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Thesis (Ph. D.)--University of California, San Diego, 2008. / Title from first page of PDF file (viewed Feb. 14, 2008). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.

Thesis (M. Phil.)--University of Hong Kong, 1997. / Includes bibliographical references (leaf 91-95).

Thesis (M.Phil.)--University of Hong Kong, 1997. / Includes bibliographical references (leaf 91-95) Also available in print.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1973. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 179-184).

In contemporary capitalist economies such as the UK, it is commonly held that an increasing number of people and households experience anxiety over time and symptoms of 'time squeeze'. Existing accounts of the character and causes of this phenomenon are rather one-dimensional and lacking in nuance, however. In part, this is because they typically lack any substantial theoretical engagement with the concept of time itself. Accordingly, this research aims to provide a more complex and contextual account of experiences of working time (both paid and unpaid), and to investigate how and why experiences of time squeeze vary between individuals and social groups. This is achieved by calling upon an enriched understanding of time, and employing an instrumental case study built around a set of 50 semi-structured interviews with employees working in Oxford University's central IT department and four of its constituent colleges. The empirical findings reveal that the (quantitative) extent and (qualitative) nature of participants' temporal anxieties vary with occupation, social class, gender, age and family status, as well as the importance of institutional and local context. Furthermore, they demonstrate that contemporary time squeeze is generated by a variety of causal mechanisms relating to the duration, tempo and timing of both paid employment and unpaid reproductive work, and their intersections with the personal, natural, social, institutional and technological rhythms that variously constitute everyday life.

Thesis (MTech (Human Resources Management))--Cape Peninsula University of Technology, 2005. / The construct of Work Life Balance (WLB) gained international recognition as a business imperative within overseas organisations, realising the reality impact of work-life conflict. The past two decades marked intensive research within countries, such as Canada, on the value-add of these practices on hte bottom-line of the organisation. The pressures created by competing within a global economy marked the importance of creating a sustainable global competitive advantage through human capital. Within the last decade this aspect has been prominenet on various research forums. South African organisations which could be regarded as Multi - National Corporations (MNCs) swiftly adopted these practices as a cloned version on their South African counterparts. However, no actual studies provide insight into the applicability of WLB models to the South frican workplace.

Although participation of Canadian women in the labour force has significantly increased in the past decade, and in turn the number of maternity leave claims, information is limited on actual employment behavior following maternity leave and the factors which influence this behavior. The purpose of this study was to examine the employment behavior following maternity leave for 313 women of varying occupations from a large metropolitan hospital in order to: isolate significant variables which influence this behavior, examine return rates and employment patterns for women who return to work, identify the major problems women experience upon their return to work, examine the experience of women with the current maternity leave legislation, obtain their opinions on whether flexible work policies encourage staff retention and finally, to develop a set of recommendations to assist organizations in achieving staff retention following maternity leave. Data respecting the positions of the women, their personal characteristics and their employment behavior following their leave were collected from personnel records. The dependent variables for the study were three distinct types of employment behavior: employees who terminated following their maternity leave, employees who terminated following their return to work and employees who remained employed at the hospital. There were nine independent variables which were tested as potential employment behavior influences namely level of education, age, organizational tenure, employment status, union/management affiliation, salary level, occupational level, number of previous maternity leaves and organizational division. The Chi Square test of Independence was run for six variables and the One Way Analysis of Variance for three variables. In-depth structured interviews were conducted with five women selected randomly from the sample in order to identify the major problems they encountered in returning to work as well as to obtain their opinions on the current maternity leave legislation. They were also questioned regarding the effectiveness of flexible work policies. Two of the variables tested were found to be significant employment behavior influences: type of union and organizational tenure. It was also found that the least flexible union had the highest termination rate. Although the majority of women returned to work and remained employed at the hospital, a high percentage transferred to part-time and casual employment. The interviews revealed that the major concerns women had were the need for more flexible work policies, an increase in part-time opportunities and child-care concerns including the need for on-site day care. All of the women interviewed felt that 18 weeks was an inadequate length of time for a maternity leave and some of the women wanted maternity benefits for their entire leave and not just 15 weeks. It was concluded from the results of the study that flexible work policies and organizational support systems encourage staff retention following maternity leave, it was recommended that in order for organizations to achieve staff retention following maternity leave that they must introduce flexible work policies and a specific staff retention plan. / Business, Sauder School of / Graduate

No description available.

Non-communicable disease (NCD) (particular by cardiovascular disease, CVD) is the leading cause of death in most countries including OECD countries. WHO (World Health Organization, 2002) has emphasized the trend of disease patterns shifting from communicable diseases towards to non-communicable diseases globally. However, globalization drives economic activities vigorously and alternates work conditions, such as prolonger or irregular working time, changing patterns of job. And then, more sweating, stress and occupational safety of labors after globalization were noted by many worldwide scholars. ¡§Karoshi¡¨ (death from overwork) is a controversial issue of occupational matters in these years all over the world. According to past empirical literatures, CVD was also the major medical cause of death from overwork. Hence, we collect panel data of CVD mortality, working hours of labor and KOF index of globalization covering 19 OECD countries from a period of 1980 to 2007, and measure by panel cointegration analysis and fully modified OLS (FMOLS) to estimate the reciprocal relationship among these variables. The evidence findings show significant influence on CVD mortality if increasing working hours of labor, especially at age groups of 15 to 24 year. While significant effect on CVD mortality through by globalization was found at age group 25 to 54 year and elders, particular in social globalization.