Since the employment protection legislation inquiry En modern arbetsrätt was published, thedebate on employment protection has gained momentum. The inquiry has had to resistcriticism, among other things for not strengthening the balance between employers andemployees. A general review of the research used in the inquiry shows that sociologicalresearch has been used to a relatively small extent, in favor of research of a more economicnature. This entails a risk that valuable sociological aspects linked to employment may havebeen overlooked or underestimated. With the study, we intend to highlight the sociologicalaspect of the issue of temporary employment and employment protection to broaden thediscussion. In our study, we examine the research that the inquiry is based on regarding thesociological part of temporary employment and compare it with a literature review weproduce about temporary employment. This study shows that the sociological aspect of theEPL inquiry is underemphasized and that there are other studies that highlight valuablesociological points that are not included in the inquiry. In the comparison between theinquiry's research and our literature review, it is in particular the employee perspective andthe connection between temporary employment and health that differ where our sourceshighlight these aspects in a significantly clearer way. / Sedan utredningen En modern arbetsrätt publicerades har debatten om anställningsskydd tagit fart. Utredningen har fått motstå kritik, bland annat för att inte stärka balansen mellan arbetsgivare och arbetstagare. En översiktlig genomgång av den forskning som använts i utredningen visar att sociologisk forskning använts i relativt liten utsträckning, till förmån för forskning av mer ekonomisk karaktär, såsom nationalekonomisk forskning. Detta innebär en risk för att värdefulla sociologiska aspekter kopplat till anställningar kan ha förbisetts eller underskattats. Med studien avser vi att lyfta den sociologiska aspekten i frågan om visstidsanställningar och anställningsskydd för att bredda diskussionen. I vår studie undersöker vi forskningen som utredningen utgått från gällande den sociologiska delen om visstidsanställningar och jämför med en litteraturöversikt vi tar fram. Denna studie visar att den sociologiska aspekten i las-utredningen är underbetonad och att det finns andra studier som lyfter värdefulla sociologiska poänger som inte finns med i utredningen. I jämförelsen mellan utredningens forskning och vår litteraturöversikt är det i synnerhet arbetstagarperspektivet och kopplingen mellan visstidsanställningar och hälsa som skiljer sig där våra källor lyfter dessa aspekter på ett klart tydligare sätt.

This dissertation examines entrepreneurship as a way to overcome labor market discrimination. Specifically, the three empirical essays of this dissertation introduce and evaluate entrepreneurship as a career choice for the formerly incarcerated population in the United States, by studying the antecedents and economic and social impacts of entrepreneurship for formerly incarcerated individuals. The first essay examines whether entrepreneurship is a response to labor market discrimination for formerly incarcerated individuals and establishes entrepreneurship as a route to achieve economic and social reintegration. I take advantage of a quasi-experimental setting using the staggered implementation of the “Ban-the-Box” policy in the United States to disentangle the underlying mechanism of how labor market discrimination affects formerly incarcerated individuals in their entrepreneurial choices. The findings suggest that formerly incarcerated individuals, especially those who are African American, are pushed into entrepreneurship due to the discrimination they face from employers. Yet, I also find that entrepreneurship is a viable alternative career choice for formerly incarcerated people, yielding higher income and lower recidivism rates. The second essay investigates the long-term impacts of entrepreneurship on subsequent employment outcomes for the formerly incarcerated population. This essay argues that entrepreneurship will benefit formerly incarcerated entrepreneurs in subsequent employment outcomes, because entrepreneurship provides a positive signal of commitment and fit to potential employers. Results suggest that, compared to formerly incarcerated individuals without any entrepreneurial experience, those with entrepreneurial experience have an increased likelihood of securing employment, regardless of actual entrepreneurial success. This is particularly true for formerly incarcerated individuals who are high school dropouts or racial, suggesting that entrepreneurship provides long-term benefits to those who are especially lacking in other positive credentials and, thus, are the most stigmatized by employers. The third essay studies the entrepreneurial barriers that formerly incarcerated individuals face in starting their businesses and the implications of such barriers on entrepreneurial outcomes. I find that formerly incarcerated individuals are far less likely to gain access to capital from financial institutions or the government compared to similar non formerly incarcerated individuals, having to rely on personal savings or capital from family and friends. This barrier to gaining resources from financial institutions is more pronounced for African American or Hispanic formerly incarcerated individuals. Furthermore, I find that such barriers to entrepreneurship negatively impact the ventures that formerly incarcerated individuals found regarding the industry, longevity, size, and legal form. These findings provide implications to understanding how such barriers to entrepreneurship can inhibit the role of entrepreneurship as an alternative pathway for discriminated individuals to achieve upward mobility and integration.

1 Agency employment with a cross-border element Abstract The topic of this diploma thesis is agency employment with a cross-border element. Employment agencies cover the shortage of workers on the Czech labor market by assigning foreigners to users. The thesis analyzes this process of agency employment of foreigners, by connecting the institutes of agency employment and employment of foreigners. In its introductory chapter, this thesis briefly describes and analyzes the institute of agency employment, focusing primarily on the requirements necessary to obtain a permission for agency employment and on comparable working and wage conditions. Furthermore, this work deals with the cross-border element of agency employment, where the second chapter analyzes in detail the process of agency employment of foreigners, both citizens of other Member States of the European Union and especially foreigners from third countries. Based on this analysis, the content of the second chapter is also a comparison of the legal status of Czech nationals, citizens from other Member States of the European Union and foreigners from third countries in the framework of agency employment. In the final chapter, this work deals with the violation of legislation in the field of agency employment with a cross-border element. It focuses on...

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A conceptual model examining the antecedents and outcomes of occupational self-efficacy among the older workforce is presented. Proposed antecedents to occupational self-efficacy included self-perceived stereotypes and work demands.

This thesis studies the role of new firms in the labour market and uses Swedish data to analyze labour mobility in new firms, including both transitions of workers into and from new firms. In particular, it focuses on employees’ wages in new firms and post-new firm employment labour market outcomes as transitions into long-term employment and entrepreneurship.  This thesis consists of four essays. The first two essays concern labour mobility into new firms. The last two essays focus on post-new firm employment mobility. The first essay explores the role of new firms as an entry point into the labour market for individuals with little (or no) labour market experience. The findings show that the wage penalty found in previous research, which includes more heterogeneous groups of employees, decreases once the focus is solely on labour market entrants.  The second essay investigates whether there is a wage penalty for being employed at a new firm if the individual employee’s experience and status in the labour market are taken into account; this essay focuses on individuals who decide to switch jobs. The findings show that there is a wage penalty for being employed at a new firm; however, considering a random selection into new firms may underestimate the wage differentials. The third essay studies the role that new firms play for the career path of their employees. In particular, this paper analyzes whether short-term employment in new firms (employment lasting less than one year) may serve as a stepping stone toward long-term employment (at least two years of employment with the same employer) for non-employed individuals. The findings indicate that short-term employment in new firms may serve as a stepping stone toward long-term employment. The fourth paper examines the new firm effect on entrepreneurship, which the findings indicate is positive and statistically significant; this effect remains even after controlling for a worker's ability and shows that employees with both high and low levels of ability may transition to entrepreneurship. / <p>QC 20160916</p>

"This study was conducted to collect and analyze data relative to the employment status of industrial arts graduates."--1.

As the American population ages, the issues of aging and work have gradually come to the forefront. An older and increasingly diverse workforce has raised concerns over job performance, labor costs, and alternative work demands. At the same time, evidence indicates that older workers continue to experience extensive labor market problems due to false assumptions on the part of managers about the limiting effect of age on employee performance. The public sector's ability to respond to age-related issues in the workplace has largely been ignored by both public practitioners and researchers. This study addresses the questions of whether age negatively influences public personnel decisions, and if so, whether such influences adversely affect the treatment of older workers. The results of the survey indicate that public managers are susceptible to age bias when making personnel decisions.

The theme and objective of this thesis is to assess legislation regulating creation and termination of employment with regard to the concept of flexicurity. The thesis draws attention to some elements of this regulation, pointing out its flexibility on one hand and protection aspects on the other hand, and offering some possible solutions according to intended law. At the same time the flexicurity concept as such is explained, as well as legislation regulating creation and termination of employment. This thesis is divided into five chapters, of which the key ones are the second, fourth and fifth chapter. The specific nature of labour law, the subject of labour law, principles applied in this branch of law, and the relationship between labour law and civil law are dealt with in the first chapter. In the second chapter is explained the concept of flexicurity and its components, namely flexibility and security, further division of those, and also described the Danish labour market model. The crucial term of this paper, flexicurity, arose as a combination of terms flexibility and security, or freedom and protection. Flexicurity is a modern concept or strategy of the labour market, which counts on a balanced combination of elements of protection and flexibility, both within the framework of labour law,...

This research is an exploration of the experiences of visible minorities employed by a bank promoting employment equity since 1990. This study is based on a qualitative methodology. To collect the data, twenty-six members of the organization--eighteen visible minorities, four French Canadian and four managers--were interviewed. The analysis of the collected data showed a wide range of experiences within the sample. The promotion issue is the most important. Many respondants want promotions within the organisation and find that their progression is slow. Some respondants acknowledged that their supervisors were prejudiced against them as visible minorities, which they thought could slow down their career prospects. Overall, eleven out of the eighteen visible minorities interviewed believe that their special status has an impact on their experience at the bank. The subtle character of the disadvantage perceived by respondants should be the object of further research.