Suchergebnisse

This article examines the fate of public sector appeal systems under the managerialist reform agenda. Is new managerialism wedded to a particular shape of appeal system? Is it wedded to the dismantling of this traditionally distinctive feature of public sector employment in Australia? To explore these questions, this article examines the roles which public sector appeal systems play in human resource management and their implications for public sector reform. It then compares traditional appeal rights and processes with those currently operating in the state, Commonwealth and Northern Territory public services. The article also discusses the implications of the dramatic changes in some jurisdictions, including Victoria and Western Australia, for the effectiveness of appeal processes, and human resource management in the public sector.

AbstractThis article contributes to the conceptualisation of evidence‐based policy through providing a framework of the key factors that influence research utilisation, including those that shape the quality of evidence provided. We apply this framework to an analysis of public policy to regulate the remuneration of freight truck drivers to improve workplace safety in their industry. Recent policymaking concerning the regulation of truck drivers' remuneration in Australia provides an opportunity to examine the quality and utilisation of research evidence by external evidence providers in opposing political contexts. This article suggests the need for informed and vigilant scrutiny of the contributions of evidence providers to government policymaking, particularly in the case of wicked policy problems about which there are sustained ideological differences that underpin problematisation, research interpretation, and conceivable policy solutions.

AbstractReturning injured workers to work is a central object of contemporary workers' compensation systems. Injured workers' interactions with insurers and employers are critical to achievement of timely and sustainable return to work outcomes. This article explores the interactions of injured workers with insurers and employers through analysis of their perceptions and experiences. The focus is on experiences with the NSW Workers Compensation scheme since 2012. To frame this analysis, the article proposes a model mapping these interactions, the relationships involved, the health, social and vocational consequences, and the return to work outcomes. The research found not only that the NSW Workers' compensation system is failing to deliver a timely and durable return to work for many injured workers, but also that, for many, problematic and often pathogenic interactions with employers and insurers are resulting in exacerbated and secondary injuries and negative social and vocational consequences.

Examines two leading cases of Austrian organisations providing employee self‐rostering for work‐family balance, a little‐reported area of employment relations innovation. These cases highlight that such schemes can be successful for managements and employees even in highly routine, mechanised production environments. Asks what sorts of factors encourage management to adopt such schemes and whether different factors encourage their retention over time. In both cases, external environmental factors, internal environmental adaptation and management's embrace of high commitment strategies all influenced managerial decision making. However, these three sets of factors operated in different degrees and in different sequences between the two cases. In neither case was the institutional environment of any real importance.

With the incumbent Labor government embracing a recentralisation of industrial relations, public sector agencies in Queensland are experiencing a dramatic shift in the framework of employment relations. This paper discusses the approach of the previous Coalition government to managing the public sector workforce and the emerging approach of the Labor government. The comparison of contrasting governmental approaches to public sector employment relations throughout the 1990s suggests that successive governments have balanced very differently the three main pressures they have faced: political, managerialist and industrial relations.