This dissertation presents a quantitative study of the effects of multiple aspects of working conditions on teacher effectiveness as measured by value-added scores and student perceptions of teaching. The data were derived from the 2009-2010 Teacher Working Condition Survey and Student Perception Survey in Measures of Effective Teaching (MET) Project. Using the structural equation modeling and other related methods, several models of teacher effectiveness were estimated. The results supported that instruction and classroom related working conditions at school played important role in effective teaching and student achievement gains in English language arts and mathematics. It was found that, after controlling for teachers' education degree and experience, instructional practice support had significant effect on teachers' value-added scores. Moreover, Classroom autonomy and support for student conduct management were found to have indirect effect on teacher value-added score mediated through the students' perceptions of teaching. In addition, student perceptions of teaching was found to be significantly worse in high-need schools than schools serving fewer minority students or students from low-incoming families, but teacher value-added score was not significantly different between the high versus low needs schools. The findings of the study significantly contributed to a better understanding of the effects of working environment and how these are related to teacher performance. The study has both theoretical and practical significance; it provided critical evidence that can be used by policy makers to promote teachers' performance, especially in high-needs schools. / Ph. D.

No / This article examines the employment practices of McDonald's and other US-owned multinational corporations (MNCs) in the global fast-food industry from the 1970s to date. It focuses on the impact that different host institutions have had on pay and working conditions in different countries in the industry. The author argues that US fast-food MNCs still adopt the underlying principles of their US practices, even if the practices themselves could not be imposed in their entirety, often keeping unions out of workplaces and preserving their management prerogative, even when sector-level collective agreements have been imposed, and often limiting the impact of such agreements. Whilst some improvements have been achieved in some countries, adequate representation remains a serious problem, with many employees experiencing low pay, inadequate hours, insecure work, unpaid hours and sometimes hazardous and intimidating working conditions. The theoretical effect of host-country influences cannot therefore be automatically assumed; rather, the variations that arise across countries, while indicating national diversity, also emphasize variation within national systems and a limited form of convergence or ‘low-road Americanization’ in this sector.

This thesis examines the development of Russian industry, and includes chapters on Russian manufacturing prior to the world war, heavy industry, light industry, sources of supplies, hindrances to manufacturing, and working and housing conditions.

Yes

A l’image de tout être vivant, l’homme se construit et se transforme en interagissant avec son environnement. L’exercice d’une activité professionnelle constitue un paramètre déterminant de cette interaction puisque, source d’épanouissement mais également de contraintes, il peut durablement affecter la santé physique et mentale d’un individu. Le caractère pathogène du travail est juridiquement reconnu au travers de concepts de risques professionnels et, plus récemment, de pénibilité au travail. Etroitement lié aux mutations opérées en termes d’organisations de travail, c’est un sujet d’actualité issu de la dialectique des retraites et de l’amélioration des conditions de travail. Si la pénibilité au travail est légalement attachée à la sortie d’activité et l’espérance de vie au grand âge, cette approche doit être dépassée. A la croisée des notions de santé, de bien-être et de souffrance au travail, la notion témoigne avant tout d’une évolution dans la manière de concevoir la protection de la personne du travailleur. Une véritable réflexion doit être menée en termes de définition, de prévention et de sanction à la lumière des enjeux financiers et humains qui s’y attachent. Notion protéiforme, subjective et pluridisciplinaire, la pénibilité doit être appréhendée de manière autonome et nécessite l’intervention coordonnée d’un certain nombre d’acteurs, au centre desquels se trouvent l’employeur et le travailleur. / As for any living being, people develop their personalities and evolve by interacting with their environment. Gainful employment constitutes a determining factor of this interaction since, being a source of fulfilment but also of stress, it can have an enduring effect on the physical and mental health of an individual. The pathogenic nature of work is legally acknowledged through concepts of professional hazards and, more recently, of difficult working conditions. Closely linked to changes in working practices, it is amongst the current issues arising from the dialectics concerning retirement and the improvement of working conditions. While the difficulty of working conditions is legally linked to the ending of working life and life expectancy, we should now move on from this approach. Blending the notions of health, wellbeing and hardship at work, this notion displays above all an evolution in the way of conceiving the protection of the working individual. Further deliberation needs to be given to definition, prevention and penalties in the light of accompanying financial and human considerations. A protean notion, both subjective and multidisciplinary, the difficulty of working conditions should be approached independently and requires the coordinated intervention of a number of actors, with the employer and employee at the centre.

Le caractère subjectif des risques psychosociaux rend difficile leur appréhension juridique alors même que l’employeur a l’obligation de préserver la santé physique et mentale des salariés. L’ensemble des acteurs internes et externes à l’entreprise participent à l’appréhension et à la compréhension de ces risques : employeur, salariés,représentants du personnel, médecin du travail. Leur prise en compte a été largement suscitée par la lutte contre le harcèlement et le stress au travail. Elle est devenue un objet de négociation collective, une source de responsabilité, pour l’employeur et le salarié, un thème de débat sur le terrain sensible de la qualification constatée des troubles d’accident du travail ou de maladie professionnelle. Elle est aujourd’hui l’un des éléments constitutifs de l’amélioration des conditions de travail au travers du bien-être et de la qualité de vie au travail. / The legal obligation for any employer to preserve both the physical and mental health of their employees is complicated by the inner subjectivity of psychosocial risks, making their juridical analysis difficult. The actors interacting with or within any company contribute to a better understanding of those risks : the employer, employees, trade unions, and occupational doctor. Combatting harassment and burn-outs at work helped better consider psychosocial risks. They have become a real topic for collective bargaining as they imply for both the employer and the employees to take responsibility with regards to the nature of specific work accidents or professional illnesses. It stands today as a key element for theim provement of work conditions through an increase in well-being and a higher quality of life at work.

Pregnancy is significantly protected in labour law and the position of a pregnant woman in employment relations is, therefore, very specific. After the creation of an employment relationship, or a legal relation based on the agreements to work outside the scope of employment, a whole range of protective institutes are in place to ensure a special position of a pregnant worker that is of key importance. The thesis focuses primarily on the position of a pregnant woman during the employment relationship as only there all the protective institutes are present. The introductory parts deal with the reason and importance of the protection of a pregnant worker, its establishment in the Czech legal order and the importance of informing the employer of one's pregnancy. The following parts are dedicated mainly to individual labour law institutes constituting special protection and special working conditions of a pregnant worker during the employment relationship until the commencement of her maternity leave. The last part underlines the differences in the protection of a pregnant woman granted during one of the legal relations based on the agreements to work outside the scope of employment compared to the one granted during the employment relationship. The thesis tries to provide a detailed description and...

As políticas de educação, no Brasil e no mundo, vêm sofrendo várias modificações em um curto espaço de tempo, o que tem obrigado as IES e os docentes que nelas atuam a se adequarem a essas mudanças, muitas vezes, sem tempo hábil e estrutura de apoio para tal. Essa necessidade de adaptação às novas regras e exigências gera sobrecarga no trabalho e, quase sempre, implica em sofrimento físico, psíquico e social, interferindo na qualidade de vida desses profissionais. Nesse contexto se inserem os docentes de Enfermagem e a resiliência, constructo do qual a Enfermagem tem se aproximado mais recentemente, se apresenta como estratégia segura para o enfrentamento das pressões geradas no ambiente trabalho. Com o objetivo de levantar os indicadores de resiliência e associá-los com os domínios de qualidade de vida dos docentes de Enfermagem, propôs -se a realização de estudo quantitativo, exploratório, descritivo, de corte transversal, com docentes de enfermagem das IES inseridas na área de abrangência das Subseções do Conselho Regional de Enfermagem de Londrina e Maringá (PR). Ao todo, participaram 90 enfermeiros docentes que responderam ao Quest_Resiliência (SOBRARE) e ao WHOQOL-bref, além de um questionário com dados sócio demográficos e ocupacionais. A maioria dos docentes participantes era de mulheres, com idade média de 43 anos, casadas, com renda familiar média que variou entre R$ 4.418,00 a R$ 12.926,00. Em relação às varáveis ocupacionais, 60 docentes trabalhavam em IES públicas e 30 em IES privadas. Estavam forma dos entre 20 e 29 anos atrás, vinculados a uma única IES, contratados em regime de 40 horas semanais (TIDE). A titulação mais frequente foi a de Mestre, seguida pela de Doutor, sendo esses mais frequentes nas IES públicas. Em relação à resiliência, não for am identificadas condições de vulnerabilidade ao estresse elevado e a maioria dos participantes apresentou-se em condição de excelente resiliência (equilíbrio) ou forte resiliência com tendência ao estilo comportamental de Intolerância(PC -I) de reagir às situações de estresse elevado. A QV geral e a condição de saúde foi considerada boa (64,40%), sendo mais bem avaliados os domínios físico (72,80%) e psicológico (69,35%). Houve correlação positiva entre Resiliência (MCDs) e QV (Domínios) e o MCD Sentido da Vida apresentou correlação com todos os domínios da QV. Também foram identificadas associações entre os MCDs e os domínios de QV. / The education politics, in Brazil and throughout the world, have suffered several changes in a short space of time, what has forced College Institutions (CI s) and faculties to adapt to those changes, most of the time, without time and support structure enough for such. The need to adapt to the new rules and demands generates overload in the work and, very often, it implicates in physical, psychological and social suffering, interfering i n the quality of life of those professionals. In this context the Nursing faculty and the resilience are inserted. It comes as a safe strategy to face the pressure generated within the work environment. With the purpose of identify the resilience indicators and to associate them with the domains of quality of life of Nursing faculties, the accomplishment of a quantitative, exploratory, descriptive, cross-sectional study, with Nursing professors from the CIs inserted in the area of Sub-sections of the Regional Council of Nursing of Londrina and Maringá (PR) was proposed. Altogether, 90 nursing professors took part on the study answering the Quest Resilience (SOBRARE) and to WHOQOLbref, as well as a questionnaire with demographic and occupational data. Most of the participant professors were female, average 43 years old, married, with family income that varied from R$ 4,418,00 to R$ 12, 926,00. Regarding occupational variables, 60 professors worked in public CIs and 30 of them in private CIs, they graduated 20-29 years ago, worked in only one CI, and they were hired in a 40 hours/week schedule (Tenure). The most frequent title was Master, followed by Doctorate, being those more frequent in public CIs. In relation to the resilience, no conditions of vulnerability to stress were identified, and most of the participants showed excellent resilience (balance), or strong resilience with tendency to the behavior style of Intolerance (PC-I) of reacting to the situations of high stress. Their general life condition (LQ) and their health condition were considered good (64.40%), being better appraised the physical (72.80%) and psychological (69.35%) domains. There was a positive correlation among Resilience (MCDs) and LQ (Domains) and the MCD Life Sense presented correlation with all the domains of LQ. Associations between MCDs and the domains of LQ were also identified.

Essa pesquisa investiga as representações da carreira e das condições docente de profissionais da Educação Infantil no município de São Paulo entre 1980 e 2015. Em 2015 o município de São Paulo completou oitenta anos de atendimento da Educação Infantil, passou por diferentes concepções acerca do que significa a criança pequena na sociedade e o que vem a ser educá-la. Por consequência, diferentes concepções do papel e função do profissional e plano de carreira (vínculo empregatício, formação exigida, atividades desenvolvidas e remuneração). As políticas públicas voltadas para os profissionais de Educação Infantil em São Paulo, sobretudo nas questões de contratação e plano de carreira, podem ser organizadas em três grandes períodos: 1- o primeiro com a expansão em ampliação do atendimento no início de 1980; 2- a migração da Secretaria de Assistência Social (SAS) para a Secretaria Municipal de Educação (SME) e mudança de cargos e carreiras (2001-2004); 3- após a integração, se deu o primeiro concurso e plano de carreira como professores (2005). O último concurso realizado para contratação foi em 2015, sendo o marco temporal para identificar as mudanças no plano de carreira dos profissionais. Com o objetivo de compreender de que maneira se deram as mudanças e quais as representações de carreira e trabalho dos profissionais da Educação Infantil, o trabalho por meio da história oral e da abordagem biográfica recolheu e analisou questionários e entrevistas de história oral de vida, formação e profissão de trezes profissionais sendo quatro profissionais que ingressaram no primeiro período como pajens no primeiros anos de 1980 (três recém aposentadas), quatro que ingressaram no segundo período como Auxiliar de Desenvolvimento Infantil (ADI) entre 1992 e 2004, quatro que ingressaram no terceiro e último período de mudança de carreira como professoras de Educação Infantil, entre 2005 e 2015, e uma profissional que ingressou como ADI e percorreu todo o percurso de carreira, foi coordenadora pedagógica e hoje é diretora de um Centro de Educação Infantil. A pesquisa também utilizou como fontes os documentos e orientações para os profissionais de Educação Infantil durante os períodos estudados presentes no Centro de documentação e memória técnica documental (CEDOC) da Secretaria de Educação do município. O trabalho adotou a perspectiva sóciohistórica com intuito de compreender de que maneira as diferenças existentes nas trajetórias de origem, formação e instituições de trabalho geram distinções e afetam o modo como elas se relacionam com a profissão e a carreira docente. Assim, o estudo teve como referencial teórico autores como Bourdieu, Nóvoa, Huberman, Fanfani e Tardif para identificar de que modo as origens sociais, as trajetórias de vida, formação e ingresso na carreira em períodos distintos produzem especificidades e diferenças em relação as representações de carreira e condições de trabalho para as profissionais que atuam/atuaram (três aposentadas) na Educação Infantil. Percebeu-se que os percursos de vida, formação e profissão das profissionais que ingressaram como pajens apesar de apresentar questões específicas da carreira, apresentam ao mesmo tempo, questões similares das profissionais que ingressaram como ADI no que tange a escolha e ingresso na carreira, apresentando diferenças das que ingressaram como professoras. De um modo geral percebeu-se que com as exigências das políticas para mudança de cargo, os processos de formação e profissionalização as origens sociais e familiares das profissionais ocupam um papel importante em suas trajetórias que revelam uma valorização da escolarização e o ingresso no trabalho como estratégia de ascensão social. No que tange as políticas públicas e o plano de carreira das profissionais, percebeu-se mudanças, mas também a necessidade de continuidade quanto aos processos de formação, profissionalização, a construção e reconhecimento da identidade como docência. / This research investigates the representations of the career and the teaching conditions of professionals of Early Childhood Education in the city of São Paulo between 1980 and 2015. In 2015 the municipality of São Paulo completed eighty years of attendance of Early Childhood Education, went through different conceptions about what it means the small child in society and what comes to be educating it. Consequently, different conceptions of the role and function of the professional and career plan (employment relationship, required training, activities developed and remuneration). Public policies aimed at the professionals of Early Childhood Education in São Paulo, especially in hiring and career planning, can be organized in three great periods: 1- the first with the expansion in expansion of the service in the beginning of 1980; 2- the migration of the Secretariat of Social Assistance (SAS) to the Municipal Department of Education (SME) and change of positions and careers (2001-2004); 3- After the integration, the first contest and career plan as teachers (2005) was given. The last public tender for recruitment was in 2015, being the time frame to identify the changes in the professional career plan. In order to understand how the changes were made and which representations of career and work of the Early Childhood Education professionals, the work through oral history and the biographical approach collected and analyzed questionnaires and interviews of oral history of life, formation and profession of four professionals who entered the first period as pajens in the early 1980s (three newly retired), four who entered the second period as Auxiliary of Child Development (ADI) between 1992 and 2004, four who entered the third period and last period of career change as teachers of Early Childhood Education, between 2005 and 2015, and a professional who joined as an ADI and traveled throughout her career, was a pedagogical coordinator and is now director of a Center for Early Childhood Education. The research also used as sources the documents and guidelines for the professionals of Early Childhood Education during the studied periods present in the Documentation Center and Documentary Technical Memory (CEDOC) of the Education Department of the municipality. The work has adopted the socio-historical perspective in order to understand how the differences in the trajectories of origin, formation and work institutions generate distinctions and affect the way they relate to the profession and the teaching career. Thus, the study was based on Bourdieu, Nóvoa, Huberman, Fanfani and Tardif, in order to identify how social origins, life trajectories, formation and career entry in distinct periods produce specificities and differences in relation to the representations of career and working conditions for professionals who act / act (three retired) in Early Childhood Education. It was noticed that the life, training and profession paths of the professionals who entered like pajens despite presenting specific career questions, present at the same time, similar questions of the professionals who entered as ADI in the choice and career entry, presenting differences of those who entered as teachers. In general, it was perceived that with the demands of the policies for change of position, the processes of training and professionalization the social and family origins of the professionals play an important role in their trajectories that reveal a valuation of schooling and the entry into work as strategy of social ascension. Regarding the public policies and career plan of the professionals, changes were noticed, but also the need for continuity in the processes of formation, professionalization, construction and recognition of identity as teaching.

Nas instituições financeiras, a atividade bancária sofreu grandes transformações no trabalho e reestruturação das suas atividades decorrentes da incorporação de inovações tecnológicas e organizacionais. Houve mudanças no ambiente e no ritmo de trabalho voltadas à maximização dos recursos disponíveis e ao aumento da produtividade, o que leva às organizações a se preocuparem com condições de trabalho oferecidas, identificando fatores que geram satisfação no trabalhador. Esta pesquisa tem como objetivo identificar o nível de satisfação no trabalho de profissionais de agências bancárias de um banco de economia mista e sua relação com fatores do perfil socioprofissional. Trata-se de estudo exploratório, transversal de abordagem quantitativa dos dados. O universo desta pesquisa correspondeu a 388 trabalhadores de 38 agências de um banco de economia mista localizado em uma cidade no interior do estado de São Paulo. Fizeram parte da amostra àqueles que atenderam aos critérios de inclusão da pesquisa, sendo 208 participantes. Para a coleta de dados utilizou-se um questionário com dados demográficos e socioprofissionais, seguido pela aplicação da Escala de Satisfação no Trabalho composta por 25 itens distribuídos em cinco dimensões: satisfação com os colegas, salário, chefia, natureza do trabalho e promoções. Os resultados mostraram escores médios de satisfação geral de 4,09, o que representa indiferença do bancário em relação à satisfação no trabalho. Porém, quando separadas cada dimensão de satisfação, observou-se satisfação somente para a dimensão \"satisfação com os colegas\". Houve insatisfação dos participantes nas dimensões \"satisfação com as promoções\" e \"satisfação com o salário\". Ao analisar a relação entre as dimensões de satisfação e o perfil socioprofissional, identificou-se que em relação às promoções, há insatisfação independente do cargo exercido, da carga horária de trabalho e do tempo no cargo atual. Já em relação ao salário, os trabalhadores apresentaram-se insatisfeitos, independente do cargo exercido, da carga horária de trabalho e do tempo na instituição. Esses resultados alertam para as condições de remuneração e ascensão profissional, apontando a necessidade de melhoria nesses processos, na busca de melhores incentivos financeiros e valorização desses profissionais. A percepção do trabalhador com aspectos ligados às promoções e remuneração demandadas pela instituição não apresentam relação com o cargo e a carga horária do trabalhador, o que sinaliza a necessidade da empresa elaborar planos de metas que incentive e beneficie seus trabalhadores. Ainda, os resultados desse estudo devem contribuir na reflexão de gestores e futuros trabalhadores bancários sobre os fatores ocupacionais que podem levar a sua satisfação no trabalho e o quanto o investimento nesta área pode representar um indicador não financeiro fundamental na sustentabilidade da organização em longo prazo e no relacionamento com os clientes / In financial institutions, banking has undergone major transformations in work and restructuring of its activities resulting from the incorporation of technological and organizational innovations. There were changes in the environment and the pace of work for the maximization of available resources and to increased productivity which leads organizations to be concerned with working conditions offered, identifying factors that generate satisfaction worker. This research aims to identify the level of job satisfaction of professionals of bank branches of a joint stock bank and its relationship with the socio-professional profile factors. It is an exploratory study, cross-sectional approach with quantitative data. The universe of this research amounted to 388 workers from 38 agencies of a state-controlled bank located in a city in the state of São Paulo. The sample included those who met the research inclusion criteria, with 208 participants. For data collection was used a questionnaire with demographic and socio-economic data, followed by the application of Satisfaction Scale at Work, which contains 25 items distributed in five dimensions: satisfaction with colleagues, salary, leadership, nature of work and promotions. The results showed mean scores of overall satisfaction of 4.09, which represents bank\'s indifference to job satisfaction. However, when separated from each dimension of satisfaction, there was satisfaction only to the extent \"satisfaction with colleagues.\" There was dissatisfaction of participants in dimensions \"satisfaction with promotions\" and \"satisfaction with salary.\" By analyzing the relationship between the dimensions of satisfaction and socio-professional profile, it was identified that in relation to promotions, there is independent of the position held dissatisfaction, the workload and time in current position. In relation to wages, workers showed up dissatisfied, regardless of the position held, the workload and time in the institution. These results highlight the conditions of remuneration and career advancement, pointing out the need for improvement in these processes, in search of better financial incentives and recognition of these professionals. The perception of the worker with aspects related to promotions and compensation demanded by the institution no relation to the position and the workload of the worker, which signals the company\'s need to develop plans targets to encourage and benefit their workers. Still, the results of this study should contribute to the reflection of managers and future bank employees on occupational factors that may lead to their job satisfaction and how much investment in this area may represent a non-financial indicator fundamental sustainability of long-term organization and in the relationship with customers