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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 fidélitéThis 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 carrièreClassic 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 cmThis 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 InformaçãoNeste 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
info:eu-repo/semantics/publishedVersion
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Baid, Vishal, and Irén Seres. "Service Design for Internal Sustainable Mobility : Designing Internal Sustainable Mobility Solutions for employees at a Swedish Automotive Industry." Thesis, KTH, Integrerad produktutveckling, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-218026.
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This thesis is a service design project investigating the matter of internal sustainable mobility provided for employees within the industrial area of Scania CV AB, in Sweden. The purpose of the project was to offer new transport service ideas to Scania or improve the existing ones based on the needs and behaviours of the users. The target requirements of the transport system were time- and cost efficiency as well as environmental sustainability. In these days, the internal transport system provided for the employees is not popular, meaning that the majority choose to use their own car to commute in the area of the company which results both inefficiency in the system as well as increasing demand on parking places around the area. Service Design methodology was chosen to carry out the project. This is a user centered and iterative method that allows to investigate the user needs and behaviours and generate service concepts based on gained insights, which are discovered during the process. Three loops of iteration were conducted, each made up of stages such as Discover, Define, Develop and Deliver. Each loop started with an interview session to discover new insights and have a better understanding, which was followed by an analysis, and then concept generation or development was executed resulting in developed concepts at each loop. Before the process was started, a background research, a literature study and personal meetings with the client were conducted to understand the problem better and explore the possibilities and limitations. The final concepts were merged into five concept groups, which are called as Walking, Biking, On-demand service, Scania Move application and Autonomous shuttle service. The final concepts were presented on a road map, showing the recommended implementation in a chronological order. Business Plan was also done with the use of different tools. The conclusion of the project is that a sustainable mobility system was designed for Scania to implement in Södertälje achieving the project targets. Design features and recommendations for future work were also created for Scania. Based on the explorations discovered during the thesis work, Scania is recommended to work further on its internal sustainable mobility system.Detta examensarbete är ett tjänstedesignprojekt som undersöker ämnet hållbar interntransport för anställda inom Scania CV ABs industriområde, i Sverige. Syftet med projektet var att leverera nya idéer för transporttjänster till Scania, eller förbättra befintliga tjänster baserat på användarnas behov och beteenden. Kraven på transportsystemet var tids- och kostnadseffektivitet, samt miljöhållbarhet. Idag erbjuds ett interntransportsystem som inte är populärt bland de anställda, vilket betyder att majoriteten väljer deras egen bil för att transportera sig på företagsområdet. Detta har medfört både ett ineffektivt system och en ökad efterfrågan på parkeringsplatser i området. En tjänstedesignmetodik valdes för att genomföra projektet. Detta är en användarcentrerad och iterativ metod, som låter undersöka användarnas behov och beteenden för att skapa tjänster baserat på insikter, som upptäcks under processen. Tre iterationer genomfördes, där varje iteration innehöll delarna Utforska, Definiera, Utveckla och Leverera. Varje iteration inleddes med intervjuer för att få nya insikter och en bättre förståelse. Det följdes av en analys och sedan gjordes konceptgenerering eller utveckling av befintligt koncept, vilket resulterade i utvecklade koncept för varje iteration. De slutgiltiga koncepten slogs samman i fem konceptgrupper, som kallades Gående, Cyklande, On-demand-tjänst (på begäran), Scania Move Application och Självkörande taxibilar. De slutgiltiga koncepten presenterades i en kronologisk implementeringsplan. En affärsmodell togs också fram genom att använda olika verktyg. Slutsatsen av projektet är att ett hållbart transportsystem designades för Scania att implementera i Södertälje. Lösningen uppfyllde alla projektmål. Designriktlinjer och rekommendationer för framtida arbete togs även fram för Scania. Baserat på upptäckterna i detta examensarbete, rekommenderas Scania att fortsätta arbeta på deras hållbara interntransportsystem.
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Liu, Yuanyang. "Predicting labor market competition and employee mobility — a machine learning approach." Diss., University of Iowa, 2019. https://ir.uiowa.edu/etd/6977.
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Applying data analytics for talent acquisition and retention has been identified as one of the most urgent challenges facing HR leaders around the world; however, it is also one of the challenges that firms are least prepared to tackle. Our research strives to narrow such a capability gap between the urgency and readiness of data-driven human resource management.
First, we predict interfirm competitors for human capital in the labor market utilizing the rich information contained in over 89,000 LinkedIn users' profiles. Using employee migrations across firms, we derive and analyze a human capital flow network. We leverage this network to extract global cues about interfirm human capital overlap through structural equivalence and community classification. The online employee profiles also provide rich data on the explicit knowledge base of firms and allow us to measure the interfirm human capital overlap in terms of similarity in their employees' skills. We validate our proposed human capital overlap metrics in a predictive analytics framework using future employee migrations as an indicator of labor market competition. The results show that our proposed metrics have superior predictive power over conventional firm-level economic and human resource measures.
Second, we estimate the effect of skilled immigrants on the native U.S. workers' turnover probability. We apply unsupervised machine learning to categorize employees' self-reported skills and find that skilled immigrants disproportionately specialize in IT. In contrast, the native workers predominantly focus on management and analyst skills. Utilizing the randomness in the H-1B visa lottery system and a 2SLS design, we find that a 1 percentage point increase in a firm's proportion of skilled immigrant employees leads to a decrease of 0.69 percentage points in a native employee's turnover risk. However, this beneficial crowding-in effect varies for native workers with different skills. Our methodology highlights the need to account for a multifaceted view of the skilled immigration's effect on native workers. Finally, we also propose a set of features and models that are able to effectively predict future employee turnover outcomes. Our predictive models can provide significant utility to managers by identifying individuals with the highest turnover risks.
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Soder, Michael, and Stefanie Peer. "The potential role of employers in promoting sustainable mobility in rural areas: evidence from Eastern Austria." Taylor & Francis, 2018. http://dx.doi.org/10.1080/15568318.2017.1402974.
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In industrialized countries, mobility represents one of the most important sources of CO2 emissions. Most
research on promoting sustainable, climate-friendly modes of transportation has focused on urban areas.
Rural areas-although characterized by high dependency on individual car ownership and usage-have
received less attention. This article explores the potential role of rural employers in supporting sustainable
alternatives to commuting by (single-occupied) motorized vehicles among their employees. We conduct a
collective case study that considers five employers located in Eastern Austria (Burgenland), drawing from
multiple data sources including structured surveys, expert interviews, focus groups, and site visits. Our
analysis shows that employers have little incentive to implement measures that foster sustainable mobility
among their employees. On the one hand, the costs accruing to employers for implementing such measures
tend to exceed the corresponding benefits by a significant margin (unlike in urban areas where significant
cost reductions can arise for employers). On the other hand, also employees generally exhibit little
demand for such measures. We conclude that both from a societal and a business perspective, it is not efficient
to promote sustainable mobility in rural areas via employers.
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Cho, Young-Shin. "Job stability and mobility for welfare recipents in Missouri /." free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3052165.
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George, Joe Webb. "Re up? You're crazy! retention versus mobility in today's army /." Thesis, Montana State University, 2009. http://etd.lib.montana.edu/etd/2009/george/GeorgeJ0509.pdf.
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Retention practices in the U.S. Army face an incentive problem. The amount of work that officers undertake to retain a soldier should be based in part on those officers' expectations of accruing benefits. In this paper, I analyze Army National Guard retention rates to see if the possible mobility of a soldier (which affects his leadership's expected benefits) is systematically related to the probability he will be retained. A soldier's mobility translates into competition among military units for that soldier's service. There are two possible and contradictory effects of this competition. The first is the standard microeconomic effect of increasing competition in a monopsonistic environment. This would be expected to increase quantity (in this case, the quantity of soldiers retained). The second, less intuitive effect is that competition among battalions reduces a soldier's ability to effectively commit to long-term service with any battalion. This causes a reduction in quantity. I have found that the second effect dominates. This paper contributes to economic literature by improving the understanding of incentives in large organizations.
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Phinithi, Isaac Kgaohelo. "The impact of career progression on employee retention / by I.K. Phinithi." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2629.
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Employee retention, especially of the best, most desirable employees is a key challenge at Sasol Nitro. Employers are trying to find ways to motivate employees to stay with their organisations for a longer period, but the efforts seem not to be working as challenges with employee retention are complex to comprehend. Different employees have different needs within the work environment and in their social relations. In this study, the writer studied variables of career progression as it impacts on employee retention. Attachment was measured in terms of personal embedding: an employee is attached to the organisation due to opportunities available within the organisation as well as the climate and work conditions prevailing within the organisation. Career opportunities seem a threat at Sasol Nitro. Voluntary resignation due to career progression factors is on the increase, as observed from the previous separations and turnover intent of the pilot study.
The reasons employees leave organisations can vary widely, and as noted throughout the study, career opportunities play a major role. Remuneration/pay has consistently cited the most important factor to employee satisfaction. Although salary increases are often perceived as the most valuable incentive for employees to stay with the organisation, these are difficult to provide due to the present world recession in 2008. It is also difficult to personalise individual incentives to cater for those individuals that companies cannot afford to lose. Salaries, like other conditions of employment are no longer confidential as it used to be before the enactment of the Basic Conditions of Employment Act (Act 75 of 1997).Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2009.
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Moyana, Matilda. "Perceived enablers of upward mobility of female employees in a financial services organisation." Master's thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/29589.
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Research purpose: The purpose of the study was to identify enablers of upward mobility into middle and senior management positions among female employees in a particular organisation of the financial services sector. Motivation for the study: In the South African context, it was demonstrated that although women comprised 51.2% of the adult population in 2016 (numbering approximately 28 53 million and were supported by progressive legislation and had a 45.8% representation in the workforce, they occupied a relatively low percentage of management positions. South African research on enabling factors that are important for the career progression of women has been conducted in national banks, South African business schools and the education sector. The findings revealed that enabling factors for the career progression of women include supervisor support, education, social networks, top management support and family-friendly policies. Identifying such enabling factors is important since there is strong evidence that the promotion of women into management roles is not only morally right but can also increase business performance. Research design and method: The research design was descriptive. A cross-sectional qualitative approach was used to collect the primary data. Data analysis was exploratory. Since the aim of the study was to investigate perceptions of female employees in middle and senior management positions through their lived experiences, in-depth one-on-one interviews with 15 female employees were completed. Purposive sampling was used to secure the research participant sample. The results from the qualitative data were collected and analysed using content analysis. Themes extracted were used to report the findings of the study. Findings: The results show that organisational support structures (i.e. supervisor support and career development), employee competence (i.e. education and social networks) and strategic interventions (i.e. top management support and family-friendly policies) are important factors for the career progression of women in the financial services sector under investigation. Practical implications: The enabling factors identified in this study can be used to enhance interventions for the advancement of promotion of women into senior management positions. Contribution: The findings of the study indicate that organisational support structures, employee competence and strategic interventions are important factors for the career progression of women, adding to the discourse of the promotion of women into senior management positions.
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Dera, Siriki. "Réforme de l'assurance emploi de 2012 et mobilité des travailleurs saisonniers vers les emplois permanents." Master's thesis, Université Laval, 2016. http://hdl.handle.net/20.500.11794/26945.
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Le régime d'assurance emploi canadien a connu plusieurs réformes dont la dernière en date est celle de 2012 considérée comme l'une des plus contraignantes. Les travailleurs saisonniers seraient une des catégories de travailleurs les plus touchés par la réforme au regard des nouvelles conditions du régime et de la fréquence de recours de ces travailleurs aux prestations. Dans ce mémoire, nous utilisons un modèle de régression par la méthode des différences en différences afin de simuler l'effet positif de cette réforme sur la mobilité des travailleurs saisonniers vers les emplois permanents. Les résultats obtenus suggèrent que cette politique publique a un effet positif sur la mobilité des travailleurs saisonniers vers les emplois permanents même si cet impact semble être faible étant donné la courte période de l'étude.
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Oso, Casas Laura. "Domestiques, concierges et prostituées : migration et mobilité sociale des femmes immigrées espagnoles à Paris, équatoriennes et colombiennes en Espagne." Paris 1, 2002. http://www.theses.fr/2002PA010522.
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Cette thèse doctorale compare deux courants migratoires de femmes, les Espagnoles à Paris (années 60/70), et les Colombiennes et les Equatoriennes en Espagne (années 90), qui sont employées aux tâches reproductives les plus dévalorisées socialement: service domestique, loge de concierge et prostitution. La perspective théorique de la recherche est centrée sur l'analyse des représentations, des stratégies et des trajectoires de mobilité sociale des femmes immigrantes. La méthodologie utilisée a, été principalement qualitative: entretiens en profondeur, histoires de vie et groupes de discussions, menés avec environ 200 personnes. Dans cette thèse, nous analysons, en premier lieu, les déterminants structurels de ces deux courants migratoires (politiques migratoires, marché du travail,. . . ). En second lieu, nous étudions les stratégies de mobilité sociale occupationnelles (service domestique et loge de concierge pour les Espagnoles à Paris; service domestique et travaux sexuels dans des clubs et dans des maisons de rendez- vous pour les Equatoriennes et les Colombiennes en Espagne). En troisième lieu, nous analysons les stratégies de mobilité sociale, résidentielles, matrimoniales, relationnelles, d'épargne et de consommation, des femmes immigrantes. La recherche remet en question la perspective de l'individu rationnel qui calcule son ascension sociale dans le cadre d'une société ouverte. La mobilité sociale, d'une part, est assujettie à des déterminants structurels, qui imposent une série de mécanismes de blocage à l'ascension sociale. D'autre part, la mobilité sociale est déterminée par les stratégies des acteurs sociaux, qui ne sont pas seulement individuelles, mais qui peuvent être familiales, voire collectives, et entrer en conflit et en contradiction. Ainsi, les migrantes qui parcourent deux types d'espaces sociaux (d'origine et d'accueil) peuvent échouer dans leur projet de mobilité sociale ascendante. Leur trajectoire vitale peut même se traduire par des trajectoires de mobilité sociale descendantes, de stagnation, opposées à celles dont elles avaient rêvé.
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Vivien, Edouard. "La gestion des effectifs dans les groupes de sociétés." Thesis, Paris 2, 2014. http://www.theses.fr/2014PA020053.
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Les groupes de sociétés rassemblent des sociétés juridiquement distinctes mais liées entre elles par des rapports de domination et de coopération au point de former une entité relativement identifiable. Leur organisation renvoie au jeu mêlé de la norme sociétaire et de la norme contractuelle. Prises de participation, pactes extra-statutaires, contrats commerciaux permettent à la société dominante de contrôler et de coordonner les activités des sociétés dominées au gré de la stratégie de développement par elle arrêtée. Mais, fondé sur le paradigme de l’entreprise, le droit du travail néglige souvent la relation de dépendance économique et juridique inhérente au groupe. Il n’appréhende qu’une relation de travail binaire unissant la société employeur à ses salariés ; les groupes ont généralement la volonté d’assurer l’unité de la collectivité de travail par la création d’un socle institutionnel commun et le partage d’une vision stratégique. En résulte une politique à bien des égards originale de gestion des effectifs, vecteur d’unité et instrument de protection des intérêts du groupe et de tous ceux qui contribuent au déploiement de son activité… avec l’effet ultime de donner au groupe l’allure d’une entrepriseCorporate groups gather entities that are legally distinct but linked to each other’s in a context of domination and cooperation forming a relatively identifiable entity. Their organization belongs to both corporate standards and contractual standards. Acquisition of a stake, stability pacts and commercial contracts enable the parent company to take control over and to coordinate the activities of dominated companies for the sake of the developing strategy that it determined. However, built upon the paradigm of the company, labour law frequently neglect the economic and legal relationship of dependence existing within the group. It only apprehends a bilateral working relationship between the company and its workers/employees; the corporate groups often have the will to ensure unity of the overall workforce by creating a common institutional set and the share of a strategic vision. This lead to an original political approach for workforce management, a means to enhance unity and tool to protect the group’s interests also with the interest of those who contribute to the deployment of the activity… with the ultimate effect to project on the group the appearance of a company
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Davidson, Todd Calvert. "Upward mobility -- a study of barriers encountered and strategies employed by assistant principals aspiring to be principals." W&M ScholarWorks, 2010. https://scholarworks.wm.edu/etd/1539618891.
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American social culture had a long-prevailing ideology that minorities were inferior to their Caucasian counterparts. Clearly, though, integration reflected an acknowledgement that racial equity and equality could and should be achieved in the composition of schools. In the last 40 years, as a profession and individually, educators have shifted from concerns about removing legal constraints or policy barriers based on race or gender to issues of equity and access to opportunity for advancement to the site-based leadership position called the principal.;This study use Marshall's typologies of the (1992) plateaued assistant principal, shafted assistant principal, and the assistant principal who considers leaving to determine if there are significant differences in the barriers to upward mobility between aspiring minorities and their Caucasian counterparts. Additionally, the strategies employed by currently practicing principals were assessed to determine if the strategies assistant principals intend to employ are the same as the successful ones employed by practicing principals.;The findings of this research indicate that some assistant principals still meet barriers to their ascendancy. Promisingly, this study indicated that barriers based solely on race are minimal. Lack of mentors, lack of sponsors, and exclusion from the ole' boys/girls' network were critical barriers to advancement. Some assistant principals, though, found that their climb has been free from barriers. A holistic approach to career development emerged as the most effective way to overcome the ole' boys/girls' network and get a job as principal.
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Mashilwane, Tabakenna Peter. "Developing quality of work life (QWL) determinants for skilled employees with congenital mobility disabilities : an exploratory appraoch [sic.]." Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/8764.
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Bibliography: leaves 80-86.South Africa is a country in transition from an oppressive past to a democratic dispensation. The democratic process began with the first democratic elections in 1994. Since then, a number of steps have been taken to democratize society and the workplace. ln terms of workplace democratization, certain measures have been implemented to provide opportunities for those who were previously disadvantaged. Among these are people with disabilities. Foreseeing the consequences of these measures to the organization in terms of increasing the number of employees with disabilities, this research sought to develop quality of work life (QWL) determinants from the perspective of skilled employees with congenital mobility disabilities, which would then be compared primarily with Walton's (1973) quality of work life determinants. In order to develop these determinants, ten (10) participants participated in the study. Three (3) of these were females and seven (7) males. The average age of the participants was 32.9 years and they had spent an average of 4.06 years in their respective organisations. None of the participants owned an organisation. In terms of ethnic origin, all participants were Africans or so-called Coloureds. For data collection, the Delphi technique was used. For data-analysis, content analysis was used. Using both these techniques, six (6) quality of work life determinants were developed. These were advancement opportunities, accommodation, integration, supportive work environment, recognition and job variety. When comparing the quality of work life determinants developed in this study and those developed by Walton (1973), the study concludes that with a few exceptions, there are no significant differences between the two groups of quality of work life determinants.
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Bailey, Rochelle-lee. "Unfree Labour?: Ni-Vanuatu Workers in New Zealand's Recognised Seasonal Employer Scheme." Thesis, University of Canterbury. School of Social and Political Sciences, 2009. http://hdl.handle.net/10092/2957.
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Industry growth and the reduction of available seasonal labour in New Zealand’s horticulture and viticulture industries led to a collaboration with the government in 2005, and the formation of a seasonal labour strategy for the future, the Recognised Seasonal Employer Scheme (RSE) was launched in 2007. The objectives of this policy were twofold: to fill labour gaps of the horticulture and viticulture industries and to promote economic development in Pacific Island states by prioritising workers from the region. Different actors have different aims, and different measure for success. In order for this scheme to be successful for the New Zealand government it needs to meet theses policy objectives of supplying reliable labour to the industries, and increasing economic development in the Pacific. For Pacific island states success depends on the continuity of the scheme, and the remittances that workers will send home to aid economic development. For the industries success comes from having a dependable and controllable labour force. Success for the workers in the scheme relies on them making as much money as possible during the season to meet their goals of financing family and community needs. In order to achieve these various successes workers are made unfree. Unfreedom means that the workers have no freedom in the labour market and are restricted to working for the grower stipulated in the employment contract. Conditions of employment contracts, visa regulations and informal pressures to be ‘good’ men both at work and in free time from the Vanuatu government, men’s home communities and industry participants all work to limit the men’s freedom, which is entrenched largely through threats of being sent home or blacklisted from the scheme. Workers are aware of the mechanisms used to control them and they do resist some of the conditions imposed, but only in a limited way that will not see them excluded from the scheme. Using the anthropological approach of participation observation this research was undertaken in the first season of the RSE scheme 2007/2008, where I lived and worked with 22 ni-Vanuatu migrant workers in Central Otago to gain knowledge of how, they and others in the industry experienced the RSE scheme.
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Gilli, Frédéric. "Choix de localisation des entreprises et périurbanisation des emplois." Lille 1, 2004. https://pepite-depot.univ-lille.fr/RESTREINT/Th_Num/2004/50374-2004-3.pdf.
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Densification des espaces périphériques en population et en emplois, l'étalement caractérise les villes occidentales à la fin du vingtième siècle. Cette thèse étudie plus particulièrement l'aspect 'emplois'. Si plus les villes sont grandes plus elles ont de chances d'être multipolaires, l'étude du cas francilien montre la complexité du processus. La 'périurbanisation'des emplois est à la fois une dilatation de la zone dense, une polarisation dans quelques communes de lointaine banlieue ét aussi un étalement généralisé à tous les espaces périphériques. Les activités anciennes se concentrent géographiquement mais les espaces se diversifient plutôt et les mêmes oppositions territoriales se perpétuent. Les entreprises ne sont pas réduites à suivre leurs employés. Pour des raisons de coût (foncier, accessibilité) ou de productivité (externalités, aménités) elles peuvent, initier, volontairement ou non, une périurbanisation de l'emploi et des habitants.
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Vanhala, Sinikka. "Labor flows in the corporate context : a case study of the managerial use of human resources and employee mobility /." Helsinki : Helsinki School of Economics and Business Administration, 1991. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=005909727&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
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Blomgren, Annie, and Jenny Larsson. "Internal Mobile Applications : Information integration with ERP systems." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Informatik, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-19284.
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The evolvement of technology within the business world has transformed both organizations and people involved. As the business world is rapidly changing it requires organizations to adapt to new trends to be able to compete and to gain competitive advantage. The widely developed and used mobile business-to-customer applications have generated the realization that the technology can be used by organizations for their mobile employees to gain competitive advantage. Therefore, we have investigated the functionality of information integration between mobile applications and ERP systems for mobile employees, and the benefits and challenges it has. The research is an exploratory investigation about how the new trend within mobility is to be seen within the business world. With the use of an inductive and qualitative research approach, we started with no previous theories to get an understanding of the subject. In the use of mobile business-to-employee applications, the most important information integration is the one between ERP systems and mobile applications since it is the organizational information that is needed for the mobile workers. The result of the research is that it is more common with a single, oneway integration in terms of either input or output between ERP systems and mobile applications. The more advanced two-way integration exists and is increasing in the area of internal use of mobile applications for organizations. Additionally, there are a lot of benefits to gain from when working with mobile applications for organizations, for example to increase the productivity of mobile employees. There are also challenges that need to be discussed before deciding to invest in enterprise mobility, for example security aspects.
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Brunner, Elodie. "Contribution à l'étude juridique du droit de la mobilité professionnelle." Thesis, Paris 2, 2018. http://www.theses.fr/2018PA020081.
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Le droit de la mobilité professionnelle, s'il connaît de nombreuses définitions, suppose encore un travail de construction. Entre obligations de l’employeur et droits du salarié, la mobilité professionnelle oblige à concilier un épineux paradigme alliant flexibilité dans l’entreprise et sécurité du parcours professionnel. Cette complexité est révélatrice d’une ambiguïté originelle : la mobilité professionnelle s’inspire pour l’essentiel de la pratique d’entreprise, si bien qu’il existe aujourd’hui autant de régimes de mobilité que de situations impliquant des mobilités. Clause de mobilité professionnelle, reclassement du salarié, mise à disposition de personnel, mobilité volontaire sécurisée, accord de performance collective, ruptures négociées, cession de contrat, l’étude des dispositifs juridiques démontre que la mobilité est essentiellement envisagée à court terme, à l’initiative de l’employeur et construite sur un schéma de contrainte ne tenant pas compte de la liberté individuelle du salarié. Le manque d’efficacité de l’arsenal juridique et les dérives qui en résultent en pratique rendent incompatibles le droit positif avec l’objectif de développement de la mobilité positive, pierre angulaire du droit de la mobilité professionnelle. Les nombreuses interventions du législateur au soutien des formes de mobilités contraintes concourent à la défaillance de cette ambition. Alors que le droit à la mobilité est, formellement, une garantie fondamentale du statut des fonctionnaires et des agents publics, une telle équivalence n’existe pas en matière de droit privé. L’enjeu majeur réside dès lors dans la capacité du législateur à repenser la mobilité positiveThe professional mobility law, although it has many definitions, still requires construction work. Between the obligations of the employer and the rights of the employee, professional mobility requires reconciling the thorny paradigm between flexibility in the company and safety of the professional career. This complexity reveals an original ambiguity: professional mobility is essentially inspired by practice, so that today there are as many mobility schemes as there are situations involving mobility. Professional mobility clause, reclassification of the employee, personnel provision, secure voluntary mobility, performing agreement, negotiated breaks of contract, assignment of contract, the study of legal devices shows that mobility is mainly envisaged in the short term, at the initiative of the employer and built on a pattern of constraint not taking into account the individual freedom of the employee. The lack of efficiency of the legal framework and the resulting abuses in practice make positive law incompatible with the objective of developing positive mobility, which is the cornerstone professional mobility law. The many interventions of the legislator in support of the forms of constrained mobilities contribute to the failure of this ambition. While the right to mobility is, formally, a fundamental guarantee of the status of civil servants and public officials, such equivalence does not exist in private law. The major challenge therefore lies in the ability of the legislator to rethink positive mobility
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Vincens, Marion. "Impacts de la restructuration du réseau d'autobus de la Ville de Québec sur l'accessibilité aux emplois et la mobilité professionnelle : 1991-2001." Thesis, Université Laval, 2006. http://www.theses.ulaval.ca/2006/24141/24141.pdf.
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Le réseau d’autobus de la ville de Québec est l’objet d’étude de cette recherche. Restructuré en 1992, il possède comme lignes particulières les Express (parcours qui relient les secteurs résidentiels au centre-ville via les autoroutes) et le Métrobus (deux lignes avec passages fréquents sur des voies réservées aux heures de pointe). Grâce aux SIG et aux statistiques spatiales, nous vérifions si la restructuration de ce réseau a permis d’améliorer l’accessibilité aux emplois et la mobilité professionnelle des habitants de Québec, essentiellement chez les femmes qui en sont les principales utilisatrices. Les résultats obtenus montrent que malgré la diminution sensible des temps de déplacement, la part modale de l’autobus n’a cessé de régresser entre 1991 et 2001, même dans les couloirs du Métrobus. La progression des femmes sur le marché du travail ne semble pas être en rapport direct avec l’amélioration de l’accessibilité aux emploisThis study concerns Quebec City public transport system. When it was reorganized in 1992 two specific service transits were set up: the “Express” (routes between residential areas and the city center via highways) and the “Métrobus” (two high frequency bus routes operated on priority lanes during rush hours). Using GIS and spatial statistics, we verify whether the transport system reorganization has enabled to improve Quebec City’s residents job accessibility and professional mobility, especially for women who are the main users. Results show that although journey times have significantly been reduced, bus modal share kept decreasing between 1991 and 2001, even in Métrobus lanes. Besides, the increased share of women on the labour market does not seem to be directly linked to the improvement of job accessibility.
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Leca, Marie. "La gestion prévisionnelle des emplois et des compétences du point de vue du droit social." Thesis, Bordeaux, 2015. http://www.theses.fr/2015BORD0402.
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La gestion prévisionnelle des emplois et des compétences est une locution appartenant au vocabulaire gestionnaire ce qui lui confère une dimension organisationnelle indéniable et originelle. En droit la notion bénéficie depuis son apparition dans le Code du travail d'une indéniable publicité bien qu'elle préexistait à cette juridification. Elle garde malgré cela une certaine dose de mystère qui tient en partie aux relations qu'elle a longtemps entretenu avec les licenciements pour motif économique, à la pluralité des thématiques qui la composent ainsi qu'aux évolutions constantes de son régime juridique. Depuis qu'elle est devenue un objet du droit social, elle a bénéficié de multiples enrichissements légaux et jurisprudentiels. Partant, la présente étude, qui commandait une approche d'ensemble de la notion, tend à la détermination des contours de la gestion prévisionnelle des emplois et des compétences du point de vue du droit socialHe management of jobs and skills is a phrase belonging to the manager vocabulary which gives it a distinct and original organizational dimension. By law the concept has since appeared in the Labour Code of undeniable advertising although it existed before this juridification. She keeps nevertheless a certain dose of mystery partly due to the relationship it has long maintained with redundancies, with the plurality of themes that compose it and the constant changes in its legal system. Since it became an object of social law, she received multiple legal and jurisprudential enrichment. Accordingly, this study which commanded an overall approach to the concept, tends to determine the contours of the management of jobs and skills of the labor law perspective
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Vergara, Arteaga Brenda Rosario. "Influencia de las estrategias de employee communication en el employee engagement de los empleados millennials de la Universidad Peruana de Ciencias Aplicadas." Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2020. http://hdl.handle.net/10757/653582.
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Al vínculo emocional entre empresa y trabajador se le conoce como employee engagement. Mantener un buen nivel de employee engagement resulta clave para que los empleados sean más productivos e incluso reduce el índice de rotación laboral. Sin embargo, con la fuerza laboral millennial la rotación laboral tiene un índice mucho más alto que antes, ya que, a diferencia de generaciones anteriores, ellos cambian de empleo con frecuencia. Las empresas deben invertir constantemente en contratar nuevo personal. Por eso, mantener un buen nivel de employee engagement con los empleados millennials es una prioridad. Una forma de incrementar el employee engagement es el employee communication, término que hace alusión a todos los procesos comunicacionales que suceden dentro de una empresa para comunicarse de manera efectiva con los empleados. En el presente trabajo se analiza cómo influyen las estrategias del employee communication en el employee engagement de los empleados millennials de la Universidad Peruana de Ciencias Aplicadas. La investigación presenta un paradigma naturalista con enfoque cualitativo que utilizará como herramienta entrevistas.The emotional bond between an organization and its employees is known as employee engagement. Workers with a high level of employee engagement are known to be much more productive, and their job rotations rates are lower than those of the average employee. However, with the work force being mainly integrated by millennials, companies are having higher rotation levels than before, because, unlike past generations, millennials prefer changing jobs frequently. This represents a great loss for companies, since they must constantly invest in hiring new personnel; therefore, maintaining a good level of employee engagement with millennial employees has become a priority. One of the factors known to increase employee engagement is employee communication, a term that refers to all the communication processes that take place within a company to communicate effectively with employees. In this work, we analyze the best employee communication strategies to improve employee engagement from millennials working in the Universidad Peruana de Ciencias Aplicadas. The research presents a naturalistic paradigm with a qualitative approach that will use interviews as a tool.
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Remillon, Delphine. "Chômage et transitions critiques dans les carrières. Les évaluations au coeur d'une analyse socio-économique de l'inemployabilité." Thesis, Paris 10, 2009. http://www.theses.fr/2009PA100113.
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L’objet de cette thèse est l’étude des inégalités face à l’emploi dans une perspective dynamique. Il s’agit de comprendre comment certains deviennent « inemployables » en analysant les transitions « critiques » dans les carrières. La première partie est consacrée à une analyse statistique des transformations des trajectoires professionnelles à partir des enquêtes Histoire de vie (Insee) et Familles et employeurs (Ined). Nous mettons en évidence une segmentation persistante des trajectoires, entre des carrières – majoritaires – très stables et protégées du chômage et des carrières plus mobiles avec des passages fréquents par le chômage.Dans la deuxième partie, nous développons un cadre théorique conventionnaliste qui, en insistant sur les processus d’évaluation de la qualité au cours d’épreuves, permet de rendre compte des mécanismes de sélection sur le marché du travail. La troisième partie mobilise des données qualitatives issues d’entretiens avec des personnes au chômage. Nous distinguons au travers d’une typologie des trajectoires, fondée sur une analyse textuelle des discours, une pluralité de modèles d’évaluation de la qualité du travail : la construction de l’inemployabilité diffère selon le segment du marché du travail et résulte d’une suite d’interactions avec différents intermédiaires. Si l’inemployabilité est un construit social, elle peut être déconstruite. C’est ce que s’emploient à faire les deux organismes d’insertion que nous avons étudiés. Nous analysons cette méthode originale de lutte contre le chômageThis work aims to study employment inequalities, from a dynamic perspective. Our purpose is to understand, through the analysis of “critical” transitions in careers, how some people become unemployable. Firstly, we use data from two national French surveys, Histoire de vie (Insee) and Familles et employeurs (Ined), to investigate changes in professional trajectories. The statistical analysis of this data reveals a persistent segmentation between a majority of stable careers, protected from unemployment, and mobile trajectories, with recurrent transitions with unemployment. Secondly, we develop an analytical framework, based on French convention theory, which accounts for the processes of selection on the labour market by focusing on quality evaluations in “trials.” Thirdly, we use qualitative data from interviews with unemployed persons to build a typology of careers based on a textual analysis of these speeches. It reveals a plurality of models for the evaluation of work’s quality. The construction of unemployability differs from one segment of the labour market to another and is the result of interactions with specific intermediaries. If unemployability is a social construct, then it can be deconstructed, and this is precisely what the two institutions of social integration that we also studied try to do. We analyse this original method of intervention on unemployment
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Klanarong, Nisakorn. "Female international labour migration from Southern Thailand /." Title page, table of contents and abstract only, 2003. http://web4.library.adelaide.edu.au/theses/09PH/09phk632.pdf.
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Rattrie, Lucy T. B. "The role of demands and resources in the international work context : conceptual approach and empirical analysis." Thesis, University of Stirling, 2013. http://hdl.handle.net/1893/20229.
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The Job Demands-Resources (JD-R) model (Bakker and colleagues) has received increasing attention in recent years, yet there is a distinct literature gap regarding its utility and value towards the international work context. In line with this, understanding how to design jobs representing enhanced climates of work engagement for internationally operating staff alludes practitioners. This thesis therefore aims to substantiate the claim that previous research applying the JD-R model has neglected the international work context and evaluate whether the model has potential to be used as a framework for managing burnout, work engagement and related outcomes beyond the use in solely national contexts. In order to do so, two review studies (systematic and meta-analytic) and two empirical studies (qualitative and quantitative) are conducted of the JD-R model in the international work context. Findings suggest: that existing JD-R literature does not consider the international work context, highlighting a distinct literature gap requiring attention, in order to achieve a holistic understanding of the model and its applicability; strong meta-analytic support for the JD-R model and the impact of variation in the international work context represented by dimensions of national culture; the JD-R model has potential for responding to the management of burnout and work engagement for international business travelers but may benefit from theoretical amendments that focus the models utility and direct scholarly research and practitioner approaches; that the model may not be as valuable as assumed for the international business traveler context, yet it is worth considering the findings in light of relevant literature and possible limitations. Overall, the findings suggest a distinct need for more research examining the JD-R model in the international work context. A number of potential theoretical amendments are suggested in a conceptual internationalized JD-R model that can be used as a foundation for future empirical work to establish the boundaries of the model and its utility. From a practitioner perspective, until more research is conducted, JD-R principles should be applied with caution. As a whole, this thesis encompasses theoretical, empirical and practical contributions relevant for scholarly and practitioner communities which can be built upon over time with regards to the proposed conceptual model.
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Lai, Wai-man, and 黎偉民. "An exploratory study on upward mobility for sheltered workers: a myth or reality?" Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B43893892.
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Passy, Aubert Macaire. "L'attraction des fonctions non-enseignantes chez les enseignants congolais : contribution à l'étude de la mobilité des enseignants dans la fonction publique et assimilée au Congo." Paris 5, 1988. http://www.theses.fr/1988PA05H012.
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Ce travail fait état de l'histoire des systèmes administratif et scolaire au Congo. Il rend compte des mouvements des enseignants vers les autres secteurs publics, en particulier le secteur politique. Pourquoi partent-ils ? comment font-ils pour partir de leur secteur ? Ou vont-ils ? que font-ils là ou ils sont ? Telles sont les quelques questions traitées par cette thèseThis work propose the story of the school and administrative systems in Congo. It relate teachers ‘movements toward other public areas, in particular political area. Why do they leave ? How do they make to leave from teaching ? Where do they go ? What do they do that are? These are the principal questions treated by this thesis
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Duhautois, Richard. "Évolution du système productif et évolution de l'emploi en France : une analyse empirique." Paris, EHESS, 2007. http://www.theses.fr/2007EHES0131.
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L'objet de cette thèse est de mettre en évidence les conséquences des transformations du système productif français sur la relation d'emploi au cours des deux dernières décennies, en insistant plus particulièrement sur le rôle de la démographie des entreprises et l'augmentation du nombre de groupes. Dans un premier temps, on montre que la tertiarisation de l'économie française a un impact sur la taille moyenne des entreprises et modifie le processus de création et de disparition des entreprises, ce qui peut entraîner des mouvements de salariés supplémentaires. Dans un deuxième temps, on montre que l'augmentation du nombre de groupes - et du nombre d'entreprises appartenant à un groupe - renforce la relation d'emploi et la durée d'emploi du salarié au sein de l'entreprise ou de son groupe. Enfin, la dernière étape consiste à analyser l'impact de la tertiarisation sur l'évolution de la structure des qualifications des salariés et l'utilisation des contrats de travail à durée limitée, comme le CDD et le travail temporaireThe Phd thesis aims at analysing the consequences of the evolution of French productive system on employment relations. Particularly, we insist on the role of firms' survival and death and on the increasing number of business groups. First, we show that deindustrialisation diminishes the firms' average size and thus modifies the creative-destruction process which can involve workers' movements. Second, the increasing number of business groups reinforces the employment relation between firms and employées within firms and business groups. Third, we also highlight the impact of deindustrialisation on skills structure and the use of different work contracts by firms (like short-term contracts and temporary contracts)
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Ljungström, Jonna. ""Frihet under ansvar" : - En kvalitativ studie om vad som motiverar medarbetare att stanna kvar på en arbetsplats." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-100384.
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The rate at which people change jobs is high, including in Sweden. Previous research has shown that work motivation and job satisfaction affect the performance and wellbeing of co-workers among other things. Therefore, the purpose of this study was to examine what motivates employees to stay at a company. The data were collected through semi structured interviews, which meant that the study was qualitative. The guide for the interviews contained 19 questions in total. The questions were categorized according to three different themes. Six employees from separate organizations were included in the study. Thematic analysis was used as a method to analyse the data, which showed that several factors affected the participant’s motivation to continue working at a specific company. The result was presented through four major themes and various sub-themes. These were opportunities for development, leadership, work tasks and work environment, topics that often were mentioned during the interviews. What characterized this study was that all the participants expressed that they were satisfied at their current workplace. Thus, further research can help increase the knowledge about what makes people stay at a company and why they might leave. Keywords: Motivation, job satisfaction, employees, labour mobilityRörligheten på arbetsmarknaden är idag mycket stor i Sverige. Tidigare forskning har visat att arbetsmotivation och arbetstillfredsställelse påverkar alltifrån prestation till välmående, varpå syftet i denna studie var att undersöka vad som motiverar yrkesverksamma personer att stanna kvar på en arbetsplats. Datainsamlingen skedde med hjälp av semistrukturerade intervjuer, något som innebar att studien hade en kvalitativ ansats. Intervjuguiden bestod av 19 färdigformulerade frågor, vilka kategoriserades utifrån tre olika teman. Totalt sex yrkesverksamma personer från olika organisationer deltog i studien. Tematisk analys användes som metod för att bearbeta och analysera insamlat material, vilken visade att flera faktorer påverkade viljan att fortsätta inom en viss verksamhet. Resultatet presenterades genom fyra huvudteman med tillhörande underteman. Dessa var utvecklingsmöjligheter, ledarskap, arbetsuppgifter och arbetsmiljö, olika återkommande ämnen under intervjuerna. Utmärkande för aktuell studie var att samtliga deltagare uttryckte att de trivdes på sin nuvarande arbetsplats. Vidare forskning kan därför ge ännu större förståelse för vad som får människor att stanna kvar på respektive lämna en organisation. Nyckelord: Motivation, arbetstillfredsställelse, medarbetare, rörlighet på arbetsmarknaden
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Cottle, Eleanor. "Nineteenth-century rural labour in Canterbury : rural apprenticeship or rural proletariat? : an assessment of the social mobility of the workers employed at Mt. Peel Station from 1856-1893." Thesis, University of Canterbury. Department of History, 2001. http://hdl.handle.net/10092/4235.
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This thesis focuses on a group of men who, in the last half of the nineteenth century,
were employed at Mt. Peel Station in South Canterbury. While some held 'skilled'
positions as shepherds, shearers, or contract workers, the majority were unskilled,
employed as labourers, general hands, or general servants. As a study of the social
mobility of these workers, this thesis will attempt to find out to what extent they' got
on.'
The value of a study such as this becomes apparent when it is found that there are
two opposing theories on the structure of nineteenth-century New Zealand society.
One theory is that nineteenth-century New Zealand was a relatively class-free
country where good opportunities for upward mobility made it possible for wage-earners
to eventually buy enough land to be largely self-sufficient and free of a total
reliance on wage-labour; a country where rural labour was part of an overall rural
apprenticeship. The other theory is that the opportunities for mobility were lacking
and rural labourers remained largely landless and reliant on wage labour for
subsistence; a country where the rural labourer was part of a distinct rural working
class or rural proletariat. In order to find which theory is closest to reality
information is needed on both urban and rural areas.
While a lot of work has been done on social mobility in urban New Zealand, both of
a qualitative and quantitative nature, rural New Zealand has largely been ignored,
especially in terms of quantitative studies. This thesis aims to provide both
qualitative and quantitative evidence of the social mobility experienced by this group
of rural labourers and thus offer support to one of the theories of social structure in
New Zealand. In the process, the various mechanisms and factors which affected
social mobility will be examined.
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Eschberger, Junior Waldir. "O impacto do estilo de mobiliza????o do gestor na produtividade de equipes de venda." FECAP - Faculdade Escola de Com??rcio ??lvares Penteado, 2006. http://132.0.0.61:8080/tede/handle/tede/309.
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Previous issue date: 2006-11-29This work has sought to identify the relationship between management's mobilization styles and the productivity of the sales force in a pharmaceutical company. Sales Managers from large pharmaceutical companies were studied. The individual mobilization style of each manager was identified through the M.A.R.E.?? Motivational Guidelines and afterwards correlated to the marks given for productivity to his/her team as supplied by their individual companies, in order to identify the existing relationship between the results of the teams and the mobilization style of each of their leaders. It was noticed during the study that there was a great difference in behavior as regards the challenges faced by the team members on a day-to-day basis and how much the human factor was responsible for the results obtained. In order to adequately reflect on the leadership theme, this study was based on authors such as Bass, Bennis, Burns, Machiavelli, Nannus and Spector. As regards the motivational aspects, the authors chosen for reflection were Alderfer, Herzberg, Maslow, McClelland, McGregor, Mitchel, Sinha, Vroom, Zoltners and Zoltners. The Mobilization Styles identified were based on contributions made by Coda and Ricco as well as studies carried out by Erich Fromm. The use of performance indicators has facilitated the identification of the results of each team for comparison to the Mobilization Styles. This factor determines the importance of the use of standard criteria so as to have an appropriate measurement of the people evaluated as well as give fairness to the process and guarantee credibility in the system to those involved. The study shows that certain mobilization styles are associated to favorable sales results, whereas other styles are not as favorable to a better performance of the teams. The study associates better productivity to the Competitive style and demonstrates that the Collaborative style is not conducive to adequate results for the sales teams of pharmaceutical products. The results obtained suggest towards a continuity of this study, initially in institutions working in the same field as the one studied here, so as to verify the data identified. Afterwards, attempting to corroborate the relationship between Managers and Mobilization Styles in the sales areas of companies in other segments, and finally searching for this relationship in other areas of the company.
Este trabalho procurou identificar a rela????o entre o estilo de mobiliza????o do gestor e a produtividade da for??a de vendas de uma empresa do ramo farmac??utico. Foram estudados Gerentes de Vendas de uma grande Ind??stria Farmac??utica. Cada Gerente teve identificado seu Estilo de Mobiliza????o atrav??s do Diagn??stico M.A.R.E.?? de Orienta????es Motivacionais e este relacionado ??s notas dadas ?? produtividade de sua equipe fornecidas pela empresa, buscando identificar a exist??ncia de uma rela????o entre o resultado da equipe e o estilo de mobiliza????o de seu l??der. No decorrer deste estudo percebeu-se a grande diferen??a de comportamento das pessoas frente aos desafios do dia-a-dia de uma empresa e quanto o fator humano tem sido respons??vel pelo resultado obtido. Para possibilitar uma adequada reflex??o sobre o tema de lideran??a, este estudo est?? baseado em autores como Bass, Bennis, Burns, Maquiavel, Nannus e Spector e quanto aos aspectos de motiva????o os autores escolhidos foram Alderfer, Herzberg, Maslow, McClelland, McGregor, Mitchel, Sinha, Vroom, Zoltners e Zoltners. Os Estilos de Mobiliza????o identificados s??o baseados nas contribui????es de Coda e Ricco aos estudos de Erich Fromm. A utiliza????o de indicadores de performance facilitou a identifica????o dos resultados das equipes para compara????o aos Estilos de Mobiliza????o. Este fator determina a import??ncia da utiliza????o de crit??rios padr??es para que haja uma mensura????o adequada das pessoas avaliadas, dando justi??a ao processo e garantindo aos envolvidos credibilidade no sistema. O estudo mostra que determinado estilo de mobiliza????o esta associado a resultados favor??veis de vendas, mas em contrapartida outros estilos n??o favorecem um melhor desempenho de suas equipes. O estudo associa melhor produtividade ao estilo Competidor e demonstra que o estilo Colaborador n??o est?? ligado a resultados adequados para equipes de vendas de produtos farmac??uticos. Os resultados obtidos sugerem a continuidade desta pesquisa , inicialmente em institui????es de mesmo ramo de atividade da que foi aqui estudada, visando confirmar os dados identificados, e posteriormente buscar evidenciar a rela????o entre Gestores e Estilos de Mobiliza????o na ??rea de vendas de empresas de outros segmentos, e finalmente buscar esta rela????o em outras ??reas das empresas.
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Mendes, Mariana Fernandes. "A mobilidade territorial dos trabalhadores da construÃÃo civil na produÃÃo da verticalizaÃÃo no bairro Aldeota em Fortaleza." Universidade Federal do CearÃ, 2008. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=2341.
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FundaÃÃo Cearense de Apoio ao Desenvolvimento Cientifico e TecnolÃgicoA partir da dÃcada de 1970, o processo de ocupaÃÃo do bairro Aldeota se deu de forma vertiginosa, tendo em vista que se constituiu numa nova centralidade no cenÃrio urbano de Fortaleza. Deste perÃodo em diante, a Aldeota passou por um verdadeiro processo de transformaÃÃo mediatizado pelo capital imobiliÃrio que se apropriou da forma de usar e ocupar o solo a partir do processo de verticalizaÃÃo. A proliferaÃÃo dos prÃdios foi preponderante para a constituiÃÃo de comÃrcios e condomÃnios de alto padrÃo. Desta forma o bairro passou a ser atrativo para a classe trabalhadora, sobretudo para os trabalhadores da construÃÃo civil, à medida que se tornou cada vez mais necessÃrio à contrataÃÃo destes operÃrios para erguerem prÃdios que fazem parte do processo de verticalizaÃÃo que sinaliza uma metrÃpole moderna repleta de sÃmbolos verticais. Estes trabalhadores vÃo a Aldeota todos os dias e retornam para os mais variados bairros perifÃricos de Fortaleza onde suas residÃncias se localizam, evidenciando a mobilidade do trabalho. A distÃncia à a forma pela qual o excedente da forÃa de trabalho do trabalhador à apropriado a partir do consumo de mercadorias necessÃrias para sua reproduÃÃo. Esta classe trabalhadora alÃm de realizar longos deslocamentos carece de melhores condiÃÃes de moradia e de trabalho, sobretudo porque o trabalho na construÃÃo civil exige grande esforÃo fÃsico e requer riscos. A lÃgica monopolista desta indÃstria se constitui na prÃpria essÃncia de como a mesma funciona atravÃs de uma grande corporaÃÃo que abrange os trÃs setores: industrial, comercial e à um serviÃo. Entretanto, à o segmento industrial que mais agrega mÃo-de-obra operÃria, porÃm, o saturamento espacial na Aldeota acabou se tornando um paradigma para a construÃÃo de novos prÃdios, evidenciando um novo paradigma. As construtoras que atuaram e atuam no bairro diminuÃram o nÃmero de edificaÃÃes à medida que ocorre um saturamento espacial na Ãrea, visto que outros bairros passaram a ser mais atrativo para a dinÃmica imobiliÃria por desfrutarem de mais espaÃos, como os bairros Meireles e Varjota. O fato à que mesmo que haja uma tendÃncia à diminuiÃÃo das obras no bairro Aldeota, o operariado da construÃÃo civil cresce, pois a cidade continua crescendo em outros sentidos. E nÃo se extingue como algumas abordagens, sobretudo sociolÃgicas, querem fazer crer num possÃvel fim do trabalho. Portanto, a construÃÃo civil na Aldeota passa por uma estagnaÃÃo enquanto os operÃrios estÃo em âconstruÃÃoâ. As edificaÃÃes e as lutas por melhorias sÃo o que constroem.
Since 70âs in 20th century, an astonishing occupation of Aldeotaâs neighborhood made a new centrality in the urban scene of Fortaleza. From this period onward, Aldeota has being transformed by capital property processes which appropriated the forms of use and occupation of space by verticalization. The proliferation of buildings has been predominant for increasing of shops and high standard condominiums. Then Aldeota became a magnet for the working class, especially for construction workers, as soon as necessary for the recruitment of these workers to construct more buildings which are part of the verticalization process that signals a modern metropolis symbols. These workers are going to Aldeota every day and returns to the most varied neighborhoods in Fortaleza where they lives, showing to us the labour mobility. The distance between the home and the job of these workers is the way that the Capitalism uses to get the workerâs powerâs job to itself by the consumption. And also, this working class needs better conditions of housing and work, specially because itâs a risk job and much physical effort to do it. This monopolist industry works through a large corporation that covers the three sectors: industrial, commercial and is a service. Meanwhile, the industrial sector adds more labour-worker, however, the saturate space in Aldeota became a paradigm for the construction of new buildings, showing a new paradigm. The construction work which has acting in the neighborhood has decreased the number of buildings as soon as occurs the space became saturated in the area, given that, another districts has coming more attractive to the momentum building for more enjoyable space, such as Varjota and Meireles. The fact is: even if there is a tendency to decrease construction works in Aldeota, the number of workers in construction grows up as the city continues to grow in other directions. And also do not extinguish some approaches, especially sociological, which want to believe in a possible end of the work. So the Aldeotaâs civil constructing is passing for a stagnant while workers are under "construction". The building and improvements fights are what are they build.
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Jahanshahi, Kaveh. "Quantification of the influences of built-form upon travel of employed adults : new models based on the UK National Travel Survey." Thesis, University of Cambridge, 2017. https://www.repository.cam.ac.uk/handle/1810/267841.
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After decades of research, a host of analytical difficulties is still hindering our understanding of the influences of the built form on travel. The main challenges are (a) assembling good quality data that reflects the majority of the known influences and that supports continuous monitoring, and (b) making sense methodologically of the many variables which strongly intercorrelate. This study uses the UK national travel survey (NTS) data that is among the most comprehensive of its form in the world. The fact that it has rarely been used so far for this purpose may be attributable to the methodological difficulties. This dissertation aims to develop a new analytical framework based on extended structural equation models (SEMs) in order to overcome some of the key methodological difficulties in quantifying the influences of the built form on travel, and in addition to provide a means to continuously monitor any changes in the effects over time. The analyses are focused on employed adults, because they are not only the biggest UK population segment with the highest per capita travel demand, but also the segment that are capable of adapting more rapidly to changing land use, built form and transport supply conditions. The research is pursued through three new models. Model 1 is a path diagram coupled with factor analyses, which estimates continuous, categorical and binary dependent variables. The model estimates the influences on travel distance, time and trip frequency by trip purpose while accounting for self-selection, spatial sorting, endogeneity of car ownership, and interactions among trip purposes. The results highlight stark differences among commuters, particularly the mobility disadvantages of women, part time and non-car owning workers even when they live in the most accessible urban areas. Model 2 incorporates latent categorisation analyses in order to identify a tangible typology of the built form and the associated variations in impacts on travel. Identifying NTS variables as descriptors for tangible built form categories provides an improved basis for investigating land use and transport planning interventions. The model reveals three distinct built form categories in the UK with striking variations in the patterns of influences. Model 3 further investigates the variations across the built form categories. The resulting random intercept SEM provides a more precise quantification of the influences of self-selection and spatial sorting across the built form categories for each socioeconomic group. Four research areas are highlighted for further studies: First, new preference, attitude and behavioural parameters may be introduced through incorporating non-NTS behavioural surveys; Second, the new SEMs provide a basis for incorporating choice modelling where the utility function is defined with direct, indirect and latent variables; Third, conceptual and methodological developments – such as non-parametric latent class analysis, allow expanding the current model to monitor changes in travel behaviour as and when new NTS or non NTS data become available. Fourth, the robustness of the inferences regarding causal or directional influences may require further quantification through designing new panel data sets, building on the findings above.
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Bienkowska, Dzamila. "Arbetskraftens rörlighet och klusterdynamik. : En studie av IT- och telekomklustren i Kista och Mjärdevi." Doctoral thesis, Uppsala University, Department of Social and Economic Geography, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8154.
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Labour mobility can in theory be an efficient channel for knowledge transfer between cluster firms, thus contributing to growth and competitiveness. In the thesis labour mobility in two Swedish ICT clusters is studied. The purpose of the thesis is to develop an understanding of processes of labour mobility in clusters and to investigate whether mobility can be regarded as a cluster advantage. Both interview data and extensive registry data are used in order to analyse processes of mobility at three levels: individual, firm and cluster level.
The results show that labour mobility can to some extent be considered a cluster advantage for Swedish ICT firms, since cluster firms are likely to experience a higher level of labour mobility. It is also shown how mobility to and from the clusters contributes to the upgrading of formal competencies within cluster firms. However, the firms themselves are shown to rather focus on staff retention than turnover.
To some degree, labour mobility in the Swedish clusters in focus is presumably constrained by the formal institutional framework, as well as by informal rules and agreements between cluster firms. It is argued nonetheless that the sheer potential for mobility and the viability of informal hiring practices in clusters may be viewed as cluster advantages, besides the actual extent of labour mobility.
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Wallin, Joachim. "Hälsa, psykosocial arbetsmiljö och övervägande att byta jobb : En tvärsnittsstudie." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-15407.
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En viktig faktor för människans förmåga att arbeta är hälsa. På arbetsplatsen tillbringar människan mer än en tredje del av sina liv, vilket gör arbetsplatsen till en betydande arena i skapandet av hälsa. Kommuner har som arbetsgivare i Sverige generellt en sämre hälsa samt högre sjukfrånvaro bland sina anställda än andra arbetsgivare. De som jobbar inom vård och omsorg har generellt dåliga psykosociala arbetsförhållanden. Den psykosociala arbetsmiljön i form av höga krav, bristande kontroll och dåligt socialt stöd kan påverka hälsan negativt, vilket kan öka rörligheten på arbetsmarknaden i form av att fler tenderar att byta jobb på grund av dåliga arbetsförhållanden. Syftet är att undersöka samband mellan självskattad psykosocial arbetsmiljö, självskattad hälsa och övervägandet att byta jobb bland kommunanställda inom äldre- och handikappomsorgen i Sverige. Studien har genomförts som en deduktiv tvärsnittsstudie och är en del av en störres studie. Den baseras på 9 270 kommunanställda inom äldre- och handikappomsorgen i Sverige. Studien teoretiska referensram är krav/kontroll/stöd modellen. Analys skedde genom univariata, bivariata och multivariata metoder. Resultatet visar att det fanns signifikanta bi- och multivariata samband mellan att kommunanställda som upplever den psykosociala arbetsmiljön som god även skattar hälsan bättre samt i mindre utsträckning överväger att byta jobb än de som upplever sämre psykosocial arbetsmiljö. Ålder och antal år på arbetsplatsen hade betydelse för övervägandet att byta jobb. Detta i form av att ju äldre de anställda är samt ju längre de arbetat på arbetsplatsen desto mindre är övervägandet att byta jobb. Slutsatsen är att den psykosociala arbetsmiljön hade betydelse för den upplevda hälsan och övervägandet att byta jobb bland kommunanställda inom äldre och handikappsomsorgen.Health is an important prerequisite for the ability to work. In the workplace, the human being spends more than a third of their lives. This makes the workplace a major arena for health promotion. Municipalities have as employers in Sweden generally poorer health and higher rates of sick leaves among the employees than other employers. Those who work in health care have bad demanding working conditions. Psychosocial work environment in the form of high demands, lack of control and poor social support may affect health negatively. This can increase labor market mobility in the form of more tend to change jobs due to poor working conditions. The aim of this study is to investigate the relationship between self-rated psychosocial work environment, self-rated health and occupational mobility among municipal employees in the elderly and disabled care in Sweden. The study is implemented as a deductive cross sectional study and is a part of a major study. It is based on a sample of 9 270 municipal employees in the elderly and disabled care in Sweden. The theoretical frame of reference of study is the demand / control / support model. The analyses were done by univariat, bivariat - and multivariate methods. The results show that there were significant correlation between municipal employees who experience the psychosocial work environment as good rated health better and lesser extent considering changing jobs than those who experience poorer psychosocial work environment. Age and number of years in the workplace was relevant to the consideration of changing jobs. This is in the form of the older employees are and the longer they worked in the workplace, the less is the consideration of changing jobs. The conclusion is that the psychosocial work environment was important for the perceived health and the consideration to change jobs among municipal employees in the elderly and disabled.
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Lopes, Pierre. "L’adaptation de la relation de travail pour motif économique." Thesis, Paris 2, 2017. http://www.theses.fr/2017PA020060.
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La compétition économique impose à l'entreprise de faire évoluer la relation de travail au rythme des contraintes qu'elle subit. Elle suppose l'adaptation des conditions d'emploi, laquelle implique de faire varier la rémunération, le temps de travail, les fonctions ou encore le lieu de travail du salarié. Semblables évolutions peuvent trouver appui sur divers dispositifs légaux, conventionnels ou contractuels, dont la mise en œuvre ne va pas, cependant, sans susciter maintes interrogations. Des réponses doivent être apportées. Est en jeu la capacité du système juridique français à donner aux entreprises des outils permettant d'assurer leur pérennité, voire leur développement et, par suite, la préservation de l'emploi. Descripteurs : emploi ; rémunération ; mobilité géographique ; mobilité professionnelle ; temps de travail ; modification du contrat de travail ; changement des conditions de travail ; négociation collective ; articulation des normes ; pouvoir de direction ; activité partielle ; licenciement pour motif économique ; droits et libertés fondamentauxEconomic competition requires the working relationship to evolve at the rate of the constraints the company undergoes. It implies adapting the employment conditions, such as remuneration, working time, professional duties or place of work. These adjustments can be made by the use of various legal, conventional or contractual mechanisms. Their utilization raises many questions. Answers must be provided. The ability of the French legal system to provide companies the tools to ensure their sustainability, even their development and, consequently, the preservation of employment, is at stake. Keywords : employment ; remuneration ; geographical mobility ; occupational mobility ; working time ; amendment to the employment contract ; change in working conditions ; collective bargaining ; articulation of legal standards ; employer's management powers ; shorttime working ; redundancy for economic reasons ; fundamental rights and freedoms of employees
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Othmane, Jamel. "L'employabilité : définition, création d'une échelle de mesure et contribution à l'étude des déterminants." Thesis, Lyon 3, 2011. http://www.theses.fr/2011LYO30022/document.
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Depuis les années 90, l’employabilité est devenue un objet de recherche. Cependant, malgré l’engouement suscité en sa faveur, elle est encore peu étudiée. Le présent travail résulte de ce constat, avec pour objectifs de proposer une définition de l’employabilité et de bien cerner ses dimensions, de développer une échelle de mesure de ce concept, et d’identifier ses déterminants. Sur la base d’une d’arguments théoriques et de conclusions d’une étude qualitative exploratoire avec les acteurs de l’emploi, une définition de l’employabilité a été proposée et ses dimensions ont été ont été précisées. En outre, une échelle de mesure de l’employabilité de 62 items a été créée. Afin de valider sa qualité, cette échelle a été soumise, dans un premier temps, aux tests de l’analyse factorielle exploratoire et de cohérence interne. Dans un second temps, nous avons procédé à la consolidation des résultats de l’analyse factorielle exploratoire à travers une analyse factorielle confirmatoire. La version finale de l’échelle développé et validée comprend 42 items répartis en six dimensions. Par ailleurs, un examen de la littérature a permis de construire un modèle de recherche sur le développement de l’employabilité. Ce modèle théorique propose de retenir conjointement des déterminants organisationnels, personnels, et sociodémographiques. L’opérationnalisation du modèle s’appuie sur une étude quantitative (N=204). Les résultats obtenus montre que la formation professionnelle, l’apprentissage organisationnel, le soutien du supérieur hiérarchique, le sentiment d’efficacité personnelle, et le locus de contrôle interne sont des facteurs favorisant le développement de l’employabilité. Le diplôme, la situation familiale, et l’état de santé se sont également révélés explicatifs de l’employabilitéSince the 90s, employability has become an object of research. However, despite of its relevance this theme is less studied. This thesis is the result of this statement with the aims to propose a definition of employability and determine its dimensions, to develop a measuring scale of the concept, and to identify its determinants. On the basis of theoretical arguments and conclusions extracted from an exploratory study undertaken with actors of employment, a definition of employability was proposed and its determinants were précised. Then, a questionnaire including 62 items is created. In order to evaluate its quality, firstly the questionnaire was subjected to an exploratory factorial analysis and internal coherence tests. And secondly we have consolidated the exploratory factorial structure through confirmatory factor analysis. The final scale developed includes 42 items divided into six dimensions. In additions, thanks to an examination of literature, we built a theoretical model of employability development. This model simultaneously incorporates determinants about organizational, personal, and socio-Demographical variables. The empirical test of the model was performed in the third and final quantitative study with a heterogeneous population working in different companies (N=214). The results obtained show that training, organizational learning, the support of hierarchical superior, the self-Efficacy, and the internal locus of control are factor facilitating the development of employability. The diploma, the professional experience, the family situation, and the health also appeared to explain employability
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Barsan, Iris M. "La société coopérative européenne (SCE) : entre identité coopérative et efficacité économique." Thesis, Paris 1, 2013. http://www.theses.fr/2013PA010332.
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La société coopérative européenne (SCE), sœur cadette du GEIE et de la société européenne (SE), a vu le jour le 22 juillet 2003. Nouvelle forme sociale européenne, elle était censée combiner mobilité européenne et identité coopérative, tout en offrant des outils «modernes» de gouvernance et de financement destinés à relever les défis auxquels les coopératives font face. Hélas, en juxtaposant des outils tantôt des droits nationaux, tantôt empruntés à son aînée la SE, le législateur européen s'est perdu et porte ainsi la responsabilité de l'échec d'une SCE qui ne parvient ni à répondre aux besoins des coopératives, ni à créer une identité coopérative européenne, ni à permettre aux coopératives de tirer effectivement avantage du marché unique et à concourir à son développement. Les raisons à cet échec sont multiples. D'une part, la méthode utilisée consistant à s'inspirer largement du statut de la SE néglige la spécificité coopérative et ignore la complexité croissante des droits coopératifs nationaux. Ainsi, l'adoption d'un règlement-cadre offrant un grand nombre d'options aux législateurs nationaux et renvoyant excessivement aux droits coopératifs nationaux, non harmonisés et pour certains d'une complexité sans pareil, aboutit à la création de 30 variantes nationales de la SCE, qui ne conservent d'européen que l'étiquette. L'identité coopérative de la SCE apparaît ainsi comme une identité variable et plus proche de l'identité des coopératives nationales de l'État membre d'immatriculation que de celle des SCE immatriculées dans d'autres États membres. Le législateur européen, soucieux de ménager les susceptibilités nationales et l'autocompréhension nationale des mouvements coopératifs qui diverge fortement entre États membres, a ainsi négligé de doter la SCE d'une identité coopérative européenne assumée et discriminante. D'autre part, les atouts européens de la SCE, comme la constitution par voie de fusion ou le transfert du siège social, répondent mal aux besoins des coopératives, dont l'ancrage local est prononcé à raison du particularisme de leur objet. De même, les outils supposés procurer à la SCE une efficacité économique supérieure déçoivent car importés sans cohérence particulière de droits coopératifs nationaux. L'introduction de cette hétérogénéité aggrave le dilemme interne et externe des coopératives. Pour finir, le législateur communautaire néglige l'environnement disparate dans lequel évoluent les coopératives. En particulier, !'instrumentalisation du droit fiscal par certains États membres, adeptes du concept d'économie sociale, est préjudiciable à la SCE en termes de mobilité et de distorsion de concurrence sous l'angle des aides d'État.Dans ces conditions, la SCE ne paraît pas en mesure de remplir les objectifs fixés par le législateur européen et son échec ne saurait surprendre. Pourtant une autre voie était possible, consistant pour le législateur européen à proposer l'institution d'une coopérative européenne dotée d'une identité discriminante et de la flexibilité nécessaire à son efficacité, offrant ainsi une réelle alternative aux coopératives nationales et permettant de donner au mouvement coopératif européen un nouveau souffle. Pour ce faire, il aurait été nécessaire de se démarquer de la méthode adoptée pour la SE et des droits coopératifs nationaux, de réduire les renvois aux droits nationaux au maximum, de hiérarchiser les principes coopératifs et de recentrer la SCE sur son objet si particulier, tout en flexibilisant les principes coopératifs qui relèvent davantage d'une conviction idéologique que d'une nécessité juridique et qui, partant, ne contribuent pas à conférer à la SCE une identité propreThe European Co-operative Society (SCE), younger sister of the European Economic Interest Grouping (EEIG) and the European Company (SE), was born on July 22, 2003. New European legal form, the SCE was supposed to combine European mobility with a European co-operative identity, whilst offering cooperatives "modern" tools to improve co-operative governance and financing, the long lasting co-operative dilemma of the last century. Alas, by juxtaposing tools borrowed from national laws or from its predecessor, the SE, the European legislator loses himself and thus bears the responsibility for the failure of the SCE that does not respond ta co-operative needs, nor does it create a European co-operative identity, nor does it allow co-operatives ta effectively benefit from the single market and contribute to its development. Various reasons explain this failure. On the one hand, the method used to draw broadly on the SE statute neglects co-operative features and ignores the increasing complexity of national co-operative laws. Thus, the adoption of a framework regulation offering too many options for national legislators and excessive references ta national co-operative laws that lack harmonization and are for some of them very camplex, results in the creation of 30 national variations of SCE with a European label. The co-operative identity of the SCE appears to be variable and closer to the national identity of co-operatives in the Member State of registration. The European legislator, anxious to spare national sensitivities and the self-understanding of national co-operative movements which strongly differs among Member States, has failed to provide the SCE with an assumed and discriminating European co-operative identity. On the other hand, the European advantages of the SCE like the constitution by way of merger or the transfer of seat do not take into account co-operative needs. Co-operatives have strong local roofs and a very special legal purpose. Similarly, the tools made available to the SCE that are supposed to provide higher economic efficiency disappoint as they are imported from national co-operative law without any consistency. The introduction of this heterogeneity exacerbates the internal and external dilemma of co-operatives. Finally, the European legislator ignores the disparate environment in which co-operatives evolve. In particular, the instrumentalisation of tax law in some Member States who are attached to the concept of social economy is detrimental to the SCE's mobility and distorts competition between SCEs. Under these circumstances, the SCE does not seem able to fulfill the objectives set by the European legislator and its failure is not surprising.Yet another way would have been possible, consisting for the European legislator to propose the creation of a European co-operative with a distinct and discriminating identity and the necessary flexibility to improve efficiency, providing a real alternative to national co-operatives and giving the European co-operative movement new life. To do this, it would have been necessary to stand out from the method adopted for the SE and reduce references to national co-operative law to a maximum, prioritize co-operative principles and refocus the SCE on its particular purpose, white giving more flexibility to co-operative principles which are more of an ideological belief than a legal requirement and therefore do not contribute to give the SCE its own identity
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Eliasson, Tove. "Empirical Essays on Wage Setting and Immigrant Labor Market Opportunities." Doctoral thesis, Uppsala universitet, Nationalekonomiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-226084.
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This thesis consists of three self-contained essays. Essay 1: This essay estimates wage assimilation among non-western immigrants in Sweden, controlling for selection into employment by including individual fixed effects. Furthermore, using matched employer-employee panel data covering the complete Swedish labor market, this essay decomposes wage catch-up into relative wage growth within and between workplaces and occupations. The results show that failing to control for selection into employment is likely to underestimate relative wage growth of immigrants, as early entrants in the labor market differ from later entrants along unobservable dimensions. Even after 30 years in the country, the group of non-western immigrants still earns substantially lower wages than natives. Wages catch up mainly within workplaces and occupations, suggesting that improved signals of productivity, rather than improved knowledge of job options, are of importance for the wage growth of non-western immigrants. Essay 2: Earlier research has shown that immigrant- and minority entrepreneurs have difficulties accessing capital through the formal financial markets. This essay studies what role immigrant employees within the local bank sector have for the probability of immigrants to run their own businesses. I use linked employer-employee data covering the whole Swedish labor market for the years 1987 to 2003 and utilize a nationwide refugee dispersal policy to get exogenous variation in the exposure to co-ethnic bank employees. Results suggest that there is a positive relation between co-ethnic bank employees and the probability of being self-employed. This effect is most pronounced for immigrants who arrived with low education, for males and for those residing in metropolitan regions. The effects are substantial and robust to a wide set of controls for labor market characteristics of the ethnic group at the local level. These results provide evidence of an ethnic component in the formal credit markets. Essay 3 (with Oskar Nordström Skans): This essay investigates the impact of a collective agreement stipulating a one shot increase in establishment-specific wage levels in a public-sector setting where wages otherwise are set according to individualized wage bargaining. The agreement stipulated that wages should increase in proportion to the number of low-paid females within each establishment. We find that actual wages among incumbents responded to the share of females with a wage below the stipulated threshold, conditional on the separate effects of the share of low wage earners, and the share of females. We find clear evidence of path-dependence in wages, covered workers remained on higher wage levels 4 years after the agreement took effect. The increase in wages resulted in a reduced probability of exit among young workers with relatively good grades and a lower frequency of new hires at the establishment level.
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Frugis, Maurizio Raffaele. "Les pouvoirs de l'employeur public en droit comparé franco-italien." Thesis, Paris 2, 2014. http://www.theses.fr/2014PA020027/document.
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L’objet de cette thèse est une comparaison entre les dispositifs de gestion du personnel des administrations publiques françaises et italiennes, afin d’explorer leur efficacité et d’identifier les principaux problèmes qui émergent à la suite de leur application. La loi italienne assimile le dirigeant à l’employeur privé. Il est donc le titulaire formel et substantiel des prérogatives de l’employeur public. En ce qui concerne les relations de travail, à l’exception de normes spéciales de droit public qui sont à l’intérieur du Texte unique de l’emploi public, le législateur renvoie à la négociation collective et aux mêmes règles qui régissent la relation de travail au sein de l’entreprise privée. Dans la fonction publique française le droit du travail est inapplicable . Toutefois, on remarque l’influence réciproque de celui-ci et du droit de la fonction publique. Il n’y a pas de place pour la négociation : le fonctionnaire doit accepter le régime juridique imposé par l’employeur public. En dépit des apparences et malgré deux différents régimes juridiques, les deux systèmes en évoluant montrent toujours davantage de ressemblances, notamment en ce qui concerne les outils de gestion du personnel, le recours aux contractuels et le rôle de la négociation collective. Il se trouve que la souplesse dans la gestion des ressources humaines n’est pas nécessairement liée à la forme juridique de la relation de travail des fonctionnaires. Le choix unilatéralisme/négociation, régime de droit public ou de droit privé est mal posé. Même le statut constitue un cadre souple, ce sont plutôt certaines pratiques politiques et administratives qui causent des dysfonctionnements. Pour gagner en efficacité, il ne s’agit pas, pour l’Italie, de supprimer la privatisation de l’emploi public, et non plus pour la France de supprimer le régime statutaire. Il se trouve que les deux administrations publiques n’utilisent pas toutes les possibilités offertes par les normes. Il faut investir sur les ressources humaines afin que les hauts fonctionnaires deviennent de vrais managers, plutôt que de continuer à envisager sans cesse des réformes radicalesThis research consists in a comparison between the legal instruments of human resource management in the French and Italian public service sector. The objective is to evaluate their efficacy and uncover the main problems linked to their implementation. In the Italian public service sector, the manager is assimilated to the employer found in private firms. The link between the public servant and the administration is first regulated by a specific law, then by collective bargaining and labour law. In the French system, labour law isn’t applied to the public service sector. However, labour law has an influence on it, and vice versa. Collective bargaining doesn't have any formal rule because the civil servant must accept conditions imposed by the administration. Despite appearances, throughout their evolution the two systems seem to increasingly resemble each other, particularly in the realm of human resource management legal instruments, the use of temporary jobs and the rule of collective bargaining. It seems that flexibility in human resource management isn’t necessarily associated to the nature – public, private or mixed - of the link between the public servant and the administration. The choice between unilateralism and negotiation, administrative law and labour law doesn’t matter so much. Though French statute law is flexible, there are some political and administrative customs which are damaging. In both Italy and France, public administrations do not need to ignore - respectively - privatisation and statute law in order to become more effective. It seems that public administrations do not use all the possibilities offered by existing laws. They have to invest in human resources in order to transform office directors into real managers, rather than to continuously work on useless or damaging radical reforms
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Puig, Cepero Oriol. "Libya Kaman Turaï. El Dorado libio: los retornados nigerinos en Niamey." Doctoral thesis, Universitat de Barcelona, 2017. http://hdl.handle.net/10803/461829.
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A partir de la segunda mitad del siglo XX, Libia se convierte en El Dorado de miles de africanos del sur del Sáhara, atraídos por oportunidades de trabajo y una retórica panafricana del líder libio, Muammar Gadafi. Son movilidades intraafricanas, protagonizadas mayoritariamente por hombres jóvenes procedentes de distintos países de África negra, también de Níger, territorio vecino y fronterizo al país magrebí, que materializan el proverbio hausa Libya Kaman Turaï, “Libia como Europa”, es decir, la posibilidad de satisfacer necesidades económicas y sociales en Libia como podrían hacerlo en el viejo continente.
El conflicto civil de 2011 y la caída de Gadafi suponen un punto de inflexión de estos movimientos históricos y circulares transaharianos, herederos de las antiguas rutas caravaneras. Entorno a 300.000 ciudadanos nigerinos regresan a Níger de manera apresurada y precaria, tras ser perseguidos y acusados como cómplices y “mercenarios” del Guía libio. Mediante una etnografía en Niamey, capital de Níger, esta tesis intenta profundizar en las condiciones de vida de un colectivo que debe asumir el fracaso de su proyecto migratorio y reformular su nuevo rol social y familiar, reconfigurando su representación colectiva en el medio comunitario urbano. A través de métodos clásicos como la observación participante y las conversaciones informales en la fada, principal espacio de sociabilidad masculina en el país, el estudio se focaliza en las distintas etapas migratorias, desde el trayecto del desierto a la estancia en Libia, así como el retorno forzado y las perspectivas de futuro.
El trabajo analiza las redes transnacionales y/o translocales “por abajo” que contribuyen a fomentar estas movilidades y enfatiza las consecuencias del retorno en el espacio social de Niamey. Cómo se reintegran los retornados en su sociedad de origen? Cuál es su rol social tras la vuelta? Están listos para retomar el camino o bien prefieren quedarse en Níger? La monografía ambiciona responder algunas de estas preguntas, revelando un fenómeno particular, original y reciente, caracterizado por prácticas sociales ligadas al medio urbano africano y relacionadas tanto a concepciones étnicas como nuevas formas “cosmopolitas”. En definitiva, la tesis quiere contribuir a un análisis holístico de la movilidad, asumiendo las dinámicas subjetivas y comunitarias que provocan y tensionan los proyectos migratorios, y poniendo el acento en las personas protagonistas de los desplazamientos, más allá de lógicas cuantitativas, las más extendidas en ámbito de las migraciones. En este sentido, el trabajo también quiere contribuir a reivindicar el movimiento como lo que en realidad es: un derecho, reconocido en los protocolos internacionales y regionales, además inherente y posibilitador de la historia de la humanidad hasta nuestros días.During decades, Libya became El Dorado for thousands of Africans coming from south of the Sahara, attracted by work opportunities and panafrican rhetoric of Libyan Guide, Muammar Gaddafi. In these intra-african mobilities we find citizens from Niger, adjacent territory that shares border to Maghrebi country. They experience the hausa proverb Libya Kaman Turaï, “Libya like Europe”, the possibility of satisfying economic and social needs in Libya as they could do it in the Old Continent. Libya’s war in 2011 mean a turning point of these historical and circular trans-saharian fluxes, heirs of ancient caravan routes. Around 300.000 Nigeriens returned home in vulnerable conditions, after being persecuted as accomplishes of Gaddafi’s regime. By an ethnography in Niamey, capital of Niger, this thesis explores the life conditions of this group, who must accept the failure of their migration project and reformulate its social and familiar role, reconfiguring its representation in the urban communitarian location. By classical methods as participant observation and informal conversations in the fada, the main space of male sociability in the country, the study focuses on the different phases of the migration process, from the journey through the desert until the stay in Libya, as well as the forced return. The work analyses the transnational and translocal networks “from below”, which promote these mobilities, and emphasises the consequences of the return to Niamey’s social space. How return people are living in their society of origin? Are they ready to take the route again or would they rather stay in Niger? This monograph wants to assess some of these questions, revealing a particular, original and recent phenomenon, defined by social practices linked to the urban African environment and connected to both ethnic conceptions as well as new ways of “cosmopolitism”.
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Bonfils-Guillaud, Cyril. "Le personnel de la Compagnie des Hauts-Fourneaux de Chasse-sur-Rhône pendant les Trente Glorieuses (1945-1966) : de la croissance à la crise." Thesis, Lyon, 2018. http://www.theses.fr/2018LYSE2054/document.
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L’étude du personnel des Hauts-Fourneaux de Chasse pendant les Trente Glorieuses porte sur des catégories professionnelles diverses, sur leurs trajectoires et sur leur travail. Les politiques d’entreprises variées sont inégales selon les âges, sexes et nationalités. Les rapports entre salariés et dirigeants sont faits de collaborations en raison d’intérêts communs comme de tensions. Ils s’établissent dans un contexte de restructuration de l’industrie régionale et de l’évolution inégale des productions. La modernisation de l’outillage productif est alors régulièrement mobilisée, ce qui a un effet sur l’emploi et surtout sur le travail. La fin de cette période est marquée par des luttes pour maintenir ses activités sidérurgiques rassemblant au-delà du personnel de l’usine. Le site est pourtant restructuré et le personnel doit se reconvertir. Les sources à la fois publiques et privées, écrites et orales, sont diversesThe study of Chasse-sur-Rhône’s blast furnaces staff deals with their various professional categories, careers and work. The varied companies’ policies are unequal when it comes to age, sex and nationality. The relationships between workers and managers rely on collaborations due to common interests as well as tensions. They are built in a context of regional industry redevelopment and unequal evolution of productions. The modernization of the productive tools is thus regularly activated, which has an impact on employment but mostly on work. The end of this period is characterized by struggles to maintain the steel activity gathering beyond the factory staff. However the site is redeveloped and the staff must redeploy. The various sources are both public and private, written and oral