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Relevant bibliographies by topics / Contract employee

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Academic literature on the topic 'Contract employee'

Author: Grafiati

Published: 5 June 2025

Last updated: 2 August 2025

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Journal articles on the topic "Contract employee"

1

Csoka, Louis S. "A new employer-employee contract?" Employment Relations Today 22, no. 2 (1995): 21–31. http://dx.doi.org/10.1002/ert.3910220204.

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Zhang, Yuchao, Ting Ren, and Xuanye Li. "Psychological contract and employee attitudes." Chinese Management Studies 13, no. 1 (2019): 26–50. http://dx.doi.org/10.1108/cms-06-2017-0171.

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Purpose This paper aims to investigate the Chinese employment relationship under the framework of psychological contracts. The authors explored the effects of firm ownership (in terms of state-owned and private enterprises) and employment type (in terms of permanent and temporary employees) on employee perceptions of psychological contract. In addition, the associations between fulfilled psychological contract and various dimensions of employee attitudes were examined. Design/methodology/approach The authors adopted a questionnaire as the primary instrument to investigate the impact of firm ow

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Alzaid, Deemah, and Suad Dukhaykh. "Employer Branding and Employee Retention in The Banking Sector in Saudi Arabia: Mediating Effect of Relational Psychological Contracts." Sustainability 15, no. 7 (2023): 6115. http://dx.doi.org/10.3390/su15076115.

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The main purpose of this study is to examine the impact of employer branding on employee retention and the mediating effect of the relational psychological contract between employer branding and employee retention among employees of the banking sector in Saudi Arabia. A cross-sectional survey is used to gather data from 459 employees working in the banking sector. The study findings reveal that employer branding is positively and significantly related to relational psychological contracts and employee retention. Furthermore, a relational psychological contract significantly mediates the relati

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Zhang, Cheng, Jirawan Deeprasert, and Songyu Jiang. "Psychological contract and turnover intention in luxury hotels." Problems and Perspectives in Management 22, no. 3 (2024): 80–95. http://dx.doi.org/10.21511/ppm.22(3).2024.07.

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Human resources are critical assets in the hotel industry, and retaining employees is crucial for the sustainable development of hotels. To reduce employee turnover, the study aims to explore the role of psychological contract and emotional labor on turnover intention. Data from an online survey of 743 employees of luxury hotels in China were analyzed using structural equation modeling (SEM). The results show that employer relational psychological contracts (p &amp;lt; 0.001), employee relational psychological contracts (p &amp;lt; 0.001), and employer transactional psychological contr

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Bigey, N. "Employment contracts: the inherent dangers of the fixed-term contract." Journal of Dentofacial Anomalies and Orthodontics 21, no. 4 (2018): 408. http://dx.doi.org/10.1051/odfen/2018096.

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Hiring an employee can be risky, especially when choosing the contract that will bind the employer to the employee. It is essential to choose a suitable contract. Oftentimes, the preferred choice is a fixed-term contract. If the reason for this choice is contested, the financial consequences may be exorbitant.

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Winda Yulianti, Wiyanto Wiyanto, and Nisa Nurhidayanti. "APPLICATION OF DATA MINING USING NAIVE BAYES ALGORITHM FOR CLASSIFICATION OF EMPLOYEE CONTRACT EXTENSION AT PT TORINI JAYA ABADI." Jurnal Informatika Teknologi dan Sains (Jinteks) 5, no. 3 (2023): 516–24. http://dx.doi.org/10.51401/jinteks.v5i3.3348.

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An employment contract is an agreement made verbally or in writing between an employee and an employer, the working status of contract employees in a company is an important matter and needs to be considered in order to achieve company goals. PT Torini Jaya Abadi is a company that uses a work contract system. Every year there must be employees who are protected or their work contracts are terminated. In terms of determining whether an employee is strained or terminates his work contract, there are often difficulties in determining this. This is done to create a system that can help determine t

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.1017/s1833367200001140.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (19

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.17.6.729.

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Abstract The employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.729.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (19

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Varghese, Sabu, and M. S. Raju. "Psychological Contract Breach and Organizational Outcomes: Moderating Effect of Tenure." Asian Review of Social Sciences 8, S1 (2019): 46–51. http://dx.doi.org/10.51983/arss-2019.8.s1.1495.

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Conventional wisdom tells us that only if the employees are paid enough, they can be made happy consequently productive. However, studies have suggested that the nature of the relations between employer and employee have a vital role to play in employee’s job satisfaction, Likewise, employee’s intention to leave the organization is influenced by both money related factors and relational elements. Studies suggest that the nature of the employer-employee relationship significantly affects the employee perceptions and reactions. Psychological Contract is a model which will help one to understand

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Dissertations / Theses on the topic "Contract employee"

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Mahle, Stephen E. "An options model of employee-firm contracts." Connect to resource, 1987. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1262704610.

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Brewerton, Paul. "The nature of the psychological contract at work : content and characteristics." Thesis, University of Surrey, 2000. http://epubs.surrey.ac.uk/787/.

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Guo, Chen. "Employee attributions and psychological contract breach in China." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/employee-attributions-and-psychological-contract-breach-in-china(816ca8ec-ef70-4008-af6d-316c7809f708).html.

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Breaches of the psychological contract (i.e., subjective experiences that are based on an individual’s perception that another party has failed to realise the obligations that had been promised) can have negative consequences for employees, such as reducing employees’ performance, job satisfaction and organisational commitment. The main aim of this study is to examine how employee attributions about the causes of psychological contract breach shape the relationship between psychological contract breach and employee outcomes. Based on existing literatures, two models concerning of the role of e

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DeLoria, Julie Elizabeth. "A Comparative Study of Employee Commitment: Core and Contract Employees in a Federal Agency." Diss., Virginia Tech, 2001. http://hdl.handle.net/10919/29324.

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This study examined commitment levels of two groups of employees: core government employees and contract employees who directly supported the Federal Government. The sample included 85 government employees and 131 contract employees. The research identified each group's level of commitment to various work entities. These included: immediate government office, government organization, employer, and occupation. The focus was on affective commitment, i.e., an employee's emotional attachment to, and desire to maintain membership with, a work entity. A measure was also taken for socialization-

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Almqvist, Linda, and Jennica Klaman. "Psykologiska kontrakt, kommunikation och relation mellan chefer och anställda på Socialförvaltningen." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-11588.

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Psykologiska kontrakt är ett tvåvägsutbyte av upplevda löften och medvetna och icke medvetna åtaganden mellan chef och anställd. I tidigare studier framkommer det att kommunikationen på arbetsplatserna har en påverkan på relationen mellan anställda och chefer. Hur ser chefer och anställda på de psykologiska kontrakten? På vilket sätt upplever chefer och anställda kommunikationen på Socialförvaltningen? Hur påverkas relationen mellan chef och anställd om de psykologiska kontrakten bryts? Undersökningen genomfördes på chefer och anställda på en Socialförvaltning. En kvalitativ metod genom interv

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Eklund, Carl, and Nils Wennerberg. "Arbetstagares upplevelser av psykologiska kontraktsbrott : En kvalitativ intervjustudie." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-31800.

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Syftet med studien har varit att undersöka upplevelser av psykologiska kontraktsbrott hos arbetstagare. Särskilt intressant har varit att belysa hur kontraktsbrotten har uppstått, hur arbetstagarens känslor och beteenden har påverkats, samt om det har gått att återupprätta brutna kontrakt. Ett målinriktat bekvämlighetsurval gjordes (n=10). Av dessa var fem män och fem kvinnor i olika åldrar. Semistrukturerade intervjuer genomfördes med arbetstagare från olika organisationer, som på ett eller annat sätt haft erfarenheter av psykologiska kontraktsbrott. En innehållsanalys användes för att analys

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Jackson, Keith. "Trust in the psychological contract : an international employee perspective." Thesis, SOAS, University of London, 2011. http://eprints.soas.ac.uk/13101/.

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Yuseph, Moosa. "The psychological contract and employee performance in post-acquisition integration." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/22803.

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The purpose of this research study was to measure and understand if there was a change in the psychological contract post-acquisition and if so, did this change have a positive, negative or no effect on employee performance. Previous research and literature has suggested that identity was a critical measure of post-acquisition success (2011, p. 26; Weber&Drori, 2011, p. 76) leaving employee performance unmeasured. Rouzies (2011) further suggested that a merger or acquisition can lead to a drop in psychological attachment, identification and commitment to the acquired organisation (2011, p. 25)

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Scheetz, Andrea M. "The Effect of Psychological Contract Violations on Employee Intentions to Report Fraud." Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1459529297.

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Schaupp, Gretchen Lina. "An Experimental Study of Psychological Contract Breach: The Effects of Exchange Congruence in the Employer - Employee Relationship." Diss., Virginia Tech, 2012. http://hdl.handle.net/10919/26652.

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Although the psychological contract has been a popular topic in managerial research for the past twenty years, recent critiques of the research in this area point to several shortcomings. These are believed to result primarily from the overwhelming use of field studies, survey questionnaires, and other correlational procedures in the study of this construct. One particular research question that has generated mixed results involves the effect that oneâ s underlying contract (either transactional or relational) has on individualsâ perceptions of contract breach and feelings of violation foll

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Books on the topic "Contract employee"

1

Onesto, Anthony. The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6.

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Connecticut. General Assembly. Legislative Program Review and Investigations Committee. State employee contract binding arbitration. Legislative Program Review and Investigations Committee, 1995.

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Center for Continuing Legal Education (American Bar Association), ed. Employee? Common law employee? Leased employee? Independent contractor? Who's in the workforce? The Center, 1998.

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Center for Continuing Legal Education (American Bar Association), ed. Employee? Common law employee? Leased employee? Independent contractor? Who's in the workforce? American Bar Association Center for Continuing Legal Education, 1998.

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5

United States. Defense Logistics Agency., ed. Defense Contract Administration Services manual for conducting Contractor Employee Compensation System Reviews. Dept. of Defense, Defense Logistics Agency, 1986.

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Kovenock, Daniel J. An implicit contract approach to employee stock ownership plans. Institute for Research in the Behavioral, Economic, and Management Sciences, Krannert Graduate School of Management, Purdue University, 1986.

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J, Marcellino James, and Massachusetts Continuing Legal Education, Inc. (1982-), eds. Employee raiding and trade secrets litigation (92-05-10). Massachusetts Continuing Legal Education, 1991.

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8

Aspelund, Donald J. Employee noncompetition law. 2nd ed. West Group, 2002.

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Aspelund, Donald J. Employee noncompetition law. C. Boardman Co., 1987.

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Kovenock, Dan. An implicit contract approach to employee stock ownership plans. University of Essex, Dept. of Economics, 1986.

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Book chapters on the topic "Contract employee"

1

Onesto, Anthony. "Trends You Should Pay Attention To." In The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6_8.

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Onesto, Anthony. "What Makes a 21st-Century Job?" In The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6_5.

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Onesto, Anthony. "Bodies in Seats." In The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6_6.

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Onesto, Anthony. "What Gen Z Will Look For." In The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6_9.

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Onesto, Anthony. "What Shaped Gen Z?" In The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6_2.

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Onesto, Anthony. "What the Hell Is a 20th-Century Job Anyway?" In The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6_4.

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Onesto, Anthony. "The True Cost of Metric Fixation." In The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6_7.

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Onesto, Anthony. "Who Is Gen Z?" In The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6_1.

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Onesto, Anthony. "The Road Ahead for HR Management." In The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6_10.

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Onesto, Anthony. "What Does Gen Z Want?" In The New Employee Contract. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8054-6_3.

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Conference papers on the topic "Contract employee"

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S A, Darshith, Rakesh D, K. Tharaka Rami Reddy, Sahana A, Nischith S, and Sumalatha. "Using Machine Learning to Analyze Employee Psychological Contract Fulfillment: A Data-Driven Approach to Predict Job Satisfaction." In 2025 First International Conference on Advances in Computer Science, Electrical, Electronics, and Communication Technologies (CE2CT). IEEE, 2025. https://doi.org/10.1109/ce2ct64011.2025.10939718.

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Math, Sujay, Clem Firlotte, and Ali Akbar Sohanghpurwala. "Condition assessment, ICCP design, installation and commissioning of a carbonated and salt contaminated reinforced concrete parking deck." In CORROSION 2015. NACE International, 2015. https://doi.org/10.5006/c2015-05696.

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Abstract The Port Authority of Alleghany County (Pittsburgh), PA operates a garage facility where public transit busses are maintained and repaired. The roof of this garage is an open air reinforced concrete parking deck for employee and authority vehicles. This reinforced concrete slab has been subjected to both deicing salts on the top side and carbonation from the maintenance and repair operations on the bottom, which have caused corrosion damage to the reinforcing steel. The Port Authority has let a contract to repair this parking deck with a desired life expectancy of 25 years. This paper

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Adley, Daniel P. "OSHA Multi-Employer Worksite Policy." In SSPC 2000. SSPC, 2000. https://doi.org/10.5006/s2000-00001.

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Abstract On December 10, 1999, OSHA issued a compliance (CPL) directive number CPL 2-0.124 to clarify the Agency's multi-employer citation policy(1). On multi-employer worksites, more than one employer may be citable for a hazardous condition that violates an OSHA standard. Employers may be the facility owner, contractor(s) and/or sub-contractor(s), construction managers, engineering firms, and others, depending upon their roles on the project. The policy gives clear and detailed guidance on when citations should and should not be issued to exposing, creating, correcting and controlling employ

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Peart, D., and R. Pinto. "Cooling Water Contracts or Alliances, A Management Perspective." In CORROSION 1998. NACE International, 1998. https://doi.org/10.5006/c1998-98532.

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Abstract With the trend in industry to a smaller broader skilled workforce, much of the work carried out by employees of corporations is now performed by contractors. This trend has led to innovative agreements and arrangements between contractors and corporations ranging from partnerships to traditional contracts. The success of the move towards more cooperative and innovative alliances is as dependent on the role management plays in establishing the agreement, and the ongoing stewardship to the agreement, as it is on the philosophy and content of the contract. This paper will address the key

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TUICĂ, Maria Alexandra, and Maria Claudia IONESCU. "Psychological contract – diferences between state-owned and private organizations." In Ştiință și educație: noi abordări și perspective. "Ion Creanga" State Pedagogical University, 2023. http://dx.doi.org/10.46727/c.v1.24-25-03-2023.p209-215.

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Psychological contract, the unwritten agreement between employee and employer, has a strong connection to employees’ organizational commitment, to their level of satisfaction and to a good quality of work relationships, and respecting this contract offers to both employees and organizations the chances to develop and succeed. The violation of this contract has different consequences on organizational behavior and could even make the employee leave the organization. This study aims to investigate possible differences between employees’ perceptions from state-owned and private organizations on p

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Hao, Yongjing, Huixin Yu, Zheng Xia, and Baoshan Zhao. "Effect of Psychological Contract on Employee Performance: A Review." In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5577987.

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Yao, Hui. "Research on the Psychological Contract Development of Chinese Employee." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998115.

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Putri, Marsha, and Riani Rachmawati. "Psychological Contract, Employee Engagement, and Perceived Organizational Support Influence on Employee Turnover Intention in Pharmaceutical Industry." In Proceedings of the 4th International Conference on Economics, Business and Economic Education Science, ICE-BEES 2021, 27-28 July 2021, Semarang, Indonesia. EAI, 2022. http://dx.doi.org/10.4108/eai.27-7-2021.2316894.

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Huddleston, R. "Case history - Contract employee cuts into energized 13.8 kV cable." In 2013 IEEE IAS Electrical Safety Workshop (ESW 2013). IEEE, 2013. http://dx.doi.org/10.1109/esw.2013.6509000.

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Zhu, Lan. "Management Research Of Employee Engagement Based On The Psychological Contract." In 2015 3rd International Conference on Education, Management, Arts, Economics and Social Science. Atlantis Press, 2016. http://dx.doi.org/10.2991/icemaess-15.2016.271.

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Reports on the topic "Contract employee"

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Dolado, Juan J., Etienne Lalé, and Hélène Turon. Zero-hours Contracts in a Frictional Labor Market. CIRANO, 2022. http://dx.doi.org/10.54932/hvdc9170.

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We propose a model to evaluate the U.K.’s zero-hours contract (ZHC) – a contract that exempts employers from the requirement to provide any minimum working hours, and allows workers to decline any workload. We find quantitatively mixed welfare effects of ZHCs. On one hand they unlock job creation among firms that face highly volatile business conditions and increase labor force participation of individuals who prefer flexible work schedules. On the other hand, the use of ZHCs by less volatile firms, where jobs are otherwise viable under regular contracts, reduces welfare and likely explains ne

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Prada, María Fernanda, Sergio Urzúa, and Graciana Rucci. The Effect of Mandated Child Care on Female Wages in Chile. Inter-American Development Bank, 2015. http://dx.doi.org/10.18235/0011690.

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This paper studies the effect of mandated employer-provided child care on the wages of women hired in large firms in Chile. We use a unique employer-employee database from the country's unemployment insurance (UI) system containing monthly information for all individuals that started a new contract between January 2005 and March 2013. We estimate the impact of the program using regression discontinuity design (RDD) exploiting the fact that child care provision is mandatory for all firms with 20 or more female workers. The results indicate that the monthly starting wages of the infra-marginal w

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Card, David, and Sara de la Rica. The Effect of Firm-Level Contracts on the Structure of Wages: Evidence from Matched Employer-Employee Data. National Bureau of Economic Research, 2005. http://dx.doi.org/10.3386/w11829.

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Linge, Tone Therese, Olga Gjerald, Åse Helene Bakkevig Dagsland, Kai Victor Myrnes-Hansen, Huseyin Arasli, and Trude Furunes. In Pursuit of Fair Work: Taking a closer look at the Norwegian hospitality industry. University in Stavanger, 2023. http://dx.doi.org/10.31265/usps.269.

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This report highlights the findings and implications of research conducted in the Norwegian hospitality sector during the Covid-19 pandemic. The report focuses on workers’ experiences in the industry, using the Fair Work Principles: fair contracts, fair pay, fair conditions, fair management, and fair representation. Similar surveys have been conducted among hospitality workers in Ireland, Scotland, Greece, Australia, and New Zealand. The Norwegian survey was conducted between September 2021 – March 2022 and generated 853 responses of which 585 were complete from workers in the Norwegian hospit

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Audoly, Richard, Manudeep Bhuller, and Tore Adam Reiremo. The Pay and Non-Pay Content of Job Ads. Federal Reserve Bank of New York, 2024. http://dx.doi.org/10.59576/sr.1124.

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How informative are job ads about the actual pay and amenities offered by employers? Using a comprehensive database of job ads posted by Norwegian employers, we develop a methodology to systematically classify the information on both pay and non-pay job attributes advertised in vacancy texts. We link this information to measures of employer attractiveness, which we derive from a job search model estimated on observed wages and worker mobility flows. About 55 percent of job ads provide information related to pay and nearly all ads feature information on non-pay attributes. We show that publicly

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Samaniego de la Parra, Brenda, Andrea Otero-Cortés, and Leonardo Fabio Morales. The Labor Market Effects of Part-Time Contributions to Social Security: Evidence from Colombia. Banco de la República, 2021. http://dx.doi.org/10.32468/dtseru.302.

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In 2014, Colombia implemented a policy that added flexibilization to labor contracts for part-time workers that reduced the quasi-fixed costs of employing formal workers. We find that the reform increased the probability of entering the formal sector within the targeted population: low-wage, part-time workers. We use administrative employer-employee matched data and leverage variation across cities and industries in demand for part-time work before the reform. We find that, after the tax reform, the change in the total number of formal workers is 6 percentage points higher at firms that use th

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Hoffman, Mitchell, and Stephen Burks. Training Contracts, Employee Turnover, and the Returns from Firm-sponsored General Training. National Bureau of Economic Research, 2017. http://dx.doi.org/10.3386/w23247.

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Rivadeneira, Alex, Carlo Alcaraz, Nicolás Amoroso, Rodolfo Oviedo, Brenda Samaniego, and Horacio Sapriza. The Real Effects of Credit Supply Shocks During the COVID-19 Pandemic. Banco de México, 2024. https://doi.org/10.36095/banxico/di.2024.16.

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We study the real effects of credit supply shocks during the COVID-19 pandemic in Mexico. To this end, we merge administrative micro-level data on the universe of bank loans to firms with matched employer-employee social security records. For each firm, we measure its exposure to time-varying credit supply shocks. We find that a negative credit shock of one standard deviation would have increased a firm's exit probability by 0.15 percentage points (pp) and decreased its annual employment growth by 1 pp. These effects were most pronounced among unincorporated businesses, small and young firms,

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Hughes, Ceri, Miguel Martinez Lucio, Stephen Mustchin, and Miriam Tenquist. Understanding whether local employment charters could support fairer employment practices: Research Briefing Note. University of Manchester Work and Equalities Institute, 2024. http://dx.doi.org/10.3927/uom.5176698.

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Abstract:

Employment charters are voluntary initiatives that attempt to describe ‘good’ employment practices and to engage and recognise those employers that meet or aspire to meet these practices. They can operate at different spatial scales, ranging from international and national accreditation schemes to local charters that focus on engaging employers in specific regions or cities. The latter are the focus of this briefing paper. At least six city-regions in England had local employment charters at the time of our research. These areas alone account for over a fifth (21 per cent) of the resident work

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Merwin, S. E., W. H. Millet, and R. J. Traub. Radiation exposures for DOE contractor employees-1988. Twenty-first annual report. Office of Scientific and Technical Information (OSTI), 1990. http://dx.doi.org/10.2172/1209074.

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