This article uses a union power framework to explore the strategies and outcomes of the retail un... more This article uses a union power framework to explore the strategies and outcomes of the retail unions in Australia and New Zealand. The findings illustrate that New Zealand’s FIRST Union and its campaigning, ‘struggle-based’ approach results in poorer outcomes than the patient and persistent collective action frame of Australia’s SDA.
In 2000, the Howard Liberal-National Coalition Government enacted the Privacy Amendment (Private ... more In 2000, the Howard Liberal-National Coalition Government enacted the Privacy Amendment (Private Sector) Act. This Act exempted employee records from privacy protection, and was justified by the Government on the ground that employee records protection was better addressed under workplace relations legislation. In February 2004, after much criticism of the exemption, the Government initiated a review of employee records privacy;
... Contact address: Amanda Pyman, Kent Business School, University of Kent, Canterbury, UK, CT2 ... more ... Contact address: Amanda Pyman, Kent Business School, University of Kent, Canterbury, UK, CT2 7PE. ... identified models of individual joining behaviour are the instrumental model, the utility model and the ideological model (Charlwood, 2002; Wheeler and McClendon, 1991). ...
... Amanda Pyman Monash University, Australia ... According to Mitchell and Fetter (2003: 293, 29... more ... Amanda Pyman Monash University, Australia ... According to Mitchell and Fetter (2003: 293, 295), 'HRM views the individual relation between employer and employee as pivotal in the formation of work practices that engender enterprise success'. ...
ABSTRACT This study examines the relationship between employee voice and job satisfaction using d... more ABSTRACT This study examines the relationship between employee voice and job satisfaction using data from the 2007 Australian Workplace Representation Survey (AWRPS) of 1,022 employees. Drawing on human resource management and industrial relations literature, we test hypotheses concerning the relationship between direct and union voice arrangements and job satisfaction. This relationship represents a gap in the literature, which is important from both theoretical and practical perspectives. Controlling for a range of personal, job, and workplace characteristics, regression analyses suggest that although evidence of voice complementarity exists, direct voice appears to be the central voice arrangement underpinning employees' job satisfaction. The article concludes by highlighting the study's implications for management practice and identifies avenues for further research. copyright 2011 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR] Copyright of Human Resource Management is the property of John Wiley & Sons, Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
The Australian industrial relations landscape has changed significantly. An increasingly hostile ... more The Australian industrial relations landscape has changed significantly. An increasingly hostile political environment and the emergence of human resource management (HRM) have seen the role of union voice decline significantly. Drawing on responses from the 2004 Australian Worker Representation and Participation Survey (AWRPS), this article examines the incidence and predictors of joint consultation, and employees' perceptions of the effectiveness of joint consultation. The study finds that joint consultation is a popular feature of the workplace. Joint consultation was highest in unionized workplaces, and the presence of a union and favourable management attitudes to unions are statistically significant predictors of joint consultative committees (JCC). Employees also report JCCs to be highly effective. The article concludes that joint consultation, as an alternative mechanism in Australian workplaces, is viewed as an effective form of voice.
Much has been written about varieties of collaboration and the interplay between conflict and col... more Much has been written about varieties of collaboration and the interplay between conflict and collaboration in industrial relations. This paper explores the preconditions, processes and outcomes associated with the collaborative strategies of an Australian retail trade union: the Shop, Distributive and Allied Employees’ Association. The data were collected from an extensive series of interviews with officials and organisers within the union across all Australian states. We find that despite taking a servicing approach, and indeed never aggressively organising members, the union has managed to achieve a range of outcomes that exceed retail employment conditions in other countries. We argue that this is partly a result of the Australian legislative framework,
which is inherently pluralist and supportive of collective bargaining. This environment, whereby unions are not forced to fight to represent members, can be conducive to
collaborative employment relations, particularly in industries where the parties do not adopt an adversarialist stance.
This article uses a union power framework to explore the strategies and outcomes of the retail un... more This article uses a union power framework to explore the strategies and outcomes of the retail unions in Australia and New Zealand. The findings illustrate that New Zealand’s FIRST Union and its campaigning, ‘struggle-based’ approach results in poorer outcomes than the patient and persistent collective action frame of Australia’s SDA.
In 2000, the Howard Liberal-National Coalition Government enacted the Privacy Amendment (Private ... more In 2000, the Howard Liberal-National Coalition Government enacted the Privacy Amendment (Private Sector) Act. This Act exempted employee records from privacy protection, and was justified by the Government on the ground that employee records protection was better addressed under workplace relations legislation. In February 2004, after much criticism of the exemption, the Government initiated a review of employee records privacy;
... Contact address: Amanda Pyman, Kent Business School, University of Kent, Canterbury, UK, CT2 ... more ... Contact address: Amanda Pyman, Kent Business School, University of Kent, Canterbury, UK, CT2 7PE. ... identified models of individual joining behaviour are the instrumental model, the utility model and the ideological model (Charlwood, 2002; Wheeler and McClendon, 1991). ...
... Amanda Pyman Monash University, Australia ... According to Mitchell and Fetter (2003: 293, 29... more ... Amanda Pyman Monash University, Australia ... According to Mitchell and Fetter (2003: 293, 295), 'HRM views the individual relation between employer and employee as pivotal in the formation of work practices that engender enterprise success'. ...
ABSTRACT This study examines the relationship between employee voice and job satisfaction using d... more ABSTRACT This study examines the relationship between employee voice and job satisfaction using data from the 2007 Australian Workplace Representation Survey (AWRPS) of 1,022 employees. Drawing on human resource management and industrial relations literature, we test hypotheses concerning the relationship between direct and union voice arrangements and job satisfaction. This relationship represents a gap in the literature, which is important from both theoretical and practical perspectives. Controlling for a range of personal, job, and workplace characteristics, regression analyses suggest that although evidence of voice complementarity exists, direct voice appears to be the central voice arrangement underpinning employees' job satisfaction. The article concludes by highlighting the study's implications for management practice and identifies avenues for further research. copyright 2011 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR] Copyright of Human Resource Management is the property of John Wiley & Sons, Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
The Australian industrial relations landscape has changed significantly. An increasingly hostile ... more The Australian industrial relations landscape has changed significantly. An increasingly hostile political environment and the emergence of human resource management (HRM) have seen the role of union voice decline significantly. Drawing on responses from the 2004 Australian Worker Representation and Participation Survey (AWRPS), this article examines the incidence and predictors of joint consultation, and employees' perceptions of the effectiveness of joint consultation. The study finds that joint consultation is a popular feature of the workplace. Joint consultation was highest in unionized workplaces, and the presence of a union and favourable management attitudes to unions are statistically significant predictors of joint consultative committees (JCC). Employees also report JCCs to be highly effective. The article concludes that joint consultation, as an alternative mechanism in Australian workplaces, is viewed as an effective form of voice.
Much has been written about varieties of collaboration and the interplay between conflict and col... more Much has been written about varieties of collaboration and the interplay between conflict and collaboration in industrial relations. This paper explores the preconditions, processes and outcomes associated with the collaborative strategies of an Australian retail trade union: the Shop, Distributive and Allied Employees’ Association. The data were collected from an extensive series of interviews with officials and organisers within the union across all Australian states. We find that despite taking a servicing approach, and indeed never aggressively organising members, the union has managed to achieve a range of outcomes that exceed retail employment conditions in other countries. We argue that this is partly a result of the Australian legislative framework,
which is inherently pluralist and supportive of collective bargaining. This environment, whereby unions are not forced to fight to represent members, can be conducive to
collaborative employment relations, particularly in industries where the parties do not adopt an adversarialist stance.
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which is inherently pluralist and supportive of collective bargaining. This environment, whereby unions are not forced to fight to represent members, can be conducive to
collaborative employment relations, particularly in industries where the parties do not adopt an adversarialist stance.
which is inherently pluralist and supportive of collective bargaining. This environment, whereby unions are not forced to fight to represent members, can be conducive to
collaborative employment relations, particularly in industries where the parties do not adopt an adversarialist stance.