Thesis (PH.D.)--Syracuse University, 2003. / "Publication number AAT 3113255."

Between May 2008 and August 2009, temporary employees were solicited, interviewed, and hired by Agency A under the expectation that they would be eligible for conversion to permanent employee status at Company Z after a 90-day period. This qualitative case study examines those long-term temporary workers in regard to their perceptions of their rights, representation, and morale and performance levels after pre-employment promises were not honored. Potential participants were identified as long-term temporary workers employed by Agency A and assigned to Company Z. Participants were interviewed and results were transcribed and analyzed for a pattern or theme. Findings indicated that all participants entered into the employment agreement with Agency A with the understanding that the position was a temporary to hire position; that the job would lead to a permanent position with Company Z. While participants revealed feelings of frustration, isolation, insecurity and low self-esteem as a result of a perceived lack of representation from both the Agency and the Company, their perceptions of morale and productivity were surprisingly positive. In the subject of temporary employee representation and management there is a lack of diverse research, especially in the area of long-term temporary workers. This case study provides a glimpse into this population and indicates, on a small scale, the need for temp industry-wide improvements in the representation and management of long-term temporary employees. As the population of this sector of the workforce continues to rise dramatically, more focus is needed to avoid exploitation of long-term temporary workers and provide an equal work experience.

Made available in DSpace on 2014-06-11T19:25:29Z (GMT). No. of bitstreams: 0 Previous issue date: 2007-02Bitstream added on 2014-06-13T20:13:59Z : No. of bitstreams: 1 araujo_ran_me_guara.pdf: 540167 bytes, checksum: 19447329cebde1ebf3fd733fca4193d8 (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / Universidade Estadual Paulista (UNESP) / Neste trabalho é feito o estudo do fenômeno da captura gravitacional temporária e do conceito de esfera de influência, considerando o papel da velocidade relativa. Este estudo foi feito através de simulações numéricas do problema circular restrito de três corpos e através do monitoramento da energia do problema de dois corpos. No caso da captura gravitacional temporária nós acompanhamos a variação de energia do problema de dois corpos (partícula-corpo secundário), de uma partícula que sofre um encontro próximo com um corpo massivo (um planeta, por exemplo). A evolução dessa energia mostra se a partícula foi capturada, ou não, para algumas condições iniciais específicas. Este procedimento resultou na obtenção de funções matemáticas que permitem o cálculo do chamado raio de captura em função da velocidade relativa. No estudo numérico da esfera de influencia, a variação da energia do problema de dois corpos no tempo também foi acompanhada, mas desta vez nós acompanhamos a energia do problema partícula-corpo central, para uma partícula que sofre um encontro próximo com o corpo secundário. A evolução desta energia mostra se a partícula foi afetada significativamente, ou não, pela influência gravitacional do corpo secundário, para condições iniciais específicas. Este procedimento resulta na obtenção de funções matemáticas que permitem o cálculo do raio da esfera de influência em função da velocidade relativa. Finalmente, a manobra de swing-by foi aplicada no estudo do caso dos asteróides Vesta e Magnya com o objetivo de explicar sua distante localização orbital em relação aos demais membros da família do asteróide Vesta. Este estudo mostrou que uma mudança na órbita do Magnya não seria proporcionada apenas pelo swing-by, e que ele deveria sofrer a ação de outros mecanismos para causar tal mudança. / This work studies the phenomenom of the temporary gravitational capture and the concept of sphere of influence, taking into account the relative velocity. It has been done through numerical simulations of the restricted three-body problem, and through the analysis of the two-body energy. In the case of the temporary gravitational capture we followed the temporal variation of the two-body energy (particle-secondary body) of a particle that suffers a close enconter with a massive body (a planet, for instance). The evolution of such energy shows if the particle was captured or not, for some specific initial conditions. This procedure results in mathematical functions to calculate the so called capture radius as a function of the relative velocity. In the numerical study of the sphere of influence, we also followed the temporal variation of the two-body energy but, at this time, we followed the energy particle-central body of a particle that suffers a close encounter with a massive body (called secondary body). The evolution of such energy shows if the particle was significantly affected by the gravitational influence of the secondary body or not, for some specific initial conditions. This procedure results in mathematical functions to calculate the sphere of influence as a function of the relative velocity. Finally, the swing-by maneuver was applied in the study of the case of the asteroids Vesta and Magnya, in order to explain its distant orbital localization relative to the localization of the others members of the Vesta’s family. This study showed that a change in the orbit of Magnya would not be proporcioned only by the swing-by, and that the asteroid Magnya should suffer the action of others mechanisms to cause it.

No description available.

One segment of the Temporary Help Services (THS) industry which has not been well researched is that of the Professional temporary employee. The career THS professional employee is an employee who categorically refuses permanent employment. There is no research which compares the professional career THS employee with the traditional employee. This study examines the work values and expectations of technical writers within one company and compares responses of career THS employees and incidental THS employees with those of permanent employees in that same company. The Campbell Organizational Survey and the Work Values Survey were administered and the results were analyzed. Except for the perception of "Benefits" work cluster there were no significant differences between the groups. It was then possible to assume that perception of the organization was held constant. Differences in work values among groups were found. Results were discussed.

As the staffing agency business is rapidly growing and suffering from accidents resulting in higher sick leave than in other businesses, it is of great interest to analyze which responsibilities prevail between the customer companies and the staffing agencies, when it comes to working environment for hired staff. The purpose of this essay is to clarify the distribution of responsibilities between customer companies and staffing agencies, regarding working environment. I would also like to analyze which consequences this distribution of responsibilities may lead to. To be able to answer these questions, I have chosen to use the legal dogmatic method together with the sociology of law method. I have studied legal sources, literature and also interviewed three persons who are active within the staffing agency business; one person from the Swedish Work Environment Authority, one person from the employers’ side and one person from the employees’ side. The conclusion of my survey is that the SAM-responsibility is divided equally between staffing agencies and customer companies, since the customer company who hires staff is equated with an employer. The employer must also ensure that there is an organized work adaptation and rehabilitation function within the company. According to Working environment regulation, the employer is obliged to immediately report accidents or other harmful incidents to the Swedish Work Environment Authority. Apart from the SAM-responsibility the customer company must also ensure that the hired staff takes necessary protective actions, to be able to safely perform their work and also to give the hired staff access to common facilities under the same conditions as for the other employees.

Thesis (Ph. D.)--University of Washington, 1999. / Vita. Includes bibliographical references (leaves 123-135).

Boston University. University Professors Program Senior theses. / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-02

The thesis research innovation projects in temporary teams. The differences between stationary organization and temporary project teams lead the distinctions of their performances. Especially in innovation projects, many problems exist and are difficult to manage. Many innovation projects are operated by temporary teams; very few of them are successfully completed on time with good quality and cost as planned. The purpose with this study is to find out how innovation projects in temporary teams can be successfully managed.The research approach used is case study of one innovation project in a temporary team and additional data collection has been done with a survey. The case study describes an innovation project in a temporary team in China and the survey covers 43 persons with experience of innovation projects in temporary teams. An innovation process model by Bessant and Tidd (2007) is used as reference model but is found not suitable for temporary teams because of its specific mission with short life cycle and weak relations and uncertainty. With the combination of theoretical and practical knowledge, and to fulfil the requirements of temporary project teams, some changes are made on the original innovation process model. A new model named TT (Temporary Team) Innovation Process Model is proposed to support the innovation project management and operation process of temporary teams. Hopefully this model could be supportive for temporary teams who work with innovation projects.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1986.