This thesis studies the role of new firms in the labour market and uses Swedish data to analyze labour mobility in new firms, including both transitions of workers into and from new firms. In particular, it focuses on employees’ wages in new firms and post-new firm employment labour market outcomes as transitions into long-term employment and entrepreneurship.  This thesis consists of four essays. The first two essays concern labour mobility into new firms. The last two essays focus on post-new firm employment mobility. The first essay explores the role of new firms as an entry point into the labour market for individuals with little (or no) labour market experience. The findings show that the wage penalty found in previous research, which includes more heterogeneous groups of employees, decreases once the focus is solely on labour market entrants.  The second essay investigates whether there is a wage penalty for being employed at a new firm if the individual employee’s experience and status in the labour market are taken into account; this essay focuses on individuals who decide to switch jobs. The findings show that there is a wage penalty for being employed at a new firm; however, considering a random selection into new firms may underestimate the wage differentials. The third essay studies the role that new firms play for the career path of their employees. In particular, this paper analyzes whether short-term employment in new firms (employment lasting less than one year) may serve as a stepping stone toward long-term employment (at least two years of employment with the same employer) for non-employed individuals. The findings indicate that short-term employment in new firms may serve as a stepping stone toward long-term employment. The fourth paper examines the new firm effect on entrepreneurship, which the findings indicate is positive and statistically significant; this effect remains even after controlling for a worker's ability and shows that employees with both high and low levels of ability may transition to entrepreneurship. / <p>QC 20160916</p>

The Swedish market for vehicle inspection is re-regulated since June 2010. More than four years after the re-regulation there are eight companies in the market. Two of these companies are a result of the former monopolist's owners divided the business among themselves. The remaining six companies have entered the market through acquisitions or by building up their business from scratch, these are known as new entrants in the study. The competition has developed slowly and the former monopolist still has the highest market share. Industry conditions are to say the least special because the companies and technicians have to have individual licenses in the form of accreditation and certification, which causes high establishment barriers. The study has the aim of contributing to the knowledge of new entrants on the re-regulated vehicle inspection market. In particular, the new entrant’s establishment and their strategic choices are studied to find out how they act to market conditions in order to create competitive advantages. The study is based on four questions: Main Question: How do new entrants create competitive advantages in the vehicle inspection market? Sub query 1: How’s the new entrants view on the competitive situation? Sub query 2: How do the new entrants establish their station-/s? Sub query 3: What strategies do the new entrants use to strengthen its position against competitors? The essay is based on an empirical survey and is designed as a case study with four units of analysis that represent four new inspection companies in the market for vehicle inspection. Data were collected through interviews with people in key positions of the four companies, as well with a person of the authority whose task is to monitor market developments, namely the Transport Agency. Furthermore, also documents issued by the authorities and new entrants were reviewed. The conclusions that the study has come up with is that the new entrants create competitive advantages through a favorable placement of stations, a bit outside the city center. The strict regulation doesn’t allow the new entrants to create competitive advantages through new or modified inspection services. Based on these regulations the new entrants are trying to attract customers through enhanced service and additional services to the inspection. They try to create a total offering to the customer where the obligatory inspection service is included.

No description available.

Emotional intelligence is a relatively new and growing area of behavioural research, which stimulated the imagination of the general public, the commercial world and the scientific community. Only a few studies have been done on the relationship between emotional intelligence and academic performance. The objective of this study was to determine the relationship of emotional intelligence, optimism, life satisfaction and self-efficacy, as well as the validity and reliability of these measures on a sample of university students. Further objectives included conceptualising emotional intelligence, optimism, life satisfaction, self-efficacy, wellbeing and academic performance and determining the validity and reliability of the 33-item measurement of emotional intelligence (SEIS) for a sample of potential future employees in economical sciences professions. The results obtained from this study will help organisations determine the level of emotional intelligence and well-being of their future workforce, in order to implement certain interventions to improve it. A cross-sectional survey design was used for this study. A sample of 341 students was used for this study, but only 324 of the responses could be utilised. The participants (N = 324) were students within the field of economics. 1 17 Students were from the Vanderbijlpark Campus and 207 students were from the Potchefstroom Campus. The Schutte Emotional Intelligence Scale, Life Orientation Test Revised, Satisfaction with Life Scale, and the General Perceived Self- Efficacy Scale were administered. Descriptive and inferential statistics were used to analyse the statistical data. The results obtained from the SEIS proved this measuring instrument to be valid and reliable. By using the multiple linear regression analysis approach, a six dimensional factor structure for emotional intelligence among students emerged, which supported earlier conceptions in this regard. The results showed that Interpersonal factors consisted of Positive Affect, Emotions-Others, Happy Emotions, Emotions-Own, Non-Verbal Emotions and Emotional Control. Intrapersonal factors consisted of Self-Efficacy, Life Satisfaction and Optimism. Self-efficacy, Life satisfaction, Optimism, Pessimism, Positive Affect, Emotion-Others, Happy Emotions, Emotion-Own, Non-Verbal Emotions and Emotional Control, predict 16% of the variance in Academic Performance. Significant predictors of Academic Performance are Life Satisfaction, Optimism, Pessimism and Emotions-Others. A second order factor analysis was done on the factors of the SEIS, LOT-R, GPSES, and the SWLS. Two factors were extracted explaining 50,95% of the variance. These factors were called Interpersonal Factors and Intrapersonal Factors. On the Intrapersonal Factor, the following factors loaded: Emotions-Others, Happy Emotions, Emotions-Own and Non-Verbal Emotions. Self-Efficacy, Life Satisfaction and Optimism, Positive Affect and Emotional Control loaded on the Interpersonal Factor. It is evident from the above that psychological well-being consisted out of two dimensions namely Interpersonal and Intrapersonal aspects. Positive Affect is significantly positively related (large effect) to Optimism and Self-Efficacy and significantly positive related (medium effect) to Emotions-Others, Happy Emotions, Emotions-Own, Non-Verbal Emotions and Emotional Control. Emotions-Others is significantly positively related (medium effect) to Happy Emotions, Emotions-Own and Self-Efficacy. Happy Emotions is significantly positively related (medium effect) to Emotions-Own, Non-Verbal Emotions, Emotional Control, Optimism and Self-Efficacy. Emotions-Own is significantly positively related (medium effect) to Non-verbal Emotions, Emotional Control, Optimism and Self-Efficacy. Non-verbal Emotions significantly positively related (medium effect) to Emotional Control and Self-Efficacy. Emotional Control significantly positively related (large effect) to Self-Efficacy and significantly positively related (medium effect) to Optimism and Life Satisfaction. Optimism significantly positively related (medium effect) to Life Satisfaction and Self-Efficacy. Pessimism is significantly negatively related (medium effect) to Life Satisfaction and Self- Efficacy. Life satisfaction is significantly positively related (medium effect) to Self-Efficacy and Academic Performance. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Au début des années 2000, le secteur électronique apparaissait encore comme un secteur d'avenir incorporant les nouvelles technologies les plus prometteuses. Pourtant, un constat semble s'imposer depuis : les entreprises japonaises, leaders du secteur depuis les années 1980, rencontrent de sérieuses difficultés pour réaliser un niveau de profit acceptable et perdent continuellement leurs parts de marché au profit de firmes provenant de pays émergents. Doit-on revoir le lien qui lie mutations technologiques et profit ? Doit-on repenser la relation entre le positionnement des leaders et la rentabilité ? Nous aborderons ces questions en nous appuyant notamment sur la mutation technologique que représente l'arrivée du numérique. Nous verrons que cette technologie a de nombreuses conséquences sur les structures du secteur EGP (du fait de la "modularité" de l‟architecture des produits, de la "convergence" des marchés et des fonctions et de la "reproductibilité" des innovations) et que cela transforme les enjeux concurrentiels de ce secteur. Parallèlement, nous aborderons le problème de la rentabilisation de l'innovation qui est au cœur des stratégies des firmes. Autour de cette question, nous réaliserons des études de cas de firmes représentatives (Sony, Panasonic, Samsung et Sharp) ; nous nous appuyons sur les stratégies différentes qui dépendent du positionnement des firmes (les leaders/suiveurs) et de la finalité des celles-ci (les innovateurs/imitateurs).

Emotional intelligence is a relatively new and growing area of behavioural research, which stimulated the imagination of the general public, the commercial world and the scientific community. Only a few studies have been done on the relationship between emotional intelligence and academic performance. The objective of this study was to determine the relationship of emotional intelligence, optimism, life satisfaction and self-efficacy, as well as the validity and reliability of these measures on a sample of university students. Further objectives included conceptualising emotional intelligence, optimism, life satisfaction, self-efficacy, wellbeing and academic performance and determining the validity and reliability of the 33-item measurement of emotional intelligence (SEIS) for a sample of potential future employees in economical sciences professions. The results obtained from this study will help organisations determine the level of emotional intelligence and well-being of their future workforce, in order to implement certain interventions to improve it. A cross-sectional survey design was used for this study. A sample of 341 students was used for this study, but only 324 of the responses could be utilised. The participants (N = 324) were students within the field of economics. 1 17 Students were from the Vanderbijlpark Campus and 207 students were from the Potchefstroom Campus. The Schutte Emotional Intelligence Scale, Life Orientation Test Revised, Satisfaction with Life Scale, and the General Perceived Self- Efficacy Scale were administered. Descriptive and inferential statistics were used to analyse the statistical data. The results obtained from the SEIS proved this measuring instrument to be valid and reliable. By using the multiple linear regression analysis approach, a six dimensional factor structure for emotional intelligence among students emerged, which supported earlier conceptions in this regard. The results showed that Interpersonal factors consisted of Positive Affect, Emotions-Others, Happy Emotions, Emotions-Own, Non-Verbal Emotions and Emotional Control. Intrapersonal factors consisted of Self-Efficacy, Life Satisfaction and Optimism. Self-efficacy, Life satisfaction, Optimism, Pessimism, Positive Affect, Emotion-Others, Happy Emotions, Emotion-Own, Non-Verbal Emotions and Emotional Control, predict 16% of the variance in Academic Performance. Significant predictors of Academic Performance are Life Satisfaction, Optimism, Pessimism and Emotions-Others. A second order factor analysis was done on the factors of the SEIS, LOT-R, GPSES, and the SWLS. Two factors were extracted explaining 50,95% of the variance. These factors were called Interpersonal Factors and Intrapersonal Factors. On the Intrapersonal Factor, the following factors loaded: Emotions-Others, Happy Emotions, Emotions-Own and Non-Verbal Emotions. Self-Efficacy, Life Satisfaction and Optimism, Positive Affect and Emotional Control loaded on the Interpersonal Factor. It is evident from the above that psychological well-being consisted out of two dimensions namely Interpersonal and Intrapersonal aspects. Positive Affect is significantly positively related (large effect) to Optimism and Self-Efficacy and significantly positive related (medium effect) to Emotions-Others, Happy Emotions, Emotions-Own, Non-Verbal Emotions and Emotional Control. Emotions-Others is significantly positively related (medium effect) to Happy Emotions, Emotions-Own and Self-Efficacy. Happy Emotions is significantly positively related (medium effect) to Emotions-Own, Non-Verbal Emotions, Emotional Control, Optimism and Self-Efficacy. Emotions-Own is significantly positively related (medium effect) to Non-verbal Emotions, Emotional Control, Optimism and Self-Efficacy. Non-verbal Emotions significantly positively related (medium effect) to Emotional Control and Self-Efficacy. Emotional Control significantly positively related (large effect) to Self-Efficacy and significantly positively related (medium effect) to Optimism and Life Satisfaction. Optimism significantly positively related (medium effect) to Life Satisfaction and Self-Efficacy. Pessimism is significantly negatively related (medium effect) to Life Satisfaction and Self- Efficacy. Life satisfaction is significantly positively related (medium effect) to Self-Efficacy and Academic Performance. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Although energy transition is considered one of the main challenges of our time, little attention has traditionally been paid to the actors participating in this transition, such as the producers of renewable electricity. Previous energy policy literature and policy- makers have assumed that these producers are incumbent actors of the current energy system, that is to say, large utilities producing both renewable and fossil-fueled electricity. In reality, new types of producers are entering the renewable electricity production market, without much (if any) previous experience in that industry. This Licentiate thesis studies the new entrants of renewable electricity production in order to identify their motives, their responses to policies, and their ways of implementing their projects. This is conducted through the analysis of 37 cases of new entrants in Sweden. A theoretical background, a complete description of the methods, and an overall presentation of the findings are presented in the first part of the thesis, and in the second part of the thesis, four scientific papers studying the new entrants of renewable electricity production from complementary theoretical approaches are presented. Results show that the new entrant group is heterogeneous in several ways. They have different motives, they are affected by different drivers and pressures, and they are faced with different challenges during their entry processes. Despite that, their share of investments represents the majority of those currently being made in renewable electricity production in Sweden. Based on these results, policy implications are drawn and, in particular, the need for policy-makers and energy policy literature to acknowledge the particularities of the new entrants is highlighted.

民國80年代起，國營事業配合民營化政策停止新進人員進用，至民國90年代才陸續恢復，近年來，政府為改善國營事業人力結構，加速人力新陳代謝，積極規劃鬆綁國營事業用人制度並持續招考員工。國營事業新進員工的工作滿意與組織承諾對於所屬國營事業未來的發展及經營將具有極大的影響，更關係到組織的效率和競爭力。因此本研究以國營事業新進人員工作滿意、組織承諾為探討重點，同時就國營事業新進人員之個人背景變項與工作滿意、組織承諾作相關分析，並探討國營事業新進人員之工作滿意度對於組織承諾之影響，以問卷調查的方式進行資料蒐集。經分析問卷調查結果後發現： 一、不同「服務年資」、「人員類別」及「工作職務」的國營事業新進人員在工作滿意部分構面上有顯著差異。 二、不同「年齡」、「服務年資」、「人員類別」及「工作職務」的國營事業新進人員在組織承諾部分構面上有顯著差異。 三、國營事業新進人員工作滿意對組織承諾具有顯著的相關性，且呈現非常高度正相關。 四、國營事業新進人員之工作滿意各構面對組織承諾各構面部分達到顯著的正向效果－「內在滿意」、「外在滿意」與「一般滿意」對價值承諾之影響均呈現顯著的正向效果，「內在滿意」與「一般滿意」對努力承諾之影響亦呈現顯著的正向效果，「內在滿意」與「外在滿意」對留職承諾之影響同為顯著的正向效果。 依據相關研究分析結果提出建議供國營事業主管機關、國營事業機構及新進人員參考，以提升新進人員的工作滿意及組織承諾。 / In the 1990s, state-owned enterprises stopped the use of new entrants in cooperation with the privatization policy and only gradually recovered in the 2000s. In recent years, the government has been working hard to improve the manpower structure of state-run enterprises and speed up manpower metabolism by systematically planning to loosen the employment system of state-owned enterprises Employee. The job satisfaction and organizational commitment of new entrants in state-owned enterprises will have a tremendous impact on the future development and operation of the state-owned enterprises to which they belong, and more on the efficiency and competitiveness of the organization. Therefore, this study is satisfied with the work of new personnel in state-owned enterprises, the organization promises to explore the key points, at the same time, it analyzes the individual background changes of variables and job satisfaction, organizational commitment and the job satisfaction of the newly recruited state- The impact of commitment, and to conduct a questionnaire survey data collection. After the analysis of the survey results found: 1.There are significant differences in terms of job satisfaction among the newly recruited state-owned enterprises with different "years of service", "categories of personnel" and "job titles". 2.The new staff of state-owned enterprises with different "age", "seniority", "type of personnel" and "job title" have significant differences in the organizational commitment aspects. 3.Job satisfaction of newly recruited state-owned enterprises has significant correlation with organizational commitment and shows a very high degree of positive correlation. 4.Job Satisfaction of New Staff in State-owned Enterprises Achieve Significant Positive Effect on Various Facets of Organizational Commitment. Based on the results of the relevant research and analysis, suggestions are made for the reference of the competent state-run business administrations, state-owned institutions and newly recruited personnel so as to enhance the job satisfaction and organizational commitment of the newly recruited staff.

Innerhalb des Faches ‚Auslandsgermanistik‘ existieren bislang keine einheitlichen überschaubaren Richtlinien und Handlungsschritte für die Lehre des berufsorientierten Übersetzens auf allen sprachlichen Leistungsniveaus in Fremdsprachenstudien. Trotz der Einbeziehung der Sprachmittlung in den Gemeinsamen Europäischen Referenzrahmen (GER), ist hier ein professioneller Gebrauch der sprachmittlerischen Fertigkeiten in der Auslandsgermanistik nicht einbezogen (Fitzpatrick 1997:66). Daraus folgt die noch existierende Trennung der Fertigkeiten, die in den Fächern Übersetzungswissenschaft und Fremdsprachenstudien (im konkreten Fall hier: Auslandsgermanistik) zu trainieren sind. Weitere Folgen solcher Abgrenzungen lassen sich in einem sich noch entwickelnden Land wie Nigeria finden. In diesem Land gibt es aufgrund der Nichtverfügbarkeit von qualifizierten Lehrenden im Fach ‚Übersetzen‘ (de-en, en-de) keine funktionale Übersetzerausbildung, es fehlt auch eine Berufsorientierung im Germanistikstudium für nigerianische Germanistikstudierende. Außerdem bedürfen die Wirtschaftsbeziehungen zwischen Nigeria und Deutschland einer funktionierenden und belastbaren ‚Arbeitsbühne‘, die die Weiterentwicklung der Wirtschaft im Bereich der sprachlichen Dienstleistungen fördert und nicht, wie bisher, einschränkt. In dieser Dissertation wurde daher untersucht, wie das berufliche Übersetzen im Rahmen einer berufsbezogenen Fremdsprachlehre eingebunden werden kann. Am Beispiel des Germanistikstudiengangs in Nigeria lässt sich das anpassungsfähige Modell eines berufspraktischen Lehrplans zum Übersetzen ‚VOTT‘ als Zusatz zu den schon bestehenden Lehrplänen entwickeln.

Innerhalb des Faches ‚Auslandsgermanistik‘ existieren bislang keine einheitlichen überschaubaren Richtlinien und Handlungsschritte für die Lehre des berufsorientierten Übersetzens auf allen sprachlichen Leistungsniveaus in Fremdsprachenstudien. Trotz der Einbeziehung der Sprachmittlung in den Gemeinsamen Europäischen Referenzrahmen (GER), ist hier ein professioneller Gebrauch der sprachmittlerischen Fertigkeiten in der Auslandsgermanistik nicht einbezogen (Fitzpatrick 1997:66). Daraus folgt die noch existierende Trennung der Fertigkeiten, die in den Fächern Übersetzungswissenschaft und Fremdsprachenstudien (im konkreten Fall hier: Auslandsgermanistik) zu trainieren sind. Weitere Folgen solcher Abgrenzungen lassen sich in einem sich noch entwickelnden Land wie Nigeria finden. In diesem Land gibt es aufgrund der Nichtverfügbarkeit von qualifizierten Lehrenden im Fach ‚Übersetzen‘ (de-en, en-de) keine funktionale Übersetzerausbildung, es fehlt auch eine Berufsorientierung im Germanistikstudium für nigerianische Germanistikstudierende. Außerdem bedürfen die Wirtschaftsbeziehungen zwischen Nigeria und Deutschland einer funktionierenden und belastbaren ‚Arbeitsbühne‘, die die Weiterentwicklung der Wirtschaft im Bereich der sprachlichen Dienstleistungen fördert und nicht, wie bisher, einschränkt. In dieser Dissertation wurde daher untersucht, wie das berufliche Übersetzen im Rahmen einer berufsbezogenen Fremdsprachlehre eingebunden werden kann. Am Beispiel des Germanistikstudiengangs in Nigeria lässt sich das anpassungsfähige Modell eines berufspraktischen Lehrplans zum Übersetzen ‚VOTT‘ als Zusatz zu den schon bestehenden Lehrplänen entwickeln.