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Although the relationship between job and life satisfaction has attracted much attention, little research has been undertaken in geographically remote settings. The present study addresses this deficiency by testing a causal model that incorporates job-related, personal, environmental, and community-related variables. The LISREL results, based on a sample of 286 male employees from an open-cut coal mine in remote central Queensland, Australia, indicate that the community variables of family isolation and kinship support have the largest total (direct and indirect) effects on life satisfaction. Job satisfaction is found to be the next most important factor, and mediates the impact of routinization, industrial relations (IR) climate, promotional opportunity, work overload, family isolation, kinship support, positive affectivity, community participation, and negative affectivity on life satisfaction. In addition, job satisfaction is observed to have a stronger effect on life satisfaction than vice versa. The implications of these findings for organizations operating in remote regions are discussed.

Relational demography has recently been employed to investigate the influence of workplace diversity on organizational outcomes, such as organizational commitment, turnover, and performance (O'Reilly, Caldwell, & Barnett, 1989; Tsui & O'Reilly, 1989; Tsui, Egan, & O'Reilly, 1992; Tsui, Egan, & Porter, 1994). In the present study, we utilize the techniques and theoretical framework employed in the relational demography literature to examine the impact of heterogeneous union membership status within work groups and vertical dyads, and the effect of these differences on union commitment. A composite dataset was created from two Australian hospitals. Analyses of the data were confined to 460 nursing staff who could be identified within 43 specific work groups (hospital wards). The results indicate that while no relationship was found between differences in membership status among co-workers in work groups on commitment, differences between members and their supervisors served to decrease union loyalty and belief in unionism (controlling for other union and organizational factors). Importantly, we found support for an interaction effect between work groups and vertical dyads. Differences in membership status among co-workers were observed to lower union loyalty and willingness to work for the union when supervisors were nonunion members. The implications of such findings for union policy are addressed.

Most studies of unionized, immigrant workers have argued mat such workers have lower levels of participation in and hold different attitudes toward their unions than do nonimmigrant union members. Drawing on a questionnaire survey of members of six Australian trade unions, this article questions this consensus. We argue mat country of origin – in particular whether the union member was born in a non-English-speaking or an English-speaking country – does not, of itself, lead to different levels of union participation or different union attitudes. A closely related variable, the level of English language ability, does influence some elements of particpation and attitudes.

The justice literature suggests, but has not tested, a positive relationship between met expectations about multiple workplace rewards and distributive justice evaluations (the individual's assessment of whether s/he has been treated fairly). Data from samples of teachers in South Korea (N = 649) and the U.S. (N = 810) are used to examine this relationship. In addition, U.S.-South Korea cultural value differences in individualism, seniority, and hierarchical authority are the basis for hypothesizing that certain reward-specific met expectations will be linked differently to justice evaluations across the two societies. As hypothesized for both societies, the more onés expectations about job-related rewards are met, the greater the perception of just treatment. Also as hypothesized, several societal differences based on cultural differences are found. Met expectations about autonomy are more important in explaining justice evaluations in the U.S., whereas met expectations about advancement opportunities are more important in South Korea.

PurposeThe purpose of the study is to develop a deeper understanding of the construct "integration within the HRM subsystem". The study attempts to shed light on the conceptual perspective, the characteristics of this construct as well as the meaning and the mechanisms of internal integration within a HRM subsystem.Design/methodology/approachThe procedure involves three main steps: first data reduction followed by data display and conclusion drawing/verification. Semi‐structured, face‐to‐face interviews with 21 vice‐president HRM managers and senior managers were conducted. The average time of the interviews was 60 minutes.FindingsThe findings revealed a model composed of HRM infrastructure (HRM cooperative policy, integrative core competence, and integrative technological infrastructure), internal communication process (formal and informal) and integrating process (consistency of HRM practices at the subsystem and individual levels). The first two categories are related with the dependent category‐integrating process.Practical implicationsHRM subsystems should develop their integrative technological infrastructure so that they can have a wide‐ranging view about their activities. Also, informal mechanisms may enhance the integrating process, as well as the formal mechanisms. Thus, managers should support and encourage the informal climate, and facilitate especially on informal communication.Originality/valueThe findings suggest a new approach for analyzing the integration process within an organizational HR sub‐system. On the one hand, the continuity of integration demonstrates how each category may contribute to the integration process on a high level. On the other, the low level of each category illustrates the opposite side of integration.