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  Subjects -> BUSINESS AND ECONOMICS (Total: 3248 journals)
    - ACCOUNTING (101 journals)
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    - BUSINESS AND ECONOMICS (1190 journals)
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    - ECONOMIC SCIENCES: GENERAL (183 journals)
    - HUMAN RESOURCES (95 journals)
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BUSINESS AND ECONOMICS (1190 journals)            First | 1 2 3 4 5 6 | Last

Showing 401 - 600 of 1566 Journals sorted alphabetically
Harvard Business Review     Full-text available via subscription   (Followers: 719)
Harvard Deusto Business Research     Open Access   (Followers: 7)
Health Economics, Policy and Law     Hybrid Journal   (Followers: 25)
Historical Materialism     Hybrid Journal   (Followers: 10)
Horizontes Empresariales     Open Access  
Human Resource Development Review     Hybrid Journal   (Followers: 24)
iBusiness     Open Access   (Followers: 2)
IdeAs. Idées d'Amérique     Open Access  
Identity     Hybrid Journal   (Followers: 7)
Ids Research Reports     Hybrid Journal  
Ids Working Papers     Hybrid Journal  
IEA Energy Prices and Taxes -     Full-text available via subscription  
IEEE Industrial Electronics Magazine     Full-text available via subscription   (Followers: 70)
IIE Transactions on Healthcare Systems Engineering     Hybrid Journal   (Followers: 2)
IIM Kozhikode Society & Management Review     Hybrid Journal   (Followers: 1)
IMA Journal of Management Mathematics     Hybrid Journal  
IMF Global Financial Stability Report     Full-text available via subscription   (Followers: 1)
IMF Survey Magazine     Free   (Followers: 2)
IMF Working Papers     Full-text available via subscription   (Followers: 2)
Indian Journal of Human Development     Hybrid Journal   (Followers: 1)
Indonesian Journal of Business and Entrepreneurship     Open Access   (Followers: 1)
Indonesian Journal of Sustainability Accounting and Management     Open Access  
Industrial and Commercial Training     Hybrid Journal   (Followers: 5)
Industrial and Corporate Change     Hybrid Journal   (Followers: 10)
Industrial Law Journal     Hybrid Journal   (Followers: 34)
Industrial Relations Journal     Hybrid Journal   (Followers: 20)
Industry and Higher Education     Full-text available via subscription   (Followers: 9)
Industry and Innovation     Hybrid Journal   (Followers: 10)
InFestasi     Open Access  
Information and Organization     Hybrid Journal   (Followers: 37)
Information Economics and Policy     Hybrid Journal   (Followers: 2)
Information Systems Management     Hybrid Journal   (Followers: 13)
Information Technology for Development     Hybrid Journal   (Followers: 12)
INNOTEC Gestión     Open Access  
Innovar     Open Access  
Innovare Journal of Business Management     Open Access   (Followers: 1)
Innovation Policy and the Economy     Full-text available via subscription   (Followers: 9)
Inquietud Empresarial     Open Access  
Intereconomics     Hybrid Journal  
Interfaces     Full-text available via subscription   (Followers: 10)
International Advances in Economic Research     Hybrid Journal   (Followers: 6)
International Area Studies Review     Hybrid Journal   (Followers: 3)
International Business & Economics Research Journal     Open Access   (Followers: 7)
International Business Research     Open Access   (Followers: 6)
International Corporate Responsibility Series     Full-text available via subscription   (Followers: 2)
International Finance     Hybrid Journal   (Followers: 22)
International Journal for Academic Development     Hybrid Journal   (Followers: 11)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 14)
International Journal of Advertising     Full-text available via subscription   (Followers: 28)
International Journal of Applied Decision Sciences     Hybrid Journal   (Followers: 1)
International Journal of Auditing     Hybrid Journal   (Followers: 4)
International Journal of Bank Marketing     Hybrid Journal   (Followers: 8)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 13)
International Journal of Behavioral Development     Hybrid Journal   (Followers: 3)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 8)
International Journal of Business Administration     Open Access   (Followers: 5)
International Journal of Business and Globalisation     Hybrid Journal   (Followers: 2)
International Journal of Business and Management     Open Access   (Followers: 16)
International Journal of Business and Social Research     Open Access   (Followers: 7)
International Journal of Business Communication     Hybrid Journal   (Followers: 7)
International Journal of Business Competition and Growth     Hybrid Journal   (Followers: 5)
International Journal of Business Environment     Hybrid Journal   (Followers: 2)
International Journal of Business Excellence     Hybrid Journal   (Followers: 3)
International Journal of Business Information Systems     Hybrid Journal   (Followers: 15)
International Journal of Business Innovation and Research     Hybrid Journal   (Followers: 10)
International Journal of Business Performance and Supply Chain Modelling     Hybrid Journal   (Followers: 16)
International Journal of Business Science and Applied Management     Open Access   (Followers: 2)
International Journal of Chinese Culture and Management     Hybrid Journal   (Followers: 4)
International Journal of Competitiveness     Hybrid Journal   (Followers: 2)
International Journal of Complexity in Applied Science and Technology     Hybrid Journal  
International Journal of Computational Economics and Econometrics     Hybrid Journal   (Followers: 3)
International Journal of Cooperative Studies     Open Access   (Followers: 6)
International Journal of Corporate Social Responsibility     Open Access   (Followers: 1)
International Journal of Corporate Strategy and Social Responsibility     Hybrid Journal   (Followers: 3)
International Journal of Critical Infrastructures     Hybrid Journal   (Followers: 2)
International Journal of Cross Cultural Management     Hybrid Journal   (Followers: 7)
International Journal of Culture Tourism and Hospitality Research     Hybrid Journal   (Followers: 18)
International Journal of Data Analysis Techniques and Strategies     Hybrid Journal   (Followers: 3)
International Journal of Decision Support System Technology     Full-text available via subscription   (Followers: 2)
International Journal of Diplomacy and Economy     Hybrid Journal   (Followers: 5)
International Journal of E-Entrepreneurship and Innovation     Full-text available via subscription   (Followers: 7)
International Journal of Econometrics and Financial Management     Open Access   (Followers: 4)
International Journal of Economic Policy in Emerging Economies     Hybrid Journal   (Followers: 2)
International Journal of Economic Practices and Theories     Open Access   (Followers: 4)
International Journal of Economics and Business Research     Hybrid Journal   (Followers: 3)
International Journal of Electronic Business     Hybrid Journal   (Followers: 1)
International Journal of Electronic Commerce     Full-text available via subscription   (Followers: 9)
International Journal of Electronic Democracy     Hybrid Journal   (Followers: 1)
International Journal of Electronic Finance     Hybrid Journal   (Followers: 4)
International Journal of Emerging Markets     Hybrid Journal   (Followers: 3)
International Journal of Employment Studies     Full-text available via subscription   (Followers: 6)
International Journal of Enterprise Information Systems     Full-text available via subscription   (Followers: 1)
International Journal of Entrepreneurial Behaviour & Research     Hybrid Journal   (Followers: 4)
International Journal of Entrepreneurial Knowledge     Open Access   (Followers: 2)
International Journal of Entrepreneurship     Full-text available via subscription   (Followers: 11)
International Journal of Entrepreneurship and Innovation     Full-text available via subscription   (Followers: 12)
International Journal of Environment and Sustainable Development     Hybrid Journal   (Followers: 14)
International Journal of Environment, Workplace and Employment     Hybrid Journal   (Followers: 3)
International Journal of Exergy     Hybrid Journal   (Followers: 2)
International Journal of Finance & Economics     Hybrid Journal   (Followers: 27)
International Journal of Financial Studies     Open Access   (Followers: 3)
International Journal of Forecasting     Hybrid Journal   (Followers: 27)
International Journal of Foresight and Innovation Policy     Hybrid Journal   (Followers: 5)
International Journal of Gender and Entrepreneurship     Hybrid Journal   (Followers: 5)
International Journal of Globalisation and Small Business     Hybrid Journal   (Followers: 11)
International Journal of Green Economics     Hybrid Journal   (Followers: 3)
International Journal of Happiness and Development     Hybrid Journal   (Followers: 7)
International Journal of Industrial Organization     Hybrid Journal   (Followers: 24)
International Journal of Information and Decision Sciences     Hybrid Journal   (Followers: 10)
International Journal of Information Engineering and Electronic Business     Open Access   (Followers: 1)
International Journal of Information Quality     Hybrid Journal   (Followers: 4)
International Journal of Information Systems for Crisis Response and Management     Full-text available via subscription   (Followers: 5)
International Journal of Information Technologies and Systems Approach     Full-text available via subscription   (Followers: 2)
International Journal of Innovation     Open Access   (Followers: 3)
International Journal of Innovation and Regional Development     Hybrid Journal   (Followers: 6)
International Journal of Innovation and Sustainable Development     Hybrid Journal   (Followers: 7)
International Journal of Innovation in the Digital Economy     Full-text available via subscription   (Followers: 3)
International Journal of Innovation Science     Hybrid Journal   (Followers: 10)
International Journal of Intelligent Enterprise     Hybrid Journal  
International Journal of Intelligent Information and Database Systems     Hybrid Journal   (Followers: 2)
International Journal of Intercultural Relations     Hybrid Journal   (Followers: 12)
International Journal of Islamic Economics and Finance Studies     Open Access   (Followers: 1)
International Journal of IT/Business Alignment and Governance     Full-text available via subscription  
International Journal of Logistics Research and Applications : A Leading Journal of Supply Chain Management     Hybrid Journal   (Followers: 23)
International Journal of Management and Business Research     Open Access  
International Journal of Management and Economics     Open Access   (Followers: 3)
International Journal of Management and Social Sciences     Full-text available via subscription   (Followers: 6)
International Journal of Management Economics and Business     Open Access   (Followers: 2)
International Journal of Management Education     Hybrid Journal   (Followers: 8)
International Journal of Management, Economics and Social Sciences     Open Access   (Followers: 11)
International Journal of Managerial Finance     Hybrid Journal   (Followers: 5)
International Journal of Manpower     Hybrid Journal   (Followers: 2)
International Journal of Markets and Business Systems     Hybrid Journal  
International Journal of Mass Customisation     Hybrid Journal  
International Journal of Monetary Economics and Finance     Hybrid Journal   (Followers: 8)
International Journal of Multicriteria Decision Making     Hybrid Journal   (Followers: 7)
International Journal of Multinational Corporation Strategy     Hybrid Journal  
International Journal of Operational Research     Hybrid Journal   (Followers: 3)
International Journal of Organisational Design and Engineering     Hybrid Journal   (Followers: 3)
International Journal of Organizational Analysis     Hybrid Journal   (Followers: 3)
International Journal of Organizational and Collective Intelligence     Hybrid Journal   (Followers: 2)
International Journal of Pluralism and Economics Education     Hybrid Journal  
International Journal of Process Systems Engineering     Hybrid Journal   (Followers: 2)
International Journal of Qualitative Research in Services     Hybrid Journal   (Followers: 4)
International Journal of Research in Business and Social Science     Open Access   (Followers: 7)
International Journal of Research, Innovation and Commercialisation     Hybrid Journal  
International Journal of Selection and Assessment     Hybrid Journal   (Followers: 6)
International Journal of Servant-Leadership     Full-text available via subscription  
International Journal of Six Sigma and Competitive Advantage     Hybrid Journal   (Followers: 2)
International Journal of Social and Organizational Dynamics in IT     Full-text available via subscription   (Followers: 3)
International Journal of Social Economics     Hybrid Journal   (Followers: 5)
International Journal of Social Science and Business     Open Access  
International Journal of Statistics & Economics     Full-text available via subscription   (Followers: 6)
International Journal of Strategic Business Alliances     Hybrid Journal   (Followers: 3)
International Journal of Strategic Decision Sciences     Full-text available via subscription   (Followers: 2)
International Journal of Strategic Information Technology and Applications     Full-text available via subscription   (Followers: 1)
International Journal of Strategic Property Management     Hybrid Journal   (Followers: 1)
International Journal of Stress Management     Full-text available via subscription   (Followers: 11)
International Journal of Supply Chain and Operations Resilience     Hybrid Journal   (Followers: 6)
International Journal of Sustainable Economy     Hybrid Journal  
International Journal of System Dynamics Applications     Full-text available via subscription   (Followers: 3)
International Journal of Technoentrepreneurship     Hybrid Journal   (Followers: 1)
International Journal of Technology and Globalisation     Hybrid Journal   (Followers: 3)
International Journal of Technology Diffusion     Full-text available via subscription   (Followers: 1)
International Journal of the Economics of Business     Hybrid Journal   (Followers: 2)
International Journal of Training and Development     Hybrid Journal   (Followers: 9)
International Journal of Transitions and Innovation Systems     Hybrid Journal   (Followers: 1)
International Journal of Work Organisation and Emotion     Hybrid Journal   (Followers: 5)
International Letters of Social and Humanistic Sciences     Open Access   (Followers: 1)
International Review of Economics & Finance     Hybrid Journal   (Followers: 25)
International Review of Finance     Hybrid Journal   (Followers: 9)
InternexT - Revista Eletrônica de Negócios Internacionais da ESPM     Open Access  
Invenio     Open Access  
Investigaciones Europeas de Dirección y Economía de la Empresa     Open Access  
Investigaciones Regionales     Open Access  
Issues in Economics and Business     Open Access  
IZA Journal of Labor Economics     Open Access   (Followers: 13)
Jahrbuch für Regionalwissenschaft     Hybrid Journal  
Jàmbá : Journal of Disaster Risk Studies     Open Access   (Followers: 3)
Japan and the World Economy     Hybrid Journal   (Followers: 2)
Japanese Economic Review, The     Hybrid Journal  
Jindal Journal of Business Research     Full-text available via subscription  
Journal for Global Business Advancement     Hybrid Journal  
Journal for International Business and Entrepreneurship Development     Hybrid Journal   (Followers: 9)
Journal for Perspectives of Economic Political and Social Integration     Open Access   (Followers: 4)
Journal für Betriebswirtschaft     Hybrid Journal   (Followers: 1)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 5)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 28)
Journal of Adult Development     Hybrid Journal   (Followers: 9)
Journal of African Business     Hybrid Journal   (Followers: 1)
Journal of African Economies     Hybrid Journal   (Followers: 15)
Journal of Aggression Maltreatment & Trauma     Hybrid Journal   (Followers: 4)
Journal of Aging & Social Policy     Hybrid Journal   (Followers: 9)
Journal of Aging Studies     Hybrid Journal   (Followers: 11)
Journal of Agricultural Economics     Hybrid Journal   (Followers: 25)
Journal of Agronomy     Open Access   (Followers: 6)
Journal of Applied and Industrial Mathematics     Hybrid Journal  
Journal of Applied Business Research     Open Access   (Followers: 4)
Journal of Applied Corporate Finance     Hybrid Journal   (Followers: 14)
Journal of Applied Econometrics     Hybrid Journal   (Followers: 34)

  First | 1 2 3 4 5 6 | Last

Journal Cover Employment Relations Record
  [2 followers]  Follow
   Full-text available via subscription Subscription journal
   ISSN (Print) 1444-7053
   Published by RMIT Publishing Homepage  [400 journals]
  • Volume 15 Issue 1 - Supporting a relational approach to feedback on
           assessments: The unintended impacts of institutional influences on student
    • Abstract: Bye, Jayne; Fallon, Wayne
      This study of student experiences of feedback on assessments draws attention to two different constructions around understanding feedback. When viewed as a product, feedback takes a transactional approach and acts 'as a one-way telling'. By contrast, the relational approach to feedback requires dialogue and is influenced by both context and relationship between the students and academic. This study makes connections with an emerging strand of literature which focuses on the relational dimension as a means of shedding new light on a field of practice that, despite the research in the area, remains an intractable problem. While the data supports the emerging literature, and shows that students value the relational elements of feedback, this paper also considers the institutional influences that impede academic practice which challenges the transactional and fosters the relational dimensions of feedback.

      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 15 Issue 1 - In search of freedom: The legacies of management
           innovations for the experience of work and employment
    • Abstract: Dawson, Patrick
      Since the industrial revolution there have been a number of significant innovations in management that have increasingly tightened controls on employee behaviour and reduced the freedom for independent action in the performance of tasks in the workplace. Taylorism, Organisational Development, Business Process Engineering and Total Quality Management are just some of the innovations that have directly or unintentionally limited the space for employee engagement, even when promoting manifest intentions of empowerment and involvement. Time and work disciplines continue to regulate activities with new procedural and technical controls being developed and used in monitoring and evaluating immediate and remote behaviours in collecting data on the auditable achievements of employees. In an accelerating world where creativity, innovation and change are central to the hyper competition of business, concerns for employees rather than shareholder value should take centre stage but remain unvoiced and constrained by conventional management thinking. Innovation for excellence is witnessed by the stress of open surveillance, the strains of increasing workloads and the expectations (self, peer-group and organisational) to meet these standards of excellence (which are often set above average thresholds) that ultimately dehumanises and degrades employees' experience of work. It is argued that the rhetoric of autonomy and participation is being increasingly unmasked in a world of tightening budgets and work intensification where employees are required to take on more 'efficient' methods of work that enables organisations to capture quantifiable and transparent performance data. There is a small but growing call for more humane organisations that reduce oppressive controls, enabling space and freedom for self-management in the performance of tasks and activities, for new forms of social business and for replacing the economic with a more social model of work. This represents a major and difficult challenge requiring organisations to off-load the legacies from the tools and techniques of 20th century management (that are continually modified and repackaged as something new) which simply serve to stifle creativity, inhibit innovation and limit human initiative that are all critical to developments, not only to more human-oriented organisations, but also to developing more flexible and innovative business organisations for the future.

      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 15 Issue 1 - Notes for contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 15 Issue 1 - The role of innate characteristics in enhancing team
    • Abstract: Chapman, Geoffrey R; Fitzgerald, JAnneke
      While existing literature provides much insight into instinct and team development as separate concepts, there are limited studies that combine these areas to investigate the role of innate characteristics in team development. This paper discusses the effects of implementing a profiling tool based on innate characteristics, and the potential benefits this practice may have for organisational teams. Using longitudinal case research, the study presents findings from eight teams across four organisations, comparing the development of teams that implemented the profiling tool versus teams that did not. The findings suggest that a greater awareness of innate characteristics can result in accelerated team development, particularly for new teams. This acceleration is achieved through the reduction and resolution of conflict, and an increased understanding of working styles, which enables more efficient communication. These findings have theoretical implications for the field of human resource management and practical implications for managers in organisational environments.

      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 15 Issue 1 - Neither office nor home: Coworking as an emerging
           workplace choice
    • Abstract: Ross, Peter; Ressia, Susan
      This study examines, reviews and provides insights from a recent research project that focuses on a range of new and related work practices that have been dubbed 'coworking', a rapidly emerging workplace phenomenon characterised by open-space work environments that lie between working from home and working in a traditional office environment. It analyses the factors that are driving the increasing use of coworking centres and seeks to better classify the often eclectic range of organisations that presently operate under the coworking moniker. While much of the coworker research to date has focused on links between collaboration, innovation and entrepreneurship between unaffiliated 'free-lance' coworkers, this paper further considers how public and private sector organisations are using the services of coworking centres as an alternative to home-based telework. This research suggests that coworking centres are occupying an increasingly important niche area as an alternative workplace of choice for an emerging new cohort of workers and are therefore a highly relevant area of research in relation to the future of work in an era of deregulated labour markets, telework and rapid technological change.

      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 15 Issue 2 - The impact of deregulation on employment relations in
           the Australian retail industry
    • Abstract: Mortimer, Dennis; Ingersoll, Louise
      This paper discusses the growth in research on management strategy in the period following the decentralisation of the Australian Industrial Relations system in the late 1980s and early 1990s. While the role of individual company management was minimal in the centralised IR system, the move to enterprise bargaining was designed to facilitate the linking of management's strategy in employment relations to its overall business strategy. The paper argues that while management strategy did become an area of focus, at least in relation to studies of employment relations practices in the retail industry, most of the studies tend to treat management at 'arm's length', and fail to analyse management's strategic intentions or choices. It is suggested that part of the reason for this is the focus of the studies on published reports and surveys, rather than the use of case studies that specifically focus on the strategic use of labour in the Australian Retail Industry.

      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 15 Issue 2 - Union revitalisation: A review and a research agenda
    • Abstract: Balasubramanian, Girish; Sarkar, Santanu
      Unionised workforce has declined over the past decades across the globe. The inclement conditions have compelled the trade unions to take on coping mechanisms, which has given rise to a separate strand of research on a theme known as 'union revitalisation'. Regardless of nearly two decades of research, there is a multiplicity of definitions. Union revitalisation has been conceptualised both as a process and an outcome. It has been examined as a phenomenon, an activity carried out by unions, and has been examined through lenses of power and influence. The various strategies adopted by trade unions are a part of the union revitalisation rhetoric. In this paper we critically examined these union revitalisation, conceptualisations and strategies. We argue for broadening the definition and scope of revitalisation studies so as to include workers who are often neglected and marginalised. Since our understanding of revitalisation is formed based on studies in the developed economy context, we argue for a developing economy perspective to advance our understanding of the 'union revitalisation' expression by debating from a developing economy perspective.

      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 15 Issue 2 - Recruitment practices in Australia: A review and
           comparative research agenda
    • Abstract: Jepsen, Denise; Knox-Haly, Martha; Townsend, Daniel
      Although the Australian economy suffered, recruitment defied the global financial crisis and continued a 'war for talent'. Simultaneous skills shortages and relatively low unemployment in this unique historical context pushed Australian recruiters to adapt their practices and strategies. This review examines practitioner and peer-reviewed literature on the current Australian recruitment context. The review documents how economic drivers have reshaped recruitment as a form of employer branding and a process increasingly reliant on technology, social media, outsourcing and recruitment metrics. The practitioner literature reveals the new style 'science of recruitment sourcing', including the introduction of job boards, job board aggregators, applicant tracking software, online interviewing and recruitment process outsourcing. Employers' use of employee value propositions, employer of choice and other branding strategies are presented. The paper highlights the shortage of peer-reviewed literature documenting the particular Australian experience, and concludes with a discussion of a comparative research agenda.

      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 15 Issue 2 - Editors' note
    • Abstract: O'Connor, Christine; Mortimer, Dennis
      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 15 Issue 2 - What does it mean having difficult conversations in
           the workplace': An exploratory literature review
    • Abstract: Kippist, Louise; Duarte, Fernanda
      Difficult conversations in the workplace are conversations that can potentially make people feel uncomfortable, generate conflict or detrimentally affect relationships and productivity in work settings. While this topic has been significantly researched from a healthcare organisation's perspective, there is a paucity of scholarly works on difficult conversations that can be applied to other types of workplaces. This paper paves the way for this kind of research by providing a literature review that highlights prominent themes relating to difficult conversations in the healthcare field, and also in the few existing works that analyse this phenomenon from a management studies perspective.

      PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 14 Issue 1 - Notes for contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 14 Issue 1 - Using an online peer review and assessment tool in a
           large undergraduate business subject: Analysing student behaviour and
    • 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 14 Issue 2 - Professional identity: Enabler or barrier to clinical
    • 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 14 Issue 2 - Notes for contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 14 Issue 2 - Interactive effects of psychological capital and
           perceived support in developing trust and commitment among Indian IT
    • 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: Thu, 2 Nov 2017 11:47:43 GMT
  • 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 13 Issue 2 - Notes for contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 13 Issue 2 - The boundaryless career form: Its nature and driving
    • 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 13 Issue 2 - The paradox of employee retention for knowledge
    • 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 13 Issue 1 - Notes for contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 13 Issue 1 - Gender, caring, part time employment and work/life
    • 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: Thu, 2 Nov 2017 11:47:43 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, 2 Nov 2017 11:47:43 GMT
  • Volume 13 Issue 1 - Managing for inclusion: Engagement with an ageing
    • 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 12 Issue 1 - Notes for contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 12 Issue 2 - Notes for contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 11 Issue 2 - Notes for contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 11 Issue 2 - Strategic human resource management: Exploring the key
    • 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 11 Issue 1 - Notes for Contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 10 Issue 2 - Notes for Contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 10 Issue 1 - Notes for Contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 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, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 9 Issue 2 - Notes for Contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 9 Issue 2 - Strategic Orientation of the Public Sector Union in
    • Abstract: Chew, Soon Beng; Chew, Rosalind
      Industrial relations in Singapore have been well studied in the literature. But few people have paid specific attention to labour relations in the public sector, with the exception of some practitioners such as Ow and Ma (1996). One important point to note regarding the public sector union in Singapore is that it faces a unique situation as the public sector in Singapore is well known for its efficiency and absence of corruption. The purpose of this paper is to analyse the orientation of the public sector union in Singapore from the political economy approach, and to show that although the public sector union is constitutionally micro-focused in orientation, it is in macro-focused in operation. The plan of the paper is as follows: We begin with a review of the literature on labour relations in the public sector, and identify the various models of the public sector. Next, we give a brief description of the labour movement in Singapore as the public sector union is a significant affiliated union of the National Trades Union Congress, the peak union confederation in Singapore. This is followed by a discussion of the public sector union and an examination of its strategic orientation with regard to the public sector operating in the open and new economy.

      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 9 Issue 2 - Does Variable Remuneration Reward Performance': A
           Study of Two Australian Stock Exchange (ASX) Listed Financial Services
    • 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 9 Issue 1 - Notes for Contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 9 Issue 1 - Rise and Decline in Work Stoppage Statistics
    • Abstract: Perry, LJ
      This paper examines work stoppage statistics for the period 1900-2006 for the contemporary world's 21 largest economies. Attention is drawn to the large number of missing observations and the overall poor historical quality of these data. Despite this, it is shown for most economies there has been a marked drop in stoppages in the last two or three decades. This applies particularly to economies with data stretching back to earlier (pre-World War II) decades. It is argued that it is important to establish and maintain high standards of reporting on stoppages statistics regardless of whether stoppages are on the rise or in decline.

      PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 8 Issue 2 - Notes for Intending Contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 8 Issue 2 - Teaching Employment Relations: A Personal Account
    • Abstract: McAndrew, Ian
      In 2008, the author of this paper was awarded the University of Otago Award for Excellence in Teaching. He was also one of ten recipients of the New Zealand National Tertiary Teaching Excellence Awards for 2008, awarded by Ako Aotearoa, the National Centre for Tertiary Teaching Excellence, and was accepted into membership of the Ako Aotearoa Academy for Tertiary Teaching Excellence. He has taught labour and employment relations and negotiation and mediation courses at Otago University in New Zealand for 20 years. For 40 years, he has practised as a negotiator, mediator and adjudicator in Australia, the United States, and New Zealand. Here he shares his reflections on teaching employment relations, and on the links between theory, practice, research and learning.

      PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 8 Issue 2 - Students' Approaches to Poster Making
    • Abstract: Allan, Cameron; Bailey, Janis; Pointon, Leigh
      This paper describes innovative assessment practices in a first-year course in employment relations that includes a poster assessment item. Starting from the premise that the term 'text' is more than just print material and includes various forms of visual communication, this paper argues that teaching and learning methods need to incorporate visual forms of communication and assessment. The paper describes the role of student posters as a means of communicating to a wider audience the conclusions of a workplace-based project. In particular, it describes and analyses five basic approaches students used to create their posters. Drawing from the communication literature on the role of pictures in the processing of print texts, film theory, and the teaching and learning literature, the paper analyses the usefulness of the various approaches taken by students. The outcomes of the project are a better knowledge of how students conceptualise the task and create their posters. This will assist tertiary teachers who use poster assessment to understand the dynamics of the task and to guide students in creating richer and more meaningful posters.

      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 8 Issue 2 - Classroom Lessons: 25 Years Teaching Industrial
    • 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 8 Issue 1 - Notes for Intending Contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 8 Issue 1 - Reinventing Meatworkers: Old Skills but New Careers for
           the Twenty-first Century'
    • Abstract: Jerrard, Marjorie; Donohue, Ross; Kimberley, Nell; Cooney, Richard
      The Australian meat processing industry is facing one of its largest challenges ever, the attraction and retention of all categories of workers. At the heart of this challenge is the fact that the industry centres around "dirty work" so that all types of employment are tainted, including management and professional occupations. There is a need to "reinvent" the perception of meat industry work if the industry is to avoid becoming reliant upon temporary workers and is to cut its employee turnover costs. To do this, transformational change will be required and ongoing collaboration from all industry parties, including the union, is the starting point. In South Australia, the industry has initiated its first phase of change based on a strategy to attract and retain workers to the industry; however, this strategy fails to address the issue of "dirty work" that stands in the way of turning jobs into careers.

      PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 8 Issue 1 - 55 + and Working in an Established Rural Regional
           Australian Labour Market
    • Abstract: Hicks, John; Basu, PK; Sappey, Richard B
      In rural regional Australia, the combination of an ageing population and rural-based employment, particularly for farmers (including farm managers), indicates labour markets which pose policy challenges for governments. The rural regional labour market in Australia analysed in this paper includes relatively high levels of farmers and it is argued that this group is ageing more rapidly relative to other groups of workers. This is because there is a reduced propensity amongst the younger generation to move into farming and a higher propensity of older workers to stay on in the workforce. While the employment prospects of older farmers continue to be relatively high, their income prospects appear to be relatively low. The occupation is complicated by the nature of their personal assets which can be both a home and a business asset and which for those with children presents succession problems. We argue that with declining farm incomes the opportunity to realize capital invested in their farm is diminished requiring farmers to work on well beyond the age at which others are able to retire and raising the issue of how their inevitable need for welfare assistance can be delivered and funded.

      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 8 Issue 1 - Editor's Note: Changing Rural Employment - a Conceptual
    • Abstract: Tipples, Rupert
      PubDate: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 7 Issue 2 - Notes for Intending Contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 7 Issue 2 - Union Strategy in the Indonesian and Malaysian Postal
    • 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: Thu, 2 Nov 2017 11:47:43 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 7 Issue 2 - Values and Virtues or Qualifications and
           Experience': An Analysis of Non-profit Recruitment Advertising in
    • 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: Thu, 2 Nov 2017 11:47:43 GMT
  • Volume 7 Issue 1 - Notes for Intending Contributors
    • PubDate: Thu, 2 Nov 2017 11:47:43 GMT
School of Mathematical and Computer Sciences
Heriot-Watt University
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