Dissertations / Theses on the topic 'Relocation Employees'

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.

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.

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.

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.

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”.

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.
M

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

This quantitative-descriptive study explored the effect of relocation cn wives, of employees of an Eastern Cape motor manufacturing company, who were relocated during the period July 1991 to November 1993. Specifically, it aimed to identify the coping behaviour of two samples of such wives, those of employees ./ho were relocated from overseas (international group) and those who were relocated from within South Africa (national group). A control group, comprised of wives of employees who f had not relocated within the last ten or more years, was utilised. The study made use of three research tools: a structured interview schedule compiled by the researcher, the Beck's (1981) Depression Inventory and the Hudson's (1982) Index of Marital Satisfaction.

This small-scale study sought to investigate “The experiences of redeployed educators to a rural school in KwaZulu-Natal”. This qualitative study gathered data through the case study approach guided by the following key questions: 1. What are the understanding and experiences of these redeployed teachers regarding the redeployment process? 2. What are their perceptions and experiences regarding the new community and the environment in the new school? 3. What was the role of the education stakeholders (School Management Team, School Governing Body, Teacher Unions, Community leaders etc.) regarding the facilitation of the redeployment and adaptation of the teachers in their new environment? The study entailed interviewing and observation of educators, and analysing Posts Provision Norms certificate (PPN). The findings of the study revealed that the educators had different experiences of redeployment and had varied understandings of the Rationalisation and Redeployment Policy. It was also found that the policy-makers and the policy-implementers had not sufficiently explained to the educators involved how the policy would be of mutual benefit them. This was only a topdown process which did not involve all the people concerned (those who were to be affected by the policy). There was lack of a two-way communication. This study also showed that educators did not understand how this policy helped schools in the rural areas. It further revealed that the role of the school stakeholders was lacking in terms of assisting new educators to adapt to the new environment. In the light of the above challenges, I recommend that the policy of rationalisation and redeployment be revisited once more to ensure that everybody would see the need of its implementation. I also recommend that communication and explanation of how the policy works should be improved by involving all the stakeholders. The policy involves the human resources; therefore training of all the people involved on how the policy should be handled is very important.
Thesis (M.Ed.)-University of KwaZulu-Natal, Edgewood, 2011.

Despite traffic congestion, air pollution, greenhouse gas emissions, as well as the connection to road crashes and physical inactivity, the car remains the prevalent mode of transport in North America. This over-reliance on cars relative to public and active transport modes is even more evident during peak hours. However, evidence suggests that the habit of car use is likely to be disrupted in important life-changing situations such as the birth of a child, or the relocation of a workplace. In such circumstances, attentiveness to alternative solutions and transport modes will increase, hence, a higher probability of a conscious (re)consideration of current travel behavior and a change is expected. From a policy planning perspective, these moments are highly valuable as they open up a “window of opportunity” for introducing and encouraging the use of sustainable transportation alternatives and for promoting health and environmental concerns. Whether it is voluntary or involuntary, uprooting and moving an activity to another location is a complex event from a socio-psychological perspective. It exposes people to a novel situation regarding geographical accessibility to home, work, amenities, transport services, parking, bike lanes, as well as other contextual characteristics including diversity of population and security, all of which can trigger the need for mobility rearrangement. Furthermore, relocation can stimulate travel behaviour change by influencing individual’s attitudes, values, and habits. In fact, modal choice is a very complex decision process determined by a wide range of spatial, economic, social, and psychological factors. In this context, a deeper understanding of individual’s daily travel behaviour and modal choices is necessary in order to take adequate policy measures to guide mobility towards more sustainable behaviors. In this context, this dissertation targets the travel behaviour of more than 10,000 employees of the McGill University Health Center (MUHC), Montreal, who experienced a significant life-changing event when five different work locations within the downtown core were merged into one peri-central location, the Glen Site, in 2015. One of the largest employment relocations in North American history, the super-hospital situated near the Vendome intermodal station is a strategic opportunity to advance basic knowledge on sustainable travel demand management. The underlying principle is to derive benefit from the disruption of habits and identifying the barriers of using low-carbon transport modes and to offer green transport opportunities in situations where there is increased attentiveness to alternative modes. Accordingly, this dissertation will answer the following research question: In an attempt to guide mobility towards a more sustainable future, how do the travel-related impacts of involuntary workplace relocation help improve our understanding of the choice of household’s daily mobility in metropolitan territory? To answer this question, the following objectives will be pursued through the production of three journal papers built on one another: 1. To develop a comprehensive presentation of modal choice determinants, and in particular factors affecting commuting behaviour during the process of workplace relocation as well as effective measures that incentivize sustainable commuting. 2. To examine the extent to which commute mode choice and satisfaction are interdependent by looking at socio-demographic characteristics, residential location and car ownership in the context of a major involuntary workplace relocation. 3. To expand our understanding of the complex causalities and rationales underlying travel-related choices and changes as well as their links to travel attitudes, dissonance and satisfaction. 4. To understand how individuals rank and prioritize their travel-related attitudes and values within the various domains of life in order to maximize their life satisfaction when experiencing a context change. Using both quantitative (n=1977, ~26% response rate) and qualitative (n=19) methods, we collected and analyzed data on before- and after-the-move decisions made by the employees regarding: 1) their travel patterns, 2) barriers of using low-carbon transport modes, and 3) the underlying rationales for change (or not). Whereas research in this field is dominated by quantitative analyses, few studies have applied mixed method approaches where a qualitative approach provides a deeper insight into the complex causal relationships between subjective psychological concepts that quantitative methods are often unable to address thoroughly. The overarching finding indicated that, while the existence of a regional train (in addition to metro and bus) at a major workplace has a positive impact on reducing private automobile use (15 percent increase in public transit use and 10 percent increase in travel satisfaction), the simple existence of alternatives is insufficient and further efforts are needed to encourage the use of low-carbon transport modes for daily commute. These efforts are most effective and functional if they are made at different stages during the process of the relocation, i.e., before, during, and after the relocation. The quantitative part also provided valuable insights into the importance of considering commuter’s travel-related characteristics (including home location, car ownership, and other socio-economic status) when planning for major workplace relocations. Furthermore, results from our in-depth interviews shed light on the concept of weighted decision-making by discussing how individuals maximize their (travel and life) satisfaction by attributing different value and attitudinal weights to their choice alternatives. The perspective of weighted decision-making helped improve understanding of that satisfaction in various travel-related domains are interdependent and each can affect or be affected by overall life satisfaction. Among the respondents, the majority of the relatively low-income households (e.g., service jobs) lived in areas with low accessibility to adequate public transit, whereas many high-income employees (e.g., doctors and specialists) lived in affluent transit-oriented residential neighbourhoods allowing them to commute by low-carbon transport modes compared to the former group who felt forced to commute by car or endure frustrating commutes with multiple transfers between lines. Moreover, the construction of motorway interchanges and the corresponding heavy congestion around the Glen site has resulted in commute dissatisfaction for drivers, bus users, bicyclists and even pedestrian commuters. This dissertation calls for the contribution of key urban-transportation planners to tackle commute challenges in an attempt to increase subjective well-being, work satisfaction, and quality of life and guide mobility towards a more sustainable future.
Les embouteillages, le prix élevé des carburants, la pollution atmosphérique et la contribution importante des voitures individuelles aux émissions de gaz à effet de serre, aux accidents de la route et à l’inactivité physique ne semblent pas troubler la grande majorité des propriétaires de voitures des sociétés occidentales, car la voiture reste le mode de transport le plus utilisé. Cette importante dépendance à l’égard de la voiture par rapport aux modes de transport publics et actifs est encore plus évidente aux heures de pointe, lorsque les trajets domicile-travail impliquent une lourde charge sur les réseaux routiers et aux infrastructures. Or, la recherche a montré que l’habitude de l’utilisation d’une voiture individuelle est susceptible d’être perturbée lors de situations significatives qui changent le cours de la vie, comme la naissance d’un enfant ou le déplacement d’un lieu de travail, type de situations qui est l’objet de cette thèse. Dans de telles circonstances, l’attention portée aux solutions et aux modes de transport alternatifs augmente, d’où une plus grande probabilité de (re)considérer les comportements de déplacement actuels et d’éventuellement les changer. Du point de vue de la planification des politiques, ces moments sont très précieux, car ils ouvrent une « fenêtre d’opportunité » pour introduire et encourager l’utilisation de solutions de transport durables et pour promouvoir les préoccupations en matière de santé et d’environnement. Qu’ils soient volontaires ou involontaires, le déracinement et le déplacement d’une activité vers un autre lieu sont des événements complexes d’un point de vue socio-psychologique. Cela expose les gens à une situation nouvelle en ce qui concerne l’accessibilité géographique au domicile, au travail, aux équipements urbains, aux services de transport, au stationnement, aux pistes cyclables ainsi qu’à d’autres dimensions contextuelles, notamment la diversité de la population et la sécurité, ce qui peut alors déclencher le besoin de réaménager la mobilité. En outre, un déménagement peut stimuler le changement de comportement en matière de déplacement en influençant les attitudes, les valeurs et les habitudes des individus. En fait, le choix modal est un processus de décision très complexe déterminé par un large éventail de facteurs spatiaux, économiques, sociaux et psychologiques. Dans ce contexte, il est pertinent de mieux comprendre le comportement quotidien des individus en matière de déplacements et leurs choix modaux afin de prendre des mesures politiques adéquates pour orienter la mobilité vers des comportements plus durables. Dans ce contexte, ce projet de recherche de doctorat s’intéresse aux comportements de déplacement de plus de 10 000 employés du Centre universitaire de santé McGill (CUSM), à Montréal, qui ont vécu en 2015 un événement important qui a changé leur vie lorsque quatre lieux de travail différents du centre-ville ont été fusionnés en un seul lieu péricentral au site Glen. Ce super-hôpital, situé près de la gare intermodale Vendôme, est l’une des plus importantes délocalisations d’emplois de l’histoire en Amérique du Nord. Il constitue une opportunité stratégique de faire progresser les connaissances fondamentales sur la gestion durable de la demande de transport. L’idée principale est de tirer profit de la rupture des habitudes et de l’identification des obstacles à l’utilisation de modes de transport à faible émission de carbone pour offrir des possibilités de transport écologique dans des situations où l’on est de plus en plus attentif aux modes alternatifs. En conséquence, l’objectif principal de cette thèse est de contribuer à la compréhension de la logique, de l’arbitrage et du choix de la mobilité des ménages sur le territoire métropolitain, en répondant à la question de recherche suivante : dans le but d’orienter la mobilité vers une perspective plus durable, comment un déménagement (involontaire) du lieu de travail contribue-t-il à améliorer notre compréhension des (changements de) comportements de déplacement des individus ? Pour répondre à cette question, les objectifs suivants sont visés grâce à la réalisation de trois articles scientifiques construits successivement : 1. Développer une présentation approfondie des déterminants du choix modal, et en particulier des facteurs affectant le comportement de déplacement pendant le processus de délocalisation du lieu de travail ainsi que des mesures efficaces qui incitent à des déplacements durables. 2. Examiner dans quelle mesure le choix du mode de transport et la satisfaction sont interdépendants en examinant les caractéristiques sociodémographiques, le lieu de résidence et la possession d’une voiture dans le contexte d’une relocalisation involontaire du lieu d’emploi. 3. Élargir notre compréhension de causalité complexes qui sous-tendent les choix et les changements liés aux déplacements, ainsi que leurs liens avec les attitudes, la dissonance et la satisfaction en matière de déplacements. 4. Comprendre comment les individus classent et hiérarchisent leurs attitudes et valeurs liées aux déplacements dans les divers domaines de la vie, afin de maximiser leur satisfaction dans la vie lorsqu'ils confrontés à un changement de contexte. En utilisant des méthodes quantitatives (n=1977, taux de réponse d’environ 26 %) et qualitatives (n=19), nous avons recueilli et analysé des données sur les décisions prises par les employés avant et après la relocalisation : 1) leurs habitudes de déplacement, 2) les obstacles à l’utilisation de modes de transport à faible émission de carbone et 3) les raisons sous-jacentes de tout changement (ou non). Alors que la recherche dans ce domaine est dominée par les analyses quantitatives, peu d’études ont appliqué des approches de méthodes mixtes où une enquête qualitative permet de mieux comprendre les relations causales complexes entre des concepts psychologiques subjectifs que les méthodes quantitatives souvent incapables d’aborder de manière approfondie. Le résultat principal montre que, si l’existence d’un train de banlieue (en plus du métro et du bus) vers le lieu de travail important a un impact positif sur la réduction de l’utilisation de l’automobile individuelle (augmentation de 15 % de l’utilisation des transports publics et de 10 % de la satisfaction des navettes quotidiennes), la simple existence d’une alternative à la voiture est insuffisante et des efforts supplémentaires sont nécessaires pour encourager l’utilisation de modes de transport à faible émission de carbone pour les trajets quotidiens. Ces efforts sont d’autant plus efficaces et effectifs lorsqu’ils sont déployés à différents stades du processus de relocalisation, c’est-à-dire avant, pendant et après la relocalisation. La perspective quantitative a également fourni des indications pertinentes sur l’importance de prendre en compte les caractéristiques des déplacements des navetteurs (notamment le lieu de résidence, la possession d’une voiture et d’autres statuts socio-économiques) lors de la planification de relocalisations à grande échelle de lieux d’emplois. En outre, les résultats de nos entretiens approfondis de la perspective qualitative ont mis en lumière le concept de prise de décision pondérée en examinant comment les individus maximisent leurs satisfactions (de mobilité et de la vie) en attribuant différentes valeurs et pondérations attitudinales à leurs choix. La perspective de la prise de décision pondérée a permis de mieux comprendre comment la satisfaction dans divers domaines liés aux navettes est interdépendante et que chacun des domaines peut affecter ou être affecté par la satisfaction globale de la vie. Parmi les répondants, la majorité des ménages à faible revenu relatif (par exemple, les emplois de services) vivaient dans des zones peu accessibles aux transports en commun, tandis que de nombreux employés à revenu élevé (par exemple, les médecins et les spécialistes) vivaient dans des quartiers résidentiels favorisés et orientés vers les transports en commun, ce qui leur permettait de se déplacer par des modes de transport à faible émission de carbone, alors que le premier groupe se considérait obligé de se déplacer en voiture ou d’endurer des déplacements frustrants avec des correspondances multiples. En outre, la construction d’échangeurs autoroutiers et la forte congestion autour du site de Glen ont entraîné une insatisfaction des conducteurs, des utilisateurs de bus, des cyclistes et même des piétons. Cet enjeu a eu une influence négative sur la satisfaction au travail et la qualité de vie des employés. Ce projet de doctorat souligne ainsi le rôle clé des principaux planificateurs des transports urbains pour relever les défis liés aux déplacements afin d’accroître le bien-être subjectif et d’orienter la mobilité vers un avenir plus durable.

Over the last 100 years technological improvements in urban travel in terms of reliability and speed, has meant increased mobility for residents. This was accelerated with the advent of the automobile. It allowed many to move to the suburbs that were typified by less expensive lower density housing, and commute longer distances to their place of work. Today, in urban areas, cars are the main means of urban transport. The problem arises in major urban areas across North American when everyone tries to travel at the same time (usually during to trip to and from work). Urban areas are faced with problems of congestion (during rush hour) along with the lack of attractive transit alternatives. One aspect of this problem is examined in terms commuting habits. The purpose of this exercise is to examine the commuting habits of Justice Institute employees whose place of work moves from the West Side of Vancouver to New Westminister. In the postmove period employees made a number of decisions regarding their modal-type and residential location. These decisions may have a significant impact on their activities and travel patterns in the city. The goal is to collect data that would indicate the place of residence of employees before and after the Justice Institute move. It should also include employee modal-type in the pre and postmove periods of the move. Such information is important in the understanding the changes' employees make regarding their residential location and modal-type and the reasons for these changes. As well, employee characteristics such as income can influence these decisions. Such decisions are based on employee's preferences, likes and dislikes regarding their neighbourhood and modal-type. Within this framework, it is the goal of this analysis to understand how employees make trade-offs between where they live and the time they spend commuting to and from work. The correlation parameter may describe the tendency for some commuters to locate themselves close to their employment. The analysis of the survey results will help planners understand more about the urban transport problem. Within this framework, planners can learn why people choose to travel by car instead of transit. This may be related to choice of neighbourhood. It may be that employees choose neighbourhoods that they like to live in regardless of their place of work. Thus, to understand more about the transport problem planners need to know what kinds of neighbourhoods attract people. If the quality of neighbourhoods is an important factor regarding employees' choice of residential location, any transport plan must include land-use initiatives that attempt to create neighbourhoods that attract people. The idea is to bridge the two; otherwise conflicting land-use policies could easily undermine any transport plan. Within this framework, policy must be geared to bring home and places of work closer together. This means creating vibrant neighbourhoods that contain a variety of land-use that could create more employment opportunities closer to home. Neighbourhoods should not only create just residential uses alone. That would mean people would have less distance to travel. This would also mean creating pedestrian and transit friendly neighbourhoods. Less emphasis would be given to the car and more to alternative methods of transport. Such policies can go along way in reducing the dependence on the car.

碩士
育達科技大學
資訊管理所
107
Public servants are appointed by the state government agencies, and their qualifications are guaranteed by the trial authorities, and those who have special power relations with the state are qualified to perform for the state and the people after the qualifications have been obtained through the above procedures. Official business, although the rise and fall of a country is caused by many factors, but the politicians and the public officials responsible for planning and implementation are absolutely important factors. However, there are situations in which job mobilization exists in all walks of life. Different people, different occupations and different backgrounds will have different transfer factors. Even the same person has the same background, but every transfer will also have For the same reason, this study collects relevant literature and adopts the modified Defi method, synthesizes expert opinions and condenses its consensus, analyzes and discusses the factors of public service transfer, and obtains the hierarchical analysis method under various main and objective factors. The relative weight of each factor, and the ordering and importance of the final comparison. The transfer of personnel within the organization will have an impact on the authorities. This study will use the results to find out why public officials are transferred from their original positions and explore various important influences under various factors such as family factors, personal factors and environmental factors. Reasons for the transfer, the expected results of the study can be used to analyze the main reasons for the transfer of public servants, and to give advice to government units and those who intend to serve as public servants.

M.Phil. (Employment Relations)
Outsourcing as a strategy has been utilised by many organisations as a strategic initiative to improve core business functions and reduce costs. In the South African context, outsourcing includes the forced transfer of employees from one organisation to another. This automatic transfer is facilitated through Section 197 of the Labour Relations Act of 1995. In principle employees have a choice to seek employment elsewhere, but such a move is often restricted by long tenures of service, the lack of opportunities in the labour market, the psychological contract of employees with their employer, social affiliation with colleagues, perceived job security and comfortableness with familiar surroundings. Due to the forced nature of the employment transfer, employees would be subject to a change in identification or belonging, organisational culture, structures, management, operating principles and salary structures. These changes may significantly affect productivity, employee commitment and job satisfaction. Research purpose The research study explores the experiences of employees in an outsource transfer conducted under the ambit of Section 197 of the Labour Relations Act of 1995. The study reconnoitres employees‟ reactions to the forced organisational change so as to identify important psychological and organisational processes. Motivation for the study Despite the increasing practice of outsourcing in South Africa and abroad, limited research has been conducted on the experiences of employees during an outsource transfer. Employees that have been subject to an outsourcing transfer would have experienced a grave impact on their employment behaviour and attitudes. This would affect their relationship with previous colleagues, career development, contribute to lower levels of commitment and negatively influence their psychological contract. All these elements may influence the success of the outsourcing of business and should be taken into consideration when organisations decide to embark on outsourcing parts of their business. This study explores the employee‟s experiences during such a transfer of employment as a means to provide insight into the effect these experiences may have on the success of an outsource event. This study would aid management, human resource professionals, organisational development practitioners and scholars in understanding the impact of an outsourcing business decision on employees. Research Approach In the study, I followed a qualitative research approach. I aligned myself with the constructionist research tactic and explored the research participants‟ social construction of the outsource transfer experience. The study was conducted using as a case study a South African information-technology outsource service provider. Case-study research methodology was employed and seven research participants provided their experiences in unstructured interviews. Data was also gathered through participant observation and human documents such as e-mails. Main Findings On analysing the research data, the research participants‟ experiences could be grouped according to phases in the outsource transfer, themes and categories of constructs. These themes, categories and constructs were related to concepts and theories that had emerged from literature. This in turn culminated in the development of an Outsourcing Transition Model which integrated the psychological theory in literature and the concepts that had emerged from the research. The model provides for a holistic view of psychological theory within an operationally categorised phased approach that is easy to interpret and apply.

Corporate relocations are an important part of today’s globalized economy. Willingness to follow a company relocating from employee’s perspective is one of the most documented approach on the topic. While concentrating on employees, past studies have largely ignored the HR department actor and more specifically its challenge at leading the change in any type of relocation context. Focusing on Volvo Construction Equipment’s (VCE) partial corporate relocation from Brussels (Belgium) to Gothenburg (Sweden), this study examines an international corporate relocation where some actors were involved and others left out from the move. The HR department was found to be the only resource able to align both Employees and Business in this context: acting as a strategic function rather than a support one. This study contributes to the Literature by stressing the role of the HR department and its challenges in an international and partial corporate relocation process.