Дисертації: "Part work"

1

Simpson, Amanda. "Young people’s part-time work experiences." Thesis, University of the West of Scotland, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.732978.

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2

DeAnda, Roberto M. "Determinants of Involuntary Part-Time Work Among Chicanos." University of Arizona, Mexican American Studies and Research Center, 1987. http://hdl.handle.net/10150/218652.

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3

Kochan, Thomas A., Mona Harrington, and Brendan Miller. "Beyond the Part Time Partner: A Part Time Law Firm?" MIT Workplace Center, 2003. http://hdl.handle.net/1721.1/7308.

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4

Clark, Vivien. "Making sense of part-time professional work arrangements." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0004/NQ38870.pdf.

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5

Wheeler, Glenn (Glenn Martin) Carleton University Dissertation Sociology. "Part-time work in Canada : a segmentation approach." Ottawa, 1990.

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6

Anne, Zooyob. "Part-time work and the structure of youth labor market entry." The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1277402945.

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7

Wong, Siew Li. "A defence of the intrinsic value of "secular work" in tentmaking ministry in the light of the theological doctrines of creation, redemption and eschatology." Theological Research Exchange Network (TREN), 2000. http://www.tren.com.

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8

Wooldridge, Kathryn. "Domestic work in Cape Town: an exploration into the growth of part-time domestic work." Master's thesis, Faculty of Humanities, 2020. http://hdl.handle.net/11427/33068.

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Анотація:

Statistical analysis of the labour market in South Africa shows that between 1994 and 2015, the growth rate of domestic worker employment was slow in comparison to the growth rate of high-income jobs. In Gauteng, the slow growth of domestic worker employment contributed to the overall slow growth of all unskilled jobs. This is because domestic workers consist of around half of all unskilled jobs. The growth of these elementary jobs was therefore much slower compared to high-income middle-class jobs (Crankshaw, forthcoming). Therefore, Gauteng experienced professionalisation rather than social polarisation. Like Gauteng, Cape Town has also experienced professionalisation, due in part to the slow growth of domestic worker employment. The slow growth of domestic worker employment can be partly attributed to the growth of part-time domestic worker employment. This is because households employing part-time domestic workers tend to share domestic workers, which leads to fewer domestic workers being employed per household (Crankshaw, forthcoming). This thesis explores some of the reasons behind the growth of part-time domestic work in Cape Town. Specifically, it uncovers and describes some of the reasons behind why middleclass households in Cape Town choose to employ part-time domestic workers. The thesis also explores how legislation has an impact on the wages, hours, and conditions of employment of domestic workers in middle-class households. The research conducted for this thesis uses both descriptive statistical methods and qualitative methods. The statistical research lays the foundation for the qualitative research by showing the slow growth rate of domestic employment in comparison to managerial, professional, and technical occupations. A critical realist approach is used to guide the qualitative research. A critical realist approach seeks to explain causality through understanding the qualitative properties which create, determine or generate relations and objects. Therefore, the qualitative research uncovers and describes some of the causal mechanisms behind the growth of part-time domestic work in Cape Town with a specific focus on middle-class households. Reasons behind why middleclass households employ full-time domestic workers or no domestic workers at all, is explored as counterfactual evidence. The thesis finds that many middle-class households which hire domestic workers do not base their wages only on the minimum wage. Rather the wages these households set are influenced more by their personal values and/or personal finances. The households in this study which employed domestic workers did not generally adhere to government regulations such as having written contracts with their domestic workers or registering them for UIF. The causal mechanisms behind the decision to hire part-time, full-time or no domestic work is summarised in the table below. Shared causal mechanisms are highlighted.

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9

Smith, Natalie. "Part-time job design : symptom and solution for a changing work environment." Thesis, Queensland University of Technology, 2011. https://eprints.qut.edu.au/47152/1/Natalie_Smith_Thesis.pdf.

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Part-time work presents a conundrum. Across industrialised countries, there has been significant growth in part-time work as a solution to resolving the diverse interests of employers, workers and families in managing time and resources. However, there are intrinsic disadvantages associated with part-time work; notably with pay and career prospects, which impact the same stakeholders it is intended to benefit. These disadvantages are particularly evident in professional services organisations, due to strong cultural norms of long work hours, single-focused commitment to work and 24x7 availability. There are indications, both in research and practice, that the design of part-time work arrangements could be improved to address some of the disadvantages associated with part-time work, and to challenge norms and dated assumptions that influence the structure of professional work. This study explored the changes made when professional service workers move from a full-time to part-time arrangement. The study drew on a recently proposed framework for work design, which extended previous models to reflect substantial changes in the contemporary work environment. The framework proved to be a useful perspective from which to explore the design of part-time work, principally because it integrated previously disconnected areas of literature and practice through a broader focus on the context of work. Exploration of the differences between part-time and full-time roles, and comparisons between part-time roles in similar types of work, provided insights into the design of professional part-time work. Analysis revealed that having a better understanding of design characteristics may help explain disadvantages associated with professional part-time work, and that some full-time roles can be more easily adapted to part-time arrangements than others. Importantly, comparisons revealed that even roles that are considered difficult to undertake on a part-time basis can potentially be re-designed to be more effective. Through empirical testing of the framework, a contextualised work design model is presented that may guide further research and the practice of crafting part-time arrangements. The findings also suggest that poor work design may lead to the symptoms associated with professional part-time work, and that improved work design may be a potential solution to these structural constraints.

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10

Walters, Sally. "Female part-time workers : attitudes to work and trade unions." Thesis, University of Liverpool, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.366301.

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11

Perry, S. M. "Women, part-time work and the 'Women and Employment Survey'." Thesis, Keele University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.372830.

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12

Blackwell, Louisa. "Occupational sex-segregation and part-time work in modern Britain." Thesis, City University London, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.266292.

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13

Rostek, Johanna. "Be Part of the Solution : Gender Sensitivity in Confirmation Work." Thesis, Högskolan i Gävle, Religionsvetenskap, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36603.

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The following research explores female authority's experiences with gender roles in faith and church and the subsequent handling of gender sensitivity in confirmation work. The qualitative study is conducted based on empirical data to answer the research questions. The chosen feminist standpoint theory assists in identifying the sampling consisting of female authorities as participants who are in charge of the confirmation work. The theory examines resources to create a standpoint through feminist experiences as knowledge, creating feminist solidarity and agency. The constructionist thematic analysis identifies and establishes repeating patterns in combination with the participant's answers and the theory. The lived experiences are gathered through online questionnaires and analyzed and interpreted through the lens of the feminist standpoint theory. The qualitative study shows that women make various experiences based on gender roles in faith and church. Majorly challenging is the normalization of male-dominated structures and concepts. Still, the participants form standpoints concerning the significance of gender-sensitive confirmation work. The study's outcome shows that mainstream knowledge can be opposed by creating feminist knowledge, solidarity, and agency. A broad audience is addressed because the result can be generalized into several fields.

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14

Olsen, Eric Charles 1955. "Measurement of work commitment in a part-time military organization." Thesis, The University of Arizona, 1987. http://hdl.handle.net/10150/276610.

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The purpose of this thesis was to determine if culture was a significant determinate of commitment to one's work organization. The second objective was to develop a work commitment index that was not only comprehensive but minimized redundancy. This work commitment index contained items measuring values and traits associated with the Protestant Work Ethic, Job Involvement, and Organizational Commitment. A T-Test analysis indicated no significant differences in the levels of protestant work ethic or job involvement possessed by hispanic and white soldiers. Only in organizational commitment were levels significantly different, but multiple regression analysis did not support this difference after controlling for other variables. Some progress was made in the development of a comprehensive work commitment index that minimized redundancy. The theories used in this index are capturing three different facets of work commitment. There still exists some redundancy and overlap within and between measures, but at less excessive levels.

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15

Tucker, Debra M. "More and Less: Perceptions and Experiences of the Professional Part-Time Employee." Diss., Virginia Tech, 1997. http://hdl.handle.net/10919/30756.

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The workforce of today is a far cry from the workforce of yesteryear. Not only have there been changes in who works, but how one works as well. The traditional nine-to-five work day has been replaced by a plethora of flexible work options, including flextime, telecommuting, and part-time employment. Until recently, most part-time workers were those who worked in low-level, low-paying jobs. However, with the influx of women in the workplace, as well as the desire for more leisure time and the need for retraining and updating of skills, more people than ever before desire professional part-time jobs. Although considerable research exists comparing full-time to part-time workers, little research is available which examines the experiences of the professional part-time employee. The central question of this study concerned which factors exist within an organization, as well as within the part-time professional and supervisor, to influence levels of job satisfaction and commitment. A questionnaire was mailed to 805 members of the Association of Part-Time Professionals which gathered demographic characterics about the employee and supervisor, and the provision of benefits for employees. Additional questions concerned attitudes of co-workers, anticipated effects on career advancement, access to staff training, and provision of space, equipment, and clerical support. The final sample included 319 part-time professionals across the career spectrum. A variety of statistical techniques was used to examine the relationships among organizational and supervisor characteristics and the individual characteristics of the participants. Factor analyses were employed to identify the different participant attitudes. The bivariate relationships between attitudes and respondent and organizational characteristics were used to develop multivariate models. Participants generally had high levels of job satisfaction and relatively neutral levels of commitment. Part-time professionals felt positive about their access to equipment, clerical assistance, and office space, but less so about their economic compensation. They were generally satisfied with the work they were asked to do and their treatment by supervisors and co-workers. Access to benefits was variable. Implications for the Adult Educator/Human Resource Specialist are discussed with recommendations made as to how both can promote and advance the needs of the part-time professional. Areas for future research are also presented.
Ph. D.

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16

CHEUNG, Fung Yi Millissa. "The influence of work status on the work outcomes among part-time workers in the service industries of Hong Kong." Digital Commons @ Lingnan University, 2001. https://commons.ln.edu.hk/mgt_etd/19.

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This research examined the influence of work status on attitudes and work outcomes. The two attitudes of perception of psychological contract violations, (violation of employment promise by employers) and fairness perception (fair treatment at work) were studied. This research examined the relationship between attitudes and work outcomes (organizational commitment, e.g. loyalty; organizational citizenship behavior, voluntary action done by employees for the sake of organizations and turnover intention). Individuals with family responsibility are attracted to work part-time voluntarily. Corporate downsizing has often forced individuals to go into part-time work involuntarily. Voluntary and involuntary work status had moderating effects on attitudes and work outcomes. The people that part-time workers chose to be compared with when they evaluate their fairness situation were also examined. Both qualitative and quantitative methods were used. Respondents were asked about their perceptions towards their employment relationship with employers in the questionnaires. Part-time workers focus groups and supervisors interviews were used to supplement the quantitative methods by suggesting reasons to explain the part-time work issues, for example, on the compared referent selections. The findings showed that work status had a high moderating effect on the relationship between perceptions of psychological contract violations and voluntary actions and such interactions were much stronger on voluntary than on involuntary part-time workers. Work status also showed a high moderating effect on the relationship between fairness perception, organizational commitment, and organizational citizenship behavior, and such interactions were much stronger in involuntary than voluntary workers. Unexpectedly, work status did not have a moderating influence on the relationship between perception of psychological contract violations, organizational commitment, and turnover intention of involuntary part-time workers. Furthermore, work status showed a moderating influence on fairness perception, and turnover intention, and such a negative relationship was much stronger in voluntary than involuntary workers. It was also found that the compared referents of voluntary part-time workers were part-time workers working inside and outside organizations. The compared referents of involuntary part-time workers were full-time workers working outside the organizations and their past work experiences.

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17

Koster, Roger. "Social evangelism plays an important part in church growth." Online full text .pdf document, available to Fuller patrons only, 2001. http://www.tren.com.

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18

Parker, Gilbert A. "Standing in the gap the work and role of the interim pastor /." Theological Research Exchange Network (TREN), 1998. http://www.tren.com.

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19

Robinson, Lyn. "Just a phase in life? : school students and part-time work /." Connect to thesis, 2001. http://eprints.unimelb.edu.au/archive/00000236.

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20

Garcia, Mary K. Whitehead Lawrence W. "Energy expenditure, body-part discomfort and mental work load among nurses /." See options below, 1993. http://proquest.umi.com/pqdweb?did=746814991&sid=1&Fmt=2&clientId=68716&RQT=309&VName=PQD.

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21

Gayle, Vernon. "Students' personal funding strategies in higher education." Thesis, University of Sunderland, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.298295.

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22

Palmer, Beverley Lynn. "Patterns of student employment (14-18) : possible relation to attainment." Thesis, University of Newcastle Upon Tyne, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391318.

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23

Tolley, Rebecca. "Review of Historical Statistics of the United States: Earliest Times to the Present: v.1, Part A: Population; v.2, Part B: Work and Welfare; v.3, Part C: Economic Structure and Performance; v.4, Part D: Economic Sectors; v.5, Part E: Governance and International Relations." Digital Commons @ East Tennessee State University, 2006. https://dc.etsu.edu/etsu-works/5634.

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Review of Review of Historical Statistics of the United States: Earliest Times to the Present: v.1, Part A: Population; v.2, Part B: Work and Welfare; v.3, Part C: Economic Structure and Performance; v.4, Part D: Economic Sectors; v.5, Part E: Governance and International Relations. Susan B. Carter et al Cambridge. 2006. 5v, 0521817919, $825.00

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24

Holladay, Hayley Maria. "Mothers' Work-to-Family Conflict and Children's Academic Achievement: Do School Involvement and Work Status Matter?" BYU ScholarsArchive, 2013. https://scholarsarchive.byu.edu/etd/3930.

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Structural equation modeling was used to explore associations between maternal work-to-family conflict, maternal involvement in schooling, and academic outcomes in early adolescents. Among a subsample of 725 fifth graders (and their employed mothers and teachers) from the Eunice Kennedy Shriver National Institute of Child Health and Human Development Study of Early Child Care and Youth Development (NICHD SECCYD), multigroup analyses were used to explore differences in this relationship between groups with mothers working part-time versus full-time. Results revealed that among part-time employed mothers maternal involvement in school fully mediated the relationship between maternal work-to-family conflict and fifth graders' academic achievement. For full-time employed mothers, maternal work-to-family conflict was not related to maternal involvement in school or academic outcomes. These findings suggest that mothers' involvement in school may be an important way in which negative outcomes of work-to-family conflict may be minimized. Prior research has not investigated the associations between work-to-family conflict and child outcomes. The present study suggests a need to further understand how aspects of the work-family interface relate to children. Further, results suggest a need to better understand the differences in the work-family interface between families where mothers are employed part-time versus full-time.

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25

Clark, Robert J. "Tentmaker orientation for Filipino overseas workers." Theological Research Exchange Network (TREN) Access this title online, 2004. http://www.tren.com.

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26

Samuelsson, Tobias. "Children’s Work in Sweden : A part of childhood, a path to adulthood." Doctoral thesis, Linköpings universitet, Tema Barn, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-12580.

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Föreliggande arbete är en etnografisk studie av barn, barndom och arbete i Sverige. Studien var förlagd till två samhällen, ett på landsbygden och ett nära en stor svensk stad. I studien undersöks hur barndom konstrueras i dagens Sverige. I studien används ett barnperspektiv och fokus är på barnens definitioner av arbete. I studien undersöks hur barnen förstår de olika aktiviteter i vilka de deltar i sitt vardagsliv, vilka aktiviteter barnen menar är arbete och varför. I studien undersöks vilka motiv barnen har för att delta i de olika formerna av arbete. Sammanlagt deltog 100 barn i klass 4-9 i studien. Materialet till studien samlades in mellan 2004-2006. Materialet samlades i under ett fältarbete där metoder som gruppintervjuer, enkäter och tidsdagböcker användes. Material samlades också in med hjälp av deltagande observation, genom att barnen tog bilder med engångskameror samt skrev essäer och ritade teckningar. Dessa metoder användes för att öka barnens möjligheter att delta och påverka forskningsprocessen samt för att lyfta fram barnens perspektiv vad gäller arbete. Studien visar att arbete är ett mångtydigt begrepp. Barnen vidgar den traditionella betydelsen av arbete och använder två olika definitioner av arbete. Den ena är en definition där arbete jämställs med formellt, betalt förvärvsarbete, ett jobb. Den andra definitionen är mer inkluderande. I denna ryms både betalt, obetalt, formellt och informellt arbete. I denna definition inkluderar barnen dessutom utbildande aktiviteter såsom skola och fritidsaktiviteter vilka innehåller element av lärande. Detta arbetsbegrepp inkluderar således även olika former av identitetsarbete. Studien illustrerar att barnen genom sina aktiviteter bidrar till konstruktionen av barndomen samt understryker den roll arbete spelar i denna konstruktion.
This is an ethnographic study of children, childhood and work in Sweden. The study was conducted in two communities, one rural and one urban, and it explores how childhood is constructed in contemporary Sweden. The study uses a child perspective and focuses on the children’s definitions of work. It investigates how children understand the different activities in which they take part in everyday life and which activities they understand as work and why. Furthermore, it investigates children’s incentives for engaging in various forms of work. In total, 100 schoolchildren in grades 4-9 participated in the study. The material used was collected during 2004-2006. During the fieldwork, material was collected through group interviews, questionnaires and time diaries, through participant observation and the use of disposable cameras and children’s essays and drawings. The methods were chosen to increase the children’s possibilities to participate and influence the research process and to highlight the children’s perspective on work. The study shows that work is a multifaceted concept. The children broaden our traditional definition of work, using two concurrent definitions. One definition equates work with formal, paid, gainful employment – a job. The other definition is more inclusive, accommodating paid, unpaid, formal and informal work. Moreover, in the latter definition, children also include educational activities such as school and spare time activities that involve an element of learning. Thus, various forms of identity work are also included in the concept of work. The study illustrates children’s contribution to the social construction of childhood and underlines the role work plays in this construction.

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27

Pexman, David C. W. "Student factors mediating the effects of part-time work on school performance." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0003/MQ42190.pdf.

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28

Buscha, Franz. "Earning, learning and training : The effects of truancy and part-time work." Thesis, Lancaster University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.504191.

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29

Crowe-Taylor, Mary Alice. "Work attitude differences among subgroups of part-time workers| Testing competing theories." Thesis, University of Georgia, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3586044.

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Анотація:

Survey data were collected from 445 part-time transportation workers to test three sets of competing hypotheses about primary and secondary part-time workers that were developed from Partial Inclusion theory (Allport, 1933), Investment Model theory (Farrell & Rusbult, 1981), and the Part-time Work Arrangements perspective (Feldman, 1990). The Investment Model constructs explaining job satisfaction, organizational commitment and turnover intent received the most support. However, the part-time work arrangements perspective also received some support as there were significant differences in organizational commitment and turnover intentions between primary and secondary part-time workers. The application of Partial Inclusion theory to the part-time worker subgroup context was not supported.

INDEX WORDS: Part-time Employment, Investment Model theory, Partial Inclusion theory, Part-time Work Arrangements, Job Satisfaction, Organizational Commitment, Turnover Intent, Transportation Industry.

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30

Richards, A. Lesley. "Part-time paid work and academic achievement : a sixth form case study." Thesis, University of Brighton, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271994.

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31

Яковчук, Роман Святославович, and A. M. Kazybrid. "Normative legal aspects of legal work, as part of civil defense development." Thesis, Правозахисна та правоохоронна діяльність: європейський досвід та українські реалії. Legal and law enforcement activity: European experience and Ukrainian reality: тези доповідей та повідомлень здобувачів вищої освіти (іноземними мовами) / за заг. ред. канд. філол. наук, доц. І. Ю. Сковронської. – Львів: ЛьвДУВС, 2017. – С. 49-51, 2017. http://hdl.handle.net/123456789/3775.

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32

Gross, Victoria Louise. "The relationship between students' part-time work experiences and their graduate attributes." Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6838.

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This study examined the relationship between work experience and the development of eight graduate attributes among postgraduate students in the faculties of Humanities and Commerce at the University of Cape Town (N = 167). A quantitative research approach was used and data gathered through a questionnaire using a 6-point Likert scale and a work experience grid that was developed by the researcher for the purposes of this study. In order to measure the data, a series of analyses were conducted. Results revealed non-significant relationships between the length and nature of work experience and the development of the perceived level of the eight graduate attributes. Findings furthermore indicated that although graduates were still developing these attributes, it was not as a result of work experience. This study highlights the complexity and many nuances surrounding the development of graduate attributes within higher education. The findings also provide a basis for future research into work experience as an antecedent of attribute development.

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33

Samuelsson, Tobias. "Children's work in Sweden : a part of childhood, a path to adulthood /." Linköping : Linköping University, Faculty of Arts and Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-12580.

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34

Svegeboe, Lindholm Niklas, and Magnus Vennberg. "Part-Time Working Students and Their Career Development : How Business Students' Perceptions of their Current Part-Time Employer Influences their Future Career Decisions." Thesis, Umeå universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-137131.

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Анотація:

The globalized world of the early 21st century has had great impact on the labour market. Employees of today are faced with many more options then before, increasing staff turnover rates to very high levels. This raises a lot of interesting aspects in how to create affective, mutual and long-lasting employer-employee relationships in the way the world works today. We have identified part-time working students as a key group to investigate since they possess skills and qualifications that is important to retain within an organisation. More particularly, the purpose of this study is to look at part-time working business student and their relationship towards their current employer, their perceptions, and based on that, how likely it is that they will stay within that organisation after graduation. This has led us to our research question:How part-time working business students’ perception of their current employer influences their future career decisions?In the research field of Employee Retention, there is a lack of research on part-time workers, and even more lacking on part-time working students. A theoretical foundation has been created based on different aspects of this subject. Motivational theories, dividing motivation to either Intrinsic or Extrinsic to cover what motivates students in different settings is considered. Branching from motivational theories, the Expectancy theory is used to analyse the reasoning between potential outcomes, in this case job alternatives. As decisions regarding job alternatives shapes the future careers of young workers, research on career decisions with a focus on students, point out specific implications regarding the target group. Finally, to complement our foundation with research regarding the students’ relationship with their current employers, research on Employee Retention adds different predictors of staff turnover. Those predictors are used in order to understand why students say or leave an organisation.In order to answer our research question and to gain deep understanding, we have conducted qualitative interviews with business student at Umeå University. The interviewed students all have different part-time jobs, as to cover as many different organisations as possible. The study shows that part-time working students are influenced in their career decisions by their perception of their current employers and experiences from the job. Regardless of positive or negative experience, intrinsic aspects are desired from future careers, as well as development opportunities. The extent to which the organisation shows an interest in the students’ future development also influences the students’ attitude towards the organisation. However, regarding staying in the current organisations after graduation, the students are faced with issues beyond their control, like geographical complications.

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35

MacGill, Fiona. "Making sense of sustained part-time working through stories of mothering and paid work." Thesis, University of Bath, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.665384.

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The overall aim of the research was to understand the potential impact of sustained part-time working on women’s identities with regards to motherhood and work. Despite an implicit assumption in public discourse, policy and research that mothers will resume full-time careers once their children are ‘older’, half of working mothers with their youngest child at secondary school are working part-time (ONS, Q3, 2011). Often in the literature ‘good’ part-time working has been framed as short-term (see for example Tilly, 1996). The part-time ‘hidden brain drain’ (Equal Opportunities Commission, 2005) has been described as a waste of education and skills (Connolly and Gregory, 2010) and contributing to gender inequality (Walby, 2007). This PhD explored the life stories of twenty university educated, partnered mothers of older children (youngest at secondary school), who had mostly worked part-time since becoming mothers. Dialogic narrative analysis (Frank, 2010) was used to explore how these women made sense of where they had ended up through their story telling. A key finding is that for these women ‘becoming’ a part-time working mother was neither an informed ‘choice’, nor a fixed orientation, but was an ongoing process of negotiation, within a matrix of inter-related, constantly shifting and interacting tensions. Compromises to their jobs often became more extensive than expected and a continuing need to ‘be there’ for teenagers was unanticipated. Damage to ‘career’ is conceptualised as a ‘creeping trauma’. This is considered in light of the mothering stories indicating this was a price worth paying. The majority of women were engaging in a narrative of reorientation, using various strategies to reframe standards of ‘good’ working and the meaning of work within life. Success in reorientation differed according to individual experiences of constraints and opportunities.

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36

Bai, X., and Stanley B. Gershwin. "Scheduling Manufacturing Systems With Work-in-Process Inventory Control: Single-Part-Type Systems." Massachusetts Institute of Technology, Operations Research Center, 1990. http://hdl.handle.net/1721.1/5362.

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In this paper, a real-time feedback control algorithm is developed for scheduling single-part-type production lines in which there are three important classes of activities: operations, failures, and starvation or blockage. The scheduling objectives are to keep the actual production as close to the demand as possible, and to keep the level of work-in-process inventory as low as possible. By relating the starvation and blockage to the system capacity, the buffer sizes and the target buffer levels are chosen according to the demands and machine parameters. The processing time for each operation is deterministic. Failure and repair times are random. Whenever a machine fails or is starved or blocked, the scheduling system recalculates short term production rates. To begin with, we study a very simple case, a two machine and one part type system, to get insight into the buffer effects and production control policies. Using the relationship between system capacity and starvation or blockage, we find desirable buffer levels and buffer sizes. The production control policy is determined to meet the system performance requirements concerning low WIP inventory and tardiness. The results from the simple case are extended to N-machine, one-part-type systems.

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37

Chang, David. "Temporary and permanent part-time workers : work differences explored using job characteristics theory /." Title page, contents and abstract only, 1999. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsc456.pdf.

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38

Symonds, B. Sue. "Part-time work in community pharmacy : a bridge, a trap or a balance?" Thesis, University of Nottingham, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.297760.

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39

Maturana, Godoy Iván Ignacio. "Part-time and full-time work in Chile : wage gap estimation 1990 - 2006." Tesis, Universidad de Chile, 2009. http://repositorio.uchile.cl/handle/2250/144685.

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SEMINARIO DE TÍTULO para optar al título de INGENIERO COMERCIAL MENCIÓN ECONOMÍA
En este estudio, se realiza un an´alisis de la brecha salarial para el periodo comprendido entre 1990 y 2006, utilizando la metodolog´ıa de Oaxaca-Blinder. Con este prop´osito se realizaron dos brechas salariales: la diferencia salarial entre hombres y mujeres, tanto para la jornada a tiempo parcial como para tiempo completo, y la diferencia salarial entre trabajadores de jornada parcial y jornada completa, tanto para hombres como para mujeres. La importancia de esto es que as´ı se puede apreciar cuanto de la brecha observada es atribuible a discriminaci´on salarial. Tambi´en, utilizando el m´etodo de vecino m´as cercano de matching se analizo el efecto de cambiarse desde un trabajo de jornada completa a un trabajo de jornada parcial. Para estos prop´ositos se utiliz´o la encuesta CASEN, y el panel CASEN. Se encontr´o que al descomponer las brechas salariales, la discriminaci´on salarial ha ido en disminuci´on, aunque queda mucho trabajo por hacer si se compara con pa´ıses industrializados (especialmente pa´ıses escandinavos). Del matching, se obtuvo que existe un premio al salario al pasar de trabajar jornada completa en 2001 a jornada parcial en el 2006. Para el mismo cambio entre los a˜nos 1996 y 2001, sin embargo, se encontr´o que los estimadores no eran estad´ısticamente significativos.

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40

McKellips, M. Bruce. "Work and Witness its impact on the Church of the Nazarene at home and abroad /." Theological Research Exchange Network (TREN), 1989. http://www.tren.com.

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41

Ang, Tania. "Balancing work and life among students a dissertation submitted to Auckland University of Technology in partial fulfilment of the requirements for the degree of Master of Business (MBus), June 2008." Abstract Full dissertation, 2008.

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42

Moss, Douglas W. "Equipping church members for evangelism and discipleship using a four-part investigative Bible study." Theological Research Exchange Network (TREN) Theological Research Exchange Network (TREN) Access this title online, 2006. http://www.tren.com.

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43

Loughlin, Catherine A. "Toward a model of healthy work for full-time, part-time and contract employment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0010/NQ31939.pdf.

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44

Partridge, Diana Stephens John D. "Reforming the welfare state, the case of part-time work in Sweden and France." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2007. http://dc.lib.unc.edu/u?/etd,1321.

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Thesis (M.A.)--University of North Carolina at Chapel Hill, 2007.
Title from electronic title page (viewed Apr. 25, 2008). "... in partial fulfillment of the requirements for the degree of Master of Arts in the Department of Political Science." Discipline: Political Science; Department/School: Political Science.

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45

Mäkinen, M. (Mikael). "Motivation and trust:how millennials experience work motivation and see trust as part of it." Master's thesis, University of Oulu, 2015. http://urn.fi/URN:NBN:fi:oulu-201506111846.

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Yet there are almost countless studies of work motivation and/or workplace happiness and working performance, most of the researches have been in the perspective of older generations like Generation X or The Baby Boomers. The lack of perspective of Millennials (or Generation Y) is natural, since as part of workforce Millennials are still a very young generation. However, since humans do get older, more and more Millennials are joining world’s workforce and will eventually become tomorrow’s leaders. Therefore, it is important to learn how Millennials see the world and what are the features that can be seen as common to them. By understanding what makes a generation that is family-centric but ambitious, education oriented but upbeat, to reach goals and perform effectively, gives a clear advantage. Thus, the goals of this study are to find out what work motivation means to Western world Millennials and understand their values as well as how they perceive trust in a workplace. This study also investigates other generations’ values and generation-specific features, so that it is clearer to understand how much Millennials differ from them and what features have stayed the same over time. Since this study is qualitative in its nature, the research method has been qualitative as well. This study utilizes semi-structured interview with three sub-themes, that all measure certain parts of the bigger picture of work motivation. The interview and the theoretical evidence provided interesting results that have academic value as well as managerial implications. Some of the most important results was the difference of values and the very nature between Millennials and other generations. Based on this study, it is safe to say that Millennials are the first generation for a long time that is clearly a crossroad generation of old and new business methods. This is greatly so because of Internet and its new perspective of technology and business practices. Although, this study provides information that can be widely generalized, the reader should bear in mind the cultural background of this study’s Millennials and the fact that the immediate business field in this study is knowledge-based, which means businesses that are offering expert services like consultancy.

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46

McDonald, Paula K. "Mapping patterns and perceptions of maternal labour force participation : influences, trade-offs and policy implications." Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/15821/1/Paula_McDonald_Thesis.pdf.

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This thesis investigated patterns in, and perceptions of, labour force participation (LFP) amongst a group of mothers with dependent children. A mixed-methods (i.e. questionnaires, interviews and documentary evidence), single case study approach involving a series of three studies, was utilised, involving employees and ex-employees from the Queensland University of Technology. Using questionnaire data (N = 283), Study One explored the predictive value of seven structural (age of youngest child, education, childcare costs, wages, partner's income, number of children and social security payments) and four attitudinal (attitudes towards working mothers, sex-role attitudes, attitudes towards exclusive maternal care and career salience) factors, in a hierarchical logistic regression model using full-time / part-time work status as the dependent variable. Associations between these factors and hours worked, were also tested for a sub-sample of women with under school aged children (N = 112). Results showed that the factors leading to greater LFP for both samples were having older children, less access to social security payments and more liberal attitudes towards working mothers. Lower levels of partner's income also predicted full-time status for the larger sample and more liberal attitudes towards exclusive maternal care was associated with hours worked for women with under school aged children. Study Two explored the way in which women with under school aged children describe the influences, benefits and trade-offs associated with their LFP decisions. Analysis of data from interviews with a sub-sample of women from Study One, indicated four major categories of issues influenced LFP decisions and/or contributed to benefits or trade-offs following on from those decisions. These categories included financial issues, personal independence, work-related issues and value of maternal care. The salience of this issues varied across groups of at-home, part-time and full-time working mothers. The most important consideration for at-home women was the emphasis on caring for their children themselves, as opposed to using familial or formal childcare. Part-time women appeared to be the most satisfied with their work and parenting arrangements, because they could fulfil their roles as wives and mothers, but also benefit from spending autonomy and competence, by engaging in paid work. Full-time women reported greater opportunities in the workplace than part-time women, although they experienced substantial ambivalence about their full-time status. This conflict was ameliorated by the availability of flexible work and when partner's had reduced working hours. Based on the salience of work-related factors reported in Study Two, Study Three explored the degree of consistency between the espoused values evident in organisational work-family policy documentation and women's reported experiences of these policies (N = 24). For example, options such as flexible work arrangements and part-time work appear to promote values related to balance and integration of the work and family spheres. However, interview data suggests women's experiences of part-time work were inconsistent with assumptions about job commitment and career progression. The research extends the current understanding of the range of variables that influence maternal LFP and the processes by which LFP decisions are made. The findings are interpreted in light of a number of existing theoretical perspectives, as well as suggesting a preliminary model of decision-making that could be tested in other groups of women in future studies. The current research may also inform public policy on issues such as childcare and social security allowances and organisational human resource policy in terms of the implementation of work-family options.

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47

McDonald, Paula K. "Mapping Patterns and Perceptions of Maternal Labour Force Participation: Influences, Trade-offs and Policy Implications." Queensland University of Technology, 2003. http://eprints.qut.edu.au/15821/.

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This thesis investigated patterns in, and perceptions of, labour force participation (LFP) amongst a group of mothers with dependent children. A mixed-methods (i.e. questionnaires, interviews and documentary evidence), single case study approach involving a series of three studies, was utilised, involving employees and ex-employees from the Queensland University of Technology. Using questionnaire data (N = 283), Study One explored the predictive value of seven structural (age of youngest child, education, childcare costs, wages, partner's income, number of children and social security payments) and four attitudinal (attitudes towards working mothers, sex-role attitudes, attitudes towards exclusive maternal care and career salience) factors, in a hierarchical logistic regression model using full-time / part-time work status as the dependent variable. Associations between these factors and hours worked, were also tested for a sub-sample of women with under school aged children (N = 112). Results showed that the factors leading to greater LFP for both samples were having older children, less access to social security payments and more liberal attitudes towards working mothers. Lower levels of partner's income also predicted full-time status for the larger sample and more liberal attitudes towards exclusive maternal care was associated with hours worked for women with under school aged children. Study Two explored the way in which women with under school aged children describe the influences, benefits and trade-offs associated with their LFP decisions. Analysis of data from interviews with a sub-sample of women from Study One, indicated four major categories of issues influenced LFP decisions and/or contributed to benefits or trade-offs following on from those decisions. These categories included financial issues, personal independence, work-related issues and value of maternal care. The salience of this issues varied across groups of at-home, part-time and full-time working mothers. The most important consideration for at-home women was the emphasis on caring for their children themselves, as opposed to using familial or formal childcare. Part-time women appeared to be the most satisfied with their work and parenting arrangements, because they could fulfil their roles as wives and mothers, but also benefit from spending autonomy and competence, by engaging in paid work. Full-time women reported greater opportunities in the workplace than part-time women, although they experienced substantial ambivalence about their full-time status. This conflict was ameliorated by the availability of flexible work and when partner's had reduced working hours. Based on the salience of work-related factors reported in Study Two, Study Three explored the degree of consistency between the espoused values evident in organisational work-family policy documentation and women's reported experiences of these policies (N = 24). For example, options such as flexible work arrangements and part-time work appear to promote values related to balance and integration of the work and family spheres. However, interview data suggests women's experiences of part-time work were inconsistent with assumptions about job commitment and career progression. The research extends the current understanding of the range of variables that influence maternal LFP and the processes by which LFP decisions are made. The findings are interpreted in light of a number of existing theoretical perspectives, as well as suggesting a preliminary model of decision-making that could be tested in other groups of women in future studies. The current research may also inform public policy on issues such as childcare and social security allowances and organisational human resource policy in terms of the implementation of work-family options.

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48

Mahoney, Kimberly Lynne. "The employee sportsphere an investigation of the work experience for the paid, part-time event staff at public assembly facilities /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1150134211.

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49

Graham, Helen Marion. "Capable of change? : the impact of policy on the reconciliation of paid work and care in couples with children." Thesis, University of Edinburgh, 2012. http://hdl.handle.net/1842/6418.

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This research examines the impact of work-family reconciliation policies on gender inequality in the labour market, and on the division of paid work and care in the household. Policies designed to help families meet their work and care responsibilities have undergone considerable reform over the last fifteen years. The research aims to understand how this has affected the way that earning and caring are divided between mothers and fathers, and the implications of this for mothers’ labour market outcomes. The research compares two cohorts; the National Child Development Study (NCDS) tracks individuals born in 1958, and the British Cohort Study (BCS) those born in 1970. These cohorts experienced the key childbearing years of their early thirties on either side of a fairly sharp discontinuity in work-family reconciliation policy. The research aims to link this difference in policy environments to differences the way that couples in each cohort divide paid work and care, and in the labour market behaviour of mothers and the penalties they face when they are in employment. Logistic regression models are employed to quantify the magnitude and significance of the impact of cohort membership on the work and care outcomes of interest, controlling for other variables that affect these outcomes. Some case-level analysis of the data is also carried out; individuals representing typical family arrangements are highlighted, to demonstrate the relevance of the theoretical model and assist with hypothesis generation. Case stories illustrate the interplay of individual circumstances with policy and other external factors, in a way that is difficult to achieve using statistical methods. A key finding is that the younger cohort is less likely to report equal sharing of childcare than the older cohort, even after controlling for other factors that might influence the division of labour. This is also in spite of the finding that mothers in the younger cohort are more likely to be in work. This suggests progress to some extent, in that mothers perhaps find it easier to be in employment. However at the same time it represents a regressive step at the household level, as they not only continue to shoulder the majority of the care work, but are even more inclined to do so. Analysis of pay and status gaps also yields interesting results. The findings suggest that the penalty to motherhood in terms of labour market status accrues by virtue of the interrupted human capital accumulation that results from periods out of the labour market or working part time. However, the motherhood penalty in pay persists even after controlling for other wage determinants, suggesting that these gaps are a direct result of motherhood itself and not of the labour market behaviour changes that occur as a result. The research contributes theoretically and substantively to the wider literature on this topic. It brings together human capital perspectives with theories of gender, power and resources, and of the impact of policy on family life, and uses Amartya Sen’s capability approach to reconcile and move forward these ideas. It also contributes to the practical understanding of the impact of policy on the way that families reconcile work and care, and in particular the implications of policy for gender equality. Finally, its methodological contribution is in the use of a narrative approach to large-scale quantitative data, alongside more conventional statistical techniques, in order to further exploit the detailed, longitudinal data available.

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Ohls, Ingemar. "Live-work units in subarctic climate as a part of sustainable city development : A design proposal." Thesis, Luleå tekniska universitet, Arkitektur och vatten, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-70895.

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Today there is a wish from building entrepreneurs to be able to have other activities than traditional commercial areas on the street level in the residential housing while keeping the open store front windows facade. Another challenge today in development of cities are partially to maintain a socially sustainable city. A mix of housing,commercial, entertainment, and services make the area become more attractive to both men and women, entrepreneurship and civil society. By mixing the use there is a possibility to reduce segregation and strengthen a city’s capacity to build unity; social development. Live-work units can meet both these demands. The purpose of this master thesis is to illustrate how so called live-work units could be organized in a block in an urban environment. Live-work units are a new phenomenon in Sweden and, therefore, this study partially focuses on describing this type of living and its special requirements. A methodology is proposed for identifying if a location is suitable for live-work units and for what type of units; furthermore, parameters and regulations affecting the usage of live-work units are described and a method for design is proposed.

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