Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1980. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Bibliography: leaves 71-72. / by Gertrude Ann Jamison-Hodges. / M.C.P.

Thesis (MBA.) -- University of Limpopo, 2015 / Current literature has produced mixed findings on the relationship between economic growth and employment. Given the priority accorded to job creation in contemporary South Africa, this study has become necessary. Although this phenomenon has been studied in the past, but current research that extend the phenomenon up to 2014 is missing in the literature, hence this dissertation set out to extend the literature to 2014 with a view to offering an advice to policy makers based on current findings. The study was done in South Africa and it covers the period from 1994 to 2014. The study used number of econometrics techniques or test to analyse the relationship between employment and economic growth. The Johansen co-integration test was used to determine the long run equilibrium relationship. The Granger causality test was used to determine the causal relationship or direction of causality between economic growth and employment. The co-integration test shows that there is a long run equilibrium relationship between employment and economic growth in South Africa. In both long run and short run, there is a positive relationship between employment and economic growth. This shows that there is certainty that economic growth would necessarily lead to job creation in the long run in South Africa, therefore the policy implication is that the government has to be active to plan ahead for a long run job creation mechanism. The research recommends amongst others that the government should design policies to encourage foreign direct investment inflow to South Africa as this will create more job in the long run.

Women aged 55 and older have been participating actively in the American work force and recently have been drawing increased attention from researchers in the social sciences (Ashbaugh & Fay, 1987) . This study examines the nature of service work performed by older part-time women workers and their younger women co-workers, and the relationship between the two generations in the workplace. The following research questions guided this exploratory study: Do the older women workers and their younger women co-workers report that there have been changes in the co-workers' work since the older women began working at the job site? What do the older women workers and their younger women co-workers perceive to be the emotional quality of their intergenerational interaction in the workplace? If the co-workers report that the way their work is performed in the setting has changed since the older women began working, is the intergenerational relationship influenced by the perceived change in the distribution of work?

Magister Legum - LLM / Good faith is an open ended concept which refers to fair and honest dealings. The function of this concept is to give expression to the community’s sense of what is fair, just and reasonable. The concept of good faith has and continues to acquire a meaning wider than mere honesty or the absence of subjective bad faith. It is an objective concept that includes other abstract values such as justice, reasonableness, fairness and equity. There is competition between the two underlying values or cornerstones of the law of contract, namely that of sanctity of contract (pacta sunt servanda) and fairness.

Spending time at work, with family/whanau, and communities takes up a large proportion of Maori women's lives. Finding a balance can often be complex and challenging, due to surrounding environmental influences that are continually changing. This thesis explores those challenges, and considers whether 'being Maori' affects the way they manage their lives around the dimensions of work family/whanau and community.The study interviewed Maori women over 20 years of age, in paid work, and who were active members in two urban Maori communities of Auckland, namely Te Whanau o Waipareira Trust and Manukau Urban Maori Authority.It was anticipated that information gleaned could be used to consider positive strategies to facilitate the better management of their time given the constraints imposed on them by modern existence without compromising their cultural obligations as Maori actively involved in their communities.Overall, it was found that being Maori does have an affect on how the women manage their lives around work, family/whanau, and community. A number of factors are identified that help balance work and everyday life including whanau and community support as well as individual strategies and personal assistance. For example, flexible employers that valued Maori beliefs and culture helped reinforce and facilitate the achievement of this balance. Similarly, quality childcare was invaluable. Further research is suggested as to how Maori women balance competing priorities from community and whanau demands.

This thesis examines the political economy of working class women in contemporary Campbelltown (NSW). A broad political economic approach is employed that considers relevant social structures, their effects, and working class women’s responses to them. It includes investigation of material and non-material, subjective and objective, aspects of this dialectical relationship. This study argues the political agency of Australian working class women has rarely been acknowledged, let alone understood. The thesis focuses on working class women in the suburbs and their politics of everyday life. Though these women rarely attract political investigation, they are too often assumed to be passive, apathetic, unenlightened or conservative bearers of oppression. These stereotypes persist despite the variability in historical portrayals of working class women, suggesting working class women’s politics only makes sense in the context of their conditions of existence in specific times and places. The thesis makes a contribution towards the field of applied feminist political economy research. It employs a historical materialist approach to demystify working class women’s politics. The empirical heart of the project draws on in-depth interviews with local working class women about their experiences and views of family, community, politics, work, unemployment and social institutions. This qualitative material is set against a detailed local political economic analysis of contemporary Campbelltown. The interconnections of capitalist and non-capitalist modes of production in which working class women labour, survive and resist are explored. The thesis questions what part capitalism and socialism play in their pursuit of self and social emancipation. Understanding the political economy of working class women is fundamental to social and ecological health and sustainability. Questions of class power and conflict, and gendered distributions of work and poverty locate working class women at the core of these pressing concerns. The central hypothesis of this study is that working class women are engaged in a wealth of political strategies stemming from their everyday bid for survival. Their (often contradictory) collective and self-activity coalesces around a politics antithetical to the logic of capitalism because it depends on their exploitation and immiseration for its viability. Working class women practice and reproduce a politics of survival and hope that informs their hidden worlds of resistance. / Doctor of Philosophy (PhD)

Job-seeking research has been implicitly an examination of the job-seeking activities of youth. Even at the broader level of the labour market there continues an underlying association of youth with employment while the experiences of mature workers have been largely minimised, especially in New Zealand. This study examines the job-seeking activities and experiences of mature job-seekers in the New Zealand labour market from a political economy perspective.Issues surrounding mature workers have lacked a theoretical and disciplinary "base" with the issues of retirement and health consistently overwhelming any discussion about mature people and employment. The political economy theory of aging does provide a useful explanatory framework given the struggle for recognition and resources of mature workers. The persistent exclusion of mature workers from any discussion about the labour market in New Zealand is a common theme throughout the present study.As mature workers become increasingly "problematised" by economists as a threat to future economic productivity; issues surrounding mature employment need to be better understood because there will be greater proportions of mature workers and mature job-seekers. Through a sample of 947 mature jobs-seekers collected by MESA offices throughout New Zealand, issues surrounding mature job-seekers in particular were examined.The results highlight both the different and similar experiences of men and women in the New Zealand labour market. Women respondents were more likely to present themselves as younger than men, and to be returning to the labour market after family responsibilities with lesser confidence in their job-seeking skills and occupational abilities. Men by contrast presented themselves at MESA as older and more likely to have been made redundant; they also appeared to have more confidence in their job-seeking and occupational skills. Gender, however, did little to explain the primarily formal job-seeking methods used and the effort expended job-seeking. There is little to suggest that job-seeking efforts diminish significantly with age. Only with the final cohort of age 61 years and over, was mean job-search effort significantly less than for other age-cohorts. By contrast the variable time out of work explained much of the variance with job-search peaking at six months out of work. Subsequent analysis strongly supports the suggestion that any policy intervention will have the greatest impact within the first four to six months of unemployment.There is also some evidence to suggest that the reason for becoming a mature job-seeker and the attributions these mature job-seekers make for their unemployment is associated with their job-search efforts. In the present study those mature job-seekers made compulsorily redundant, regardless of age or gender, clearly tried harder than other job-seekers. By contrast those job-seekers who indicated they had been dismissed gave less effort to their job-search.The primary barrier identified by mature job-seekers is silence, silence from employers or employment agencies about why they have not been considered or rejected for work. As a consequence many mature job-seekers interpreted this silence as age discrimination. Understandably mature job-seekers are reluctant to see their lack of skills or experience as contributing to their circumstance and feel disappointed that their skills are not appreciated: a point well highlighted by the qualitative analysis "Trajectory of emotion" that captures the voice of participants in the present study. Finally, paid employment does matter to mature people and future research and policy would do well to examine the full picture of the labour market and give attention to where real needs exist. Mature job-seekers in the present study did not necessarily seek "special" treatment but rather the same opportunities as their chronologically younger colleagues to make a contribution to New Zealand society through paid work.

Atkinson proposed a concept of ¡§flexible firm¡¨ in 1984, and distinguished workers into three parts: core workers, peripheral workers and external workers. In 1997, Handy considered that organization would be composed of core work team, temporary employees, and flexible workers in the future. Therefore, Work in the organization would be divided into two parts: core work and non-core work. Core workers are responsible for core work, and non-core work are outsourced or distributed to other contractors. Then, atypical employment rises and develops. The use of this kind of employment will become a trend, and companies can save money this way. The purposes of this thesis are: (1) to understand the situation of atypical employment in the Bureau of National Health Insurance (the NHI); (2) to find out the reasons of unionization for temporary workers in the NHI; (3) to understand the restraints on unionization of atypical employees; (4) to provide suggestion to government and government-run companies. According to the results of interviews and analysis, the reason that the NHI continues to employ temporary employees is to stabilize business. The NHI can continue to employ temporary employees since these temporary employees are not included into Labor Standards Law. Three reasons that temporary employees of the NHI can unionize are: (1) work time and worksites of temporary employees of the NHI are fixed; (2) insurance industries are covered by Labor Standards Law, and temporary employees of the NHI are included into Labor Standards Law; (3) organizational system of the NHI is a government-run financial and insurance organization, so it is not limited by the fourth clause of Labor Union Law.

No description available.

published_or_final_version / Applied Statistics / Master / Master of Social Sciences