Search

El quart trimestre de 2023 va marcar una fita històrica a Barcelona en termes laborals, amb les taxes d’activitat (85%) i d’ocupació (79,8%) més altes de la sèrie històrica, que s’inicià el 2002.

La majoria dels passatgers a la xarxa de transport públic de Transports Metropolitans de Barcelona (TMB) són dones i també augmenta el nombre de les professionals dins de l’empresa. En aquest sentit, des de TMB es treballa per garantir la igualtat d’oportunitats i la no discriminació per raó de sexe i intentar així equilibrar la plantilla, especialment en els àmbits operatius amb llocs de treball tradicionalment masculinitzats.

"In Utah" is about boosting Utah's economy. It’s everyone who stands with Utah business. This In Utah Inspirational Spotlight highlights Erin Smith's experience with Return Utah. Return Utah guarantees opportunity by providing state jobs to Utahns who have left the workforce. Through the Return Utah program state agencies specifically target candidates with an extended absence on their resume, breaking the traditional practice of circumventing a resume due to an experience gap.

Purpose: This study aimed to analyze the relationship between workplace spirituality, work-family conflict, loneliness in the workplace, and the intention to stay among women employees in the Indonesian manufacturing industry. It is important to understand the factors that increase employees' intention to stay as an essential resource for the company's survival. Design/methodology/approach: Women employees were selected as the study object due to their unique roles, perspectives on work and family, and emotional sensitivity. This study was conducted with a sample of 300 women employees manufacturing in Indonesia and used the Smart-PLS analysis method. Findings: The results showed that workplace spirituality positively and significantly impacted the intention to stay but had a negative and significant effect on work-family conflict and loneliness at work. Work-family conflict positively and significantly impacted loneliness at work but could not mediate the effect of workplace spirituality on the intention to stay. However, loneliness at work mediated the effect of workplace spirituality on the intention to stay among women employees in the manufacturing sector in Indonesia. Research, Practical & Social implications: The highlight the need to incorporate spiritual values in the workplace to increase employees' intention to stay. Additionally, companies should reduce work-family conflict and loneliness experienced by women employees at work. Originality/value: This study identified the overwhelming influence of workplace spirituality, work-family conflict, loneliness at work, and intention to stay among women employees in the Indonesian manufacturing industry. Aside from being workers, women also have an important role in carrying out daily life. We examine the ramifications of these findings for research and practice.

"In Utah" is about boosting Utah's economy. It’s everyone who stands with Utah business. This In Utah Inspirational Spotlight highlights Katelin Roberts. Katelin is the executive director of BioHive. BioHive exists to enhance and unite Utah's life science and healthcare innovation ecosystem.

"In Utah" is about boosting Utah's economy. It’s everyone who stands with Utah business. This In Utah Inspirational Spotlight highlights Christina Lux. Christina is an ISA certified aborist and owner of Tree Lux Tree Care in Salt Lake City.

"In Utah" is about boosting Utah's economy. It’s everyone who stands with Utah business. This In Utah Inspirational Spotlight highlights Shannel and Lana from Laeona Fair Pay. Laeona is operated by a global team passionate about creating more equitable workspaces – starting with salary.

"In Utah" is about boosting Utah's economy. It’s everyone who stands with Utah business. This In Utah Inspirational Spotlight highlights Danielle Cox. Danielle is a single mother, head of IT, mentor in the tech industry, and Miss USA Continental Worldwide ‘22-‘23.

"In Utah" is about boosting Utah's economy. It’s everyone who stands with Utah business. This In Utah Inspirational Spotlight highlights Lt. Governor Deidre Henderson.

"In Utah" is about boosting Utah's economy. It’s everyone who stands with Utah business. This In Utah Inspirational Spotlight highlights Erin Smith's experience with Return Utah. Return Utah guarantees opportunity by providing state jobs to Utahns who have left the workforce. Through the Return Utah program state agencies specifically target candidates with an extended absence on their resume, breaking the traditional practice of circumventing a resume due to an experience gap.

Since its national debut in 1987, Fresh Air with Terry Gross has been a highly acclaimed and much adored weekday magazine among public radio listeners. Each week, nearly 4.8 million people turn to Peabody Award-winning host Terry Gross for insightful conversations with the leading voices in contemporary arts and issues. The renowned program reaches a global audience, with over 620 public radio stations broadcasting Fresh Air, and 3 million podcast downloads each week. Fresh Air has broken the mold of 'talk show' by weaving together superior journalism and intimate storytelling from modern-day intellectuals, politicians and artists alike. Through probing questions and careful research, Gross's interviews are lauded for revealing a fresh perspective on cultural icons and trends. Her thorough conversations are often complemented by commentary from well-known contributors. Fresh Air is produced at WHYY-FM in Philadelphia and broadcast nationally by NPR., (1.)We'll talk to ANGELA GARBES, author of the new book Essential Labor: Mothering as Social Change. She wrote it after having to give up work during the covid lockdown, when she no longer had daycare. The book is about how the work of mothering in the U.S. has always been undervalued and undercompensated. By mothering she means the work of raising children, and that includes all people who help raise children: fathers–of course, extended family, nannies, daycare workers, pre-school teachers, baby sitters, domestic help, and friends. She describes mothering as the invisible economic engine driving our culture. This is also an issue related to race and class, since the underpaid childcare professionals are often women of color. Garbes's previous book, Like A Mother, was about the science and culture of pregnancy. (THIS INTERVIEW CONTINUES THROUGH TO THE END OF THE SHOW)

Purpose: Previous research has highlighted that employee wellbeing in the workplace is closely linked to equity, achievement, and interactions. However, gender inequality in employment opportunities, work-life imbalance, the gender pay gap, and the existence of the glass ceiling are workplace realities and generate failures that can reduce women’s happiness and wellbeing. Based on the theories of organisational justice, affective events, and transactional stress, this research attempts to identify the initiatives or actions that can act as true levers to promote equality and to contribute to the creation of inclusive and enchanting workplaces for female employees. Design: This study was carried out using the Delphi method. The panel consisted of a group of Spanish experts from the academic and professional fields who had close relationships with the topic of research. Findings: Parity objectives and flexibility measures are actions that can be effective in achieving gender equality in companies. Factors related to equitable, fair, and non-discriminatory treatment are the main determinants of female wellbeing in the workplace. The quality of female employment and having leaders capable of creating inclusive environments increases the attractiveness of organisations for women. Originality/value: This research yields interesting findings on the responsibility and role of companies in fulfilling the demands of female employees and in making women fall in love with the workplace. It may be especially relevant in the COVID-19 scenario, Peer Reviewed

Using a multi-sector general equilibrium model with endogenous household labor supply decision, this paper proposes a framework to account for the declining female labor force participation (FLFP) rate and widening gender gap in labor force participation rates in China from the structural change and comparative advantage perspective. Based on a modified Roy-Ricardo model, I formally estimate female comparative advantage in the primary, secondary, and tertiary sectors, and document rising trends for the market sectors relative to home sector. The rising female comparative advantage in the market sectors is expected to drive more female workers to the workforce and makes the observed growing gender inequality in China’s labor market puzzling. I argue that the interplay between structural change and female comparative advantage dynamics, instead of comparative advantage alone, determines the FLFP rate and the gender gap. FLFP rate is expected to drop when women have comparative advantage in the diminishing sector relative to the expanding one, and the effect from rising female comparative advantage in market sectors is not dominant. The theory can reconcile the increasing female comparative advantage in market sectors relative to home sector with the growing gender gap in China, can account for regional variations in FLFP rates, and can be flexibly applied to other economies to predict their FLFP rate trajectories.

Occupational segregation by gender continues with a significant underrepresentation of women in the skilled trades industry. There is a significant workforce shortage in the skilled trades industry locally, regionally, and nationally. Additionally, it is becoming increasingly difficult to recruit qualified skilled trades workers due to the limited pipeline of skilled workers. The number of women entering the skilled trades sector is consistently lower than the number of men, further contributing to the lack of gender diversity in the skilled trades workforce sector. In this improvement initiative, I sought to improve gender diversity and increase the number of female students accessing the skilled trades workforce sector at Asheville-Buncombe Technical Community College (A-B Tech). Industry-led marketing initiatives and marketing practices focused on women in skilled trades careers were used to enhance women’s career-related self-efficacy and increase their exposure to skilled trades and awareness of work-based learning opportunities leading to improved gender diversity and an increased number of female students accessing the skilled trades workforce sector. Through a scholar-practitioner lens, I used the Plan-Do-Study-Act (PDSA) cycle to test a change in outreach and recruitment efforts traditionally used by the College. I intended for the intervention to increase gender diversity and create equity in a traditionally male-dominated program area at A-B Tech.

El síndic de greuges de Barcelona ha anunciat l’obertura d’una actuació d’ofici que té l’objectiu de conèixer els mecanismes per tal de garantir la igualtat de tracte i prevenir les situacions de discriminació i assetjament en l’Institut Municipal de Parcs i Jardins de Barcelona

El síndic de greuges de Barcelona ha anunciat l’obertura d’una actuació d’ofici que té l’objectiu de conèixer els mecanismes per tal de garantir la igualtat de tracte i prevenir les situacions de discriminació i assetjament en l’Institut Municipal de Parcs i Jardins de Barcelona

Amplia els mecanismes municipals per defensar els drets laborals de les dones, especialment en els sectors més feminitzats i precaris, com el treball de la llar i de la cura, la neteja, el tèxtil, l’atenció al públic, l’acció social i l’estètica i el benestar.

Grandmothers are increasingly called upon to provide regular childcare to enable parents to engage in paid employment. Many of these grandmothers are in paid employment themselves. Combining paid employment and regular childcare is managed in the context of their lives, which includes family relationships and broader societal expectations for older women. This thesis examined the experience of grandmothers living in Auckland City, who were in paid employment at least twenty hours a week and who provided regular weekly childcare of at least ten hours a week to their grandchildren. This research was based on feminist poststructuralism. Poststructuralism focusses on multiplicity and subjectivity, attending to the wider contexts in which language is located. Feminist poststructuralism focusses on gender and how gendered norms describe and establish the ‘right’ ways of behaving. These expectations contribute to assumptions that the accommodation of childcare and paid work is normal and natural for women. Semi-structured interviews were conducted with fifteen grandmothers and their accounts were analysed using narrative analysis. Narrative analysis focusses on the importance of stories as the primary way in which people make sense of their lives. These stories draw on wider social, cultural, political and gendered narratives. The analysis found that paid employment was particularly important in the participants’ lives, allowing for the construction of an identity which was different to a grandmother-focussed identity. This importance of paid employment also shaped participants’ understandings of the importance of paid employment in the lives of mothers; maternal paid employment was constructed as important for wellbeing and for enabling an identity different to that of ‘mother’. Two clear intentions for providing childcare were storied: supporting maternal paid employment, and childcare as a response to concerns about grandchildren’s wellbeing. Finally, holding multiple r

Amplia els mecanismes municipals per defensar els drets laborals de les dones, especialment en els sectors més feminitzats i precaris, com el treball de la llar i de la cura, la neteja, el tèxtil, l’atenció al públic, l’acció social i l’estètica i el benestar.

El síndic de greuges de Barcelona ha anunciat l’obertura d’una actuació d’ofici que té l’objectiu de conèixer els mecanismes per tal de garantir la igualtat de tracte i prevenir les situacions de discriminació i assetjament en l’Institut Municipal de Parcs i Jardins de Barcelona

El síndic de greuges de Barcelona ha anunciat l’obertura d’una actuació d’ofici que té l’objectiu de conèixer els mecanismes per tal de garantir la igualtat de tracte i prevenir les situacions de discriminació i assetjament en l’Institut Municipal de Parcs i Jardins de Barcelona

Conflict management is used to resolve the problems between the interpersonal skills in the organization. Now a days the conflict arises due to the non-understanding between each and every one. The communication is also the major thing to get into conflict inside the organization. Conflict is a situation when two or more people face disagreements. The conflict resolution is the process which reach a peace full resolution to a dispute. In this paper we are going to see the conflict resolution for women employees in the IT sector by using the descriptive tool.

Conflict management is used to resolve the problems between the interpersonal skills in the organization. Now a days the conflict arises due to the non-understanding between each and every one. The communication is also the major thing to get into conflict inside the organization. Conflict is a situation when two or more people face disagreements. The conflict resolution is the process which reach a peace full resolution to a dispute. In this paper we are going to see the conflict resolution for women employees in the IT sector by using the descriptive tool.

Conflict management is used to resolve the problems between the interpersonal skills in the organization. Now a days the conflict arises due to the non-understanding between each and every one. The communication is also the major thing to get into conflict inside the organization. Conflict is a situation when two or more people face disagreements. The conflict resolution is the process which reach a peace full resolution to a dispute. In this paper we are going to see the conflict resolution for women employees in the IT sector by using the descriptive tool.

Joan Flasch Artists' Book Collection

India was ranked 120th by World Bank from a list of 131 countries as far as female workforce participation in 2017 is concerned (Venkatesh, 2017). Looking at it from a demographic level, there are only a few states which have a women workforce larger than the men workforce. The low percentage of working women is both a social and economic loss. According to a survey, it was seen that working women form an integral part of the junior management level comprising 16%, while women comprise only 4% each at the middle and senior levels and as far as organizational leadership positions (CEOs) are concerned they represent only 1%. This suggests that that women’s entry is proportionately large but their progression is very slow (Center for Social Research, 2009). Interestingly, there has been little research done in India around the impact of the challenges that women employees in the managerial cadre face which subsequently has a negative influence on their productivity and efficiency. During the course of this research, external factors such as the glass ceiling, discrimination at the work place, unfriendly organizational policies or internal factors like work-life balance, personal capability and perception and family and also societal factors were identified which present a challenge for women employees. The study aims to investigate the impact of these factors on women employees in terms of their efficiency and productivity (Jamali D. , 2006). The research would be conducted for women employees in the managerial cadre in the IT, Civil and Electronics sectors across the country.

India was ranked 120th by World Bank from a list of 131 countries as far as female workforce participation in 2017 is concerned (Venkatesh, 2017). Looking at it from a demographic level, there are only a few states which have a women workforce larger than the men workforce. The low percentage of working women is both a social and economic loss. According to a survey, it was seen that working women form an integral part of the junior management level comprising 16%, while women comprise only 4% each at the middle and senior levels and as far as organizational leadership positions (CEOs) are concerned they represent only 1%. This suggests that that women’s entry is proportionately large but their progression is very slow (Center for Social Research, 2009). Interestingly, there has been little research done in India around the impact of the challenges that women employees in the managerial cadre face which subsequently has a negative influence on their productivity and efficiency. During the course of this research, external factors such as the glass ceiling, discrimination at the work place, unfriendly organizational policies or internal factors like work-life balance, personal capability and perception and family and also societal factors were identified which present a challenge for women employees. The study aims to investigate the impact of these factors on women employees in terms of their efficiency and productivity (Jamali D. , 2006). The research would be conducted for women employees in the managerial cadre in the IT, Civil and Electronics sectors across the country.

India was ranked 120th by World Bank from a list of 131 countries as far as female workforce participation in 2017 is concerned (Venkatesh, 2017). Looking at it from a demographic level, there are only a few states which have a women workforce larger than the men workforce. The low percentage of working women is both a social and economic loss. According to a survey, it was seen that working women form an integral part of the junior management level comprising 16%, while women comprise only 4% each at the middle and senior levels and as far as organizational leadership positions (CEOs) are concerned they represent only 1%. This suggests that that women’s entry is proportionately large but their progression is very slow (Center for Social Research, 2009). Interestingly, there has been little research done in India around the impact of the challenges that women employees in the managerial cadre face which subsequently has a negative influence on their productivity and efficiency. During the course of this research, external factors such as the glass ceiling, discrimination at the work place, unfriendly organizational policies or internal factors like work-life balance, personal capability and perception and family and also societal factors were identified which present a challenge for women employees. The study aims to investigate the impact of these factors on women employees in terms of their efficiency and productivity (Jamali D. , 2006). The research would be conducted for women employees in the managerial cadre in the IT, Civil and Electronics sectors across the country.

Background : Work produvtivity is the top priority demanded of every workforce to produce the product. Many factors can affect work produktivity such as nutritional status and anemia. Anemia is a nutritional problem that can cause fatigue, weakness, loss of work capacity and produktivity.Objective: The purpose of this research was to analyze the relation between hemoglobin levels and nutritional status with women employee's produktivity in stamping and packaging section at UD X Sidoarjo.Methods: This reserch was an observational analytic study designed with cross sectional. The population was all women employees in production of 130 people and the sample of 54 respondents selected by random sampling. Data collection used height and weight measurement, measurement of hemoglobin levels, and questionnaires. Data were analyzed using chi square test.Results: The result showed that there was a correlation between the nutritional status and productivity (p=0.014), but there was no correlation between Hb concentration and productivity (p=0.836).Conclusion: The better the nutritional status were, the higher the productivity would be. It is recommended that the women employees of this company to aware on their nutritional status.ABSTRAKLatar Belakang: Produktivitas kerja menjadi hal utama yang harus dimiliki setiap tenaga kerja untuk menghasilkan produk. Banyak faktor yang dapat mempengaruhi produktivitas kerja seperti status gizi dan anemia. Anemia merupakan masalah gizi yang dapat menyebabkan kelelahan dan penurunan kapasitas kerja serta produktifitas pada tenaga kerja.Tujuan: Penelitian ini bertujuan untuk menganalisis hubungan antara status gizi dan kadar hemoglobin dengan produktivitas pekerja wanita bagian percetakan dan pengemasan di UD X Sidoarjo.Metode: Jenis penelitian yang dilakukan merupakan observasional analitik dengan menggunakan pendekatan cross sectional. Populasi pada penelitian ini merupakan semua pekerja wanita di bagian produksi sebanyak 130 orang dan did

Since its national debut in 1987, Fresh Air with Terry Gross has been a highly acclaimed and much adored weekday magazine among public radio listeners. Each week, nearly 4.8 million people turn to Peabody Award-winning host Terry Gross for insightful conversations with the leading voices in contemporary arts and issues. The renowned program reaches a global audience, with over 620 public radio stations broadcasting Fresh Air, and 3 million podcast downloads each week. Fresh Air has broken the mold of 'talk show' by weaving together superior journalism and intimate storytelling from modern-day intellectuals, politicians and artists alike. Through probing questions and careful research, Gross's interviews are lauded for revealing a fresh perspective on cultural icons and trends. Her thorough conversations are often complemented by commentary from well-known contributors. Fresh Air is produced at WHYY-FM in Philadelphia and broadcast nationally by NPR., (1.) Former chef BARTON SEAVER. He directs the sustainable seafood and health initiative at Harvard. He is the author of the new book, American Seafood: Heritage Culture & Cooking From Sea to Shining Sea: A Catalog of more than 500 species. (2.) Film critic JUSTIN CHANG has his list of the best movies of 2017: Call Me by Your Name; The Florida Project; Phantom Thread; Mother!; Ex Libris: The New York Public Library; Columbus; A Quiet Passion; Brawl in Cell Block 99; Lady Bird; Graduation; War for the Planet of the Apes; Dunkirk. (3.) Novelist JENNIFER EGAN. Her new novel Manhatten Beach has made it to many best books lists of the year, including our critic Maureen Corrigan. EGAN's previous book, A Visit from the Goon Squad won the Pulitzer Prize for fiction in 2011. (4.) Rock critic KEN TUCKER has his annual list of favorite music from 2017. They are: DAMN by Kendrick Lamar; Bodak Yellow by Cardi B; Rainbow by Kesha; Big Fish Theory by Vince Staples; Dirty Pictures Part I by Low Cut Connie; Wrangled by Angeleena Presley; Lust for Life by Lana Del Ray; All American Made by Margo Price; After the Party by Menzingers; Liner Notes (a book) by Loudon Wainwright III.

Women represent nearly half of New Zealand’s workforce, making it likely that a woman will, at some stage during her working life, have a woman manager. She may also manage women employees. However, despite this likelihood, very little is known about the nature of women’s hierarchical workplace relationships and even less about the impact these relationships have on women’s careers. This research used narrative inquiry, relational cultural theory and the Kaleidoscope Career Model (KCM) to explore the relational experiences of 15 New Zealand women and the impact of these hierarchical relationships on career decisions. It was undertaken in two phases. Phase One used a combination of creative methods and semi-structured interviews to explore the participants’ experiences. Phase Two brought the participants together in workshops to develop personal and organisational strategies aimed at strengthening workplace relationships. Phase One found that most of the participants had experienced a negative relationship with a women manager and/or employee. Many of those participants subsequently left the organisation they worked for as a direct or indirect result of that relationship. Conversely, nearly half of the participants spoke of a positive relationship and while these were beneficial, they were not linked to a subsequent career decision. These findings suggest that negative relationships affect a woman’s career decisions to a greater extent than positive relationships. The research also extends the KCM by adding the impact of women’s hierarchical relationships to the career parameters of balance and challenge. Phase Two delved further into these findings to determine that women have genderbased expectations of women managers, such as an expectation of a higher degree of emotional understanding and support from a woman manager than would be expected from a man. In addition, while the participants look to women managers for some form of career support, most were not strivin

After many focused researches, and the serious studies done by specialized organizations for the topic of equality between male and female workers/employees, and in addition to the newly applied laws against the discrimination between the genders; there are still many differences which clearly appear in the different fields of profession. For instances, the educational fields show almost equal percentages of the manpower, and the number of male employees is almost equal to the number of female employees; however, at the industrial and technical fields, the difference in the percentages is quite big as a result of the different affecting environmental aspects. This dissertation is shedding the light over the different aspects that affects the production which are the following: 1- The commitment of each gender by the official working hours 2- Career satisfaction 3- The negative and positive affecting factors 4- The difference in wages and the family commitments for each gender 5- The time frame used to achieve the same jobs and tasks assigned

This thesis is concerned with the ways in which the potentials of a group of Timorese women, with early aspirations of achieving economic self-reliance through formal work, have been realised through their recruitment into non-traditional jobs on the Bayu-Undan Gas Recycling Project in the Timor Sea. The aspirational horizons and experiences of the sixteen women who comprise the sample of this study run counter to those of most women in Timor-Leste, where poverty and pervasive patriarchal ideologies relegate them to the domestic sphere as wives and mothers subject to the authority of men. Their reality as working women also runs counter to that of other female waged workers in the developing world reported as experiencing poor wages and working conditions and discrimination in the workplace and for some, resentment or violence from husbands. The findings of this study point to new evidence of young Timorese women at the beginning of their post-secondary school journeys exhibiting a high level of agency. This is reflected in their personal qualities, both inherent and socially fostered, of determination, courage and self-belief, and confidence in their aptitude to learn new competencies, with strategic goals of economic independence and an awareness of their right to shape their own lives towards this end. In addition to this they have had the crucial social resource of support from family members and from husbands and male partners. It is rare to see the inclusion of gender, explicitly or tacitly, in the local content commitments associated with petroleum extraction projects in developing countries. This thesis has identified the pivotal role, played by a locally-owned Timorese contracting company, confident in the capacity of Timorese women to be effective offshore crewmembers, in shaping the employee component of the Bayu-Undan project’s local content to incorporate females. What is also of significance is that these women occupy well-paid, valued positions of res

李楠., "2013年9月"., "2013 nian 9 yue"., Thesis (Ph.D.)--Chinese University of Hong Kong, 2013., Includes bibliographical references (leaves 178-188)., Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web., in Chinese and English., Li Nan., http://library.cuhk.edu.hk/record=b5884228, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Antoinette Brooks-Floyd was born in New York City in 1939. Her father was an investment banker father. Her mother, a homemaker with health issues, had worked for the New Yorker magazine during the war. She married early, became a mother, entered NYU, and worked part-time nights as a reservationist at TWA. After her family relocated to Los Angeles, she again worked as a reservationist for TWA and started to become involved in union activities, learning how to represent and organize people. She becomes involved in the campaign to organize part-time reservationists to obtain seniority benefits and with efforts to get union representation for the reservationists. Eventually, the reservationists gain representation by the IAM. Brooks-Floyd eventually became general chairperson of district 142. She was active in local union political campaigns as well as working with union retirees on the Obama campaign in Ohio. She has also been involved in mentoring young machinists., Brooks-Floyd begins by discussing her family background, growing up in New York, her father’s work and personal history. She talks about her father’s political background and her relationship with him. She talks about her early marriage and motherhood and taking classes NYU as well as her early work history working part-time at night as a reservationist at TWA. She describes relocating to Los Angeles and taking a reservationist position at TWA, where they had no union representation. She talks about becoming involved in the campaign to secure union representation for the part time reservationists. After a failed attempt with the Teamsters, the reservationists gain representation with the IAM. She talks about her duties as general chairperson of district 142 and describes how she learned about arbitration and organizing. She recalls working with union retirees on the Obama campaign in Ohio and talks about the importance of mentoring and establishing a training program for mentors.

The purpose of this research was to gain an in- depth understanding of the organisational wellness programmes that contribute to and impact on the work- life balance of current female, part- time employee’s at Christchurch Polytechnic Institute of Technology (CPIT). The literature review has shown that although there has been extensive research conducted in the areas of work- life balance, organisational wellness programmes, flexible working arrangements and part- time employees, these topics have not been widely researched specifically looking at the impact of these factors on part- time employees. Some of the main literature findings include the idea that an employee’s wellbeing is holistic and because employees spend a lot of time in the workplace, it is important that the organisation recognises this and develops a workplace that contributes to their employee’s wellbeing and happiness. Unfortunately for some employees many organisations do not see employee wellness as a crucial workplace priority but rather as something that is nice to have. It is significant that this study focused on part- time employees, as working part- time has become an international phenomenon, with a substantial increase in the numbers of part-time workers occurring over the last twenty-five years. The methodology that was used for this research was a single organisation case study, which included semi- structured interviews, an analysis on policies and guidelines, and data from previous research. The main findings show that the interviewees use a wide range of organisational wellness programmes and benefits, and these make a positive contribution to their lives, work and their ability to achieve and maintain a work- life balance. They have many different motivations to voluntarily work part- time hours but the most common was the ability to be able to spend time with their families and children. Working part- time allows them to achieve a work- life balance and to spend more time doing

Antoinette Brooks-Floyd was born in New York City in 1939. Her father was an investment banker father. Her mother, a homemaker with health issues, had worked for the New Yorker magazine during the war. She married early, became a mother, entered NYU, and worked part-time nights as a reservationist at TWA. After her family relocated to Los Angeles, she again worked as a reservationist for TWA and started to become involved in union activities, learning how to represent and organize people. She becomes involved in the campaign to organize part-time reservationists to obtain seniority benefits and with efforts to get union representation for the reservationists. Eventually, the reservationists gain representation by the IAM. Brooks-Floyd eventually became general chairperson of district 142. She was active in local union political campaigns as well as working with union retirees on the Obama campaign in Ohio. She has also been involved in mentoring young machinists., Brooks-Floyd begins by discussing her family background, growing up in New York, her father’s work and personal history. She talks about her father’s political background and her relationship with him. She talks about her early marriage and motherhood and taking classes NYU as well as her early work history working part-time at night as a reservationist at TWA. She describes relocating to Los Angeles and taking a reservationist position at TWA, where they had no union representation. She talks about becoming involved in the campaign to secure union representation for the part time reservationists. After a failed attempt with the Teamsters, the reservationists gain representation with the IAM. She talks about her duties as general chairperson of district 142 and describes how she learned about arbitration and organizing. She recalls working with union retirees on the Obama campaign in Ohio and talks about the importance of mentoring and establishing a training program for mentors.

The purpose of the research is to continue to explore the literature that supports or refutes the notion of progress as it pertains to variables that may influence the existence of the glass ceiling.

The purpose of the research is to continue to explore the literature that supports or refutes the notion of progress as it pertains to variables that may influence the existence of the glass ceiling.

The research objectives of this thesis were a) to explore gender differences in New Zealand work value orientations, and b) to explore the relationships between work value orientations and the Big Five personality traits. The purpose of these objectives was to identify if previous international findings on gender differences in work value orientations could be replicated in New Zealand (e.g., Elizur, 1994; Lips & Lawson, 2009; Weisgram et al., 2010) and to further clarify relationships between important behavioural and motivational influences (Parks & Guay, 2009). The thesis employed a correlational research design. The Values and Motives Inventory (VMI) was used as a measure of work values orientations. A respondent group of 1311 individuals had completed this assessment as part of selection and/or assessment purposes. Of these participants, 459 had also completed the Fifteen Factor Questionnaire Plus (15FQ+) as a measure of the Big Five personality traits. Findings suggested that females scored significantly higher than males on work values endorsing benevolence and supportive relationships with others. Conversely, males appeared to be more financially driven. These gender differences in work values orientations are discussed in terms of their implications for gendered roles and work interests in New Zealand. Findings suggested that the strongest work value-trait relationships occur between Affiliation and Extraversion, Affection and Extraversion, and Aesthetics and Openness. These, and other significant value-trait relationships, are discussed in terms of their implications for goal orientated behaviour, motivation, vocational choice, and the practice of assessment testing in New Zealand.

唐希文., "2004年7月"., 論文(哲學碩士)--香港中文大學, 2004., 參考文獻 (p. 233-245)., 附中英文摘要., "2004 nian 7 yue"., Tang Xiwen., Lun wen (zhe xue shuo shi)--Xianggang Zhong wen da xue, 2004., Can kao wen xian (p. 233-245)., Fu Zhong Ying wen zhai yao., Chapter 第一章： --- 緒論 --- p.1, 明星崇拜 --- p.1, 影迷形象 --- p.2, 硏究意義 --- p.4, 硏究目的 --- p.5, 論文結構 --- p.7, Chapter 第二章： --- 理論基礎 --- p.9, 明星崇拜的社會現象 --- p.9, 團體身分與刻板標籤 --- p.16, 婦女生活與休閒經驗 --- p.23, 硏究框架 --- p.31, Chapter 第三章： --- 硏究方法 --- p.41, Chapter 第四章： --- 文本解讀 --- p.52, 偶像展現的明星個性 --- p.53, 情感投射與經驗迴響 --- p.62, 職業女性與文本關係 --- p.77, 小結：自我理想形象 --- p.86, Chapter 第五章： --- 論述碰撞 --- p.91, 主流論述的衝突 --- p.92, 追星歷程的掙扎 --- p.97, 回應主流論述的策略 --- p.106, 追星過程的身分協調 --- p.117, 小結：負面標籤轉移 --- p.125, Chapter 第六章： --- 社會空間 --- p.129, 職業女性的追星空間 --- p.130, 影迷崇拜的團體空間 --- p.140, 社交空間與女性世界 --- p.150, 小結：女性休閒空間 --- p.164, Chapter 第七章： --- 休閒經驗 --- p.168, 女性休閒機會的限制 --- p.169, 身分賦予的休閒條件 --- p.180, 追星經驗象徵的意義 --- p.188, 小結：開拓休閒機會 --- p.203, Chapter 第八章： --- 總結 --- p.207, 核心發現 --- p.207, 反思與討論 --- p.213, 限制與展望 --- p.217, 附件： --- p.221, Chapter 表1 --- 影迷訪問內容（關於偶像文本） --- p.221, Chapter 表2 --- 影迷訪問內容（關於影迷行爲） --- p.222, Chapter 表3 --- 影迷訪問內容（關於個人生活） --- p.223, Chapter 表4 --- 電視製作人訪問內容 --- p.224, Chapter 表5 --- 偶像訪問內容 --- p.225, Chapter 表6 --- 追星活動的詳細資料 --- p.226, Chapter 表7 --- 影迷日常聚會的詳細資料 --- p.229, Chapter 表8 --- 陳慧珊曾獲的電視獎項 --- p.232, 參考 --- p.233, http://library.cuhk.edu.hk/record=b5896150, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

劉繼同., 論文(哲學博士)--香港中文大學, 2001., 參考文獻 (p. 192-217), 中英文摘要., Available also through the Internet via Dissertations & theses @ Chinese University of Hong Kong., Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web., Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web., Mode of access: World Wide Web., Liu Jitong., Lun wen (Zhe xue bo shi)--Xianggang Zhong wen da xue, 2001., Can kao wen xian (p. 192-217), Zhong Ying wen zhai yao., http://library.cuhk.edu.hk/record=b6073817, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Recording of Off- Center, a joint radio production by the AFL-CIO and the George Meany Center. In this recording, Brenda Moon and David Alexander present an edition of Off Center which covers collective bargaining, heath care, South African Labor unions; continuing education; and technological innovations in the work environment. This recording also contains a special feature on the 1934 Textile Workers’ Strike.

Since its national debut in 1987, Fresh Air with Terry Gross has been a highly acclaimed and much adored weekday magazine among public radio listeners. Each week, nearly 4.8 million people turn to Peabody Award-winning host Terry Gross for insightful conversations with the leading voices in contemporary arts and issues. The renowned program reaches a global audience, with over 620 public radio stations broadcasting Fresh Air, and 3 million podcast downloads each week. Fresh Air has broken the mold of 'talk show' by weaving together superior journalism and intimate storytelling from modern-day intellectuals, politicians and artists alike. Through probing questions and careful research, Gross's interviews are lauded for revealing a fresh perspective on cultural icons and trends. Her thorough conversations are often complemented by commentary from well-known contributors. Fresh Air is produced at WHYY-FM in Philadelphia and broadcast nationally by NPR., INT. 1: Writer, actor, director HAROLD RAMIS. He's one of the most influential forces behind some of the biggest comedy hits of the late 70s and 80s. But his influence is not generally known by those outside the industry. (For that reason he's been called the "Clark Kent" of comedy. Also because he's "mild-mannered," "bespectacled," and he "looks as if he would be the first to duck under the table at the first sign of a food fight"). RAMIS wrote for "The National Lampoon Show," and "SCTV." He co-wrote as well as acted in the movies, "Animal House," "Stripes," "Ghostbusters," and others. He directed the new movie, "Groundhog Day," starring his old co-star Bill Murray. REV. : TV critic DAVID BIANCULLI reviews the sequel to "Prime Suspect," the miniseries on PBS a year ago about a woman who becomes chief inspector, played by Helen Mirren. "Prime Suspect 2" begins tonight. INT. 2: Co-founder of the working women's advocacy group, "9 to 5," KAREN NUSSBAUM. She helped found the group 20 years ago. Marty will talk with her about the the changing role of women in the workplace in the last twenty years, and about the concerns of women in the workplace, like childcare. Rev.: Rock critic KEN TUCKER reviews a new album by Guy Clark, "Boats to Build." Clark is a songwriter whose songs have been recorded by many other country artists, but hasn't had so much success doing them himself.

Recording of Off- Center, a joint radio production by the AFLCIO and the George Meany Center. In this recording, Mary Lehman and David Alexander present the first edition of Off-Center, which discusses health care, labor laws, labor organization, and workplace discrimination. This recording also features a segment on writing tips presented by Louise Walsh.

Recording of Off- Center, a joint radio production by the AFL-CIO and the George Meany Center. In this recording, Mary Lehman and David Alexander present the first edition of Off-Center, which discusses health care, labor laws, labor organization, and workplace discrimination. This recording also features a segment on writing tips presented by Louise Walsh.