoretical perspectives that may explain employers’ and employees’ perceptions of flexible working in Greece. Its objectives are: (1) to contribute to the sociology of work and labour economics literatures, by revisiting theoretical perspectives, applying them to the Greek labour context and adding empirical evidence on different FWAs; (2) to contribute to the literature on flexible working and new forms of management practices, by not only focusing on a context that has been neglected, but also by developing a two-level study of both employers’ and employees’ perspectives; (3) to assess potential implications of flexible working by focusing on the job quality of flexible workers and, in doing so, contribute to the growing literature on the impacts of new forms of work. In Chapter 3, the datasets are presented. First, the fourth European Working Conditions Survey (EWCS) and the second European Quality of Life Survey (EQLS) are described and employed to benchmark employee use of FWAs in Greece. Second, a survey conducted in Greece during the period 2010-2011 is described. The resulting Greek Dataset on Flexible Work (GDFW) covers 40 companies and 492 employees. The second part of the thesis reports three empirical studies. In Chapter 4, EWCS and EQLS show that the use of FWAs in Greece is significantly lower (compared to other EU countries) highlighting the question: why is the incidence of flexible working lower in Greece? Four FWAs forms are studied: part-time, temporary, telework and work from home as well as a hybrid category, “no contract”. The findings suggest that part-time, temporary and “no contract” employees characterise a secondary labour market, while telework and work from home, though rare are more noticeable than previously observed in the literature and demonstrate characteristics of a primary labour market. Overall, this first empirical study enabled a reassessment of the research questions, data needed and provided further insights into how chosen theoretical perspectives could be further explored to set hypotheses concerning employers’ as well as employees’ perspectives. The first study (Chapter 5) analyses the GDFW through institutional theory. Its purpose is twofold: first, to examine at an organisational level the environmental factors that may impact on employer offer of FWAs. Second, to explore characteristics, that are directly associated with employee use of / interest in FWAs. Additionally, the relationship between FWAs with Work-Life Balance (WLB) and life satisfaction is examined. Results show that pressures coming from competition, EU, legislation and labour market are significant predictors of employer offer. With regard to employees, the results suggest that the use of FWAs and employee interest in FWAs are associated with: their role in the organisation, tenure and family obligations. Implications of these findings for human resource management, industrial relations and the spread of flexible working in Greece as well as future research are discussed. The second study investigates FWAs quality in Greece through dual labour market theory (Chapter 6). Hypotheses are set and tested using the GDFW. Perceptions of employees and employers on FWAs show that these are associated with low job quality. Flexible workers are mostly females, younger employees and those with lower educational background, suggesting a segmented workforce and a distinction between full-time employees (“insiders”) and flexible workers (“outsiders”). These inequalities are likely to remain, thus showing that convergence in the labour market is a distant European goal. Chapter 7 summarises the research objectives of the thesis. It summarises the results obtained for the Greek case, and compares them to the European context. It further describes how findings may be generalised. Most importantly, it provides the practical implications of the thesis, acknowledges its limitations and addresses how what has been learnt by this research can foster future research.

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30

Boff, Caroline Moreira. "A seguran?a jur?dica dos empregados frente ?s incid?ncias fiscais decorrentes da senten?a trabalhista : an?lise sob a perspectiva dos direitos e garantias fundamentais." Pontif?cia Universidade Cat?lica do Rio Grande do Sul, 2016. http://tede2.pucrs.br/tede2/handle/tede/7832.

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Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior - CAPES
The relevance of Tax Jurisdiction and the immutability of labor sentences for the study proposed in this paper, is great, considering that the final judgment of the court decisions available to the stabilization of legal relations, realizing the security longing of this right, even with respect to tax liabilities. In fact, the decisions of the labor courts generate various taxes. What must be analyzed and defined, however, is the legal nature of the merit award and its settlement within the Labor Court, with regard to its fiscal aspect in the analysis of the tax assessment, consisting of the statement and the constitution of the tax. Starting from these assumptions, we can say that the issue of Labour Justice Racing will reflect directly on the tax implications arising from the employment relationship, through an analysis, also on the question of the competence of the Tax Public Administration. It is therefore from the labor court device, the employee will govern their conduct in relation to their tax obligations, a conduct that will be overseen by Ente taxing and may even result in consequences and penalties. For this reason it is extremely important to ensure a legal solution to the employee's fundamental right to legal certainty in relation to the labor court decisions and their consequences in the tax sphere.
A relev?ncia da Compet?ncia Tribut?ria e da imutabilidade das senten?as trabalhistas, para o estudo proposto neste trabalho, ? grande, tendo em vista que o tr?nsito em julgado das decis?es judiciais existe para a estabiliza??o das rela??es jur?dicas, concretizando o anseio de seguran?a do direito presente, inclusive, no que se refere ?s obriga??es tribut?rias. De fato, as decis?es da Justi?a do Trabalho geram efeitos tribut?rios v?rios. O que deve ser analisada e definida, no entanto, ? a natureza jur?dica da senten?a de m?rito e sua liquida??o, no ?mbito da Justi?a do Trabalho, no que diz respeito ao seu aspecto fiscal, sob a an?lise do lan?amento tribut?rio, composto da declara??o e da constitui??o do tributo. Partindo de tais pressupostos, podemos dizer que a quest?o da Compet?ncia da Justi?a do Trabalho ir? refletir diretamente nas incid?ncias tribut?rias decorrentes da rela??o de emprego, passando por uma an?lise, tamb?m, sobre a quest?o da Compet?ncia da Administra??o P?blica Tribut?ria. ?, pois, a partir do dispositivo judicial trabalhista, que o empregado ir? pautar sua conduta com rela??o ?s suas obriga??es tribut?rias, conduta esta que ser? fiscalizada pelo Ente Tributante e poder?, inclusive, acarretar consequ?ncias e penalidades. Por esta raz?o, se torna de extrema import?ncia uma solu??o jur?dica que assegure ao empregado o direito fundamental ? seguran?a jur?dica, em rela??o ?s decis?es judiciais trabalhistas e os seus reflexos no ?mbito tribut?rio.

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31

Tse, Sau-kuen. "Labour policy and the protection of the legal entitlements of private sector employees." [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236416.

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32

Carter, Danon R. "The influence of servant leadership on employee engagement| A qualitative phenomenological study of restaurant employees." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3570203.

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Servant leadership is one leadership philosophy, which addresses the concerns of ethics, customer experience, and employee engagement while creating a unique organizational culture where both leaders and followers unite to reach organizational goals without positional or authoritative power. With employees viewed as one of the greatest assets for organizations, maintaining loyal, productive employees while balancing profits becomes a challenge for leaders, and drives the need to understand employee engagement drivers. The experiences of 11 employees and two managers from Celebration Restaurant in Dallas, Texas explored the qualitative phenomenological study of servant leadership and its influence on employee engagement. The modified van Kaam method contributed to data analysis, which examined manager and employee responses for comparison and assessment. The themes that emerged from interviews and focus groups found were:

1. Servant Leader Experience;

2. Why People Stay at Celebration;

3. Servant Leader Traits;

4. Impact of Servant Leadership;

5. Application of Servant Leadership.

The themes revealed servant leadership positively influences employee engagement while contributing to employee loyalty to the workplace. Based on the servant leader experience, participants were more committed, built healthy work relationships, and actively participated in achieving organizational goals.

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33

Tsang, Katherine, and 曾凱蓮. "Job satisfaction of the labour officer grade in the 1990s: a study of the application of the Herzberg's theory." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B3196395X.

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34

Chan, Ka-kit Susanna, and 陳嘉潔. "The impact of the civil service trade union movement on labour relations in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1990. http://hub.hku.hk/bib/B31963742.

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35

Udoh, Isidore Alphonsus. "The right of church employees to a just wage a study of the obligation of church administrators in canon 1286 /." Theological Research Exchange Network (TREN), 1999. http://www.tren.com.

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36

Jewette, Karen P. "A descriptive study| Determining the difference in the perceptions of employers/supervisors regarding the work ethic of employed high school co-op and employed high school non-co-op students." Thesis, Regent University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3578838.

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The U.S. workforce is not prepared for the demands of today's workplace (Conference Board, 2006), Previously, workplace employers emphasized environments where the main thrust was expertise in technical skills of employees. However, a shift occurred that caused employers to realize the importance of soft skills in order to maximize business relationships. One major soft skill emphasized is the importance of a positive work ethic, which is a necessary attribute for any successful worker (R. Hill, 1996). Not only has there been a shift regarding the importance and implementation of soft skills in the business environment, but employers who once relied heavily upon adults as employees also now rely upon adolescents as employees. These adolescents are expected to provide the same positive work ethic as adults. Some of these adolescent employees are students in a co-op program in their local high schools where they obtain training in work ethic. The primary purpose of this study was to determine the perception of employers and supervisors regarding the work ethic of employed high school co-op and employed high school non-co-op students. Work ethic descriptors within this study that were examined included interpersonal skills, initiative, and dependability. The descriptors mentioned were statistically examined to ascertain differences in employer/supervisor perceptions among the two groups of students.

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37

Barcus, Sydney Anne. "The impact of training and learning on three employee retention factors: Job satisfaction, commitment and turnover intent in technical professionals." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9797/.

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The purpose of this study is to explore the benefits of providing employee training and learning beyond the specific content covered in such interventions, and how personality constructs might moderate those benefits. Training refers to the imparting of specific knowledge and tasks. Learning involves processes and skills that support on the job learning experiences. This study builds on previous research linking training and development to increased job satisfaction, and reduced turnover intent, by considering additional factors. The relationships between independent variables training, learning, task variety and task significance and outcome variables job satisfaction, commitment and turnover intent are assessed. Personality constructs of need for achievement and growth need strength are explored as possible moderating variables. This research was conducted using archival data (N = 500) collected from technical professionals employed by fourteen organizations in the Southwest United States. Both task variety and task significance were found to significantly predict all three outcome variables. Growth need strength was found to moderate the prediction of commitment by task variety. Need for achievement was found to moderate the prediction of job satisfaction, commitment and turnover intent by training and learning. Need for achievement was also found to moderate the prediction of both commitment and turnover intent by task significance.

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38

Singh, Jyothsna A. "Customer expectations of employee emotional labour in service relationships." Thesis, University of Gloucestershire, 2017. http://eprints.glos.ac.uk/5715/.

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Emotional labor has been defined by Hochschild (1983) as “the management of feeling to create a publicly observable facial and bodily display” (p. 7, 1983). Many jobs contain an emotional component that goes beyond the normal burden on feelings caused by work and thus require “emotional labor”. Hochschild (1983) distinguished between two approaches available to the emotional laborer - surface acting and deep acting. This thesis examines the relationships between employee emotional labour (Hochschild, 1983), customer perceived interaction quality and customer intention to continue the private banking service relationships. It also tests the mediating effects of customer expectations of emotional labour on the relationship between employee emotional labour and customer perceived interaction quality. Dyadic data was generated from customer-relationship manager pairs involved in private banking service relationships. Key findings demonstrate that employee deep acting relates positively with customer perceived interaction quality; however, employee surface acting does not relate negatively. At a more specific level, the greater the customer expectations of deep acting - the more positive the relationship between employee deep acting and customer perceived interaction quality and the more negative the relationship between employee surface acting and customer perceived interaction quality. The lower the customer expectations of surface acting, the more positive the relationship between employee deep acting and customer perceived interaction quality. Higher levels of customer perceived interaction quality then relate positively to the customer intention to continue the service relationship. This work helps simultaneously explore the flow of emotional labour from employees to customers and helps understand the service relationship holistically. Findings establish the importance of emotional labour and how it influences customers’ perception of their interactions. This knowledge is useful in building sustainable and fruitful service relationships for the benefit of the customers, employees and organizations.

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39

Nejad, Aaron. "Employee ownership in privatisation : the employee investment decision and industrial relations effects at the National Freight Company." Thesis, London School of Economics and Political Science (University of London), 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267269.

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40

Ryan, Fiona. "The part-time employment relationship : an investigation of its capabilities to meet the needs, wants and expectations of employees and employers." Thesis, University of Huddersfield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285612.

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41

Mwanza, Besnat. "Retention strategies of key talent at the bank of Zambia." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1140.

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Finding and developing key talent is one of the toughest business challenges that executives face. The main problem of this study was to identify strategies that could be implemented by the Bank of Zambia (BoZ) in order to retain key talent. To achieve this objective the following procedure was followed: - Talent management strategies that were used at that time to improve retention at the BoZ were presented and discussed. Four main strategies were identified; professional scales, promotions, cash awards and flexible working hours. - Data regarding the turnover of people with key talent at the BoZ was collected and analysed. Key talent was defined and key talent at the BoZ was identified. It emerged that a retention problem was experienced among employees with a first university degree or professional qualifications such as ACCA/CIMA. The employees were mainly employed at the middle management level. - A literature study was conducted to identify talent management strategies that organisations could use to manage key talent. The literature study focused on the talent management process as a whole. Attention was focused on who should take responsibility for talent management, the importance of talent management and talent management strategies related to motivation, leadership and human resource strategies were also highlighted. The three strategies were found to be inter-related. The theoretical study formed the basis for the development of a survey questionnaire to establish the extent to which the strategies revealed in literature were utilised at the bank. The survey was administered to a randomly selected group of middle management employees at BoZ 5 and BoZ 6 levels. iv The empirical results revealed that all the strategies identified were used but that there was room for improvement in some areas. It was evident that many respondents felt that talent management was not a business priority at the bank. Many respondents felt that human resources played an adequate role in talent management but that their direct supervisors and senior management should play a bigger role than was currently the case. It was also evident from the results that most respondents felt that the leadership style of supervisors at the BoZ was effective and supportive. The extent to which some of the human resource strategies were used could lead to low morale and dissatisfaction among people with key talent. Specifically, the results revealed that most respondents felt that performance appraisals were not fairly and consistently applied or linked to incentives. On the basis of the literature study and the results of the empirical study, a talent management model was developed for the effective implementation of retention strategies. However, the effectiveness of these strategies would depend on the support of management. Managers, supervisors and employees themselves have to be involved in talent management.

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42

Dolfi, Sharon A. Israel. "Correlates of union and organizational commitment : a survey of former Eastern Airlines employees." FIU Digital Commons, 1994. http://digitalcommons.fiu.edu/etd/3072.

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Former Eastern Airlines flight attendants were surveyed regarding their levels of union, organizational, and dual commitment, union participation, strike participation and support, and current feelings of job stress, job affect and job satisfaction. It was found that union commitment was positively correlated with union participation. Due to the unique situation at Eastern, it was also found that there was no difference in levels of strike participation and support between those dually committed and those unilaterally committed to the union. Strike participation and support also correlated positively with one measure of current job stress. Other findings included a positive correlation between job affect and satisfaction, and a negative correlation between both of these measures and job stress.

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Thorstensson, Olof. "Employers’ Perception of Older Workers and Labour Demand." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65364.

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With the ageing population in Sweden and the need for more working hours among older workers as background, this essay analyses labour demand for older workers. More precisely it tries to find a connection in employer perceptions of certain character traits for older contra younger workers and the propensity to hire older workers. Using a newly conducted survey sent out to Swedish establishments, this study finds two character traits where negative perceptions have an extra negative effect on hiring: creativity and endurance. Unfortunately, there is a presence of low t-statistics throughout the results which calls for further research on the subject. As a secondary objective, this study also briefly looks at the previously unexplored subject of how the age of an establishment affects labour demand. Results for this points to a small effect but in these results, there are also cases of low statistical significance.

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Hogan, James Lawrence. "Health Sector Labour Market Dynamics and Multi-Employer Collective Agreements." Thesis, University of Canterbury. School of Business and Economics, 2014. http://hdl.handle.net/10092/9831.

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How New Zealand’s health-sector labour markets interact with District Health Board (DHB) Provider Arms is my thesis’ focus. Using health-service delivery data, workforce data, and DHB monthly financial information, I estimate the DHB Provider Arm economic production process and the interaction between DHBs and the health-sector labour and capital input markets. Production and input market interactions are modelled through simultaneously estimating a DHB production function together with the first order conditions for cost-minimisation in an econometric system-of-equations. Estimating a system-of-equations allows labour and capital market prices to interact with DHB marginal input productivities according to the first order conditions of cost-minimisation. Nationally-determined MECA labour prices influence health service output through their equality to DHB production-based input marginal productivities. Medical and nursing labour appears to have inelastic labour demand, providing scope for unions in those sectors to exploit market power. DHBs are employing fewer workers than they would and paying more for each worker than they should if the labour market was more competitive. New Zealanders are receiving less health care then they might, and experiencing more morbidity then they need bear, from the workforce restrictions generated in the health sector's labour market. The passed-through inflated labour costs are borne by taxpayers, who lack options for alternative provider care. The non-competitive labour market induce secondary labour market effects. Overseas-trained medical labour, attracted into New Zealand by above-competition wages, are denied employment within medical-skill-hungry DHBs. Graduate nurses over-supply a quantity-constrained labour market, generated entrenched unemployment. DHBs are induced to be allocative and technically inefficient through price distortions, creating higher output costs and an inefficient production input mix.

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45

Lisciandra, Maurizio. "Labour performance and contractual structures : incentive theory and employer practice." Thesis, University of Cambridge, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.614943.

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46

Smith, Lakin. "Emotional labour and employee well-being in the hospitality industry." Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/13012.

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Includes bibliographical references.
This study examines the nature of emotional labour and its relationship with employee well-being using a sample of South African hospitality employees (N =136). Exploratory factor analysis differentiated between three distinct emotional labour dimensions: surface acting, deep acting, and naturally felt expression. Controlling for the influence of positive affectivity and general self-efficacy, hierarchical multiple regression analysis showed that surface acting predicted emotional exhaustion, and deep acting predicted job satisfaction. Work-to-life conflict partially mediated the relationship between surface acting and emotional exhaustion, and fully mediated the relationship between surface acting and job satisfaction. Managerial implications and suggestions for research are discussed

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47

Chikamhi, Paul. "Educator misconduct : a study of labour relations in public schools in Namibia / Paul Chikamhi." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1710.

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48

Mahle, Stephen E. "An options model of employee-firm contracts." Connect to resource, 1987. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1262704610.

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49

Papandreou, Andreas-Nikolaos. "The Demography of Employment in a Swedish County Council: Estimation and Mapping of Manpower Statistics in Östergötland." Thesis, Linköping University, Department of Computer and Information Science, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-6977.

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The changing requirements in the modern labour market have led to a new form of economic geography of employment, where skills, wages and the uncertainty of employment play a primary role in the spatial division of labour.

The main purpose of this project is to investigate the use of Geographical Information Systems (GIS) as a tool to illustrate employment and unemployment in Östergötland County for giving information on the development of the labour market. In addition, the use of GIS for population data analysis with the help of Oracle’s map viewer is closely examined. This descriptive thesis reveals that the labour market is characterized by the geographic extension of the market and its determination by how far the supply and demand forces go and the important role that GIS plays in illustrating the distribution of workforce in Östergötland’s labour market.

GIS is an analytical tool for employer/employee demographics that can be used for visualization but also for analysis and pre-processing purposes with the use of graphic tools. With the use of thematic maps, GIS can visualise spatial data with labour data according to certain demographic criteria.

GIS technology has ways of mapping thematically the local labour market demand and supply. In addition, it is capable of constructing a comprehensive workforce development system that can integrate the job seekers and employers. GIS can facilitate the development of visual web-based mapping systems that allow users to investigate and find employees within various industries.

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Cheung, Suet-mui Lilian, and 張雪玫. "Public sector unions in Hong Kong: a study ofthe reorganization of the Medical and Health Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31975732.

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