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  Subjects -> BUSINESS AND ECONOMICS (Total: 2662 journals)
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BUSINESS AND ECONOMICS (1056 journals)            First | 1 2 3 4 5 6 7 8 | Last

Ecological Management & Restoration     Hybrid Journal   (Followers: 10)
Econometric Reviews     Hybrid Journal   (Followers: 7)
Econometrica     Hybrid Journal   (Followers: 246)
Economía     Full-text available via subscription   (Followers: 3)
Economia Aplicada     Open Access  
Economia e Diritto del Terziario     Full-text available via subscription  
Economia e Politica Industriale     Full-text available via subscription  
Economia e Sociedade     Open Access  
Economia e società regionale     Full-text available via subscription  
Economia Pubblica     Full-text available via subscription  
Economic Affairs     Hybrid Journal   (Followers: 3)
Economic Analysis and Policy     Full-text available via subscription   (Followers: 6)
Economic and Business Review     Open Access   (Followers: 1)
Economic and Industrial Democracy     Hybrid Journal   (Followers: 3)
Economic Bulletin     Hybrid Journal   (Followers: 4)
Economic Change and Restructuring     Hybrid Journal   (Followers: 1)
Economic Cybernetics. International scientific journal     Open Access   (Followers: 2)
Economic Development and Cultural Change     Full-text available via subscription   (Followers: 21)
Economic Development Quarterly     Hybrid Journal   (Followers: 10)
Economic Inquiry     Hybrid Journal   (Followers: 14)
Economic Management Journal     Open Access   (Followers: 1)
Economic Modelling     Hybrid Journal   (Followers: 10)
Economic Notes     Hybrid Journal   (Followers: 4)
Economic Outlook     Hybrid Journal   (Followers: 7)
Economic Papers: a Journal of Applied Economics and Policy     Hybrid Journal   (Followers: 4)
Economic Policy     Hybrid Journal   (Followers: 14)
Economic Policy Reforms     Full-text available via subscription   (Followers: 4)
Economic Quality Control     Full-text available via subscription   (Followers: 4)
Economic Record     Hybrid Journal   (Followers: 3)
Economic Systems     Hybrid Journal   (Followers: 1)
Economic Systems Research     Hybrid Journal   (Followers: 1)
Economica     Hybrid Journal   (Followers: 21)
Economics & Politics     Hybrid Journal   (Followers: 10)
Economics and Business Letters     Open Access   (Followers: 2)
Economics and Management Research Projects : An International Journal     Open Access  
Economics and Philosophy     Hybrid Journal   (Followers: 5)
Economics Letters     Hybrid Journal   (Followers: 23)
Économie et Solidarités     Full-text available via subscription  
EconoQuantum     Open Access  
Ecosystems     Hybrid Journal   (Followers: 19)
Education, Business and Society : Contemporary Middle Eastern Issues     Hybrid Journal  
Educational Technology Research and Development     Partially Free   (Followers: 188)
Ekonomik Yaklaşım     Open Access   (Followers: 2)
Electronic Commerce Research and Applications     Hybrid Journal   (Followers: 2)
Electronic Journal of Business Research Methods     Open Access   (Followers: 4)
Electronic Journal of Information Systems Evaluation     Open Access   (Followers: 3)
Empirica     Hybrid Journal   (Followers: 3)
Empirical Economics     Hybrid Journal   (Followers: 8)
Employee Relations     Hybrid Journal   (Followers: 5)
Employee Responsibilities and Rights Journal     Hybrid Journal   (Followers: 2)
Employment Relations Record     Full-text available via subscription   (Followers: 1)
Employment Relations Today     Hybrid Journal   (Followers: 2)
Energy Economics     Hybrid Journal   (Followers: 15)
Energy Prices and Taxes     Full-text available via subscription   (Followers: 5)
Enfoque : Reflexão Contábil     Open Access  
Engenharia Sanitaria e Ambiental     Open Access  
Engineering Economics     Open Access   (Followers: 4)
Ensayos sobre Política Económica     Hybrid Journal  
Enterprise Risk     Full-text available via subscription   (Followers: 2)
Entrepreneurial Executive     Full-text available via subscription  
Entrepreneurship & Regional Development: An International Journal     Hybrid Journal   (Followers: 7)
Environment and Development Economics     Hybrid Journal   (Followers: 28)
Environment and Urbanization     Hybrid Journal   (Followers: 4)
Environment, Development and Sustainability     Hybrid Journal   (Followers: 28)
Environmental Economics and Policy Studies     Hybrid Journal   (Followers: 6)
Environmental Engineering Science     Hybrid Journal   (Followers: 6)
Environmental Forensics     Hybrid Journal   (Followers: 3)
EPJ direct     Hybrid Journal  
Estudios Demográficos y Urbanos     Open Access   (Followers: 1)
Estudos Econômicos     Open Access  
Etudes economiques de l'OCDE     Full-text available via subscription   (Followers: 1)
Eurasian Geography and Economics     Hybrid Journal   (Followers: 1)
EURO Journal of Transportation and Logistics     Hybrid Journal   (Followers: 4)
EURO Journal on Decision Processes     Hybrid Journal  
Eurochoices     Hybrid Journal   (Followers: 1)
EuroEconomica     Open Access  
EuroMed Journal of Business     Hybrid Journal  
European Business Review     Hybrid Journal   (Followers: 3)
European Competition Journal     Full-text available via subscription   (Followers: 8)
European Economic Review     Hybrid Journal   (Followers: 22)
European Journal of American Culture     Hybrid Journal   (Followers: 2)
European Journal of Business and Management     Open Access   (Followers: 11)
European Journal of Development Research     Partially Free   (Followers: 7)
European Journal of Health Economics     Hybrid Journal   (Followers: 11)
European Journal of Industrial Relations     Hybrid Journal   (Followers: 6)
European Journal of Operational Research     Hybrid Journal   (Followers: 11)
European Review     Hybrid Journal   (Followers: 15)
Evolution & Development     Hybrid Journal   (Followers: 7)
Experimental Economics     Hybrid Journal   (Followers: 7)
Facilities     Hybrid Journal   (Followers: 1)
Facta Universitatis, Series : Economics and Organization     Open Access  
Far East Journal of Psychology and Business     Open Access  
Federal Grants & Contracts     Hybrid Journal  
Fijian Studies: A Journal of Contemporary Fiji     Full-text available via subscription  
Finance and Stochastics     Hybrid Journal   (Followers: 9)
Finance Contrôle Stratégie     Open Access   (Followers: 1)
Finance Research Letters     Hybrid Journal   (Followers: 7)
Fiscal Studies     Hybrid Journal   (Followers: 3)
Folia Oeconomica Stetinensia     Open Access  
FORTUNE     Full-text available via subscription   (Followers: 7)

  First | 1 2 3 4 5 6 7 8 | Last

Journal Cover Employment Relations Record
   [3 followers]  Follow    
   Full-text available via subscription Subscription journal
     ISSN (Print) 1444-7053
     Published by RMIT Publishing Homepage  [415 journals]
  • Volume 14 Issue 2 - Public administration: Aspects and systematic
           viewpoint on development of human resource and education
    • Abstract: Choonhaklai, Sirirat; Rugchatjaroen, Krish This paper reviews and assesses a PhD program in public policy and management in a Thai university. It was found that contexts, inputs, processes and products were connected to a certain extent. However, an overall conclusion could not be drawn because not all achievements could be measured at the time of the study because as yet there has not been a graduate from the program. The gap between expectation and reality was narrow, which means that actual performance generally was as expected. Human resources and education are the program administrative committee's main responsibility. The committee is required to comply with the requirements of the Thailand Qualification Framework for Higher Education by conducting an analysis of social and population contexts, implementing, evaluating and improving the program.
      PubDate: Tue, 18 Nov 2014 16:47:33 GMT
       
  • Volume 14 Issue 2 - Interactive effects of psychological capital and
           perceived support in developing trust and commitment among Indian IT
           executives
    • Abstract: Shukla, Amit; Rai, Himanshu The literature suggests that employees' perceptions about organisational inputs play an important role in determining subsequent reactions and, inter alia, the long term employment relations. The build-up of perceptions is predominantly guided by employees' positive mental disposition. The present study takes a step forward in testing this notion. The study explores the role of perceived organisational support (POS) in developing organisational trust and organisational commitment and the moderating effect of psychological capital therein. A self-reported questionnaire survey was conducted among 368 junior and mid-level IT executives from India. POS was found to be positively related to the aforementioned variables and the relationships witnessed attenuation at higher levels of psychological capital. Theoretical and practical implications of these findings are discussed and a future course of research is suggested.
      PubDate: Tue, 18 Nov 2014 16:45:10 GMT
       
  • Volume 14 Issue 2 - Notes for contributors
    • PubDate: Mon, 17 Nov 2014 09:40:06 GMT
       
  • Volume 14 Issue 2 - New directions in industrial relations research?
    • Abstract: Sappey, Jennifer; Sappey, Richard; Burgess, John Traditionally employment (or industrial) relations, has been associated with the management of either collective or individual conflict in the workplace. In recent years, the focus has opened out to consider the benefits of high performance working on productivity, but also the wider social implications for individuals and their dependents. The workplace provides not only the money that we need to support ourselves and our families but it can also provide purpose, status, and friendship, allowing people to develop new skills, both technical and social. The ability of line managers to manage employment relations on a day-to-day basis and to get the best from their staff has implications for innovation, productivity, quality and reliability, and ultimately levels of growth at a national level and our ability to compete on the global stage. With so much invested in work by managers and employees individually, employment relations has never been so important. (Podro, 2011)
      PubDate: Mon, 17 Nov 2014 09:40:06 GMT
       
  • Volume 14 Issue 2 - Professional identity: Enabler or barrier to clinical
           engagement?
    • Abstract: Kippist, Louise; Fitzgerald, Janna Anneke The purpose of this paper is to obtain a better understanding of how leadership is enacted by hybrid doctor-managers (DMs) as well as what engagement strategies hybrid doctor-managers use with their clinical colleagues that may influence organisational objectives being met. This paper provides empirical insights into how hybrid doctor-managers, in their leadership role, engage with their clinical colleagues. The findings suggest that in only a few cases, doctor-managers combine both their organisational and clinical leadership role. As clinical experts, they naturally take on a clinical leadership role, but many fall short in also taking on a managerial leadership role, working towards organisational objectives, such as meeting the key performance indicators, promoting an efficient use of resources and leading organisational change initiatives. We also found that doctor-managers do not have clear role descriptions and that doctors lack managerial qualifications.
      PubDate: Mon, 17 Nov 2014 09:40:06 GMT
       
  • Volume 14 Issue 1 - Publishing quality and quantity productivity of
           Australian associate professors in the HR field
    • Abstract: Jepsen, Denise M; Spooner, Keri Although it is long known that academics must 'publish or perish', there is little information available on actual academic publishing standards. This descriptive study reports the quantity and quality of journal publications of 40 Australian Associate Professors in the field of human resources, industrial relations and organisational behaviour. Analysis of 569 papers indicate those academics have an average 14.23 journal articles, of which 6.2% are in journals ranked A*, 23.4% are in A journals, 26.4% in B, 30.4% are in C ranked journals and 13.4% were in journals not ranked. Findings indicate considerable differences in quantity and quality of journal papers by Associate Professors, with a disproportionate contribution to top ranked journals by Group of Eight academics.
      PubDate: Wed, 3 Sep 2014 17:01:22 GMT
       
  • Volume 14 Issue 1 - From passive to active learning: A case study using a
           modified team-based learning approach
    • Abstract: Goddard, Anita; Wood, Christa This paper reflects on, and evaluates a modified team-based learning (MTBL) approach that attempts to engage students in active involvement in the learning process. A social inclusion project prompted the introduction of different teaching methods that encourage student ownership of, and involvement in their own learning. The MTBL approach was implemented into a second year undergraduate subject and a postgraduate subject in the School of Management and Marketing at the University of Wollongong.
      PubDate: Wed, 3 Sep 2014 16:58:50 GMT
       
  • Volume 14 Issue 1 - Notes for contributors
    • PubDate: Tue, 2 Sep 2014 10:28:38 GMT
       
  • Volume 14 Issue 1 - Using an online peer review and assessment tool in a
           large undergraduate business subject: Analysing student behaviour and
           performance
    • Abstract: Caddy, Ian Assessment has long been seen as an important part of the teaching process for academics as well as the learning process for students. One trend that has emerged in recent times is the use of group assessments and the involvement of students in these group assessments beyond merely producing the object on which they are to be assessed. The study outlined in this paper considers the introduction of a group assessment task into a large undergraduate business subject and the support of this assessment task through the use of an online peer review tool, viz. SPARKPLUS. Analysis of the data captured by SPARKPLUS found that once teething problems with using the tool were corrected there was: (a) a high level of engagement with the peer process although this level of engagement did diminish over the course of the semester; (b) a low level of social loafing although this activity did not diminish despite it been punished in terms of how the assessment marks were calculated; and (c) a moderate impact on the level of performance in the assessment based on different levels of engagement in the peer review process.
      PubDate: Tue, 2 Sep 2014 10:28:38 GMT
       
  • Volume 14 Issue 1 - 'Bringing women up to equality with men':
           Paradoxically redressing and reifying gendered recruitment and selection
           practices in Australian sport workplaces?
    • Abstract: O'Shea, Michelle; Toohey, Kristine In Australia, as in other developed countries, legislative and policy enactment has, in part, enabled the more equitable involvement of women and minorities, especially in workplace contexts where men and normative masculinities dominate. Despite some meaningful change, many Australian sport workplaces continue to be contexts in which femininities and non-normative masculinities are marginalised and devalued. Using Australian sport organisation recruitment and selection policies and official organisation practices as a research domain this paper interrogates how in subtle and paradoxical ways equal employment opportunity legislation can simultaneously redress and reify gendered recruitment and selection inequities.
      PubDate: Tue, 2 Sep 2014 10:28:38 GMT
       
  • Volume 13 Issue 2 - Neoliberal employer industrial relations strategies in
           the US and Australian meat industries
    • Abstract: O'Leary, Patrick Neoliberalism emerged as a dominant doctrine of political-economic practice during the late 1970s. Its influence over the last three decades on social policy in both Western developed economies, such as the United States of America (USA or US) and Australia, and in developing economies, such as Chile and China, has been widely analysed but its influence on business-level industrial relations strategy is less well-known. Despite this limited understanding, its influence over management strategies cannot be ignored. Therefore, this paper aims to explore what might be regarded as neoliberal management strategies and practices. While this is a very broad canvas, this paper will focus specifically on management industrial relations strategies and practices in the US and Australian meat processing industries.
      PubDate: Mon, 6 Jan 2014 10:37:26 GMT
       
  • Volume 13 Issue 2 - Assessing suspension of protected industrial action in
           Australian higher education workplaces
    • Abstract: Lyons, Michael The 2012 review of the Fair Work Act 2009 concluded there was no need to amend the provisions that authorise the national industrial tribunal to suspend protected industrial action. By highlighting examples from the Australian higher education sector, it is argued that employers use the relevant provisions to achieve a self-interested advantage in collective bargaining negotiations. Orders to suspend industrial action allow an employer to complete essential aspects of the production process, skewing the bargaining process towards employer interests. Therefore legislative change is needed to more precisely strike a balance between the interests of employees engaged in collective bargaining, management interests, and the interests of the community.
      PubDate: Mon, 6 Jan 2014 10:37:26 GMT
       
  • Volume 13 Issue 2 - The paradox of employee retention for knowledge
           transfer
    • Abstract: Larkin, Roslyn; Burgess, John Employee retention is widely held to positively influence an organisation's knowledge transfer outcomes. This positive relationship is most widely recognised through the impact that employee retention has on increasing a firm's level of the knowledge transfer antecedent, absorptive capacity, thereby increasing the potential value of the stocks of knowledge within the organisation. A paradoxical outcome, however, is discovered when the effect of employee retention on knowledge transfer is considered from the perspective of knowledge flows across the organisation rather than knowledge stocks within. Case study analysis from research conducted in a multinational hotel chain identifies this paradox. Primarily the findings indicate that while employee retention increases individual absorptive capacity it may prevent a relative increase in organisational level absorptive capacity. Further, the creation of knowledge sharing networks is facilitated through longer term retention of staff. However, where they manifest as a result of retention they remain closed to the larger organisation. As a result this paper identifies significant implications for the management of longer term employees' knowledge sharing behaviour.
      PubDate: Mon, 6 Jan 2014 10:37:26 GMT
       
  • Volume 13 Issue 2 - The boundaryless career form: Its nature and driving
           forces
    • Abstract: Kuen, Chak Man; Nesbit, Paul L; Ahlstrom, David Rapidly changing business environments have led to significant changes in the structures of contemporary organisations. These changes have in turn had a profound impact on employment relationships and careers of employees. For example, most contemporary firms are now unable to offer traditional careers which comprised an orderly progression of promotions and career advancements following the vertical hierarchical structure of the firm and typically occurred in a single large stable firm. In its place a new career model, the boundaryless career, has emerged. This paper outlines the nature of this form of career and reviews the driving forces for its development.
      PubDate: Mon, 6 Jan 2014 10:37:26 GMT
       
  • Volume 13 Issue 2 - Notes for contributors
    • PubDate: Mon, 6 Jan 2014 10:37:26 GMT
       
  • Volume 13 Issue 1 - Impact of strategic industrial relations measures on
           quality of work life: The Indian experience
    • Abstract: Sundaray, Bijaya Kumar; Sahoo, Chandan Kumar In today's economy, maintaining healthy industrial relations (IR) in an organisation is a pre-requisite for its success. Strong IR help in developing a satisfied, committed and productive workforce, which is increasingly important to attain a sustainable competitive advantage for business organisations. Industrial relations are concerned with preventing and resolving issues involving individuals which arise out of, or affect work situations. Thus, organisations need to adopt suitable IR strategies to develop sound employee relations which enrich the quality of work life of the employees. The present study focuses on the most common issues that affect employee relations in the power industries in Orissa, an Indian state, and suggest some ways to overcome such obstacles in order to improve the quality of work life of employees.
      PubDate: Thu, 3 Oct 2013 16:58:15 GMT
       
  • Volume 13 Issue 1 - Managing for inclusion: Engagement with an ageing
           workforce
    • Abstract: Barrett, Jonathan; Bourke, Josephine The demographic shift towards an ageing population will necessitate increased numbers of people remaining in employment beyond the traditional retirement age of 65. Management approaches and practices will need to adapt to the changing age distribution in the workplace. In particular, attitudinal barriers to older worker employment must be overcome. Managers will face significant challenges in engaging, not only with the ageing workforce, but also in pursuing equity in intergenerational employment relations. Adopting a specific New Zealand focus but with general application, this article argues that these challenges also bring opportunities for developing human resource management practices in productive and equitable ways. Drawing on research into workplace diversity, the article outlines these challenges and opportunities, and explores ways of managing for inclusion in the face of an ageing workforce.
      PubDate: Tue, 3 Sep 2013 10:33:01 GMT
       
  • Volume 13 Issue 1 - Workforce development and employment relations
    • Abstract: Leggett, Chris New technologies and new forms of work organisation have prompted the adoption by corporate, national, regional and international policy makers and influencers of a broader concept of skills formation than that evoked by 'vocational education and training'. The scope of 'workforce development', framed by human capital theory, is wider than technical expertise, and takes in the social skills, traits and attributes desired by employers, implemented by human resource managers, and propagated by national governments, and that is high on the agenda of regional and international employer, labour and trade union councils. With examples from each of these levels, and with reference to the debates on the nature of skill, this paper reviews and assesses the effect on and the implications for employment relations of skills formation conceptualised as workforce development.
      PubDate: Tue, 3 Sep 2013 10:33:01 GMT
       
  • Volume 13 Issue 1 - Notes for contributors
    • PubDate: Tue, 3 Sep 2013 10:33:01 GMT
       
  • Volume 13 Issue 1 - Gender, caring, part time employment and work/life
           balance
    • Abstract: Hayman, Jeremy; Rasmussen, Erling This paper examines the influence of demographic and organisational factors on the ability of employees to balance work and personal life responsibilities. Specifically, the paper addresses if gender, childcare, eldercare and part time work impacts levels of perceived work/life balance of office based employees. A mixed method quantitative and qualitative approach was employed to investigate the research objectives. Survey data was collected from 710 employees in six divisions of a large Australian organisation followed by a series of semi-structured focus group interviews.
      PubDate: Tue, 3 Sep 2013 10:33:01 GMT
       
  • Volume 7 Issue 1 - Small and Medium Establishments and the New Federal
           Workplace Relations System
    • Abstract: Lyons, Michael; Mortimer, Dennis; Whiting, Elizabeth; Wilkinson, Fiona According to the Howard government and some 'small business' organisations, the changes made to Australian industrial relations arrangements by the 2005 'Work Choices' Act will be of particular importance to small and medium sized establishments (SMEs). Specifically, the dilution of the industrial award system, and State awards in particular, and the exemption to firms employing 100 or fewer staff from unfair dismissal laws will allow SME employers to introduce more 'flexible' employment practices and employ more staff. This paper discusses the survey responses of employers or managers from 121 workplaces in Sydney, the overwhelming majority being SMEs. The results suggest that there is little enthusiasm by management to embrace the decentralisation, deregulation and individualist agenda of the federal government's 'New Workplace Relations System'. Management in most workplaces were found to be reliant on industrial awards, satisfied with the award system, not hostile towards trade unions, rely on the advice of employer associations, and appear to be uninterested in reforming unfair dismissal laws. These results question the motivations behind the Howard government's industrial relations agenda, and challenge the assertions of organisations purporting to advocate on behalf of SME employers.
      PubDate: Tue, 28 May 2013 09:28:37 GMT
       
  • Volume 12 Issue 1 - Flashpoints in students' work-integrated learning in
           business: Implications for curriculum design
    • Abstract: Fallon, Wayne This paper reports on a study of student responses to a work-integrated learning (WIL) program for undergraduate business management students in their final semester. The program was designed for large classes, and required students to undertake interviews of targeted businesses on behalf of local government Councils which were focused on supporting their local business communities. The summative assessment included small-group research reports for the Councils based on these interviews. The students' preparation for the WIL experience was designed to mitigate the inherent risks of curriculum-based WIL for large cohorts. The preparation, including scaffolded formative written and in-class activities in a series of compulsory classes, was designed to brief students on the requirements of the projects, and to equip them with the appropriate knowledge and skills for completing the projects. Drawing on an analysis of student reflections and their feedback on their experiences, this exploratory interrogation of the data indentified three "flashpoints" in the students' experience of WIL that were central to their learning. These flashpoints, or insightful moments of reflective learning or revelation, occurred at three broadly identifiable occasions during the teaching session and, while these flashpoints were sometimes problematic for students, it is argued that they made important contributions to students' learning. The paper canvasses the relevance of these flashpoints for the design of WIL in capstone courses in business.
      PubDate: Fri, 10 May 2013 16:24:06 GMT
       
  • Volume 12 Issue 1 - Is image everything? An analysis of the public
           image of the German temporary help industry
    • Abstract: Mitlacher, Lars W The temporary help industry in Germany has suffered from a low public image and is often associated with low-paid jobs and poor working conditions. The image of the temporary help industry is influenced by different actors who are interested in shaping the image of the industry according to their pursued interests. The paper analyses firstly which actors in the German system of employment relations actively influence the image of the temporary help industry and what strategies are applied. In the next step, potential employees were asked how they see agency work and what influences their perception of the image of the temporary help industry. Based on the theoretical and empirical results, the paper identifies possible strategies for the temporary help industry and how to improve their public image.
      PubDate: Fri, 10 May 2013 16:22:40 GMT
       
  • Volume 12 Issue 1 - Levels of executive remuneration: Impact of the global
           financial crisis
    • Abstract: Caddy, Ian There has been a lot of recent attention by stakeholders (including the media) in payments made to senior executives, particularly those listed on the Australian Securities Exchange, and the performance of the corporations that they lead. This research study discussed a number of techniques (both in terms of data analysis and data presentation) which can be applied to investigating issues associated with remuneration of senior executives. These techniques are applied to three Australian private sector corporations listed on the Australian Securities Exchange, namely: Cochlear, Fortescue Metals Group and QANTAS. This study looks at levels of remuneration paid to senior executives prior to, during and following the global financial crisis. It attempts to determine if the levels of remuneration paid to these senior executives was affected by the global financial crisis. In addition the study also provides some insight into whether or not the corporations' stakeholders, particularly shareholders, are getting value for money from the performance and the payments made to their senior executive staff. The study is seen as an exploratory one that will lead to a number of other more detailed and in-depth efforts in this area.
      PubDate: Fri, 10 May 2013 16:22:03 GMT
       
  • Volume 12 Issue 1 - Breaking down professional boundaries: How can doctors
           and managers work together to better manage health care organisations?
           
    • Abstract: Kippist, Louise; Fitzgerald, Anneke This paper explores the relationship between doctor managers and senior health service administrators (CEOs or General Managers) within the context of Australian health reform. Government funding for health services has become increasingly driven by government defined measurable performance targets and resources. These policy changes have implications for hospitals to be managed more cost effectively and efficiently. Hence, one of the challenges of health reform, for those managing hospitals, is a need to have a unified position in their collective ownership of managing the organisation. However, differences in the professional cultures, backgrounds, and training of health service administrators and doctor managers influence how each actor thinks about their roles as managers within the hospital. This paper reports on qualitative data used to explore the role of doctor managers in Australia. One area identified by the research participants was that high levels of hospital CEO turnover contributes to lack of engagement between doctor managers and senior health service administrators, influencing their ability to meet the continual challenges of health reform. This paper highlights the need for future research to expand understanding of doctor manager and health service administrator engagement as they work together toward meeting the demands of health reform.
      PubDate: Fri, 10 May 2013 16:20:32 GMT
       
  • Volume 12 Issue 1 - From one to many: An exploration of the links between
           management development and organisational learning
    • Abstract: McGirr, Patrick In a climate of rapid change, a steady increase in expenditure on management development programs globally has been attributed to its perceived potential to address organisational needs for learning, adaptation and flexibility (Brown, 2003; Hayes, 2007). A key premise has been that management development programs enhance organisational learning and contribute to increased adaptability within organisations. Paradoxically, the literature indicates a lack of evidence to support claims that management development and organisational learning are linked in practice (Clarke, 1999; Mabey, 2002). In this study significant incongruities were identified between assumptions about learning held by researchers in the fields of management development and organisational learning. A conceptual framework was developed to guide a closer examination of the design and implementation of a specific management development intervention in situ. The aim was to identify whether the designers held beliefs about the nature of knowledge, and learning, which had impacted on their choices about the program intervention. Such an understanding was considered pivotal to identifying the influence of the designer's assumptions on the program design and any links to organisational learning in that context.
      PubDate: Fri, 10 May 2013 16:20:32 GMT
       
  • Volume 12 Issue 1 - Notes for contributors
    • PubDate: Fri, 10 May 2013 16:20:32 GMT
       
  • Volume 12 Issue 2 - Towards a better understanding of knowledge work:
           Developing a taxonomy
    • Abstract: Caddy, Ian The rise of post-industrial or knowledge-based economies such as Australia, where service delivery in a variety of forms is the principal mechanism through which economic value is created, knowledge and knowledge work is one important contributing factor. Very little research has been published on what sort of knowledge is used in knowledge work and it is the role of this paper to provide an insight into this issue. As such, the paper takes the knowledge possessed by either a potential or current employee as a given and so does not delve into the realms of learning (both individually and organisationally) that have been well reported in the research literature. Rather, having gained that quantum of knowledge which an employee has at that particular point in time, what do organisations require of that knowledge? More specifically at the point of entry into the organisation, do organisations require knowledge that is structured, easy to recognise, and explicit; alternatively do organisations require knowledge that is unstructured, hard to recognise, and tacit? To answer this question the paper will review two major knowledge categories, tacit and explicit, in order to develop a taxonomy of knowledge. Future research is also discussed which will use this taxonomy as a foundation for more applied research activities.
      PubDate: Fri, 10 May 2013 16:18:37 GMT
       
  • Volume 12 Issue 2 - Exploring competency requirements towards superior
           managerial performance: A theoretical construct
    • Abstract: Jena, Sambedna; Sahoo, Chandan Kumar The purpose of this paper is to identify the broad work-based competencies for executives, required to carry out a particular job as well as to distinguish superior from average performers. The paper reviews the employee-based competencies and parameters in existing literature which explains the factors essential to improve efficiency and effectiveness of management executives in translating corporate values into meaningful performance objectives. This research revealed essential competency parameters which aids in driving individual and organizational performance. The paper improves understanding of the different competency parameters which are to be utilized to enhance the performance of executives in an organizational setup.
      PubDate: Fri, 10 May 2013 16:15:53 GMT
       
  • Volume 12 Issue 2 - Teaching industry engagement in employment relations
    • Abstract: Mortimer, Dennis; Ingersoll, Louise This paper tracks the development and implementation of an Employment Relations engaged learning subject over a five-year period from 2008 to 2012 at the University of Western Sydney. It discusses the opportunities for industry involvement and program development as well as the obstacles for institutional resourcing and curriculum development that emerged during this period. The paper considers a range of issues including the impact of large student numbers, the tensions and limitations of staffing arrangements, the pressures and demands from industry partners, and the overriding impact on learning and the 'student experience'. In principle, engaged learning offers many benefits to students within Employment Relations, and while this paper will argue that it is fundamentally worthwhile, it will also demonstrate that it is a long-term process that requires serious institutional investment and academic commitment.
      PubDate: Fri, 10 May 2013 16:15:53 GMT
       
  • Volume 12 Issue 2 - Notes for contributors
    • PubDate: Fri, 10 May 2013 16:15:53 GMT
       
  • Volume 12 Issue 2 - Business excellence and business innovation: Should
           HRM play different roles?
    • Abstract: Soliman, Fawzy In the current legitimate debate about business excellence and business innovation both concepts appear to share similar objectives but in reality they differ in many aspects. For example, the aims of business excellence are to ultimately improve the financial standing and performance of the firm. This is usually being achieved by implementation of quality improvement programs that would ultimately result in increase in sales volumes and of course revenue. At the same time, the overall objective of business innovation is also to improve the performance of the innovative firm and improve its financial position by creating new products or services or even new innovative strategies and or policies and procedures that will ultimately result in increasing sales and of course revenue.
      PubDate: Fri, 10 May 2013 16:15:53 GMT
       
  • Volume 7 Issue 2 - Values and Virtues or Qualifications and
           Experience?: An Analysis of Non-profit Recruitment Advertising in
           Australia
    • Abstract: Green, Jenny; Dalton, Bronwen This article provides an analysis on the non-profit recruitment advertising in Australia. The analysis finds that values receive little attention in the advertisements, and that a trend towards the adoption of the language of the market is discernible. The paper concludes by discussing how these types of recruitment advertisements may reflect and/or affect what is important to the sector, in particular the potential for these practices to generate a value shift among managers that may undermine the capacity of non-profits to realise their social mission.
      PubDate: Wed, 24 Oct 2012 10:44:22 GMT
       
  • Volume 8 Issue 2 - Student Journal Use in a Conflict Resolution Course
    • Abstract: Kirby, Brenda J; Donn, Clifford B This paper reports on the use of a journal assignment in a course on Conflict Resolution. The assignment required that students go to the mass media, the internet, or use their personal experiences to find illustrations of the issues and concepts related to conflict resolution. The journal assignment addressed several course goals including to demonstrate an understanding of course material, to show that conflict is ubiquitous and relevant to their lived experiences, and to gain additional practice with writing and class presentation. Continuing assessment of the successful clarification of course concepts was accomplished by observing the attempts in journal entries to apply the concepts, analyse them, and discuss appropriate and varied conflict resolution techniques. Students demonstrated an understanding of course-relevant issues and displayed ingenuity in finding unusual examples of conflict. Questionnaire responses showed that students found both the journal assignments and the class discussion of journal entries helpful. Overall, it appears that journal assignments were helpful to students in learning about conflict resolution, especially in learning how to identify sources of conflict. The journals provided opportunities for students to demonstrate their understanding and, at times, application of conflict resolution and for the instructor to respond when that understanding was lacking.
      PubDate: Sat, 6 Oct 2012 14:32:26 GMT
       
  • Volume 8 Issue 2 - Teaching Advanced Human Resource Management and
           Employment Relations to a Diverse Graduate Student Population: A Call
           Centre Action Learning Approach
    • Abstract: Holland, Peter Teaching advanced human resource management (HRM) and employment relations (ER) to an increasingly diverse student base has become a significant issue in postgraduate classrooms. To ensure both self-development and an integrative approach to the education of students, action learning through case study methodology provides a significantly positive outcome for independent and interactive learning, both inside and outside the classroom. Case studies based on a contemporary issue in HRM and ER are also important from a linkage perspective between business faculties and industry wanting students equipped with the skills to manage in an increasingly complex, competitive environment. This paper explores the development of a Greenfield call centre case study to provide students the opportunity to develop new independent and integrated strategies in a team environment. A call centre scenario was chosen because of the sector's mixed reputation for HRM and ER policies and practices; from variously being described as electronic sweatshops to dungeons with telephone to winning awards as employer of the year in the Australian Financial Review survey. This provides a fertile environment for students to develop and test their HRM and ER policies and practices. In addition, call centres are one sector that can truly be classed as a 'born global' and all students are familiar with the concept of the call centre.
      PubDate: Sat, 6 Oct 2012 14:26:46 GMT
       
  • Volume 8 Issue 1 - The Australian Workers' Union and the Country Women's
           
    • Abstract: Jerrard, Marjorie A This article offers a case study of the unexpected partnership between the Australian Workers' Union (AWU) and the Country Women's Association (CWA) to take health and safety education and information to farmers and their employees in 2003. It uses a series of interviews with key parties and document analysis to build the case. At face value, the differences between the AWU and the CWA, particularly political, seemed likely to undermine, if not prevent out right, any partnership formation. Through the persistence of individuals within the two organisations to break down perceived and real barriers, the project was developed and implemented; however, the partnership then died at the end of the campaign. The reasons for this lay in the typical union conceptualisation of a 'campaign' as short term to achieve a particular objective and once it is achieved, the campaign and the partnership are both over. The challenge for unions is to keep the partnership alive for future campaigns.
      PubDate: Sat, 6 Oct 2012 14:23:57 GMT
       
  • Volume 7 Issue 2 - Worker Participation in OHS in New South Wales
           (Australia) and New Zealand: Methods and Implications
    • Abstract: Mylett, Terri; Markey, Ray Legislation in New Zealand and in New South Wales (Australia) provides statutory rights for worker participation (WP) in occupational health and safety (OHS) on the expectation that such participation will improve OHS in workplaces, and will therefore make a contribution to higher productivity, higher performing workers and organisations, improved employee wellbeing, and less wasteful and more cohesive societies. This paper reviews empirical and theoretical literature on the links between WP in OHS and improved OHS outcomes but first considers the difficulties of isolating causal connections and the influence of context. Methods for WP in OHS are then debated, taking statutory forms in NSW and NZ as a starting point but also drawing on lessons from Denmark and Norway. Comparison between these countries may be instructive on the role of context: two are models of neoliberalism with workplaces shaped by managerial prerogative and two are models of social democracy with workplaces shaped by partnership.
      PubDate: Sat, 6 Oct 2012 14:23:56 GMT
       
  • Volume 8 Issue 1 - From 'Workforce Planning' to 'Collective Action':
           Developments in the Australian Dairy Farm Sector
    • Abstract: Nettle, Ruth; Oliver, Damian; Brightling, Pauline; Buchanan, John; Williamson, Jim Effective farm working relationships underpin the dairy farm sector's ability to attract, retain and develop people (including farm family members). To this end, the Australian dairy industry has invested in providing up-to-date and tailored information to dairy farmers and upskilling farm advisers to better support their farm clients in the "people area". This farm-level intervention to support working relationships does not, on its own however, enable effective farm employment relationships to become "visible" and impact the attractiveness of the industry to those outside of dairying. This raises the question - how can effective working relationships be operationalised to a regional or industry scale? This paper reports on how a model of collective workforce planning, developed from existing literature and research, has been used to guide and evaluate 2 parallel activities in the Australian dairy industry. The process presented in the paper represents a reconceptualisation of "workforce planning" as "regional collective action". The strengths and weaknesses of this are discussed, along with issues for its use in practice. The paper concludes with a potentially useful theoretical framework (i.e. theory of practice) to understand other issues associated with operationalising effective employment relationships - particularly the regional brokering roles conceived to better match industry needs with employment services.
      PubDate: Sat, 6 Oct 2012 14:22:27 GMT
       
  • Volume 11 Issue 1 - Where will the milkers come from?: A future
           employment conundrum for New Zealand's largest export industry
    • Abstract: Trafford, Sue; Tipples, Rupert Over the past decade the dairy industry has grown in land area, number of cows, milk production and dairy exports, to the point where it is New Zealand's largest export industry, with 26 percent of total merchandise exports. Growth has been accompanied by significant structural changes to the industry. Many small, family owned and managed farms in the North Island, that were characterised by high levels of self-employment, have been replaced by large-scale, corporatized, irrigated farms in the South Island, that depend on non-family employees. Staffing these farms has been problematic and recruitment and retention have been issues regularly highlighted by the industry. Senior executives of DairyNZ (e.g. Paine, 2010) recognise that the future of the dairy industry depends on its people to a large degree. However, as the industry is failing to recruit and retain sufficient of the talented and skilled people it is seeking, its future employment and social sustainability are in question. At present it is being sustained by the importation of migrant workers on short term and other visas, but with rising unemployment levels that may not continue to be a politically acceptable solution. Does a dependence on migrant workers jeopardise the future stability and sustainability of dairy production? The paper reviews the changes in the dairy farm labour force from both supply and demand perspectives. In terms of supply two possible sources are discussed: the New Zealand population, whether currently employed or unemployed, and international migrant labour, which has been an increasingly significant element of the dairy farm labour force since 2006. While new technologies are being developed all the time, two existing system changes could dramatically reduce the demand for milking labour: Once-a-Day milking and/or automatic milking systems (robotic milking). Which one or combination of these four factors will be most significant remains to be seen, but New Zealand cannot afford such an economically significant part of the economy to become unsustainable.
      PubDate: Sat, 6 Oct 2012 14:21:38 GMT
       
  • Volume 11 Issue 1 - The fair work act: Saviour for unions?
    • Abstract: Hilder, Mark; Davies, Doug In recent decades, Australian unions have attempted to reverse the decline in membership but since the re-election of the Federal Labor Government in 2007 there has been an increase in numbers. This article uses a qualitative case study using interviews, document analysis and archival analyses to explore the reasons for an increase in membership at the Australian Community Sector Union (ACSU) and specifically the Fair Work Act (FWA). Despite the ACSU experiencing decades of decline in membership, it emerges that one provision of the FWA has contributed to a rise in levels and another two have potential to assist further increases.
      PubDate: Sat, 6 Oct 2012 14:21:38 GMT
       
  • Volume 11 Issue 1 - HRM in paradise: Similar or different?: A study of
           tourist resorts in the Maldives
    • Abstract: Najeeb, Ali This paper explores human resource management (HRM) practices, and factors that influence the adoption of HRM in resorts in the Maldives. Using a multiple-case study approach, HRM in resorts were explored by comparing international hotel chains and local resorts. Data was collected through semi-structured interviews with relevant stakeholders of seven resorts and from a range of secondary sources. The findings show that there is a high uptake of HRM in resorts. The findings also show that there is a considerable degree of similarity across the resorts in relation to the use of HRM practices providing support for the perspectives of new institutionalism. The factors contributing to similarities in the use of HRM practices and how they affect HRM are discussed. The paper concludes that the homogeneity of HRM practices is largely driven by institutional factors.
      PubDate: Sat, 6 Oct 2012 14:21:38 GMT
       
  • Volume 8 Issue 2 - Classroom Lessons: 25 Years Teaching Industrial
           Relations
    • Abstract: Stewart, Gordon This paper is an evaluation of the experience of the author in teaching industrial relations courses at one Australian university. It discusses the circumstances and some of the issues surrounding the teaching of these courses over a twenty-five year period. Finally, the paper considers the future position with regard to the teaching of such courses in Australian universities.
      PubDate: Sat, 6 Oct 2012 14:21:20 GMT
       
  • Volume 7 Issue 2 - Union Strategy in the Indonesian and Malaysian Postal
           Industries
    • Abstract: Satrya, Aryana; Parasuraman, Balakrishnan This article explores the implementation of Gahan's (1998) model on union strategy which consists of union aims, union methods, union tactics, and level of decision-making. Empirical data are provided from a qualitative analysis in the Indonesian and Malaysian postal industries. Research findings reveal that consultancy unionism is playing important roles in explaining the relationships among unions, workers, and employers in Malaysia, while partnership unionism best describing the union in Indonesia. The pattern of consultancy unionism strategy emphasise more on servicing and limited partnership with employers. The stronger organising solidarity from their members may improve their partnership in the interest of union survival facing tough competition in the postal business.
      PubDate: Sat, 6 Oct 2012 14:21:09 GMT
       
  • Volume 7 Issue 2 - Is Enterprise Bargaining Meeting the Needs of Employers
           and Employees?: The Case of Family-friendly Working Conditions in the
           Australian Retail Industry
    • Abstract: Mortimer, Dennis; O'Neill, Brian Throughout most of the twentieth century, awards of the industrial relations tribunals were the major source of legally enforceable conditions of employment in Australia. Since the late 1980s, enterprise bargaining has been introduced in federal and state jurisdictions but has continued to operate alongside the more traditional, although altered, award system. A common argument advanced in support of the move to enterprise bargaining, is that the traditional centralised system lacked the flexibility needed to met the needs of those at the workplace and that enterprise bargaining would facilitate the development of employment conditions more attuned to the needs of both employers and employees. As there is a significant body of literature that establishes the importance of family friendly working conditions for workers in Australia, in theory, enterprise bargaining should have enabled the development of such employment conditions. The purpose of this paper is to assess the extent to which enterprise bargaining has facilitated the establishment of family friendly employment conditions in the Australian retail industry. The retail industry is the largest employer in Australia by industry and the largest employer of women. By analysing the literature concerning those aspects of work arrangements relevant to employees balancing the demands of work and their family interests, a number of 'family friendly' indicators are identified. These are ranked according to whether they are required by legislation and hence mandatory; represent only a more flexible usage of otherwise existing standards, such as more flexible use of sick leave provision; or actually provide additional and family-friendly specific entitlements. Utilising the identified 'family friendly' indicators, a content analysis of the Retail Industry Award and twenty retail industry enterprise agreements is undertaken to identify the frequency and ranking of 'family friendly' clauses. The retail industry enterprise agreements which are examined cover employees in four industry sub-sectors: major department stores, large supermarket chains, major take-away food chains and smaller retailers. A comparison of the Award and enterprise agreement provisions, as well as a comparison of the provisions provided by industry sub-sectors in their agreements, provides the basis for drawing some conclusions about whether or not enterprise bargaining in Australia has indeed delivered its promise of assisting employees in balancing their work and family commitments.
      PubDate: Sat, 6 Oct 2012 14:13:30 GMT
       
  • Volume 11 Issue 1 - How to keep your head above the clouds: Changing ICT
           worker skill sets in a cloud computing environment
    • Abstract: Ross, Peter Cloud computing represents a potential paradigm shift in how organisations access and use information, communication and technology (ICT) services. Such changes in how ICT services are sourced and delivered will impact on organisational structures and associated management practices. They further question the traditional role of ICT workers. This paper contends that while the technical and potential cost saving aspects of Cloud computing have attracted much attention, far less research has been conducted into the associated human resource management (HRM) impacts of Cloud computing on ICT workers. This paper attempts to fill this gap in the literature by examining HR issues related to managing ICT workers within organisations adopting Cloud computing strategies. It further suggests that the impacts of Cloud computing may differ from previous 'outsourcing' strategies that were often linked to large-scale job shedding (Ross, 2002, 2003; Ross and Bamber, 2009), at least in the short- to medium-term. The paper uses transaction costs economics theories and frameworks to support the analysis.
      PubDate: Sat, 6 Oct 2012 14:12:33 GMT
       
  • Volume 9 Issue 2 - Modelling the Appraisal of Quality Management Programs
    • Abstract: Soliman, Fawzy A model for the appraisal of quality management programs in Human Resources (HR) departments is presented in this paper. The model highlights the role of Quality Gaps on in evaluating the quality management programs is discussed in this paper. In addition, the paper presents a method for identification of any link between Strategic Gaps and Knowledge Gaps which may exist in HR processes. The existence of such gaps may adversely affect the expected outcome from the implemented quality management programs. Furthermore, the paper explores the relationship if any between the perception of program developers and/or implementers of quality management programs in HR departments. Finally, the study seeks to identify other management characteristics associated with success or otherwise of quality management programs in HR departments. In so doing, the importance of addressing issues arising from Strategic Gaps and Knowledge Gaps is addressed.
      PubDate: Sat, 6 Oct 2012 14:12:16 GMT
       
  • Volume 7 Issue 2 - Identifying Knowledge Workers: Using Direct versus
           Indirect Approaches
    • Abstract: Caddy, Ian This paper reviews recent research efforts relating to knowledge workers. The review found that the term 'knowledge worker' is a broadly inclusive term rather than one with a specific and narrow meaning. This finding raises issues about what focus should further research on knowledge workers have, and the employment relations implications for organisations in how they should best manage this human capital resource. For instance, the all encompassing nature of who are knowledge workers implies that it would be difficult for organisations to distinguish those more valued knowledge workers (who presumably they would wish to retain) from others (who in some cases they would wish to replace). The review also found that most research efforts to date employed methods that attempt to directly identify knowledge workers. The problems outlined with this approach discussed in this paper would suggest that more indirect attempts be adopted to try and identify those more valued knowledge workers who make greater contributions to organisation performance. As an example, the paper looks at the activities of knowledge sharing or exchange. It is considered that this is the major contribution of the paper in that indirect approaches are more likely to identify the more valued knowledge workers and which should lead to the development of better and more focussed human resource management approaches and techniques for this valuable and valued cohort of employees.
      PubDate: Sat, 6 Oct 2012 14:12:13 GMT
       
  • Volume 6 Issue 2 - The Long Distance Trucking Industry in New South Wales
           and the Role of the State
    • Abstract: Jamieson, Suzanne In April 2000 the Motor Accidents Authority of New South Wales established an Inquiry into safety matters in long distance road haulage under Professor Michael Quinlan which reported to the government in the latter part of that year. In December 2001 the report of the Inquiry was released to the public (MAA, 2001). For some time after that, the report remained under active consideration by the government before any obvious reform occurred. This article seeks to look at the reform process arising from the commissioned report and to situate the so-far limited reforms within a context of intense debate around regulation and deregulation which must be balanced with public demands for road safety and increasing popular demands for a reduction in the number of workplace fatalities generally.
      PubDate: Sat, 6 Oct 2012 14:11:02 GMT
       
  • Volume 8 Issue 2 - A 'Different Way': Student Perspectives on
           International and Cultural Learning
    • Abstract: Crossman, Joanna As organisations are becoming increasingly internationalised, the business community is calling for individuals able to solve problems, innovate and collaborate with culturally diverse individuals both locally and internationally. This paper is based upon a small qualitative research study conducted in one Australian university. The study explored the ways students learn about culture and international issues and how they believed such learning could best be fostered through the teaching and learning of business programs. Drawing upon their personal, academic and professional experiences, participants emphasized the need for universities to design programs relevant to their future careers primarily through experiential forms of learning. Students particularly endorsed, international online collaboration, exchange, language development and an appreciation and capacity for the role of soft skills and forming relationships embedded in culturally diverse contexts.
      PubDate: Sat, 6 Oct 2012 14:01:36 GMT
       
  • Volume 8 Issue 2 - Editor's Note on Excellence in Teaching and Learning in
           the Employment Relations-related Disciplines
    • Abstract: Jerrard, Marjorie A
      PubDate: Sat, 6 Oct 2012 14:01:36 GMT
       
  • Volume 10 Issue 2 - Influence of Employment Type on LMX, Organisational
           Commitment and Job Satisfaction
    • Abstract: O'Connor, Christine; Srinivasan, Sanjeev This study tested the impact of casual employment status on job satisfaction, organisational commitment and Leader Member Exchange (LMX) in an IT service sector; the quality of the LMX relationship; levels of job satisfaction; and levels of organisational commitment experienced by the two groups of employee is tested. LMX theory asserts that subordinates are either in the 'in-group' or 'out-group'. Employees in the in-group have higher levels of job freedom, added responsibilities, trust and preferential treatment. This is in exchange for high levels of loyalty and commitment to their supervisor. This form of social exchange or reciprocal obligation is formed over time and is to the benefit of both. The results do not support the hypotheses that the nature of the employment status will influence the LMX relationship. Both casual and permanent employees had an equal chance of being in either the 'in-group' or 'out-group'. The results support the hypothesis that casual employees would have lower levels of job satisfaction as compared to permanent employees. The results do not support the proposition that casual employees who were part of the in-group or shared a high quality relationship with their supervisors would exhibit higher levels of organisational commitment as compared to permanent employees who were also part of the in-group. There was no support for the hypothesis that casual employees who were part of the out-group would have lower levels of organisational commitment as compared to permanent employees who were also part of the out-group. The implications of these findings are discussed.
      PubDate: Sat, 6 Oct 2012 13:59:08 GMT
       
  • Volume 10 Issue 1 - Employee Empowerment and Individual Commitment: An
           Analysis from Integrative Review of Research
    • Abstract: Sahoo, Chandan Kumar; Behera, Neeraja; Tripathy, Santosh Kumar Employee empowerment initiatives based on industrial democracy and the principle of participative management reflects a positive link between employee participation and job satisfaction, motivation and performance, individual commitment and organisational achievement. The importance of individual commitment to the bottom line of the organisation is highly essential for improved performance, improved production, higher employee loyalty, increased satisfaction, high quality of product and services, and customer satisfaction. In this paper emphasis is given to systematic review of the previous research works on employee empowerment and workplace commitment and has advanced some models to give clarity on workplace commitment through employee empowerment, commitment and outcomes, strategic empowerment and degree of commitment, and antecedents and outcomes of individual commitment. This paper hopefully contributes to the ongoing discussion of what constitutes empowerment and its impact on individual commitment.
      PubDate: Sat, 6 Oct 2012 13:59:07 GMT
       
  • Volume 9 Issue 1 - Job Satisfaction and HR Issues for Nurses in
           Non-profit, Non-hospital Settings
    • Abstract: Dalton, Bronwen; Wilson, Rachel; Harvison, Juanita Factors which affect the job commitment and satisfaction of nurses employed in a large, non-profit, non-hospital nursing organisation in Australia were examined in a study. Four factors that significantly influence levels of job satisfaction among this organisation's nurses were identified: the reported level of match between their current position and their 'ideal' position; reported levels of teamwork; opportunities for professional development; and management approaches to conflict management.
      PubDate: Sat, 6 Oct 2012 13:59:05 GMT
       
  • Volume 9 Issue 2 - Does Variable Remuneration Reward Performance?: A
           Study of Two Australian Stock Exchange (ASX) Listed Financial Services
           Corporations
    • Abstract: Caddy, Ian Given recent high profile corporate collapses and scandals in Australia there has been increased interest in the performance of corporations' senior management, particularly those listed on the Australian Stock Exchange (ASX). New regulations, both mandatory and voluntary, have been developed with the objective of improving the overall governance structure of these corporations. Concomitant with this effort is greater information disclosure of remuneration packages provided to corporations' directors and senior executives; the most important being the promulgation of AASB 1046 - Director and Executive Disclosures by Disclosing Entities by the Australian Accounting Standards Board. Given increased disclosure this paper investigates remuneration practices for two ASX-listed financial services corporations covering the years 2003 to 2007. Specifically it looks at the structure of remuneration packages and remuneration amounts for both the fixed and variable or performance-based components of remuneration. The major finding is that although remuneration package structures follow similar lines there are significant differences in remuneration amounts, particularly in the variable or performance-based remuneration, between senior personnel within the same corporation as well as between corporations. The study examined annual percentage changes in both fixed and variable remuneration and found that fixed percentage changes were quite small, while for variable remuneration percentage increases were higher than those for a set of financial indicators for the corporation as compared to percentage decreases which were lower than those for the same set of financial indicators.
      PubDate: Sat, 6 Oct 2012 13:53:50 GMT
       
  • Volume 10 Issue 2 - Linking Long-term Unemployment and the Theory of
           Disengagement: A Preliminary Investigation Using Australian Bureau of
           Statistics Labour Force Data
    • Abstract: Caddy, Ian; Mortimer, Dennis; Tannous, Kathy This paper's main aim is to develop a prima facie case supporting the application of the theory of disengagement to parts of the Australian labour force, such as the long-term unemployed as well as those persons with a marginal attachment to the Australian labour force (those not in the labour force but with a desire to work at some point in the future). The theory of disengagement was originally formulated in the 1960s and has been used mainly with the field of social gerontology. Although this theory has been the subject of some controversy, it is still seen as relevant today. In applying this theory to those groups mentioned above, the prima facie case will use logical argument as well as supporting analysis from publically available Australian labour force statistics. Furthermore, the approach taken has been to see whether the central concepts, postulates or issues of this theory are applicable rather than look at the comprehensive application of the whole theory. The paper concludes that this theory does have relevance to those groups mentioned above and that further research is necessary to strengthen the work already done. Through the application of disengagement theory it is also considered that new research efforts will emerge which will bring new insights into how people become unemployed and why they remain unemployed (often for long periods of time) or decide ultimately to drop out of the labour force altogether.
      PubDate: Sat, 6 Oct 2012 13:51:11 GMT
       
  • Volume 9 Issue 1 - Forms of Informal Management Controls in Overseas
           Japanese Companies: A Qualitative Study
    • Abstract: Okamoto, Kazue; Teo, Stephen TT Informal management control is an important means of control in Japanese companies. This paper reports the findings of a qualitative study which explores the adoption of informal management controls by overseas Japanese subsidiaries in Australia. Sixty-eight in-depth interviews were conducted with 23 non-Japanese local staff, 14 local Japanese, and 31 Japanese expatriates. Four types of informal management controls being adopted in overseas Japanese subsidiaries in Australia were identified. These include informal decision making processes, informal influence, unclear job description, and job tasks not included in formal job description. The findings reveal that informal influence and unclear job description contain features of both formal and informal management controls. Informal management control was found to produce desired outcomes similar to those commonly observed in Japanese companies in Japan. It is suggested that building latitude and flexibility is an effective form of informal management control in overseas Japanese companies.
      PubDate: Sat, 6 Oct 2012 13:41:51 GMT
       
  • Volume 6 Issue 2 - Capital Reintegration into Supply Chains and Its
           Implications for Labour Law
    • Abstract: Rawling, Michael The task of regulation, particularly the regulation of work is becoming more complex. Consequently, labour law initiatives are becoming more sophisticated. This paper uses supply chain or commodity chain analysis [2] to assist with an understanding of the causes of contingent work [3] and to comment on the best way of regulating work. To that end, the paper examines the reintegration of largescale profit-making organizations into chains characterized by hierarchy and control. It will be shown that this aspect of commodity chain analysis resonates with explanations of contingent work drawing on 'macro-social factors' - such as change in state regulatory approaches, the changing balance of power between capital and labour, and the constant pursuit of profit by capital. It is argued that an explanation drawing on business integration into commodity chains and macro-social factors has significant advantages over alternative explanations of the rise in contingent work, such as those that focus on a paradigm shift from Fordism and the large firm to flexible specialization and 'flat' networks of smaller firms.
      PubDate: Sat, 6 Oct 2012 13:39:08 GMT
       
  • Volume 9 Issue 1 - Cultural Issues in Organisational Change: The Case of
           the Australian Services Union
    • Abstract: Dawson, Patrick; Zanko, Michael Trade union renewal in the context of a changing socio-political business environment remains a central challenge for union leaders. Strategies for reform must accommodate an array of issues, including gender, legislative change, environmental concerns and the growth in part-time work. The development and implementation of strategies are further compounded by the history and culture of trade unionism that adheres to tradition and is often sceptical of radical new ideas. The case of the Australian Services Union (ASU) is used to highlight some of these contemporary concerns in an analysis of longitudinal qualitative data on union organisation and change. This trade union provides a pertinent example as it is not only having to deal with the problem of declining union membership, but it is also trying to address cultural change issues associated with union amalgamation and in so doing, redress the tradition of male unionism through promoting the place of women. These changes are seen as both problematic and central to the development of union strategies and alternative approaches to revitalising trade unionism in the twenty-first century.
      PubDate: Sat, 6 Oct 2012 13:36:48 GMT
       
  • Volume 7 Issue 1 - Safe Workplaces: A Key Issue for Quality of Working
           Life
    • Abstract: Chapman, Judith Ann Australian organisations differ in terms of the support they provide for proactive measures to reduce hazards in the workplace. Despite overall improvements in occupational health and safety, the statistics on workplace injuries, illnesses and deaths reflect a grim reality for many workers and their families. This article addresses the issue of workplace safety, suggesting that it should be viewed as a central issue in the discourse on quality of working life. The role of safety culture in promoting safer policies and practices is discussed and a typology with three approaches is presented: legal compliance, safety mindedness and zero tolerance. The article concludes with a focus on the role of senior managers in creating a culture of safely at work.
      PubDate: Sat, 6 Oct 2012 13:32:32 GMT
       
  • Volume 9 Issue 1 - A Country's Battle to Make an Australian Model of Wage
           Fixation Policy Viable in a Constrained Economy
    • Abstract: Imbun, Ben Discusses the inherent issues, concerns and dilemmas in setting up of a centralised wage fixation policy in Papua New Guinea (PNG) based on the Australian model. Of particular importance are the historical emergence of the colonially influenced wage fixation system and policies which have not only become part of the status quo in independent PNG, but have also proved an obstacle to labour market flexibility and therefore stifled economic development in the country. It is concluded that it is imperative for PNG is to concentrate on developing and maintaining wage policies conducive to economic development and at the same time shape complementary policies to consolidate them.
      PubDate: Sat, 6 Oct 2012 13:28:32 GMT
       
  • Volume 10 Issue 1 - Mapping Expectations of Functional Units' Line
           Managers against the Perceptions of Human Resources Department (HRM)
    • Abstract: Soliman, Fawzy This paper proposes that performance improvement could be achieved by improving the relationship between HRM and functional units in the form of a relationship between supplier and customer. Accordingly, the paper proposes that differences may be found between functional units' expectation of the service delivered and the perception of HRM with respect to that service. The paper also proposes that Gap analysis approach could be used in analysing the performance of those services. The paper points to the possibility of finding perception gaps and expectation gaps. In addition, the paper suggests that those gaps may impact on the performance from the perspectives of quality, cost and speed of delivery of the service. It is envisaged that this research could assist management in controlling cost and avoid wastage and improve organisational performance.
      PubDate: Sat, 6 Oct 2012 13:21:51 GMT
       
  • Volume 9 Issue 2 - The Work of the Casual Academic Teacher: A Case Study
    • Abstract: Davis, Douglas; Connor, Robert; Perry, Len; Perrott, Bruce; Topple, Stephen Casual academic staff contribute significantly to the teaching load in many universities worldwide including Australia. However, their contribution and work needs are not always fully recognised. The aim of the research reported here was to investigate the role and support needs of casual academic teaching staff within a business faculty of an Australian metropolitan university. Data was collected through the conduct of three focus groups consisting of casual academics from the faculty and the administration of a questionnaire survey. The results showed that casual academics had a number of concerns most of which had been reported in the literature. Pay rates were generally considered not to have kept pace with workload, most casuals did not feel part of the faculty and some casuals found teaching classes with high proportions of overseas students challenging. Despite these and other concerns the general level of job satisfaction among survey respondents was high. It was clear that most enjoyed their teaching role. The relationship between casual academics and their full-time academic subject coordinators was clearly very important. Satisfaction with support received from their subject coordinator was generally high. The strength of this relationship helps the casual teaching system to operate reasonably smoothly.
      PubDate: Sat, 6 Oct 2012 13:01:26 GMT
       
  • Volume 6 Issue 2 - Retailers, Manufacturers and Labour: An Early Case of
           Regulation of Labour Standards in the Clothing Industry
    • Abstract: Teal, Greg New South Wales is at the forefront globally in the protection of labour standards in the clothing industry by regulating the supply chain from the bottom to the top, from home workers to clothing retailers. This is the first case in which retailers are effectively brought under a legal regulatory framework in which they are acknowledged as having responsibilities in which the clothing that they sell is manufactured. This is the critical difference between and the great advantage of this model over other models that have attempted to regulate the manufacturing nodes in the supply chain or which rely solely upon voluntary codes. In Canada during the Great Depression and subsequently in the 1930s, a regulatory system was developed in Quebec, which attempted to restrict the more destructive of competitive practices between manufacturers and to (and in part through) generalise negotiated labour standards throughout the industry by way of a Parity Committee. This case holds particular significance for current supply chain regulation developments in New South Wales, Australia and, indeed, globally. Its significance lies in the documented evidence of the exertion of the retail sector over the manufacturers in the clothing industry in Quebec, the practices of manufacturers and contractors to attempt to respond to the demands of the retailers by reducing labour costs, and by the dynamism of a labour movement that was able to win a system of regulation to protect unionised and nonunionised workers within the clothing supply chain. Its significance for current initiatives, however, also lies in what the model was unable to achieve, in particular, bringing the retail sector into the regulatory framework, and, the industrial model of regulation which, which sought supply chain regulation without accounting for all nodes of the chain.
      PubDate: Wed, 3 Oct 2012 13:15:43 GMT
       
  • Volume 11 Issue 2 - The linkage between trust, communication openness in
           the workplace, and employees' job satisfaction: An Indonesian case study
    • Abstract: Wulandari, Maulina Pia; Burgess, John This study explores the correlation between trust, communication openness, and employees' job satisfaction in a large Indonesian company. The study applies quantitative methods in order to undertake a communications audit of the case study organisation. Descriptive statistics, Pearson's product moment correlations, and Multiple Regressions are applied to analyse the survey. The results show that trust and communication openness were positively related to employees' job satisfaction dimensions. The discussion reviews the implications of these results and suggests future directions for research.
      PubDate: Wed, 16 May 2012 09:57:33 GMT
       
  • Volume 11 Issue 2 - The status of migrant workers in the Maldives:
           'Precarious workers' or 'labour aristocrats'?
    • Abstract: Najeeb, Ali The purpose of this paper is to examine the status and experience of migrant workers in the Maldives. The paper explores how migrant workers are treated in the Maldives by applying the theoretical concepts: 'precariousness', 'vulnerability', and 'labour aristocracy'. The paper is based on interviews conducted with migrant workers and other stakeholders from various industry sectors and occupational levels, and data collected from various documentary sources. The theoretical scope is the debate on migrant workers and their vulnerability. The paper reveals that employers across the sectors of the economy prefer to recruit migrant workers for various reasons, including the perceived usefulness of migrant workers, to save labour costs and as a result of the negative stereotype of local workers. The paper uncovers that migrant workers in general are subject to 'precariousness' or 'vulnerability' in varying degrees. However, both unskilled and professional migrant workers in resorts receive preferential treatment in several aspects of their employment, and the professional migrant workers in resorts can be regarded as 'labour aristocrats'.
      PubDate: Wed, 16 May 2012 09:57:33 GMT
       
  • Volume 11 Issue 2 - Notes for contributors
    • PubDate: Wed, 16 May 2012 09:57:33 GMT
       
  • Volume 11 Issue 2 - Advances and ambivalences: Organisational support to
           work-life balance in a police service
    • Abstract: Tremblay, Diane-Gabrielle; Genin, Emilie; di Loreto, Martine This article studies organisational support to work-life balance in a demanding work environment: a municipal police service in Quebec. Based on case study methodology involving a questionnaire and in-depth interviews with police officers and agents, the findings substantiate the importance for organisations to offer formal and informal support to employees in the work environment with regard to work-life balance. While support among colleagues and supervisors is significant, we observed that supervisor support is often insufficient. Our research goes beyond the statement that informal support is important as was highlighted in previous research. It shows how this may and does occur with colleagues filling in for the lack of supervisors and bringing supervisors to accept schedule changes when agreed between colleagues. The findings should lead employers to develop programs and measures for employees who face work-family conflict.
      PubDate: Wed, 16 May 2012 09:57:33 GMT
       
  • Volume 11 Issue 2 - Strategic human resource management: Exploring the key
           drivers
    • Abstract: Sahoo, Chandan Kumar; Das, Sitaram; Sundaray, Bijaya Kumar Strategic human resource management (SHRM) involves productive use of people in achieving organisation's strategic business objectives, and fulfilment of individual employee needs. The framework for aligning HR and business strategies is provided by the competitive strategy approach. Proper alignment of HR strategies with business strategy will enable a firm to develop a win-win situation both for employees and employers and helps for achievement of targeted goals. The basic purpose of this study is to explore the various issues and initiatives of the people side of management experienced by the organisations and proper linking of issues such as human resource planning, recruitment and selection, performance management, human resource development, motivational and compensation structure, work-life balance, and human resource information systems with organisational strategic business objectives towards business excellence.
      PubDate: Wed, 16 May 2012 09:57:33 GMT
       
  • Volume 11 Issue 2 - The returns to continuing vocational training for
           employees: A socioeconomic approach
    • Abstract: Beji, Kamel; Karaa, Riadh Since the 1980s, almost all developed countries became aware of the importance of training for both employees and enterprises. Governments established training programs and enterprises were required to allocate a percentage of their wage bill for training expenditures. Traditional studies used to estimate causal effects of training either on employees' wages or on enterprises productivity. In this paper, we propose a socioeconomic approach to evaluate training effects on workers. The return indicators considered emphasise not only the effects of training on wages but also its impacts on workers' personal development, professional mobility and self valorisation. By focusing on "transferable trainings", this paper provides an original approach for the evaluation of training programs. An empirical study involving a thousand workers in Qu bec region in Canada is presented.
      PubDate: Wed, 16 May 2012 09:57:33 GMT
       
  • Volume 9 Issue 2 - Development of the Effectiveness of the Provincial
           Justice Office
    • Abstract: Choonhaklai, Sirirat; Singsuriya, Pagorn In an attempt to improve the delivery of its services to citizens in provincial areas, and especially in light of current of social and political conflict, the Thai Ministry of Justice (MOJ) created Provincial Justice Offices (PJOs) tasked with providing services that were formerly available only in Bangkok. The PJO has never performed up to expectations, and a study of its human resources practices and employee relations discloses problems which, combined with structural deficiencies in the PJO's mandate, have produced disappointing results. The PJO is not equipped and empowered to do its job. Suggestions for reform include a clear statement of mission, an independent staff and office space, pay and benefits that put PJO employees on a par with equivalent agencies, a stable management environment that permits continuity of effort, authority to carry out the PJO's mission, relevant training for employees, and integration of the PJO into the MOJ group of agencies that ends the PJO's peculiar status. This reform is necessary because the MOJ at present does not make all its services available to people living outside the greater Bangkok metropolitan area. The case of the Thai PJO is a paradigmatic demonstration of how inadequate employee management can handicap an organisation that intends to meet a pressing need.
      PubDate: Mon, 23 Apr 2012 09:33:34 GMT
       
  • Volume 8 Issue 1 - Dairy Exporting and Employment - a Possible Role for
           OAD Milking
    • Abstract: Tipples, Rupert The dairy industry is New Zealand's top export earner and recently went through a growth period under the influence of rapidly rising world prices for milk products. That peaked in 2008. Employment conditions in this major sector of the economy have been problematic since the early twentieth century as the prevailing industry mentality is one of cost saving, particularly of labour. Once-a-Day (OAD) milking appeared to provide the key system change which held the possibility of dairy farming becoming socially sustainable rather that lurching from one employment crisis to the next. However, while the changes brought about by conversion to OAD milking are very positive, they have not affected dairy farm employment in some of the ways which were anticipated. The paper reports findings of an in-depth qualitative study of social aspects of OAD milking and their implications, set in the context of data from the 2006 Census of Population.
      PubDate: Mon, 23 Apr 2012 09:32:23 GMT
       
  • Volume 6 Issue 2 - 'Bananas in Chains'?: Reflections on Global
           Commodity Chains and Labour Movement Regulatory Initiatives
    • Abstract: Fagan, Bob Since the early 1990s the concept of supply chains has been used widely in academic research on globalisation involving a variety of commodities. More recently, supply chain structures, often represented as linear hierarchical relationships, have been used to inform labour movement initiatives aimed at improving conditions faced by workers, farmers and local communities at the bottom of such chains, for example clothing outworkers or those in sweat-shops. This paper takes a step back from the supply chain concept to reflect critically on a broader framework of ideas, usually termed global commodity chain (GCC) analysis (see Gereffi et al. 1994; Lesley and Reimer 1999; Dicken et al., 2001; Bair, 2005). The paper reflects on strengths and weaknesses of GCC analysis. It draws illustrations from on-going research into the global banana industry including: first, attempts by the International Union of Foodworkers (IUF) to improve regulation of environmental and labour standards in key Latin American producing countries; and second, two so-called 'banana wars' since the mid 1990s, the more recent of which involves Australia. These 'wars' focus attention on dispute procedures of the World Trade Organisation (WTO) which social scientists often represent as a crucial regulatory agency for neoliberal globalisation. Finally, the paper reflects briefly on what GCC analysis might tell us about supply chain strategies as a basis for labour movement regulatory initiatives.
      PubDate: Mon, 23 Apr 2012 09:28:54 GMT
       
  • Volume 8 Issue 1 - The New Zealand Shearing Industry - a Case Study
    • Abstract: Pullin, Barry; Tipples, Rupert The Shearing industry has not been subjected to serious study since the 1970s and yet continues to be a significant source of agricultural employment. While the number of sheep in New Zealand has fallen since 1984, the pattern of shearing has become increasingly complex. The demand for shearers and wool handlers does not bear a simple relationship to the number of sheep. Concerns have been expressed that despite the contraction of the industry there is a need to maintain a steady number of young fit new entrants to shearing to provide for the needs of future years. This case study analyses the dynamics of a modern shearing business to identify key issues for the future of the industry.
      PubDate: Mon, 23 Apr 2012 09:17:38 GMT
       
  • Volume 11 Issue 1 - Notes for Contributors
    • PubDate: Thu, 16 Feb 2012 11:45:36 GMT
       
  • Volume 11 Issue 1 - The reporting and recognition of human resource assets
           in recent Australian IPOS
    • Abstract: Chan, Juni; Burgess, John While intangible capital (IC), including human resources (HR), are recognised as being important in creating competitive advantage for organisations (Nishii, Lepak and Schnedier, 2008) there remains very uneven measuring and reporting of the firm's IC as highlighted in recent studies (Rimmel, Nielsen and Yosano, 2009; Singh and Van der Zahn, 2007). The growing disclosure of IC is expected to provide the information that capital market participants find important in terms of making informed investment decisions (Abhayawansa and Guthrie, 2010). In this context initial placement offer (IPO) prospecti would be expected to provide more information and details on a company's long term strategy, including their intangible assets (Rimmel et al., 2009).This paper reviews the reporting of intangible capital, specifically HR, from the propsecti for six Australian companies that listed in 2010 and 2011. Following on the research of Bukh, Nielsen, Gormsen and Mouritsen (2005) we apply a template to the public documents in order to reveal the extent and the detail of the HR reporting. The findings reveal limited HR reporting; limited strategic plans for the development of HR assets and very uneven reporting across the prospecti.
      PubDate: Thu, 16 Feb 2012 11:45:36 GMT
       
  • Volume 10 Issue 1 - A Review and Analysis of CSR Practices in Australian
           Second Tier Private Sector Firms
    • Abstract: Katsouras, Ariadne; McGraw, Peter The growing trend for companies to report on corporate social responsibility (CSR) initiatives in their annual reports and the emergence of standard reporting templates means it is now possible to more accurately measure companies against one another in relation to their claimed CSR activities. The measurement of inter-company rigour in CSR reporting is an important step in increasing the level of CSR accountability. This paper evaluates CSR practices in Australian companies by conducting a census of and analysing reporting levels for all 100 companies in the second tier of publicly listed companies on the Australian Securities Exchange (ASX 101-200) in early 2008. Reported practices were systematically categorized and measured using the Global Reporting Initiative's template, version 3 (GRI3). Specifically the paper deals with three research questions concerning the level of reporting by company, by GRI indicator category and by industry sector. Results reveal that reporting levels are generally low, are highest for the economic indicator, and most rigorously and systematically reported in the materials and industrials sectors. This pattern of results suggests that despite the increasing popularity of CSR, most reporting is still concentrated in areas that are either mandatory or seen as important in establishing legitimacy for continued, profitable operations.
      PubDate: Fri, 20 Jan 2012 13:14:03 GMT
       
  • Volume 10 Issue 2 - Notes for Contributors
    • PubDate: Fri, 1 Jul 2011 16:04:20 GMT
       
  • Volume 10 Issue 2 - Perceived Organisational Culture, Stress, and Job
           Satisfaction Affecting on Hotel Employee Retention: A Comparison Study
           between Management and Operational Employees
    • Abstract: Churintr, Puangpen A significant problem in the tourism industry is the lack of skilled employees. This study aims to investigate the influence of perceived organizational culture, stress, and job satisfaction on hotel employee retention. This study surveys 355 hotel employees in the Upper South of Thailand including 261 operational and 94 management hotel employees, respectively. Using structural equation, the results indicate that the low retention is an important problem. Data from in-depth interviews was used as supplement to the survey data. For employees at the operational level, perceived organizational culture is a more important factor than job satisfaction. On the other hand, for employees at management level, job satisfaction is more important than perceived organizational culture. Stress has no effect on the employee retention of both levels. The results of this study shed light on using tools to support the retention of skilled hotel employees.
      PubDate: Fri, 1 Jul 2011 16:04:20 GMT
       
  • Volume 10 Issue 2 - Employees' Perceptions of Trade Unions in Unionised
           Companies: A Survey in Malaysia
    • Abstract: Che Rose, Raduan; Kumar, Naresh; Ramasamy, Nagiah This paper contributes to the understanding of barriers to trade unionism in Malaysia by analysing the perspectives of employees from unionised companies. Employees' perceptions are somewhat positive about their job and work environment and these could be a factor in explaining their non-membership in unions. The survey analysis revealed that non-union employees do not view their unions favourably and perhaps it raises doubts among employees on the ability of unions to protect workplace issues critical to workers. Conceivably this is an indictment of the ineffectiveness of trade unions' leadership. The instrumental perspective appears very prominently in the struggles of unions, and to a lesser extent, the political/ideological perspective. Employees seem to lack knowledge concerning trade unions, indicating unions' failure to reach out to the broad workforce and it is a possible problem in union organising. Union officials should pay more attention to communicating their union's unique characteristics and impact at the workplace. It also offers opportunities to trade unionists to convince the non-union employees in unionised companies for collective representation.
      PubDate: Fri, 1 Jul 2011 16:04:20 GMT
       
  • Volume 10 Issue 2 - A Social Exchange Model of the Employment Relationship
           Based on Keeping Tally of the Psychological Contract
    • Abstract: Jepsen, Denise M; Rodwell, John J This paper serves to review and integrate social exchange and organisational justice theory with regard to the employment relationship. Social exchange relationships are represented by employees' perceptions of workplace inequity represented by their psychological contract and evaluated using organisational justice rules. Employees have in-role and extra-role behavioural responses and cognitive responses to inequity. Behavioural and cognitive responses are moderated by the employee's perceptions of organisational justice. Much employee performance, commitment, engagement, retention and turnover may be explained by this comprehensive model.
      PubDate: Fri, 1 Jul 2011 16:04:20 GMT
       
  • Volume 10 Issue 1 - Notes for Contributors
    • PubDate: Thu, 5 May 2011 10:06:43 GMT
       
  • Volume 10 Issue 1 - Socio-professional Integration of Recent Immigrants in
           Canada: The Role of Information and Social Networks
    • Abstract: Beji, Kamel Quantitative and qualitative indicators of recent immigrants' socio-professional integration in Canada and particularly in Quebec show considerable disadvantages compared to natives. Informational biases that influence the migratory project can be at the root of difficulties in their social and professional integration. By offering a critique of the 'perfect information' hypothesis and by using the social networks approach, the aim of this article is to analyse the nature of informational flows and the impact of their circulation by social networks on the socio-professional integration of newcomers.
      PubDate: Thu, 5 May 2011 10:06:43 GMT
       
  • Volume 10 Issue 1 - Sustainability Reporting: Rhetoric Versus Reality?
    • Abstract: Pennington, Lenore K; More, Elizabeth Organisational sustainability requires companies to incorporate environmental, social and economic objectives into their operations. In response, there has been a notable increase in organisations reporting on environmental and social issues. This paper argues that sustainability reports cannot be relied on to credibly reflect companies' actions and commitment to environmental and social sustainability. With questions around reporting organisations' genuine commitment to sustainability, this paper reviews other frameworks to assess organisations' progress towards sustainability, and recommends a comprehensive model.
      PubDate: Thu, 5 May 2011 10:06:43 GMT
       
 
 
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