Thesis (Ph. D.)--University of Minnesota, 1931. / Vita. Mimeographed. "Bibliographical foot-notes."

Thesis (Ph. D.)--Columbia University, 1936. / Vita. Diagrams on versos of numbered pages, not included in the paging. "Selected references": p. 125-126.

No description available.

Thesis (doctoral)--Universität zu Greifswald.

The author's Thesis (Ph. D.)--University of Wisconsin, 1913.

Indiana University-Purdue University Indianapolis (IUPUI)

No description available.

This thesis explores community pressures exerted by employers to break strikes and their history.

The purpose of this research was to examine the safety expectations of new recruits and their managers in the workplace. For most informational exchanges, researchers have begun to look at the psychological contract for guidance, although very few studies have actually looked at whether this concept could be applied to safety research. Entering a working environment with unrealistic safety expectations poses danger, not only for the individual, but it can also affect everyone around them. Previous research in the safety field has provided little information as to what new recruits expect, and has failed to identify who these individuals are trusting with the responsibility of their safety. The current research looks to establish the existence of three different hypotheses looking at new recruits’ safety expectations, their trust and also their degree of perceived risk. Eighty participants were obtained via a Government funded program named the Gateway, half the participants were new recruits from high school (with a mean age of 17) who were beginning a new job, and the other half were their managers (with a mean age of 42). For the new recruits’, there was an even split in gender, although for the managers, there were 24 females and 16 males. All participants were asked to complete a safety questionnaire. Results were supportive for two of the three hypotheses and provided information that showed unrealistic safety expectations from the new recruits. The data also demonstrated that new recruits with high expectations were more likely to trust their co-workers and management with their safety. Finally, when looking at perceived job risk for new recruits, no significant results were found, which suggests that risk, has very little influence upon new recruits’ safety expectations. Future research could examine how information could be exchanged during the recruitment phase in order to provide more realistic safety expectations.

Cette thèse propose une analyse empirique des comportements des employeurs en matière de recours au licenciement, pour motif économique et personnel, et à la rupture conventionnelle (Re). L'objectif est de mieux caractériser les pratiques effectives des employeurs dans leur recours à ces différentes modalités de rupture sur la période 1999-2009, afin de renouveler l'analyse économique des règles de droit du travail en proposant une approche plus inductive. Dans la première partie, nous montrons que les représentations sociales des modalités de rupture du contrat à durée indéterminée portées par les salariés et les employeurs, et surtout leur utilisation effective par les employeurs, rendent perméables les frontières censées délimiter ces catégories juridiques. Les déterminants empiriques du recours à chacune d'entre elles ressortent imbriqués, de sorte que c'est d'abord le degré d'influence variable de ces déterminan)g qui permet d'identifier des modèles différents de rupture. La seconde partie s'attache d'abord à retracer historiquement et institutionnellement le processus de développement de pratiques de rupture, qualifiées de « négociées », et dont la figure principale est aujourd'hui la RC. Puis, elle évalue les effets de l'introduction de la RC sur le comportement des employeurs en testant les hypothèses, fondées sur la littérature théorique, que la RC faciliterait, d'une part, les ruptures de la relation d'emploi et pourrait, d'autre part, se substituer au licenciement devenu plus cher et plus risqué. Les résultats empiriques valident essentiellement la première hypothèse. / This dissertation provides an empirical analysis of how employers use different long-term contract terminations: firing for personal reasons (LMP) and for economic reasons (LME), as well as the "rupture conventionnelle" (Re) enacted in 2008. We propose, in the field of the economic analysis of employment protection legislation, to understand how employers actually use these different types of terminations following a more inductive approach. With the aim of having a better statistical understanding in employers' practices, one major contribution ofthis dissertation is to analyze the interdependencies across the use of each termination. ln this line, we argue that the different types of termination have become less distinct from each other. More specifically, our results indicate that the economic environment and the strategies ofhuman resource management played a central role in the use of the LME, the LMP or the RC, but these determinants have variable influence depending on the nature of the termination. ln the analysis on the case of the RC, which is based on a mutual agreement between employers and employees, we frrst show that the RC results from a historical and institutional development process of forms of terminations considered as "negotiated". Then, we assess the impact of the introduction of the RC on the employers' frre decisions and on the use of the other terminations. ln accordance with the theoretical literature, our results would suggest that the RC has made easier the terminations of employment relationship. However, we do not find any evidence of a substitution between the RC and the LMP, which have become more expensive and riskier.