The core of this thesis comprises three previous published reports ‐ Profiling the Profession: a survey of archaeological jobs in the UK (Aitchison 1999), Archaeology Labour Market Intelligence: Profiling the Profession 200203 (Aitchison & Edwards 2003) and Archaeology Labour Market Intelligence: Profiling the Profession 200708 (Aitchison & Edwards 2008). These volumes are the only comprehensive reviews of the labour market within the archaeological sector in the UK, examining who works in all sectors of archaeology, what qualifications they hold, how they are rewarded and how they are trained. These three surveys have established a corpus of time-series datasets which demonstrate how archaeological practice and employment have evolved in the UK over the decade to 2008 and the onset of the global economic crisis in that year. The thesis contextualises these data‐rich reports with a historical and analytical account of how employment in archaeology grew from the late nineteenth century until 1990, and then examines the drivers of demand for services that lead to archaeological employment in the United Kingdom over the 20 years from 1990‐2010, and how this demand was met. Until 1990, archaeology was primarily a state‐provided or state‐sponsored activity. The sector's funding base transformed in the 1990s to become primarily reliant on private sector monies and the effects upon employment within the sector have been of the sectoral reaction to adopt an enterprise‐focussed model for delivery have been considerable. The number of people employed in archaeology grew very rapidly over this period (by approximately 4.5% per annum), with the expansion of applied, commercial archaeology representing the majority of this growth. These individuals are very highly academically qualified, but not very well rewarded financially. In order to fully explore the central issues, historical patterns and precedents are examined, focussing on particular strands of activity in detail, using case studies of organisations and particular archaeological projects.

Academic interest in the professional practice of sport psychology has meant a proliferation in models, theories, and guides to successful service provision, from gaining entry into practice to the evaluation and/or termination of service. However, there is an absence of research that examines the stage before practice can begin, and in particular, the formal employment interview. In order to address this gap in the literature, this thesis developed an understanding of the skills necessary to navigate the employment interview as a sport psychology consultant (SPC). The first study identified the features of experience that influenced gatekeepers to sport psychology s previous hiring decisions (study one). Assuming an interpretative phenomenological approach, data were collected through interviews with seven gatekeepers in positions directly responsible for hiring SPCs within United Kingdom elite sport organisations. The participants experiences were interpreted to be influenced by four key features of the sport psychologists; (a) consultant affability, (b) consultant confidence versus arrogance, (c) consultant collaboration, and (d) presentation of consultant competencies. These features of experience were then used to create two short video vignettes simulating the employment interview between gatekeeper and practitioner (study two). Utilising these vignettes to stimulate discussion, Trainee Sport Psychologists were interviewed (n=31) concerning their ability to identify interview skills, their perception of their own skills, the sources of such skills and how they could be developed. Findings revealed that despite possessing desirable levels of both affability and collaboration skills, participants reported low levels of confidence in sport psychology and the ability to present their competencies. Parent and peer attachment, educational background and specific experiential features were proposed as sources of these skills. In an attempt to further examine the potential interactions between these proposed sources of interview skills, currently accredited, practicing Sport Psychologists and those undertaking practical training routes (n=214) were surveyed (study three). The findings of this study indicated that a SPC s peer attachment, educational background, applied experience, and interview experience variably relate to self-perceived levels of consultant affability, confidence in sport psychology, collaboration, and presentation of competencies. However, there was no significant effect observed for parent attachment, as suggested within study two. Together, the studies within this thesis provide the first examination of the features of experience that have influenced historic consumer decisions within the hiring of SPCs, the skills which SPCs should possess in order to gain entry through an employment interview, and the sources from which these skills may be derived.

Wong, Lun Man. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2010. / Includes bibliographical references (leaves 72-73). / Abstracts in English and Chinese. / Abstract --- p.i / Chinese Abstract --- p.ii / Acknowledgements --- p.iii / Contents --- p.iv / Chapter 1 --- Introduction --- p.1 / Chapter 2 --- A Model of Immigration with Heterogeneous Labor Input --- p.6 / Chapter 2.1 --- The model --- p.6 / Chapter 2.2 --- Equilibrium balanced growth path --- p.9 / Chapter 2.3 --- Steady-state equilibrium and average household (m) --- p.11 / Chapter 2.4 --- Movements in the distribution of wealth (m) --- p.13 / Chapter 2.5 --- Transitional dynamics (m) --- p.14 / Chapter 3 --- Normalized CES Production Function --- p.17 / Chapter 3.1 --- Normalization of CES Production Function (benchmark) --- p.17 / Chapter 3.2 --- Steady-state equilibrium and average household (σ) --- p.25 / Chapter 3.3 --- Movements in the distribution of wealth (σ) --- p.27 / Chapter 3.4 --- Transitional dynamics (σ) --- p.28 / Chapter 4 --- Production Function with Capital-Skill Substitution --- p.31 / Chapter 4.1 --- Normalization of new CES production function --- p.31 / Chapter 4.2 --- Steady-state equilibrium and average household (σ) --- p.37 / Chapter 4.3 --- Movements in the distribution of wealth (σ) --- p.38 / Chapter 4.4 --- Comparison of the efficiency and distribution effect of σ and σ --- p.40 / Chapter 4.5 --- Transitional Dynamics (σ) --- p.41 / Chapter 4.6 --- Comparison of calibration results using different production functions --- p.42 / Chapter 5 --- Conclusion --- p.44 / Appendix --- p.46 / Figures --- p.50 / benchmark production function --- p.50 / new production function --- p.61 / References --- p.72

Sung, Suet Yen. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2010. / Includes bibliographical references (leave 50). / Abstracts in English and Chinese. / Abstract --- p.ii / Acknowledgements --- p.iii / Contents --- p.iv / Chapter 1 --- Introduction --- p.1 / Chapter 2 --- Experimental Design --- p.6 / Chapter 2.1 --- Creating resumes --- p.6 / Chapter 2.1.1 --- Addresses --- p.6 / Chapter 2.1.2 --- Occupations selection --- p.7 / Chapter 2.1.3 --- Chosen names --- p.7 / Chapter 2.1.4 --- Others --- p.8 / Chapter 2.2 --- Partition of the experiment --- p.9 / Chapter 2.3 --- Measuring Responses --- p.10 / Chapter 2.4 --- Responding to Ads --- p.11 / Chapter 3 --- Results --- p.12 / Chapter 3.1 --- Is there any discrimination against the poor applicants? --- p.12 / Chapter 3.2 --- Are Hong Kong residents more employable than the mainlanders? --- p.25 / Chapter 4 --- Discussion and Conclusion --- p.41 / Chapter 4.1 --- Representative of Names and Residences --- p.41 / Chapter 4.2 --- Limitation on job-searching --- p.42 / Chapter 4.3 --- Relationship between results and job nature --- p.44 / Chapter 4.4 --- Conclusion --- p.47 / A Appendix --- p.48 / References --- p.49

Thesis (M. Com. (Economics)) -- University of Limpopo, 2018 / Unemployment is one of the most economically crippling challenges facing South Africa today. The Department of Trade and Industry identified the Textile and Clothing Industry as a labour absorbing industry for many developing countries, including South Africa. However, the capacity of the sector to create jobs in South Africa has been changing. This study therefore aims to examine the probable causes of employment in the textile and clothing industry of South Africa and to propose policy recommendations that to alleviate the unemployment issues in the industry. The determinants of unemployment are analysed using co-integration analysis from an econometric perspective with annual time series data from 1986 to 2016. The study identifies domestic demand, real output, wage rate, and imports as some determinants in the textile and clothing industry. The results suggest that the model is co-integrated at 5% level of significance and there is a long-run relationship between employment and its determinants. For further examination of the relationship between unemployment and its determinants, the study conducted the Vector Error Correction Model and VECM Granger Causality techniques. The model was found to converge back to equilibrium at 0.183 convergence speed. These techniques revealed that the linear model is a good fit, passing both diagnostic and stability tests. The study also conducted the impulse response functions and variance decomposition to assess how shocks to economic variables reverberate through a system. Employment show an increase given positive economic shocks to output and wage rate. The study has recommended subsidization and incentivizing of the industry by government to assist in keeping operational costs low and improve output. For imports, the study suggested a mutual co-operation through joint ventures between South African companies and Chinese firms. South Africa may benefit from the transfer of technology and expertise, increased production capacity and job creation. Keywords: Employment, unemployment, long-run relationship, labour-intensive, demand, output

Individuals with developmental disabilities, especially those with high support needs, are less likely to obtain competitive employment through traditional means than their neurotypical peers. This qualitative phenomenological study explored the lived experience of seven familial entrepreneurs who responded to the lack of opportunities for their loved ones by creating a business to provide them a job. Findings from this study revealed that familial entrepreneurship is a hybrid-type of employment that has similar characteristics to traditional pathways of employment, but is distinct. It offers a post-secondary option in an environment where individuals with developmental disabilities can develop work skills, have social relationships, interact with members of the community, and in some situations, earn income. The businesses also provide training programs, settings for evaluations and assessments, and become vendors of government-supported employment programs, expanding their impact from the person they are designed to support, to the broader community. Employees and participants at the businesses experience an improvement in quality of life, access to a supportive community, and belonging. For the familial entrepreneurs, the study found that they encounter an immense learning curve in the areas of industry knowledge; business practice; supervising, employing and training individuals with developmental disabilities; and how to gather resources and support. This study also revealed that more clarity is needed to determine if this pathway can provide long-term sustainable employment outcomes. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2019. / FAU Electronic Theses and Dissertations Collection

Retention of 1st-year students is a challenge facing higher education and remains relevant for all stakeholders. Low persistence negatively affects individual students, institutions, and society as a whole. Nationally, a significant number of students have reported working while in college, particularly 1st-generation, low socioeconomic status (SES), and racial and ethnic minority students, those same groups who are at higher risk of experiencing low retention rates. Guided by Tinto's interactionalist model of student departure, binary logistic regression analyses of archival data were used in this retrospective prediction study. The focus was to determine how on-campus employment (OCE), 1st-generation, low-SES, and racial and ethnic minority student status were related to retention to the 2nd year for 1,582 first-time full-time students who entered a 4 year institution in the fall semesters of 2013 to 2015. Students who worked on campus during their 1st year of college were nearly twice as likely to be retained as those students who did not work on campus. Although living on campus was found to be a significant predictor of retention for students who did not work on campus during their 1st year in college, it was not a significant predictor of retention for students who did work on campus. Based on the findings, a white paper was developed, recommending that student employment practices on campus be modified such that 1st-year students, especially those who may not be living on campus, be made more aware of OCE opportunities. Creating a better understanding of the role OCE plays in student retention has positive social change implications for students, faculty members, staff members, and administrators needing to make informed decisions that increase student retention.

Research and development (R&D) play an increasingly important role in the economy of the United States. Total expenditures for R&D during the decade of the 1950's were greater than in the entire history of the United States previous to that time. As a percent of gross national product, R&D has grown from 0.2 percent in 1921, to 0.4 to 0.6 percent in the 1930's and 1940's, and is now more than 3 percent.1 Much has been said of the impact that the growth of R&D has on the general economy. R&D had also had a significant economic and sociocultural impact on the local areas of R&D concentration--an aspect of R&D which is difficult to measure and frequently ignored. Although a general view of R&D in the United States as whole is given, the present study is mainly concerned with the economic impact of R&D on a local area. Although not exhaustive, this study represents and attempt to gain information in a vitally important area of the economy which has generally been ignored.

No description available.

This dissertation describes and interprets the effects of the significant changes to the workers compensation, industrial and related laws that occurred in the early 1990s in Western Australia. These could be characterised as motivated by a desire by the then Coalition Government to reduce access to legal representation in compensation claims, limit the potential of workers to claim damages for negligence and reduce the use of collective bargaining mechanisms to resolve industrial disputes. Arguably, the common philosophical themes were to individualise the relationship between employer and employee and to reduce the bargaining strength of workers. In general terms, these themes were presented under the guise of flexible workplace relations. Whether these outcomes were achieved is not the subject of this analysis, rather, the aim is to show that one (perhaps unintended) consequence of the legislative changes of the early 1990s was to create significant areas of overlap in various employment related laws. These areas of overlap have led to some difficulties within the various tribunals involved in the resolution of employment related disputes. Over the last decade, the issues arising from the 1990s amendments have crystallized into important principles, which are discussed in this work. The thesis of this dissertation is that an examination of the development of the industrial and workers compensation laws in Western Australia in the 1990s establishes sufficient commonality between the industrial relations and compensation systems to warrant the rationalisation of these two jurisdictions.