Thesis (M.A.)--University of Hong Kong, 1981.

Thesis (M.S.)--Marshall University, 2003. / Title from document title page. Document formatted into pages; contains 68 p. Includes bibliographical references (p. 56-58).

Background: Researchers have addressed the extraordinarily high rate of unemployment in patients with psychotic disorders for many years, but few have focused on these patients’ subjective experience of employment in the recovery process. Method: A thematic analysis was performed by conducting six semistructured interviews with young patients diagnosed with psychotic disorders. Results: The interviewees agreed on the importance and benefits of employment in their recovery. Acceptance, financial support, and a meaningful life can be secured throughout the working process. However, the interviewees mentioned certain barriers to seeking and sustaining employment. Stigma and low motivation were common problems in searching for a job. Cognitive deficit, the side effects of medication, and interpersonal challenges in the workplace increased the difficulty of sustaining a job. Most of the interviewees participated in vocational rehabilitation programmes, and they expressed the belief that these programmes can help them enter the labour market at a certain level, but the programme design can be improved further to meet individual needs. Conclusion: Consistent with previous findings, the patients faced various difficulties in open employment. Employability training, psychoeducation at the corporate level, and self-efficacy development can be considered interventions for improving patients’ vocational outcomes. / published_or_final_version / Psychological Medicine / Master / Master of Psychological Medicine

Abstract Since the advent of the Employment Equity Act (EEA) in 1999, with the aim, to eliminate unfair discrimination and promote affirmative action in the workplace, implementation has been less than satisfactory. The Act (EEA), a public policy, demands of employers, both public and private, to meet partcular equity targets within their workplaces. The Act further requires that employers should report on progress achieved in meeting these targets. Such targets include, inter alia, the employment of designated persons, disabled persons, etc. Institutions of Higher Learning are no exception. The article aims at determining the extent of compliance with the Employment Equity Act (EEA) (1998) by two institutions of higher learning, namely the universities of Venda and of Pretoria. In essence, the main aim of the article are two-fold: firstly exploratory, to determine the extent to which the two universities comply with the employment equity legislation, and secondly how these universities have adopted and implemented measures to transform their internal environments, specifically the academic environments, as well as removing barriers to equity. The various positive steps and measures adopted and implemented by the two universities to eliminate unfair discrimination in the workplace and advance previously disadvantaged groups were investigated, and problems identified in the implementation process are identified. Particular attention was given to employment equity in South Africa and the role of the two universities in the implementation of employment equity.

published_or_final_version / Comparative Asian Studies / Master / Master of Arts

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The purpose of this study was to examine factors that relate to successful adult outcomes for 28 individuals with visual impairment ages 23-30. The primary dependent variable was current employment. Independent living and completion of postsecondary educational program were secondary, related outcome measures. A secondary goal of this research was to explore self-perceived aptitude in specific skills that are related to adult outcomes and to understand how and how well participants learned these skills.A mixed-methods design was implemented and quantitative and qualitative data were collected using a highly structured 151-item telephone survey. A series of Fisher's Exact and Mann Whitney-U tests were run to explore statistically significant relationships between variables. Past employment experience was positively related to current employment. Receipt of Social Security benefits and profound vision loss were negatively related to current employment. The longer a participant had been out of high school, the more likely he/she was to have a postsecondary educational degree.Eight essential skills were examined: daily living, college preparation, social, self-advocacy, technology, transportation management, and job seeking. Overall on a scale of 1-10, participants rated their aptitude and training in essential skills areas high. Job seeking was scored the lowest and those who had worked in the past five years rated their job seeking skills higher than those without past work experience. Adults who had completed a postsecondary educational degree rated their college preparation skills higher than those who had not completed a degree program. Those who were living independently rated their overall daily living skills higher than those who were living with a parent or parents.Qualitative data suggest that some skills, such as transportation management and technology, were taught primarily by professionals in the field of visual impairment. In contrast, daily living, social and self-advocacy skills were often learned from the support of family or friends. Many adults reported that they did not receive direct instruction in social and self-advocacy skills; instead they learned them on their own. Further empirical research is needed to understand best practices for integrating effective instruction in compensatory training and their relationship to successful adult outcomes.

A primary cause of income volatility for employees is job loss due to firm downsizing. Economists have suggested that firms use share contracts rather than wage contracts as one possible solution to downsizing. In my experimental setting employment contracting involves an employer who hires two employees to produce output. In each of 31 rounds, employees choose between a wage contract (status quo) and a share contract with an employer-set sharing rule. I manipulate whether the share contract incorporates a form of mutual monitoring and examine the effects on employee effort, contract preference, and welfare. The results show that, compared to wage contracts, subjects exert more effort and have higher welfare when they choose share contracts. Incorporating mutual monitoring into the share contract also increases total effort and subject welfare but does not lead to an increase in the use of share contracts.