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Journal articles on the topic 'Workplace Employment Relations Survey'

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Published: 3 June 2025

Last updated: 19 July 2025

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Walsh, Janet. "Equality and diversity in British workplaces: the 2004 Workplace Employment Relations Survey." Industrial Relations Journal 38, no. 4 (2007): 303–19. http://dx.doi.org/10.1111/j.1468-2338.2007.00450.x.

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Hall, Richard, Bill Harley, and Gillian Whitehouse. "Contingent Work and Gender in Australia: Evidence from the 1995 Australian Workplace Industrial Relations Survey." Economic and Labour Relations Review 9, no. 1 (1998): 55–81. http://dx.doi.org/10.1177/103530469800900103.

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The decreasing prevalence of the standard model of employment embodied by the ‘typical male full-time employee on a permanent contract’ can be seen both as risking the erosion of hard won labour rights and as offering the potential for a more flexible, less ‘male’ model. This paper addresses some of the ways in which this tension is played out, drawing on data from the 1995 Australian Workplace Industrial Relations (AWIRS95) Employee Survey to examine the implications for women workers of recent trends in contingent employment in Australia. Our analysis suggests that the growth in contingent employment in Australia has had little positive impact on women's experience of work. We conclude that if the disadvantage faced by women in irregular employment is to be countered, greater regulation of such employment is required. However, key features of the Workplace

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Bryson, Alex, Francis Green, and Keith Whitfield. "A Quarter Century of Workplace Employment Relations Surveys." British Journal of Industrial Relations 46, no. 4 (2008): 577–86. http://dx.doi.org/10.1111/j.1467-8543.2008.00697.x.

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Burgess, John. "Book Review: Regional Employment Relations at Work: The Illawarra Regional Workplace Industrial Relations Survey." Journal of Industrial Relations 45, no. 3 (2003): 414–16. http://dx.doi.org/10.1111/0022185603045003014.

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Forth, John, and Robert McNabb. "Workplace performance: a comparison of subjective and objective measures in the 2004 Workplace Employment Relations Survey." Industrial Relations Journal 39, no. 2 (2008): 104–23. http://dx.doi.org/10.1111/j.1468-2338.2007.00480.x.

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Giovanis, Eleftherios. "The relationship between flexible employment arrangements and workplace performance in Great Britain." International Journal of Manpower 39, no. 1 (2018): 51–70. http://dx.doi.org/10.1108/ijm-04-2016-0083.

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Purpose There is an increasing concern on the quality of jobs and productivity witnessed in the flexible employment arrangements. The purpose of this paper is to examine the relationship between various flexible employment arrangements and the workplace performance. Design/methodology/approach Home-based working, teleworking, flexible timing and compressed hours are the main employment types examined using the Workplace Employee Relations Survey (WERS) over the years 2004 and 2011 in Great Britain. The workplace performance is measured by two outcomes – the financial performance and labour productivity. First, the determinants of these flexible employment types are explored. Second, the ordinary least squares (OLS) method is followed. Third, an instrumental variable (IV) approach is applied to account for plausible endogeneity and to estimate the causal effects of flexible employment types on firm performance. Findings The findings show a significant and positive relationship between the flexible employment arrangements and the workplace performance. Education, age, wage, quality of relations between managers-employees, years of experience, the area of the market the workplace is operated and the competition are significant factors and are positively associated with the propensity of the implementation of flexible employment arrangements. Social implications The insights derived from the study can have various profound policy implications for employees, employers and the society overall, including family-work balance, coping with family demands, improving the firm performance, reducing traffic congestion and stress among others. Originality/value It is the first study that explores the relationship between flexible employment types and workplace performance using an IV approach. This allows us to estimate the causal effects of flexible employment types and the possible associated social implications.

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Wooden, Mark, and Anne Hawke. "Factors Associated with Casual Employment: Evidence from the AWIRS." Economic and Labour Relations Review 9, no. 1 (1998): 82–107. http://dx.doi.org/10.1177/103530469800900104.

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This article uses data from the Australian Workplace Industrial Relations Surveys conducted in 1989/90 and 1995 to examine the related questions of: (i) what are the characteristics of workers who accept casual employment; and (ii) what types of workplaces and firms are most likely to employ workers on a casual basis. The evidence presented suggests that while supply-side characteristics are not unimportant, demand-side factors appear to provide more likely explanations for changes in the overall level of casual employment.

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Forth, John, Alex Bryson, and Anitha George. "Explaining cross-national variation in workplace employee representation." European Journal of Industrial Relations 23, no. 4 (2017): 415–33. http://dx.doi.org/10.1177/0959680117697861.

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Debates on the desirability of workplace employee representation are rarely evidence based. We use a workplace survey covering 27 EU countries to show that its incidence is strongly and independently correlated with the degree of centralization in a country’s industrial relations regime and the extent of legislative support. Industry profits are important in explaining trade union presence but are unimportant in the case of works councils. We find support for the exit-voice model, traditionally associated with Anglophone regimes, whereby worker representation is associated with poorer perceptions of the employment relations climate and with lower voluntary quit rates.

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Goergen, Marc, Chris Brewster, and Geoffrey Wood. "Corporate Governance Regimes and Employment Relations in Europe." Articles 64, no. 4 (2010): 620–40. http://dx.doi.org/10.7202/038876ar.

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Summary An influential strand of the finance literature focuses on the nature and extent of shareholder rights vis-à-vis employees. Most of the extant literature on the subject relies on a limited number of case studies and/or broad macroeconomic data, whereas this article draws on evidence from a large scale survey of organizations to test the predictions of the theories on the relative strength of workers and managers across the different governance regimes. This evidence highlights the complex relationship between societal institutions, legal traditions, political parties and electoral systems, on corporate governance regimes and the relative strength of unions and collective representation at workplace level, highlighting the limitations of the mainstream finance and economics rational-incentive based literature, and the value of alternative socio-economic approaches.

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Wickham, James. "Squaring the circle? Participation, innovation and employment- some results from the EPOC survey." Transfer: European Review of Labour and Research 4, no. 2 (1998): 231–45. http://dx.doi.org/10.1177/102425899800400206.

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Europe needs to create more jobs but, at the same time, it strives to preserve its social values and its commitment to social protection. This paper explores the thinking behind the European Commission's strategy, as set out in the Green Paper on Partnership for a New Organisation of Work, to protect and develop this social model while, at the same time, promoting workplace flexibility. It uses the EPOC survey results to examine the connections, if any, between organisational flexibility, innovation and employment. To establish the extent of innovation in European workplaces the paper draws on the survey to evaluate the link between participation and innovation and, finally, the relationship between participation, innovation and growth in employment. This analysis of the EPOC data shows that these relationships are, in reality, very complicated and an attempt is made to explain these complexities.

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Timming, Andrew R. "WERS the validity? a critique of the 2004 Workplace Employment Relations Survey of employees." Work, Employment and Society 23, no. 3 (2009): 561–70. http://dx.doi.org/10.1177/0950017009337070.

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Murphy, Philip, Paul L. Latreille, Melanie Jones, and David Blackaby. "Is There a Public Sector Training Advantage? Evidence from the Workplace Employment Relations Survey." British Journal of Industrial Relations 46, no. 4 (2008): 674–701. http://dx.doi.org/10.1111/j.1467-8543.2008.00699.x.

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Pendleton, Andrew, and Andrew Robinson. "The productivity effects of multiple pay incentives." Economic and Industrial Democracy 38, no. 4 (2016): 588–608. http://dx.doi.org/10.1177/0143831x15583099.

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Drawing on recent incentive theory and the growing use of multiple incentives by firms, this article examines the effects of combining incentives on workplace labour productivity. Utilizing data from the British Workplace Employment Relations Survey, the article explores whether multiple incentives are more effective than single incentives. It is found that the productivity effects of individualized incentives are enhanced by profit sharing though not by collective payment by result schemes (PBR). Profit sharing also enhances the effect of collective PBR, and it is found that two group incentives are more effective than a single individual incentive. However there are limits on the number of incentive schemes that can be combined effectively. The effects of mixed incentives tend to be greater in workplaces with worker discretion and task variety, thereby providing support for a contingency perspective.

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Hoque, Kim, and Nicolas Bacon. "Unions, joint regulation and workplace equality policy and practice in Britain: evidence from the 2004 Workplace Employment Relations Survey." Work, Employment and Society 28, no. 2 (2014): 265–84. http://dx.doi.org/10.1177/0950017012460320.

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Blanchflower, David G., and Simon M. Burgess. "Job Creation and Job Destruction in Great Britain in the 1980s." ILR Review 50, no. 1 (1996): 17–38. http://dx.doi.org/10.1177/001979399605000102.

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Using data from the Workplace Industrial Relations Surveys of 1980, 1984, and 1990, the authors investigate processes of job creation and job destruction in Britain. They find that rates of employment growth, job creation, and job destruction were higher at the end of the 1980s than at the beginning. Both job creation and job destruction were extremely concentrated: about 50% of each was accounted for by just 4% of continuing establishments. Employment growth was apparently more variable in manufacturing plants than in private service sector workplaces. Some variables negatively related to employment growth were unionization, establishment size, establishment age, and location in the private manufacturing sector (versus private service sector).

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Doiron, Denise J. "Is Under-Employment due to Labour Hoarding? Evidence from the Australian Workplace Industrial Relations Survey." Economic Record 79, no. 246 (2003): 306–23. http://dx.doi.org/10.1111/1475-4932.00106.

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Brown, Andrew, Chris Forde, David Spencer, and Andy Charlwood. "Changes in HRM and job satisfaction, 1998–2004: evidence from the Workplace Employment Relations Survey." Human Resource Management Journal 18, no. 3 (2008): 237–56. http://dx.doi.org/10.1111/j.1748-8583.2008.00069.x.

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Allen, Dominique, and Ingrid Landau. "Major court and tribunal decisions in Australia in 2019." Journal of Industrial Relations 62, no. 3 (2020): 446–60. http://dx.doi.org/10.1177/0022185620909411.

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This annual survey of significant court and tribunal decisions in Australia in 2019 covers employer efforts to restrain employee communication outside the workplace through codes of conduct and the use of biometric technology in the workplace. It also considers the rise of class actions in employment law and the strategic use by large employers of consumer and intellectual property laws against trade unions in the context of industrial disputes.

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B. Whyman, Philip, and Alina Ileana Petrescu. "Workforce nationality composition and workplace flexibility in Britain." International Journal of Manpower 35, no. 6 (2014): 776–97. http://dx.doi.org/10.1108/ijm-06-2013-0133.

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Purpose – The purpose of this paper, with an organisational focus, is to offer a novel examination of the association between workforce nationality composition and workplace flexibility practices (WFPs), an under-researched topic with high potential benefits at microeconomic and macroeconomic level. Design/methodology/approach – British data are used, as the UK has experienced significant immigrant flows and has a relatively high level of labour market flexibility. The Workplace Employee Relations Survey 2011, sampling 2,500 British workplaces, offers for the first time data on workforce nationality. Via zero-inflated regressions, the number of non-UK nationals employed in a workplace is assessed against a wide range of numerical, functional and cost WFPs. Findings – There are significant links between WFPs and the employment of non-UK nationals, and these are distinct for non-UK nationals from the European Economic Area (EEA) when compared to non-UK nationals from outside the EEA. The former are more likely to be in “good” employment, with job security, working from home, job autonomy and training. Yet, both types of non-UK nationals are more likely to be employed in workplaces making high use of causal contracts. The implications of these results are discussed. Originality/value – The paper addresses the need to research migration from a relatively new perspective of WFPs while also taking into account the diversity of non-UK nationals. The topic is of importance to organisations, as well as to labour market and migration policymakers. Timely results are of value in view of heightened interest in migration.

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Kaufman, Bruce E., Michael Barry, Rafael Gomez, and Adrian Wilkinson. "Evaluating the State of the Employment Relationship: A Balanced Scorecard Approach Built on Mackenzie King’s Model of an Industrial Relations System." Relations industrielles / Industrial Relations 73, no. 4 (2019): 664–701. http://dx.doi.org/10.7202/1056973ar.

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The industrial relations (IR) field in Canada and the United States (US) emerged in the late 1910s-early 1920s and is thus on the cusp of its 100th anniversary. The impetus for the creation of the IR field was growing public alarm in both countries over the escalating level of conflict, violence, and class polarization in employer-employee relations. The two countries established federal-level government investigative committees, theRoyal Commission on Industrial Relations(1919) in Canada and theCommission on Industrial Relations(1911-1915) in the US, to travel cross-country, gather evidence, and report their findings and overall evaluation.To commemorate the IR field’s centenary, this paper conducts the same type of cross-national ER evaluation, but with modern methods. First, this exercise requires a formal evaluation instrument, like a physical exam worksheet. Adopted is a modified version of a balanced scorecard. Second, the scorecard’s framework and questions should be theoretically informed. The framework used is a modified version of the diagrammatic model of an IR system presented by Mackenzie King inIndustry and Humanity(1918). The third step is to fill in the scorecard with data from individual workplaces, which are obtained for the US from a new nationally-representative survey of 2000+ workplaces, theState of Workplace Employment Relations Survey(SWERS). The fourth step is to aggregate all the diagnostic measures to obtain a summary numerical estimate for each of the companies of its state of ER performance and health.Based on a 1-7 (7 = highest) scale, then converted to F to A grades, we find that the average ER grade given by managers is B+ and by employees C+. The company scores are graphed in a frequency distribution that visually represents, for the first time in the literature, the lowest-to-highest pattern of employment relations performance and health across the US.

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Markey, Raymond, Ann Hodgkinson, and Jo Kowalczyk. "Gender, part‐time employment and employee participation in Australian workplaces." Employee Relations 24, no. 2 (2002): 129–50. http://dx.doi.org/10.1108/01425450210420884.

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The international trend in the growth and incidence of “non‐standard employment”, and its highly gendered nature, is well documented. Similarly, interest in employee involvement or participation by academics and practitioners has seen the emergence of a rapidly growing body of literature. Despite the continued interest in each of these areas, the literature is relatively silent when it comes to where the two areas intersect, that is, what the implications are for employee participation in the growth of non‐standard employment. This paper seeks to redress this relative insularity in the literature by examining some broad trends in this area in Australia. The literature lacks one clear, accepted definition of “non‐standard” employment. For ease of definition, and because of the nature of the available data, we focus on part‐time employment in this paper. The paper analyses data from the Australian Workplace Industrial Relations Survey of 1995 (AWIRS 95). It tests the hypotheses that part‐time employees enjoy less access to participatory management practices in the workplace than their full‐time counterparts, and that this diminishes the access to participation in the workplace enjoyed by female workers in comparison with their male colleagues, since the part‐time workforce is predominantly feminised. These hypotheses were strongly confirmed. This has major implications for workplace equity, and for organisational efficiency.

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Tews, Michael J., John Michel, Shi Xu, and Alex J. Drost. "Workplace fun matters … but what else?" Employee Relations 37, no. 2 (2015): 248–67. http://dx.doi.org/10.1108/er-10-2013-0152.

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Purpose – The purpose of this paper is to extend research on fun in the workplace by focussing on its relationship with job embeddedness among Millennials. This research examined the influence of four dimensions of fun, including fun activities, manager support for fun, coworker socializing, and fun job responsibilities, on embeddedness. In addition, this research assessed the impact of fun relative to other aspects of the employment experience. Design/methodology/approach – Data were obtained from 234 full-time working Millennials via survey methodology. Findings – Fun job responsibilities were the most dominant predictor of embeddedness followed by perceived career opportunities and praise and rewards. The other dimensions of fun accounted for significant variance in embeddedness, yet their influence was more modest. Research limitations/implications – The research demonstrated that fun plays a role in enhancing Millennials’ embeddedness, accounting for significant additional variance beyond other important aspects of the employment experience. At the same time, some aspects of fun were more dominant predictors of embeddedness than others, and other aspects of the employment experience were more dominant predictors than certain aspects of fun. These findings should be interpreted in the context of the primary limitation that the data were cross-sectional. Practical implications – Workplace fun may play a role in enhancing embeddedness, but organizations should not lose sight of other human resource management practices. Originality/value – The present study examined the role of workplace fun in a more nuanced perspective by examining its relationship on embeddedness relative to other important constructs.

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Guest, David, William Brown, Riccardo Peccei, and Katy Huxley. "Does partnership at work increase trust? An analysis based on the 2004 Workplace Employment Relations Survey." Industrial Relations Journal 39, no. 2 (2008): 124–52. http://dx.doi.org/10.1111/j.1468-2338.2007.00481.x.

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Delbridge, Rick, and Keith Whitfield. "More than mere fragments? The use of the Workplace Employment Relations Survey data in HRM research." International Journal of Human Resource Management 18, no. 12 (2007): 2166–81. http://dx.doi.org/10.1080/09585190701695317.

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Roscigno, Vincent J. "Discrimination, Sexual Harassment, and the Impact of Workplace Power." Socius: Sociological Research for a Dynamic World 5 (January 2019): 237802311985389. http://dx.doi.org/10.1177/2378023119853894.

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Research on workplace discrimination has tended to focus on a singular axis of inequality or a discrete type of closure, with much less attention to how positional and relational power within the employment context can bolster or mitigate vulnerability. In this article, the author draws on nearly 6,000 full-time workers from five waves of the General Social Survey (2002–2018) to analyze discrimination, sexual harassment, and the extent to which occupational status and vertical and horizontal workplace relations matter. Results demonstrate important and persistent race, gender, and age vulnerabilities, with positive vertical (i.e., supervisory) and horizontal (i.e., coworker) relations generally reducing the likelihood of discriminatory and sexually harassing encounters. Interaction modeling further reveals a heightened likelihood of both gender and age discrimination for those in higher status occupational positions but uniform vulnerabilities across the occupational hierarchy when it comes to women’s experiences of sexual harassment and minority encounters with racial discrimination.

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Sutherland, John. "Job Quality in Scotland." Scottish Affairs 25, no. 3 (2016): 337–71. http://dx.doi.org/10.3366/scot.2016.0139.

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This article examines job quality and job satisfaction for individuals who are employed at workplaces located in Scotland. Using a series of indices constructed from responses in the survey of employees associated with the 2011 Workplace and Employment Relations Study, it investigates how job quality and job satisfaction differ across individuals. It also examines whether job quality and job satisfaction for individuals employed in Scotland are different from individuals employed elsewhere in Britain. Individuals employed at workplaces in Scotland are seen to have positive perspectives about the quality of their jobs. Although most maintain that they work very hard, nonetheless they are seen to have considerable control over most aspects of their jobs; are confident about their job security; and view their workplace managers as being supportive. In terms of differences across individuals, who have higher (lower) levels of job quality depends upon the index of job quality used. With the exception of their pay, individuals are seen to be satisfied with all aspects of their jobs, although the level of satisfaction does vary across individuals. There is little difference between employees located in Scotland and employees located elsewhere in Britain with respect to either job quality or job satisfaction.

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Yoon-Ho, Kim, Kim Dong-One, and Mohammad A. Ali. "The Effects of Mutual Trustworthiness between Labour and Management in Adopting High Performance Work Systems." Articles 70, no. 1 (2015): 36–61. http://dx.doi.org/10.7202/1029279ar.

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In this study, we examine the role of mutual trustworthiness between labour representatives and management and its relationship with the adoption of High Performance Work Systems (HPWS) in the Korean employment relations context. We argue that trustworthiness is a feature of the parties to the exchange, as opposed to trust, which explains the nature of exchange relationships. We follow existing literature on trustworthiness and agree that it is composed of three variables, i.e., ability, integrity, and benevolence. We test the effects of these three variables as important antecedents for the adoption of HPWS at the workplace level. Using the National Establishment Survey 2009 conducted by Statistics Korea as a sample frame, we survey a representative sample of Korean establishments. These data consist of 1,353 paired responses from labour representatives and managers.Our results show that labour-management mutual ability trustworthiness (MAT) has a positive and significant relationship with the adoption of high performance work systems (Hypothesis 1); mutual benevolence trustworthiness (MBT) has a positive and significant relationship with the adoption of high performance work systems (Hypothesis 2); and mutual integrity trustworthiness (MIT) has a positive and significant relationship with the adoption of high performance work systems (Hypothesis 3). These results show that mutual trustworthiness in Korean employment relations is an important antecedent for the adoption of HPWS and can enable Korean industry to improve its position in the global economy. In the final analysis, it is implied that employment relations actors pursuing cooperative employment practices should ensure the development of a virtuous cycle of mutual trustworthiness.

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Tonkikh, Natalia, Tatiana Markova, and Elena Zaborova. "The Development of a Tool to Monitor the Impact of Flexible Conditions, Including Remote Employment, on Youth Work-Life Balance Parameters." SHS Web of Conferences 93 (2021): 03024. http://dx.doi.org/10.1051/shsconf/20219303024.

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Transformational processes in labor relations affect the employees’ social well-being. The published empirical works show that the values and perceptions of employment conditions differ among employees of various generations. The authors set the goal to develop and test a tool to monitor the work-life balance parameters of young people, belonging to the economically active part of Generation Z. The tool should be able to identify real and desired models of work-life balance and monitor well-being by satisfaction with the established ratio in the distribution of personal time over key areas that characterize the quality of life depending on the form and type of labor relations. When developing the tool, the authors paid special attention to the possibility of measuring the impact of modern flexible employment formats, including remote employment, on the social well-being of working youth of generation Z. The authors rely on the provisions of work/family border theory, generational theories and methods for assessing workplace toxicity. The application of sociological methods and instruments is justified. The authors developed a questionnaire for monitoring the satisfaction rate, tested during the pilot expert survey of young specialists in the Russian labor market by running a personal formalized survey. The respondents' responses were recorded in Google online questionnaire. An expert survey was conducted in May 2020. The results obtained confirmed that the tool allows to assess the required parameters. There was identified a positive relationship between flexible forms of employment and satisfaction with the work-life balance in the youth environment. Further research is considered to be promising.

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Frenkel, Stephen J., Shahidur Rahman, and Kazi Mahmudur Rahman. "After Rana Plaza: Governing Exploitative Workplace Labour Regimes in Bangladeshi Garment Export Factories." Journal of Industrial Relations 64, no. 2 (2022): 272–97. http://dx.doi.org/10.1177/00221856211063924.

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In 2013, the Rana Plaza disaster highlighted the highly exploitative conditions of the global garment supply chain centred on Bangladesh. Global lead firms and other stakeholders responded by reforming the labour governance system comprising public and private regulations. How can the effects of this new multi-level governance system on worker outcomes (wages, working conditions and workers’ rights) be conceptualized and explained? Using an inter-disciplinary framework integrating an industrial relations/sociology perspective and a global production network approach, we show how workplace relations (structural and relational workplace characteristics) mediate the relationship between the labour governance system and worker outcomes. A mixed methods research design that includes a factory management survey and case studies enables us to identify and analyse two predominant types of workplace labour regimes associated with different patterns of worker outcomes (procedural and substantive employment conditions). Referred to as the hardship and sweatshop regimes, respectively, these differ in the extent to which workers are exploited. With the emergence of the Covid-19 pandemic, we discuss the possibility that modern slavery, the worst form of worker exploitation, is emerging. The paper concludes by briefly considering several research and practical implications of our analysis.

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Mirza, Jasmin. "Accommodating Purdah to the Workplace: Gender Relations in the Office Sector in Pakistan." Pakistan Development Review 38, no. 2 (1999): 187–206. http://dx.doi.org/10.30541/v38i2pp.187-206.

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Based on a qualitative survey of female office workers conducted in Lahore in 1996-97, this article examines the increasing market integration of women, particularly from the lower middle classes, into secretarial and technical occupations in the office sector in urban Pakistan. The study shows that gender images and gender relations inherent in the social order of Pakistani society—particularly the absence of socially sanctioned modes of communication between the sexes, a strong sexualisation of gender relations outside the kinship system, and the incessant harassment of women in the public sphere—surface inside the offices. Female office workers use many strategies, derived from their own life world, to maneuver in the office sector, to appropriate public (male) space, and to accommodate the purdah system to the office environment. By “creating social distance”, “developing socially obligatory relationships”, “integrating male colleagues into a fictive kinship system”, and “creating women’s spaces” they are able to establish themselves in a traditional male field of employment, namely, the office sector.

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Kamarova, Tatiana A. "Trends in the distribution of non-standard employment." Herald of Omsk University. Series: Economics 21, no. 2 (2023): 30–43. http://dx.doi.org/10.24147/1812-3988.2023.21(2).30-43.

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This work is devoted to the non-standard segment of employment and the main trends in its distribution. The article presents the results of a pilot study, which purpose was to identify the scale of non-standard forms of employment, determine its structure and trends in the labor market. The author's hypothesis was that the share of the non-standard segment of employment in the labor market is increasing, which is due to the influence of modern economic, social, and other conditions. The methods of comparative analysis and sociological survey were used in the work. The pilot survey involved 405 respondents aged 15 to 59 who were employed or had work experience at the time of the survey. Approbation of sociological tools (questionnaires) was carried out on the territory of the Sverdlovsk region. The developed questionnaire included questions to determine the non-standard nature of employment on the following grounds: workplace, mode and schedule of work, formalization of labor relations, the presence of additional employment. Based on the data obtained during a sociological survey, the structure of non-standard forms of employment of the population was established on the example of the Sverdlovsk region, its main modern trends in its distribution were identified, and categories of personnel with non-standard employment were identified. Analysis and generalization of the results of the sociological survey led to the conclusion that changing economic conditions and other factors contribute to the transformation of the employment segment in the labor market, expanding the range of its new forms. The results of the study can be used in the development of the legal framework and the improvement of the instruments of state regulation of non-standard forms of employment.

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Jupowicz-Ginalska, Anna, and Monika Kaczmarek-Śliwińska. "Perception of Violence and Abuse in the Work Environment of Polish Communication Experts: The Gender Context." UR Journal of Humanities and Social Sciences 34, no. 1 (2025): 131–54. https://doi.org/10.15584/johass.2025.1.8.

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We analyze the perception of various shades of violence and abuse in the workplace among Polish communication experts in the context of gender (with references to professional advancement opportunities, occurrence of biases, job satisfaction, and incidents of sexual harassment). We use a quantitative method with survey research. The questionnaire was created for the as part of the project ‘Wellbeing in Public Relations and Communications Industries’, which is run within the EUPRERA network on 'Women in PR'. For this paper, we analyze Polish data: independent variables (gender and age of respondents, employment sector, the organization's size, and the length of professional careers) and dependent variables (four statements related to perceived gender discrimination and sexual harassment). We collected the data between May-September, 2023. A group of 122 individuals completed the survey, and then we calculated the data with Excel's pivot formula. The study confirmed that gender impacts the scale and perception of workplace violence/abuse. It was an obstacle to success for one-third of men and two-thirds of women. Nearly 60% of women believed it negatively impacted their advancement (over 80% of men had no such experiences). Additionally, 70% of women and 34% of men experienced harassment. Our study supports the discussed theory, confirming that women often experience workplace discomfort. Two observations are worth underlining: 1) a surprisingly broad range of behaviors in expert communication workplaces; 2) a generational shift in reporting abuse and harassment, with younger, less experienced men reporting more, later reversed as older women feel more harassed.

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Davies, Rhys, and Richard Welpton. "How Does Workplace Monitoring Affect the Gender Wage Differential? Analysis of the Annual Survey of Hours and Earnings and the 2004 Workplace Employment Relations Survey - A Research Note." British Journal of Industrial Relations 46, no. 4 (2008): 732–49. http://dx.doi.org/10.1111/j.1467-8543.2008.00700.x.

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Disney, Richard, Amanda Gosling, and Stephen MacHin. "British Unions in Decline: Determinants of the 1980s Fall in Union Recognition." ILR Review 48, no. 3 (1995): 403–19. http://dx.doi.org/10.1177/001979399504800302.

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This examination of establishment-level data from the Workplace Industrial Relations Surveys of 1980, 1984, and 1990 shows that the proportion of British establishments (that is, workplaces in both the private and public sector) that recognized unions for collective bargaining over pay and working conditions fell by almost 20% between 1980 and 1990. Largely accountable for this decline was a much lower rate of union recognition in establishments founded in the 1980s than in previous years, particularly in the private sector. Citing these findings, as well as recent structural changes in employment in the British labor market (such as the shift from manufacturing to services, from manual to non-manual employment, and from full-time to part-time work) and a government that continues to enact anti-union legislation, the authors foresee no reversal of unions' decline in the 1990s.

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Regalia, Ida. "Labour regulation in small firms." Employee Relations 39, no. 3 (2017): 335–50. http://dx.doi.org/10.1108/er-08-2016-0159.

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Purpose The purpose of this paper is to highlight a series of critical points in the traditional theory (and practice) of ER/IR, in search of a more comprehensive paradigm. Design/methodology/approach After an introduction based on a literature review, the paper draws on the results of recent empirical research, and particularly of a survey of employment relations in Italian small firms, in order to explore the extent to which practices conform to traditional expectations on the functioning of collectively mediated IR systems. Findings Through the combination of two dimensions – the representation of labour and the degree of workplace welfare – a typology of ER models in small firms is thus delineated unveiling the diffusion of “anomalous” configurations, in which labour organization and workplace welfare are disconnected from one another. Research limitations/implications The research results, which are here instrumentally used as an example of a much broader range of facts and behaviours that challenge the traditional wisdom, disclose a number of implications at theoretical level, that still need to be fully appreciated. They include the need to consider: the structure and composition of resources available to ER/IR actors both within and beyond workplaces; and the conditions for good labour relations also in absence of representation. Originality/value The paper contributes to the debate on the possibilities of positive and socially acceptable ways of setting the rules of work in the globalized scenario by focussing not on new, fashionable issues, but on an old problem often neglected by classic studies on industrial relations in the golden age.

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Barros, Carla, Rute F. Meneses, Ana Sani, and Pilar Baylina. "Workplace Violence in Healthcare Settings: Work-Related Predictors of Violence Behaviours." Psych 4, no. 3 (2022): 516–24. http://dx.doi.org/10.3390/psych4030039.

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Healthcare workers are exposed to workplace violence such as physical assaults, psychological violence and threats of violence. It is crucial to understand factors associated with workplace violence to prevent and mitigate its consequences. This study aims to identify work-related factors that might influence workplace violence in healthcare settings. A cross-sectional study was developed between March and April of 2022 with healthcare workers. The Aggression and Violence at Work Scale was used to assess workplace violence, and psychosocial risks were assessed through the Health and Work Survey—INSAT. Statistical analysis using bivariate analysis was performed to identify the psychosocial risk factors related to physical violence, psychological violence and vicarious violence. Subsequently, a multiple linear regression was performed to identify the models that better explained the relationship between psychosocial risk factors and the three dimensions of violence. Psychological violence was frequently experienced by the healthcare workers. Significant associations were found between psychosocial risk factors and physical, psychological and vicarious violence, namely working hours, work relationships, employment relations, high demands and work intensity. These findings highlight the importance of taking into consideration work-related factors when designing interventions to prevent and address workplace violence in healthcare settings.

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Beaumont, Phillip B., and Richard I. D. Harris. "Comparing Union and Nonunion Establishments in Britain." Articles 50, no. 3 (2005): 516–30. http://dx.doi.org/10.7202/051032ar.

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Existing survey research in Britain has shown that there are notable differences between the characteristics of union and nonunion establishments. But at the same time case study research has indicated that the characteristics and employment practices of nonunion organizations vary quite widely. In order to try to reconcile these findings, this paper presents an analysis of some data contained in the 1990 national Workplace Industrial Relations Survey. The findings reveal that a sizeable minority of nonunion establisments have similar characteristics to unionized establishments which, in turn, make them particularly vulnerable to union organizing efforts and help account for the fact that it is these nonunion establishments which are most strongly opposed to a possible union presence. The implications of these findings for future research are then discussed.

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Beaumont, Philip B., and Richard I. D. Harris. "Good Industrial Relations, Joint Problem Solving and HRM." Articles 51, no. 2 (2005): 391–406. http://dx.doi.org/10.7202/051100ar.

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Do new human resource management practices fit comfortably with the existing collective bargaining relationship in unionized establishments? This is a question of concern to researchers in many advanced industrialized economies; this is particularly the case in Britain where human resource management practices are more a feature of the union, rather than nonunion, employment sector. The initial analysis of this paper, based on the 1990 national Workplace Industrial Relations Survey, indicates that an index of human resource management practices is negatively related to management reports of the quality of the existing employee-management relationship in unionized establishments, in contrast to the position in nonunion establishments. This finding is consistent with some existing case study research which indicates that human resource management practices are marginalizing the union-collective bargaining role in unionized organizations. However, a case study of the paper industry indicates that such marginalization does not occur if the existing relationship is more of a joint problem solving one.

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Wooden, Mark. "Individual Agreement-Awaking in Australian Workplaces: Incidence, Trends and Features." Journal of Industrial Relations 41, no. 3 (1999): 417–45. http://dx.doi.org/10.1177/002218569904100305.

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There is a growing body of evidence suggestive of the rising importance of individual employment arrangements. Prior to this study, however, relatively little data were available that enabled the quantification of trends in the use of individual contracts and agreements, let alone provided details about the types of firms that introduce individual agreements, the reasons why those firms introduce them, and the major features of such agreements. It is these questions that this article seeks to address. The main vehicle for achieving this is a data set collected as part of a survey of workplace managers conducted in September 1998.

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Rasmussen, Erling, Barry Foster, and Deirdre Farr. "The battle over employers’ demand for “more flexibility”." Employee Relations 38, no. 6 (2016): 886–906. http://dx.doi.org/10.1108/er-12-2015-0226.

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Purpose The purpose of this paper is to place empirical research on New Zealand employers’ attitudes to collective bargaining and legislative change within the context of the long running debate of flexibility. Design/methodology/approach A cross-sectional survey design using a self-administered postal questionnaire, covering private sector employers with ten or more staff and including employers within all 17 standard industry classification. To explore particular issues, an additional in-depth interviews were conducted of 25 employers participating in the survey. Findings It is found that employers support overwhelmingly recent legislative changes though there are variations across industries and firm sizes. There is also considerable variation in terms of which legislative changes are applied in the workplace. Despite fewer constraints on employer-determined flexibility, there was a rather puzzling finding that most employers still think that employment legislation is even balanced or favouring employees. Originality/value Cross-sectional survey findings of New Zealand employer attitudes to legislative changes are few and provide valuable data for policy makers, unions, employers and employment relations researchers. The paper also contributes to a more comprehensive understanding of pressures to increase employer-determined flexibility in many western countries.

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Thompson, Paul. "All Change at Work? British Employment Relations 1980‐98, Portrayed by the Workplace Industrial Relations Survey Series20011Neil Millward, Alex Bryson and John Forth.All Change at Work? British Employment Relations 1980‐98, Portrayed by the Workplace Industrial Relations Survey Series. London: Routledge 2000. 288 pp., ISBN: ISBN 0‐415‐20634‐0 £20 (pbk)." Employee Relations 23, no. 2 (2001): 207–14. http://dx.doi.org/10.1108/er.2001.23.2.207.1.

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Lertsupaphola, Suriyon, Pisamai Jarujittipant, and Keitchai Veerayannon. "THE FACTORS IMPACTING THE QUALITY OF WORK LIFE OF CONTRACTED EMPLOYEES IN THE PROVINCIAL ELECTRICITY AUTHORITY'S ELECTRIC POWER SYSTEM." RMUTT GLOBAL BUSINESS ACCOUNTING AND FINANCE REVIEW 9, no. 1 (2025): 42–54. https://doi.org/10.60101/gbafr.2025.278807.

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Purpose – This study examines factors influencing the quality of work life (QWL) of outsourced employees in Thailand’s electricity sector, focusing on labor management practices. Methodology – A quantitative survey design was employed, utilizing structured questionnaires to collect data from 484 outsourced employees of the Provincial Electricity Authority (PEA). Descriptive and inferential statistical analyses, including t-tests, ANOVA, and multiple regression analysis, were used to examine the relationships between labor management factors and QWL. Results – The study found that workplace safety, skill development, and labor relations significantly influence QWL, with workplace safety management being the most critical factor. Organizational size was also found to impact on QWL, as employees in larger firms reported better working conditions. However, compensation and welfare management were identified as areas needing improvement, with moderate satisfaction levels reported. Implications – Based on the research findings, the implications suggest that outsourcing organizations should prioritize skill development management as the most critical factor influencing quality of work life, followed by workplace safety and labor relations management. While organizational size significantly impacts employee well-being, addressing compensation inadequacies remains essential for sustainable workforce retention and satisfaction. Originality/Value – This study contributes to the literature on labor management by providing empirical insights into outsourced employee experiences in the energy sector. It underscores the importance of structured labor policies to balance cost efficiency with workforce well-being, promoting sustainable employment practices.

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Pensiero, Nicola. "The effect of computerisation on the wage share in United Kingdom workplaces." Economic and Labour Relations Review 33, no. 1 (2021): 158–77. http://dx.doi.org/10.1177/10353046211048750.

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This historical paper analyses the distributional consequences of computerisation on the wage share of income in United Kingdom (UK) workplaces in the first decade of this century. The reasons why computerisation might increase a firm’s income but reduce the share assigned to wages are still not well understood. The uniquely rich Workplace Employment Relations Survey (WERS) 2004–2011 includes firm-level measures of the main production inputs and outputs, and thus allows an analysis of the main mechanisms through which increased computer usage influenced the wage share of income in UK workplaces over this period. This analysis shows that the proportion of employees using computers impacted the wage share in ways that were at odds with two mainstream views: that computers complement capital, and that labour can be easily replaced by capital. The results show that the proportion of employees using computers reduced the wage share by disproportionally increasing the productivity of the least skilled employees, who were not proportionally compensated for their increase in productivity. The stability of the wage share, over the period of interest, is explained by the rise in a workplace’s share of professional employees and by a rise in work effort. This positive contribution to the wage share was counteracted by an increased share of employees using computers and by a reduction in the share of employees whose pay was negotiated by unions, thereby contributing to a decline in the wage share of firm income. JELcode J31

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Krutova, Oxana, Tuuli Turja, Pertti Koistinen, Harri Melin, and Tuomo Särkikoski. "Job insecurity and technology acceptance: an asymmetric dependence." Journal of Information, Communication and Ethics in Society 20, no. 1 (2021): 110–33. http://dx.doi.org/10.1108/jices-03-2021-0036.

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Purpose Existing research suggests that the competitive advantage provided by technological development depends to a large extent on the speed and coordination of the technology’s implementation, and on how adoptable the technological applications are considered. While accepting this argument, the authors consider the explanatory model to be inadequate. This study aims to contribute to the theoretical discussion by analysing institutionalised industrial relations and other organisation-level factors, which are important for workplace restructuring and societal change. Design/methodology/approach The analysis is based on a representative nation-wide work and working conditions survey (N = 4,100) from Finland, which includes a variety of themes, including practices, changes and well-being at work. Changes are understood as organisational changes, focusing on modern technologies such as robotisation and digitalisation. Findings The results indicate that occupational division at workplace (low-skilled vs high-skilled occupations) affects job insecurity and acceptance of technologies at work. The characteristics of workplaces, such as the employees’ participation and involvement in the development of the organisation, play a significant part in both the acceptance and the implementation and outcomes of the technological transformations in the workplace. Practical implications The research provides new and interesting insights into working life practices. Furthermore, it reveals how technology acceptance and employment perspectives relate to working conditions and lessons learned from past reforms. Originality/value The authors consider current theories such as technology acceptance model at the micro level and that way rationalise the need for this study. This study shows the importance of individual, organisational and wider contextual factors in technology acceptance.

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Allen, Dominique, and Ingrid Landau. "Major court and tribunal decisions in Australia in 2017." Journal of Industrial Relations 60, no. 3 (2018): 397–413. http://dx.doi.org/10.1177/0022185618759746.

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This annual survey of significant court and tribunal decisions in Australia in 2017 covers changes to the award safety net implemented through the 4-yearly review, including in relation to penalty rates and casual employment. It outlines developments in collective bargaining, focusing on agreement-making, protected industrial action, the good faith bargaining provisions and the rise in successful applications by employers for termination of agreements. A Queensland decision considering community pickets and the interaction between state peaceful assembly legislation and the Fair Work Act is also noted. Decisions on workplace discrimination show that the courts are still grappling with Fair Work Act provisions in this area, and taking divergent approaches. The survey also discusses a successful accessorial liability action taken by the Fair Work Ombudsman, which is significant for both internal and external business advisors.

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Emmott, Mike. "Employment relations over the last 50 years: confrontation, consensus or neglect?" Employee Relations 37, no. 6 (2015): 658–69. http://dx.doi.org/10.1108/er-07-2015-0140.

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Purpose – The purpose of this paper is to discuss significant changes in the concept and practice of employment relations over the last 50 years. It does so from both public policy and management perspectives and highlights the continued failure to align these two perspectives. Design/methodology/approach – The paper draws on the author’s research as an adviser at the Chartered Institute of Personnel and Development, and his previous experience as a civil servant in the Employment Department. A range of published sources are relied on, including quantitative, survey based and qualitative, case-study and other evidence. Findings – The over-riding need to tackle inflation led governments in the 1960s and 1970s to make repeated attempts to build a stronger legal framework around collective bargaining, and to intensifying incomes policies which brought governments into frequent conflict with the trade unions. This was followed by incremental reform of trade union legislation under Margaret Thatcher in the 1980s, to which there has subsequently been no serious challenge. The question is posed whether the author is nearing the end of the road for trade union voice in the UK, or whether there is scope for a “new deal” under which trade unions can join with other key stakeholders in making a positive contribution towards economic regeneration. Looking forward, the paper discusses shifts in trade union approaches to industrial action and major challenges for employers, including managing individual conflict and employee voice. Originality/value – The paper suggests that the ambiguity of the term “employee relations” means the author needs to ask what are the specific challenges facing employee relations practitioners today. Employee relations managers are undertaking a wide range of jobs. Their current focus on employee relations reflects a shift from the defensive attitudes that characterised the earlier part of the period to a more positive one. The paper concludes by arguing the case for a national forum bringing together employers, trade unions and other key stakeholders to advise government on workplace issues.

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Gao, Qin, and Candice Yandam Riviere. "Gains from Contractualization: Evidence from Labor Regulations on Chinese Workers." China Law and Society Review 9, no. 2 (2024): 109–39. http://dx.doi.org/10.1163/25427466-20240004.

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Abstract The 2008 Labor Contract Law of China stipulates that all employment relationships must be covered by a written labor contract. This regulation considerably strengthened employment protection for workers. Using a unique longitudinal dataset, the China Labor-force Dynamics Survey (2012, 2014, and 2016 waves), this article estimates the impact of the formal contractualization of labor relations on workers’ labor market outcomes, social insurance participation, and job satisfaction. We find that obtaining a labor contract was strongly associated with an increase in salary, a decrease in working overtime hours, and greater participation in unemployment and pension insurances. In terms of job satisfaction, workers who obtained a labor contract reported being less satisfied with their workplace environment and income than they had anticipated. This is not to suggest that workers are not benefiting from the law. Instead, it suggests that workers had higher expectations from benefits gained through contractualization than what they derived.

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Cornillez Jr., Eduardo Edu C., Sofio Rocky T. Caminoc, Belinda R. Basas, Benedicto T. Militante Jr., and Ramelito R. Paler. "Tracer Study of Teacher Education Graduates of the Eastern Visayas State University-Tanauan Campus, Philippines." European Journal of Education and Pedagogy 2, no. 3 (2021): 186–93. http://dx.doi.org/10.24018/ejedu.2021.2.3.143.

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The study's purpose was to examine the employment characteristics of teacher education graduates from the classes of 2013 to 2017. Specifically, to explore a graduate's perception of the extent of the relevance of their chosen program curriculum learning areas to employment, and the extent of the use of competencies and values they learned at university. A survey study design that is descriptive was utilized in the study with a random sample of 179 graduates identified as the primary study respondents. Based on the results, the majority of respondents were employed with permanent or regular employment status and worked locally within the region. Graduates' initial and current employment levels were professional, technical, or supervisory, and they were hired within 1 to 6 months of graduation. Salaries and benefits were the major factors in changing the first job careers of graduates. Moreover, graduates perceived the extent of the curriculum offered as relevant, and the general education and teaching practicum learning areas were found to be the most relevant areas that contribute the most to their employment. Communication, human relations, and self-assurance skills are the most useful workplace competencies and values. Students' university preparation has greatly aided their employment. Similar research may be undertaken in the future, which should include other school-related and employability variables not covered in the study.

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Ahire, M., and V. Sinha. "After-COVID era: Workplace 4.0 as the new revolution of employee experience." CARDIOMETRY, no. 23 (August 20, 2022): 272–82. http://dx.doi.org/10.18137/cardiometry.2022.23.272282.

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Purpose: Analysis of the shift from Employee Engagement to Employee Experience, its effect on Organization Efficiency, and impact on Employee Advocacy. It aims to reframe human resource practices that fit better in the modern workplace. Design/Methodology: Conduct Survey with early adopters or in the stage of adopting Employee Experience concept across different sectors and Systematic & A critical review of Literature on Evolution, Global trends & Impact of Employee Experience. Findings: Employee Experience leads to great customer experience, which creates loyal customers and stronger financial results, resulting in Employee Advocacy and Employer Branding. Practical Applications: Employee Experience is considered the most trending HR practice and has implications on the workplace’s physical, technological & cultural environment. Originality Value: To retain the multigenerational workforce, we need to bring personalization in experiences across different stages of the employment cycle & employee-first approach rather than the traditional customer-first approach.

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Buchanan, John. "Inside the Workplace - Findings from the 2004 Workplace Employment Relations Survey - By Barbara Kersley, Carmen Alpin, John Forth, Alex Bryson, Helen Bewley, Gill Dix and Sarah Oxenbridge." British Journal of Industrial Relations 46, no. 3 (2008): 565–67. http://dx.doi.org/10.1111/j.1467-8543.2008.00690_6.x.

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