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Artículos de revistas sobre el tema "Workplace relations"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 20 de febrero de 2023

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1

Callus, Ron, and Russell Lansbury. "Workplace Industrial Relations." Labour & Industry: a journal of the social and economic relations of work 1, no. 2 (June 1988): 364–72. http://dx.doi.org/10.1080/10301763.1988.10669049.

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2

Kitay, Jim. "Analyzing Workplace Industrial Relations: The Australian Workplace Industrial Relations Survey Typology." Journal of Industrial Relations 33, no. 4 (December 1991): 547–63. http://dx.doi.org/10.1177/002218569103300409.

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3

Morgan, David E. "The Nature of Workplace Relations: A Typology of Social Relations and Analysis of Industrial Relations Systems." Economic and Labour Relations Review 4, no. 1 (June 1993): 140–66. http://dx.doi.org/10.1177/103530469300400108.

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There has been growing concern over the role of industrial relations arrangements in the workplace in Australia. In response more industrial relations research has focused on the workplace over the recent past. Although this work has centred on a range of themes, it has however relied on essentially the same theoretical framework or industrial relations paradigm. The basis of which is the analysis of bargained rules — the result of the joint-regulation of employment and workplace practice. In other words, the bargaining paradigm focuses overwhelmingly on one type of labour-management relation

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4

Terry, Michael. "Workplace unions and workplace industrial relations: the Italian experience." Industrial Relations Journal 24, no. 2 (June 1993): 138–50. http://dx.doi.org/10.1111/j.1468-2338.1993.tb00667.x.

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5

Wazeter, David L., Ali Dastmalchian, Paul Blyton, and Raymond Adamson. "The Climate of Workplace Relations." Industrial and Labor Relations Review 47, no. 1 (October 1993): 147. http://dx.doi.org/10.2307/2524254.

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6

Wood, Stephen, Neil Millward, Mark Stevens, David Smart, and W. R. Hawes. "Workplace Industrial Relations in Transition." Industrial and Labor Relations Review 46, no. 4 (July 1993): 721. http://dx.doi.org/10.2307/2524317.

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7

Davis, Marrie. "Self-Image and Workplace Relations." TEXILA INTERNATIONAL JOURNAL OF NURSING 2, no. 1 (June 22, 2016): 1–7. http://dx.doi.org/10.21522/tijnr.2015.02.01.art008.

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8

Lansbury, Russell D., and Duncan Macdonald. "Workplace Industrial Relations and Deregulation." Employee Relations 16, no. 4 (June 1994): 8–21. http://dx.doi.org/10.1108/01425459410066247.

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9

Kerr, Anthony. "The Workplace Relations Reform Project." European Labour Law Journal 7, no. 1 (March 2016): 126–41. http://dx.doi.org/10.1177/201395251600700107.

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10

Rotemberg, Julio J. "Human Relations in the Workplace." Journal of Political Economy 102, no. 4 (August 1994): 684–717. http://dx.doi.org/10.1086/261951.

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11

Van Gramberg, B., J. Teicber, and G. Griffin. "Industrial Relations in 1999: Workplace Relations, Legalism and Individualization." Asia Pacific Journal of Human Resources 38, no. 2 (January 1, 2000): 4–22. http://dx.doi.org/10.1177/103841110003800202.

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12

Goods, Caleb. "Climate change and employment relations." Journal of Industrial Relations 59, no. 5 (July 18, 2017): 670–79. http://dx.doi.org/10.1177/0022185617699651.

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A central, yet overlooked, aspect of contemporary employment relations is the growing impact climate change is having on workplace relations. This research note outlines how climate change and workplace relations are linked, the minimal academic focus this important research area has received and the limited response from employment relations actors to the climate change challenge. Some examples of ‘climate bargaining’ are given to demonstrate both the connection between employment relations and climate change and to provide possible models for meaningfully advancing climate change actions in

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13

Pangestika, Elviera Rosa. "ENHANCING EMPLOYEES PERFORMANCE THROUGH A WORK ETHIC WITH ISLAMIC SPIRITUAL LEADERSHIP BASED, HUMAN RELATION, ORGANIZATIONAL SUPPORT, WORKPLACE SPIRITUALITY, AND ORGANIZATIONAL COMMITMENT." International Journal of Islamic Business Ethics 3, no. 2 (September 3, 2018): 505. http://dx.doi.org/10.30659/ijibe.3.2.505-515.

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This study aims to test and analyze employee performance improvement through work ethos with the influence of spiritual leadership of Islam, human relations, organizational support, workplace spirituality,organizational commitment. Population in this research is employees of Islamic Hospital Nahdlatul Ulama Demak which amounted to 68 people with respondent retrieval through purposive sampling techniquewith census method. Analyzer used is path analysis. From the result of data test by using SPSS, it is found that spiritual leadership of Islam, human relation, organizational support, workplace s

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14

Schmidt, Werner, and Andrea Müller. "Social Integration and Workplace Industrial Relations." Articles 68, no. 3 (September 24, 2013): 361–86. http://dx.doi.org/10.7202/1018432ar.

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This paper tackles the question of how social integration of migrant and native employees takes place in German industry and what role workplace industrial relations play in it. Three company case studies in manufacturing based on expert interviews with management representatives and works councillors, interviews and group discussions with employees of different origin, employee surveys, as well as company statistics, were used to explore this issue. The paper analyzes the social structure of the investigated companies, examines the interaction of employees of different origin and the role wor

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15

Millward, Neil, and Mark Stevens. "British workplace industrial relations 1980–1984." Policy Studies 7, no. 3 (January 1987): 50–65. http://dx.doi.org/10.1080/01442878708423473.

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16

Willcocks, Leslie, and David Mason. "Managing New Technology and Workplace Relations." Employee Relations 12, no. 3 (March 1990): 3–11. http://dx.doi.org/10.1108/01425459010002430.

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17

Kessler, Ian. "Workplace Industrial Relations in Local Government." Employee Relations 13, no. 2 (February 1991): 1–31. http://dx.doi.org/10.1108/01425459110004347.

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18

Frenkel, Stephen J. "The Embedded Character of Workplace Relations." Work and Occupations 30, no. 2 (May 2003): 135–53. http://dx.doi.org/10.1177/0730888403251516.

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19

Crockett, Geoffrey, and Peter Dawkins. "The Australian Workplace Industrial Relations Survey." Australian Economic Review 27, no. 4 (October 1994): 113–18. http://dx.doi.org/10.1111/j.1467-8462.1994.tb00867.x.

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20

Wooden, Mark. "Workplace Relations Reform: Where to Now?" Australian Economic Review 38, no. 2 (June 2005): 176–81. http://dx.doi.org/10.1111/j.1467-8462.2005.00364.x.

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21

Ryan, Matthew. "Workplace Relations Reform, Prosperity and Fairness." Australian Economic Review 38, no. 2 (June 2005): 201–10. http://dx.doi.org/10.1111/j.1467-8462.2005.00367.x.

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22

Frenkel, Stephen. "Workplace Relations: Past, Present and Future." Australian Journal of Management 27, no. 1_suppl (June 2002): 149–59. http://dx.doi.org/10.1177/031289620202701s15.

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This paper briefly describes and explains a research trajectory that spans 25 years and provides some pointers for future research. Three sets of studies are addressed and organised thematically. The theme of the first research program is industrial conflict and accommodation, and the settings include strike-prone industries in Britain and Australia in the decade, 1973–83. The second set of studies addresses the theme of globalisation and the impact of multinational corporations on workplace relations. Relevant settings include countries in Africa, Europe and especially Asia in the period, 199

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23

Delbridge, Rick, and James Lowe. "Workplace Relations and the New Shopfloor." British Journal of Industrial Relations 36, no. 2 (June 1998): 161–62. http://dx.doi.org/10.1111/1467-8543.00086.

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24

Willis, Ralph. "The Australian Workplace Industrial Relations Survey." Labour & Industry: a journal of the social and economic relations of work 1, no. 3 (October 1988): 404–6. http://dx.doi.org/10.1080/10301763.1988.10669051.

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25

Millward, Neil, and Mark Stevens. "British Workplace Industrial Relations 1980-1984." British Journal of Industrial Relations 25, no. 2 (July 1987): 275. http://dx.doi.org/10.1111/j.1467-8543.1987.tb00713.x.

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26

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

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27

Zeytinoglu, Isik U., and Gordon B. Cooke. "On-the-Job Training in Canada: Associations with Information Technology, Innovation and Competition." Journal of Industrial Relations 51, no. 1 (February 2009): 95–112. http://dx.doi.org/10.1177/0022185608099667.

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This article focuses on the associations between on-the-job training and new information technology, innovation introduced in the workplace, and competition experienced by the workplace. The study uses Statistics Canada's 2001 Workplace and Employee Survey, a Canada-wide survey of employers and employees. Only about a third of Canadian workers receive on-the-job training. Multivariate results show that innovation introduced in the workplace is significantly associated with providing on-the-job training. To a lesser extent, implementing new information technology and experiencing competition ar

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28

Aly, Shady, Jan Tyrychtr, and Ivan Vrana. "Optimizing Design of Smart Workplace through Multi-Objective Programming." Applied Sciences 11, no. 7 (March 29, 2021): 3042. http://dx.doi.org/10.3390/app11073042.

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Smart environments have proven very supportive to the improvement of the performance of people in different workplaces. Plenty of applications have been introduced spanning different settings including healthcare, ambient assisted living, homes, offices, and manufacturing environment, etc. However, subjectivity and ambiguity prevail in the majority of research, and still, up to date, rare approaches found quantitatively and objectively constructing or assessing the impact of smart enabling technologies on the performance of the subject environment. Further, no approaches have considered optimi

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29

Dawson, Andrew, and Simone Dennis. "Workplace Intimacy." Anthropology in Action 28, no. 1 (March 1, 2021): 1–7. http://dx.doi.org/10.3167/aia.2021.280101.

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Amidst massive economic damage tension between the needs to save lives and save jobs has become the basis of a key political fault-line and a matter of daily on-the-ground management during the COVID-19 pandemic. In this article we consider four especially salient changes to work-life wrought by the pandemic: (1) new workplace praxes pertaining to matters of touch; (2) erosion and degrading of the quality of erstwhile intimate relations in certain workplaces; (3) changes to senses of belonging and homeliness in workplaces; (4) and, reflecting on the particular type of work that we do, how the

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30

Melzer, Silvia Maja, and Martin Diewald. "How Individual Involvement with Digitalized Work and Digitalization at the Workplace Level Impacts Supervisory and Coworker Bullying in German Workplaces." Social Sciences 9, no. 9 (September 10, 2020): 156. http://dx.doi.org/10.3390/socsci9090156.

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Digitalized work has gained importance across industrialized countries. Simultaneously, research investigating the consequences of digitalized work for workplace relations among employees, supervisors, and coworkers, such as workplace bullying, is largely missing. This study is, to the best of our knowledge, the first to investigate how digitalized work influences supervisory and coworker bullying dependent on individual, job, and workplace characteristics. We use representative linked-employer-employee data from 3612 employees located in 100 large workplaces in Germany across all industrial s

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31

Quinlan, Elizabeth, Susan Robertson, Ann-Marie Urban, Isobel M. Findlay, and Beth Bilson. "Ameliorating Workplace Harassment among Direct Caregivers in Canada’s Healthcare System: A Theatre-Based Intervention." Work, Employment and Society 34, no. 4 (September 12, 2019): 626–43. http://dx.doi.org/10.1177/0950017019867279.

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The article reports on a theatre-based intervention designed to address workplace harassment among direct caregivers in Canada. The study is part of a larger analytical project that relies on labour process theory and critical realist evaluation methodology to understand what interventions work, how, for whom, and under what circumstances. Using Theatre of the Oppressed techniques, the reported intervention addresses workplace harassment by challenging the normative codes governing social interactions in participants’ workplaces. The study’s analysis indicates that the intervention’s Theatre o

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32

Korczynski, Marek, and Andreas Wittel. "The Workplace Commons: Towards Understanding Commoning within Work Relations." Sociology 54, no. 4 (March 12, 2020): 711–26. http://dx.doi.org/10.1177/0038038520904711.

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One of the most important focuses in social theory within the last decade has been upon the commons. We contribute to the emerging scholarship on the commons. We point out that this literature tends to neglect the workplace. We then argue that the workplace should be included as a potentially important arena of commoning. Going to studies of the workplace, we find that scholarship has implicitly found key emergent elements of commoning within the social relations of work. We develop a concept of the workplace commons, and consider arguments that the workplace commons is merely a fix for capita

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33

Donn, Clifford B., Ron Callus, Alison Morehead, Mark Cully, and John Buchanan. "Industrial Relations at Work: The Australian Workplace Industrial Relations Survey." Industrial and Labor Relations Review 45, no. 3 (April 1992): 605. http://dx.doi.org/10.2307/2524282.

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34

Wood, Stephen. "Book Review: Labor-Management Relations: Workplace Industrial Relations in Transition." ILR Review 46, no. 4 (July 1993): 720–22. http://dx.doi.org/10.1177/001979399304600412.

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35

Yushko, Alla, and Daryna Chekhun. "Mobbing in labor relations." Law and innovations, no. 4 (32) (December 15, 2020): 13–19. http://dx.doi.org/10.37772/2518-1718-2020-4(32)-2.

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Problem setting. The success of any work team depends on the WORK of each employee. One of the destabilizing factors of the work process, which leads to a tense situation in the team, reduce employee efficiency and increase the likelihood of making the wrong decision, is psychological pressure. This phenomenon is called “mobbing”. In modern conditions, the legal regulation of protection against psychosocial risks in the workplace is an important trend in creating safe and healthy working conditions. Analysis of resent researches and publications. Despite recent research and publications as for

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36

Yushko, Alla, and Daryna Chekhun. "Mobbing in labor relations." Law and innovations, no. 4 (32) (December 15, 2020): 13–19. http://dx.doi.org/10.37772/2518-1718-2020-4(32)-2.

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Problem setting. The success of any work team depends on the WORK of each employee. One of the destabilizing factors of the work process, which leads to a tense situation in the team, reduce employee efficiency and increase the likelihood of making the wrong decision, is psychological pressure. This phenomenon is called “mobbing”. In modern conditions, the legal regulation of protection against psychosocial risks in the workplace is an important trend in creating safe and healthy working conditions. Analysis of resent researches and publications. Despite recent research and publications as for

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37

Mitchell, Richard, and Joel Fetter. "Australian Workplace Agreements and High Performance Workplaces: A Reply." Journal of Industrial Relations 45, no. 4 (December 2003): 528. http://dx.doi.org/10.1111/j.0022-1856.2003.00098.x.

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38

Pendleton, Andrew. "Characteristics of workplaces with financial participation: evidence from the Workplace Industrial Relations Survey." Industrial Relations Journal 28, no. 2 (June 1997): 103–19. http://dx.doi.org/10.1111/1468-2338.00047.

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39

Peng, Yen-Chun, Liang-Ju Chen, Chen-Chieh Chang, and Wen-Long Zhuang. "Workplace bullying and workplace deviance." Employee Relations 38, no. 5 (August 1, 2016): 755–69. http://dx.doi.org/10.1108/er-01-2016-0014.

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Purpose – The purpose of this paper is to examine the relationship between workplace bullying and workplace deviance. This study also examined the mediating effect of emotional exhaustion and the moderating effect of core self-evaluations (CSE) in the relationship between workplace bullying and workplace deviance. Design/methodology/approach – Convenience sampling was used in this study; 262 caregivers at a long-term care institution in Taiwan participated in the study. Findings – The results of this study showed that workplace bullying positively and significantly influenced workplace devianc

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40

Howell, Chris, Jacques Belanger, P. K. Edwards, and Larry Haiven. "Workplace Industrial Relations and the Global Challenge." Industrial and Labor Relations Review 49, no. 3 (April 1996): 553. http://dx.doi.org/10.2307/2524204.

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41

Deyo, Frederic C., Jacques Belanger, P. K. Edwards, and Larry Haiven. "Workplace Industrial Relations and the Global Challenge." Contemporary Sociology 25, no. 1 (January 1996): 105. http://dx.doi.org/10.2307/2076999.

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42

Fells, R. E., and C. Mulvey. "The Hancock Report and Workplace Industrial Relations." Journal of Industrial Relations 27, no. 4 (December 1985): 529–43. http://dx.doi.org/10.1177/002218568502700409.

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43

Gilman, Mark, and Jim Arrowsmith. "Modernising the Workplace? Labour's Employee Relations Agenda." Competition & Change 5, no. 3 (September 2001): 291–310. http://dx.doi.org/10.1177/102452940100500303.

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44

Blanchflower, David G., Alex Bryson, and John Forth. "Workplace industrial relations in Britain, 1980?2004." Industrial Relations Journal 38, no. 4 (July 2007): 285–302. http://dx.doi.org/10.1111/j.1468-2338.2007.00449.x.

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45

Hawke, Anne, and Mark Wooden. "The 1995 Australian Workplace Industrial Relations Survey." Australian Economic Review 30, no. 3 (September 1997): 323–28. http://dx.doi.org/10.1111/1467-8462.00032.

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46

Slater, Gary, and David A. Spencer. "Workplace relations, unemployment and finance-dominated capitalism." Review of Keynesian Economics 2, no. 2 (April 2014): 134–46. http://dx.doi.org/10.4337/roke.2014.02.01.

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47

Lee, Margaret, and David Peetz. "Trade Unions and the Workplace Relations Act." Labour & Industry: a journal of the social and economic relations of work 9, no. 2 (December 1998): 5–22. http://dx.doi.org/10.1080/10301763.1998.10669190.

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48

Christian, Julie, Lyman W. Porter, and Graham Moffitt. "Workplace Diversity and Group Relations: An Overview." Group Processes & Intergroup Relations 9, no. 4 (October 2006): 459–66. http://dx.doi.org/10.1177/1368430206068431.

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49

Frege, Carola M. "Transforming German Workplace Relations: Quo Vadis Cooperation?" Economic and Industrial Democracy 24, no. 3 (August 2003): 317–47. http://dx.doi.org/10.1177/0143831x030243002.

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50

Weatherall, Ruth, Mihajla Gavin, and Natalie Thorburn. "Safeguarding women at work? Lessons from Aotearoa New Zealand on effectively implementing domestic violence policies." Journal of Industrial Relations 63, no. 4 (March 4, 2021): 568–90. http://dx.doi.org/10.1177/0022185621996766.

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Although domestic violence is increasingly acknowledged as a workplace issue and a gender equality issue, a gap remains in the effective implementation of domestic violence policies in workplaces. The Domestic Violence – Victims Protection Act passed in 2018 in Aotearoa New Zealand was a global landmark for holding workplaces accountable for safeguarding victims through a codification of employer responsibility. While the legislation is a milestone, such moves are nascent compared with other workplace gender equality initiatives. In this article, we assess ‘where we are now’ in relation to dom

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