Pub Date : 2022-07-03DOI: 10.1080/10301763.2022.2098565
Venkatesh N. Murthy, Jaganth G, Bino Paul
ABSTRACT We investigated negotiated Labour Market Flexibility (LMF) in small hazardous firms in the context of increased immigrant labourers and the non-availability of the local labour force. Extant literature discussed negotiation between the employer and employees, only if the firm satisfies the following conditions: firm-specificity, employee categorisation into core-periphery, and shared ethnic identities between the employees and employer. However, in this study, we broke away from these conditional boundaries, and used the Grounded theory to capture both entrepreneurs’ and employees’ views. Interestingly, we found a socially constructed interdependence between them, stemming from mutual reciprocity. The findings offer significant implications for substantive theory and practice in the realm of LMF in general, and negotiated flexible work arrangements in particular.
{"title":"Entrepreneur and employee negotiated labour market flexibility in small firms","authors":"Venkatesh N. Murthy, Jaganth G, Bino Paul","doi":"10.1080/10301763.2022.2098565","DOIUrl":"https://doi.org/10.1080/10301763.2022.2098565","url":null,"abstract":"ABSTRACT We investigated negotiated Labour Market Flexibility (LMF) in small hazardous firms in the context of increased immigrant labourers and the non-availability of the local labour force. Extant literature discussed negotiation between the employer and employees, only if the firm satisfies the following conditions: firm-specificity, employee categorisation into core-periphery, and shared ethnic identities between the employees and employer. However, in this study, we broke away from these conditional boundaries, and used the Grounded theory to capture both entrepreneurs’ and employees’ views. Interestingly, we found a socially constructed interdependence between them, stemming from mutual reciprocity. The findings offer significant implications for substantive theory and practice in the realm of LMF in general, and negotiated flexible work arrangements in particular.","PeriodicalId":45265,"journal":{"name":"Labour & Industry-A Journal of the Social and Economic Relations of Work","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43573373","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-03DOI: 10.1080/10301763.2022.2140624
Mehak Majeed, Saeed Owais Mushtaq
ABSTRACT The developing part of the world has a common history of colonialisation. Soon after attaining independence from the colonisers, these nations endeavoured upon the process of development via industrialisation. India began its journey to sovereignty and development in 1947. The planned process of development in India has had a mixed economy model. Given the youth bulge accruing to the Indian economy there currently is surplus labour. However some recent studies try to portray Indian industrialisation as capital intensive. As such, the current study is an attempt to re-validate the labour intensive nature of Indian industrialisation. The study advances to explore the nature and role of various types of labour in the industrialisation process of India and its contribution towards the technical efficiency of the secondary sector. Based on the empirical investigation, the study presents various policy suggestions in order to convert the youth bulge of India into productive and efficient human capital and to industrialise the economy in a sustainable manner.
{"title":"Youth Bulge and Labour Intensive Industrialisation in India (An Analysis of the Formal Industrial Sector)","authors":"Mehak Majeed, Saeed Owais Mushtaq","doi":"10.1080/10301763.2022.2140624","DOIUrl":"https://doi.org/10.1080/10301763.2022.2140624","url":null,"abstract":"ABSTRACT The developing part of the world has a common history of colonialisation. Soon after attaining independence from the colonisers, these nations endeavoured upon the process of development via industrialisation. India began its journey to sovereignty and development in 1947. The planned process of development in India has had a mixed economy model. Given the youth bulge accruing to the Indian economy there currently is surplus labour. However some recent studies try to portray Indian industrialisation as capital intensive. As such, the current study is an attempt to re-validate the labour intensive nature of Indian industrialisation. The study advances to explore the nature and role of various types of labour in the industrialisation process of India and its contribution towards the technical efficiency of the secondary sector. Based on the empirical investigation, the study presents various policy suggestions in order to convert the youth bulge of India into productive and efficient human capital and to industrialise the economy in a sustainable manner.","PeriodicalId":45265,"journal":{"name":"Labour & Industry-A Journal of the Social and Economic Relations of Work","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48637329","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-03DOI: 10.1080/10301763.2022.2143002
G. Plimmer, E. Franken, M. Franken
ABSTRACT Emotional competence is increasingly seen as essential across a wide range of jobs, and is often demanded of women in highly gendered and poorly rewarded jobs. Scholars have identified that emotion work extends beyond emotional labour to also include the triangle of power, in which emotion strategies are conducted between managers, workers and customers. We explored midwives’ notions of emotional competence, including the strategies used, and the role of the client in determining such strategies – one of the poles in the service triangle: between managers, workers, and customers, where the burden of emotional work is negotiated through alliances and coercion. These aims were explored through qualitative data generated from an online questionnaire with 192 New Zealand midwives. Midwives showed awareness of their own emotional competence, and most saw this as both an aspect of professionalism, and an inherent attribute along with associated skills such as empathy. Emotional competence was relational and situational. While authenticity was highly valued and enacted through strategies such as establishing genuine connections with clients, surface acting was still necessary and took its toll. We advocate that midwives receive more recognition for the positive strategies they enact, and also more planned support from their organisations.
{"title":"Navigating emotional labour with emotional competence: insights from midwifery","authors":"G. Plimmer, E. Franken, M. Franken","doi":"10.1080/10301763.2022.2143002","DOIUrl":"https://doi.org/10.1080/10301763.2022.2143002","url":null,"abstract":"ABSTRACT Emotional competence is increasingly seen as essential across a wide range of jobs, and is often demanded of women in highly gendered and poorly rewarded jobs. Scholars have identified that emotion work extends beyond emotional labour to also include the triangle of power, in which emotion strategies are conducted between managers, workers and customers. We explored midwives’ notions of emotional competence, including the strategies used, and the role of the client in determining such strategies – one of the poles in the service triangle: between managers, workers, and customers, where the burden of emotional work is negotiated through alliances and coercion. These aims were explored through qualitative data generated from an online questionnaire with 192 New Zealand midwives. Midwives showed awareness of their own emotional competence, and most saw this as both an aspect of professionalism, and an inherent attribute along with associated skills such as empathy. Emotional competence was relational and situational. While authenticity was highly valued and enacted through strategies such as establishing genuine connections with clients, surface acting was still necessary and took its toll. We advocate that midwives receive more recognition for the positive strategies they enact, and also more planned support from their organisations.","PeriodicalId":45265,"journal":{"name":"Labour & Industry-A Journal of the Social and Economic Relations of Work","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43874556","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-14DOI: 10.1080/10301763.2022.2088648
M. Quinlan, Hamish Maxwell-Stewart
ABSTRACT Neoliberalism has wrought fundamental changes in the world of work, leading to rising inequality, substantial weakening of organised labour and a decline in industrial relations as a field, especially in relation to teaching. Drawing on historical ‘big data’ this paper argues that examining the history of worker mobilisation provides a better understanding of these developments, including the importance of considering diverse forms of organisation and action as well as multi-pronged methods built around a key set of issues. It can also inform efforts to address challenges posed by neoliberalism. We conclude by arguing that an historical perspective can better equip the field of industrial relations to meet challenges extending beyond the world of work.
{"title":"Inequality, worker mobilisation and lessons from history: Australia 1788-1900","authors":"M. Quinlan, Hamish Maxwell-Stewart","doi":"10.1080/10301763.2022.2088648","DOIUrl":"https://doi.org/10.1080/10301763.2022.2088648","url":null,"abstract":"ABSTRACT Neoliberalism has wrought fundamental changes in the world of work, leading to rising inequality, substantial weakening of organised labour and a decline in industrial relations as a field, especially in relation to teaching. Drawing on historical ‘big data’ this paper argues that examining the history of worker mobilisation provides a better understanding of these developments, including the importance of considering diverse forms of organisation and action as well as multi-pronged methods built around a key set of issues. It can also inform efforts to address challenges posed by neoliberalism. We conclude by arguing that an historical perspective can better equip the field of industrial relations to meet challenges extending beyond the world of work.","PeriodicalId":45265,"journal":{"name":"Labour & Industry-A Journal of the Social and Economic Relations of Work","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-06-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47901123","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-03DOI: 10.1080/10301763.2022.2093736
Susan Ressia, Amie Shaw
ABSTRACT Knowledge, skills, abilities and attitudes (KSAAs) are important attributes required of university graduates to become effective Human Resource (HRM)/Employment Relations (ER) professionals. However, is what is taught and practiced at universities sufficient to equip graduates with the necessary KSAAs to meet employer expectations in industry? Furthermore, do graduates feel confident and job ready entering professional practice post completion of their undergraduate study? These questions raise important considerations around the effectiveness of the broader ‘employability’ agenda, and whether the immediate needs of both employers and graduates are being met. Insights into HRM/ER graduates’ transition into employment were collected from 33 semi-structured interviews conducted with 15 HRM/ER graduates, 14 employers and four industry stakeholders within the field. The paper discusses graduates’ transition from university to employment and whether they felt prepared in meeting employer expectations. Contrasting perspectives emerged as graduates indicated that they were satisfied with their university experience and subsequent transition to employment, while employers were mostly satisfied, they provided recommendations towards improving graduate outcomes. The research initiates new ideas for exploring the employability of university graduates and suggests further research in supporting the transition of future graduates into roles and careers in HRM and ER.
{"title":"Employability outcomes of human resource management and employment relations graduates","authors":"Susan Ressia, Amie Shaw","doi":"10.1080/10301763.2022.2093736","DOIUrl":"https://doi.org/10.1080/10301763.2022.2093736","url":null,"abstract":"ABSTRACT Knowledge, skills, abilities and attitudes (KSAAs) are important attributes required of university graduates to become effective Human Resource (HRM)/Employment Relations (ER) professionals. However, is what is taught and practiced at universities sufficient to equip graduates with the necessary KSAAs to meet employer expectations in industry? Furthermore, do graduates feel confident and job ready entering professional practice post completion of their undergraduate study? These questions raise important considerations around the effectiveness of the broader ‘employability’ agenda, and whether the immediate needs of both employers and graduates are being met. Insights into HRM/ER graduates’ transition into employment were collected from 33 semi-structured interviews conducted with 15 HRM/ER graduates, 14 employers and four industry stakeholders within the field. The paper discusses graduates’ transition from university to employment and whether they felt prepared in meeting employer expectations. Contrasting perspectives emerged as graduates indicated that they were satisfied with their university experience and subsequent transition to employment, while employers were mostly satisfied, they provided recommendations towards improving graduate outcomes. The research initiates new ideas for exploring the employability of university graduates and suggests further research in supporting the transition of future graduates into roles and careers in HRM and ER.","PeriodicalId":45265,"journal":{"name":"Labour & Industry-A Journal of the Social and Economic Relations of Work","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46317294","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-03DOI: 10.1080/10301763.2022.2034278
C. Leggett
path, they have been in line with changes in many other Anglo-American countries. Unsurprisingly, Russell expresses his concern about the decline in collective bargaining and union density, including the continuous decline in private sector union density under the Fair Work Act 2009, that has challenged traditional industrial relations. Russell mentions several times that labour market fragmentation and growing inequalities have had a corrosive effect on fairness and societal cohesion. The book highlights deep concerns about these trends and interestingly, Russell doesn’t suggest some minor legislative or societal changes. In the book’s final pages (pp. 163–168), there is a call for a new social contract which brings forward ideas that have been part of Russell’s research interests for several decades:
{"title":"International & comparative employment relations: global crises & institutional responses","authors":"C. Leggett","doi":"10.1080/10301763.2022.2034278","DOIUrl":"https://doi.org/10.1080/10301763.2022.2034278","url":null,"abstract":"path, they have been in line with changes in many other Anglo-American countries. Unsurprisingly, Russell expresses his concern about the decline in collective bargaining and union density, including the continuous decline in private sector union density under the Fair Work Act 2009, that has challenged traditional industrial relations. Russell mentions several times that labour market fragmentation and growing inequalities have had a corrosive effect on fairness and societal cohesion. The book highlights deep concerns about these trends and interestingly, Russell doesn’t suggest some minor legislative or societal changes. In the book’s final pages (pp. 163–168), there is a call for a new social contract which brings forward ideas that have been part of Russell’s research interests for several decades:","PeriodicalId":45265,"journal":{"name":"Labour & Industry-A Journal of the Social and Economic Relations of Work","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42284868","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-03DOI: 10.1080/10301763.2022.2073694
A. Rainnie, A. Herod
ABSTRACT In this article we look at waste and working on waste. In particular, we set out a case against analyses that see working on waste as somehow outside of capitalism, an informal system quite separate from, and other to, formal work. To do so, we first outline the nature of contemporary waste production. We then put forward three caveats to the emerging orthodoxy on waste and waste work, doing so through presenting a brief history of waste work in Victorian Britain, through an exploration of how tracing the movement of value (in the Marxian sense of congealed labour) from waste to new commodities (and, often, back again) problematises views that see waste work as detached from capitalist labour processes, and through a questioning of what waste work means for the oft-made ‘formal/informal’ division of work. Specifically, we argue that working on waste is complex and even at its most basic it remains part of a continuum of working practices, regulations, and relations, rather than being hermetically sealed off from ‘formal’ employment.
{"title":"Working on waste: beyond ahistorical chronicles and false dichotomies in circular economy narratives","authors":"A. Rainnie, A. Herod","doi":"10.1080/10301763.2022.2073694","DOIUrl":"https://doi.org/10.1080/10301763.2022.2073694","url":null,"abstract":"ABSTRACT In this article we look at waste and working on waste. In particular, we set out a case against analyses that see working on waste as somehow outside of capitalism, an informal system quite separate from, and other to, formal work. To do so, we first outline the nature of contemporary waste production. We then put forward three caveats to the emerging orthodoxy on waste and waste work, doing so through presenting a brief history of waste work in Victorian Britain, through an exploration of how tracing the movement of value (in the Marxian sense of congealed labour) from waste to new commodities (and, often, back again) problematises views that see waste work as detached from capitalist labour processes, and through a questioning of what waste work means for the oft-made ‘formal/informal’ division of work. Specifically, we argue that working on waste is complex and even at its most basic it remains part of a continuum of working practices, regulations, and relations, rather than being hermetically sealed off from ‘formal’ employment.","PeriodicalId":45265,"journal":{"name":"Labour & Industry-A Journal of the Social and Economic Relations of Work","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49495133","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-03DOI: 10.1080/10301763.2022.2091198
J. Parker, A. Young-Hauser, P. Loga, S. Paea
ABSTRACT While Aotearoa New Zealand’s (NZ’s) government has sought to encourage diversity in public service agencies via recent regulatory and policy drives, workplace developments have been disrupted by Covid-19. This study draws on a typology of equality approaches to appraise the ‘ambition’ of equity progress in NZ public service agencies in the pandemic context, based on a thematic content analysis of semi-structured interviews with sector experts, agency staff and managers. Various equity indices indicate that work-related inequities remain more pronounced for Māori and Pasifika women. Furthermore, public service agencies have generally emphasised ‘shorter’ equality goals in practice, but organisational responses to the pandemic have had nuanced effects on these and more ambitious equity pursuits. However, many sector stakeholders perceive that ‘longer’, diversity-cognisant equity thinking and measures, supported via multi-lateral efforts, are needed to encourage substantive equity progress for all. Implications of the study’s findings are considered in terms of how conventional equity conceptualisations need to be extended and put into practice to reflect processual, cultural, and intersectional dynamics. They will resonate in other countries facing increasing workforce and population diversification.
{"title":"Gender and ethnic equity in Aotearoa New Zealand’s public service: where is the progress amid the pandemic?","authors":"J. Parker, A. Young-Hauser, P. Loga, S. Paea","doi":"10.1080/10301763.2022.2091198","DOIUrl":"https://doi.org/10.1080/10301763.2022.2091198","url":null,"abstract":"ABSTRACT While Aotearoa New Zealand’s (NZ’s) government has sought to encourage diversity in public service agencies via recent regulatory and policy drives, workplace developments have been disrupted by Covid-19. This study draws on a typology of equality approaches to appraise the ‘ambition’ of equity progress in NZ public service agencies in the pandemic context, based on a thematic content analysis of semi-structured interviews with sector experts, agency staff and managers. Various equity indices indicate that work-related inequities remain more pronounced for Māori and Pasifika women. Furthermore, public service agencies have generally emphasised ‘shorter’ equality goals in practice, but organisational responses to the pandemic have had nuanced effects on these and more ambitious equity pursuits. However, many sector stakeholders perceive that ‘longer’, diversity-cognisant equity thinking and measures, supported via multi-lateral efforts, are needed to encourage substantive equity progress for all. Implications of the study’s findings are considered in terms of how conventional equity conceptualisations need to be extended and put into practice to reflect processual, cultural, and intersectional dynamics. They will resonate in other countries facing increasing workforce and population diversification.","PeriodicalId":45265,"journal":{"name":"Labour & Industry-A Journal of the Social and Economic Relations of Work","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42236813","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-03DOI: 10.1080/10301763.2022.2081902
K. Johnston, Jagriti Tanwar, Susana Pasamar, Darren Van Laar, Annali Bamber Jones
ABSTRACT The paper explores whether work-life balance (WLB) is affected by the unbounded work context and how organisational support, work flexibility and gender affect this relationship. It is a quantitative study, involving a survey of academics based in three UK institutions, using OLS regressions. There is a significant negative relationship between the perception of the unbounded nature of work and WLB among academics, irrespective of their gender. While flexible work and organisational support are positively associated with WLB, they have limited effect in an unbounded work context. This study makes original contributions for practitioners and academics. First, it provides empirical evidence of the relationship between the unboundedness of work and WLB, and finds no significant gender differences in WLB within an unbounded work context. Second, it helps to understand how flexible work and an organisational support culture are insufficient to eliminate the negative effect of unbounded work. Although the research involves a relatively small sample of UK academics provides insights into WLB in an unbounded work context. As became evident during the coronavirus pandemic, the boundaries between work and non-work domains in contemporary work settings are more and more blurred. Work will therefore become increasingly unbounded, potentially undermining WLB and causing tension between growing work demands and the necessities of family and personal lives.
{"title":"Blurring boundaries: work-life balance and unbounded work in academia. The role of flexibility, organisational support and gender","authors":"K. Johnston, Jagriti Tanwar, Susana Pasamar, Darren Van Laar, Annali Bamber Jones","doi":"10.1080/10301763.2022.2081902","DOIUrl":"https://doi.org/10.1080/10301763.2022.2081902","url":null,"abstract":"ABSTRACT The paper explores whether work-life balance (WLB) is affected by the unbounded work context and how organisational support, work flexibility and gender affect this relationship. It is a quantitative study, involving a survey of academics based in three UK institutions, using OLS regressions. There is a significant negative relationship between the perception of the unbounded nature of work and WLB among academics, irrespective of their gender. While flexible work and organisational support are positively associated with WLB, they have limited effect in an unbounded work context. This study makes original contributions for practitioners and academics. First, it provides empirical evidence of the relationship between the unboundedness of work and WLB, and finds no significant gender differences in WLB within an unbounded work context. Second, it helps to understand how flexible work and an organisational support culture are insufficient to eliminate the negative effect of unbounded work. Although the research involves a relatively small sample of UK academics provides insights into WLB in an unbounded work context. As became evident during the coronavirus pandemic, the boundaries between work and non-work domains in contemporary work settings are more and more blurred. Work will therefore become increasingly unbounded, potentially undermining WLB and causing tension between growing work demands and the necessities of family and personal lives.","PeriodicalId":45265,"journal":{"name":"Labour & Industry-A Journal of the Social and Economic Relations of Work","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41320468","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-09DOI: 10.1080/10301763.2022.2051230
C. Wright
ABSTRACT This article argues that the policy framework governing work and industrial relations in Australia and other liberal market economies is stuck in an outdated paradigm fixated on solving problems of labour that have diminished or no longer exist, such as excessive union power and overt forms of industrial conflict. This policy framework is poorly equipped for addressing increasingly urgent problems for labour, such as growing inequality and workforce insecurity. Drawing upon neo-pluralist ideas and the findings emerging from industrial relations research, the article presents recommendations for what a new industrial relations policy framework would look like. It advocates for the adoption of a neo-pluralist policy paradigm focused on the creation of quality employment, worker wellbeing, redistribution in bargaining and wage determination, fairer labour immigration policies, stronger protections against gender-based inequalities, and increased job security.
{"title":"Addressing problems for labour not problems of labour: the need for a paradigm shift in work and industrial relations policy","authors":"C. Wright","doi":"10.1080/10301763.2022.2051230","DOIUrl":"https://doi.org/10.1080/10301763.2022.2051230","url":null,"abstract":"ABSTRACT This article argues that the policy framework governing work and industrial relations in Australia and other liberal market economies is stuck in an outdated paradigm fixated on solving problems of labour that have diminished or no longer exist, such as excessive union power and overt forms of industrial conflict. This policy framework is poorly equipped for addressing increasingly urgent problems for labour, such as growing inequality and workforce insecurity. Drawing upon neo-pluralist ideas and the findings emerging from industrial relations research, the article presents recommendations for what a new industrial relations policy framework would look like. It advocates for the adoption of a neo-pluralist policy paradigm focused on the creation of quality employment, worker wellbeing, redistribution in bargaining and wage determination, fairer labour immigration policies, stronger protections against gender-based inequalities, and increased job security.","PeriodicalId":45265,"journal":{"name":"Labour & Industry-A Journal of the Social and Economic Relations of Work","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-03-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46369915","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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