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The Journal of Industrial Relations takes a broad interdisciplinary approach to the subject of the world of work. It welcomes contributions which examine the way individuals, groups, organisations and institutions shape the employment relationship.
The Journal takes the view that a comprehensive understanding of industrial relations must take into account economic, political and social influences on the power of capital and labour, and the interactions between employers, workers, their collective organisations and the state.
As a member of the IR Society of WA you are entitled to receive a free hard copy of the quarterly journal. Sage have online fulltext past issues of the journal available at Sage publications. They actually have archived issues from 1959!
The JIR is indexed and abstracted in: Social Sciences Citation Index®; Journal Citation Reports/Social Science Edition; Social; and Current Contents®/Social and Behavioral Sciences.
For more information on the JIR, contents alerts, free electronic access to table of contents and abstracts, visit http://jir.sagepub.com
IN THE CURRENT ISSUE OF THE JIR...
In the current issue of the Journal of Industrial Relations, 54(5), November 2012, Professor Hutchinson of the University of Western Australia examines the issue of workplace bullying.
In her paper 'Rethinking Workplace Bullying as an Employment Relations Problem', Hutchinson writes: Over the past three decades, a growing body of international literature points to a relationship between workplace bullying and certain changes to organizational and employment policies. Some of these changes include an increase in precarious employment, greater workloads, restructuring and downsizing, and the reduction in third-party intervention in workplace relations. However, while governments and many organizations have introduced policies in response to workplace bullying, there is little evidence that they have been successful in either the prevention or resolution of the problem. This article explores reasons for this apparent policy failure by reviewing workplace bullying literature and using data collected from interviews with policy actors in Australian public sector organizations. What emerges from these analyses is that prevailing theorizations and policy definitions emphasize the individual aspects of bullying and overlook the significance of organizational, employment and cultural factors. The article argues that narrow explanations of workplace bullying limit the capacity of policies to prevent or resolve the problem. Finally, the article concludes by suggesting that a multidisciplinary approach to understanding workplace bullying as a work and employment relations issue is a fundamental step in its prevention.
DON'T MISS THIS ARTICLE IN AN UPCOMING ISSUE OF THE JIR...
Journal of Industrial Relations, November 2013, volume 55(5)
In this important and innovative paper "Gender-based undervaluation and the equal remuneration powers of Fair Work Australia" Healy and Kidd investigate gender-based wage undervaluation in light of Fair Work Australia's major recent decision for social and community service workers. The paper demonstrates that wages for employees in female-dominated occupations are significantly lower than for comparable employees in male-dominated and integrated occupations. This undervaluation is present for both male and female employees, and persists after controlling for industry of employment. The authors then estimate the undervaluation within industry and juxtapose the results with evidence on the industry distribution of award reliance, a proxy for Fair Work Australia's equal remuneration powers. There is not a strong relationship within industry between the extent of gender-based undervaluation and award reliance. The evidence suggests that 'equal remuneration for work of equal or comparable value' is unlikely to be achieved universally by Fair Work Australia without substantial spillovers between awards and non-award agreements.