Despite a persistent increase in South Korea’s divorce rate, our understanding of the economic determinants of divorce in South Korea is very limited. In particular, the relationship between nonstandard employment and divorce has received little attention, even though the number of nonstandard employees has rapidly increased in recent years. This paper examines the extent to which one’s employment type is associated with marital dissolution in South Korea, using nationally representative longitudinal data (the Korea Welfare Panel Study from 2007 to 2013). Results from discrete-time hazard models show that for men, the odds of divorce of nonstandard workers are estimated to be around 1.82 times the odds of standard employees. However, the risk of divorce for the self-employed is not statistically different from that of standard workers. In contrast, for women, employment type is not associated with divorce. These findings indicate that men’s employment quality and labor market status are still more important for marital stability than women’s in a context characterized by a strong male-breadwinner norm and rigid gender division of labor. This study contributes to the literature on economic determinants of marital dissolution by documenting gender differences in the relationship between various employment types and the risk of divorce in South Korea. Findings of this study will also have important implications for family policies in South Korea.

The timing of work over the day or week is fundamental to the nature of paid work and the interaction between work and leisure. However, due to data limitations, little research has been done on the timing of work in Australia. The Australian Time Use Survey, conducted nationally by the Australian Bureau of Statistics (ABS) in 1992 and 1997, provides a unique opportunity to examine actual work timing arrangements in the Australian workforce. (For complete abstract open document)

Magister Philosophiae - MPhil / The ever increasing regional and global trade competition has manifested itself in a growing number of non-standard forms of employment including the increasing use of "temporary employment services" (or “labour brokers” as commonly referred to). Labour brokers enter into employment relationships as third parties with client companies to supply employees through a commercial contract. These labour services usually fall outside the regular twoparty contract of employment defined under existing labour laws and thus the employees are not covered by that law. Labour brokers have been labelled as “the re-emergence of new apartheid strategy” and “modern slavery” by some quarters in labour sectors of Namibia and South Africa. Trade unions, particularly, have led the most vocal resistance against labour brokers in both countries. They argue that, like previous apartheid contract labour systems, labour brokers today erode standards for decent working conditions and weaken union representations in the workplace. Thus unions have repeatedly sent strong calls to lawmakers to amend existing labour laws and „forever put labour broking in its grave where it belong‟1. On the other hand, employers have argued that recent forces of globalisation demand flexible employment strategies and banning labour brokers will make it more difficult for local businesses compete profitably globally via flexible short term employments and can lead to losses of many job opportunities.2 It is against this background that I will argue that current labour laws should be amended to define and regulate labour brokers more closely and compel them to recognise workers rights and conditions as equal as those of standard employees. But first, I will highlight some socio-economic indicators influencing the labour markets in South Africa and Namibia, including the history of worker‟s rights under the contract labour systems in both countries. Second, I will look at some of the expressed exploitive conditions resulting from the use of labour brokers and also look at some reasons why businesses engage labour brokers. Thereafter I will point out some of the reasons why trade unions have called for a total ban on labour brokers. I will then discuss the difficulty of banning labour brokers, including the constitutional challenge in the landmark case of African Personnel Services v Government of the Republic of Namibia3. Lastly i will expand on the ruling by the Namibian Supreme Court of Appeal (NSA) recommending a regulatory approach in line with the International Labour Organisation‟s (ILO) conventions on third-party employments. / South Africa

Magister Legum - LLM / This study is encouraged by the fact that the field of labour law has drastically changed after enactment of amendments in various labour legislation such as Employment Equity Act, Basic Conditions of Employment Act and Labour Relations Act during 2013 and 2014. These changes have compelled employers to review their policies in line with the amendments of these Acts. This study will however focus on the impact of the newly introduced section 198 to the Labour Relations Act 66 of 1995. The study will specifically focus on the continued use of fixed-term contracts of employment within the Technical and Vocational Education and Training (TVET) Sector of South Africa.

In this thesis I focus on the Japanese labour market in agriculture, traditional, semi-traditional and modern light industry between the 1730s and 1950s. In the first chapter I introduce institutional theory and path dependance theory which serve as my conceptual frame. In the second chapter I present a broad definition of the modern period based on Kito's demographical periodization of Japanese history. In the third and fourth chapter I analyze the institutional structure of agriculture and by-employments that dominated the modern labour market. In conclusion I discuss the connection of this structure to heavy industry and its implications for the current dual labour market.

<p>The ever increasing regional and global trade competition has manifested itself in a growing number of non-standard forms of employment including the increasing use of &quot / temporary employment services&quot / (or &ldquo / labour brokers&rdquo / as commonly referred to). Labour brokers enter into employment relationships as third parties with client companies to supply employees through a commercial contract. These labour services usually fall outside the regular twoparty contract of employment defined under existing labour laws and thus the employees are not covered by that law. Labour brokers have been labelled as &ldquo / the re-emergence of new apartheid strategy&rdquo / and &ldquo / modern slavery&rdquo / by some quarters in labour sectors of Namibia and South Africa. Trade unions, particularly, have led the most vocal resistance against labour brokers in both countries. They argue that, like previous apartheid contract labour systems, labour brokers today erode standards for decent working conditions and weaken union representations in the workplace. Thus unions have repeatedly sent strong calls to lawmakers to amend existing labour laws and &bdquo / forever put labour broking in its grave where it belong‟1. On the other hand, employers have argued that recent forces of globalisation demand flexible employment strategies and banning labour brokers will make it more difficult for local businesses compete profitably globally via flexible short term employments and can lead to losses of many job opportunities.2 It is against this background that I will argue that current labour laws should be amended to define and regulate labour brokers more closely and compel them to recognise workers rights and conditions as equal as those of standard employees. But first, I will highlight some socio-economic indicators influencing the labour markets in South Africa and Namibia, including the history of worker‟s rights under the contract labour systems in both countries. Second, I will look at some of the expressed exploitive conditions resulting from the use of labour brokers and also look at some reasons why businesses engage labour brokers. Thereafter I will point out some of the reasons why trade unions have called for a total ban on labour brokers. I will then discuss the difficulty of banning labour brokers, including the constitutional challenge in the landmark case of African Personnel Services v Government of the Republic of Namibia3. Lastly i will expand on the ruling by the Namibian Supreme Court of Appeal (NSA) recommending a regulatory approach in line with the International Labour Organisation‟s (ILO) conventions on third-party employments.</p>

The Labor Pension Act¡]LPA¡^was passed by the Taiwan Legislative Yuan on June 11, 2004 and the implementation date is July 1, 2005. The significant difference between the existing Taiwan Labor Standards Law (TLSL) and LPA is that LPA is a portable defined contribution (DC) type of scheme. Employers shall contribute on a monthly basis to the Labor Pension Fund by contributing maximum 6% of monthly wage into the individual pension fund accounts. The raised staffing cost is foreseeable and was expected to turn into a heavy burden to employers. To decrease the cost of staffing and the turnover rate, this study focuses on the reactions that enterprises would plan to take and response to. However, the new LPA was not carried out officially during the study period, we conclude the exploratory findings through the questionnaire to understand what type of flexibility practice that employers¡¦ plan to take and what kind of impact on organizational performance will be made. We selected the sample companies from manufacturing, services and financial industries from¡m2003 CommonWealth Magazine Top 1600 Enterprises Ranking¡n. In all, 137 of 630 HR managers to whom we sent surveys returned the questionnaires, this yielding a response rate of 21.75%. The findings are summarized as follows: 1.The larger scale of organization, the more tendencies toward numerical flexibility and financial flexibility practice. 2.Organizations that plan to exercise numerical flexibility practices e.g., layoff, severance, downsizing etc, expect the negative effects on organizational performance. 3.Organizations that plan to exercise functional flexibility expect the positive effects on organizational performance. Organizations plan to adopt job-rotations expect the enhancement of organizational performance. 4.Organizations that plan to exercise financial flexibility do not expect the noticeable positive effects on organizational performance. Among financial flexibility practices, organizations that plan to adjust current fringe benefits expect the negative effect on organizational performance. 5.Organizations that plan to execute the improved HRM exercises expect the improvement of the organizational performance. 6.Organizations that plan to exercise the numerical and financial flexibility expect to lead to tense relationships between workers and employers in the future.

<p>The ever increasing regional and global trade competition has manifested itself in a growing number of non-standard forms of employment including the increasing use of &quot / temporary employment services&quot / (or &ldquo / labour brokers&rdquo / as commonly referred to). Labour brokers enter into employment relationships as third parties with client companies to supply employees through a commercial contract. These labour services usually fall outside the regular twoparty contract of employment defined under existing labour laws and thus the employees are not covered by that law. Labour brokers have been labelled as &ldquo / the re-emergence of new apartheid strategy&rdquo / and &ldquo / modern slavery&rdquo / by some quarters in labour sectors of Namibia and South Africa. Trade unions, particularly, have led the most vocal resistance against labour brokers in both countries. They argue that, like previous apartheid contract labour systems, labour brokers today erode standards for decent working conditions and weaken union representations in the workplace. Thus unions have repeatedly sent strong calls to lawmakers to amend existing labour laws and &bdquo / forever put labour broking in its grave where it belong‟1. On the other hand, employers have argued that recent forces of globalisation demand flexible employment strategies and banning labour brokers will make it more difficult for local businesses compete profitably globally via flexible short term employments and can lead to losses of many job opportunities.2 It is against this background that I will argue that current labour laws should be amended to define and regulate labour brokers more closely and compel them to recognise workers rights and conditions as equal as those of standard employees. But first, I will highlight some socio-economic indicators influencing the labour markets in South Africa and Namibia, including the history of worker‟s rights under the contract labour systems in both countries. Second, I will look at some of the expressed exploitive conditions resulting from the use of labour brokers and also look at some reasons why businesses engage labour brokers. Thereafter I will point out some of the reasons why trade unions have called for a total ban on labour brokers. I will then discuss the difficulty of banning labour brokers, including the constitutional challenge in the landmark case of African Personnel Services v Government of the Republic of Namibia3. Lastly i will expand on the ruling by the Namibian Supreme Court of Appeal (NSA) recommending a regulatory approach in line with the International Labour Organisation‟s (ILO) conventions on third-party employments.</p>

Cette thèse de doctorat porte sur la croissance «exclusive» et la vulnérabilité qui caractérisent le développement du Vietnam et plus largement de l'Asie aujourd'hui. Les chapitres traitent trois aspects importants de la vulnérabilité et du développement inclusif, à savoir : l’informalité (chapitre 1), le dilemme de l'éducation (chapitre 2) et l'emploi atypique (chapitre 3). Les contributions de ce travail reposent sur différents facteurs : la nouveauté et la pertinence des sujets de recherche ; le large éventail de données utilisées, quantitatives et qualitatives, y compris les Enquêtes sur les entreprises individuelles et sur le Secteur Informel au Vietnam, et les Enquêtes Nationales sur l’Emploi de divers pays d'Asie ; et enfin l’originalité de la méthodologie. Le chapitre 1 étudie l'hétérogénéité du secteur informel au Vietnam, en se basant sur une approche quali-quantitative unique. Le chapitre 2 se concentre sur la variation des rendements de l'enseignement supérieur dans la population vietnamienne en recourant à différents modèles d'estimation. Le chapitre 3 est la première étude qui étudie systématiquement les écarts de salaire induits par le statut de travail temporaire dans les pays en développement d'Asie. Dans l'ensemble, toute la thèse implique que le capital humain, l'emploi et le revenu sont des facettes interdépendantes du bien-être individuel et que certains phénomènes de développement doivent être analysés dans leur hétérogénéité. / This PhD dissertation is dedicated to the issue of ‘exclusivist’ growth and vulnerability characterizing Vietnam as well as developing Asia today. The chapters address three important aspects of vulnerability and inclusive development, namely: Informality (chapter 1), Education dilemma (chapter 2) and Non-standard employment (chapter 3). The contribution of this work lies in the novelty and relevance of research topics; the wide range of data used, both quantitative and qualitative, including Household Business and Informal Sector Surveys in Vietnam, and national Labor Force Surveys of various countries in Asia; as well as the originality of methodology. Chapter 1 investigates the heterogeneity of the informal sector in Vietnam, based on a unique quali-quanti approach. Chapter 2 focuses on the variation of the returns to higher education across the Vietnamese population with different estimation models. Chapter 3 is the first study that systematically examines the wage differentials induced by temporary job status in Asian developing countries. Overall, the whole thesis implies that human capital, employment, and income are interrelated facets of individual well-being, and that some development phenomena should be analyzed in their heterogeneity.

Introduction. This thesis intends to examine and problematize a phenomenon that, until now, has not been the subject of research: the use of temporary employment agencies in Swedish public libraries. The aim of the study is to investigate how the motives for using temporary employed library staff can be understood in relation to two potentially conflicting institutional logics: the market-liberal oriented New Public Management (NPM) logic and the professional library logic. Furthermore, the study aims to examine how these two logics are used as a means of obtaining legitimacy. Theory &amp; Method. The theoretical underpinnings of the study are new institutional theory, and the research method is document analysis. The study’s empirical material consists of public documents, which have been processed through a qualitative thematic content analysis. By focusing on one specific organization - The City of Stockholm public libraries (Stockholms stadsbibliotek) - the investigation is carried out as a case-study. Results &amp; Analysis. Six main themes have been identified: resource efficiency, flexibility, open libraries, competence, stability and administration. All themes contain expressions of both institutional logics. Legitimacy is obtained partly through the NPM logic and in relation to cost efficiency, partly in relation to the professional and democratic principles of the library logic. Thus, both logics are applied to justify the use of temporary employment agencies. Conclusion. The studied documents contain a relatively stable dynamic between the NPM logic and the library logic. Contrary to what some new institutional theorists have argued, the study’s results indicate that multiple logics may be able to coexist within an organizational field. The explanation for the coexistence of these logics might be that they share certain aspirations and perceptions, for example the perception of the library users and administrative work.   This is a two years master’s thesis in Library and Information Science.