Dissertations / Theses on the topic 'Electric industry workers'

This research examined the reasons for participation in continuing professional education (CPE) and the predictive relationship of those motivational reasons to the perceived leadership effectiveness of first-line supervisors. For this study, 105 first-line supervisors were surveyed from four electric utility companies. Input was also collected from each supervisor's subordinate employees. Using the five motivational reasons for participation, collected via the Participation Reasons Scale and the effectiveness score collected using the Leader Behavior Analysis II®, regression techniques were used to asses the data. The five participation reasons of the PRS were regressed individually against the effectiveness scores to determine the extent to which leader effectiveness could be predicted by the participation reasons. In each case, the null hypothesis failed to be rejected. Regression of the five PRS reasons collectively on leader effectiveness also failed to reject the null, producing a p value of .800 and an R2 value of .023. An "all possible subsets" regression was conducted to determine whether a smaller subset of the five predictor variables might improve the predictive value of the participation reasons. No subset improved the predictive value. This study concludes that motivation to participate in CPE does not predict leader effectiveness. Thus, training organizations do not need to attempt to determine leader effectiveness based on underlying reasons individuals are motivated to participate, but rather should focus on the more traditional aspects of determining effectiveness most often associated with rigorous training evaluation processes. This study focused on the job role of first-line supervisor. Future research could be performed using: (a) populations of individuals from other traditional job roles including front-line employees (both unionized and non-unionized), mid-level managers, and executives; (b) leaders with and without prior training in situational leadership; and (c) effectiveness measure over time (i.e., a time-series method).

Orientador: Giovanni Antonio Pinto Alves
Banca: Ricardo Luiz Coltro Antunes
Banca: Ângela Maria Carneiro Araújo
Banca: Marcos Tadeu Del Roio
Banca: Roberto Leme Batista
Resumo: A presente tese teve como objetivo analisar os principais aspectos sociometabólicos que influenciaram na determinação do perfil do jovem trabalhador eletricitário da Companhia Paranaense de Energia. Analisamos como a "nova" morfologia do capitalismo, resultado da recente globalização, reorientou ideologicamente os governos e a sociedade da maioria dos países. Isso levou à constituição de um "novo" metabolismo no ambiente de trabalho, gerando "novas" dimensões e formas de precarização para os trabalhadores. A dinâmica capitalista neoliberal intensificou a manipulação social, impondo culturalmente um comportamento consumista, individualista e competitivo para as novas gerações. Procuramos demonstrar como o incremento tecnológico e o método de gestão toyotista implementado pela empresa a partir do final da década de 1990 alinharam-se com o ideário neoliberal e influenciaram decisivamente na constituição do perfil dos "novos" trabalhadores que se caracterizam principalmente pela competitividade, individualidade, flexibilidade, polivalência, empreendedorismo e proatividade. Além disso, a reestruturação produtiva da empresa impactou negativamente a subjetividade desses novos trabalhadores, precarizando ainda mais suas existencialidades, levando-os a experimentar o estresse, a desesperança, o estranhamento e, por vezes, até o adoecimento físico e/ou psicossocial.
Abstract: The aim of this thesis was to analyze the main socio-metabolic aspects that influenced the determination of the profile of the young electrical worker of Companhia Paranaense de Energia. We analyze how the "new" morphology of capitalism, the result of recent globalization, has ideologically reoriented the governments and society of most countries. This led to the creation of a "new" metabolism in the workplace, generating "new" dimensions and forms of precariousness for workers. Neoliberal capitalist dynamics intensified social manipulation, culturally imposing consumerist behavior, individualistic and competitive for the new generations. We tried to demonstrate how the technological increment and the toyotista management method implemented by the company from the end of the 1990s aligned with the neoliberal ideology and decisively influenced the profile of the "new" workers that are characterized mainly by competitiveness, individuality, flexibility, polyvalence, entrepreneurship and proactivity. In addition, the productive restructuring of the company has negatively impacted the subjectivity of these new workers, making their existentials even more precarious, causing them to experience stress, hopelessness, estrangement, and sometimes even physical and / or psychosocial illness.
Doutor

Training and human resource development sponsored by the private sector has become increasingly important and topical in North America. Yet, the attention devoted to it by policymakers, academe and industry itself has not risen accordingly. Government and industry are faced with the challenge of formulating effective public and private policy to facilitate the qualitative and quantitative development of employer-sponsored training. There is a paucity of information on employer-sponsored training. Therefore, the intent of this study was to determine the nature and extent and qualitative issues of the phenomenon in one industry: the British Columbia electronics industry. The literature on employer-sponsored training was reviewed from three perspectives. First, the theoretical, historical and conceptual roots of the topic were presented. Second, the quantitative data on employer-sponsored training in North America was summarized. Third, an overview of the most pressing qualitative issues related to the subject was presented. As a result of this process, five main research questions were derived relating to the following aspects of the B. C. electronics industry: human resource requirements; sources of human resources; nature and extent of training; training decision-making; and public policy. A 15-page open-ended and closed questionnaire was developed and sent to 80 electronics companies in British Columbia. Forty-eight or 60% of the companies responded to the survey. The responses to individual questions yielded several interesting patterns in the data. The small sample size and the nominal nature of the data collected prevented any extensive statistical analysis of the results to test for relationships between variables. The chi-square test for independence was utilized and identified a few plausible relationships between key variables. A list of specific conclusions derived from the results painted an overall picture of the training and human resource activity in the British Columbia electronics industry. The limitations of the study and its implications for future research and public policy were outlined.
Education, Faculty of
Educational Studies (EDST), Department of
Graduate

Thesis (Ph. D.)--University of California, San Diego, 2008.
Title from first page of PDF file (viewed June 13, 2008). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references (p. 218-236).

This study is intended to analyze employee acceptance of an alternative reward system that reinforces continuous learning, teamwork, major expansion of individual capabilities, business knowledge application, and business unit (team) performance. This system is in contrast with traditional pay systems that reward seniority and individual performance determined by the subjective ratings of a direct supervisor, with pay increases based mainly on current job grade (and the availability of higher job grades within the company) and comparison with market value of the job. Individuals from three areas of a major electronics manufacturing company in the southwestern part of the United States served as subjects.

Os processos de flexibilidade produtiva com transformações tecnológicas e organizacionais nas empresas, que ocorrem no Brasil sob a égide da reestruturação produtiva capitalista desde 1980 e com maior ênfase em 1990, são observados neste estudo à luz da problemática da divisão sexual do trabalho, tomando como campo de análise o segmento de eletroeletrônicos, o qual possui a mais elevada proporção de mulheres da indústria metalúrgica. A pesquisa parte da problemática da visibilização de trabalhadoras como objeto de conhecimento nas análises sobre a classe trabalhadora, procurando oferecer contribuição à sociologia do trabalho a partir de reflexão empírica-teórica gendrada sobre o trabalho, sustentando assim a necessidade do reconhecimento da composição sexuada da classe e reivindicando a indissociabilidade das dimensões classe e gênero. Com base em estudo setorial focado em duas indústrias eletroeletrônicas transnacionais no ramo de telecomunicações e informática, cujas plantas analisadas localizam-se em municípios do interior de São Paulo, foram identificadas e analisadas características do processo de trabalho em diversos setores produtivos das empresas. Essas empresas fabricam no Brasil - uma desde a década de 1990 e outra desde 2000 - telefones celulares, tablets, monitores, notebooks, entre outros equipamentos, e empregam majoritariamente mulheres. A partir do enfoque sobre o processo de trabalho, a pesquisa procurou investigar formas contemporâneas de organização do trabalho (flexíveis ou rígidas) na indústria eletroeletrônica e as condições de trabalho que delas resultam, especialmente para as operárias. Estas condições se produzem em ambiente com flexibilidade interna e externa do processo produtivo que, contudo, manteriam mecanismos rígidos de gestão, como trabalho prescrito, controle sobre o tempo, pausas e cadência e pressão por metas, métodos que predominam nas funções taylorizadas e que costumam, também, ser funções femininas. Assim, foram analisados os critérios e as formas apresentados para a divisão sexual no interior do processo de trabalho em diversos setores das duas fábricas, abordando permanências históricas e mudanças nessa divisão, assim como especificidades sobre o controle e a qualificação do trabalho feminino. Foram investigados, também, elementos da subjetividade e significado social do trabalho para as operárias, bem como práticas sociais que derivam de sua condição de sujeitos sexuados, forjadas em relações sociais de sexo/gênero e classe, nos espaços interno e externo à fábrica. Por meio de entrevistas semi-estruturadas com trabalhadoras/es e dirigentes sindicais representantes das/os trabalhadoras/es das duas empresas, o estudo procurou compreender em que medida as formas de organização produtiva e de divisão sexual do trabalho identificadas na indústria eletroeletrônica influenciam na reprodução das relações sociais de classe e de gênero e/ou nas possibilidades de sua transformação.
The manufacturing flexibility processes together with technological and organizational changes in companies, which have occurred in Brazil under the aegis of the capitalist productive restructuring since 1980 and with special emphasis in 1990, are observed in this study in light of the sexual division of labour issues, taking the electrical & electronic field to be analysed, which has the highest proportion of women in the metallurgical industry. The research is built on the gender-awareness issues as knowledge object in the analysis of the working class, seeking to contribute to the sociology of work with a gendered empirical and theoretical reflection on work, thus justifying the need to recognize the gendered composition of the working class and claiming the inseparability of gender and class dimensions. Based on the sectorial study focused on two transnational electrical & electronic industries of the telecommunication and computer field, whose plots analysed are located in cities in the countryside of São Paulo State, characteristics of labour process were identified and analysed in various productive sectors of the companies. These companies have manufactured in Brazil - one since the 90s and the other since 2000 telephones, cellphones, tablets, monitors, laptops, among other pieces of equipment, and employed mostly women. Focused on the labour process, the research sought to investigate contemporary forms of work organization (flexible or rigid) in the electrical & electronic industry and their resultant working conditions, especially towards the female workers. Such conditions exist in an environment with internal and external flexibility of the productive process. However, these conditions would maintain strict management mechanisms such as predetermined tasks, strict time management, breaks and cadence and pressure to reach targets, methods which prevail in the Taylorized occupations which are often female occupations as well. Thus, the criteria and the forms presented to the sexual division within the labor process were analysed in various sectors of both factories, covering historical continuities and changes in this division, as well as specificities over the control and the qualification of female labour. Elements of subjectivity and the social significance of labour for the female workers were investigated, as well as the social practises that derive from their condition of gendered subjects, generated in social relations of sex/gender and class, in and out of the factory. Through semi-structured interviews with both female and male workers and trade union leaders, representatives of the workers from both companies, the study sought to understand to which extent the forms of productive organization and the sexual division of labour identified in the electrical & electronic industry influence on the reproduction of the social relations of class and gender and / or on the possibility of their transformation.

Orientador : Michael McDonald Hall
Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Filosofia e Ciencias Humanas
Made available in DSpace on 2018-08-14T17:42:37Z (GMT). No. of bitstreams: 1 Santos_JoaoMarceloPereirados_D.pdf: 28162587 bytes, checksum: c1b18f52b2be852ebd6106ebe67cc89a (MD5) Previous issue date: 2009
Resumo: Esta pesquisa de doutorado foca a ação coletiva dos trabalhadores da unidade da Light em São Paulo nas três primeiras décadas do século XX. Reconstituímos a trajetória da empresa e suas estratégias de expansão no eixo São Paulo - Rio de Janeiro com a perspectiva de estabelecer as conexões existentes entre a indústria de energia elétrica e os processos de urbanização e industrialização. Fomos explícitos em apontar o entrelaçamento entre os interesses dos acionistas e administradores da Light e o poder político que hegemonizou a estrutura de estado em São Paulo durante a Velha República. Investigamos a estrutura organizacional da empresa e traçamos um perfil de sua força de trabalho. Isso foi fundamental para dimensionarmos com maior precisão os constrangimentos impostos à organização dos trabalhadores e à construção de identidades coletivas. Através da análise dos acidentes de trânsito, descobrimos como se formou uma opinião pública contrária aos motorneiros e condutores. Geralmente apontados como causadores imediatos dos acidentes, os operários dos bondes desenvolveram mecanismos de autodefesa que dificultaram o estabelecimento de alianças com os usuários em momentos de protesto contra a empresa. A análise dos acidentes também contribuiu para acrescentarmos alguns detalhes sobre a condição de trabalho desses operários e sobre aspectos relacionados à mobilidade nas ruas paulistanas nas primeiras décadas do século XX. Na segunda parte da pesquisa, acompanhamos a trajetória das organizações dos trabalhadores lightianos, as situações de enfrentamento, as pautas de reivindicação e as relações de distanciamento e proximidade com o conjunto do operariado paulistano. Remontamos as disputas travadas entre sindicalistas revolucionários e comunistas no momento de transição para um sistema de relações de trabalho e sindical regulado pelo estado. Acompanhamos as ambiguidades da União dos Trabalhadores da Light (UTL) em torno da legislação trabalhista e sindical e de sua falência enquanto entidade de classe. Em paralelo, abordamos as diversas tentativas do Sindicato dos Operários em Tração, Luz e Força de São Paulo para se estabelecer na complexa conjuntura dos primeiros anos do governo Vargas. Finalmente, investigamos as articulações entre a Light e a Delegacia Estadual de Ordem Política e Social de São Paulo (DEOPS/SP) e demonstramos o quanto o padrão de relações de trabalho foi marcado pela violência institucionalizada, pela cultura de intransigência e recusa de negociação.
Abstract: This doctoral research focuses on the collective action of workers of the unity of Light in Sao Paulo in the first three decades of the twentieth century. Reconstructed the trajectory of the company and its expansion strategies in the axis São Paulo - Rio de Janeiro with a view to establishing the connections between the electric power industry and the processes of urbanization and industrialization. This piece of research points out the links between the interests of shareholders and directors of the Light and the political power, such net of connections hegemonies the structure of state in São Paulo during the Old Republic. The structure of the company was investigated, which provided a profile of its workforce. This was essential to scale with greater precision the constraints imposed on the organization of workers and the construction of collective identities. Through the analysis of traffic accidents was found that such accidents formed a public opinion against the "motorneiros" and drivers. Often described as immediate causes of accidents, the workers of the tramway developed mechanisms for self-defense that hampered the establishment of partnerships with users in times of protest against the company. The analysis of accidents also helped to add some details about the condition of workers and work on issues related to mobility in the São Paulo streets in the first decades of the twentieth century. In the second part of the research follows the trajectory of the organizations of workers "lightianos", situations of confrontation, the rules of claim and the relations of distance and proximity to the entire workforces of the city. The reconstruction of the back disputes was created, precisely those between union and communist revolutionary at the time of transition to a system of labour relations and union regulated by the state. The study follows the ambiguities of the Union of Workers of Light (UTL) around labour laws and union and its failure as a union. Furthermore, the attempts of the Union of Workers in Traction, Light and Force of São Paulo to establish itself in the complex political environment of the early years of the Vargas government. Finally, was investigated the links between the Light and DEOPS in order to demonstrated how the pattern of labour relations of Light was marked by a culture of intransigence and refusal to negotiate.
Doutorado
Historia Social
Doutor em História

碩士
國立高雄應用科技大學
電機工程系
98
The extensive use of electricity not only lighted modern mankind’s civilization but also brought us a developed and prosperous world. Owing to the rapidly-growing advancement of power transmission facilities and power line technologies, the quality of power supply could be promoted. Recently, more scholars and experts are devoted to inventing new conductor materials and future power transmission technologies in order to overcome the difficulties of power transmission project, including right of way, the mass protest, and environment protection etc. Therefore, the transmission capacity and efficiency can be promoted. Power transmission is a fully-developed profession, adopting face-to-face learning traditionally. However, with the coming of Information Age and rapid development of software, hardware, and internet devices, digital learning is distinguished from traditional ones. This thesis is aimed at collecting professional themes and knowledge about the design and development of power transmission system, and digitizing them on Moodle web-assisted learning platforms to provide electric engineers with the latest, most plentiful information.

碩士
長榮大學
職業安全與衛生學系碩士在職專班
104
In Taiwan, manufacturing industry employed the greatest number of workers. Most electronic manufacturing industry workers work for long working hours in a long standing position. Under the influence of gravity, long standing position might affect venous return over lower extremities, which easily causes varicosis health problem. Currently, there are not sufficient informations regarding to varicosis in manufacturing industry workers or male population. Therefore, this study was conducted to investigate varicosis occurrences among female and male electronic manufacturing industry woekres. This research was a cross-sectional study, using self-evaluated questionnaire as the tool for the survey, which collected information on current and previous work history, varicosis tendency, other lower extremities symptoms, methods for lower extremity protection, family history, and personal characteristics. This study administered 1,350 questionnaires to the electronic manufacturing industry works at the Southern Scientific Park, with 817 effective samples in return (61% of the response rate). Based on the criteria of CEAP, 35% of the workers self-reported of varicosis tendency (class 1 to class7), where 15% of the male workers reported, and 53% of the female workers reported, the tendency. Multivariate analysis has shown that female workers were having higher risk of varicosis tendency than male workers, OR=7.72 , 95% CI=5.32-11.21. For personal characteristics, prevalence of the varicosis tendency graduately increasd by age; multivariate analysis showed that for female workers after 30 years of age, the risk of varicosis tendency reached two folds, such that compared to femle workers aged less than 25, OR were 2.22 (95% CI=1.07-4.60) for aged 30-34 and 2.17 (95% CI=1.02-4.62) for aged over 35. Family history of varicosis was found to be a risk factors, OR=4.16, 95% CI=2.49-6.96. For factors associated with work, the risk of of varicosis tendency increased around 2 folds for workers who worked averaged 12 hours or more a day, especially for female workers with the OR 2.43 (95% CI=1.09-5.41). Also, female workers who used to work in a long hour standing position for more than 8 years, the OR was 2.05 (95% CI=1.05-4.01). This study found that among electronic manufacturing industry workers, female workers have higher varicosis tendency than male workers. Working for more than 12 hours a day in a short term or long standing hours in a long term are two most prominent work-related factors. We suggest the industry concern health problems associated with varicosis and incorporate it into their health promotion programs.

Performing specific tasks or operating hazardous machinery or materials requires a specialized skill set. Often this means training workers! Such task involves risks and many times the assignment of specialized personnel for teaching, what could mean delays and consequent money lost for the companies. This is where the Substation Training Tool comes in, a Virtual Reality system that with the use of two inertial sensors (hand control), will allow the control and handling of a multitude of objects, teaching new employees in a safer/controlled way for a scenario of maintenance in a substation. This research evidence that this new learning methodology works and motivates users to learn the proposed procedures. All the users felt that they had improved their skill set, a lot due to the possibility of trial/error and to the system which has short and easy to follow indications. Due to the used inertial sensors it was possible to collect data from each training session, providing more efficient final feedback for the users. The final prototype will allow EFACEC to train technicians, exploring multiple cases and avoiding all the mentioned problems that come with the traditional training methods.
Executar tarefas especializadas, operar maquinaria ou materiais perigosos requer um conjunto especializado de conhecimentos. Frequentemente isto significa treinar operários! Adquirir este conhecimento envolve riscos e muitas vezes a alocação de pessoal especializado para ensinar, o que pode significar atrasos e consequentes perdas de dinheiro para as empresas. Aqui entra a ferramenta de treino em Substações, um sistema de realidade virtual que com o uso de dois sensores inerciais (controlo das mãos) permite o controlo e manuseamento dos mais diversificados objetos, ensinando assim novos funcionários de uma forma mais segura e controlada num cenário de manutenção numa sub-estação. O trabalho de investigação evidencia que esta nova técnica de ensino funciona e motiva os utilizadores a aprender os procedimentos propostos. Todos os utilizadores sentiram que melhoraram o seu conjunto de habilidades, muito pela possibilidade de tentativa/erro e pelo sistema que possui indicações curtas e fáceis de seguir. Graças à utilização dos dois sensores inerciais foi possível recolher informação de cada uma das sessões de treino, o que permite transmitir aos utilizadores no final informação mais precisa de todo o seu desempenho. A solução final (protótipo) irá permitir à EFACEC treinar técnicos, explorando múltiplos casos e evitando os já mencionados problemas que advêm do uso dos métodos tradicionais.

碩士
國立中央大學
人力資源管理研究所
97
In the coming years, knowledge workers will soon become the majority in the workplace. As being known, they have the most influence on the economy and organizational growth. One of the characteristics of the knowledge economy is the high level of mobility among knowledge workers. The cost of labor turnover of these key resources is high in across industries (Sutherland, 2004). However, looking for new ones seems a very tough problem. With these observations, it is obvious that the job of retaining knowledge workers will be as difficult as recruiting them (Davenport, 2006). As a result, there is a need to understand what factors are underpin the retention cognitions of knowledge workers so that organizations may reduce the labor turnover of these key employees and to minimize its adverse effects. For enterprises in Taiwan, the issue of retaining knowledge workerse becomes more critical as the our economy moves towards “Knowledge-based economy”. Despite the importance of retaining highly skilled knowledge workers, there are few studies on this topic in Taiwan. Thus it is the purpose of this study to investigate factors affecting the retention of knowledge workers and the relative importance of each factor. The data of this study is collected via a survey from knowledge workers in L Company. Of the 1000 questionnaires 530 useful ones were returned, we found that structure of jobs, challenging nature of the job, training opportunity, career planning and compensation pickage have significant impact on knowledge workers’ intension to stay. Based on these findings, policy implications, suggestions and recommendations to employers on their HRM policies and direction of further study were given in the final section of this study.

by Wong Chi-Wing.
Thesis (M.B.A.)--Chinese University of Hong Kong, 1991.
Includes bibliographical references.
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iv
LIST OF TABLES --- p.vi
ACKNOWLEDGEMENTS --- p.vii
Chapter
Chapter I. --- INTRODUCTION --- p.1
Determinants of Job Satisfaction --- p.3
Subject of Study --- p.7
Pilot Interviews --- p.8
Objectives of the Study --- p.11
Hypotheses --- p.12
Chapter II. --- METHODOLOGY --- p.13
Population Frame and Sample Frame --- p.13
Data Collection --- p.14
Questionnaire Design --- p.14
Data Analysis --- p.17
Chapter III. --- RESULTS --- p.19
Descriptive Statistics of Respondents --- p.19
Reliability Analysis --- p.20
Factor Analysis --- p.20
Descriptive Statistics of Variables --- p.21
Analysis of Variance --- p.22
Correlation Among Variables --- p.23
Multiple Regression Analysis --- p.24
Chapter IV. --- DISCUSSION --- p.27
General Situation of Engineers in Electronics Manufacturing Field --- p.27
Correlation Among Overall Job Satisfaction and Other Variables --- p.29
Factors Constituting Overall Job Satisfaction --- p.31
Recommendations --- p.33
Limitation of the Study --- p.35
Suggestion for Further Research --- p.36
Chapter V. --- SUMMARY --- p.37
APPENDIX
Chapter I. --- Survey Questionnaire --- p.57
Chapter II. --- Variables Investigated in the Study --- p.61
Chapter III. --- SPSS/PC Command Programme --- p.52
BIBLIOGRAPHY --- p.67

After 30 years' market reforms and exported-oriented industrialization, China has created an economic miracle by playing the role of a world factory. With a case study of a high-tech electronics manufacturing firm (anonymously referred as HiTek) in Suzhou, this dissertation explores the labor process and labor relations in advanced manufacturing under the global production system and in the context of China's industrial upgrading.
In my empirical analysis, I firstly trace how global production network changes the production process and unravel the mutual influences between the labor market with local clustering and the employers' recruitment strategies. I take them as the key background factors in the shaping of the politics of flexible production. Then, I use the case study of HiTek and analyze how it implements the customized mass production with high performance and high flexibility on the shop floor in the face of volatile product markets and labor market. I point out that in order to secure the subordination and better cooperation from its workers, HiTeck gives up the direct coercive despotic factory regime and executes the flexible despotism combining with enforcing strict disciplinary management, responding to workers' interests and rights, and even establishing the internal communication mechanisms. However, I indicate that although workers obtain more legal rights, they fail to effectively improve their labor conditions under the new labor control. In the meantime, the social status of migrant workers restricts their claims for social benefits and enhances their mobility. As a result, workers have to voice and seek to make use labor market opportunities for improving their conditions. Finally, I stress that the consequence of the interaction between the global flexible production and the workers' resistance against labor control leads to the uncertain employment relationship characterized by the high turnover of workers. I also emphasize that it is Chinese workers who finally pay high costs for such a relationship: they not only fail to enhance bargaining powers with their employers, but also suffer from an insecure and uncertain environment.
The dissertation develops an analytical framework of the politics of flexible production in the age of the globalizing production. My theoretical discussion begins with the theory of production politics developed by Michael Burawoy. I emphasize that labor process should be examined not only within the workplace, but also in relation to external societal factors. I argue that the pursuit of flexibility of global production changes the structuring of labor process: the external markets are not static conditions to manufacturers, but are now becoming dynamic factors shaping production arrangements and labor control. Hence, I indicate that flexible production has brought about a sophisticated triangular relationship between the buyers from developed countries, the transnational manufacturers in newly industrialized countries, and the workers in developing countries, particularly in China. This is quite different from the previous studies wherein the focus is placed on a simple dual relationship between manufactures and workers within a single country.
薛紅.
Adviser: Tai-Lok Lui.
Source: Dissertation Abstracts International, Volume: 72-10, Section: A, page: .
Thesis (Ph.D.)--Chinese University of Hong Kong, 2009.
Includes bibliographical references (p. 209-215).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Abstracts in Chinese and English.
Xue Hong.

博士
中國文化大學
國際企業管理研究所
89
In order to (1) explore the differences of independent variables, such as need for autonomy, employee ownership satisfaction, job autonomy, job flexibility; and the dependent variable - three dimensions of organizational commitment (affective commitment, normative commitment, and continuance commitment) among em-ployees of electronic industry in Taiwan, U.S.A., and Japan; (2) understand the re-lationship between the above mentioned independent and dependent variables; (3) Find the moderating effect of different culture on these relationships, 179, 54, 55 questionnaires from electronic industrious employees of Taiwan, U.S.A., and Japan separately were analyzed. The results find that the perceived meanings of organizational commitment were different among employees of three countries. The continuance commitment was found significantly higher for Japan’s employees than that of the other two countries. The perceived job autonomy was more consistent between Taiwan and America’s employees, and significantly differed between Taiwan and Japan’s em-ployees, and between America and Japan’s employees. For employee ownership satisfaction, the differences were manifest among employees of three nations. As to need for autonomy, Taiwan and Japan’s employees were similar, but there were significantly different between Taiwan and America’s employees, and between America and Japan’s employees. However, America’s employees had the highest means of employee ownership satisfaction and need for autonomy among that of three nations’. The results showed that the influences of need for autonomy, employee ownership satisfaction, job autonomy, and job flexibility on three dimensions of organizational commitment were not quite the same. The relationships of these ex-plaining and explained variables in three countries were not quite the same too. While using total samples for analyzing, the results showed that job autonomy, employee ownership satisfaction, and need for autonomy were the antecedent vari-ables of affective commitment; job flexibility, employee ownership, and need for autonomy were the antecedents of normative commitment, and only job autonomy would influence the second dimension of continuance commitment — low-alternative. The results supported most of hypotheses of this study. It sug-gested organizations had to face the fact that employees had different kind of or-ganizational commitment, and it was necessary for organizations to actually under-stand the antecedents of different dimensions of organizational commitment. Oth-erwise, when analyzed separately, the results suggested that in order to master the motives of commitment of memberships and complete organizational goals, it was necessary for multinational organizations to understand different culture, and de-cide an appropriate managerial model of commitment.