Дисертації: "EMPLOYMENT CONDITION"

1

Allbutt, Helen Mary. "The experience of illness and employment among young adults with a long-term condition." Thesis, University of Edinburgh, 2008. http://hdl.handle.net/1842/29242.

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There is little research on how individuals with chronic illness from childhood fare in the labour market as an adult and the perceptions of these groups towards work and career prospects. A qualitative study was undertaken using grounded theory to explore these issues among adults from three disease categories. In total, 30 respondents were interviewed aged between 20-32 years; 10 with cystic fibrosis, 10 with Type 1 diabetes and 10 with arthritis with gender represented equally across the three groups. Respondents had varying degrees of disease severity. There was, however, a consensus among these young adults in how symptoms were experienced and managed. Respondents viewed themselves as competent individuals and their approach to care reflected this standpoint. Management of illness was largely taken-for-granted and perceived only as intrusive by those with deteriorating health. There was some discrepancy between the apparent advice given by health care professionals and decisions made by individuals about illness which were located in the social fabric of day-to-day activities. No specialist careers guidance had been available to these young adults. Career choice was hindered by lack of educational attainment in some cases and restricted employment opportunities in others. Most respondents were not familiar with welfare to work initiatives. At the point of interview, 20 were in full-time jobs, 2 worked part-time, 3 attended higher educational institutions and 5 were out of work receiving full disability-related benefits. Disclosure of health status in employment emerged as a key issue. Half the sample reported having to make some sort of adjustment to manage working lives. The majority of these involved self-care strategies such as buying special adaptations, getting up extra early on work days and making great efforts to accommodate meals into busy schedules. These types of adjustments were seemingly acknowledged by employers.

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2

JOSHI, SUJATA. "IMPACT OF COVID-19 ON EMPLOYMENT AND COMPENSATION OF NEPALESE FIRMS." Thesis, DELHI TECHNOLOGICAL UNIVERSITY, 2021. http://dspace.dtu.ac.in:8080/jspui/handle/repository/18618.

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This dissertation report is aimed at identifying the impact of COVID-19 pandemic on the employment sector and compensation practices among the organizations of Nepal. The factors to be studied are Employment or the current labour market, Compensation and overall satisfaction of the people with the compensation they are currently receiving in the organization. Since the pandemic is one of its kind, not much studies have been done in the area however in the studies that has been taken into consideration for the research purpose show that there has been some negative impact of COVID-19 on the compensation practices of the country as well as on a global level. This dissertation will also try to study the relationship of these factors with employee compensation satisfaction among employees working in Nepal. The findings show that there has been number of job losses in various sectors of the country and the majority have been at the receiving end of the pay cuts that was done during the pandemic by their organizations. While the dissertation shows that majority are satisfied with their current compensation that is being provided by their organization, there are some who are not at all satisfied with their current organization’s compensation practices.

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3

Bacouelle, Johanna. "La condition juridique de l'artiste-interprète." Thesis, Paris 1, 2015. http://www.theses.fr/2015PA010301.

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La condition juridique de l'artiste-interprète se caractérise par une imbrication étroite du droit du travail et du droit de la propriété intellectuelle. Chaque source de droits appréhende des temps différents de l'activité de l'artiste-interprète. Le droit du travail s'intéresse à l'artiste-interprète en tant que travailleur. Le modèle du salariat s'impose largement puisque le législateur a instauré une présomption de salariat. Le droit de la propriété littéraire et artistique s'intéresse au résultat du processus de création sur lequel les artistes-interprètes bénéficient de droits voisins du droit d'auteur. L'artiste-interprète se trouve donc au cœur d'une articulation délicate entre la liberté d'expression inhérente à son activité et la subordination juridique qui caractérise la relation de travail salariée. En réalité, le droit du travail n'ignore pas la nature particulière de l'activité de l'artiste-interprète. D'une part, l'artiste-salarié est largement soustrait aux conditions traditionnelles de la subordination juridique, d'autre part, un espace est laissé aux artistes qui souhaitent exercer en qualité d'indépendant. Malgré l'existence d'une double protection juridique, l'artiste-interprète demeure un sujet de droit fragile. Il fait souvent figure de travailleur précaire avec la généralisation de formes d'emploi flexibles et son droit voisin fait figure de « parent pauvre». L'artiste-interprète est d'autant fragilisé que son droit fait l'objet de contestations dans le cadre de l'Internet. Le rapport de force avec les acteurs de l'économie numérique est inégal et les revendications du public sont fortes. Il s'ensuit le besoin de définir un cadre plus équitable
The legal position of the performer consists in a narrow interweaving of the labour law and intellectual copyright rights. Each source of rights bandles different times related to performing artists's activities. Labour law refers to the performer as a worker. Salaried staff status is predominant since the legislator bas introduced a presumption of employment. Literary and artistic property rigbts focus on the result of the creating process on which performers benefit from rights related to copyright. Performing artists are indeed at the heart of a delicate joint between the freedom of speech inherent to their activity and the legal subordination which characterises salaried staff relations. Actually, the labour law is not unaware of the peculiar nature of performing artists's activities. On one band, the salaried artist is exempt from the usual requirements of legal subordination; on the other hand, room is left to artists hoping to work as self-employed. Although a double legal protection exists, performing artists remain a fragile subject of law. They are often considered as precarious workers with the generalization of flexible forms of work and their neighbouring rights are often seen as a poor relation. Performing artists are even more so weakened that their right is subject to protests on the Internet. The power relationship with the players in the digital economy is uneven and grievances from the public are very strong. There is a need to define a more equitable frame

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4

Byrd, Kevin Ryan. "The Changing Role of Downtowns: An Examination of the Condition of Cities and Methods to Reinvent the Urban Core." Virginia Tech, 2004. http://hdl.handle.net/10919/9949.

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Downtowns across America have changed as a result of suburbanization. Population shifts and changing land consumption patterns caused by advancements in technology, such as the Interstate and the Internet, along with social and economic factors, alter downtown development. The city, and particularly its downtown, used to represent the nucleus for all commercial, retail, and industrial activities. As population and commerce suburbanized, the 'central' business district became one of several business centers and lost much of its retail function. Currently, cities are re-evaluating their development strategies to determine the best methods to attract people back to the urban core and to regain the vitality that once defined city life. Efforts to redevelop downtowns typically assume the characteristics of place-based strategies by following either infrastructure strategies or consumer strategies. The former method is more traditional, with attention given to specific land uses, such as residential, retail, or entertainment activities. Essentially, infrastructure strategies rely on the 'build it and they will come' motto. Consumer strategies strive to attract young professionals, single-parent families, and "empty nesters" for urban living by accentuating amenities unique to the city lifestyle. Roanoke, Virginia serves as a case study for evaluating suburbanization trends and methods of redevelopment for a small- to medium-sized city. By calculating and analyzing household and office employment projections, the Roanoke market shows signs of strength among young, renter households and Central Business District office employment. With a downtown residential market emerging and downtown office employment growing, adaptive reuse of urban space may prove to be Roanoke's method of reinventing its downtown by orchestrating a consumer-based redevelopment effort.
Master of Urban and Regional Planning

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5

SOARES, RENATA DOS SANTOS. "PROFESSIONALISATION OF TEACHING: THE CONSTRUCTION OF THE EMPLOYMENT CONDITION OF PRIMARY TEACHER IN RIO DE JANEIRO (1854-1926)." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2016. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=32499@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO
COORDENAÇÃO DE APERFEIÇOAMENTO DO PESSOAL DE ENSINO SUPERIOR
CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICO
PROGRAMA DE EXCELENCIA ACADEMICA
O presente trabalho tem como objetivo contribuir com a história da profissionalização do professor primário a partir do entendimento das suas condições laborais entre 1854 e 1926, na cidade do Rio de Janeiro. O trabalho tem como ponto de partida uma análise inicial das chamadas profissões imperiais, Medicina, Direito e Engenharia, o que possibilitou a edificação de categorias de análise da profissão de professor primário, ladeadas pelas especificidades deste grupo profissional. Assim, destacamos neste trabalho os movimentos de feminização e feminilização do magistério, as mudanças das instâncias formativas, os movimentos de associativismo docente, além da visão salvacionista da educação, reforçada no período estudado. Na elaboração deste trabalho, realizamos o levantamento da documentação legal do período e fixamos como eixos de análise a reforma Couto Ferraz realizada em 1854 e as ações de Carneiro Leão à frente da Diretoria Geral de Instrução Pública, entre 1922 e 1926. A opção pelo estudo da legislação educacional está fundamentada no desejo de entender a profissão docente a partir da análise do mecanismo que consideramos mais expressivo de comunicação e relação entre os professores e o Estado: a normatização laboral. No entanto, para entender a legislação e seus impactos na organização dos professores foi necessário recorrer a uma diversidade de fontes, relatórios ministeriais, atas de congressos, publicações em jornais de grande circulação, manifestos e comunicações entre as autoridades administrativas e os professores. A análise desse material nos possibilitou observar movimentos interessantes de resistência e adaptações, por parte dos professores e do Estado, que resultaram em marcas profissionais distintivas como a fragmentação profissional e o controle do trabalho docente. Desta forma, acreditamos que o entendimento das condições de trabalho dos professores primários, ao longo da história, pautadas pela relação da categoria com o Estado, é um elemento chave para a compreensão da construção do lugar da profissão de professor na sociedade, para a constituição do fazer docente, entre outras questões que cercam este ofício.
This work aims to contribute to the history of professionalization of schoolteacher from the understanding of their working conditions between 1854 and 1926 in the city of Rio de Janeiro. The work takes as its starting point an initial analysis of so-called imperial professions, Medicine, Law and Engineering, which enabled the construction of categories of analysis of primary teaching profession, flanked by the specifics of this professional group. Thus, we highlight in this study the movements of feminization and feminisation of the teaching profession, the changes of training instances, the movements of teacher associations, as well as Salvationists vision of education, increased during the study period. In preparing this report, we conducted a survey of the legal documentation of the period and we set as analysis axes Couto Ferraz reform carried out in 1854 and the actions of Carneiro Leao ahead of the General Directorate of Public Instruction between 1922 and 1926. The choice of study educational legislation is based on the desire to understand the teaching profession from the analysis of the mechanism that we consider most expressive communication and relationship between the teachers and the state: labor regulation. However, to understand the legislation and its impact on the organization of teachers was necessary to use a variety of sources, ministerial reports, conference proceedings, publications in major newspapers, manifestos and communications between the administrative authorities and teachers. The analysis of this material has enabled us to observe interesting resistance movements and adaptations by teachers and the state, resulting in distinctive professional brands such as professional fragmentation and control of teaching. Thus, we believe that the understanding of the working conditions of primary teachers throughout history, guided by the ratio of the category with the state, is a key element for understanding the construction of the place of the teaching profession in society, to form do the teaching, among other issues surrounding this craft.

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6

Mori, A. "OUTSOURCING IN PUBLIC SERVICES. IMPACTS ON WORKING CONDITIONS AND EMPLOYMENT RELATIONS IN A THREE-COUNTRY TWO-SECTOR COMPARISON." Doctoral thesis, Università degli Studi di Milano, 2015. http://hdl.handle.net/2434/274489.

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Over the past three decades, public administrations have been subject to a far-reaching restructuring towards outsourcing in a wide range of tasks and services. Under the pressure of increasing public debt, stricter spending constraints, shifting consumer preferences and the demand for higher value for money in an era of austerity, these organisations have differentiated the provision of services, opening the traditional public production and delivery to competition. The picture that emerged following these processes is strikingly various and patchy: public administrations across Europe, indeed, have adopted a wide set of market-type mechanisms, including public-private partnership, voucher system and contracting out (OECD 2011). The restructuring process of public services provision towards outsourcing represents a tile within a broader mosaic of public administration reform, an ‘unending wave of reforms’ (Pollitt 2002) that has expanded progressively since the 1980s across all European governments under the label of New Public Management (NPM) (Hood 1991), suggesting uniformity and communality. This doctrine aimed to remove any difference between the public and the private sector as a way of increasing the efficiency and effectiveness of public services: thus governments imported in their public bureaucracies business-like tools and values, alongside with market-type mechanisms from the private sector. Outsourcing stems precisely from NPM-inspired reform stream, as a market-type mechanism for saving government public funds (Savas 2000): opening service provision to market competition might achieve a cost reduction, since private providers in a competitive regime are expected to realize economies of scale and to raise effort or productivity with a given input/workforce-combination. Unquestionably, outsourcing has promoted a model of competition, but that is often largely based on the reduction of labour costs and not on the improvement of quality and innovation: empirical evidence increasingly emerged, arguing that cost savings may simply correspond either to reduced employment or to a fall in employment terms and conditions (Flecker and Hermann 2009). This process, leading to complex changes in the organisation of work and employment conditions has been subject to growing scrutiny mainly across private sector firms (Flecker et al. 2005, Marchington et al. 2005, Flecker 2009, Perraudin et al. 2009). It has been assumed that external restructuring of companies, involving the dispersion of activities across organisational boundaries, has led to a degradation of working terms and conditions (Doellgast and Greer 2007, Flecker and Meil 2010), since it may trigger competition with a cheaper labour-supply, shifting work from highly unionized and better sheltered organisations to more vulnerable companies, subjects to market fluctuations, where trade union power is low or inexistent. The vertical disintegration presents substantial challenge to employment relation structure as well (Doellgast and Greer 2007), weakening the bargaining power of union while the dependency relations between companies along the value chain can be expected to translate into increased disparities and instability in terms of employment and working conditions (Flecker 2009). Thus, drawing on varying approaches in the literature, the research aims to discuss the impacts of outsourcing on working conditions and employment relations structure in the public sector at a double comparative level: across countries and between public administration sub-sectors within each country. This multi-level comparative research design, indeed, enables to address the second main research question, that is whether implications following outsourcing process display convergent or divergent internal trajectories on the one side between different sectors within national frameworks and on the other side across different countries; and finally to identify which factors do intervene in explaining these patterns. The underlying theoretical hypothesis is that national institutional arrangements and industrial relations regimes featuring each country may intervene in mediating the implications over labour and employment relations structures following outsourcing. Likewise, different legislative pressures, economic constraints affecting the sectors under scrutiny and sector-specific characteristics may lead to divergent implications between sub-sectors. Hence I explore these issues through a case-study analysis of public services outsourcing across three countries ˗ Italy, England and Denmark as they each answer to a different industrial relations model ˗ and two sectors: health care sector and local government. Findings are based on an in-depth qualitative analysis carried out across the six case studies through 75 semi-structured interviews (25 conducted in Italy, 24 in England and 26 in Denmark): all the interviews were recorded, literally transcribed and content-analysed using the software tool ATLAS.ti and complemented by a documental analysis based on a wide range of secondary sources – such as academic literature, legislation, annual reports, internal PowerPoint presentations, collective agreements, practitioners’ reports, related surveys, employers’ associations and unions internal documents and newspaper articles. Empirical evidence shows an overall picture dominated by growing fragmentation of employment conditions (Flecker 2010) and a deterioration of work. Employment has generally become more insecure (Huws and Podro 2012) and flexible, in terms of both working hours and workplace flexibility. Greater demands are placed on work tasks, including increasing workload due to understaffing, work intensification, higher speed in the work and the use of piecework (Flecker and Hermann 2009, Hasle et al. 2014). Moreover, public administrations have deliberately exploited private sector regulations in order to escape expensive widely encompassing public-sector collective agreements under the pretext of raising competition: outsourcing was to a large extent driven by the search for lower wage rate paid by external contractors (Flecker and Herman 2011, Grimshaw, Rubery and Marino 2012). Despite these convergent tendencies, implications for labour and industrial relations display clear national distinctiveness, mediated by the industrial relations model adopted in each country: thus evidence regarding Italian and Danish cases is less unambiguously negative since a system of employment relations with high collective bargaining coverage and strong union membership works as a buffer in protecting job terms and conditions during contracting out process (Petersen et al. 2011, Jaehrling 2014). Conversely, a regime which puts emphasis mainly on market adjustments and self-regulation, reducing in this way the role of employment regulation and organized labour institutions might pave the way to detrimental consequences for labour, since workforce is let free to compete in a market regime featured by weakness of employment relations structure and devoid of strong job protection as in England. Divergent trajectories emerge between sectors as well: municipalities are more likely to outsource services with detrimental consequences for labour, compared to health care sector, because of the inherent pressure exercised by growing budget cut, legislative constraints to reduce public employment size, austerity measures and raising number of services to provide.

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7

Cjuro, Vera Cinthia Mirella. "The Compliance with the Resolutory Condition as a Causal Valid of Extinction in the Work Contracts with an Indefinite Term: Temporary Indefinite Contracts?" Derecho & Sociedad, 2016. http://repositorio.pucp.edu.pe/index/handle/123456789/117284.

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In this article, the author analyses whether Peruvian labor law permit the incorporation of a resolutive condition in undetermined contracts of employment. To do so, the author annotates a particular case of Peru, as well as some judgments of the Spanish Court of Justice.
En el presente artículo, la autora analiza si a la luz de las normas laborales que regulan las causales de extinción de los contratos de trabajo, es posible que las partes puedan incorporar válidamente una condición resolutoria en contratos a plazo indeterminado. Para ello, comenta un caso particular peruano, así como algunos pronunciamientos del Tribunal Supremo español.

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8

Piette, Valérie. "Servantes et domestiques: des vies sous condition; essai sur la domesticité 1789-1914." Doctoral thesis, Universite Libre de Bruxelles, 1998. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/212035.

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9

Ouali, Nouria. "Migration et accès au marché du: les effets émancipateurs sur la condition des femmes issues de l'immigration." Doctoral thesis, Universite Libre de Bruxelles, 2008. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210479.

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La thèse a pour objet l'émancipation des femmes issues de l'immigration. Elle propose d'évaluer les effets de la migration et de l'accès au marché du travail sur l'émancipation des filles de migrantes d'origine marocaine en Belgique francophone.

L'étude tente d'abord de mettre en lumière le rôle des femmes immigrées dans l'histoire de la Belgique en le ré-articulant à l'histoire sociale, l'histoire des femmes et l'histoire de l'immigration. Ensuite, elle montre que l'approche dominante des travaux sur les migrations ne prend pas en compte la dimension du genre, ce qui a pour conséquence de masquer la différenciation des expériences migratoires selon le sexe. Enfin, elle replace l'analyse du statut des femmes immigrées et de leurs descendantes dans la complexité des rapports sociaux de sexe, de race et de classe afin de mieux rendre compte des réalités concrètes et de sortir du simplisme des approches culturalistes.

La thèse développe une analyse des politiques d'intégration (politiques éducative, de l'emploi et de lutte contre les discriminations) visant l'émancipation des immigrées et en évalue l'impact sur les filles de migrant-es d'origine marocaine. Elle présente enfin les trajectoires individuelles des filles de migrant.es marocain.es et examine les facteurs individuels et collectifs favorisant leur émancipation.

Doctorat en sciences sociales, Orientation sociologie
info:eu-repo/semantics/nonPublished

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10

Horo, Lindile. "The variation of conditions of employment." Thesis, University of Port Elizabeth, 2002. http://hdl.handle.net/10948/282.

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This paper seeks to bring clarity to a number of issues that arise from a process resulting from the unilateral variation of terms and conditions of employment and the conflict management and dispute resolution processes. The variation of employment terms particularly when it is driven by one party to the employment relationship can cause instability, insecurity, confusion and uncertainty to the parties involved. The nature of work is not constant and therefore changes are inevitable. This then has an effect of bringing disorder not only to the employer-employee relationship but also to the labour relations balance. In many instances and depending on whether it is the employer or employee who propagates the changes, the reasons to alter the conditions are different. Employers usually cite operational or economic reasons that are meant for the survival of the business as the need to make the changes. From the employees’ side the changes are necessitated by reasons aimed at a move from protecting the favourable employment conditions already acquired to improving them or attaining more. In the event that the parties to the employment relationship do not agree to the changes proposed and implemented, a dispute usually arises. This results from the failure of a consultation process, negotiations, persuasion or collective bargaining in general. In essence such a dispute arises from absence of consent to the changes. The failure of a bargaining system requires the process to assume a new nature. The dispute resolution systems and the conflict management systems follow as both the appropriate and necessary steps. The bargaining power together with the intervention of the third party is at the centre of this phase. The parties, depending on the nature of the dispute, the conditions that iv are changed and who are affected by the changes, have choices on what dispute resolution mechanisms to employ. The choice made has a huge impact on both the outcome required in the form of recourse, how the dispute will be resolved or how the conflict will be managed. There is legislative intervention with regards to the resolution of the conflictual scenarios that arise from disputes on unilateral variation of terms and conditions of employment. There are also non-statutory measures available to the parties. The choices are vast as to when can the variation take place, the reasons for the changes, the parties involved, the possible dispute resolution mechanisms, what can be varied and whether the unilateral implementation can be viewed as fair.

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11

Senior, Graham John. "School leavers and employment." Thesis, University of Glasgow, 1986. http://theses.gla.ac.uk/5433/.

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This study focuses its attention upon the experiences of a cohort of new entrants into the labour market in a period of mass unemployment. It is based upon information gathered in 1982 and 1983, through the use of both personal interview and postal questionnaires, from a group of young people who left schools, aged 16, in the Motherwell District of Lanarkshire in the Summer of 1982, supplemented where appropriate with data from official sources and that collected by the Motherwell Labour Market Project. That a study of young people entering the labour market should be undertaken stems mainly from the rising tide of unemployment which has hit most if not all western economies. This recession has particularly affected the young and whilst concern has been shown for all victims of unemployment the young have received most attention, for they are seen not only as innocent victims but also as the most vulnerable group for whom the experience of unemployment is likely to have the most serious and lasting impact. It is hoped that this study will give some insight into the transition from school to work at time of mass unemployment. A major theme which runs throughout the study is 'labour market information' as we believe that it is people's perceptions about situations which affect behaviour and the accuracy of their information may have implications for labour market success as this could affect their behaviour within the labour market, e.g. job search activity, participation decision at 16. It is through our analysis of a number of different issues during the transition from school to work that we hope to build up a picture of the transition period in the early 1980's and gain some impression as to the importance of labour market information. The specific areas of analysis are: (i) the school leaving decision (ii) the local labour market knowledge (iii) provision of occupational information (iv) job search behaviour (v) labour market experiences. A brief description of our results follows. Our analysis of the school leaving decision at 16 aimed to identify factors which would explain why some young people left school at the earliest opportunity. In building our model we reviewed economic theories, economic literature and educational and sociological literature to obtain suggestions as to possible variables to include in our analysis. As expected, the academically able were less likely to leave school at 16 as were those who had a pessimistic view of the unemployment situation facing young people - the discouraged worker effect. An interesting finding was a negative co-efficient attached to the wage variable, possibly indicating a backward bending supply curve of youth labour, or a lack of knowledge of youth wages - we elected to argue for the latter explanation. Our analysis of young people's knowledge of their local labour market justified the above conclusion. The sample exhibited a considerable degree of ignorance about the youth (and adult) labour market, though their knowledge of the Youth Opportunities Programme was on the whole accurate. The sample consistently under-estimated the level of wages paid to both young people and adults and over-estimated both youth unemployment and adult unemployment rates. In attempting to explain the degree of under/over estimation we argued that possible confusion over the terms `gross pay' and `unemployment rate' may have been partly responsible. Explaining variations between sample members' answers was less successful - chi-square statistics invariably failed to reach the desired level. Attempts by schools to impart occupational information and prepare young people for entry into the world of work went largely unnoticed by the sample. Careers Evenings, work-experience courses, careers education classes, did not appear to make any real impression upon the sample, the vast majority of whom felt that their final year at school had been a poor preparation for entry into the world of work. Only one-in-three of the sample had been interviewed by the Careers Service at the time of our initial contact which makes an assessment of their role in preparing young people for entering the labour market somewhat difficult. A considerable degree of job search activity was undertaken by the sample prior to leaving school and for the first six months after labour market entry. Extensive use was made of the various information channels both in terms of the number of different channels used and the frequency with which they were consulted. Despondancy resulting from lack of success crept in and search intensity declined in 1983. Although over 1300 applications were submitted, only 26 members of the sample contacted in 1983 had secured employment. Attempting to identify factors which may account for the success of these 26 individuals led us to search theory, and the literature on unemployment duration/re-employment probabilities to suggest variables to include in our model. A number of factors were found to be significant - number of jobs applied for, intensity of search, religious affiliation of school, sex, when began search - though a large degree of the variance was still left unexplained. Having discussed the many issues outlined above, we are able to offer some insight into the transition from school to work in the early 1980's and assess the important of labour market information in the transition period. The sample's lack of knowledge of youth wages and youth unemployment would not appear to have had an undesirable effect upon their job search behaviour. Under-estimating wages and over-estimating unemployment could have led to deciding not to search for work - the financial incentive was not there and there were few jobs anyway - but we found evidence of considerable search activity in 1982. Information pertaining to vacancies is obviously vitally important. For the majority in our sample the transition from school to work did not happen. They were caught up in the xiv unemployment - Y.o.P. - unemployment circle, with little hope of a job in their early years in the labour market.

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12

Barnard, Brent. "Fairness and unilateral change of employment conditions / Brent Barnard." Thesis, North-West University, 2012. http://hdl.handle.net/10394/8644.

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13

Kurdi, Heba. "The impact of minimum wages on the incentives of education for the youth." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-67217.

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The purpose of this thesis is to investigate the incentives regarding the education decisions, resulting from a minimum wage over the period 2005-2014. The question is investigated by comparing the changes in the wage dispersion and upper secondary graduation rate in 17 OECD countries. And then, by comparing the changes in the bites of the minimum wage and educational attainment for upper secondary students in 11 OECD countries, where minimum wages are regulated by law. The majority of previous research seem to point out a negative educational effect of minimum wages. However, this paper finds no evidence that increasing the minimum wage can decrease the high school graduation rate. A possible explanation is that the correlation between the higher employment prospect and educational attainment can create incentives for young individuals to undergo education. This study seems to be the first to investigate the educational effects of minimum wages using internationally comparative data.

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14

Lain, Jonathan. "Essays on self-employment in Africa." Thesis, University of Oxford, 2015. http://ora.ox.ac.uk/objects/uuid:8fe67edf-8aac-4de2-b6cd-e60115a95788.

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Informal sectors in developing countries provide a substantial pool of jobs for some of the world's poorest people. Self-employment comprises a large portion of the job opportunities available to individuals working in these sectors. This thesis is concerned with the factors that drive people to become self-employed and determine their welfare as an entrepreneur, with a special emphasis on differences between women and men. In Chapter 1, we explain the Ghanaian context to which this thesis relates and outline the contribution of each main chapter and the common themes. In Chapters 2 and 3, we examine the trade-off between domestic work, such as caring for children and household chores, and market work. In Chapter 2, we consider the extent to which individuals are able to substitute between these two tasks to adjust to short-run variation in domestic productivity brought about by outages in electricity. We find that self-employed workers adjust non-monotonically to changes in domestic productivity, initially increasing their levels of domestic work to preserve consumption levels, but then substituting towards market work when power outages become more severe. We show that this relationship is heterogeneous by sex, and build a model of time allocation to demonstrate the theoretical mechanisms behind these results. In Chapter 3 we examine whether the factors that drive occupational selection differ by sex. It is often argued that women choose jobs in self-employment because this allows them to balance income-generation with childcare and other domestic work. We test the plausibility of this claim and its implications for labour market outcomes. First, we use a simple model of occupational choice to clarify our ideas about which notions of 'job flexibility' are important for the Ghanaian context. Second, we examine whether differential selection forces between women and men may explain the raw sex earnings gaps that appear to persist in various sectors, using a multinomial logit model to adjust for non-random occupational selection. We find that controlling for selection substantially widens the earnings gap amongst the self-employed, but shrinks it for the wage-employed. Third, we interrogate our selection equations and show that domestic obligations increase women's likelihood of entering low-input self-employment jobs more than men. We assess the importance of endogeneity using a maximum simulated likelihood estimator to couch the idea that selection on observables can be used as a guide for selection on unobservables, focussing on the discrete choice made over occupation. In Chapter 4, we turn to theory to try and resolve some of the empirical puzzles that remain from Chapter 3. In particular, we attempt to reconcile the fact that female participation in self-employment is so high even when the average differences in potential earnings are large. To do this, we construct a search model, which allows for individual heterogeneity and participation in both self- and wage-employment, as well as discrimination against female workers in the wage sector. We numerically solve and simulate this model, using calibrations from the existing literature, to explain a set of stylised facts generated from a longitudinal dataset of workers in urban Ghana. We show that wage sector discrimination leads to average earnings gaps in \emph{all} sectors of the economy, even if the underlying ability distribution is the same for both sexes. We also conduct a series of experiments to examine how women and men may be affected differently by government policy. Finally, in Chapter 5 we connect our main findings to policy and make some suggestions for future work.

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15

Defebvre, Éric. "Disentangling occupational and health paths : employment, working conditions and health interactions." Thesis, Paris Est, 2017. http://www.theses.fr/2017PESC0018/document.

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L’objectif de cette thèse est de démêler quelques-unes des nombreuses interrelations entre travail, emploi et état de santé, la plupart du temps dans une logique longitudinale. Établir des relations causales entre ces trois dynamiques n’est pas chose aisée, dans la mesure où de nombreux biais statistiques entachent généralement les estimations, notamment les biais de sélection ainsi que les trois sources classiques d’endogénéité. Cette thèse se propose dans un premier chapitre d’étudier l’effet de la santé mentale sur la capacité à se maintenir en emploi des travailleurs. Le deuxième chapitre explore les possibles sources d’hétérogénéité du rôle des conditions de travail sur la santé en s’intéressant aux effets d’expositions variables en termes d’intensité et de nature en début de carrière sur les maladies chroniques. Enfin, le troisième chapitre traite de la fin de carrière et de la décision de départ en retraite. L'enquête en données de panel françaises de l’enquête Santé et itinéraire professionnel (Sip) comptant plus de 13 000 est utilisée dans cette thèse. Plusieurs méthodologies sont mises en place dans ce travail de manière à prendre en compte les biais d’endogénéité, notamment des méthodes en variables instrumentales ainsi que des méthodes d’évaluation des politiques publiques (appariement et différence-de-différences). Les résultats confirment qu’emploi, santé et travail sont intimement liés, avec respectivement des conséquences avérées des chocs de santé sur la trajectoire professionnelle, et inversement un rôle prépondérant du travail sur la santé
The objective of this Ph.D. Dissertation is to disentangle some of the many interrelationships between work, employment and health, mostly in a longitudinal approach. Establishing causal relationships between these three concepts is not easy, as many statistical biases generally undermine estimates, including selection biases and the three classical sources of endogeneity. This thesis proposes in a first chapter to study the effect of a mental health shock on workers’ ability to remain in employment. The second chapter explores the possible sources of heterogeneity in the role of working conditions on health status by examining the effects of variable early-career exposures in terms of intensity and nature on the onset of chronic diseases. Finally, the third chapter deals with the end of the career and the decision to retire. The French panel data from the Health and Professional Path (Sip, Santé et Itinéraire Professionnel) survey with more than 13,000 respondents is used in this work, as well as several methodologies in order to take into account endogeneity biases, in particular methods relying on instrumental variables and methods for public policy evaluation (matching and difference-in-differences). The results confirm that employment, health and work are intimately related, with clear consequences of health shocks on employment and, conversely, a preponderant role of work on the determination of health status

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16

Garnett, Anne Margaret. "Employment and population adjustment in rural Australia /." Canberra : University of Canberra, 2007. http://erl.canberra.edu.au/public/adt-AUC20070802.130527/index.html.

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17

Jonsson, Hans. "Housing, labour market conditions and regional migration." Licentiate thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-21234.

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Essay 1: Swedish micro and macro data on internal migration indicate that home-owners on average have a higher propensity to migrate to other labour market areas in response to higher unemployment and job vacancy rates than renters and tenant-owners. This is evidence that owning your home does not constrain labour mobility across labour market areas in comparison to other forms of housing tenure. The response to high local job vacancy rates indicates that migration in general is driven by differences in matching efficiency in local labour market areas rather than a pure response to high local unemployment. A third finding is that at higher levels of aggregation high unemployment is associated to high levels of home-ownership as previous researchers have found. The suggested explanation for this correlation, i.e. that home-ownership constrains mobility of individuals, however, seems falsified in Sweden by our results. Essay 2: Swedish micro and macro data on internal migration indicate that interregional migration responds to regional labour market conditions and individual unemployment. Migration is found to go from relatively high unemployment and high job vacancy to low unemployment and low job vacancy regions contrary to earlier research. The response to job vacancy rates indicate that migration responds to differences in local Beveridge curves and migration goes towards better matching efficiency. Unemployment on the individual level is found to increases the propensity for interregional migration.

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18

Correa, Daniel Traxler Greg. "Determinants of rural non-farm employment and income in Paraguay." Auburn, Ala., 2008. http://hdl.handle.net/10415/1555.

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19

Wong, May Mei Ling. "Development of structured employment systems in Japanese department stores in Hong Kong." Thesis, City University London, 1997. http://openaccess.city.ac.uk/7465/.

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The study is undertaken with an intent to understand the development of structured employment systems within Japanese retail companies overseas. A majority of existing studies on Japanese international management focus on national origins as a major source of the core-periphery distinction within Japanese companies overseas. In addition, the structured employment systems model incorporates skills, profession, hierarchy, employment status and gender as well. The four Japanese companies employ various employee groups by different human resource management practices — recruitment and selection, pay and benefit, and training and development - involving varying costs. These differences are reinforced by the fact that different employee groups are managed by different organisational practices —job assignment, communication and decision-making. Thus, employees are employed in different labour market systems. The Japanese companies possess four structured employment features - polarisation between Japanese and local employees, polarisation between local professional staff and local employees with low skills, casualisation of local employees with low skills, and under-utilisation of female staff When compared with the employment systems of the British company and existing literature, Japanese MNCs tend to polarise between Japanese and local employees, and under-utilise female staff because of the characteristics of Japanese culture. The polarisation between local professional and staff with low skills, and casualisation are mainly attributable to the sectoral/technological characteristics of the retail industry, and the contextual factors of the company. The ethnocentric management approach persists in all Japanese case companies. Although market pressures have induced certain changes in some Japanese companies to make fuller use of local professional staff, they have not introduced fundamental changes in the employment systems in providing equal employment opportunity for all local employees. It is suggested that this ethnocentrism could adversely affect the development of Japanese retail companies in a business environment requiring adaptability to local market and preferences.

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20

Kremakova, Milena. "What market mechanisms mean : transforming institutions and livelihoods in Bulgarian maritime employment." Thesis, University of Warwick, 2012. http://wrap.warwick.ac.uk/50017/.

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This thesis analyses the effects of marketisation and globalisation on individual working lives, using the case of employment in the maritime shipping industry in post-socialist Bulgaria (1989-2009). The emergence of new market mechanisms under the combined impacts of post-socialist political and economic change, EU-accession, and globalisation, is analysed using convention theory and the capability approach. A situated micro-sociological case study of maritime institutions and working lives was conducted in the course of nine months of fieldwork in the period 2008-2010. The concept of a 'new post-socialist spirit of capitalism' is developed, following Boltanski & Chiapello (2005[1999]), and substantiated by empirical evidence from 52 in-depth interviews, documents and media reports, and non-participant observation. This thesis contributes to several areas of enquiry: post-socialism; employment; maritime studies; and studies of the lifecourse and working lives. Using the example of maritime employment, it draws out connections between macroinstitutional transformations, labour market conventions, individual working lives, and subjective perceptions of change. The study reveals a number of problems: the increasingly precarious nature of the post-socialist maritime labour market; the insufficient accountability and legal control over the quality of maritime jobs offered by global shipowners; the segmentation of the maritime labour market into 'good' and 'bad' jobs, some lacking basic employment security, social or legal protection for maritime workers, and even workplace safety; the lack of alternative avenues for meaningful careers for former seafarers; the declining popularity of maritime professions; the deprofessionalisation and loss of dignity and meaning in maritime labour; increasingly fragmented career trajectories; and the dissolution of local maritime communities. These problems, not restricted to Bulgaria, indicate the need for concerted supra-national public (labour and social) policies targeting maritime workers at the level of the EU and other international organisations.

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21

Boles, Patricia Ann. "Collective Bargaining for Educational Administrators: Oregon and Washington Principals' Perceptions of Working Conditions." PDXScholar, 1989. https://pdxscholar.library.pdx.edu/open_access_etds/1369.

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The purpose of this study was to examine the relationship between collective bargaining for public school principals and principals' perceptions of their working conditions. Specifically, this study examined the perceptions of working conditions for a sample of principals who had statutory authority to bargain collectively (Washington) and a sample of principals who did not have such authority (Oregon). This type of study can make a contribution to the knowledge base for educational leadership, administrative behavior and governance dynamics within educational organizations. Methodologically, this descriptive study utilized a survey research design. Survey research permits data gathering from a relatively large number of cases at a particular point in time. This research strategy focuses primarily upon the generalized characteristics of a population rather than individual characteristics. The population for this study were principals in Oregon (908) and Washington (1102). The instrumentation for data collection was The School Principal's Working Conditions Questionnaire which was mailed to a sample of one hundred principals in Oregon and one hundred in Washington. The return rate for Oregon was sixty seven (67) percent and eighty (80) percent for Washington. Seventy-three and one half (73.5) percent of the principals responded to the questionnaire. Nine sub-scales were used to measure determinants of principal's working conditions: 1) salary, 2) existence of formal written contracts, 3) autonomy, 4) power and authority, 5) job security, 6) fringe benefits, 7) role definition, 8) communications with superintendents, and school boards, and 9) involvement in decision making. The data analysis compared responses of two principals groups; an analysis of variance was used to identify significant differences between the two groups means. A major conclusion of the study was that there was no significant difference in perceptions of working conditions for the two groups of principals. Of the nine determinants of principals' working conditions, only autonomy was found to be significantly more positive for non-bargaining principals. Non-bargaining principals (Oregon) perceived that they have greater autonomy in their management roles than do the bargaining principals. An explanation for this finding may be that Oregon Principals, although they have no impact on district collective bargaining processes, have a considerable amount of discretion in managing their schools and they have an impact upon teaching behavior and student learning outcomes. A secondary data analysis compared the level of bargaining - formal, informal, and unilateral decision making to nine determinants of principal's working conditions. This analysis found salary (.001), involvement in decision making (.03), job security (.013), and fringe benefits (.016) to be statistically significant. The group of principals who indicated they formally bargain had a significantly higher mean score than the informal collective bargaining or unilateral decision making groups. This finding suggests there may be a positive relationship between adequacy of salary, formal collective bargaining, and higher levels of job satisfaction. With regard to involvement in decision making, job security and fringe benefits, the informal bargaining principals' group had a significantly higher mean score than the formal bargaining and unilateral decision making groups. The informal bargaining group perceived that they were involved in decision making processes more often or to a greater extent than principals in the formal and unilateral decision making groups. These decisions include policies and procedures which effect job security and fringe benefits. Consequently the higher scores for principals in the informal decision making group may be reflective of their participation in an inter-active "administrative team" model. This study's findings have implications for legislative bodies who are developing and/or amending collective bargaining statutes. In addition, the study's findings can inform local policy makers as they develop policies and practices for involvement of principals in matters which relate to working conditions. School district officials who have the responsibility for policy implementation can benefit from the knowledge that formalized collective bargaining (with the exception of possible salary issues) may not be as important as establishing structures and processes for including principals in decision making. In summary, the major finding that there is no significant difference in perceptions of working conditions for the non-bargaining and bargaining principal groups, has powerful implications for the collective bargaining movement and for principals in the Northwest.

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22

COREKCIOGLU, Gozde. "Gender and political economy." Doctoral thesis, European University Institute, 2019. http://hdl.handle.net/1814/60675.

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Defence date: 28 January 2019
Examining Board: Prof. Andrea Ichino, EUI, Supervisor; Prof. Andrea Mattozzi, EUI; Prof. Selim Güleşçi, Università Bocconi; Prof. Stefano Gagliarducci, Università di Roma Tor Vergata.
This thesis is a collection of independent empirical essays on gender and political economy. The first chapter investigates the effect of a pro-Islamist local government on female employment, using a unique dataset of civil servants in Turkish municipalities. Exploiting quasirandom variation in contested local elections and the time variation in the repeal of the headscarf ban, I establish two results. First, an Islamist mayor employs a lower share of females when religious women are denied jobs. Second, an Islamist mayor does not recruit females differently than a secular mayor, when institutions allow religious females to work. The proposed mechanism is the Islamist mayors’ preference for religious female employees, rather than intrinsic gender bias. The second chapter, co-authored with Marco Francesconi and Astrid Kunze, investigates labor demand effects of the extension of parental leave duration in Norway. We focus on whether and how firms adjust the gender composition of their workforce when the opportunity costs of certain types of workers rise. Using rich employer-employee data, we uncover that firms substitute potential mothers and fathers with older workers. Our results demonstrate potentially undesirable consequences of parental leave for women, even when some leave is provided for men. In the third chapter, co-authored with Fatih Serkant Adıg¨uzel and Aslı Cansunar, we consider the extent to which the geography of healthcare provision is effective in buying electoral votes. We construct a unique database of free primary healthcare clinics in Istanbul, Turkey. We estimate that a ten-minute decrease in walking time to the nearest clinic increases support for the incumbent party by 6 percentage points in local elections. While low-educated voters only care about visibility, highly-educated voters only value quality of healthcare. We argue that the spatial distribution of public service provision captures the information available to voters, which in turn, influences political outcomes.
--1 Headscarves and Female Employment --2 Parental Leave from the Firm’s Perspective (Chapter 2: co-authored Marco Francesconi and Astrid Kunze) --3 Out of Sight, Out of Mind? Proximity to Health Care and Electoral Outcomes (Chapter 3: co-authored Serkant Adıgüzel and Aslı Cansunar) --A Appendix

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23

Lu, Ruosi. "The minimum wage, inequality and employment in China." Thesis, University of Birmingham, 2015. http://etheses.bham.ac.uk//id/eprint/6390/.

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This study looks at the welfare implications of the minimum wage in China, and covers three topics: the minimum wage and wage inequality, the minimum wage and employment, and the minimum wage and the gender wage gap. The main finding is that the welfare implications of the minimum wage in China are mixed, with both positive and negative welfare effects. Four main conclusions are reached. Firstly, minimum wages can effectively reduce overall wage inequality at the municipal level (despite non-compliance) through raising individual wages at the lower end of the wage distribution. Secondly, minimum wages generally have significantly negative effects on urban employment with some indication of more marked effects for traditionally disadvantaged groups such as youth, older workers, and women. Thirdly, minimum wages significantly raise women’s wages relative to men’s at the lower quantiles of wage distribution, thus reducing the gender wage gap. Together with the second result, this means that the minimum raises women’s relative wages, while lowering their employment. Fourthly, these three results are especially robust during 2004-2007, when the minimum wage system was reinforced.

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24

Calvino, Flavio. "Employment dynamics and innovation." Thesis, Paris 1, 2016. http://www.theses.fr/2016PA01E034.

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Cette thèse de doctorat porte sur la dynamique de l’emploi dans les entreprises et sur la relation entre la dynamique de l’emploi et l’innovation, avec une attention particulière portée sur les entreprises nouvellement créées. Cette thèse conceptualise théoriquement et analyse empiriquement les différents aspects de l’interaction complexe entre le changement technologique et la dynamique de l’emploi, en se concentrant sur les effets hétérogènes des différents types d’innovation sur la croissance de l’emploi. Compte tenu le rôle primordial joué par les nouvelles et jeunes entreprises dans le processus de destruction créatrice et leur apport à la création globale de l’emploi, cette thèse fournit une caractérisation de la contribution nette d’emplois des nouvelles entreprises dans un nombre important de pays, en utilisant des données micro-agrégées issues d’une nouvelle base de données. En outre, elle analyse comment un certain nombre de caractéristiques institutionnelles affectent la création nette d’emplois dans les start-ups, en se concentrant sur les effets hétérogènes des politiques sur les nouvelles entreprises et les entreprises déjà existantes. Cette thèse étudie enfin une caractéristique particulière des lois de distribution des taux de croissance de l’emploi, c’est-à-dire la volatilité de la croissance de l’emploi, que non seulement se révèle être une médiation cruciale des effets des politiques sur la création nette d’emplois, mais a aussi d’importantes implications à la fois micro- et macroéconomiques
This doctoral thesis focuses on employment dynamics in firms, and on the relationship between employment dynamics and innovation, with a particular focus on the entry process. It conceptualizes theoretically and analyses empirically different aspects of the complex interaction between technical change and employment dynamics, focusing on the heterogeneous effects of different types of innovation on employment growth. In the light of the prominent role of newly-born firms in shaping the creative destruction process and contributing to overall job creation, this thesis provides a characterization of the net job contribution by surviving entrants across a significant number of countries. Using newly collected representative micro-aggregated data, it further analyses whether and how a number of institutional characteristics affect start-ups’ net job creation, focusing on the heterogeneous effects of policies on entrants and incumbents. This thesis finally characterizes a particular feature of the employment growth distributions – employment growth volatility – that not only proves to be crucially mediating the effects of policies on entrants’ net job creation, but also has important micro and macroeconomic implications

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25

Botha, Marlise. "Section 77 of the Basic Conditions of Employment Act 75 of 1997 as a remedy to enforce contracts of employment / Botha M." North-West University, 2011. http://hdl.handle.net/10394/8100.

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26

Darko, Christian Kweku. "Essays on education and employment in Ghana." Thesis, University of Birmingham, 2016. http://etheses.bham.ac.uk//id/eprint/6794/.

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This thesis examines how family background, measured as parents education, and household access to amenities affects children’s school enrolment, and how parents education affects earnings. I also examine how education and family background affects performance of unregistered urban businesses. In the first empirical study, rural educated parents’ effects on biological children’s enrolment were stronger, with educated fathers’ effects positive for boys and girls. Educated mothers helped boys, perhaps indicating more “traditional” values among women. Urban educated parents’ effects were weaker, which is plausible, given the weaker influence of “traditional” values. For non-biological urban children, educated mothers effect were adverse, suggesting that children fulfil a servant-type role to facilitate the educated mother’s market work. Poor access to amenities reduces enrolment. In the second empirical study, while family background was important for education, there were also direct effects of family background on earnings given education for urban individuals, implying that “connections” and nepotism may be important. The final study shows that education is important for performance of unregistered businesses without workers. Among firms with workers, education is insignificant, a result admittedly difficult to explain. Parental business ownership assists performance, an implication that parental business owners can effectively train children to business ownership.

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27

Loring, Jane A. "Changing employment contracts, changing psychological contracts and the effects on organisational commitment." Thesis, Curtin University, 2003. http://hdl.handle.net/20.500.11937/414.

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

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28

Edo, Anthony. "Immigration, wages and employment evidence from France." Thesis, Paris 1, 2014. http://www.theses.fr/2014PA010025/document.

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En France, en 2010, un dixième de la population active était immigrée. Quel impact cet apport d’actifs a-t-il eu sur les salaires et l’emploi des natifs ? Une analyse centrée sur la substitution entre natifs et immigrés montre d’abord que l’immigration n’a eu qu’un faible impact sur le salaire des natifs de même niveau d’éducation et d’expérience. Une hausse de 10% de la part d’immigrés réduit le salaire mensuel des natifs de même qualiﬁcation d’environ 0,6%. Ce résultat n’est pas surprenant compte tenu de la forte rigidité salariale qui caractérise le marché du travail français : l’existence d’un salaire minimum national et d’indemnités chômage élevées peut expliquer l’absence d’ajustement des salaires suite à une augmentation de l’oﬀre de travail. Dans ce contexte de fortes rigidités salariales, l’ajustement porte sur le taux d’emploi. Nos résultats indiquent qu’une hausse de 10 % de la part des immigrés dégrade d’environ 3 % le taux d’emploi des natifs ayant des caractéristiques individuelles similaires : âge, formation, expérience professionnelle. L’emploi des natifs diminue au proﬁt de celui des immigrés puisque ces derniers sont relativement plus attractifs pour les entreprises. Les immigrants sont notamment plus enclins à accepter des salaires plus faibles et des conditions de travail plus diﬃciles que des natifs de même qualiﬁcation. Cette première analyse de court terme n’est que partielle puisqu’elle omet les eﬀets de complémentarité que l’immigration devrait induire sur les travailleurs dont les qualiﬁcations diﬀérent de celles des immigrants. En tenant compte de ces eﬀets de complémentarité, une seconde analyse montre que si l’immigration n’a aucune incidence sur le salaire moyen des natifs à long terme, l’immigration a produit en France des gagnants et des perdants depuis les années 1990. Dans la mesure où la population immigrée est de plus en plus qualiﬁée, l’immigration a réduit le salaire des natifs très qualiﬁés et augmenté celui des natifs faiblement qualiﬁés. L’immigration a donc contribué à la réduction des inégalités salariales entre les travailleurs qualiﬁés et non qualiﬁés constatée en France durant cette période. De même, nous montrons que la forte féminisation de la population immigrée a eu un impact diﬀérencié sur les salaires des natifs selon leur genre. Depuis 1990, nos estimations indiquent que l’immigration a diminué le salaire des femmes et augmenté celui des hommes. Cet eﬀet asymétrique s’explique par le fait que les hommes et les femmes tendent à être imparfaitement substituables dans le processus productif
In the past two decades, the fraction of the population in developed countries that is foreign-born increased from 7% in 1990 to 10% in 2010. The rise in the demographic importance of international migration led to a parallel increase in the amount of time and effort that economists devote to studying the consequences of immigration. One of the main questions raised by economists is related to the labor impact of migration in receiving economies. What is the impact of immigration on the employment and earnings of native workers ? This dissertation contributes to the immigration literature through a deep empirical investigation on the effects of immigrants on native wages and employment in France over the 1990-2010 period. This dissertation is composed of two main parts. The first part investigates the short-run effects of immigration on the outcomes of competing native workers (who have skills similar to those of the migrants). I find that immigration has a very small negative impact on the wages of competing natives. This result is consistent with the prevalence of downward wage rigidities in France. However, I show that immigration decreases the employment rate of natives with similar education and experience : a 10% increase in the immigrant share due to an influx of immigrants is associated with a 3% fall in the employment rate of competing natives. Since immigrants are relatively more attractive for firms (while they are identical to natives in all other respects), a substitution mechanism operates between natives and immigrants. The second part extends the analysis by providing a full picture of the wage impact of immigration in France. In this part, I allow the labor market to adjust to immigration in the long-run. In addition, I account for the complementarity effects induced by immigration on the wages of natives with different skills. The estimates indicate no detrimental impact of immigration on the average wage of natives. This part also provides the distributional effects of immigration by education and gender. In as much immigrants to France has been disproportionately high educated in the past two decades, I find that immigration has reduced the wage of highly educated native workers and has contributed to raise the wage of low educated. Thus, immigration-induced shocks to French labor supply have served to reduce wage inequality between low educated and high educated workers. Moreover, I find that immigration has lowered the relative wage of female natives and increased the wage of male natives. This asymmetric effect is due to the facts that immigration has disproportionately increased the number of female workers since 1990, and also that men and women of similar education are imperfect substitutes in the production process

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29

Akinola, Olayemi, and Lisa Dunkley. "Employment and Education Interventions Targeting Transition-Age Youth with Mental Health Conditions: A Synthesis." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/5580.

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Transition-age youth with mental health conditions experience adverse employment and educational outcomes and little is known about strategies for improving their outcomes. The purpose of this study was to review education and employment intervention programs that targeted transition-age youth with mental health conditions, to highlight the components, efficacy of the interventions, and predictors of better outcomes. Eighteen studies published between 1990 and 2017 met the inclusion criteria. Results indicate that interventions led to improvement in employment or education outcomes. Common intervention components included: mental health services, career counseling, career development, cognitive adaptation training, interagency collaboration, peer mentoring, functional skills assessment, individualized or person-centered counseling, social skill, and independent living skills training. Being married, active participation in vocational intervention, social support, prior work experience, high score on Social and Occupational Functioning Assessment Scale were found to be associated with better education and employment outcomes. Implications for research, and practice are discussed.

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30

Kuuyelleh, Esmond Naalu. "An Examination of Academic Staff Conditions of Employment and Turnover in Ghanaian Technical Universities." Thesis, Curtin University, 2020. http://hdl.handle.net/20.500.11937/79931.

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This thesis employed the theory of organisational equilibrium to examine academic staff turnover and retention in Ghanaian technical universities. The findings highlight three converging domains of factors underpinning academic staff turnover: personal factors, organisation-wide factors and external factors. The findings have significant implications for Ghana’s education policies, and for the human resource policies of technical universities, especially if Ghana’s goal is to improve the development of its human capital and build its vocational education sector.

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31

Sahula, Unathi. "Providing basic conditions in vulnerable sectors." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1019710.

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The relationship between workers and employers in South Africa is governed by various labour statutes such as the Basic Conditions of Employment Act (BCEA). The Basic Conditions of Employment Act regulates the working conditions of employees, including working hours, leave, particulars of employment and remuneration and termination of employment, etc. The purpose is to ensure that employees are not exploited and that they do not have to negotiate for these basic conditions of service. The BCEA does not prescribe the minimum remuneration that an employer must pay an employee, so the BCEA empowers the Minister of Labour to make sectoral determinations for sectors or areas of the economy that are typically in a weak bargaining position or not well organised by trade unions. Sectoral determinations are a means to protect vulnerable employees by fixing conditions of employment as well as minimum wages of employees that would otherwise have to be secured through collective bargaining. Employers and employees as well as their representatives are fully consulted during the process of making sectoral determinations. These consultations are held occasionally and the employers and employees can participate in the making of a sectoral determination that will regulate their employment relationship, either by making written submissions to the Department of Labour or by giving input at the public hearings that are usually held by the Department. The Minister is also advised in this regard by a body called Employment Conditions Commission (ECC), which is an independent statutory body established in terms of section 59(1) of the Basic Conditions of Employment Act. The Minister of Labour, after consultation with NEDLAC appoints the commissioners. The ECC’s mandate is a broad one, with its primary function being to advise the Minister of Labour on various matters concerning the BCEA. These include among others, the making of sectoral determinations, monitoring trends in collective bargaining for their possible impact on the BCEA. The issues highlighted above will be dealt with in detail in this paper.

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32

Gunther, Jeffrey M. "Evaluating the Role of Nonmonetary Factors in Teachers' Employment Decisions." DigitalCommons@USU, 2018. https://digitalcommons.usu.edu/etd/7366.

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Teacher recruitment and retention is a problem of perpetual concern among education policymakers. High rates of teacher attrition, particularly within the first few years of a teacher’s service have been of particular concern. It is believed that persistent teacher shortages contribute both to underperformance of students generally, as well as to achievement gaps between students of different races and socioeconomic backgrounds. The importance of this issue has led to a great deal of research in the field, which has found that there are a large number of factors that influence the desirability of schools to teachers. What is still unclear from this research is how much these different factors matter relative to one another and to salary. This study aimed to address this gap in the literature by introducing a new survey methodology to the field that allows for quantification of the extent to which various working conditions factors matter to teachers. A survey was distributed to all secondary teachers in the state of Utah where respondents were asked to choose between hypothetical school choices that varied on salary and certain nonmonetary factors. Periodically, respondents were asked to answer open-ended questions explaining their responses. The results of this survey allow for an estimate for each individual of how much salary and each of the working conditions influenced the decisions that they made. These results were analyzed for trends with respect to teacher demographics and contextual factors and were compared to the responses teachers gave to the open-ended questions. This study resulted in a number of practical recommendations for school administrators, policymakers, and fellow researchers. For practitioners, there are results from this study that generate clear recommendations for using limited resources to make schools more desirable to teachers. The results of this study also provide estimates for how much additional salary is needed to entice teachers to work in schools that traditionally struggle to recruit and retain high quality teachers. For researchers, this study provides a model that can be replicated in additional contexts to answer these important practical questions. The study also opens up avenues of future research including new methodological questions worthy of further investigation. By introducing a new survey methodology to this well-developed field of research, this study aims to recommend a new tool for use by researchers in addressing the persistent challenge of teacher recruitment and retention.

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33

Peri-Rotem, Nitzan. "The role of religion in shaping women's family and employment patterns in Britian and France." Thesis, University of Oxford, 2015. https://ora.ox.ac.uk/objects/uuid:e0cedea1-973c-4395-9916-d47416672802.

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The current study examines the influence of religious affiliation and practice on family patterns and labour market activity for women in Western Europe, focusing on Britain and France. While both countries have experienced a sharp decline in institutionalized forms of religion over the past decades, differences in family and fertility behaviour on the basis of religiosity seem to persist. Although previous studies documented a positive correlation between religion and both intended and actual family size, there is still uncertainty about the different routes through which religion affects fertility, how structural factors are involved in this relationship and whether and how this relationship has changed along with the process of religious decline. This study aims to fill this gap by exploring the interrelationships between religion, educational attainment, female labour force participation, union formation and fertility levels. The data come from the British Household Panel Survey (BHPS), which contains 18 waves from 1991 to 2008, and the French survey of the Generations and Gender Programme (GGP), which was initially conducted in 2005. By following trends in fertility differences by religious affiliation and practice across birth cohorts of women, it is found that religious differences in fertility are not only persistent across birth cohorts, there is also a growing divide between non-affiliated and religiously practicing women who maintain higher fertility levels. Religious differences in family formation patterns and completed fertility are also explored, taking into account the interaction between education and religiosity. It appears that the effect of education on fertility differs by level of religiosity, as higher education is less likely to lead to childlessness or to a smaller family size among more religious women. The findings on the relationships between family and work trajectories by level of religiosity also point to a reduced conflict between paid employment and childbearing among actively religious women, although these patterns vary by religious denomination and by country.

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34

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

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

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35

Martelli, Angelo. "Essays on the political economy of employment polarisation : global forces and domestic institutions." Thesis, London School of Economics and Political Science (University of London), 2017. http://etheses.lse.ac.uk/3719/.

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This thesis investigates the political economy of employment polarization focusing on the implications of this phenomenon along three main research fronts. The first paper follows a methodology which resembles closely the one adopted by Goos, Manning and Salomons (2014), however it further extends this framework by testing the joint effect of routinization and labour market institutions on employment structures. The evidence provided suggests that the claim of a pervasive technology-induced polarization should be revised in order to comprise a role for the institutional component. The second paper explores whether job polarization has a feedback effect on labour market institutions and policies, so that different degrees of polarization lead to different articulations of institutions at the domestic level, thus reinforcing or altering differences in national models across the European space. The analysis finds that the job polarization experienced by a particular country in the 5 years before a reform instance is consistently among the strongest predictors of reform activity, as significant as other drivers such as GDP growth and government net debt. Moreover, a higher degree of polarization tends to be associated with more deregulation and a decrease in the generosity of the policy measure. The empirical framework is also tested against more conventional taxonomies of welfare capitalism revealing that LMEs tend to harness job polarization dynamics whereas CMEs are incompatible with job polarization which destabilizes the system leading to an increased need for reforms. The final paper asks whether the U-shaped impact on the wage distribution predicted by the job polarization literature has actually materialized in Europe. The findings show that job polarization increased upper-tail inequality (90/50) and decreased lower-tail (50/10) inequality but that employment protection legislation restrained the wage effects.

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36

Roman, Richard Joseph. "Changing terms and conditions of employment following transferes to the Western Cape department of health." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/824.

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This treatise describes the difficulty of changing conditions of service following transfers in terms of Section 197 of the Labour Relations Act, 66 of 1995. The Constitution of the Republic of South Africa, Act 108 of 1996, provides that ambulance services are a Provincial Legislative competence. The City of Cape Town had for many years provided ambulance services on an agency basis to the Department of Health of the Provincial Administration of the Western Cape. The impact of the constitutional provision is that those employers and employees who are performing ambulance services are not entitled anymore to perform such function. The Department of Health must take control over the ambulance services and the employees of the City of Cape Town could be transferred. The challenges facing both employers (old and new) and the trade unions to secure a transfer of the employees from the City of Cape Town to the Department of Health in terms of section 197 of the Labour Relations Act will be highlighted. It is within the context of ensuring protection of jobs whilst simultaneously effect a transfer of contracts of employment that the Labour Relations Act expressly gives various options to the parties involves in a transfer. Of the options include: • A transfer in terms of section 197(2) of the LRA where the service could be transferred from the old employer to the new employer as a going concern. This could happen without the consent of the affected employees or trade unions and collective agreements must be taken over as well, or • The new employer complies with its obligations if the transfer takes place on terms and conditions that are on the whole not less favourable to the employees what they have received by the old employer. In terms of this provision the overall package of conditions of service that was offered should not be less in comparison with that of the old employer. • The parties also have the option to negotiate a transfer agreement that could regulate the conditions of service. The focus is on the description of the conditions of service of both employers and the difficulty to persuade the trade unions to accept the Department’s conditions of service. Part of the difficulty is that the Department must obtain its mandate from the Department of the Public Service and Administration, who is also responsible for the determining of the conditions of service in the Public Service. One of the challenges is that the Department of Health cannot accommodate collective agreements of entities outside the Public Service. The City of Cape Town’s conditions of service is in the form of a collective agreement and the Labour Relations Act is very specific with the various options. These options will be discussed an analised. In conclusion recommendations are made in regard to effect a transfer of conditions of employment in terms of the Labour Relations Act to enable the Department of Health to meet its constitutional obligation.

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37

Schlüter, Teresa. "The spatial dimension of labour markets : an investigation of economic inequalities and a local employment shock." Thesis, London School of Economics and Political Science (University of London), 2014. http://etheses.lse.ac.uk/1071/.

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This thesis consists of four chapters positioned at the interface of economics and geography. They analyse spatial disparities in economic activity using applied microeconometric methods. Chapter I describes trends in wage inequality once differences in local costs of living are taken into account. I use spatial variation in house prices to construct a local consumer price index and show that prices rose faster for non-graduates than for graduates between 2001 and 2011. In a period when nominal wage inequality came to a halt real wage inequality kept rising. Chapter II builds up on this result and analyses the effect of real wage differentials on working hours. Looking at individuals that face different wages and house prices as they move across labour markets, I find that working hours are significantly higher in low real wage areas. The effect is due to labour supply adjustments of low skilled workers implying that affordability considerations are more important than additional leisure options due to a higher amenity level. Within a city amenities are important determinants of an individual’s location decision. Chapter III looks at the role of amenities for skill specific sorting in British cities. An amenity value is inferred from a hedonic regression and correlated with neighbourhood as well as individual characteristics. The results suggest that holding income constant graduates are willing to pay 0.2% more for amenities than individuals with a lower educational status. Chapter IV studies the effect of a public sector employment shock on private sector employment using the relocation of the German government from Bonn to Berlin as a natural experiment. The findings indicate that the relocation of jobs generates localized employment spill-over effects in the service sector. 100 additional public sector jobs generate 60 private sector jobs up to a 1km distance from the area receiving the relocation.

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38

Seger, Karen Elizabeth 1939. "WOMEN AND CHANGE IN THE YEMEN ARAB REPUBLIC: A VIEW FROM THE LITERATURE (MIDDLE EAST, AGRICULTURE, EMIGRATION, WORKROLES, DEVELOPMENT)." Thesis, The University of Arizona, 1986. http://hdl.handle.net/10150/291263.

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39

Brion, Marion Claire. "The Society of Housing Managers and women's employment in housing." Thesis, City, University of London, 1989. http://openaccess.city.ac.uk/19994/.

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The Society of Housing Managers. formed from the women trained by Octavia Hill, is not well known, though it played a prominent part in housing management from the 1930s onwards. The aim of this thesis is to examine the hypothesis that the Society of Housing Managers played a substantial role in encouraging the employment of trained women in housing from 1912 to the post- war period. It is further suggested that the ending of an all female Society and its subsequent amalgamation with the Institute of Housing in 1965 was one factor in weakening the position of women in housing employment, although other factors contributed. A major source of evidence used is depth interviews carried out with members of the committee who dealt with unification between the Society and the Institute, as well as interviews with other women managers. Some of these informants supplied early, often unique, documents. The Minute Books of the Society and other records not hitherto documented were also important as were Public Record Office papers, contemporary journals and secondary historical sources. Statistical data centres around a detailed analysis by gender of the Institute of Housing membership records and two major surveys carried out by the City University and the NFHA using unpublished as well as the published data. An additional small survey was done of women's employment in allied professional organisations. It is concluded that the Society of Housing Managers played a crucial role in drawing women into housing employment in the 1930s and thus opened up opportunities for women in the; expansion of public housing during the second world war and after. However some disadvantages may have been incurred by separate organisation. In comparison. women in the 1980s have had some success in combining separate women's networks with membership of a mixed Institute.

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40

Lai, Kwai-fong Wendy, and 賴桂芳. "A study of the roles of Chinese working women in China and Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31950954.

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41

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

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

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42

Loi, 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.

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43

Prashar, Neha. "Essays on affirmative action policies in employment in India." Thesis, University of Birmingham, 2018. http://etheses.bham.ac.uk//id/eprint/8256/.

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This thesis analyses the effect of affirmative action policies on targeted groups in India. A robust analysis of the impact of public sector employment quotas for lower caste groups and women is estimated. Chapter 1 focuses on the effect association with these quotas has on lower caste groups and results show not all targeted groups benefit from the policy. Chapter 2 analyses the effect of women’s reservation policy in public employment and results show that there is some movement by women into the labour force. The biggest effect is the movement from private to public sector, putting into question the effectiveness of the policy in increasing female labour force participation rates. The final chapter then extends Chapter 2 to look at the effect of having a female friendly state, by using reservation policy as proxy for this, and women’s working status on incidences of domestic violence. Results show that women’s working status reduces incidences of domestic violence and more female friendly states have a lower likelihood associated with violence. Further to this, it is found that domestic violence increases when women earn more than men. Overall, results are mixed and possible policy recommendations are also outlined in each chapter.

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44

Culliney, Martin. "Going nowhere? : rural youth employment, social capital and migration in Britain." Thesis, University of Birmingham, 2013. http://etheses.bham.ac.uk//id/eprint/4624/.

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This thesis addresses the lack of literature on rural youth employment prospects. Using data from the British Household Panel Survey and fieldwork conducted in the West Midlands, I ask to what extent is rural location a labour market disadvantage for young people? Social capital, identified as a pertinent concept in the few previous studies, is operationalised in terms of two constituent elements: norms, affecting youth earnings, and networks, determining one’s ability to find work – more so in rural areas than in urban, due to the relative absence of big business, and nepotistic recruitment practices. Transport is also a more significant barrier to employment for rural youth. I find that rural youth earn less than urban counterparts despite rural wages being higher overall. This pay penalty is a distinctly rural youth disadvantage, and can last well into adulthood for those who do not relocate to urban areas. In conclusion, I argue that investment in rural jobs and public transport or vehicle lease schemes would improve rural youth employment prospects. If such investment is not forthcoming, relocation schemes might extend opportunities to those willing to migrate for work.

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45

Surintaraseree, Pimjai. "Doing more with less : impacts of non-farm employment on rice production in Northeastern Thailand." Thesis, McGill University, 1996. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=40449.

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A field survey was conducted in eight villages in Northeastern Thailand to examine the impact of non-farm employment on rice production during the 1994-95 crop year. This study uses the human ecology approach based on the conceptual framework of Duncan's (1959) ecological complex. This study found that participation in non-farm employment directly affects whether the household will produce rice, but its impacts vary according to the extent of participation. Full-time employment, particularly with the yearlong absence of the male head of household, appears to inhibit rice production because it has the potential to cause a critical farm labor shortage. Part-time employment creates opportunities for farmers to integrate both farm and non-farm production to sustain their households. Women and elders have become the principal labor source for their own farms and waged labor for others. The traditional pattern of exchange labor can hardly be practiced when the demand for hired labor exceeds the supply. Waged laborers receive the same pay regardless of age and gender, and employers have no control over the wage rate. The use of machines is increasing. The supply of threshers exceeds demand, but there is a shortage of power-tillers.
However, non-farm employment does not lead to increased levels of farm investment as hypothesized, because a large proportion of waged income was used for other purposes, including daily consumption and debt repayment. Consequently, there is no significant difference in farm productivity (kg. of paddy/unit area) between households with and without participation in non-farm employment. Out-migration to participate in non-farm employment seems inevitable in the face of population growth and land scarcity, but its impacts on rice production vary according to how farmers adapt to the changing resource base and use of modern farm technology. If possible, farmers tend to continue farm and non-farm employment to distribute their risks. However, it is crucial to retain a balance between the types of employment so that the loss of labor does not lead to poor farm productivity nor to production costs that exceed the farm household's means.

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46

Lam, Alice. "Equal employment opportunities for Japanese women : changing company practice." Thesis, London School of Economics and Political Science (University of London), 1990. http://etheses.lse.ac.uk/126/.

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The central aim of this thesis is to examine the extent to which the growing pressures for equal opportunity between the sexes has forced Japanese companies to adapt and modify their employment and personnel management practices in recent years. It analyses the major social and economic factors prompting Japanese companies to adopt more open employment policies towards women since the mid-1970s and the change programmes introduced by management. The thesis especially looks at how companies have reacted to the 1985 Equal Employment Opportunity Law and in the light of this considers how far the present legislation will bring about fundamental changes in the Japanese employment system towards more egalitarian treatment of women workers. A detailed case study was conducted at Seibu Department Stores Ltd., both before and after the introduction of the EEO Law, as a critical test of the possibility of introducing equal opportunities for women in a large Japanese company. Seibu was chosen because it is a big employer of women and is a company operating in an industry which has strong economic and- commercial incentives to offer women better career opportunities. All the more important, Seibu is regarded as a 'leading edge' company in personnel management reforms. The study reveals that despite many economic and social reasons that were in favour of change towards greater sexual equality in Seibu, and especially after the introduction of the EEO Law, change towards more egalitarian treatment of women has been very limited. This study illustrates the depth of the resistance to change in the core employment practices in large Japanese companies. The present EEO Law has little potential for undermining the structural mechanisms which perpetúate sexual job segregation in the employment system. The final part of the thesis speculates on the future prospects of introducing equal opportunities for women in Japanese companies. In the light of the present socio-legal constraints, the author puts forward a number of practical policy suggestions for engendering more pervasive long-term changes towards equal employment for Japanese women.

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47

Makosana, Isobel Zola. "IZWI : the working conditions of African domestic workers in Cape Town in the 1980s." Master's thesis, University of Cape Town, 1989. http://hdl.handle.net/11427/17167.

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Bibliography: pages 269-280.
The focus of this thesis on African women's experiences as domestic workers results from the fact that the majority of women within the African population in Cape Town are employed in this sector of economy. Further, the African working class is in a peculiar position as a result of the strict enforcement of the Coloured Labour Preference Policy. This policy ensured the almost total exclusion of the African population from decent housing and education as well as employment. In fact, the policy has hamstrung almost every aspect of the African population's life. The Coloured Labour Preferential Policy was coupled with the strict enforcement of influx control, governed by the Urban Areas Act No. 25 of 1945 as amended. Worst hit by this law were the African women. An attempt was made to understand the experiences of African women both in and outside their work situation. The examination of their gendered experiences of 'race' and class divisions has led to the identification of a number of issues, among them poverty, exploitation as rightless workers and payment of low wages, fragmentation of family life and subordination in marriage relations, childcare problems, housing problems and isolation as mothers and workers. Further, their dreams, which include a wish for securing property, a secure family life and educating their children, as well as self-employment, are all indications of their deprivation and exploitation as women. In this thesis gender has been prioritised, as it emerged as the prime feature of African women's experiences of social divisions. Being a woman in a society divided by 'race' and class, has created hierarchies which carry unequal relationships between employer and employee and the payment of low wages. The privatised nature of this unequal relationship is the key to the oppression and exploitation of domestic workers. Moreover, the impact of the double day on African Women domestic workers has resulted in particular experiences of exploitation and oppression. Because of the limited material currently available on domestic workers, this study is seen as a contribution to the study of women as well as a contribution to a gender-sensitive, working class history of Cape Town. The selected literature that has been reviewed has left the gendered experiences of African women unexposed within their households. The focus has been on the work situation only. Failure to recognise or identify these gendered experiences within both class and 'race' divisions results in obscuring the daily struggles that African women face regarding housing, family life and childcare facilities. The review of the two commissions of enquiry, namely the Riekert and Wiehahn Commissions has shown that the State is still unresponsive to the needs of women as workers and in particular, as domestic workers. Riekert has tied the availability of housing to employment, thus excluding a large number of women in the Cape Town urban area.

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48

Lopez, Alana D. "The relationship between continuing professional development and demographic characteristics, professional practices, and employment conditions of school psychologists." [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0001933.

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49

Abshier, Dama W. "Regional differences in demographic characteristics, professional practices, and employment conditions of school psychologists across the United States." [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002578.

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50

Briggs, Catherine. "Fighting for women's equality, the federal Women's Bureau, 1945-1967 : an example of early state feminism in Canada." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/NQ60524.pdf.

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Дисертації з теми "EMPLOYMENT CONDITION"

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