by Lau Pak Chuen, Alan. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves [86-90]). / Questionnaire also in Chinese. / ACKNOWLEDGEMENTS --- p.ii / ABSTRACT --- p.iv / LIST OF ILLUSTRATIONS --- p.viii / LIST OF TABLES --- p.ix / Chapter CHAPTER I --- INTRODUCTION / Chapter 1.0 --- Overview --- p.1 / Chapter 1.1 --- Background --- p.1 / Chapter 1.2 --- The Research Objective --- p.5 / Chapter 1.3 --- The Conceptual Model --- p.6 / Chapter 1.4 --- The Research Design --- p.7 / Chapter 1.5 --- Significance of This Study --- p.7 / Chapter 1.6 --- Outline of This Paper --- p.8 / Chapter CHAPTER II --- REVIEW OF THE LITERATURE / Chapter 2.0 --- Overview --- p.10 / Chapter 2.1 --- Review of Relevant Past Studies in Expatriate Job Assignments --- p.10 / Chapter 2.1.1 --- Studies Focusing on Current Expatriate Job Assignments --- p.11 / Chapter 2.1.2 --- Studies Focusing on Future Expatriate Job Assignments --- p.12 / Chapter 2.2 --- Issues That Have Not Yet Been Addressed in the Past Studies --- p.14 / Chapter 2.2.1 --- The Assumed Rationality of Employees' Decisions --- p.14 / Chapter 2.2.2 --- The Lack of Consequences of Willingness to Accept the Expatriate Job Assignment --- p.15 / Chapter 2.2.4 --- The Organization-Specific Nature of the Past Studies --- p.16 / Chapter 2.3 --- Conceptual Framework --- p.17 / Chapter 2.3.1 --- The Theory of Planned Behavior --- p.17 / Predicting Behavior: Intentions and Perceived Behavioral Control --- p.18 / "Predicting Intention: Attitudes, Subjective Norms, Perceived Behavioral Control" --- p.20 / Chapter 2.3.2 --- The Role of Desire in Predicting Intention --- p.23 / Chapter 2.4 --- The Conceptual Model --- p.29 / Chapter 2.5 --- The Causal Relations Among Constructs and Hypothesis --- p.31 / Chapter 2.5.1 --- "The Causal Relations between Salary, Promotional Opportunity, Location and Attitude toward the Expatriate Job Assignment to China" --- p.31 / Chapter 2.5.2 --- The Causal Relations between Approval and Subjective Norm --- p.32 / Chapter 2.5.3 --- The Causal Relations between New Job Opportunity and Perceived Behavioral Control --- p.33 / Chapter 2.5.4 --- The Causal Relations between Desire and Attitude --- p.34 / Chapter 2.5.4 --- The Causal Relations between Desire and Attitude --- p.34 / Chapter 2.5.5 --- "The Causal Relations between Desire, Attitude toward the Expatriate Job Assignment to China, Subjective Norm and Perceived Behavioral Control, and Willingness to Accept the Job Assignment" --- p.35 / Chapter 2.5.6 --- "The Causal Relations between Desire, Attitude toward the Expatriate Job Assignment to China, Subjective Norm and Perceived Behavioral Control, and propensity to Leave" --- p.36 / Chapter 2.5.7 --- The Causal Relations between Willingness to Take the Expatriate Job Assignment and Propensity to Leave the Company --- p.37 / Chapter 2.6 --- Summary --- p.38 / Chapter CHAPTER III --- RESEARCH DESIGN AND METHODOLOGY / Chapter 3.0 --- Overview --- p.39 / Chapter 3.1 --- Research Design --- p.39 / Chapter 3.2 --- The Sample and Sampling Procedure --- p.40 / Chapter 3.3 --- Data Collection Procedures --- p.42 / Chapter 3.4 --- Manipulations --- p.44 / Chapter 3.5 --- Operationalization of Constructs --- p.46 / Chapter 3.6 --- Data Analysis --- p.52 / Chapter 3.6.1 --- Manipulation and Confounding Checks --- p.52 / Chapter 3.6.2 --- Structural Equation Modeling --- p.53 / Chapter 3.7 --- Research Activities --- p.54 / Chapter 3.7.1 --- Focus Group Interview --- p.54 / Chapter 3.7.2 --- Pretest --- p.55 / Chapter 3.7.3 --- The Main Study --- p.55 / Chapter 3.8 --- Summary --- p.56 / Chapter CHAPTER IV --- ANALYSIS AND RESULTS / Chapter 4.0 --- Overview --- p.57 / Chapter 4.1 --- Manipulation and Confounding Checks --- p.57 / Chapter 4.1.1 --- Manipulation Checks --- p.57 / Chapter 4.1.2 --- Confounding Checks --- p.58 / Chapter 4.2 --- The Structural Equation Modeling --- p.59 / Chapter 4.2.1 --- The Original Conceptual Model --- p.60 / Chapter 4.2.1.1 --- The Measurement Model Evaluation --- p.60 / Chapter 4.2.1.2 --- Structural Equation Model Results --- p.62 / Chapter 4.2.2 --- The Modified Conceptual Model --- p.65 / Chapter 4.2.2.1 --- The Measurement Model Evaluation --- p.66 / Chapter 4.2.2.2 --- Structural Equation Model Results --- p.66 / Chapter 4.3 --- Discussion --- p.68 / Chapter 4.3.1 --- Results of the Original Conceptual Model --- p.68 / Chapter 4.3.2 --- Results of the Modified Conceptual Model --- p.70 / Chapter 4.3.3 --- Comparison between the Original Model and the Modified Model --- p.72 / Chapter 4.1 --- Summary --- p.73 / Chapter CHAPTER V --- CONCLUSION / Chapter 5.0 --- Overview --- p.74 / Chapter 5.1 --- Summary of the Research --- p.74 / Chapter 5.2 --- Contributions of the Study --- p.77 / Chapter 5.2.1 --- Theoretical Contributions --- p.77 / Chapter 5.2.2 --- Managerial Implications --- p.79 / Chapter 5.3 --- Limitations of the Study --- p.81 / Chapter 5.4 --- Directions for Future Research --- p.83 / Chapter 5.5 --- Summary --- p.85 / REFERENCES / APPENDIX

This research was designed to determine to what extent employees relocated domestically are protected financially by company practices and policies. Since international relocation has as its objective protecting employees from financial loss, these policies were used as a point of comparison in evaluating domestic relocation. The study was conducted through the use of a mail questionnaire survey of 326 randomly selected companies within the Fortune 500 top industrial organizations. A total of 153, 47 per cent, questionnaires were returned. This survey attempted to establish the basic policies that are applied by these organizations in domestic employee relocation.

Submitted in full requirement of Masters of Management Sciences Specialising in Hospitality and Tourism, Durban University of Technology, Durban, South Africa, 2017. / Relocation of businesses, particularly those that are highly dependent on human interaction, brings various consequences which usually involve the adaptation to a new routine. While some employees may view relocation as a positive change, others may deem it to have negative impacts on their quality of lives. King Shaka International Airport is a newly relocated airport that was developed to facilitate economic growth for the province of KwaZulu-Natal that is ridden with poverty and hungry for investment (Robbins et al., 2011). In an already volatile industry, airlines operating in Kwa-Zulu Natal were forced to relocate to the new airport, as the former airport ceased to operate. This brought about obvious consequences. This study aims to examine the impacts on employees and managers of the airline, Comair Ltd based at the new King Shaka International Airport (KSIA). The study largely elicited information on important underlying issues that may have affected job satisfaction, service delivery and quality of worklife due to the airport relocation. Data was collected by means of electronic survey questionnaires administered to Comair Ltd employees who relocated their work to KSIA. The results shows that there is still a need for additional assistance due to the airport relocation to achieve a high quality of life and increase job satisfaction. Factors affecting willingness to relocate such as age, marital status and family stage affects satisfaction with the airport relocation. The results may assist businesses with valuable intellectual knowledge to facilitate an informed decision making process to ensure that the relocation is beneficial for both the business and its employees. / M

No description available.

In 2017, a report on how to increase economic growth and development in Sweden was handed over to the Minister of rural affairs Sven-Erik Bucht (s). One of the suggestions was to relocate 10 000 governmental jobs to regions in need of government presence. The purpose of this thesis is to establish the effects that a relocation of a state agency, as an political instrument, can have on the regional growth. The thesis objective is to answer the following questions: What positive and negative effects does agency relocation produce? and Is there a connection between a state agency’s relocation and regional economic growth? To answer these questions a model was constructed and filled with the effect findings and then related to the presumptions to economic growth. The formed hypothesis that long-term positive effects will increase growth was proven right, although it is probably a weak correlation. Conclusively, relocation of state agencies is a debatable instrument. The result of this study is that it is very expensive and costly in the short term but can be a success and prosperous in the long run for the organization, the employees and its surrounding environment.

During the first decade of the twenty-first century, the Swedish civil service underwent some extensive changes, such as the relocations of public sector jobs, initiated by the government in 2005. This thesis follows an ethnological tradition of focusing on employees’ perspectives as a way of exploring power relations and changes in society. In this study, I draw attention to the fears, joys, anxieties, hopes, and dreams of employees in the Swedish civil service at a time when their workplace was being relocated from one city to another. The study especially focuses on the fact that a decision to relocate initiates processes that change employee’s images of their work life and future. They become forced to rethink life and work and re-identify with professional positions. Such processes are described in this thesis as processes of professional identification. The aim of the study is to analyze professional identification among employees during the relocation of a government agency. It is based on four articles that highlight different aspects of the relocation and the conditions under which research was conducted. The overarching question that runs through the thesis is: what did processes of professional identification mean in relocation practice? I argue that such processes should be taken into account as pivotal to civil service practices such as relocation work. Such knowledge could also be used as a tool for thinking about work life change in a wider sense. Because relocations entail moving people’s entire lives, points of interest are formulated that tell stories of how social norms and rules are formed, maintained, and contested. The results in this thesis could also serve as a departure for discussing the localization of knowledge-intensive institutions. The case study builds on ethnographic fieldwork conducted between 2005 and 2009 at a government agency that moved from the capital of Sweden to a smaller town in the north of Sweden. The ethnographic source material was analyzed using discourse analysis. The analysis centres on a discussion of how processes of professional identification became conditioned by social structures in terms of gender, age, and social class in relocation work. I furthermore discuss the ways in which images of geographies and emotions could be regarded as social categories that conditioned professional identities and had implications for how the move of the agency was organized and conducted, for example for the transferring of competency, travelling on business, and setting up new work practices.  The establishment of professional identity positions functioned to stabilize the social environment during the move - a time when many things at work seemed to be in turmoil. At the same time the positions worked to privilege some ways of professional identification and exclude others. Attention should be drawn to the ways in which agency staff became enmeshed in power structures, norms, ideals, images, and plans for the future that limited their actions in various ways. It is therefore important that the features of professional identification in this relocation process should be further discussed, not primarily as individual concerns of particular individuals, or even a particular agency or location, but as a vital issue of the greatest concern to the welfare state. / Decentralization of government agencies, work force mobility and rural development

Thesis advisor: Ruth McRoy / In January 2010, Haiti experienced a phenomenon no living Haitian had ever known. A devastating earthquake of 7.0 magnitude ravaged the already destitute island nation, killing over 230,000, leaving over one million living in tent cities or open spaces, and affecting millions of Haitians on the island and in the diasporas. This study examines the trauma and resilience of women who survived Haiti's 2010 earthquake and relocated to Boston, MA. A phenomenological qualitative design was used in this research in which 1-2 hour in-depth interviews were conducted with eight Haitian women who were living in Haiti and directly experienced the effects of earthquake. They all subsequently sought refuge from the destruction and chaos by coming to the U.S. This research aimed 1) to discover the culturally specific ways Haitian women survivors respond to trauma and exhibit resilience in the aftermath of a natural disaster and 2) to determine the factors that effect adjustment and wellbeing for Haitian women survivors in Boston. This inquiry was guided and informed by ecological resilience theory. A linguistically and culturally competent research team was formed in order to conduct the study in Haitian Creole, transcribe the narrative data, thematically code and analyze the data in the original language, and then provide clear translations that capture the meaning of the participants' narratives. Findings revealed that barriers such as unresolved legal status, financial stress, empathic stress, and family separation, threatened successful adaptation to their new reality. Ecological factors such as supports from friends, family and community organizations were found to promote resilience in the women survivors. Cultural values promoting connections to Haiti, the power of women, education, and spirituality, also served as motivating factors for acclimating to their relocation. The findings of this study suggest that social workers serving the relocated victims of the recent Haitian earthquake, recognize that the stress of family separation and the legal challenges of immigration, are major factors affecting the resilience of this population. / Thesis (PhD) — Boston College, 2012. / Submitted to: Boston College. Graduate School of Social Work. / Discipline: Social Work.

<p>Preface: Establishing assembly and production facilities has traditionally constituted the possibility for companies to avoid high import duties, or a possibility to establish themselves in free-trade areas.</p><p>Purpose statement: This thesis is intended for companies that explore their possibilities to establish an assembly plant in Brazil. The aim is to try to interpret and to create an understanding concerning which factors can have an influence when relocating production activities abroad.</p><p>Research method: The basis for this study has been internal information from Tetra Pak along with literature. The study has been carried out as case study based research where interviews and articles have formed the basis for the gathering of data.</p><p>Results: For companies that want to establish long-term production, Brazil possesses the prerequisites required. However, not all areas in Brazil are adequate for establishing an assembly plant – industries are mainly concentrated to the federal states of São Paulo and Rio de Janeiro and these are therefore the areas best suited for production activities.</p>

Preface: Establishing assembly and production facilities has traditionally constituted the possibility for companies to avoid high import duties, or a possibility to establish themselves in free-trade areas. Purpose statement: This thesis is intended for companies that explore their possibilities to establish an assembly plant in Brazil. The aim is to try to interpret and to create an understanding concerning which factors can have an influence when relocating production activities abroad. Research method: The basis for this study has been internal information from Tetra Pak along with literature. The study has been carried out as case study based research where interviews and articles have formed the basis for the gathering of data. Results: For companies that want to establish long-term production, Brazil possesses the prerequisites required. However, not all areas in Brazil are adequate for establishing an assembly plant – industries are mainly concentrated to the federal states of São Paulo and Rio de Janeiro and these are therefore the areas best suited for production activities.

Introduction: Mobility is critical for independence, social engagement and quality of life, which for many seniors equates with driving. Driving cessation has been associated with depression, isolation and decreased social and community engagement. However, apart from a few studies in the United States, research on the impacts of driving cessation and transportation use in general has been restricted to community dwelling seniors. It is estimated that 40,000 seniors in Ontario alone currently live in retirement facilities; a number expected to increase. Purposes: The aim of the wider project is to gain a better understanding of the transportation patterns and needs of older adults living in retirement homes. The specific aims of this study, which focused on residents who recently stopped driving (in the past two years), were to examine: 1) events leading to driving cessation, impacts (including depression), and possible associations with relocation; 2) transportation use, including how frequently they left the Village; and 3) connections with family and friends, and activity engagement in and outside the Villages. Methods: A survey of residents from four retirement Villages in Southern Ontario was conducted to examine driving status and use of other modes of transportation. An in-depth study was then conducted with a sample of 20 residents (9 men and 11 women, age 86.45 ± 5.16), recruited via letters, pamphlets, booths and door-to-door. The study involved both quantitative (questionnaires, scales on depression and balance confidence, activity checklists) and qualitative methods (small group discussions). Participants were also asked to complete travel diaries over two weeks for all trips outside the Village (purpose and mode of travel). Results: The transportation survey (N=407; 56% response rate) showed that 68% of residents had stopped driving (N=273), over half within 12 months of relocation. In the in-depth study, 36.8% had stopped driving before the move (average of 3.43±1.72 months, range 1 to 6), 42.1% after the move (average of 27.38±13.51 months, range 2 to 46), and 21.2% within the same month. While the quantitative data indicates a relationship between these transitions, this connection was often not made by residents themselves. Several mentioned health problems as the main reason they quit driving; two had lost their licenses. Regardless, most felt the decision to quit driving was voluntary and done at the “right time”. Except for a few people, this sample did not have depression symptoms and had adjusted to no longer driving. The majority (85%) had relatives in the area and most stayed connected to relatives and friends living outside the Village through visits and phone calls. Nearly all the residents (90%, n=18) received rides from others, most commonly from their daughters (70%), followed by friends outside the Village (60%). Half the sample said they used public buses occasionally, and those who did had significantly higher balance confidence scores on the ABC scale (73.33±18.50) compared to those who did not (49.44±21.02) (t=-2.69 p=0.015). Confidence scores, however, did not differ for those who used the Village shuttle (80%) and those who did not (20%). Based on their travel diaries, 76.5% of the residents (13/17) made at least one trip outside the Village over a two week period (average of 7.00±4.93, range 1 to 18), most often as a passenger in a private vehicle (58%). Recreation and social trips were the most common (44.2%), followed by: medical appointments (18%), shopping (17%), errands (15.3%) and religious activities (5.4%). The sample also took advantage of services and amenities inside the Village, including: meals in the dining room (95%), the café (90%), general store (80%), salon (65%), library (65%), laundry facilities as well as services of health professionals. They also participated in Village programs, including: music, concerts, movies (80%), physical activities (65%), games (55%) and religious services (50%). Conclusions: Seniors who can afford to live in upscale retirement homes may not suffer the adverse effects of driving cessation often found in community seniors. Despite advanced age and mobility restrictions (85% used a walker outdoors), these individuals remained connected to the outside community. This sample, at least, took advantage of the services and amenities in their Villages which may reduce their need for travel outside the Village. They do not appear to have unmet transportation needs, given that most had relatives in the area as well as other people to drive them when needed. More studies are needed on this growing segment of the senior population, particularly on other types of retirement facilities which may not offer as many services (such as shuttle buses or vans) for residents.