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Journal articles on the topic 'Labour and industrial relations'

Author: Grafiati

Published: 4 June 2021

Last updated: 30 July 2024

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1

Johansson, Alf, and Joseph Melling. "Labour relations and industrial productivity." Scandinavian Economic History Review 38, no. 3 (September 1990): 22–43. http://dx.doi.org/10.1080/03585522.1990.10408193.

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2

Davies, Paul, and Mark Freedland. "Industrial Relations and Labour Law." Industrial Relations Journal 46, no. 1 (January 2015): 27–30. http://dx.doi.org/10.1111/irj.12090.

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3

Balaji, Ramprakash, and Harini S. "Study on Industrial Relations." International Journal for Research in Applied Science and Engineering Technology 10, no. 12 (December 31, 2022): 772–79. http://dx.doi.org/10.22214/ijraset.2022.48015.

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Abstract: All industrial civilizations share the fundamental trait of widespread wage employment. Workers/employees and employers/management are two separate categories of people who are looking for wage employment, respectively. Known variously as labour-management relations, labour relations, industrial relations, or employer-employee relations, these two groups' relationships are structured. With the exception of the first, these definitions indicate that the relations are at minimum inclusive on the part of the employees. In regards to all problems that concern its members, the labour union negotiates with employers and management. Consequently, the two groups' relationships are structured.

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4

Mitchell, Richard. "Labour Law Under Labor: The Industrial Relations Bill 1988 and Labour Market Reform." Labour & Industry: a journal of the social and economic relations of work 1, no. 3 (October 1988): 486–504. http://dx.doi.org/10.1080/10301763.1988.10669055.

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5

Bellace, Janice R., and R. Blanpain. "Comparative Labour Law and Industrial Relations." Industrial and Labor Relations Review 41, no. 1 (October 1987): 163. http://dx.doi.org/10.2307/2523891.

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6

Nolan, David. "INDUSTRIAL RELATIONS AND LABOUR PRODUCTIVITY — I." Australian Journal of Public Administration 49, no. 3 (September 1990): 349–55. http://dx.doi.org/10.1111/j.1467-8500.1990.tb01978.x.

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7

Mansfield, Bill. "INDUSTRIAL RELATIONS AND LABOUR PRODUCTIVITY — II." Australian Journal of Public Administration 49, no. 3 (September 1990): 356–58. http://dx.doi.org/10.1111/j.1467-8500.1990.tb01979.x.

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8

Kaliappan, P., and Dr FabiyolaKavitha. "A Conceptuel Frame Work On The Causes And Effects Of Industrial Relations." Restaurant Business 118, no. 8 (August 11, 2019): 431–38. http://dx.doi.org/10.26643/rb.v118i8.8013.

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Industrial relations emerges from day to day association of management and labour.it ensures healthy labour management relations, maintenance of industrial peace and development of industrial democracy. Themanagement ,the labour unions and government are the key players of industrial relations. Industrial relations is all about promotion and development of healthy labour management relations, maintenance of industrial peace, avoidance of industrial strife and development and growth of industrial democracy.

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9

Ellem, Bradon, and John Shields. "Rethinking 'Regional Industrial Relations': Space, Place and the Social Relations of Work." Journal of Industrial Relations 41, no. 4 (December 1999): 536–60. http://dx.doi.org/10.1177/002218569904100404.

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The dismantling of centralised modes of labour regulation and the emergence of new spatial divisions of labour under 'globalisation' have produced renewed interest in 'regional industrial relations'. Yet much of the existing literature in this genre—and industrial relations scholarship in general—remains wedded to a positivist conception of space. The most promising avenues for reconceptualising the spatiality of capital-labour relations are to be found in the work of radical economic geographers. They recognise that space itself is a human construct and that capital and labour have differing mobilities and, therefore, different subjective and strategic orientations to space and to particular places. From these premises, they argue that local labour markets are the points of intersection between production and reproduction and the primary focus of attention of local modes of labour regulation. These insights, we suggest, provide the means to rethink what has been described as regional industrial relations and capital- labour relations more generally.

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10

O.O., Ojo, and Adedayo A.M. "Industrial Relations and Labour Management and Productivity: The Imperative for Sustainable Development in Nigeria." British Journal of Management and Marketing Studies 4, no. 4 (December 4, 2021): 57–67. http://dx.doi.org/10.52589/bjmms-uotiemyb.

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Industrial relations, labour management and productivity have their roots in the industrial revolution which created the modern labour relationship by spawning large-scale industrial organizations. As society wrestled with these massive economic and social changes, labour problems aroused coupled with societal reconstruction challenges. Premised on this background, this paper is set to discuss the conceptual meaning of labour and industrial relations, assess the roles and prospects of labour in Nigeria, examine the consequential effects of labour-industrial relations and examine challenges of labour productivity and management in Nigeria. The paper also discusses some frameworks for labour-industrial relations. It focuses attention on the changing structure of the labour environment and the rise of precarious working conditions orchestrated by various unrests and acrimonies from nonchalant attitudes and behaviours of government and private sectors towards labour/workers’ welfare and patronage. The data for this study were collected through secondary sources. The secondary data were obtained from textbooks, journals, newspapers, internet materials and literature from academic journals in relation to the subject studied. The study adopted Industrial Relations Theory as a theoretical framework. The paper concludes that labour and industrial relations are part of the critical factors and are tools in advancing industrial productivity and attaining sustainable development in Nigeria.

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11

Pucik, Vladimir. "Book Review: Labor-Management Relations: The Car Industry: Labour Relations and Industrial Adjustment." ILR Review 41, no. 2 (January 1988): 313–14. http://dx.doi.org/10.1177/001979398804100214.

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12

Gahan, Peter, and Tim Harcourt. "Labour Markets, Firms and Institutions: Labour Economics and Industrial Relations." Journal of Industrial Relations 40, no. 4 (December 1998): 508–32. http://dx.doi.org/10.1177/002218569804000402.

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The study of tbe employment relation has always held a somewhat ambiguous position within the field of economics. The nature of labour market adjustment processes and unique aspects of the employment relation have posed problems for standard economic theories and have limited the use of formal modelling. Moreover, institutionalist approaches have been a greater challenge to labour economists than in any other area of enquiry within the discipline (Jacoby, 1990). Traditionally, this difference has been manifest in a clear distinction between labour economics and industrial relations as separate fields of study. The artificiality of such a distinction, we argue, poses problems for understanding the phenomena of concern to both disciplines. In this paper we argue that notwithstanding the important insights gained from standard neoclassical models of the labour market, they do not provide an adequate basis for understanding the employment relationship and institutional features of labour markets. Instead, we begin with the assumption adopted by industrial relations scholars that the labour market is different from other economic exchange relationships and use this as a basis for developing a more realistic framework to understand both the social and economic dimensions of the employment relation.

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13

Shen, Jie. "An Analysis of Changing Industrial Relations in China." International Journal of Comparative Labour Law and Industrial Relations 22, Issue 3 (September 1, 2006): 347–68. http://dx.doi.org/10.54648/ijcl2006018.

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Abstract: This paper explores changing industrial relations in China by reviewing the existing literature and analysing a recent industrial relations survey conducted by the Shanghai Municipal Trade Union Council. During the transition from a planned economy to a quasi-market one, a harmonic relationship has been replaced by widespread labour disputes between enterprise management and workers. The growing violations of workers? rights are mainly due to diversity of ownership, a lack of regulations for human resources management, extended management power over employment relations, inadequate social security, surplus labour supply and weak unions. In order to achieve social stability the Chinese government is keen to establish a system of protection of workers? rights. The current system is centred on labour arbitration that is accompanied by tripartite negotiation, collective (regional) agreements and labour courts. Unions play no more than a role of mediation, organising meetings in tripartite negotiation. Consequently, local labour bureaux or (government) industry bureaux have a strong tendency to interfere in and influence industrial relations. ?Rival? regional unions or workers? congresses set up by the union council to represent workers in their regions are emerging. However, they have not yet played an active role in solving labour disputes. Strengthening labour arbitration is the key to developing labour dispute management strategies in China given that independent unions are not possible in the near future.

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14

Susanto, Eko Adi. "Labour Rights Protection in Industrial Relations Issues." Rechtsidee 2, no. 2 (December 1, 2015): 109. http://dx.doi.org/10.21070/jihr.v2i2.78.

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Many violations of the terms of employment at Surabaya, employment protection and working conditions for workers who are not provided by employers to the maximum, according to the legislation in force, while the legal protection for workers constrained because of the weakness in the system of employment law, both the substance and the culture built by governments and companies. How To Cite: Susanto, E. (2015). Labour Rights Protection in Industrial Relations Issues. Rechtsidee, 2(2), 109-120. doi:http://dx.doi.org/10.21070/jihr.v2i2.78

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15

Biagi, Marco. "Editorial: Innovating Labour Law and Industrial Relations." International Journal of Comparative Labour Law and Industrial Relations 17, Issue 4 (December 1, 2001): 397. http://dx.doi.org/10.54648/394541.

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16

Mitchell, Richard. "Book Reviews : Labour Law and Industrial Relations." Journal of Industrial Relations 28, no. 2 (June 1986): 297–99. http://dx.doi.org/10.1177/002218568602800216.

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17

Dupe, Adesubomi Abolade. "Organisational Communication, The Panacea For Improved Labour Relations." Studies in Business and Economics 10, no. 2 (August 1, 2015): 5–16. http://dx.doi.org/10.1515/sbe-2015-0016.

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Abstract This paper examined the importance of organisational communication to overall effective labour relations. It looked at organisational communication and its role in labour relations between the parties involved in Labour relations for better business procedures and relationships. It explained the importance of organisational communication in enhancing better labour relations within the organisation and with people outside the organisation. It enumerated the various groups that are involved in industrial relations and how they could use organisational communication for better industrial relations. It established the importance of organisational communication to the overall success of any organisation. Communication is vital to all human relations including labour relations but it seems to have been taken for granted or treated as inconsequential. When good organisational communication is not given its pride of place in organisation, it would affect labour relations negatively. This paper looked at the importance of organisational communication to labour relations, its effects on organisational performance, and negative effects of lack of good communication between stakeholders in labour relations and concluded that organisational communication should be properly used by all concerned in industrial relation matters for better performance of the organisation and improved labour relations both within and outside the organisation.

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18

Fulcher, James, Miriam Rothman, Dennis R. Briscoe, and Raoul C. D. Nacamulli. "Industrial Relations around the World: Labour Relations for Multinational Companies." Contemporary Sociology 23, no. 2 (March 1994): 200. http://dx.doi.org/10.2307/2075192.

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19

Nina Stevany Malipolla and Yogo Pamungkas. "STUDI KOMPARASI PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL (PERSELISIHAN HAK) MENURUT SISTEM HUKUM INDONESIA DAN KOREA SELATAN." Reformasi Hukum Trisakti 5, no. 4 (November 9, 2023): 1123–35. http://dx.doi.org/10.25105/refor.v5i4.18504.

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Work contracts that are not in accordance with labour laws, discriminatory status and industrial relations, substandard wage rates and wage systems, and the non-fulfillment of other normative rights are examples of labour rights violations. Furthermore, this research is normative research that is descriptive in nature, with secondary data whose data sources are primary, secondary, and tertiary legal materials, qualitatively analyzed data collection through literature studies, and deductively derived conclusions. The problem statement in this research is how the similarities and differences between the rights conflicts in Indonesia and South Korea And how its advantages and disadvantages. The Labour Inspection Service is responsible for enforcing labor regulations that guarantee the fulfilment of labour rights and taking stern action against companies/employers who violate these regulations. As a result, labor rights violations continue to occur despite the Labour Inspection Service's efforts. Indonesia has permanent legal force where disputes can be resolved through litigation or non-litigation, and has deficiencies in terms of the type of settlement, whereas South Korea has more detailed legal force, but its weakness is that few cases of labour disputes are brought to court without going through the Labour Relations Commission (LRC).

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20

Rand, Justice I. C. "The Law and Industrial Relations." Relations industrielles 17, no. 4 (January 24, 2014): 389–401. http://dx.doi.org/10.7202/1021475ar.

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Summary In the present article, the author outlines the new reality of modern industry; he goes on to advocate the need for new ideas and modified conceptions about labour relations as they exist in our present society. He finally points out the fact that industry must be conceived in terms of a social function.

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21

Uzualu, James, Nat Ofo, and C. E. Ochem. "A Critical Review of Collective Bargaining Indices of Industrial Relations in Nigeria." NIU Journal of Humanities 9, no. 1 (March 31, 2024): 248–61. http://dx.doi.org/10.58709/niujhu.v9i1.1858.

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Collective Bargaining is a process in labour relations whereby negotiation between employers and employees center on terms and conditions of service in an employment. This paper employs the use of an hybrid method of study to examines how Collective Bargaining has helped in no small measures in absence of industrial democracy structure being the only form and indices which exist in our labour law structure. Further examine the concept of collective bargaining, it practice in Nigeria, its benefits and how it has created an indices for democratic governance in our labour relation as in most legal research, the paper adopted both doctrinal and non-doctrinal (203 questionnaire were distributed) method of legal research, it was contended that the paper concluded that collective bargaining should be an indices of industrial democracy in Nigeria labour relations, the paper concludes that the practice of industrial democracy will strengthened in the work place and its recommended that a separate legal frame work should be put in place amongst other things to ensure the practice of industrial democracy in Nigeria. Keywords: Collective Bargaining, Industrial Relations, Indices of Industrial Relations, Industrial Democracy, Labour Relations

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22

Thompson, Mark. "Research Needs in Canadian Industrial Relations: Emerging from the Solitudes." Discussion 47, no. 2 (April 12, 2005): 358–63. http://dx.doi.org/10.7202/050774ar.

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To focus this discussion, "industrial relations" is defined as the organizations and processes through which wages, hours and conditions of work are determined for employees who are represented collectively. This definition excludes topics such as labour history, labour economics and labour law, frequently incorporated into industrial relations research, but separate here. Research should address and attempt to explain the significant features of Canadianindustrial relations, as well as provide the bases for predictions of the future. The distinguishing features of the Canadian industrial relations System for these purposes are its fragmentation, extensive legal regulation and pattern of strikes. Research needs should be based on this description of Canadian industrial relations, including the environment of the System, major actors within it, the processes of industrial relations and the results of negotiation.

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23

Pucik, Vladimir, David Marsden, Timothy Morris, Paul Willman, and Stephen Wood. "The Car Industry: Labour Relations and Industrial Adjustment." Industrial and Labor Relations Review 41, no. 2 (January 1988): 313. http://dx.doi.org/10.2307/2523642.

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24

Adriaansens, Hans, and Willem Dercksen. "Labour Force Participation, Industrial Relations and Participation Polices." International Journal of Comparative Labour Law and Industrial Relations 8, Issue 4 (December 1, 1992): 283–98. http://dx.doi.org/10.54648/ijcl1992032.

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25

Mitchell, Richard. "Book Reviews : Comparative Labour Law and Industrial Relations." Journal of Industrial Relations 30, no. 3 (September 1988): 472–73. http://dx.doi.org/10.1177/002218568803000313.

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26

Davidson, Roger. "Labour intelligence and industrial relations policy 1886?1914." Industrial Relations Journal 16, no. 2 (June 1985): 60–66. http://dx.doi.org/10.1111/j.1468-2338.1985.tb00515.x.

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27

Alemán, José. "Labour market dualism and industrial relations in Europe." Industrial Relations Journal 40, no. 3 (May 2009): 252–72. http://dx.doi.org/10.1111/j.1468-2338.2009.00524.x.

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28

Chittick, G. "Queensland's Labour Market, Industrial Relations and Wage Determination." Economic Analysis and Policy 15, no. 1 (March 1985): 49–57. http://dx.doi.org/10.1016/s0313-5926(85)50006-5.

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29

Dastmalchian, Ali, Raymond Adamson, and Paul Blyton. "Developing a Measure of Industrial Relations Climate." Discussion 41, no. 4 (April 12, 2005): 851–59. http://dx.doi.org/10.7202/050265ar.

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30

Rochadi, Sigit. "Kebijakan industrial(isasi) dan kontinyuitas konflik industrial pasca krisis ekonomi 1997/1998." Masyarakat, Kebudayaan dan Politik 27, no. 2 (April 1, 2014): 91. http://dx.doi.org/10.20473/mkp.v27i22014.91-103.

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This article examines the relations between industrial policy and industrial conflict in Indonesia pos the 1997 economic crisis. The method uses is descriptive analysis. This research founded that the country’s industrial policy was influenced by strong nationalism sentiment of both indigenous and industrialism. This study shows that a prolonged conflict was also influenced by a narrow industry policy. The data was analyzed by descriptive method using critical interpretation; secondary data analysis was conducted by comparing years, business scope, and influencing parties (government, businessman, and labour). The policy did not provide opportunity to strengthen labour, therefore, the issues they echoed was not about technological development or job opportunities, but concerned more about wages or overtime work pay. A successful industrial structural development was not only useful to strengthen national economy, the more important fact is the empowerment of labout through good leadership and democracy.

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31

Woods, H. D. "Federal Government Task Force on Labour Relations." Informations 22, no. 1 (April 12, 2005): 130–36. http://dx.doi.org/10.7202/027762ar.

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In December 1966, Prime Minister Pearson announced the creation of a Task Force on Labour Relations. Under the chairmanship of H.D. Woods, Dean, Faculty of Arts and Science, McGill University, Montréal, the members are: Gérard Dion, Professor, Department of Industrial Relations, Laval University, Québec; John H.G. Crispo, Director, Centre for Industrial Relations, University of Toronto; A.W.R. Carrothers, Dean, Faculty of Law, University of Western Ontario.

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32

Foley, Meraiah, Sue Williamson, and Sarah Mosseri. "Women, work and industrial relations in Australia in 2019." Journal of Industrial Relations 62, no. 3 (March 18, 2020): 365–79. http://dx.doi.org/10.1177/0022185620909402.

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Interest in women’s labour force participation, economic security and pay equity received substantial media and public policy attention throughout 2019, largely attributable to the federal election and the Australian Labor Party platform, which included a comprehensive suite of policies aimed at advancing workplace gender equality. Following the Australian Labor Party’s unexpected loss at the polls, however, workplace gender equality largely faded from the political agenda. In this annual review, we cover key gender equality indicators in Australia, examine key election promises made by both major parties, discuss the implications of the Royal Commission into Aged Care Quality and Safety for the female-dominated aged care workforce, and provide a gendered analysis on recent debates and developments surrounding the ‘future of work’ in Australia.

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33

Ford, Michele. "Continuity and Change in Indonesian Labour Relations in the Habibie Interregnum." Asian Journal of Social Science 28, no. 2 (2000): 59–88. http://dx.doi.org/10.1163/030382400x00055.

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AbstractThere were considerable changes in Indonesia's industrial relations climate and regulatory framework during the Habibie interregnum. This article explores the implications of those changes for informal workers' organizations, unions and labour-oriented NGOs. The article is divided into two sections. The first section reflects upon the philosophy, institutions and practice of labour relations under Suharto's New Order and describes organized opposition to the industrial relations system, while the second describes the ways in which labour relations and representation changed during the Habibie interregnum.

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34

Buchanan, John. "Industrial Relations and the Coalition's Fightback Package: An Assessment." Economic and Labour Relations Review 3, no. 1 (June 1992): 80–93. http://dx.doi.org/10.1177/103530469200300105.

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Proponents of voluntary exchange in labour markets place great reliance on the contract of employment as an appropriate vehicle for the practical implementation of their exchange model. This paper argues a contrary view and suggests that the contract of employment may not be an appropriate vehicle for the voluntary exchange of labour.

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35

V, Ashwini, and Kulkarni . "NEW LABOUR CODE - REGRESSION OF WORKERS RIGHT OF COLLECTIVE BARGAINING." SCHOLARLY RESEARCH JOURNAL FOR HUMANITY SCIENCE AND ENGLISH LANGUAGE 10, no. 53 (September 1, 2022): 13345–50. http://dx.doi.org/10.21922/srjhsel.v10i53.11633.

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Industrial relations play an important role in establishing and maintaining harmonious relation in industrial democracy. The establishment of good industrial relations depends on the attitude on the part of both labour and Management. The maintenance of good human relationship is the main goal of industrial relations, because in its absence the whole organizational structure may collapse. It is an art of living together for the purpose of production, efficiency and industrial progress. Basically the term ‘Industrial relations’ is used to refer to the relations between the parties within the industry. No industry can flourish without the co-operation between these two parties. To achieve the objectives of industrial jurisprudence more importance is given to collective bargaining. With the new labour code more power is given to government and it diluted the collective bargaining as a rights of workers.

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36

H. B., Victor-Akinyem, and Olashupo O. Z. "Historical Perspective of Industrial Relationship in Nigeria." British Journal of Education, Learning and Development Psychology 7, no. 2 (April 5, 2024): 30–42. http://dx.doi.org/10.52589/bjeldp-wr1ox3zu.

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This study provides a comprehensive examination of the evolution of industrial relations in Nigeria, tracing its historical development from the colonial era through post-independence fluctuations, military rule, structural adjustments, and contemporary global influences. It highlights the interplay between colonial legacies, nationalism, authoritarian governance, economic liberalisation, and globalisation in shaping Nigeria's labour landscape. Analysing the various eras—Colonial, Post-Independence, Military Interregnum, Structural Adjustment, Return to Democracy, and Contemporary Global Influences—the study underscores the dynamic interactions among government policies, employer strategies, labour union activities, and international forces. It delves into the challenges of political interference, corruption, legal inadequacies, global labour standards, and economic transformations. The study emphasises the importance of resilience, adaptability, and collaborative dialogue in navigating the complexities of industrial relations towards ensuring labour equity and economic progress in Nigeria's continuously evolving socio-economic.

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37

Woods, H. D. "Trends in Public Policy in Labour Relations." Relations industrielles 20, no. 3 (April 12, 2005): 429–44. http://dx.doi.org/10.7202/027583ar.

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With the present paper, the author covers some of the developments which have known, since 1948, the various Canadian jurisdictions in the field of public policy and labour relations. The principal topics are: labour economics, labour-management relations and finally industrial peace and the changing role of government.

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38

Biagi, Marco. "The Impact of European Employment Strategy on the Role of Labour Law and Industrial Relations." International Journal of Comparative Labour Law and Industrial Relations 16, Issue 2 (June 1, 2000): 155–73. http://dx.doi.org/10.54648/268165.

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The aim of this article is to discuss the co-ordination process of employment policies provided by the Treaty of Amsterdam so as to assess its impact on labour law and industrial relations. It maintains that the 'Luxembourg Process' is producing side-effects by determining the re-regulation of labour market arrangements and, more in general, modernising the legal framework of industrial relations. The main conclusion confirms the European Union's adoption of the so-called 'European social model', although collective bargaining and, overall, industrial relations will be required to pay increased attention to a job creation function. It is argued that a modernisation of labour law and industrial relations will continue, since the 'Luxembourg Process' will not cease to heavily influence the action of both Governments and social parties.

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39

McGrath-Champ, S. "Labour Management Space, and Restructuring of the Australian Coal Industry." Environment and Planning A: Economy and Space 25, no. 9 (September 1993): 1295–318. http://dx.doi.org/10.1068/a251295.

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This paper contributes to our understanding of industrial change by developing a crucial area of interface—industrial restructuring and the management of labour. Until recently, labour management has been underrecognised in geographical studies of industrial development and change, yet management decisionmaking and strategic choice permeate all aspects of capital—labour relations. Similarly, spatial dimensions have rarely been acknowledged as an element in labour research. The author adopts a ‘restructuring framework’ which integrates spatial insights from industrial geography with the agency of capitalist management and an investment approach to employment relations. After the study has been situated within the vast literature on coal, the strengths of this joint conceptual approach are demonstrated in the context of the Australian coal industry.

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40

Downie, Bryan M. "The Role of the State in Industrial Relations: A Comment." Discussion 45, no. 1 (April 12, 2005): 169–86. http://dx.doi.org/10.7202/050567ar.

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In this paper, the author takes issues with comments by Sack and Lee that changes to British Columbia's labour legislation represent retrenchment in Canadian public policy in labour relations. In discussing the issue, he draws on the experience with a similar approach in Ontario.

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41

Gall, Gregor. "The uses, abuses and non-uses of Rethinking Industrial Relations in understanding industrial relations and organised labour." Economic and Industrial Democracy 39, no. 4 (June 4, 2018): 681–700. http://dx.doi.org/10.1177/0143831x18777618.

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Kelly published what should, it is argued, have become a seminal work with Rethinking Industrial Relations. The influence of Rethinking Industrial Relations, it was to be hoped, would be a field of study that was intellectually not only more capable of dealing with the challenge of HRM and neoliberalism but also capable of being of utility to organised labour in understanding its current plight and future path to renewal and re-assertion. Instead, Rethinking Industrial Relations has been largely incorporated into the existing state of academic-cum-intellectual consciousness whereby it has been primarily used to support an already extant trajectory of limited depth and breadth of enquiry and analysis. Therefore, this article examines what it terms the uses, abuses and non-uses of Rethinking Industrial Relations, especially in regard of mobilisation theory, in understanding organised labour. It first examines the citations of Rethinking Industrial Relations as a primary guide to its usage before proceeding to quantify and qualify its usage in journals. From here, it then seeks to explain these findings by discussing the temporal environment into which Rethinking Industrial Relations was published.

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42

Cheng, Yanyuan. "The Development of Labour Disputes and the Regulation of Industrial Relations in China." International Journal of Comparative Labour Law and Industrial Relations 20, Issue 2 (June 1, 2004): 277–95. http://dx.doi.org/10.54648/ijcl2004015.

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Abstract: Using the labour dispute mediation and arbitration data in the China Labour and Social Security Statistical Yearbook, this paper analyses and describes the development of labour disputes in China since the Labour Law came into effect. It shows that under the influence of many factors, labour disputes in China will continue to increase and be characterized by an increase in collective disputes and antagonism, and conflict between competing interests. This paper puts forward some suggestions and policy ideas for directing and regulating labour relations effectively and improving the labour dispute resolution system.

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43

Peck, J. A. "‘Invisible Threads’: Homeworking, Labour-Market Relations, and Industrial Restructuring in the Australian Clothing Trade." Environment and Planning D: Society and Space 10, no. 6 (December 1992): 671–89. http://dx.doi.org/10.1068/d100671.

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By way of an examination of the contemporary reemergence of homeworking in the Australian clothing industry, some of the links between industrial and labour-market restructuring are explored. The growth of homeworking reflects not only the pressures placed on clothing firms to reduce costs and enhance production flexibility (increasingly, the ‘conventional wisdom’ explanations), but also represents an attempt on the part of these firms to reconstruct their urban labour-market relations. It is argued that labour-market considerations warrant attention alongside those considerations pertaining to the labour process which are usually prioritised in the literature on industrial restructuring. The case of homeworking reveals some of the ways in which labour-market processes (such as the gendered nature of labour supplies, the ethnic segmentation of the labour force, and the contours of interindustry competition for labour) exert a powerful influence upon the nature of industrial change. Moreover, questions about the development, by firms and by industries, of characteristic urban labour-market relations are also raised.

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Molatlhegi, B. "Workers' freedom of association in Botswana." Journal of African Law 42, no. 1 (1998): 64–79. http://dx.doi.org/10.1017/s0021855300010494.

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The year 1992 saw significant reforms to the Botswana labour law and industrial relations system. Before then, as was the case elsewhere in Africa, the Botswana government had adopted highly interventionist policies with respect to industrial relations. The changes introduced in 1992 were aimed at shifting labour relations to the market place. State intervention, though not completely eliminated, has been greatly reduced as a result. The changes in labour law and the industrial relations system have brought to the fore the debate about the nature, content and extent of workers' freedom of association in the country. The changes mean that more than ever before collective bargaining will play a significant role in the determination of wages, terms and conditions of employment.

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Griezic, Foster J. K., and John A. Willes. "Contemporary Canadian Labour Relations." Labour / Le Travail 18 (1986): 238. http://dx.doi.org/10.2307/25142695.

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Lunn, Kenneth. "Race relations or industrial relations?: Race and labour in Britain, 1880–1950." Immigrants & Minorities 4, no. 2 (July 1985): 1–29. http://dx.doi.org/10.1080/02619288.1985.9974604.

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Ugoani, John Nkeobuna Nnah. "Labour Management Relations as a Framework for Industrial Sustainability." American Journal of Social Sciences and Humanities 4, no. 1 (2019): 246–59. http://dx.doi.org/10.20448/801.41.246.259.

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Zeitlin, Jonathan. "From Labour History to the History of Industrial Relations." Economic History Review 40, no. 2 (May 1987): 159. http://dx.doi.org/10.2307/2596686.

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Thompson, Mark. "Special Issue on Industrial Relations and Global Labour Standards." International Journal of Comparative Labour Law and Industrial Relations 19, Issue 4 (December 1, 2003): 419–20. http://dx.doi.org/10.54648/ijcl2003025.

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Abbott, Keith. "Why Labour Economics is Inadequate for Theorizing Industrial Relations." Journal of Interdisciplinary Economics 26, no. 1-2 (January 2014): 61–90. http://dx.doi.org/10.1177/0260107914540827.

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