The potential influence of prior work experience on unfair dismissal arbitration decisions related to employee misconduct: an exploratory study of decision styles

IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Asia Pacific Journal of Human Resources Pub Date : 2023-01-20 DOI:10.1111/1744-7941.12366
Kim Southey, Bernadette Lynch, Dennis Rose, Abdul Hafeez-Baig
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Abstract

This article reports on an exploratory aspect of a larger study that examines unfair dismissal arbitration decisions relating to misconduct derived dismissals made by Australia's federal industrial tribunal. The central proposition explored is that an association occurs between the arbitrator's work history and their decision to overturn a dismissal. The arbitrators' previous occupations were classified based on their alignment with unitarist (employer harmony) and pluralist (worker interests) frameworks, or the ‘blended’ place in between. Subsequent logistic regression modelling allowed us to identify three types of arbitral decision styles: systems-driven, evidence-based and restorative-voice. These decision styles offer our readership a descriptive framework that consolidates statistically significant decision factors. Australian media reports and professional forums scrutinise the appointment of members to its national industrial tribunal and the decisions that they make. The decision styles presented here can inform organisational stakeholders, including workers, HR managers, supervisors, unions and industry bodies who need to apply and/or respond to misconduct-driven dismissal processes or formulate relevant policies, processes and systems such as codes of conduct or performance management.

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先前工作经验对与员工不当行为相关的不公平解雇仲裁裁决的潜在影响:决策风格的探索性研究
本文报告了一项大型研究的探索性方面,该研究考察了澳大利亚联邦工业法庭做出的与不当行为衍生的解雇有关的不公平解雇仲裁决定。研究的中心命题是,仲裁员的工作经历与他们推翻解雇的决定之间存在关联。仲裁员以前的职业是根据他们与单一主义(雇主和谐)和多元主义(工人利益)框架的一致性,或两者之间的“混合”位置进行分类的。随后的逻辑回归模型使我们能够确定三种类型的仲裁决策风格:系统驱动型,循证型和恢复性声音。这些决策风格为我们的读者提供了一个描述性框架,该框架整合了统计上重要的决策因素。澳大利亚媒体报道和专业论坛仔细审查了其国家工业法庭成员的任命及其作出的决定。这里展示的决策风格可以告知组织的利益相关者,包括工人、人力资源经理、主管、工会和行业机构,他们需要应用和/或应对不当行为驱动的解雇流程,或制定相关的政策、流程和系统,如行为准则或绩效管理。
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来源期刊
CiteScore
7.20
自引率
9.40%
发文量
40
期刊介绍: The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.
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