No description available.

Thesis (M.A.)--University of Wisconsin--Madison, 1971. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Organisations worldwide are continuing to offshore more and more of their work tasks across national boundaries, to countries with lower labour costs. These offshored tasks, which were performed by local knowledge workers in the past, now also include activities like research, development, and innovation. In a time where growth industries are those with the highest degree of knowledge work, and the most profitable organisations are those with the most knowledge workers, the importance of retaining these valuable resources by ensuring a healthy employment relationship cannot be over emphasised. The purpose of this study was to investigate the impact that knowledge task offshoring has on the employment relationship of knowledge workers. A quantitative research methodology was followed, and the responses of 85 individuals were examined through the theoretical lenses of the psychological contract, organisational commitment, turnover intention and job insecurity. The main findings of the research was that offshoring resulted in higher levels of perceived psychological contract breach and violation scores, while it did not have any negative impacts on the scores for job security, turnover intention, organisational commitment or perceived employer or employee obligations associated with the psychological contract. / Dissertation (MBA)--University of Pretoria, 2013. / lmgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Redundancy payment and other forms of compensation in employment relations The diploma thesis deals with forms of compensation in employment relations in contemporary Czech labour law. Aside from the Introduction and Conclusion, the thesis consists of four chapters. The second chapter discusses the concept of compensations in labour law, and provides an analysis of the functions of labour law compensations, from the perspective of both the employee and employer. An overview of the different types of compensations is provided, including their categorization. Redundancy payment, the primary and most frequent type of labour law compensation in Czech law, forms the content of chapter three. The functions of redundancy payments are explained, and the terms and conditions which give rise to the right of employees to redundancy payment are analyzed. Further, the amounts of redundancy payments under different circumstances are dealt with in detail, including an explanation of the methods of their calculation; the author also focuses on the category of average monthly remuneration and its importance in this relation. Each of the manners of employment termination and their relevance for the right to redundancy payment are discussed, as well as the amounts of redundancy payments pertaining to each type of...

[Abstract]: This study identifies statistically significant associations between unfair dismissal arbitration decisions and inherent characteristics pertaining to the unfair dismissal claims. The inherent characteristics examined are the industry sector in which the employee worked, the occupational skill level of the employee’s position, size of the business, presence of human resource expertise within the business, the reason for dismissal, and the genders of both the employee and arbitrator. This research contributes to the body of knowledge on grievance activity within the workplace. It focuses specifically on arbitrated grievances and as such, AIRC unfair dismissal decisions are investigated as an exemplar of arbitrated grievance activity. This study is within an Australian context which may limit its world-wide generalisability but its strength is that it addresses across industry and across occupational data.Empirical analysis is undertaken using data collected from unfair dismissal arbitration decisions made by the AIRC during 2004 and 2005. Three hundred and eighty-four (384) cases are analysed, with 34.4% of the arbitration findings occurring in the grievant’s favour and 65.6% in the employer’s favour. It is noted that this figure is inflated in the employer’s favour because it includes cases lodged and later rejected by the commission for jurisdictional reasons. The split counting the 274 within jurisdiction cases is 51.8% in the employer’s favour and 48.2% in the grievant’s favour. The results of chi-square tests indicate that six characteristics have statistically significant association with the arbitration outcome. These characteristics are: occupational skill level of the grievant; the size of the business; the presence of HR expertise; the reason dismissed; the grievant’s gender; and the arbitrator’s gender. No association was found between the industry sector and arbitration decision, although there is a significant association between industry sector and jurisdictionally rejected claims.The collective finding of the hypotheses tests suggests that the type of aggrieved employee associated with a favourable arbitration outcome is one from an organisation of between 50 and 100 employees without an HR expert, working in a lower skilled occupation, having been made redundant, is female and appears before a male arbitrator. Whereas, the type of employer associated with a favourable arbitration outcome is one who has either up to 50 staff, or over 200 staff with an HR expert, who dismissed a male employee working in a higher skilled occupation for serious misconduct with the case before a female arbitrator.A major policy implication of this research relates to the Rudd government’s proposed legislative reforms of the unfair dismissal provisions. This study identifies disadvantaged groups of workers when it comes to dismissal practices of employers, namely employees from businesses of 50 to 100 workers and lower skilled workers. Identified also was the need for training for businesses to enable them to engage in procedurally fair redundancy processes and for gender bias awareness for arbitrators. In terms of further research, this study provides the foundation for predictive statistical analysis. The variables suitable for further analysis are occupational skill level, business size, reason for dismissal and gender in relation to their influence on the arbitration outcome. Additional descriptive research could also be conducted in terms of conducting international comparatives with a view to identifying the outputs that different legislation/arbitration frameworks produce for workers and employers.

This thesis examines the formation, development, role and behaviour of the Singapore National Employers' Federation (SNEF). Its focus is primarily the field of labour management. It addresses key issues in the role of the SNEF from its formation in 1980 to 2004, in the institutional context of Singapore's politics, economic development and industrial relations. This longitudinal study makes a substantial original contribution to understanding Singapore's leading national employers' association, and is a pioneering study of a national employers' association in East Asia. The thesis is a qualitative case-study, using fieldwork interviews, primary documents and the secondary literature as data sources. Through the critical event method, the work focuses analysis on key junctures for the SNEF's development and change during the period examined. In addition, the author employs the Sheldon and Thornthwaite (1999) model of employers' association strategy in framing the analysis of the thesis' central questions, and in examining SNEF's strategic decisions in response to changes in its external environment. By analysing how the SNEF's external roles and internal relations changed during each period, the research draws attention to the dynamic nature of this employers' association in the rapidly changing conditions marking Singapore's development. Given the central role of the People's Action Party (PAP) in Singaporean society, a central theme of this thesis is how the SNEF balances political pressures from Singapore's government-dominated corporatist system, with the needs of its diversified membership. The narrative core of the thesis identifies five distinct periods of Singaporean industrial relations - through the lens of the SNEF - reflecting larger economic developments through which the government guided the economy and society. The thesis finds that, while the SNEF is an independent and apolitical organisation, it is nevertheless deeply embedded in the Singaporean variant of corporatism. Accordingly, the SNEF's role and behaviour are inherently guided by the PAP's ideology of pragmatism and, in Singapore, sectoral interests deferred to and institutionally served national interests.

This thesis examines the formation, development, role and behaviour of the Singapore National Employers' Federation (SNEF). Its focus is primarily the field of labour management. It addresses key issues in the role of the SNEF from its formation in 1980 to 2004, in the institutional context of Singapore's politics, economic development and industrial relations. This longitudinal study makes a substantial original contribution to understanding Singapore's leading national employers' association, and is a pioneering study of a national employers' association in East Asia. The thesis is a qualitative case-study, using fieldwork interviews, primary documents and the secondary literature as data sources. Through the critical event method, the work focuses analysis on key junctures for the SNEF's development and change during the period examined. In addition, the author employs the Sheldon and Thornthwaite (1999) model of employers' association strategy in framing the analysis of the thesis' central questions, and in examining SNEF's strategic decisions in response to changes in its external environment. By analysing how the SNEF's external roles and internal relations changed during each period, the research draws attention to the dynamic nature of this employers' association in the rapidly changing conditions marking Singapore's development. Given the central role of the People's Action Party (PAP) in Singaporean society, a central theme of this thesis is how the SNEF balances political pressures from Singapore's government-dominated corporatist system, with the needs of its diversified membership. The narrative core of the thesis identifies five distinct periods of Singaporean industrial relations - through the lens of the SNEF - reflecting larger economic developments through which the government guided the economy and society. The thesis finds that, while the SNEF is an independent and apolitical organisation, it is nevertheless deeply embedded in the Singaporean variant of corporatism. Accordingly, the SNEF's role and behaviour are inherently guided by the PAP's ideology of pragmatism and, in Singapore, sectoral interests deferred to and institutionally served national interests.

Applying the prohibition of discrimination in employment relations. Abstract This thesis is about discrimination in employment relations. The objective of the text is to concentrate on applying the prohibition of discrimination in fields, where disparate treatment is most common, on the legal means of protection against employment discrimination and on the activities of public institutions, which have been entrusted with supervision over compliance with the principle of equal treatment. The thesis is divided into introduction, five separate sections, which are further divided into chapters, and conclusion. The first two sections are rather theoretical, containing definitions of basic terms, important for overall understanding of the thesis (such as equality, discrimination, harassment and others) and introduction of the EU and Czech Republic anti- discrimination law in employment relations. In the third section I focus more closely to employment relations, where the problem of discrimination is widespread, or where it is highly undesirable. In individual chapters of this section applying for a job (including advertisements), remuneration or termination of employment are examined. The next section concerns the discrimination victim's right to claim before the court that the discrimination be refrained from,...

Doctor Educationis / An organisation or country that aims to experience industrial tranquillity and collaboration among social partners in employment relations must put in place an outstanding and potent conflict resolution mechanism. Within the context of labour relations, conflict is predictable in the workplace environment and the result could be a strike or lockout. This result can be avoided if there is an appropriate conflict settlement machinery on the ground. Overall, conflict resolution mechanisms must be centred around negotiation and dialogue which is an integral part of dealing with discord whenever it arises in employment relations. This study seeks to investigate the efficacy of mechanisms for conflict resolution in employment relations at a multinational company in Nigeria and South Africa. The study also examines the effectiveness of the machinery for regulating the affairs of labour relations statutorily or voluntarily. Additionally, the study undertakes a comparative analysis of different mechanisms employed whenever conflicts arise in both employment relations environments that are in South Africa and Nigeria. This analysis gives more insight into how conflict resolution mechanisms work in South Africa as compared to Nigeria. Moreover, the study explores the necessary tools and frameworks of legislative resolution instruments that lead to long-term reconciliation and peace thereby reducing the rate of disputes in employment relations in South Africa as well as Nigeria. A non-experimental descriptive research design that utilises a survey approach was adopted in the study. The research employed a mixed-method approach, that is, qualitative and quantitative data collection methods. A total of 400 questionnaires were distributed to respondents in two organisations, 200 for each organisation in Nigeria, and South Africa respectively via online google forms. A total of 363 responses were returned for the quantitative data collection while a total of 20 respondents participated in online interviews as part of the qualitative data collection. Thus, the final aggregate sample size for this research was 383 participants. Results from the study indicated that the conflict resolution mechanism in South Africa functioned successfully compared to that of the counterpart organisation in Nigeria. Moreover, the study revealed that South Africa has a developed apparatus for managing industrial conflicts. possibly in Africa as a whole. This was found to be xi because of how the South African government rigidly pitched a high labour legislative framework and requirement concerning labour conflict resolution. This is intended to create a conducive and harmonious labour relations environment. It is assumed that introducing a similar legislative framework into Nigeria’s labour relations environment will also foster a more harmonious relationship amongst the parties and social partners. Finally, the study proposes and recommends that host environments of multinational corporations in Africa must continuously review their conflict resolution frameworks so that it serves as a guide for the operations of multinational companies that come to their countries. In addition, the study highlights that such mechanisms must make provision for opportunities for employees to feel that they are heard through sincere dialogue processes and effective communication channels between employers and employees. Overall, the study recommends that accommodating and congruent conflict resolution strategies must be encouraged among members of staff to facilitate a nonviolent labour relations atmosphere.

Submitted by Ricardo Cedraz Duque Moliterno (ricardo.moliterno@uefs.br) on 2018-07-17T00:13:21Z No. of bitstreams: 1 Disserta??o de Mestrado_ ?ltima Vers?o_Anna Matos.pdf: 1308653 bytes, checksum: 7aa811f69a72e7b65e1034a61ada6828 (MD5) / Made available in DSpace on 2018-07-17T00:13:21Z (GMT). No. of bitstreams: 1 Disserta??o de Mestrado_ ?ltima Vers?o_Anna Matos.pdf: 1308653 bytes, checksum: 7aa811f69a72e7b65e1034a61ada6828 (MD5) Previous issue date: 2017-06-09 / Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior - CAPES / Objective: Describe the employment bond of health workers in Medium complexity heath. Method: This is a cross-sectional and descriptive study, integrant of a multicenter research ?Working conditions, employment conditions and health workers health in Bahia?, realized in Medium complexity services and in the cities of Feira de Santana, Santo Antonio de Jesus and Itabuna, in 2011 to 2012.. The study population was composed by 1,290 health workers. The instrument used was elaborated through literature revision and studies focused on health conditions and health workers job and tested by a pilot study. The dependent variable of this study is the type of employment, obtained by the question: ?Is your employment, nowadays:? categorized in formal and informal. The data was analyzed by means of descriptive statistics, applying the absolute and relative frequencies of the descriptors variables according to the types of bonds. The analysis was realized on the program Statistics Package for Social Sciences (SPSS) for Windows version 20.0. Results: The analysis showed that the socio-demographic variables, life habits, occupational, work conditions and domestic work when calculated by employment, informal workers are in more precarious situations presenting vulnerability situations, what is presented by the absence of the labor rights and precarious job conditions Final considerations: The job precariousness situation contributes to the worker falling ill, although they tell that have quality of live. This transitory relation seems to attack not only the workers? health, but the work process itself by the discontinuing of care generated by the high staff turnover, or interdependency of the precarious bonds. / Objetivo: Descrever o v?nculo de trabalho entre trabalhadores da sa?de da m?dia complexidade. M?todo: Trata-se de um estudo de corte transversal, descritivo, integrante da pesquisa multic?ntrica ?Condi??es de trabalho, condi??es de emprego e sa?de dos trabalhadores da sa?de na Bahia?, realizados nos servi?os de M?dia Complexidade e nos munic?pios de Feira de Santana, Santo Ant?nio de Jesus e Itabuna, nos anos 2011 e 2012. A popula??o do estudo foi constitu?da por 1.290 trabalhadores da sa?de. O instrumento utilizado foi elaborado a partir de revis?o de literatura e estudos com foco em condi??es de sa?de e trabalho dos trabalhadores de sa?de e foi testado por um estudo piloto. A vari?vel dependente do estudo ? o tipo de v?nculo de trabalho, obtido pela quest?o: ?Seu v?nculo de trabalho atual ?:? categorizado em trabalho formal e informal. Os dados foram analisados por meio da estat?stica descritiva, empregando as frequ?ncias absolutas e relativas das vari?veis descritoras de acordo com o tipo de v?nculo. A an?lise foi realizada no programa StatisticsPackage for Social Sciences (SPSS) for Windows vers?o 20.0. Resultados: A an?lise mostrou que as vari?veis sociodemogr?ficas, h?bitos de vida, ocupacionais, condi??es de trabalho e trabalho dom?stico quando calculadas por v?nculo de trabalho, os trabalhadores informais est?o em situa??es mais prec?rias, apresentaram situa??o de vulnerabilidade, que est? representada pela aus?ncia dos direitos trabalhistas e condi??es prec?rias de trabalho. Considera??es finais: A situa??o da precariza??o do trabalho contribui para o adoecimento do trabalhador, embora eles autorrefiram terem qualidade de vida. Essa rela??o transit?ria parece n?o somente acometer a sa?de dos trabalhadores, mas tamb?m o processo de trabalho em si pela descontinuidade do cuidado gerada pela alta rotatividade, ou imperman?ncia dos v?nculos prec?rios.