International commercial harbor is being in international, liberal and global conflict. It is facing the pressure of domestic and overseas market¡¦s competition. The enterprises need to reform the organization urgently. Harbor organization is researching to change from the enterprising organization of transportation into administrative legal person. The characteristics have the autonomy of personnel matters and utilize human resource flexibly. It is realized by way of implementing functional flexibility, numerical flexibility, temporal or working-time flexibility, wage or financial flexibility. The object is to serve for shipping company and increases employees ¡¦organizational adaptability, job efficiency, employees¡¦ productivity, service quality, personnel cost reduction and achieving budget target. At the same time, the organization utilizes flexible strategy have to consider the employees who have realized the change of job conditions. BY adjusting employees¡¦ work attitude which including job satisfaction, job involvement and organizational commitment etc. And then, it will increase organizational performance really. The study surveys the case organization which is the employees of the Kaohsiung Harbor Bureau (KHB). It utilizes employees¡¦ questionnaires to survey the influences of organization performance during the period of the strategy of implementing organization reform. The study finds the following results: 1. The perception of employees has significantly influences on organizational performance. 2. The functional flexibility has significantly influences on organizational performance. 3. The numerical flexibility has significantly influences on organizational performance. 4. The temporal or working-time flexibility has significantly influences on organizational performance. 5. The wage or financial flexibility has significantly influences on organizational performance. 6. The employees ¡¦different point of view on human resource utilization strategy will produce some differences due to different characteristics. According to the research result, implementing human resource flexible utilization which has significantly influences on organizational performance mostly. But different point of view on the strategy of human resource utilizing still have differences due to different characteristics. The KHB needs various kinds of improvable action to integrate employees¡¦ different point of view by communicating and coordinating with employees. Let employees understand the organizational reform is very important. It is in favor of organizational performance and increasing competitive power.

First chapter aims to quantify the role of trade in capital goods in cross country income differences. I construct a multi-country general equilibrium model of trade along the line of Eaton and Kortum (2002) and Alvarez and Lucas (2007) and introduce trade in capital goods and capital accumulation. In this framework, comparative advantage and the costs of international trade determine the pattern of production, specialization, and trade. I calibrate the model for 53 countries by estimating trade barriers and calibrating productivity parameters to match the bilateral trade data in 1996. The model is used to analyze full trade liberalizations. I find that removing barriers on investment goods accounts a large portion of reducing cross-country income differences and welfare gain. Counterfactual exercises suggest that developing countries gain relatively more than developed countries. In the second chapter, I focus on the impact of free trade on exportimport ratios in two different sectors. I employ a multi-country general equilibrium model of bilateral trade patterns along the line of Eaton and Kortum (2002) and Alvarez and Lucas (2007). I calibrate the model for 20 countries by estimating trade barriers and calibrating productivity parameters to match the bilateral trade data in 1996. The model is used to analyze full trade liberalizations. The impacts of free trade are predicted to be an increase in the export-import ratios in the comparative advantage sector and a decline in the comparative disadvantage sector, on average. In developing countries the average percentage change in export-import ratios exceeds the average percentage change in export-import ratios in developed countries. Finally, in the third chapter, I focus on the intergenerational human capital transmission. I develop and calibrate a theoretical model that considers three mechanisms of intergenerational transmission of human capital: (i) persistence in learning ability; (ii) parental investment in child’s human capital; (iii) higher teaching productivity of parents with more human capital. Within this framework, I find that (i) and (ii) plays important roles while (iii) does not. In addition the model generates the documented fact that higherwage parents spending more time teaching their children in spite of the higher opportunity cost. I asses the role of nature and nurture effects in intergenerational persistence of earnings and I find that nature accounts a large portion of the intergenerational persistence in earnings. I also quantify the relative importance of these mechanisms on wage inequality. / text

Cette thèse de doctorat porte sur l’évolution de la qualité de l’emploi des travailleuses et des travailleurs québécois entre 1997 et 2007. À partir d’une nouvelle typologie, nous analysons les changements dans la qualité de l’emploi des femmes et des hommes et l’impact sur l’écart entre les genres. L’originalité de cette thèse est qu’elle permet de jeter un regard multidimensionnel sur la qualité de l’emploi en considérant quatre dimensions à la fois : la rémunération, la stabilité de l’emploi, la qualification et les heures de travail. Après avoir présenté notre problématique de recherche relative aux inégalités professionnelles entre les genres, l’étude fait une revue des écrits portant sur les principales théories en jeu et sur le concept de la qualité de l’emploi. Ensuite, le cadre conceptuel est présenté afin de situer notre contexte de recherche, les questions générales considérées, la pertinence d’une typologie et les principaux déterminants de la qualité de l’emploi. Le chapitre suivant est consacré à la démarche visant la création d’une nouvelle typologie de la qualité de l’emploi et celle relative au cadre d’analyse. Enfin, nous présentons une analyse des changements de la situation des hommes et des femmes dans les divers types d’emploi en tenant compte de la situation familiale, du niveau de scolarité des personnes et de certaines caractéristiques du marché du travail. Le constat global qui ressort de notre étude est qu’il y a eu une réduction appréciable de l’écart entre les genres au chapitre de la qualité de l’emploi (baisse générale de plus de 30 %). Notre recherche révèle que ce changement s’est surtout produit chez les personnes ayant une scolarité élevée, vivant en couple mais engagées dans des responsabilités familiales limitées. Une bonne partie des changements notés s’expliquent par l’amélioration notable de la qualité de l’emploi des femmes, plutôt que par une baisse de la qualité de l’emploi des hommes. Ces résultats montrent que la situation conjugale et la charge familiale de même que le niveau de scolarité sont des paramètres déterminants des changements observés. / This dissertation examines the evolution of job quality for women and men in Quebec between 1997 and 2007. Using an original typology, we study changes in job quality for women and men, and changes in the gender gap. The novel aspect of this research is that it uses a multidimensional perspective on job quality by considering simultaneously four dimensions: wage level, employment stability, qualification and length of the work week. We first present our research topic, professional inequalities between genders in the labour market, and we review the literature concerning the main theories on gender inequality and job quality. We then present the conceptual framework of our research and our research questions; the relevance of our typology of job quality is then examined, and our approach to data analysis is justified. The analysis parameters chapter is dedicated to the creation of new typology of job quality and to data analysis framework. Finally, we present our results concerning the evolution of the job quality differences between male and female workers, taking into account the family situation, the education level of these individuals and some labor market characteristics. Our study reveals an appreciable decrease of the gender gap in job quality (an overall drop of more than 30 %). Our research shows that changes occur especially for those who have a relatively high level of education, those who live in a couple, and those whose family responsibilities are not too heavy. Most of the changes depend on a notable improvement of job quality for women, and not so much on the deterioration among male workers. Those results show that family situation and level of education, considering together, are significant determinants of the observed changes.

In the thesis foreign direct investment in the Baltic countries using gravity model have been analysed. The first part of the thesis consists of foreign direct investment definition, the positive and negative influencing factors of foreign direct investment evaluation criteria analysis of the scientific literature and the authors different approaches to them. It is also made a critical evaluation of literature, authors usually distinguishing factors mentioned in different sources that affect foreign direct investment. Also in the first part of the paper theoretically gravity model and its application in practice of direct foreign investment assessment has been described. In the practical, analytical part the analysis of the chosen 7 most popular parameters from has been performed using the graphical methods. Also analyzed the market size, average wages, education levels, tax burden, economic openness index , GDP per capita and the average disposable income per household member on foreign direct investment in the Baltic countries, using multiple regression and correlation analysis and using a gravity model. The thesis ends with conclusions and recommendations. Structure: introduction, theoretical part, practical part, conclusions and suggestions, references. Thesis consist of: 77 p. text without appendixes, 19 pictures, 34 tables, 55 bibliographical entries. / Baigiamajame magistro darbe nagrinėjamos tiesioginės užsienio investicijos Baltijos šalyse taikant gravitacinį modelį. Pirmoje darbo dalyje pateikiama tiesioginių užsienio investicijų sąvokos, teigiamą ir neigiamą įtaką darančių veiksnių, tiesioginių užsienio investicijų vertinimo kriterijų analizė mokslinėje literatūroje bei skirtingas autorių požiūris į juos. Taip pat atliktas kritinis literatūros vertinimas, išskiriant dažniausiai autorių minimus veiksnius skirtinguose šaltiniuose, kurie daro įtaką tiesioginėms užsienio investicijoms. Taip pat pirmoje darbo dalyje teoriniu požiūriu išanalizuotas gravitacinis modelis bei jo taikymas praktikoje tiesioginėse užsienio investicijoms įvertinti. Praktinėje, analitinėje darbo dalyje pagal pasirinktus 7 parametrus iš dažniausiai pasitaikančių literatūros apžvalgose išanalizuotas Baltijos šalių tiesioginių užsienio investicijų atvejis naudojant grafinę analizę. Taip pat nagrinėjamas rinkos dydžio, vidutinio darbo užmokesčio, išsilavinimo lygio, mokesčių naštos, ekonominio atvirumo indekso BVP vienam gyventojui bei vidutinių disponuojamų pajamų vienam namų ūkio nariui įtaka tiesioginėms užsienio investicijoms Baltijos šalyse naudojant daugianarę koreliacinę regresinę analizę bei pritaikant gravitacinį modelį. Darbo pabaigoje pateikiamos išvados ir siūlymai. Darbą sudaro 2 dalys: įvadas, teorinė dalis, praktinė dalis išvados ir siūlymai, literatūros sąrašas. Darbo apimtis – 77 p. teksto be priedų, 19 iliustr., 34 lent., 55... [toliau žr. visą tekstą]

Bien qu'il soit désormais établi que les institutions du travail (tel que la syndicalisation et le salaire minimum) aient eu pour effet de réduire l'inégalité des salaires entre les travailleurs au Canada et dans d'autres pays industrialisés, leur impact sur l'inégalité des revenus entre les familles ou les ménages reste incertain. Cette étude a pour but d'estimer l'impact de la densité syndicale et du salaire minimum réel sur l'évolution de l'inégalité des revenus de marché entre les ménages canadiens durant les années 1981 à 2008. À partir d'une base de données qui intègre des données annuelles agrégées par province, et en maintenant constant un ensemble de facteurs, les estimations par effets fixes indiquent que la densité syndicale a réduit l'inégalité des revenus mesurée au moyen du coefficient de Gini, alors que le salaire minimum réel a plutôt eu pour effet d'accroître celle-ci. Les résultats d'estimation indiquent également que le taux d'activité et la scolarité moyenne sont les principaux facteurs à avoir réduit l'inégalité des revenus, alors que le taux de chômage, le changement technologique (mesuré de différentes façons) et l'immigration récente ont contribué à l'accroître. / While some consensus exists that labor institutions (such as unionization and minimum wage) narrowed wages inequality among workers in Canada, as well as in other industrialized countries, there is little agreement about their outcome on income inequality among families or households. This study investigates how union density and real minimum wage affected the evolution of market income inequality among Canadian households between 1981 and 2008. Utilizing a dataset that incorporates annual data aggregated by province, and holding constant for a range of other factors, fix effects estimates indicate that union density narrowed income inequality as measured by the Gini coefficient, while real minimum wage widened it instead. Estimates further suggest that participation rate and educational attainment are the main factors to have dampened income inequality in recent years, whereas unemployment rate, technological change (measured in different ways) and recent immigration are found to have contributed to greater income inequality.

Throughout the Eurozone’s economic crisis, little attention has been given to wage-setting practices. This lack of attention is surprising given that wages have been considered an important instrument for managing the economy in a currency union since the 1960s and have even been emphasized in successive blueprints for Economic and Monetary Union (EMU). Recent scholarship has found differences in wage-setting practices a key feature distinguishing healthy and crisis-stricken Eurozone countries. Indeed, in this emerging literature, countries that coordinate wages effectively have remained competitive under EMU and had fewer troubles in responding to the crisis, while those with weakly-coordinated wages have struggled mightily. In effect, this literature finds differences in EMU members’ wage-setting regimes at the heart of the economic crisis now facing the Eurozone and the trade imbalances between its Northern and Southern members. However, very little work has examined the specifics of individual labour market models under EMU. Indeed, while this new literature on wage setting and the crisis places wage setting models at its centre, it does not delve into the differences among highly coordinated systems. This oversight is problematic given that scholars of monetary union have suggested that the single currency may amplify the effects of subtle differences in national socioeconomic models, while others have suggested that EMU may be corrosive to some labour market models that coordinate wage setting. This study addresses this gap in the literature, dissecting labour market models by the mechanisms that deliver horizontal and vertical coordination, as well as the indicators to which they are calibrated. Using this framework, it then traces the experiences of Belgium, Germany and the Netherlands under EMU, who use very different mechanisms to coordinate wages. It argues that while EMU has exacerbated longstanding problems in the Belgian wage-bargaining system, it has had little impact upon the German and Dutch systems. Rather, underlying changes in the institutions that manage wage setting in these countries, and changes in social partner organizations – particularly the trade unions – are far more consequential for their continued functioning under EMU. More broadly, these findings suggest that in fact, many designs of highly coordinated wage setting are capable of managing pressures from the single currency. For those Eurozone countries currently refashioning their labour market models, tighter coordination may be just as viable an option as dismantling their wage-bargaining institutions. / Graduate / 0615 / ifdumka@gmail.com

This study reflects on the swedish model and the models future. The swedish model means that legisilation acts with the collective agreements . The wage issue is not regulated by law instead it is managed by the social partners in the form of collective agreements. In 2008, a report was presented by the Commission on a joint regulation of the minimum wage for all EU countries. The issue has become increasingly controversial and was especially disccused for the election of candidates to the European Parlament last spring. Such regulation as the comission proposed leads to a threat to the Swedish labour model. Therefore the aim of this study was to illuminate the Swedish model and to study alternative solutions to the model in an international perspective. A method with sociology of law perspective was chosen and considered suitable to answer the purpose of the study. This study indicates that the swedish model is a succesfull model but the model is facing several challenges. Due to the swedish membership in EU we have to considerate both national and international law and these are not allways compatible. The model embrace a high number of employees but there are some groups of people that are excluded. Thoose who are excluded are not organized in the union like post workers and young adult workers. It is abious that the model sustains limits and there fore a good complement could be collective agreements with erga omnes effect.

Why can junior management consultants bill four-digit dollar amounts a day for working with corporations and industries where they have no experience? Why do blue-collar workers organise in industry-specific unions involved in collective wage bargaining, while white-collars organise according to educational or professional background, offering résumé proof-reading, or don’t unionise at all? The doctoral thesis Contract-Theoretic Analyses of Consultants and Trade Unions consists of three self-containing essays in Economics of Organisation. What Do Consultants Do? asks why firms pay large fees to outsiders in core activities like management. Standard explanations that see the consultant only as an expert fail to rationalize several industry phenomena. This paper instead focuses on the consultant’s role as a truth-teller in governance. The model finds a trade-off between being an expert and being a truth-teller, and that branding is more important for the latter category. Furthermore, there are natural barriers to entry among truth-tellers, which helps explain the high fees of the most well-renowned players. The Nature of Management Consulting evaluates the theoretical results in the previous chapter. Using market data from Sweden, the study finds that the upward price effect associated with a global brand is smaller for consultants with a broad range of services than for those with a narrow focus. This is hard to reconcile with the expertise explanations, but is consistent with the truth-telling theory. Interviews with experienced management consultants support this interpretation and several other predictions from the truth-telling theory. A Guild Theory of the Trade Union is an independent essay, developing a model where unions, like pre-industrialisation guilds, strike a balance between strengthening the bargaining position and fostering human capital. It links the organisational form of unions to investments in human capital and bargaining power. The predictions resemble evidence from the Nordic labour market. Groups with white-collar characteristics will be more prone to form profession-specific unions and advocate individual bargaining than blue-collar groups. Furthermore, there is path dependency in union formation, which fits the international pattern of unionisation rates. / <p>Diss. Stockholm : Handelshögskolan, 2007 S. 3-15: sammanfattning, s. 19-123: 3 uppsatser</p>

<p>Diss. Stockholm : Handelshögskolan, 2007</p>

Poverty is a significant world wide issue. Although literature on the impact of a minimum wage in the agricultural sector is rather limited, previous empirical research shows that employment was reduced with the implementation of a minimum wage. The following questions are studied: - Does the implementation of a minimum wage have any effect on employment in the agricultural sector of the North-West province? - Is there any relation between poverty and unemployment? - Does the implementation of a minimum wage and sectoral determination have any impact on social-economic issues. The empirical study is carried out by way of a questionnaire from which responses are investigated. A random sample was used to evaluate the effect of a minimum wage on employment and social-economic factors in the North-West province. The target population includes all the affiliated members of Agri North-West. This group is negative about labour laws and experiences that the implementation of a minimum wage has a negative effect on employment. The agricultural sector provides many job opportunities in South Africa. Seeing that a minimum wage has a negative impact on employment in the North-West province, further research is recommended. / Thesis (M.A. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.