Doctor of Philosophy(PhD) / Policy makers, service agencies and people with mental illness themselves view employment for people with mental illness as a major concern. This is due to the low rate of employment of people with mental illness, the difficulties many experience in finding and keeping satisfactory jobs, and the perception of paid employment as highly desirable for people with mental illness. The most extensive research on employment for people with mental illness has focused on establishing statistical relationships between various hypothesised predictors of employment success and vocational outcomes. While some attention has been paid to how individuals with mental illness view being employed, this has primarily focused on specific areas such as the benefits of employment, difficulties encountered and coping techniques used. My aim in this research was to develop a theoretical formulation which explains the processes that people with mental illness engage in with regard to employment. Data was gathered by way of in-depth interviews with users of psychiatric services. Some of these participants were employed, others were seeking employment, while others were not engaged in employment-related activities. At the centre of the theoretical formulation is a process I have called negotiating an appropriate vocational place. Using this process, people with mental illness make decisions about actions to take in relation to employment and these may or may not include trying to get and keep a job. Decisions are made by weighing up the benefits and drawbacks of employment and the advantages and risks of different vocational strategies. In doing so, people with mental illness are influenced by the Australian societal context, their individual social networks, their individual characteristics and circumstances (including their mental illness), and their employment options. This process of negotiating an appropriate vocational place is cyclical, ongoing and dynamic, as individuals' views and circumstances change. Knowing that people with mental illness strive toward an appropriate vocational place rather than taking for granted that they are working towards getting a job presents a challenge to policy and practice in which a successful outcome is defined as obtaining and maintaining a paid position in the workforce. Detailing and elaborating the process by which people with mental illness go about negotiating an appropriate vocational place provides a framework for practitioners, policy makers and researchers to understand the decisions made by people with mental illness and their actions in relation to employment. The understanding provided by the findings from this study will assist those working with people with mental illness and those responsible for employment policies to tailor their work more closely to individuals' desired goals. Immediate and longer term research opportunities are identified to apply the theoretical formulation derived from this study to vocational service practice with people with mental illness.

Doctor of Philosophy (PhD) / Abstract: Globalisation, Gender and Teachers’ Employment This thesis examines the nexus between globalisation and patterns of gendered employment in the education industry in New South Wales, Australia. Globalisation has had an impact on employment and gender relations in Australia through economic restructuring, through the transformation of the labour market and through public sector reform. A number of theories of globalisation recognise its impact on employment practices, but many fail to examine its impact on gender relations. This study brings the gendered aspects of globalisation into focus. The changing nature of employment in the education industry is located within the broader context of globalisation and economic restructuring in Australia. Using statistical information from the Australian Bureau of Statistics and other sources, this thesis traces the impact of globalisation on the Australian economy, labour market and, in particular, the public sector. The thesis also traces historically the institutional changes in Australia that have contributed to the globalisation process. A field study was undertaken to examine casual teachers’ experiences of globalisation, economic and labour market restructuring and public sector reform in New South Wales. Interviews were conducted with 20 casual school teachers working in the New South Wales public education system. Men and women teachers, working in rural and urban locations, were asked about their experiences of globalisation and its impact on gender relations in the workplace and in the home. Although household and workplace structures in Australia are changing as a result of globalisation, these structures remain gendered. Gender relations in the household continue to structure access to the workplace. There are elements of systematic discrimination in the treatment of casual teachers in public education in New South Wales, and teachers are penalised for adopting non-standard forms of work. Globalisation has individualising and peripheralising impacts on casual teachers; however, they have developed mechanisms for resisting these aspects of globalisation. Although individuals are formed by and respond to the structural conditions created by globalisation they are able to make choices about employment patterns and gender divisions between home and paid work.

Includes bibliographical references / 1 v. ; 30 cm. / Title page, contents and abstract only. The complete thesis in print form is available from the University Library. / Thesis (Ph.D.)--University of Adelaide, Dept. of Geography, 1995

An investigation was conducted to determine the impact of economic and non-economic factors on the off-farm work efforts of Oregon farm husbands and wives. A total of 283 Oregon farm households (with husbands and wives) were randomly selected from lists of persons deferring taxes for farm purposes, obtained from County Assessors' offices in each of eight randomly selected counties. Counties with larger number of farms had a higher probability of being selected. Data came from an Oregon State University Agricultural Experiment Station study conducted during 1988-89. The empirical findings from the maximum likelihood Tobit model showed plausible directional impacts. Off-farm wage rate, the basis of a reduced labor supply model, was the key variable in explaining off-farm work. Wives' off-farm work response to off-farm wage was more elastic when compared to husbands' off-farm work. Additional significant variables to affect either or both husbands' and wives' total off-farm work were total farm debt, husband's age, education, urban/rural location of farm, net farm income, age-square, farm life satisfaction, and total family income before tax. Education was positively related to off-farm work only for wives. Results also indicate that high levels of net farm income as well as farm debt reduce the likelihood and extent of off-farm work. The location of the farm closer in proximity to metropolitan areas, was a significant factor in increased off-farm work hours. Farm life satisfaction was negatively significant for both wives and husbands. The effect of farm life satisfaction was more prominent for wives than for husbands. Total family income was significant and negatively related to wives' off-farm work but not husbands, indicating that women may be more sensitive to a choice for leisure or household work and the motivation for husbands' off-farm work may be higher. Despite a substantial incidence of low profitability and low farm income from farming and some unhappiness and hard work, these farmers generally reported a high level of satisfaction with their farming operations. Any policy implications based on the findings of this study must be cautiously interpreted based on farm types and the work motivation of farmers in Oregon. / Graduation date: 1996

Thesis (Ph. D.)--University of Rhode Island, 2005. / Typescript. Includes bibliographical references (leaves 125-136).

The three essays in this dissertation address two prominent labour market and human resource management issues in contemporary China: gender pay differentials; and pay-performance relationship in managerial compensation. Using three unique data sets, this dissertation examines three areas: the managerial gender pay gap in top corporate jobs; the effect of state ownership and managerial power on CEO compensation; and the gender pay compensation differentials in base pay, performance pay and total pay.

On March 26, 2010 the International Association of Machinists and Aerospace Workers filed a complaint with the National Labor Relations Board alleging that The Boeing Company engaged in several unfair labor practices when it decided to build a second production facility for the 787 Dreamliner in a non-union facility in North Charleston, South Carolina. However, the NLRB’s charges are unwarranted and should be dismissed. Boeing’s competitiveness, as well as the overall American economy, is threatened by the precedent that would be set by a decision in favor of the union.

The three essays in this dissertation address two prominent labour market and human resource management issues in contemporary China: gender pay differentials; and pay-performance relationship in managerial compensation. Using three unique data sets, this dissertation examines three areas: the managerial gender pay gap in top corporate jobs; the effect of state ownership and managerial power on CEO compensation; and the gender pay compensation differentials in base pay, performance pay and total pay.

Employers have criticized the secondary education program stating graduates are not meeting expected entry-level job competencies and attitudes. Recent surveys of employers indicated wide dissatisfaction with the educational quality of high school graduates and confirmed much of the general criticism which has been made of American education.The purpose of this study was to obtain data to answer the following research questions:1. What are the entry-level job competencies and attitudes needed by high school graduates?2. What effect does the number of employees have the entry-level job competencies and attitudes required?3. What effect does the type of business have on the entry-level job competencies and attitudes required?Data were collected from 679 employers by the use of a mailed questionnaire.Major Findings In response to all three research questions, employers indicated an entry-level employee did not need understand basic economic/free enterprise concepts to be successful in an entry-level position. According to the responses to Research Questions No. 1 and 3, employers rejected the need for an entry-level employee to have the ability to speak critically and constructively in the exchange of ideas and to know the terminology of the business/industry. Employers rejected other questionnaire items but at a lower frequency rate than noted above.Conclusions1. A list of competencies and attitudes was established as being needed by an entry-level employee.2. The number of employees and type of business/industry did have an effect on the competencies and attitudes needed by an entry-level employee.

The purpose of the study was to determine whether the self-perceptions of mothers who remained at home with infants differed from self-perceptions of mothers who were employed outside the home with infants. Selected aspects of the mothering role and employment orientation were examined. The sample consisted of seventy-five mothers of twelve- to eighteen-month-old infants. The subjects resided in northeast Indiana and northwest Ohio.A survey instrument was developed through a pilot study to gather information needed to test the null hypothesis. All subjects were interviewed personally in their own homes to obtain data for the study. The .05 level of significance was established as the probability level for the nonacceptance of the hypothesis.The subjects were placed in one of two groups, mothers who remained at home with their infant and mothers who were employed outside the home for more than twenty hours a week. Those employed outside the home must have been employed for the six months before and including the month of the interview. A multivariate analysis of variance and associated univariate analysis of variance were used to test the study hypothesis.The two groups of mothers were found to differ significantly from one another on one of the six measures of self-perception. The six measures statistically analyzed were:(1) self-esteem, (2) childrearing behavior, (3) guilt, (4) employment orientation, (5) monetary consideration relative to employment and intrinsic motivation relative to employment, and (6) effect on the family. The measure that contributed to the rejection of the hypothesis was the variable "effect on the family." There was no difference between the. two groups on the remaining five variables.A descriptive analysis of open-ended questions yielded further information: (1) mothers with infants preferred their present roles, whether they remained at home or were employed outside the home; (2) mothers enjoyed their roles whether at home or at work outside the home; (3) mothers employed outside the home were more likely to express feelings of guilt when leaving their infants than mothers who remained at home; and (4) mothers were supported by their husbands in their decisions to remain at home or to be employed outside the home.