Plus connu sous le pseudonyme de Jean de La Hire, l’écrivain, éditeur et homme politique français Adolphe d’Espie (1878-1956) a aujourd’hui disparu de la plupart des mémoires. Ses œuvres ont pourtant marqué nombre de lecteurs de son époque, comme le jeune Jean Paul-Sartre qui se délectait de ses romans. Son parcours ne peut par ailleurs manquer d’interpeller. Romancier résolument élitiste, le jeune d’Espie fréquente Pierre Louÿs, José-Maria de Heredia, Colette et Willy, et se rêve en nouveau Balzac. Pourtant, c’est dans le roman populaire qu’il se rendra célèbre, et qu’il publiera la majorité de sa très vaste production. Il en couvrira tous les genres : roman sentimental, policier, d’aventures, de cape et d’épée, et de science-fiction. Son itinéraire politique étonne également. Longtemps engagé auprès des républicains-socialistes, il devient maire de Banyuls-sur-Mer sous cette étiquette, et rédacteur en chef d’une revue politique parrainée par Léon Bourgeois et Ferdinand Buisson. D’Espie bascule cependant dès 1940 du côté de la collaboration. Il prend alors la tête des Éditions Ferenczi qu’il aryanise et met au service de la propagande nazie, propagande à laquelle il contribue aussi de sa plume. Ambitieux et opportuniste, d’Espie a choisi en politique comme dans les lettres, les chemins qui menaient le plus vite au succès, au mépris d’idéaux vite oubliés, et d’une postérité qui ne pourra lui pardonner ses errements. / Mostly known under the pseudonym Jean de La Hire, the French writer, editor and politician Adolphe d’Espie (1878-1956) might not be on many people’s minds nowadays. Yet, his works were very popular in his time, delighting a vast audience including young Jean-Paul Sartre, who names him as one of his favorite authors. And his baffling itinerary raises many questions. Beginning his literary career as a very elitist novelist, young d’Espie befriends figures such as Pierre Louÿs, José-Maria de Heredia, Colette and Willy, and dreams to become the new Balzac. He still ended up owing his fame to popular literature. His prolific production in the field covers many genre: romance novel, crime novel, adventure novels, and even science fiction. The paths he followed in politics puzzle as well. A long standing supporter of the “radical” movement, and elected mayor under this label, d’Espie became editor in chief of a political review sponsored by future Nobel Peace Prize-winning Léon Bourgeois and Ferdinand Buisson. In 1940, d’Espie however sides with the German occupying forces. He takes the helm of a publishing house confiscated to Jewish owners, and writes and publishes propaganda in favor of the Nazis. Ambition and opportunism seem in both cases the reason accounting for these flip-flops – d’Espie always going for the quickest way to success, disregarding both his ideals and a posterity that will not be able to forgive his mistakes.

In response to the millennial job-hopping fad and increasingly low retention rates organizations are facing, it is more important than ever that the best-fit candidate is chosen for the position and the organization. There are two common ways fit is typically defined: person-organization (P-O) fit is the congruence between an employee and the characteristics of a company; person-job (P-J) fit is the match between an employee’s knowledge, skills, and abilities (KSAs) and the requirements of the job in the organization (Edwards, 1991; Kristof, 1996). A large pharmaceutical company developed a quality of new hire criterion measure as a function of both P-O fit and P-J fit; that measure is examined in the current study. Results were limited because there were only six quality of hire ratings for managers included in the data set. Furthermore, no significant differences were found in quality of hire ratings for individual contributors based on their division (i.e., human health, support function, scientist, manufacturing, or animal health). Because of limitations (e.g., small sample size) many ideas for future research are discussed.

This item contains the agenda, minutes, and attachments for the Faculty Senate meeting on this date. There may be additional materials from the meeting available at the Faculty Center.

Magister Philosophiae - MPhil / In the early 1990s, South Africa (SA) entered its democratic transition, which created expectations of a dramatic turnaround in the country’s economy.1 The readmission of SA to the global arena introduced the economy to concepts such as globalisation. Globalisation came with some implications and impact that have been widely debated.2 The democratic transition brought a significant change to the job spectrum, generating an increase in Temporary Employment Service (TES) and a decrease in permanent employment.3 The reasons leading to this increase are that subcontracting is beneficial to employers in that this process results in the transferral of social risks to the subcontractor, reducing direct exposure to labour legislation.4 Regarding the pertinence of this issue, the Congress of South African Trade Unions (COSATU), the biggest union federation in the country, and the ruling party, the African National Congress (ANC), have long called for the elimination of labour brokers.5 COSATU, in its presentation to the Portfolio Committee on Labour in 2009, argued that labour brokers act as intermediaries to access jobs that allegedly exist, and which in many cases would have existed previously as permanent full time jobs.6 On the other hand, political organisations, such as the Democratic Alliance (DA), Congress of the People (COPE) and Business Unity South Africa (BUSA), have called for the regulation of labour brokers.7 These organisations argued that competition among businesses has increased over the past few decades. Therefore, in order to remain competitive, it is imperative to enhance technology and to adopt flexibility regarding human resource processes to minimise costs and to allow companies to broaden their investment based on the positive turnover that will occur. The continuing point of view of the opposition political coalitions has been to boost the corporate.

Denna studie syftar till att skapa förståelse för hur avgående yrkesofficerares möjligheter till en reengagering i Försvarsmakten kan öka. Arbetsmarknaden präglas i dag av en personell rörlighet mellan företag och organisationer samt de individuella kraven på utvecklingsmöjligheter och meningsfullhet är höga. Om en organisation kan anpassa sig till dessa förhållanden kan en återbetalning i form av ny kompetens och engagemang komma att ske genom reengagering. Med reengagering menar vi en avgående yrkesofficer som åter tjänstgör i Försvarsmakten som tidvis tjänstgörande reservofficer, tjänstgöring i internationell tjänst, eller åter som kontinuerligt tjänstgörande yrkesofficer.Studiens resultat visar att validering av civil kompetens, tillgängliggörande av lediga yrkesofficersbefattningar och ett positivt avslut på en anställning ökar möjligheterna till en reengagering. Att erbjuda reservofficersavtal, tillgång till ett personligt nätverk eller medlemskap i alumninätverk vid avgången ökar möjligheterna ytterligare. Andra faktorer som ökar möjligheterna är personlig och dynamisk arbetsgivarkontakt samt att på ett personligt plan erbjuda anställning. Slutligen, och inte minst, ser vi att individens starka identitetskänsla som yrkesofficer i Försvarsmakten är en central och attraherande faktor: En gång officer - alltid officer!Denna kvalitativa, intervjubaserade och induktiva studie bidrar till ökad förståelse för faktorer som påverkar en återanställning i en försvarsmaktskontext. Studien bidrar vidare till ökad förståelse för de kulturella band som en organisation och dess deltagare kan ha till en individ och hur banden kan få individen att återvända till sin tidigare arbetsgivare. / This study aims to create an understanding of how, military officer´s departing, possibilities for re-engagement could be strengthened. Today’s labor market is incused by high movement of personnel between organizations and by high individual demands on potentiality and meaningfulness with employment. If an organization manages to adapt to these circumstances it could enjoy a refund in new knowledge and dedication that comes with a re-engagement. With a re-engagement we refer to a former military officer who, now working outside the Armed Forces returns to continuous service, international service or occasional service.The results of the study show that validating civil competence, making available jobs visible and searchable, and striving for a positive departure when quitting, increases the possibilities for a re-engagement. When offered an opportunity to serve as an officer in the reserve and given access to an alumni network when quitting, possibilities for a re-engagement increases further. Additional factors that strengthen possibilities are personal and dynamic working relations and personally addressed job offers. Finally, but not least, the strong sense of identity that is inherent with military officers is a fundamental and attractive factor: Once an officer – always an officer!This qualitative, interview based and inductive study contributes to increased knowledge on factors that have an impact on re-engagement in a military context. The study further increases understanding of cultural ties between an organization and individuals and how these ties may affect a person's choice to return to a former employer.

Magister Philosophiae - MPhil / In the early 1990s, South Africa (SA) entered its democratic transition, which created expectations of a dramatic turnaround in the country’s economy.1 The readmission of SA to the global arena introduced the economy to concepts such as globalisation. Globalisation came with some implications and impact that have been widely debated.2 The democratic transition brought a significant change to the job spectrum, generating an increase in Temporary Employment Service (TES) and a decrease in permanent employment.3 The reasons leading to this increase are that subcontracting is beneficial to employers in that this process results in the transferral of social risks to the subcontractor, reducing direct exposure to labour legislation.4 Regarding the pertinence of this issue, the Congress of South African Trade Unions (COSATU), the biggest union federation in the country, and the ruling party, the African National Congress (ANC), have long called for the elimination of labour brokers.5 COSATU, in its presentation to the Portfolio Committee on Labour in 2009, argued that labour brokers act as intermediaries to access jobs that allegedly exist, and which in many cases would have existed previously as permanent full time jobs.6

Au-delà de la variété des techniques juridiques réalisant une opération de crédit, le contrat de crédit possède une définition qui lui est propre. Il revêt la forme d'un prêt d'argent, d'une ouverture de crédit, d'un crédit-bail ou d'une location-vente. L'affirmation d'une unité conceptuelle et d'une autonomie de ce contrat spécial implique toutefois de dépasser les problématiques liées à son interdépendance avec le contrat financé, au monopole bancaire et ses nombreuses exceptions, et enfin, à la distinction notionnelle professionnel/consommateur. L'unité fonctionnelle apparaît dans l'adaptation des principes du droit commun des contrats par les règles applicables aux contrats de crédit. Le consensualisme, la liberté contractuelle et la force obligatoire des contrats sont confrontés aux mécanismes caractéristiques des contrats de crédit (formalités, devoir de mise en garde, délai de rétractation, interdépendance, remboursement anticipé, déchéance du terme, etc.). Toutefois, cette unité est mise à mal par le constat de dispositions spécifiques aux contrats de crédit consentis à des consommateurs. / Beyond the diversity of legal techniques aimed at performing a credit operation, the credit agreement has its own unique definition. It can take the form of a money loan, a credit opening, a leasing agreement or a hire purchase. However, claiming the existence of a conceptual unity and autonomy for this special agreement implies going beyond the issues related to its interdependence with financed agreements, to the banking monopoly and its numerous exceptions, and to the distinction to be made between professional and consumer. Functional unity is visible in the adaptation of ordinary law of agreements principles through the rules applicable to credit agreements. Consensualism, contractual freedom and the binding force of agreements are confronted with credit agreements' typical mechanisms (formality, duty to warn, period of withdrawal, interdependence, early repayment, repayment by acceleration, etc.). This unity is nevertheless compromised by the acknowledgement of provisions specific to credit agreements granted to consumers.

This master thesis deals with lease financing as one of the possible forms to acquire tangible investment goods. Furthermore other possibilities such as credit, hire purchase and cash purchase are evaluated. Based on the offers and other conditions proposed by companies, the objective of our investigation is to judge advantages and disadvantages of the individual financing products and choose the best option for enterprisers. The car was chosen as an example of the tangible investment good. This thesis is divided into two sections. The first theoretical part is focused on the particular possibilities of the financing of the tangible investment good and their tax and law aspects as well as their advantages and disadvantages. The second practical part is based on analysis of the leasing and credit products from following institutions: UniCredit Leasing CZ, a. s., CSOB Leasing, a. s., Credium, a. s. and Commercial Bank, a. s. The conditions and services provided by these companies are compared at the beginning. Calculations are performed for the particular car. The comparison is made from the point of view of all financial costs as well as discounted costs. Finally, all products are compared and evaluated not only according to their financial aspects but also according to other offered conditions and services.

The thesis is focused on international double taxation and its implications for international business activity. At first, it focuses on double taxation definition, the reasons of its occurrence and its impacts. The next part deals with bilateral double taxation treaties and their principles, including a comparison of Model conventions developed by the OECD and the UN. The last chapter focuses on the areas of transnational corporations activity that are most impacted by tax matters, such as the form of their presence in the foreign market, transfer pricing and international labour hire. The basic principles of international tax planning are explained as well.

The object of my thesis work called "Suggestion of an effective financing of Flat-building by means of mortgage" is to compare possible investment, choosing an optimal alternative and propose potential changes in a specific mortgage already offered by a bank. It is analyzing particular products for financing rent-destined real property on the Czech market and realization study, which also includes client demands. We are focusing on theoretical and practical information that are contributing to high effectiveness and customer adjustment of offered services.