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1
Máša, Vojtěch. "Vliv pracovních režimů řidičů v silniční nákladní dopravě na bezpečnost dopravy." Master's thesis, Vysoké učení technické v Brně. Ústav soudního inženýrství, 2010. http://www.nusl.cz/ntk/nusl-232512.
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Working arrangements are restrictive limits for drivers important for both motor carriers and drivers. Have a major impact on the logistical arrangements of manufacturing companies that transport their goods by road. Failure to comply with these limits, is recently one of the major problems in road transport and leads to unfair competition between road hauliers. Carrier's failure to obtain such social legislation crucial competitive advantage. Recently the problem devoted much time from the perspective of politicians. States, violations of social legislation by the carrier and the driver severely punished and often the articles we read on the operating modes of drivers and their associated hazards of freight transport, road safety hazard, danger for drivers of cars. For 10 years devoted to the issue and participate in the creation of training materials on the subject of Logistics and. In my work I wanted to examine the issue of working arrangements drivers from professional point of view - how the limits are set and working arrangements whether they comply with road safety. Next, consider the statistics of accidents in the CR in relation to drivers' working arrangements and to propose changes that would contribute to the improvement of social legislation in relation to road safety.
2
Curley, George. "Indian Working Arrangements on the California Ranchos, 1821-1875." Thesis, University of California, Riverside, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=10979449.
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While much of colonial California historiography includes detailed narratives of the mission Indian workers, very little is known regarding those Indians who moved from the missions to work on the large California ranchos and elsewhere. The stories of these Indian workers have often been ignored; further, the narratives which do exist contain some form of debt peonage to explain their working arrangement. This dissertation attempts to challenge these debt peonage theories and offer a more accurate account of the working arrangement that developed on the California rancho during the Mexican (1821–1848) and early American (1849–1880) periods. Employing important primary sources—including rancho account books, letters, court documents, census records, and probate inventories—this dissertation ventures to show that Indian labor arrangements on these ranchos were less repressive than previously presented. In addition, it reveals the misunderstood nature and importance of the rancho store to both the Rancho owners and their Indian workers.
3
Oliver, Gwen. "Fathers' time use : working time arrangements and opportunites for care." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.500494.
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Harris, Joycelyn. "Techniques for managing strategic partnership working arrangements in local government." Thesis, University of Reading, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.558782.
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Organisations enter into collaborative working arrangements with others to deliver mutual benefits. In Multi-Organisational Collaborative Groups (MOCGs), organisations share knowledge, coordinate their activities, and engage in joint decision-making processes. Local government domains commonly adopt this approach. Strategic partnerships are deployed to develop new solutions to complex social problems because it is believed that these problems can only be solved by pooling the resources of a diverse range of stakeholders. Yet this approach can be problematic. The multitude of perceptions towards a problem increases the difficulty in achieving consensus. The lack of a managerial structure complicates activity coordination. The lack of a shared interface makes transparent information exchange burdensome. Research challenges lie in designing techniques to support such partnerships. Existing techniques for achieving consensus omit key contextual information about local. government strategic partnerships. Furthermore, existing technologies for supporting group work provide insufficient functionality for supporting roles, relationships, responsibilities, and information exchange requirements of these partnerships. To define and structure social problems the partnership domain must be characterised and represented. The identification of relationships, roles, and responsibilities found amongst partners is necessary to devise mechanisms to support activity coordination. The identification of partnership information resources is required to facilitate transparent information exchange. This problem-centred, information systems research PhD project addresses these challenges. A post- modernist position is taken towards research phenomena within the neohumanist paradigm. It draws on the principles of Organisational Semiotics, Soft Systems Methodology, Role-Based Access Control, and Unified Modelling Language. It contributes five IT artefacts designed to enable the development of software solutions: the specification of domain characteristics and solution requirements, a conceptual architecture, a description of partnership stakeholders, a representation of domain entities and relationships, an architecture of partnership information resources. Furthermore, a non-electronic technique for specifying the context of a partnership is provided, as well as specifications for an e-collaboration technology. The latter is a configuration of new and existing functionality designed to meet the requirements of partnerships, which demonstrates how software design could be derived from the IT artefacts.
5
Li, Jing. "Three essays on flexible working arrangements and labour market outcomes." Thesis, University of Edinburgh, 2012. http://hdl.handle.net/1842/6413.
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This thesis looks at the effects of flexible working arrangements on workers' labour market outcomes. The particular type of flexible working arrangement analysed in this thesis is called "flexitime". This is an arrangement which gives workers the freedom to choose when to start and end their work. Flexitime provides workers with a new way to cater to their domestic responsibilities and in turn may reduce the costs of participating in the labour market. Therefore, it is closely connected with workers' compensation structure, human capital accumulation process, labour supply and job mobility. The effects of flexitime on workers' labour market outcomes are analysed from three aspects: wage, labour supply, and job mobility. The first chapter gives an introduction and overview of the thesis. The second chapter is a study on the compensating wage differentials associated with flexitime. In general I do not find convincing evidence showing the existence of compensating wage differentials associated with flexitime. One possible reason might be that flexitime brings additional benefits to firms (such as increased productivity and reduced turnover rate) so that firms may not necessarily need to reduce actual wages in exchange for flexitime provision. In the third chapter, I develop a model describing how flexitime may affect workers' labour supply decisions. The main finding of the model is that flexitime will increase workers' labour supply when the benefit associated with flexitime (increased child care production efficiency) is high relative to the cost of wage reduction (prediction 1). Meanwhile, the model also predicts that flexitime causes high human capital workers to increase their labour supply more than low human capital workers (prediction 2). Empirical findings show that flexitime is positively associated with working mothers' labour market hours, which confirms model prediction 1. However, there is arguably insufficient empirical evidence verifying model prediction 2. The fourth chapter considers the relationship between flexitime and workers' job satisfaction and job mobility. Flexitime is associated with high job satisfaction levels for both male and female workers. It also reduces the probability of quitting for female workers with young children. Male workers' job mobility decisions are not significantly affected by flexitime. The fifth chapter gives the conclusion of the thesis.
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Ludidi, Fikiswa. "Flexible working arrangements and employee performance: Manager and employee perspectives." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79603.
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FWAs have found increased attention among organisations who wish to support employee resolution of work-life conflict. The growing demand for FWAs by employees has resulted in the need by organisations to understand the resultant impact of FWAs on employee performance. The many quantitative studies on the matter had relied on Blau’s (1964) social exchange theory to explain the positive impact FWAs can have on performance; there was scant literature on a direct relationship between FWAs and employee performance. The contrary findings of other studies also contributed to the question of the impact of FWAs on employee performance being deemed to be inconclusive. This resulted in confusion among organisational leaders and a reluctance to adopt these arrangements even in the face of increased employee demand.
The purpose of this qualitative, cross-sectional study was to gain deeper perspectives on the relationship between FWAs and employee performance. Data was collected from a sample of eleven employees and nine managers through semi-structured interviews. Thematic analysis was used to analyse the data and a frequency analysis was used as a persuasive statistical measure to validate the themes that emerged from the analysis. The study found that contrary to extant literature, the pursuit of productivity was the primary motivator for employee demand and manager extension of FWAs. The pursuit of work-life balance was important, but it was a secondary motivator. The findings confirmed the continued applicability of Blau’s (1964) social exchange theory in explaining how FWAs impact employee performance positively but also established a direct link between FWAs and employee performance. FWAs have a direct impact on performance by enabling employees to work where and when they are most productive. Workplace trust was found to be both an antecedent as well as effect of FWAs.
The manager-employee relationship was deemed a critical enabler to the success of FWAs. There also emerged common leadership attributes and behaviours among managers whose teams successfully exercised FWAs. An outcome of the study was a framework of the building blocks for effective FWAs. This framework provides a guide to organisations on how to adopt and ensure the optimal use of these widely sought employee practices.Mini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Gascoigne, Charlotte. "Part-time working arrangements for managers and professionals : a process approach." Thesis, Cranfield University, 2014. http://dspace.lib.cranfield.ac.uk/handle/1826/9284.
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This thesis concerns the relatively recent phenomenon of part-time managers
and professionals. The focus is the part-time working arrangement (PTWA) and
specifically the process by which it emerges and develops, building on existing
literature on working-hours preferences, the role of the organization in part-time
working and alternative work organization for temporal flexibility. Two large
private-sector organizations, each operating in the UK and the Netherlands,
provided four different research sites for narrative interviews with 39 part-time
managers and professionals.
The key contribution to knowledge is to identify the process of developing a
PTWA as a combination of the formal negotiation of a flexibility task i-deal and
an informal process of job crafting. In a situation of high constraint – where the
individual’s goals conflict with organizational norms and expectations – the
tensions between ‘being part-time’ and ‘being professional’ necessitated identity
work at each stage, as individuals constructed a ‘provisional self’ which in turn
enclosed each stage of the development of the PTWA. The four stages were:
first, evaluation of alternative options, including postponing the transition to part-
time until more appropriate circumstances arise; secondly, preparation of the
individual business case for part-time; thirdly, formal negotiation of a flexibility
task i-deal; and finally an informal, unauthorized adaptation of the arrangement
over time. Collaborative crafting of working practices (predictability,
substitutability, knowledge management) provided greater opportunities for
adaptation than individual activities.
This study’s contribution to theory in the nascent field of part-time managers
and professionals is a process model which suggests how three sets of
discourses act as generative mechanisms at each stage of the emergence and
development of the PTWA, creating or destroying ‘action spaces’. These
discourses are: the perceived ‘nature’ of managerial and professional work, the
perception of part-time as a personal lifestyle choice, and the understanding of
part-timers as either ‘other’ or the ‘new normal’.
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Kleff, Alexander [Verfasser], and S. [Akademischer Betreuer] Nickel. "Scheduling and Routing of Truck Drivers Considering Regulations on Drivers’ Working Hours / Alexander Kleff ; Betreuer: S. Nickel." Karlsruhe : KIT-Bibliothek, 2019. http://d-nb.info/1195049250/34.
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Robinson, H. C. (Hilary C. ). "Making a digital working class : Uber drivers in Boston, 2016-2017." Thesis, Massachusetts Institute of Technology, 2017. http://hdl.handle.net/1721.1/113946.
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Thesis: Ph. D. in History, Anthropology, and Science, Technology and Society (HASTS), Massachusetts Institute of Technology, Program in Science, Technology and Society, 2017.Cataloged from PDF version of thesis.
Includes bibliographical references (pages 216-226).
Pocket computers, called "smartphones," have become a part of everyday life over the past decade. Most people now routinely carry around with them millions of times more computing power than generated the Apollo mission to the Moon. They use it to access, process, and share information quickly and cheaply, in furtherance of the things people have long done: buying and selling, socializing, and so on, yet faster and across greater distances-characteristic of what we call "modernity." This has affected the ways in which people are working, and who is working, doing what, today. This thesis reports the results of a field study of one new kind of laborer who has been brought into work consequent to the smartphone: Uber drivers. The author conducted ethnographic fieldwork over one year in Boston, Massachusetts, and the surrounding area using ride-along sampling, participant observation, lengthy interviewing, and systematic coding in order to better understand a software-organized, person-to-person labor market in which the person who does the labor also brings the capital in the form of a vehicle used to provide transportation to other people. The first chapter of the thesis provides a typology of Uber drivers based on semi-random sampling through ride-alongs. The second chapter describes collective action that was undertaken by Uber drivers at Boston's Logan Airport in the form of a strike against the algorithm, which was an effort to induce the software to perceive an (artificial) driver shortage, leading to an increase in the price of fares. The third chapter offers a theory of the structure of Uber as an organization that mobilizes labor by using software to facilitate economic transactions that are triangulated between two users and the firm. The chapter also explains how this structure was particularly apt at mobilizing large numbers of people to carry out "regulatory breach," as they worked as Uber drivers doing the equivalent of taxi or livery work without complying with any of the applicable legal regulations. The final chapter explains how analysis of the field data, in combination with the new theoretical insights of the thesis, drives a conclusion suggested by the thesis title: that Uber has made a digital working class.
by H. C. Robinson.
Ph. D. in History, Anthropology, and Science, Technology and Society (HASTS)
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Ren, Aoxiang, and 任翱翔. "Towards integrated working arrangements for optimizing potential overall benefits from building information modeling." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hub.hku.hk/bib/B50899983.
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Building Information Modeling (BIM) has been in use in the Hong Kong Architecture, Engineering and Construction (AEC) industry as an Information and Communication Technology (ICT) tool for more than a decade. However, the increasing usage and rapid development in both the AEC industry and academia point to the potential multiple applications, impacts and much broader potential benefits that may be generated from BIM implementation. The current frequently used BIM applications have advanced the project performances levels and consequential benefits of relevant stakeholders in different dimensions.
However, BIM development in the Hong Kong industry has not been smooth. Attention has been diverted from potential benefits to the barriers and constraints that retard BIM implementation. This has in turn limited the applications, hence not convincing industry participants of their potential benefits in quantitative terms. Furthermore, conflicts between BIM implementation and the existing project processes also retard the smooth development of BIM. A higher level of collaborative working is required for deriving more benefits from BIM.
This research aims to develop possible feasible solutions to reduce the conflicts/barriers in BIM implementation and advance current BIM implementation towards more collaborative and integrated working arrangements (IWAs), with expected broader potential benefits in the context of the Hong Kong industry. IWAs in this research refer to: a) organization structures, b) information exchange mechanisms, and c) project processes.
An inter-locking set of research methods were applied in this study to achieve the research goal. Literature reviews were conducted to extract and illustrate the basic concepts in BIM and lay the foundation for proposal development. Semi-structured interviews and a questionnaire survey were conducted to explore BIM implementation scenarios in the Hong Kong AEC industry. Two case studies helped to map out BIM implementation processes in real projects in Hong Kong. Finally, a focus group meeting was held to discuss, validate and improve the relevant research findings and improvement proposals.
The main outcomes of this research are the proposed short term IWAs and long term IWAs for optimizing overall potential benefits of BIM implementation. The proposed short term IWAs consist of specific measures for participants to address the barriers and conflicts in BIM implementation within existing project processes. The proposed long term IWAs are based on a conceptual framework and processes to build an integrated working environment for BIM. The outcomes of this research can help industry practitioners to overcome current barriers and derive more benefits from BIM by developing specific measures targeting the current scenarios, as well as provide possible directions for moving further forward in the long term. The research outcomes also offer relevant contributions to knowledge by proposing fresh concepts and approaches to creating and developing collaborative working environment for BIM implementation based on relevant principles and guidelines that are in turn derived from Relational Contracting (RC) frameworks.published_or_final_version
Civil Engineering
Master
Master of Philosophy
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Moalusi, Odirile. "The perceived organizational support and employee engagement in the context of flexible working arrangements." Diss., University of Pretoria, 2021. http://hdl.handle.net/2263/81689.
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The work environment has vastly become more demanding and organizational practises have required have needed to be cognisant of methods to keep employees engaged. The topic of flexible working arrangements (FWA) has grown in popularity by research scholars and business practitioners. Considerable research has been conducted on the various dynamics of FWA and the influence of employee engagement. This research however aims to explore emerging themes in perceived organizational support (POS) and employee engagement in the context of flexible work arrangements, to gain in-depth understanding of the relationship between POS and employee engagement, in addition to what has been contributed to literature.
The research study was conducted through qualitative methodology of exploratory obtained by the researcher. 14 semi-structured interviews were largely conducted through virtual communication platform, Zoom; and where possible interviews were conducted face-to-face, through open-ended questions. Respondents consisted of 7 Managers and 7 Employees from different organisations across three different industries. The analysis of the interviews was conducted through the six-stage thematic analysis. The research found four emerging themes FWA associated with flexible working schedules, enabling infrastructure, work life balance and adapting to a new way of working. The research also found a positive relationship between employee engagement and POS through common themes such as trust between managers and employees, decision making and dedication to work tasks. The perspectives and views from the participants were commonly affected by the outbreak of the COVID-19 pandemic and therefore the researcher made every attempt to gain perspectives prior the pandemic and during the pandemic from the participants. The research was limited to medium to large sized organisations operating in South Africa.Mini Dissertation (MBA)--University of Pretoria, 2021.
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Crespo, Cuaresma Jesus, Harald Oberhofer, Karlis Smits, and Gallina A. Vincelette. "Drivers of Convergence in Eleven Eastern European Countries, Policy Research Working Paper, 6185." World Bank, 2012. http://epub.wu.ac.at/5522/1/wps6185.pdf.
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This paper investigates the drivers of growth and prosperity in a group of eleven European countries -- Bulgaria, Croatia, the Czech Republic, Estonia, Hungary, Latvia, Lithuania, Poland, Romania, Slovenia, and Slovakia (the EU11). Since the EU11 began the transformation process, this group of emerging countries has made impressive strides as developing market economies and is anchoring development in European Union institutions. There are reasons to believe that the convergence of EU11 income per capita to Western European levels will continue, but will proceed more slowly. The paper concludes that trade and financial integration have sped along at a spectacular pace in the EU11 in the recent past, although trade in modern services and the integration of government bond and equity markets are somewhat behind. As in the rest of Europe, demographic developments will pose huge challenges for the sustainability of public finance in the EU11 economies. In the next several decades, the EU11 labor force is expected to contract more than labor forces in the rest of the European Union, making it even more urgent that countries in the region reform pension systems, change migration policy, and find incentives to attract talent to the region. Closing the gap with the rest of the European Union in educational attainment levels and improving education quality might significantly soften the constraints imposed by the demographic threats and produce sizable returns in terms of additional income convergence.
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Rubin, Limor. "The career experiences of women with children who are working alternative arrangements in the big accounting firms." Thesis, University of British Columbia, 2008. http://hdl.handle.net/2429/5339.
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In recent years it has become common for women in the four large public
accounting firms (hence forward to be called, Big Firms) to use alternative working
arrangements during the first few years after the birth of their children. Though these
arrangements provide women with flexibility for managing their life, they have not led to
advancement in the status of women in the Big Firms. The main purpose of this study is
to develop and improve our understanding of the experience of mothers who work
alternative arrangements in the Big Firms. Using qualitative interviews, four women
CA’s in management positions reflect on their own experiences and career progress. The
study incorporates these women’s experiences in order to understand why, despite of the
alternative arrangements offered by the Big Firms, women with children rarely progress
in the Big Firms. Through social constructionism and feminist perspectives, the study
attempts to understand the inner-workings of these arrangements and their effect on the
careers of women with children in the Big Firms. Several important findings emerge from
this study. First, women’s ambition to progress at work tends to decrease after their return
from maternity leave. Second, though working arrangements allow some flexibility for
moms in balancing work-family life, it is rarely sufficient. Women need to use several
individual strategies to help them manage their responsibilities. Third, the study raises
critical questions about the expectation that women should be responsible for
accommodating the Big Firm’s structural and cultural norms, which somewhat defeats
the purpose of providing alternative work arrangements. Forth, by allowing women to
work alternative arrangements the Big Firms give impression that it is accommodating
the needs of working mothers, but in reality it is still women who do most of the
accommodating. Further, coming from a higher social class and higher position helps
women succeed in their workplace as higher household income allow more flexibility in
managing every day responsibilities. Recommendations for mother CAs and accounting
practice are evaluated and suggested.
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Piasna, Agnieszka Aleksandra. "Work effort in Europe : a comparative analysis of the relationship between working time arrangements and work intensity." Thesis, University of Cambridge, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.708402.
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Manne, Dina. "The relationship between the use of flexible workplace arrangements and satisfaction with work-family balance amongst working fathers." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13796.
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This study examined the relationship between the use of flexible work arrangements and satisfaction with work-family balance amongst working fathers in South Africa. Two types of flexible work arrangements were examined. Formal flexible work arrangements included flextime, flexplace and paternity leave. Informal flexibility was examined as job control. Survey responses were collected online via Qualtrics (2014). Based on the data from a sample of working fathers employed on a full-time basis in South Africa (N = 371), hierarchical regression analyses indicated that the use of flexible work arrangements was not significantly related to satisfaction with work-family balance. This finding was inconsistent with conservation of resources theory (Hobfoll, 1989) whereby it was expected that using flexible work arrangements would generate employee resources required to effectively manage multiple role responsibilities, therefore facilitating satisfaction with work-family balance. Interestingly however, job control was found to explain a significant proportion of variance in satisfaction with work-family balance over and above work hours, commute time, neuroticism and number of children living at home. Moderated multiple regression analysis indicated that commute time moderated the relationship between job control and satisfaction with work-family balance such that as job control increased, employees with high and low commute time experienced greater satisfaction with work-family balance. The results of this study encourage greater attention to employee characteristics, such as job control, that represent resources useful for the effective management of work and family roles. Suggestions for future research and management implications are discussed.
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Steenkamer, Nikki Lee. "The intentions of working fathers to use flexible workplace arrangements : an application of the theory of planned behaviour." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13794.
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This study utilised the theory of planned behaviour (TPB) to investigate the intentions of South African working fathers to use flexible workplace arrangements (FWAs). The study aimed to broaden the limited knowledge of the experiences of working fathers in a South African context. Usable responses to an electronic questionnaire were received from white collar male employees across a variety of industries (N = 371). Exploratory Factor Analyses and reliability analyses showed strong support for the use of TPB scales in future behavioural research. Hierarchical binary logistic regression analyses showed that attitudes, subjective norms and perceived behavioural control help to predict working fathers intentions to use FWAs. Attitudes was the strongest predictor and subjective norms was the weakest. It was also found that intentions do not significantly predict actual behaviour for most of the FWAs assessed, however actual behavioural control helps predict actual use of FWAs. Support was found for using perceived behavioural control as a proxy measure for actual behavioural control. Theoretical and management implications of the present findings are discussed.
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Anthony, Pamela D. "Working Beyond 9 to 5: The Impact of a University-wide Alternative Work Arrangements Policy on Student Affairs Employees." Digital Archive @ GSU, 2012. http://digitalarchive.gsu.edu/eps_diss/87.
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Alternative work arrangements (AWA) policies allow employees to select varied work schedules that are both conducive to the organization’s goals and to employees’ personal needs. Though common in the business sector, such policies are rarely articulated within American colleges and universities. Practitioners within the student affairs profession regularly work beyond the average 40-hour week due to the fundamental nature of their work with students’ co-curricular involvement outside of the classroom; as a result, the lack of work-life balance can result in high employee turnover which can be detrimental to an organization. Utilizing grounded theory, a qualitative methodology that allows researchers to espouse new theories to explain phenomena based on data, 14 student affairs practitioners employed at a large research institution in the southeast were interviewed to examine their experiences which emanated from the institution’s AWA policy implemented in 2007. The emergent theory collectively affirmed the importance of flexibility as participants indicated that they expected variations in their work hours given the unusual hours that are commonly associated with the student affairs profession. They reported benefits such as better work-life balance, increased productivity, reduced stress, and increased job satisfaction. Conversely, participants expressed concerns that AWAs were not consistency available to all employees and awareness of the policy was limited. They also experienced feelings of guilt and often felt the need to prove that they were working. Finally, participants recommended that AWA policies should be transparent, regularly assessed, and benchmarked against existing policies at other universities. Results provided evidence of how proven strategies used in corporate human resource models can be applied in a higher education setting, and the findings further suggested that employees and employers could greatly benefit from the establishment of formal policies that allow flexibility in the workplace through the use of AWAs. Implementation of these policies may provide employees with more opportunities for work-life balance, thereby improving job satisfaction and increasing employee retention in the student affairs profession.
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Hansson, Elin, and Emma Söderblom. "Flexibla arbetsformer : Framgångsfaktor eller riskfaktor?" Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-43549.
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Syfte: Syftet med den här uppsatsen är att öka förståelsen för hur organisationer kan arbeta med flexibla arbetsformer. Vi vill belysa vilka konsekvenser som kan uppstå med flexibla arbetsformer och hur de påverkar organisationer. Vi önskar även att fylla gapet vi uppmärksammat i forskningen kring flexibla arbetsformer ur ett organisatoriskt perspektiv. Metod: Uppsatsen är en kvalitativ studie med en induktiv ansats som behandlar fenomenet flexibla arbetsformer ur ett organisatoriskt perspektiv. Datainsamlingen för studien har skett genom sju kvalitativa intervjuer på Kalmar kommun. Slutsats: Slutsatsen av studien har visat att organisationer arbetar med flexibla arbetsformer utifrån olika förutsättningar delvis i form av; tekniska förutsättningar, ständig förändring av arbetsmarknaden, konkurrens samt de anställdas förutsättningar. Genomförandet av studien har det även bidragit till att vi har kunnat identifiera både positiva och negativa konsekvenser som kan uppstå för organisationer som använder sig av flexibla arbetsformer. En positiv konsekvens som vi har kommit fram till är att organisationen blir en attraktiv arbetsgivare. En negativ konsekvens är att anställda kan ha en svårighet att balansera privatliv och arbetsliv, vilket i sin tur påverkar organisationen i form av sjukfrånvaro och produktionsbortfall.
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Sego, Anita. "Sexuality Workplace Issues Among Direct Service Personnel Working With Populations Who Are Intellectually Disabled In Community Integrated Living Arrangements: A Case Study." OpenSIUC, 2015. https://opensiuc.lib.siu.edu/dissertations/1072.
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TITLE: SEXUALITY WORKPLACE ISSUES AMONG DIRECT SERVICE PERSONNEL WORKING WITH POPULATIONS WHO ARE INTELLECTUALLY DISABLED IN COMMUNITY INTEGRATED LIVING ARRANGEMENTS: A CASE STUDY MAJOR PROFESSOR: Dr. Roberta Ogletree Background: The purpose of this study was to explore DSP workplace experiences, preparation, employee training, emotions, and perceptions in regards to types of sexual and affectionate behaviors exhibited by intellectually disabled adults in their care in the CILA setting. The study focused on analyzing these topics in relation to sexuality/affectionate behaviors experienced in the CILA workplace using a qualitative case study method. This analysis provided an understanding of what ideas and values DSPs brought to their roles of guiding the sexuality/affectionate behaviors of residents in their care and identified additional training needs from the DSP perspective to help them better do their jobs. Methods: Principles found in qualitative evaluation research were used to examine the influence of sexuality and affectionate behaviors and training within its naturally occurring world. The case was comprised of DSPs from the selected organization, located in a rural college town of approximately 25,000 people. Nine DSPs from five different CILA homes participated in the study. Data were generated using semi-structured interviews, observation of behaviors on interview video tapes, observation of emotional verbal cues on interview audio tapes, document analysis, and field notes. Results: Major themes were identified from data and organized around the research questions. Common categories under affectionate behaviors were dating, flirting, friendship/socialization, holding hands/hugging, media/technology, and problematic behaviors. Common categories under sexuality behaviors were groping, masturbation/females, masturbation/males, and problematic behaviors. Less common categories were affectionate behaviors-attention seeking/ego, sexuality behaviors – sexual intercourse, and sexuality behaviors – dating and marriage. Once data were categorized, each category’s responses were sorted to identify overarching theme areas for recommendations. The themes were Employee Training and Development, Socialization Needs (Affectionate Behaviors, Sexuality, and Relationships), and Language Issues (Positive, Negative, and First Person). Primary strengths identified included thinking of residents as family, the feeling of strong management support, and lack of significant conflict within the CILA homes. Elements that detracted from the DSP experience included low rate of hourly pay, employee turnover among DSP supervisors, lack of specific sexuality education for both staff and residents, limited retention of mandatory training topics, and lack of communication of sexuality policies and procedures. Conclusions were a need for additional training for DSPs and staff on the topics of human sexuality and affectionate behaviors in CILA homes; examining DSP training to increase knowledge retention in the staff; better communication of policies, procedures, and protocols regarding sexuality and affectionate behaviors that pertain to how situations are handled in CILA homes; and ensuring all training materials use first person language.
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Williams, Beulah Lavell. "Impact of Work-Related Electronic Communications Behavior Outside of Normal Working Hours." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6958.
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Employers' reliance on asynchronous electronic communications, connective technology devices, and remote work arrangements has led employees to feel preoccupied with staying connected after-hours to be responsive to work-related demands. The purpose of this transcendental phenomenological study was to describe the lived experiences of professional workers who coped with constant pressure to monitor and immediately respond to work-related electronic communications during nonwork hours. The conceptual framework was supported by boundary and border theory and the constructs of work-life balance, flexible work arrangements, information and communication technology. Data were collected using semistructured interviews with 16 professional workers near Washington, DC. Moustakas's modified van Kaam method was used to analyze, code, and organize data. Six themes emerged: mobilize or immobilize, manage expectations, safeguard personal time, work-life fusion, work engagement, and psychological outcomes. Findings revealed that professional workers felt a sense of urgency to reply to work-related e-mails and text messages outside of their regularly scheduled work hours and felt a sense of professional obligation to be available after-hours. Results may be used to shape and support positive social change through effective organizational change programs for technology-related work-life imbalances, thereby benefiting employers and employees.
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Sugita, Lena, and Zixiang Zhao. "Flexible Working Arrangement : Exploring leader prototypicality, endorsement, and employee's respect in SMEs." Thesis, Linköpings universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-139771.
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Background: Today ’s organizations receive increasing pressure from society and workers to maintain good work life balance. Flexible working arrangement is one of the HRM policies to improve employee’s work performance, job satisfaction and retention. Prior discussion still does not find the clear result on the positive effect of FWAs. Due to the administrative burdens, many organizations, especially SMEs are still hesitant to introduce such policies. In this study, the authors examine the effects on FWAs on employee’s improved engagement. The study will take a form of replicative study, and focus is on leader endorsement and feeling of respect in relation to leader prototypicality. Moreover, different circumstances of informal FWA based on size of the organization is explored. Purpose: The purpose of this study is to make contribution to create a cumulative knowledge on FWA studies by testing the generalization of a prior study. The result of this study will ultimately have an implication for how organizations may benefit from allowing their employees to have access to FWAs. Methodology:In this study, the authors use statistical approach to test the effect of FWA on employee’s improved feelings and the leader endorsement in relation to leader prototypicality. The research approach, measures, method and model are designed to be exactly same as Koivisto and Rice, (2016) however one change in research context is made, which is number of employees in the company. Conclusion: The result of the study shows that FWA allowance may not have significant influence on subordinates’ feeling of respect and leader endorsement. This implies the difficulty for leaders to use FWA as a tool to influence employee commitment on shared goal. Moreover, difference between prior finding indicates that FWA study may need to be separated for different size of the company.
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Höflinger, Nicolas Frederik [Verfasser], and Bernd [Akademischer Betreuer] Helmig. "Business model design and technological innovation : Multi-method essays on drivers, working mechanisms, and consequences / Nicolas Frederik Höflinger. Betreuer: Bernd Helmig." Mannheim : Universitätsbibliothek Mannheim, 2014. http://d-nb.info/1074825624/34.
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Flack, Mary Ellen. "Working the family in : a case study of the determinants of employees' access to and use of alternative work arrangements, and their home-to-work spillover /." Full text available online (restricted access), 1999. http://images.lib.monash.edu.au/ts/theses/flack.pdf.
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Hrabalová, Martina. "Harmonizace pracovního a osobního života." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193483.
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A goal of this thesis is to find what are the options of alternative working arrangements in the area of Czech Republic and how these options are used and expanded. A harmonization of personal and working time is being more spread topic for increasing number of not only young people. Especially for women-mothers it might be very stressful decision to choose between career and family care. In this thesis which is focused on above mentioned harmonization of personal a working time there will be analyzed kinds of alternative working time, will be given analyze of their poor expansion in Czech Republic by comparing statistical datas with other countries within European Union. The thesis also contains analysis of respondents' answers for questions related to mentioned thesis topic. Finaly there will be given few ideas of possible solution and recommendation for employees, government as well as for business entities.
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Clifford, Susan Amanda. "The effects of fly-in/fly-out commute arrangements and extended working hours on the stress, lifestyle, relationships and health characteristics of Western Australian mining employees and their partners." University of Western Australia. School of Anatomy and Human Biology, 2010. http://theses.library.uwa.edu.au/adt-WU2010.0018.
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The Western Australian (WA) mining industry directly employs approximately 56,000 people. Almost half work Fly-in/Fly-out commute arrangements (FIFO, e.g. employees living in a city are flown to a remote worksite where they live and work during their work roster) and approximately half work more than 50 hours per week, on average. There are many anecdotal claims that FIFO has negative impacts on WA mining employees, leading to an elevated risk of high stress levels, depression, binge drinking, recreational drug use and relationship break-ups. Previous studies found FIFO can be stressful, and have negative impacts on WA employees 'and partners' lifestyles and relationships. This project investigated the long-term (Study One) and short-term (Study Two) impacts of FIFO and extended working hours on a representative sample of WA FIFO mining employees and partners. In Study One, a total of 222 FIFO and Daily Commute (DC) mining employees and partners completed an anonymous questionnaire investigating long-term impacts on work satisfaction, lifestyle, relationships and health. A subgroup of 32 Study One FIFO employees and partners also participated in Study Two; a detailed study of the short-term impacts of FIFO and extended working hours and how these impacts fluctuate in intensity during the mining roster. Study Two participants completed a diary and provided saliva samples each day throughout a complete mining roster. The main findings of the study were that FIFO and extended working hours had negative impacts on employees work satisfaction and FIFO was frequently reported to be disruptive to employees 'and partners' lifestyle, in the long-term. However, FIFO and extended working hours did not lead to poor quality relationships, high stress levels or poor health, on average in the long-term; there were generally no significant differences in these characteristics between FIFO and DC employees, or between the FIFO sample and the wider community. There were minor differences between FIFO and DC employees in long-term health characteristics, and Study One employees had similar, or in some cases poorer health outcomes than other community samples.
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Lu, Yu-Ying. "The impact of work-family conflict on working women in Taiwan : the effects of organizational support." Queensland University of Technology, 2007. http://eprints.qut.edu.au/16536/.
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A cross-sectional survey was undertaken to examine the impact of organizational support on work-family conflict experienced by Taiwanese working women. A stress model of work and family interference was applied in the Taiwanese context; the current study examined whether the results of western studies of work-family conflict can be generalised to the Taiwanese population. The enactment of the Gender Equality of Employment Law in Taiwan in 2002 was a further impetus for the research. The study examined the effects of organizational family-friendly policies and cultural support of family responsibilities on work-family conflict and well-being. Women (aged between 15 and 64 years) in paid employment working in three public universities in northern Taiwan formed the sample population for this research. Stratified random sampling by occupation was used to enhance representativeness. The total sample consisted of 441 participants, made up of 288 general staff and 153 academic staff. The data was collected with several tested and widely used instruments (including the Family-Friendly Policies Usage and Satisfaction Questionnaires, Work-Family Culture Questionnaire, Work-Family Conflict Scale, Job Satisfaction Questionnaire, Family Satisfaction Questionnaire, Perceived Stress Scale, and Physical Symptoms Inventory). Descriptive analysis was used to examine demographic variables and all the measures; correlation analysis was used to examine the relationships between selected research variables; T-test, chi-square test and one-way ANOVA were used to characterize the differences between groups. Hierarchical multiple regression was performed to test the research hypotheses. The findings showed that work-family conflict was strongly linked with lower job and family satisfaction, greater stress and more severe physical ailments. Implementing family-friendly policies and creating a supportive work environment can help working women to manage their work-family conflict and improve their health outcomes. A supportive organizational culture has been confirmed by this research as important in preventing the negative consequences of work-family conflict. However, such conflict did not predict the levels of physical symptoms. Employer-supported dependant care policies were not associated with the level of work-family conflict. In addition, organizational cultural support did not predict the usage of family-friendly policies. This study has provided evidence that some relationships could be generalised, across western and Chinese societies, between organizational support and work-family conflict, and between work-family conflict and an individual's well-being, although specificities within each cultural remain and require different methods of assessment. In conclusion, a western theoretical model of work-family conflict was found to be acceptable and feasible to implement within the Taiwanese population, since the majority of the hypotheses were supported. This research provided valuable information for healthcare professionals, policy makers and organizations, presenting ways to help working women to manage the conflicting demands of work and family roles better.
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Komane, Florence Keitumetse. "The Impact of working as a bus driver on women‘s health, workplace relationships and family functioning : the experiences of black female bus drivers in Tshwane, South Africa." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/37359.
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The post-apartheid government of the Republic of South Africa implemented new policies to promote equality in the workplace, in terms of both race and gender. As a result, more women are entering the labour market and working as bus drivers; an environment that is highly dominated by men. However, since occupations are historically sex-segregated, the bus driving industry is dominated by men. This set of circumstances therefore challenge women who choose bus driving as a career, for it is regarded as a male profession. This study focuses on one aspect of public transport in South Africa, with a specific focus on female bus drivers. The aim of the research is to explore the experiences of female bus drivers in Tshwane, South Africa in terms of how they deal with the challenges they are faced within the industry. The primary concern of the study is on the impact of their chosen career on their general well-being which is described as workplace relationships, occupational health and family-work balance. It further looks at the driving forces behind these women‘s choice to join the bus industry. Since women were traditionally based in the private sphere (family), the study then looks at how these women have adjusted to the working environment outside of their homes. Moreover, it looks at the relationships these women have with their managers, colleagues and passengers.
A total number of sixteen female bus drivers participated in the study. Findings show that the incorporation of women in the bus driving industry has been a challenging one. It has been challenging especially for women as they are prejudged by the majority of people as being incapable of operating buses and as a result, they are faced with hostility. Some of the factors contributing to hostility towards female bus drivers are cultural beliefs, unemployment, competition and age differences. There are also other factors that influenced a shift over time from a negative perception to a more positive perception of female bus drivers over time such as female drivers‘ abilities and capabilities to drive. Due to the working conditions of bus drivers, female bus drivers reported having psychological, sleeping and muscular-skeletal problems. Additionally, balancing work and family life has proven to be difficult for many female bus drivers.Dissertation (MSocSci)--University of Pretoria, 2013.
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Möllerström, Alexander, and Rikard Klasson. "Upplevelser av delaktighet i arbetet : En kvalitativ studie som berör busschaufförer hos en bussentreprenör i sydvästra Sverige." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-15644.
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Syftet med denna studie är att beskriva och analysera busschaufförers upplevelser av delaktighet i arbetet. Följande frågor har ställts: Hur kommunicerar arbetsgivare och anställda med varandra? Hur upplever busschaufförer sitt arbetsschema och sina arbetstider? Kan busschaufförer vara delaktiga i utformningen av sitt arbetsschema och sina arbetstider? För att besvara dessa frågor har vi genomfört åtta individuella intervjuer med busschaufförer i ett internationellt bussföretag. Resultatet visar att busschaufförernas delaktighet i arbetet är bristfällig. Anledningen till detta tror vi kan förklaras utifrån tre huvudsakliga faktorer. Den första faktorn är att arbetsgivaren måste anpassa sin verksamhet efter en trafikhuvudman. Den andra faktorn är att busschaufförerna inte har startat en fackklubb på arbetsplatsen. Den tredje faktorn är att det inte finns en tydlig formell kontext som ger anställda möjlighet att komma till tals.The purpose of this study is to describe and analyze bus drivers’ experiences of participation at work. The following questions arose: How to communicate employers and employees with each other? How do bus drivers perceive their work schedule and their hours of work? Can bus drivers be involved in shaping their work schedule and their hours of work? To answer these questions, we conducted eight individual interviews with bus drivers in an international bus company. The results show that bus drivers’ participation in the work is flawed. The reason that we believe might be explained by three main factors. The first factor is that the employer has to adapt its activities after a transport authority. The second factor is that bus drivers have not started a local compartment club at the workplace. The third factor is that there is not a clear formal context in which employees have the opportunity to express themselves.
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Serafin, Marcin Verfasser], Jens [Gutachter] [Beckert, and Clemens [Gutachter] Kroneberg. "The Temporal Structures of the Economy: The Working Day of Taxi Drivers in Warsaw / Marcin Serafin ; International Max Planck Research School on the Social and Political Constitution of the Economy ; Gutachter: Jens Beckert, Clemens Kroneberg." Köln : Universitäts- und Stadtbibliothek Köln, 2016. http://d-nb.info/1115855735/34.
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Serafin, Marcin [Verfasser], Jens [Gutachter] Beckert, and Clemens [Gutachter] Kroneberg. "The Temporal Structures of the Economy: The Working Day of Taxi Drivers in Warsaw / Marcin Serafin ; International Max Planck Research School on the Social and Political Constitution of the Economy ; Gutachter: Jens Beckert, Clemens Kroneberg." Köln : Universitäts- und Stadtbibliothek Köln, 2016. http://d-nb.info/1115855735/34.
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Lima, Lucas. "O mercado de trabalho dos motoristas de caminhão no Brasil: caracterização e avaliação do efeito de leis trabalhistas." Universidade de São Paulo, 2018. http://www.teses.usp.br/teses/disponiveis/11/11132/tde-28062018-125947/.
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O mercado de trabalho de motoristas de caminhão no Brasil é de suma importância para a economia nacional, já que contempla cerca de 2 milhões de caminhoneiros e 61% do transporte de cargas do País é feito pelas rodovias. No entanto, há alguns problemas: os caminhoneiros trabalham sobre um regime de horas exaustivo, o que ocasiona externalidades negativas sérias na economia, como distúrbios de saúde e graves acidentes nas estradas. Nesse contexto, o presente trabalho, com base nos dados da PNAD-IBGE, teve dois objetivos: i) para todo o período de 2002 a 2015, realizamos uma análise socioeconômica dos motoristas de caminhão no Brasil; ii) analisamos os impactos da \"Lei do Descanso\" (2012) e da \"Lei do caminhoneiro\" (2015) sobre características importantes do mercado de trabalho dos caminhoneiros. Para a primeira parte, encontramos para 2015 que cerca de 62% dos motoristas de caminhão possuem somente até o Ensino Fundamental; 78% ganham de 1 a 3 salários mínimos; 58% trabalham com carteira assinada e 28% por conta própria; 43% trabalham mais do que 44 horas semanais. Com relação à evolução dessas características ao longo do período analisado, comparamos elas com os atributos do mesmo grupamento ocupacional dos caminhoneiros. Quanto ao rendimento, em 2002, a diferença era de R$ 750,00; em 2015, caiu para R$ 550,00. Já para as horas trabalhadas na semana, em 2002, essa diferença era de 10 horas, passando para 5 horas em 2015. Com respeito ao segundo objetivo, investigamos o efeito das leis mencionadas sobre o rendimento, a jornada de trabalho e a formalização do trabalho dos motoristas de caminhão, utilizando o estimador de diferenças em diferenças com ponderação pelo escore de propensão. Não encontramos efeitos da \"Lei do descanso\" sobre rendimentos e formalização. No entanto, houve, para 15 meses após a vigência da legislação, redução de cerca de uma hora para a jornada de trabalho semanal dos caminhoneiros. No que diz respeito à \"Lei do caminhoneiro\", nossas estimações mostraram que essa lei reduziu o número de horas trabalhadas pelos motoristas de caminhão em cerca de uma hora. Contudo, um dos efeitos adversos da vigência da lei foi a diminuição do rendimento mensal desses profissionais em aproximadamente R$ 70,00. Dessa maneira, pode-se concluir que o governo obteve êxito em reduzir o número de horas trabalhadas pelos caminhoneiros.The labor market of truck drivers in Brazil is of paramount importance to the national economy, since it includes about 2 million truck drivers and 61 % of the country\'s cargo transport is done by road. However, there are some problems: truck drivers work on an exhausting hours regime, which causes serious negative externalities in the economy, such as health disturbances and serious road accidents. In this context, the present study, based on PNAD-IBGE data, had two objectives: i) for the entire period from 2002 to 2015, we carried out a socioeconomic analysis of truck drivers in Brazil; ii) we analyze the impacts of the \"Lei do descanso\" (2012) and the \"Lei dos caminhoneiros\" (2015) on important characteristics of the labor market of truck drivers. For the first part, we find that about 62% of truck drivers only have until Elementary School; 78% earn from 1 to 3 minimum wages; 58% work with a formal contract and 28% on their own. Regarding the evolution of these characteristics over the analyzed period, we compare them with the attributes of the same occupational grouping of the truck drivers, so that both have similar characteristics. As for income, in 2002, the difference was R$ 750.00; in 2015, fell to R$ 550.00. For the hours worked in the week, in 2002, this difference was 10 hours, going to 5 hours in 2015. With respect to the second objective, we investigated the effect of the mentioned laws using the difference-in-difference estimator weighted by the propensity score. We did not find statistically significant results of the effect of the \"Lei do descanso\" on income and formalization. However, we noted, for 15 months after the legislation was in force, a reduction of about one hour for the truckers\' weekly working day. Regarding the \"Lei do caminhoneiro\", our estimates showed that this law reduced the number of hours worked by truck drivers in about an hour. However, one of the adverse effects of the enactment of the law was to reduce the income of these professionals by approximately R$ 70.00. In this way, it can be concluded that the government succeeded in reducing the number of hours worked by the truck drivers.
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Vébrová, Eliška. "Návrat zaměstnanců z rodičovské dovolené." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-194150.
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This thesis deals with possibilities the employees have when they are returning to work from maternity or parental leave. The theoretical part of the thesis analyzes different flexible working arrangements in the czech labour market and current legislation for maternity and parental leave. The practical part is focused on a comparison among selected european countries in flexible working arrangements and formal childcare for children under three years of age and from three years to the minimum compulsory school age. Also discussed is the current situation in two surveyed companies. The main objective is to confirm or disprove the stated hypotheses and create suggestions which have a positive affect on an early return from maternity and parental leave for companies and government.
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Dörl, Maria, Jonathan Kurz, and Alexander Clauss. "Kritischer Perspektivenwechsel im virtuellen Klassenzimmer: Charakteristika einer erfolgreichen virtuellen Zusammenarbeit aus Studierendensicht." TUDpress, 2019. https://tud.qucosa.de/id/qucosa%3A36590.
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Arbeitsbedingungen verändern sich immer deutlicher, insbesondere im Bereich der Wissensarbeit. Die moderne Informations- und Kommunikationstechnologie (IKT) führt zu einem Bedeutungsverlust zentraler, lokal begrenzter Arbeitsplätze. Gleichzeitig gewinnt die Fähigkeit zur Zusammenarbeit in dezentralen, interkulturellen, interdisziplinären Teams an Bedeutung (Perez-Sabater, Montero-Fleta, MacDonald, & Garcia-Carbonell, 2015). Neben inhaltsbezogenen Fachkompetenzen gewinnen dadurch Sozial-, Selbst-, Medien- und Methodenkompetenzen in Unternehmen an Relevanz (Kummer, Wolff, Lieske, & Schoop, 2012). Die Vorbereitung der Studierenden auf diese veränderten Arbeitsbedingungen ist eine entscheidende Herausforderung für die Hochschulen (Coyne, 2008). [... aus der Einleitung]
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Harlin, Alice, and Samana Safari. "Anställdas reflektioner kring flexibelt arbete : En kvalitativ studie utifrån arbetsgivares och arbetstagares perspektiv." Thesis, Uppsala universitet, Sociologiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-384868.
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Flexibla arbetssätt som i distansarbete, flexibla arbetstider och frihet över genomförande av arbetet är något som blivit vanligare på företag och därför är det intressant att undersöka närmare om fenomenet flexibelt arbete. Denna studie syftar till att undersöka vad anställdas uppfattning är gällande motiven till att företag inför ett flexibelt arbetssätt och vad anställdas uppfattning är gällande hur produktiva de upplever sig vara i sitt arbete med ett flexibelt arbetssätt. En kvalitativ studie genomfördes baserad på 12 semistrukturerade intervjuer av chefer, HR-personal och övriga anställda på tre IT-intensiva företag i Sverige: Ericsson, Spotify och Hyper Island. Som komplement till intervjuerna gjordes en mindre observation av respektive arbetsplats. Studien visar att för merparten av de anställda upplevde införandet av flexibla arbetssätt som något positivt. Det möjliggjorde för dem att skapa en bättre balans mellan arbetets och privatlivets krav och villkor. Anställda ansåg att införandet av flexibla arbetssätt var motiverat både av personalhänsyn och verksamhetsintressen. Vi fann att informanterna upplevde att det flexibla arbetet bidrar till att öka deras produktivitet i arbetet på lång sikt men det ibland minskar anställdas produktivitet i arbetet på kort sikt. Utifrån informanternas upplevelser verkar det finnas ekonomiska bakomliggande motiv till införandet av det flexibla arbetssättet då det leder till minskade kostnader och ökad lönsamhet.It is more common that companies introduce flexible working arrangements such as teleworking, flexible times and freedom over how to plan and carry out duties and therefore it is interesting to examine this phenomenon more closely. The objectives of this study is to investigate employees view on what they think are the companies’ motives to having flexible working arrangements and how the employees experience the flexible working arrangements affects their productivity in their work. A qualitative investigation was conducted based on 12 semi-structured interviews of managers, HR employees and other employees at three IT-intensive companies in Sweden: Ericsson, Spotify and Hyper Island. An observation of each workplace was made to complete the interviews. The results show that for most of the employees, the introduction of flexible working arrangements was experienced as something positive, which enabled them to create a better work-life balance. Employees felt that the introduction of flexible working arrangements was justified by both employee considerations and business interests. We found that the employees experienced that the flexible working arrangements generally increased their productivity in their work in the long term, but sometimes made them less productive in the short therm. Regarding the employees` experience there seems to be economic underlying reasons for companies to introduce flexible working arrangements as it reduces costs and leads to increased profitability.
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Drdla, Karel. "Měření směrových charakteristik antén." Master's thesis, Vysoké učení technické v Brně. Fakulta elektrotechniky a komunikačních technologií, 2008. http://www.nusl.cz/ntk/nusl-217712.
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The aim of my diploma thesis is to produce an automated workplace for an antenna radiation pattern measurement with the R&S ESCS 30 measurement device. The result is a program named SFMAP.EXE. The measurement process is controlled by this program according to user defined parameters. The program collects the R&S ESCS 30 measured values and can evaluate the radiation angle values of the antenna. It can set up some parameters of the measurement device and controls the rotation of the turn-table, where the measured antenna is positioned. The controlling device based on FT232BL circuit was developed to capacitate the program to control the turn-table. With created program the turn-table can be controlled over the USB interface. This solution allows using any PC or notebook because of its standard equipment - the USB interface.
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Marečková, Eva. "Legislativa EU upravující pracovní podmínky řidičů činných v mezinárodní kamiónové dopravě." Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-3912.
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The aim of the work is a detailed analysis of EU legislation (e. g. orders and regulation, direction and their transposition to the czech law) concerned with working conditions of drivers, enterpreneurs and all other persons operating in international road transport. A special emphasise is placed on the latest regulation form in this sphere (EU order number 561/2006), which brought the current changes. The work provides a comprehensive overview of the current legislative and shows the impacts of the new changes in practice. Beyond, it demonstrates and explains some concrete situations and problems from the working routine, that are dealed daily by the drivers, forwarding agents, transporters and the proprietors of transport companies as well.
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Kvasničková, Katarína. "Work-Life Balance." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113290.
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The diploma work addresses the Work-Life Balance concept and identifies the various tools that can help to successfully balance work and personal life. Alternative work arrangements and the actual implementation in the Czech Republic and abroad are introduced. It focuses on the availability of child care facilities, maternity and parental leave and on the reintegration of parents into the work process. The analytical part examines the extent of the support offered by financial institutions for the harmonization of work and personal life. Programmes from selected institutions are presented as well as an analysis of employee job satisfaction in these companies conducted via a survey.
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Tučková, Marianna. "Work-Life Balance." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-199284.
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The subject of this thesis is Work-Life Balance - the reconciliation of professional and personal lives. The primary objective of this work is to analyze employee satisfaction in achieving a balance between the professional and personal life and to develop recommendations for employer on that basis. The theoretical portion of this work defines the issues surrounding Work-Life Balance and tools that employees can use to harmonize the two with an analysis of applications in the Czech Republic and across the European Union. The practical portion of the study analyzes employee satisfaction in real-world cases. On the basis of both components, the study offers recommendations for policy improvements to foster better Work-Life Balance.
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Fronk, Tomáš. "Pracovní podmínky řidičů v MKD." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-16380.
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The main aim of the thesis is a comlex description and explanation of legislative concernig the working conditions of drivers in branch of international transport. It provides the reader general overview of the whole field including function of the digital tachograph system and current development of EU legislative. In the practical part, there are described some actual problems, which occur in this area - it's especially the question of road controls and fines. The opinions of drivers concernig this matter are included as well.
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Silva, Helena Maria de Sousa Gomes da. "Implementação e certificação pela NP 4552:2016 - Sistema de gestão da conciliação entre a vida profissional, familiar e pessoal na administração dos portos de Sines e do Algarve, SA (APS)." Master's thesis, Universidade de Évora, 2021. http://hdl.handle.net/10174/29821.
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Este trabalho de projeto pretende responder ao problema do impacto na APS-Administração dos Portos de Sines e do Algarve, S.A., da implementação de um Sistema de Gestão da Conciliação.
A pesquisa teve como objetivo geral criar um Sistema de Gestão da Conciliação e como objetivo específico elaborar um Programa de Conciliação, atendendo aos domínios da Norma Portuguesa 4552:2016, boas práticas laborais, apoio profissional e desenvolvimento pessoal, e serviços e benefícios.
Recorreu-se ao método estudo de caso e a metodologias qualitativas através da observação e análise documental, e quantitativas através de inquéritos por questionário.
Concluiu-se que a empresa é de risco baixo quanto ao bem-estar no trabalho o que lhe dá uma posição competitiva, de risco médio quanto a riscos no trabalho, o que é um alerta, já que influência a produtividade, e tem em prática medidas de conciliação, valorizadas em média em 97,71%, numa escala de 0% a 100%; Abstract
The implementation and certification of the standard NP 4552: 2016 – The Conciliation Management System related to Work Life Balance in APS
This project work aims to answer the problem of the implementation of a Conciliation Management System and its impact on the APS-Administration of Sines and Algarve’s Ports, S.A.
The research had as general objective to create a Conciliation Management System and a specific aim to elaborate a Conciliation Programme, taking into account the domains of Portuguese Standard 4552: 2016, good work practices, professional support and personal development, as well as services and benefits.
The case study method and qualitative methodologies have been applied through observation and documentary analysis, as well as quantitative methodologies through questionnaire surveys.
It has been concluded that the company has a low risk regarding well-being at work, which gives it a competitive position, medium risk regarding risks at work, which is a warning, therefore it influences productivity, and has practical measures regarding reconciliation, valued at an average at 97.71%, on a scale from 0% to 100%.
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Hetmánková, Gabriela. "Návrh podnikového finančního plánu." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-241217.
Full textAbstract:
This diploma thesis aims to create a draft of a Corporate Financial Plan for a chosen company. It describes the procedure of analysis making, which precedes the financial plan, it explains necessary calculations which are vital for the plan creation and evaluation of both possible variants from the financial point of view.
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Mašterová, Lucie. "Vliv synergického podnikání na hodnotu podniku." Doctoral thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-233725.
Full textAbstract:
The doctoral thesis is dealing with the questions about synergy business which is understood as clusters, strategic alliances and franchise. It investigates the influence of the selected synergy business on the change of the company value (market value or the objective one). The topic reacts on the contemporary economic trends where fusions and grouping of companies is happening in more levels. One of them is the fusion and acquisition. Second one are various forms of alliances and groupings which allows to companies cooperation, sharing of knowledge, marketing, risks, know-how etc. They allow to the small and middle size companies to increase their competitiveness against the big firms. The doctoral thesis is treating the effect of using one of the form of the synergy business, namely the franchise, on the company value. Because just the increase of the company value should be one of its basic goals. In the framework of the doctoral thesis was made a research with the goal to identify the changes of selected value generators, which determine as a whole the company value. On the basis of the research results there was made in the final part of the work model evaluation of some variants, simulating the value change caused by the change of the selected value generator and there was quantified the synergy effect coming from the use of synergy enterprise. At the end of the work there are summarised the results of the research and of the model determination of the company value, possible benefits for the practice and theory and there are mentioned some possible starting points for the following scientific work in this field.
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Pintassilgo, Ana Catarina De Almeida. "Sectoral specificities of flexible working arrangements." Master's thesis, 2021. http://hdl.handle.net/10362/121901.
Full textAbstract:
We study gender heterogeneity in use and access to flexible working hours in the Portuguese labour market, using a fixed effects approach. We combine linked employee-employer data, the labour force survey, and our own collect and coded litigation database, covering the periods from 2013 to 2019. We show that female workers have considerably lower use and access to flexitime, even in establishments able to provide it and in female dominated sectors. Our preferred estimate suggests that being a woman reduces the probability of having a flexible schedule by 7.3%. For female dominated sectors - education, and health and social care- the magnitude is even larger: 15.2% and 16.5%. Additionally, we provide evidence on therole of collective bargaining power in fostering female access to flexitime.
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Wei, Chia-chien, and 韋家茜. "Working stress and fatigue among professional drivers." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/83768685747183082198.
Full textAbstract:
碩士國防醫學院
公共衛生學研究所
96
A cross-sectional study was conducted with aim to explore the association between occupational strain and fatigue of professional drivers. All subjects were interviewed by trained interviewers with a structured questionnaire, which included demographic data, working conditions, subjective perception of job content, health status and healthy behavior. The information about the effects of physical work loading, psychosocial stress, personal health behavior and fatigue were collected. The Swedish occupational fatigue inventory (SOFI) was used to evaluate the fatigue. While Demand-control-support model (JCQ), Effort-reward imbalance (ERI), and Stress-Satisfaction Offset Score (SSOS) are using to evaluate job strain. Results found that there are positive associations between Demand-control-support and Stress-Satisfaction Offset Score. And among three models, the adjusted R2 of SSOS is the highest above all. On the other hand, the work characteristics that best predict fatigue are falling asleep at the wheel in midnight, drive over tachograph, drive over 12 hours a day, and difficult finding parking when tired, along with age, education and sleep quality.
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Goel, Asvin, and Volker Gruhn. "Drivers’ working hours in vehicle routing and scheduling." 2006. https://ul.qucosa.de/id/qucosa%3A32734.
Full textAbstract:
Although of particular importance for many reallife applications, restrictions to drivers’ working hours have only received very little attention in the vehicle routing literature. Regulations regarding drivers’ working hours often have a big impact on total travel times, i.e. the time required for driving, breaks, and rest periods. In this paper we describe the regulations for drivers’ working hours in the European
Union. We present the Vehicle Routing Problem with Drivers’ Working Hours (VRPDWH) which generalises the well-known Vehicle Routing Problem with Time Windows. We present a Large Neighbourhood Search algorithm and test cases for the VRPDWH and conclude this paper with computational experiments.
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Louie, Amber Maureen. "Psychosocial and other working conditions in relation to employment arrangements in a representative sample of working Australians." Thesis, 2005. http://hdl.handle.net/2429/16618.
Full textAbstract:
Objective: To understand empirically-derived employment categories in relation to job
strain, effort/reward ratio, job hazards and other working conditions.
Method: A cross-sectional population-based survey was conducted by telephone from a
random sample of White Pages listings in the state of Victoria, Australia (n = 1,101). I
defined current employment arrangements in terms of work characteristics, and then
compared eight employment categories in terms of socio-demographics, self-reported job
insecurity and other working conditions. Using logistic regression I determined job strain and
effort/reward ratio across these categories.
Results: Eight mutually exclusive employment status categories showed significant and
consistent differences in work characteristics, socio-demographics and perceived job
insecurity. Using the "other self-employed" (not working alone) as the reference category
and adjusting for age and education, job strain was positively associated with permanent fulltime
(Odds Ratio [OR] = 4.11), permanent part-time (OR = 4.95), and casual part-time
employment (OR = 4.08) in women but not in men. Job strain was positively associated with
casual full-time (OR - 4.66) and labour hire (OR = 4.36) employment in men but not
women. Men who were employed permanent full-time demonstrated the only significant
odds for high effort/reward ratio (OR=3.92). Significant differences were also found between
proportions across employment categories in terms of job hazards, shift work, excessive
working hours and multiple job holding.
Discussion/Conclusions: Overall, this study revealed an association between precarious
employment and unhealthy working conditions. While other studies tend to oversimplify
non-permanent categories of employment, I found prominent differences in working
conditions between casual, fixed term contract and labour hire employees. The empirically-derived
and mutually exclusive categories provide greater discriminatory power than
previously used classifications and may be of use to government agengies, policy makers and
researchers. The use of multiple measures of occupational stress and hazard exposure also
revealed a complex picture within particular job categories, demonstrating concentrations of
exposures in certain groups. Further, more refined analysis that considers the gendered
patterns revealed in this study would help us understand the differential impact of policies,
programs and modern production organisation on workers in relation to employment
arrangements and social context.Graduate and Postdoctoral Studies
Graduate
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LIN, YI-CHUN, and 林奕均. "Research On the Working Terms of Bus Drivers in Public Transport." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/j28mcw.
Full textAbstract:
碩士逢甲大學
運輸與物流學系
107
In response to the government's one-off policy, how to protect the passengers' own rights and interests at present and solve the problem of insufficient passenger driving manpower at present, and propose specific improvement measures is an important issue today. Since the passengers' dispatch schedules are related to the local government's labor regulations and related laws and regulations, it is possible to compare the regulations set by the governments of Europe, the United States, Japan and other countries on the conditions of professional driving and the actual operation of the passenger transport industry through case interviews. The situation proposes a plan to meet the needs of both employers and employees; driving a healthy body can not only improve road safety in the future, but also increase the willingness of people to take public transportation and further reduce the impact on the environment.
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Baard, N. S. "Employee benefits and challenges of telecommuting virtual working arrangements in the services industry." Thesis, 2012. http://hdl.handle.net/10210/4785.
Full textAbstract:
M. Comm.Virtual working arrangements, including telecommuting, are on the increase globally due to the challenges that organisations face in the current global economy. Virtual working arrangements present considerable possible benefits to organisations, employees and the community at large if correctly implemented. It is estimated that 45 million Americans teleworked in 2006 alone (O’Brien & Hayden, 2007) with predictions of the number reaching 100 million in the United States of America by 2010 (Wilsker, 2008). However, in South Africa this organisational form is not well documented or implemented presently. As a result, local organisations are unaware of the employee benefits and challenges that will be faced when implementing a telecommuting programme and how best to implement teleworking arrangements with these factors in mind.
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Shiu, Hung-Kai, and 許紘愷. "Study on working fatigue and urinary 17-hydroxycorticosteroids of city bus drivers." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/73722384550058300550.
Full text
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CHI, CHUNG-YU, and 紀宗佑. "Drivers' Working Time, Wage and Industrial Relations of Taiwan's Logistic Industry: A Case Study." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/b4t6s9.
Full textAbstract:
碩士中國文化大學
勞動暨人力資源學系
107
The logistics industry is an essential part of modern society, and it plays the role of receiver and carrier between consumers and providers. In the past, logistics played the role of commodity intermediary between manufacturing department and retail sales department. However, the advent of the Internet age had changed our lives and the way we consume. Therefore, logistics is not only the intermediary between manufacturing and retail sales but also the intermediary between the two and the consumers. Logistic drivers are the ones affected the most in this kind of change. The aim of this study is to discuss working hours, wage, and labor relations of modern logistic drivers. The KKM’s “Strategic Choice Model” will also be included in the study to further discuss whether the drivers could use collective bargaining to improve the problem of working hours and wage. Research findings: 1.Government policy and law regulations have more impact on labor relations than other factors. 2.Salary structure is the main cause for driver’s long-hour working time. 3.Labor and management communication channels have limited effect. 4.Labor’s collective power is not yet formed. Lastly, this study found that the drivers couldn’t easily improve their problems in working hours and wages by collective bargaining due to the fact that “collective power is not yet formed” for now. In the case of lacking collective consciousness, labor’s organization isn’t formed so there is not enough power to negotiate with the management either.