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xiii, 103 p. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number. / NAFTA has had a significant impact on production, exchange, and labor throughout North America. An area significantly transformed by NAFTA is the maquiladora production region in northern Mexico. While once predominantly a female space of labor, we now see more male workers employed by industrial units there than in the past. This thesis interrogates what has happened to the women workers of the maquiladoras. In what ways have NAFTA, global economic restructuring, and the resultant legal atmosphere affected women's daily lives and employment opportunities? What strategies of resistance have these women developed to contend with the new economic landscape? I argue that women are adapting by moving away from the U.S.- Mexico border to work in garment industries and resisting the economic and social pressures resulting from globalization by engaging in subtle protests within in the maquiladoras, opting to participate in the informal economy, and utilizing community groups to facilitate social change. / Committee in Charge: Dr. Anita M. Weiss, Chair; Professor Ibrahim Gassama; Professor Marcela Mendoza

CAPES / O objetivo do presente estudo consiste em analisar a relação entre a atividade física no lazer e as dimensões da síndrome de burnout em trabalhadores da indústria. Utilizou-se para a caracterização da amostra um questionário estruturado contendo idade, gênero, estado civil, percepção de saúde e nível de escolaridade. A mensuração do risco de burnout foi realizada utilizando o Maslach Burnout Inventory – General Survey (MBI-GS) e o nível de atividade física no lazer, ocupacional e de locomoção foi realizado por meio do questionário de atividade física habitual de Baecke. Participaram da pesquisa 150 funcionários do gênero masculino com predomínio de indivíduos na faixa etária de 20 a 29 anos, que estudaram o ensino médio completo, casados e com percepção de saúde excelente/muito boa. Os resultados indicaram um risco moderado de desenvolver a síndrome de burnout nas três dimensões e uma situação pouco favorável quanto a prática de atividade física. As dimensões de burnout não apresentaram diferença estatisticamente significativa para as características individuais, entretanto houve diferença para a percepção de saúde quando relacionadas à atividade física ocupacional, exercício físico no lazer e escore total de atividade física, e para a variável escolaridade quando relacionada a exercício físico no lazer e escore total de atividade física. A relação entre as dimensões da atividade física e as dimensões da síndrome de burnout, mostrou uma correlação significativa positiva entre atividade física ocupacional e exaustão emocional e negativa entre despersonalização e exercício físico no lazer. Conclui-se que quanto mais atividade física os trabalhadores executam no momento de trabalho, maior exaustão emocional ele apresentará, e quanto mais exercício o trabalhador realizar em seus momentos de lazer, menor o risco de que ele desenvolva a síndrome de burnout, especificamente na dimensão despersonalização. Sendo assim, sugerem-se novos estudos que relacionem a síndrome de burnout e a atividade física em diversos domínios, principalmente a realizada no lazer em diversas classes trabalhadoras, principalmente a industrial, a fim de buscar preencher a lacuna que existe na literatura acerca desse tema, pois trata-se de uma discussão importante no que se refere à saúde e qualidade de vida do trabalhador. / The aim of this study is to examine the relationship between physical activity during leisure time and dimensions of burnout syndrome among industrial workers. Was used to characterize the sample a structured questionnaire with age, gender, marital status, health perception and educational level. Measuring the risk of burnout was performed using the Maslach Burnout Inventory - General Survey (MBI-GS) and the level of physical activity during leisure time, occupational and commuting was conducted through the questionnaire on habitual physical activity Baecke. The participants were 150 male employees with a predominance of individuals aged 20-29 years who have studied the complete high school, married and with a perception of excellent health / very good. The results indicated a moderate risk of developing burnout syndrome in three dimensions and a less favorable situation as the practice of physical activity. The dimensions of burnout showed no statistically significant differences for individual characteristics, however statistically significant difference in the perception of health as they relate to occupational physical activity, physical exercise in leisure and total score of physical activity, and for the variable schooling when related to exercise physical leisure and total score of physical activity. The relationship between the dimensions of physical activity and the dimensions of burnout syndrome, showed a significant positive correlation between occupational physical activity and emotional exhaustion and negative between depersonalization and exercise play. It follows that the more physical activity workers perform when you work, the greater emotional exhaustion he will, and the more exercise the worker held in their leisure time, the lower the risk that it develops the burnout syndrome, specifically the dimension depersonalization. Therefore, we suggest new studies that relate to burnout and physical activity in various fields, mainly held at leisure in various working classes, especially the industrial, in order to seek to bridge the gap that exists in the literature on this topic because this is an important discussion with regard to the health and quality of worker's life.

This research examined the reasons for participation in continuing professional education (CPE) and the predictive relationship of those motivational reasons to the perceived leadership effectiveness of first-line supervisors. For this study, 105 first-line supervisors were surveyed from four electric utility companies. Input was also collected from each supervisor's subordinate employees. Using the five motivational reasons for participation, collected via the Participation Reasons Scale and the effectiveness score collected using the Leader Behavior Analysis II®, regression techniques were used to asses the data. The five participation reasons of the PRS were regressed individually against the effectiveness scores to determine the extent to which leader effectiveness could be predicted by the participation reasons. In each case, the null hypothesis failed to be rejected. Regression of the five PRS reasons collectively on leader effectiveness also failed to reject the null, producing a p value of .800 and an R2 value of .023. An "all possible subsets" regression was conducted to determine whether a smaller subset of the five predictor variables might improve the predictive value of the participation reasons. No subset improved the predictive value. This study concludes that motivation to participate in CPE does not predict leader effectiveness. Thus, training organizations do not need to attempt to determine leader effectiveness based on underlying reasons individuals are motivated to participate, but rather should focus on the more traditional aspects of determining effectiveness most often associated with rigorous training evaluation processes. This study focused on the job role of first-line supervisor. Future research could be performed using: (a) populations of individuals from other traditional job roles including front-line employees (both unionized and non-unionized), mid-level managers, and executives; (b) leaders with and without prior training in situational leadership; and (c) effectiveness measure over time (i.e., a time-series method).

This study is intended to analyze employee acceptance of an alternative reward system that reinforces continuous learning, teamwork, major expansion of individual capabilities, business knowledge application, and business unit (team) performance. This system is in contrast with traditional pay systems that reward seniority and individual performance determined by the subjective ratings of a direct supervisor, with pay increases based mainly on current job grade (and the availability of higher job grades within the company) and comparison with market value of the job. Individuals from three areas of a major electronics manufacturing company in the southwestern part of the United States served as subjects.

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by Stella Ng Yuk-kuen, So Lai-wah. / Bibliography: leaves 95-98 / Thesis (M.B.A.)--Chinese University of Hong Kong, 1985