Showing papers on "Job security published in 1983"
TL;DR: While undesirable job and financial experiences increase the likelihood of illness or injury for high and low SES groups, high SES respondents are less likely to experience such events during periods of contraction of the local economy than during expansion.
Abstract: Longitudinal survey data describing 6,190 subjects are analyzed using log-linear methods to determine which, if any, of three hypothesized links between short-term community economic change and illness or injury is correct. The first possible link assumes that economic contraction increases the incidence of undesirable job and financial events that, in turn, increase the incidence of illness and injury. The second possible connection assumes that economic change per se increases the incidence of undesirable job and financial events and, therefore, the incidence of illness and injury. The third connection assumes that economic change per se increases the incidence of all job and financial events and therefore the incidence of illness and injury. The data support the first hypothesized connection, but the process is observed only in middle socio-economic status respondents. While undesirable job and financial experiences increase the likelihood of illness or injury for high and low SES groups, high SES respondents are less likely to experience such events during periods of contraction of the local economy than during expansion. The risk of low SES respondents having undesirable job and financial events did not vary longitudinally with the performance of the local economy.
198 citations
TL;DR: In Sweden, during a period of economic expansion, under the rule of the Social Democratic Party, Sweden initiated a major series of legislative reforms affecting the workplace as discussed by the authors, which led to greater job security, sought for codetermination, and a greater union and worker participation in work environment issues.
Abstract: During a period of economic expansion, under the rule of the Social Democratic Party, Sweden initiated a major series of legislative reforms affecting the workplace. Started in the 1960s and continued throughout the 1970s, these industrial democracy reforms led to greater job security, sought for codetermination, and a greater union and worker participation in work environment issues. In the mid-1970s the Swedish labor movement began to push as well for greater democratization of the'economy, linking shop floor participation to broader participation in the enterprise and the economy. This challenge of economic democracy, specifically in the form of wage-earner funds, has become increasingly important in the proposals which have been influenced both by the economic crisis affecting all Western industrial nations as well as the internal political situation in Sweden. This paper traces the development of economic democracy in the shifting political economic climate and suggests lessons from the Swedish case.
12 citations
01 Jan 1983
TL;DR: In this article, the influence of the following factors on voluntary terminations from military service: compensation; job security and dispute resolution procedures; amenities; conveniences, psychological rewards, and working conditions; and individual differences in pre-service attributes and demographic characteristics.
Abstract: : This report attempts to integrate and critique the differing theoretical perspectives, methodologies, populations analyzed, and findings of several studies of why personnel leave the services. The core of the report's theoretical framework is Thibaut and Kelley's research on how people evaluate their membership in groups. It considers the influence of the following factors on voluntary terminations from military service: compensation; job security and dispute resolution procedures; amenities; conveniences, psychological rewards, and working conditions; and individual differences in pre-service attributes and demographic characteristics. The analysis suggests that terminations can be reduced by making personnel aware of the true value of their compensation, and using true value of their compensation, and using lump sum payments more extensively. Nonpecuniary factors also affect terminations. Findings indicate that mechanisms for resolving disputes improve retention; realistic portrayal of service life to new recruits fosters their retention; voluntary termination is more likely if the recruit has a history of antisocial behavior, lacks a high school diploma, has a spouse and dependent children, or is under 18 years of age. The authors conclude that new data and new analyses are needed to make significant advances in knowledge about the causes of voluntary termination from military service. Additional keywords: Job satisfaction; Personnel retention; Enlisted personnel. (Author)
9 citations
Journal Article•
TL;DR: In this paper, the authors examine one of the possible sources of Japan's productivity growth, industrial policy, and explain how Japanese lifetime employment can be maintained in the presence of the country's industrial policy.
Abstract: This article examines one of the possible sources of Japan's productivity growth--industrial policy. The policy actively encourages the transfer of resources, including labor, out of what are considered to be declining industries and sectors, and into industries and sectors considered to be expanding. At the same time, job security is guaranteed for a significant proportion of the labor force, and the article seeks to explain how Japanese "lifetime employment" can be maintained in the presence of the country's industrial policy.
4 citations
TL;DR: In this paper, the authors examined 15 measures of job satisfaction among 93 young, female health professionals and found that these women were highly satisfied with their jobs and their career choices, however, they experienced deprivation regarding the two aspects of work most important to them; skill development and chances to accomplish something worthwhile.
Abstract: This study examined 15 measures of job satisfaction among 93 young, female health professionals. Results indicated that these women were highly satisfied with their jobs and their career choices. However, they experienced deprivation regarding the two aspects of work most important to them; skill development and chances to accomplish something worthwhile. With respect to extrinsic work aspects; job security, physical surroundings and promotion opportunities, their satisfaction was greater than the importance they attached to them. Job satisfaction correlated with current professional attitudes, career choice satisfaction and absence of work stressors, and could be predicted from socioeconomic variables, attitudes toward women's role and importance attached to life goals measured at course entry five years earlier.
4 citations
TL;DR: Results show that both occupational therapists and auxiliary personnel believe they are motivated primarily by the challenges of their jobs, but auxiliary personnel are motivated not by the challenge of their job but rather by money and job security issues.
Abstract: An extensive survey was conducted among Ontario occupational therapists and auxillary personnel (assistants and aides). Part of the survey requested that members of each of the two groups rate its own group and the other group with respect to attitudes about motivation toward work and response to work. Numerous demographic characteristics were identified as well. Results show that both occupational therapists and auxillary personnel believe they are motivated primarily by the challenges of their jobs. Auxillary personnel rate occupational therapists very much as they rate themselves. However, occupational therapists believe auxillary personnel are motivated not by the challenge of their job but rather by money and job security issues. Implications of these findings are discussed.
2 citations
01 Mar 1983
TL;DR: In this paper, the authors attempted to determine why a nontraditional program was important to alumni and the negotiability of this degree to alumni, employers, peers and graduate schools.
Abstract: This study attempted to determine why a nontraditional program was important to alumni, and the negotiability of this degree to alumni, employers, peers and graduate schools. Data indicated that the main reasons for selecting a nontraditional program were a flexible schedule and the need to maintain a regular working day. In terms of negotiability, the degree provided recipients with higher job security, pay and responsibility. Generally the alumni initially had a low perception of what the degree would provide and were subsequently pleased with the credential, viewing it as a positive vehicle for job mobility and further study.
2 citations
TL;DR: A number of studies have looked at the impact of new technology on job security and the various ways in which unions have responded to this challenge, but little research has been undertaken on the effects of technology on the bargaining power of unions.
Abstract: A number of studies have looked at the impact of new technology on job security and the various ways in which unions have responded to this challenge, but little research has been undertaken on the effects of technology on the bargaining power of unions. Over the last decade the introduction of new cargo handling methods on the Australian waterfront has seriously threatened the negotiating and industrial base of the Waterside Workers Federation. This article examines the strategies adopted by the union in an effort to restore its organisational strength. These were largely directed towards an attempt to gain control of newly strategic groups of workers on the waterfront.
1 citations
TL;DR: In this article, first-order factors based on a large-scale survey of industrial aircraft workers (N = 15,072) were subjected to second-order factor analysis; four factors were obtained.
Abstract: Summary First-order factors based on a large-scale survey of industrial aircraft workers (N = 15,072) were subjected to second-order factor analysis; four factors were obtained. Included in the solution were factors labeled: Character of the Organization, Worker Responsibility, Job Security, and Organizational Climate. Results support a broad approach to workers' attitudes based on internal organizational characteristics as well as external social and economic system conditions.