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This thesis looks at the effects of flexible working arrangements on workers' labour market outcomes. The particular type of flexible working arrangement analysed in this thesis is called "flexitime". This is an arrangement which gives workers the freedom to choose when to start and end their work. Flexitime provides workers with a new way to cater to their domestic responsibilities and in turn may reduce the costs of participating in the labour market. Therefore, it is closely connected with workers' compensation structure, human capital accumulation process, labour supply and job mobility. The effects of flexitime on workers' labour market outcomes are analysed from three aspects: wage, labour supply, and job mobility. The first chapter gives an introduction and overview of the thesis. The second chapter is a study on the compensating wage differentials associated with flexitime. In general I do not find convincing evidence showing the existence of compensating wage differentials associated with flexitime. One possible reason might be that flexitime brings additional benefits to firms (such as increased productivity and reduced turnover rate) so that firms may not necessarily need to reduce actual wages in exchange for flexitime provision. In the third chapter, I develop a model describing how flexitime may affect workers' labour supply decisions. The main finding of the model is that flexitime will increase workers' labour supply when the benefit associated with flexitime (increased child care production efficiency) is high relative to the cost of wage reduction (prediction 1). Meanwhile, the model also predicts that flexitime causes high human capital workers to increase their labour supply more than low human capital workers (prediction 2). Empirical findings show that flexitime is positively associated with working mothers' labour market hours, which confirms model prediction 1. However, there is arguably insufficient empirical evidence verifying model prediction 2. The fourth chapter considers the relationship between flexitime and workers' job satisfaction and job mobility. Flexitime is associated with high job satisfaction levels for both male and female workers. It also reduces the probability of quitting for female workers with young children. Male workers' job mobility decisions are not significantly affected by flexitime. The fifth chapter gives the conclusion of the thesis.

Building upon Granovetters well-known study of the job search behaviors of white males, this research extended the degree to which his findings apply across cultures to Chinese minorities, and across time to the Internet age. Using quantitative and qualitative data collected through systematic observation, questionnaire surveys, and in-depth interviews, this research investigated the impact of culture, Internet usage, gender and age on the communication patterns of foreign-born Chinese jobseekers in the U.S. It is found that jobseekers adopt either one or a combination of traditional (printed publications and direct application), institutional (the Internet, job fairs, and employment agencies), and personal (personal network) approaches. Within the institutional approach, the Internet job search strategy is a rsing preference among younger jobseekers. Through the personal approach, jobseekers enjoy four benefits of personal networks: information, trust building, position creation, and job market expansion. Across culture, guanxi, the Chinese version of the personal network is compared and contrasted with its American counterpart. Further, Granovetters argument about the strength of weak ties holds true in todays Internet age. Job-leading weak ties are usually those infrequently contacted professional and social connections working in targeted organizations at the time of a job search. Meanwhile, Chinese jobseekers mainly encounter six obstacles in the U.S.: racial discrimination, cultural obstacle, linguistic obstacle, insufficient network, immigration background, and an intercultural communication gap.

To explain the gender wage growth gap, sociologists tend to focus on gender segregation among/within jobs whereas economists put emphasis on individual job mobility. This study adopted a concept combining both segregation and mobility. The concept helps to take the gender segregation before and after job mobility into account to strictly measure the mechanisms of wage growth. For analysis, this study used 6-year personnel data of a firm, which allows researchers to track employees’ job mobility, wages, and job information at the most accurate level. The concept of combining segregation and mobility was operated through the gender composition of jobs and employee job change, which generated ten patterns. Among them, the following six were focused: staying in male or female jobs, movement between male or female jobs, and movement toward male or female jobs. While controlling wages at prior jobs, the multilevel model analysis shows that the wage growth rates in the six mobility patterns were stratified as follows: mobility between male jobs, stay in male jobs, mobility toward male jobs, mobility toward female jobs, mobility between female jobs, and stay in female jobs. This hierarchy system in the organization reveals two features: first, men’s job-related mobility or stay compensated more steeply than women’s job-related mobility or stay. Second, within each gender category of jobs, the mobility provided higher wage growth than stay. In sum, the gender category of jobs proceeded job mobility in terms of wage growth. Interestingly, when paying attention to the higher wage growth of ‘mobility toward female jobs’ than ‘mobility between female jobs’, this implies that the former occurred in movement from lower-level male jobs to higher-level female jobs, particularly higher than female jobs involved in the latter mobility. In view of gender regarding job mobility patterns, women and men typically did not experience differentiated salary growth. The categories of job mobility used in this paper provide a new and integrated insight for scholars who study gender segregation and job mobility, especially in view of an organization.

This diploma thesis deals with the issue of motivation and fluctuation of employees in various types of facilities. The topic of fluctuation is not current only in Czech society, as we still encounter discussions on how to prevent the unwanted fluctuation. The theoretical part is divided into a total of four chapters, which are focusing on the concepts of job mobility, fluctuation, motivation and school facilities. The aim of the practical part of the work is to figure out what motivates employees of school facilities in the Chomutov region in the work environment and to reveal the main areas leading to employee leaving, then compare them and determine a common denominator. It focuses on what, according to the addressed employees of school facilities, would be the potential causes of their leave and the effective motivation that could prevent their leaving. The used method of research was statistical with the use of data collection through a questionnaire survey. The evaluation has been done with total of 86 respondents - addressed employees of school facilities in the Chomutov region. The results of the samples show that although a high percentage of respondents do not currently think about leaving their current job, there are potential factors that would affect their eventual leaving. At the very...

Bakgrund: Anställdas hälsa, individuella beteenden i ett organisatoriskt sammanhang och upplevd organisatorisk rättvisa är teoretiskt förenade av social utbytesteori, copingteori och teorier som beskriver konsekvenserna av social ojämlikhet. Empiriskt är förhållandet mer oklart. De få studier som hitintills har granskat relationen mellan organisatoriskt beteende och rättvisa visar på ett samband mellan hög grad av upplevd rättvisa och konstruktiva beteenden och mellan låg grad av upplevd rättvisa och destruktiva beteenden. Flera tidigare studier har visat på ett samband mellan organisatorisk rättvisa och hög hälsa och låg grad av utbrändhet. Relationen mellan organisatoriskt beteende, särskilt rörlighet mellan olika arbetsplatser, och hälsa är överhuvudtaget inte studerat i någon större omfattning och denna relation är i stort sett okänd. Syfte: Det övergripande syftet med föreliggande avhandling är att studera sambandet mellan organisatorisk rättvisa, individuellt organisatorisk beteende och hälsa. Metod: De ingående delstudierna i föreliggande avhandling ingår i en longitudinell panelstudie med tre olika datainsamlingstillfällen. Ett frågeformulär sändes ut till samtliga anställda, även de som hade slutat eller gått i pension under studietiden, i Arbetsmarknadsverket, AMV, i tre mellan svenska län 2001 (N=1010, svarsfrekvens: 78%), 2002 (N=1078, svarsfrekvens 75%) samt 2003 (N=1122, svarsfrekvens 74%). I delstudie I, en tvärsnitts och longitudinell valideringsstudie, användes variansanalys, ”multi-trait/multi-item”, logistisk regressionsanalys samt olika former av faktoranalys för att validera och utvärdera ett instrument (Hagedoorn m fl., 1999) avsett för att skatta individuella beteenden i ett organisatoriskt sammanhang. I delstudie II, en longitudinell panelstudie, användes korrelationsanalys och strukturell ekvationsmodellering, SEM, för att studera den reciproka relationen mellan individuella organisatoriska beteenden och hälsa. I delstudie III, en longitudinell panelstudie, användes faktor-, korrelations- och SEM-analyser för att belysa sambandet mellan upplevd organisatorisk rättvisa, hälsa och utbrändhet. I delstudie IV, en longitudinell panelstudie, användes varians och generell linjär modellering, GLM, ”repeated measures” analyser för att belysa sambandet mellan önskan att byta arbetsplats, faktiskt byte av arbetsplats, hälsa och utbrändhet. I delstudie V, en longitudinell panelstudie, användes varians-, korrelations- och SEM-analyser för att studera det reciproka sambandet mellan hälsa, utbrändhet och byte av arbetsplats. Resultat: Resultatet av delstudie I visade att Hagedoorn m.fl. (1999) instrument kan anses ha godkända psykometriska egenskaper, bortsett från delskalan ”aggressive voice” som uppvisade flera uppenbara svagheter. Delstudie II visade att relationen mellan individuella organisatoriska beteenden och hälsa framförallt är ensidigt: beteendet predicerar hälsan. Typbeteendet ”exit” predicerade sämre hälsa efter två år, medan typbeteendet ”considerate voice” predicerade bättre hälsa efter två år. Slutligen predicerade god fysisk hälsa typbeteendet ”exit” efter två år. Resultatet av Delstudie III visade att upplevd organisatorisk rättvisa är relaterat till god hälsa och låg grad av utbrändhet, både vid en tvärsnitts- och longitudinell jämförelse. De två olika sätten att studera organisatorisk rättvisa, antingen som ett globalt eller tredelat begrepp, bör betraktas som komplementära. I delstudie IV visade sig extern rörlighet, d.v.s. mellan olika arbetsplatser, i jämförelse med icke-rörlighet, har en gynnsam effekt på personlig och arbetsrelaterad utbrändhet. Resultatet visade också att samspelet mellan en önskan att byta arbetsplats och att faktiskt genomföra ett byte snarare är additiv snarare än interaktiv. Slutligen visade resultatet i delstudie V att rörlighet mellan olika arbetsplatser är en mer distinkt prediktor till hälsa och utbrändhet än hälsa och utbrändhet som prediktor till extern rörlighet. Önskan att byta arbetsplats, men inte upplevd organisatorisk rättvisa, visade sig ha effekt på faktiskt byte av arbetsplats. Slutsatser: Föreliggande avhandling har belyst det socialpsykologiska förhållandet mellan organisatorisk rättvisa, beteende och hälsa. Resultatet visar att upplevd organisatorisk rättvisa predicerar hälsa och låg grad av utbrändhet. Resultatet visar också att aktiva individuella organisatoriska beteenden predicerar psykosocial hälsa: ett proorganisatoriskt beteende predicerar psykosocial hälsa medan ett anti-organistoriskt beteende predicerar psykosocial ohälsa. Extern rörlighet har en positiv effekt på utbrändhet och rörlighet är en tydligare prediktor till psykosocial hälsa och utbrändhet än vad hälsa och utbrändhet är till rörlighet. / Introduction: Employee health, individual behaviors in an organizational context and perceived organizational justice are theoretically united. The empirical relationship, especially between behavioral responses and organizational justice and between behavioral responses, and especially job mobility, and health are not previously studied in any apparent extent. Aim: The main aim with the present dissertation was to study the relationship between organizational justice, behavioral responses, and health. Methods: The present study was designed as a longitudinal, three-wave, panel study. A questionnaire was mailed to all employees in three regional organizations of the Swedish National Labour Market Administration (AMV) at 2001 (N=1010, response rate: 78%), 2002 (N=1078, response rate: 75%) and 2003 (N=1122, response rate: 74%). In study I, a cross-sectional and longitudinal validation study, was analyses of variance, multi-trait/multiitem analyses, logistic regression analyses and different forms of factor analyses used to validate and evaluate the Hagedoorn et al. EVLN instrument. In study II, a longitudinal panel study, correlation and Structural Equation Modeling (SEM) analyses were used to elucidate the reciprocal relationship between behavioral responses and health. In study III, a longitudinal panel study, factor, correlation and SEM analyses were used to investigate the association between organizational justice, health and burnout. In study IV, a longitudinal panel study, was variance and General Linear Modeling (GLM) repeated measures analyses used to examine the relationship between turnover intentions, job mobility and health and burnout. In study V, a longitudinal panel study, variance, correlation, and SEM analyses were used to shed light upon the reciprocal relationship between health, burnout and job mobility with turnover intentions, organizational justice and age as affecting factors. Results: Study I showed that the Hagedoorn et al. EVLN instrument was a valid instrument with the exception for the aggressive voice subscale that presents some obvious and distinct deficiencies. The results of study II indicate that the relation between behavioural responses versus health is mainly one-sided: behavioural responses predict psychosocial health. The behavioural response ‘exit’ at baseline was associated with worse psychosocial health at the two-year follow-up, while ‘considerate voice’ predicted good psychosocial health at the two-year follow-up. Good baseline physical health predicted a high degree of ‘exit’ behaviour after two years. Study III showed that organizational justice is cross-sectionally and longitudinally associated with physical, psychosocial health, and burnout. The two approaches to study organizational justice, as a global or threefold construct, should be regarded as complementary rather than exclusive. The results of study IV showed that external mobility had a positive effect on personal and work-related burnout compared with non-mobility and that the combined effects of turnover intentions and job mobility are additive rather than interactive. Finally, the results of study V showed that job mobility is a more distinct predictor of health and burnout than health and burnout is of job mobility. Turnover intentions, but not organizational justice, proved to have an effect on job mobility. Conclusion: The present dissertation has elucidated the social-psychological relationship between organizational justice, behavioral responses and health. The results show that perceived organizational justice predicted good health and low degree of burnout. The results also show that active behavioural responses predict psychosocial health: pro-organizational behaviour, (considerate voice), was associated with high psychosocial health and a contra-organizational behaviour (exit) was associated with low psychosocial health. External job mobility showed a positive effect on burnout and is a more distinct predictor of health and burnout than health and burnout is of job mobility.

Paying specific attention to influences of life events and different timing of taking compulsory military service for Taiwanese people, this dissertation explores time-dependence of job mobility and class mobility throughout careers. The author criticizes that previous research of social mobility focusing on either differences between father’s and son’s classes or the relationship between one’s initial and current statuses do not realize the process of status attainment in which individual characteristics and life courses continuously interact with external structures in the labor market. The analyses in this dissertation demonstrate the dynamics of career mobility by specifying two career stages and investigating the differences in paces and mechanisms of job change and class mobility. All findings lead to the conclusion that the time dependence of career mobility is deeply embedded in the context of life course in a society. For Taiwanese men, the timing of taking CMS (i.e., before or after their first entry into the labor force), which is strongly correlated with their educational level, is crucial to the pace and type of career development. For Taiwanese women, their trajectories of mobility follow the typical scenario of career mobility in which job change happens often during the early career and then settles into relatively stable employment in the later stage. Compared to job mobility, status attainment is more stable and consistent throughout the life time. After specifying the directions of job mobility, results show that upward and downward mobility, which bring significant change in occupational prestige, do not show gender differences in their transition rates, and their patterns are consistent throughout careers. With respect to the transition between social classes, moving into ownership (including employers and self-employed) in later careers is a mainstream transition for all Taiwanese people in spite the fact that women have much lower transition rates than do men. Moreover, this dissertation also examines inter-sector and intra-sector mobility in segmented labor market in Taiwan. Taking selection bias into consideration, this research found that under the assumption of homogeneity, the treatment effects of initial attainment in the public sector have negative effects on job mobility throughout careers. However, when heterogeneity of treatment effects are taken into account, findings reveal that there is no significant heterogeneity in this treatment effect for Taiwanese men, but for Taiwan women, the more likely they are to attain a position in the public sector at the time of first entry into the labor market, based on their educational achievement and social background, the more they benefit via low transition rates of job mobility in their work lives. / text

A l’aube du XXIème siècle, l’enjeu pour la Martinique est de construire un modèle de développement endogène qui nécessite son intégration dans la Caraïbe. Un consensus existe pour cette orientation, tant au niveau des acteurs économiques que des gouvernances locales et nationales. Mais qu’en pense la population ? Sur le plan diplomatique, cette orientation se concrétise par une adhésion progressive de la Martinique aux différentes organisations communautaires caribéennes en qualité de membre à part entière. Toutes ces avancées s’opèrent dans un contexte socio-économique qui se caractérise pour la Martinique par une population en voie de vieillissement, un chômage structurel et un départ du territoire des jeunes diplômés. Dans cette perspective, le développement des échanges avec la Caraïbe va induire des flux matériels et immatériels, et pour les Martiniquais, des perspectives d’insertion professionnelle dans des pays de la Caraïbe qui ont des taux de chômage plus cléments. Ces éléments de contexte interrogent l’évolution de la société Martiniquaise dans un nouveau paysage international, qui va au-delà des accords politiques et diplomatiques, car il va induire des rencontres entre individus de culture et de pratiques professionnelles différentes, directement ou indirectement, matérialisées ou dématérialisées. Cette étude s’intéresse au point de vue des individus, au regard qu’ils portent sur ce qu’il convient de considérer comme un projet de société et aux moyens qu’ils ont d’y contribuer. Elle s’inscrit dans la perspective du développement de la mobilité professionnelle des Martiniquais dans la Caraïbe et elle fait des propositions sur les conditions de sa mise en œuvre. Elle interroge l’environnement dans lequel s’opèrent aujourd’hui les projets de mobilité professionnelle à l’international des Martiniquais et les représentations sociales qui sont en marche dans ce nouveau paradigme. Comment le Martiniquais peut-il devenir un citoyen caribéen sur un marché du travail élargi aux pays du bassin caribéen ? / At the turn of the century, the challenge for Martinique is to build a model of endogenous development that requires its integration in the Caribbean. There is consensus for this approach, both in terms of economic actors as local and national governance. But what the people think? On the diplomatic front, this orientation is reflected by a gradual accession of Martinique to different Caribbean community organizations as a full member. All these developments are taking place in a socioeconomic context characterized for Martinique by a population in the process of aging, structural unemployment, and a departure from the territory of graduates. In this perspective, the development of trade with the Caribbean will induce the material and immaterial flows and for Martinique, perspectives employability in Caribbean countries with more lenient unemployment. These contextual elements questioning the evolution of Martinican society in a new international landscape that goes beyond political and diplomatic agreements, as it will lead to encounters between individuals of different cultures and business practices, directly or indirectly, materialized or dematerialized. This study focuses on the perspective of individuals and the way they look at what should be regarded as a social project and how they contribute. It is part of a perspective of the development of professional mobility of Martinique in the Caribbean and on the conditions for its implementation. She questions the environment in which today operate occupational mobility projects internationally Martinicans and social representations that are running in this new paradigm. How can the Caribbean Martinique become a citizen on the broader labor market to the countries of the Caribbean basin?

A l’aube du XXIème siècle, l’enjeu pour la Martinique est de construire un modèle de développement endogène qui nécessite son intégration dans la Caraïbe. Un consensus existe pour cette orientation, tant au niveau des acteurs économiques que des gouvernances locales et nationales. Mais qu’en pense la population ? Sur le plan diplomatique, cette orientation se concrétise par une adhésion progressive de la Martinique aux différentes organisations communautaires caribéennes en qualité de membre à part entière. Toutes ces avancées s’opèrent dans un contexte socio-économique qui se caractérise pour la Martinique par une population en voie de vieillissement, un chômage structurel et un départ du territoire des jeunes diplômés. Dans cette perspective, le développement des échanges avec la Caraïbe va induire des flux matériels et immatériels, et pour les Martiniquais, des perspectives d’insertion professionnelle dans des pays de la Caraïbe qui ont des taux de chômage plus cléments. Ces éléments de contexte interrogent l’évolution de la société Martiniquaise dans un nouveau paysage international, qui va au-delà des accords politiques et diplomatiques, car il va induire des rencontres entre individus de culture et de pratiques professionnelles différentes, directement ou indirectement, matérialisées ou dématérialisées. Cette étude s’intéresse au point de vue des individus, au regard qu’ils portent sur ce qu’il convient de considérer comme un projet de société et aux moyens qu’ils ont d’y contribuer. Elle s’inscrit dans la perspective du développement de la mobilité professionnelle des Martiniquais dans la Caraïbe et elle fait des propositions sur les conditions de sa mise en œuvre. Elle interroge l’environnement dans lequel s’opèrent aujourd’hui les projets de mobilité professionnelle à l’international des Martiniquais et les représentations sociales qui sont en marche dans ce nouveau paradigme. Comment le Martiniquais peut-il devenir un citoyen caribéen sur un marché du travail élargi aux pays du bassin caribéen ? / At the turn of the century, the challenge for Martinique is to build a model of endogenous development that requires its integration in the Caribbean. There is consensus for this approach, both in terms of economic actors as local and national governance. But what the people think? On the diplomatic front, this orientation is reflected by a gradual accession of Martinique to different Caribbean community organizations as a full member. All these developments are taking place in a socioeconomic context characterized for Martinique by a population in the process of aging, structural unemployment, and a departure from the territory of graduates. In this perspective, the development of trade with the Caribbean will induce the material and immaterial flows and for Martinique, perspectives employability in Caribbean countries with more lenient unemployment. These contextual elements questioning the evolution of Martinican society in a new international landscape that goes beyond political and diplomatic agreements, as it will lead to encounters between individuals of different cultures and business practices, directly or indirectly, materialized or dematerialized. This study focuses on the perspective of individuals and the way they look at what should be regarded as a social project and how they contribute. It is part of a perspective of the development of professional mobility of Martinique in the Caribbean and on the conditions for its implementation. She questions the environment in which today operate occupational mobility projects internationally Martinicans and social representations that are running in this new paradigm. How can the Caribbean Martinique become a citizen on the broader labor market to the countries of the Caribbean basin?

En viktig faktor för människans förmåga att arbeta är hälsa. På arbetsplatsen tillbringar människan mer än en tredje del av sina liv, vilket gör arbetsplatsen till en betydande arena i skapandet av hälsa. Kommuner har som arbetsgivare i Sverige generellt en sämre hälsa samt högre sjukfrånvaro bland sina anställda än andra arbetsgivare. De som jobbar inom vård och omsorg har generellt dåliga psykosociala arbetsförhållanden. Den psykosociala arbetsmiljön i form av höga krav, bristande kontroll och dåligt socialt stöd kan påverka hälsan negativt, vilket kan öka rörligheten på arbetsmarknaden i form av att fler tenderar att byta jobb på grund av dåliga arbetsförhållanden. Syftet är att undersöka samband mellan självskattad psykosocial arbetsmiljö, självskattad hälsa och övervägandet att byta jobb bland kommunanställda inom äldre- och handikappomsorgen i Sverige. Studien har genomförts som en deduktiv tvärsnittsstudie och är en del av en störres studie.  Den baseras på 9 270 kommunanställda inom äldre- och handikappomsorgen i Sverige. Studien teoretiska referensram är krav/kontroll/stöd modellen. Analys skedde genom univariata, bivariata och multivariata metoder.    Resultatet visar att det fanns signifikanta bi- och multivariata samband mellan att kommunanställda som upplever den psykosociala arbetsmiljön som god även skattar hälsan bättre samt i mindre utsträckning överväger att byta jobb än de som upplever sämre psykosocial arbetsmiljö. Ålder och antal år på arbetsplatsen hade betydelse för övervägandet att byta jobb. Detta i form av att ju äldre de anställda är samt ju längre de arbetat på arbetsplatsen desto mindre är övervägandet att byta jobb. Slutsatsen är att den psykosociala arbetsmiljön hade betydelse för den upplevda hälsan och övervägandet att byta jobb bland kommunanställda inom äldre och handikappsomsorgen. / Health is an important prerequisite for the ability to work. In the workplace, the human being spends more than a third of their lives. This makes the workplace a major arena for health promotion. Municipalities have as employers in Sweden generally poorer health and higher rates of sick leaves among the employees than other employers. Those who work in health care have bad demanding working conditions. Psychosocial work environment in the form of high demands, lack of control and poor social support may affect health negatively. This can increase labor market mobility in the form of more tend to change jobs due to poor working conditions. The aim of this study is to investigate the relationship between self-rated psychosocial work environment, self-rated health and occupational mobility among municipal employees in the elderly and disabled care in Sweden. The study is implemented as a deductive cross sectional study and is a part of a major study. It is based on a sample of 9 270 municipal employees in the elderly and disabled care in Sweden. The theoretical frame of reference of study is the demand / control / support model. The analyses were done by univariat, bivariat - and multivariate methods. The results show that there were significant correlation between municipal employees who experience the psychosocial work environment as good rated health better and lesser extent considering changing jobs than those who experience poorer psychosocial work environment. Age and number of years in the workplace was relevant to the consideration of changing jobs. This is in the form of the older employees are and the longer they worked in the workplace, the less is the consideration of changing jobs. The conclusion is that the psychosocial work environment was important for the perceived health and the consideration to change jobs among municipal employees in the elderly and disabled.