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In the context of economic globalisation, the unequal distribution of wealth among nations often leads to infringe fundamental workers' rights, so that it has become a major concern for politicians, scholars, jurists and NGOs. Therefore the question is how the social market can be regulated today. The ILO is the first international organisation that has dealt with workers' rights, especially fundamental rights, its goal being to protect workers universally. If its legitimacy had been unquestioned for years, it is shattered by external economic factors today: state's loss of power in regulating social relations, the emergence of new political counterbalances on the international scene---unknown by international public law---and self-governance by social labels or codes of conducts. The author will attempt, by a critical appraisal, to demonstrate that the ILO has its own constitutional and logistical means to implement fundamental workers' rights efficiently and independently: union freedom and collective negotiation, prohibition of hard labour, prohibition of child labour, prohibition of discrimination. According to the author, the ILO is undergoing an institutional transition. The latter is adapting to the new economic context. In Geneva centralised procedures are still very centralised but they are in the same time counterweighted by local actions or soft procedures. These more flexible and discrete procedures are the keystone of the ILO system of supervision to implement fundamental rights. Finally it is relevant to have a look at regional organisations which deal with those fundamental rights, as they have a special role in implementing the ILO fundamental rights.

Diss. Uppsala : Uppsala universitet, 2007.

Thesis (M.A.)--University of Wisconsin--Madison, 1973. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--Columbia University, 1938. / Vita. Published also as Studies in history, economics and public law, ed. by the Faculty of political science of Columbia university, no. 446. Bibliography: p. 204-207.

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This Dissertation evaluates the potential opportunities, challenges and outcomes attendant on Vietnam’s modernisation effort through the incorporation of International Labour Organisation (ILO) Core International Labour Standards (CILS) on freedom of association and collective bargaining into Vietnam law. The Dissertation shows that although Vietnam is likely to benefit from incorporating the CILS on freedom of association and collective bargaining into its legal system, its constitutional value system is not currently consistent with those of particular ILO CILS. It offers recommendations on pre- substantive and procedural measures necessary to ensure the successful reception of ILO CILS on freedom of association and collective bargaining into Vietnam legal practice.

Studies related to psychological contracts have made significant contributions to our understanding of the exchange relationship between employees and employers. However, the influence of national/organisational culture on the psychological contract has largely been neglected. The thesis examines the influence of national and organisational culture on the way in which psychological contracts are constituted, and how they may change following international assignments and repatriation. The research examines differences in the nature, and consequences of, psychological contract fulfilment or breach across two Saudi organisations in the petroleum and petrochemicals sectors. A qualitative case study approach was adopted. The data were gathered using multiple methods, including interviews, non-participant observations and analyses of organisational documents. The findings reported in the thesis draw upon 60 semi-structured interviews with employees who had been repatriated within the previous 12 months, and 14 interviews with Human Resource (HR) managers in the two organisations, triangulated with extensive documentary analysis and observations. The research findings demonstrate the influence of strong national cultural values shaping organisational culture and HR practices in both organisations, which, in turn, influence the content of the psychological contract (i.e. expectations and obligations) at an individual level, both pre- and post-international assignment. Differences were identified between the two organisations in terms of the influence of different national cultural values on organisational culture and practices; these differences influenced individuals’ perceptions of whether their psychological contract had been fulfilled or breached post-international assignment. The implications of this research are also considered.