[A proposal to establish an] Institute of International Industrial and Labor Relations [at Cornell University]

Mimeographed.

Summary [of the] Conference on Industrial and Labor Relations Research. Attended by research of government agencies and staff, School of Industrial and Labor Relations on 3-4, 1949 at Cornell University.

Mimeographed.

Employment Relations in Australia, 2nd Edition

The relationship between employers and employees has been one of the most hotly debated issues in Australia in recent times. Recent legislation such as the Workplace Relations Amendment (Work Choices) Act 2005 and the subsequent Fair Work Act 2009 provides stark evidence of this. The impact of these significant developments is explored and analysed in detail in the new edition of this popular text, complete with a balanced coverage of the often contrasting viewpoints of all stakeholders - from governments, unions and employer associations, through to individual employers and employees. The text outlines different approaches to understanding the nature of the employment relationship, with a contextual background as to how this relationship has changed and developed throughout our nation's history.

School-aged workers : industrial citizens in the making?

While the literature points to significant shifts in young peoples‟ labour market participation and the social, economic and political context in which the shift has occurred, it tells us little about how young people are socialised in the workplace, how literate they are in terms of their rights and responsibilities at work or how and via what mechanisms this literacy is acquired. Using the concept citizenship as an analytical tool, we explored these questions using data derived from 48 focus groups conducted with 216 adolescents (13-16 years of age) at 19 high schools in Australia. The findings reveal the way in which several key dimensions of industrial citizenship come to be shaped and have implications for addressing the vulnerability of youth in employment and informing policy and action.

Researching employment relations : a self-reflexive analysis of a multi-method, school-based project

Drawing on primary data and adjunct material, this article adopts a critical self-reflexive approach to a three-year, Australian Research Council-funded projectthat explored themes around 'employment citizenship'for high school students in Queensland. The article addresses three overlapping areas that reflect some of the central dilemmas and challenges arising through the project- consent in the context of research ethics, questionnaire administration in schools, and focus group research practice. It contributes to the broader methodological literature addressing research with young people by canvassing pragmatic suggestions for future school-based research, and research addressing adolescent employment.

The psychological impact of industrial strikes: Does involvement in union activity during strikes make a difference?

The current study investigated the psychological impact of a United Steelworkers of America strike on the steelworkers involved, and the relationship between psychological well-being and individuals' levels of involvement in union activity during the strike. Three hundred and fifty-one steelworkers (302 `strikers' and 49 `non-strikers') completed surveys measuring a range of demographic and psychological well-being variables. Strikers, compared to non-strikers, reported higher levels of depression, anxiety, and irritation, and lower levels of mental health. For strikers, engaging in higher levels of union activity during the strike was associated with better psychological well-being. Jahoda's theory of deprivation during unemployment is used as the lens through which to explain some of the results, supporting the view that latent benefits associated with work are important for psychological well-being. A range of practical implications are offered for unions and their members.

New Commonwealth and Queensland workplace relations legislation : an overview

I seem to have heard a lot about thresholds lately. In fact, I sometimes feel as though I am standing at the edge of an abyss. Certainly the industrial relations systems we have come to know and love are in the process of metamorphosis but that process began a decade ago. So what is all the fuss about...

School-aged workers : industrial citizens in waiting?

While the literature points to significant shifts in young peoples’ labour market participation and the social, economic and political context in which this has occurred, it tells us little about whether and in what sense young people can be considered as industrial citizens. We explored the notion of youth citizenship using data derived from 48 focus groups conducted with 216 young people (13-16 years of age) at 19 high schools in Australia. The findings reveal the ways in which several key dimensions of industrial citizenship come to be shaped and have implications for addressing the vulnerability of youth in employment and informing policy and action.

Social media(tion) and the reshaping of public/private boundaries in employment relations

Tensions surrounding social media in the employment relationship are increasingly evident in the media, public rhetoric, and courts and employment tribunals. Yet the underlying causes and dimensions of these tensions have remained largely unexplored. This article firstly reviews the available literature addressing social media and employment, outlining three primary sources of contestation: profiling, disparaging posts and blogs, and private use of social media during work time. In each area, the key dynamics and underlying concerns of the central actors involved are identified. The article then seeks to canvas explanations for these forms of contestation associated with social media at work. It is argued that the architecture of social media disrupts traditional relations in organisational life by driving employer and employee actions that (re)shape and (re)constitute the boundaries between public and private spheres. Although employers and employees are using the same social technologies, their respective concerns about and points of entry to these technologies, in contrast to traditional manifestations of conflict and resistance, are asymmetric. The article concludes with a representational summary of the relative legitimacy of concerns for organisational actors and outlines areas for future research.

Blacklisting and its legacy in the UK construction industry: employment relations in the aftermath of exposure of the Consulting Association

This paper explores responses to the exposure of blacklisting in the UK construction industry in the period following the closure of the Consulting Association (CA) in 2009. It asks whether employer collusion to blacklist in this way has been terminated and concludes that it is now largely of historical interest although other forms of anti-union activity continue. It highlights particularly the historic and continuing importance of ‘double breasting’ and reports on divergent employer paths in the aftermath of the exposure and subsequent closure of the activities of the CA.

Management Council for Responsible Labour Relations records, 1970-1979, n.d.

The Management Council for Responsible Labour Relations was a group of industry representatives who sought to improve the public image of management in labour disputes. They hoped to accomplish this by improving communication with the media, as well as by educating the general public about labour issues from management’s perspective. The Council had representatives from Inco, Gulf, Algoma, Westinghouse, Kimberly Clark, Ford, Stelco, Massey Ferguson, Alcan, Shell, Northern Electric, Bank of Montreal, Canada Packers and Dupont.

La sous-traitance « boomerang » : l’influence des relations industrielles sur l’internalisation d’activités manufacturières confiées en sous-traitance

Au cours de la dernière décennie, le secteur manufacturier québécois a subi d’importantes transformations. La mondialisation ayant amené les entreprises à restructurer leurs activités, 96% des établissements manufacturiers québécois ont choisi d’avoir recours à la sous-traitance (Jalette, 2004). Or, nous savons que l’octroi de contrats en sous-traitance est un processus qui se révèle parfois décevant pour les entreprises. En raison de l’évolution de certains facteurs organisationnels internes ou externes qui contribue à changer le contexte au sein duquel les décisions de sous-traitance avaient été prises initialement (ex. : augmentation des coûts de main-d’œuvre et de transport, changements technologiques), il arrive que les entreprises renversent les décisions de sous-traitance par une décision d’internalisation (OCDE, 2013). Le concept d’internalisation réfère ici à l’action d’une entreprise de ramener vers un établissement des activités de production qui avaient été antérieurement transférées en dehors de celui-ci, et ce, que ce soit en raison d’une sous-traitance d’activités à une entreprise indépendante ou d’une délocalisation au sein d’un autre établissement de l’entreprise (Jalette & Chevance, 2008). La présente étude a pour objectif d’expliquer la décision managériale d’internalisation par le biais des dynamiques sociales inhérentes aux relations industrielles, en allant au-delà des seuls facteurs économiques. L’effet sur l’internalisation de quatre variables indépendantes liées aux relations industrielles est étudié, soit la capacité stratégique du syndicat local, la solidarité interne de l’acteur syndical local et sa solidarité externe, ainsi que le climat des relations patronales-syndicales. La typologie des positions syndicales de Jalette (2005), le modèle des ressources de pouvoir syndicales de Lévesque et Murray (2003) et les travaux de Dastmalchian (2008) traitant du climat des relations industrielles constituent le cadre théorique de cette recherche. La présente étude utilise des données recueillies dans le cadre d’une enquête par questionnaire réalisée en 2005 auprès de présidents de syndicats locaux affiliés à la CSD et à la FTQ qui œuvrent dans le secteur manufacturier québécois. L’étude révèle que 24% des syndicats locaux sondés ont vécu l’internalisation d’activités antérieurement sous-traitées dans les deux années précédentes au sondage. De plus, les résultats sont à l’effet que les chances d’internalisation d’activités augmentent lorsque plusieurs stratégies et actions visant l’internalisation sont adoptées par le syndicat local, lorsque la vie syndicale d’un syndicat local s’améliore et lorsque le temps de libération syndicale d’un syndicat local augmente. Toutefois, les chances d’internalisation d’activités diminuent lorsque le rapport de force d’un syndical local augmente. L’internalisation d’activités diminue également lorsque le climat des relations du travail se détériore. Bref, les résultats de cette recherche montrent que les syndicats n’ont pas qu’à subir la mondialisation et que, par leurs actions, ils sont à même d’en influencer le cours, notamment en favorisant l’internalisation d’activités antérieurement confiées en sous-traitance.

The impact of management style on the employment relations of different sized organisations

Purpose of the research/paper: The views and values of managers are typically noted as being wedded to unitarist or pluralist ideals. This paper disaggregates these views and values by looking at the impact of various managerial styles on employment relations in different sized organisations.
Methodology: Conceptual with applied support from the secondary literature.
Findings: The paper concludes that large organisations confront conditions and contingencies which allow them to make certain choices about employment relations in ways that are not always available to small to medium sized organisations.