Fundamental Principles and Rights At Work: Value, Viability, Incidence and Importance as Elements For Economic Progress and Social Justice

Working Paper prepared for the ILO by Maria Luz Vega Ruiz and Daniel Martinez, focusing on the rights at work in Latin America and the Caribbean.

Remaining time and opportunities at work: Relationships between age, work characteristics, and occupational future time perspective

The authors adapted the concept of future time perspective (FTP) to the work context and examined its relationships with age and work characteristics (job complexity and control). Structural equation modeling of data from 176 employees of various occupations showed that age is negatively related to 2 distinct dimensions of occupational FTP: remaining time and remaining opportunities. Work characteristics (job complexity and control) were positively related to remaining opportunities and moderated the relationship between age and remaining opportunities, such that the relationship became weaker with increasing levels of job complexity and control.

To Greta: The Biography of Kurt Tauber 1914-1995

The memoir contains poems, eulogies and family photos and was written in 1995 in Connecticut. Recollections of the author's childhood in an orthodox Jewish family in the Leopoldstadt, the second district in Vienna. He was the third of four children. His father was a businessman who was dealing with clothing and textile. Kurt was enrolled in the same class as his older brother Hans at Gymnasium. Memories of his Bar Mitzvah celebration. Cello lessons and concerts with his brother Hans. After graduation Kurt started to study medicine at the Anatomic Institute of Julius Tandler at the Vienna University. Member of the liberal medical students' union "Wiener Mediziner". Acquaintance with his future-wife Greta. Skiing trip in the mountains. Antisemitic attacks at University, particularly within the faculties of law and medicine. Arrest under the false accusation of distributing illegal literature. In January 1938 Greta and Kurt Tauber were married. Worsening of political situation and rising of the illegal Nazi movement in Austria. Recollections of the "Anschluss" (Nazi take-over) in March 1938. Affidavit for Greta and Kurt from her brother in the United States. In June 1938 they went to London, where they waited for their visas to the US. Fervent attempts to arrange exit permits for their families in Vienna. Greta and Kurt Tauber arrived in New York in October of 1938. Difficult start at the beginning. Kurt started to work in a bakery. Greta and Kurt moved to a small apartment in the Lower East Side. Move to Queens with Greta's parents. Kurt's parents arrived in 1940 and moved to Washington Heights. Kurt and Greta started a baking business in Kew Gardens, Queens. Birth of their daughters Judy in 1941 and Ellen in 1944. Recollections of Passover family celebrations and vacations in the mountains and at Fleischmann's in the Catskills. Description of business encounters and family events, such as the birth of their grandchildren. Journey to Israel. Retirement and

Hebrew College collection, 1928-1996

Louis Hurwich, then superintendent of the Bureau of Jewish Education of Boston, founded Hebrew Teacher’s College in 1921. Hurwich was concerned about Jewish teachers leaving the field of Jewish education for other professions and sought an educational system that promoted Hebrew literacy at all levels. Hebrew Teacher’s College was also responsible for maintaining Hebrew High School (Prozdor), located at 14 Crawford Street in Roxbury, Massachusetts. Those students who graduated from the high school could matriculate to Hebrew Teacher’s College without having to take an exam. In 1943, the high school offered Talmud classes in addition to its regular curriculum, with studies in the Bible, Hebrew, Jewish History, and codes and customs. In 2002, the College moved to its current location in Newton, Massachusetts. One year later, it opened its Rabbinical School. This collection contains brochures, catalogs, commencement addresses, event fliers, invitations, pamphlets and publications.

A lifespan perspective on creativity and innovation at work

In this review, we address the relationship of aging with creativity and innovation at work. Organizing our review around the triad of person, environment, and behavior, we first discuss relevant theories and empirical findings from the creativity/innovation and aging literatures, and then review meta-analytical and primary studies on the aging-creativity/innovation relationship. In contrast to prevalent age stereotypes, we show that the empirical literature does not support direct, zero-order relationships, but that more complex (moderated, indirect, and curvilinear) relationships are highly plausible. We illustrate this point with a discussion of research on aging and scientific creativity. Finally, we outline opportunities for future research, both methodological and conceptual.

Bullying and organisational politics in competitive and rapidly changing work environments

This paper argues that workplace bullying can in some cases be a form of organisational politics, that is, a deliberate, competitive strategy from the perspective of the individual perpetrator. A cross-sectional study conducted among business professionals revealed that there was a correlation between a politicised and competitive climate and bullying. This finding implies that globalisation, increased pressures for efficiency, and restructuring, which limits the number of management positions and thereby contributes to increased internal competition, may lead to more bullying. The findings have important implications for management, since the possible political aspects of bullying must be taken into account in order to be able to undertake successful prevention and intervention measures.

Leader - Follower Relations In An Intercultural Chinese Context - Personal, Interpersonal and Behavioural Influences and Impact on Work Contribution

The successful interaction between leaders and their followers is central to the overall functioning of a company. The increasingly multinational nature of modern business and the resulting multicultural and increasingly heterogeneous workforce imposes specific challenges to the development of high-quality work relationships. The Western multinational companies that have started operations in China are facing these challenges. This study examines the quality of leader-follower relationships between Western expatriate leaders and their Chinese followers as well as between Chinese leaders and their Chinese followers in Western-owned subsidiaries in China. The focus is on the influence of personal, interpersonal and behavioural factors (personality, values, cultural knowledge, perceived and actual similarity, interactional justice, and follower performance) and the work-related implications of these relationships (job attitudes and organisational citizenship behaviour). One interesting finding of this study is that Chinese followers have higher perceptions of their Western than their Chinese leaders. The results also indicate that Chinese and Western leaders’ perceptions of their followers are not influenced favourably by the same follower characteristics. In a similar vein, Chinese followers value different traits in Western versus Chinese leaders. These results, as well as the numerous more specific findings of the study, have practical implications for international human resource management and areas such as selection, placement and training. Due to the different effect of personal and interpersonal factors across groups, it is difficult to achieve the “perfect match” between leader and follower characteristics that simultaneously contribute to high-quality relationships for Chinese and Western leaders as well as for followers. However, the results indicate that the ability of organisations to enhance the quality of leader-follower relations by selecting and matching people with suitable characteristics may provide an effective means for organisations to increase positive job attitudes and hence influence work-related outcomes.

Basic Income Grant in Namibia, a Viewpoint on the Proposal and on the Work of the BIG Coalition

This thesis studies the basic income grant proposal in Namibia. The proposal suggests a monthly grant of N$100 (approximately 10€) to all those Namibian citizens who do not receive the state pension. This thesis concentrates on the Basic Income Grant (BIG) Coalition and on its work. The formation and transformation of the coalition during the time period between 2003 and 2009 is analyzed with the help of data collected during two field work periods in 2008 and 2009. The data includes interviews, newspaper articles, observations and other background material. The analysis of this material is mainly conducted from organizational viewpoint. The final part of the thesis applies the results to the theory of Mosse, whose propositions about policy and practice will be discussed in relation to the basic income grant pilot project. The thesis argues that social legitimacy has been a vital resource for the work of the BIG Coalition and it has sought for it in various ways. The concept of social legitimacy originates from the resource dependence perspective of Pfeffer and Salancik, who propose that organizations are dependent on their environments, and on the resources provided by the surrounding environment. This thesis studies the concept of social legitimacy in the context of resource dependence theory. Social legitimacy is analyzed in the relations between the coalition and its environment, in the formation of the coalition, in the responses towards criticism, and finally in relation to the propositions concerning policy and practice. The work of the coalition in the pilot project will be analyzed through the propositions of Mosse concerning policy and practice. The results will describe and analyze key events in the formation of the BIG Coalition from the South African proposal until the end of the basic income pilot project. This BIG pilot project conducted in 2008-2009 is one of the most well-known activities of the coalition. The clashes between the coalition and its environment will be analyzed through four case studies. It will be shown that the project has been conducted in order to gain more legitimacy to the basic income grant proposal. The conclusion questions the legitimacy of the BIG Coalition as a research and development organization, and requests for more transparent research on the basic income proposal in Namibia.

Underemployment and part-time work in the Nordic countries

84 s.

Essential and Non-Essential Work of Fracture of PI/SiO2 Hybrid Thin Films

Essential work of fracture (EWF) analysis is used to study the effect of the silica doping level on fracture toughness of polyimide/silica (PI/SiO2) hybrid films. By using double-edge-notched-tension (DENT) specimens with different ligament lengths, it seems that the introduction of silica additive can improve the specific essential work of fracture (w (e) ) of PI thin films, but the specific non-essential work of fracture (beta w (p) ) will decease significantly as the silica doping level increasing from 1 to 5 wt.%, and even lower than that of neat PI. The failure process of the fracture is investigated with online scanning electron microscope (SEM) observation and the parameters of non-essential work of fracture, beta and w (p) , are calculated based on finite element (FE) method.

Rarefied gas dynamics: fundamentals, simulations and micro flows