Thesis (M.S.)--University of Wisconsin--Madison, 1969. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (PH.D.)--Syracuse University, 2003. / "Publication number AAT 3113255."

Thesis (Ph. D.)--University of Wisconsin--Madison, 1963. / Vita. Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 237-242).

M.B.A. / HIV/AIDS and the impact of this disease on the bottom line of companies is currently a very topical issue. This study deals with the economic impact of HIV/AIDS on companies, if they make use of the services of temporary employment service providers. The current impact of the disease on companies and the state of the temporary employment services industry in South Africa was analysed, based on existing literature. As part of the study a survey was conducted to determine the perceptions that currently exist in the market with regards to the use of temporary employment service providers and the impact of HIV/AIDS on companies. The results from the study showed that companies could obtain advantages from using temporary employment service providers. The study however further found that even though companies understood that there could be economic advantages for them in using temporary employment services, they were still reluctant to do so. Companies further indicated that the impact of HIV/AIDS on their bottom line would increasingly have a more negative impact over the next ten years.

Thesis (Ph. D.)--York University, 1998. Graduate Programme in Women's Studies. / Typescript. Includes bibliographical references (leaves 534-565). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://wwwlib.umi.com/cr/yorku/fullcit?pNQ39316.

Thesis (Ph.D.)--Cornell University, Aug. 2009. / Includes bibliographical references (leaves 113-130).

Firms' use of external labor arrangements (ELAs), such as temporary, contract and seasonal workers, has become increasingly prevalent over the last two decades. Despite the increasing importance of this phenomenon, little is known about firms' reasons for using ELAs. Most research to date has been exploratory, using qualitative methods or archival data not well suited to the constructs. The result of this research has been a long and often contradictory list of proposed antecedents of ELA use. In this study, I tested the ability of the transaction costs theory to predict when firms will fill a given job using an ELA rather that a permanent employment relationship. According to this theory, three characteristics of the job will determine whether the job will be filled using an ELA: transaction-specific investment, likelihood of repetition, and uncertainty of performance. Firms will be less likely to staff a given job using an ELA when the job requires investment in idiosyncratic skills, when the firm is likely to require a person with that set of skills regularly, and when performance in that job is difficult to measure.

Thesis (Ph. D.)--University of California, San Diego, 2008. / Title from first page of PDF file (viewed Feb. 14, 2008). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.

Univ., Diss.--Aix-Marseille, 2003.

One segment of the Temporary Help Services (THS) industry which has not been well researched is that of the Professional temporary employee. The career THS professional employee is an employee who categorically refuses permanent employment. There is no research which compares the professional career THS employee with the traditional employee. This study examines the work values and expectations of technical writers within one company and compares responses of career THS employees and incidental THS employees with those of permanent employees in that same company. The Campbell Organizational Survey and the Work Values Survey were administered and the results were analyzed. Except for the perception of "Benefits" work cluster there were no significant differences between the groups. It was then possible to assume that perception of the organization was held constant. Differences in work values among groups were found. Results were discussed.