Tourism is often described as having arisen from the Grand Tour of the young aristocracy of the eighteenth century who travelled around Europe for a period of a few years to further their education. Adler argues that, rather than seeing the development of tourism as an evolution from the young aristocracy to the adoption of the tour by the middle classes, the young travellers of today can also be traced back to tramping "a well institutionalised travel pattern of working class youth" (1985, p.335). The modern day Working Holiday is taken by a wide cross section of many societies travelling for a variety of purposes. The Working Holiday Schemes discussed are reciprocal arrangements between New Zealand and sixteen other countries (as at May 2003) that allow young people to work and holiday in each other's countries, for up to a year. The aims of the research are to discover who these visitors are, what work and holiday experiences they have, their motivations for coming to New Zealand and also to compare the intentions of the schemes, as outlined in policy found in cabinet briefing papers, with the actualities of the scheme, as reported by Working Holidaymakers, employers and community members. The study uncovers the background to policy decisions in the tourism / immigration domain. No research has been carried out on the Working Holidaymakers coming to New Zealand or about the policies that support this movement. It will be argued that Working Holidaymakers contribute both as a source of labour to many industries and as significant consumers of tourism product. Consequently this research is of interest to the academic community, government and industry groups including the horticultural and broader farming industry, tourism sectors such as hospitality, accommodation, transport, attractions and activity providers, and to a lesser extent training and educational institutions. The research focuses on the characteristics of a convenience sample of Working Holidaymakers. The thesis is supported by a small case study that explores the schemes from the perspectives of host communities and employers. During the period that the research was undertaken the number of countries involved and the number of working holiday visas increased significantly. During 2005, 36,000 visas were made available to suitable applicants from twenty-five countries. The growth in the numbers of Working Holidaymakers suggests that it is time to review the policy formation about Working Holiday Schemes and challenge the traditional definition of a tourist as a non-worker. Recommendations are made for improving the schemes, contributing to policy decisions and to for a wider interpretation of the term tourist.

Thesis ()--University of Delaware, 2009. / Principal faculty advisor: Mark Miller, Dept. of Foreign Languages & Literatures. Includes bibliographical references.

Tourism is often described as having arisen from the Grand Tour of the young aristocracy of the eighteenth century who travelled around Europe for a period of a few years to further their education. Adler argues that, rather than seeing the development of tourism as an evolution from the young aristocracy to the adoption of the tour by the middle classes, the young travellers of today can also be traced back to tramping "a well institutionalised travel pattern of working class youth" (1985, p.335). The modern day Working Holiday is taken by a wide cross section of many societies travelling for a variety of purposes. The Working Holiday Schemes discussed are reciprocal arrangements between New Zealand and sixteen other countries (as at May 2003) that allow young people to work and holiday in each other's countries, for up to a year. The aims of the research are to discover who these visitors are, what work and holiday experiences they have, their motivations for coming to New Zealand and also to compare the intentions of the schemes, as outlined in policy found in cabinet briefing papers, with the actualities of the scheme, as reported by Working Holidaymakers, employers and community members. The study uncovers the background to policy decisions in the tourism / immigration domain. No research has been carried out on the Working Holidaymakers coming to New Zealand or about the policies that support this movement. It will be argued that Working Holidaymakers contribute both as a source of labour to many industries and as significant consumers of tourism product. Consequently this research is of interest to the academic community, government and industry groups including the horticultural and broader farming industry, tourism sectors such as hospitality, accommodation, transport, attractions and activity providers, and to a lesser extent training and educational institutions. The research focuses on the characteristics of a convenience sample of Working Holidaymakers. The thesis is supported by a small case study that explores the schemes from the perspectives of host communities and employers. During the period that the research was undertaken the number of countries involved and the number of working holiday visas increased significantly. During 2005, 36,000 visas were made available to suitable applicants from twenty-five countries. The growth in the numbers of Working Holidaymakers suggests that it is time to review the policy formation about Working Holiday Schemes and challenge the traditional definition of a tourist as a non-worker. Recommendations are made for improving the schemes, contributing to policy decisions and to for a wider interpretation of the term tourist.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 1998. / Includes bibliographical references.

Thesis (M.S. in Management)--Naval Postgraduate School, 1975. / Bibliography: l. 166-172.

Thesis (M. Ed.(Educational psychology))-University of Pretoria, 2006. / Includes bibliographical references (leaves 92-98) Available on the Internet via the World Wide Web.

Thesis (D.B.A.)--Murdoch University, 2008. / Thesis submitted to the Faculty of Law and Business. Includes bibliographical references (leaves 95-105).

Research paper one: To minimize adverse impact on expatriation, multinational corporations (MNCs) need to recognize the elements that facilitate expatriate managers and their spouses' smooth adjustment to a new work environment and everyday living. This paper presents a model of expatriation to review the expatriate context and details a variety of factors that could affect an expatriate manager's survival in a foreign environment. The model is a life cycle approach with five phases: selection of expatriates, cross-cultural training, international adjustment, performance appraisal, and repatriation. The use of such a model has the potential to greatly help MNCs understand and manage the complex and problematic expatriation process especially in terms of international human resource management and concern for expatriate spouses and families. / Research paper two: Taiwanese companies have invested in China's rapid growth over the past decade. In this regard, a large number of Taiwanese expatriate managers are assigned to China to manage foreign subsidiaries. The paper provides data on how the expatriate process is working in terms of career and family issues for Taiwanese expatriates in China. It does this through consideration of the different stages of the expatriate cycle (selection of expatriates, cross-cultural training, international adjustment, performance appraisal, and repatriation) described in the previous paper. The results show that Taiwanese organizations need to take a more systemic and less ad hoc approach to the expatriation process. Family issues need to be given more recognition, particularly as they relate to health, education and careers. Recommendations for effective policies in expatriate management practices by Taiwanese firms are developed and suggestions for future research are proposed. / Research paper three: Expatriate managers are likely to be differently motivated than local managers. This paper reports on the motivations of Taiwanese expatriate managers and Chinese managers within the context of Taiwanese firms operating in the People's Republic of China. Data were collected from 120 Taiwanese expatriate managers and 103 Chinese managers in the PRC in regards to work values, internal motivation, external motivation, non-monetary reward, rule enforcement and family ties. Chinese managers showed significantly higher scores than Taiwanese expatriate managers on the dimensions of work value whereas Taiwanese expatriate managers presented significantly higher scores on both external motivation and family ties. The results suggest that there is more emphasis on a closer link between individual performance and reward than the egalitarianism of socialistic ideology in the new market-oriented Chinese economy. Discussion of the results for the motivational differences is provided in detail and future research is also recommended. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2004.

Thesis (PhD (Organizational Behaviour)) -- University of Pretoria, 2008. / Abstract in English. Includes bibliographical references. Available on the Internet via the World Wide Web.

Thesis (M.S.)--Virginia Polytechnic Institute and State University, 1993. / Vita. Abstract. Includes bibliographical references (leaves 82-86). Also available via the Internet.