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Dissertations / Theses on the topic 'Workplace relations'

Author: Grafiati

Published: 4 June 2021

Last updated: 20 February 2023

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1

Tjulin, Åsa. "Workplace Social Relations in theReturn-to-Work process." Doctoral thesis, Linköpings universitet, Arbetslivsinriktad rehabilitering, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-57658.

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The overall aim of this thesis was to explore the impact of workplace social relations on the implementation of return-to-work interventions. The thesis consists of four separate papers with specific aims. In Paper I, the overall purpose of the study was to analyse how a multi-stakeholder return-to-work programme was implemented and experienced from the perspective of the stakeholders involved, i.e. supervisors, occupational health consultants and a project coordinator. The objective was to identify and analyse how these stakeholders perceived that the programme had been implemented in relatio

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2

Giles, Glenn. "Workplace change and award restructuring /." Title page, contents and abstract only, 1998. http://web4.library.adelaide.edu.au/theses/09ARM/09armg472.pdf.

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3

Poynter, Gavin. "Change in workplace relations : the UK in the 1980s." Thesis, University of Kent, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315096.

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4

Kang, Youngok. "Workplace industrial relations in South Korea since the 1980s." Thesis, University of Sheffield, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269405.

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5

Lai, Yanqing. "Employee relations in SMEs : an empirical approach using the Workplace Employment Relation Survey (WERS 2011)." Thesis, Kingston University, 2016. http://eprints.kingston.ac.uk/35057/.

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This thesis is a paper-based thesis. Using a large-scale matched employee-employer dataset, three empirical studies were undertaken to empirically examine: 1) the relationship between employee attitudes, human resource management practices and firm performance in SMEs; 2) the effect of the firm size on firms’ and employees’ experience during the recent financial crisis, particularly firm’s employment related responses to the economic hardship; and 3) the impact of firm size on employee’s experience of work stress during economic recession. The findings of the first study suggest a direct relat

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6

Naidoo, Kameshni. "Workplace conflict : the line manager's role in preventing and resolving workplace conflict." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95588.

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Thesis (MBA)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: The costs of conflict within organizations is higher than is often realized due, amongst others, to lowering morale and lower productivity of employees. One of the most common reasons provided during exit interviews when employees resign from organizations, is the manner in which conflicts were addressed by management. A high turnover of employees has a significant cost to organizations as companies have to spend more money to recruit new employees than they would have needed to had the conflicts that had arisen were effectively

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7

Delbridge, Rick. "British factory - Japanese transplant : an ethnographic study of workplace relations." Thesis, Cardiff University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.295944.

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8

Calveley, Moira Dorothy. "Workplace industrial relations in the context of a failing school." Thesis, University of Hertfordshire, 2000. http://hdl.handle.net/2299/14148.

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Over the last two decades the UK public sector has seen the introduction of 'new managerialism' - the devolvement to the local level of management initiatives and techniques more traditionally associated with the private sector; this has arguably increased industrial relations tensions in the workplace as both line managers and workers have become involved in actions and negotiations new to them. This thesis provides a unique, in-depth, consideration of the impact on industrial relations of new managerialism in a 'failing' secondary comprehensive school; it identifies how devolved management a

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9

Jarvis, Carol Anne. "Changing the deal : implications for the informal contract and workplace relations." Thesis, University of the West of England, Bristol, 2004. http://eprints.uwe.ac.uk/14605/.

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10

Raeburn, Nicole C. "The rise of lesbian, gay, and bisexual rights in the workplace." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1391508575.

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11

Burks, Katrina Marie Russo. "Mothers' Perceptions of Workplace Breastfeeding Support." ScholarWorks @ UVM, 2015. http://scholarworks.uvm.edu/graddis/371.

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Despite substantial evidence that breastfeeding is the optimal way to feed the healthy, full-term infant, data show that, although most mothers in the United States start out breastfeeding their infants, there are often barriers to continued breastfeeding beyond the first few weeks or months. Among the reasons cited are lack of support and the need to return to full or part time paid employment. As a result of the Surgeon General's 2011 Call to Action to Support Breastfeeding, many initiatives have been implemented on national, state, and local levels to improve support for breastfeeding in th

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12

Shawver, Brenda G. "The social construction of workplace "diversity"." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000263.

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13

Pather, Sivalingam. "Workplace forums in terms of the labour relations act 66 of 1995." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/845.

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The promulgation into law of the concept of workplace forums has been beset with immense criticism and opposition from organized labour and some quarters of organized business. Last ditch efforts by the Ministerial Task Team had won the day for the inclusion of this controversial provision in the new Labour Relations Act.1 Commentators on the Act tend to agree that the fallout with organized labour at the negotiations has probably set the scene as to whether the provisions would be widely used or not. History has shown that the establishment of such forums in workplaces has been low. In some s

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14

Tattersall, Angela Louisa. "Social relations in the ICT workplace : the gender dimensions of social capital." Thesis, University of Salford, 2010. http://usir.salford.ac.uk/26933/.

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This thesis is about social relations in the ICT workplace and the gender dimensions of social capital. The concept of 'social capital' has only recently been recognised in studies of organisations, yet its legitimacy is clear in terms of being an important tool for career success. The gender dimensions of social capital are also significant by their absence in analysis. How social capital is formed, utilised and accessed by groups differ and a lack of valued social capital lies at the heart of what prevents women moving up organisational hierarchies. I place gender firmly in the centre of inv

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15

Telford, James. "Workplace industrial relations in the general print sector covered by national bargaining." Thesis, University of Hertfordshire, 2008. http://hdl.handle.net/2299/1999.

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Set against a background of technological change, national bargaining and union merger, this thesis considers the impact of a changing structural, economic and political climate on the resilience of national pay bargaining within general print, a little documented but important section of the economy. It seeks to examine contemporary workplace industrial relations where, against national trends, national bargaining has been resilient. It is in the light of there being a long association with strong, regulatory unionism within the sector that this study seeks to explore the reality of workplace

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16

Jenkins, Sarah Louise. "Gendering workplace change : an analysis of women in six organisations." Thesis, Northumbria University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.268167.

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17

Potgieter, Lauren. "Bad office politics: victimisation and intimidation in the workplace." University of the Western Cape, 2013. http://hdl.handle.net/11394/4830.

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18

Huter, Aimee L. "Gender Composition and Turnover in the Academic Workplace." Kent State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=kent1321547192.

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19

Shah, Neha Parikh. "The individual performance effects of multiplex relationships in workplace social networks." Diss., Restricted to subscribing institutions, 2010. http://proquest.umi.com/pqdweb?did=2024769981&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.

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20

Thomson, Pamela. "The gendered effects of workplace change in the Canadian garment industry." Thesis, University of Newcastle Upon Tyne, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242374.

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21

Mak, Alex Han Chee. "The working time regulations in the United Kingdom : implications for workplace industrial relations." Thesis, University of Leeds, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.274832.

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22

Khettabi, Ahmed. "Workplace industrial relations in Algeria : a case study of oil and chemical industries." Thesis, Keele University, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.306140.

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23

Reynolds, Julie Suzanne. "Intergenerational relations in the workplace : older women and their younger women co-workers." PDXScholar, 1990. https://pdxscholar.library.pdx.edu/open_access_etds/4148.

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Women aged 55 and older have been participating actively in the American work force and recently have been drawing increased attention from researchers in the social sciences (Ashbaugh & Fay, 1987) . This study examines the nature of service work performed by older part-time women workers and their younger women co-workers, and the relationship between the two generations in the workplace. The following research questions guided this exploratory study: Do the older women workers and their younger women co-workers report that there have been changes in the co-workers' work since the older women

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24

Burton, Judith A. "Teaching dilemmas and workplace relations: Discretionary influence and curriculum deliberation in child care." Thesis, Queensland University of Technology, 1999. https://eprints.qut.edu.au/36590/1/36590_Digitised%20Thesis.pdf.

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Across Australia each day early childhood teachers take responsibility for the quality of experiences of increasing numbers of young children enrolled at kindergartens, preschools, long day child care centres, and limited hours and occasional care centres. The qualifications held by early childhood teachers are an indication that they have the knowledge and skill that will enable them to work effectively with groups of young children, co-creating curriculum that is educational, enjoyable and relevant to each child. But many teachers now work in places where they are one segment of a large work

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25

McCrostie, James. "Industrial legality and workplace control, merchant seamen, the Park Steamship Company, and the Canadian Seamen's Union, 1942-1948." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape17/PQDD_0007/MQ28233.pdf.

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26

Llewellyn, Nicholas. "A study of co-worker relationships." Thesis, Bournemouth University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341573.

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27

Hill, Geof W., of Western Sydney Hawkesbury University, and School of Social Ecology. "An inquiry into 'human sculpture' as a tool for use in the dramatistic approach to organisational communition." THESIS_XXXX_SEL_Hill_G.xml, 1995. http://handle.uws.edu.au:8081/1959.7/141.

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People in organisations often have difficulty communicating with each other about their understanding of the problems of the organisation. The Dramatistic Approach is an organisational inquiry method, based on a notion of ?script?, which assists people in organisations to discuss interpersonal communication problems. A ?script? is defined in this document as being an unconscious socialised social routine. The purpose of this thesis is to document an inquiry into ?Human sculpture?, a process using dramatisation to facilitate discussion about the notion of ?script? in the organisational setting.

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28

Scott, Andrew. "On the shop floor in the 1980's : generating the politics of workplace compliance." Thesis, University of Oxford, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.303591.

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29

Towry, Kristy Lynne. "Control in a teamwork environment : the impact of social ties on the effectiveness of mutual monitoring contracts /." Thesis, Full text (PDF) from UMI/Dissertation Abstracts International, 2002. http://wwwlib.umi.com/cr/utexas/fullcit?p3086719.

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30

Buultjens, Jeremy. "Industrial Relations Processes in Registered Clubs of NSW." Thesis, Griffith University, 2001. http://hdl.handle.net/10072/367315.

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The small business sector has become an increasingly important segment of the Australian economy since the 1970s. Industrial relations in the sector have been assumed to be harmonious. However, to a large extent this belief about industrial relations is based on conventional wisdom rather empirical evidence. Industrial relations research in Australia has concentrated on medium to large businesses because the centralised nature of the industrial relations system encouraged a collective emphasis. This collective emphasis ensured peak representative bodies and larger organisations had a tendency

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31

Palmer, Gerry. "Embeddedness and workplace relations : a case study of a British-based Japanese manufacturing company." Thesis, University of Warwick, 2000. http://wrap.warwick.ac.uk/59425/.

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This thesis presents an analysis of workplace relations in a British-based, Japanese manufacturing company. The extent and nature of managerial hegemony within Japanese transplants, and the ability of workers to pursue informal means of 'counter-control', are both highly contested issues within the 'Japanisation' debate. It is these two related issues that are addressed here. The research is based primarily on a nine-week period of participant observation as a shopfloor worker. This was supplemented by interviews and 'shadowing' of key personnel in the case study company. In addition, intervie

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32

Westcott, Mark. "Refining crude or crude refinements? Workplace industrial relations at Shell Clyde refinery, 1974-1994." Thesis, The University of Sydney, 1997. https://hdl.handle.net/2123/27613.

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This thesis studies workplace industrial relations at the Shell Clyde refinery in the period between 1974 and 1994. It takes as its focus the manner in which labour is regulated, that is, the way in which work is organised, performed and rewarded. The changes in labour regulation at the refinery are described in detail in the thesis and explained by using a modified bargaining model. This model uses the traditional bargaining model as its core but expands the explanatory scope of the model by incorporating a broader range of independent variables. This approach means that labour regulat

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33

Frawley, J. W., University of Western Sydney, College of Social and Health Sciences, and School of Applied Social and Human Sciences. "Country all round : the significance of a community's history for work and workplace education." THESIS_CSHS_ASH_Frawley_J.xml, 2001. http://handle.uws.edu.au:8081/1959.7/528.

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The purpose of this research is to investigate the significance of a Tiwi community's history in order to better understand the work of Aboriginal Community Police Officers (ACPO).The situation under study is a workplace on Bathurst Island in the Northern Territory. The literature on workplace education offers the proposition that an understanding of the socio-cultural and historical context of workplaces is fundamental to thinking about workplace education.It is hypothesised that ACPOs have a dual consciousness of their profession and their workplace, and this consciousness has been informed

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34

McCown, Nancy D. "The roles of internal public relations, leadership style, and workplace spirituality in building leader-employee relationships and facilitating relational outcomes." College Park, Md. : University of Maryland, 2008. http://hdl.handle.net/1903/8173.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2008.<br>Thesis research directed by: Dept. of Communication. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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35

Do, Chi Quynh. "Understanding Industrial Relations Transformation in Vietnam: A multi-dimensional approach." Thesis, The University of Sydney, 2011. http://hdl.handle.net/2123/7723.

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Vietnam has been in transition from a command economy to a market economy since the late 1980s but the socialist industrial relations institutions remained largely unchanged until 2005 when workers in the most internationally exposed provinces began to agitate for improved wages and conditions, without the support of the formal trade unions. Labour activism resulted from substantial changes in labour relations at firm level and, at the same time, created pressures on the existing national IR settings for reform. Seeking to understand these momentous events in Vietnam has required a multi-dimen

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36

Teh, Melissa. "Australians' and Tongans' responses to escalating workplace conflict : a social rules analysis /." [St. Lucia, Qld.], 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16827.pdf.

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37

Wright, Martyn. "Work regulation under changing relative power : a study of British workplace industrial relations 1979-91." Thesis, University of Cambridge, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309853.

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38

Ng, Angie. "Comparative Anti-workplace Bullying Public Policy in Australia, Canada and the United States." Thesis, The University of Sydney, 2012. http://hdl.handle.net/2123/8880.

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This thesis seeks to compare the anti–workplace bullying movements in Australia, Canada and the United States. It gives a broad perspective on how each country initiated its anti–workplace bullying measures and highlights the distinct roles that different actors can play in the process of social change. Although the three countries of focus are federated nations and have similar economies, cultures and historical backgrounds, the pace of anti–workplace bullying movement has varied between Australia, Canada and the US. This thesis argues that the key factors influencing anti–workplace bullyi

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39

Bober, Amy L. "A renewed focus on generational issues in the workplace." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2932. Typescript. Abstract precedes thesis as 2 preliminary leaves (iii-iv). Includes bibliographical references ( leaves 91-93 ).

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40

Burke, Peter, and peter burke@rmit edu au. "A social history of Australian workplace football, 1860-1939." RMIT University. Global Studies, Social Science and Planning, 2009. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20100311.144947.

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This thesis is a social history of workplace Australian football between the years 1860 and 1939, charting in detail the evolution of this form of the game as a popular phenomenon, as well as the beginning of its eventual demise with changes in the nature and composition of the workforce. Though it is presented in a largely chronological format, the thesis utilises an approach to history best epitomised in the work of the progenitors of social history, E.P. Thompson and Eric Hobsbawm, and their successors. It embraces and contributes to both labour and sport history-two sub-groups of social hi

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41

Ellicott, Susan Gay. "Development of the Australian Government’s Workplace Domestic Violence Policy 2008–2018." Thesis, The University of Sydney, 2021. https://hdl.handle.net/2123/27212.

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This thesis investigates how and why workplace domestic violence policy was developed in Australia from 2008 to 2018. It examines workplace domestic violence policy as a type of workplace equality and gender equality policy. It analyses the extent to which traditional actors, such as unions, employer parties and components of the state, and non-traditional actors, including anti-domestic violence advocates and union members, influenced this policy development. The thesis addresses several under-researched areas in industrial relations scholarship. First, few studies have addressed the develo

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42

von, Hippel Courtney D. "In-Groups and Out-Groups in the Workplace: The Impact of Threat on Permanent Employyes' Interactions with Temporary Co-Workers." The Ohio State University, 1999. http://rave.ohiolink.edu/etdc/view?acc_num=osu1392057836.

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43

Alexander, Michael John. "Union Influence on the Activism of Workplace Delegates: A Tale of Two Surveys." Thesis, Griffith University, 2009. http://hdl.handle.net/10072/367376.

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This thesis sets out to articulate the manner in which unions influence the activism of workplace delegates. It does so by identifying, through an examination of previous literature, those factors that are known to have some influence over the activities or behaviours of delegates and over which unions also have some control. The thesis is grounded in the current debate over union renewal, and the capacity for organised labour to reverse its current decline through the implementation of the ‘organising’ approach. The organising approach stemmed initially from unions in the United States in the

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44

Buultjens, Jeremy, and n/a. "Industrial Relations Processes in Registered Clubs of NSW." Griffith University. School of Industrial Relations, 2001. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040514.140227.

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The small business sector has become an increasingly important segment of the Australian economy since the 1970s. Industrial relations in the sector have been assumed to be harmonious. However, to a large extent this belief about industrial relations is based on conventional wisdom rather empirical evidence. Industrial relations research in Australia has concentrated on medium to large businesses because the centralised nature of the industrial relations system encouraged a collective emphasis. This collective emphasis ensured peak representative bodies and larger organisations had a tendency

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45

Ashong-Lamptey, Jonathan. "Crafting an identity : an examination of the lived experiences of minority racial and ethnic individuals in the workplace." Thesis, London School of Economics and Political Science (University of London), 2016. http://etheses.lse.ac.uk/3475/.

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This research enquiry is concerned with how racial and ethnic identity is both managed and experienced by individuals within the workplace. This thesis is comprised of three separate and distinct empirical studies conducted with the purpose of uncovering the lived experiences of minority racial and ethnic individuals. Both qualitative and quantitative research methods are used in order to study individual experiences of race and ethnicity from multiple complementary perspectives. Study 1 is a quantitative empirical study that uses biculturalism as a lens to conceptualise the experience of mino

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46

Frege, Carola Maria. "Workplace relations in East Germany after unification : explaining worker participation in trade unions and works councils." Thesis, London School of Economics and Political Science (University of London), 1996. http://etheses.lse.ac.uk/1449/.

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The East German industrial relations system was completely replaced by the transfer of the West German dual system of industrial relations after political Unification in 1990. Works councils emerged, the former socialist trade unions were taken over by their western counterparts, and West German labour law and regulations were implemented. The thesis focuses on the transformation of workplace relations, with special reference to the viewpoint of the workforce. It is argued that this approach, which has been so far neglected in the German literature, is necessary for a full understanding of the

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47

Harrison, Alan Thomas. "A critical evaluation of corporate employee communication in the light of recent changes in workplace relations." Thesis, University of Wolverhampton, 1998. http://hdl.handle.net/2436/90559.

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48

Oladeinde, Olusegun Olurotimi. "Management and the dynamics of labour process: study of workplace relations in an oil refinery, Nigeria." Thesis, Rhodes University, 2011. http://hdl.handle.net/10962/d1003087.

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The focus of this thesis is on labour-management relations in the Nigerian National Petroleum Corporation (NNPC), Nigeria. The study explores current managerial practices in the corporation and their effects on the intensification of work, and how the management sought to control workers and the labour process. The study explores the experiences of workers and their perception of managerial practices. Evidence suggests that managerial practices and their impacts on workplace relations in NNPC have become more subtle, with wider implications for workers’ experience and the labour process. Using

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49

Wu, Yu-Hsien. "Social skill in the workplace what is social skill and how does it matter? /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/5542.

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Thesis (Ph. D.)--University of Missouri-Columbia, 2008.<br>The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on June 18, 2009) Vita. Includes bibliographical references.

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50

Zeidan, Rawah. "Can I bring my whole self to my workplace? : A qualitative study of immigrant Muslim women’s workplace experiences in Sweden." Thesis, Högskolan i Gävle, Avdelningen för humaniora, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36667.

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In general, immigrants face various problems as they adjust to their new surroundings and begin a new life. The educated, employed Arabic immigrant Muslim women, (EEAIMW), live between two worlds: a Swedish world at work and an Arabic world at home. In this East-West dichotomy, they keep trying to find who they are and where they belong. This thesis helps to understand the influence of the intersection of religion, ethnicity, and gender serving as the primary disadvantage due to cultural expectations, socio-political considerations, and unfavourable stereotypes and stigmatization. This disadva

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