Pub Date : 2022-10-12DOI: 10.1177/00221856221128873
Inés P Murillo-Huertas, Raúl Ramos, Hipólito Simón, Raquel Simón-Albert
This article examines the relative employment situation of female employees from a novel perspective based on the construction of multidimensional indicators of employment precariousness that allow examining its scale and nature. The evidence obtained for Spain shows that both the intensity and incidence of precarious employment are significantly higher for women, to the point that half of the women are multidimensionally precarious (with an incidence which is 40% higher than that of men) and precarious females simultaneously suffer on average from nearly three deficiencies in their jobs. Although female employment precariousness is highly persistent over time, it also exhibits significant oscillations plausibly linked to changes in the economy's cyclical position and in labour market regulations. Moreover, it exhibits a great heterogeneity by subgroups (it has even an extreme nature for certain subgroups of females) and by individuals (25% of women suffer between three and six job deficiencies, which compares with 24% of women having jobs without any type of deficiency). Finally, although the greater labour precariousness of women is largely explained by their observed characteristics, particularly by their greater presence in part-time jobs, women still have a greater probability of being precarious than observationally similar men.
{"title":"Is multidimensional precarious employment higher for women?","authors":"Inés P Murillo-Huertas, Raúl Ramos, Hipólito Simón, Raquel Simón-Albert","doi":"10.1177/00221856221128873","DOIUrl":"https://doi.org/10.1177/00221856221128873","url":null,"abstract":"This article examines the relative employment situation of female employees from a novel perspective based on the construction of multidimensional indicators of employment precariousness that allow examining its scale and nature. The evidence obtained for Spain shows that both the intensity and incidence of precarious employment are significantly higher for women, to the point that half of the women are multidimensionally precarious (with an incidence which is 40% higher than that of men) and precarious females simultaneously suffer on average from nearly three deficiencies in their jobs. Although female employment precariousness is highly persistent over time, it also exhibits significant oscillations plausibly linked to changes in the economy's cyclical position and in labour market regulations. Moreover, it exhibits a great heterogeneity by subgroups (it has even an extreme nature for certain subgroups of females) and by individuals (25% of women suffer between three and six job deficiencies, which compares with 24% of women having jobs without any type of deficiency). Finally, although the greater labour precariousness of women is largely explained by their observed characteristics, particularly by their greater presence in part-time jobs, women still have a greater probability of being precarious than observationally similar men.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"65 1","pages":"44 - 71"},"PeriodicalIF":2.3,"publicationDate":"2022-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43659085","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-03DOI: 10.1177/00221856221129639
Larry Liu
Social scientists have made predictions about the automation of jobs, as well as the negative consequences that technology has on job quality, but not how these phenomena are connected. Are occupations with a higher susceptibility of automation associated with lower job quality? This study involves an empirical examination of automation-related measures from Frey and Osborne and applies them to job quality variables (job satisfaction and self-rated health) drawn from the US General Social Survey (GSS), Quality of Working Life and Work Orientation Panel from five different waves (2002 to 2018 every 4 years; N = 7240). The finding is that highly automatable occupations have lower level of job satisfaction and health and, hence, less job quality. This has implications on the future of work, which could be but not necessarily characterised by fewer bad quality jobs.
{"title":"Job quality and automation: Do more automatable occupations have less job satisfaction and health?","authors":"Larry Liu","doi":"10.1177/00221856221129639","DOIUrl":"https://doi.org/10.1177/00221856221129639","url":null,"abstract":"Social scientists have made predictions about the automation of jobs, as well as the negative consequences that technology has on job quality, but not how these phenomena are connected. Are occupations with a higher susceptibility of automation associated with lower job quality? This study involves an empirical examination of automation-related measures from Frey and Osborne and applies them to job quality variables (job satisfaction and self-rated health) drawn from the US General Social Survey (GSS), Quality of Working Life and Work Orientation Panel from five different waves (2002 to 2018 every 4 years; N = 7240). The finding is that highly automatable occupations have lower level of job satisfaction and health and, hence, less job quality. This has implications on the future of work, which could be but not necessarily characterised by fewer bad quality jobs.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"65 1","pages":"72 - 87"},"PeriodicalIF":2.3,"publicationDate":"2022-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45184302","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-25DOI: 10.1177/00221856221117441
Frances Flanagan, Caleb Goods
What does climate change mean for the field of industrial relations? In this article, we argue that a meaningful disciplinary response to climate change requires more than simply widening the scope of industrial relations scholarship to include environmental dynamics. It demands recognition of the ways in which the categories of analysis and intellectual preoccupations of the discipline have been shaped by what we term the ‘fossil capitalist inertia’ exerted by their largely 20th-century origins. Climate change requires critical reflection of the extent to which industrial relations processes that were introduced to increase fairness and equality in a fossil capitalist context have the potential to contribute to different kinds of unfairness and inequality in an era of climate instability. The article identifies four frontiers of the scholarly development already underway that give effect to this conceptual enlargement: critical engagement with the concepts of (a) ‘sustainable development’ and (b) ‘just transition’ (c) analyses of reconfigured union identities and strategies and (d) discussions of the roles and influence of employer associations and state actors in labour and environmental relations and transitions. The article concludes by introducing five new articles that advance existing scholarly reflections on the challenge of a changed climate for industrial relations along each of these frontiers.
{"title":"Climate change and industrial relations: Reflections on an emerging field","authors":"Frances Flanagan, Caleb Goods","doi":"10.1177/00221856221117441","DOIUrl":"https://doi.org/10.1177/00221856221117441","url":null,"abstract":"What does climate change mean for the field of industrial relations? In this article, we argue that a meaningful disciplinary response to climate change requires more than simply widening the scope of industrial relations scholarship to include environmental dynamics. It demands recognition of the ways in which the categories of analysis and intellectual preoccupations of the discipline have been shaped by what we term the ‘fossil capitalist inertia’ exerted by their largely 20th-century origins. Climate change requires critical reflection of the extent to which industrial relations processes that were introduced to increase fairness and equality in a fossil capitalist context have the potential to contribute to different kinds of unfairness and inequality in an era of climate instability. The article identifies four frontiers of the scholarly development already underway that give effect to this conceptual enlargement: critical engagement with the concepts of (a) ‘sustainable development’ and (b) ‘just transition’ (c) analyses of reconfigured union identities and strategies and (d) discussions of the roles and influence of employer associations and state actors in labour and environmental relations and transitions. The article concludes by introducing five new articles that advance existing scholarly reflections on the challenge of a changed climate for industrial relations along each of these frontiers.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"64 1","pages":"479 - 498"},"PeriodicalIF":2.3,"publicationDate":"2022-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48372381","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-26DOI: 10.1177/00221856221112828
Dimitris Stevis
This essay builds on the contributions to this special issue to advance a historical relational approach to labour studies, industrial relations, and Environmental Labour Studies (ELS) while differentiating it from the interactional approaches currently dominant. Central to this choice is that relational approaches provide more empirically compelling explanations of the choices of labour, capital, and state because they take into account that the choices of these social entities are embedded within their mutual and uneven constitution. From that starting point I reflect upon the five articles in this special issue on climate change and industrial relations and examine how I see them contributing to such a relational approach even though it is not their explicit strategy. I close by briefly restating my view that a historical relational approach is empirically more complete while alerting us to our axiological and epistemological preferences.
{"title":"Towards a relational environmental labour studies","authors":"Dimitris Stevis","doi":"10.1177/00221856221112828","DOIUrl":"https://doi.org/10.1177/00221856221112828","url":null,"abstract":"This essay builds on the contributions to this special issue to advance a historical relational approach to labour studies, industrial relations, and Environmental Labour Studies (ELS) while differentiating it from the interactional approaches currently dominant. Central to this choice is that relational approaches provide more empirically compelling explanations of the choices of labour, capital, and state because they take into account that the choices of these social entities are embedded within their mutual and uneven constitution. From that starting point I reflect upon the five articles in this special issue on climate change and industrial relations and examine how I see them contributing to such a relational approach even though it is not their explicit strategy. I close by briefly restating my view that a historical relational approach is empirically more complete while alerting us to our axiological and epistemological preferences.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"64 1","pages":"608 - 619"},"PeriodicalIF":2.3,"publicationDate":"2022-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47573610","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-30DOI: 10.1177/00221856221111693
Desmond Tutu Ayentimi, H. A. Abadi, J. Burgess
Sub-Saharan Africa (SSA) economies are entrenched in traditional economic and employment structures driven by the informal sector. There is a small and regulated formal sector, built upon public sector employment. Unlike the discussion of gig work in advanced capitalist economies, the development of gig work in SSA is within an environment where employment standards and labour regulations are largely absent. The concern in developed countries is that gig work erodes the norm of regulated employment; in developing economies gig work is part of the norm of informal and unregulated employment. Gig work in SSA offers the potential for formalisation of production and work, new forms of agency, and supporting decent work. However, the challenge is how to realise this potential. The role of platforms in developing and transmitting decent work protocols into gig contracts is discussed as a potential means for supporting decent work in SSA.
{"title":"Decent gig work in Sub Sahara Africa?","authors":"Desmond Tutu Ayentimi, H. A. Abadi, J. Burgess","doi":"10.1177/00221856221111693","DOIUrl":"https://doi.org/10.1177/00221856221111693","url":null,"abstract":"Sub-Saharan Africa (SSA) economies are entrenched in traditional economic and employment structures driven by the informal sector. There is a small and regulated formal sector, built upon public sector employment. Unlike the discussion of gig work in advanced capitalist economies, the development of gig work in SSA is within an environment where employment standards and labour regulations are largely absent. The concern in developed countries is that gig work erodes the norm of regulated employment; in developing economies gig work is part of the norm of informal and unregulated employment. Gig work in SSA offers the potential for formalisation of production and work, new forms of agency, and supporting decent work. However, the challenge is how to realise this potential. The role of platforms in developing and transmitting decent work protocols into gig contracts is discussed as a potential means for supporting decent work in SSA.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"65 1","pages":"112 - 125"},"PeriodicalIF":2.3,"publicationDate":"2022-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46431594","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-01DOI: 10.1177/00221856221100372
S. McCrystal, D. Tracey
By contrast with the flurry of legislative activity that accompanied the first 12 months of the COVID-19 pandemic in 2020, the 2021 calendar year was a comparatively quiet one both in the Commonwealth and the States. Significant developments at the Commonwealth level included amendments to the FW Act to provide a definition of ‘casual’ employment; a ‘class exemption’ for small business collective bargaining and amendments to the laws around sexual harassment at work that were implemented in the wake of the National Inquiry into Sexual Harassment in Australian Workplaces. At State level, NSW implemented further changes to various laws in order to further cushion the impact of the pandemic on working people, and the NSW Modern Slavery legislation finally took effect, 3 years after it was first passed by NSW Parliament. In Victoria, enforcement provisions for unpaid entitlements were enhanced, and the new Wage Theft Act 2020 came into force.
{"title":"Industrial legislation in Australia in 2021","authors":"S. McCrystal, D. Tracey","doi":"10.1177/00221856221100372","DOIUrl":"https://doi.org/10.1177/00221856221100372","url":null,"abstract":"By contrast with the flurry of legislative activity that accompanied the first 12 months of the COVID-19 pandemic in 2020, the 2021 calendar year was a comparatively quiet one both in the Commonwealth and the States. Significant developments at the Commonwealth level included amendments to the FW Act to provide a definition of ‘casual’ employment; a ‘class exemption’ for small business collective bargaining and amendments to the laws around sexual harassment at work that were implemented in the wake of the National Inquiry into Sexual Harassment in Australian Workplaces. At State level, NSW implemented further changes to various laws in order to further cushion the impact of the pandemic on working people, and the NSW Modern Slavery legislation finally took effect, 3 years after it was first passed by NSW Parliament. In Victoria, enforcement provisions for unpaid entitlements were enhanced, and the new Wage Theft Act 2020 came into force.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"64 1","pages":"396 - 411"},"PeriodicalIF":2.3,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45255874","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-01DOI: 10.1177/00221856221101082
P. Thew
While this article commences with apologies issued on 8 February 2022 in the Commonwealth Parliament in respect of alleged sexual harassment, workplace bullying and sexual assault, its focus is on the drivers behind and implications of the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth). Both flowed from reviews conducted by the Federal Sex Discrimination Commissioner, Kate Jenkins, and both were propelled by a need to address historical deficiencies and inequalities in workplace practice and culture leading to what is described now by the leader of the Opposition as ‘unsafe’ and ‘disrespectful’ workplaces.
{"title":"Addressing inequality: The impetus behind the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth)","authors":"P. Thew","doi":"10.1177/00221856221101082","DOIUrl":"https://doi.org/10.1177/00221856221101082","url":null,"abstract":"While this article commences with apologies issued on 8 February 2022 in the Commonwealth Parliament in respect of alleged sexual harassment, workplace bullying and sexual assault, its focus is on the drivers behind and implications of the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth). Both flowed from reviews conducted by the Federal Sex Discrimination Commissioner, Kate Jenkins, and both were propelled by a need to address historical deficiencies and inequalities in workplace practice and culture leading to what is described now by the leader of the Opposition as ‘unsafe’ and ‘disrespectful’ workplaces.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"64 1","pages":"426 - 437"},"PeriodicalIF":2.3,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45879092","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-18DOI: 10.1177/00221856221101165
Virginia Doellgast, Ines Wagner
The impact of technological change on employment, inequality and job quality has attracted considerable analysis from both scholars and practitioners. However, less attention has been paid to how digital technologies are changing contemporary workplaces and how workers are responding to these changes. This article reviews recent research from the multidisciplinary comparative employment relations field, with a focus on institutional resilience or change associated with digitalization; and the strategic responses of unions and other worker representatives to these trends. We find that the insights of economists, sociologists and employment relations scholars are complementary, as each addresses a different dimension of technological change and associated worker outcomes. Comparative employment relations researchers are more likely to influence current debates where they both articulate the unique contribution of their multi-method and comparative research methods and aggregate findings beyond single or paired industry and national case studies.
{"title":"Collective regulation and the future of work in the digital economy: Insights from comparative employment relations","authors":"Virginia Doellgast, Ines Wagner","doi":"10.1177/00221856221101165","DOIUrl":"https://doi.org/10.1177/00221856221101165","url":null,"abstract":"The impact of technological change on employment, inequality and job quality has attracted considerable analysis from both scholars and practitioners. However, less attention has been paid to how digital technologies are changing contemporary workplaces and how workers are responding to these changes. This article reviews recent research from the multidisciplinary comparative employment relations field, with a focus on institutional resilience or change associated with digitalization; and the strategic responses of unions and other worker representatives to these trends. We find that the insights of economists, sociologists and employment relations scholars are complementary, as each addresses a different dimension of technological change and associated worker outcomes. Comparative employment relations researchers are more likely to influence current debates where they both articulate the unique contribution of their multi-method and comparative research methods and aggregate findings beyond single or paired industry and national case studies.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"64 1","pages":"438 - 460"},"PeriodicalIF":2.3,"publicationDate":"2022-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48741090","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-16DOI: 10.1177/00221856221099624
Talara Lee, L. Good, B. Lipton, R. Cooper
The year 2021 has been momentous for women at work in Australia. Two key themes loom large: first, the highly gendered impact of the COVID-19 pandemic on paid and unpaid work, and second, the ongoing crisis of persistent gender-based disrespect and violence in Australian workplaces. Both have prompted escalating demands for change to provide women with better jobs, improve the balance between work and care, and ensure more respect at work. This article examines these issues, briefly analyses the 2021–22 Federal Budget and parental leave policy in Australia a decade after a national scheme commenced, and foreshadows several issues on women and work to watch in 2022.
{"title":"Women, work and industrial relations in Australia in 2021","authors":"Talara Lee, L. Good, B. Lipton, R. Cooper","doi":"10.1177/00221856221099624","DOIUrl":"https://doi.org/10.1177/00221856221099624","url":null,"abstract":"The year 2021 has been momentous for women at work in Australia. Two key themes loom large: first, the highly gendered impact of the COVID-19 pandemic on paid and unpaid work, and second, the ongoing crisis of persistent gender-based disrespect and violence in Australian workplaces. Both have prompted escalating demands for change to provide women with better jobs, improve the balance between work and care, and ensure more respect at work. This article examines these issues, briefly analyses the 2021–22 Federal Budget and parental leave policy in Australia a decade after a national scheme commenced, and foreshadows several issues on women and work to watch in 2022.","PeriodicalId":47100,"journal":{"name":"Journal of Industrial Relations","volume":"64 1","pages":"347 - 361"},"PeriodicalIF":2.3,"publicationDate":"2022-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44894116","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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