No description available.

<p>This thesis focuses on how Public service Co-ordinating Bargaining Council (PSCBC) contributes to social dialogue within South African Public service. This thesis seeks to filL a significant literature gap on collective bargaining as accomplished by the PSCBC. The thesis briefly examines the history of collective bargaining in the South African Public Service. The research methodology used includes information gleaned from annual reports published by the PSCBC. Interviews of selected stakeholders such as government officials and labour organisations involved in the PSCBC were conducted.The thesis holds that historically an adversarial relationship existed between the state as employer and the recognised trade unions.</p>

No description available.

No description available.

This study examined the effects of listening quality, biological sex, and gender on leader-member exchange (LMX) relationships. Participants included 112 of 115 Resident Assistants (RAs) at Ball State University in Muncie, IN. RAs (i.e., members) were asked to complete a 13 5-item survey regarding their perceptions of the quality of their relationship with their leader, their leader's quality of listening, and their leader's gender characteristics. The leaders in this study were Residence Hall Directors (RHDs) and Assistant Residence Hall Directors (ARHDs). Results found that members (i.e., RAs) who felt they had high quality LMX relationships with their leaders (i.e., RHDs and/or ARHDs) also rated their leaders high in listening quality. Results also indicated that RAs who were of the same gender as their ARHDs, rated them higher in listening quality and perceived a higher quality LMX relationship. This significant difference was shown only in RA/ARHD dyads and not RA/RI1D dyads. / Department of Communication Studies

The state has increasingly played a dominant role in the development of Malaysian industrial relations. Earlier researchers have shown that since the beginning of the relationship between employers and employees, economic considerations have been significant, and especially so during the British colonial era. This has therefore been a consistently important factor that has influenced the role of the state. The British policy of bringing in immigrants of the Indian and Chinese origins into Malaya created the plural society that was later further divided according to their economic activities. The Malays, in comparison to the immigrants, partly because of the 'protection' policy of the British, and partly because of their culture, became the least educated and economically unadvanced. This study looks into how the demarcation between ethnic groups has been used as one factor to determine the national development plans in Malaysia, which ultimately affected the development of industrial relations. The Malay-dominated government tried to ensure the Malays had a better place in the economy by introducing the National Economic Planning (1971-1990), originated after the l3th May 1969 race riot, and which legitimised the Malays/Bumiputeras 'special position' in the country. This study suggests that the government has given a high priority on economic growth as an instrument to achieve the status of a developed country, with the ultimate objective being 'national unity'. However, there were other non-economic factors, such as social and political considerations, that influenced the role of the state in the Malaysian economy that later dictated its role in industrial relations. The NEP was an affirmative action taken to correct the economic imbalance between the ethnic groups in Malaysia, especially between Malays and non-Malays, or later termed as Bumiputeras or non-Bumiputeras on the ground that they were the indigenous people, protected under the Malaysian Constitution. Other policies adopted by the government, including that of industrial relations, were developed to ensure that the objectives of NEP were met. Therefore, legislation, administration and other policies regarding the industrial relations were developed along this line. Meanwhile, as an employer to the public sector, the government ensured the sector played its role according to the bigger national agenda, the NEP. This continued during the National Development Planning (1991-2000), when it retained some of the NEP's objectives, but with new strategies that suggested Malaysia was ready to move on into another era that was barely based on ethnicity preference. However, the ethnic issue still persisted, and the social and political systems still influenced Malaysia in its quest to a fully developed and industrialised country by the year 2020 at the latest. This study examined how Malaysia tried to move forward, but at the same time still concerned with issues of the past. As long as this is the case, this study argues that Malaysia will preserve its old industrial relations policies.

<p>This thesis focuses on how Public service Co-ordinating Bargaining Council (PSCBC) contributes to social dialogue within South African Public service. This thesis seeks to filL a significant literature gap on collective bargaining as accomplished by the PSCBC. The thesis briefly examines the history of collective bargaining in the South African Public Service. The research methodology used includes information gleaned from annual reports published by the PSCBC. Interviews of selected stakeholders such as government officials and labour organisations involved in the PSCBC were conducted.The thesis holds that historically an adversarial relationship existed between the state as employer and the recognised trade unions.</p>

Paper1: This article critically reviews the various theoretical perspectives of industrial relations encompassing unitarism, pluralism, Marxism, Fordism, neo/post Fordism and post-modernism and applies them to the unique industrial relations context in Malaysia. It is also discusses various Human Resource (HR) theories focusing on both the 'soft' and 'hard' aspects of HR and its impact on industrial relations practices in the Asia-Pacific region based on empirical evidence. It follows with a critical review of the emerging global patterns/trends on industrial relations, debating whether convergence or divergence of industrial relations systems is more evident or whether patterns of industrial relations are co-related to a country's stage of industrialisation. The article questions whether empirical evidence in union-management relations globally points towards adversarialism or collaboration, or co-operation within an adversarial context to constrained conflict within a co-operative framework. The literature gap suggests that further industrial relations research involving employers and employees should be carried out in Malaysia. / Paper 2: This research aims to find out whether there are differences in the ranking and perception of 13 IR issues and challenges in Malaysia by secretaries-general of trade unions and HR/IR Managers of unionised private sector companies in Malaysia. It also seeks to determine whether, within each group, there are significant differences in the ranking of such IR issues and challenges by age group, gender, experience level, and years exposed to Malaysian industrial relations. / Paper 3: This research aims to find out the ranking and perception of 13 IR issues and challenges by unionised officers of a large local bank in Malaysia. It seeks to determine whether there are significant differences in their rankings of such IR issues and challenges by age group, education level, gender, and years of experience as an officer of the Bank. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2005.

Recent debates in comparative industrial relations scholarship have raised significant questions about the impact of changes in the international economy on national patterns of industrial relations. Globalisation, it has been argued, creates pressures for convergence that will increasingly undermine national diversity in industrial relations institutions and outcomes. At its most extreme, the globalisation thesis predicts �a universal race to the bottom� of labour standards. This globalisation thesis has been broadly criticised in the comparative industrial relations literature. Rather, a growing body of comparative industrial relations literature has pointed to evidence of continued diversity, despite the common pressures associated with changes in the international economy. This literature has focussed on the importance national level institutional variables play in explaining diversity and suggested that differences in national level institutional variables are likely to produce cross-national divergence rather than convergence. While the institutionalist approach represents an important corrective to the globalisation thesis, it has difficulty explaining similarities in patterns of industrial relations changes, despite institutional differences across countries, and is largely unable to explain changes in the institutions themselves. This thesis argues that these limitations of the institutionalist approach reflect its intellectual origins in comparative politics. The major contribution of this thesis is the development of an interaction approach the relationship between international economic change and the domestic institutions of industrial relations. This alternative theoretical approach, which is drawn from concepts in the political economy tradition in industrial relations and the international political economy literature, identifies four key variables the shape the relationship between international economic change and the domestic institutions of industrial relations: namely, the international economic regime; the national production profile; the accumulation strategy of the state; and the role of institutional effects. The thesis tests the explanatory power of the interaction approach by focussing on the comparison between two closely matched countries- Australia and New Zealand- during three periods of significant economic change in the international economy: the end of the nineteenth century; the immediate post world war two period; and, in the late 1960s. It shows that each of these periods a focus on changes in the international economy and how they impact the interests of employers, workers and the state helps explain both similarities and differences in industrial relations developments in the two countries. In doing so it demonstrates the importance of what appear to be small differences between the cases. The ability of the interaction approach to account for similarities and differences across three time periods in two most similar countries suggests that it may have broader application in cross-national comparison and that may provide the basis for a more general reassessment of the relationship between the contemporary wave of globalisation and industrial relations institutions and outcomes.

Thesis (Ph. D.)--University of Adelaide, 1985. / Includes bibliographical references (v. 2, leaves 176-217).