No description available.

No description available.

This thesis traces the history of labor legislation from colonial America through 1947.

Thesis (M.A.)--University of Hong Kong, 1995. / Includes bibliographical references (p. 77-81). Also available in print.

No description available.

The ageing of the Swedish population entails an increase of public and pension expenditure. A solution to keep the compensation level constant is to make individuals retire later from the labor force. In order to understand what actions need to be implemented, there is a need of more knowledge about the characteristics of individuals who chose to remain in the labor force after the normal age of retirement. This essay investigates how senior workers’ that are above the normal retirement age responds to an increase of non-labor income and how it affects labor supply. The results show that around 66 % of individuals will continue to work to the same extent, around 15 % will choose to reduce hours of work, and near 19 % will chose to retire. Also the results show that a person that will not change anything in hours of work after an increase in non-labor income will most likely be a male that is self-employed, who really likes his job and has a postgraduate degree. One conclusion in this essay is that to only focus on compensation levels in different social insurance systems to increase senior workers’ labor force participation will not be as effective as if also focus would be on social norms and cultural beliefs to increase engagement towards work.

Submitted in partial fulfilment of the requirements for the degree Master of Management in Public Policy (MMPP) in the Governance School, Faculty of Law, Commerce and Management, University of the Witwatersrand / It is human nature to pursue happiness. This pursuit of happiness is in many cases obtained through hard work. People work in order to provide for their families and they obtain satisfaction if their families are happy with their provision. It is thus never an employees’ motive or desire to be dismissed from work or have bad relations with his/her employer. It is important to minimize conflicts between employers and employees in any country because it helps reduce the socio-economic problems that these conflicts may foster in societies. Governments use labour laws and policies to manage labour disputes. However, if these policies do not seem to be achieving what they are supposed to then that may suggest policy failure. This study looked particularly at the effectiveness of institutions dealing with labour dispute resolution in Lesotho. The purpose of the study was to establish reasons for why, despite all the legal frameworks relating to labour relations in Lesotho, there seems to be an escalation of disputes. It was found that lack of public participation, especially of employees and employers, in the formulation and implementation of policies, laws and regulations relating to labour relations leads to the escalation of disputes. This simply means that involving stakeholders in issues that affect them from the onset can reduce the level of disputes because the majority would have understood what labour relations entails. A qualitative study was used and data was collected through one-on-one semi-structured interviews with 31 participants, focusing on people who are mostly affected by labour relations in Maseru, the capital of Lesotho. The participants were chosen purposively to suit the study being undertaken. However, data collection was a limitation to this study because it was difficult for the researcher to secure appointments with participants. The study made the following recommendations: it is through the effectiveness of institutions that labour disputes can be reduced, especially Ministry of Labour and Employment (Department of Labour), Directorate of Dispute Prevention and Resolution (DDPR), labour court, and labour appeals. However, the social partners, especially trade unions and employers’ organizations, also play a critical role in ensuring wellfunctioning labour relations are in place. / MT2016

Using a large database that covers the United States manufacturing sector over the period 1958-86, this dissertation examines the impact of labor unions on three interrelated measures of economic performance: productivity, productivity growth and profits. During the period 1970-86, fully unionized industries are estimated to have had 11 percent lower productivity, 30 percent lower price-cost margins and annual growth rates almost one percentage point slower than nonunionized industries. Due to the difficulty of controlling for industry-specific effects in this study, these estimates should be viewed as the upper bound of possible union effects. / Results also indicate considerable intertemporal variation. A pattern of positive union productivity effects prior to the early 1970s is replaced by increasingly negative effects thereafter. The trend in growth effects is less clear, but the greatest differential in growth rates is found in the years 1975-82, a period when the economy as a whole grew slowly. Negative union profit effects also have become stronger over time. / These results need to be evaluated within the context of major changes that have occurred both in the strength of the labor movement and in the economic environment within which it operates. Low levels of inflation and unemployment, and growth rates which exceeded the historical norm prior to the early 1970s were replaced by years of inflation and recession. Deregulation, antitrust actions and increased imports created an increasingly competitive economy, while the wage premiums associated with employing a union labor force reached historically high levels. This higher labor cost commitment reduced profits in the unionized sector. More competitive pricing may also be part of the explanation for negative productivity (value-added) effects in that sector. The evidence is also consistent with the argument that this weak economic performance is due to changes in labor-management relations and policies of union avoidance which in turn have resulted from increased pressure on profits. / Source: Dissertation Abstracts International, Volume: 55-09, Section: A, page: 2937. / Major Professor: Barry Hirsch. / Thesis (Ph.D.)--The Florida State University, 1994.

by Ip Wan Yim. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1995. / Includes bibliographical references (leaves 65-85). / ACKNOWLEDGEMENTS / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iv / LIST OF TABLES --- p.vi / LIST OF FIGURES --- p.vii / Chapter CHAPTER 1. --- INTRODUCTION --- p.1 / Anxiety and labour --- p.3 / Reducing anxiety in labour --- p.8 / Social support and labour --- p.11 / Husband support --- p.16 / Chapter CHAPTER 2. --- METHODOLOGY / Null hypotheses --- p.25 / Research design --- p.26 / Setting --- p.26 / Sample --- p.27 / Instruments --- p.28 / Procedure --- p.32 / Chapter CHAPTER 3. --- RESULTS / Sample characteristics --- p.35 / Comparison of treatment and control groups --- p.39 / Intercorrelations between obstetrical outcome measures --- p.46 / Husbands support --- p.47 / Chapter CHAPTER 4. --- DISCUSSION / Preference and importance rating for husband's presence --- p.52 / "Effect on anxiety, pain, length of labour and dosage of analgesic" --- p.53 / Intercorrelations between the obstetrical outcome measures --- p.56 / Mothers' perception of husbands support and obstetric outcome measures --- p.57 / Mothers' ratings of husbands support and duration of husband's presence --- p.59 / Chapter CHAPTER 5. --- CONCLUSION AND RECOMMENDATIONS / Childbirth education --- p.62 / Clinical management of labour --- p.63 / Research --- p.63 / REFERENCES --- p.65 / APPENDICES / Chapter A. --- Pre-Test Questionnaire --- p.86 / Chapter B. --- The Chinese Version Of STAI FormX-1 In Pre-Test Questionnaire --- p.88 / Chapter C. --- The Chinese Version of STAI FormX-2 In Pre-Test Questionnaire --- p.89 / Chapter D. --- Post-Test Questionnaire --- p.90 / Chapter E. --- The Cinese Version of STAI Form X-1 In Post-Test Questionnaire --- p.93 / Chapter F. --- The Cinese Version of STAI Form X-l In Post-Test Questionnaire --- p.94 / Chapter G. --- Consent Form --- p.95 / Chapter H. --- Letter Of Request For Approval --- p.96 / Chapter I. --- The Original Version Of The STAI Form X-l --- p.97 / Chapter J. --- The Original Version Of The STAI Form X-2 --- p.98

The thesis focuses on the demand side of the labour market in conjecturing that 'the degree of attractiveness' of industry and firms to high-skilled workers could be an important determinant of regional labour market mismatch. Using data from the unexplored Employers Skills Survey, a dichotomous mismatch index based on skill-shortage vacancies is modelled as a function of firm and industry-level characteristics. Oacaxa-Blinder (OB) type decompositions are implemented to investigate the extent to which the predictors affect mismatch differently in England and Scotland. Two exploratory extensions are considered: (i) the inclusion of the Pareto shape parameter of an industry's firm size distribution, as an index of industry-level (average) productivity; (ii) a control for whether a firm is part of a multi-site organisation, believed as indicative of a firm export-status. UK level mismatch appears to be negatively correlated with both firm size and skill intensity. This is consistent with both a wide body of empirical evidence and an emerging two-sided heterogeneity theoretical literature showing that more productive firms are larger and tend to attract better workers. We also find a negative relationship between both the Pareto shape parameter and the multi-plant control, and firmlevel mismatch. At a regional level the key determinants seem to lose predictive power in Scotland where only the multi-site control retains statistical significance. To our knowledge, no study for the UK has to date ever: (i) used the same mismatch measure; (ii) adopted firm and industry-level characteristics as predictors of skill mismatch; (iii) decomposed skill mismatch using OB procedures. From a policy perspective, our findings suggest that addressing skill mismatch requires complementing policies targeting skill acquisition with interventions aimed at enhancing firms' and clusters' attractiveness to high skill workers. Migration, international trade openness and skill mismatch are in fact intrinsically intertwined and central to Scotland's post-Brexit future.