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1
Menn, Annatina. "Interessenausgleich im Filmurheberrecht /." Zürich ;Basel ;Genf : Schulthess, 2008. http://www.gbv.de/dms/spk/sbb/recht/toc/591002051.pdf.
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Mulcahy, Francis S. "The effectiveness of partnering and source selection in job order contracting." Thesis, Springfield, Va. : Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA403569.
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Salim, Raya Said. "The consequences of unlawful and prohibited contracts of employment in labour law." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1041.
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The purpose of having labour laws in South Africa is to regulate employment contracts and the relationship between the employer and the employee. Once a legally binding contract comes into being the Labour Relations Act of 1995 automatically applies alongside the Basic Conditions of Employment Act and various other labour legislations. Common law rules play a vital role in the formation of an employment contract. For an ordinary contract to have legal effect, four basic requirements need to be met. Briefly, parties to the contract must have reached consensus, parties’ performance of their obligations must be possible, the conclusion and objectives of the contract must be lawful and that both parties to the contract must have the necessary capacity to conclude the contract. Once these requirements have been met one is said to have concluded a valid contract. Nevertheless for the purposes of this study, we focus specifically on the employment contract. Aside from the general common law requirements for a valid contract, for an employment contract to be recognised and protected by labour legislations, it is important to distinguish an employee from an independent contractor since only the former enjoys legal remedies afforded by labour law. Common law contractual rights and duties automatically apply once an employment relationship is established in addition to the rights and duties specified in the contract itself. Common law rules regarding morality plays a major role in our modern day societies, as shall be discussed the workforce has not been left untouched by this important principle. Morality greatly influences a society’s view concerning acceptable and unacceptable behaviour or practices. It goes without saying that a contract should not be contrary to the moral views of the society in which the parties find themselves in. A contract can be complying with all the statutory requirements for a valid employment contract; however it may at the same time be tainted with illegality as the object of performance is considered immoral in the society such as an employment contract to perform prostitution. Conversely, another scenario may involve a party to an employment contract who is a child below the age of 15 years old; the contract is invalid as it contravenes section 43 of the Basic Conditions of Employment Act. Despite clear statutory prohibitions this practice may be perfectly acceptable in the eyes and minds of the society. The purpose of this study is to evaluate prohibited and unlawful contracts of employments, how the law (both common law and statutory law) treats such contracts in the sense that; whether they are protected or not and to what extent these laws have been developed to influence modern attitudes concerning such contracts. One stark example is illustrated through case law where the court had to determine the validity of an employment contract concluded between an employer and an illegal immigrant.
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Doiron, Denise J. "Wage and employment contracts as equilibria to a bargaining game : an empirical analysis." Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/27001.
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The object of this research is to study how unions and firms divide the surplus or rents available to them. Many instruments are used in practice to make this division, but standard micro data only includes two: wages and employment. I use a new approach to study wage and employment contracts as I consider them equilibrium points in a noncooperative bargaining game.
This work is an extension of wage-employment determination models, the extension being the incorporation of a bargaining model, specifically, a Rubinstein bargaining game. Given the objective functions of the two players, the wage and employment equations are specified by the equilibrium conditions for the game. Also, additional determinants of the contracts are identified. One of the characteristics of the model is that the wage and employment contracts are affected by the relative strike costs of the two negotiating parties even in the absence of strikes.
The data involve the B.C. wood products industry and the IWA, a powerful union believed to have been successful at capturing rents. The data include input and output quantities and prices and equations representing input demands and output supply are estimated simultaneously with the negotiated wage and employment equations. Four estimation models are derived corresponding to two bargaining frameworks and two sets of assumptions on the firms' technology. The two bargaining frameworks correspond to two polar cases that have been assumed in the wage-employment determination literature: in one case, the wage is set through bargaining while the employment level is chosen by the firm, in the second case, both the wage and employment level are negotiated. In one pair of models, output is treated as exogenous to the bargaining while in the second set of models, output is endogenous and capital is exogenous.
The bargaining game is successfully implemented in the sense that technology and union utility parameters are generally reasonable and comparable to previous estimates. Also, the determinants of relative strike costs enter significantly in the estimation. The union is seen to care about employment as well as the wage with slightly more weight being placed on the employment level. Rent maximization is always rejected. Bargaining powers are calculated at each data point and results indicate that the 1980's recession increased the relative power of the union. The hypotheses of equal bargaining powers and complete union bargaining power are tested and rejected. Also, the proportion of rents captured by the firm is found to be a poor indicator of its bargaining power.
Although the qualitative results mentioned above are robust across the four models, parameter values are generally sensitive to both the technology assumptions and the bargaining framework. Ignoring the simultaneity of wages, employment and other variables chosen by the firm can be very misleading. Finally, the model in which both wages and employment are negotiated consistently performs better than the framework in which employment is unilaterally set by the firm.Arts, Faculty of
Vancouver School of Economics
Graduate
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Yosifov, Martin. "Salary determination and contract length in Major League Baseball." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 154 p, 2006. http://proquest.umi.com/pqdweb?did=1257794751&sid=10&Fmt=2&clientId=8331&RQT=309&VName=PQD.
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Gauss, Tanja Claudine. "The extension of employment rights to employees who work unlawfully." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1569.
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South Africa has over the years and particularly since the enactment of our new Constitution, attracted an increasing number of foreigners. One of the main problems associated with the large number of illegal immigrants in this country is that they are placing strain on South Africa‟s already scare resources such as housing and healthcare. A further problem is that these illegal immigrants are competing with South Africans for jobs which are already scarce, and thus aggravating the unemployment situation. Nevertheless, these illegal immigrants are being employed and by virtue of their circumstances are easily exploited and often the victims of cheap labour, corruption, eviction and assault. Given that these workers are illegal immigrants not in possession of the required work permits, their employment is prohibited by the Immigration Act 13 of 2002. They are thus illegal workers. Another category of illegal workers are those, predominantly women, who are employed in an industry which offers easy income with no contractual obligations – the prostitution industry. Despite the prohibition of prostitution by the Sexual Offences Act 23 of 1957, the prostitution industry throughout South Africa continues to exist. These workers are also particularly vulnerable and easily exploited and abused by their employers. Illegal immigrants and sex workers in South Africa have until recently been denied access to the protection of our labour legislation, by virtue of the illegality of their employment contracts. However two recent controversial decisions, that of the Labour Court in the Discovery Health case, and that of the Labour Appeal Court in the Kylie case, have changed this position.
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FIRINU, ANTONIO. "UNDECLARED FLEXIBILITY. THE IRREGULARITIES IN NONSTANDARD WORK IN ITALY." Doctoral thesis, Università degli Studi di Milano, 2012. http://hdl.handle.net/2434/213807.
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The thesis focuses on new forms of irregularity emerging within the application of non-standard working contracts. By an empirical research in the province of Brescia and Cagliari it has been found that often non standard forms of employment are characterized by “gray areas” very difficult to identify within a clear legal framework. Precisely, flexible contractual arrangements, in particular self-employment contracts in Cagliari and illegal labour outsourcing in Brescia, are often used improperly by employers in order to lower production costs and sometimes disguise full-time subordinated working relations.
The ultimate aim of the paper is to draw an analytical picture over the flexibility-irregularity relationship in Italy. The theoretical assumption asserting that the increasing use of nonstandard form of employment has always a positive effect on the reduction of undeclared work, which is usually considered as a phenomenon never intersecting with the formal work regulation, is here criticized. This paper claims the existence of a parallel mechanism of complementarity between irregularity and flexibility whenever their interaction results in the creation of new forms of undeclared work.
The analysis finds here a new theoretical elaboration claiming the existence of a new management strategy here termed as “Undeclared flexibility” – meaning the practice of using part of the workforce in a flexible way within and outside the legal framework regulation according to the requirements of production, keeping the absolute level of tax payments at the minimum costs. The consequences on the supply side are the emergence of new social insecurities related to new type of irregularities.
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CARUSO, ANNA RITA. "Disciplina ed evoluzione della vigilanza fra mercato del lavoro regolamentato e sommerso." Doctoral thesis, Università degli studi di Bergamo, 2014. http://hdl.handle.net/10446/30681.
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The first chapter analyzes the relationship between the labor market and undeclared work, highlighting the principal problems concerning access to development factors. We present the models of the German and Danish labor market which inspired the Fornero reform, in particular, it shows the impact of the austerity measures and the consequent strategies in the short and long term. We define black work through an analysis of the measurement methods and present the latest parliamentary investigations on illegal employment, illegal hiring and white deaths. We describe the causes and effects of undeclared work, highlighting the economic cost and the perception of the phenomenon, and the legal nature of the offense. We investigate on the identity of illegal workers, analyzing risk groups: unemployed young people, temporary workers, illegal immigrants and women. We explore the areas and locations where informal work is more popular: service industry, agriculture, industry, with particular attention to the construction industry. Then we discuss the policy emerging from the undeclared work at European, national and regional level, studying in detail the congruence indexes.
The second chapter studies the forms of elusion of contracts and improper use of flexibility, focusing on some types easier to be eluded: internship, term contract, apprenticeship, temporary work, project work, job on-call, part-time, occasional work, VAT, joint venture and co-operatives.
The third chapter describes the evolution of legislation that regulates supervisory in the workplace, by L. 1361/1912 to D.L. 76/2013, c.d. “Job Policies”, highlighting the most important regulations that have had a direct impact in the inspective activity.
Finally, in the fourth chapter, we describe the organization of supervision in Italy compared to other countries such as France, Germany and Britain. Then, we analyze the principal instruments used by labor inspectors to combat illegal employment and the means available to the companies to defend against inspections.
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Bagdonaitė, de Jesus Kristina. "Terminuotos darbo sutarties sudarymo ir nutraukimo ypatumai." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2005. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2004~D_20050606_223505-83459.
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Conclusion and termination of fixed-term work agreements has influence on legal status of employees, work quality, efficiency of undertaking’s activity as well as provides parties with opportunities to individualize operating conditions and implement reasonable objectives, increases employment. In addition to common labour law norms, according to peculiarities of employment relations there are also rights and guaranties determined by special legal norms applied to fixed-term work agreements. With reference to summarized experience of national legal regulation in Lithuania and other foreign countries, European Union labour law acts, judicial practice and research work results of other authors this work deals with legal employment relationship existing between employer and employee in the process of conclusion and termination of a fixed-term work agreement and paying the main attention to their particularities in the whole of similar relations. It analyzes the machinery of given legal relations’ regulation. There is a conception of a fixed-term work agreement presented. It determines the parties of this legal relation and the content of a fixed-term agreement settled by them. Fixed-term employment meets labour market requirements in upsurge of flexible work organization forms. One of these forms is also a fixed-term work agreement.
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Thomson, Lisa. "Clerical workers, enterprise bargaining and preference theory : choice & constraint /." Access full text, 2004. http://www.lib.latrobe.edu.au/thesis/public/adt-LTU20050801.172053/index.html.
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Thesis (Ph.D.) -- La Trobe University, 2004. Submitted to the School of Social Sciences, Faculty of Humanities and Social Sciences.Includes bibliographical references (leaves 283-294). Also available via the World Wide Web.
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Dunnagan, Monica Lynn. "Work Group Composition Effects on Leadership Styles in Aircraft Manufacturing Organizations." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/40.
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Smallens, Ziya Mehmet. "Prosperity in the On-Demand Economy: Reinvigorating the American Labor Force." Oberlin College Honors Theses / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=oberlin1462885077.
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Paganelli, Cleber Regian. "Reflexos previdenciários no contrato individual de trabalho." Pontifícia Universidade Católica de São Paulo, 2015. https://tede2.pucsp.br/handle/handle/6909.
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Previous issue date: 2015-10-20Labor Law and Social Security Law currently represent two autonomous fields of Legal Science, and encompass the idea of protection for the working person, especially the employee under a work contract. Labor Law is responsible for protecting labor rights, whereas Social Security Law includes a significant number of provisions, represented by benefits and services available to the employee whenever he/she is faced with the contingencies which this field of law seeks to cover. The ultimate goal of this study is to analyze the impact of social security benefits on the individual work contract. To this end, we provide a brief overview of labor concepts, especially those regarding the work contract itself. Next, we present a few established social security laws in order to allow for a better comprehension of that which is the essence of this paper, that is, the theoretical and practical implications of social security benefits of Regime Geral de Previdência Social (General Social Security System and Special Social Security) RGPS on the work contract. Among all the benefits currently provided by the RGPS, we have not touched on the issue of pension benefit due to death, neither that of the reclusion aid, as they both involve benefits for the dependents of the insured individual, and therefore do not require debates regarding work contracts. Finally, we were able to establish that the social security benefits have a greater or lesser impact on the work contract, depending on each specific benefit, as they guard against different social risks
Direito do Trabalho e Direito Previdenciário representam na atualidade dois ramos autônomos da Ciência Jurídica, e encerram a ideia de proteção à pessoa que trabalha, em especial àquele trabalhador submetido a um contrato de trabalho subordinado. O Direito do Trabalho é responsável pela garantia de direitos trabalhistas, ao passo que o Direito Previdenciário contém um rol expressivo prestações, representadas por benefícios e serviços que estão à disposição do empregado quando este estiver sujeito às contingências que este ramo do direito objetiva amparar. O propósito último desse estudo é analisar o reflexo dos benefícios previdenciários no contrato individual de trabalho. Para tanto, fez-se uma breve exposição de conceitos trabalhistas, sobretudo no que diz respeito ao próprio contrato de trabalho. Em seguida foram descritos alguns institutos do Direito Previdenciário, a fim de permitir uma melhor compressão daquilo que é a essência dessa obra, qual seja, as implicações teóricas e práticas dos benefícios previdenciários do Regime Geral de Previdência Social RGPS no contrato de trabalho. De todos os benefícios que atualmente o RGPS dispõe, não se tratou acerca da pensão por morte, nem tampouco do auxílio-reclusão, por serem benefícios destinados aos dependentes do segurado e, portanto, não demandam debates frente ao contrato de trabalho. Ao final, foi possível constatar que os benefícios previdenciários impactam em maior ou menor medida no contrato de trabalho, a depender de cada benefício em específico, haja vista que tutelam riscos sociais distintos
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Stuchi, Victor Hugo Nazário. "A aplicabilidade e a eficácia dos contratos internacionais de trabalho pela autonomia da vontade." Pontifícia Universidade Católica de São Paulo, 2016. https://tede2.pucsp.br/handle/handle/18823.
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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior
The choice of the theme of this doctoral thesis - Applicability and Effectiveness of International Labor Contracts by Autonomy of the Will - arose from the conviction that employment relations have become increasingly internationalized and freedom of choice been proven effective for the solution of conflicts. To this end, it analyzed the private international law, through a brief historical foreshortening, general notions and the sources of this branch of law. In addition, it sought to verify the main elements of the Single Contract of Work, by definition, description, morphology and characteristics. The conclusion was the analysis of the International Working Agreement with the analysis of the connection elements of international standards, particularly the Convention of Rome and Mexico and the defense of the principle of freedom of choice as a connecting element of the Working International Contracts
A escolha do tema da presente tese de doutorado – A Aplicabilidade e a Eficácia Dos Contratos Internacionais de Trabalho pela Autonomia da Vontade – surgiu a partir da convicção de que as relações de emprego têm cada vez mais se internacionalizado e a autonomia da vontade se mostrado eficaz para a solução dos conflitos. Para tanto, analisou-se o Direito Internacional Privado, por meio de um breve escorço histórico, as noções gerais e as fontes desse ramo do Direito. Ademais, buscou-se verificar os principais elementos do Contrato Individual de Trabalho, através da definição, denominação, morfologia e características. A conclusão foi a análise do Contrato Internacional de Trabalho, com a análise dos elementos de conexão, das normas internacionais, em especial as Convenções de Roma e do México e a defesa do princípio da autonomia da vontade como elemento de conexão dos Contratos Internacionais de Trabalho
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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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Thomson, Lisa, and FRANCISandLISA@bigpond com. "Clerical Workers, Enterprise Bargaining and Preference Theory: Choice & Constraint." La Trobe University. School of Social Sciences, 2004. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20050801.172053.
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This thesis is a case study about the choices and constraints faced by women clerical workers in a labour market where they have very little autonomy in negotiating their pay and conditions of employment. On the one hand, clerical work has developed as a feminised occupation with a history of being low in status and low paid. On the other hand, it is an ideal occupation for women wanting to combine work and family across their life cycle. How these two phenomena impact upon women clerical workers ability to negotiate enterprise agreements is the subject of this thesis.
From a theoretical perspective this thesis builds upon Catherine Hakim�s preference theory which explores the choices women clerical workers� make in relation to their work and family lives. Where Hakim�s preference theory focuses on the way in which women use their agency to determine their work and life style choices, this thesis gives equal weighting to the impact of agency and the constraints imposed by external structures such as the availability of part-time work and childcare, as well as the impact of organisational culture.
The research data presented was based on face-to-face interviews with forty female clerical workers. The clerical workers ranged in age from 21 to 59 years of age. The respondents were made up of single or partnered women without family responsibilities, women juggling work and family, and women who no longer had dependent children and were approaching retirement. This thesis contends that these clerical workers are ill placed to optimise their conditions of employment under the new industrial regime of enterprise bargaining and individual contracts. Very few of the women were union members and generally they were uninformed about their rights and entitlements.
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Laraia, Maria Ivone Fortunato. "Direito fundamental ao trabalho digno e o contrato de trabalho intermitente." Pontifícia Universidade Católica de São Paulo, 2018. https://tede2.pucsp.br/handle/handle/21767.
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The intermittent labor contract, provided for in the text of article 452-A of the Consolidation of Labor Laws, a mechanism added by labor reform (Law 13467/17), is a contract in which the rendering of service, with subordination, is not continuous, with periods of actual work and inactivity, and can be determined by hour, day or month of work and without a fixed journey. It was conceived to be one of the solutions found for the serious Brazilian economic crisis, since it aims to create jobs, modernize labor laws and increase the competitiveness of Brazilian companies, facing the demands of contemporary capitalism. The intermittent contract, as it was instituted, breaks with the logic of the standard employment bond and contributes to the precariousness of the employment relations, since it allows the use of labor in a discontinuous way; authorizes the payment of salaries lower than the minimum constitutionally guaranteed; violates the principles of human dignity and the social value of work, improves the social status of the worker and offends the right to paid annual leave, at least one third more than the normal salary of the worker, rendering building a free, fair and supportive society, with the eradication of poverty and the reduction of social inequalities, thus failing to promote the welfare of all. This paper presents a proposal for a bill, inspired by Portuguese and Italian legislation, in order to enable the intermittent employee to carry out fundamental social rights, especially human dignity
O contrato de trabalho intermitente, previsto no texto do artigo 452-A da Consolidação das Leis do Trabalho, dispositivo acrescido pela reforma trabalhista (Lei 13.467/2017), é um contrato em que a prestação de serviço, com subordinação, não é contínua, havendo períodos de efetivo trabalho e de inatividade, podendo ser determinado por hora, dia ou mês de trabalho e sem uma jornada fixa. Foi concebido para ser uma das soluções encontradas para a grave crise econômica brasileira, pois objetiva a criação de empregos, modernização das leis trabalhistas e o aumento da competitividade das empresas brasileiras, diante das exigências do capitalismo contemporâneo. O contrato intermitente, da forma como foi instituído, rompe com a lógica do vínculo de emprego padrão e contribui para a precarização das relações de emprego, pois permite a utilização da mão de obra de forma descontínua; autoriza o pagamento de salários inferiores ao mínimo constitucionalmente assegurado; viola os princípios da dignidade humana e do valor social do trabalho, da melhoria da condição social do trabalhador e ofende o direito do gozo de férias anuais remuneradas, com, pelo menos, um terço a mais do que o salário normal do trabalhador, inviabilizando a construção de uma sociedade livre, justa e solidária, com erradicação da pobreza e redução das desigualdades sociais, deixando, assim, de promover obem de todos. Neste trabalho, apresenta-se uma proposta de projeto de lei, inspirada nalegislação portuguesa e na italiana, com a finalidade de possibilitar ao empregado intermitente a efetivação dos direitos fundamentais sociais, especialmente a dignidade humana
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MONTEIRO, JOANA DA COSTA MARTINS. "MICRO ENTERPRISES IN BRAZIL: INFORMALITY AND LABOR CONTRACTS." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2004. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=5488@1.
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COORDENAÇÃO DE APERFEIÇOAMENTO DO PESSOAL DE ENSINO SUPERIOREste trabalho apresenta os resultados de dois estudos empíricos utilizando a base de dados da Economia Informal Urbana (ECINF) do IBGE sobre micro negócios nas capitais do Brasil. O primeiro estudo avalia o impacto da introdução da lei do SIMPLES sobre a formalização das firmas. Introduzida em 1996, essa lei reduziu e simplificou a carga fiscal das micro e pequenas empresas brasileiras. Utilizando os métodos diferenças em diferenças e propensity score matching, verificou-se que a lei estimulou as firmas de comércio a entrarem no setor formal. O segundo estudo investiga a associação (matching) entre características observáveis dos empregados e seus empregadores. Foram encontradas evidências da existência de matching: os proprietários das firmas contratam trabalhadores com o mesmo sexo, faixa etária e nível educacional que o seu. Além disso, há evidências de que essa combinação afeta a escolha do contrato: empregados e empregadores parecidos têm mais chances de estabelecer contratos que remuneram o desempenho.
This thesis explores the ECINF database, a survey conducted by the Brazilian Census Bureau that investigates micro- enterprises in Brazil, in two different aspects. First, the enactment of a new tax registration system (SIMPLES) is investigated. This system has reduced the tax collection of small and micro enterprises in Brazil. Using difference in difference and propensity score matching methods, it was found that the new system has increased the formality among firms in the retail sector. Second, the linked employer-employee nature of the data was used to study the issue of matching between employers and employees. The results indicate the presence of matching in the labor contracts. There is evidence that employers tend to contract workers with the same gender, age and educational level. Moreover, it is shown that this matching affects the contract form. People with the same gender and educational level prefer piece rate contracts.
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Kim, Han Na. "Do formal para o informal: executivos em trabalhos flexíveis." reponame:Repositório Institucional do FGV, 2008. http://hdl.handle.net/10438/2528.
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Previous issue date: 2008-02-26T00:00:00ZQuando observamos o mundo do trabalho atual, percebemos que, há um movimento em direção à maior flexibilidade, tanto em relação aos empregados formais quanto aos trabalhadores que passam a atuar por meio de formas flexíveis de contrato de trabalho. O contrato de emprego flexível refere-se àquele que não segue o modelo formal de contrato de trabalho, regido por CLT (Consolidação das Leis do Trabalho), e, vem sendo estudado ultimamente como um resultado das mudanças na organização do trabalho, em geral, associado à busca por trabalhadores mais produtivos e de menor custo. Devido à amplitude dos fenômenos envolvidos nestas transformações, delimitamos o tema e o público a ser estudado: adotando a idéia de construção social da realidade, de Berger e Luckmann (1966/2002), analisamos os processos de “migração” de 30 executivos, residentes no município de São Paulo, ex-empregados de grandes corporações, que tiveram experiências em cargos de gerência média e alta em organizações nacionais e multinacionais, e, que atualmente, trabalham no mercado sob regime de contratos flexíveis. Para nosso estudo, entendemos os executivos como trabalhadores formais que ocupam posições de alta e média gerência na hierarquia organizacional e detêm posições de poder e prestígio. Assim, o objetivo deste estudo é descrever o sentido atribuído por executivos, ao processo de “migração” para formas mais flexíveis de trabalho e à nova realidade vivida no trabalho. A pesquisa segue uma abordagem qualitativa, utilizando-se de entrevista em profundidade semi-estruturada, para a coleta de dados; para a análise das entrevistas realizadas, usamos, como base, as idéias de práticas discursivas e produção de sentidos, de Spink e Medrado (1999/2004). A abordagem construcionista permitiu verificar que os executivos em trabalhos flexíveis possuem alto nível de autoconfiança, uma visão missionária sobre o seu trabalho, e diversos motivos diferentes para a “migração”. Por meio de seus relatos, pode-se observar as estratégias para a sobrevivência e obtenção de sucesso como um trabalhador flexível; a percepções dos entrevistados sobre o mercado brasileiro; a mudança de relacionamento com os clientes, a família e a rede de contatos. Apesar dos problemas enfrentados para se estabilizar, a maioria demonstra a vontade de permanecer no trabalho flexível, contrariando grande número de estudo que enxergam a flexibilização de contratos de trabalho como precarização para os trabalhadores. Para os executivos em regime flexível, a vida como trabalhador CLT parece fazer parte do passado: agora, eles precisam se mostrar competentes a qualquer custo, planejar-se para as “entressafras”, buscar melhorar a rede de contatos, aumentar o conhecimento e passar um tempo com a sua família. Os motivos de permanência são diversos, mas possuem um ponto de conversão: a sensação de deter o domínio sobre a sua vida, seu tempo, seu dinheiro, seu conhecimento, seu futuro. Talvez, o cotidiano apresente muitas situações de submissão à vontade do cliente e de dedicação maior do que na época de empregado formal; mas, na “realidade cotidiana”, a sensação é de ser o “dono” da sua vida.
When we observe the present work in the world, we can notice a move towards the direction of greater flexibility in regards to formal employees and workers that act through flexible forms of labor contracts. The flexible employment contract refers to the contract that does not follow the formal model of labor contract, governed by CLT (Consolidation of the Labor Laws), and, has been studied lately as a result of changes in the workplace organization, usually associated with the search of more productive and cheaper workers. Due to the enlargement of the involved phenomena of these transformations, we delimited the subject and the public to be studied: adopting the idea of social construction of reality, from Berger and Luckmann (1966/2002), we analyzed the "migration" processes of 30 executives, residents of São Paulo city, ex-employees of large corporations, that had experiences in high and middle management at multinational and national organizations, and, at present, work in the markets under flexible labor contracts. For our study, we understand that the executives are formal workers that occupy positions of high and middle management in the organizational hierarch and have the power of decision and prestige. Being so, the objective of this study is to describe the sense attributed by executives, to the "migration" process to more flexible forms of work and to the new reality lived in the workplace. The research follows a qualitative approach, utilizing semi-structured in-depth interviews to gather the information; for the interview analysis, we used, as the basis, the ideas of speeches practices from Spink and Medrado (1999/2004). The constructionist perspective permitted to verify that executives in flexible workplaces possessed high level of selfconfidence, a missionary vision of his/her work, and different motives for the "migration". Through their statements we can observe the survival strategies and how to become successful as a flexible worker; the interviewees perceptions of the Brazilian market; the change in customer relationships, the family and the personal network. Despite the problems faced to settle in, the majority want to continue with flexible work, even though a large number of studies have shown that flexible labor contracts as a factor that make workers’ lives more precarious. For the executives in flexible employment, life as a formal CLT worker is a thing of the past: now, they need to show themselves as competent at any cost, plan themselves for the "dry spells" improve their network, increase their knowledge and to spend time with their family. The motives to stay are diverse, but all possesses a conversion point: the sensation that they dominate their own lives, time, money, knowledge, and future. Perhaps, many situations will present themselves in daily life to give in to the customer and greater dedication than a formal employee; but, in the "everyday reality", the sensation is that they are the "owner" of their lives.
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Pessoa, André Luís Torres. "Os deveres anexos da boa-fé objetiva e o contrato individual de trabalho." Pontifícia Universidade Católica de São Paulo, 2013. https://tede2.pucsp.br/handle/handle/6284.
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Previous issue date: 2013-10-24This dissertation addresses the application of good faith and its obligations within an individual work contract. The dissertation starts off by bringing the concept of good faith, its characterization and history as a general rule, as well as showing its development and integration into Brazilian law. After this, the study brings forth the functions of the good faith objective, including the creation of obligations by bringing an analysis of the most common ones within this specialized doctrine. What follows is a study of the application of these duties to the standards within labor law and the duties of the parties in a labor contract, which is shown through a provision analysis of obligations in the Brazilian Labor Code, subsequently, showing the consequences arising from any violation of the contract when there is failure by the parties to abide to the concepts of good faith and the obligations that follow it
A presente dissertação aborda a aplicação dos deveres anexos da boa-fé objetiva ao contrato individual de trabalho. Inicia trazendo o conceito de boa-fé, a sua caracterização como cláusula geral e o seu histórico, demonstrando o seu desenvolvimento e a sua inserção no direito brasileiro. Após isso, traz um estudo sobre as funções da boa-fé objetiva, dentre elas a de criação de deveres anexos, trazendo uma análise acerca daqueles mais comuns na doutrina especializada. Segue estudando a aplicação destes deveres anexos às normas do Direito do Trabalho e as obrigações geradas às partes do contrato de trabalho, evidenciando a análise da previsão dos deveres anexos na CLT e, posteriormente, avaliando as consequências oriundas da violação positiva do contrato, quando da inobservância dos deveres anexos da boa-fé objetiva pelos contratantes
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Young, Hoon Bok Hoong. "Essays on the empirical implications of performance pay contracts." Thesis, McGill University, 2011. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=103652.
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The use of performance-based payments to compensate rank and file workers in the U.S. has increased substantially since the 1980s. This dissertation presents three papers that examine the empirical implications of these compensation structures on the U.S. labour market. The first paper investigates whether performance pay is contributing to the difference in residual wage inequality between the March and the Merged Outgoing Rotation Group (MORG) samples of the Current Population Survey (CPS). Lemieux (2006) and Autor, Katz, and Kearney (2008) show 1) that residual inequality is about 30% higher in the March CPS than in the MORG CPS, and 2) that this measure of inequality grew between 1970 and the late 1990s in the March CPS but was relatively stable in the MORG CPS. Understanding why there should be such a substantial difference in residual inequality between the two CPS samples is important because they differ in their support for widely accepted theories of wage inequality. Drawing on detailed earnings information contained in the Medical Expenditure Panel Survey, I present results that suggest that performance pay is indeed playing a role in the discrepancy in residual inequality between the March and MORG CPS samples. The second paper examines whether employers that pay for performance learn more quickly about their workers' unobserved skill (such as ability). According to models of employer learning this is likely to be the case if paying for performance generates cleaner (less noisy) signals of worker productivity. Using job spells constructed from the Panel Study of Income Dynamics I show that faster learning occurs in performance pay jobs than in non-performance pay jobs. This result is in line with Lemieux, MacLeod, and Parent's (2009) finding that performance pay tends to be more closely linked to unobserved measures of skill than pay that is not based on performance. The third paper investigates whether more risk-loving workers sort themselves into jobs that pay for performance and, whether this plays any part in the observed positive relationship between performance pay and uncertainty in output - a relationship which agency theory predicts should be negative. If more risk-loving workers are sorting into performance-pay jobs, then failing to control for heterogeneity in risk preferences will lead to a positive performance pay-output uncertainty relationship. Results obtained using data from the Panel Study of Income Dynamics and Compustat North America show that, although more risk-loving workers are more likely to be found in performance pay jobs, this sorting behaviour only plays a small role in the positive relationship between performance pay and output uncertainty.L'usage de paiements à la performance pour compenser les salariés non-cadres aux Etats-Unis a largement augmenté depuis les années 1980. Cette dissertation présente trois études qui examinent les implications empiriques de ces structures compensatoires sur le marché du travail Américain. La première étude enquête si une plus grosse quantité de paiements à la performance dans les mesures de salaire de l'échantillon de Mars du Current Population Survey (CPS) que dans celles de l'échantillon Merged Outgoing Rotation Group (MORG) du CPS contribue au niveau plus élevé et aux tendances divergentes dans l'inégalité salarial résiduelle entre les deux échantillons. Lemieux (2006) et Autor, Katz, et Kearney (2008) démontrent que, non seulement l'inégalité résiduelle dans le CPS de Mars est approximativement 30% plus élevée que dans le MORG CPS, mais aussi que malgré la croissance de cette mesure d'inégalité entre 1970 et la fin des années 1990, elle était relativement stable dans le MORG CPS. Il est important de comprendre l'origine de cette large différence dans l'inégalité résiduelle entre ces deux échantillons vu qu'ils diffèrent dans leur soutien des théories de l'inégalité salariale. Par le biais d'information détaillée sur les gains, contenue dans le sondage Medical Expenditure Panel Survey, je présente des résultats qui suggèrent que le paiement à la performance joue en effet un rôle dans l'écart dans l'inégalité résiduelle entre les échantillons de Mars et du MORG CPS. La deuxième étude examine si les employeurs payant à la performance apprennent plus rapidement les compétences non observées de leurs travailleurs (comme la capacité). Selon les modèles d'apprentissage des employeurs, ceci est probable si le paiement à la performance engendre des signaux plus clairs quant a la productivité des travailleurs. En utilisant les périodes d'emplois construites à partir du Panel Study of Income Dynamics I, je démontre que l'apprentissage est plus rapide dans les emplois rémunérés à la performance. Ceci est cohérent avec les résultats de Lemieux, MacLeod et Parent (2009) selon lesquels le paiement à la performance est plus étroitement lie aux compétences non observées que le paiement non basé sur la performance. La troisième étude examine si les travailleurs avec préférence pour le risque se trient dans les emplois qui paient à la performance et si cela joue un rôle dans la relation positive observée entre le paiement à la performance et l'incertitude dans la production – une relation que la théorie de l'agence prédit négative. Si les travailleurs ayant plus de préférence pour le risque se trient dans les emplois rémunérés à la performance, ne pas contrôler pour l'hétérogénéité dans ces préférences conduira à une relation positive entre le paiement à la performance et l'incertitude dans la production. Les résultats obtenus à travers le Panel Study of Income Dynamics et Compustat North America démontrent que, bien que les travailleurs préférant le risque sont plus probablement dans des emplois payes à la performance, ce triage ne joue qu'un rôle mineur dans la relation positive entre le paiement à la performance et l'incertitude dans la production.
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Kratzer, Russell E. "Qingdao Nong Min Gong Lao Dong He Tong Fa Shi Shi Zhuang Kuang De Diao Yan: She Hui Bao Xian Wen Ti Tu Chu." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1243614276.
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Persson, Viktor, and Daniel Strindlund. "Logistic costs when calculating construction work contracts." Thesis, Linköpings universitet, Kommunikations- och transportsystem, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-110572.
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Byggindustrin är idag en av Sveriges största industrier med en omsättning som under 2012 uppgick till hela 309 miljarder kronor. Studier har dock visat att cirka 35% av den totala kostnaden vid ett byggprojekt är vad som i andra industrier betraktas som slöseri. I detta innefattas aktiviteter som materialhantering, höga lagernivåer och onödiga väntetider. För att förbättra sin logistik kan byggentreprenörer välja att lägga ut vissa aktiviteter på en tredjepartslogistiker. Denna studie har fokuserat på hur logistikkostnader som skapas på byggarbetsplatsen tas i beaktande under kalkyleringsskedet i ett byggprojekt. Målet har varit att illustrera hur en anpassning kan göras i dagens kalkyleringsmetoder för att visa effekterna av en logistikentreprenad. Kalkylering av byggentreprenader sker till stor del på erfarenhetsbasis med vedertagna enhetstider. Dessa enhetstider är uppbyggda av aktiviteter som bland annat materialhantering, förberedande arbete och produktion. En totalkostnadsmodell har utifrån tidigare studier och intervjuer skapats för fungera mer anpassat till byggindustrin. Genom en kartläggning har det varit möjligt att identifiera vilka logistikkostnader som är synliga och dolda i dagens kalkyler samt att placera in dem under respektive kostnadspost i modellen. En uppskattning är att en ökning av det värdeskapande arbetet med 10% skulle innebära en kostnadsreducering omkring 7% då tredjepartslogistik används.
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Levick, Wayne. "Contract labour migration between Fiji and New Zealand : a case study of a South Pacific work permit scheme." Thesis, University of Canterbury. Department of Geography, 1988. http://hdl.handle.net/10092/4236.
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This thesis addresses the phenomenon of short-term labour migration
between Fiji and New Zealand that operates within the confining structures of
formally instituted work permit schemes. Established since the late 1960s on
the initiative of New Zealand governments, as part of attempts to regulate
labour movements from Pacific Island nations to New Zealand, these schemes
have had their greatest success in controlling flows from Fiji. Numerically the
most significant users of the schemes, many among this flow have sought
rural work in New Zealand. This in turn has led to the expression of hopes
that a degree of skill and money transfer will operate through this means to
assist Fiji's development. Establishing the efficacy of such mechanisms is a
major aim of this thesis.
The study also details the pervasive role of government policy in the
fortunes of short-term South Pacific labour migration. The need for integrated
and flexible approaches to this study is accepted, with the proviso that the
requirement to situate this controversial migration in the context of policy is
paramount. The latter is achieved here, with the result that the conclusions
drawn are generally sympathetic to scheme labour migration, and are therefore
somewhat at odds with observed but not openly stated New Zealand
government policy.
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Neivel, Joseana Bassanesi. "Relações e conseqüências entre as esferas dos processos trabalhista e penal através da (in)aplicabilidade da justa causa." reponame:Repositório Institucional da UCS, 2008. https://repositorio.ucs.br/handle/11338/312.
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Este trabalho tem como objetivo principal demonstrar a aplicabilidade, da demissão por justa causa, nas diversas formas de contrato de trabalho regidas pela Consolidação das Leis do Trabalho. A premissa maior deste estudo será a abordagem das hipóteses elencadas no artigo 482 Consolidação das Leis do Trabalho, ou seja, as causas determinantes que levam o empregador e o empregado a desfazer unilateralmente o vínculo laboral através da inexecução culposa de um dos contratantes. Ante o tema principal, como suporte, introduzimos uma pequena noção de contrato e as diversas modalidades de distratos, assim como os incisos que permeiam a aplicabilidade da justa causa, utilizando como apoio bibliografia diversificada, em destaque no final deste trabalho. Em ponto oportuno destacamos as singularidades apresentadas em alguns dos princípios do processo penal e do direito constitucional, quando relacionadas ao processo trabalhista, dentre estes princípios o do devido processo penal, do contraditório, da indisponibilidade do processo, da verdade real, dentre outros que emolduram estas singularidades entre os dois processos. Em decorrência destacamos o binômio: necessidade versus impossibilidade de manutenção do contrato de trabalho, em que a lei faculta e ampara legalmente determinado ato, seja por impulso do empregado ou do empregador, mas deixa-os descabidos de direitos após a rescisão do contrato de trabalho. O princípio do protecionismo, as semelhanças apresentadas nos processos, penal e trabalhista, a tipificação taxatixa (exaustiva) seja no primeiro quando da tipificação do delito, e no segundo, quando dos incisos aplicados à justa causa, assim como a exclusão do uso da interpretação analógica. Por fim a (in) aplicabilidade da demissão por justa causa, que torna a sua utilização pelo empregador, ociosa, insegura e não alternativa para a rescisão do contrato de trabalho, procurando assim desfazer certas obscuridades legais.Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-05-20T20:45:51Z No. of bitstreams: 1 Dissertacao Joseana Bassanesi.pdf: 824852 bytes, checksum: 936f471e2d4c961a2d7df6e772f06630 (MD5)
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This work has as main objective to demonstrate the applicability, of the dismissal for fair cause, in the several labor agreement forms governed by the Consolidation of the Laws of the Work. The larger premise of this study will be the approach of the hypotheses in the article 482 Consolidation of the Laws of the Work, in other words, the decisive causes that take the employer and the employee to undo the bond through the guilty nonperformance of one of the contracting parties. Before the main theme, as support, we introduced a small contract notion and the several modalities, as well as the interruptions that permeate the applicability of the fair cause, using as support diversified bibliography, in prominence in the end of this work. In opportune point we detached the singularities presented in some of the beginnings of the penal process and of the constitutional right, when related to the labor process, among these beginnings the one of the due penal process, of the contradictory, of the unavailability of the process, of the real truth, among others that frame these singularities among the two processes. In consequence we detached the binomial: need versus impossibility of maintenance of the labor agreement, in that the law allows and it aids certain action legally, be for the employee´s pulse or of the employer, but he/she leaves them improper of rights after the rescission of the labor agreement. The beginning of the protectionism, the similarities presented in the processes, penal and labor, the taxatixe (exhausting) it is in the first when of the of the crime, and in the second, when the applied interruptions to the fair cause, as well as the exclusion of the use of the analogical interpretation. Finally the (in) applicability of the dismissal for fair cause, that it turns his/her use for the employer, idle, insecure and no alternative for the rescission of the labor agreement, trying like this to undo certain legal obscurities.
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Ojeda, Antonio, and Miguel Gutiérrez. "La reforma del mercado de trabajo en España durante la crisis financiera internacional." Pontificia Universidad Católica del Perú, 2012. http://repositorio.pucp.edu.pe/index/handle/123456789/116473.
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The labor market reform in Spain during the international financial crisisThe crisis emerged in 2008 has caused a marked degradation of employment in Spain and an emergency legislation in a very short time, which is analyzed in the study.La crisis surgida en 2008 ha provocado una acusada degradación del empleo en España y una legislación de emergencia en muy poco tiempo, que se analiza en el estudio.
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Jeffers, Dina T. "Contract specialist turnover rate and contract management maturity in the National Capital Region Contracting Center an analysis /." Monterey, Calif. : Naval Postgraduate School, 2009. http://edocs.nps.edu/npspubs/scholarly/JAP/2009/Dec/09Dec%5FJeffers.pdf.
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"Submitted in partial fulfillment of the requirements for the degree of Master of Science in Contract Management from the Naval Postgraduate School, December 2009."Advisor(s): Rendon, Rene G. ; Sears, George A. "December 2009." "Joint applied project"--Cover. Description based on title screen as viewed on January 28, 2010. Author(s) subject terms: Turnover, Contract Management, Contract Management Maturity Model, Procurement Planning, Solicitation Planning, Solicitation, Source Selection, Contract Administration, Contract Closeout, National Capital Region Contracting Center. Includes bibliographical references (p. 61-65). Also available in print.
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Gamber, Edward. "Empirical identification of the risk shifting aspect of labor market implicit contracts." Diss., Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/50019.
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Much of the recent work in the area of implicit contract theory hypothesizes that firms and workers differ in their attitudes towards risk. The optimal wage and employment contract calls for shifting some of the risk associated with a randomly fluctuating marginal product of labor from the more risk averse party to the less risk averse party. The purpose of this dissertation is to explore the empirical implications of this risk shifting hypothesis. In particular, the following question is addressed: "How can we empirically identify whether risk shifting is occurring in the labor market?”
Chapter 2 explores this question in the context of an implicit contract model with nominal variables and a randomly fluctuating price level. Under the usual assumption of risk neutral firms and risk averse workers the implications of the model are refuted by the industry level nominal wage stylized facts. Under the assumption that risk neutral workers insure risk averse firms the model is capable of explaining the stylized facts about the co-movements in nominal wages and employment.
Chapter 3 explores this question in the context of a long-term implicit contract model with bankruptcy constraints. It is shown that if risk neutral firms insure risk averse workers then the real wage will respond asymmetrically to permanent and temporary revenue function disturbances. In particular, the real wage will respond more to a given permanent shock than to a temporary shock of the same size.
Chapter 4 empirically tests this asymmetric wage response implication. A frequency domain technique is developed for decomposing a measure of revenue function disturbances into its permanent and temporary components and the real wage is regressed on each component. A sample of 12 4-digit SIC code industries are tested. The industry wage responses are estimated separately and as a system of seemingly unrelated regressions. Estimated separately, the results support the asymmetric response implication for 7 of the 12 industries at the .10 level of significance and 6 of the 12 industries at the .05 level. Estimated as a system the joint asymmetric response hypothesis is supported at the .01 level of significance for the 12 industries.Ph. D.
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Rahman, Noorashikin Abdul. "Negotiating power: a case study of Indonesian foreign domestic workers (FDWs) in Singapore." Thesis, Curtin University, 2003. http://hdl.handle.net/20.500.11937/692.
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This thesis examines the complex power structures that underscore the migration and employment of Indonesian women as foreign domestic workers (FDWs) in Singapore. The main objective is to highlight the power of individual Indonesian FDWs and the collective power of these women in negotiating these structures of power in the context of a migration study as well as a `resistance' study. I argue that Indonesian FDWs are active agents who exercise individual agency and collective `resistance' in the migration system. As labour migrants they exert power in shaping the nature of the migrant institution. One of the means in which they do so is by perpetuating the informal networks of migration. Individual Indonesian FDWs are also capable of exerting power in circumventing elements of exploitation and domination they encounter during their migration process and employment in Singapore. Crucial to this capability is the ability to have access to a network of agents within the migrant institution. Some Indonesian FDWs are also active in exerting power as a group to present a collective resistance against negative stereotyping of their identities as the immigrant other in Singapore. They do so via a formal religious based social group. This group encourages other Indonesian FDWs to portray the image of the disciplined worker couched within the moralising discourse of Islam by participating in productive activities on rest days. The aim of this is so that Indonesian FDWs can be treated with respect and dignity in Singapore. In general, my data show that Indonesian FDWs as active agents of the migration system do not attempt to challenge the overall structures that underscore their subordination and domination as overseas contract workers (OCWs) in Singapore.The power exerted by individual Indonesian FDWs is focused at ensuring their continued employment as FDWs under more desirable employment conditions. Their individual agency aimed at improving their work conditions is at a personal level and is based on personal goals that are thus too fragmented to challenge the institutionalised structures of employment. Moreover, my case studies reveal that some Indonesian FDWs endure more restrictive work conditions in order to achieve desirable aspects of working in Singapore. Their collective `resistance' against condescending treatment by the host society project an image of the disciplined FDWs desired by employers, maid agents and Singaporeans. Their subjective ambivalence and the ambivalence in their individual and collective acts of `resistance' in challenging aspects of subordination and domination show the complexity of the power relationships in which they are caught. I draw upon two bodies of theory to provide a framework for my analysis and argument. First, I draw upon the `migrant institution' framework espoused by Goss and Lindquist (1995) that is based on Giddens' structuration theory to illustrate the power exerted by individual Indonesian FDWs within the field of migration studies. I also draw upon Foucault's notion of power as a framework to examine collective ,resistance' displayed by Indonesian FDWs in Singapore. The data presented in the thesis are drawn from two sources, ethnographic fieldwork conducted in Singapore as well as relevant newspaper and other media accounts.
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Jin, Myung. "Emotional labor in public service work." Tallahassee, Fla. : Florida State University, 2009. http://etd.lib.fsu.edu/theses/available/etd-11132009-103041/.
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Thesis (Ph. D.)--Florida State University, 2009.Advisors: Mary E. Guy and Ralph S. Brower, Florida State University, College of Social Sciences and Public Policy, School of Public Administration and Policy. Title and description from dissertation home page (viewed May 14, 2010). Document formatted into pages; contains ix, 105 pages. Includes bibliographical references.
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Cheng, Lin. "Organized Labor and Debt Contracting." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1343146465.
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Murray, John Angus Catullus. "Great expectations individuals, work and family /." Connect to full text, 2009. http://hdl.handle.net/2123/5435.
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Thesis (Ph. D.)--University of Sydney, 2009.Title from title screen (viewed 7 October 2009). Submitted in partial fulfilment of the requirements for the degree of Doctor of Philosophy to the Discipline of Work and Organisational Studies, Faculty of Economics and Business, University of Sydney. Degree awarded 2009. Includes bibliographical references. Also available in print form.
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Botsford, Whitney E. "Psychological contracts of mothers does breach explain intention to leave the workforce? /." Fairfax, VA : George Mason University, 2009. http://hdl.handle.net/1920/4526.
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Thesis (Ph.D.)--George Mason University, 2009.Vita: p. 94. Thesis director: Eden B. King. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology. Title from PDF t.p. (viewed June 10, 2009). Includes bibliographical references (p. 89-93). Also issued in print.
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Piasna, Agnieszka Aleksandra. "Work effort in Europe : a comparative analysis of the relationship between working time arrangements and work intensity." Thesis, University of Cambridge, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.708402.
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Mulhern, Margaret. "Social Work Student Perceptions of Labor Trafficking." Honors in the Major Thesis, University of Central Florida, 2014. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1632.
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Human Trafficking in Florida is a growing issue that affects individuals and communities on a micro, mezzo, and macro level. Although legislative efforts and changes in agency policies have raised awareness about this problem, limited awareness and research examines awareness of labor trafficking as one form of human trafficking. This exploratory-descriptive study used a convenience sampling technique to explore the perceptions of 45 Bachelors (BSW) and Masters (MSW) level social work students on the prevalence and nature of labor trafficking. The findings from the research show students have a general idea of labor trafficking and believe in equal access to human rights for victims. However, majority of students were unaware of current legislation to aid victims in Florida, and the prevalence of men as victims. Implications from this study show a need for further education within social work policies that aid labor trafficking victims, and a need for additional research to identify specific ways students can learn about human trafficking.B.S.W.
Bachelors
Social Work
Health and Public Affairs
36
Goudie, Bryan Daniel. "Essays on regional and firm-level productivity, military spending, and technology." Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 2008. http://wwwlib.umi.com/cr/ucsd/fullcit?p3297859.
Full textAbstract:
Thesis (Ph. D.)--University of California, San Diego, 2008.Title from first page of PDF file (viewed June 12, 2008). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.
37
Ciabattari, Teresa. "Institutions, contracts, and housework : the division of household labor in marriage, remarriage, and cohabitation /." Thesis, Connect to this title online; UW restricted, 2001. http://hdl.handle.net/1773/8847.
Full text
38
Debessay, Robel Netsereab. "The impact of privatisation on firm efficiency, labor market and budget of government: case of Eritrea." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&.
Full textAbstract:
Privatization has become a central feature of the economic policies of nations in the developed and developing world. Eritrea has also embarked on a privatisation program for the state-owned enterprises. It privatised 39 manufacturing enterprises from 1997-2001 in the hope that the enterprises might be restructured into more efficient, profitable, competent and value creating private enterprises. This thesis assessed the impact of privatisation on the operating efficiency, profitability, employment, wages and tax payment of the Eritrean newly privatised manufacturing enterprises.
39
Rahman, Noorashikin Abdul. "Negotiating power: a case study of Indonesian foreign domestic workers (FDWs) in Singapore." Curtin University of Technology, Department of Social Sciences, 2003. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=14135.
Full textAbstract:
This thesis examines the complex power structures that underscore the migration and employment of Indonesian women as foreign domestic workers (FDWs) in Singapore. The main objective is to highlight the power of individual Indonesian FDWs and the collective power of these women in negotiating these structures of power in the context of a migration study as well as a `resistance' study. I argue that Indonesian FDWs are active agents who exercise individual agency and collective `resistance' in the migration system. As labour migrants they exert power in shaping the nature of the migrant institution. One of the means in which they do so is by perpetuating the informal networks of migration. Individual Indonesian FDWs are also capable of exerting power in circumventing elements of exploitation and domination they encounter during their migration process and employment in Singapore. Crucial to this capability is the ability to have access to a network of agents within the migrant institution. Some Indonesian FDWs are also active in exerting power as a group to present a collective resistance against negative stereotyping of their identities as the immigrant other in Singapore. They do so via a formal religious based social group. This group encourages other Indonesian FDWs to portray the image of the disciplined worker couched within the moralising discourse of Islam by participating in productive activities on rest days. The aim of this is so that Indonesian FDWs can be treated with respect and dignity in Singapore. In general, my data show that Indonesian FDWs as active agents of the migration system do not attempt to challenge the overall structures that underscore their subordination and domination as overseas contract workers (OCWs) in Singapore.The power exerted by individual Indonesian FDWs is focused at ensuring their continued employment as FDWs under more desirable employment conditions. Their individual agency aimed at improving their work conditions is at a personal level and is based on personal goals that are thus too fragmented to challenge the institutionalised structures of employment. Moreover, my case studies reveal that some Indonesian FDWs endure more restrictive work conditions in order to achieve desirable aspects of working in Singapore. Their collective `resistance' against condescending treatment by the host society project an image of the disciplined FDWs desired by employers, maid agents and Singaporeans. Their subjective ambivalence and the ambivalence in their individual and collective acts of `resistance' in challenging aspects of subordination and domination show the complexity of the power relationships in which they are caught. I draw upon two bodies of theory to provide a framework for my analysis and argument. First, I draw upon the `migrant institution' framework espoused by Goss and Lindquist (1995) that is based on Giddens' structuration theory to illustrate the power exerted by individual Indonesian FDWs within the field of migration studies. I also draw upon Foucault's notion of power as a framework to examine collective ,resistance' displayed by Indonesian FDWs in Singapore. The data presented in the thesis are drawn from two sources, ethnographic fieldwork conducted in Singapore as well as relevant newspaper and other media accounts.
40
Speight, Michell. "Why People Work as Hard as They Do| The Role of Work Ethic as a Legitimizing Myth in the Work Lives of New York City's Fast Food Workers." Thesis, The George Washington University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10638062.
Full textAbstract:
Intimately interwoven in American culture is the unquestioned notion of paid labor as a personally gratifying moral and civic responsibility. Yet, of the 46 million Americans living in poverty in 2010, 23% held jobs (U.S. Bureau of Labor Statistics, 2012). The U.S. fast food industry employs 4 million workers (Statista, 2014) and “pays the minimum wage to a higher portion of its workers than any other American industry” (Schlosser, 2001).
The research methodology for this study was critical ethnography, which explores a cultural phenomenon and attempts to provoke social change by giving voice to marginalized communities (Thomas, 1993). A New York City–based nonprofit organization working to organize fast food workers was the field site for the study. The mining of empirical material involved multiple qualitative research methods, including observation, document and artifact analysis, and interviews with 25 fast food workers who participated at one or more strikes. This study addressed a single research question: What role does work ethic as a legitimizing myth play in the work lives of New York City fast food workers who live and work in New York City and who have participated in work actions or demonstrations? Sidanius (1999) defined legitimizing myths—an element of his social dominance theory—as “values, attitudes, beliefs, causal attributions, and ideologies providing moral and intellectual justifications for social practices that either increase, maintain, or decrease levels of social inequality among social groups” (p. 104).
The study found that the role of work ethic as a hierarchy-enhancing legitimizing myth appeared to depend upon what the individual was fighting to achieve when she or he joined the Fight for $15, i.e., emancipation, reciprocity, worker solidarity, or personal development. Stigma and stigmatization appeared to act as a mechanism to maintain group-based social hierarchy and thereby reinforce the legitimization of the work ethic myth. In addition, the research participants had low expectations of escaping poverty in the future and experienced anxiety about the temporal nature of a future positive financial situation, further legitimizing the work ethic narrative. Recommendations based on these findings are offered for theory and research, and policy and practice.
41
Le, Roux Rochelle. "The regulation of work : whither the contract of employment? : an analysis of the suitability of the contract of employment to regulate the different forms of labour market participation by individual workers." Doctoral thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/4651.
Full textAbstract:
Includes abstract.Includes bibliographical references (leaves 258-302).
The focal research question of this thesis is the relevance of the contract of employment in modern employment. In answering this question three broad areas associated with the contract are explored: (1) the evolution of the contract of employment in South Africa and the dichotomy between the contract of employment and the independent contract; (2) the forms of engagement of workers in the South African labour market; and (3) alternative regulatory models with specific reference to models that are consistent with the South African Constitution. Using a comparative approach it is shown that the contract of employment in South Africa is in a relative state of unification. However, some assumptions about its historical evolution and the influence of Roman and Roman-Dutch law are overstated, and more recent developments, such as tax legislation, arguably had a greater influence on the dichotomising of labour law. The study of the South African world of work illustrates that modern work is performed in diverse ways. After illustrating that labour law has both countervailing and social developmental roles, it is concluded that the contract of employment as traditionally understood is no longer capable of performing these roles. It is further claimed that a process of diversification (as opposed to the unification of the contract of employment) will help to redefine the contract of employment and this may extend the coverage of labour legislation to those who, bearing in mind the purpose of labour law, ought to be protected by labour laws. Finally, it is argued that the South African Constitution provides a ready paradigm within which to achieve such a process of diversification which would ultimately lead to an extension of the coverage of labour laws.
42
Martins, Ana Luiza Leitão. "O trabalho artístico da crianças e do adolescente." Universidade de São Paulo, 2013. http://www.teses.usp.br/teses/disponiveis/2/2138/tde-29112013-080629/.
Full textAbstract:
O trabalho artístico infanto-juvenil é a temática que norteia a presente pesquisa. Dentro desse tema, observa-se uma discussão ampla na doutrina sobre a sua validade e qual a forma jurídica da prestação de serviços quando a atividade é exercida por crianças e adolescentes. Para enveredar por esta problemática, traz-se como suporte metodológico a abordagem dedutiva e técnica de pesquisa bibliográfica. O texto esta dividido em capítulos, onde se abordam os distintos assuntos que confluem para os objetivos pretendidos. São eles: evolução das regras jurídicas de direito do trabalho e defesa da exploração do trabalho das crianças e adolescentes, importância do estudo das artes para o ser humano em desenvolvimento e legalidade dessa prática, e, por último, a inclusão dessa discussão no ordenamento jurídico pátrio. A conclusão a que se chega é que, de acordo com as regras jurídicas aplicáveis atualmente, é válido o trabalho infanto-juvenil artístico, desde que cumpridas as normas legais em vigor.The artwork juvenile is the theme that guides the present research. Within this theme, there is a broad discussion on the doctrine on which the validity and the legal form of the service when the activity is carried out by children and adolescents. To embark on this issue brings up as methodological support the deductive approach and technical literature. The text is divided into chapters, which deal with the different issues that converge to the desired goals. They are: the evolution of legal rules of labor law and defense of labor exploitation of children and adolescents, the importance of the study of the arts to the developing human and legality of this practice, and, finally, the inclusion of this discussion in the legal paternal. The conclusion reached is that, according to the applicable legal rules currently valid work juvenile art, provided it fulfills the legal provisions in force
43
Ott, Brian. "Sense Work: Inequality and the Labor of Connoisseurship." Thesis, University of Oregon, 2018. http://hdl.handle.net/1794/23720.
Full textAbstract:
This dissertation examines the intersections of the body, senses, and labor within a Post-Fordist, consumption based economy. Data was collected via ethnographic research of specialty coffee baristas. The concepts of “sense work,” “taste frameworks,” and “minimum wage connoisseurship” are introduced for identifying the social components of sensory experience. The specialty coffee industry serves as one examples of a larger “taste economy.” This research demonstrates how sensory experience can fall under management control and aid in the development of a new, niche “consumer market” (Otis 2011), characteristic of Post-Fordism. Additionally, an examination of the boundary work and identity formation within the specialty coffee industry provides new insights into how the body and the senses are implicated in the production and reproduction of class inequality.
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FONTINHA, ALEXANDRE SANTOS. "THE HIGH PERFORMANCE WORK SYSTEMS AND THE PSYCHOLOGICAL CONTRACTS AT WORK: WHAT DOES MOTIVATE A CONSULTING OPERATION?" PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2006. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=9550@1.
Full textAbstract:
Os eventos organizacionais dos últimos 10 anos -
outsourcing, downsizing,
reengenharia, aquisições, fusões, etc - estão desafiando
os departamentos de Recursos
Humanos tradicionais e as práticas executivas
estabelecidas desde a metade dos anos de
1970 (John P. Morgan, 2001). Como conseqüência destas
mudanças surgiu, em meados
da década de 1990, uma abordagem inovadora conhecida como
HPWS (High
Performance Work Systems ou Sistemas de Trabalho de Alto
Desempenho): Conjuntos
de práticas de alto desempenho com a finalidade de
selecionar, desenvolver e reter a força
de trabalho, com habilidades, conhecimentos e competências
superiores e motivá-la à
aplicar seu know-how no local de trabalho. Verificou-se,
entretanto, que o resultado da
aplicação destas práticas poderia variar em função: da
indústria, da cultura da
organização, dos valores dos empregados, da estratégia da
empresa, etc. Considerou-se
razoável, então, observar a teoria sobre Contratos
Psicológicos de Trabalho como uma
das ferramentas necessárias à maior compreensão do tema. O
entendimento das bases de
um Contrato Psicológico traz a possibilidade de
compreensão dos acordos implícitos da
relação empregado/empregador, o que pode ajudar no estudo
da influência destes em uma
aplicação tradicional de HPWS. A razão da escolha, como
cenário de estudo, de uma
operação de consultoria é simples: operações de
consultoria são, por sua natureza,
ambientes complexos e possuidores de uma cultura forte e
singular onde a utilização de
HPWS é uma prática bastante conhecida, reunindo, portanto,
todas as variáveis
necessárias à observação do fenômeno. O objetivo principal
desta dissertação, é, portanto,
ratificar que os consultores pesquisados percebem a
aplicação de cada HPWS de maneira
distinta. Esta verificação é metodologicamente fundamental
para que se possa seguir na
busca de possíveis relações entre: a importância que cada
consultor dá aos HPWS, os
tipos predominantes de Contratos Psicológicos e a Cultura
da Organização; objetivos
secundários desta dissertação mas não por isso menos
importantes desde o ponto de vista
do autor.The organizational events of the last 10 years - outsourcing, downsizing, reengineering, acquisitions, joint ventures, etc - are challenging the traditional HR and established executive practices since the decade of 1970 (John P. Morgan, 2001). As a consequence of these changes, an innovative approach was developed in the middle of 90´s, the HPWS (High Performance Work Systems): a group of high-performance practices with the objective of select, develop and retain the work-force with superior skills, knowledge and abilities, motivating them to the use of this know-how in the workplace. Although, verifying that these implementations could present different results, impacted by the industry, the organizational culture and strategy, etc, was reasonable to accept the theory about Psychological Contracts at Work as a necessary instrument to a deeply comprehension of the subject. To understand the basis of a Psychological Contract helps the comprehension of the implicit agreements built between the employer and the employee, what can help the study of the influence of these agreements in a traditional HPWS implementation. The reason of the choice of a consulting operation, as the environment of the survey, is simple: consulting operations are complex environments with a strong organizational culture where the utilization of HPWS is a usual aspect, resuming all necessary variables to the observation of the phenomenon. So, the primary objective of this dissertation is to verify if this evaluated group perceives the implementation of each HPWS in a different way. This verification is, methodologically speaking, a fundamental step to the search of possible relationships between: how important is each HPWS for these consultants, what is the predominant Psychological Contract in place and the typology of organizational culture, all secondary objectives of this dissertation but, from the point of view of the author, as important as the primary one.
45
Schatz, Duane J. "Use of the over and above work clause in ship repair contracts." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1994. http://handle.dtic.mil/100.2/ADA293751.
Full textAbstract:
Thesis (M.S. in Management) Naval Postgraduate School, December 1994."December 1994." Thesis advisor(s): Rebecca J. Adams, Mark W. Stone. Includes bibliographical references (p. 73-74). Also available online.
46
Lora, Álvarez Germán. "Suspension of work by reason of fortuitous event and force majeure: legal and case-by-case analysis." IUS ET VERITAS, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/122517.
Full textAbstract:
This article addresses the theme referred to the remedies of the suspension of work by reason of fortuitous event or force majeure. Through an analysis of the current legislation in the subject and administrative precedents, the author examines how this regulation is applied, and how this mechanism allows or not the labour continuity. By recognizing labour continuity as the foundation of the suspension of work by reason of fortuitous event and force majeure, the author concludes in the need for legal mechanisms to enable the employment relationship flexibilization.El presente artículo aborda la temática referida a la suspensión de labores por caso fortuito o fuerza mayor. Realizando un análisis sobre la legislación vigente en la materia y precedentes administrativos, el autor examina cómo es que la regulación se aplica, y cómo este mecanismo permite o no la continuidad laboral. Reconociendo la continuidad laboral como fundamento de la suspensión por caso fortuito y fuerza mayor, el autor concluye en la necesidad de mecanismos legales que permitan la flexibilización de la relación laboral.
47
Christiansen, Lone Engbo. "Essays on productivity, technology, and economic fluctuations." Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 2007. http://wwwlib.umi.com/cr/ucsd/fullcit?p3259065.
Full textAbstract:
Thesis (Ph. D.)--University of California, San Diego, 2007.Title from first page of PDF file (viewed June 21, 2007). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.
48
Amaya, Mariam, and Lindholm Markus Seppälä. "Experiences of international social work graduates entering the labor market." Thesis, Högskolan i Gävle, Socialt arbete, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-34158.
Full textAbstract:
The aim of the study is to explore the experiences of international social work graduates when looking for employment in the field of social work in Sweden after graduation. Because the aim of the study is to study the experiences a graduate face when entering the labor market, we have deemed that a qualitative method with semi structured interviews to collect data would be best suited for our research. The selection will be chosen from international social work graduates who studied in Sweden. The intention is to focus on both graduates with 210 study points and graduates with 180 study points. 4 participants together. The empirical data was analyzed with the mind of using the theory of capital by Pierre Bourdieu. This theory; the theory of capital is seen as an empirically orientated concept, that has been one of the most widely used concepts in international sociology and on the intersection of sociology and educational studies. The authors have put the findings in three (3) categories: Background, labor market and further improvement. These themes were found to be a commonality with the graduates interviewed. This study found that it can be hard to acquire employment nationally, with an international social work degree.
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Murray, John. "Great expectations : individuals, work and family." Thesis, The University of Sydney, 2009. http://hdl.handle.net/2123/5435.
Full textAbstract:
Female labour force participation has increased constantly over the last thirty years in Australia. A number of theories and an established literature predict that such an increase in the performance of paid work by women will lead to a redistribution of unpaid work between men and women in the household. There is little evidence, however, of a corresponding redistribution of unpaid work within Australian households, raising a number of questions about the process through which paid and unpaid work is distributed between partners. A review of the literature considers economic and sociological approaches to the domestic division of labour and how the distribution of paid and unpaid work between partners has been understood, measured and explained. This review identifies two related problems in the existing explanatory frameworks; one theoretical, and one empirical. First, existing explanatory frameworks make assumptions about either unilateral, exchange or bargaining decision making processes between partners, rather than empirically establishing the process through which decisions are made. These untested assumptions about the decision making process lead to an empirical problem, whereby the interpretation of empirical data relies on establishing associations between the individual characteristics of household members and the subsequent distribution of time spent on different tasks. By examining the decision making process that is subsumed within the existing explanatory frameworks, this thesis addresses a gap in the literature. Results in the established literature rely on the strength of assumptions about the decision making process in these explanatory frameworks and neglect alternative possibilities. More recent studies provide alternative explanations about the allocation of time within households which consider the independent behaviour of autonomous individuals as well as their perceptions and preferences about paid and unpaid work. These insights guide the construction of this study, with additional consideration given to how individuals perceive, anticipate and make decisions about work and family, taking account of both the established and alternative explanations for the allocation of time to paid and unpaid work. Specifically, the research question asks: what is the decision making process when allocating time to paid and unpaid work in the household? Two component questions sit within this, firstly: what type of decision is it – autonomous, unilateral, exchange or bargaining? And secondly: what is the basis for the decision – income, preference or gender? In order to counter the empirical problems identified in both recent studies and the established literature, and pursue the research questions, a qualitative strategy of data collection and analysis is implemented. Based on replication logic, a target sample of sixty respondents is constructed, containing ten men and ten women from each of three purposefully identified life situations; undergraduate, graduate and parent. This sample allows for the comparative analysis of results between and across samples of men and women drawn from different stages of work and family formation. Subsequently the interview schedule is detailed, along with the composition of the final sample, made up of male and female undergraduates, male and female graduates, mothers and fathers who are also graduates. The results of the interviews are presented in three separate chapters in accordance with the different life situations of the interviewees, namely male and female undergraduates, male and female graduates, and male and female parents who are also graduates. Following the three results chapters is a detailed analysis and discussion of the key findings in the final chapters. Findings from the research indicate that the decision making process is based on gender and operates independent of partners in an autonomous manner. Indeed, gender is seen to be pervasive in the decision making process, with gendered expectations evident in the responses of all men and women in the sample, and taking effect prior to household formation, before decisions about work and family need to be made. The findings demonstrate that, independent of one another, men and women have implicit assumptions about how they will manage demands between work and family. Men in the study are shown to be expecting to fulfil and fulfilling the role of breadwinner in the household, with a continuous attachment to the workforce, whereas women in the study are shown to be expecting to accommodate and accommodating additional care demands in the household, impacting on their attachment to the workforce. These implicit assumptions by men and women conspire to limit the range of options perceived in the household when decisions about work and family need to be made and prevent households from redistributing paid and unpaid work responsibilities between partners in accordance with their economic needs and preferences. These findings also highlight institutional constraints that prevent the redistribution of paid and unpaid work between partners, reinforcing the delineation in the division of labour between household members. In the process this study makes two key contributions to the existing literature, firstly with a method for the investigation of the hitherto untested decision making process, and secondly with findings that demonstrate an alternative decision making process to that which is assumed in the existing explanatory frameworks, which takes account of the gendered expectations of men and women independently.
50
Murray, John. "Great expectations : individuals, work and family." University of Sydney, 2009. http://hdl.handle.net/2123/5435.
Full textAbstract:
Doctor of PhilosophyFemale labour force participation has increased constantly over the last thirty years in Australia. A number of theories and an established literature predict that such an increase in the performance of paid work by women will lead to a redistribution of unpaid work between men and women in the household. There is little evidence, however, of a corresponding redistribution of unpaid work within Australian households, raising a number of questions about the process through which paid and unpaid work is distributed between partners. A review of the literature considers economic and sociological approaches to the domestic division of labour and how the distribution of paid and unpaid work between partners has been understood, measured and explained. This review identifies two related problems in the existing explanatory frameworks; one theoretical, and one empirical. First, existing explanatory frameworks make assumptions about either unilateral, exchange or bargaining decision making processes between partners, rather than empirically establishing the process through which decisions are made. These untested assumptions about the decision making process lead to an empirical problem, whereby the interpretation of empirical data relies on establishing associations between the individual characteristics of household members and the subsequent distribution of time spent on different tasks. By examining the decision making process that is subsumed within the existing explanatory frameworks, this thesis addresses a gap in the literature. Results in the established literature rely on the strength of assumptions about the decision making process in these explanatory frameworks and neglect alternative possibilities. More recent studies provide alternative explanations about the allocation of time within households which consider the independent behaviour of autonomous individuals as well as their perceptions and preferences about paid and unpaid work. These insights guide the construction of this study, with additional consideration given to how individuals perceive, anticipate and make decisions about work and family, taking account of both the established and alternative explanations for the allocation of time to paid and unpaid work. Specifically, the research question asks: what is the decision making process when allocating time to paid and unpaid work in the household? Two component questions sit within this, firstly: what type of decision is it – autonomous, unilateral, exchange or bargaining? And secondly: what is the basis for the decision – income, preference or gender? In order to counter the empirical problems identified in both recent studies and the established literature, and pursue the research questions, a qualitative strategy of data collection and analysis is implemented. Based on replication logic, a target sample of sixty respondents is constructed, containing ten men and ten women from each of three purposefully identified life situations; undergraduate, graduate and parent. This sample allows for the comparative analysis of results between and across samples of men and women drawn from different stages of work and family formation. Subsequently the interview schedule is detailed, along with the composition of the final sample, made up of male and female undergraduates, male and female graduates, mothers and fathers who are also graduates. The results of the interviews are presented in three separate chapters in accordance with the different life situations of the interviewees, namely male and female undergraduates, male and female graduates, and male and female parents who are also graduates. Following the three results chapters is a detailed analysis and discussion of the key findings in the final chapters. Findings from the research indicate that the decision making process is based on gender and operates independent of partners in an autonomous manner. Indeed, gender is seen to be pervasive in the decision making process, with gendered expectations evident in the responses of all men and women in the sample, and taking effect prior to household formation, before decisions about work and family need to be made. The findings demonstrate that, independent of one another, men and women have implicit assumptions about how they will manage demands between work and family. Men in the study are shown to be expecting to fulfil and fulfilling the role of breadwinner in the household, with a continuous attachment to the workforce, whereas women in the study are shown to be expecting to accommodate and accommodating additional care demands in the household, impacting on their attachment to the workforce. These implicit assumptions by men and women conspire to limit the range of options perceived in the household when decisions about work and family need to be made and prevent households from redistributing paid and unpaid work responsibilities between partners in accordance with their economic needs and preferences. These findings also highlight institutional constraints that prevent the redistribution of paid and unpaid work between partners, reinforcing the delineation in the division of labour between household members. In the process this study makes two key contributions to the existing literature, firstly with a method for the investigation of the hitherto untested decision making process, and secondly with findings that demonstrate an alternative decision making process to that which is assumed in the existing explanatory frameworks, which takes account of the gendered expectations of men and women independently.