Academic literature on the topic 'Relocation Employees'
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Journal articles on the topic "Relocation Employees"
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Rothe, Peggie, Anna-Liisa Sarasoja, and Christopher Heywood. "Short-distance corporate relocation: the employee experience." Facilities 33, no. 1/2 (February 2, 2015): 38–60. http://dx.doi.org/10.1108/f-05-2013-0037.
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Purpose – This paper aims to examine short-distance firm relocations, the most frequent form of relocation, to better understand how employees as individuals experience those relocations. Design/methodology/approach – This study was a multiple-case study with five organisations that had relocated within the same metropolitan area during the previous 18 months. To understand why and how the relocation was carried out, 15 semi-structured interviews were conducted with company representatives who were actively involved in making decisions and executing the relocation of their organisation. Subsequently, to study the employees’ experience and perception of the process, 17 employees who did not have an assigned role in the process were also interviewed. Findings – The findings show that even within the same organization, people experience relocation differently; therefore, the employees should not be treated as one object of change but as several individuals who experience change. Further, it was identified that relocation included both location and workplace change aspects. Research limitations/implications – The study is of qualitative nature and, therefore, the findings should not be generalized to individuals outside of the context of study. Instead, the value lies in the description and the themes developed in the specific context. The findings show that emphasis needs to be put on how the relocation process is managed, and that relocation change management efforts should include both location and workplace changes. Originality/value – This study provides new insight on how individual employees experience the relocation process and augments the previous body of knowledge on employee experiences and satisfaction with various elements in the work environment and/or with new ways of working, and the previous studies on relocation that focus on comparing employees’ experiences of the old office with the new one.
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Rothe, Peggie, Chris Heywood, Matti Christersson, and Anna-Liisa Sarasoja. "Office relocation management in Finland – challenges and service opportunities." Property Management 33, no. 4 (August 17, 2015): 348–66. http://dx.doi.org/10.1108/pm-04-2014-0019.
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Purpose – The purpose of this paper is to increase the understanding of the management of office relocations in Finnish organisations with a focus on the use of, and need for, external advisory services. Design/methodology/approach – The study used a sequential mixed method approach. First, the use of relocation-related services, and organisations’ perception of the need for them, was assessed through a questionnaire sent to all organisations with more than 50 employees in the Helsinki Metropolitan Area (HMA). The data includes 83 responses. Subsequently, service experiences, perceived service needs, and the challenges that organisations face in relocation are studied through thematic interviews with 15 organisations that have recently relocated. Findings – The findings show that, despite facing many challenges when relocating, many organisations do not consider using external service providers. Most organisations do not acknowledge the complexity of the process until afterwards, and they also lack knowledge of the availability of relocation-related services. Research limitations/implications – The main limitation is the population size of the questionnaire. A larger population would have allowed for more generalisations, but the results do provide insight into the organisations’ issues in managing their relocations. Practical implications – In order to facilitate the better organisational relocation experiences, and to develop the market for relocation-related services, service providers need to begin educating organisations of the challenges and opportunities of relocation, and successively increase the awareness of the availability of services. Originality/value – Relocation, when it is considered in the literature, is most often construed as being about location, or site selection. This study approaches the phenomenon from the organisations’ perspective and considers relocation a process that needs to be managed.
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Lin, Biyue, Shoukat Iqbal Khattak, and Bei Zhao. "To Relocate Or Not to Relocate: A Logit Regression Model of Factors Influencing Corporate Headquarter Relocation Decision in China." SAGE Open 11, no. 3 (July 2021): 215824402110326. http://dx.doi.org/10.1177/21582440211032678.
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China’s 21st-Century Maritime Silk Road Project (involving USD1 trillion) is one of the most ambitious projects in human history. Although this trans-continental project presents tremendous development opportunities for businesses and cities within and outside China, there is nascent progress in some cities, for example, Quanzhou. With limited development prospects, enterprises are considering partial or total relocation to central cities to overcome bottlenecks and exploit future opportunities. Past relocation literature offers limited and contrasting insight into enterprise relocation’s antecedents and outcomes, especially for China. This article has attempted to fill this gap by exploring the factors affecting relocation decisions in Quanzhou using a sample of 441 employee self-reports. The logit regression model indicated that employees and cadre groups consider four factors before headquarter relocation, including preferential policies and industry environment (e.g., subsidies and tax), management resources (e.g., standardized management), intelligence and software resources (e.g., brand awareness), and international communication and market space (e.g., market openness). The intelligence and software resources were the least prioritized relocation factors among all four factors. The article presents important policy implications based on current results.
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Christersson, Matti, Christopher Heywood, and Peggie Rothe. "Social impacts of a short-distance relocation process and new ways of working." Journal of Corporate Real Estate 19, no. 4 (November 13, 2017): 265–84. http://dx.doi.org/10.1108/jcre-02-2016-0008.
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Purpose The purpose of this paper is to investigate the social impacts of short-distance office relocation that also involved a new way of working, as perceived by employees during a relocation process. Relocation is any process of moving business premises and can consist of (often) significant change in locality, building change, workplace change and ways of working. This case study was not influenced by the effect of locality change making it hence a short-distance relocation. Design/methodology/approach The social impacts are analysed based on the perceptions of approximately 15 per cent (nine employees) of the case organization across the relocation process – two months before, one week before and four months after the move. The qualitative data collection is conducted by semi-structured interviews, supplemented by diaries and participatory action research. Findings Before the relocation, the subject organization’s old premises were considered inadequate. Still, employees had concerns during the process about the new open office environment including the adoption of new ways of working. Some employees did experience resistance towards the change, although the amount of engagement possibilities was deemed sufficient and engagement recognized as an important part of the process. After the relocation, adaptation was considered easier than originally anticipated and experiences of improved inter-team collaboration were reported by most while others experienced just the opposite, pointing out to emerging individual differences. Research limitations/implications The limitations of this study arise mainly from the ability to statistically generalize on the basis of a single case study which this paper represents. Furthermore, since the last interviews were made four months after the move, all post-occupancy implications were possibly not yet fully experienced. Originality/value The paper provides information on the social impacts of organizational relocation process, as it identifies individual employee perceptions during a relocation process where locality change is minimal. Moreover, the threefold research approach across the relocation process enables the appearance of possible time-dependent development of adaptation to change in employee perceptions and these perceptions to be analysed in more detail.
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Kichigin, Sergey. "Unreasonably Privileged Position of a Relocated Employee." Bulletin of Kemerovo State University. Series: Humanities and Social Sciences 2019, no. 3 (December 13, 2019): 281–88. http://dx.doi.org/10.21603/2542-1840-2019-3-3-281-288.
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The research features the institution of relocation of an employee to another employer for permanent position. The author compares the legal status of the relocated employee and the employee with a labor contract. According to the Labor Code of the Russian Federation, an employee relocated to a full-time job is placed in an unreasonably privileged position in comparison with those who resigned and were routinely hired for a new job. Resignation and relocation do not have significant substantive differences, as well as the routine employment procedure and relocation. However, the law establishes two significant advantages for the relocated employee. First, the new employer is obliged to sign a labor contract with the relocated employee within one month from the date of dismissal. Second, the position is reserved for the relocated employee, even if it is still occupied by another employee who is in the process of dismissal. Therefore, the law denies the resigning employee the right to withdraw the application. This situation is unacceptable as it violates the rights of employees, because the artificially allocated category of relocated employees gets unjustified privileges from the employer. As a result, there is a discrimination of the overwhelming number of employees hired in the general manner, including those who signed a contract with a delayed start date. The author proposes to exclude from the Labor Code of the Russian Federation the norm on relocation of an employee to a permanent job to another employer, as well as the related norms in Articles 64, 70, and 77. The norms do not fit into the current socio-economic conditions and comply neither with international nor with Russian laws. In order to stimulate the parties to pre-register an employment contract, the author proposes to establish job guarantees that are currently applied to relocated workers for those with a labor contract with a postponed date.
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Popa, Diana Mariana. "The Flying Dutch Job. Jobs that Migrate from the Netherlands to Romania." Studia Universitatis Babes-Bolyai Sociologia 6, no. 1 (June 1, 2015): 83–102. http://dx.doi.org/10.1515/subbs-2015-0004.
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Abstract In the present article I discuss the migration of work from the West towards the East, making direct references to this kind of work relocation between the Netherlands and Romania. More specifically, this article focuses on the Dutch language based activities relocated or outsourced to Romania, a situation which puts customers in contact with “brains without bodies” or “invisible work-migrants”. In order to highlight the trend of migrating jobs I take a look at the evolution of job advertisements for Dutch speakers in Romania. Then, I investigate the impact that the international relocation of back-office and front-office business activities has both on the employees who take over the activity and on the customer’s satisfaction. Factors such as linguistic similarity, cultural practices, and attitudes towards customers’ complaints shape the outcomes of such relocations. Given that the otherness between employees and customers can be faster noticed in the direct, “voice-to-voice” interaction, the situation of call-centres deserves special attention for the analysis. Call-centres clearly feature the characteristics of non-places, where the employee must assume a similar identity to that of the customer.
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Pierce, Jennifer, and Brian L. Delahaye. "Snakes and Ladders: Relocation and the Dual Career Couple." Journal of Management & Organization 2, no. 2 (March 1996): 1–10. http://dx.doi.org/10.1017/s1833367200006064.
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AbstractThe dual career couple is a contemporary and growing phenomenon in western industrialised nations. There are numerous human resource management issues associated with the dual career couple. The focus of this paper is on just one of these issues — employee relocation. The research reported here found that dual career employees are concerned about their partner's career prospects and unless current career levels can be maintained for the trailing partner, organisations may experience relocation resistance. Of specific interest in the Australian context is that organisations with operations in country areas may be particularly affected, since country areas are less likely to offer desirable career opportunities for trailing partners. Further, organisational mobility expectations frequently force couples to decide which partner's career will take precedence. Historically it has been the male partner's career, even in dual career relationships. The findings from this study suggest that such decisions are becoming more complex, with couples placing greater emphasis on economic and quality of life concerns. Traditionally, organisations have relied on employee mobility as a career development strategy. However, greater emphasis on long-term human resource planning is advocated to facilitate career development strategies which are less reliant on geographical relocation. Further, if organisations are to retain their dual career employees, relocation assistance packages may need re-assessment to reflect the needs of those employees who are unwilling to sacrifice their partners' careers for the sake of their own.
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Pierce, Jennifer, and Brian L. Delahaye. "Snakes and Ladders: Relocation and the Dual Career Couple." Journal of the Australian and New Zealand Academy of Management 2, no. 2 (March 1996): 1–10. http://dx.doi.org/10.5172/jmo.1996.2.2.1.
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AbstractThe dual career couple is a contemporary and growing phenomenon in western industrialised nations. There are numerous human resource management issues associated with the dual career couple. The focus of this paper is on just one of these issues — employee relocation. The research reported here found that dual career employees are concerned about their partner's career prospects and unless current career levels can be maintained for the trailing partner, organisations may experience relocation resistance. Of specific interest in the Australian context is that organisations with operations in country areas may be particularly affected, since country areas are less likely to offer desirable career opportunities for trailing partners. Further, organisational mobility expectations frequently force couples to decide which partner's career will take precedence. Historically it has been the male partner's career, even in dual career relationships. The findings from this study suggest that such decisions are becoming more complex, with couples placing greater emphasis on economic and quality of life concerns. Traditionally, organisations have relied on employee mobility as a career development strategy. However, greater emphasis on long-term human resource planning is advocated to facilitate career development strategies which are less reliant on geographical relocation. Further, if organisations are to retain their dual career employees, relocation assistance packages may need re-assessment to reflect the needs of those employees who are unwilling to sacrifice their partners' careers for the sake of their own.
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Stroh, Linda K. "Does Relocation Still Benefit Corporations and Employees?" Human Resource Management Review 9, no. 3 (September 1999): 279–308. http://dx.doi.org/10.1016/s1053-4822(99)00022-4.
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Nappi, Ingrid, Gisele de Campos Ribeiro, and Nicolas Cochard. "The interplay of stress and workspace attachment on user satisfaction and workspace support to labour productivity." Journal of Corporate Real Estate 22, no. 3 (February 14, 2020): 215–37. http://dx.doi.org/10.1108/jcre-05-2019-0026.
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Purpose The purpose of this study is to evaluate how the relationship between employees’ workspace satisfaction and their respective perceptions of workspace support to labour productivity interacts with two emotional experiences as follows: workspace attachment and job stress. Design/methodology/approach Web-based surveys conducted before and after a company’s short-distance relocation. Study 1 concerned 66 employees and was conducted a few weeks before the relocation. Study 2 concerned 84 employees and was conducted six months after the relocation. Ordinary least squares regression, moderation and mediation analysis were performed. Findings After the relocation, the employees experienced greater job stress, less workspace satisfaction, and they felt less attached to their workspaces. However, the evaluations of workspace support to labour productivity did not change. Contrary to expectations, employees’ workspace satisfaction is not related to their evaluation of this workspace as supporting labour productivity. Instead, this relationship is moderated by job stress. The hypothesis that workspace attachment mediates the relationship between workspace satisfaction and respective evaluation of this workspace as supporting labour productivity was not verified. Practical implications Corporate real estate managers and any manager leading short-distance relocation projects should consider incorporating change management in the projects to maintain employees’ positive attitudes and emotional bonds with their workspace. Originality/value This research improves the knowledge of how employees perceive the workspace as supporting their work duties.
Dissertations / Theses on the topic "Relocation Employees"
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Whitsett, Tashan Renea. "Motives Why Employees at Fort McPherson Accepted or Rejected Their Relocation." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3643.
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Base closures and relocations reduce costs to the Department of Defense but necessitate the relocation of personnel, organizations, and functions. When Fort McPherson closed, Fort Bragg received the organization's personnel and equipment. The problem in this study was the lack of knowledge and understanding within the U.S. military, especially among civil service and contractor employees affected by realignments and closures, regarding (a) the decision process to accept or reject offers to relocate, (b) the potential health effects related to relocating, and (c) the effect that personnel relocations and losses have on the military mission. This study is essential because no scholarly research exists that would help individuals to make sound decisions and enable military leadership to understand the impacts to people and missions. The purpose of this qualitative case study was to delve deeply into the personnel issues among those affected by an actual relocation. The conceptual framework included cognitive learning theory, social learning theory, and the theory of planned behavior, all focused on how individuals make decisions. Purposeful sampling was used to select 24 DoD employees from different career fields for semistructured interviews. Transcripts were analyzed, showing that family, retirement, health, and financial factors were the most frequent themes in the decision-making process. The implication for social change is to improve the awareness of all stakeholders in the relocation process regarding the challenges faced by personnel, both assisting people making the decision to relocate and improving communications by military leadership to those affected. The outcome would be a smoother, more effective, and more efficient relocation process and minimal impact on the military mission.
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Locke, Steven A. "Reentry shock in the corporate environment." PDXScholar, 1991. https://pdxscholar.library.pdx.edu/open_access_etds/4303.
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While much research and attention have focused on sojourn adjustment to a new culture, very little research has addressed readjustment to the home culture. This research studies the problems of repatriation work adjustment experienced by U.S. corporate employees. This study also.suggests that cultural readjustment is situational and a multifaceted process which is influenced by many different variables. Interviews with 25 corporate repatriated employees were conducted using a 22-question survey instrument. Repatriates were asked to rate their readjustment experiences on a seven-item Likert scale. Respondents also had the opportunity to expand on their answers with open-ended questions. Fourteen variables were examined for their relationship to cultural readjustment and to each other. Of these 14 variables, the ability for repatriates to use job skills which were learned overseas and number of overseas assignments were found to positively relate to readjustment. As predicted, the amount of autonomy expatriates experienced overseas was found to relate negatively to repatriation work readjustment. Based on these findings, recommendations to facilitate readjustment to the corporate home environment are proposed.
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Nong, Makwena Victor. "Factors influencing the redeployment of public secondary school educators in the Northern Province." Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-03302005-093438.
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Brady, Cody Ann. "Global families families' experiences of moving cross-culturally within a global corporation /." Access restricted to users with UT Austin EID Full text (PDF) from UMI/Dissertation Abstracts International, 2002. http://wwwlib.umi.com/cr/utexas/fullcit?p3077431.
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Menzies, Jane (Jane Louise) 1977. "Understanding the factors related to the participation of women in international assignments." Monash University, Dept. of Management, 2004. http://arrow.monash.edu.au/hdl/1959.1/5481.
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Engelmann, Erik, and Larsen Mabika. "Consequences of Employee Relocation in Global Teams : A multi-stakeholder perspective." Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-159977.
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Background Global teams are considered an emerging topic in the international management literature. Empirical studies conducted in this field include studies on trust, communication, team relationships, conflicts over distance and leadership. Also, the topic of employee relocation has been extensively researched in the international management literature. Despite the fact that relocations in global teams occur in practices, both topics have yet to be researched together. This paper intends to fill this research gap and study both topics together. Aim This paper aims to investigate the consequences of employee relocation in global teams using a multi-stakeholder perspective. Methodology A qualitative study was conducted with eight individuals working in the same global company which operates in the financial services industry and is headquartered in London, UK. Out of the eight participants, five worked in the same global team. Semi-structured interviews were conducted to investigate the consequences of relocation in global teams from different perspectives. Findings A thematic analysis of the data revealed four main categories of relocation consequences that are acknowledged across the different stakeholders interviewed for this study: work redistribution, resource management, vulnerable team relationships and shift in communication. Despite a common acknowledgement of the consequences, the study showed that discrepancies between the stakeholders’ views on the consequences affected the way the team handled them. By contextualizing the results around a role, the multi-stakeholder perspective exposed different scopes of awareness on the impacts of the relocation consequences. This inferred that individuals showed a certain level of subjectivity influencing their scope of awareness on the impacts of the consequences of relocations.
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Savitri, Telviani. "Analysing relocation policy and employee motivation : a case study of an Indonesian government institution." Thesis, University of York, 2017. http://etheses.whiterose.ac.uk/20069/.
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Employee relocation can be a contentious area in managing people in large, geographically dispersed organisations. This research project is based on a case study of a single Indonesian government organisation and analyses employees’ perceptions of its relocation policy and its effect on their motivation and retention. The thesis explores employees’ perceptions surrounding the organisation’s relocation policy and adds to the literature on human resource management in the Indonesian public sector. The thesis is based on qualitative research methods and the data for the study derives primarily from 44 face-to-face semi-structured interviews with employees and managers. The data is further supplemented by an analysis of documentary materials. In comparison with what most existing research on domestic relocation has argued, this thesis suggests a different perspective for looking at the impact of relocation. For example, the findings suggest that there is an absence of a ‘public service motivation’, yet the perception of unfairness and the lack of facilities do not play a significant role in affecting the employees’ motivation. Although the relocation policy has affected the motivation of employees in a negative way due to separation from their families, a lack of support from the organisation, uncertainty over relocation policy implementation and frustration with favouritism/nepotism in the decisions of senior management, other factors have had a more dominant influence in helping retain employees within the organisation. The thesis argues that although employees perceived a breach in the psychological contract, the internalisation of multiple organisational commitments, and other pragmatic reasons explained why there was no drop in motivation, and why they choose to stay with the organisation regardless of their dissatisfaction with overall relocation practice.
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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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Ahmed, Michaelle. "The impact of the King Shaka International Airport relocation on employees at Comair Ltd." Thesis, 2017. http://hdl.handle.net/10321/2594.
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Submitted in full requirement of Masters of Management Sciences Specialising in Hospitality and Tourism, Durban University of Technology, Durban, South Africa, 2017.Relocation of businesses, particularly those that are highly dependent on human interaction, brings various consequences which usually involve the adaptation to a new routine. While some employees may view relocation as a positive change, others may deem it to have negative impacts on their quality of lives. King Shaka International Airport is a newly relocated airport that was developed to facilitate economic growth for the province of KwaZulu-Natal that is ridden with poverty and hungry for investment (Robbins et al., 2011). In an already volatile industry, airlines operating in Kwa-Zulu Natal were forced to relocate to the new airport, as the former airport ceased to operate. This brought about obvious consequences. This study aims to examine the impacts on employees and managers of the airline, Comair Ltd based at the new King Shaka International Airport (KSIA). The study largely elicited information on important underlying issues that may have affected job satisfaction, service delivery and quality of worklife due to the airport relocation. Data was collected by means of electronic survey questionnaires administered to Comair Ltd employees who relocated their work to KSIA. The results shows that there is still a need for additional assistance due to the airport relocation to achieve a high quality of life and increase job satisfaction. Factors affecting willingness to relocate such as age, marital status and family stage affects satisfaction with the airport relocation. The results may assist businesses with valuable intellectual knowledge to facilitate an informed decision making process to ensure that the relocation is beneficial for both the business and its employees.
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"Antecedents and consequences of job assignment to China: an empirical investigation of the sales and marketing staff in Hong Kong." 1997. http://library.cuhk.edu.hk/record=b5889306.
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by Lau Pak Chuen, Alan.Thesis (M.Phil.)--Chinese University of Hong Kong, 1997.
Includes bibliographical references (leaves [86-90]).
Questionnaire also in Chinese.
ACKNOWLEDGEMENTS --- p.ii
ABSTRACT --- p.iv
LIST OF ILLUSTRATIONS --- p.viii
LIST OF TABLES --- p.ix
Chapter CHAPTER I --- INTRODUCTION
Chapter 1.0 --- Overview --- p.1
Chapter 1.1 --- Background --- p.1
Chapter 1.2 --- The Research Objective --- p.5
Chapter 1.3 --- The Conceptual Model --- p.6
Chapter 1.4 --- The Research Design --- p.7
Chapter 1.5 --- Significance of This Study --- p.7
Chapter 1.6 --- Outline of This Paper --- p.8
Chapter CHAPTER II --- REVIEW OF THE LITERATURE
Chapter 2.0 --- Overview --- p.10
Chapter 2.1 --- Review of Relevant Past Studies in Expatriate Job Assignments --- p.10
Chapter 2.1.1 --- Studies Focusing on Current Expatriate Job Assignments --- p.11
Chapter 2.1.2 --- Studies Focusing on Future Expatriate Job Assignments --- p.12
Chapter 2.2 --- Issues That Have Not Yet Been Addressed in the Past Studies --- p.14
Chapter 2.2.1 --- The Assumed Rationality of Employees' Decisions --- p.14
Chapter 2.2.2 --- The Lack of Consequences of Willingness to Accept the Expatriate Job Assignment --- p.15
Chapter 2.2.4 --- The Organization-Specific Nature of the Past Studies --- p.16
Chapter 2.3 --- Conceptual Framework --- p.17
Chapter 2.3.1 --- The Theory of Planned Behavior --- p.17
Predicting Behavior: Intentions and Perceived Behavioral Control --- p.18
"Predicting Intention: Attitudes, Subjective Norms, Perceived Behavioral Control" --- p.20
Chapter 2.3.2 --- The Role of Desire in Predicting Intention --- p.23
Chapter 2.4 --- The Conceptual Model --- p.29
Chapter 2.5 --- The Causal Relations Among Constructs and Hypothesis --- p.31
Chapter 2.5.1 --- "The Causal Relations between Salary, Promotional Opportunity, Location and Attitude toward the Expatriate Job Assignment to China" --- p.31
Chapter 2.5.2 --- The Causal Relations between Approval and Subjective Norm --- p.32
Chapter 2.5.3 --- The Causal Relations between New Job Opportunity and Perceived Behavioral Control --- p.33
Chapter 2.5.4 --- The Causal Relations between Desire and Attitude --- p.34
Chapter 2.5.4 --- The Causal Relations between Desire and Attitude --- p.34
Chapter 2.5.5 --- "The Causal Relations between Desire, Attitude toward the Expatriate Job Assignment to China, Subjective Norm and Perceived Behavioral Control, and Willingness to Accept the Job Assignment" --- p.35
Chapter 2.5.6 --- "The Causal Relations between Desire, Attitude toward the Expatriate Job Assignment to China, Subjective Norm and Perceived Behavioral Control, and propensity to Leave" --- p.36
Chapter 2.5.7 --- The Causal Relations between Willingness to Take the Expatriate Job Assignment and Propensity to Leave the Company --- p.37
Chapter 2.6 --- Summary --- p.38
Chapter CHAPTER III --- RESEARCH DESIGN AND METHODOLOGY
Chapter 3.0 --- Overview --- p.39
Chapter 3.1 --- Research Design --- p.39
Chapter 3.2 --- The Sample and Sampling Procedure --- p.40
Chapter 3.3 --- Data Collection Procedures --- p.42
Chapter 3.4 --- Manipulations --- p.44
Chapter 3.5 --- Operationalization of Constructs --- p.46
Chapter 3.6 --- Data Analysis --- p.52
Chapter 3.6.1 --- Manipulation and Confounding Checks --- p.52
Chapter 3.6.2 --- Structural Equation Modeling --- p.53
Chapter 3.7 --- Research Activities --- p.54
Chapter 3.7.1 --- Focus Group Interview --- p.54
Chapter 3.7.2 --- Pretest --- p.55
Chapter 3.7.3 --- The Main Study --- p.55
Chapter 3.8 --- Summary --- p.56
Chapter CHAPTER IV --- ANALYSIS AND RESULTS
Chapter 4.0 --- Overview --- p.57
Chapter 4.1 --- Manipulation and Confounding Checks --- p.57
Chapter 4.1.1 --- Manipulation Checks --- p.57
Chapter 4.1.2 --- Confounding Checks --- p.58
Chapter 4.2 --- The Structural Equation Modeling --- p.59
Chapter 4.2.1 --- The Original Conceptual Model --- p.60
Chapter 4.2.1.1 --- The Measurement Model Evaluation --- p.60
Chapter 4.2.1.2 --- Structural Equation Model Results --- p.62
Chapter 4.2.2 --- The Modified Conceptual Model --- p.65
Chapter 4.2.2.1 --- The Measurement Model Evaluation --- p.66
Chapter 4.2.2.2 --- Structural Equation Model Results --- p.66
Chapter 4.3 --- Discussion --- p.68
Chapter 4.3.1 --- Results of the Original Conceptual Model --- p.68
Chapter 4.3.2 --- Results of the Modified Conceptual Model --- p.70
Chapter 4.3.3 --- Comparison between the Original Model and the Modified Model --- p.72
Chapter 4.1 --- Summary --- p.73
Chapter CHAPTER V --- CONCLUSION
Chapter 5.0 --- Overview --- p.74
Chapter 5.1 --- Summary of the Research --- p.74
Chapter 5.2 --- Contributions of the Study --- p.77
Chapter 5.2.1 --- Theoretical Contributions --- p.77
Chapter 5.2.2 --- Managerial Implications --- p.79
Chapter 5.3 --- Limitations of the Study --- p.81
Chapter 5.4 --- Directions for Future Research --- p.83
Chapter 5.5 --- Summary --- p.85
REFERENCES
APPENDIX
Books on the topic "Relocation Employees"
1
Practices, LLC Best. Relocation excellence: Maintaining employee productivity. Chapel Hill, NC: Best Practices, 2001.
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Services, Watson Wyatt Data. Exhibit book of employee relocation policies. Rochelle Park, NJ (218 Rte. 17 North, Rochelle Park 07662): Watson Wyatt Data Services, 2000.
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3
Dworaczek, Marian. Workers' relocation: A bibliography. Monticello, Ill., USA: Vance Bibliographies, 1989.
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United States. Office of Management and Budget. Information on relocation expenses for federal employees. Washington, D.C: Executive Office of the President, Office of Management and Budget, 1997.
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Erkut, Sumru. Finding solutions to relocation problems of professionals. Wellesley, MA: Wellesley College, Center for Research on Women, 1986.
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Coyle, Wendy. International relocation: A global perspective. Oxford [England]: Butterworth-Heinemann, 1992.
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Barta, Jeffrey M. The relocation appraisal guide. Washington, D.C. (1717 Penn. Ave., NW, 8th Fl., Washington 20006): Employee Relocation Council, 2001.
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Ott-Worrow, Karen. Employee relocation programs: Help for two-paycheck households. Washington, D.C: Special Projects Unit of the Bureau of National Affairs, Inc., 1988.
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Quilley, Stephen. Relocation within the European Union. Luxembourg: European Parliament, Directorate General for Research, 1996.
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H, Rosenberg Saralee, ed. Destination Florida--: The guide to a successful relocation. Clearwater, Fla: Rex Pub. Co., 1989.
Find full textBook chapters on the topic "Relocation Employees"
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Shortland, Susan M. "Employee Attitudes to Relocation." In Managing Relocation, 1–14. London: Palgrave Macmillan UK, 1987. http://dx.doi.org/10.1007/978-1-349-08181-3_1.
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Newbold, K. Bruce. "Short-Term Relocation Versus Long-Term Migration: Measuring Income Transfers by Inter-provincial Employees Across Canadian Provinces." In New Frontiers in Regional Science: Asian Perspectives, 157–70. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-9231-3_9.
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Skowron-Mielnik, Beata, and Grzegorz Wojtkowiak. "The Flexibility of the Workplace and Working Time." In Advances in Human Resources Management and Organizational Development, 287–304. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2480-9.ch015.
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Organisations are more and more interested in ensuring flexibility of working time and space for their employees. This approach is enforced both by labour market volatility and company strategic plans, e.g. relocation. However, employers begin to realise that employees' flexibility is limited. While the reasons behind it might be objective (lack of legal regulations, commuting expenses), in some cases it is the employees' personal views that stand in the way. In such situation the company is much more limited in its attempts to offer a greater flexibility to its workforce. The research problem that arises here is as follows: is it possible to define the characteristics and situations in which employees are willing to accept flexible conditions of working time and space? Therefore, the aim of the study is to indicate how to increase work flexibility on the side of employees. The study focuses on four areas, i.e. changing the place of residence due to work, frequent business trips, long commuting and flexible work arrangements.
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Skowron-Mielnik, Beata, and Grzegorz Wojtkowiak. "The Flexibility of the Workplace and Working Time." In Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work, 1159–76. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7297-9.ch058.
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Organisations are more and more interested in ensuring flexibility of working time and space for their employees. This approach is enforced both by labour market volatility and company strategic plans, e.g. relocation. However, employers begin to realise that employees' flexibility is limited. While the reasons behind it might be objective (lack of legal regulations, commuting expenses), in some cases it is the employees' personal views that stand in the way. In such situation the company is much more limited in its attempts to offer a greater flexibility to its workforce. The research problem that arises here is as follows: is it possible to define the characteristics and situations in which employees are willing to accept flexible conditions of working time and space? Therefore, the aim of the study is to indicate how to increase work flexibility on the side of employees. The study focuses on four areas, i.e. changing the place of residence due to work, frequent business trips, long commuting and flexible work arrangements.
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MILGRAM, L. "Employee Relocation." In Managing Smart, 147–48. Elsevier, 1999. http://dx.doi.org/10.1016/b978-0-88415-752-6.50119-3.
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Hoy, Benjamin. "The Civil and Dakota Wars." In A Line of Blood and Dirt, 35–51. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780197528693.003.0003.
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Chapter 2 focuses on the American Civil War and the Dakota War of 1862 to suggest that crisis forced Britain, Canada, and the United States to reimagine how they understood territory, belonging, and control. Defectors, draft dodgers, smugglers, refugees, soldiers, and Confederate raiders all exploited the Canada–US border for their own purposes. In response, federal employees developed strategies to extend their reach beyond their respective jurisdiction. As many oral histories suggest, fear provided the American government with an ability to influence Dakota lives decades after their relocation to a foreign country. Finally, this chapter emphasizes the ambiguity of territory. As groups like the Dakota moved, they found themselves on lands claimed by the Métis, Oceti Sakowin (Sioux), Cree, and Ojibwe, as well as those claimed by Britain and the United States.
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"Relocation: Considering Community Factors." In Selecting Your Employer, 165–78. Routledge, 2007. http://dx.doi.org/10.4324/9780080492278-16.
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Neal, Julie, and Brittany Lee Neal. "Workforce Demands." In Workforce Education at Oil and Gas Companies in the Permian Basin, 49–66. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8464-3.ch003.
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Since the Permian Basin area requires a specific skillset, what can and is being done to find and retain those needed employees? Has anything been done to alleviate the continual issue of skilled worker shortages in the area? A critical shortage in skilled workers can be caused by retirement, youth moving to different areas, families relocating out of the area, lack of interest, and no training offered within a close proximity. A system that is working for employers and employees are partnerships. Employers today require specific skillsets resulting in business and industry partnering with high schools and community colleges to create skill-specific training. This chapter explores this phenomenon.
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Ommeren, Jos Van. "Job Moving Behaviour: Impacts of Employed Spouses." In Commuting and Relocation of Jobs and Residences, 113–26. Routledge, 2018. http://dx.doi.org/10.4324/9781315191454-11.
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Raja, Jawwad Z., Anzela Huq, and Duska Rosenberg. "Role of Trust in Virtual and Co-Located Communities of Practice." In Virtual Technologies, 1089–95. IGI Global, 2008. http://dx.doi.org/10.4018/978-1-59904-955-7.ch069.
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Information and communication technologies (ICTs) have become popular in enabling organisations to work virtually, allowing them to organise and leverage their human assets in new ways. Numerous advantages are offered to organisations in the virtual world, including the ability to bridge time and space, and utilisation of distributed human resources without physical relocation of employees (Lipnack & Stamps, 2000). However, flexibility for organisations also comes with many challenges due to its own inherent characteristics. With the separation in time and space, possibly no history of working together, and communication options that are limited, working virtually can lead to undesired outcomes. There are many fundamental factors that not only drive knowledge sharing and transfer in virtual communities, but are believed to be important in their success and failure. One of these fundamental factors is trust. The literature on trust in co-located environments suggests that the establishment of trust is of importance in the working relationship (e.g., Mayer, Davis & Schoorman, 1995). Furthermore, it is argued that trust also leads to more open communication, cooperation, and a higher quality of decision making and risk taking (Lane & Bachmann, 2000). Lipnack and Stamps (2000) argue that the success of sharing and transferring knowledge virtually begins with trust, since trust functions as a mechanism to hold individuals together. The aim of this article is to discuss types of trust and explain mechanisms of trust development in light of research on organisational dynamics. Although there is little standardisation in the trust literature, this article will attempt to critically assess contributions to the debate, illustrating points through references to communities of practice.
Conference papers on the topic "Relocation Employees"
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Rothe, Peggie, Christopher Heywood, and Matti Christersson. "Employee perceptions of short distance relocation – A longitudinal study of a Finnish case." In 15ª Conferência Internacional da LARES. Latin American Real Estate Society, 2015. http://dx.doi.org/10.15396/lares_2015_1150-1362-1-rv.
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Lee, Seung Dong, Kune Y. Suh, GoonCherl Park, and Un Chul Lee. "Fuel Rod Melt Progression Simulation Using Low-Temperature Melting Metal Alloy." In 10th International Conference on Nuclear Engineering. ASMEDC, 2002. http://dx.doi.org/10.1115/icone10-22437.
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The TMI-2 accident and various severe fuel damage experiments have shown that core damage is likely to proceed through various states before the core slumps into the lower head. Numerous experiments were conducted to address when and how the core can lose its original geometry, what geometries are formed, and in what processes the core materials are transported to the lower plenum of the reactor pressure vessel. Core degradation progresses along the line of clad ballooning, clad oxidation, material interaction, metallic blockage, molten pool formation, melt progression, and relocation to the lower head. Relocation into the lower plenum may occur from the lateral periphery or from the bottom of the core depending upon the thermal and physical states of the pool. Determining the quantities and rate of molten material transfer to the lower head is important since significant amounts of molten material relocated to the lower head can threaten the vessel integrity by steam explosion and thermal and mechanical attack of the melt. In this paper the focus is placed on the melt flow regime on a cylindrical fuel rod utilizing the LAMDA (Lumped Analysis of Melting in Degrading Assemblies) facility at the Seoul National University. The downward relocation of the molten material is a combination of the external film flow and the internal pipe flow. The heater rods are 0.8 m long and are coated by a low-temperature melting metal alloy. The electrical internal heating method is employed during the test. External heating is adopted to simulate the exothermic Zircaloy-steam reaction. Tests are conducted in several quasi-steady-state conditions. Given the variable boundary conditions including the heat flux and the water level, observation is made for the melting location, progression, and the mass of molten material. Finally, the core melt progression model is developed from the visual inspection and quantitative analysis of the experimental data. As the core material relocates downwards a blockage may be formed and grow both radially and axially. The velocity of the melt can be calculated from a force balance between the gravity and frictional losses at the melt-rod interface. When the heater rod is uncovered completely, the melt progression is initiated at the mid-point, which is the hot spot in the rod. However, the melting location is elevated as the water level rises because of the downward heat transfer. Considering the melt flow as a film, the steady-state film thickness on the cylindrical heater rod and the average velocity are computed. The steady-state film flow rate is determined in terms of the density, film thickness, and film velocity.
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Guo, Liancheng, and Andrei Rineiski. "Numerical Investigation of Corium Coolability in Core Catcher: Sensitivity to Modeling Parameters." In 2018 26th International Conference on Nuclear Engineering. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/icone26-81841.
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To avoid settling of molten materials directly on the vessel wall in severe accident sequences, the implementation of a ‘core catcher’ device in the lower plenum of sodium fast reactor designs is considered. The device is to collect, retain and cool the debris, created when the corium falls down and accumulates in the core catcher, while interacting with surrounding coolant. This Fuel-Coolant Interaction (FCI) leads to a potentially energetic heat and mass transfer process which may threaten the vessel integrity. For simulations of severe accidents, including FCI, the SIMMER code family is employed at KIT. SIMMER-III and SIMMER-IV are advanced tools for the core disruptive accidents (CDA) analysis of liquid-metal fast reactors (LMFRs) and other GEN-IV systems. They are 2D/3D multi-velocity-field, multiphase, multicomponent, Eulerian, fluid dynamics codes coupled with a fuel-pin model and a space- and energy-dependent neutron kinetics model. However, the experience of SIMMER application to simulation of corium relocation and related FCI is limited. It should be mentioned that the SIMMER code was not firstly developed for the FCI simulation. However, the related models show its basic capability in such complicate multiphase phenomena. The objective of the study was to preliminarily apply this code in a large-scale simulation. An in-vessel model based on European Sodium Fast Reactor (ESFR) was established and calculated by the SIMMER code. In addition, a sensitivity analysis on some modeling parameters is also conducted to examine their impacts. The characteristics of the debris in the core catcher region, such as debris mass and composition are compared. Besides that, the pressure history in this region, the mass of generated sodium vapor and average temperature of liquid sodium, which can be considered as FCI quantitative parameters, are also discussed. It is expected that the present study can provide some numerical experience of the SIMMER code in plant-scale corium relocation and related FCI simulation.
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Vivarelli, Guglielmo, Ning Qin, Shahrokh Shahpar, and David Radford. "Efficient Adjoint-Based Mesh Adaptation Applied to Turbo-Machinery Flows." In ASME Turbo Expo 2018: Turbomachinery Technical Conference and Exposition. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/gt2018-77066.
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Within an industrial setting, mesh adaptation has so far found very limited use. This is, in part, due to the complexity of the geometries and flow features that are to be dealt with. However, the successful utilisation of grid modification techniques, could help engineers achieve more accurate estimates of quantities of interest quickly and efficiently. For this reason, in this paper, adjoint error mesh adaptation technology is developed and applied to steady-3D turbo-machinery solutions. The grid modification strategy proposed comprises of a combined mesh movement and mesh refinement procedure, entirely based on errors related to the functional of interest. The node addition scheme makes use of the output to the flow adjoint solver and an interpolation to an embedded grid. The determined error is used in an edge-refinement approach developed in the in-house MeshPost software. The mesh relocation technique, instead, employs the sensitivity of the functional of interest with respect to the nodes’ coordinates to compute a Riemmannian metric. This parameter is then equi-distributed over the mesh by applying a spring-stiffness approach.
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Zavisca, M. J., M. Khatib-Rahbar, H. Esmaili, and R. Schulz. "ADAM: An Accident Diagnostic, Analysis and Management System — Applications to Severe Accident Simulation and Management." In 10th International Conference on Nuclear Engineering. ASMEDC, 2002. http://dx.doi.org/10.1115/icone10-22195.
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The Accident Diagnostic, Analysis and Management (ADAM) computer code has been developed as a tool for on-line applications to accident diagnostics, simulation, management and training. ADAM’s severe accident simulation capabilities incorporate a balance of mechanistic, phenomenologically based models with simple parametric approaches for elements including (but not limited to) thermal hydraulics; heat transfer; fuel heatup, meltdown, and relocation; fission product release and transport; combustible gas generation and combustion; and core-concrete interaction. The overall model is defined by a relatively coarse spatial nodalization of the reactor coolant and containment systems and is advanced explicitly in time. The result is to enable much faster than real time (i.e., 100 to 1000 times faster than real time on a personal computer) applications to on-line investigations and/or accident management training. Other features of the simulation module include provision for activation of water injection, including the Engineered Safety Features, as well as other mechanisms for the assessment of accident management and recovery strategies and the evaluation of PSA success criteria. The accident diagnostics module of ADAM uses on-line access to selected plant parameters (as measured by plant sensors) to compute the thermodynamic state of the plant, and to predict various margins to safety (e.g., times to pressure vessel saturation and steam generator dryout). Rule-based logic is employed to classify the measured data as belonging to one of a number of likely scenarios based on symptoms, and a number of “alarms” are generated to signal the state of the reactor and containment. This paper will address the features and limitations of ADAM with particular focus on accident simulation and management.
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Klingajay, Mongkorn, and Wuttipong Wanathap. "Optimisation of Autonomous Threaded Fastenings Based on Non-Linear Least Square Method With GUIs." In ASME 2004 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2004. http://dx.doi.org/10.1115/detc2004-57793.
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Threaded fastenings are a common assembly method, accounting for over a quarter of all assembly operations. They are especially popular because they permit easy disassembly for maintenance, repair, relocation and recycling. Screw insertions are typically carried out manually as it is a difficult operation to automate. There is very little published research on automating threaded fastenings, and most research on automated assembly focuses on the peg-in-hole assembly problem. Non-linear least square method was designed and employed to identify torque signature signals during online threaded fastening. Creating interactive simulations and graphical user interfaces became necessary as a visualization aid. This provides help and support for the user, allowing them to concentrate on the concept they are illustrating and to put emphasis on the monitoring process rather than the mechanics of running the program. This paper presents a Graphical User Interface (GUI) tool to accommodate and support threaded fastening operations used in assembly line industries. This tool was produced as interactive software with a convenient GUI in combination with the computing and graphics capability of MATLAB. It has applied to automated monitoring of threaded fastenings based-on an analytical model and on-line parameter estimation. The monitoring problem deals with predicting the integrity of the screw insertion process based on the torque vs. insertion angle curves generated during the insertions. A Non-linear Least Square Method (NLSM) is applied for estimation of four unknown parameters during a self-tapping screw insertion to be presented. It is shown that these parameters, required by the model, can be reliably estimated on-line. Experimental results are presented to validate the estimation procedure.
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Burge, Leif M., Laurence Chaput-Desrochers, and Richard Guthrie. "Practical Applications of Bed Scour Calculations: Two Case Studies." In 2014 10th International Pipeline Conference. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/ipc2014-33744.
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Pipelines can be exposed at water crossings where rivers lower the channel bed. Channel bed scour may cause damage to linear infrastructure such as pipelines by exposing the pipe to the flow of water and sediment. Accurate estimation of depth of scour is therefore critical in limiting damage to infrastructure. Channel bed scour has three main components: (1) general scour, (2) bed degradation, and (3) pool depth. General scour is the temporary lowering of the channel bed during a flood event. Channel bed degradation is the systematic lowering of a channel bed over time. Pool depth is depth of pools below the general bed elevation and includes the relocation of pools that result from river dynamics. Channel degradation is assessed in the field using indicators of channel incision such as channel bed armoring and bank characteristics, through the analysis of long profiles and sediment transport modelling. Pool depth is assessed using long profiles and channel movement over time. The catastrophic nature of bed lowering due to general scour requires a different assessment. A design depth of cover is based on analysis of depth of scour for a given return period (eg. 100-years). There are three main steps to predict general scour: (1) regional flood frequency analysis, (2) estimation of hydraulic variables, and (3) scour depth modelling. Typically, four scour models are employed: Lacey (1930), Blench (1969), Neill (1973), and Zeller (1981), with the average or maximum value used for design depth. We provide herein case studies for potential scour for pipeline water crossings at the Little Smoky River and Joachim Creek, AB. Using the four models above, and an analysis of channel degradation and pool depth, the recommended minimum depth of cover of 0.75 m and 0.142 m, respectively, were prescribed. Variability between scour models is large. The general scour model results varied from 0.45 m and 0.75 m for the Little Smoky River and 0.16 m to 0.51 m for Joachim Creek. While these models are more than 30 years old and do not adequately account for factors such as sediment mobility, they nevertheless do provide usable answers and should form part of the usual toolbox in water crossing scour calculations.
Reports on the topic "Relocation Employees"
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Summary audit report on contractor employee relocation and temporary living costs. Office of Scientific and Technical Information (OSTI), January 1997. http://dx.doi.org/10.2172/437708.
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