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This dissertation examines four disadvantaged groups in the labour market from a variety of perspectives. Specifically, I looked into older workers, younger workers, nonstandard workers and female workers. In the first chapter, I examine the effects of Ontario eliminating mandatory retirement in 2006 on the labour force participation of older workers and the unemployment of younger workers. My second chapter examines the relationship between nonstandard employment and the subsequent workplace profitability. In my final chapter, I examine the interaction effect of employment status and gender on the issue of work hour mismatches. The first chapter examines the impact of recent labour policy change at a national/provincial level. I find positive and significant effects for the labour force participation rate of older workers in Ontario in the five years following the legislation change of banning mandatory retirement in Onatrio. Similar results are found for both men and women; however, the magnitude of this effect is somewhat smaller for men. In addition, the empirical analysis also reveals a short-run rise in the unemployment rate of younger workers. The second chapter examines the financial implication of nonstandard employment at an organizational level. The results suggest that nonstandard employment is positively associated with subsequent workplace profitability, after controlling for factors that might also affect profitability. Moreover, this significant positive relationship between nonstandard employment and subsequent profitability is primarily driven by capital intensive manufacturing, the real estate/rental/leasing, the retail/trade/consumer service, and the education and health services industries as well as smaller workplaces. Larger workplaces and the rest of the private sector do not display significant results. The final chapter looks into how employment status and gender systematically impact work hour preferences at an individual level. The findings indicate that there is a significant interaction effect between nonstandard employment and gender. Female nonstandard workers prefer to work more hours. Male workers, both nonstandard and standard, are more likely to prefer to work fewer or the same hours. These results conform to labour market trend of increasing labour force participation rates of females and a declining trend among males.

This dissertation examines four disadvantaged groups in the labour market from a variety of perspectives. Specifically, I looked into older workers, younger workers, nonstandard workers and female workers. In the first chapter, I examine the effects of Ontario eliminating mandatory retirement in 2006 on the labour force participation of older workers and the unemployment of younger workers. My second chapter examines the relationship between nonstandard employment and the subsequent workplace profitability. In my final chapter, I examine the interaction effect of employment status and gender on the issue of work hour mismatches. The first chapter examines the impact of recent labour policy change at a national/provincial level. I find positive and significant effects for the labour force participation rate of older workers in Ontario in the five years following the legislation change of banning mandatory retirement in Onatrio. Similar results are found for both men and women; however, the magnitude of this effect is somewhat smaller for men. In addition, the empirical analysis also reveals a short-run rise in the unemployment rate of younger workers. The second chapter examines the financial implication of nonstandard employment at an organizational level. The results suggest that nonstandard employment is positively associated with subsequent workplace profitability, after controlling for factors that might also affect profitability. Moreover, this significant positive relationship between nonstandard employment and subsequent profitability is primarily driven by capital intensive manufacturing, the real estate/rental/leasing, the retail/trade/consumer service, and the education and health services industries as well as smaller workplaces. Larger workplaces and the rest of the private sector do not display significant results. The final chapter looks into how employment status and gender systematically impact work hour preferences at an individual level. The findings indicate that there is a significant interaction effect between nonstandard employment and gender. Female nonstandard workers prefer to work more hours. Male workers, both nonstandard and standard, are more likely to prefer to work fewer or the same hours. These results conform to labour market trend of increasing labour force participation rates of females and a declining trend among males.

BACKGROUND: The prevalence and burden of cardiovascular disease (CVD) is a concern. While CVD events will occur later in a woman’s life, modifiable risk factors for CVD occur earlier during adult years. While, there is strong evidence linking modifiable risk factors to CVD, the influence of the work environment on CVD risk is poorly understood. OBJECTIVES: The study objectives were to: 1) determine the prevalence of cardiovascular risk indicators; 2) determine the relationships between work patterns and lifestyle behaviours in female hospital workers; 3) determine the relationships between work patterns and cardiovascular risk indicators; and 4) determine the relationships between work patterns, lifestyle behaviours and cardiovascular risk while controlling for covariates. METHODS: Participants were female hospital workers (N= 466) from 2 hospital sites in Southeastern Ontario. Cardiovascular risk data were obtained through anthropometric measurements, blood sampling and self-report. Work pattern data were collected through self-report and linked with hospital administrative work data. Lifestyle behaviour data were obtained through self-report using validated questionnaires. Metabolic syndrome was classified in accordance with the National Cholesterol Education Program Adult Treatment Panel (NCEP ATP) (III) guidelines. RESULTS: Approximately 1 in 4 female participants had the metabolic syndrome, with elevated waist circumference being the most common CVD risk factor. After adjustments, the multivariate analysis found a few key significant associations between irregular work patterns, specifically extended shifts and CVD risk, specifically elevated systolic and diastolic blood pressure. However, consistent with the literature, the bivariate analyses revealed that after 6 or more years of shift work, female workers were more likely to develop the metabolic syndrome (OR 1.9, 95% CI 1.12, 3.17) and abdominally obesity (OR = 2.0, 95% CI, 1.31, 3.11). CONCLUSIONS: The findings from this study suggest that generally work patterns do not influence the development of unhealthy behaviours and cardiovascular risk factors, although a few key exceptions exist. Further research is needed to elucidate the mechanisms linking harmful and protective work pattern characteristics to CVD risk. Given the prevalence of abdominal obesity and overall CVD risk, hospital decision makers need to consider cardiovascular health within healthy workplace initiatives as the healthcare workforce is aging. / Thesis (Master, Nursing) -- Queen's University, 2009-09-24 18:39:03.718

Cette thèse porte sur les ouvrières en France des années 1968 au très contemporain. Elle s’appuie principalement sur deux entreprises, Chantelle et Moulinex, et leurs usines de Saint-Herblain (Loire Atlantique) et Alençon (Basse Normandie), respectivement. Elle s’intéresse à la formation d’une génération d’ouvrières, la génération 1968. Celles-ci, embauchées au début des années 1970, traversent ensemble la séquence historique de l’« insubordination ouvrière », puis vieillissent ensemble avant de se trouver licenciées dans les années 1990 ou 2000. La formation de cette génération s’inscrit dans un contexte de bouleversement de l’organisation de la production et de diffusion des féminismes à l’usine, qui affectent la division sexuée du travail – salarié et domestique. En réponse, les gouvernements successifs et le patronat développent les discours paradoxaux de la conciliation entre vie familiale et vie professionnelle d’une part et de l’égalité professionnelle de l’autre. L’étude des pratiques des ouvrières à l’usine vise à montrer si, et comment, les ouvrières parviennent à prendre la parole dans les sphères publique et privée, et dans quelle mesure, pour ce faire, elles déploient une agency particulière qui rend possible des reconfigurations dans les normes de classe et de genre. Tandis que les grèves, les pratiques quotidiennes communes et l’émergence de syndicalistes à l’usine favorisent la formation des figures des filles de Chantelle et des ouvrières de Moulinex, les fermetures d’usine interrompent brutalement cette dynamique et atomisent ces collectifs. Dès lors, chaque licenciée n’est plus qu’une ancienne de, qui cherche à se reconvertir, explorant alors différentes pistes y compris culturelles, de façon à juguler la souffrance du licenciement. / This dissertation examines female workers in France from 1968 to the near present. It concentrates primarily on two companies, Chantelle and Moulinex, and their factories Saint-Herblain (Loire Atlantique) and Alençon (Basse Normandie), respectively. The dissertation concerns the formation of a generation of female workers, “the generation of 1968.” These workers, hired at the beginning of the 1970s, together traversed the historic sequence of “worker insubordination,” then aged together before finding themselves fired in the 1990s or 2000s. The development of this generation is inscribed in the context of the changes of the organization of production and of the diffusion of feminisms at the factory, which affected the sexed division of labor - salaried and domestic. In response, the successive governments and the employers developed paradoxical discourses of conciliation between family and professional life on the one hand, and professional equality on the other. The study of worker practices in the factory aims to reveal if, and how, the workers managed to speak out in the public and private spheres, and in what measure. In order to do so, they deployed a particular agency that made possible reconfigurations of norms of class and gender. Whereas the strikes, the common everyday practices, and the emergence of unions at the factory fostered the formation of the figures of girls of Chantelle and the female workers of Moulinex, the closings of the factories brutally interrupted this dynamic and atomized these collective identities. Therefore, each fired worker became no more than an old of, who searched to adapt, exploring different paths (including cultural) as ways to curb the pain of dismissal.

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The roles of females have changed significantly over the past years as females increasingly are entering the labour market in South Africa. This resulted in females having to fulfil multiple roles simultaneously, for example being mother, wife and employee. Therefore the statement can be made that females have a work life and a family life to contend with. This can be enriching, seeing that these domains can generate experiences and resources, which females can use in other domains to enhance the quality. The general objective of this study was to explore various relationships that females experience between work resources, home resources, work engagement, family engagement and work-family enrichment. A cross-sectional survey design was used in this study. A combined purposive and convenience non-probability sample of female workers (N = 420) was taken across the spectrum of several industries in South Africa. Measuring instruments were used for biographical characteristics, work resources (self-developed), home resources (self-developed), work-family enrichment (MACE Work-Family Enrichment Instrument), work engagement (Utrecht Engagement Scale) and family engagement (adapted Utrecht Work Engagement Scale). Omegas and Cronbach’s alpha coefficients were used to determine the reliability of the findings, while correlations were employed to identify significant relationships between the constructs. The dual work-family enrichment models and the mediating effect of the various dimensions of work-to-family enrichment, as well as family-to-work enrichment, were also tested by the Mplus statistical programme. Two models in which work-family enrichment and family-work enrichment act as mediators were also tested. The results indicated a positive statistical significant relationship between work resources, and work-family enrichment; also between home resources, and family-work enrichment; and between work-family enrichment and work engagement. However, a very small, but statistical significant, relationship was shown to exist between family-work enrichment and family engagement. Work-family enrichment also mediated the relationship, with a large effect, between work resources, with work engagement as outcome and family-work enrichment mediated the relationship, with a small effect, between home resources, with family engagement as outcome. Recommendations were made for organisations to follow up and for future research on the topic. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

The roles of females have changed significantly over the past years as females increasingly are entering the labour market in South Africa. This resulted in females having to fulfil multiple roles simultaneously, for example being mother, wife and employee. Therefore the statement can be made that females have a work life and a family life to contend with. This can be enriching, seeing that these domains can generate experiences and resources, which females can use in other domains to enhance the quality. The general objective of this study was to explore various relationships that females experience between work resources, home resources, work engagement, family engagement and work-family enrichment. A cross-sectional survey design was used in this study. A combined purposive and convenience non-probability sample of female workers (N = 420) was taken across the spectrum of several industries in South Africa. Measuring instruments were used for biographical characteristics, work resources (self-developed), home resources (self-developed), work-family enrichment (MACE Work-Family Enrichment Instrument), work engagement (Utrecht Engagement Scale) and family engagement (adapted Utrecht Work Engagement Scale). Omegas and Cronbach’s alpha coefficients were used to determine the reliability of the findings, while correlations were employed to identify significant relationships between the constructs. The dual work-family enrichment models and the mediating effect of the various dimensions of work-to-family enrichment, as well as family-to-work enrichment, were also tested by the Mplus statistical programme. Two models in which work-family enrichment and family-work enrichment act as mediators were also tested. The results indicated a positive statistical significant relationship between work resources, and work-family enrichment; also between home resources, and family-work enrichment; and between work-family enrichment and work engagement. However, a very small, but statistical significant, relationship was shown to exist between family-work enrichment and family engagement. Work-family enrichment also mediated the relationship, with a large effect, between work resources, with work engagement as outcome and family-work enrichment mediated the relationship, with a small effect, between home resources, with family engagement as outcome. Recommendations were made for organisations to follow up and for future research on the topic. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

Made available in DSpace on 2016-04-25T20:21:47Z (GMT). No. of bitstreams: 1 Ana Tercia Sanches.pdf: 2707921 bytes, checksum: d503dddda83ffac2404748fe5ac71502 (MD5) Previous issue date: 2006-12-01 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This dissertation deals with the processes of outsourcing in the banking sector from the 90's to 2002, as part of the processes of productive reorganization. These processes mean that new forms of production administration and managing the work force have been created and they have changed both working relationships and working conditions for those who work for contracted out companies. This study intends to show that contracted out workers, although part of the bank production system, are not actually part of the banks. The expansion of the automation and the innovations in information technology facilitated the implementation of the processes of outsourcing in paper check clearing process and the bank's back office operations. Contracted out workers do not have workers' rights and are not protected by employment legislation. These changes demand rethinking of union dynamics as they pose new challenges to trade union officers because they directly interfere with the organization and representation of contracted out workers / Essa dissertação trata dos processos de terceirização no setor bancário na década de 90 até o ano de 2002 articulados aos processos de reestruturação produtiva. Esses processos implicam reconfigurações nas formas de gestão da produção e na gestão da força de trabalho, promovendo alterações nas relações de emprego e nas condições de trabalho, vividas cotidianamente por trabalhadoras e trabalhadores, contratados pelas empresas terceirizadas. Busca-se mostrar que os terceirizados que trabalham para os bancos, apesar de fazerem parte dos seus fluxos de produção, estão fora dos bancos, atuando nas empresas terceirizadas. A expansão da automação e as inovações nos sistemas de informação vieram facilitar a implementação dos processos de terceirização na atividades de Retaguarda e Compensação nos bancos. Os chamados terceirizados não têm, assim, acesso aos direitos trabalhistas conquistados, há anos, pelos trabalhadores em bancos. Essas mudanças exigem um rearranjo da dinâmica sindical, na medida em que interferem diretamente na organização e representação dos terceirizados, colocando novos desafios e dilemas, para os dirigentes e militantes

Made available in DSpace on 2016-04-26T14:56:13Z (GMT). No. of bitstreams: 1 Ana Tercia Sanches.pdf: 2707921 bytes, checksum: d503dddda83ffac2404748fe5ac71502 (MD5) Previous issue date: 2006-12-01 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This dissertation deals with the processes of outsourcing in the banking sector from the 90's to 2002, as part of the processes of productive reorganization. These processes mean that new forms of production administration and managing the work force have been created and they have changed both working relationships and working conditions for those who work for contracted out companies. This study intends to show that contracted out workers, although part of the bank production system, are not actually part of the banks. The expansion of the automation and the innovations in information technology facilitated the implementation of the processes of outsourcing in paper check clearing process and the bank's back office operations. Contracted out workers do not have workers' rights and are not protected by employment legislation. These changes demand rethinking of union dynamics as they pose new challenges to trade union officers because they directly interfere with the organization and representation of contracted out workers / Essa dissertação trata dos processos de terceirização no setor bancário na década de 90 até o ano de 2002 articulados aos processos de reestruturação produtiva. Esses processos implicam reconfigurações nas formas de gestão da produção e na gestão da força de trabalho, promovendo alterações nas relações de emprego e nas condições de trabalho, vividas cotidianamente por trabalhadoras e trabalhadores, contratados pelas empresas terceirizadas. Busca-se mostrar que os terceirizados que trabalham para os bancos, apesar de fazerem parte dos seus fluxos de produção, estão fora dos bancos, atuando nas empresas terceirizadas. A expansão da automação e as inovações nos sistemas de informação vieram facilitar a implementação dos processos de terceirização na atividades de Retaguarda e Compensação nos bancos. Os chamados terceirizados não têm, assim, acesso aos direitos trabalhistas conquistados, há anos, pelos trabalhadores em bancos. Essas mudanças exigem um rearranjo da dinâmica sindical, na medida em que interferem diretamente na organização e representação dos terceirizados, colocando novos desafios e dilemas, para os dirigentes e militantes