Doctor of Philosophy (PhD) / The study of employer associations in Australia has focused on the activities of state employers’ federations and peak employer organisations in the federal sphere and on the effect on those organisations of Australia’s compulsory conciliation and arbitration system. The majority of literature has continued to mainly focus on national employer associations and on their difficulties in achieving national unity due to the differing views of their State branches. Despite their historic relevance, state employer associations that were established during the colonial era have been virtually ignored. Whilst single industry associations at the state level have also had to come to terms with the demands of Australia’s dual industrial relations systems, the role of the state systems and of the state-based employer associations appear to have attracted comparatively little academic interest. The effect on employer associations of the character and status of those who direct and influence their operations has received little, if any, analysis. Leading builders who were the major contractors of their time established the Master Builders Association of NSW (MBA/NSW) during the colonial era, and those that led the association throughout the turmoil of the 1890s, a major depression and two world wars continued to be the leading builders in the State of New South Wales. Following the Second World War, the character of the MBA/NSW changed with the absorption of suburban associations that comprised small to medium-sized builders. That development was compounded by the changes in the size, height and complexity of buildings within the Central Business District of Sydney and in other centres throughout the metropolitan area. Enormous capital was required to fund construction works and large corporations were formed and the bench-mark of what constituted a major contractor was raised considerably. Those events had an enormous impact on the character and operations of the MBA/NSW. This historical thesis seeks to explain why the MBA/NSW was successfully established in 1873 after two previous attempts; and, what accounts for its subsequent survival and growth. It analyses the various challenges that faced the MBA/NSW during its first one hundred years and the effect on that association of the policies and practices of iii architects, governments, trade unions and other employer associations. It traces the 1890 establishment of the Master Builders Federation of Australia (MBFA), the oldest federal industry association in Australia, by the MBA/NSW and its sister associations from other areas of Australia and analyses the manner in which the State-based Master Builders Associations each fought to retain their individual independence and reject any attempts to cede their powers so as to convert their federation into a national centralised body. The need for quick national responses of major building companies during the 1970s was addressed through a composite organization created by the Master Builder movement and the Australian Federation of Construction Contractors due to the continued refusal of the Master Builders associations to cede their powers to MBFA. The development of the trade union movement in the building industry in New South Wales is also analysed together with reference to the history of building industry awards in this State. The study also outlines the history of MBA/NSW initiatives and policies related to tendering and industrial relations which came under increasing pressure due to legal challenges from disciplined members and to changes arising from industrial and trade practices legislation. The practice of convening tender meetings, the introduction of Builders Licensing in New South Wales and, the origins of the MBA/NSW Group Apprenticeship Scheme are each described.

[No Abstract]

The communication of information between employers and employees is gaining increased attention in the theory and practice of industrial relations. The views of trade unions on aspects of information communication have been neglected despite the ability of trade unions to affect the success or failure of attempts by employers to communicate with their employees. The purpose of this research report is to establish some tentative conclusions as to trade union views on information communication in general, and the more specific method of communication involving employee reports. Findings of the report are based on data collected by means of a mall questionnaire survey involving all unions affiliated with the Labor Council of New South Wales in May, 1979. Analysis is performed manually using non parametric tests in accord with the nominal characteristic of the data. The most significant finding of the report is that the majority of trade unions are in favour of employers issuing employee reports. This view is not affected by the size of the unions, the public sector concentration of the unions, nor the political ideology of the unions. Trade unions also believe that the most important information for inclusion in employee reports is safety and health information, closely followed by future employment levels and prospects, pay and conditions, and balance sheets.

論 文 摘 要 覺醒的市民主義凝聚社區主體意識。社區的經濟發展相對影響勞資關係變遷，尤其在七十年代中後期，出口導的向加工與代工業趨於沒落。科技與產業升級成主流，技術落後或策略上缺乏競爭力的產業仍以利潤最大化變更投資地區的措施影響最為顯著。有些選擇產業外移，有些企業選擇鄉村社區的低地價、低工資為降低成本策略目標，鄉村社區相對獲得經濟發展帶來提升生活水準的可能。社區居民勞工礙於己私的工作權保障，在環境保護議題上的生產污染抗爭，被策略性直接轉化成勞工的工作保衛戰，與社區主體意識背道而馳的＜對己抗爭＞。企業更藉助外籍勞工的替代關係，迫使本地勞工順從行政的統治管理，放棄協商及爭議權利，工會組織功能不張而漸趨解體。本文就社區經濟發展【工業化】對於勞資關係的影響研究發現三個主要影響： （一）外籍勞工問題： 十七萬外籍勞工在製造業，顯然替代了本國生產勞力，其替代性使本勞人人自危，迫使工會瀕臨解體。且外勞之低勞動條件及安衛品質下降，造成勞動人權滅失危機，也因人數眾多引發新的社會治安或生活品質下降疑慮。 （二）環境保護的議題： 勞工兼具社區居民身份，生產的污染利害關係移轉成工作權與居民權的兩難，社區勞工為橋粱對社區展開溝通減少抗爭，基於社區情感可減低抗爭與成本。 （三）人權的保護問題： 企業經營管理利用鄉村社區的純樸民風及外勞替代策略，個別勞資的僱用關係受到區隔而極度不穩定，集體勞資關係因工會幹部保護欠週投鼠忌器，以致功能不張。無論人民基本權利的工作權、勞工組織的團結權、勞工協商及爭議權等無一幸免的受到壓縮。在在顯示人權保護的不週與困難。 關鍵字：勞資關係(Industrial Relations)、經濟發展(economic development)、社 區(community) 論文目錄 第壹章 緒論......................................................................1 第一節 研究目的 ..............................................................................3 第二節 研究方法 ..............................................................................5 第三節 研究限制 ..............................................................................8 第貳章 理論及文獻探討.............................................................10 第一節 社區的意涵 ........................................................................13 第二節 勞資關係的理論探討.........................................................17 第三節 經濟發展對勞資關係的影響...........................................35 第四節 結語......................................................................................50 第參章 經濟發展對勞資關係影響(台灣地區).................56 第一節 經濟發展.............................................................................57 第二節 勞資關係現況與問題探討...............................................70 第三節 經濟發展對勞資關係的影響...........................................73 第四節 結語......................................................................................84 第肆章 經濟發展對勞資關係的影響(苗栗縣)..................86 第一節 經濟發展..............................................................................86 第二節 經濟發展對勞資關係的影響............................................93 第三節 實證分...............................................................................99 第四節 結語......................................................................................110 第伍章 結論與建議......................................................................118

Previously consigned to the anonymity of �the product market� by researchers in traditional fields such as labour economics and industrial relations, the customer has recently attracted the attention of scholars from a diverse range of disciplines, including organisational behaviour, work psychology, labour process studies, gender studies, and critical management studies. In large part, this emerging interest in the customer is a result of the increasing dominance of service industries in developed economies and the recognition that service work entails a complex, three-way interaction between customers, management and workers. The literature identifies a range of competing and, at times, contradictory images of the customer. Rather than seeking to reconcile these competing representations, this thesis explores the multi-faceted nature of the customer presence and the implications for managers and workers in the retail banking industry in Australia. The thesis highlights how structural change and shifting discourses of the �customer� have influenced customer relations, employment relations, and worker identity in three areas of the retail banking industry: traditional retail banks, the credit union movement, and community banks. Drawing on detailed qualitative case study evidence, the thesis highlights the range of customers, both �real� and �constructed�, that can be found in the case study organisations. The thesis identifies the ways in which customers influence employment relations and how workers can be active in either accommodating or resisting the impact of these �customers� on workplace practice and worker identity. The central argument of the thesis is that, in addition to customers having a physical presence in and influence on organisational life, management and workers also construct �discursive customers� as a means of influencing the employment relationship and the meanings attached to service work. The study examines how these competing concepts of the customer and customer service influence both the customer-service provider relationship and service workers� relationships with one another and with management. Despite the increasing recognition that service work entails a three-way relationship between customers, management and workers, our understanding of how workers either welcome or resist the presence of this third actor in the employment relationship has, until recently remained very limited. This thesis makes a significant contribution to our understanding that for workers the customer is ever-present physically, emotionally and discursively.

Thesis (Ph.D.)--Hong Kong University of Science and Technology, 2006. / Includes bibliographical references (leaves 280-293). Also available in electronic version.

This article investigates how institutional, organisational and individual factors influence labour politics in the internet economy. The authors discuss several theoretical approaches towards labour politics and industrial relations. Using the example of the IT industry, they then illustrate how in the IT industry the organisation of work changes, what requirements result for employees, how regulation is structured, and what political challenges this brings for trade unions and employer’s associations. Considering current developments in the IT economy, the authors finally evaluate the theoretical approaches according to their explanatory strength.

Abstract Research on HRM of banking industry since the law of Financial Holding Company has been put into practice are few. The purpose of this study is to explore the correlation among Industrial Relations Climate, Job Satisfaction, Organizational Commitment and Turnover Intention in the banking industry. Based on 507 questionnaires from 51 bank branches in Taiwan, this study finds several important results. Findings¡G ¡]1¡^Positive relationships are found between Industrial Relations Climate and Job Satisfaction, Organizational Identification; and negative relationships are found between Industrial Relations Climate and Instrumental Commitment, Turnover Intention. ¡]2¡^Job Satisfaction is found positively related to Organizational Identification; and negative relationships are found between Job Satisfaction and Instrumental Commitment, Turnover Intention; but the result is only partial. ¡]3¡^Employees in Financial Holding Company are higher Industrial Relations Climate, Salary Satisfaction, Promotion Satisfaction, Organizational Identification and lower Turnover Intention than Employees not in Financial Holding Company. ¡]4¡^Employees in merging company are lowerer Industrial Relations Climate, Job Satisfaction, Organizational Identification and higher Turnover Intention than Employees in non-merger company. ¡]5¡^Employees in merged company are lower organizational identification and higher turnover intention than employees in non-merger company.

This research is to explore the decision-making process of new policy of working hours and its influence on the industrial relations network? This study uses the texts of political discourse that legislators interrogated with government officials in Taiwan Legislative Yuan. This text is focused on Article 30 of the Labor Standards Act. The main research methods of this study include quantitative study, and qualitative analysis. The process of policy making is constructed from industrial of ideology, policy of interest, and the opinion about industrial relations. The main results of the study are as follows: 1.) On the industrial relations network, the new working hours policy has main influence on the labors than on the employers. 2.) On the content of political discourse: the labors concern for the right and equality, with as the employers concern for economical perspective. 3.) Labors and employers have different strategies to respond the change of working hours policy.

Thesis (Ph.D.)--Columbia University. 2000. / Includes bibliographical references (p. 83-91) and index.