Questions and problems related to the articulation of industrial re 1 at ions structures in modern soc i ety have been rna tters for long debate over a number of years. However, the establishment of industrial relations formations is a product of a variety of complex societal processes located inside and outside the irTlllediate industrial environment. This thesis examines the links that exist between wider societal processes and systems of industrial relations and workers I participation with reference to the Greek Telecommunications Sector. In the first instance (Chapter 1), issues of economy and society tha t have an effect upon indus tri a 1 re 1 at ions are exami ned wi th reference to the processes of gl oba 1 economi c deve 1 opment, ca pi ta 1 accumulation, dependency and the more recent phenomena of 'flexible specialization ' and 'post-Fordism'. These are related to the presentation of industrial relations structures (Chapter 2) which are examined using comparative evidence to illustrate their various differences and similarities. It is argued that industrial relations and workers I participation structures have to be examined in the 1ight of national and international patterns of political, social and economic development. Also, a critical evaluation of contemporary approaches to industrial relations is presented. Chapter 3 is concerned with identifying and evaluating the main issues related to Greek economic and social development. That is examined in relation to the position of the country in the international division of labour and also to the national characteristics that articulate the specific nature of labour relations. Chapter 4 presents the case of the Telecommunication Sector using empirical material drawn from various sources, from observation and from employee responses to a questionnai reo The framework of industrial participation is discussed both in relation to the internal circumstances of the industry and also to the more general environment in which it is located. Finally, Chapter 5 re-evaluates the categories of 'industrial participation' and 'employment' in the specific context of Greek societal development and considers the validity of some of the concepts used in contemporary discussions of labour organization.

The central aim of this thesis is to examine the mutations of capital's strategy for labour in a single industry and historical context, namely in Italy's FIAT in Turin circa from 1950-1980.It is argued that the evolution of technology and managerial techniques in this context is not only the product of a linear "scientific" progress in these fields, but also of the dynamic interplay of class forces, and hence of a wide range of culturally and historically peculiar factors. Three main chronological periods are considered: the 1950s, with the strongly paternalistic attitudes of post- fascist Italian managerial policy in which an intensive exploitation of the national working class gave rise to the profits for mechanization at home and expansion abroad; the 1960s, characterized by the impact of immigration from the rural South of Italy to the large scale factories of the North and a growing political awareness and strength of the working class, and the 1970s, in which the problem of the "ungovernable" giant factory run according to the basic principles of scientific management is approached with new solutions based on modular systems of work organization, advanced technology, an absolute reduction in the labour force and plant relocation.

No description available.

Much academic research supposes that there is a relationship between the level of trust amongst employees and their managers and the extent to which employees are committed, in terms of their attitudes and their behaviour towards the aims and objectives of the organisation and their daily tasks and duties (Kanter, 1972; Eisenstadt and Roniger, 1984; Geller 1988, Guest, 1991; Morgan and Hunt, 1994; Fine and Holyfield, 1996; Brocker, et al, 1997). This study has sought to explore and assess the level and nature of trust and the sources and the conditions which create trust between nursing staff and their managers within two NHS organisations (an acute and a community Trust) and to examine the level of attitudinal and behavioural commitment amongst nursing staff towards the organisation. The purpose of this study was to investigate the relationship between the level of trust amongst nursing staff and their managers with their level of attitudinal and behavioural commitment. Both qualitative and quantitative research methods were used. The research involved a comparative analysis of the fmdings of the research on trust and commitment amongst nursing staff within the two organisations. The results from this study informed the construction of models depicting and illustrating the nature of trust and commitment amongst nursing staff within the two NHS organisations. These models confirm much of the previous research carried out on employee trust and commitment and they also highlight the significance of organisational context and the professional commitments of nursing staff and the influence they have upon the level of trust and commitment amongst nursing staff within the two organisations.

No description available.

The present study aimed to explore whether demographic variables are predictors of labour review case outcomes. In order to investigate the aim of the present study, two research questions were put forward. The first question centered on whether demographic variables of the parties in a case, are predictors of reviews outcomes. In addition to looking at these broader patterns, the study also focused more specifically on whether the demographic variables of presiding officers predict the outcomes of reviews of CCMA cases. The present study is classified as archival in nature and is quantitative, non-experimental and an ex post facto design. The sample for the present research was gathered by analysing Labour Review Reports that was accessed through the University of the Witwatersrand Library. A sample of 100 case reports was gathered in order to make accurate inferences from the sample about the target population. A Chi-Square test of association was conducted on the data gathered. There was no significant in relation to gender, age and case outcomes. On the other hand, race of the judge, applicant and respondent did provide evidence of significance. However, as a result of insignificance, log linear modelling could not be conducted.

In presenting a thesis on employment patterns of New Commonwealth immigrant workers in Great Britain, the object is to bring together in a coherent whole the history of immigration from the New Common-wealth to this country; legislation affecting New Commonwealth immigrant workers in Britain; the position of these workers in the British labour market; trade union policy and practice towards black workers; and theories of economic discrimination and empirical evidence of racial discrimination in the British labour market. Immigration from the New Commonwealth is discussed in this thesis in the historical context in order to set the basis for the consideration of the position of black workers in the British labour market. This compels a consideration of immigration control and anti-discrimination legislation to discover why such legislation was passed by the British Parliament; what the objectives of the legislation were, whether they have been achieved; and to suggest areas of change and improvement in policy. One of the main aims of the immigration legislation is the control of the inflow of New Commonwealth immigrants into Great Britain. The objective of anti-discrimination legislation is to promote a more equitable distribution of employment and career opportunities for those groups in society who are discriminated against because of colour, race, or ethnic origin. The thesis then proceeds to consider the position of New Commonweal.th immigrant workers in the British labour market and to discover to what extent the different industrial and occupational distribution of black workers may reflect discriminatory practices in the labour market. Since there are obvious difficulties in trying to isolate the extent of discrimination at the macro-level, detailed analysis of the operation of the local labour markets and individual enterprises and establishments becomes crucial. The thesis therefore includes an empirical study carried out by the author between 1977 and 1980 showing the experience of black workers and employers of black workers as they reported it, a study which demonstrates the difficulties involved in measuring discrimination with any great degree of precision. Given that trade unions are said to be important mechanisms for integrating workers into society, the thesis considers trade union policy and practice with regard to New Commonwealth immigrant workers to discover whether or not policy and practice have been in step. The economic theory of racial discrimination is examined in relation to the anti-discrimination legislation in Great Britain and the contribution of theory to the measurement and identification of racial discrimination in the labour market is considered. The main conclusions are brought together in the final chapter and a number of proposals are discussed which might be utilised to assist New Commonwealth Immigrant workers.

The rapid rise of unemployment in the UK and US during the last ten years, has been felt at all levels, cut across all classes, and caused social, economic and emotional problems on a scale not seen since the 1930s. With rates in excess of 13.2 and 11.0 per cent, which are double the figures for three years before, it is not surprising that interest has been shown from many directions and attempts to explain, and/or ease, the situation have been legion. The result has been a dichotomy so entrenched, that economists have often felt themselves forced to support one side or the other, even though neither provides a real solution. The two broad views of the causes of unemployment as voluntary or demand deficient are equally unsatisfactory in isolation. From the voluntary or natural standpoint, one is faced with the problem of explaining why unemployment has risen to this extent while its major factor, replacement ratio has been steadily falling. On the other hand, supporters of demand deficiency or cyclical explanations unable to account for the fact that, since the late 1960s, unemployment has hardly declined in any year, particularly in the UK. To a large extent, the existing body of empirical estimates based on a theoretical foundation of the problem, have proved sadly inadequate for the recent experience. The dilema has recently been resolved, in part, by preceiving the problem as a fundamentaly structural one rather than completely voluntary or demand deficient. This implies a permanent loss of jobs in declining industries that is unassociated with demand levels or current method of wage bargaining. Clearly there is some merit in all of the theories even though their extreme explanations fail individually, to resolve completely the complex and labyrinthine unemployment problem. This can only be attempted when a clear, unbiased view of its determinants has been established, and it is towards this end that this research is directed. It attempts to analyse the existing theories, extrapolate what is relevant, and inject additional elements, so that the rising nature of unemployment is rationally explained. The research concludes that an adequate statistical description of the data generation process for unemployment in both countries over the period 1952-1983, can be obtained using the above methodology. Despite the many generalisations and assumptions concerning the operation of the labour market, the constructed unemployment models would clearly explain its rising nature. From this it might be possible to proffer valid remedial recommendations.

This study set out to explore the nature of work experiences within rapidly changing organizations. There were three research aims connected with this area of inquiry. A secondary objective related to an elucidation of the research process with great emphasis subsequently being placed upon the experiential aspects of the investigation. Before data collection, a methodological stance was developed. This was founded within the phenomenological tradition and utilized an adaptation of Glaser and Strauss's (1967) grounded theory model of discovery research. Access was gained to four suitable research settings with 82 individuals participating in the research. Data collection was primarily through in-depth interviewing although other research instruments were used. Qualitative analysis was undertaken by successive combinations of data to finally produce five category groupings. These data groupings formed the basis of the presentation of results. It was observed that groups of individuals reacted by characteristically engaging in behaviour following a sequential pattern. Instances of collective illness were also acknowledged. At the level of individual experience, rapid change was suggested to produce both pleasantness and unpleasantness. Although there were reports of physical and psychological disturbances attributed to rapid change, individuals demonstrated the existence of many factors counteracting unpleasant consequences. Finally, communications were found to be most pertinent to the research topic. Consolidating the data groupings, an explanatory framework was offered which centred upon what emerged as four crucial facets of experience and behaviour. These dimensions of Awareness, Uncertainty, Evaluation and Homeostasis were discussed and compared with existing literature. The findings provided material for evaluating Alvin Toffler's (1970) notions of experiences of work within rapidly changing organizations. In addition, implications for the management of change were highlighted. With many insights into the dynamics of social science research also being gained, the investigation was taken as meeting both primary and secondary objectives.

The study is an analysis of the decisions regarding weekly hours worked made by marital partners. Chapter 1 provides a critical review of the relevant literature, in economics, in order to locate the study in its appropriate context; the end of the chapter summarizes the findings of previous research. Chapter 2 develops the idea that supply decisions, in the family, depend on the bargaining structure adopted as well as the impact of relative wages. Types of bargaining structure are reviewed. The chapter ends with the identification of observable determinants of bargaining structure. Chapter 3 explains the statistical model used and the data on which it is tested. The data are 1965 pairs of both working husbands and wives taken from the 1974 General Household Survey. Chapters 4-7 use these data to investigate the model of labour supply decisions for sub-samples chosen by age, state of health, colour, length of wife's working week, and social class. These results are summarized and discussed in Chapter 8. The results show a great deal of variation across groups in the estimated impact of offered wages, education, age and other variables on hours of work chosen by marital partners. Two general conclusions emerge: (i) husbands' supply response to own wage rates is negative whilst wives' is generally positive. (ii) economists ought to pay more attention to non-wage determinants of labour supply as these seem to be of great significance - particularly age, social class and children.