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1
Arias, Barbié Elyana Francisca. "Beneficios Adicionales Denominados Fringe Benefits." Bachelor's thesis, Pontificia Universidad Católica del Perú, 2017. http://tesis.pucp.edu.pe/repositorio/handle/123456789/13674.
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En la legislación peruana, como en el Derecho Comparado, el legislador y la
jurisprudencia se han encargado de delimitar las consecuencias jurídicas de señalar
determinados “beneficios”, a cargo del empleador, como parte de la remuneración; es
decir, con carácter remunerativo o no. Con lo cual, podemos válidamente inferir que no
todos los beneficios entregado a los trabajadores tienen carácter remunerativo, con las
consecuencias jurídicas que ello implica, principalmente en lo referente a la incidencia en
los beneficios colaterales.
Sin embargo, la entrega de beneficios accesorio, que vienen a ser beneficios adicionales
a los beneficios sociales legalmente establecidos, usualmente con la finalidad de ajustar
las estructuras salariales, son cada vez más frecuentes y se encuentran sin un normativa
específica ni especial aplicable, lo que genera que no exista un pronunciamiento
jurisprudencial uniforme ni una posición doctrinaria pacífica en relación a la naturaleza
jurídica de los mismos, lo cual conlleva a que los empleadores entreguen estos beneficio
sin saber exactamente las consecuencias laborales de ello.
Motivo por el cual, en el presente trabajo de investigación, analizaremos las
características y consecuencias fácticas y jurídicas de las diversas calificaciones, en las
que podrían encajar los beneficios adicionales, a fin de poder evaluar ¿Cuál es su
naturaleza jurídica? Y poder plantear una posible solución a la incertidumbre actualmente
existente. Dicho estudio conllevará a establecer pautas para que los empleadores tengan
herramientas para determinar un concepto como remunerativo.Trabajo académico
2
Duran, Jordà Xavier 1974. "Trayectoria laboral e incapacidad permanente : análisi de los años de vida laboral perdidos : Un estudio basado en la Muestra Continua de Vidas Laborales (MCVL) de la Seguridad Social." Doctoral thesis, Universitat Pompeu Fabra, 2014. http://hdl.handle.net/10803/279345.
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En un contexto de envejecimiento de la población activa y de implantación de medidas de retraso de la jubilación, la presente tesis estudia la relación entre las condiciones de empleo a través de las trayectorias laborales y la salida prematura del mercado de trabajo por incapacidad permanente (IP). La IP es un fenómeno que pone en crisis la sostenibilidad del sistema de protección social y debilita el mercado de trabajo. Los resultados, basados en el análisis de la Muestra Continua de Vidas Laborales (MCVL), muestran que factores como la ocupación y las características de las trayectorias laborales en términos de flexibilidad e inseguridad influyen en el abandono definitivo de la vida laboral activa. Las categorías de trabajadores no cualificadas (en especial las manuales) y las trayectorias laborales caracterizadas por una alta inseguridad y una alta flexibilidad, presentan en mayor medida un abandono prematuro del mercado de trabajo, medido en términos de Años Potenciales de Vida laboral perdidos (APVLP). Sin embargo, hemos observado que en términos de estos APVLP, las trayectorias caracterizadas por una alta flexibilidad, compensada con una baja inseguridad, suponen un retraso en la salida prematura del mercado de trabajo por IP. Una política de relaciones laborales que favorezca la flexiseguridad puede ayudar a retrasar la salida prematura del mercado de trabajo.In a context of active population ageing and implementation of policies to postpone retirement, this thesis examines the relationship between employment conditions through labor market trajectories and early retirement due to permanent disability (PD). This phenomenon puts a strain on the sustainability of the social protection system and weakens the labor market. Results based on the Continuous Working Life Sample (CWLS) show that factors, as the occupation and labor market trajectories characteristics in terms of flexibility and insecurity, influence on the definitive cessation of active working life. Non qualified occupational categories (especially manual categories) and those labor market trajectories characterized by high insecurity and high flexibility show to a greatest extent an early retirement measured by potential years of working life lost (PYWLL). However, we have observed that in terms of these PYWLL, labor market trajectories characterized by high flexibility, compensated by low insecurity, involve a delay in the early retirement due to PD. Labor relations policies that promote flexicurity can help to delay early retirement from the labor market.
3
Barton, Zevallos Samantha Miluska, Castañeda Natalhy Bermudez, Portocarrero Gloria Luz Ocampo, and Centeno Judy Julissa Payva. "Marca empleadora como medio de atracción del talento humano de egresados universitarios: Estudio de Caso de la Empresa iVisa Perú." Master's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2002. http://hdl.handle.net/10757/654692.
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El presente trabajo de investigación está orientado a generar una estrategia de marca empleadora competitiva como medio de atracción del talento humano de egresados universitarios, a fin de iniciar prácticas profesionales en diferentes empresas emergentes revolucionarias en innovación y tecnología, como son las startups.
La reiterativa perdida de candidatos altamente calificados y la iniciativa de posicionar las startups en el mercado, conscientes de la alta competencia, motiva a buscar una sinergia entre una mejora de la imagen de la empresa, atracción y gestión del talento como atractivos principales para plantear una estrategia que contribuirá a acortar sustancialmente la inminente brecha de talentos y logro de los objetivos.
Para ello, se identificó mediante un sondeo a egresados universitarios, una encuesta a los candidatos potenciales trabajadores de iVisa Perú y una entrevista a profundidad a los trabajadores de la empresa iVisa Perú, con la finalidad de identificar sus beneficios, su estrategia de gestión de recursos humanos y sus limitantes para así analizar los diferentes factores.y proponer una estrategía de gestión de recursos humanos.This research is oriented to getting a competitive employer brand strategy as a means of attracting human talent from university graduates, in order to start professional practices in revolutionary emerging companies in innovation and technology, such as startups. The repeated loss of highly qualified candidates and the initiative to position startups in the laboral sector and the high competition motivates to seek synergy between an improvement of the company's image, attraction, and management of talent as the main attractions to propose a strategy that will contribute to reduce the imminent talent gap and achievement of objectives. In order to do this, we survey two groups of persons: 1. University graduates, 2. Potential iVisa Peru workers and we interview the workers of the iVisa Peru to identify the benefits company, the management strategy of human resources, and the company limitations in order to analyze the different factors and propose a human resources management strategy.
Trabajo de investigación
4
Barton, Zevallos Samantha Miluska, Portocarrero Gloria Luz Ocampo, Centeno Judy Julissa Payva, and Castañeda Natalhy Carmen Julia Bermudez. "Marca empleadora como medio de atracción del talento humano de egresados universitarios: Estudio de Caso de la Empresa iVisa Perú." Master's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2020. http://hdl.handle.net/10757/654692.
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El presente trabajo de investigación está orientado a generar una estrategia de marca empleadora competitiva como medio de atracción del talento humano de egresados universitarios, a fin de iniciar prácticas profesionales en diferentes empresas emergentes revolucionarias en innovación y tecnología, como son las startups.
La reiterativa perdida de candidatos altamente calificados y la iniciativa de posicionar las startups en el mercado, conscientes de la alta competencia, motiva a buscar una sinergia entre una mejora de la imagen de la empresa, atracción y gestión del talento como atractivos principales para plantear una estrategia que contribuirá a acortar sustancialmente la inminente brecha de talentos y logro de los objetivos.
Para ello, se identificó mediante un sondeo a egresados universitarios, una encuesta a los candidatos potenciales trabajadores de iVisa Perú y una entrevista a profundidad a los trabajadores de la empresa iVisa Perú, con la finalidad de identificar sus beneficios, su estrategia de gestión de recursos humanos y sus limitantes para así analizar los diferentes factores.y proponer una estrategía de gestión de recursos humanos.This research is oriented to getting a competitive employer brand strategy as a means of attracting human talent from university graduates, in order to start professional practices in revolutionary emerging companies in innovation and technology, such as startups. The repeated loss of highly qualified candidates and the initiative to position startups in the laboral sector and the high competition motivates to seek synergy between an improvement of the company's image, attraction, and management of talent as the main attractions to propose a strategy that will contribute to reduce the imminent talent gap and achievement of objectives. In order to do this, we survey two groups of persons: 1. University graduates, 2. Potential iVisa Peru workers and we interview the workers of the iVisa Peru to identify the benefits company, the management strategy of human resources, and the company limitations in order to analyze the different factors and propose a human resources management strategy.
Trabajo de investigación
5
Soler, Blanch Guillem. "El salario emocional para el equilibrio de la vida personal y profesional en los centros universitarios. Un estudio de FUNITEC (URL), EPSEB (UPC) y EPSEVG (UPC)." Doctoral thesis, Universitat Ramon Llull, 2015. http://hdl.handle.net/10803/348565.
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Els centres universitaris destaquen per la seva tasca educativa i per la formació a les persones encara que, tot això, no seria possible sense la gran implicació del PDI y PAS. Aquesta tesis doctoral proposa una revisió de la situació del salari emocional a FUNITEC (URL), EPSEB (UPC) i EPSEVG (UPC) per determina les polítiques que s’apliquen en aquests centre per donar cobertura a les necessitats personals i professionals dels seus treballadors.
L’anàlisi dels convenis col·lectius que s’apliquen a cada un d’aquests centres i la consulta als treballadors, ha permès determinar que sí existeixen una gran varietat de mesures que donen facilitats als treballadors per equilibrar la vida personal i professional. A més de llistar aquestes actuacions, s’han analitzat les que són més útils per la conciliació laboral segons el PDI i el PAS. Tot i això, el coneixement que els treballadors tenen en relació a aquesta política retributiva no està tant estès com es podia esperar malgrat ha obert futures línies d’investigació.Los centros universitarios destacan por su labor educativa y por la formación de personas aunque, todo ello, no sería posible sin la gran implicación del PDI y PAS. Esta tesis doctoral propone una revisión de la situación del salario emocional en FUNITEC (URL), EPSEB (UPC) y EPSEVG (UPC) para determinar las políticas que se aplican en dichos centros para cubrir las necesidades personales y profesionales de sus empleados. El análisis de los convenios colectivos que se aplican en cada uno de estos centros y la consulta a los trabajadores, han permitido determinar que sí existe una gran variedad de medidas que dan facilidades a los trabajadores para equilibrar la vida personal y profesional. Además de listar dichas actuaciones, se han analizado aquellas que son más útiles para la conciliación laboral según el PDI y PAS. A pesar de ello, el conocimiento que los trabajadores tienen respeto a esta política retributiva no está tan extendido como se podía esperar a pesar que ha abierto futuras líneas de investigación.
Universities are recognized for their educational work and training. This would not be possible without the involvement of professors, researchers, additional teaching staff and administrative services. This PhD thesis presents a review of the social benefits in FUNITEC (URL), EPSEB (UPC) and EPSEVG (UPC) to determine the policies these centers apply to properly balance the personal and professional needs of their employees. Our analysis of the collective labor agreements within each university and the results of our employee questionnaire have identified the existence of a variety of measures to provide solutions for workers with regards to work-life balance. In addition to reviewing these social benefits, we have analyzed those that are most useful for employee work-life balance. However, employee awareness about these kinds of compensation policies is not as common as might be expected, though it does open the door to future lines of research.
6
Timothy, Andrea Francis. "The unfair labour practice relating to benefits." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021157.
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The meaning of the term “benefits” in the context of unfair labour practice jurisprudence, having previously been unsettled for more than a decade, has now been settled by the Labour Appeal Court in the Apollo.1 Prior to Apollo,2 our courts have struggled to adopt a stance to maintain the distinction between disputes of rights and disputes of interest as separate compartments. The prevalent view at that stage was that, in order for an employee to lodge a dispute at the CCMA or Bargaining Council the employee would have to show that he or she had a right to the benefit that arises by virtue of contract, statute or collective agreement, failing which the CCMA or a Bargaining Council would not have the jurisdiction to determine the dispute, in which case it may constitute a dispute of interest and the employee will have to embark on an industrial action to secure a benefit. Apollo3 endorsed a previous decision of the Labour Court,4 i.e. by placing “benefits” into the following two categories: (1) Where the dispute is about a demand by employees concerning their benefits, it can be settled by way of industrial action. (2) Where the dispute concerns the fairness of the employer's conduct, it must be settled by way of adjudication or arbitration. As a result of the above categorisation, the CCMA or Bargaining Council may adjudicate a dispute relating to benefits where there is a pre-existing benefit and the employer refuses to comply with its obligation towards the employer in that regard. It may also adjudicate disputes relating to the provision of a car allowance (i.e. where the employer retains the discretion to grant or withhold the allowance) and disputes relating to the provision of bonuses (i.e. where the employer retains the discretion to grant or withhold the bonus). In this treatise, I set out the history and development of the legislation in relation to the concept of “benefits” (in the context of unfair labour practice) so as to understand how our Labour Appeal Court has now come to settle the issues above.
7
Al-Khuzaim, Sulaiman Abdulrahman. "The feasibility of Saudization: Costs and benefits to Saudi Arabia." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2193.
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Following the discovery oil in Saudi Arabia, five year plans for economic development and modernization followed. Foreign workers were needed to provide skills required for the projects. Although most of the major projects have been completed, a high percentage of foreign workers continue to be employed in the kingdom.
8
Rohr-Zanker, Ruth. "Does migration benefit disadvantaged workers?" Diss., Virginia Tech, 1990. http://hdl.handle.net/10919/38758.
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Rohr-Zänker, Ruth. "Does migration benefit disadvantaged workers? /." This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-07112007-092848/.
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Carlson, Matthew W. "MAXIMIZING BENEFITS AND MINIMIZING IMPACTS: DUAL-EARNER COUPLES’ DIVISION OF HOUSEHOLD LABOR." UKnowledge, 2013. http://uknowledge.uky.edu/hes_etds/10.
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Several socio-structural theoretical approaches attempt to explain the gendered division of household labor, but the dyadic process of dividing labor has gone largely unexplored. Therefore, a grounded theory approach was taken with 20 dual-earner married couples to uncover the process of dividing household labor between spouses. The theory that emerged indicated that couples seek to maximize benefits in their distribution of labor, and do so by dividing tasks according to personal preferences and proficiencies. When a household task goes unclaimed by both spouses’ preferences and proficiencies, containment and outsourcing are the strategies employed to minimize the impact of the unclaimed task. The emergent theory can be used by researchers to illuminate the dyadic process of division of household labor in ways that other theories are not able. The theory can also be used by educators to prepare premarital couples for future division of household labor practices as well as by therapists who can identify problematic patterns within clients’ division of household labor process.
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Silveira, Priscilla Bacalhau Velloso da. "The economic benefits of higher education: from high school to labor market." reponame:Repositório Institucional do FGV, 2018. http://hdl.handle.net/10438/24161.
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Attaining tertiary education has noteworthy implications for both individuals and society. This thesis is composed of three essays related to Economics of Education. The first chapter investigates whether the informational barriers prevent young students from completing high school and starting higher education, by performing an evaluation of a corporate volunteer program that aims to inform students about the benefits of finishing this level of education. The second chapter estimates the returns to college quality and to individual abilities on early career outcomes in Brazil. A new measure of the signal for college quality is proposed for these estimates. The third and last chapter performs a cost-effectiveness analysis of the public provision of higher education compared to private provision in Brazil.
Completar um curso de ensino superior tem implicações notáveis para os indivíduos e para a sociedade. Esta tese é composta por três ensaios relacionados à Economia da Educação. O primeiro capítulo investiga se as barreiras informacionais impedem que os jovens concluam o ensino médio e iniciem o ensino superior, realizando uma avaliação de um programa de voluntariado corporativo que visa informar os jovens sobre os benefícios de terminar esse nível de ensino. O segundo capítulo estima o retorno à qualidade da faculdade e às habilidades individuais nos resultados iniciais de carreira no Brasil. Uma nova medida do sinal de qualidade do ensino superior é proposta para essas estimativas. O terceiro e último capítulo realiza uma análise de custo-efetividade da provisão pública de ensino superior comparada à provisão privada no Brasil.
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Bahr, Adam. "The Industry and Occupation Incidence of State Mandated Maternity Benefits." DigitalCommons@USU, 2018. https://digitalcommons.usu.edu/etd/7159.
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Government mandates are often used to promote equality in the workplace, often imposing additional costs upon employers. Economic theory suggest that these additional costs will be shifted onto the employees through a reduction in wages. However, when wage shifting is not an option due to anti-discrimination laws, how will employers respond to the additional costs imposed? Gruber (1994) found that wage shifting occurs when the groups benefiting from a government mandate are easily identifiable to the employer, despite the existence of anti-discrimination laws.
This study seeks to further the work of Gruber (1994) and examine wage shifting at an industry level. We look at industries that have a large percentage of workers who are benefited by a government mandate to see if the wage shifting in these industries was more significant. This study finds that, as the percentage of workforce receiving benefits increases, the amount of wage shifting grows.
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Andrews, Charles G. "Comparative Analysis of Management and Employee Job Satisfaction and Policy Perceptions." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4239/.
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The purpose of the study was to investigate the perceptions of job satisfaction as defined by management and nonmanagement employees and to compare both parties' perceptions of organizational benefits to a list prepared by the organization's benefit personnel. Turnover is costly to the organization, both in money and in the impact it has on those individuals remaining with the organization. Every effort should be undertaken to reduce the amount of turnover within the organization. A contributing factor leading to turnover may be a gap between what the employees believe is important to them and what management believes is important to the employees. The boundaries of the gap need to be identified before any effort can be made to reduce or bridge the gap. Once the boundaries are identified, policies can be analyzed and the possibility of reducing the gap investigated. Management as a whole must be aware of the needs and wants of their employees before any attempt to develop a retention strategy is undertaken. This knowledge can be acquired only through two-way communication with the employee. The communication process includes the simple process of asking employees for this information and then listening to how they respond. This study suggests that little difference exists in perception of job satisfaction importance for gender, age group, length of time with the organization, topic training hours, and between management and nonmanagement employees. However, perception gaps exist between the job satisfaction items addressed by organizational policies and procedures and those perceived by employees. Additional studies that include a number of varied organizations are needed before extensive generalizations can be made.
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Benghalem, Hélène. "Essays on Labor Market Effets of Unemployment Insurance Design." Thesis, Institut polytechnique de Paris, 2019. http://www.theses.fr/2019IPPAX006.
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Ma thèse étudie comment le design de l’assurance chômage peut affecter le comportement des demandeurs d’emploi et des employeurs. Dans mon premier chapitre de thèse, nous évaluons l’impact de la taxation des contrats de très courte durée. L’Unédic a introduit en 2013 une majoration des contributions patronales à l’assurance chômage. Afin de limiter l’insécurité et la segmentation sur le marché du travail, plusieurs pays européens ont également décidé de taxer les CDD. Afin d’analyser ce problème, nous avons développé un modèle expliquant le choix de l’employeur entre CDD et CDI, ainsi que la durée des CDD. L’estimation structurelle du modèle permet alors d’étudier les effets de la taxation de contrats inférieurs à 30 jours. Nous trouvons deux effets contraires. D’un côté, les employeurs préfèrent créer des contrats de 30 jours plutôt que des contrats juste en dessous de 30 jours. D’un autre côté, la taxe réduit la durée de tous les contrats plus éloignés du seuil de 30 jours. Ce dernier phénomène pèse de façon importante sur la durée moyenne des contrats, car les créations de contrats très courts sont très nombreuses. Nos résultats montrent en particulier que la taxation des contrats courts augmente le chômage et diminue le bien-être des chômeurs. Dans le second chapitre, j’étudie le design du régime des intermittents du spectacle. En particulier, je mesure l’effet du seuil d’éligibilité sur l’offre de travail des intermittents. Entre 2003 et 2016, les intermittents devaient travailler 507 heures sur les 10 derniers mois pour être éligibles aux indemnités chômage. Ce seuil de 507 heures induit des comportements stratégiques qui peuvent être coûteux pour l’assurance chômage. Pour les intermittents juste en dessous de 507 heures, une légère augmentation du nombre d’heures travaillées implique une augmentation de 60% de leurs revenus grâce aux allocations chômage. Je montre que les individus optimisent en se positionnant juste au-dessus du seuil créant un saut observable dans la distribution étudiée et un trou en-dessous du seuil. Je développe un modèle sans friction a la Kleven et Waseem (2013). Je trouve une élasticité structurelle comprise entre 0.26 et 0.28. Enfin, je détermine l’impact de ce comportement stratégique sur le déficit de l’assurance chômage. Le coût induit est non négligeable puisqu’il représente 27% du déficit annuel. Dans le troisième chapitre, j’examine si les individus comprennent le lien qui existe entre les contributions sociales qu’ils paient et leurs allocations futures. Si les individus comprennent ce lien, les contributions sociales auront moins le caractère d’une taxe, limitant ainsi leurs effets désincitatifs sur l’offre de travail. Pour analyser ce problème, j’explore la discontinuité créée par la période de référence dans les règles d’éligibilité à l’assurance chômage. Intuitivement, lorsqu’un individu s’inscrit à l’assurance chômage, seules les heures incluses dans la période de référence seront utilisées pour déterminer son droit à l’indemnisation. Si les individus ont conscience du lien contribution-allocation, ils ont une forte incitation à faire plus d’heures pendant la période de référence. Pour illustrer ce propos, j’étudie le comportement des intermittents du spectacle. Depuis 2016, les intermittents doivent travailler 507 heures sur une période de référence de 12 derniers mois pour être éligibles aux indemnités chômage. Cette règle implique qu’un an après leur entrée sur le marché de travail, la période de référence va se décaler excluant certaines heures de travail dans le calcul de l’éligibilité. Je montre qu’afin d’éviter cela, un grand nombre d’intermittents atteignent les 507 heures nécessaires à l’éligibilité un an après leur entrée sur le marché du travail, créant un saut observable dans la distribution étudiée. Je développe un modèle dynamique sans friction expliquant le choix de la date d’éligibilité à l’assurance chômage et trouve une élasticité structurelle de 0.52In my dissertation, I explore several features of UI design in order to shed some light on the impact of UI design on behaviors. Chapter 1 analyzes the consequences of the taxation of temporary jobs of short duration recently introduced in several European countries to induce firms to create more open-ended contracts. In 2013, France introduced a tax equal to 3 percent of gross wages for temporary contracts shorter than one month, and equal to 1.5 percent for those from 1 to 3 months. To evaluate this reform, we provide and estimate a job search and matching. The model is consistent with European legal rules and assumes that employers must remunerate workers until the termination date of their contract. Our results suggest that the taxation of temporary contracts has a negative impact on the labor market of low wage workers. First, it reduces the mean duration of jobs. Second, the tax decreases job creation, increases unemployment and reduces the welfare of unemployed workers. Hence, the taxation of temporary contracts does not achieve its main objective, which is to reduce labor turnover. Chapter 2 takes interest in the eligibility notch of the very disputed arts workers’ UI system in France. For decades, French people working in the arts and entertainment have a special Unemployment Insurance system, designed to protect them in between jobs and offering them the time for creativity. Arts workers can qualify for a period of 8 months of unemployment benefits if they have been working at least 507 hours over the last 10 months (i.e. 13 hours a week). This eligibility notch may trigger moral-hazard behavior, by generating strong incentive to increase labor supply to ensure eligibility. I document that arts workers indeed respond to the eligibility notch. We observe a higher proportion of arts workers on the eligible side of the notch point and at the same time, a hole on the non-eligible side of the notch point. Next, I develop a simple model to estimate hours-of-work elasticities using the bunching approach developed by Kleven and Waseem (2013). My results suggest that arts workers are responsive to the scheme with a structural elasticity of 0.28 for artists and 0.26 for technicians. The impact of this strategic behavior on UI accounts is quantitatively very large. I find that strategic bunching worsens UI deficit by 267 million euros per year, i.e. 27% of the annual deficit. Chapter 3 takes interest in the tax-benefit link. If individuals understand that an increase in taxation in their current earnings may represent an increase in future benefits, financial contributions to Social Security could have less of the character of a tax and the resulting work disincentives could be mitigated. In this case, individuals should respond to the effective tax rate, that incorporates the present value of future benefits. The aim of this chapter is to determine the causal effect of the effective tax rate on labor supply. Using a bunching approach, this paper exploits the “base period” rule. In most UI systems, workers must meet requirements for wages earned or hours worked to be eligible to benefits. These requirements must be fulfilled over a specified period of time prior to the claim referred to as a “base period”. The base period defines the time span over which labor supply contributes to future benefits. If individuals claim UB once the maximum duration of the base period is reached, they will face a higher effective tax rate. Using a rich administrative database on French arts workers, my results suggest that arts workers respond to the incentives created by the base-period rule. We observe a higher proportion of arts workers who manage to be eligible before the maximum duration of the base period rather than after. I then develop a dynamic model where individuals can choose optimally when to claim benefits. I estimate that the elasticity equals 0.52 and is statistically significant
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Beach, Robert R. "Essays in social security: net of benefits tax rates, labor supply, savings and welfare." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54489.
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In the standard case in which the interest rate is assumed to be greater than the rate of population growth, implementation of a social security program leads to a reduction in capital formation and a loss of welfare of the representative individual. This dissertation asks whether the parameters of a stylized social security program can be manipulated to reduce this welfare loss. By attaching weights to the earnings used in computing the average monthly earnings, an instrument is created which the social security administrator can use to manipulate the net marginal tax rates and the relative cost of leisure between years. If, as a result, aggregate savings increase, then steady-state welfare may also increase.
The effect of changing the weights in the benefit formula is considered first in a simple three-period partial equilibrium model. Individuals work for two periods and are retired in the third. It is shown, under assumptions of separability, that first-period labor supply must go up and second-period labor supply must go down in response to an increase in the earnings weight attached to the first period. Furthermore, although there is an element of ambiguity, a strong case can be made that aggregate savings must increase. It is also shown that, contrary to intuition, a zero net tax is not neutral and in fact must lead to a reduction in capital formation and welfare.
These same issues are then considered in a many-period model in which interest rates and wage rates are allowed to respond to changes in aggregate savings. It is found that alternatives to the current program that provide more weight to earnings of younger workers can reduce the welfare loss by a small amount. Because of the intractability of the many-periods case a computer simulation is used to perform the analysis.
In addition, the adjustment costs of a public savings program are considered. (Feldstein, among others, has suggested that social security be used as a vehicle for a public savings program to increase private investment in the economy.) It is shown that while such a program would adversely affect that welfare of a number of generations, these welfare losses are quite small: less than 0.05% for all the cases considered.Ph. D.
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Work, Nicholas Christopher. "The Gig is Up: The Disjunction of Gig Economy Labor and the American Welfare State." Thesis, Virginia Tech, 2019. http://hdl.handle.net/10919/90784.
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The gig economy has rapidly become something of a phenomenon in the digital economy today. New firms are quickly being added to this digital market ecosphere and the business model has garnered the attention of the business and investor communities as a new organizational alternative to standard hierarchies. However this new business model also poses substantial problems for its workers, who as independent contractors are not afforded the benefits or rights of the welfare state that are granted to employees. As the gig economy continues to achieve financial success and holds a more prominent place in our labor force, the precarious state of gig labor is becoming an increasingly political problem. This thesis explores the present state of labor in the gig economy by situating it within the context of welfare state scholarship. I examine how the inner mechanics of the gig economy operate, as well as examine the structures of the American welfare state that create this dualist divide between contractors and employees. I argue that welfare state scholarship demonstrates a path by which gig laborers and gig firms can form cross class alliances that can help develop new welfare state policies to improve gig worker conditions and be supported by gig firms themselves.Master of Arts
The gig economy has rapidly become something of a phenomenon in the digital economy today. New firms are quickly being added to this digital market ecosphere and the business model has garnered the attention of the business and investor communities as a new organizational alternative to standard hierarchies. However this new business model also poses substantial problems for its workers, who as independent contractors are not afforded the benefits or rights of the welfare state that are granted to employees. As the gig economy continues to achieve financial success and holds a more prominent place in our labor force, the precarious state of gig labor is becoming an increasingly political problem. This thesis explores the present state of labor in the gig economy by situating it within the context of welfare state scholarship. I examine how the inner mechanics of the gig economy operate, as well as examine the structures of the American welfare state that create this dualist divide between contractors and employees. I argue that welfare state scholarship demonstrates a path by which gig laborers and gig firms can form cross class alliances that can help develop new welfare state policies to improve gig worker conditions and be supported by gig firms themselves.
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Vrabec, Peter. "Návrh efektivnějšího zabezpečování lidského potenciálu v organizaci." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-221719.
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This master thesis is about human capital resourcing. The goal of this thesis is to make process of resourcing human capital in the company Red Hat Czech more effective. In the analysis part of the work the current status of the company process is evaluated from three perspectives: strategic aspects, recruitment and adaptation. New solutions based on investigated information and theoretical knowledge are designed. These solutions should help the company to hire desired number of employees with expected qualities in qualified time.
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Daňková, Silvie. "Analýza pracovní doby v marketingové společnosti." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-16902.
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This thesis deals with the issue of working time, as one of the main aspects of work. The goal of this thesis is to analyze the working time in concrete marketing company. The theoretical part introduces the issue and summarizes the basic knowledge of literature. In the practical part the company system of flexible working hours is being analyzed in detail. The aim is to analyze the behavior of employees in relation to working time and to recommend appropriate further steps for the company. This analysis should be useful particularly for managers and for HR department.
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Konseïga, Adama. "Regional Integration Beyond the Traditional Trade Benefits : Labor Mobility Contribution, the Case of Burkina Faso and Côte d'Ivoire." Clermont-Ferrand 1, 2004. http://www.theses.fr/2004CLF10280.
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The West African Economic and Monetary Union (WAEMU) seeks at changing the weak intra-regional trade and the strong disparities between countries. How to achieve such an objective with the heterogeneous profiles of countries such as Côte D'Ivoire (Regional pole) and Burkina Faso (one of the poorest) ? This is an important issue at stake. Intra-African migration flows is one of the best arguments for regional integration in the face of negligible goods and investment flows. The presence of migrants makes Burkina Faso a "share-holder" in Côte d'Ivoire's economic success. Based on the economic theories of migration, the dissertation presents a very comprehensive and detailed empirical analysis of changes in factors mobility inside WAEMU, with particular emphasis on the two. Representative countries. Migrations concern rural populations and to deal with the microeconomic issues, the study used survey data collected in the Burkinabè Sahel. .L'Union Economique et Monétaire Ouest africaine (UEMOA) vise à renforcer l'intégration commerciale de la région et à réduire les disparités entre les pays membres. Comment atteindre ces objectifs avec une si forte hétérogénéité des membres comme le montre l'exemple de la Côte d'Ivoire (pôle régional) et du Burkina Faso (parmi les plus pauvres) ?Il s'agit d'un enjeu essentiel. Les migrations régionales en Afrique représentent le meilleur instrument d'intégration face à la faiblesse des autres types d'intégration (commerce et investissements) et la forte présence des burkinabè en Côte d'Ivoire fait du Burkina Faso un "actionnaire" intégral des succès ivoiriens. En se basant sur les théories économiques de la migration, cette thèse analyse l'impact des modifications de la mobilité des facteurs à l'intérieur de l'UEMOA, en mettant l'accent sur ces deux pays représentatifs. Leurs migrations concernent essentiellement les populations rurales et afin d'examiner les différents enjeux, l'analyse repose sur des données collectées dans le Sahel au Burkina Faso. . .
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Ohlsson, Henry. "Cost-benefit analysis of labor market programs : applied to a temporary program in northern Sweden." Doctoral thesis, Umeå universitet, Institutionen för nationalekonomi, 1988. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-65820.
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The study's objective is to evaluate the relief works and special projects that were in effect during the period 1983-1986 due to the labor force reduction of almost 2 000 persons at the LKAB Mininq Company in 1983. These reductions caused the Swedish Parliament to set up a special labor market policy organization, the Malmfältsdeleqation, which besides initiating relief works and special projects also functioned as an employment exchange, an employability assessment center, and a training organizer. The study has three main chapters. In the first of these the welfare implications of public production in a diseguilibrium model are analyzed. The background to this is that the traditional cost-benefit rules are not very well suited to this particular evaluation problem. The object of the chapter is to derive rules within the context of a model that, whilst simple, resembles in essential points the real world situation within which the Malmfältsdelegation had to work. The delegation's relief works and special projects are represented, in the model, by production in public firms. The second main chapter is a descriptive account of the Malmfälts-deleqation's relief works and special projects. The variables discussed are costs, subsidies, temporary employment, and permanent employment. In this chapter the distribution of these variables is accounted for according to type of subsidy-receiver, location of the projects, branch, and occupational groups. Furthermore, the plans are compared with the outcomes. The actual evaluation can be found in the final main chapter. By way of introduction, there is a discussion of what the labor market situât Lon in Malmfälten would have been l ike in the absence of the temporary organization. With this as a reference, the actual incomes of the former LKAB-employees are compared with the incomes they would have had in two hypothetical alternative courses of events. The first of these implies that no extra labor market policy measures had been taken and the other is based on the assumption that the former LKAB-employees had been offered labor market services to the same extent as other job-seekers in the inland area of northern Sweden. An analysis of the welfare effects of the Malmfältsdelegation's relief works and special projects completes this chapter. This analysis is based on the cost-benefit rules presented in the first, main chapter. The principle conclusions of the study are that labor market policy measures may give positive income and welfare effects in a region facing a situation similar to that faced by Malmfälten durinq the first half of the eighties. However, the Malmfaltsdelegation's measures have not been more effective than those of the reqular market labor policy organization.Diss. Umeå : Umeå universitet, 1988
digitalisering@umu
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Andersson, Malin, and Guy Constant Kouhouta. "Immigrants’ Contribution to the Society : A Comparison between Sweden and the County of Jönköping." Thesis, Jönköping University, JIBS, Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-567.
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Our aim in this thesis has been to look at the foreign citizens’ share of costs and benefits associated to the society in Sweden. We have compared Sweden on the national level to Jönköping County on the regional level to see if there are any deviations. We have conducted a new calculation approach in order to present the contributions given by immigrants and the associated costs. Figures are to a large extent viewed in relative terms in the thesis, and specified in concrete terms in the appendix. We have selected a series of four costs and one benefit in order to show how an estimation of the costs or benefits could be made. We have found that immigrants tend to work harder than the natives, but at a lower wage level. Even so they do not compensate for the costs to the society applied to immigrants.
Syftet med den här uppsatsen är att ta reda på hur stor del av kostnaderna för samhället som går att förknippa till invandrarna i Sverige. Sverige har jämförts med Jönköpings Län för att hitta eventuella avvikelser. Vi har försökt skapa ett beräkningssätt för att kunna visa hur mycket som går ut till invandrarna och hur mycket de ger tillbaka. Vi utrycker oss till största del i relativa termer i uppsatsen, för absoluta tal hänvisas till appendix. För att visa hur vårat beräkningssätt kan användas har vi gjort beräkningar på fyra kostnadsgrupper och en inkomstgrupp. Vi har kommit fram till att invandrare tenderar att arbeta mer än den inhemska befolkningen, men till en lägre lön. Trots detta så kompenseras inte kostnaderna för samhället av dess intäkter när man jämför de som är direkt kopplade till invandrarna.
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Edwards, Valerie 1954. "The new role of labor unions as developers of responsive dependent care benefit programs : extending dependent care benefits to the independent contractor, freelancer and self-employed worker : a study of professional freelance musicians from Boston Musicians' Association Local 9-535." Thesis, Massachusetts Institute of Technology, 1990. http://hdl.handle.net/1721.1/65668.
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O'LEARY, CHRISTOPHER JOSEPH. "AN ECONOMETRIC ANALYSIS OF UNEMPLOYMENT INSURANCE BENEFIT ADEQUACY (RATIONING CONSTRAINTS, TOBIT MODELS)." Diss., The University of Arizona, 1986. http://hdl.handle.net/10150/183901.
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Explicit parameterizations of labor supply are specified and estimated on a sample of single unattached individuals using data from the Panel Study of Income Dynamics and a generalized Tobit maximum likelihood method which is consistent under the assumption that employed hours are exogenous. Results of these estimations are then used to compute triangle approximation and direct closed form solutions for labor market constraint compensation. Underemployment compensation estimates are generated and compared to actual and hypothetical payments which would accrue under the UI systems of representative states. Certain compensation results for overemployment are also offered. Where they are directly comparable, results from Tobit estimation of the basic labor supply relations are found to strictly dominate ordinary least squares (OLS) results in terms of efficiency. While the OLS and Tobit parameter estimates differ dramatically in most cases, the latter are consistent with the bulk of recent empirical labor supply research. A corollary purpose of estimating the several labor supply specifications is the search for an appropriate structure of preferences to be used in modeling the labor-leisure choice problem. Direct likelihood ratio tests yielded no best form, but suggested that more flexible parameterizations are to be desired. Results on compensation amounts tend to support accepted standards of UI benefit adequacy. For all levels of unemployment the direct compensation results suggested that "one-half gross wage replacement" would slightly overcompensate individuals from a utility based perspective.
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Choi, Sun Ki. "The Determinants and Trends in Public-Private Wage and Fringe Benefit Differential." UKnowledge, 2016. http://uknowledge.uky.edu/economics_etds/26.
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The decline in private sector wages in the aftermath of the Great Recession reopened a longstanding debate about whether public sector employees make more than private sector employees. However, much of this debate has only focused on the difference in wages over the past few years. This paper uses the Current Population Survey from 1995-2013 to examine how the federal-private wage differential has evolved over time. Wage regressions are estimated by year for federal and private sector workers. I then use these estimates to calculate the federal-private wage differential. This is augmented with selectivity bias corrections for each year. Probit estimates of the probability of receiving employer-provided health insurance and a pension plan are also estimated for each year. The findings suggest that the federal pay differential is invariably positive, but fell during the 1990s, began to rise in the early 2000s, and has continued to rise to the end of the sample period. In this paper, I also examine the difference in wage and fringe benefit between state/local government employees and private sector employees. For the analysis, this paper uses the American Community Survey from 2012-2014 to examine how the state/local-private wage gaps vary by state. Probit estimates of the probability of receiving employer-sponsored health insurance are also estimated. The findings present a wide range of the wage differentials between state/local government employees and private sector counterparts. On the other hand, public employees enjoy higher probability of receiving health insurance through a current employer.
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Lazareva, Olga. "Labor market outcomes during the Russian transition." Doctoral thesis, Stockholm : Economic Research Institute, Stockholm School of Economics (EFI), 2009. http://www2.hhs.se/efi/summary/787.htm.
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Quintero, Rojas Coralia Azucena Langot François. "Essays on economic fluctuations, growth and the labor market performance : the impact of tax / benefit systems." [S.l.] : [s.n.], 2008. http://cyberdoc.univ-lemans.fr/theses/2008/2008LEMA2001.pdf.
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Quintero, Rojas Coralia Azucena. "Essays on economic fluctuations, growth and the labor market performance : the impact of tax / benefit systems." Le Mans, 2008. http://cyberdoc.univ-lemans.fr/theses/2008/2008LEMA2001.pdf.
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Cette thèse s'intéresse aux fluctuations économiques, au chômage et à la croissance économique. Ces dernières décennies, la plupart des pays européens ont connu un ralentissement de leur croissance économique ainsi qu'un taux de chômage élevé et persistant. Cette évolution, dite de long terme, a été accompagnée d'une série de fluctuations économiques de court terme. Dans ce contexte, cette thèse analyse le fonctionnement du marché du travail et son incidence sur la performance des économies développées. Plus précisément, nous analysons les effets de court et de long terme de certaines distorsions jugées représentatives du marché du travail des pays européens, tels que la fiscalité, les systèmes d'indemnisation du chômage et les mécanismes de fixation du salaire. Le premier chapitre présente le modèle canonique de cycle réel dans un contexte international. Il s'agit de déterminer un ensemble d'hypothèses visant à pallier aux défaillances du modèle original dans l'explication des fluctuations du marché du travail. L'incorporation de ces hypothèses dans ce cadre théorique fait l'objet de la première partie du chapitre 2. Même si ces amendements du cadre canonique conduisent à une meilleure compréhension des déterminants des fluctuations économiques et de leur synchronisation entre pays, les faits concernant la dynamique des heures et du salaire ne sont pas expliqués. Ceci justifie le développement d'une modélisation alternative du marché du travail, présenté dans la deuxième partie de ce chapitre. Au centre de ce modèle prennent place le chômage et les liens économiques entre pays. Ce cadre est étendu au chapitre 3 pour intégrer la fiscalité, ce qui nous permet de rendre compte de la plupart des faits de court terme. Finalement, les chapitres 4 et 5 s'intéressent à la problématique liée à la croissance économique ainsi qu'à l'évolution tendancielle du temps du travail d'équilibre. En tenant compte des rigidités présentes sur le marché du travail, nous fournissons une explication des phénomènes de long terme.
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Srivastava, Priyanka. "Creating a Healthy and ‘Decent’ Industrial Labor Force: Health, Sanitation, and Welfare in Colonial Bombay, 1896-1945." University of Cincinnati / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1342105685.
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Baumberg, Ben. "The role of increasing job strain in deteriorating fitness-for-work and rising incapacity benefit receipt." Thesis, London School of Economics and Political Science (University of London), 2011. http://etheses.lse.ac.uk/192/.
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Over the past three decades, the number of incapacity benefit claimants in the UK has trebled. Conventional wisdom argues that this rise cannot reflect ‘real’ incapacity; Britons are perceived to have got healthier and jobs to have become less physically demanding. Yet self-reported work-limiting disability (WLD) grew over the 1990s. Moreover, some working conditions deteriorated, with ‘job strain’ (the combination of high job demands and low job control) rising sharply. In this thesis, I investigate the possibility that rising job strain partly explains the rise in WLD and incapacity benefit receipt through four pieces of empirical research. First, different surveys appear to conflict on whether job strain has risen. Given that trends in job strain are of paramount importance, I systematically review the available trend data across 44 individual datasets. Second, I look at whether self-reported demands and control predict WLD and healthrelated job loss. Using the Whitehall II cohort, I look longitudinally at whether baseline job strain predicts WLD/health-related job loss at the following wave. I also look at the extent to which WLD mediates any relationship between job strain and health-related job loss. Third, the Whitehall II analysis is limited to civil servants and is based on self-reports. I therefore complement this analysis by looking at average job strain in particular occupations and imputing this into the nationally representative BHPS. I then relate job strain to later WLD and incapacity benefit receipt in parallel fashion to the Whitehall II analyses. Finally, the quantitative analyses leave unanswered questions about the meaning of ‘fitness-for-work’, the processes through which working conditions affect incapacity benefit receipt, and how these impact differently on different people. These are explored in a qualitative analysis of 32 interviews with people with health problems, culminating in a conceptual model of job strain, WLD, and incapacity benefit receipt.
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Lee, Patrick Quinn. "Essays in occupational fitness and absenteeism." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/25151.
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Occupational fitness programs have enjoyed enormous popularity over the course of the past decade. Their continuing penetration into all sectors of the business community coupled with the rapid growth of organizations serving professional fitness personnel, suggests that their presence may be permanent.
A major reason for the popularity of occupational fitness programs, is the claim that fitness programs can reduce employee absenteeism. Two important issues at this time are:
(1) the role of physical fitness in mediating sickness absence behavior, and,
(2) the role of participation in occupational fitness programs as a way of enhancing worker attendance motivation.
These issues fit in well with the Steers & Rhodes (1978) Process Model, a conceptual framework which deals with employee absenteeism from the standpoints of ability to attend (ie. high fitness) and motivation to attend (ie. high morale). The Steers & Rhodes theoretical model was chosen as an appropriate vehicle to guide this study. Part I reviewed the claim that physical fitness as a physiological state, is inversely related to sickness absence among employees. The literature review suggested that fit employees would miss fewer days from work than unfit employees. The prediction that physical fitness and sickness absence will be inversely related, formed the core of the hypotheses generated in Part I. In addition, hypotheses were also developed concerning the possible effects of gender, age, length of service and company affiliation.
Correlational analyses were performed on several physiological and absence variables obtained from a sample of employees from the years 1979 through 1984.
Modest but significant inverse correlations were found to exist between MVO₂ and a number of different absence measures. The magnitude of these correlations disappeared in some cases when the groups were controlled for gender.
Significant correlations were also found between variables such as length of service and absence or age and absence. Absence patterns for males and females and management and classified employees also showed significant group differences. These results point to the need to consider these personal and socio cultural variables when attempting to describe any relationships between occupational fitness and absenteeism. Part II chose the Steers & Rhodes concept of motivation to attend. Based on the review of literature, it was expected that participants in the company fitness program would report positive changes in a number of attitudinal and personal variables.
A simple questionnaire was developed to assess this change, and the entire population of a very large (n=1076) corporate fitness program was polled.
Respondents in the main, indicated a significant improvement in their personal perception of a number of different attitudinal variables. The magnitude of this improvement was significantly related to the length of time they have been members of the program and their degree of participation in the programEducation, Faculty of
Curriculum and Pedagogy (EDCP), Department of
Graduate
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Rosengren, Oliver. "Work or Shirk : Finding the optimal enforced effort in activation and evaluating the job stimulus for social benefit recipients, by introducing effective leisure in a labor supply model." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-104664.
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Social benefits were forecasted to increase by 13 percent to 2022 before the pandemic hit the economy (Prop. 2018/19:1). In the latest forecast it has almost doubled: an increase of 24 percent to 2022 (Prop. 2020/21:1). Youths and immigrants are particularly affected by the downturn, especially since labor market sectors were both groups often have their first job are in the center of attention for government restrictions to lower the spread of Covid-19. These two groups are overrepresented among social benefit recipients when being unemployed (Socialstyrelsen, 2020), since they have not qualified to national unemployment insurances (Rosengren, 2017). The municipal social assistance was intended to be the outermost safety net. Though the transfer should be short-term, over 40 percent of the households receiving social benefits do it for more than ten months, and the share increases[1]. Social benefit could now be considered a complement to national transfers and an extra unemployment benefit for those who are not eligible for the national social safety system on the labor market. Municipalities are allowed to demand participation in different activities – henceforth called activation – as a prerequisite for social benefit eligibility. Under the assumption of full-time activation for social benefit recipients, the difference in leisure between employment or unemployment with activation is zero (0). This affect the cost of labor for the individual, which is usually partly described as the relative value of leisure (non-monetary costs). If it does not cost any leisure to leave unemployment for employment, the disutility of work decrease. Social benefits also reimburse monetary labor costs, such as commuting, wherefore there is no difference in fixed labor costs either. Differences in disposable income is then the only remaining variable to decide the individuals labor supply, according to conventional labor market theory; if the disposable income when working exceed the disposable income when not working, the individual should work. A social benefit recipient is eligible for the job stimulus after six months of social benefit dependency, giving a 25 percent earnings disregard on the net labor income. This is an exception from the usual one-to-one discount (or 100 percent marginal effect) on the transfer when receiving other incomes, such as national transfers or wage. The stimulus is intended to increase the incentives for working and motivate those who are long-term recipients to be active on the labor market[2]. During this time period, all recipients have a larger disposable income if working compared to not working – combined with the other assumptions above, this means all recipients should work when being eligible for job stimulus. Available data (Socialstyrelsen, 2016) shows only 1.8 percent of all recipients actually had labor incomes and got the earnings disregard, inferring a deviation from the expectations of common labor market theory. Meaning there could be an unknown variable in the utility function, decreasing the utility from working more than the utility increase from the job stimulus. There are a variety of possible explanations, such as asymmetric information, stigmatization, matching problems et cetera. In this thesis, the focus will be effort. This is the explanation closest to the standard model, where the disutility of lost leisure due to labor is the centerpiece. In my previous thesis (Rosengren, 2019), I introduced a draft of an effort model. In this model, working came with a larger effort than activation giving rise to a disutility. The income differential needs to exceed the cost of the extra effort if the individual should choose to work. Expanding the standard model could provide a more sufficient tool for analyzing labor market participation and employment effects in the social benefit system. This thesis provides a model for analyzing the individual’s decision on the extensive margin – to work or not to work – in transfer systems, with regard to effort, shirking and effective leisure. I simulate the effort level corresponding to the share of social benefit recipients observed to have labor income during the job stimulus spell. Finding the effort in activation being approximately 71.5 percent of the effort when employed. I also forecast the effect of the planned increase in the job stimulus from 25 to 50 percent by the same simulation; 1 percent of the social benefit recipients are expected to leave activation for employment due to the doubled job stimulus. I optimize effort (from the policy-maker’s perspective) at different skill levels to find the effort level were all will supply labor. If enforcing 99.65 percent effort 83.44 percent are expected to leave activation for work.Allt fler arbetslösa försörjer sig på ekonomiskt bistånd istället för de statliga arbetslöshetsersättningarna. Ekonomiskt bistånd eller försörjningsstöd är inte utformat med drivkrafter för arbete i beaktande. Exempelvis får den som tar emot bidraget inget utbyte av att börja arbeta förrän arbetsinkomsten överstiger försörjningsstödsnormen. För ett hushåll med två vuxna och fyra barn innebär det ca 30 000 SEK efter skatt. Finns det dessutom inga aktivitetskrav förlorar hushållet samtidigt fritid av att börja arbeta. Jobbstimulansen infördes för att få drivkrafter för arbete i försörjningsstödet. Det innebär att den som haft ekonomiskt bistånd i sex månader och börjar arbeta får behålla 25 procent av nettoinkomsten, istället för att bidraget minskar krona för krona när löneinkomsten ökar. Under antagandet om heltidsaktivering för försörjningsstödsmottagare är den tillgängliga fritiden lika för den som arbetar och för den som är arbetslös, därmed är den rörliga kostnaden av att arbeta lika. Eftersom försörjningsstödet kompenserar för eventuella kostnader som uppstår för den som börjar jobba, såsom förskoleavgift eller pendlingskostnader, påverkas inte disponibelinkomsten av fasta kostnader för att arbeta heller. Försörjningsstödsmottagare med jobbstimulans och heltidsaktivering kan således tjäna mer pengar och därmed öka sin nytta, utan att öka sin onytta (eftersom fritiden är oförändrad), genom att börja arbeta. Utifrån arbetsutbudsteori skulle förväntan vara att alla skulle börja arbeta under sådana förutsättningar. Trots det visar en uppföljning att bara 1,8 procent arbetar. Det kan finnas olika förklaringar till att så få börjar arbeta; bristande information om jobbstimulansen, sök- och matchningsproblem och så vidare. I den här uppsatsen prövas skillnader i ansträngning genom att anpassa en modell för arbetsutbud till det svenska socialbidragssystemet, och ge bidragstagare möjlighet att lata sig eller skolka i aktiveringen – inspirerat av den etablerade shirking theory – för att utöka sin effektiva fritid. Studier visar att människor upplever skolk eller lathet som substitut till ledighet. Även om den faktiska fritiden är densamma för den som arbetar och den som är arbetslös men deltar i aktivering, kan skillnader i ansträngning därmed innebära att den effektiva fritiden skiljer sig. När den som kan få jobbstimulans ska börja arbeta innebär det då en minskad effektiv fritid, och därmed en onytta eller upplevd kostnad av arbete. Försörjningsstödsmottagaren väljer sin ansträngning, som ger upphov till olika mycket onytta beroende på individens färdigheter där den med mer färdigheter har en lägre onytta av arbete eller ansträngning. Om personen arbetar eller inte beror på om den ökade nyttan av att börja arbeta med jobbstimulans överträffar onyttan av den minskade effektiva fritiden av att börja arbeta, givet individens färdigheter. I uppsatsen undersöks effekten av förändringar i olika variabler – ansträngning, färdighet och jobbstimulans – och jag finner att jobbstimulansen bara påverkar nyttan på marginalen, i jämförelse med stora effekter av ökad ansträngning eller ökade färdigheter. Vidare simuleras vilken ansträngningsnivå som korresponderar med att 1,8 procent arbetar och därmed har större nytta av jobbstimulansen än av den extra effektiva fritiden. Det visar sig att ansträngningen i aktiveringen verkar vara 71,5 procent jämfört ansträngningen på ett jobb. Om jobbstimulansen fördubblas, till en offentligfinansiell kostnad av 100 miljoner SEK, ökar andelen som börjar jobba bara med drygt en procentenhet vid bibehållen ansträngningsnivå. I uppsatsen beräknar jag även optimal ansträngningsnivå för att alla vid en viss färdighetsnivå ska börja arbeta. Det visar sig att om ansträngningsnivån höjs med knappt 20 procentenheter till 90 procent, skulle andelen som börjar arbeta stiga från 1,8 procent till 51 procent. Utöver dessa nya tillskott – förklaringsmodeller och resultat – till fältet, innehåller uppsatsen dessutom förslag på empiriska tester av andra förklaringar. För att genomföra simuleringar och kalkyleringar, har en modell över det svenska bidrags- och skattesystemet byggts i Matlab. Även den är att betrakta som ett tillskott.
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Rind, A. A., Saeed Akbar, S. Boubaker, S. Lajili-Jarjir, and S. Mollah. "The role of peer effects in corporate employee welfare policies." Wiley, 2021. http://hdl.handle.net/10454/18505.
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YesThis paper investigates the role of peer effects in the employee welfare policies of organizations. Using US panel data for a sample of 11,451 firm-year observations from 1996 to 2017, we find that firms’ employee welfare decisions are driven by their peers and show that peer firms play a significant role in defining corporate employee welfare policies. Our findings are robust to various sensitivity checks, including alternative definitions of employee welfare, alternative peer proxies, and several identification strategies. Our additional analysis shows that herding behavior is prevalent in followers, who mimic leaders' behavior, but we do not find any such relationship for industry leaders. Further, we show the evidence suggesting that mimetic and normative isomorphic pressures are driving the peer effects. Finally, we document the economic consequence of peer mimicking in employee welfare policies. Our findings on firms’ peer effects and herding behavior have policy implications.
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Ballantyne, Scott David. "Evaluation of the effect Act 195 of 1970 had on negotiating additional fringe benefits in lieu of larger salary increases in the Antietam School District." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1991. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1991.Abstract precedes thesis as 3 preliminary leaves. Typescript. Source: Masters Abstracts International, Volume: 45-06, page: 2929. Includes bibliographical references (leaf 48).
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Bailey, James. "Three essays on health insurance regulation and the labor market." Thesis, Temple University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3623108.
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This dissertation continues the tradition of identifying the unintended consequences of the US health insurance system. Its main contribution is to estimate the size of the distortions caused by the employer-based system and regulations intended to fix it, while using methods that are more novel and appropriate than those of previous work.
Chapter 1 examines the effect of state-level health insurance mandates, which are regulations intended to expand access to health insurance. It finds that these regulations have the unintended consequence of increasing insurance premiums, and that these regulations have been responsible for 9–23% of premium increases since 1996. The main contribution of the chapter is that its results are more general than previous work, since it considers many more years of data, and it studies the employer-based plans that cover most Americans rather than the much less common individual plans.
Whereas Chapter 1 estimates the effect of the average mandate on premiums, Chapter 2 focuses on a specific mandate, one that requires insurers to cover prostate cancer screenings. The focus on a single mandate allows a broader and more careful analysis that demonstrates how health policies spill over to affect the labor market. I find that the mandate has a significant negative effect on the labor market outcomes of the very group it was intended to help. The mandate expands the treatments health insurance covers for men over age 50, but by doing so it makes them more expensive to insure and employ. Employers respond to this added expense by lowering wages and hiring fewer men over age 50. According to the theoretical model put forward in the chapter, this suggests the mandate reduces total welfare.
Chapter 3 shows that the employer-based health insurance system has deterred entrepreneurship. It takes advantage of the natural experiment provided by the Affordable Care Act's dependent coverage mandate, which de-linked insurance from employment for many 19–25 year olds. Difference-in-difference estimates show that the mandate increased self-employment among the treated group by 13–24%. Instrumental variables estimates show that those who actually received parental health insurance as a result of the mandate were drastically more likely to start their own business. This suggest that concerns over health insurance are a major barrier to entrepreneurship in the United States.
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Sun, Yanxue. "How recipient firms benefit from international joint ventures : resource and knowledge transfer, learning mechanisms and technology spillovers in the China context." Thesis, University of Warwick, 2009. http://wrap.warwick.ac.uk/2290/.
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This research contributes to the literature on resource, knowledge and capability transfer in international joint ventures. In mainstream international business literature, few empirical studies have been undertaken at the micro-organization level on the extent to which, and ways in which recipients benefit from the resources and knowledge transferred from the foreign partner in an IJV. This study explores the transfer content, context, process and effects from the recipient’s perspective. Measures of the acquisition/learning intentions of the recipient firm and the transfer benefits, including transfer channels and learning mechanisms, are drawn from a synthesis of international business, international management, knowledge management and knowledge transfer and learning literature. A business function-related knowledge typology by Pak and Park (2004) among a number of other knowledge typologies was adapted to specifically examine the types and extent of resources and knowledge transferred from the foreign partner to the recipient firm among four Sino-foreign IJVs in the auto parts and animal feed sectors. They were compared using quantitative and qualitative measures of the types and levels of acquisition and learning intentions, the transfer benefits within and outside the IJVs, and transfer channels and learning mechanisms they have developed. The findings highlighted the micro-organization processes of transfer and learning in IJVs that bring together parent firms from very different business contexts. Firstly, the ‘alignment’ or ‘fit’ between the source and recipient in the JV partnership influences the nature and level of resulting benefits. The measures of ‘success’ vary from firm to firm, being strongly influenced by the learning intentions in line with the initial level of resources, experience and knowledge of the recipient firm. Cross-sector differences, especially the combination impact of different levels of Chinese Government departments on the learning intentions and transfer benefits were revealed. Transfer channels and learning mechanisms vary according to the type of knowledge that is transferred, and the source and recipient firms’ particular organizational characteristics. The recipient firm’s organizational development strategy, aspects of wider organizational absorptive capacity and the motives of individuals were found to be important in facilitating technological spillovers and counteracting the foreign partner’s efforts to protect certain knowledge and processes. Overall, this research adds insights to previous studies of IJVs by emphasizing the context-specific nature of the transfer and acquisition/learning intentions, processes and outcomes.
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Khash-Erdene, Battogtokh Khash-Erdene. "DO ‘THEY’ DESERVE TO – BE SLAVES? : A case study on media presentation of benefit cheat and labor right violation in Sweden." Thesis, Umeå universitet, Institutionen för kultur- och medievetenskaper, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-162409.
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This paper analyses text on Swedish trade union newspaper Arbetet about taking advantage of immigrants of home service corporation Enklare Vardag.The theoretical framework consists of theories about critical discourse analysis. The analysis is done by employing Norman Fairclough's CDA model, combined with other tools of critical linguistics.The aim is to detect how the idea of ‘othering' and common sense on power relations between employees and employers marries and divorces with each other in this context on benefit cheat. And to define how the signifier and signified work together in the constructed subject position of the cheater in citizens and media representation. To identify that, interviews of different groups of wardship workers speculations towards the article are included. Aside from a "cheater", understanding of common - sense ground in society and media within the field of immigration, labor´s right incorporate the analysis purpose.The chosen article is analyzed from contradicting perspectives of benefit cheat discourse that often supports with right-wing media and criticizes welfare state and on the other hand criticism towards power relation between capitalistic oppression of the working class.
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Poutanen, Mary Anne 1952. "For the benefit of the master : the Montreal needle trades during the transition 1820-1842." Thesis, McGill University, 1985. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=66049.
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Bertz, Wågström Magda. "The Welfare State Upholders: Protests against Cuts in Sickness Benefits in Sweden 2006-2019 : A Case Study of Political Action against Welfare Retrenchment." Thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-415482.
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The debate between the Power Resource Approach and the New Politics thesis has been ongoing for decades. The PRA claims that the labor movement continues to be the most prominent defender of the welfare state. The NP-thesis, on the other hand, claim that the welfare state in itself has created new interest groups, clients of specific welfare state programs, that have largely taken over as the most prominent welfare state upholder. In an attempt to empirically evaluate the usefulness of these two theories, quantitative data on protests against cuts in the sickness benefit program in Sweden during the years of 2006-2019 have been collected through investigating newspaper ma- terial. The results show that the protest engagement among client groups is greater than the engagement among the labor movement when looking at protests directed specifi- cally against cuts in the sickness benefit program. This result lends credibility to the NP- thesis while it questions the PRA. When including protest events directed against cuts in the sickness benefit program among other welfare retrenchment related grievances, the results show that the labor movement continues to be a prominent defender of the welfare state. Additionally, the PRA/NP literature is criticized for failing to acknowledge the possibility of protest coalitions between client groups and the labor movement or- ganizations. The results show that coalitions of protest exist, but more research is needed to conclude how coalition building relates to the theoretical debate regarding the welfare state upholders.
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Foltín, Tomáš. "VÝVOJ NA TRHU PRÁCE V JIHOČESKÉM KRAJI SE ZAMĚŘENÍM NA SOUČASNOST." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-71714.
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The theme of diploma thesis is the analysis of developments on the regional labor market in the South Bohemian region. The analytical part of the work is focused on assessing the development of employment and unemployment and on the evaluation of factors that influence this development. The work monitors the position of women on the labor market in the South Bohemian region. The work assesses overall labor market developments in the the South Bohemian region and compares this trend with the situation in the Czech Republic. The work analyzes the development of social care and assistance in material need, the trend has been influenced by changes in the development of unemployment and legislative changes in the provision of these benefits.
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Altman, Arliss Marilyn. "The organizational implications of employment behavior following maternity leave." Thesis, University of British Columbia, 1989. http://hdl.handle.net/2429/28708.
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Although participation of Canadian women in the labour force has significantly increased in the past decade, and in turn the number of maternity leave claims, information is limited on actual employment behavior following maternity leave and the factors which influence this behavior. The purpose of this study was to examine the employment behavior following maternity leave for 313 women of varying occupations from a large metropolitan hospital in order to: isolate significant variables which influence this behavior, examine return rates and employment patterns for women who return to work, identify the major problems women experience upon their return to work, examine the experience of women with the current maternity leave legislation, obtain their opinions on whether flexible work policies encourage staff retention and finally, to develop a set of recommendations to assist organizations in achieving staff retention following maternity leave.
Data respecting the positions of the women, their personal characteristics and their employment behavior following their leave were collected from personnel records. The dependent variables for the study were three distinct types of employment behavior: employees who terminated following their maternity leave, employees who terminated following their return to work and employees who remained employed at the hospital. There were nine independent variables which were tested as potential employment behavior influences namely level of education, age,
organizational tenure, employment status, union/management affiliation, salary level, occupational level, number of previous maternity leaves and organizational division. The Chi Square test of Independence was run for six variables and the One Way Analysis of Variance for three variables. In-depth structured interviews were conducted with five women selected randomly from the sample in order to identify the major problems they encountered in returning to work as well as to obtain their opinions on the current maternity leave legislation. They were also questioned regarding the effectiveness of flexible work policies.
Two of the variables tested were found to be significant employment behavior influences: type of union and organizational tenure. It was also found that the least flexible union had the highest termination rate. Although the majority of women returned to work and remained employed at the hospital, a high percentage transferred to part-time and casual employment. The interviews revealed that the major concerns women had were the need for more flexible work policies, an increase in part-time opportunities and child-care concerns including the need for on-site day care. All of the women interviewed felt that 18 weeks was an inadequate length of time for a maternity leave and some of the women wanted maternity benefits for their entire leave and not just 15 weeks.
It was concluded from the results of the study that flexible work policies and organizational support systems encourage staff
retention following maternity leave, it was recommended that in order for organizations to achieve staff retention following maternity leave that they must introduce flexible work policies and a specific staff retention plan.Business, Sauder School of
Graduate
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Villar, Vinuesa Rocío 1976. "Maternidad y trabajo remunerado : utlización de las prestaciones sociales durante el embarazo en una muestra de trabajadoras de un hospital de Barcelona (España)." Doctoral thesis, Universitat Pompeu Fabra, 2019. http://hdl.handle.net/10803/666230.
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Introducción: La protección social a las trabajadoras embarazadas comprende la incapacidad temporal por contingencia común (ITcc) y la prestación por riesgo durante el embarazo y/o la lactancia (PRE).
Objetivos: 1) Examinar las ausencias del trabajo durante el embarazo, 2) Analizar la asociación entre la exposición a riesgos laborales y trayectorias según el tipo de prestación y 3) según trayectorias de ITcc por diagnósticos.
Métodos: Cohorte retrospectiva de 428 trabajadoras embarazadas con seguimiento diario. Un análisis de secuencias identificó trayectorias laborales y modelos de regresión logística valoraron la asociación.
Resultados: La mayoría trabajaron dos terceras partes del embarazo. Las trayectorias de ausencia fueron 1) empleo con ITcc, 2) empleo con PRE y 3) mayoría de empleo. Las trayectorias de ITcc fueron 1) ausencias por trastornos musculoesqueléticos, 2) ausencias por problemas relacionados con el embarazo y 3) pocas ausencias.
Conclusiones: La PRE y la ITcc son prestaciones complementarias que protegen a la trabajadora embarazada.Introduction: Social protection for pregnant workers includes sickness absence and pregnancy occupational risk benefit. Objectives: 1)To examine work absences during pregnancy, 2) To analyze the association between exposure to occupational risk factors and work pregnancy trajectories according to the type of benefit and 3) To analyze the association between exposure to occupational risk factors and absences according to SA trajectories. Methods: Retrospective cohort of 428 pregnant workers with daily follow-up. A sequence analysis identified working trajectories and logistic regression models assessed the association. Results: The majority worked two thirds of the pregnancy. Absences from work were: 1) employment and sickness absence, 2) employment and pregnancy occupational risk benefit and 3) majority of employment. Sickness absence trajectories were 1) absences due to musculoskeletal disorders, 2) absences due to problems related to pregnancy and 3) few absences. Conclusions: Pregnancy occupational risk benefit and sickness absence are complementary benefits that protect pregnant workers.
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Walden, Eva. "I arbetsförmågans gränsland : En explorativ studie om utförsäkring från Försäkringskassan." Thesis, Linnaeus University, School of Social Work, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-7816.
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At the turn of the year 2009/2010 there was a change in the regulations on sickness impact. This led to 328 persons in County of Kronoberg had an expired period of sickness benefit from the Social Insurance Office (Försäkringskassan) when they reached the maximum time for sickness or temporary disability compensation. These individuals were offered introductory programs with the employment services. The purpose of this study is to investigate how the population with expired period of sickness benefit from the Regional Social Insurance Office in the County of Kronoberg (Försäkringskassan Kronoberg) is described in the initial stage, and to explore how individuals who achieved expired period of sickness benefit from the Social Insurance Office (Försäkringskassan) talks about the meaning to get an expired period of sickness benefit regarding economic and social issues. The study was inspired by Grounded theory. The method has consisted of both quantitative and qualitative interviews. In total, six persons participated in the surveys. Narrative method was used in the interview with a person with experience of an expired period of sickness benefit from the Social Insurance Office (Försäkringskassan). The interviews indicate that the authorities have different focus on the concept of rehabilitation. This means that what is to be regarded as rehabilitation and the efforts which may benefit the individual depends on which authority has the power of definition. This study is made before preparing administrators for either statistics or working methods were established by the relevant authorities. Longer experience in the field is still missing about what the change means for both individuals who have experience of the expired period of sickness benefit and professionals. This points out; further research in this area is needed.
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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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Vesey, Reed. "Does Sex Discrimination Exist in Faculty Salaries at Western Kentucky University? An Empirical Examination of the Wage Gap." TopSCHOLAR®, 1992. http://digitalcommons.wku.edu/theses/1841.
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This thesis examines wage differentials between male and female faculty salaries at Western Kentucky University. A human capital model of salary determination is examined by using regression analysis on relevant personal and job characteristics of faculty members. A large portion of the wage gap between men and women is explained through differences in the personal and job characteristics. A portion of the wage gap remains unexplained, however, the probability of discrimination playing a substantial role in salary is very small.
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Curto, Millet Fabien. "Inflation expectations, labour markets and EMU." Thesis, University of Oxford, 2007. http://ora.ox.ac.uk/objects/uuid:9187d2eb-2f93-4a5a-a7d6-0fb6556079bb.
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This thesis examines the measurement, applications and properties of consumer inflation expectations in the context of eight European Union countries: France, Germany, the UK, Spain, Italy, Belgium, the Netherlands and Sweden. The data proceed mainly from the European Commission's Consumer Survey and are qualitative in nature, therefore requiring quantification prior to use. This study first seeks to determine the optimal quantification methodology among a set of approaches spanning three traditions, associated with Carlson-Parkin (1975), Pesaran (1984) and Seitz (1988). The success of a quantification methodology is assessed on the basis of its ability to match quantitative expectations data and on its behaviour in an important economic application, namely the modelling of wages for our sample countries. The wage equation developed here draws on the theoretical background of the staggered contracts and the wage bargaining literature, and controls carefully for inflation expectations and institutional variables. The Carlson-Parkin variation proposed in Curto Millet (2004) was found to be the most satisfactory. This being established, the wage equations are used to test the hypothesis that the advent of EMU generated an increase in labour market flexibility, which would be reflected in structural breaks. The hypothesis is essentially rejected. Finally, the properties of inflation expectations and perceptions themselves are examined, especially in the context of EMU. Both the rational expectations and rational perceptions hypotheses are rejected. Popular expectations mechanisms, such as the "rule-of-thumb" model or Akerlof et al.'s (2000) "near-rationality hypothesis" are similarly unsupported. On the other hand, evidence is found for the transmission of expert forecasts to consumer expectations in the case of the UK, as in Carroll's (2003) model. The distribution of consumer expectations and perceptions is also considered, showing a tendency for gradual (as in Mankiw and Reis, 2002) but non-rational adjustment. Expectations formation is further shown to have important qualitative features.
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Rodrigues, Ana Catarina Nunes. "Gestão materna do mundo familiar e laboral em famílias nucleares com crianças em idade pré-escolar. Associações com o envolvimento paterno." Master's thesis, 2014. http://hdl.handle.net/10071/9288.
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A entrada da mulher no mercado de trabalho provocou alterações na organização e nas expectativas acerca dos papéis parentais das famílias portuguesas. Surgiram, por isso, novos papéis parentais e um novo modelo familiar de coparentalidade, em que os pais e mães devem dividir tarefas e responsabilidades igualitariamente no domínio familiar. A ampliação do papel do pai e o seu envolvimento foi fulcral para ajudar a mãe.
Este estudo visou analisar a gestão dos contextos trabalho-família (os benefícios e constrangimentos) na perspetiva da mãe, e as possíveis associações com o grau e tipo de envolvimento do pai nas atividades de cuidado e socialização da criança. Para tal, foram aplicados dois questionários sobre a conciliação dos contextos familiar e laboral e sobre o envolvimento parental, a 90 mães portuguesas. Os resultados indicam que os benefícios e constrangimentos da gestão materna dos contextos familiar e laboral, nesta amostra, não se encontram relacionados, com o envolvimento do pai. O número de horas de trabalho dos pais encontra-se correlacionado com os constrangimentos na gestão dos contextos laboral e familiar e influenciam a ocorrência de interferências entre contextos, bem como a participação nas dimensões de cuidados indiretos e de ensino e disciplina do envolvimento parental. Apesar disso, a gestão materna destes contextos tende a ser positiva para a mesma.The entry of women into the labor market has led to changes in the organization and expectations about parental roles of Portuguese families. Therefore, new parental roles and a new family model of co-parenting, in which both parents should equally share tasks and responsibilities in the family domain, have emerged. The expanded role of the father and his involvement was crucial to help the mother. This study examines the management of work-family contexts (both benefits and constraints) through the mother’s perspective, and the possible associations with the degree and type of the father’s involvement in the child’s care and socialization activities. For this purpose, two questionnaires were applied to 90 Portuguese mothers on the conciliation of family and work contexts, and on parental involvement. This sample’s results indicate that benefits and constraints of maternal management in work and family contexts are not related to the father’s involvement. The parents’ number of working hours is correlated with constraints in work and family context management and influence the occurrence of interference between contexts, as well as participation in the indirect care, teaching and parent involvement dimensions. Nevertheless, the management of these contexts tends to be beneficial for the mother
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Castro, Catarina Marques Carloto de. "Apoio à natalidade no sistema de segurança social e no contexto laboral de parentalidade." Master's thesis, 2016. http://hdl.handle.net/10362/18433.
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This Thesis aims to understand how far does extent the issue of low birthrate in Portugal as it affects the sustainability of the welfare system. Furthermore verifying to what extent valid answers on the legal system contribute in this sense to the efficient forestall on this subject.
In addiction, the issue of this research focus on the study of the Portuguese Public Policies in support of Birth, analysing the politic narrative along side with the funding benefits of the Welfare Public Foundation, by also centralizing valid questions in the context of the labour law, particularly the parental leave terms, the part-time and flexible hours of work status on its entirety for what concerns the worker with family entitlements and duties.
Lastly, as a means of ultimate reflection, one general and constructive argument is made regarding the current public encouragement of portuguese birth, in which the possible social and political aspects to improve are considered.O presente trabalho tem como finalidade compreender de que forma o problema do baixo índice de natalidade, em Portugal, afeta a sustentabilidade do SSS, averiguando, posteriormente, em que medida, as respostas vigentes no O.J. contribuem para o eficiente tratamento do tema. Para tal, esta investigação tem como objecto de estudo as políticas públicas portuguesas de apoio à natalidade, analisando-se a narrativa política e, num plano jurídico, analisando as prestações pecuniárias do SSS, assim como as respostas vigentes no contexto do direito laboral, concretamente as licenças parentais e o tempo parcial de trabalho e horário flexível de TRF. Por último, num exercício de reflexão final é feita uma crítica geral e construtiva, em relação ao atual incentivo público à natalidade portuguesa, ponderando-se sobre os possíveis aspetos a melhorar.
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Hsu, Stella, and 許菁容. "The Relationship between Employee Benefits and Labor Relations." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/01228864980623947951.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
89
It has been a trend that employees of new generations pay much more attention to individual leisure than before. Job is no longer the only essential issue for lives, work-life balance has become a leading topic for human resource management. Compare to foreign enterprises which usually provide well employee benefits, the local companies in Taiwan, especially for the high-tech industry, had also attach importance to provide well-planned employee benefits to foster a dynamic and fun work environment for employees. Production or performance is not the only successful factor for running companies, keeping talents within organizations is significant as well. No matter economic or non-economic employee benefits, the business owners never stop thinking for providing innovative and various employee benefits to attract talents. It was obviously for high-tech industry that the employees are under high job pressure and intense competition. Moreover, to have well employee benefit programs for employees could not only help employees achieving work-life balance to improve well-being for reducing business cost, but also enhance labor relations which is no doubt the substantial element for successful companies. This study examined the relationship between employee benefits and labor relations through questionnaire survey on 228 employees from the first 1500 companies in Taiwan. The results indicated that: 1. Employee benefits satisfaction was positively significant to labor relations. 2. Employee communication was positively significant to employee benefits satisfaction and labor relations. 3. Employees with different personal features show different satisfaction at employee benefits, except for marital status and job position. 4. Employees with different personal features show different satisfaction at labor relations, except for seniority and job position. 5. No differences were found within different industries toward employee benefit satisfaction.
49
Yang, Chen-yu, and 楊振裕. "The research of the labor insurance illegal benefit." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/44591423988417582352.
Full textAbstract:
碩士國立中正大學
法律所
98
Labor insurance is primarily a social insurance program providing protection of rights and welfare of labors under constitution with an aim of ensuring workers’ safety, looking after labour welfare and promoting social stability. With the insurance program, workers and their families can be integrated into the society and obtain support and protection against socially recognized conditions, including poverty, old age, disability, unemployment and others through self help and mutual aid. Labor insurance also ensures that workers are paid the minimum wage necessary for keeping workers and their families. In view of the important role that the labor insurance plays in maintaining social security and to ensure workers and their families to get benefits that they are entitled to claim whenever a problem is encountered, it is really not allowed to tolerate anyone who makes money illegally from labor insurance. Labor insurance frauds refer to the obtainment of insurance benefits that are not due to him/her by cheating or violating labor insurance regulations during the period from joining the program till the payment of insurance benefits. Basically, the study analyzes and investigates those insurance frauds based on labor insurance regulations in Taiwan and examines carefully and in detail the payment system. An attempt furthermore was made in the study to discuss all possible frauds one by one. Focusing on insurance frauds that are often got caught in Taiwan, the study examines how people practice illegally to cheat Labor Insurance Bureau and to understand the nidus of these deceits. Meanwhile, through the analysis of administrative and judicial control over labor insurance benefit payment and the discussion of controversial cases to find out where the problem is, the study attempts to provide data summaries and recommendations that could be used by agencies and authorities in the provision of labor insurance program for workers as well as a basis for future research efforts.
50
Brak, Sitie. "Brazil’s labor reform, for the benefit of all?" Master's thesis, 2020. http://hdl.handle.net/10071/20681.
Full textAbstract:
Brazil is still recovering from its economic recession. This brings the need for reforms. In 2017 Temer reformed the already existing labor laws. This reform also impacts the orange industry, which is a sector of great importance in Brazil. This brings the risk of growing inequalities, leading to worsening working conditions. In this research I analyzed the implications this reform would have for the working conditions in the orange industry by doing qualitative interviews with different actors involved in the orange industry. It came forward that most of the rules indeed build on already existing power inequalities between employer and employee, mostly on the dominant power and legal power. This, in its turn, impact the working conditions in a negative way. Even though many different aspects are affected, mostly salary, risks and mental health - decline of the salary comes forward to be the most hard-felt consequence of the reform. This shows that, even though the reform is framed by policymakers to be beneficial for both employers and employees, this research shows the other side of it.O Brasil ainda está a recuperar da recessão económica. Isto traz a necessidade de reformas. Em 2017, Temer reformou as leis do trabalho já existentes. Esta reforma impactou a indústria da laranja, que é um setor de grande importância no Brasil. Isto traz o risco de desigualdades crescentes, levando a um agravamento das condições de trabalho. Na presente dissertação, analisei as implicações que esta reforma teve nas condições de trabalho da indústria da laranja, fazendo entrevistas qualitativas com diferentes atores envolvidos na indústria da laranja. A maioria da legislação existente perpetua as desigualdades de poder entre empregador e empregado, principalmente ‘no poder dominante’ e no ‘poder legal’. Isto, por sua vez, tem um impacto negativo nas condições de trabalho. Esta situação traz diferentes consequências, nomeadamente no salário, assim como riscos para a saúde física e mental - o declínio dos salários apresenta-se como a consequência mais sentida da reforma. Isto mostra que, embora a reforma seja enquadrada pelos decisores políticos para ser benéfica tanto para empregadores como para empregados, esta dissertação demonstra o outro lado da mesma.