The first chapter examines the causal effect of education on individuals' retirement decisions and changes in quality of life after retirement. When estimating the return to education, much of the existing literature assumes implicitly that individuals optimize over their career with a fixed year of retirement ("fixed-retirement-age" assumption). Using the provincial compulsory schooling laws as instruments to estimate the causal effects of educational attainment on individuals' retirement decisions and change in the quality of life after retirement, I find that years of schooling have no significant impact on retirement decisions. Furthermore, among those who are already retired, years of schooling do not have any impact on their age at retirement and the change in the quality of life after retirement. Results in this paper support the "fixed-retirement-age" assumption used in empirical studies based on the classical return to education model where the exogenous assumption on retirement age might not be a bad approximation. The second chapter relates to labour market flows and worker trajectories in Canada during COVID-19. We use the confidential-use files of the Labour Force Survey (LFS) to study the employment dynamics in Canada from the beginning of the COVID-19 pandemic through to mid-summer. Using the longitudinal dimension of this dataset, we measure the size of worker reallocation and document the presence of high labour market churning that persists even after the easing of social-distancing restrictions. As of July of 2020, many of the recent job losers -- especially those who had been temporarily laid-off between February and April -- have regained employment. However, this apparent strong recovery dynamics hides important heterogeneity, and large groups of workers, such as those who were not employed prior to the pandemic, face important difficulties with finding a job. Our results further suggest that gross job losses were higher among women and young workers during the shutdown and that older workers were more likely to leave the labour force when the economy reopened. The third chapter analyzes the gender differences in early career labour market trajectories and wage growth in Canada. Using the Longitudinal Workers File (LWF) linked to the 2006 and 2016 Census, I find that, although some progress has been made on the gender gap on labour market trajectories for young workers in their earlier careers, women faced higher penalties for taking time out of the labour market compared with men. More specifically, regardless of the type of job separation, changed employer or occupation, and reason for separation, women's weekly wage annual growth rate was lower compared with their male counterparts. The results from regression analysis suggest that labour market trajectories affect women's and men's weekly wage annual growth rates differently. Women's weekly wage annual growth rate was more sensitive to temporary job separation compared with men, whereas men's weekly wage annual growth rate was more sensitive to permanent job separation. The Oaxaca-Blinder decomposition shows that the total number of permanent separations and the total number of permanent separations due to parental/maternity leave each explains about one-third of the cross-sectional gender differences in weekly wage annual growth rate observed for young workers in Canada.

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Skilled labour retention continues to receive attention from researchers as a critical challenge faced by organisations globally. The loss of skilled labour in an organisation contributes to the high labour replacement costs, which may result in an organisation‟s failure to achieve its mandate since it is deprived of its high performance, experienced and knowledgeable labour. Organisations must, therefore, be able to diagnose the factors that contribute to the loss of skilled labour and implement strategies that could assist in the mitigation of such losses. Consequently, an integrated model for skilled labour retention in the Botswana Police Service was developed. The literature study which explored the phenomenon of skilled labour retention, revealed a deficiency of a universal implementation strategy that guides organisations in managing skilled labour retention. However, human resources management literature unanimously concur that in order to implement an effective skilled labour retention strategy, it is necessary for organisations to devise a unique human resources management strategy aimed at addressing their individual causes of skilled labour turnover. This study utilised human resource management best practices, theories and frameworks to develop an integrated skilled labour retention model for the Botswana Police Service. The study followed both the qualitative and quantitative research design. Skilled labour retention factors that should be included in a skilled labour retention model were identified through an analysis of a scholarly literature review, a closed-ended questionnaire and an analysis of official documentation. The identified skilled labour retention factors were included in the proposed retention model. The study also proposed an implementation strategy that should be followed when implementing the proposed skilled labour retention model. The empirical study investigated the validity of the identified retention factors that should be included in the integrated skilled labour retention model for the Botswana Police Service. The retention factors entail: job satisfaction, organisational commitment, work-life balance, remuneration, career development, development opportunities (learning, training and development), work environment, decisionmaking and management style. Before the retention factors could be included in the new retention model, the researcher determined the current arrangements in the organisation to establish the status quo. Interviews were held with senior management in the Botswana Police Service to ascertain the aforementioned. It was established that the current retention arrangements impeded the retention of skilled labour in the organisation, which contextualised the significance to develop the new skilled labour retention model. / PhD (Development and Management), North-West University, Potchefstroom Campus, 2015

Skilled labour retention continues to receive attention from researchers as a critical challenge faced by organisations globally. The loss of skilled labour in an organisation contributes to the high labour replacement costs, which may result in an organisation‟s failure to achieve its mandate since it is deprived of its high performance, experienced and knowledgeable labour. Organisations must, therefore, be able to diagnose the factors that contribute to the loss of skilled labour and implement strategies that could assist in the mitigation of such losses. Consequently, an integrated model for skilled labour retention in the Botswana Police Service was developed. The literature study which explored the phenomenon of skilled labour retention, revealed a deficiency of a universal implementation strategy that guides organisations in managing skilled labour retention. However, human resources management literature unanimously concur that in order to implement an effective skilled labour retention strategy, it is necessary for organisations to devise a unique human resources management strategy aimed at addressing their individual causes of skilled labour turnover. This study utilised human resource management best practices, theories and frameworks to develop an integrated skilled labour retention model for the Botswana Police Service. The study followed both the qualitative and quantitative research design. Skilled labour retention factors that should be included in a skilled labour retention model were identified through an analysis of a scholarly literature review, a closed-ended questionnaire and an analysis of official documentation. The identified skilled labour retention factors were included in the proposed retention model. The study also proposed an implementation strategy that should be followed when implementing the proposed skilled labour retention model. The empirical study investigated the validity of the identified retention factors that should be included in the integrated skilled labour retention model for the Botswana Police Service. The retention factors entail: job satisfaction, organisational commitment, work-life balance, remuneration, career development, development opportunities (learning, training and development), work environment, decisionmaking and management style. Before the retention factors could be included in the new retention model, the researcher determined the current arrangements in the organisation to establish the status quo. Interviews were held with senior management in the Botswana Police Service to ascertain the aforementioned. It was established that the current retention arrangements impeded the retention of skilled labour in the organisation, which contextualised the significance to develop the new skilled labour retention model. / PhD (Development and Management), North-West University, Potchefstroom Campus, 2015

No description available.

This research investigated the need and requirements for the development of a suitable labour relations policy and also investigates the importance of training managers in the skills necessary for achieving harmonious employment relations.The research considered the complexity of the subject through the evaluation of theoretical frameworks, and expert opinion in the form of a literature review.

This thesis has sought to achieve four related objectives in its analysis of the worker co-operative movement from the 1820s until the present. Firstly, we have sought to re-establish the importance of moral precepts in determining the agenda of the political economy of co-operation. We have drawn attention to the importance of Christian values and theology in providing the inspiration and an ideological framework for much of the movement's development. Secondly, we have sought to provide a critique of the theory and practice that has characterised worker co-operative development in the past and in the present. We have sought explanations for past failures and for the continuing marginal existence of the worker co-operative movement. Thirdly, we have sought to establish the importance of the analysis of the English Labour Economists of the 1820/30s for the provision of an alternative strategy for worker co-operative development. We show that their ideas were largely ignored by their contemporary co-operators and after Marx it has been generally assumed that their contribution to socialist thought had been surpassed. Finally, we develop the ideas of John Francis Bray in the light of our contemporary situation to provide a reworked and up to date statement of his approach to the redemption of labour. Our approach differs from Bray's in its recognition of the futility of utilising small savings to buy up capital. We advocate the use of small savings to buy labour. We demonstrate that this approach is both easier to execute and more effective in its results given modern labour market conditions and the established strength of organised labour.

This thesis examines the life-history of an institutional complex, namely the emergence, functioning and breakdown of joint central regulation in Sweden. Institutionalisation is divided into four stages and comparisons are made with Denmark, Norway and Britain at each stage. The first stage was the formation of the labour movement between l880 and l898. Union organisation developed from a local craft unionism to a class-wide federation. The class-wide character of this federation is explained in terms of the influence of socialism and the movement away from craft unionism, which are in turn related to Sweden's industrialisation and democratisation. The second stage was the employer counter-attack during the first decade of the twentieth century. An escalatory pattern of conflict developed in the engineering industry and then at federal level, the existence of a class-wide union federation stimulating the class-wide organisation of the employers. Out of this conflict came an embryonic joint central regulation, though the defeat of the 1909 general strike led to a reversion to decentralised industrial relations. The third stage saw the establishment of joint central regulation with the negotiation of the 1938 Basic Agreement. While inherited organisational structures were a necessary condition, Social Democrat government precipitated the 1938 compromise but only after attempts to further develop state regulation had failed. Although an organised opposition had developed within labour, the main resistance to joint central regulation came from a group of employers. In the fourth, postwar, stage joint central regulation culminated in the institutionalising of central wage negotiations. The expansion of the public sector, economic growth and intensified political conflict then undermined joint central regulation, though it also had certain self-undermining features. In the 1970's industrial conflict and legislative regulation increased, as the corporatist integration of industrial relations broke down.

The Dissertation compares characteristics, attitudes and perceptions of samples of young persons (Y.P.'S) in training for skilled work (designated Apprentices) and of TOPS Trainees, matched as far as possible in occupational goals. Attitudes and practices of Employers, Teachers, Instructors, Trade Union Officials and Employers' Organisations concerning recruitment and training for skills, and to related issues, are surveyed using data from questionnaires and interviews. "Success scores" are calculated for each Apprentice, and variables affecting the score are examined for significance. The Coventry Apprentice resembles earlier examples and is more motivated, ambitious, self-confident and educated than the average Trainee, whose competence is poorly valued by employers except in non-manual skills. Selection strategies prior to apprenticeship are unsophisticated. The smaller firm is characteristic of Coventry but large firms provide most training, typically job-specific and limited to basic qualifications. Employers are conservative, cautious, insufficiently knowledgeable about Trainees and less sympathetic to Y.P.'s than local Union leadership, which is attitudinally pragmatic, non-interventionist and "traditional". Further Education Teachers are efficient, demand-responsive and esteemed, but are less confident and sensitive than many Instructors. The market achieves equilibrium mainly between availability on the Supply side and short-term considerations based on profitability on the Demand side. Success in Apprenticeship is measurable using relatively objective criteria of Performance on and off the job, Job History and Character/Work Orientation, comprising scores for Ambition, Motivation and Job-satisfaction, or by the subjective criterion of Potential. These criteria can be used singly or together, preferably combining the objective and subjective. Sex, age and year of recruitment have little Influence on Success, unlike systematic training, character traits and the degree of support from the employer. Size of firm has more influence on attitudes, strategies and results than has sectoral activity. Relatively small changes in recruitment and training methods would make the Coventry skilled labour market Immediately more effective, but reform depends on overcoming deeply entrenched opinions.