Thesis (M. S.)--Economics, Georgia Institute of Technology, 2008. / Boston, Thomas, Committee Chair ; Nair-Reichert, Usha, Committee Member ; Li, Haizheng, Committee Member.

Thesis (Ph. D.)--Psychology, Georgia Institute of Technology, 2008. / Michele Ingram Mobley, Committee Member ; Sara J. Czaja, Committee Member ; Ruth Kanfer, Committee Member ; Arthur D. Fisk, Committee Member ; Wendy A. Rogers, Committee Chair.

Thesis (M.A.)--Baylor University, 2006. / Includes bibliographical references (p. 85-93).

No description available.

Abstract Title: Influence of Cultural Difference on Self Employment: Chinese people living in Gävle, Sweden. Level: Final assignment for Master Degree in Business Administration Author: Ruihan Lei, Xi Chen Supervisor: Ehsanul Huda Chowdhury Examiner: Maria Fregidou-Malama Date: 2014－09 Aim: This study aims to analyse the influences of cultural differences on self-employment for Chinese people in Gävle, Sweden. The study further discusses the opportunities for Chinese entrepreneurs to do business in Gävle, Sweden. Method: We used qualitative approach as our research method. We focused on one to one interview as the tool for data collection. Eight respondents were selected as there are only eight Chinese entrepreneurs running 10 businesses in Gävle, Sweden at present. Result & conclusions: The individual factors influence more on the decision making of being self-employed, especially the family, age, and education background factor. Furthermore, the risk taking attitude and the ability of information collecting can also impact the self-employment success. Cultural differences are not exactly a hinder for the entrepreneurship of self-employment, but rather are perceived as an opportunity by the respondents. Suggestions for future research: This study was restricted to geographical limitation. It will be better if future research can concentrate on the relationship between problems and opportunities for studies in the field of cultural differences in other locations and other countries. Contribution of the thesis: This study shows how cultural difference impact self-employment from individual perspective and environmental perspective. It fills the gaps of related literatures; it is a detailed study of cultural influences on Chinese self-employed people living in Gävle, Sweden. It is helpful for Chinese who want to do self-employment in other countries, by understanding which specific factors to take into consideration in the process of conducting self-employment to succeed. Keyword: Self-employment, China, Sweden, Cultural differences.

We examine the dynamics of Canadian labour markets using data from the Survey of Employment, Payroll, and Hours and the Labour Force Survey from Statistics Canada from 1961-2014. Using univariate, and multivariate Vector Autoregressive methodology, we estimate Impulse Response Functions and perform Granger non-causal tests to explore the relationships between wages, employment, and unemployment. We demonstrate the difference in analysis gained from regional definitions and assumptions regarding the heterogeneity of provinces within the Canadian regional context. Transitory labour supply shocks propagate different directions and magnitudes in wage growth in Quebec and unemployment growth in Manitoba, New Brunswick, and Nova Scotia when estimating Impulse Response Functions in the provincial trivariate VAR framework. We also find that there are statistically significant differences in the estimated parameters of regional multivariate VAR model specifications and corresponding restricted models, though these tests are not exhaustive. / Graduate

Following the US Recession and global financial meltdown, many Americans lost their jobs and many more queuing for jobs in the labor market significantly lost their initial prospects of getting employed. Even before the onset of the financial turmoil, the labor market was still not equally receptive of persons of different colors, with the African Americans being the worst affected. The Critical Race Theory (CRT) and the Life Course Theory (LCT) are both made up of crucial tenets that were used to explain the disparities observed in awarding of job opportunities in various states across the US. The study used data collected through the Current Population Survey (CPS) administered by the US Census Bureau and the Bureau of Labor and Statistics; surveys from December 2005, December 2008, and December 2011. It was hypothesized that youthful Americans of Black ancestry were the most likely to be denied a chance at employment, with increasing bias towards the South East; the disparities observed in awarding African Americans jobs decreases across advancing age groups; the rates of unemployment for older adults increase over the study period with racial and geographical biases; and that the likelihoods of employment for black and white Hispanics are similar to the probabilities of unemployment for blacks and whites respectively. Using the SPSS and ArcGIS software to develop logistic regression output and thematic mappings of geographic distribution of employment opportunities to members of black, white, and Hispanic backgrounds, the study found out that 1) there is higher concentration of low-likelihood for blacks’ employment among states in the East, without particular bias towards the South West, 2) older African Americans were more likely to secure employment opportunities than their younger counterparts, 3) the rates of unemployment among older members of society have increased tremendously across the three study periods, with the Western states rapidly emerging as leading zones of employment discrimination among the older cohorts, and finally, 4) the probabilities of unemployment amongst black and white Hispanics were not essentially similar to the likelihoods of either blacks or whites.

Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: People are often referred to in a Human Resource Development context as the organisation‟s most important resource in recognition of the important knowledge and learning they bring to the organisation (Bierema & Eraut, 2004). South African organisations experience a shortage of this valuable and important resource due to the country‟s social political past which was led by the Apartheid system. South Africa today still suffers from the consequences of the history of racial discrimination which was lead by the Apartheid system. This system was one of legal racial segregation enforced by the National Party government of South Africa between 1948 and 1993 and it deprived the majority of South Africans of the opportunity to develop and accumulate human capital. South Africa‟s past has thus left the previously disadvantaged group members with underdeveloped competency potential, as opposed to the not previously disadvantaged group members, and this has subsequently led to adverse impact in valid, fair (in the Cleary sense of the term) strict-top-down selection. This underdeveloped competency potential prohibits these individuals from succeeding in the world of work. Because of the importance of labour it is crucial that the South African labour force be developed to reach its full potential. Adverse impact in personnel selection refers to the situation where a selection strategy affords members of a specific group a lower probability of being selected compared to members of another group (Boeyens, 1989). There thus lies a vast reservoir of untapped human potential in this country, and a method to identify these individuals is required. The fact that adverse impact is created during personnel selection does not necessarily mean that selection procedures are responsible for the adverse impact. Adopting a problem orientation involves using careful analysis to identify the root causes of a problem (Bierema & Eraut, 2004). In South Africa an intellectually honest solution to the problem of adverse impact would be to provide development opportunities, rather than searching for an alternative selection instrument, to those individuals who have been denied opportunities in the past in order to develop skills, abilities and coping strategies necessary for job performance. This does not imply that affirmative action should be abolished; it rather suggests that the focus of this corrective policy should shift towards a more developmental approach. More emphasis should be placed on providing the previously disadvantaged with the necessary training and development to foster the necessary competency potential to succeed in the world of work. Affirmative developmental opportunities will entail giving previously disadvantaged individuals access to skills development and educational opportunities aimed at equipping them with the currently deficit skills and knowledge. A need exists to identify individuals who will gain maximum benefit from these developmental opportunities and who display the highest potential to learn, as resources for such developmental programmes are scarce. Attempts at accelerated affirmative development will be effective to the extent to which there exists a comprehensive understanding of the factors underlying training performance and the manner in which they combine to determine learning performance (De Goede & Theron, 2010). De Goede (2007) has already conducted a study to identify such individuals. Selection alone, although important and necessary, is not sufficient to ensure successful affirmative development interventions. Additional interventions are required, post-selection, to ensure success. The primary objectives of this study are consequently to build onto De Goede‟s (2007) foundations and it is therefore necessary to describe De Goede‟s (2007) model, explain its underlying argument, report on the fit of his proposed structural model and also to report on the findings regarding the specific causal relationships which he proposed. De Goede‟s (2007) existing learning potential structural model was expanded with the inclusion of additional non-cognitive variables in order to gain a deeper understanding of the complexity underlying learning and the determinants of learning performance. The hypothesised learning potential structural model was empirically tested and evaluated and achieved good close fit. Modification indices calculated as part of the structural equation modelling suggested a specific addition to the existing model that would improve the fit. One modification was subsequently made to the model after the consideration of the full range of fit indices, standardised residuals, modification indices and parameter estimates. No paths were removed. This decision was taken because the path-specific hypotheses that were tested referred to the specific paths when they were included in the specific model. Deleting insignificant paths from the model would therefore change the original hypotheses. The final revised structural model achieved good fit. The limitations of the research methodology, the practical implications of this study, and recommendations for future research are also discussed. / AFRIKAANSE OPSOMMING: In die konteks van Menslike Hulpbronontwikkeling word daar vele kere na mense verwys as die organisasie se belangrikste hulpbron uit erkenning vir die belangrike kennis en leer wat hulle na die organisasie bring (Bierema & Eraut, 2004). Suid-Afrikaanse organisasies ervaar „n tekort aan die waardevolle en belangrike hulpbron weens die land se verlede onder leiding van die Apartheidsisteem. Suid-Afrika ly vandag steeds onder die gevolge van die geskiedenis van rassediskriminasie onder leiding van die Apartheidstelsel. Hierdie stelsel is gebaseer op wetlike rasseskeiding, afgedwing deur die Nasionale Party regering in Suid-afrika tussen 1948 en 1993. Hierdie sisteem het die meeste Suid-Afrikaners die geleentheid op toegang tot ontwikkelingsgeleenthede ontneem. Suid-Afrika se verlede het die lede van die voorheen benadeelde groepe gelaat met onderontwikkelde bevoegdheidspotensiaal, in teenstelling met lede van bevoorregte groepe. Dit het daartoe aanleiding gegee dat geldige en regverdige (in die Cleary sin van die begrip) streng bo-tot-onder keuring „n nadelige impak teen voorheen benadeelde individue tot gevolg het. Die onderontwikkelde bevoegdheidspotensiaal verhoed die voorheen benadeelde groepe om suksesvol in die werksplek te wees. Weens die belangrikheid van arbeid is dit noodsaaklik dat die Suid-Afrikaanse arbeidsmag ontwikkel word om sy volle potensiaal te bereik. Nadelige impak in personeelkeuring verwys na die situasie waar „n keuringstrategie lede van „n spesifieke groep „n laer waarskynlikheid van keuring bied in vergelyking met lede van „n ander groep (Boeyens, 1989). Daar bestaan dus „n reuse onontginde reservoir van menslike potensiaal in hierdie land en „n metode om hierdie individue te identifiseer word benodig. Die feit dat „n nadelige impak geskep word tydens personeelkeuring beteken nie noodwendig dat die keuringsprosedures verantwoordelik is vir die nadelige impak nie. Die aanvaarding van „n probleemoriëntasie vereis die gebruik van „n versigtige analise om die grondoorsake van „n problem te identifiseer (Bierema & Eraut, 2004). In Suid-Afrika sal dit „n intellektueel eerlike oplossing ten opsigte van die probleem van nadelige impak bied om ontwikkelingsgeleenthede te voorsien aan daardie lede wat geleenthede misgun is in die verlede, om vaardighede, vermoëns en hanteringstrategieë wat benodig word vir werksprestasie te ontwikkel, eerder as om „n ander keuringsinstrument te soek. Daar word glad nie hiermee geïmpliseer dat regstellende aksie tot niet gemaak moet word nie. Daar word slegs voorgestel dat die fokus van regstellende aksie meer ontwikkelingsgerig moet wees. Groter klem moet dus daarop geplaas word om lede van voorheen benadeelde groepe die geleenthede te gee om die nodige bevoegdheidspotensiaal te ontwikkel om suksesvol in the werksplek te wees. Regstellende ontwikkelingsgeleenthede sal voorheen benadeelde individue toegang gee tot opleidings en ontwikkelingsgeleenthede wat daarop afgestem is om hulle van die nodige vaardighede en kennis te voorsien wat hulle kortkom. „n Behoefte bestaan om daardie indiwidue te identifieer wat die grootste voordeel uit hierdie ontwikkelingsgeleenthede sal trek en wat die hoogste vlak van leerpotensiaal het, aangesien hulpbronne vir die doel baie skaars is. Pogings tot versnelde regstellende ontwikkeling sal net suksesvol wees tot die mate wat daar „n omvattende begrip is van die faktore wat onderliggend is aan leerprestasie en die wyse waarop hulle kombineer om leerprestasie te bepaal (De Goede & Theron, 2010). De Goede (2007) het reeds so „n leerpotensiaalnavorsingstudie gedoen. Keuring alleen, alhoewel belangrik en noodsaaklik, is nie voldoende om suksesvolle regstellende ontwikkelingsingrypings te verseker nie. Verdere addisionele ingrypings word na keuring benodig om sukses te verseker. Die primêre doelstellings van hierdie studie is gevolglik om op De Goede (2007) se fondasies te bou. De Goede (2007) se model is beskryf, sy onderliggende argument is verduidelik, verslag is gedoen oor die pasgehalte van die voorgestelde strukturele model en ook oor sy bevindinge aangaande die spesifieke, oorsaaklike verwantskappe wat hy voorgestel het. De Goede (2007) se bestaande leerpotensiaal strukturele model is gewysig en uitgebrei deur die toevoeging van addisionele nie-kognitiewe veranderlikes om ‟n meer indringende begrip van die kompleksiteit onderliggend aan leer en die determinante van leerprestasie te verkry. Die strukturele model is empiries getoets en geëvalueer en die model het „n goeie passing getoon. Modifikasie-indekse bereken as deel van die strukturele vergelykingsmodellering het „n spesifieke baan uitgewys wat die passing van die model sou verbeter indien dit bygevoeg word tot die bestaande model. Die strukturele model is dus aangepas deur die addisionele baan by te voeg tot die bestaande model na die oorweging van die volle spektrum pasgehaltemaatstawwe, gestandaardiseerde residue, modifikasie-indekse and parameterskattings. Geen bane is verwyder nie. Die besluit is geneem omdat die baan-spesifieke hipoteses wat getoets is, verwys het na spesifieke bane toe hulle ingesluit is in die spesifieke model. Verwydering van bane wat nie statisties beduidend was nie, sou dus die oorspronklike hipoteses verander. Die bevinding was dat die finaal-gewysigde strukturele model die data goed gepas het. Die beperkinge van die navorsingsmetodiek, die praktiese implikasies van die studie en aanbevelinge vir toekomstige navorsing word ook bespreek.

Research into generational differences in the workplace is limited. Academic studies range from being robust to those which portray generational differences in more generalised terms, omitting characteristics such as age, life-stage, gender or profession. Studies into a career style, progression and career success, are likewise varied, being studied from a range of different perspectives, including gender, life-stage or age; however, to date, there has been no research conducted from a generational perspective. There has also been an acknowledgement that there have been only a few studies conducted that have a clear theoretical and empirical underpinning. With the majority being quantitative-centric; these studies do not have the rich insight into understanding the complexities surrounding a generation and / or of an individual’s career that a qualitative study would offer. Reflecting this existing gap, the aim of this study to investigate the role of generational differences in an individual, British manager’s career type, progression and perception of career success. The main study using an interpretivist methodology in the form of semi-structured interviews, investigated the careers of 42 British managers across three generations. The participants’ CVs were analysed using a documentary analysis approach, while the findings were interpreted using content analysis. The study’s first key finding is the acknowledgement that there is theoretical and empirical evidence to support the contention that a generation is a reliable means for grouping individuals. The second key finding of the study using, Verbruggen et al.’s (2008) Career Categorisation model, relates to the career types and progression are influenced by a generational grouping. This study contends that career styles and career progression are influenced by determinants such as age, life-stage, gender, profession but also by their generation. The final key finding is that the Kaleidoscope Career model provides a means to view differences towards career success from a generational perspective, but also reveals that a generation does not operate in isolation; rather, an individual’s profession, life-stage and gender are also significant. In conclusion, this thesis provides a deep and rich conceptual insight, knowledge and understanding for Human Resource practitioners and academia as to how a career is influenced when viewed through a generational lens. The first contribution of the study sets out the extent to which theoretical and empirical evidence demonstrates that a generation is a reliable means to group individual managers. The second contribution, relates to the extent to which career types and progression are influenced by a generational grouping. The final contribution extends Mainiero and Sullivan’s (2005, 2006) original Kaleidoscope Career model to more accurately depict career success when individual managers are grouped generationally, by introducing a new “glass chip” to represent the need for a ‘subjective challenge,’ which is reflective in the shift to careers becoming more protean.

This research explores the experiences of downsizing survivors from the UK and from Germany and Switzerland. It makes a unique contribution to organizational studies theory by applying the concept of sensemaking from Weick (1995) as a theoretical lens for the study of survivors’ experiences. Since this concept was never previously operationalized in this way, this research adds value to the theoretical debate about the sensemaking processes of organizational members in times of change. This work also contributes to the body of knowledge in this field by proposing a theoretical model about survivors’ sensemaking of organizational downsizing. Unlike previous research that mainly addressed causes and effects of organizational downsizing (e.g. Brockner, 1988), the present model depicts survivors’ sensemaking as an iterative process and thereby provides a more holistic view and a new dimension about how survivors respond to the situation post-downsizing. Further theoretical contributions relate to the long-term effects of downsizing on survivors. As it was found that survivors’ attitudes were still negatively affected up to 18 months post-downsizing, this study provides more evidence that the effects of downsizing are not only felt in the short term but are long-lasting. Moreover, this research revealed that repeated exposure to downsizing led to an accumulation of stress and thereby impacted survivors’ well-being over time. Thus, it contradicts several studies, mainly from North America (e.g. Chreim, 2006), which had indicated that surviving repeated waves of downsizing has a favourable effect on survivors and makes them more resilient over time. The present study also has implications for business practices with its recommendation that organizations need to have a clear concept in place to facilitate survivors’ change processes, as well as with its suggestion that organizations provide their line managers with more training opportunities with regard to how downsizing survivors should be supported.