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Purpose: Although skilled migrants have a high capacity for integration, many report experiences of exclusion which impacts their ability to contribute fully to the host country. This experience of exclusion, which can diminish their self-efficacy at work, is especially acute for skilled migrants from non-English speaking backgrounds when functioning in a new or exclusionary environment. In this paper, we explore the relationship between workplace inclusion and self-efficacy and identify factors that contribute to perceived inclusion for skilled migrant workers. Design/methodology/approach: Participants were recruited through social network groups representing migrant workers via LinkedIn. Through snowball sampling, participants were asked to recommend recent (3–5 years) skilled migrants to participate. A total of 210 skilled migrant workers to Australia completed the survey. Structural equation modelling (SEM) is used to test our model on the relationship between inclusion and self-efficacy. Findings: Migrants' perceptions of inclusion at work are related to their self-efficacy at work. We also find that some dimensions of inclusion are more important than others in enhancing self-efficacy for skilled migrants. Meaningful exchanges with supervisors, a sense of belonging at work and workgroup cohesion (being accepted by co-workers) are more important than senior management support or getting involved in organizational social activities as determinants of perceived inclusion. Social implications: Although skilled migrants are often assumed to be a self-select group of highly motivated, high achieving workers, many experience poor adjustment and feel excluded after arriving in the host country. Public policies have limited effects in promoting inclusion of skilled migrant workers in organizations. These policies may be supplemented with an inclusive organizational climate to improve migrant worker success. Organizations and employers are thus critical partners in fostering migrant workers' sense of inclusion and supporting the career outcomes of skilled migrant workers in the host country. Originality/value: This study supports the link between perceived inclusion and self-efficacy among skilled migrant workers. It also sharpens the evidence of organizational-level factors that contribute to perceived inclusion for migrant workers. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the likely economy-wide impacts of the complete shutdown of the motor vehicle industry on output and employment in Australia using the latest input-output (IO) table (2009-2010). Design/methodology/approach – Both supply- and demand-driven IO models are employed to determine the extent, and pattern, of the resulting output and job losses in upstream and downstream industries. An analysis of the first-order field of influence is also conducted to observe how output multipliers in other sectors respond to changes in the self-use-input-requirement of the professional, scientific and technical services (PSTS) industry. Findings – The PSTS industry (with a significant research and development (R & D) component and the highest forward linkage index) would be hardest hit with the collapse of the motor vehicle industry. Research limitations/implications – This paper identifies a number of industries that are more likely to be heavily influenced by the resulting lack of R & D in the PSTS industry in the near future. Unless more funding is allocated to other research and technology-intensive industries, the extinction of the motor vehicle industry, coupled with the recent budgetary cuts for strategic organisations such as the Commonwealth Scientific and Industrial Research Organisation, can reduce the positive spillover effects of R & D activities on the Australian economy. Originality/value – This is the first study to examine the effects of the shutdown of the motor vehicle industry on employment in Australia. The results also have broader implications for other developed countries that have declining motor vehicle industries. The findings suggest that the global decline in the motor vehicle industry can adversely affect investment in R & D in upstream and downstream industries. More generally, the results suggest that the shift in motor vehicle production to developing countries, will contribute to increased R & D intensity in them at the expense of developed countries. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to document the wage effects associated with sexual orientation and to examine whether the wage gap has improved following recent institutional changes which favour sexual minorities. Design/methodology/approach: Ordinary least squares and quantile regressions are estimated using Australian data for 2010–2012 and 2015–2017, with the analysis disaggregated by sector of employment. Blinder–Oaxaca decompositions are used to quantify unexplained wage gaps. Findings: Relative to heterosexual men, in 2015–2017 gay men in the public and private sectors had wages which were equivalent to heterosexual men at all points in the wage distribution. In the private sector: highly skilled lesbians experienced a wage penalty of 13 per cent; low-skilled bisexual women faced a penalty of 11 per cent, as did bisexual men at the median (8 per cent penalty). In the public sector low-skilled lesbians and low-skilled bisexual women significant experienced wage premiums. Between 2010–2012 and 2015–2017 the pay position of highly skilled gay men has significantly improved with the convergence driven by favourable wage (rather than composition) effects. Practical implications: The results provide important benchmarks against which the treatment of sexual minorities may be monitored. Originality/value: The analysis of the sexual minority wage gaps by sector and position on the wage distribution and insight into the effect of institutions on the wages of sexual minorities. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine the relationship between aged care employees' perceived job quality and intention to stay in current aged care facilities, mediated by work-life interference.Design/methodology/approach This paper uses the nationally representative employee–employer matched data from the 2012 National Aged Care Workforce Census and Survey in Australia. It applies the theoretical lens of the Job Characteristics Model and a mediation analytical model that controls for a rich set of employee, employer and regional characteristics.Findings This paper finds that higher perceived job quality positively correlates with greater intention to stay and that work-life interference mediates the relationship between perceived job quality and intention to stay.Research limitations/implications This paper cannot make inference about causal relationship. Future studies on the aged care workforce should collect longitudinal data so that time-invariant unobservables can be eliminated in econometric modelling.Practical implications Efforts by the aged care sector to design quality jobs are likely to have significant positive correlation with the intention to stay, not only because employees are less likely to leave higher quality jobs per se, but also because higher quality jobs interfere less in the family lives of aged care workers, which itself is associated with greater intention to stay.Originality/value The results add to a small literature that has investigated how work-family variables can mediate between interventions that organisations put in place to improve work-life balance, and employee outcomes. [ABSTRACT FROM AUTHOR]

Purpose: Social support has been identified as a valuable resource that could help entrepreneurs maintain goal directness in their endeavours and increase their life satisfaction. However, to date, scant research has examined the effect of perceived social support on life satisfaction during the transition from paid employment to self-employment. This paper uses the job demand resource model (JD–R) as a theoretical lens to investigate this relationship. Design/methodology/approach: Drawing on the household income and labour dynamics in Australia (HILDA) survey, we use latent growth curve modelling (LGCM) to investigate the trajectories of entrepreneurs' perceived social support and life satisfaction (n = 1,303) up to five years after their transition into self-employment. Findings: Results suggest that entrepreneurs experience a boost in life satisfaction in the transition phase, followed by a declining trend in the years that follow. We find that both the initial perception and the evolution of perceived social support are positively related to life satisfaction over time across gender groups. However, we find that females may benefit more from early social support soon after the transition into self-employment to forestall declines in life satisfaction over the long-term. Research limitations/implications: The generalisability of the research findings beyond the Australian context is undefined. Future research needs to examine to what extent these results can generalize to other samples within different cultural and institutional frameworks. Practical implications: Since perceived social support is a strong buffering mechanism that helps mitigate job demands, entrepreneurs need to be proactive in building a strong network. Individuals who switch to self-employment should carefully map and build a strong social network that can help them weather the challenges and setbacks in their new job. Originality/value: This study extends the JD–R literature by examining the transition into self-employment, considered an "active job" characterised by high demands and high decision latitude. LGCM modelling captures how both initial levels and changes in social support affect life satisfaction during entrepreneurship entry and over time. [ABSTRACT FROM AUTHOR]

Purpose: This paper empirically addresses the question of whether the meaning of ethical leadership is constant across cultures. Drawing on the implicit leadership theory (ILT), we examine whether people in Australia and Pakistan respond to perceived ethical leadership in a similar or different manner. By comparing employees' interpretation of the key attributes associated with ethical leadership, we advance construct-specific knowledge in cross-national contexts. Design/methodology/approach: Since meaningful cross-country comparisons of a research construct require an equivalent measurement of it, we examine the issue of cross-cultural measurement invariance of ethical leadership. Specifically, this study explores the configural, metric and scalar invariance of ethical leadership by obtaining data from matched international samples. Findings: The findings broadly support cross-cultural generalisability of the construct's meaning and cross-cultural transferability of the ethical leadership scale (ELS). They suggest that measures of ethical leadership constructs should be used in different cultures with caution because significant differences may exist at the item level. Originality/value: This study provides cross-cultural endorsement to the construal of ethical leadership by presenting evidence that supports convergence in the construct's meaning across Eastern and Western cultures. The study has enhanced the construct validity of ethical leadership through the use of the refined multiple-sample analytical approach. Previous studies have assumed that measures of ethical leadership are invariant across various contexts. However, this is the first study to employ a robust methodological technique (metric and path invariance) that demonstrates the significant difference between each item and path and generalises the validity of ethical leadership construct and its measures by using international samples. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this overview is to provide a brief introduction to the theme of the special issue, the expert commentary, and six papers included in the special issue. The authors conclude by articulating four avenues of future research that are likely to contribute significantly towards building work-environments in which employees and organizations can flourish. Design/methodology/approach – The International Journal of Manpower's usual double blind review process was used to select the six papers from various parts of the world including Estonia, USA, Australia, Brazil, and Israel that focus on important aspects of the changing work environment and its influence on employee wellbeing. The papers represent a wide variety of research designs, methodologies, and analytic strategies used to investigate the influence of changing work environment on employee wellbeing. An expert commentary provides an overview of current scholarship on changes occurring in the work environment and its impact on employee wellbeing. Findings – The findings of the studies included in this special issue provide insights into six specific work-environmental issues influencing employee wellbeing, including workplace bullying; inter-organizational networks; professional contractor well-being; inter-generational differences; commitment and intention to leave; and work-engagement. Practical implications – Each article includes practical implications with regard to promotion of employee wellbeing. Originality/value – Taken as a collective, the six papers in this special issue highlight frontier issues in the relationship between changing work environment and employee wellbeing. The expert commentary provides an easy to access summary of the current scholarship in the area and specifies fruitful areas for future research. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to outline some of the key issues related to migrant workers, work, public policy and HRM while introducing the five articles included in the special issue. Design/methodology/approach - The paper reports on the issue which is made up of articles that present research based on surveys, interviews and longitudinal census data. Findings - It is evident that high-performing economies attract migrants from lower-performing economies. However, with influxes of migrant labour there are a number of challenges that need to be met at the organisational and policy levels. Research limitations/implications - The indications are that some economies are beginning to slow and this means that migrant flows will also slow or reverse. The implications for migrant-dependent sectors and countries are not clear, although all five papers indicate areas for further research. Practical implications - Each article includes practical implications depending on the sector, skill and country being examined. Practical implications include the role of day labour centres as HR mediators between organisations and employees, the need for culturally sensitive and tailored training programs to assist professional migrants and the need for policies geared towards the assimilation of migrants and return migrants in order to assist their integration into the labour market. Originality/value - The five articles presented here represent a wide range of approaches, skill levels and sectors within the five counties examined: the USA, UK, Australia, Canada, and Finland. Some, such as the US paper which includes the first national survey of day labour worker centres, present findings from a highly under-represented area. [ABSTRACT FROM AUTHOR]

This paper provides an account of Australian immigration in the late twentieth century focusing on labour market and industrial relations issues. The paper chronicles the changing immigration policy framework, from one premised on exclusion to one designed primarily to serve the needs of the domestic labour market. One of the consequences of the polices, more by default than design, has been the transformation of society from a monocultural to a multicultural one. In spite of this migrants from other than mainly English speaking (MES) countries often have poor labour market outcomes, sometimes well after the time of arrival. This group appears to be more adversely affected by the downturn in economic cycles than other migrants or the Australian-born population. At the industrial relations level trade unions have made a pragmatic, as well as a principled, shift to embrace immigrant workers from non-MES countries. However the transition from a centralized system of conciliation and arbitration to a more deregulated labour market has compounded the disadvantage suffered by these workers. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the wage differentials along the entire distribution between immigrants and the Australian-born. Design/methodology/approach – Using the Household, Income and Labour Dynamics in Australia (HILDA) Survey, the authors apply a semi-parametric method (DiNardo et al., 1996) to decompose the distributional wage gap between immigrants and native-born Australians into composition effect and wage structure effect. The authors further apply the unconditional quantile regression (UQR) method (Firpo et al., 2007) to decompose the overall wage structure effect into contributions from individual wage covariates. Findings – Relative to the native-born, both effects favour immigrants from English-speaking countries. For male immigrants from non-English-speaking countries (NESC) the favourable composition effect is offset by disadvantage in the wage structure effect, leaving little overall wage difference. Female immigrants from NESC are disadvantaged at the lower part of the wage distribution. Practical implications – The increasingly skill-based immigration policy in Australia has increased skill levels of immigrants relative to the Australian-born. However, the playing field may yet to be equal for the recent NESC immigrants due to unfavourable rewards to their productivity factors. Also, immigrants are not homogeneous. Countries of origin and gender matter in affecting wage outcomes. Originality/value – The unique wage-setting system and the increasingly skill-based immigration policy have made Australia an interesting case. The authors examine the entire wage distribution between migrants and native-born rather than focus on the mean. The authors differentiate immigrants by their country of origin and gender; and apply the UQR decomposition to identify the contributions from individual wage covariates. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to enhance the understanding of labour force participation behaviour of married Australian women, with a focus on identifying the sources of observed inter-temporal labour force participation persistence.Design/methodology/approach A dynamic Probit model is applied to the Household, Income and Labour Dynamics in Australia (HILDA) Survey, a national representative panel survey of Australian households. The model used accounts for observed and unobserved individual heterogeneity and serially correlated transitory shocks to labour supply.Findings The results show that both observed and unobserved individual heterogeneity contributes to observed inter-temporal persistence of labour force participation of married Australian women, but the persistence remains even after controlling for these factors. It is also found that failing to control for serially correlated unobserved transitory shocks would lead to underestimation of genuine state dependence of labour force participation; and that state dependence of labour force participation varies with age, education, health, immigration status and the number of children under the school age.Originality/value This study adds to the international literature on labour force dynamics of women by providing Australian empirical evidence and through a flexible modelling framework. The result that there exists genuine positive state dependence in married Australian women’s labour force participation suggests that policy intervention that increases married women’s labour supply would have a long-lasting effect. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the possibility of an inverted U-shaped relationship between job demands and work engagement, and whether social support moderates this relationship. Design/methodology/approach – This study uses 307 technical and information technology (IT) managers who responded to an online survey. Multiple regressions are employed to examine linear and curvilinear relationship among variables. Findings – Overall, results support the applicability of the quadratic effect of job demands on employee engagement. However, only supervisor support, not colleague support, moderated the relationship between job demands and work engagement. Originality/value – The paper is the first to shed light on the quadratic effect of job demands on work engagement. The findings have noteworthy implications for managers to design optimal job demands that increase employee engagement. [ABSTRACT FROM AUTHOR]

Purpose -- Drawing on the recent work of Sennett and others who considered the position of older workers in dynamic economies subject to rapid change, this paper aims to examine the perceived fit between employees of different ages and their employing organizations in four Australian workplaces. Design/methodology/approach -- Analysis of qualitative data, collected among workers and managers in four Australian organizations, was performed. Findings -- Results suggests that potentiality tended to be prized as an asset over corporate memory. While managers were frequently paternalistic towards their older employees, ageing human capital was often devalued as managers tried to balance operational budgets and organizations sought to remain responsive to changing market demands. Originality/value -- The paper discusses the implications for the prolongation of working lives. [ABSTRACT FROM AUTHOR]

Purpose- The purpose of this paper is to examine occupational health and safety (OHS) and workers' compensation legal entitlements and policy issues raised by the use of foreign temporary workers under the s457 visa scheme in Australia. Design/methodology/approach - Interviews were conducted with 15 representatives of unions and employers along with written responses from government agencies and examination of government statistics, court and other documents. Findings - The study suggests that foreign temporary workers can face significant difficulty in accessing their OHS rights and entitlements. This represents a challenge for government as well as unions and human resource professionals trying to manage workforce diversity. Research limitations/implications - Further detailed investigation is required into the extent of problems identified in this paper in Australia and other countries. Practical implications - The study indicates that governments making use of guestworkers need to investigate whether these workers have effective access to the protection of OHS and workers' compensation laws and, if not, as indicated by this study, to make suitable policy interventions. Originality/value- The human resource implications of managing guestworkers have been under-researched to date despite the global growth in numbers. The paper starts to fill this gap, identifying a number of important policy issues in relation to OHS. [ABSTRACT FROM AUTHOR]

This paper uses data from interviews with HRM managers of the Australian operations of overseas multinational companies to critically question the analytical utility of a number of standard factors that have traditionally been claimed, in the international HRM literature, to influence decisions concerning the appropriate balance between centralization and localization in HRM. The variables reviewed are primarily structural industry sector, strategic role of the subsidiary, administrative heritage and formal organizational structure. The data suggest that the firms modify their formal structures frequently in response to environmental turbulence and have evolved towards structural forms that are radically asymmetrical Two variables that have received limited academic attention to date but which critically mediate the pattern of intended changes are identified. First, the perception by key actors in subsidiaries of HR competence elsewhere in the MNC network, particularly head office. Second, the propensity of the staff in the subsidiary to lobby politically against changes they did not perceive to be rational. [ABSTRACT FROM AUTHOR]

Analyzes the causes of unemployment and the range of policy responses available not only to government but also to employers, trade unions and community organizations in Australia. Differences in employment performance; Reference to the European experience; Recommendations.

Purpose The purpose of this paper is to examine the relationship between employee perceived well-being and the four dimensions of organisational justice, namely, procedural, distributive, interpersonal and informational justice, and how dimensions of organisational justice affect employee well-being in the Australian tourism industry.Design/methodology/approach The sample is selected from employees who work in the tourism industry in Australia, and the survey was conducted online (n=121). Factor analysis is used to identify key items related to perceived organisational justice, followed by multiple regression analysis to assess the magnitude and strength of impacts of different dimensions of organisational justice on employee well-being.Findings The results support the established view that organisational justice is associated with employee well-being. Specifically, informational justice has the strongest influence on tourism employee well-being, followed by procedural justice, interpersonal justice and distributive justice.Research limitations/implications The authors acknowledge key limitations in the study such as a relatively small sample size and gender imbalance in the sample.Practical implications The authors provide strategies for managers to increase levels of organisational justice in the tourism sector such as workgroup interactions, a consultation process, team culture and social support.Originality/value This study builds on limited literature in the area of inclusion and organisational justice in tourism organisations. The study provides a new path to effective organisational management within the context of a diverse workforce, adding to the current debate on which dimensions of organisational justice contribute to improving employee well-being. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to enhance understanding low pay dynamics of Australian employees, with a focus on the determination of low pay duration. Design/methodology/approach – The study draws on a representative longitudinal survey of Australian households to provide empirical findings from both descriptive analysis and econometric modelling. Findings – The results show that workers who have entered low pay from higher pay also have a higher hazard rate of transitioning to higher pay; and those who have entered low pay from non-employment are more likely to return to non-employment. Union members, public sector jobs and working in medium to large size firms tend to increase the hazard rate of transitioning to higher pay, while immigrants from non-English speaking countries and workers with health problems have a lower hazard rate of moving into higher pay. There is some evidence that the longer a worker is on low pay, the less likely he or she is to transition to higher pay. Originality/value – This study addresses an information gap regarding the determination of low pay duration. The findings help identify workers who are at high risk of staying on low pay or transitioning into non-employment and are therefore informative for developing targeted policy to help the low paid maintain employment and/or move up the earnings ladder. The results also suggest that policy intervention should take place at an early stage of a low pay spell. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the relationship between professional contractor (PC) wellbeing and organisational support as one of mutual benefit for both parties. Design/methodology/approach – Four hypotheses were tested via hierarchical regression techniques using survey data gathered from a sample of 375 PCs working in a range of Australian organisations. Content analysis techniques were used to examine PC responses to a related open-ended question. Findings – The results demonstrate a positive relationship between self-efficacy, organisational support, work engagement and knowledge sharing with wellbeing. Adding the PCs' individualised perspectives provides further insight into the value that PCs bring to an organisation. Research limitations/implications – The study is limited to PCs within Australia and examines PCs rather than professionals generally. The authors limit the analysis approach to regression techniques rather than structural equation modelling. Practical implications – First, demonstration of the importance of organisational support to PCs is an important finding for organisations in itself. Second, this finding allows us to suggest specific interventions and guidelines for organisations seeking to efficiently engender contractor engagement and knowledge sharing. Originality/value – The role of contractor management has become important as organisations increasingly rely on outsourced and contracted work arrangements. The authors consider how organisations and PCs can benefit from organisational practices perceived as being supportive. It is important for both organisations and PCs to be able to identify and develop the key factors which shape the contractual exchange prior to, and throughout, contracted work assignments. [ABSTRACT FROM AUTHOR]

Purpose -- The aim of this study is to investigate the relationship between employee perceptions of their organization's management of cultural diversity, their perceived organizational support and affective commitment. Design/methodology/approach -- A questionnaire survey was developed and distributed to a sample of employees working in a large Australian financial institution. Findings -- Analysis of the data shows that, when controlling for perceived organizational support, there is no direct relationship between cultural diversity management perceptions and affective commitment. Rather, the data support an indirect relationship between the two variables via perceived organizational support. Research limitations/implications -- Implications are, first, that managers need to recognize the potential contribution of developing a positive workplace atmosphere for cultural diversity to strengthen employee perceived organizational support, which in turn enhances affective commitment. Second, the research findings underscore the importance of perceived organizational support in linking cultural diversity management perceptions to organizational outcomes, such as affective commitment. Third, managers should not underestimate the influence of initiatives, such as making all employees feel included in the "taken-for-granted" informal networks in engendering positive organizational and individual attitudes. Originality/value -- The paper examines cultural diversity management from the employees' (rather than a management) perspective to develop a fully mediated model using organizational support to link cultural diversity management perceptions to commitment. The study reinforces the need to rethink simple relationships between cultural diversity management perceptions and organizational/individual outcomes, to consider more complex models that include important mediating variables to more fully understand the effects of cultural diversity, management. [ABSTRACT FROM AUTHOR]

The cross-cultural and practical challenge of evaluating the management performance of Australian and Singaporean expatriates has received little research attention. This paper explores critical perceptions of performance management by analysing the results of structured interviews with Australian and Singaporean expatriate managers and human resource professionals. Contrary to initial expectations, a slight majority of respondents were satisfied overall with the fairness and accuracy of expatriate performance management practices. Their proposals for more effective performance management are analysed, focussing on the efficacy of involving multiple, cross-cultural raters in performance appraisal. The cultural differences between Australian and Singaporean expatriates are also explorer. The findings of this research provide important direction for the development of culturally sensitive international human resource management practices. [ABSTRACT FROM AUTHOR]

Purpose: The present study seeks to explore the relationships among human resource management (HRM) practices, supply chain management (SCM) implementation and small and medium-sized enterprises' (SMEs) performance in Australia. It also investigates whether HRM practices have any mediating effect on such relationships. Design/methodology/approach: In line with the research objective, a quantitative model was applied and a multi-item survey questionnaire was developed to collect primary data. Cross-sectional surveys of a sample of 216 SMEs from different industries were undertaken to collect data, and factor analysis and structural equation modelling (SEM) were used to analyse data and test hypotheses. Findings: The statistical results inform that SCM implementation and HRM practices improve SMEs' performance in Australia. SCM implementation is also found to be positively linked to HRM practices and has a significant indirect effect on organisational performance when the HRM practices are mediating. HRM practices are, thus, found in this study to mediate the relationship between SCM implementation and Australia's SMEs performance. Originality/value: The concurrent effects of SCM and HRM practices on SMEs' performance and how businesses' internal management such as HRM practices mediate and affect SCM and SMEs' performances have not been addressed previously in the Australian business context. This study, hence, addresses the gap in the literature concerning the effect of SCM on SMEs by integrating HRM practices as a significant behavioural support system to SCM implementation in Australia's SMEs. [ABSTRACT FROM AUTHOR]

Purpose: Innovation for service contributes to service quality and customer satisfaction, and further benefits service-centered organizations to sustain competitive advantages. However, concurrent mediating and moderating mechanisms underlying innovation for service at both the group and individual levels have been scarcely investigated. The purpose of this study is to explore multilevel mediating and moderating mechanisms behind the relationship between dual-level transformational leadership (TFL) and innovation for service at the group and individual levels. Design/methodology/approach: Data were collected from two countries (i.e. China and Australia). Multilevel structural equation modeling was employed to validate the research model. Bootstrapping with 5,000 replications and latent moderated structural equation modeling were used to respectively examine the mediating and moderating mechanisms. Findings: The cross-national results showed that task interdependence and creative role identity respectively played as the group-level and individual-level mediating roles between TFL and innovation for service. It was also found that task interdependence played as a cross-level predictor enhancing individual innovation for service. Task interdependence was a moderator on the relationship between individual-level TFL and creative role identity among Australian employees, but not among Chinese employees. The relationship between creative role identity and individual innovation for service was not moderated by task interdependence among both Chinese and Australian employees. Originality/value: This study contributes to advancing the TFL–innovation research through revealing dual-level TFL as the antecedent of innovation for service at both the group and individual levels. It also extends the understandings of the mediating and moderating mechanisms behind this dual-level relationship between TFL and innovation for service. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on DiMaggio and Powell's (1983) perspective of institutional theory, this study examines the influence of institutional pressures on the adoption of management innovation and the subsequent impact of management innovation on competitive advantage. Design/methodology/approach: Data were obtained from 156 middle-level managers in Australia using a survey questionnaire, with data analysed using structural equation modelling. Findings: The results show that internal coercive pressures and normative pressures are positively associated with both dimensions of management innovation (i.e. practices and techniques). However, external coercive pressures were found to negatively influence management innovation techniques, and no association was found between mimetic pressures with either dimension of management innovation. Finally, both dimensions of management innovation were found to exhibit a positive influence on competitive advantage. Originality/value: The findings provide organisations with an insight into the institutional factors that affect their ability to introduce new management practices and techniques (i.e. management innovation) and the role of management innovation in enhancing competitive advantage. [ABSTRACT FROM AUTHOR]

The aim of this paper is to explore the reasons why businesses, having adopted total quality management (TQM), fail to sustain their reforms over lime. In order to gain insights into the pressures that, despite good intentions, can make full implementation of TQM problematic, a case study approach is used. The research indicates that a lack of attention to the human element of change, especially inconsistent senior management support, a lack of involvement of supervisors and middle managers in planning for change, and lack of attention to groups of staff affected negatively by the changes, explain why businesses may face difficulty sustaining reform programs. [ABSTRACT FROM AUTHOR]

Focuses on a study which analyzed occupational issues in the labor force in Australia. Examination of trends in various occupational groups using a non-standard four-sector classification of the labor force; Results of analysis; Implications for education and training.

Discusses a study which analyzed the employment condition in Australia. Definition of deregulation; Political issues surrounding employment; Conclusion.

Purpose: The purpose of this study is to examine the effects of health on wages of Australian workers, with a focus on gender differences and the role of macroeconomic conditions in the effects. Design/methodology/approach: The first 15 waves of the Household, Income and Labour Dynamics in Australia survey are used to estimate a wage model that accounts for the endogeneity of health, unobserved heterogeneity and sample selection bias. Findings: The results show that, after accounting for the endogeneity of health, unobserved heterogeneity and sample selection bias, better health increases wages for Australian male workers, but not for female workers. The results also show that accounting for the endogeneity of health, unobserved heterogeneity and potential sample selection bias is important in estimating the effects of health on wages. In particular, a simple ordinary least squares estimator would underestimate the effect of health on wages for males, while overestimate it for females, and simply addressing the endogeneity of health using instrumental variables could overestimate the effect for both genders. It is also found that the effects of health on wages fall under depressed macroeconomic conditions, perhaps due to reduced job mobility and increased presentism during a recession. Originality/value: This study adds to the international literature on the effects of health on wages by providing empirical evidence from Australia. The model applied to estimate the effects takes advantage of a panel dataset to address the bias resulting potentially from all the sources of the endogeneity of health, unobserved heterogeneity and sample selection. The results indeed show that failing to address these issues would substantially bias the estimated effects of health on wages. [ABSTRACT FROM AUTHOR]

Reports on the findings of a 1995 survey on non-standard working-time arrangements undertaken in Australia and New Zealand. Workplace survey methodology; Review of the nature of standard working time model and the factors leading to its revisions; Analysis of how Australia and New Zealand have pursued two different routes to decentralize their industrial relations systems.

Examines the extent and coverage of private-sector training in Australia and offers an overview of recent Australian Government initiatives in vocational education and training. Argues that Australia's system of industrial relations diminishes the potential for training at the workplace but suggests that recent changes in institutional arrangements may mitigate this. Indicates that the introduction of a compulsory uniform training levy has not been very successful. [ABSTRACT FROM AUTHOR]

Introduces a series of articles which focused on the management of human resources in Australia.

Examines the global trend of an ageing workforce and government policy directions towards reversing early retirement trends in Australia. Older workers human resources costs; Ratio of duration of employment of older workers compared to younger workers; Implications of the quantified and non-quantified benefits of older workers.

The widespread implementation of new management practices (NMPs) in industrialised countries has had a significant impact on employee training. Examines five NMPs: the learning organisation; total quality management; lean production/high performance work organisations; teamworking; and business process re-engineering. Focuses on the relationship between organisational change and training at the enterprise level The research identified important findings in six key areas: small business; the use of the vocational education and training system; the importance of the individual; the nature of training; the importance of behavioural skills; and organisational change. The study confirmed that workplace change is a major driver of improved training provision in enterprises. It showed unambiguously that most NMPs are associated with higher levels of training. The integration of training with business strategy was found to be the most important factor in driving training across a wide range of training activities and appears to lead to an across the board boost to enterprise training in all its forms. [ABSTRACT FROM AUTHOR]

Examines contributions of teleworking to the increasing numbers of individuals in Australia working from home. Characteristics of home-based workers; Implications for management of teleworking staff; Preparation for teleworking.

Discusses lessons learned from the globalization of telecommunications company Telstra with regard to unionism. Initiatives taken by the Australian governments to deregulate the telecommunications industry; Strategies adopted by the management to subdue the possible resistance from the unions; Analysis of how unions at Telstra maintained support.

Examines human resource management in Australia as of March 2001. Characteristics of workforce in the country; Strategies dominating Australian management in the late 1990s; Flexible alternatives in working arrangements adopted by organizations.

Examines the growth in part-time employment in Australia. Extent to which global issues affect the trends; Results of quantitative measurement.

Focuses on a study which investigated geographical mobility among unemployment benefit recipients in Australia. Role of regional differences in employment opportunity and housing costs; Account of related studies; Factors affecting the level of mobility of an individual.

Discusses a study which examined policy options for employment in Australia. International background to the problem; Outlook for unemployment in Australia; Conclusions.

Presents a study which explored the reasons for the high rate of externalization in Australia and issues which face human resource management as externalization rise. Features of externalization; Factors which influence externalization; Implications of externalization for human resource management.

Presents a study which examined the perceived effects of the anti-discrimination legislation in Australia on the recruitment and selection process from the viewpoints of both applicants and employers. Theoretical perspectives on discrimination; Impact of anti-discrimination legislation; Conclusion.

Abstract Strategic human resource management (HRM) is increasingly being used to indicate a system-wide intervention that links HRM to strategic planning and cultural change. However, what may be inadvertently occurring is a reinforcing of the use of the "hard" model of HRM, one that prioritises "management" aspects above "human" aspects of the discipline. Competitive business strategies may be improving the bottom line of a company, but they are hurting many individuals, especially when workers are being viewed as a commodity in a labour market. The Australian experience suggests that strategic HRM is not particularly people focused and has led to greater job insecurity and lower job satisfaction. If the current intent of strategic HRM is to strategise in conjunction with an organization's business direction, then it needs to be reconceptualised to acknowledge the human endeavour of organizations. This will require a broadening of the perspective of strategic HRM. [ABSTRACT FROM AUTHOR]

Abstract Workforce diversity has become an important issue in Australia. This study examined the extent to which human resource management practices were being used by organisations in Australia to manage workforce diversity. The study also assessed the perceived challenges and benefits of diversity in the workforce. The findings of this study indicated that overall, management of workforce diversity is only "mediocre". In particular, inadequate diversity management practices were found in the areas of recruitment and selection and training and development. As migrant employees do not create any problems and are very compliant, the challenges that workforce diversity presents does not receive adequate attention by organisations in Australia. However, these organisations seek several benefits from their multicultural workforce. The implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Discusses the nature of work and family policies in Australia. Origins of the family friendly workplace (FFW) in Australia; Characteristics of FFW arrangements; Gender aspects of the FFW agenda.

Examines the trends associated with the emergence of the longer workday in Australia. Importance of standardized working time; Why longer working hours are emerging in Australia; Conclusions.

Examines the range and changes in the initiative implemented by Australian governments under the rubric of equal employment opportunity. Role by the system of compulsory conciliation ad arbitration; Emergence of the concept of diversity management; Character and trends in the Australian labor market; Public policy framework in Australia; Employer responses; Dilemmas for the broader diffusion of diversity management.

Considers some of the implications of aging in Australian for human resource practice. Capacity of older workers; Workforce planning parameters; Career development; International human resource; Gender differences among older workers; Effective management of older staff; Conclusion.

Considers the effects of the Aboriginality of the affluent group of indigenous Australians on their employment income in Australia. Human capital model; Sources of income differences; Conclusion.

Discusses the implications of the mixed support for the application of the vintage capital model in explaining labor productivity growth in Australian manufacturing. Competitive equilibrium with capital-embodied technical change; Determinants of productivity growth in Australian manufacturing; Conclusions.