The number of women in the Chartered Accounting (CA) profession has continued to rise since the 1970s; women now make up one-third of working CAs in Canada (Tabone, 2007). Yet, the number of women in the upper levels of the profession remains very low. The main purpose of this dissertation is to understand how women CAs experience and talk about the CA profession and to explore the implications of the CA context for the development and maintenance of friendship among women CAs. The ways in which power and agency are exercised in the micro-politics of the everyday lives of women CAs and the nexus of relations through which individuals develop and enact their identities is explored through open-ended interviews and discussion groups with Western Canadian women CAs. <p> The dominant ideology of professionalism constructs both individual and collective identities while structuring workplace relations. The findings of this study demonstrate that female CAs believe strongly in elements of professionalism such as meritocracy, excellence, client service, and commitment but that their understanding is gender-neutral and differs from the dominant masculinist interpretations and practices. The participants narratives reveal a particular pattern of engagement with the profession characterized by stages of early optimism, disillusionment and the glass ceiling, negotiation and the glass box, resignation, and justification. All participants encountered a glass ceiling, or invisible barriers to advancement, as a result of the conflicting meanings of the ideals of professionalism. As the women attempted to negotiate solutions to the constraints imposed by the professions elite, masculinist discourses were mobilized by those in power in new ways resulting in further constraints upon the women, containing them within a glass box that limited their career mobility in all directions and may contribute to gender segmentation in the profession.<p>Masculinist discursive practices have a significant impact not only on the participants career aspirations, but also on their friendship relationships, which are, in part, constituted by their relationship to the profession, their need for support against masculinist strategies, and their choice of gender identity strategy. Friendships do not increase activism as the participants feel powerless to create change and fear reprisals.

The number of women in the Chartered Accounting (CA) profession has continued to rise since the 1970s; women now make up one-third of working CAs in Canada (Tabone, 2007). Yet, the number of women in the upper levels of the profession remains very low. The main purpose of this dissertation is to understand how women CAs experience and talk about the CA profession and to explore the implications of the CA context for the development and maintenance of friendship among women CAs. The ways in which power and agency are exercised in the micro-politics of the everyday lives of women CAs and the nexus of relations through which individuals develop and enact their identities is explored through open-ended interviews and discussion groups with Western Canadian women CAs. <p> The dominant ideology of professionalism constructs both individual and collective identities while structuring workplace relations. The findings of this study demonstrate that female CAs believe strongly in elements of professionalism such as meritocracy, excellence, client service, and commitment but that their understanding is gender-neutral and differs from the dominant masculinist interpretations and practices. The participants narratives reveal a particular pattern of engagement with the profession characterized by stages of early optimism, disillusionment and the glass ceiling, negotiation and the glass box, resignation, and justification. All participants encountered a glass ceiling, or invisible barriers to advancement, as a result of the conflicting meanings of the ideals of professionalism. As the women attempted to negotiate solutions to the constraints imposed by the professions elite, masculinist discourses were mobilized by those in power in new ways resulting in further constraints upon the women, containing them within a glass box that limited their career mobility in all directions and may contribute to gender segmentation in the profession.<p>Masculinist discursive practices have a significant impact not only on the participants career aspirations, but also on their friendship relationships, which are, in part, constituted by their relationship to the profession, their need for support against masculinist strategies, and their choice of gender identity strategy. Friendships do not increase activism as the participants feel powerless to create change and fear reprisals.

The prevalence of internationalization in universities today is affecting the cities in which they are located. As the integration of international students adds to the ambiance and culture of a city, the authors argue that mutual participation of universities and communities will influence the development of a city. The aim of this thesis is therefore to explore the collaborations between the two, using Jönköping’s International Business School (JIBS) as a case study. In focusing our attention on international students and their part-time employment, we wish to gain a better understanding of the potential effects a university may have in enhancing a city. Research was conducted in an effort to obtain diverse views and uncover underlying themes that may exist between different stakeholders. Respondents from the following organizations were interviewed to clarify the different perceptions: The University Service’s Career Center, International and Recruitment Offices at JIBS, and Jönköping Municipality. It was found that networking between JIBS and Jönköping exists, but that the relationship appears to be complex as each party has different dimensions to consider, making true collaboration difficult. However, communication and cooperation could be useful in steering the direction of city development. The presence of international students is seen as influencing the culture, knowledge, and image of the city, but a true integration of these students is lacking. A further contribution through the inclusion of international students in part-time employment is believed to be beneficial to both the city and students, but barriers such as language make this a difficult task. An alliance between JIBS and Jönköping is therefore encouraged, as their combined efforts are crucial in solving these types of issues. We claim that the integration of international students through the creation of part-time jobs or internships demonstrates one way JIBS contributes to the city.   The prevalence of internationalization in universities today is affecting the cities in which they are located. As the integration of international students adds to the ambiance and culture of a city, the authors argue that mutual participation of universities and communities will influence the development of a city. The aim of this thesis is therefore to explore the collaborations between the two, using Jönköping’s International Business School (JIBS) as a case study. In focusing our attention on international students and their part-time employment, we wish to gain a better understanding of the potential effects a university may have in enhancing a city. Research was conducted in an effort to obtain diverse views and uncover underlying themes that may exist between different stakeholders. Respondents from the following organizations were interviewed to clarify the different perceptions: The University Service’s Career Center, International and Recruitment Offices at JIBS, and Jönköping Municipality. It was found that networking between JIBS and Jönköping exists, but that the relationship appears to be complex as each party has different dimensions to consider, making true collaboration difficult. However, communication and cooperation could be useful in steering the direction of city development. The presence of international students is seen as influencing the culture, knowledge, and image of the city, but a true integration of these students is lacking. A further contribution through the inclusion of international students in part-time employment is believed to be beneficial to both the city and students, but barriers such as language make this a difficult task. An alliance between JIBS and Jönköping is therefore encouraged, as their combined efforts are crucial in solving these types of issues. We claim that the integration of international students through the creation of part-time jobs or internships demonstrates one way JIBS contributes to the city.

Because of the economic depression in 2008, many corporations laid off employees to decrease their salary cost. By doing so, companies could only reduce their expenditure but could not increase their income. It is more important and might be the best strategy to tap new resources and economize on expense at the same time. Therefore, more companies started to pay much attention to promote their products, and to place importance on salespeople. The objective is to discuss the relationship between personality, sales skill, selling-customer orientation and sales performance of part-time salespeople. This thesis is conducted through opinion survey, relied by part-time salespeople in integrated marketing company; the findings of the thesis can be summarized as follows: 1.The ¡§big five model¡¨ impacts ¡§sales skill¡¨ positively. 2.The ¡§big five model¡¨ impacts ¡§selling orientation¡¨ positively, and impacts ¡§customer orientation¡¨ partially. 3.The ¡§big five model¡¨ impacts the ¡§sales performance¡¨ partially. 4.¡§Sales skill¡¨ impacts the ¡§sales performance¡¨ positively. 5.¡§Selling-customer orientation¡¨ impacts the ¡§sales performance¡¨ positively.

Nearing the end of the 20th century, countries across the world have gradually been going into depression, without exception, this effect has also influenced Taiwan. Moreover, with the coming of age of knowledge management and change of the industry structure of the 21st century, thus the industry structure in Taiwan has also gone through some changes, adding many new non-typical jobs into the job market. Some examples include Leased Employess, Telex of Labor, part-time work, multiple job holders. Previous study on part-time work has been focused on the characteristics of the part-time workers and the influence on female part-time workers¡¦ employment and the reasons why companies use part-time work. Less research has been made on the comparison between part-time workers and regular workers. In the Human Resources of Managenment survey made by the Minster of Affairs in1997, the content regarding multiple job holders describes the distribution situation of multiple job holders. Moreover, with the fast growth of knowledge management, there exists a non-equivalency between the structure of knowledge management and the need of such a structure. Does the increasing numbers of part-time workers and multiple job holders mean that the labor market will take on a more important role? What is the difference between the education level, occupations, industry and income of these workers and regular workers? After a comparison between these two, which gains more profit? These are the questions to be answered in this research. The statistical information used in this research is secondary information from Directorate General of Budget Accounting and Statistics Executive Yuan, R.O.C regarding the Taiwan region Human Resources of Managenment statistical information, which divides labor into three groups, using work time and income level as a basis to find the characteristics between these three groups. Some implications made from the result of this research has been made for reference for the government. The results of this research are as the following: Part-time work 1¡BHighly educated part-time work are more better off than low educated part-time work because they have relatively higher pay for lesser work. 2¡BThe part-time workers of the higher level labor market are better off than the those from the agricultural, forest, fish and pasture and manufacturing. 3¡BThere is an increase of the laborers in the service sector, and a decrease of those from the agricultural, forest, fish and pasture sector, not much change in the manufacturing and industry sector. 4¡BFrom a comparison of the income of these sectors, those in industry have the highest income, and those in services are second ranking, from the level manufacturing gains the most and industry the least. Multiple job workers 1¡BThese are the least luckiest of the group because they have the highest work hours, but have the same income level as normal workers 2¡BNo matter which profession, multiple job workers are the most laborious because they have more work hours than normal workers but less income than normal workers. 3¡BNo matter which industry, multiple job workers are the most laborious because they have more work hours than normal workers but less income than normal workers. 4¡BThere is an increase of the laborers in the service sector, and a decrease of those from the agricultural, forest, fish and pasture sector, not much change in the manufacturing and industry sector. From a comparison of the income of these sectors, those in manufacturing have the highest income, and those in industry are second ranking, from the level manufacturing gains the most and services the least.

The determinants of the use of atypical employment and the effectiveness Abstract Atypical employment has been popular all over the world. Although there are plenty of articles about the current situation of the use of atypical employment, we still lack the studies about what determines of the use , how atypical employment influences labor costs, and what determines its future growth. Due to my interests upon the issues above, I made some analysis and got some conclusions: I. The determinants of the use of atypical employment 1. Contingent workers usually don¡¦t do nuclear work 2. Companies usually don¡¦t use atypical employment on professional jobs. 3. Companies usually use atypical employment when workload increases temporarily. 4. Temporary work is usually clerical and industrial. 5. Organizational size has positive effect upon atypical employment. 6. Labor collective contracts have positive effect upon atypical employment. 7. Companies in business-service industry use more atypical employment. 8. Benefit level has positive effect upon atypical employment. II. The determinants of cost saving after using atypical employment 1. The lower level of wage and benefits of contingent workers is the main reason to explain why cost saving happens after using atypical employment. 2. The use of professional temporary work has negative effect on cost saving after using atypical employment. 3. Low-skilled temporary work help firms to save labor costs. 4. Atypical employment causes higher mobility among regular workers and it has negative effect on cost saving. 5. Organizational size has positive effect upon cost saving after companies use atypical employment. 6. It is easier for companies of business-service and manufacturing industry to save labor costs after using atypical employment. III. The determinants of the future growth of atypical employment 1. Atypical employment growth is due to the need to get more employment flexibility and cost control. 2. Professional temporary work will grow significantly in the future. 3. Bad influences of atypical employment have positive effect on its future growth. 4. Collective labor contracts have positive effect on the future growth of atypical employment. 5. Both Taiwanese and foreign companies will increase atypical employment significantly in three years. 6. Organizational size has positive effect on the growth of atypical employment.

Take front-line ground staff of airline companies for example, the main topic of the study is to discuss the relationship among employment status(full-time & part-time),organization commitment, citizenship role identity and organizational citizenship behavior and the confounding effect of job security on the relationships among the above variables. We hope that airline companies can understand the relationship between job attitude and job behavior of employees of different employment status so that it can be the references for them to adopt flexible human resources strategies. The questionnaire survey was adopted for the study. The samples are the front-line ground staff of airline companies in Taoyuan international airport, including passenger agents and cargo agents and so on. There were total 360 questionnaires released, and 242 of them are valid samples, including 167 full-time employees and 75 part-time employees. Through statistics analysis, the main results of the study are¡G 1. Employment status has no positively correlations with organizational citizenship behavior and citizenship role identity but had positively correlations with continuance organization commitment. We think the main reason is that the benefit package of full time and part-time ground staff in airline companies is not different very much and part time ground employees have the chances to become full time. On the other hand, the flexible work schedule can satisfy part time employees¡¦ other needs. So considering the job attitude and job behavior, full time and part time ground staff will not be very different. 2.Organization commitment has positively correlations with organizational citizenship behavior and will affect it in a positive way. The affective commitment has significant prediction on organizational citizenship behavior while continuance commitment has least prediction on it. 3. Citizenship role identity has positively correlations with organizational citizenship behavior and will affect it in a positive way. Employees with more organizationally-benefit citizenship role identity will be more likely to do organizationally-benefit citizenship behavior while employees with more individually-benefit citizenship role identity will be more likely to do individually-benefit citizenship behavior. 4. Job security has negative confounding effect on the relationship between employment status and citizenship role identity. We think that in a low job security situation, part-time ground staff will be with more citizenship role identity and do more organizational citizenship behavior in order to keep the job. Based on the above conclusions, this study offers some suggestions as the references for the airline companies. Key Words¡GEmployment Status, Part-time, Organization Commitment, Citizenship Role identity, Organizational Citizenship Behavior, Job Security

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 85-91). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 85-91). Also available on the Internet.

Thesis (D. Min.)--New Orleans Baptist Theological Seminary, 2002. / Abstract and vita. Includes bibliographical references (leaves 121-128).