Relevant bibliographies by topics / Mobilité des employés

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Academic literature on the topic 'Mobilité des employés'

Author: Grafiati
Published: 18 February 2023

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Journal articles on the topic "Mobilité des employés"

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Bonhomme, Stéphane, and Jean-Marc Robin. "La mesure des inégalités de long terme avec des panels courts : 1990-2000*." L'Actualité économique 84, no. 4 (March 8, 2010): 325–63. http://dx.doi.org/10.7202/039323ar.

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Résumé Dans cette étude, nous proposons un modèle de la dynamique salariale adapté à une estimation à partir de panels courts comme l’enquête Emploi. Nous utilisons le modèle pour simuler des trajectoires individuelles de salaires au-delà de la période d’enquête et calculer des revenus permanents. Nous mesurons le rapport entre l’inégalité de revenus permanents (inégalité de long terme) et l’inégalité salariale de coupe. Ce rapport est inférieur à un, preuve que la mobilité des revenus est égalisatrice. Cependant, nous constatons le rôle essentiel joué par le risque de chômage dans cette mesure. La mobilité réduit les inégalités sur le long terme dans un échantillon représentatif de travailleurs employés ou en chômage, en grande partie parce que le chômage ne dure pas éternellement. À l’inverse, le risque de chômage est fortement générateur d’inégalité dans l’échantillon des employés. Nous mesurons qu’il annule ainsi la moitié du bénéfice égalisateur de la mobilité salariale.
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Magrini, Marie-Benoît, and Philippe Lemistre. "La mobilité géographique des jeunes ouvriers et employés est-elle rentable ?" Économie & prévision 185, no. 4 (2008): 63–88. http://dx.doi.org/10.3406/ecop.2008.7838.

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Lemistre, Philippe, and Marie-Benoît Magrini. "La mobilité géographique des jeunes ouvriers et employés est-elle rentable ?" Économie & prévision 185, no. 4 (2008): 63. http://dx.doi.org/10.3917/ecop.185.0063.

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Horny, Guillaume, Rute Mendes, and Gerard J. Van den Berg. "Une étude empirique de la mobilité professionnelle avec employeurs et employés hétérogènes." Revue économique 59, no. 3 (2008): 631. http://dx.doi.org/10.3917/reco.593.0631.

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Bouranane, Brahim, and Laala Ramdani. "LE ROLE DE RESSOURCES HUMAINES DANS UNE DEMARCHE DE DEVELOPPEMENT DURABLE." Dirassat Journal Economic Issue 2, no. 2 (November 1, 2011): 43–58. http://dx.doi.org/10.34118/djei.v2i2.655.

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Le Développement Durable et plus précisément la Responsabilité Sociétale d’Entreprise (RSE) comporte une dimension sociale qui fait évoluer les politiques RHau sein des sociétés qui ont choisi de s’engager dans cette voie.Le pilier «social» du Développement Durable comporte les relations avec les communautés locales, les règles de gouvernance et de transparence de même que la gestion des RH. Malheureusement, pour améliorer sa visibilité et sa réputation, l’entreprise priorise trop souvent les dons à des organismes de charité et néglige la dimension RH. Alors quel devrait Assurer la stabilité des emplois, encourager la mobilité à l’interne, et aussi partager ses employés avec des compétiteurs et des entreprises d’autres secteurs d’activité.
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Langlois, Simon. "La mobilité sociale subjective au Québec." Les Cahiers des dix, no. 68 (March 31, 2015): 287–300. http://dx.doi.org/10.7202/1029296ar.

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Cette contribution porte sur la mobilité sociale subjective, soit la représentation sociale qu’ont les individus de leur statut social dans la société par rapport à leur milieu familial d’origine. Un Québécois sur deux a le sentiment d’avoir progressé sur l’échelle sociale et d’avoir acquis un statut social plus élevé que celui qui caractérisait le milieu familial d’origine. La distance sociale qui sépare les individus par rapport à leurs parents est d’autant plus grande que l’âge est plus élevé et les écarts sociaux tels que perçus sont moins marqués chez les plus jeunes Québécois. L’accès aux positions sociales les plus prestigieuses est davantage dépendant des diplômes d’études post secondaires et la reproduction sociale est plus importante en milieu ouvrier, chez les employés de bureau et dans le secteur de la vente et des services. Le sentiment d’appartenir à la classe moyenne est largement répandu au sein de la population québécoise. Les titulaires des professions les plus prestigieuses considèrent en forte proportion appartenir aux classes sociales les plus élevées, alors que les titulaires d’emplois considérés moins prestigieux quant à eux s’identifient en majorité avec les classes les moins élevées. Il en découle que les classes moyennes sont très hétérogènes et diversifiées dans les représentations sociales. La forte identification aux classes moyennes ne suffit pas à créer un groupement cohérent mais elle contribue certainement au sentiment de bien-être collectif et elle est importante pour assurer la cohésion sociale au sein de la société québécoise.
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Červenková, Marie, and Hana Delalande. "Les étudiants tchèques et slovaques en mobilité internationale: différentes interactions en Erasmus." CASALC Review 11, no. 1 (September 30, 2021): 160. http://dx.doi.org/10.5817/casalc2021-1-13.

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Abstract en françaisLes programmes de mobilité internationale permettent aux étudiants de découvrir non seulement un autre système universitaire et d’approfondir leurs connaissances et compétences en langues étrangères mais par le biais de ces séjours ils peuvent connaître d’autres cultures ainsi que leurs porteurs. Les jeunes diplômés ayant effectué une mobilité internationale sont appréciés par les employeurs potentiels sur le marché du travail puisque leurs expériences représentent des atouts supplémentaires de compétitivité : ils font preuve d’une plus grande autonomie, d’une plus grande capacité à prendre des initiatives, de responsabilité et de capacité à résoudre des problèmes.Dans notre contribution nous présentons une recherche en cours de réalisation et ses résultats partiels portant sur la mobilité Erasmus + des étudiants tchèques et slovaques de l’Université Masaryk de Brno. La recherche s’appuie sur des travaux et articles sur le sujet (Papatsiba, 2003 ; Dervin & Byram, 2008 ; Parpette & Mangiante, 2010 ; Murphy-Lejeune, 2013) dont les auteurs examinent les expériences d’étudiants étrangers en France et dans d’autres pays européens. A partir d’un échantillon de participants constitué d’étudiants de la faculté d’Economie et d’Administration qui ont effectué leur mobilité Erasmus au cours de 2019 et 2020 dans un pays francophone, nous avons obtenu des données sous forme d’entretiens semi-directifs réalisés après leur retour. L’analyse des données a permis de dégager différents types de difficultés et les interactions des étudiants dans des situations variées non seulement avec les jeunes de leur âge et de même statut mais également avec leurs enseignants, responsables et des employés de bureaux ou d’administration publique avant et aussi pendant la crise sanitaire du Covid 19.La recherche sur le sujet se poursuivra dans les mois prochains en vue de préparer mieux les étudiants à la mobilité internationale, de les motiver d’une façon adéquate à ce type de séjour et d’adapter les contenus didactiques de nos cours afin d’éviter ou diminuer le choc culturel. Abstract en anglaisInternational mobility programs allow students to not only explore a different university system and enhance their foreign languages skills, but through these stays they enable participants to learn about other cultures as well as their bearers. Young graduates who took part in a mobility stay are valued by potential employers on the labor market since their experience represents an additional competitive asset: they demonstrate greater autonomy, better ability to take initiative, responsibility, and deal with problems.The paper presents an ongoing research and its partial results on Erasmus+ mobility of Czech and Slovak students of Masaryk University in Brno. The research is based on works and articles on the subject (Papatsiba, 2003; Dervin & Byram, 2008; Parpette & Mangiante, 2010; Murphy-Lejeune, 2013) whose authors examine the experience of foreign students in France and other European countries. Based on a sample of participants made up of students of the Faculty of Economics and Administration who participated in their Erasmus mobility between 2019 and 2020 in a French-speaking country, we obtained data in the form of semi-structured interviews conducted after their return. Data analysis identified different types of difficulties and interactions students encountered in various situations not only with their peers but also their teachers and administrative employees before and also during the Covid 19 health crisis.The research on the subject will continue in the coming months aiming to better prepare students for international mobility, to motivate them adequately for this type of stay and to adapt the didactic content of language courses in order to avoid or decrease culture shock.
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Smith, Michael R., Michelle Hsieh, and Yoko Yoshida. "Inégalité salariale, mobilité salariale et commerce international au Québec et en Ontario." Recherche 46, no. 2 (February 1, 2006): 301–26. http://dx.doi.org/10.7202/012176ar.

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Selon certaines théories, la mondialisation aurait des effets négatifs sur le marché du travail, notamment sur l’accroissement des inégalités salariales. D’autre part, on fait souvent valoir que les inégalités sont largement déterminées par les choix politiques et, par exemple, que les gouvernements sociaux-démocrates travaillent à réduire les inégalités salariales. Dans ce texte, nous mettons à l’épreuve ces affirmations et étudions l’inégalité salariale au Québec et en Ontario, ainsi que la mobilité des personnes entre les divers niveaux de salaire. Les données indiquent que la croissance du commerce international, une des composantes de la mondialisation, n’a pas augmenté l’inégalité salariale dans ces deux provinces, pas plus qu’elle n’a détérioré les conditions du marché du travail pour les employés des industries les plus exposées au commerce international. Par ailleurs, aucun effet politique particulier n’apparaît à l’analyse.
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Cossette, Michel, and Alain Gosselin. "Quitter, rester ou progresser ? Les profils d’intentions des agents en centre d’appels." Autres articles 67, no. 4 (December 5, 2012): 703–25. http://dx.doi.org/10.7202/1013201ar.

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Résumé La théorie de l’action raisonnée et les modèles du roulement volontaire ont toujours considéré l’intention de quitter son emploi pour un autre employeur comme le meilleur prédicteur du roulement de personnel. Cependant, dans les faits, les employés disposent de deux autres options, à savoir progresser vers un autre emploi au sein de leur entreprise (roulement interne) ou encore rester dans leur emploi actuel pour une certaine période. Dans une perspective de prévention du roulement, la recherche aurait avantage à identifier des profils d’intentions en fonction de ces trois options. La présente étude vise à vérifier si les employés présentent des profils d’intentions différents et si leur satisfaction au travail, leurs comportements de recherche d’emploi et les taux de roulement volontaire et interne diffèrent selon ces profils. L’analyse des résultats recueillis auprès de 434 agents issus de trois centres d’appels suggère l’existence de quatre profils d’intentions à peu près équivalents en nombre : (1) rester dans l’emploi actuel (forte intention de rester dans l’emploi actuel, faible intention de progresser à l’interne et faible intention de quitter à l’externe); (2) rester en attendant de progresser (forte intention de rester dans l’emploi actuel, mais forte intention de progresser à l’interne et faible intention de quitter à l’externe); (3) priorité à la progression (faible intention de rester dans l’emploi actuel, forte intention de progresser à l’interne et faible intention de quitter à l’externe); (4) priorité à la mobilité (faible intention de rester dans l’emploi actuel, forte intention de progresser à l’interne et de quitter à l’externe). Les résultats de l’étude montrent que ces quatre profils d’intentions présentent des niveaux de satisfaction au travail et des comportements de recherche d’emploi différents. De même, les taux de roulement volontaire du personnel et le taux de roulement interne, mesurés un an plus tard, diffèrent selon les profils d’intentions.
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Dong, Shengli, Paige Hespe, and Kacey Monagas. "Requesting Workplace Accommodation among Individuals with Mobility Disabilities: A Qualitative Investigation on Barriers and Facilitators." Journal of Applied Rehabilitation Counseling 53, no. 3 (September 1, 2022): 193–209. http://dx.doi.org/10.1891/jarc-d-21-00005.

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Individuals with mobility disabilities still experience challenges in the workplace. The Americans with Disabilities Act (ADA) and ADA Amendments Act protect persons with disabilities by mandating that their employers provide reasonable accommodations. Generally, workplace accommodations are beneficial to the employees and the workplace and are cost-efficient. However, there remains a lack of access to accommodations among people with mobility disabilities. This study examined types of accommodations, and barriers and facilitators for requesting workplace accommodations among 144 employees with mobility disabilities through a content analysis approach. The frequently requested accommodations include flexible schedule, assistive technology, and physical alteration to office space. The reported facilitators in requesting accommodations entail employer/supervisor support and compliance of employers with accommodation provision, disability acceptance and supportive workplace environment, and employees being knowledgeable and proactive in requesting accommodations. The top three barriers in requesting accommodations include physical and systematic barriers in the workplace, employee fear of disclosing disability or requesting accommodations due to stigma, and employee fear of cost and financial resource to cover accommodations. Therefore, rehabilitation professionals should empower employees and promote education and awareness of the accommodation needs of people with mobility disabilities in the workplace.
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Dissertations / Theses on the topic "Mobilité des employés"

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Ndekamotsebo, Jean-Marie. "Les trajectoires socio-professionnelles des employés au Gabon : cas des employés de banque." Paris 8, 2002. http://www.theses.fr/2002PA082100.

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L'objet de cette recherche est de constituer les itinéraires socio-professionnels des employés de banque. L'analyse des trajectoires permet de comprendre le passage entre la position d'origine et la position acquise. Le choix porté au secteur bancaire s'explique par la profonde évolution du rôle des banques dans le contexte économique actuel. Les choix et les réorientations qui accompagnent ces changements ont eu des conséquences lourdes sur les politiques des ressources humaines. Pour réaliser cette recherche, les méthodes utilisées sont l'observation de longue durée, les entretiens semi-directifs et la recherche documentaire. Le travail se divise en trois parties. La première partie s'attache à la localisation du terrain d'étude. Pour une superficie de 267 667 km2, les neuf provinces du Gabon sont peuplées par une cinquantaine d'ethnies différentes les unes des autres. La connaissance de ces différences est essentielle à la compréhension des trajectoires des personnes intérrogées. La deuxième partie présente le milieu bancaire gabonais, car sa genèse et sa situation actuelle sont autant d'éléments nécessaires pour l'analyse de la vie des employés. La troisième partie est conséacrée à la reconstitution des itinéraires de nos enquêtés. Cinq thèmes d'analyse correspondant à un aspect de la vie de l'employé de banque y sont abordés. . .
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Dutot, Claire. "Contribution aux représentations de la fidélité des personnels à l'entreprise : éléments de convergence et de divergence entre ouvriers et employeurs ; le cas des ouvriers de deux industries métallurgiques du Pays de Retz." Poitiers, 2004. http://www.theses.fr/2004POIT4003.

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La recherche a pour objectif de répondre aux questions suivantes : comment les employeurs se représentent-ils l'objet "fidélité du salarié à l'entreprise" et quelles convergences et/ou divergences peut-on souligner avec une population ouvrière ?Afin d'y répondre, des allers-retours entre théorie et pratique ont été nécessaires. Malgré les enjeux que représente la fidélité du salarié pour l'entreprise, des paradoxes apparaissent : le salarié se conçoit, mais est aussi conçu, comme "employable" et peut-être tenté d'adopter un comportement "nomade". Après avoir étudié les auteurs en finance, en droit social et en marketing qui utilisent fréquemment la notion de fidélité, une définition est alors proposée. Son polymorphisme engage à l'étudier sous l'angle des représentations sociales. Des hypothèses, quant à certaines dimensions de la représentation de la fidélité du salarié, issues de la littérature et d'une première phase qualitative, sont alors émises. Celles-ci placent la confiance et l'engagement au coeur de la représentation. Afin de les tester, plusieurs méthodes de recueil de données ont été nécessaires dans une seconde phase de la recherche : étude de données secondaires internes à deux industries métallurgiques et administration d'un questionnaire auprès de leur population ouvrière. In fine, les représentations des employeurs peuvent être interprétées selon deux types de relations employeurs-employés : une relation transactionnelle et une relation "relationnelle". C'est alors dans l'équilibre que se situe la relation de fidélité qui perdure au-delà de la rupture du contrat de travail grâce à la relation de confiance réciproque qui a pu être tissée. Quant aux convergences et divergences entre employeurs et ouvriers, la convergence principale tient au noyau central de la représentation : la confiance caractérise un comportement de fidélité. Des divergences se constatent en termes d'outils susceptibles de favoriser la fidélité de l'ouvrier (rémunération) mais également quant à son comportement de fidélité
This research aims to answer the following questions : how do employers represent to themselves the object "employee's fidelity to the firm" and what kind of convergences and divergences can one underline with a worker's population ? In order to answer these questions, several iterations between theory and practice were necessary. In spite of the stakes which the fidelity of employees represent for the company, some paradoxes appear. The employee sees himself, but is also seen, like employable and could be tempted to adopt a wandering behaviour. After having studied authors in finance, social law and marketing which frequently use the concept of fidelity, a definition of fidelity is suggested. Its polymorphism engages to study it under the angle of social representations. Assumptions as for certain dimensions of the representation of the employeee's fidelity are then put forth. They result from the literature as well as from a first qualitative phase and place confidence and engagement at the core of the representation. In order to test the assumptions in the second phase of research, several methods of collection of data were necessary : study of internal secondary data from two metallurgical industries and distribution of a questionnaire near their worker's population. In fine, the representations of the employers can be interpreted according to two types of relations between employers and employees : a transactional relation and a "relational " relation. It is then in the balance between these two kinds of relations that fidelity lasts beyond the rupture of the employment contract, in particular thanks to the reciprocal relation of confidence. With regard to the convergences and divergences between employers and workers, the principal convergence is due to the core of the representation : confidence characterizes the behaviour of fidelity. Divergences are noted in terms of tools likely to support the fidelity of the workers (for instance : wage) but also regards their fidelity behaviour
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Ivanova, Olga. "Essays on the Role of Functional Diversity in Managerial Careers." Thesis, Jouy-en Josas, HEC, 2022. http://www.theses.fr/2022EHEC0005.

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La littérature classique en économie du travail et en sociologie économique a documenté la manière dont les carrières managériales sont façonnées par les marchés du travail internes et la division organisationnelle du travail. Pourtant, les trois dernières décennies ont été marquées par une augmentation spectaculaire de l'embauche externe, la prolifération de nouvelles formes d'emploi et l'émergence de parcours professionnels couvrant plusieurs employeurs, industries et professions. Cela signifie que notre compréhension de la mobilité intra- et inter- entreprises des cadres sur les marchés du travail modernes pourrait être incomplète. Dans ma thèse, j'explore comment les cadres changentd'emploi, comment les organisations font leurs choix pour pourvoir les postes vacants et comment les intermédiaires du marché façonnent les flux de talents et les carrières individuelles. Je me concentre sur la dimension fonctionnelle (professionnelle) de l'expérience managériale. Je vise à démontrer comment l'expérience dans de nombreuses fonctions par rapport à une (ou peu) influence les résultats de carrière des cadres sur les marchés du travail internes et externes. Je me concentre sur deux mécanismes par lesquels le dépassement des limites fonctionnelles pourrait façonner sa mobilité ultérieure: (1) l'acquisition et la transférabilité des compétences et (2) les parcours professionnels en tant que dispositif signalant. Mon travail s'adresse à la recherche interdisciplinaire sur les carrières et la mobilité de la main-d'œuvre. Il étend notre compréhension de la dynamique de carrière managériale sur les marchés du travail modernes et fournit de nouvelles perspectives pour les études de spécialisation de carrière
Classic literature in labor economics and economic sociology has documented how managerial careers are shaped by internal labor markets and organizational division of labor. Yet the last three decades have been marked by a dramatic increase in external hiring, proliferation of new forms of employment, and the emergence of career histories that span multiple employers, industries, and occupations. This means that our understanding of intra- and inter-firm mobility of managerial workers in modern labor markets might be incomplete. In my dissertation, I explore how managers move between jobs and assignments, how organizations make their choices in filling vacant positions, and how market intermediaries shape talent flows and individual careers. I focus on functional (occupational) dimension of managerial experience. I aim at demonstrating how experience in many vs. one (or few) functions influences career outcomes for middle managers in internal and external labor markets. I concentrate on two mechanisms by which spanning functional boundaries might shape one’s subsequent mobility: (1) skills acquisition and transferability and (2) career history as a signaling device. My work speaks to the interdisciplinary research on careers and labor mobility. It extends our understanding of managerial career dynamics in modern labor markets and provides new insights for the studies of career specialization
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Ferreira, Priscila. "Workers, firms, mobility, and wages : econometric anaylsis using matched employer-employee data." Thesis, University of Essex, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499790.

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Hoyos, Vallejo Carlos Arturo. "Employee mobility & human capital in higher education level the moderating role of the opportunity cost of the employee on employees' mobility intentions." Doctoral thesis, Pontificia Universidad Católica del Perú, 2016. http://tesis.pucp.edu.pe/repositorio/handle/123456789/7997.

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xi, 206 h. : il. ; 30 cm
This study proposes for organizations with intensive use of knowledge, a model that predicts the employees´ mobility intentions, which includes not only the perceptions that employees have of extrinsic and intrinsic rewards received, and perceived organizational support to human capital, but also introduces the opportunity cost of the employee, as moderator of the relationship between rewards and intention to leave the organization. The data used was collected from different public and private universities in Colombia. The global model allows to proof of the existence of negative correlations between the exogenous constructs and the endogenous construct, as well as knowing the opportunity cost moderation in relations between the rewards described and intention to leave the organization. Findings suggest that in organizations with intensive use of knowledge, the perceptions that knowledge employees have, are an important predictor of intention to withdraw, therefore these perceptions could be an important input for managers, so as to devise policies and plans that include and facilitate high performance and satisfaction for high performance
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Jolivet, Grégory. "Mobilité volontaire et mobilité contrainte : étude des transitions entre emplois." Paris 1, 2006. http://www.theses.fr/2006PA010008.

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Cette thèse se propose d'étudier la pertinence empirique de la mobilité inter emploi dans l'analyse des marchés du travail en Europe et aux Etats-Unis selon trois axes. Le premier réside dans les rôles respectifs des composantes volontaire et contrainte de la mobilité inter emploi dans la répartition des travailleurs le long de l'échelle des salaires. L'étude de ces mécanismes permet également de mener une comparaison inter pays fondée sur l'intensité et la nature de la mobilité individuelle, révélant que les pays présentant les plus forts taux de mobilité sont aussi ceux où les transitions volontaires sont les moins fréquentes. Le deuxième axe de recherche porte d'une part sur l'évolution des composantes de la mobilité inter emploi selon les phases du cycJe économique, et d'autre part sur Je rôle de ces dernières dans l'appariement sur le marché du travail. La mobilité volontaire et la mobilité contrainte présentent toutes les deux un comportement pro-cyclique, et leur prise en compte a une influence sur l'estimation du processus d'appariement entre offre et demande de travail. Enfin, cette thèse s'achève sur une analyse plus micro économique visant à exploiter les transitions entre emplois afin d'étudier les préférences des travailleurs sur les différentes caractéristiques des emplois, en particulier les composantes non monétaires (type ou conditions de travail, sécurité en emploi, etc. . . ). Cette dernière étude permet d'identifier des préférences individuelles fortes pour des aménités telles que le type de travail ou la sécurité en emploi, mais aussi de révéler d'importantes contraintes portant sur la mobilité individuelle.
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Tan, Ern Ser. "Employees and social mobility the mobility game in Singapore /." access full-text online access from Digital dissertation consortium, 1988. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?8821205.

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Wendel, Anna. "Employee mobility intentions within a regional industry : A study on high-tech employees' perceived opportunities and preferences for mobility within a regional industry." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-19669.

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Background As digitalization and the Internet of Things (IoT) evolves in a rapid pace, the need for engineers, IT specialists and software developers introduce an increasing shortage of skilled workers. Managing the existing workforce is a challenge, increasing the interest in the antecedents and implications of their mobility activities. Employee turnover has been broadly viewed as a disadvantage for firms losing valuable human capital, increasing the implementation of retention strategies. On the other hand, an increasing amount of studies argue that mobility within a region is a source of knowledge spillovers and can enhance innovation and productivity, as well as regional economic growth by facilitating access to new external ideas and capabilities. There is a gap in the research on employees’ perception of opportunities and preferences that leads them to engage in mobility within the regional high-tech sector instead of other types of mobility. Objectives The purpose of this thesis is to increase the understanding of what factors influence the mobility of employees within the regional high-tech industry. Therefore, the perceived opportunities and preferences for different types of mobility are investigated. The aim is that the findings will facilitate the management of employee mobility and maximize the local organizations’ joint human capital. Method A quantitative survey study is conducted, collecting data from two high-tech organizations operating within the same geographical region. The collected data includes individual, organizational and external factors, as well as the intentions for turnover and considerations for different types of mobility. SPSS is used to statistically test what factors are associated with high-tech employees’ opportunities and preferences for mobility within the regional industry. Results High-tech personnel perceive most opportunities for alternative employment within the high-tech industry in another region, while finding another job within the region is perceived more difficult. If employees considered leaving their current organization, most would prefer to take a job within the regional high-tech industry. Satisfaction with pay, training opportunities and supervisors in the current job have a reducing effect on the intention to leave the organization, while perception of having alternative employment opportunities have an increasing effect on both turnover intention and for considering mobility within the same industry. No significant model for predicting the preference for mobility within the same region was found in this study. Conclusions The majority of high-tech personnel already prefer mobility within the regional industry if they were leaving their current job, but there is a mismatch with the perceived opportunities for this type of mobility. Actions towards matching the opportunities with the preferences are expected to result in benefits for the region by increasing the local overall knowledge base, provide the organizations with more opportunities to attract highly skilled workers locally, and increase employees’ job satisfaction and performance through better job-matches.
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Loveridge, Alison 1955. "Class and occupational mobility among farm employees." Thesis, University of Auckland, 1991. http://hdl.handle.net/2292/2358.

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Class mobility in farming works both ways, some farmer's children are unable to afford a farm, while others from non-farm families do succeed in farm ownership. The literature reviewed in this thesis suggests this situation is related to New Zealand's economic history. In the past small family farms have benefited from both secure markets and governments whose interests have been closely bound up with high productivity. This has led the state to offer cheap credit to prospective farmers with little cap1al of their own. Upward mobility has been possible, but at the same time state support has enabled relatively small farms to remain viable, and many of these are unable to secure farm ownership for all family members. In this thesis I explore class mobility and career patterns among farm employees and consider their wider implications. There are many ambiguities in farm employment in New Zealand which stem from the predominance of petty bourgeois farm owners. Such farmers must deal with the capitalist markets of other sectors when they purchase inputs or sell their product but family workers may act as a bulwark against commercial pressures by accepting lower incomes. Similar conditions may be forced on working class farm employees with no chance of ownership. The high number of people leaving farm employment offers indirect confirmation of such problems and this thesis investigates the context in which departures occurred. Farm employees consist of three groups, those without interest in farm ownership, those with an interest and little chance of success, and those whose family background ensures farm ownership. Many farms only have one employee and take on non-family labour for short periods when the family labour which would otherwise do the task is unavailable. Some of the people they employ are offspring of neighbouring farm owners. This variation in class interests has exacerbated the disinclination of farm employees to lake collective action in the face of poor wages and conditions. By tracing a sample of farm employees through the electoral rolls over a period of ten years, I have been able to contact three groups of farm employees: those who have left for non-farm work in the intervening period; those who have been farm workers for at least ten years; and those who have since become farm owners. This has given me an insight into the proportion of farm employees who take up farming hoping to own their own farm, and the problems involved in succeeding. People who have left farming also provide an important perspective on farm employment. I have correlated outcome of career by various background factors, principally father's occupation, aspiration, and education. Job history is also important to my analysis. All these factors influence class mobility, and may either increase or mask the action of each other in different circumstances. By looking at mobility I will demonstrate the way class relationships impinge on individual lives.
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Tungumuna, Arnaldo de Jesus Lelo. "Enterprise mobility : um novo paradigma empresarial." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/19017.

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Mestrado em Gestão de Sistemas de Informação
Neste estudo, são explorados os benefícios adjacentes à Enterprise Mobility com base em dois casos que representam bem a integração de soluções mobile nos processos organizacionais e a importância da relação B2E.
In this study, we explore the advantages of the Enterprise Mobility based in two different use cases that embodies the reality behind the integration of mobile solutions in organizational processes and the importance of B2E relationship
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Books on the topic "Mobilité des employés"

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Most wanted: The quiet birth of the free worker. London: The Industrial Society, 2000.

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Schmidt, Jörg. Relative Deprivation, Arbeitszufriedenheit und Betriebswechsel: Eine Analyse auf Basis von Linked Employer-Employee Daten. Frankfurt am Main: Lang, 2008.

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Schmidt, Jörg. Relative Deprivation, Arbeitszufriedenheit und Betriebswechsel: Eine Analyse auf Basis von Linked Employer-Employee Daten. Frankfurt am Main: Lang, 2008.

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Schmidt, Jörg. Relative Deprivation, Arbeitszufriedenheit und Betriebswechsel: Eine Analyse auf Basis von Linked Employer-Employee Daten. Frankfurt am Main: Lang, 2008.

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Frederiksen, Anders. Gender differences in job separation rates and employment stability: New evidence from employer-employee data. Bonn, Germany: IZA, 2006.

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Education and mobility among Harijans: A study based on students, government employees, and traditionally employed chamars of Varanasi. Allahabad, India: Vohra Publishers & Distributors, 1986.

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Doogan, Kevin. Labour mobility and the housing market: The employers' response. Bristol: SAUS Publications, 1992.

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United States. Bureau of Labor Statistics. Employee tenure and occupational mobility in the early 1990s. Washington, D.C: United States Dept. of Labor, Bureau of Labor Statistics, 1992.

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A, Canny, and Joseph Rowntree Foundation, eds. Geographical mobility: Family impacts. Bristol: Policy Press, 2003.

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Green, A. E. Industrial and occupational mobility in engineering. Coventry: University of Warwick, Institute for Employment Research, 1987.

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Book chapters on the topic "Mobilité des employés"

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Tzabbar, Daniel. "Employee Mobility." In The Palgrave Encyclopedia of Strategic Management, 496–98. London: Palgrave Macmillan UK, 2018. http://dx.doi.org/10.1057/978-1-137-00772-8_313.

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Tzabbar, Daniel. "Employee Mobility." In The Palgrave Encyclopedia of Strategic Management, 1–3. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-349-94848-2_313-1.

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Pedersen, Anne Grethe Julius, and Aase Voldgaard Larsen. "„Sind Sie mein neuer Kollege?“ Employee Advocacy im Recruiting." In Mobilität - Wirtschaft - Kommunikation, 347–64. Wiesbaden: Springer Fachmedien Wiesbaden, 2021. http://dx.doi.org/10.1007/978-3-658-32370-7_19.

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Fei, Jiangang, and Livingstone Divine Caesar. "Workforce mobility, career pathways, and employee retention." In Managing Human Resources in the Shipping Industry, 129–55. First Edition. | New York : Routledge, 2018. | Series: Routledge maritime masters ; 4: Routledge, 2018. http://dx.doi.org/10.4324/9781315740027-8.

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Jones, Elspeth. "Mobility, Graduate Employa Bility and Local Internationalisation." In Global and Local Internationalization, 107–16. Rotterdam: SensePublishers, 2016. http://dx.doi.org/10.1007/978-94-6300-301-8_15.

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Bolvig, Iben. "Within- and Between-Firm Mobility in the Low-Wage Labour Market." In Job Quality and Employer Behaviour, 132–56. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230378643_7.

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Ghazarian, Peter G. "Employer Perceptions of Study Abroad." In Critical Perspectives on Equity and Social Mobility in Study Abroad, 59–73. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003145837-7.

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Stacho, Zdenko, Katarína Stachová, and Dagmar Cagáňová. "Development of Employee Extent Commitment in Innovation Processes in Slovak Organisations." In Mobility Internet of Things 2018, 261–75. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-30911-4_19.

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Kohnová, Lucia, Ján Papula, and Zuzana Papulová. "Cooperation Models for Employee Education: Analysis on Slovak and Czech Companies." In Mobility Internet of Things 2018, 307–19. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-30911-4_22.

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Bazen, Stephen. "Job Stability and Earnings Mobility in the Low-Skill Service Sector in France." In Job Quality and Employer Behaviour, 159–76. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230378643_8.

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Conference papers on the topic "Mobilité des employés"

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Supraptono, Eko, I. Made Sudana, and Sri Hastuti Eko Rini. "The horizontal working mobility of employees with garment technique educational background." In ENGINEERING INTERNATIONAL CONFERENCE (EIC2017): Proceedings of the 6th International Conference on Education, Concept, and Application of Green Technology. Author(s), 2018. http://dx.doi.org/10.1063/1.5028098.

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Romanovska, Alina, and Irina Presnakova. "The role of internationalisation in students’ cultural literacy and intercultural communication." In Sixth International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.11233.

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The internationalisation of studies is one of the most current trends in higher education, aimed at improving the quality of higher education and preparing students for the global labour market. Student mobility is one of the most common forms of internationalisation. As part of the given study, an interview with the groups of exchange and local students at a regional university has been conducted in order to clarify their views on the role of internationalisation in the educational process, general cultural literacy, promoting intercultural cooperation and building a global world view. The study took place in a bachelor's degree-level programme at a regional university in Latvia, using the qualitative method. A thematic analysis of the interviews was undertaken using an iterative, inductive approach to the generation of codes and themes. Coding was established using NVivo 12. In general, the internationalisation of studies (particularly student mobility) has been evaluated very positively by both local and exchange students. The advantages of internationalisation are associated with the possibility of obtaining specific cultural expertise and learning life-friendly soft skills. In the future, the respondents see themselves employed in international teams taking as an advantage the experience gained in the internationalisation process. In addition, exchange students have pointed out that the mobility experience specified in Curricula vitae could be considered by an employer as added value thus enhancing the opportunities to get a better job.
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Liu, Yixuan, Chen Jiang, Zhen Hu, Zissimos P. Mourelatos, Yan Fu, David Gorsich, Paramsothy Jayakumar, and Monica Majcher. "Mission Mobility Reliability Analysis of Off-Road Ground Vehicles." In ASME 2020 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/detc2020-22201.

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Abstract The NATO Reference Mobility Model (NRMM) has been developed to predict the mobility of off-road ground vehicles based on modeling and simulation (M&S). Due to various uncertainty sources in the M&S, uncertainty is inherent in the vehicle mobility. Aims to account for the uncertainty in the mobility prediction in mission planning, this paper develops a simulation-based mission mobility reliability analysis framework for off-road ground vehicles. A concept of mission mobility reliability (MMR) is first proposed to quantify the reliability of a mission path which passes through different types of soils. A single-loop Kriging surrogate modeling method is then employed to overcome the challenge in the mission mobility reliability assessment caused by the computationally expensive mobility simulation. Built upon the surrogate model-based mission mobility reliability analysis, a dynamic updating scheme is proposed to update the MMR estimation based on the on-line mobility data, during the course of a specific mission and for a particular vehicle. The online dynamic updating of MMR allows for effective and dynamic decision making during the mission phase. A case study is used to demonstrate the effectiveness of the proposed MMR analysis and updating framework.
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Wang, Jun, and Kwun-Lon Ting. "Mobility Identification of a Group of Single Degree-of-Freedom Eight-Bar Linkages." In ASME 2010 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/detc2010-28961.

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This paper presents the first complete and automated mobility identification method for a group of single-DOF planar eight-bar linkages and thus represents a breakthrough on the recognition and understanding of complex linkage mobility. The mobility identification in this paper refers to the configuration space, the range of motion, and configuration recognition. It is a troublesome problem encountered in any linkage analysis and synthesis. The problem becomes extremely confusing with complex multiloop linkages. The proposed approach is simple and straightforward. It recognizes that the loop equations are the mathematical fundamentals for the formation of branches, sub-branches, and other mobility issues of the entire linkage. The mobility information is then extracted through the discriminant method. The paper presents complete answers to all typical mobility issues, offers the mathematical insight as well as explanation on the effects of multiple loops via joint rotation space, and casts light for treating the mobility problems of other complex linkages. The merits of the discriminant method for mobility identification are clarified and examples are employed to showcase the proposed method. The computer-aided automated mobility analysis of eight-bar linkages is made possible for the first time.
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Liu, Jingfang, Zhen Huang, and Yanwen Li. "A New Approach for the Orders of the Bennett-Based Linkages in Mobility Analysis." In ASME 2009 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2009. http://dx.doi.org/10.1115/detc2009-86243.

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Among the 3D single-loop overconstrained linkages, quite a number of them are combinations of Bennett linkages. Mobility on the overconstrained linkages including the Bennett-based linkages is known to be one of the difficult topics in kinematics. In the paper, a new approach based on the linear superposition principle for determining the orders of Bennett-based linkages is proposed, and the mobility of some typical Bennett-based linkages is calculated with the Modified Gru¨bler-Kutzbach criterion. In addition, geometric properties of some of the screw systems are employed to identify whether the mobility is global.
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Inez Arsya, Callista Hapsari Almira, and Eka Gatari. "Why are Your Employees Leaving? The Effect of Organizational Mobility Preferences on Turnover Intentions and Affective Commitment." In Proceedings of the 2nd International Conference on Intervention and Applied Psychology (ICIAP 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iciap-18.2019.68.

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Gray, Jeremy P., Vladimir V. Vantsevich, and Jim L. Overholt. "Indices and Computational Strategy for Unmanned Ground Wheeled Vehicle Mobility Estimation and Enhancement." In ASME 2013 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/detc2013-12158.

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The United States Army began developing Unmanned Ground Vehicles (UGV) in the early 1900’s. Concurrently, researchers developed and enhanced passenger and commercial ground vehicles. Although significant progress has been made for improving vehicle mobility for all ground vehicles throughout the past century, mobility has lacked a concise mutually agreed definition and analytical standardized criteria. The implementations of improved technologies, such as vehicle traction control, stability control, and torque vectoring systems require researchers to take a step back and reevaluate mobility criteria. UGVs require additional enhancement to include on-line mobility estimation since the vehicle cannot predict nor anticipate terrain conditions on their own prior to the vehicle traversing those conditions. This paper analyzes methodologies researchers have employed for defining and improving vehicle mobility of wheeled vehicles. The analysis is done from a view point of concurrent mobility methodologies’ enhancement and applicability to wheeled UGVs. This analysis is then used to develop off-line and on-line analytical criterion for mobility estimation, and to derive a strategy which can be applied to wheeled vehicles, both manned and unmanned. The on-line mobility estimation enables the UGV to make control changes as the events occur rather than after the event, causing the vehicle to then optimize its reaction to regain control.
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Hu, Zhen, Zissimos P. Mourelatos, David Gorsich, Paramsothy Jayakumar, and Monica Majcher. "Testing Design Optimization for Uncertainty Reduction in Generating Off-Road Mobility Map." In ASME 2019 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2019. http://dx.doi.org/10.1115/detc2019-97685.

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Abstract The Next Generation NATO Reference Mobility Model (NG-NRMM) plays a vital role in vehicle mobility prediction and mission planning. The complicated vehicle-terrain interactions and the presence of heterogeneous uncertainty sources in the modeling and simulation (M&S) result in epistemic uncertainty/errors in the vehicle mobility prediction for given terrain and soil conditions. In this paper, the uncertainty sources that cause the uncertainty in mobility prediction are first partitioned into two levels, namely uncertainty in the M&S and uncertainty in terrain and soil maps. With a focus on the epistemic uncertainty in the M&S, this paper presents a testing design optimization framework to effectively reduce the uncertainty in the M&S and thus increase the confidence in generating off-road mobility maps. A Bayesian updating approach is developed to reduce the epistemic uncertainty/errors in the M&S using mobility testing data collected under controllable terrain and soil conditions. The updated models are then employed to generate off-road mobility maps for any given terrain and soil maps. Two types of design strategies, namely testing design for model selection and testing design for uncertainty reduction, are investigated in the testing design framework to maximize the information gain subject to limited resources. Results of a numerical example demonstrate the effectiveness of the proposed mobility testing design optimization framework.
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Wang, Jun, Kwun-Lon Ting, and Changyu Xue. "Branch Identification of Planar Two-DOF Seven-Bar Linkages." In ASME 2009 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2009. http://dx.doi.org/10.1115/detc2009-87806.

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Mobility identification mainly refers to the problems with the motion continuity and smoothness of a potential design or plan. In any linkage synthesis or robot navigation, it is highly desirable that the ability of any of the numerous design candidates to reach the desired positions in a favorable manner can be determined in a single decisive step automatically rather than through a blind trial or even a physical experiment. Mobility of complex linkages has been one of the most troublesome problems in linkage synthesis and programming and the problem is further complicated with multiple degrees-of-freedom. For multiloop parallel manipulators this paper may represent the first mobility analysis method that can not only decisively and unambiguously rectify motion continuity between discrete positions but also provide clear geometric insight or interpretation regarding the formation of discontinuity. The treatment is based on the principle that the mobility of a multiloop linkage is affected by the mobility of each individual loop as well as the interaction between loops. Since the N-bar rotatability laws govern the mobility of an individual loop, the main mobility issue for multiloop linkages is how the mobility of these loops affects each other. One may find that the concept of joint rotation space (JRS) offers simple and intuitive explanation on how the mobility is affected by the combination of loops. The treatment is very suitable for an automated computer-aided mobility analysis. Examples are employed to demonstrate the proposed method. Continuity is a pivotal issue in linkage mobility analysis. Once the continuity can be rectified, problems with smoothness or singularity, which are discussed in the companion paper [28], can be resolved.
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Zróbek-Róžanska, Alina, and Sabina Zróbek. "How City’s Biggest Employers Shape Spatial Development of The Residential Areas – Evidence from Olsztyn, Poland." In Environmental Engineering. VGTU Technika, 2017. http://dx.doi.org/10.3846/enviro.2017.130.

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Efficient managing sustainable urban development requires constant observations of trends in the key areas. One of the important areas is undoubtedly directing development of residential areas within the city and its surroundings. Nowadays, increasing incomes and transport mobility of the city citizens enable choosing between living within the city’s borders and building houses in the suburbs. Latter option makes city less compact and generates urban sprawl. As many controversies still arise over sprawling cities, the opposite of the smart growth, the factors behind this process should be monitored. In this article, we focused on spatial dependencies between localization of working and living places, because an access to the workplace seems to be one of the key determinants of choosing the particular place of residence. Therefore we decided to verify the following hypothesis: localization of the biggest employers in the city shapes the development of residential areas in the suburbs, and the influence depends on: current migration trends, specifics of the employers and their activity on the real estate market. The verification was carried out in the city of Olsztyn (Poland), the capital of Warmia and Mazury Province, and included careful analysis of the three city's biggest employers.
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Reports on the topic "Mobilité des employés"

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Abowd, John, Kevin McKinney, and Nellie Zhao. Earnings Inequality and Mobility Trends in the United States: Nationally Representative Estimates from Longitudinally Linked Employer-Employee Data. Cambridge, MA: National Bureau of Economic Research, March 2017. http://dx.doi.org/10.3386/w23224.

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Goda, Gopi Shah, Damon Jones, and Colleen Flaherty Manchester. Retirement Plan Type and Employee Mobility: The Role of Selection and Incentive Effects. Cambridge, MA: National Bureau of Economic Research, March 2013. http://dx.doi.org/10.3386/w18902.

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Shaheen, Susan, Elliot Shaheen, Adam Cohen, Jacquelyn Broader, and Richard Davis. Managing the Curb: Understanding the Impacts of On-Demand Mobility on Public Transit, Micromobility, and Pedestrians. Mineta Transportation Institute, July 2022. http://dx.doi.org/10.31979/mti.2022.1904.

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In recent years, innovative mobility and shifts in travel and consumption behavior are changing how people access and use the curb. Shared mobility—the shared use of a vehicle, bicycle, scooter, or other mode—coupled with outdoor dining, curbside pick-up, and robotic delivery are creating new needs related to the planning, management, and enforcement of curb access. This study examines curb planning and management from several angles, such as safety, social equity, and multimodal connections. This research employs a multi-method approach to identify the changing needs for curb space management and how to meet these needs through new planning and implementation policies and strategies. As part of this study, the authors conducted 23 interviews. Respondents were chosen to represent public, private, and non-profit sector perspectives. Additionally, the authors employed a survey of 1,033 curb users and 241 taxi, transportation network company (TNC), and public transportation drivers. The study finds that changes in mode choice and curbside use can result in a variety of impacts on access, social equity, congestion, device management, pick-up and drop-off, and goods delivery, to name a few. The curb also has the potential to be disrupted by emerging modes, such as robotic delivery vehicles (also known as personal delivery devices) and automated vehicles. As these emerging developments continue to impact the curb, it is becoming increasingly important for policymakers to have an appropriate framework for planning and managing curb space in urban areas.
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Jiang, Yi, Jade R. Laranjo, and Milan Thomas. COVID-19 Lockdown Policy and Heterogeneous Responses of Urban Mobility: Evidence from the Philippines. Asian Development Bank, May 2022. http://dx.doi.org/10.22617/wps220217-2.

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This paper analyzes data from cellphone-based origin-destination flows to assess the effect of community quarantines on urban mobility in the Philippines after the initial outbreak of COVID-19 in 2020. The analysis of 2020 data reveals that the impact of lockdowns was strongest and most persistent in cities where a high share of workforce was employed in work-from-home friendly sectors or medium and large enterprises. The paper compares findings with cross-country evidence on lockdowns and mobility, discusses the economic implications for containment policies in the Philippines, and suggests directions for additional research.
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Alexander, Serena, Asha Weinstein Agrawal, and Benjamin Y. Clark. Local Climate Action Planning as a Tool to Harness the Greenhouse Gas Emissions Mitigation and Equity Potential of Autonomous Vehicles and On-Demand Mobility. Mineta Transportation Institute, January 2021. http://dx.doi.org/10.31979/mti.2020.1818.

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This report focuses on how cities can use climate action plans (CAPs) to ensure that on-demand mobility and autonomous vehicles (AVs) help reduce, rather than increase, green-house gas (GHG) emissions and inequitable impacts from the transportation system. We employed a three-pronged research strategy involving: (1) an analysis of the current literature on on-demand mobility and AVs; (2) a systematic content analysis of 23 CAPs and general plans developed by municipalities in California; and (3) a comparison of findings from the literature and content analysis of plans to identify opportunities for GHG emissions reduction and mobility equity. Findings indicate that maximizing the environmental and social benefits of AVs and on-demand mobility requires proactive and progressive planning; yet, most cities are lagging behind in this area. Although municipal CAPs and general plans in California have adopted a few strategies and programs relevant to AVs and on-demand mobility, many untapped opportunities exist to harness the GHG emissions reduction and social benefits potential of AVs and on-demand mobility. Policy and planning discussions should consider the synergies between AVs and on-demand mobility as two emerging mobility trends, as well as the key factors (e.g., vehicle electrification, fuel efficiency, use and ownership, access and distribution, etc.) that determine whether deployment of AVs would help reduce GHG emissions from transportation. Additionally, AVs and on-demand mobility can potentially contribute to a more equitable transportation system by improving independence and quality of life for individuals with disabilities and the elderly, enhancing access to transit, and helping alleviate the geographic gap in public transportation services.
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Alexander, Serena, Asha Weinstein Agrawal, and Benjamin Y. Clark. Local Climate Action Planning as a Tool to Harness the Greenhouse Gas Emissions Mitigation and Equity Potential of Autonomous Vehicles and On-Demand Mobility. Mineta Transportation Institute, January 2021. http://dx.doi.org/10.31979/mti.2020.1818.

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This report focuses on how cities can use climate action plans (CAPs) to ensure that on-demand mobility and autonomous vehicles (AVs) help reduce, rather than increase, green-house gas (GHG) emissions and inequitable impacts from the transportation system. We employed a three-pronged research strategy involving: (1) an analysis of the current literature on on-demand mobility and AVs; (2) a systematic content analysis of 23 CAPs and general plans developed by municipalities in California; and (3) a comparison of findings from the literature and content analysis of plans to identify opportunities for GHG emissions reduction and mobility equity. Findings indicate that maximizing the environmental and social benefits of AVs and on-demand mobility requires proactive and progressive planning; yet, most cities are lagging behind in this area. Although municipal CAPs and general plans in California have adopted a few strategies and programs relevant to AVs and on-demand mobility, many untapped opportunities exist to harness the GHG emissions reduction and social benefits potential of AVs and on-demand mobility. Policy and planning discussions should consider the synergies between AVs and on-demand mobility as two emerging mobility trends, as well as the key factors (e.g., vehicle electrification, fuel efficiency, use and ownership, access and distribution, etc.) that determine whether deployment of AVs would help reduce GHG emissions from transportation. Additionally, AVs and on-demand mobility can potentially contribute to a more equitable transportation system by improving independence and quality of life for individuals with disabilities and the elderly, enhancing access to transit, and helping alleviate the geographic gap in public transportation services.
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Hodgdon, Taylor, Anthony Fuentes, Brian Quinn, Bruce Elder, and Sally Shoop. Characterizing snow surface properties using airborne hyperspectral imagery for autonomous winter mobility. Engineer Research and Development Center (U.S.), October 2021. http://dx.doi.org/10.21079/11681/42189.

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With changing conditions in northern climates it is crucial for the United States to have assured mobility in these high-latitude regions. Winter terrain conditions adversely affect vehicle mobility and, as such, they must be accurately characterized to ensure mission success. Previous studies have attempted to remotely characterize snow properties using varied sensors. However, these studies have primarily used satellite-based products that provide coarse spatial and temporal resolution, which is unsuitable for autonomous mobility. Our work employs the use of an Unmanned Aeriel Vehicle (UAV) mounted hyperspectral camera in tandem with machine learning frameworks to predict snow surface properties at finer scales. Several machine learning models were trained using hyperspectral imagery in tandem with in-situ snow measurements. The results indicate that random forest and k-nearest neighbors models had the lowest Mean Absolute Error for all surface snow properties. A pearson correlation matrix showed that density, grain size, and moisture content all had a significant positive correlation to one another. Mechanically, density and grain size had a slightly positive correlation to compressive strength, while moisture had a much weaker negative correlation. This work provides preliminary insight into the efficacy of using hyperspectral imagery for characterizing snow properties for autonomous vehicle mobility.
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Mohebbi, Mehri, Sumita Raghuram, and Ahoura Zandiatashbar. Pathway to Promote Diversity within Public Transit Workforce. Mineta Transportation Institute, August 2022. http://dx.doi.org/10.31979/mti.2022.2135.

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There are many aspects of the transportation industry that can be focused on, but the lack of resiliency is one of the most urgent. Enhancing resiliency and creative problem-solving is essential to the industry’s growth and survival. But it cannot happen without building a more diverse workforce. Women still make up a small fraction of transportation workers, and African American and Hispanic employees are even less represented. These disparities are increasingly pronounced in many senior positions, particularly in STEM fields. Meanwhile, the public transportation industry is experiencing a severe and worsening workforce shortage and many agencies have reported substantial difficulty recruiting, retaining, and developing skilled workers. Considering the transit industry’s existing diversity and inclusion toolkits and guidelines, this project emphasizes lessons from in-depth interviews with leaders from 18 transit agencies across the country. The interviews illuminate the existing challenges and creative solutions around transit workforce diversity and inclusion. From the interviews, we discovered: 1) the critical factors that impact the current level of diversity and career mobility within transit agencies; 2) how diversity efforts help explore resources and provide opportunities for effective and robust employee engagement; and 3) the significance of evaluation systems in creating a more transparent recruitment process that initiates structural shifts, resulting in better recruiting. Moving towards inclusive and equitable workforce environments is a healing process that starts with understanding these gaps. We call this effort Healing the Workforce through Diversification.
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Godenau, Dirk, and Daniel Buraschi. Recent trends in irregular maritime immigration in the Canary Islands. Observatorio de la Inmigración de Tenerife. Departamento de Geografía e Historia. Universidad de La Laguna. Tenerife, 2020. http://dx.doi.org/10.25145/r.obitfact.2020.06.

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The recent intensification in irregular maritime migrations in the Atlantic route through the Canary Islands, which is employed to reach the European mainland from Africa, coincides in time with the presence of the coronavirus pandemic and incorporates some novelties involving a flow that has been present in the archipelago’s evolution for almost three decades. It also exhibits many similarities with the permanent manifestation of this influx, even though the scant planning and weak response initially implemented in an effort to comprehensively manage this migration has placed the phenomenon at the forefront of the current affairs and debate in the region. As a result, a social context of enormous uncertainty due to the health and economic crisis, the direct and almost real-time knowledge of the outcome of many crossings thanks to social media, together with the confusion sown by how this mobility is being managed, all raise the need to reconsider its analysis in order to ascertain its current characteristics and keys to its understanding.
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Eckert, Elizabeth, Eleanor Turner, and Jo Anne Yeager Sallah. Youth Rural-Urban Migration in Bungoma, Kenya: Implications for the Agricultural Workforce. RTI Press, August 2019. http://dx.doi.org/10.3768/rtipress.2019.op.0062.1908.

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This study provides insights into a specific, hard-to-reach youth subpopulation—those born in agricultural areas in Western Kenya who migrate to large towns and cities—that is often missed by research and development activities. Using a mixed-methods approach, we find high variability in movement of youth between rural villages, towns, and large urban areas. Top reasons for youth migration align with existing literature, including pursuit of job opportunities and education. For youth from villages where crop farming is the primary economic activity for young adults, 77 percent responded that they are very interested in that work, in contrast to the common notion that youth are disinterested in agriculture. We also find many youth interested in settling permanently in their villages in the future. This research confirms that youth migration is dynamic, requiring that policymakers and development practitioners employ methods of engaging youth that recognize the diversity of profiles and mobility of this set of individuals.
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