The 2011 Workplace Employment Relations Study: first findings

The 2011 Workplace Employment Relations Study (WERS) is the sixth survey of employment relations in Britain. It collected data from a representative sample of 2,680 British workplaces, from: 2,680 workplace managers responsible for employment relations and personnel 1,002 worker representatives 21,981 employee

Work-time underemployment and financial hardship: class inequalities and recession in the UK

The economic crisis that led to recession in the UK in 2008–9 impacted in multiple ways on work and economic life. This article examines changes to the work-time of employees. The UK stood out for its recessionary expansion of work-time underemployment. Working in a job that provides ‘too few’ hours can have serious ramifications for the economic livelihood of workers. Working-class workers are central here. Drawing on analysis of large-scale survey data, the article identifies that workers in lower level occupations experienced the most substantial post-recessionary growth in the proportions working ‘too few’ hours. Did these work-time changes narrow or widen class inequalities in feelings of financial hardship? The article concludes that although middle-class workers also saw their financial positions damaged, this so-called ‘first middle-class recession’ did not erode class inequalities in financial hardship among UK workers

Taking the pulse at work : an employment relations scorecard for Australia

This study, and the project behind it, is an attempt 100 years on from the Webbs to comprehensively assess the health of the industrial relations/employment relations system by ‘taking the pulse’ of the employment relationship. If, as we argue, the relative health and performance of the employment relationship remains the key dependent variable of the field of employment relations today, there have been remarkably few attempts to audit and measure its critical dimensions. This study, founded on a large representative survey of workers and managers across Australia, the United States, the United Kingdom, and Canada, attempts to do just that, and produces in this article, results of those survey questions for Australia. The article is novel since this kind of employment diagnostic is based on a unique nationally representative survey of employers and employees. The study is also innovative, in that it presents the results of the health of the system in the form of an employment relations scorecard and is the first such attempt to do so in industrial relations

Disconnected human resource? Proximity and the (mis)management of workplace conflict

The development of more remote sources of advice has been a notable feature of the contemporary human resource (HR) function. However, the consequences for the management of workplace conflict are largely ignored within the academic literature. This study draws on data from two qualitative studies, which examine the experiences of HR practitioners (HRPs), line managers and trade union representatives in handling and resolving conflict. It explores how different dimensions of organisational proximity shape the relationships between HRPs and other key stakeholders, and the impact of this on conflict management. The findings suggest that formal, risk averse approaches to conflict are not simply a result of geographical distance. Instead, functional specialisation has not only eroded cognitive and social proximity between HRPs, line managers and employee representatives but also within the HR function itself. This has triggered the reinforcement of bureaucratic control and embedded responses that emphasise compliance rather than resolution

Bullying and harassment and work-related stressors: Evidence from British small and medium enterprises

This article examines the relationship between work-related stressors and bullying and harassment in British small and medium sized enterprises (SMEs). Using representative data from a national survey on employment rights and experiences (Fair Treatment at Work) this research identifies that bullying and harassment is just as prevalent in British SMEs as in larger organizations. Drawing upon the Management Standards of the Health and Safety Executive a number of significant relationships with bullying and harassment are established. Work demands placed upon employees are positively related to bullying and harassment behaviours, whilst autonomy, manager support, peer support, and clarity of role are negatively associated with such behaviours. The study considers implications for human resource practices in SMEs and the risks of informal attitudes to these work-related stressors in contemporary workplaces are discussed

Women at Work in Australia: Bargaining a Better Position?

The Australian industrial relations system has undergone significant upheaval in the last few decades, with a push towards decentralisation. Women have traditionally relied on centralised wage setting and other statutory arrangements to improve their chances of equitable outcomes. One factor to which the widening gender pay gap is attributed is the introduction of enterprise and individual agreements (van Gellecum 2008). Using the Australia at Work study, this paper explores women's experiences at work, focusing on their position in the labour market and their role in bargaining at the workplace. Women are more likely to be found in part-time, low-paid and low-qualified jobs, which limit their ability to negotiate better employment outcomes. Regardless of their position in the labour market, however, women tend to rely on award arrangements to determine their pay and conditions. Any policies that undermine these arrangements are likely to contribute to inequitable outcomes for women

Long working hours and working-time preferences: Between desirability and feasibility

Studies of workers engaged in patterns of long working hours increasingly draw on working-time preference data from large-scale surveys, in particular data on the ‘match’ or ‘mismatch’ of current working hours and preferred working hours. These data are useful, but they are weakened by the common instability of answers to simple workingtime preference questions. This article reviews the existing discussion of the causes and implications of this instability. It takes advantage of a small programme of in-depth qualitative interviews in order to examine more closely expressions of working-time preferences among long hours workers. The interview results reveal widespread ambivalence, linked to the fact that employees hold multiple, often conflicting ideas, in particular around the feasibility of a reduction in their working hours. The results point to the need for a careful combination of quantitative and qualitative methods in the study of the causes of long working hours

Research and education in public sector practice: a systems approach to understanding policy impact

Impact—what does it mean and how do we know what “counts”? We all want to do work that has an impact, and this is true of all sectors, whether that be government, public, private, not-for-profit, university, education, or community stakeholders. However, understandings of what it means in practice, what it takes to achieve, and how it can be tracked and calculated remain largely unclear and contested. While the rhetoric of “impact” and the “impact agenda” has become popular in the last decade or so, our practice and research appear to be lagging. In this introductory paper to the special issue on Impact into practice: Demonstrating applied public administration and policy improvement we outline how systems thinking approach can aid understanding of research and education impact on government practice. A systems approach reveals where reliance exists, where responsibility falls, and where new and deepened relationships are needed. While more needs to be done by all parties to acknowledge the collective nature of impact and the necessary reliance on one another, we argue that redistribution of responsibility is needed, including the government’s significant role. Without collective recognition of reliance, responsibility, and relationships in the system of impact, our respective endeavors can only be expected to go so far. By thinking about impact as a system, we can end the “blame game” between university and government sectors, and encourage action within and across sectors, in the pursuit of better outcomes for citizens and society