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Journal articles on the topic 'Australian Workplace'
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Sendall, Marguerite C., Phil Crane, Laura McCosker, Marylou Fleming, Herbert C. Biggs, and Bevan Rowland. "Truckies and health promotion: using the ANGELO framework to understand the workplace’s role." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 406–17. http://dx.doi.org/10.1108/ijwhm-09-2017-0070.
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Purpose Workplaces are challenging environments which place workers at the risk of obesity. This is particularly true for Australian road transport industry workplaces. The Analysis Grid for Environments Linked to Obesity (ANGELO) framework is a public health tool which can be used to conceptualise obesogenic environments. It suggests that workplaces have a variety of roles (in the physical, economic, political and sociocultural domains) in responding to obesity in transport industry workplaces. The purpose of this paper is to present the findings which explore this idea. Design/methodology/approach The project used a mixed-methods approach located within a participatory action research framework, to engage workplace managers and truck drivers in the implementation and evaluation of workplace health promotion strategies. The project involved six transport industry workplaces in Queensland, Australia. Findings This study found that transport industry workplaces perceive themselves to have an important role in addressing the physical, economic, political and sociocultural aspects of obesity, as per the ANGELO framework. However, transport industry employees – specifically, truck drivers – do not perceive workplaces to have a major role in health; rather, they consider health to be an area of personal responsibility. Practical implications Balancing the competing perceptions of truck drivers and workplace managers about the workplace’s role in health promotion is an important consideration for future health promotion activities in this hard-to-reach, at-risk population. Originality/value The use of the ANGELO framework allows the conceptualisation of obesity in a novel workplace context.
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Chadwick, Sharlene, and Joanne Travaglia. "Workplace bullying in the Australian health context: a systematic review." Journal of Health Organization and Management 31, no. 3 (May 15, 2017): 286–301. http://dx.doi.org/10.1108/jhom-09-2016-0166.
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Purpose During the past decade, there has been increased attention into bullying behaviours in workplaces. Research to date has varied in design, the definition of what constitutes bullying behaviour, as well as the methods used to collect data and measure bullying incidence and prevalence. Nonetheless, studies demonstrate that bullying is a significant issue, which warrants an increased research focus to develop greater understanding of the concept, its effects and implications in, and for, the workplace. The purpose of this paper is to focus on capturing a range of international and Australian literature regarding workplace bullying behaviours in a health context from a management perspective. As a result, this paper identified the gaps in the literature when expanded specifically to an Australian health context. Design/methodology/approach The purpose of this review is to summarise the existing literature, both internationally and in Australia which examines workplace bullying behaviours in a health context from a management perspective. This describes the review of the literature on workplace bullying in a health context undertaken from January to April 2014. The “Preferred Reporting Systematic Reviews and Meta-Analyses” method was used to structure the review, which covered a wide range of literature from databases including MEDLINE, Embase, CINAHL and InformIT, as well as reports, and grey literature. Findings The review included 62 studies that met the inclusion criteria and reported either: factors contributing to workplace bullying, at least one significant example of workplace bullying behaviour or the impact of workplace bullying behaviours in a health context. Originality/value There is limited data on workplace bullying behaviours in an Australian health context. The literature supports there is value in future research to develop consistent definitions, policies, procedures and frameworks, which could help to prevent or address workplace bullying behaviours based on work being undertaken internationally.
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Hansen, Stephanie, Peta-Anne Zimmerman, and Thea F. van de Mortel. "Assessing workplace infectious illness management in Australian workplaces." Infection, Disease & Health 22, no. 1 (March 2017): 12–20. http://dx.doi.org/10.1016/j.idh.2016.12.005.
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Strachan, Glenda, John Burgess, and Anne Sullivan. "Affirmative action or managing diversity: what is the future of equal opportunity policies in organisations?" Women in Management Review 19, no. 4 (June 1, 2004): 196–204. http://dx.doi.org/10.1108/09649420410541263.
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Equal employment opportunity policies were introduced in Australia in the 1980s in response to women's disadvantaged workforce position. Australia's unique form of affirmative action was underpinned by legislation, and aimed to promote gender equity in the workplace via employer action. Throughout the 1990s there has been a policy shift away from collectivism towards individualism, and away from externally driven social programmes at the workplace towards managerialist driven social programmes. The main process for implementing progressive and inclusive equity programmes at the workplace is through human resource management policies that link employment diversity to organisational objectives (for example, productivity and profitability). Programmes titled “Managing diversity” have been introduced into some organisations, and today there are a variety of approaches towards equity policies in Australian organisations. The article proposes that a distinctive Australian version of managing diversity will develop in some organisations based on the prior national legislative framework.
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Mitchell, Richard, and Joel Fetter. "Australian Workplace Agreements and High Performance Workplaces: A Reply." Journal of Industrial Relations 45, no. 4 (December 2003): 528. http://dx.doi.org/10.1111/j.0022-1856.2003.00098.x.
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Hills, Danny J., Catherine M. Joyce, and John S. Humphreys. "Prevalence and prevention of workplace aggression in Australian clinical medical practice." Australian Health Review 35, no. 3 (2011): 253. http://dx.doi.org/10.1071/ah10983.
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Objective. To determine the extent of aggression directed towards Australian doctors and the implementation of aggression prevention and minimisation strategies in medical workplaces. Methods. Data were obtained from the pilot phase (n = 321) of the Medicine in Australia: Balancing Employment and Life survey of the clinical medical workforce in 2010. Descriptive statistics were generated in relation to doctors’ experiences of aggression at work in the previous 12 months, and the implementation of workplace aggression prevention and minimisation strategies. Distributions of the outcome variables were evaluated by doctor type and sex. Results. More than 70% of doctors experienced verbal or written aggression and almost a third experienced physical aggression. Higher proportions of hospital non-specialists and specialists-in-training experienced aggression from patients, patient relatives or carers and co-workers. Higher proportions of female doctors experienced verbal or written aggression from patient relatives or carers and co-workers. Overall, the more basic aggression prevention and minimisation strategies had been implemented in approximately two-thirds of clinical settings, with lower rates for more extended strategies. Conclusions. Many Australian doctors experience workplace aggression. The more widespread adoption of measures that support the prevention and minimisation of aggression in medical practice settings appears necessary. What is known about the topic? The limited research on workplace aggression in Australian medical practice primarily focusses on the prevalence of patient aggression in General Practice. What does this paper add? Current evidence is provided on the extent of workplace aggression directed towards Australian doctors from multiple sources and the implementation of workplace aggression prevention and minimisation strategies in diverse clinical settings. What are the implications for practitioners? More concerted efforts need to be undertaken to ensure that effective aggression prevention and minimisation strategies are implemented in medical practice.
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Hills, Danny J., Catherine M. Joyce, and John S. Humphreys. "Corrigendum to: Prevalence and prevention of workplace aggression in Australian clinical medical practice." Australian Health Review 37, no. 3 (2013): 408. http://dx.doi.org/10.1071/ah10983_co.
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Objective. To determine the extent of aggression directed towards Australian doctors and the implementation of aggression prevention and minimisation strategies in medical workplaces. Methods. Data were obtained from the pilot phase (n = 321) of the Medicine in Australia: Balancing Employment and Life survey of the clinical medical workforce in 2010. Descriptive statistics were generated in relation to doctors' experiences of aggression at work in the previous 12 months, and the implementation of workplace aggression prevention and minimisation strategies. Distributions of the outcome variables were evaluated by doctor type and sex. Results. More than 70% of doctors experienced verbal or written aggression and almost a third experienced physical aggression. Higher proportions of hospital non-specialists and specialists-in-training experienced aggression from patients, patient relatives or carers and co-workers. Higher proportions of female doctors experienced verbal or written aggression from patient relatives or carers and co-workers. Overall, the more basic aggression prevention and minimisation strategies had been implemented in approximately two-thirds of clinical settings, with lower rates for more extended strategies. Conclusions. Many Australian doctors experience workplace aggression. The more widespread adoption of measures that support the prevention and minimisation of aggression in medical practice settings appears necessary. What is known about the topic? The limited research on workplace aggression in Australian medical practice primarily focusses on the prevalence of patient aggression in General Practice. What does this paper add? Current evidence is provided on the extent of workplace aggression directed towards Australian doctors from multiple sources and the implementation of workplace aggression prevention and minimisation strategies in diverse clinical settings. What are the implications for practitioners? More concerted efforts need to be undertaken to ensure that effective aggression prevention and minimisation strategies are implemented in medical practice.
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Burgess, John, Kerry Brown, Adrian Wilkinson, and Keith Townsend. "Has Australias Road to Workplace Partnership Reached a Dead End?" International Journal of Comparative Labour Law and Industrial Relations 29, Issue 2 (June 1, 2013): 239–56. http://dx.doi.org/10.54648/ijcl2013016.
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Over the last fifteen years, a number of developed countries have pursued an agenda seeking to develop more collaborative management-union arrangements often labelled as partnerships. This article reviews the Australian road to partnerships by situating it within the context of developments in the UK and New Zealand. In 2009, Australia's then Deputy Prime Minister and Minister for Workplace Relations, Julia Gillard, suggested that Australian Industrial Relations were about to undergo a shift towards a new model of workplace interaction that included more collaboration and partnerships. We argue that rather than a substantial shift, this approach can be viewed as an evolution from the Accord years, disrupted for a period by the Howard Government. However, unlike similar regulatory regimes in the United Kingdom and New Zealand, the Australian Government has done little to entrench a system of partnerships at the workplace level. This article assesses the extent to which collaboration and partnership in Australia's modern IR system provides a roadmap to a new Australian IR landscape, or whether the failure of policy-makers to act has led to a dead-end for Australian partnerships. The practical implications of this agenda for the conduct of industrial relations are considered.
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Knott, Steve. "People, productivity and performance: the importance of workplace relations reform to Australia's resource future." APPEA Journal 55, no. 2 (2015): 458. http://dx.doi.org/10.1071/aj14093.
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After the past decade of unprecedented global investment into new resource projects and existing mine expansions in Australia, the next few years will see a large number of these new mega-projects finish construction and enter the production phase. During this industry transition, the performance and productivity of Australia's new resource projects will be critical for delivering the greatest returns to the nation and in determining whether more investment capital will find its way into the country. As Australia's resource industry rapidly transitions into this new long-term production phase, the author, Australian Mines and Metals Association (AMMA) Chief Executive Steve Knott, discusses how leadership, productivity and workplace relations reform will maximise new production capacity and create ongoing opportunities for future generations. In particular, the author explores why Australia's workplace relations system is an increasing concern for an industry subject to intensifying global competition and the reforms that could assist resources companies to do business, invest and create jobs. This extended abstract about all things people and productivity will examine: Australia's productivity performance against existing and emerging competitors. The importance of workplace relations for boosting resource industry productivity and positioning Australia to secure further waves of global investment. Key reform priorities for resource industry employers, and the workplace policy foundations that the industry needs for future productivity and competitiveness. Labour productivity in the wider context of skills, leadership and technology usage.
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Wissell, Shae, Leila Karimi, Tanya Serry, Lisa Furlong, and Judith Hudson. "Leading Diverse Workforces: Perspectives from Managers and Employers about Dyslexic Employees in Australian Workplaces." International Journal of Environmental Research and Public Health 19, no. 19 (September 22, 2022): 11991. http://dx.doi.org/10.3390/ijerph191911991.
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Background: Dyslexia is a specific learning disability affecting around 1 in 10 Australian adults. It presents unique challenges for employees in the workforce, yet community and workplace awareness of the challenges of dyslexia is limited. The aim of this preliminary research was to explore the experiences and perspectives of Australian employers and managers responsible for supervising employees with dyslexia in the workplace. Materials and Methods: Using a qualitative research design, we conducted in-depth interviews with four managers who had current or previous experience managing employees with dyslexia. We used a deductive approach to analyse the data and categorise responses to the study questions. Results: Participant responses indicated that there is a lack of awareness and understanding of dyslexia within Australian workplaces. Participants identified challenges facing employees with dyslexia in the workplace including, differing personal levels of confidence and comfort in disclosing disability; the possibility of discrimination, and a lack of inclusive organisational practices and processes. Suggestions for ways to improve workplaces for dyslexic employees included: additional support for leaders and managers to drive inclusive leadership, and additional training for leaders and managers on how to best support employees with dyslexia. Conclusions: While only a small sample size, this study indicates that further research is needed to better understand the working environment of Australian leaders and managers. It appears that leaders and mangers need skills and knowledge to better support employees with dyslexia and in doing so create more inclusive workplaces.
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van Barneveld, Kristin. "Australian Workplace Agreements in Universities." Journal of Industrial Relations 51, no. 1 (February 2009): 59–74. http://dx.doi.org/10.1177/0022185608099665.
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This article details the use of Australian Workplace Agreements (AWAs) in universities after the Higher Education Workplace Relations Requirements (HEWRRs) mandated that all university staff be offered an AWA by the end of August 2006. It is clear from the evidence that, despite this requirement, at most universities there was little take-up of this form of individual employment arrangement. Of the few who did sign an AWA, one group stood out more than others — senior general staff. However at most universities, these workers have traditionally been employed on individual, common law contracts and moving them from one form of individualized employment arrangement to another did little to increase the overall pool of those on individual employment arrangements in higher education. Once these senior general staff were excluded from the equation, the take-up rate was very low indeed. The research demonstrates that the Howard government's approach to increasing the take-up rate of AWAs in universities failed. With the election of the Rudd Labor Government in November 2007, the very low take-up of AWAs has meant that the university sector has a relatively small task in moving staff back to collective employment arrangements.
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Pyman, Amanda, Julian Teicher, Brian Cooper, and Peter Holland. "Unmet Demand for Union Membership in Australia." Journal of Industrial Relations 51, no. 1 (February 2009): 5–24. http://dx.doi.org/10.1177/0022185608099662.
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Unmet demand for union membership is defined as employees in non-union workplaces who would join a union if given the opportunity. Unmet demand is a significant issue for Australian unions as union density continues to decline and the current legislative environment remains hostile. This article gauges the contours of unmet demand for union membership in Australia, drawing on responses to the Australian Worker Representation and Participation Survey (AWRPS 2004). It finds a significant level of unmet demand for union membership in Australia. Unmet demand varies according to workplace and employee characteristics and is highest among low income earners, younger workers, workers with shorter organizational tenure and workers in routinized occupations. The practical implications of our findings are discussed in relation to union renewal and the legislative environment prevailing in 2008.
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Hills, Danny J., Catherine M. Joyce, and John S. Humphreys. "Workplace aggression prevention and minimisation in Australian clinical medical practice settings – a national study." Australian Health Review 37, no. 5 (2013): 607. http://dx.doi.org/10.1071/ah13149.
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Introduction This report describes the extent to which 12 workplace aggression prevention and minimisation actions have been implemented in Australian clinical medical practice settings. Methods Using a cross-sectional, self-report survey conducted as part of a national longitudinal study of the Australian medical workforce, differences in the proportions of medical clinicians reporting the implementation of 12 aggression prevention and minimisation actions in their main workplace were determined. Results Only one-third of aggression prevention and minimisation actions achieved point-prevalence rates of greater than 60%, including aggression policies and protocols (65.7%) and incident reporting systems (68.2%). Overall, lower point-prevalence rates were detected for general practitioners and specialists compared with hospital non-specialists and specialists in training, largely reflecting those for doctors mainly working in private rooms compared with public hospitals. Key environmental interventions had relatively low point-prevalence overall, including duress alarms and optimised clinician escape in consulting and treatment areas, and after-hours and off-site safety strategies. Conclusions More widespread adoption of aggression prevention and minimisation measures in medical practice settings is required. Specific legislative and accreditation provisions and funding support may provide the necessary impetus for reform. Further studies can enhance the evidence base on the most effective approaches to the prevention and minimisation of workplace aggression in medical practice settings. What is known about the topic? With the exception of a small number of qualitative studies in general practice, there is a lack of research reporting on the implementation of workplace aggression prevention and minimisation interventions across clinical medical practice settings in Australia. What does this paper add? Baseline evidence is provided on the point-prevalence of 12 workplace aggression prevention and minimisation interventions in diverse medical practice settings in Australia, which suggests that key approaches recommended by leading international organisations and researchers are not widely implemented in many clinical medical workplaces. What are the implications for practitioners? More concerted efforts need to be undertaken to achieve the widespread implementation of aggression prevention and minimisation interventions in clinical medical practice settings.
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Al-Saggaf, Yeslam, Oliver Burmeister, and John Weckert. "Reasons behind unethical behaviour in the Australian ICT workplace." Journal of Information, Communication and Ethics in Society 13, no. 3/4 (August 10, 2015): 235–55. http://dx.doi.org/10.1108/jices-12-2014-0060.
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Purpose – The purpose of this study is to investigate the reasons behind unethical behaviour in the Australian Information and Communications Technology (ICT) workplace. Design/methodology/approach – The study employed a qualitative research methodology. A total of 43 ICT professionals were interviewed during the month of February 2014 in six Australian capital cities. All interviews were conducted face-to-face and followed a semi-structured interviewing format utilising open-end questions and further probing questions. The purposive sample represented ICT professionals from large and small organisations, government and private sector, different geographic locations, ages, genders, types of jobs and employment experience. Data analysis was completed with the help of QSR NVivo 10, a software package for managing qualitative data. Findings – Of the 25 reasons identified for unethical behaviour in ICT workplaces, 30 per cent of participants agreed on five major ones: pressure, bad management, greed, lack of respect towards ICT and communication issues. Practical implications – By focussing on the reasons behind unethical behaviour in the Australian ICT workplace, this article helps those identifying strategies for dealing with unprofessional behaviour to take into account the root causes of unprofessional behaviour. Originality/value – There is hardly any literature on reasons for unethical behaviour in the ICT workplaces. This article seeks to address this imbalance in the literature. Also, integrity systems in ICT are a new focus in collective, organisational ethics. Identification of and resolving unethical ICT workplace practice is an innovative contribution to the literature.
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Reid, Alison, Alison Daly, Anthony D. LaMontagne, Allison Milner, and Elena Ronda Pérez. "Descriptive study of workplace demand, control and bullying among migrant and Australian-born workers by gender: does workplace support make a difference?" BMJ Open 10, no. 6 (June 2020): e033652. http://dx.doi.org/10.1136/bmjopen-2019-033652.
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ObjectiveThe objective of this study is to examine the relationship between bullying in migrants and Australians and types of workplace Iso-strain, by gender.Design and settingTwo descriptive cross-sectional surveys of the Australian working population.ParticipantsAustralian-born workers of Caucasian ancestry (n=1051, participant response rate=87.3%) and workers born in New Zealand (n=566), India (n=633) and the Philippines (n=431) (participant response rate=79.5%).Primary and secondary outcomes measuresUsing logistic regression, we examined whether self-reported assessment of various forms of bullying in the workplace was associated with Iso-strain (job with high demands and low control and without social support), gender and migrant status.ResultsThe prevalence of workplace bullying within the previous year was 14.5%. Sexual harassment, though rare (n=47, 1.8%), was reported by more women than men (83% vs 17%, χ2=19.3, p<0.0001) and more Australia or New Zealand born workers compared to India or the Philippines workers (75.5% vs 25.5%, χ2=4.6, p=0.032). Indian-born women had lower adjusted OR for being bullied and for being intimidated compared to other women. Independent of migrant status, Iso-strain (1), (low support from boss) and Iso-strain (2), (low support from colleagues) predicted being bullied. Women were more likely to be in an Iso-strain (1) job than men (18.7% vs 13.6%, p=0.013) and had twice the risk of being both verbally abused and intimidated compared to men (OR 9 vs OR 5.5, p<0.0001).ConclusionWorkplace bullying was more likely for women than men. There were few differences between workers from different migrant groups. Iso-strain was the strongest predictor of workplace bullying. Workplaces should encourage supportive and collegiate work environments.
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Marchington, Mick. "Surveying the Practice of Joint Consultation in Australia." Journal of Industrial Relations 34, no. 4 (December 1992): 530–49. http://dx.doi.org/10.1177/002218569203400402.
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In the last few years, a number of articles have pointed to the groiving relevance of joint consultation within Australian workplaces, a view which is stipported by the data from the 1990 Australian Workplace Industrial Relations Survey. The purpose of this paper is to extend the brief analysis contained in Industrial Relations at Work, and analyze the role played by joint consultative committees across employing organizations as a whole. In particular, evidence is examined relating to the growth/ decline of consultation, its links with other mechanisms for developing employee involvement, the rationale for its implementation at work, the shape and character of joint consultative committees, as well as the participants' attitudes towards these schemes. There appears to have been an increase in consultation recently, and—contrary to some observers—the committees themselves seem to be well received by those who are involved in them. The analysis also suggests that at least two rather different models of consultation appear to be operating in Australia, largely dependent upon the degree and strength of unionization at the workplace. It is argued that the links between consultation and collective bargaining should be more closely examined if there is a further move towards devolved negotiations in Australia.
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Sendall, Marguerite C., Alison Brodie, Laura K. McCosker, Phil Crane, Marylou Fleming, Herbert C. Biggs, and Bevan Rowland. "Truckies and the Australian transport industry: Managers’ perspectives about enablers and inhibitors to workplace health promotion." Work 68, no. 1 (January 29, 2021): 161–69. http://dx.doi.org/10.3233/wor-203365.
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BACKGROUND: There is little published research about managers’ views about implementing and embedding workplace health promotion interventions. OBJECTIVE: To shed light on research-to-practice challenges in implementing workplace health promotion interventions in the Australian road transport industry. METHODS: In this Participatory Action Research project, managers from small-to-midsized companies in the Australian road transport industry were asked their views about enablers and barriers to implementing nutrition and physical activity interventions in their workplace. RESULTS: Managers identified practical assistance with resources, ideas, and staffing as being key enablers to implementation. Barriers included time restraints, worker age and lack of interest, and workplace issues relating to costs and resources. CONCLUSION: Manager perspectives add new insights about successful implementation of workplace health promotion. A Participatory Action Research approach allows managers to develop their own ideas for adapting interventions to suit their workplace. These findings add to a small body of knowledge about managers’ views regarding implementing workplace health promotion in small-to-midsized road transport companies – a relatively unexplored group. Managers highlight the importance of time constraints and worker availability when designing interventions for the road transport industry. Managers require a good understanding of the workplaces’ socio-cultural context for successful health promotion and health behaviour change.
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Alexander, Michael, Roy Green, and Andrew Wilson. "Delegate Structures and Strategic Unionism: Analysis of Factors in Union Resilience." Journal of Industrial Relations 40, no. 4 (December 1998): 663–89. http://dx.doi.org/10.1177/002218569804000409.
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This article examines the pattern of union membership decline in Australia using the 1995 Australian Workplace Industrial Relations Survey data set (AWIRS 95), including the panel of surviving workplaces drawn from the 1990 survey. It confirms recent studies that suggest that the decline is more or less comprehensive, but points to some diversity in the longitudinal findings. In particular, the article tracks the growth of delegate structures in the previous five years in unionised workplaces, employee attitudes to unions, and the much slower rate of derline associated with 'active unionism', While it has been argued, not least by Joe Isaac (1958), that workplace organisation tended to 'atrophy' under compulsory arbitration, there is no automatic process by which it will correspondingly flourish under more decentralised bargaining arrangements. The AWIRS 95 findings suggest that the future of unions will be determined by a range of factors, which include their ability to build and co-ordinate delegate networks and hence the role of the state in providing legislative support for workplace organisation and fair wages. We argue that this, not a return to centralised wage restraint, sbould be the focus of strategic unionism.
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Foley, Meraiah, Sue Williamson, and Sarah Mosseri. "Women, work and industrial relations in Australia in 2019." Journal of Industrial Relations 62, no. 3 (March 18, 2020): 365–79. http://dx.doi.org/10.1177/0022185620909402.
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Interest in women’s labour force participation, economic security and pay equity received substantial media and public policy attention throughout 2019, largely attributable to the federal election and the Australian Labor Party platform, which included a comprehensive suite of policies aimed at advancing workplace gender equality. Following the Australian Labor Party’s unexpected loss at the polls, however, workplace gender equality largely faded from the political agenda. In this annual review, we cover key gender equality indicators in Australia, examine key election promises made by both major parties, discuss the implications of the Royal Commission into Aged Care Quality and Safety for the female-dominated aged care workforce, and provide a gendered analysis on recent debates and developments surrounding the ‘future of work’ in Australia.
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Smith, Camis. "Aboriginal employment—Chevron's journey." APPEA Journal 55, no. 2 (2015): 425. http://dx.doi.org/10.1071/aj14060.
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Advancing Aboriginal participation in the workplace comes with its challenges, and those experienced in the oil and gas industry are unique. Barriers to participation need to be regularly evaluated and addressed for success. Although Chevron Australia's focus on Aboriginal employment is fairly recent, it receives strong internal support from senior and corporate leadership. It will be important in the future to further this commitment and build ownership throughout the organisation to achieve long-term results and meet business needs and skills gaps. Camis Smith, Chevron Australia's Aboriginal Employment Strategy Manager, will share Chevron's experiences, lessons and challenges in advancing Aboriginal participation in the workplace, and reinforce its reputation as an employer of choice. Chevron is one of the world's leading integrated energy companies and through its Australian subsidiaries, has been present in Australia for more than 60 years. With the ingenuity and commitment of more than 4,000 people, Chevron Australia leads the development of the Gorgon and Wheatstone natural gas projects, and has been operating Australia's largest onshore oilfield on Barrow Island for more than 45 years.
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Rajendran, Diana, Karen Farquharson, and Chandana Hewege. "Workplace integration: the lived experiences of highly skilled migrants in Australia." Equality, Diversity and Inclusion: An International Journal 36, no. 5 (June 19, 2017): 437–56. http://dx.doi.org/10.1108/edi-11-2016-0094.
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Purpose The purpose of this paper is to explore how highly skilled migrants to Australia integrate into the workplace, focussing on the factors that foster or hinder that integration. Design/methodology/approach An inductive method using an interpretive methodological approach was employed. In-depth interview data were analysed thematically. Findings Informal workplace practices, such as informal peer mentoring and having an “empathetic” supervisor, also assisted with integration, as did migrant self-help strategies. Factors hindering integration included structural barriers outside the organisation and workplace factors such as racism, cultural barriers and individual factors that centred on the migrants themselves. Research limitations/implications While the exploratory qualitative enquiry sheds light on issues of concern regarding workplace integration of skilled migrants, further studies with diverse migrant groups would be required to understand if the findings could be replicated. An industry or sector-wise migrant study would shed more light on the issues. Practical implications Fostering and hindering factors identified through the lens of four workplace integration theories can inform workplace integration strategies and related policy formulation. Originality/value Informed by four theories of integration, the findings shed light on the everyday workplace experiences of linguistically competent, self-initiated, highly skilled migrants from diverse ethnic/cultural backgrounds in Australian workplaces in a range of industries. While previous research has identified problems experienced by migrants at work, this paper explores factors fostering and hindering workplace integration through the lens of the lived experiences of skilled migrant workers.
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Lewkowski, Kate, Jane S. Heyworth, Ian W. Li, Warwick Williams, Kahlia McCausland, Corie Gray, Elinor Ytterstad, et al. "Exposure to noise and ototoxic chemicals in the Australian workforce." Occupational and Environmental Medicine 76, no. 5 (January 25, 2019): 341–48. http://dx.doi.org/10.1136/oemed-2018-105471.
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ObjectiveTo determine the current prevalence of exposure to workplace noise and ototoxic chemicals, including co-exposures.MethodA cross-sectional telephone survey of nearly 5000 Australian workers was conducted using the web-based application, OccIDEAS. Participants were asked about workplace tasks they performed and predefined algorithms automatically assessed worker’s likelihood of exposure to 10 known ototoxic chemicals as well as estimated their full shift noise exposure level (LAeq,8h) of their most recent working day. Results were extrapolated to represent the Australian working population using a raked weighting technique.ResultsIn the Australian workforce, 19.5% of men and 2.8% of women exceeded the recommended full shift noise limit of 85 dBA during their last working day. Men were more likely to be exposed to noise if they were younger, had trade qualifications and did not live in a major city. Men were more likely exposed to workplace ototoxic chemicals (57.3%) than women (25.3%). Over 80% of workers who exceeded the full shift noise limit were also exposed to at least one ototoxic chemical in their workplace.ConclusionThe results demonstrate that exposures to hazardous noise and ototoxic chemicals are widespread in Australian workplaces and co-exposure is common. Occupational exposure occurs predominantly for men and could explain some of the discrepancies in hearing loss prevalence between genders.
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SMITH, DEREK R., PETER A. LEGGAT, and LAURENCE J. WALSH. "Workplace Hazards Among Australian Dental Students." Australian Dental Journal 54, no. 2 (June 2009): 186–88. http://dx.doi.org/10.1111/j.1834-7819.2009.01116_8.x.
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van Barneveld, Kristin. "Australian Workplace Agreements under Work Choices." Economic and Labour Relations Review 16, no. 2 (May 2006): 165–91. http://dx.doi.org/10.1177/103530460601600208.
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Gollan, Paul J. "Australian Workplace Agreements: An Employer Response." Journal of Industrial Relations 46, no. 1 (March 2004): 116–24. http://dx.doi.org/10.1111/j.0022-1856.2004.00130.x.
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Crockett, Geoffrey, and Peter Dawkins. "The Australian Workplace Industrial Relations Survey." Australian Economic Review 27, no. 4 (October 1994): 113–18. http://dx.doi.org/10.1111/j.1467-8462.1994.tb00867.x.
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Willis, Ralph. "The Australian Workplace Industrial Relations Survey." Labour & Industry: a journal of the social and economic relations of work 1, no. 3 (October 1988): 404–6. http://dx.doi.org/10.1080/10301763.1988.10669051.
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Kitay, Jim. "Analyzing Workplace Industrial Relations: The Australian Workplace Industrial Relations Survey Typology." Journal of Industrial Relations 33, no. 4 (December 1991): 547–63. http://dx.doi.org/10.1177/002218569103300409.
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Easteal, Patricia, and Allison J. Ballard. "Shutting-up or speaking-up: Navigating the invisible line between voice and silence in workplace bullying." Alternative Law Journal 42, no. 1 (March 2017): 47–54. http://dx.doi.org/10.1177/1037969x17694793.
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In this article, we identify and discuss individual and organisational factors which contribute to bully victims’ or targets’ decisions about whether or not to voice complaints about workplace bullying in Australian workplaces. This article examines the costs of voice and silence in workplace bullying matters for both targets and organisations. ‘Voice’ is understood as existing on a continuum, which ranges from informally voicing concerns about bullying behaviour to making a formal complaint or report within the workplace or to an external agency. The ‘silence’ of workplace bullying is also considered to exist on a continuum and may include things such as not raising the bully issue at all, exiting the workplace rather than addressing the issue, and ‘being silenced’ by external influences after having made a complaint. We suggest some organisational changes to facilitate the reporting and better handling of bullying complaints.
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Madison, Jeanne. "Australian registered nurses describe the health care workplace and its responsiveness to sexual harassment:." Australian Health Review 20, no. 2 (1997): 102. http://dx.doi.org/10.1071/ah970102.
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This report is a summary of findings from a 1995 study of Australian registered nursesand their perceptions of their health care workplaces, especially as it relates to sexualharassment. There is little Australian-based empirical research available to guidehospitals and health care facilities in developing appropriate policies regarding sexualharassment. Additionally, hospitals have few assessment tools at their disposal todetermine if policies and procedures are well known and effective. As the majoremployer of registered nurses, hospitals and health care facilities need to be concernedabout employees? perceptions of the workplace.
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Purse, Kevin. "Workplace Health and Safety Deregulation in South Australia." Journal of Industrial Relations 41, no. 3 (September 1999): 468–84. http://dx.doi.org/10.1177/002218569904100307.
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In July 1998 the Soutb Australian goverment released a Discussion Paper concern ing the future of occupational bealth and safety regulation in South Australia. In examining the paradigm shift proposed in the Discussion Paper, this paper highlights the importance of workplace health and safety as public polig issues in Australia and seeks to locate the Discussion Paper within the broader context of deregulatory changes in the administration of occupational health and safety legislation that have occurred in South Australia in recent years. It identifies several fundamental flaws in the proposals put forward for change and suggests that the major problem with tbe regulation of occupational health and safety in South Australia is the failure to effectively administer the legislation. The paper also advances a number of proposals designed to achieve greater compliance with the legislation. It concludes that the major proposals contained in the Discussion Paper are unlikely to find widespread practical expression.
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Singleton, Judith A., Esther T.-L. Lau, and Lisa M. Nissen. "Do legislated carbon reduction targets influence pro-environmental behaviours in public hospital pharmacy departments? Using mixed methods to compare Australia and the UK." PLOS ONE 16, no. 8 (August 18, 2021): e0255445. http://dx.doi.org/10.1371/journal.pone.0255445.
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Pharmaceuticals and their packaging have a significant negative impact on the environment providing a very strong argument for action on the part of pharmacists and pharmacy technicians to engage with pro-environmental behaviours (PEBs) in their workplaces. The aims of this research were therefore to investigate in hospital pharmacists and pharmacy technicians, 1) factors affecting engagement with workplace PEBs, and 2) determine if legislated carbon reduction targets in the UK influenced workplace PEBs in the UK compared with Australia which does not have legislated carbon reduction targets. The environmentally responsible disposal of pharmaceutical waste was the PEB of interest in this study. A mixed methods research design was utilised and a conceptual model (key variables: environmental attitude, concern, and knowledge, and organisational factors) was developed to identify factors influencing workplace PEBs. Participants were from five hospitals in Queensland, Australia and five NHS hospitals in England, UK. There was no statistically significant difference in environmental attitude or concern between the two groups—most had a mid-environmental attitude score and low levels of environmental concern. Participants lacked knowledge of the issue and the link between the environment and public health. Both Australian and UK participants reported recycling packaging waste was not a priority in the hospital pharmacy workplace (even in hospitals with recycling capability) as hospitals focused on compliance with clinical (contaminated) and confidential waste streams. Environmental attitude, knowledge, and concern therefore appeared to be weak influences on intention to perform workplace PEBs with workplace social norms (compliance due to audits) appearing to be a significant mediator of action. The key difference between the cohorts was that UK pharmacists felt waste was not in the scope of their role, and therefore not their responsibility. This study identified that legislated carbon reduction targets did not influence hospital pharmacy workplace PEBs–neither cohort reported engaging significantly in workplace PEBs. UK Government and NHS sustainability policy did not appear to have disseminated to pharmacy department level of UK public hospitals to any great extent.
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Bohatko-Naismith, Joanna, Maya Guest, Carole James, Dimity Pond, and Darren A. Rivett. "Australian general practitioners' perspective on the role of the workplace Return-to-Work Coordinator." Australian Journal of Primary Health 24, no. 6 (2018): 502. http://dx.doi.org/10.1071/py17084.
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General practitioners (GPs) play a key role in the return-to-work process, and yet their experiences working with workplace Return-to-Work Coordinators (RTWCs) have rarely been studied. The aim of this paper is to provide insights from the GP perspective about their experiences with workplace RTWCs and their preparedness for the role. GPs from Australian states and territories where legislation mandates workplaces employ a RTWC were requested to complete a questionnaire on their experiences with workplace RTWCs. Fifty GPs completed a questionnaire on the preparedness of RTWCs in relation to their role, with 58% (n=29) indicating RTWCs require more training. A total of 78% (n=39) of respondents considered RTWCs were important in assisting injured workers return to work, with 98% (n=49) ranking trustworthiness, respectfulness and ethicalness as the most important or an important trait for a RTWC to possess. Interestingly, 40% (n=20) of respondents themselves reported having no training in the return-to-work process. GPs acknowledge the importance of the workplace RTWC in the return-to-work process, and the results highlight the need for RTWCs to possess specific traits and undergo appropriate training for the facilitation of a successful return to work for injured workers.
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Barton, Georgina, Kay Hartwig, and Anh Hai Le. "International Students’ Perceptions of Workplace Experiences in Australian Study Programs: A Large-Scale Survey." Journal of Studies in International Education 23, no. 2 (July 18, 2018): 248–64. http://dx.doi.org/10.1177/1028315318786446.
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Across the globe, there are increased numbers of students undertaking university-level study in foreign countries. Many of the programs they enroll in include a workplace experience (also known as work integrated learning, internship, and/or practicum). The Work Placement for International Student Programs (WISP) project was conducted across Australia and aimed to identify current practices related to international students’ workplace experiences as well as develop resources to improve these experiences overall. This article focuses on an Australian large-scale survey ( n = 252) designed to explore international students perceptions of workplace experiences. Results showed that students rated overall workplace experience highly; however, their confidence in completing assessment items where reflection and self-evaluation were required was a concern. Students also rated self-perception of employability as uncertain despite having positive experiences in the workplace context. Findings showed that there is a need for universities to better support international students in completing reflective and self-evaluative assessment. In addition, more work needs to be done to improve confidence levels of international students around employability.
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Lansbury, Russell D., Edward M. Davis, and David Simmons. "Reforming the Australian Workplace through Employee Participation." Economic and Labour Relations Review 7, no. 1 (June 1996): 29–45. http://dx.doi.org/10.1177/103530469600700103.
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Hawke, Anne, and Mark Wooden. "The 1995 Australian Workplace Industrial Relations Survey." Australian Economic Review 30, no. 3 (September 1997): 323–28. http://dx.doi.org/10.1111/1467-8462.00032.
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Catling, Christine J., Fiona Reid, and Billie Hunter. "Australian midwives’ experiences of their workplace culture." Women and Birth 30, no. 2 (April 2017): 137–45. http://dx.doi.org/10.1016/j.wombi.2016.10.001.
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Cook, Aiden P., Tanya Oliver, and Lester Ramsay. "Radiographer Reporting: Discussion and Australian workplace trial." Radiographer 51, no. 2 (August 2004): 61–66. http://dx.doi.org/10.1002/j.2051-3909.2004.tb00002.x.
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O'Hanlon, Michael. "Improve productivity and safety through a mentally healthy workplace." APPEA Journal 55, no. 2 (2015): 423. http://dx.doi.org/10.1071/aj14058.
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Twenty percent of Australians experience a mental health condition each year, making it an issue to be addressed. Research undertaken by accountancy services firm PwC highlighted that the cost to Australian employers as a result of untreated mental health conditions is A$10.9 billion a year, with the most of this cost—A$10.7 billion—as a result of absenteeism and lost productivity. Much behaviour associated with poor mental health also becomes risk factors for workplace safety. The oil and gas industry has a strong focus on process and personal safety. A workplace that has a high level of mental health adds another dimension of psychological safety. In the risk management model of Orlandella and Reason a workplace that is mentally healthy adds another barrier to assist in the management of risk. There is a growing awareness that establishing a workplace that is mentally healthy involves more than just managing the psychological compensation claims of workers. What is lacking is an integrated approach, including evidence-based information, resources and a model that can adapted to meet specific needs. beyondblue, in conjunction with industry bodies, government, and the mental health sector, has developed Heads Up as a one-stop-shop for businesses to improve the mental health of workplaces. Heads Up demonstrates how business can benefit by having a workplace that is mentally healthy as a result of reduced costs, a positive return on investment. There are also qualitative benefits of being associated with an employer of choice: this involves improved staff retention, morale, engagement and productivity. Heads Up has a range of free resources and includes an action plan tool for businesses to develop tailored plans to improve the mental health of their workplaces. Mental health is everyone’s business.
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Cain, Patricia, Alison Daly, and Alison Reid. "How Refugees Experience the Australian Workplace: A Comparative Mixed Methods Study." International Journal of Environmental Research and Public Health 18, no. 8 (April 12, 2021): 4023. http://dx.doi.org/10.3390/ijerph18084023.
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There is a growing body of evidence indicating poorer working conditions for migrant workers, particularly refugees, compared with native-born workers. Our objectives were to compare exposure to workplace psychosocial stressors in working refugees with other migrant groups and Australian-born workers of Caucasian ancestry and to describe the working experience of refugees. Cross-sectional surveys collected information on the workplace stressors of job complexity, control, security, bullying, and racial discrimination from six migrant groups (n = 1062) and Caucasian Australians (n = 1051); semi-structured face-to-face interviews were used with currently employed refugees (n = 30). Content analysis examined the qualitative data. Compared to all other groups, working refugees were more likely to report experiencing racial discrimination in the workplace and to report exposure to more than three hazards. Content analysis indicated that working refugees are working below their capacity, in terms of hours and qualifications, and in jobs that were low status and lacked security. Despite challenging work conditions, participants reported adequate health and safety training and feeling a sense of pride in their work. These findings highlight the need for better support for refugees in negotiating the workplace once they find employment and the importance of employers providing an inclusive and equitable workplace.
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Gollan, Paul J., and Jonathan Hamberger. "Australian Workplace Agreements and High Performance Workplaces: A Critique of Mitchell and Fetter." Journal of Industrial Relations 45, no. 4 (December 2003): 521–27. http://dx.doi.org/10.1111/j.0022-1856.2003.00097.x.
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Talati, Zenobia, Carly Grapes, Emily Davey, Trevor Shilton, and Simone Pettigrew. "Implementation Outcomes Following Participation in a Large-Scale Healthy Workplace Program Conducted Across Multiple Worksites." American Journal of Health Promotion 34, no. 5 (April 3, 2020): 512–19. http://dx.doi.org/10.1177/0890117120911504.
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Purpose: To measure implementation outcomes of a freely available workplace health promotion program (Healthier Workplace Western Australia [HWWA]) that provides employees with services and supports to make changes in their workplaces. Setting: Western Australian workplaces. Subjects: Employees accessing HWWA services. Intervention: A range of services (training sessions, tailored advice, grant schemes, online resources) were offered relating to nutrition, physical activity, smoking, alcohol consumption, and mental health. Design/Measures: Of the 1627 individuals e-mailed 6 months after participation in HWWA, 345 (21%) individuals who recalled accessing one or more services completed a survey assessing the number and type of changes they had implemented and the perceived barriers to doing so. Analysis: Negative binomial regressions and one-way analysis of variances assessed whether respondent characteristics or number of services used was associated with the number and types of changes made. A qualitative analysis of the perceived barriers was also conducted. Results: The majority of respondents (86%) reported implementing one or more changes. Greater perceived responsibility/authority to make change (β = .56, P < .01), perceived support from coworkers (β = .23, P < .05), and number of HWWA services used (β = .04, P < .05) were positive predictors of the number of changes made. Frequently reported barriers included cost/budget restrictions, lack of management support, and resistance from staff. Conclusion: The HWWA program facilitated implementation of various healthy workplace initiatives across the organizations represented in the evaluation.
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Mellifont, Damian. "Last Bastion Nevermore! A Qualitative Exploration of the Australian Government’s Fifth National Mental Health and Suicide Prevention Plan from the Perspective of Lessening Mental Stigma and Sanism in the Workplace." Studies in Social Justice 13, no. 2 (February 21, 2020): 283–303. http://dx.doi.org/10.26522/ssj.v13i2.1836.
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The need to advance mental health through greater levels of social and economic inclusion represents a pressing policy issue. Within Australia, this policy focus has been progressed at a national level. This exploratory study aims to critically investigate The Fifth National Mental Health and Suicide Prevention Plan in terms of its potential to help reduce mental stigma and discrimination within Australian workplaces. Qualitative content analysis was applied to the national policy document as well as to 12 academic texts retrieved from a Google Scholar search and meeting inclusion criteria. Stage one of the content analysis process revealed themes of representation, education, research, and activism, while stage two added those of language, legal, and media. This study posits that workplace anti-mental stigma and sanism measures as identified within the Plan are limited in the sense that they represent only a subset of those currently available. This research also supports the prospect of these measures operating in a collaborative manner. Finally, it is proposed that potential exists throughout Australian workplaces to implement stigma and sanism reduction measures that specifically target the health and peer workforce.
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Marchington, Mick. "The Growth of Employee Involvement in Australia." Journal of Industrial Relations 34, no. 3 (September 1992): 472–81. http://dx.doi.org/10.1177/002218569203400306.
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In recent years, a number of case studies have reported a growth in the extent of direct employee involvement in specific workplaces in Australia. On the basis of secondary analysis of the Australian Workplace Industrial Relations Survey data, the author demonstrates that this is in fact a more general phenomenon, even at workplaces where unions have traditionally been well organized. At the same time, the overall pattern of growth has been tempered by a smaller but not insignificant number of deaths as schemes have been discontinued. Suggestion schemes and quality circles have been the techniques most likely to show a high rate of attrition as well as growth, thus demonstrating a high degree of instability. It is suggested that the changing nature of employee involvement, as well as its fluidity, has potential implications for managements and trade unions.
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Louise, Gibson, and Norris Kimberley. "Psychological wellbeing and mental health outcomes in Australian Nurses and Midwives." Archives of Nursing Practice and Care 8, no. 1 (September 6, 2022): 017–27. http://dx.doi.org/10.17352/2581-4265.000061.
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Aim: To examine the intrapersonal and organizational factors that contribute to pathogenic and salutogenic psychological outcomes in Australian nurses and midwives. Design: The conceptual framework Factors associated with Salutogenic and Pathogenic Outcomes in Australian Midwives and Nurses was used as a guide for this exploratory, cross-sectional study. Method: Participants were recruited from public, private, and community settings throughout Australia. Six hundred and fifteen participants completed an online survey assessing job satisfaction, professional quality of life, ways of coping, resilience, psychological distress, and the impact of the worldwide coronavirus pandemic on psychological health and well-being. Results: Analyses showed that workplace environmental factors were strong predictors of Secondary Traumatic Stress, and Burnout. Results also showed that workplace factors and adaptive coping were predictive of the salutogenic outcomes of compassion satisfaction and resilience. Conclusion: Adopting a salutogenic approach, focused on maximizing individual and organizational contributors to psychological health and wellbeing, provides a new way for organizations to develop strategies to decrease adverse psychological outcomes, promote well-being and better equip nurses and midwives to cope with the challenges of the healthcare environment. Impact: The findings will be of interest to Chief Nurses, Midwifery Officers, healthcare organizations, and universities to target workplace, individual and interpersonal factors that promote health and wellbeing amongst nurses and midwives.
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Xerri, Matthew, Rod Farr-Wharton, Yvonne Brunetto, and Dennis Lambries. "Work harassment and local government employees: Australia and USA." International Journal of Public Sector Management 29, no. 1 (January 11, 2016): 54–71. http://dx.doi.org/10.1108/ijpsm-05-2015-0094.
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Purpose – The purpose of this paper is to compare the impact of management and colleagues on the perception of work harassment and outcomes of local government employees in Australia and the USA. Design/methodology/approach – Completed surveys from local government employees (265 from the USA and 250 from Australia) were analysed using structural equation modelling and an ANOVA. Findings – The results depict support for the overall measurement and structural models showing that workplace relationships impact on work harassment, and in turn employee outcomes (psychological wellbeing and Organisational Citizenship Behaviour-Individual (OCB-I)), although not all paths were accepted for each country. Statistically significant differences were found between the Australian and USA samples for both the measurement and structural models, with the sample from the USA showing much higher levels of satisfaction with workplace relationships, higher levels of psychological wellbeing, OCB-I, and lower perceptions of work harassment. Practical implications – The findings provide implications that Australian and US local government employees, positioned closest to the public, experience work harassment probably as a result of chronic under-resourcing both in terms of manpower and other resources, and coupled with unrealistically high-performance targets. The results depict that such work harassment is resulting in lower psychological wellbeing (USA only) and lower extra-role behaviour associated with OCB-I (Australia and USA). Originality/value – The value of this paper is that it benchmarks the impact of workplace relationships on work harassment for local government employees across two Anglo-American countries.
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Hawkins, Natasha, Sarah Jeong, and Tony Smith. "Creating Respectful Workplaces for Nurses in Regional Acute Care Settings: Protocol for a Sequential Explanatory Mixed Methods Study." JMIR Research Protocols 10, no. 1 (January 11, 2021): e18643. http://dx.doi.org/10.2196/18643.
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Background Negative workplace behaviour among nurses is an internationally recognised problem, despite the plethora of literature spanning several decades. The various forms of mistreatments and uncaring attitudes experienced by nurses include workplace aggression, incivility, bullying, harassment and horizontal violence. Negative behaviour has detrimental effects on the individual nurse, the organisation, the nursing profession and patients. Multi-level organisational interventions are warranted to influence the “civility norms” of the nursing profession. Objective The aim of this study is to investigate the self-reported exposure to and experiences of negative workplace behaviours of nursing staff and their ways of coping in regional acute care hospitals in one Local Health District (LHD) in NSW before and after Respectful Workplace Workshops have been implemented within the organisation. Methods This study employs a mixed methods sequential explanatory design with an embedded experimental component, underpinned by Social World’s Theory. This study will be carried out in four acute care regional hospitals from a Local Health District (LHD) in New South Wales (NSW), Australia. The nurse unit managers, registered nurses and new graduate nurses from the medical and surgical wards of all four hospitals will be invited to complete a pre-survey examining their experiences, perceptions and responses to negative workplace behaviour, and their ways of coping when exposed. Face-to-face educational workshops will then be implemented by the organisation at two of the four hospitals. The workshops are designed to increase awareness of negative workplace behaviour, the pathways to seek assistance and aims to create respectful workplaces. Commencing 3 months after completion of the workshop implementation, follow up surveys and interviews will then be undertaken at all four hospitals. Results The findings from this research will enhance understanding of negative workplace behaviour occurring within the nursing social world and assess the effectiveness of the LHD’s Respectful Workplace Workshops upon the levels of negative workplace behaviour occurring. By integrating qualitative and quantitative findings it will allow for a dual perspective of the social world of nurses where negative and/or respectful workplace behaviours occur, and provide data grounded in individuals lived experiences, positioned in a macro context Conclusions It is expected that evidence from this study will inform nursing practice, and future policy development aimed at creating respectful workplaces. Trial Registration Australian New Zealand Clinical Trials Registry (Registration No. ACTRN12618002007213; 14 December 2018). International Registered Report Identifier (IRRID) PRR1-10.2196/18643
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Davis, Paul J., Yuliya Frolova, and William Callahan. "Workplace diversity management in Australia." Equality, Diversity and Inclusion: An International Journal 35, no. 2 (March 14, 2016): 81–98. http://dx.doi.org/10.1108/edi-03-2015-0020.
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Purpose – The purpose of this paper is to identify Australian managers’ attitudes and understandings regarding workforce diversity management (WDM) and the practices and incorporation of WDM in organisations. Design/methodology/approach – Methodology is quantitative. A questionnaire in the form of a self-administered survey instrument was mailed to 650 managers (325 HR managers and 325 other managers) in Sydney, Melbourne and Brisbane. Findings – The research found that workforce diversity is not especially well understood or appreciated; especially by non-HR managers. Organisations appear generally not to prioritise WDM and levels of senior manager engagement with the topic are tentative. Statistical analysis highlighted considerable divergence of opinion across the surveyed group. Research limitations/implications – As an exploratory study, further research is encouraged to better understand cause and effect relationships pertaining to the findings. Practical implications – There are implications for HR managers or those in related roles who might design, implement and promote WDM initiatives. There are implications for consultants, employees and senior managers regarding education, awareness and support of diversity objectives. Originality/value – Addresses a gap in the literature by looking at contemporary attitudes and practices regarding WDM in Australian organisations. Provides the first empirical comparison between HR and other managers on the topic.
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Bornstein, Josh. "Employees are losing: Have workplace laws gone too far?" Journal of Industrial Relations 61, no. 3 (March 22, 2019): 438–56. http://dx.doi.org/10.1177/0022185619834321.
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Concern about the economic, social and political cost of growing income inequality is propelling a debate about the loss of employee bargaining power – both in Australia and other Organisation for Economic Co-operation and Development countries. The evidence of a pronounced decline in the bargaining power of employees in the Australian labour market is overwhelming. The decline is consistent with a collapse in workplace bargaining as a result of a bargaining framework that has not kept up with major structural change in the labour market. In the absence of decisive legislative intervention, the decline of employee bargaining power is likely to continue.
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John Fisher, K., Sigrid Deeds, and Roderick Siebel. "Strengthening health promotion in Australian workplaces." Australian Health Review 20, no. 1 (1997): 31. http://dx.doi.org/10.1071/ah970031.
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The Australian workplace has emerged as an important venue for influencing thehealth of employees through regulations and behaviour change programs. Recentsurveys have highlighted a growth in this activity but the effectiveness of these programsin changing unhealthy work practices and policies is questionable. The need forstrengthening programs by stronger designs and evaluation, and addressingorganisational factors and employee participation in planning and implementationprocesses is documented. Efforts in that direction in Queensland are cited. Buildingon these existing foundations, redirecting existing resources, and building intersectoralcooperation in public?private partnerships hold a creative, exemplary vision of thefuture for Australian workplace programming.