Relevant bibliographies by topics / Women employees Textiles workers

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Women employees Textiles workers'

Author: Grafiati
Published: 4 June 2021
Last updated: 18 February 2022

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Journal articles on the topic "Women employees Textiles workers"

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Ahlawat, Vanita, and Renu. "An Analysis of Growth and Association between Labour Productivity and Wages in Indian Textile Industry." Management and Labour Studies 43, no. 1-2 (2018): 78–87. http://dx.doi.org/10.1177/0258042x17745182.

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India is one of the largest textile producers in the world. Textile industry is huge employment-providing industry after agriculture in India. The present article is an attempt to analyse first, the growth and composition of employees engaged in textile industry in India. Second, to find the growth and relation between employments, man-days employed, wages and net value added (NVA) by textile industry in India. And lastly, the impact of labour productivity in wage determination is also analysed. The results suggested that there is huge gender disparity in employment, that is, women are very fe
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Storrs, Landon R. Y. "Gender and the Development of the Regulatory State: The Controversy over Restricting Women's Night Work in the Depression-Era South." Journal of Policy History 10, no. 2 (1998): 179–206. http://dx.doi.org/10.1017/s0898030600005601.

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In late 1930, as the Great Depression deepened, the Cotton Textile Institute unveiled a plan for eliminating the employment of women and minors at night. The intent behind the national trade association's measure was to discourage cotton textile mills from operating at night, thereby breaking a cycle of overproduction and price-cutting that had beset the industry through the 1920s. Although this fact was not emphasized in public, the measure's particular target was southern mills, which, less restrained than northeastern mills by unions or state labor laws, comprised a disproportionate share o
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Lichtenstein, Alex. "Challenging ‘umthetho we femu’ (the law of the firm): gender relations and shop-floor battles for union recognition in Natal's textile industry, 1973–85." Africa 87, no. 1 (2017): 100–119. http://dx.doi.org/10.1017/s0001972016000711.

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AbstractAs part of a growing working-class movement that sought full legal status as employees in South Africa, stable urban residence and union recognition, female African factory workers became part of a dynamic new labour movement emanating from the shop floor. At the same time, this new role allowed them to challenge patriarchal structures of authority in the factory, the community and the home. This article examines the gender dimension of a bitter inter-union rivalry that beset Durban's Frame textile complex during the early 1980s. With African unions at last recognized by the apartheid
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Eryza Ayu Erkhananda and Dian Janari. "RISIKO PENYEBAB CACAT BUTTON DENGAN METODE FMEA DAN FTA PADA DEPARTEMEN WAREHOUSE (STUDI KASUS PT. MATARAM TUNGGAL GARMENT)." BUANA ILMU 5, no. 2 (2021): 89–100. http://dx.doi.org/10.36805/bi.v5i2.1506.

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 Mataram Tunggal Garment merupakan perusahaan yang bergerak di bidang tekstil dan produk tekstil yang memproduksi pakaian wanita jadi yang terletak di Sleman, Yogyakarta, Indonesia. Pada PT. Mataram Tunggal Garment terdapat beberapa bahan baku yang didapat dari supplier salah satunya adalah aksesoris pakaian yang sebagian besar didapatkan dari supplier. Tidak dipungkiri masih banyak produk dari supplier yang mengalami cacat produk terutama pada aksesoris button. Oleh karena itu diperlukan sebuah metode yang tepat untuk mencari akar dari penyebab kecacatan untuk penurunan tingkat kecacata
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Ashburner, L. "Men Managers and Women Workers: Women Employees as an Under-used Resource." British Journal of Management 2, no. 1 (1991): 3–15. http://dx.doi.org/10.1111/j.1467-8551.1991.tb00011.x.

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Labrum, Bronwyn. "Women “Making History” in Museums." Museum Worlds 6, no. 1 (2018): 74–93. http://dx.doi.org/10.3167/armw.2018.060107.

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This article examines three remarkable New Zealand women, Nancy Adams, Rose Reynolds, and Edna Stephenson, who, as honorary or part-time staff, each began the systematic collecting and display of colonial history at museums in Wellington, Christchurch, and Auckland in the 1950s. Noting how little research has been published on women workers in museums, let alone women history curators, it offers an important correction to the usual story of the heroic, scientific endeavors of male museum directors and managers. Focusing largely on female interests in everyday domestic life, textiles, and cloth
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Padmaja, R. "Quality of Work Life of Women Employees in Fireworks and Match Industries in Sivakasi, Tamil Nadu." Asian Review of Social Sciences 7, no. 2 (2018): 50–56. http://dx.doi.org/10.51983/arss-2018.7.2.1429.

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Generally the quality of work life of employees is based on Hours of work and arrangements of working time; Work organization and job content; Impact of new technologies on working conditions; Working conditions of women, young workers, older workers and other special categories; Work-related welfare services and facilities. This paper highlights about the quality of work life of the women employees working in the various fireworks and match industries in Sivakasi.
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Kwon, Soon-Chan, Inah Kim, and Yu-Mi Kim. "Emotional Demand and Mental Health in Korean Employees." International Journal of Environmental Research and Public Health 18, no. 14 (2021): 7312. http://dx.doi.org/10.3390/ijerph18147312.

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Background: Emotional demand (ED) at work is related to mental health in the general workforce, not just emotional workers. We investigated the relationships between ED and mental health outcomes, including distress, depressive symptoms (DS), experience of depression (DE), and suicidal ideation (SI) on the entire general workforce using nationally representative data. Methods: 5787 full-time employees were analyzed using cross-sectional design with the fourth Korean National Health and Nutrition Examination Survey (K-NHANES IV). Work-related psychosocial factors and mental health status were m
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Looker, E. Dianne. "Gender Issues in University: The University As Employer Of Academic And Nonacademic Women And Men." Canadian Journal of Higher Education 23, no. 2 (1993): 19–43. http://dx.doi.org/10.47678/cjhe.v23i2.183160.

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This paper examines data from a small university in Atlantic Canada, focusing on the university as employer, in order to highlight one aspect of the impact of gender on universities. The data include official records on all employees, details from contracts and terms of employment, responses to questionnaires sent to all employees, and unstructured interviews conducted with university officials. Employees belong to one of six groups: faculty, librarians, professional and technical workers, secretarial-clerical workers, physical plant employees, and "non-classified". Working conditions and sala
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Lössbroek, Jelle, and Jonas Radl. "Teaching older workers new tricks: workplace practices and gender training differences in nine European countries." Ageing and Society 39, no. 10 (2018): 2170–93. http://dx.doi.org/10.1017/s0144686x1800079x.

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AbstractDespite its benefits for prolonging careers, participation in training is far lower among older employees (age 50+) than among younger employees. This study analyses gender differences in older employees’ training participation. To investigate the predictors of training intensity, we examine two forms of training: formal educational programmes and on-the-job training. The study draws on a novel data-set, the European Sustainable Workforce Survey, carried out in nine European countries in 2015 and 2016, analysing 2,517 older employees and their managers, spread over 228 organisations. W
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Dissertations / Theses on the topic "Women employees Textiles workers"

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Crowley, Kathleen M. "Belief in the integrity of the Lowell working women an examination of Harriet Farley's writings /." Click here for download, 2006. http://wwwlib.umi.com/cr/villanova/fullcit?p1432653.

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Chan, U. Wai. "An autonomous and unautonomous body : the making of Macau's female working class, 1957-1989." Thesis, University of Macau, 2012. http://umaclib3.umac.mo/record=b2590567.

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Challis, Lynda Ann. "Women office workers in contrasting suburban centres." Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/30423.

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Suburban employment centres have increasingly become major workplaces for suburban women without consideration of the specific requirements of these workers. This thesis examines the ability of suburban employment centres to respond to the particular needs of women employees by analyzing the relationship between the Greater Vancouver Regional District's (GVRD) objectives for suburban centres and the needs of women office workers. This thesis includes case studies of female workers at suburban firms located in Burnaby and Richmond, British Columbia. The research points to the specific consider
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Sim, Sock-chin Amy. "Women in transition Indonesian domestic workers in Hong Kong /." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B3830580X.

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Keezhangatte, James Joseph. "Transnational migration, resilience and family relationships : Indian household workers in Hong Kong." Click to view the E-thesis via HKUTO, 2006. http://sunzi.lib.hku.hk/hkuto/record/B35760382.

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Guo, Man. "Migration experience of floating population in China a case study of women migrant domestic workers in Beijing /." Click to view the E-thesis via HKUTO, 2006. http://sunzi.lib.hku.hk/hkuto/record/B35318387.

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Ezquerra, Sandra. "The regulation of the south-north transfer of reproductive labor : Filipino women in Spain and the United States /." Connect to title online (Scholars' Bank) Connect to title online (ProQuest), 2008. http://hdl.handle.net/1794/9017.

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Thesis (Ph. D.)--University of Oregon, 2008.<br>Typescript. Includes vita and abstract. Includes bibliographical references (leaves 448-470). Also available online in Scholars' Bank; and in ProQuest, free to University of Oregon users.
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Ruberto, Laura Ernestina. "Producing culture : representations of Italian and Italian American women at work /." Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 1999. http://wwwlib.umi.com/cr/ucsd/fullcit?p9936840.

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Sainsbury, Sondra C. "The silent presence Asian female domestic workers and Cyprus in the new Europe /." Diss., Online access via UMI:, 2009.

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Sim, Sock-chin Amy, and 沈淑真. "Women in transition: Indonesian domestic workers in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B3830580X.

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Books on the topic "Women employees Textiles workers"

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Moghadam, Valentine M. Manufacturing and women in the Middle East and North Africa: A case study of the textiles and garments industry. Centre for Middle Eastern and Islamic Studies, University of Durham, 1995.

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Cotton everywhere: Recollections of northern women millworkers. Aurora Pub., 1994.

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Committee of Asian Women. Non-Agricultural Market Access (NAMA) and its implication on women workers in the garment sector and domestic industrial policy: A comparative study of women workers in the garment industry in China, Sri Lanka, India, Bangladesh, the Philippines and Indonesia, April 2007. Monitoring Sustainability of Globalisation, 2007.

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Greenlees, Janet. Female labour power: Women workers' influence on business practices in the British and American cotton industries, 1780-1860. Ashgate, 2007.

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Gallot, Fanny. En découdre: Comment les ouvrières ont révolutionné le travail et la société. La Découverte, 2015.

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Women, work, and the Japanese economic miracle: The case of the cotton textile industry, 1945-1975. RoutledgeCurzon, 2004.

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Factory girls: Women in the thread mills of Meiji Japan. Princeton University Press, 1990.

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Languages of labor and gender: Female factory work in Germany, 1850-1914. University of Michigan Press, 2002.

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Canning, Kathleen. Languages of labor and gender: Female factory work in Germany, 1850-1914. Cornell University Press, 1996.

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Forms of production and women's labour: Gender aspects of industrialisation in India and Mexico. Sage Publications, 1992.

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Book chapters on the topic "Women employees Textiles workers"

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Nichols, Theo, and Nadir Sugur. "Women Workers in Textiles." In Global Management, Local Labour. Palgrave Macmillan UK, 2004. http://dx.doi.org/10.1057/9780230504578_3.

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Ball, Molly C. "The Textile Response." In Navigating Life and Work in Old Republic São Paulo. University Press of Florida, 2020. http://dx.doi.org/10.5744/florida/9781683401667.003.0006.

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This chapter explores the textile industry’s response to wartime shortages, postwar overstocks, and sectoral crises in the mid-1920s. In the prewar era, industrialists became accustomed to government intervention and continuous labor supply. The war fundamentally changed the Paulistano labor composition and the state’s relative protection of the textile sector, but industrialists continued to manipulate labor costs by employing children and women. Budget constraints often prevented the implementation of new machinery, but in contrast to other sectors that adopted rationalization, training, and innovation, textile industrialists lobbied for extreme protection, actively dismissed labor laws, and were at the forefront of labor repression. The Centro dos Industriais de Fiação e Tecelagem de São Paulo formed after the 1917 General Strike demonstrates this preference for repressive labor tactics that included blacklists and even disappearing problematic workers. A case study of the Jafet textile factory highlights how these choices negatively impacted workers’ lives. Jafet increasingly employed women for shorter tenures, awarded minimal wage increases to combat the rising cost of living, and relied on blacklists and police intervention. As the company failed to provide schools, training, childcare, and adequate housing, these choices disproportionately impacted women and intensified labor inequities.
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Ball, Molly C. "Discrimination in the Paulistano Labor Market." In Navigating Life and Work in Old Republic São Paulo. University Press of Florida, 2020. http://dx.doi.org/10.5744/florida/9781683401667.003.0005.

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This chapter evaluates the degree of gender, racial, and national discrimination facing Paulistanos using firm-level employment records and complementary education and job evidence. By distinguishing between national groups, standard linear regressions and logit analyses demonstrate three groups faced substantial formal labor market discrimination, albeit to differing degrees and through different mechanisms. Portuguese workers were disproportionately hired into unskilled positions, Afro-Brazilians faced substantial hiring discrimination, and women faced both hiring and wage discrimination. Employers expected Portuguese workers to be unskilled and women to leave the labor market upon marriage, but Afro-Brazilians faced substantial prejudice. Hiring discrimination was consistent across the textile, commercial, railroad, and the urban transportation sectors. Prior to the war, periods of rapid growth and scarce labor supply could lessen racial prejudice and help explain the language of hope drawing Afro-Brazilians to São Paulo, but the postwar period brought a substantial contraction, making Afro-Brazilian women the most consistently excluded. Lifetime consequences of labor market discrimination were substantial, but the period saw minimal organization in opposition. One probable hypothesis explaining why more substantial mobilization did not occur was the class wage discrepancies that paled gendered, racial, and national differences.
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Bordunos, Aleksandra, Sofia Kosheleva, and Anna Zyryanova. "Inclusion of Home-Centred Women." In Corporate Social Responsibility [Working Title]. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.98943.

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Firms are highly interested in better inclusion of women with childcare commitments, especially for leadership positions, as reward for higher work groups’ gender diversity is valuable. Gender diversity became topical issue in corporate social responsibility of companies. However, many firms report that gender diversity is stalled, due to conflicting stereotypes about social roles of employees. Hakim’s influential preference theory suggests explanations of how women choose between productive and reproductive work. According to it, there are three types of employed women: home-centred, work-centred and adaptive workers, who combine both. Three options for preference assume three alternative frames of reference. Inclusion-related initiatives aim to reshape such frames by addressing employees’ identity work through readjusting managerially inspired discourses. Current research narrows the focus to the most vulnerable of them – home-centred women. We referred to responses of 721 mothers with previous working experience, from the biggest cities in Russia to find answers to the following questions: what affects home-centred women in their decision to return to the same employer after the maternity leave and what causes them to quit. We enriched empirical analysis with a theoretical review of initiatives helping to readjust corresponding stereotypes.
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Perry, Matt. "‘Industrial unionism for women’: Ellen Wilkinson and the unionisation of shop workers, 1915–18." In Labour, British radicalism and the First World War. Manchester University Press, 2018. http://dx.doi.org/10.7228/manchester/9781526109293.003.0008.

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Perry’s chapter focuses on another important woman organiser, Ellen Wilkinson. Best known as a leading figure in the 1936 Jarrow March and as Education Secretary under Attlee’s government, her First World War organising has largely been forgotten. But as national organiser for the Amalgamated Union of Co-operative Employees, Wilkinson had particular responsibility for recruiting new female entrants into the workforce. She fought for ‘substituted’ female labour (replacement on grounds of equivalent skills and hence justifying equal pay for equal work) as opposed to ‘dilution’ (replacing skilled labour with less skilled, and hence less pay).
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Ziparo, Jessica. "Epilogue." In This Grand Experiment. University of North Carolina Press, 2017. http://dx.doi.org/10.5149/northcarolina/9781469635972.003.0009.

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The Epilogue details the plight of the Spinner Memorial Association to have a statue of General Francis Elias Spinner erected on the grounds of the Treasury Department. Three early female federal employees formed the Association to raise money to commission the statue to honor Spinner's decision to bring women into the Treasury Department. Repeatedly, the women were denied permission to place the statue at the Treasury. The saga of the Spinner statue is compared to women’s entrance into the federal workforce. It is argued that early female federal employees were labor feminists who did important work by serving as visible and constant reminders to politicians and the country that women were valuable workers, who were capable of intellectually challenging labor. In setting this example, early female federal employees began to dismantle some of the economic and cultural restraints that limited the opportunities of nineteenth-century middle-class white women.
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Yılmaz, Nihan. "Workload and Burnout From a Gender Perspective." In Handbook of Research on Policies, Protocols, and Practices for Social Work in the Digital World. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7772-1.ch022.

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Men and women are two words that describe whether an individual is biologically female or male, as well as whether she or he fits into the society's role system. Gender is a social phenomenon that is the institutionalized form of biological sex. People are born as either women or men and learn their gender roles as they grow up. While female workers face the same challenges as male workers in any workplace, they are also obliged to deal with a variety of issues that come with being a woman. Women employees, who are seen as alternatives to male employees with long working hours and low wages, do not apply the principle of equality in recruitment, prevent women from working as a result of work-family conflict, inequality in finding employment and promotion, and experience nursery problems for women with children in production conditions that do not require qualified workforce. All of these negative circumstances have an impact on women's workload and burnout. The aim of this research is to use gender to justify workload levels and burnout scenarios.
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Delton, Jennifer A. "Managing Labor." In The Industrialists. Princeton University Press, 2020. http://dx.doi.org/10.23943/princeton/9780691167862.003.0005.

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This chapter introduces industrial relations, which emphasizes reason over “emotion” in dealing with labor. Confronted with the failure of previous approaches, and facing a postwar strike wave and immigration restrictions, the National Association of Manufacturers (NAM) leaders adopted this more moderate, professional-industrial-relations approach to labor management in the 1920s. Still committed to a union-free workplace, NAM reconceived the open shop as good industrial relations. This paved the way for the employment of “nontraditional” workers, such as women, the disabled, and, later, people of color. While unions remained focused on skilled workers, this more modern approach to management was necessarily inclusive of all employees. Indeed, one of its hallmark features was attention to the social demographics of workforces in order to understand how employees might work better together.
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Tinuoye, Adekunle Theophilius, Victor Ikechukwu Ogharanduku, Martin Adekunle Egbanubi, and Joseph A. Ogar. "Gender and Trade Unionism Advancing Female Participation and Representation in the Nigerian Context." In Research Anthology on Challenges for Women in Leadership Roles. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-8592-4.ch048.

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Trade unionism is a major part of modern workplaces. It forms the basis for peaceful relations and consensus building to attain mutual goals. At the heart of trade unionism is social justice and equality, which affirms the rights of all employees regardless of gender to enjoy freedom of association and accessibility, etc. Socio-cultural exigencies have made women to face tough challenges and discriminatory treatment at work, resulting in fewer rights and liberties and leading to economic and psychological stress. The World Bank noted that the starting point is the recognition that women are disadvantaged in most indicators at work—earnings, quality of employment, participation. Trade unions are central to protecting the interests of workers, and building strong unions can foster the elimination of discrimination at work. This chapter shall proffer actionable strategies and issue-based outlines that would advance the cause of gender equality, address the lopsided power configuration between the genders at work, and engender women's participation.
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Tsutsumi, Akizumi. "Japan’s Miracle Decades." In Health in Japan. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198848134.003.0006.

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Since the end of World War II, the Japanese economy has experienced two types of ‘dual structure’ issues among occupational groups. The period before the war until 1950 consisted of large-scale companies stemming from zaibatsu (financial cliques) and indigenous domestic industries. The health disparities across occupational groups, often observed in the West, increased between the pre-war period and the 1950s but declined in the subsequent high economic growth period. The decline in health disparities was aided by economic democratization policies, active labour union functions, and post-war economic growth. Near-total employment was achieved, at least among male workers, in the late 1960s to early 1970s. Later, recession in the wake of the bursting bubble economy after 1991, and the subsequent economy-first policy, brought another dual structure: regular employees versus lower-paid ‘precarious’ employees. The latter group includes many women. Stressful working conditions including long working hours among specific occupational groups may cause unique patterns of health disparity among Japanese workers.
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Conference papers on the topic "Women employees Textiles workers"

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Koyuncu, Mustafa, Fusun Tekin Acar, Ronald J. Burke, and Kadife Koyuncu. "Gender Differences in Work Experiences and Work and Learning Outcomes among Employees in the Manufacturing Sector in Turkey: An Exploratory Study." In International Conference on Eurasian Economies. Eurasian Economists Association, 2015. http://dx.doi.org/10.36880/c06.01358.

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This study examined gender differences in work experiences and work outcomes among 215 male and 46 female employees working in the textile and furniture sectors in Turkey. Data were collected from 261 employees, a 65 percent response rate, using anonymously completed questionnaires. Respondents were mostly male, worked full-time, had relatively short job and firm tenures, generally held jobs involving some supervisory responsibilities, and worked 41 to 50 hours per week in fairly large firms. All measures used here had been used and validated previously by other researchers. Work experiences i
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Porter, Aaron, Haley McKee, Kenneth J. Fischer, and Ronald L. Dougherty. "Bagging Device for One Handed Users." In ASME 2013 Summer Bioengineering Conference. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/sbc2013-14119.

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Accommodations for disabilities in the workplace have improved significantly in recent years. Despite these improvements, an analysis [1] found that only “15.6% of workers with disabilities report needing accommodations, and 12.2% report receiving them.” Cottonwood Industries was founded in 1972 and is located in Lawrence, KS. A variety of jobs such as labeling, textiles, medical, and packaging are completed by employees. A large portion of the 140 person workforce at Cottonwood Industries is limited by physical and/or mental disabilities. Of these disabilities, 10 workers have full use of onl
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Lemm, Thomas C. "DuPont: Safety Management in a Re-Engineered Corporate Culture." In ASME 1996 Citrus Engineering Conference. American Society of Mechanical Engineers, 1996. http://dx.doi.org/10.1115/cec1996-4202.

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Attention to safety and health are of ever-increasing priority to industrial organizations. Good Safety is demanded by stockholders, employees, and the community while increasing injury costs provide additional motivation for safety and health excellence. Safety has always been a strong corporate value of DuPont and a vital part of its culture. As a result, DuPont has become a benchmark in safety and health performance. Since 1990, DuPont has re-engineered itself to meet global competition and address future vision. In the new re-engineered organizational structures, DuPont has also had to re-
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