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Thesis (M.A.)--Ohio State University, 2009. / Title from first page of PDF file. Includes vita. Includes bibliographical references (p. 32-36).

Thèse--University de Genève. / At head of title: Université de Genève. Bibliography: p. [259]-262.

Thesis (M. Phil.)--University of Hong Kong, 1973. / Typewritten.

Thesis (M.A.)--York University, 2000. Graduate Programme in Sociology. / Typescript. Includes bibliographical references (leaves 141-160). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://wwwlib.umi.com/cr/yorku/fullcit?pMQ67740. Access to Internet version restricted to York University faculty, staff and students.

In times of shifting cultural and institutional priorities, the acquisition and preservation of private records by large publicly funded archival institutions is becoming increasingly problematic. Repositories are looking for new ways of meeting their cultural mandates while also dealing with reduced budgets and staffing levels. This thesis examines the issue from the perspective of who is to be responsible for the preservation of labour union records and where are they to be preserved. After putting the issue in context with an literature review and then by examining the juridical and social framework within which unions operate the thesis studies the question from two traditional perspectives: preservation solely by an archival institution and preservation solely by the organization or union. The thesis concludes by recommending a third option, a mixed or shared responsibility approach between the union and the institution, specifically, a cost-shared / partnership arrangement between the union and archival repository regarding the acquisition and preservation of labour union records.

The account which is presented in this work constitutes, to the best of my knowledge, the first really comprehensive and reasoned history of trade union development in Jamaica. It is hoped, however, that the patient reader will find it much more than a history. Comparative studies suggest that there are certain characteristics (described in Chapter I) which are shared by nascent unionism in developing countries which enjoy at least a modicum of political democracy, notwithstanding the vast differences in their cultural, economic and political backgrounds. The unity amidst the sea of diversity centres around the leadership, ideology, politics and structure of the emergent trade unions. / fr

Thesis (Ph. D.)--University of Hawaii at Manoa, 1991. / Includes bibliographical references (leaves 127-134). / Microfiche. / ix, 134 leaves, bound 29 cm

Paper1: This article critically reviews the various theoretical perspectives of industrial relations encompassing unitarism, pluralism, Marxism, Fordism, neo/post Fordism and post-modernism and applies them to the unique industrial relations context in Malaysia. It is also discusses various Human Resource (HR) theories focusing on both the 'soft' and 'hard' aspects of HR and its impact on industrial relations practices in the Asia-Pacific region based on empirical evidence. It follows with a critical review of the emerging global patterns/trends on industrial relations, debating whether convergence or divergence of industrial relations systems is more evident or whether patterns of industrial relations are co-related to a country's stage of industrialisation. The article questions whether empirical evidence in union-management relations globally points towards adversarialism or collaboration, or co-operation within an adversarial context to constrained conflict within a co-operative framework. The literature gap suggests that further industrial relations research involving employers and employees should be carried out in Malaysia. / Paper 2: This research aims to find out whether there are differences in the ranking and perception of 13 IR issues and challenges in Malaysia by secretaries-general of trade unions and HR/IR Managers of unionised private sector companies in Malaysia. It also seeks to determine whether, within each group, there are significant differences in the ranking of such IR issues and challenges by age group, gender, experience level, and years exposed to Malaysian industrial relations. / Paper 3: This research aims to find out the ranking and perception of 13 IR issues and challenges by unionised officers of a large local bank in Malaysia. It seeks to determine whether there are significant differences in their rankings of such IR issues and challenges by age group, education level, gender, and years of experience as an officer of the Bank. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2005.

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