Дисертації: "Employment"

1

Taylor, Amanda Christine. "Employment specialists' competencies as predictors of employment outcomes." Thesis, Connect to resource online, 2010. http://hdl.handle.net/1805/2141.

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Thesis (Ph.D.)--Purdue University, 2010.
Title from screen (viewed on May 25, 2010). Department of Psychology, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Gary R. Bond, John McGrew, Kevin Rand, Dennis Devine. Includes vita. Includes bibliographical references (leaves 73-85).

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2

Constantas, Anna. "Employment, unemployment, re-employment : a social psychological study." Thesis, University of Cambridge, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294432.

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3

Taylor, Amanda Christine. "Employment specialists' competencies as predictors of employment outcomes." Thesis, Purdue University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10160186.

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Employment specialist competencies were examined as predictors of employment outcomes for consumers with severe mental illness participating in supported employment. Using a cross-sectional correlational design a variety of self-report and supervisor-rated performance measures were examined for their association with three consumer employment outcomes (e.g., the percentage of consumers on their caseload competitively employed, the percentage of consumers on their caseload employed 90 consecutive days, and the rate in which consumers dropped out of employment services). Six mental health agencies with a total of 57 employment specialists and 14 supervisors from across the nation participated in the study. Competitive employment rates ranged among employment specialists from 0% to 80%. Higher supervisor-rated job performance, supervisor-rated employment specialist efficacy, percentage of work time spent in the community during the past month, and number of contacts with consumers during the past month were related to improved consumer employment outcomes. However, employment specialist attitudes, knowledge of supported employment, conscientiousness, and self-efficacy were unrelated to employment outcomes. This study is one of the first of its kind to examine employment specialist competencies as they relate to supported employment for consumers with severe mental illness. While supported employment is a great improvement over traditional vocational programs, further examination of employment specialist competencies could hold the key to unlocking employment success for many more consumers.

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4

Trevisan, Elisabetta <1976&gt. "Effects of employment protection legislation on employment dynamics." Doctoral thesis, Università Ca' Foscari Venezia, 2008. http://hdl.handle.net/10579/850.

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5

Stadin, Karolina. "Employment Dynamics." Doctoral thesis, Uppsala universitet, Nationalekonomiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-221561.

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The main focus of this thesis is the employment decisions of firms. The thesis consists of three self-contained but closely related essays, all enlightening employment dynamics in different ways. The thesis is mainly empirical but there are also some theoretical developments when existing theory is insufficient to explain the empirical findings. The impact on employment of product market conditions and labor market conditions facing firms are investigated. The results suggest that product demand has a robust impact on firms’ employment dynamics, but also the market price, the wage costs, and the matching between vacancies and unemployed workers seem to matter. The empirical evidence of the relevance of imperfect competition in the product market is important, particularly since most research on labor market dynamics has assumed perfect competition. The results with respect to matching of vacancies and unemployed workers contradict the standard search and matching model as well as simple efficiency-wage or bargaining models with wage rigidity and excess supply but no frictions in the labor market. A richer model of the labor market is needed to explain the results, including on-the-job search and perhaps more heterogeneity between employed and unemployed workers. Essay I, “What are the Determinants of Hiring? - The Role of Demand and Supply Factors”, studies the importance of demand and supply factors for hiring in local labor markets. Essay II, “Vacancy Matching and Labor Market Conditions”, studies the probability of filling a vacancy, how it varies with the number of unemployed and the number of vacancies in the local labor market, and what impact it has on firms’ employment dynamics. Essay III, “The Dynamics of Firms’ Factor Demand”, studies firm-level adjustments of employment, the capital stock, and inventories in response to exogenous shocks theoretically and empirically. These three decisions have typically been studied one at the time, but here they are studied together in a way which allows for interactions and a better understanding of firm behavior.

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6

Cohen, Laurie. "Women's move from employment to self-employment : understanding the transition." Thesis, Sheffield Hallam University, 1997. http://shura.shu.ac.uk/3181/.

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This PhD explores women's move from employment to self-employment, examining their experiences and perceptions of this transition. In particular, it focuses on the following five central research questions:

How does the move from employment to self-employment fit in with a woman's career pattern more generally?
How can a woman's decision to leave her organisation be understood theoretically?
Why did the women in the study choose to embark on self-employment and what were their expectations in doing so?
What factors most influenced a woman's experience of self-employment?
To what extent did the women in the study identify themselves as entrepreneurs and what factors impacted on this identification?

Implicit in the first question is an assumption that a woman's career transition can not be understood as a discrete moment or an isolated event; rather, it must be examined within the context of her developing career. The analysis illustrates that the move involves more than a "simple" change between career forms; rather, it is a much more complex transition, involving the balancing of often incompatible career discourses. In seeking to understand women's Career transition and development, the analysis emphasizes the importance of occupational identity, the focus of question 5 above. As regards the second question, in seeking to understand respondents' decisions to leave their organisations, it is necessary to examine both personal and organisational factors, not as a dichotomy, but as integrally related. Notably, gender emerges as significantly impacting on these decisions: in particular the implications of the ideology of the family for women's perceived roles and responsibilities. Turning to question 3, while for some the move to self-employment was experienced as a single decision, for others it was seen as two distinct, though related choices. Central to this analysis is the significance of family background, and gender. As regard women's fears and expectations, the analysis explores the notion of "risk", and examines the ways in which women's understandings of concepts such as "freedom" and "control" changed through their experience of self-employment. Considering question 4, those factors which respondents identified as having a significant impact on their experiences of self-employment, their previous organisational experience was seen as central. Also highly relevant were women's social networks: not only professional relationships and business partners, but also the important role played by husbands and families. Finally, permeating this analysis is the importance of both structural and agentic dimensions of experience in women's career transition. These dimensions, however, must not be seen as a dualism, but as a "duality" (Giddens, 1976, 1979, 1984; Bhaskar, 1975,1979, 1983). The thesis thus proposes a theoretical model for understanding women's move from employment to self-employment based on this dynamic interplay between structure and agency. Central to this model is the construction of occupational identity.

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7

Oliver, Ashley. "Employment Barriers and Attitude to Employment for Male Ex-Offenders." Cleveland State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=csu1503315587714708.

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8

Wikström, Johan. "Employment forecasting using data from the Swedish Public Employment Service." Thesis, KTH, Skolan för elektroteknik och datavetenskap (EECS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-239174.

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The objective of this thesis is to forecast the number of people registered at the Swedish Public Employment Service (Arbetsförmedlingen) that will manage to get employment each month and examine how accurate the forecasts are. The Swedish Public Employment Service is a government-funded agency in Sweden working to keep the unemployment rate low. When someone is unemployed or looking for a new job, he or she can register at the Swedish Public Employment Service. Being able to forecast well how many are expected to get employment could be useful when planning and making decisions. It could also be used as an indicator of how well the Swedish Public Employment Service manages to perform and thus how well the tax money is used. The models employed for forecasting were the seasonal autoregressive integrated moving average (SARIMA) and the long short-term memory (LSTM). A persistence model is also used as a baseline. The persistence model is a very simple model and the other models are therefore expected to outperform it. For the LSTM model, the use of both univariate and multivariate approaches will be explored in order to examine if the model can be improved with more data. Results from the experiments performed showed that a multivariate LSTM performed the lowest root mean squared error (RMSE) and is therefore considered the best model. However, the robustness of the model over time needs further research.
Syftet med detta arbete är att göra prognoser på hur många av de registrerade på Arbetsförmedlingen som kommer att få arbete en viss månad och undersöka hur noggranna dessa prognoser blir. Arbetsförmedlingen är en skattefinansierad myndighet i Sverige som arbetar med att hålla arbetslösheten låg. När någon är arbetslös eller letar efter ett arbete kan man registrera sig hos Arbetsförmedlingen. Att kunna göra bra prognoser på hur många som kommer att få arbete skulle kunna vara användbart vid planering och beslutfattande. Det skulle också kunna användas som en indikator på hur väl Arbetsförmedlingen använder skattepengarna. De modeller som har använts är seasonal autoregressive integrated moving average (SARIMA) och long short-term memory (LSTM). En persistensmodell används också som baslinje. Persistensmodellen är en enkel modell och därför förväntas de andra modellerna prestera bättre. För LSTM-modellen kommer användningen av både envariabla och flervariabla tillvägagångssätt att undersökas för att testa om mer data kan förbättra modellen. Resultat från experimenten visar att det var en LSTM-modell med flera variabler som presterade lägst root mean squared error (RMSE) och anses därför vara den bästa modellen. Det behövs dock ytterligare studier för att undersöka modellens stabilitet över tid.

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9

Bakker, Shawn Michael. "Barriers to employment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq22701.pdf.

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10

Bennett, Michael. "Security in employment." Thesis, University of Southampton, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.316078.

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11

Matteucci, Susan Maria. "Whither self-employment?" Thesis, Massachusetts Institute of Technology, 1987. http://hdl.handle.net/1721.1/75991.

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12

Böheim, Rene, and Ulrike Muehlberger. "Dependent Forms of Self-employment in the UK. Identifying Workers on the Border between Employment and Self-Employment." Inst. für Volkswirtschaftstheorie und -politik, WU Vienna University of Economics and Business, 2006. http://epub.wu.ac.at/604/1/document.pdf.

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We analyse the characteristics of workers who provide work on the basis of a civil or commercial contract, but who are dependent on or integrated into the firm for which they work. We argue that these dependent self-employed lose their rights under labour law, receive less favourable benefits from social security protection and are often beyond trade union representation and collective bargaining. Using data from the British Labour Force Survey we test two hypotheses: (1) Dependent self-employed workers are significantly different from both employees and (independent) self-employed individuals, thus forming a distinct group. (2) Dependent selfemployed workers have lower labour market skills, less labour market attachment and, thus, less autonomy than self-employed workers. The data support our hypothesis that dependent selfemployed workers are a distinct labour market group which differs from both employees and independent self-employed individuals. Men, older workers, those with low education and a low job tenure have greater odds of working in dependent self-employment than their counterparts. Our results suggest that dependent forms of self-employment are used by firms to increase labour flexibility. (author's abstract)
Series: Department of Economics Working Paper Series

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13

Macaden, Ashish S. "Sustaining employment after supported employment in adults with acquired brain injury." Thesis, Northumbria University, 2006. http://nrl.northumbria.ac.uk/2461/.

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Modem Vocational Rehabilitation Programmes support individuals with Acquired Brain Injury (ABI) by using Job coaches who provide support both in placements and employment. This has improved return to work to around 70% compared to around 20 - 50% previously. But the reasons for success of this supportive process are not clear. Quantitative studies have attempted to correlate factors associated with employment, but results have been variable and conflicting. Long term data regarding sustaining employment is sparse. An exploratory study reported that around 26% of those who return to work could not sustain employment. Job coaches reported that this occurred because of dysfunctional interpersonal relationships (misinterpretation of social cues, interpersonal conflict and inappropriate verbalization), substance abuse, criminal activity, poor employment settings and economic disincentives. This study was built on the exploratory data and examined the area of sustaining employment in detail with the aim of developing a conceptual model. A flexible, eclectic design based on multiple case studies was used. Eight individuals with ABI were purposively selected along with a family member, employer or co-worker and job coach. Triangulation, respondent validation, peer debriefing and reflexivity were used to reduce bias and improve validity. Twenty nine semi-structured interviews were conducted. Transcripts were analysed for topics which were directly linked to sustained employment. Ideas which were directly associated by text were extracted. These concepts were used to develop a conceptual model. Bo-psychological concepts which helped to sustain employment emerged from the research. This included the beneficial use of unconditional motivation, coping skills and pre-injury work and leisure interests. Pre-injury interests also demonstrably improved motivation. Social concepts re-emphasised support from the employer or co-worker, support from the vocational rehabilitation programme and from the work place. An opt-out follow up pattern was proposed i.e. follow up is continued until individuals with ABI choose to opt out. The conceptual model proposes a cyclical continuum rather than a staged and linear approach. It advocates a greater role for employers and co-workers (pre and post-injury) in the process of employment. The conceptual model challenges current practice: it recommends assessments of bio-psychological factors. It advocates greater integration at all levels. It also opens out research challenges in the areas of development of assessment tools for bio-psychological factors, comparison with services available for the unemployed in the general population and transferability of these findings to other projects and similar situations in ABI rehabilitation. It challenges current perceptions by demonstrating that individuals with ABI can be outstanding employees.

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14

Sidiropoulou, Panagiota-Aikaterina. "Workers' voice and Employment Tribunals in Britain : from employment professionals' perspective." Thesis, Middlesex University, 2016. http://eprints.mdx.ac.uk/18947/.

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15

Bam, Armand. "Embodying virtue in employment: Exploring the employment experiences of people with disabilities." Doctoral thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/27883.

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Research on the employment experiences of people with disabilities (PWD), on a global level, is limited. While South Africa has a well-defined legislative framework that has been determined in consultation with disabled people's organisations, compliance with legislation appears to have failed to ensure that employment targets are met, or rather, it has overlooked the underemployment of PWD. As a response to the challenges, this study explored the employment experiences of PWD. A qualitative, explorative, multiple case study approach was employed. Twelve participants were selected using a purposive technique. Semi-structured interviews were used to collect data and provided insight into how PWD viewed their world. The interviews were supplemented through document analyses, and various modes of observation provided additional insight into each of the cases. The process of analysing the interview data followed an inductive approach during which three broad themes were identified. Factors influencing Employment elaborated on the participants' pre-employment experiences of gaining access to employment, which were shown to be impacted by various environmental barriers. Early Experiences of Inclusion at the Workplace established that induction and orientation processes were opportunities for educating co-workers about disability. However, the disclosure of disability did not guarantee improved employment experiences for the research participants. Feeling part of a team promoted early experiences of acceptance. Accommodation in the Workplace determined that PWD's accommodation requests were often evaluated and considered in terms of the costs to employers, and primarily focused on technology to improve their productivity. The need for personal assistance for the PWD in the study was found to be unavoidable. A conceptual model is presented as an alternative framework. It offers insight into how to improve disabled individuals' employment experiences to organisations and their management, and people with disabilities themselves. The model suggests that organisations operating from within a virtue framework can facilitate equal opportunities for employees. Organisations are to be more competitive, innovative and creative, and improve their sustainability. The experiences of PWD could be improved through establishing working communities within organisations as these distribute decisionmaking. The climate for organisational inclusion could also be improved by the working community's ability to redefine work and equip PWD appropriately, thereby promoting organisational citizenship, with benefits to both the organisation and individual.

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16

SCHOMER, KATHERINE GAIL. "THE EMPLOYMENT DISADVANTAGES: DIFFERING DISABILITY TYPES' EFFECTS ON EMPLOYMENT AND WORK OUTCOMES." University of Cincinnati / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1006871307.

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17

Wiedmaier, Cheryl D. "Database competencies perceived as necessary for entry-level employment and employment advancement /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9841192.

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18

Schomer, Katherine Gail. "The employment disadvantage differing disability types' effects on employment and work outcomes /." Cincinnati, Ohio : University of Cincinnati, 2001. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=ucin1006871307.

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19

Kessing, Sebastian Georg. "Essays on employment protection." [S.l.] : [s.n.], 2003. http://www.diss.fu-berlin.de/2003/202/index.html.

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20

Huda, Amina. "Employment after liver transplantation." Diss., Search in ProQuest Dissertations & Theses. UC Only, 2010. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3398878.

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21

Gixana-Khambule, Bulelwa Judith. "Unfair discrimination in employment." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/359.

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In this treatise the South African law relating to unfair discrimination is discussed. The development is traced from the previous dispensation and the few pronouncements of the Industrial Court on discrimination in employment. Thereafter the actual provisions in the law presently applicable, including the Constitution is considered. With reference to leading cases the issue of positive discrimination by adopting affirmative action measures is evaluated and reference is made to other defences like inherent requirements for the job and a general fairness defence. The conclusion is reached that South African law is developing to give effect to the notion of substantive equality with a view to eradicate the systematic discrimination of the past.

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22

Ristow, Liezel. "Sexual harassment in employment." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/341.

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Africa as no exception. It is generally accepted that women constitute the vast majority of sexual harassment victims. Sexual harassment is therefore one of the major barriers to women’s equality as it is a significant obstacle to women’s entrance into many sectors of the labour market. The Constitution now provides that no person may unfairly discriminate against anyone on grounds of, inter alia, sex and gender. The Employment Equity Act now provides that harassment is a form of unfair discrimination. It has been said that harassment is discriminatory because it raises an arbitrary barrier to the full and equal enjoyment of a person’s rights in the workplace. Much can be learned from the law of the United States and that country’s struggle to fit harassment under its discrimination laws. The Code of Good Practice on the Handling of Sexual Harassment Cases attempts to eliminate sexual harassment in the workplace by providing procedures that will enable employers to deal with occurrences of sexual harassment and to implement preventative measures. The Code also encourages employers to develop and implement policies on sexual harassment that will serve as a guideline for the conduct of all employees. Although the Code has been subject to some criticism, particularly regarding the test for sexual harassment, it remains a valuable guide to both employers and employees alike. The appropriate test for sexual harassment as a form of unfair discrimination has given rise to debate. Both the subjective test and the objective test for sexual harassment present problems. Some authors recommend a compromise between these two tests in the form of the “reasonable victim” test. The Employment Equity Act makes the employer liable for the prohibited acts of the employee in certain circumstances. The Act, however, places certain responsibilities on the employer and the employee-victim before the employer will be held liable for sexual harassment committed by an employee. Sexual harassment committed by an employee constitutes misconduct and can be a dismissible offence. An employer may also be held to have constructively dismissed an employee, if the employer was aware of the sexual harassment and failed to control such behaviour, and the employee is forced to resign. The test for determining the appropriateness of the sanction of dismissal for sexual harassment is whether or not the employee’s misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. However, for such a dismissal to be fair it must be both substantively fair and procedurally fair.

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23

Ball, Yvonne. "Privacy rights in employment." Thesis, University of Central Lancashire, 2008. http://clok.uclan.ac.uk/21606/.

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This thesis undertakes to research the development of domestic legal protection for privacy rights within employment. Unusually for a current work, it does this by returning to the genesis of the protections. The work challenges pervasive arguments that the notion of confidence did not protect privacy and exceptionally argues that the earliest incarnation of the notion of confidence was well equipped to protect private and personal information against disclosure. The thesis puts forward the novel view that the problems that have arisen in providing domestic protection for such information, in the absence of a right to privacy, are the result of an unfortunate narrowing of the original notion. This position is underpinned by the contention that a number of cases misinterpreted the nature of the original tort and did not fully recognise the requirement to provide protection against the acquisition of personal information. The historical analysis contributes to current knowledge by providing an alternative interpretation of the historical legal framework. This analysis provides an unorthodox assessment of the opportunities provided to the courts by the notion of confidence, to enhance both the theory and practical impact of the protection of privacy rights within employment Furthermore the thesis evaluates a broad range of case law from the European Court of Human Rights. These include general privacy cases, those involving wrongdoers as well as general employment cases. These cases are used to identify any consistent themes or conflicts in the application of the right to privacy. The evaluation produces a highly developed analysis and uncovers the latent significance of employment policies in both the protection of and the intrusion into, an employee's privacy. Most notably and distinctively the thesis identifies the important role that a well-crafted policy can have in augmenting an insubstantial legislative framework, provided that some legal basis provides the foundation for the policy. This evaluation also exposes the implications of any policy, which provides the basis for an interference with an employee's privacy and unconventionally highlights that the mere existence of such a policy can of itself amount to an intrusion, whether or not it is put into practice. Moreover, the thesis considers whether the incorporation of the right to privacy into domestic law has any impact upon private sector employers and employees. It heightens knowledge of the positive obligations placed upon the state and the courts to protect the right to privacy of all individuals against intrusions by the state and significantly against intrusions by other individuals or private sector organisations. The thesis therefore provides a valuable addition to current understanding of the interventionist and rigorous protections for privacy rights within employment, provided by the Strasbourg Court. This in turn provides the foundation for the unique evaluation of how effectively the right to privacy is incorporated into current domestic law. The thesis has taken the valuable opportunity provided by the tenth anniversary of the publication of the Human Rights Act 1998 to consider its impact upon privacy rights within employment. It takes advantage of the occasion to re-evaluate the categories of confidence and privacy and to analyse the principles underpinning the notions within domestic courts. The work exceptionally compares the development of domestic employment law with the development of general civil and criminal cases. This is an effective structure, which facilitates the development of arguments outlining how privacy rights within employment can be more effectively recognised and protected. The thesis does not shirk the challenges posed by the complex and difficult piece of legislation known as the Regulation of Investigatory Powers Act 2000, a particularly puzzling statute'. 1 It singularly and painstakingly reviews its provisions and questions whether accepted interpretations are correct or workable. The work offers an independent analysis of the rationale and application of its terms and brings to light the finding that despite its name Part II of the Act does not provide any powers and does not regulate the use of any existing powers but merely provides a framework, by which, intrusions may be undertaken by public authorities 'in accordance with the law' where there is no other statutory basis for the interference. The thesis makes an interesting case that other than where it creates criminal offences and civil liabilities for the interception of communications2, it has little if any effect upon the monitoring of employees, whether in the public or private sectors. The thesis also evaluates the Data Protection Act 1998 and The Employment Practices Code. It originally asserts that the Act and the Code provide the statutory basis for employers to intrude into the private lives of employees and prospective employees 'in accordance with the law' where it is necessary and proportionate to so; providing the employer has established and published policies that make the intrusion foreseeable in the circumstances. The fact that these arguments need to be evaluated and explained, naturally leads to the explicit conclusion that the incorporation of the rights protected by Article 8 in the statutory framework have failed to supply the necessary clarity to provide forseeability or to give, strengthen or explicitly restrict privacy rights within employment. Additionally, the creative comparison with the general privacy and criminal cases brings to light the evident disparity in the development of the case law in these areas compared with the development within employment cases. The thesis sets out the &adual but definite maturing of the protection noticeable in general privacy and criminal cases, particularly in v W [2003] EWCA Crim 1632 p. 98 2 Which themselves are modified by the Telecommunication (Lawful Business Practice) (Interception of Communications) Regulations, 2000 L1 relation to wrongdoing and rehabilitation, arguing that this has yet to filter into the employment cases. This leads to proposals for reform to remove the evident confusion for employers, employees, legal advisors, those providing oversight and commentators. The proposals encourage the judiciary to embrace the challenges and possibilities provided by the Human Rights Act 1998 to provide appropriate protections for privacy rights within employment. The thesis provides a platform for further research within this area and makes recommendations as to how the findings could be developed by both empirical research or by further comparative studies. The unusual approach to the research, the original nature of the findings and proposals for reform provide a valuable contribution to knowledge of the domestic legal framework, both statutory and common law suggesting both how it may be more effectively applied and how it could profitably be developed and clarified for both employers and employees. The thesis has thereby moved the debate to a different theoretical place from the established view of the ability of domestic law to effectively protect privacy rights within employment.

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24

Rhodes, Kerri. "Differential effects of employment /." Title page, contents and abstract only, 1987. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsr476.pdf.

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25

Debelle, Guy. "Why has employment grown? /." Title page, contents and introduction only, 1987. http://web4.library.adelaide.edu.au/theses/09EC/09ecd286.pdf.

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26

Waenerlund, Anna-Karin. "Temporary employment and illness." Doctoral thesis, Umeå universitet, Institutionen för folkhälsa och klinisk medicin, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-80095.

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Background: It is debated whether temporary employment compared to permanent employment entails an elevated risk of illness or not, as the empirical studies have not shown a unified picture. Since a significant part of the Swedish workforce is currently working under temporary employment contracts, it is important for public health research to pay close attention to what the implications in terms of illness might be. Therefore the aim of this thesis was to explore the relationship between temporary employment and illness. Methods: This thesis was based on data from the Northern Swedish Cohort, consisting of all pupils in grade 9 in Luleå in 1981 (n=1083). The cohort was followed with extensive questionnaires. The latest follow-up was performed in year 2007, when 94% participated. To analyse the quantitative questionnaire data, logistic regression and trajectory analysis were used. A qualitative method, Grounded Theory, was also applied in this thesis to analyse interviews performed in 2011, with a strategic selection of 12 participants from the cohort. Results: Quantitative data showed that temporary employees had overall higher odds ratios for illness in terms of psychological distress and non-optimal self-rated health compared to permanent employees. This general difference in odds ratios was evident irrespective of how temporary employment was measured as well as after control for earlier health status and confounders. The qualitative analysis gained insight into temporary employment as social processes of: underling the driving force for employment; working hard for a job. The structural conditions emerged in terms of, being used and exploited on the labour market and these conditions were related to the individual strategies of adaptation and coping. In the intersection of agency, structural conditions and adaption, emotional and bodily reactions emerged, such as being worn out, worried and wrathful. Conclusion: Illness is unevenly distributed between temporary and permanent employees, with temporary employees being the unfavourable group. Striving for good and evenly distributed health conditions in the population, policy makers should aim at reducing the number of employees working in temporary contracts. In addition, there is a need to improve surveillance of the health situation among temporary employees and to reduce unfavourable conditions, such as job and financial insecurity and unemployment, among temporary employees.

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27

Azmat, Ghazala Yasmeen. "Regulation, employment and wages." Thesis, London School of Economics and Political Science (University of London), 2006. http://etheses.lse.ac.uk/1935/.

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Over the last two decades the institutional structures across the OECD countries have changed dramatically, having a significant impact on labour market performance. This thesis seeks to make four contributions to our understanding of the implications and applications of regulations. This is done in two distinct ways: firstly, to focus on a specific policy change in Chapter 1 and Chapter 2, and secondly, to analyse (more generally) the disparities in policies across the OECD countries, in Chapter 3 and Chapter 4. Chapter 1 seeks to contribute to the literature on tax credit policies, which have been a popular way to alleviate in-work poverty. The assumption is typically that the incidence is on the claimant workers. However, economic theory suggests no particular reason to believe that this should be the case. This chapter investigates the incidence of the Working Families' Tax Credit (WFTC) in the UK introduced in 1999, which unlike similar tax credit policies was paid through the wage packet, increasing the connection between the employer and worker with regard to the tax credit. Using two stage parametric and non-parametric censored regression methods I find compelling evidence to suggest that the firm discriminates by cutting the wage of claimant workers relative to similarly skilled non-claimant workers when looking at men and that there is a spill-over effect onto the wage for both men and women. Chapter 2 then goes on to look more closely at the acclaimed relationship between tax credits and labour supply. One of the principle aims of the WFTC was to increase the participation of those with low labour market attachment. The literature to date concludes that for lone mothers there was approximately a 5% point increase in employment. The differences-in-differences methodology that is typically used compare lone mother with single women without children. However, the characteristics of these groups are both observably and unobservably different, such that the identifying assumption may not be satisfied. I find that when I control for differential trends between people with and without children, the employment effect of WFTC falls significantly. Moreover, by looking at movements in the hour's distribution, it is clear that any WFTC effect is solely borne on those working full-time (30 hours or more). Another concern is that I find that the policy did not induce people into the labour market from inactivity. Chapter 3 seeks to explain why it is that in some OECD countries the male and female unemployment rates are very similar but in others (notably the 'Mediterranean' countries) the female unemployment rate is much higher than the male. The analysis shows that, in countries where there is a large gender gap in unemployment rates, there is a gender gap in both flows from employment into unemployment and from unemployment into employment. Overall it seems that differences in human capital accumulation between men and women interacted with labour market institutions is an important part of the explanation. Chapter 4 looks at how the labour's share of GDP in many OECD countries has declined over the last two decades. The little evidence that exists on this important issue is almost entirely macro-economic. This chapter uses cross-country panel data evidence from a group of 'network industries', where there have been substantial changes of public ownership and entry barrier. The results show that privatisation can explain a significant proportion of the fall of labour's share in these industries, even when the endogeneity of the policy rules is accounted for using sociopolitical instrumental variables. The impact of privatisation has been somewhat offset by falling barriers which dampen profit margins.

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28

Cannon, James Andrew. "Moving into self-employment." Thesis, Birkbeck (University of London), 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.407498.

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The number of people who are self-employed has risen in recent years with some writers describing self-employment as an increasingly important mode of employment for the future. Studies, which have focussed on samples relevant to the career counselling and outplacement industries, have sought to explain the reasons for self-employment and to identify those who might be successful. This thesis describes the experience of those making the choice of self-employment, how the factors that influence choice change in their significance to the individual during the transition from employment and identifies factors related to success. This thesis suggests that career counsellors should be more aware of the changing pattern of influence that occurs during the transition to self-employment. By extending the repertoire of tools and insights upon which they might draw, career counsellors are helped in their task of assisting people make the choice of self-employment, especially those who have experienced redundancy. The method involved retrospective studies using both interviews and questionnaires and a longitudinal study of redundant people passing through outplacement. The latter approach entailed a series of interviews which were analysed by cognitive mapping. The use of both qualitative and quantitative methods was designed to give a fuller understanding of the experience of becoming self-employed as well as enabling conclusions to be drawn about the factors relating to the success of a sample of the self-employed. The outcomes of the studies are a clearer understanding of the role of eight key factors associated with the choice of self-employment (trigger events, family legacy, significant others, self-efficacy, personal model of working life, skills and attributes, risk and future work options) and the identification of extraversion, creativity and self-efficacy as significantly related to success. In addition, the studies support community interaction as an explanatory theory of how the choice of self-employment is made and cognitive mapping as a facilitative method that assists in sense making.

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29

Coyle, Stephen James. "AIDS and employment discrimination." Thesis, George Washington University, 1987. http://hdl.handle.net/10945/22188.

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30

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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31

Komodromou, Maria Elena. "Women, employment and health." Thesis, University of Essex, 2017. http://repository.essex.ac.uk/20545/.

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The primary aim, as set out in the Introduction, is to explore women’s specific difficulties regarding labour market outcomes in the first decade of the 21st century, related to their dual role as mothers and labour force participants. The overarching context of the thesis is a contemporary profile of the working woman in Great Britain who is struggling to balance motherhood and paid work successfully, with the consequences this might have for her mental health. This thesis contains three empirical chapters exploring women’s employment and health interactions, through the consequences of the 2008/9 economic crisis on the UK gender wage gap, the effects of postpartum depression on maternal employment after childbirth, and the potential long-term impacts of postpartum depression on children’s emotional health and cognitive developmental outcomes. Specifically, this thesis seeks to address the following research questions: Did the great recession affect the wage gender gap? Does postpartum depression affect employment? Does postpartum depression predict emotional and cognitive difficulties in 11 year olds? Recent estimates reveal that 1 in 10 children aged 5-16 years have a diagnosable mental health problem and 1 in 5 mothers suffer from perinatal mental disorders, which highlight how widespread mental health problems are and how important the promotion of good mental health and prevention is at crucial stages in development. The results of the three empirical chapters of the thesis point to the need for an innovative and comprehensive approach to the distinct problems faced by different groups and sub-categories within the population.

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32

Scharle, Agota. "Self-employment in Hungary." Thesis, University of Oxford, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.395398.

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33

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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34

Stiassny, Alfred, and Christina Uhl. "Does Elderly Employment have an Impact on Youth Employment? A General Equilibrium Approach." WU Vienna University of Economics and Business, 2014. http://epub.wu.ac.at/4246/1/wp178.pdf.

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Does an increase of elderly employment cause a decline in youth employment? A simplified view of a demand driven economy would give a positive answer to this question. Econometric studies based on a single equation approach deliver little support for this belief. However, these studies typically suffer from identification problems to which no attention is paid in most cases. We therefore use a general equilibrium framework when trying to quantify these effects. Using yearly and quarterly Austrian labor and gdp data, we estimate two model variants by Bayesian methods: a) a standard equilibrium model where the degree of complementarity between old, young and primary labor is crucial for the sign and strength of the relevant effects and b) a simple, solely demand driven model which always leads to a crowding out of young through an increase in employment of the old. It turned out that the demand driven model is inferior in fitting the data compared to the standard model. Further, the degree of complementarity is estimated to be strong enough to lead to a small positive effect of elderly employment on youth employment. (authors' abstract)
Series: Department of Economics Working Paper Series

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35

Koundourakis, Stylianos. "Immigration in the UK economy : some aspects of immigrants' employment and self-employment." Thesis, Kingston University, 2014. http://eprints.kingston.ac.uk/30601/.

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This thesis is motivated by the over-arching question “what economic contribution do immigrants make to the UK”? The question invites several perspectives from which to answer and the thesis offers a survey of the literature relevant to these, with particular emphasis on empirical studies focussed on the UK economy. There is also a brief historical summary of the contemporary UK experience and policies regarding immigration. Comparative profiles of the UK immigrant and native populations are constructed from primary source data, namely various issues of the Quarterly Labour Force Survey (QLFS). From this contextualising foundation, the thesis moves to examine two particular aspects of immigrants’ economic activity in the UK, using QLFS data as an evidence base. These aspects are a) the change in the average real wages of low-skilled immigrant workers, with native workers as a comparator and b) factors influencing the rate of immigrant entrepreneurship. The empirical investigation of changes in average real wages amongst low-skilled immigrants discovers a noticeable decline relative to the native peer group, particularly for males; proximate causes are identified. The investigation of entrepreneurial activity confirms a number of influential factors noted within the literature and adds to these some significant drivers that have not previously been identified.

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36

Driscole, Robert E. "Employment opportunities and skills necessary for entry-level employment in the timber industry." Morgantown, W. Va. : [West Virginia University Libraries], 2004. https://etd.wvu.edu/etd/controller.jsp?moduleName=documentdata&jsp%5FetdId=3304.

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Thesis (M.S.)--West Virginia University, 2004.
Title from document title page. Document formatted into pages; contains vii, 35 p. Vita. Includes abstract. Includes bibliographical references (p. 21).

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37

Puig, i. Barrachina Vanessa 1980. "Monitoring employment-related heath inequalities in Europe : the case of unemployment and precarious employment." Doctoral thesis, Universitat Pompeu Fabra, 2013. http://hdl.handle.net/10803/293263.

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This PhD dissertation aims to advance knowledge on monitoring employment-related health inequalities, focusing on arguably the two most relevant employment conditions in high-income regions like Europe, namely unemployment and precarious employment. In the conceptual part, a critical review is made in the fields of public and occupational health research regarding the monitoring of employment-related health inequalities. In the empirical part, three specific research exercises are made. In paper 1, an innovative proposal to disaggregate commonly used unemployment indicators to social subgroups is developed. From this analysis seven specifically vulnerable population subgroups arise. In papers 2 and 3, a concept-based set of indicators of precarious employment in Europe is created, using the most appropriate existing cross-national data. Findings show that, in general, women, workers without supervisory authority, those with fewer credentials, and those living in Eastern and Southern Europe suffer the highest levels of precarious employment. Furthermore, consistent associations with job dissatisfaction are found, as well as some associations with poor work-related health. In relation to these outcomes remarkable gender and country-patterns are found.
L’objectiu d’aquesta tesi doctoral és avançar en el coneixement sobre la vigilància de les desigualtats en salut relacionades amb l’ocupació, centrant-se en les dues condicions d’ocupació més rellevants en zones riques com Europa com són l’atur i la precarietat laboral. En la part conceptual, s’ha realitzat una revisió crítica en els camps de la salut pública i la salut laboral en relació a la seva vigilància. En la part empírica, s’han realitzat tres tipus de treballs d’investigació. En el primer article, s’ha desenvolupat una proposta innovadora desagregant en distints subgrups poblacionals els indicadors d’atur que habitualment s’utilitzen. En el segon i tercer article, s’ha creat un conjunt d’indicadors per mesurar la precarietat laboral a Europa, basat en una sòlida conceptualització de la precarietat i mitjançant l’ús de les millors dades europees disponibles. Els resultats mostren com, en general, les dones, les persones treballadores que no disposen d’autoritat per supervisar a altres treballadors, les que tenen poques credencials educatives, i aquelles que viuen als països de l’est i sud d’Europa, pateixen els nivells més alts de precarietat laboral. També s’han trobat associacions consistents entre la precarietat i la insatisfacció laboral, i en menor mesura, entre la precarietat i la mala salut relacionada amb la feina. En relació a aquests resultats, apareixen patrons de gènere i de país molt destacables.

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38

Walker, Bernard L. "For Better or for Worse: Employment Relationship Problems under the Employment Relations Act 2000." Thesis, University of Canterbury. Management, 2009. http://hdl.handle.net/10092/4388.

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The existing grievance literature has tended to focus on employee decisions concerning dispute action in light of Hirschman’s (1970) ‘loyalty voice exit’ (LVE) model. The present research sought to take an alternative approach by exploring the processes associated with grievances and disputes, through following a series of cases covering both employer and employee perspectives of the same dispute. The cases involved individual-level disputes where the parties were still in an ongoing employment relationship at the time that they accessed the mediation services of the government employment agency. The research process involved observing the mediation sessions and then conducting follow-up interviews with all the individuals associated with each case, including the employer and employee, along with union advocates, legal representatives, and mediators resulting in a total of 70 interviews. The findings covered a range of areas which combined to form a new model which reframed the dispute process as a series of choices, events and stages, rather than the single-choice perspective of much existing literature. The model centres upon three core constructs. The first of these is the Dispute Type, which refers to the nature or substance of the dispute, and identifies three distinct types each of which have their own dynamics and progression, with a significant predetermining effect on the course of employment disputes. The second construct, Power, concerns the relative power of the parties, with a party’s overall power comprising of individual, organisational, and external levels. The series of dispute actions were also found to be driven by power-related dynamics, and this produces a model that both builds upon and also extends, existing models of power in the negotiation literature (Lawler, 1992; Kim et al., 2005). Finally the third construct, Interaction Type, draws on Pruitt and Kim’s (2004) dual concern model, to explore the combined interaction of the strategies and tactics utilised by each side in a dispute sequence. Extending this model into employment dispute situations, the research identifies dynamics which can lead to major escalation of disputes, precluding opportunities for resolution. The research has significant implications for organisations in their management of individual-level employee disputes, as well as for parties such unions and other representatives who are reframed as agents with the potential to increase or reduce the power of parties.

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39

Head, Jeremy Alexander. "The impact of individual employment legislation on the employment relationship in the hospitality industry." Thesis, Manchester Metropolitan University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311073.

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This thesis examines the impact of individual employment protection legislation on the employment relationship in the hotel and catering industry (HeI), exactly the type of industry whose workers the employment law was intended to protect. It begins \\-ith a review of the potential effects of employment legislation on the employment relationship. It then analyses and evaluates the practical effects of individual employment legislation in hotels and catering from relevant case law. and the workings of the Industrial Tribunal system, identifying that unfair dismissal is the most important aspect. In order to ask to what extent dismissal law constrains the managerial prerogative, in the light of recent socio-economic and legal changes, employer experience of, and attitudes to existing employment rights and the Industrial Tribunal system are assessed. This is achieved by means of a postal questionnaire to employers in the industry. This is then augmented by follow-up semi-structured interviews with the employers. The legislation was found to have more effect on employer behaviour than is apparent prima facie. The ways in which many employers seek to circumvent the provisions of the law provides evidence of this. The high rate of dismissal in the industry shows, however, that employers are not constrained from using dismissal. Rather, the manner of making dismissals is more formalised due to the threat of tribunal actions. The actual incidence of dismissal could well be far higher since it appeared that some employers did not regard the termination of employment of an employee without the service qualitication as a dismissal. Tribunal actions themselves are quite uncommon, given the high incidence of dismissal. The low success rate for employers at tribunals, and the acknowledgement by employers that procedural requirements were often not met during disciplinary matters, suggests that arbitrary management practice is still widespread.

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40

Galego, Maria Aurora. "Choice of employment status and labour mobility : an analysis of self-employment in Portugal." Thesis, University of Bristol, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.389175.

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41

Angerhausen, Julia. "Evaluation frequency in employment relations /." Dortmund, 2007. http://opac.nebis.ch/cgi-bin/showAbstract.pl?sys=000254214.

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42

Liu, Ying. "Employment and casino in Macau." Thesis, University of Macau, 2008. http://umaclib3.umac.mo/record=b1880602.

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43

Schlepphorst, Susanne [Verfasser]. "Destination: self-employment / Susanne Schlepphorst." Siegen : Universitätsbibliothek der Universität Siegen, 2016. http://d-nb.info/1105037703/34.

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44

Gongxeka, Vuyokazi. "Employee perceptions of self-employment." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/1603.

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The perception that someone has of an entrepreneurial career ultimately influences his/her decision to pursue such a career path. By investigating employees' perceptions of owning a business, this study provides insights regarding the question of why so few South Africans embark on this path. Entrepreneurship is regarded by many as the solution to South Africa’s employment and economic problems. As such, an understanding of the reason why some people become entrepreneurs and others do not could provide solutions on how to stimulate entrepreneurship among all South Africans, and hopefully increase the levels of entrepreneurship in the country. The purpose of the study was to contribute to the field of entrepreneurship by investigating the perceptions and attitudes that employees have regarding an entrepreneurial career, that is, to ask employees what they think having their own business might be like. By investigating these perceptions, the researcher looked for reasons why many individuals remain in the employment of others rather than embarking on an entrepreneurial career, as well as establishing whether these employees had intentions of starting their own businesses, Therefore the primary objective of this study was twofold, namely to establish the perceptions that employees have regarding self-employment, running their own business or following an entrepreneurial career, and to establish the influence of these perceptions on their entrepreneurial intentions. After conducting a comprehensive literature study and examining the various models of intentions, attitude towards the behaviour was identified as having the strongest influence on entrepreneurial intentions. Attitude towards the behaviour is the extent to which an individual makes a favourable or unfavourable evaluation of the behaviour in question, and additionally is a function of beliefs applicable to the behaviour. Attitude towards the behaviour is closely related to perceived desirability, and “desirability” is a form of value. More specifically, work values have the propensity to significantly predict career choice. For the purpose of this study, the 14 work values identified by Farrington et al. (2011) served as the factors to be investigated in establishing the perceptions of an entrepreneurial career. The independent (work values) and dependent (entrepreneurial intentions) variables investigated in this study were defined and operationalised. Reliable and valid items were sourced from existing studies. Respondents were identified by means of convenience and snowball sampling, and a structured questionnaire was made available to the respondents. The data gathered from the 184 usable questionnaires was subjected to various statistical analyses. The validity and reliability of the measuring instrument were confirmed by means of an exploratory factor analysis and calculating Cronbach-alpha coefficients. Descriptive statistics were calculated to summarise the sample data distribution. Pearson’s moment product correlations were calculated to establish the correlations between the various work values and entrepreneurial intentions. Furthermore, a multiple regression analysis was undertaken to investigate whether relationships existed between the perceptions of an entrepreneurial career in terms of several work values and entrepreneurial intentions. The following work values were identified as influencing the entrepreneurial intentions of employees working in small businesses: - Stimulating; - Stability and advancement; - Flexibility; - Autonomy. The more the work values above were perceived to be experienced when following an entrepreneurial career, the more likely it was that the respondents in this study reported intentions of following such a career. In order to investigate the influence of the various demographic variables on the independent and dependent variables, an Analysis of Variance was performed. In addition, the post-hoc Bonferroni test was done to identify significant differences between the means scores of the various categories within each demographic variable. The practical significance of these differences was assessed by means of calculating Cohen’s d. The results showed a significant positive relationship between the demographic variable Population group and the dependent variable Entrepreneurial v intentions. In addition, relationships were identified between Population group and the intrinsic work values Challenging and Stimulating, the extrinsic-related work values Financial benefit and security and Stability and advancement, and the social-related work value Serving the community. A significant positive relationship was also reported between the demographic variable Entrepreneurial parents and the intrinsic-related work value Stimulating, the extrinsic-related work value Future prospects and the social-related work value Serving the community. The demographic variable Age showed a significant positive relationship with the extrinsic-related work value Financial benefit and security. This study has contributed to the field of entrepreneurship research by focusing on employee perceptions of entrepreneurship, and the influence of these perceptions on their intentions to become entrepreneurs. As far as can be established, no other study has adopted this perspective for understanding entrepreneurial behaviour in South Africa or abroad. Furthermore, no study has specifically focused on investigating entrepreneurial intentions among employees of small businesses.

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45

Ross, Stanley A. "Personal agency in employment groups." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq25147.pdf.

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46

Charles, GuyLaine. "Mandatory drug testing in employment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq24959.pdf.

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47

Seitz, Shannon N. "Employment and the marriage market." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0016/NQ58187.pdf.

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48

Karahan, Piskin Hatice. "Three essays on self-employment /." Related electronic resource: Current Research at SU : database of SU dissertations, recent titles available full text, 2006. http://proquest.umi.com/login?COPT=REJTPTU0NWQmSU5UPTAmVkVSPTI=&clientId=3739.

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49

Andersson, Pernilla. "Four essays on self-employment /." Stockholm : Swedish Institute for Social Research (SOFI), 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-1256.

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Grimshaw, Kylie. "The politics of youth employment /." Title page, contents and abstract only, 1993. http://web4.library.adelaide.edu.au/theses/09AR/09arg865.pdf.

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